Q1: Gr Ass1
Topic 1: Module Technician Position in Intel Products VietNam - Gr 2
a.to give her your comments (1.0p), and
After reviewing the employee's report, I have gathered the following general
observations: she has prepared quite well.
Collecting data, she has adequately followed Observation:List the factors
that she observed well to have a better understanding:Number of headcounts,
Type of headcounts,Number of task,Which task are assigned,Stakeholder of
headcounts,Working process of headcounts,Time for each step in working
process,Task efficiency,Define Machine efficiency,Result of
Observation:She analyzed clearly the results based on the aforementioned
list,Confirm Interview:Dedicated Trainers (DT),Double check with Module
Engineer (ME),Solve issue in workload by communicate withTechnician
Engineering Group (TEG) →Provide Value Information and more
reliable,The questionnaire was carefully prepared such as specific timeline,
questionnaire sources,and related question, but the format is not clear and
professional
Workflow analysis. Good: The input represents complete information and
data; the process checks tasks, individual work, and employee overload; the
output reflects the quality of service. Additionally, she provides a specific
workflow for the Lifting Technician position to make it easier to understand.
Bad: The workflow does not show the details, it is not clear what the input,
process, and output include; the workflow does not show the position of
stakeholders.
JD and JS: clear format but not professional such as company logo.
b.to instruct her how to correct her assignment (if any) (1.0p)
Workflow Analysis
Input: consists of information and data that support the system's functioning.
Process:involves assigning tasks to check if they are being performed,
identifying the stakeholders of the headcounts to track each person's
activities, and documenting the working process of the headcounts, including
the time required for each step, to assess employee workload. There may be
multiple workflows for different positions.
Output includes task efficiency and the definition of machine efficiency to
ensure service quality. It is crucial to specify who is responsible for each
position.
The JD, JS, and the questionnaire need to be reviewed carefully and
professionally.
Topic 2: IVY MODA Digital marketing executive - Gr 5
She has prepared the presentation slides well, with a clear layout and content
that meets the requirements. However, there are still several deficiencies in
the detailed content.Data collection methods: Incomplete without duration,
location, results may vary between the time of conducting and
results.Observation:Observer bias, feedback and communication doesn’t
explicitly mention when and how feedback will be given to the employee,
what is the specific work for the employee, not specific time frame for
observation as well as the specific observed targets.Interviews:No specific
time line, questionnaire sources, unrelated questions to JD/ JS.Workflow
analysis: Wrong process analysis concepts and analysis, workflow is applied
for position and division, not for one person, need to mention the order of
work.JD/ JS: Wrong and incomplete format without company logo, shifts,
benefits.
Topic 3: Job Analysis for Project Manager of Apollo - Gr 6
Good: She has prepared the data collection section very well, including
preparing the contents, conducting interviews, and carefully analyzing the
data.Bad: Workflow Analysis: Better to not identify tasks according to
position in The process→Site-check/Logisticworker,Team leaders,Project
manager,CEO is rejected.JD and JS: Delete “Disclaimers and Approvals”
part as it is not needed/shown on the JD-JS specifically in JS. Complete the
full JD-JS (Details): By adding position title, company logo, format,...
Observation: This part is missing and it is necessary to conduct the
observation process to make the report more comprehensive.
Topic 4: Job Analysis For Winmart+Staff - Gr 1
Good: She has prepared for the interview very well. She clearly identified
the interviewees and interview locations. The interview questions were clear
and specific, serving the purpose of creating JD and JS. The workflow was
accurately and clearly defined, with specific analysis conducted.
Bad:Observation is missing→Adding observation method into how to
collect data to make the report more comprehensive. The preparation of JD
and JS is quite poor, with inaccuracies that require significant revisions. It is
necessary to separate JD and JS,move Working conditions to JD, and Fix
Benefit into Wage, move out to JS, and move to JD.
Topic 5: Teaching Assistant Job Analysis - Gr 4
Good: Collect data is quite Good, included clear Observation
Bad:Data Collection: Interview Methods Some of the questions we asked
the interviewees were unrelated to the purpose of creating the JD&JS and
were just a warm-up. Therefore, we were not able to fully exploit the
requirements and job responsibilities to do JD and JS.Workflow Analysis:
We only show the workflow (IPO) and the ordinal number of performed
tasks of a teaching assistant position at ILA, we did not show the workflow
of that Department (Department of Teaching and Learning) or the number of
tasks that this department need to do. JD and JS: We have not been able to
distinguish which content is the Job Description and which content is the
Job Specification. Therefore, we need to separate each part and also insert
the document of JD/JS.
Topic 6: Testing engineer position in Bosch Company - Gr 3
Good: Follow the theory, and examples in the textbook.
Bad: Gathering Data: Lack of information on people who responded to the
questionnaire form and interview. Workflow analysis: Lack of information
about the number of positions in the department and highlight the part that
Embedded Engineers do. JD & JS design: Need more detailed information
and the logo of Bosch company about the JD&JS, and redesign it to read
easily.
Q1: Gr Ass2 1.JD&JS,2.Collect Data,3.Expectation,4.Advertise Info,5.Final
Ads,6.Platforms/channel,7.Cost & Duration
Topic 1: Part-Time Service Staff in Phuc Long coffee - Gr 2
Successfully completing the set criteria, meeting the required content, and
providing sufficient evidence to create a comprehensive advertisement.
1.JD&JS: Complete and meet the recruitment needs. 2.Collect Data: Apply
two methods, namely face-to-face interviews with managers along with a
semi-structured interview format. Through this approach, the most accurate
information can be obtained. Conducting surveys with 28 responses using
Excel to summarize the interview results increases accuracy to the highest
level in this process→Good point. Questionnaire is very good and profitable
3.Expectation: Sau khi đã có kết quả phỏng vấn từ 2 tiêu chí trên thì —>
4.Advertise Info:Clear and comprehensive with all the information - good
preparation for designing the advertisement. 5.Final Ads:Design follows
the data collecting. 6.Platforms/channel:Facebook,Instagram,Website,
Banner: at store,7.Cost & Duration:Quite clear, but one weakness is the
lack of information about the printing cost of the banner. It is necessary to
clearly list all the existing costs.
Topic 2: GIGI International English Centre - Gr 6
Interview Question: Questions are not appropriate, cannot be asked to
interviewees because:1.They are oriented-answer questions.2. Do not relate
to job ad information. →Solution: Delete interview source, use Internet
sources (Fix and add more info).
Channels:1. Channels choices are general, not specific to the channel of
GIGI 2. Channels have different flow of information/ different types of
advertisement -> Cannot use only one ad (Infographic) →Solution: Choose
specific channels that use the same flow of info and type of Job ad
Cost:1. Costs are not defined specifically,2. Consider the cost of
advertisement when posting the Job ad post on the official page of GIGI.
Topic 3: Winmart+Staff - Gr 1
1. Doesn’t have a total cost of job advertisement activities.
2. Just have data collection of only 1 person (interview Phuoc Dat) →need
more people.
Topic 4: IVY MODA Digital marketing executive - Gr 5
1.Missing questions interviewed in IVY MODA,2.Missing characteristics of
employees who work in the IVY MODA,3.Missing the cost in detail to
recruit on the Internet,4.Incomplete job advertisement to recruit the job in
social media.
Topic 5: Teaching Assistant Position At Ila Vietnam - Gr 4
Topic 6: Testing engineer position in Bosch Company - Gr 3
Nhóm sửa lại duration chi tiết từng cái, cost thêm rõ hơn, channel → thêm
website + Fb, bỏ Linkedin.
Q2: My gr Project - Gr 2
1. What are the assigned requirements of your group project? (0.5p)
HRM function:Job design & Job analysis, HR planning,Recruiting and
Selecting,Topic: Conducting an Employment Interview in Associate Growth
Manager is the person developing and executing growth marketing
strategies, with a focus on growth hacking and executing a comprehensive
growth strategy that aligns with overarching business objectives. We based
on the characteristics of this position to do the JD&JS, Questions for
Interview, Criteria and Form to Evaluate.Recruiting definition:The practice
of establishing a pool of qualified applicants for organizational vacancies is
known as recruiting. As labor markets alter, recruiting becomes more crucial.
Although recruiting can be costly, one important aspect to consider is the
cost of unfilled vacancies.Selecting definition: The process of selecting
individuals with the necessary qualifications to fill positions in an
organization is known as selecting. Without these qualified individuals, a
firm has a far lower chance of success. Requirement:1. Preparing the
necessary files and content. a.Preparing JD&JS,b.Preparing Questions for
Interview,Criteria and Form to Evaluate,c.Preparing the Recruiting and Job design & Job analysis, HR planning, Training and Development. Needs Assessment-tailoring the training program to their individual
Selecting timeline. c. Briefly review the key points of that function in terms of theory (0.5p) needs,Step 2: Prepare A Criteria Requirements For Trainees-right individuals
8 Functions: are included in the training program,Step 3: Provide A Training Program For
Job Design & Job Analysis: This involves defining and understanding the New Employees-employees ensures they receive the necessary knowledge
tasks, duties, qualifications, skills, knowledge, and responsibilities that are and skills,Step 4: Start Working In Practice-gain practical experience.Step 5:
part of a particular job⁴. Job design focuses on performance, work division, Do A Follow-Up & Prepare For The Evaluation-Allows for continuous
and task completion.HR Planning: HR planning ensures the organization improvement,Step 6: Evaluate The Trainee’s Contribution-determine the
has the right number of professionals with the necessary skills. It involves effectiveness of the training program and identify areas for further
creating goals, examining employee skills, and adjusting areas of the development,
business that need improvement.Recruitment: Recruiters handle various →the process of training needs and developing a training program involves
steps across the recruitment process, including posting job listings, screening systematically identifying organizational needs, designing tailored programs,
resumes, attending job fairs, conducting pre-screening interviews, meeting and evaluating their effectiveness. By following these steps, organizations
with hiring managers, and scheduling interviews.Selection: This involves can ensure that their employees are equipped with the necessary skills and
choosing the most suitable candidate from the pool of applicants. It includes knowledge to contribute to the achievement of organizational goals.
conducting interviews, assessing candidates' skills and qualifications, and Q5:
making the final hiring decision.Training and Development: This process a. What is Re-engineering? (0.5p)
aims to improve the performance of individuals and groups in an Re-engineering is the process of changing and improving the design of a
organization. It involves educating employees on necessary technical and product or system, or the way a company works or a job is done12. It
management skills for their roles.Performance Management: This involves involves serious introspection about what the company is trying to achieve
defining objectives, communicating these objectives to employees, and what job and role responsibilities will help realize the goals.
monitoring employees' progress, evaluating their performance, and b. Choose ONE of HRM functions to explain how the selected HRM
rewarding their achievements.Compensation & Benefits: This involves function can contribute in a successful reengineering process (1p)
2. Implementing the Recruiting Process. a.Job opening,b.CVs defining a fair, equitable, and competitive total compensation and benefits Training and Development involves implementing learning management
scanning:We received 10 CVs and rejected 6 of them. Just 4 people came to package, developing a consistent compensation philosophy, and ensuring that systems to create personalized training programs and foster a culture of
the next round. There are several reasons that we could not choose them as compensation practices comply with current legislation.Employee continuous learning4. In the context of re-engineering, this function is
the candidates to take the interview such as the avatar are not professional, Relations:This involves maintaining positive relationships between pivotal as it ensures that employees are equipped with the necessary skills
lacking in working years, do not meet the requirements or criteria,the employees and the organization. It includes liaising between employees and and knowledge to adapt to the changes brought about by the re-engineering
experiences are not relevant to the recruited position,...c.General Interview: managers, creating or advising on workplace policies around employee process.
In this round, 4 remain candidates would take the General Interview. The issues and needs, and preventing and resolving issues between employees For instance, if a company is re-engineering its processes to incorporate new
questions in this round will be related to the personal information, and management. technologies or methodologies, the Training and Development function
certificates, strengths and weaknesses, all the knowledge related to the Literature Review:Training is the process through which individuals would be responsible for ensuring that all employees understand and are
recruited position, rejected CV of Hà Ngọc 2 years in working and had not acquire knowledge and skills necessary for performing their job tasks capable of utilizing these new systems effectively. This could involve
ever been a manager while our requirement is having 6 years experience in effectively and responsibly.Training & Development are the ongoing creating and implementing training programs tailored to the new processes,
growth marketing, growth hacking,Henrietta Mitchell:1 year was a manager process of developing information, clarifying concepts, altering attitudes, providing resources for self-learning, and continuously assessing and
and 3 years working experiences.d.Final Interview:2 remain candidates and enhancing abilities. addressing the training needs of the employees.
would take the Final Interview:2 candidates here are Pham Ngoc Thao Ngan Moreover, Training and Development also plays a role in fostering a culture
and Doan Duy Bach, the interview lasted to 30 minutes and they had of adaptability and continuous improvement, which are key to the success of
excellent presentation. However, just 1 person has a chance to challenge any reengineering effort3. By promoting a learning mindset, this function
with the position of ASSOCIATE GROWTH MANAGER in our company. helps ensure that employees are not only able to adapt to the immediate
Therefore, the next stage – Selecting process will be implemented. Point changes brought about by re-engineering, but are also prepared to
345;A.Professional Attitude,B.Mandatory Criteria,C.Extra Criteria →Bách continuously learn and adapt to future changes. This contributes to the
2. What is the most difficulty in conducting your project and how did long-term success of the re-engineering process and the overall
your group address this difficulty? (1.0) competitiveness of the company.
1.The first difficulty is choosing a recruitment position. Initially, our team Performance management is a crucial process in any organization. It
chose the position of Human Resource Intern and we prepared CVs for this involves evaluating what an employee does and does not do by identifying,
position. However, during the discussion with Dr. Xuan, she suggested encouraging,measuring,evaluating,improving,and rewarding employee
choosing a different, more professional profession. As a result, we had to performance.
delete all the initial CVs we had prepared and invest time and effort into Let’s consider the HRM function of Performance Appraisal.
researching and studying a new position. Performance appraisal is a systematic and periodic process that assesses an
2. The second challenge for our group was encountered when we began individual employee’s job performance and productivity in relation to certain
working on the Literature Review section. Due to a lack of consensus within pre-established criteria and organizational objectives.It provides a structured
the team, members produced numerous contents for the Literature Review, mechanism through which employees receive feedback on their
but they were not accurate. Subsequently, intense debates arose within our performance, understand their strengths and areas for improvement, and set
group regarding this issue. Our resolution approach involved the team leader goals for future performance.This feedback loop is essential for maintaining
gathering everyone together to analyze the inaccuracies, discuss and seek the and improving performance over time.Help identify gaps in skills or
guidance of the instructor. Ultimately, we were able to choose the correct knowledge and inform decisions about training and development needs.
direction for our group. As for the conflicts among team members, Training Needs Assessment:Assessing organizational training needs is the This ensures that employees have the necessary competencies to perform
individuals made an effort to listen to each other, acknowledge mistakes, and diagnostic phase of a training plan.This is the process of identifying & their roles effectively and contribute to the organization’s strategic objectives
apologize for unprofessional behavior. evaluating the training & development needs of individuals or groups within Q4: Case of Chay Xanh: Training Employees.
Final Advantages, we received praise from our teacher for thorough an organization. Three sources used to analyze training need 1.Which HRM functions that you would request the management team to
preparation, and both the content and presentation were excellent. However, assessment:Organizational Analysis,Job/Task Analysis,Individual Analysis review for the upcoming expansion strategy (0.5p)? Briefly explain the key
the group was criticized for lacking in presentation skills, and it was Establishing Training Objectives & Priorities: Attitude, Skill, Knowledge. task(s) of each function (1.5 points).
suggested that we should practice more together before the actual Training Design:Learner Characteristics,Instructional Strategies,Transfer of 2.Choose one of these HRM functions to analyze and suggest some HRM
presentation. Training. practices/activities in this functions that the management team should
Q3: other Gr project - Gr 4 (ưu tiên 2) d. What can be learned from this presentation? Explain. (1.0p) consider at high priority (1p)
a. What is the topic of that group? (0.25p) Process of Training Need:1.Identify The Org. Needs And
Topic:Analyzing training needs assessment in Decathlon Vietnam company Goals-Understanding the overall objectives and requirements,2.Identify
Reason: Problem of human resources is always an extremely difficult Specific Issues And Perform A Gap Analysis-pinpointing the specific areas
problem that businesses always have to try to solve to get potential that require training,3.Define The Required Knowledge & Skills-a clear
candidates. Why?-create a company that is financially strong, reputable, and direction for the training program,4.Report Training Needs And Recommend
has human resources within it. Training Plans-ensures that the organization is aware of the requirements and
b.Name function(s)/activity(ies) in HRM is/are analyzed in that project can take necessary actions.Develop Training Program:Step 1: Trainee
Guest Speaker: Challenges in F&B Business and Importance of
Personnel Training
Running an F&B business is not easy, and the guest speaker emphasized the
crucial nature of personnel training in this industry. The presentation covered
key aspects such as organizational analysis, task analysis, and person
analysis as foundational elements for effective training.
Training Process: Adapting to Chain and 1 vs. 1 Models
The training process differs significantly between chain and one-on-one
models, posing the challenge of ensuring consistency. Various types of
training, including knowledge, skills, and attitude, were discussed, with an
emphasis on the different evaluation criteria. Investing in training is seen as a
means to gain competitive advantage.
Common Failures in Training: SOP, Team Dynamics, and Support
Training failures were attributed to issues such as a lack of bonding with
Standard Operating Procedures (SOP), team dynamics challenges, and
insufficient support. The importance of integrating even the smallest details
into the training process was highlighted, emphasizing the need for evolving
standard operating and training procedures.
Contributing Factors to Training Failures: Support and Recruitment
Insufficient support from management, time constraints, and recruitment
errors were identified as contributing factors to training failures. The
challenges of recruiting during labor shortages were discussed, advocating
for a more thorough selection process to ease the difficulties in training.
Insights from Guest Speakers Chị Trang and Chị Linh: Training
Strategies and Supervision
Chị Trang shared insights into effective training, emphasizing the
transmission of multi-knowledge, psychological preparation, and dealing
with pressure as sources of personal development. Chị Linh focused on the
role of supervision, sharing experiences from starting as a server to
eventually overseeing personnel operations.
Challenges of Delegating Authority and Avoiding Micromanagement
The presentation delved into the challenges of training and delegating
authority effectively. Examples were given regarding the pitfalls of wanting
to manage everything and the importance of planning and striving to achieve
higher positions.
Employee Mindset and Training: Developing Confidence and
Accountability
Addressing the mindset of employees, the speaker emphasized the
importance of avoiding saying "no" without trying, handling pressure, and
recognizing the significance of a strong foundation. Building confidence,
accepting responsibility, and limiting queries were identified as crucial
aspects for personal development.
Learning from Failures: Improvement and Employee Recognition
The need to accept mistakes, recognize and praise employees, and trust in
their abilities were highlighted. The importance of knowing when to
intervene and improve before a decision is made and giving employees
another chance after a failure were discussed.
Tech Xanh Example: Complete Delegation and Knowledge Gap
An example from Tech Xanh illustrated the challenges of complete
delegation and the knowledge gap, emphasizing the importance of
understanding the target audience and maintaining belief in achieving goals.
Personal Reflection: Passion for People and Gratitude
The speaker shared a personal reflection on the challenges related to human
aspects in business, expressing a passion for helping others improve and the
difficulty of facing setbacks. Two key lessons were highlighted: the
importance of real-life experiences and cultivating a sense of gratitude.
Hierarchy and Training: Three Levels – Manager, Supervisor, and
Kitchen Staff
The presentation concluded with insights into the hierarchical structure
within an F&B establishment, emphasizing that training should not depend
on hierarchy and that everyone should have access to acquiring all necessary
skills.
1.Case: Lúc dịch á ko có nhân lực nên tuyển đại nên thành phần nào cũng tạo nên
1. Training and Development (T&D):Key Task(s):The T&D function đào tạo khó chet me. Từ đó ko có chọn bừa nữa mà phải lọc nhân sự đàng
should be reviewed to ensure that the training process aligns with the specific hoàng, vì ngày chay rất áp lực --> consider
needs of the expansion strategy. This includes adapting training programs to Mình nên xem lại hệ thống của mình trc, quy trình của mình trc rồi mới đưa
suit both chain and one-on-one models, addressing the challenges cho manager, báo cáo cho boss để feedback và điều chỉnh.
highlighted in common training failures (SOP, team dynamics, and support), Flollow bài test
and incorporating insights from guest speakers regarding effective training Tuyển dụng kĩ vào
strategies and supervision. The focus should be on enhancing the training Chị Trang chia sẻ về training nhân sự:
process to build the necessary knowledge, skills, and attitudes required for 1. Truyền tải kiến thức: multi knowledge
the expansion. 2. Chuẩn bị tâm lí: làm sao để cho doanh nghiệp vận hành ok nhất
2. Recruitment:Key Task(s):Considering the challenges associated with 3. Áp lực --> học đc nhìu thứ để phát triển bản thân mình ( bài học
recruitment, such as insufficient support and errors during the hiring process, : Trao Quyền, học những j mình chưa học bao h --> Áp lực: đây là những
the Recruitment function needs to be reviewed. Special attention should be thử thách bản thân --> động lực.
given to refining the recruitment strategy to ensure a more thorough selection
process. This includes considering the specific requirements of the Nhân sự vào thì sẽ có đánh giá nhất định. Có những đức tính ko mún training
expansion, addressing labor shortages, and avoiding recruitment practices lun
that may contribute to training difficulties. A careful selection process will
contribute to having the right individuals in place for a successful expansion. Ko say no nếu k biết, chịu áp lực đc thì đáp ứng đc cv sau này
2.Case: Nền tảng rất quan trọng
Training and Development (T&D) function. Here are some key HRM
practices that the management team should consider at high priority: Chị Linh chia sẻ: giám sát
1. Customized Training Programs:Activity:Tailor training programs to Lúc đầu làm phục vụ thôi sau đó làm bếp,
accommodate both chain and one-on-one models. Develop customized Vận hành nhân sự, process hết luôn thì làm rồi sau đc làm giám sát
content addressing the specific needs of different roles within the
organization.Rationale:This ensures that training is relevant, consistent, and Training sai rồi trao quyền sai. Ví dụ mình mún run 1 business khác thì
applicable to various positions, fostering a cohesive learning experience for muốn mấy bạn manage hết nhưng kết quả thu đc ko như ý
all employees. Với vấn đề con người, tâm lí mún đc làm quản lí sau ba năm thì phải lên kế
2. Standard Operating Procedures (SOP) Integration:Activity: Integrate hoạch và phấn đấu để chắc chắn làm đc việc đó --> suy nghĩ lại bản thân
SOPs seamlessly into the training process, ensuring that employees mình
understand and adhere to established procedures from the Khi đc trao quyền thì trách nhiệm rất cao
outset.Rationale:Address the common failure of SOP bonding by embedding Nếu mình cầu toàn thì ko trao quyền đc, phải chấp nhận sự mắc lỗi đó, chứ
these procedures within the training, promoting a better understanding and ko đc hễ tí r bay vô, phải tin tưởng nhân sự, hãy xem lỗi đó là 1 phần, r sau
application in real-world scenarios. đó improve sau
3.Enhanced Recruitment and Onboarding Practices:Activity:Review and
enhance recruitment processes, focusing on selecting candidates with a Phải biết khen, đc ghi nhận chứ nếu khen thì sợ bị bay lên cao rồi lên trển
strong alignment to the organization's values and a genuine interest in lun, với kiểu mấy bạn đó làm tốt nhưng vs anh thì nó bth -> tr ơi tánh kì.
personal development.Rationale:Improving recruitment practices can
mitigate challenges related to training failures, ensuring that individuals Tập tính tự quyết và chịu trách nhiệm, hạn chế hỏi, trao lun cho ng ta quyền
hired are more likely to succeed in the training process. tự quyết nhất định, --> tự tin và phát triển
Vietsub:
Guest Speaker Nếu tự quyết r gây ra thiệt hại lớn thì sao --> mà trc khi đưa ra quyết định thì
Kinh doanh F&B không dễ anh chặn đầu để cải thiện r
Vấn đề training nhân sự F&B rất qian trọng Khoan, anh giúp mấy bạn phương pháp thôi rồi các bạn tự ra quyết định, rồi
Organizational analysis nếu fail thì lần sau làm lại
Task analysis
Person analysis Tech xanh: ví dụ về trao quyền hoàn toàn và k dành time
Khoảng cách GAP và Kiến thức --> ko hiểu đúng ý và kết quả ra ko đúng
Training --> gap về nhận thức
Đi theo mô hình chuỗi thì training khác rất nhiều so với mô hình 1 vs 1. Làm Đối tượng rất quan trọng ko giống cách mình nghĩ
sao để đồng nhất Bạn ko có niềm tin sẽ làm đc vào lúc đó mặc dù đã triển khai rất nhìu -->
Types: Triển khai fail --> sợ thất bại --> fail trao quyền
- Knowledge:
- Skills: Vợ anh:
- Attitude: Tại sao vấn đề con người lại khiến mình lao tâm đến v?
Đánh giá khác nhau Tâm huyết với con người - mún cho ng khác tốt hơn nhưng chưa chắc ngta
Investing in training to gain Compet muốn - bị quật lại - khó quá
Bài học 1 ; trải nghiệm thực tế
Tại sao traning fail: Bài học 2: Lòng biết ơn
+ SOP: kh gắn bó, kh phát triển đc
Trainning rất kỹ, có tố chất, nhưng nguyên team đó bị out , chay xanh rất Có 3 lớp:
quan trọng vấn đề nhân sự, phải đảm bảo sự chính xác qua việc training kỹ Cấp bậc:
nhưng k phải ai cũng học đc nên rất đau đầu, nên từng cái nhỏ nhất cũng
phải đưa vào quy trình --> quy trình sx và quy trình đào tạo còn hơi non Quản lí: giữ chân khách hàng
Giám sát
+SUPPORT Bếp: văn hóa riêng mốt kéo nhau nghỉ cả đám -- lùng bùng, đi ra đi vô miết,
Thiếu sp từ quản lí, ko có đủ time để training hết, cứ cho là đã training đủ phạt,….
rồi, tin tưởng quá nhưng r ko làm theo đc nên fail
+ RECRUITMENT Đào tạo không phụ thuộc, ai cũng có thể bik hết skills
Khẩu tuyển dụng đầu vào mà sai thì trainning cũng fail ,