BỘ GIÁO DỤC VÀ ĐÀO TẠO

TRƯỜNG ĐẠI HỌC SƯ PHẠM KỸ THUẬT TP. HCM



KHOA KINH TẾ

TIỂU LUẬN MÔN QUẢN TRỊ

NGUỒN NHÂN LỰC QUỐC TẾ

THỰC TRẠNG VÀ PHÂN TÍCH QUẢN TRỊ NGUỒN

NHÂN LỰC CÔNG TY YAKULT HONSHA

SVTH: Nhóm 08 MSSV

1. Nguyễn Huỳnh Phương Giang 21136142
2. Lê Thị Ngọc Diễm 21126119
3. Huỳnh Ngọc Hiền 21126139
4. Nguyễn Lê Tấn Lộc 21126162

Mã lớp học: LLCT120314_09

Thành phố Hồ Chí Minh, Tháng 5 năm 2023

 BỘ GIÁO DỤC VÀ ĐÀO TẠO

TRƯỜNG ĐẠI HỌC SƯ PHẠM KỸ THUẬT TP. HCM



KHOA KINH TẾ

TIỂU LUẬN MÔN QUẢN TRỊ

NGUỒN NHÂN LỰC QUỐC TẾ

THỰC TRẠNG VÀ PHÂN TÍCH QUẢN TRỊ NGUỒN

NHÂN LỰC CÔNG TY YAKULT HONSHA

GVHD: Lê Thị Kim Khang

SVTH: Nhóm 08 MSSV
5. Nguyễn Huỳnh Phương Giang 21136142
6. Lê Thị Ngọc Diễm 21126119
7. Huỳnh Ngọc Hiền 21126139
8. Nguyễn Lê Tấn Lộc 21126162

Mã lớp học: LLCT120314_09

Thành phố Hồ Chí Minh, Tháng 5 năm 2023

 DANH SÁCH THÀNH VIÊN THAM GIA VIẾT TIỂU LUẬN
HỌC KÌ II NĂM HỌC 2022-2023
Tên đề tài: Thực trạng và phân tích quản trị nguồn nhân lực công ty
Yakult Honsha

TỈ LỆ %
STT HỌ VÀ TÊN MSSV HOÀN PHÂN CHIA CÔNG VIỆC
THÀNH

1 Nguyễn Khải Minh 21126119 100% Chương 1

Nguyễn Huỳnh Tổng hợp word, phụ lục, tài liệu
2 21136142 100%
Phương Giang tham khảo, thang đo in bảng giấy
3 Huỳnh Ngọc Hiền 21126139 100% Chương 3
Trích dẫn, danh mục từ viết tắt,
4 Lê Thị Ngọc Diễm 21126162 100%
danh mục bảng biểu, mục lục

Ghi chú:
- Tỷ lệ % = 100%: Mức độ phần trăm của từng sinh viên tham gia.
__________________________________________________________________

NHẬN XÉT CỦA GIÁO VIÊN

...............................................................................................................................................

................................................................................................................................................

................................................................................................................................................

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................................................................................................................................................
MỤC LỤC
 CHAPTER 1:
INTRODUCTION
1.1. Summary of the topic
Study the theories of human resource management and previous studies conducted
by researchers to systematize the theoretical basis of human resource management
of the enterprise, the factors affecting the human resource management strategy of
the enterprise. Thereby, collecting data to analyze and evaluate the current
situation of human resource management activities of Yakult Honsha Company
through the constitutive factors such as human resources, management level and
organizational structure, the ability to promptly adapt to changes in the business
environment in the new situation, and propose some solutions and
recommendations to further improve human resource management activities at the
company.
1.2. Rationale for the topic
Being proactive and meeting the requirements of human resources is always the
goal of the economy as well as each enterprise is aiming for, so the management of
human resources has been focused on by Vietnamese enterprises. Good human
resource management is a sustainable foundation for the success of every activity
in the organization. The stable and sustainable development of enterprises in the
context of the world economy in general and the Vietnamese economy in
particular are facing many difficulties, the problem for Yakult Company is to do
well the management of human resources, use human resources effectively, in
order to improve labor productivity, promote business activities, healthy business
environment, high sales growth. Yakult Co., Ltd. pays great attention to the
management of human resources, which has helped the Company promote the
capacity of each member.
1.3. Objectives of the project
● Understand the theory of training and development of human resources in
enterprises.

1
● Apply the research theories to learn the current situation of training and
human resource development at Yakult Honsha company.
● Draw out the shortcomings in training and human resource development at
Yakult Honsha.
● Propose measures to improve the existing limitations and improve the
training of human resources at Yakult Honsha company.

2
 CHAPTER 2:
A BRIEF INTRODUCTION TO YAKULT HONSHA
COMPANY
2.1. Company overview
Yakult Honsha Company is a multinational company operating in the field of
health and nutrition, with headquarters in Tokyo, Japan. The company was
founded in 1935. Yakult's main product is yogurt, which is produced from the
bacterium Lactobacillus casei Shirota, which improves intestinal microflora and
promotes health. In addition, Yakult manufactures and distributes a wide range of
other health and nutrition products, including nutritional supplements, functional
products, and other wellness products.
With operations worldwide, Yakult is present in more than 40 different countries
and regions. The company is always researching and developing new products to
meet the needs of customers and help improve the health and quality of life of
people around the world. Yakult prides itself on product quality and customer
satisfaction, and provides customer support services to help customers answer their
questions and achieve their best healthcare goals.
2.2. History begin
Yakult Company was founded in 1935 in Tokyo, Japan by food scientist Dr.
Minoru Shirota. He invented a bacteria beneficial to human health, called
Lactobacillus casei Shirota. This bacteria is found in yogurt product Yakult, a
drink containing sugar and lactic acid bacteria.
Dr. Shirota has researched beneficial bacteria as a way to prevent and treat disease.
He discovered that the bacterium Lactobacillus casei Shirota was able to survive
through the digestive tract and reach the small intestine to improve health. With
this invention, he founded the company Yakult Honsha and started the production
and distribution of Yakult yogurt.
In the years that followed, the Yakult company expanded its operations globally,
including Europe, America and Asia. Yakult has become one of the world's
leading yogurt brands, and the company has also expanded its product offerings to

3
include other functional foods such as nutritional supplements and nutritional
supplements other health care products.
2.3. Products and services
2.3.1. Product
Currently, Yakult Honsha is trading in 3 main product lines
o Food: dairy products such as lactic acid drinks, drinking yogurt, eating
yogurt, and other dairy products, noodles, refrigerated foods.
o Drinks: Vegetable/fruit juice, soy milk, nutritional drinks, tea, dairy drinks,
coffee, milk beverage
o Cosmetics and pharmaceuticals
And here are the main products of Yakult company
o Yakult yogurt: This is the main product of Yakult. Yakult yogurt contains the
bacteria Lactobacillus casei Shirota, which improves intestinal microflora and
promotes health.
o Yakult Light: This is a low-calorie version of Yakult yogurt, suitable for
people who want to lose weight or maintain weight.
o Yakult Ace: This product is fortified with vitamins C and E, which help
strengthen the immune system and fight against environmental aggressors.
o Yakult Gold: This product contains calcium and vitamin D, which enhance
calcium absorption and maintain bone health.
o Yakult 400W: This product adds fiber and healthy bacteria, helping to
improve digestive function.
o Yakult Lady: This product is specially designed for women, supplemented
with ingredients to help maintain health and hormonal balance.
o Yakult Beauty: This product adds collagen and nutrients to help improve skin
and hair.
In addition, Yakult also manufactures other products such as carbonated drinks,
fruit juices and other functional foods.
2.3.2. Service
 Home delivery with Yakult Ladies system
4
The Yakult Lady home delivery system is a tradition of the Yakult company.
Yakult started implementing a home delivery system in Vietnam in 2008. Even if
you only buy 1 batch of products, the Yakult Lady still comes to your door and
delivers completely free of charge.
 Factory tour
You will learn more about the effectiveness of healthy bacteria and the innovative
technology used to produce Yakult. Yakult will save the photos after the factory
tour with you.
 Health seminar
Yakult offers education and training programs to help consumers better understand
their health and nutrition products and how to use them. Nutrition counseling is
also available to help clients learn about how foods and diets fit their needs.
2.4. A brief overview of the company's personnel chart

5
6
7
8
 CHAPTER 3:
YAKULT'S INTERNATIONAL HUMAN
RESOURCEMANAGEMENT
3.1. Resource management at the Company
3.1.1. Current employment situation at the company
Every year, due to the expansion of the business plan, the demand for labor in the
company also increases accordingly. However, this change depends on the
business activities of the past year as well as the business plan during this time.
Therefore, the number of employees increasing every year is not the same.
Understanding the situation of employees at the company helps the company avoid
cumbersome administrative structures and make that work decentralized and time-
consuming decision-making, facilitating fast human resource planning and sharing.
At the same time, it is beneficial for the company in saving management costs.
Most of the staff recruited have their own qualifications and expertise. To be
arranged by the company in positions suitable to their capacity and expertise. The
company needs to have plans and policies for further training and retraining for
employees to improve the quality of the staff. There are many ways that the
company has applied: indirect training at centers, universities, opening classes to
improve skills at enterprises, inviting outside experts to provide more knowledge
and skills. better expertise.
3.1.2 The company's personnel work plan
The development of human resources also depends on the company's ability to
develop in the future. And in order to fully meet the human resource requirements
of each department in the coming period, the company will use the maximum
amount of labor according to the previously approved arrangement plan. The
training and recruitment of more staff on chemicals, technical workers, etc. is still
going on.
The urgent problems of the company at that time included:
● Improve staff training and development methods: In addition to the
inherent professional knowledge, employees should have for
themselves many other aspects such as: informatics, law, business
9
 administration, foreign languages,... especially the ability to adapt and
react to situations at work.
● Remuneration: In the coming time, the method of calculating the
income of officials and employees in the company will be applied
according to the principle associated with working performance and
business results. encourage fair wages for those who have brought a lot
of profit and high economic efficiency. The implementation of this
principle must be public, internal democracy, promote the initiative and
creativity of officials and workers, and at the same time avoid
unreasonable expenditures and incomes.
● Improving the quality of labor is the top task the company is
focusing on solving.
The company follows the principle of ensuring jobs for employees. Improve and
enhance the lives of workers, create favorable conditions for rewarding employees
for a job well done. Paying attention to labor protection and safety issues as well as
increasing the friendly safety in the working environment of employees.
Focus on developing reasonable research on forms of salary and reward for
workers so that workers' lives are improved. Increase awareness education for
employees. Conscious employees will have a spirit of self-discipline, creativity,
and increased productivity at work. Strengthen inspection and control of work and
labor techniques for those who do not complete their assigned tasks well.
3.2. The current situation of human resource management in the company
3.2.1. Personnel planning
A plan that outlines the basic human resource needs of the company in the present
and projected future. This plan moves from a goal analysis to the future needs and
fit of resources within the organization. Leaders in the departments also make
needs assessments and make recommendations. separate opinion.
In general, human resource planning is of great significance to the development of
the company. The plan will help the company's management to predict and control
the situation in terms of personnel before deciding to implement a certain project
in the near future. This creates conditions for the management, the board of
10
directors to handle the cases well, in order to facilitate the development of the
company to become more prosperous and strong.
This planning depends on contracts with businesses, so it is short-lived. This is
also a disadvantage for the company when looking at the labor demand as well as
the labor market that can provide the company.
3.2.2. Personnel planning
At the Company, human resource planning is always put on top, different from
planning for the coming year, human resource planning is carried out at the next
get a new project. This planning will help the company determine the reasonable
amount of necessary human resources to properly arrange for future projects. This
work will help the company have an overview on the issue of personal growth and
reduction, determine the direction of the human resource plan, and facilitate the
arrangement of personnel to take place in the working conditions. always changing
location. Also through this work, the company prepares and takes measures to deal
with upcoming personnel incidents. Help the company's leaders understand the
situation of personnel changes in the coming period from which to take remedial
measures.
3.2.3. Comment
In short, human resource planning has a great meaning for the development of the
company. Human resource planning is the planning of human resources and
human resources for the company in the future period. This plan will help the
company's management to predict and control the possible human resource
situation before implementing the received project. This allows the director's desk
to be able to handle cases well, facilitating the development of production, and the
company's growing strength.
However, human resource planning of the company depends heavily on contracts,
so this planning can only be planned in the short term, but it is very difficult to
plan in the long term in terms of personnel. This makes the company's perception
of labor needs as well as the labor market provided to the company difficult.
3.3. Job analysis and recruitment at the company

11
 3.3.1. Job analysis
To be able to manage well, it requires managers to grasp the job requirements so
that they can control as well as have strategies to recruit more capable employees
to meet the job, ensure The working process and arrangement of the most
reasonable positions to achieve the goal of production and work productivity. The
positions that are often recruited are described as follows:
● Sales collaborators: Guide, support and accompany the work for
sales associates. Taking care of existing customers, exploiting new
customers. Participate in product testing activities. Selling and
disseminating products to your door. Prepare work reports as required.
● Sales staff - development board: Recruiting sales associates (Yakult
Lady), guiding work, accompanying, supporting sales collaborators,
participating in sampling fairs, exhibitions, schools, Support Support the
sales team at the branches at the request of the company, on business
trips.
● Sales staff - direct sales: Deliver goods to agents, supermarkets,
retail stores (using company vehicles), collect sales, manage products,
operate stores, participate in activities activities, product promotion in
the management area, and some other tasks assigned by superiors.
The process of job analysis through 5 steps:
● Job description
● Define job
● Set personal standards
● Work evaluating
● Classification
The company has performed job analysis, but the analysis only stops at the outside
objective view and subjective point of view of the analyst, not the basic step-by-
step analysis as above. This directly affects the recruitment as well as control and
arrangement of work for employees in the future. At the same time, it also leads to
the situation that some officials and department owners do not have enough

12
qualifications and expertise to complete the work. Evaluation of job performance
is not accurate and there are no timely coping strategies.
3.3.2. Recruitment work
The company operates in the beverage industry, the number of employees always
changes from time to time as well as each project, with the project the company
has to do geographically far from the production headquarters, forcing the
company to recruit more workers in that place. Recruitment always takes place
regularly in the workplace. The main source of recruitment is from outside the
enterprise and mainly recruits employees who work directly in the project. The
company often has short-term seasonal labor contracts. The recruitment process is
carried out according to the following steps:
- Step 1: After being signed by the Director of a labor recruitment
permit to serve the needs of the project. The company established a
recruitment committee with the task of setting and deciding recruitment
standards for candidates.
- Step 2: Conduct posting and recruitment information on websites
and social networks.
- Step 3: Acquiring and studying resumes: All resumes are recorded
and researched by the recruitment committee. Considering whether the
candidates meet the basic requirements or not, if they do, they will
receive a phone call for a face-to-face interview.
- Step 4: Evaluate and decide on the candidate profile: The company is
a supplier of fermented milk drink beneficial for digestion, the
company's products are supplied all over the country, this requires the
company's production scale to grow and expand. Therefore, the demand
for human resources is increasing to ensure the production process as
well as supply products to the market, the development of the company
is also growing stronger.
The annual increase in the number of employees of the company is mainly due to
the shortage of personnel in the process of expanding the production scale of the
company. With the increasing size of the workforce, it is required that when
13
recruited, employees must also firmly grasp the professional knowledge as well as
the necessary skills to work more effectively.
3.4. Personnel training and development
3.4.1. Training
The Company applies the following methods:
 First method:
With the product being a traditional lottery ticket, the method used by the
Company is to re-train the workplace, tutor and guide on the spot, with priority
given to employees working at the Ticket Broadcasting and Rewarding
Departments. . To do that, the company must assign people who have worked for
many years and have experience in guiding in the workplace so that they can
mentor and improve skills for new employees. At the beginning of the training, the
part-time job will be explained and analyzed for the employees to preview, guide
the newbies to do it slowly and gradually, check the quality of the product, let the
new employees experience it for themselves. work, evaluate, comment and guide
how to do better if the targets are not met or the requirements are not met. For
tasks such as checking, classifying, arranging, checking the legality of the winning
ticket to pay the winner is a work that is done while learning, so using this method
is very good. Guide many people at the same time, saving more training costs.
 Second method:
Training outside the workplace, through programs with universities, Centers for
application of science and technology, etc., aims to improve knowledge and further
foster employees doing jobs: Accounting, administration. financial,... Subjects are
managers, a number of employees working in relevant departments, office staff.
To carry out training activities, first of all, it is necessary to identify training needs.
This work is carried out by the Administration Department - Organization and
advises the Board of Directors based on records and evaluation of actual jobs.
Synthesize from other departments, collect information, analyze to make a list of
employees who need to be trained. From there, submit it to the Board of Directors
for approval. develop a plan and evaluate and compare the costs before and after
employees are trained when making products with the costs when employees
14
participate in the training course. To see the urgency when training and developing
employees.
In short, depending on the training purposes, Yakult Co., Ltd. in each place needs
to use human resources for what purpose to apply training methods in a reasonable
way. It is possible to use one method, or combine many methods to improve the
quality of training and improve human resources.
 Advantage:
• On-site staff training is easy and convenient at work, without
spending too much time and training costs.
• For internal employees, it does not take much time to meet and
exchange, the working process is clearly received and evaluated.
Because they have a clear understanding of the goals at work, are
experienced and very quickly adapt to working conditions.
• For new employees, they grasp and absorb the work quickly,
dynamically, and have the qualifications required by the Company.
 Defect:
• The form of on-the-spot training, stereotyping, lack of creative
thinking at work, old people guiding new people, difficulty
understanding the nature of work when just holding hands.
• Recruiting and training for new candidates is expensive, difficult to
grasp the goal to stick with the Company for a long time.
• For internal candidates over 45 years old, who account for a high
percentage in the company, there is a health limitation, the ability to
grasp information is not quick. And internal candidates will often create
"Management Trails", stemming from competitive pressure, which
makes cooperation between new and old people difficult.
3.4.2. Personnel development work
The company optimally uses its internal resources in human resource
development, motivates employees to work actively, strives to improve their skills
and qualifications to help. for the company, do their job excellently.

15
After many years of human resource development, the company has built for itself
a team of employees with essential qualifications and long-term attachment to the
company, basically meeting the requirements of the company. at the present time,
at the moment.
However, the company has not diversified the types of development methods. This
makes it difficult for employees to improve themselves, which partly affects the
company's operational processes.
The company has not yet set out reasonable policies that harmoniously combine
the interests of employees with the interests of the company in cooperation and
development. There are not many incentive policies to motivate employees to
actively volunteer to participate in training and work processes for the company.
The content of human resource development of the company has many
shortcomings that are not real. useful for the reality, the work of the staff is not
associated with the actual work.
3.4.3. Personnel treatment
The arrangement and use of personnel is a process of implementing and
implementing personnel plans to ensure that the agency has enough numbers to
meet the requirements of the job, arrange in the right place, at the right time and at
the right time. In the right place. Reasonable arrangement and use of labor is a
condition to increase labor productivity and production efficiency. Maximize use
of labor according to the approved labor arrangement plan. Assign experienced
and skilled staff to important departments. Re-arranging staff in departments and
units, replacing cadres who do not meet production tasks, creating favorable
conditions for young capable staff to participate in important management
positions of the company.
The company arranges personnel according to the needs of the job, according to
the standards of technical ranks, and determines the rationalization of labor
according to technological and management processes, paying attention to social
relationships. When arranging human resources, the company pays attention to the
true interests of employees, their physiology and aspirations so that they can be
arranged and used according to their abilities, trained expertise and forte. The
16
company stipulates specific responsibilities and labor norms for each individual
and department to ensure the best work is done. The company also focuses on
assigning qualified and skilled workers to take on important jobs. However,
because the work depends a lot on projects, employees work on projects, making
the arrangement of personnel really difficult, the number of workers recruited after
the project also affects. enjoy more efficient use of labor.
The company implements the remuneration regime with the motto: Improving the
life for all employees of the company. Motivating, encouraging and promoting the
production and business activities of employees to be able to have the highest
productivity to create the company's success. Encourage enthusiasm, enthusiasm,
creative spirit of each worker to minimize costs and improve working conditions
for employees in the company.
3.4.4. Material treatment
 Salary
The company develops regulations on salary management and distribution to apply
uniformly throughout the Company. The wage unit price is determined based on
the total salary fund (according to the state's regulations on salary scale, number of
employees, minimum level) and service revenue (equal to service revenue minus
outsourcing costs). ). Wages are distributed according to the principle of
distribution according to labor and wages are used as the most important economic
lever to stimulate employees to actively participate in production and business.
The salary distribution is done openly and democratically, ensuring fairness and
reasonableness among titles in the company.
 Bonus
To encourage employees in the company to increase their contribution efficiency,
increase productivity, and complete the park. The company offers a bonus policy
on a periodic basis, according to the number of products completed, after each
project, employees are rewarded by the company when the amount of products
completed on schedule meets product quality. The consideration of rewards is
based on individual or collective achievements in thrift implementation, technical

17
innovations, business organization methods, finding new customers, and newly
finished products. color assigned tasks, fight negativity, waste
The bonus is also spent on the holidays of the Lunar New Year, New Year,
Company establishment day, Victory day April 30, International Labor Day May
1, National Day September 2 and the anniversary of the 10th anniversary of the
death. March of the lunar calendar to encourage employees. However, the
proportion of bonuses and benefits in the total income of employees is still low.
The rewards have not stimulated employees because the value is still small, the
time between the two bonus reviews is too long. For these reasons, the Company
should consider this to improve the flexibility in remuneration. , more linked
between the employee's job performance and the remuneration they receive to
promote the spirit of enthusiasm for work.
 Allowances, Allowances and Other Amounts
The company implements social security regimes for employees according to labor
law, labor regulations and collective labor agreement. The employee's illness or
accident, the company deducts from the welfare fund for extra care. The company
cares about the life and improving conditions for its employees. The company has
a regime of fostering in kind for laborers working in hot and hard conditions,
taking care of staff. employees on holidays. Recognizing the importance of welfare
for motivating employees, the Company always ensures the implementation of
compulsory benefits such as social insurance, health insurance, sickness and
maternity benefits. property and death in accordance with the law, in addition, the
Company also has additional support levels according to regulations. In addition,
in order to create conditions to take care of the lives of employees who are
attached to the Company, voluntary benefits are encouraged such as: Annually
organizing vacations for employees depending on the conditions of each member
unit. , money to visit when the employee's home is filial, bonuses in some holidays
such as Children's Day 1/6... For employees who do good work, the Company also
has bonuses.
Through the survey results on the level of satisfaction with the welfare regime of
the Company, more than 80% of the respondents are satisfied with the welfare
18
regime that the company is applying today. They replied that they are fully paid by
the Company and are regularly interested in health care. However, there are some
unsatisfied opinions of employees that currently the employee's social insurance
and health insurance premiums are based on the basic salary calculated according
to the salary coefficient according to Decree No. 205/ 2004/ND-CP, dated
December 14, 2004 of the Government, not the actual salary of the workers. With
this level of contribution, when reaching retirement age, the pension will be much
lower than the current salary.
Thus, it can be seen that the Company's welfare regime has had certain effects in
creating labor motivation through material stimulation, support and interest in the
lives of employees. However, along with the development, the welfare regime also
needs to be adjusted to suit the reality in order to maintain and promote its role in
motivation.
3.5. General assessment
3.5.1. Advantage
The company's human resource work has been relatively complete. All stages of
human resource work are applied in the process of human resource management in
the company. The company has the opportunity to expand its lines of business,
production and business. jobs for workers.
Managers and leaders of the company are gradually being streamlined,
streamlined, and strengthened, with managers with professional qualifications to
achieve higher work efficiency.
The Board of Directors of the company is always interested in improving the
quality of life of employees, always creating conditions to enhance training and
professional development for employees in the form of short-term learning to
achieve the highest standards of performance. standards set by the State.
The income of workers is not high, but it is stable, improving the lives of workers,
fulfilling obligations and responsibilities to the State. Workers are more and more
attached to the company, the company has a policy to initially arouse the potential
of recognition in the company, encouraging workers to live creatively at work.

19
 3.5.2. Disadvantages of the company's human resources
Although the personnel work is relatively complete, the quality of the work is not
specific, possibly due to objective conditions or subjective conditions.
Planning in human resources is a very meaningful first step for human resource
management in the future, helping managers to be proactive with changes, but this
force has many limitations depending on the contract. It is this that makes the
planning work very difficult. It can only be planned in the short term, but cannot
be planned in the long term, making the company's leaders passive in the process
of determining personnel as well as foresight.
The job analysis is also unscientific, not considering overall work, which affects
the assessment of management quality for managers.The recruitment of human
resources is not reasonable depending on the number of recruitment contracts to
attract talents to the company, but because the company rewards recruitment for
short-term work associated with a project to do this work. not reach its full
potential.
Because the company only hires for short-term work, the training and development
of personnel is not trained by the employer in the company just enough to work in
the production workshops without a regime to help workers develop. full potential.
Low labor productivity leads to low working efficiency. The company's
remuneration system is relatively complete. Workers who do not work for a long
time in the company do not meet with the company, reducing the effectiveness of
the remuneration.
In addition, human resource work has other limitations:
● The high level of management in the company is limited. Human resource
managers have not really done well in their fields, have not aroused the potential
of workers, are not close to employees. Managers undertake work mainly based
on learning experience, so the effectiveness of human resource work is not high.
● Managers are not really objective, so human resources can't play its full role
for the company.

20
 ● The Board of Directors is not really aware of the important role of human
resources and therefore there is no appropriate mechanism for human resource
work.

CHAPTER 4:
CONCLUSION
In the market mechanism, businesses that quickly grasp the development needs of
society will survive. Human resources are always considered as the factor and
motivation for the success of the business. After all, human resources are the main
actors creating capital and physical assets, proposing new ideas while also taking
on the role of selecting and applying advanced technologies and implementing
business targets to improve the "position" of the business. In many cases, capital
and technology can be mobilized and implemented, but building an enthusiastic,
dedicated, appropriately capable and efficient workforce is much more complex
and expensive. It can be said that it is people who make the difference between
businesses.
Through learning about Yakult Honsha Company, our team has gained useful and
practical knowledge about the human resource management of the company, as
well as the current situation of human resources. The company has implemented
human resource management very effectively, however, it is still necessary to
solve some existing problems to improve the management and operation efficiency
of the company further.
We are well aware that management is a very broad subject and our article may
not be exhaustive. Therefore, we are looking forward to receiving the closure from
the lecturer, helping our articles to be more complete.

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 REFERENCES
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10/05/2023 https://www.yakult.co.jp/english/  , ngày 23/06/2019
[2]. Trang Nguyễn, Chiến lược marketing của Yakult – Hành trình chinh phục
thị trường Việt Nam ttps://igenz.net/phan-tich-chien-luoc-marketing-cua-
yakult-tai-viet-nam truy cập ngày 8/5/2023
[3]. PhIgenznet,Phân tích chiến lược marketing của Yakult tại Việt Nam 
https://www.brandsvietnam.com/congdong/topic/330602-Thoi-quen-yeu-
thuong-Buoc-ngoat-cua-Yakult-trong-chien-luoc-truyen-thong-tai-Viet-
Nam,truy cập ngày 6/5/2023
[4]. Trương Khắc Trà, Chiến lược khác biệt của Yakult 
https://diendandoanhnghiep.vn/chien-luoc-gia-khac-biet-cua-yakult-
237057.html, , truy cập ngày 8/5/2023
[5]. Yakult Honsha, https://www.yakult.co.jp/english/ , 23/4/2023

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