Higher Nationals

Assignment Brief – BTEC (RQF)

Higher National Diploma in Business (Business Management)

Student Name /ID Number Full Name (Nick Name)

Unit Number and Title Unit 3: Human Resource Management

Academic Year 2022-23

Unit Assessor Aung Kyaw Oo

Assignment Number and Title 1 of 2: The Role of HRM and Organisational Development

Issue Date 5th January, 2023

Submission Date 17th February, 2023

IV Name

Date

Submission Format:
This submission is in the form of a presentation that includes a visual roadmap. It is a 15-minute presentation
with five minutes allocated for questions. The presentation slides and speaker notes should be submitted as one
copy. You are required to make effective use of PowerPoint headings, bullet points and sub-sections as
appropriate. All work must be supported with research and referenced using the Harvard referencing system (or
an alternative system). You will need to provide a bibliography using the Harvard referencing system (or an
alternative system). Inaccurate use of referencing may lead to issues of plagiarism if not applied correctly.
The recommended word limit is 2,000–2,500 words, although you will not be penalised for going under or
exceeding the total word limit.

Unit Learning Outcomes:

LO1 Explain the impact of the role of HRM in creating sustainable organisational performance and contributing to
business success.
LO2 Assess the contribution of HRM in recruiting and retaining talent and skills to achieve business objectives.
LO3 Examine how external and internal factors can affect HRM decision making in relation to organisational
development.

Transferable skills and competencies developed

 Articulating and explaining information effectively.

 Communication and listening, including the ability to produce clear, structured business
communications in a variety of media.
 Conceptual and critical thinking, analysis, synthesis and evaluation.
 Development and delivery of HR solutions to the business, appropriate to the organisational context.
 Research, analysis and presentation of HR business data (both internal and external) to provide insight,
support solutions to business issues and track performance.
 Curiosity about HR business trends and developments, incorporating them into work

Vocational scenario
 Organisation:
Truong Hai Auto Corporation (THACO), founded on April 29, 1997 by Mr Tran Ba Duong (Chairman) is a
manufacturer of well-known global car brands. The corporation’s main operation office is located in Ho Chi
Minh City, THACO has a total of about 20,000 staff members.
As one of the leading and largest automakers in Vietnam, THACO has a value chain ranging from R&D, auto
parts manufacturing, auto assembly, logistics, distribution and retail. The company’s products include trucks,
buses, passenger cars, and special-purpose vehicles from mid-range to luxury segments which have
successively earned high sales and market shares in Vietnam.
The global brands THACO manufacturers include passenger cars such as Kia, Mazda, Peugeot, BMW and
MINI, and trucks and busses such as Mitsubishi Fuso, Foton and THACO.
The company has both centralised and decentralised functions. One of the decentralised functions is the HR
function. In each global location they are based, while production is the core of the organisation, there are
many other support functions that ensure the success of the business. The business requires committed
employees to ensure that the organisation is successful and sustainable, and that it achieves its business
objectives through strong performance.
However, like other industries, automotive is looking at a global skills shortage, in which too few engineers
are sufficiently qualified to operate sophisticated automated machinery and equipment or support the
advancements available via emerging technologies. These roles cover a number of disciplines, including
design, production and programmes and quality; all of which require differing levels of skill, experience and
expertise.
(Source: http://www.thacogroup.vn)

Role
As a Human Resources Administrator, it is your job to understand HRM practices and to provide information
accurately and in a timely way to the appropriate stakeholders. Your typical duties involve:
 liaising with a range of people involved in policy areas such as staff performance and health and
safety
 recruiting staff, which involves developing job descriptions and person specifications, preparing job
adverts, checking application forms, shortlisting, interviewing and selecting candidates
 making sure that prospective staff have the right to work at the organisation
 developing and implementing policies on issues such as working conditions, performance
management, equal opportunities, disciplinary procedures and absence management
 preparing staff handbooks
 advising on pay and other remuneration issues, including promotion and benefits
 preparing management reports on employee-related data on a monthly basis.

Assignment activity and guidance

In your role of Human Resources Administrator, one of your goals is to address the issues of skills shortage and
hard-to-fill vacancies in the organisation. You have been asked by your line manager to undertake a review of HR
practices and processes in order to produce a roadmap for successfully
strengthening the organisation’s talent management strategy.
The review will evaluate the strengths and weaknesses of HRM to critically evaluate factors that will contribute
to decisions taken; it is to be delivered as a presentation that gives a clear vision and roadmap to success. The
priority objective is to improve recruitment and employee engagement and motivation, and to grow internal
talent.
You will be reviewing internal HRM practices and processes, with a focus on recruitment and selection, and
external influences on HRM practices, in order to determine HR solutions for strengthening the organisation’s talent
management strategy.
The presentation will include the following:
 a comparison of the different HRM areas and their contribution to organisational performance
 an examination of strategic HRM in relation to the changing effects on organisations and its
business environment
 critical evaluation of the role of recruiting and retaining appropriate employees from the available labour
markets.
As part of the presentation, you will critically evaluate the strengths and weaknesses of HRM in terms of its
contribution to business success.
Use a variety of organisational examples to support valid recommendations and considerations for the roadmap to:
 carry out an investigation into the internal and external factors that influence HRM decisions in the
workplace
 discuss and evaluate these factors and how they support organisational development.
The presentation will conclude with a visual roadmap that shows the steps that need to be taken to successfully
strengthen the organisation’s talent management.

Recommended Resources
Please note this is not a definitive list of resources but it will help you to start your research by acting as a starting point
of reference.
Weblinks
Industry Forum. Skills needs in the changing global manufacturing landscape. Available at:
https://industryforum.co.uk/articles/skills-needs-in-the-changing-global-manufacturing-landscape/
Nissan Motor Corporation. HR information. Available at: https://www.nissan-
global.com/EN/SUSTAINABILITY/REPORT/SOCIAL/HR_DEVELOPMENT/
Product Plan. Creating a Roadmap: A Guide to Get you Started. Available at:
https://www.productplan.com/creating-a-roadmap/
Toyota Manufacturing UK. Toyota Recruitment Information. Available at: https://recruitment.toyotauk.com/
Venngage. How To Create a Product Roadmap (Product Roadmap Templates). Available at:
https://venngage.com/blog/product-roadmap/
Truong Hai Auto Corporation – THACO : http://www.thacogroup.vn/

HN Global
HN Global (2021) Reading Lists. Available at:
https://hnglobal.highernationals.com/learningzone/reading-lists
HN Global (2021) Student Resource Library. Available at:
https://hnglobal.highernationals.com/subjects/resource-libraries
HN Global (2021) Textbooks. Available at: https://hnglobal.highernationals.com/textbooks

Journal articles
Gyllensten K, Torén K, Hagberg M, Söderberg M (2020) A sustainable working life in the car manufacturing
industry: The role of psychosocial factors, gender and occupation. PLoS ONE
15(5): e0233009. https://doi.org/10.1371/journal.pone.0233009

Yamauchi, M. Employment practices in Japan’s automobile industry: the implication for divergence of
employment systems under globalization. Evolut Inst Econ Rev 18, 249–270
(2021). https://doi.org/10.1007/s40844-020-00188-9 HN
Global (2021) Reading Lists. Available at:
https://hnglobal.highernationals.com/learningzone/reading-lists
Textbooks
Armstrong, M. and Taylor, S. (2020) Armstrong’s Handbook of Human Resource Management Practice.
15th Ed. London: Kogan Page.
Leatherbarrow, C. and Fletcher, J. (2018) Introduction to Human Resource Management. 4th Ed. Kogan
Page.

Learning Outcomes and Assessment Criteria

Pass Merit Distinction

LO1 Explain the impact of the role of HRM in creating sustainable

organisational performance and contributing to business success

P1 Explain the main areas of HRM in M1 Compare areas of HRM to create

their contribution to creating
sustainable performance.
P2 Review the effects of the
changing nature of organisations on
human resources skills and
knowledge.
sustainable organisational
performance.
LO1 and LO2
M2 Examine HRM in relation to the
changing nature of the modern
D1 Critically evaluate the
business organisation.
strengths and weaknesses of
LO2 Assess the contribution of HRM in recruiting and retaining talent and HRM in relation to creating
skills to achieve business objectives sustainable organisational
performance and achieving
P3 Review relevant HRM practices in M3 Evaluate the use of HRM practices business objectives.
relation to recruitment and retention of in recruitment and retention in relation
employees for the achievement of to the importance of the labour market.
business objectives.

LO3 Examine how external and internal factors can affect HRM decision making
in relation to organisational development
D2 Evaluate key factors
P4 Investigate the external and internal M4 Discuss the key external and affecting HRM decision making
factors that affect HRM decision internal factors that affect HRM to make valid recommendations.
making to support organisational decision making, using relevant
development. organisational examples to illustrate
how they support organisational
development.

Pearson Education 2021

Higher Education
Qualifications Assignment Brief
Higher Nationals RQF

STUDENT ASSESSMENT SUBMISSION AND DECLARATION

When submitting evidence for assessment, each student must sign a declaration confirming that the
work is their own.

Student name: Assessor name: Aung Kyaw Oo

Issue date: Submission date: Submitted on:

5th January, 2023 17th February, 2023

Programme:

Pearson BTEC Level 5 Higher National Diploma in Business (Business Management)

Unit:

Unit 3: Human Resource Management

Assignment number and title:

HRM 1 of 2: The Role of HRM and Organisational Development

Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and students who
break the rules, however innocently, may be penalised. It is your responsibility to ensure that you
understand correct referencing practices. As a university level student, you are expected to use
appropriate references throughout and keep carefully detailed notes of all your sources of materials
for material you have used in your work, including any material downloaded from the Internet. Please
consult the relevant unit lecturer or your course tutor if you need any further advice.

Student Declaration
Student declaration

I certify that the assignment submission is entirely my own work and I fully understand the
consequences of plagiarism. I understand that making a false declaration is a form of malpractice.

Student signature: Date:

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HRM
ORIGINALITY REPORT

27
SIMILARITY
% 8%
INTERNET SOURCES
1%
PUBLICATIONS
25%
STUDENT PAPERS
INDEX

PRIMARY SOURCES

Submitted to Myanmar Imperial College

1 Student Paper 8%
Submitted to Manipal University
2 Student Paper 3%
Submitted to Avado Learning
3 Student Paper 2%
4
Submitted to American Public University
System 2%
Student Paper

5
Submitted to British School of Commerce -
Colombo 2%
Student Paper

6
Submitted to Da Nang University of
Economics 2%
Student Paper

www.thacogroup.vn
7 Internet Source 2%
Submitted to University of East London
1
8 Student Paper %
9
Submitted to University of Wales Institute, Cardiff
1%
Student Paper

10
(5-11-14)
http://196.29.172.66:8080/jspui/bitstream/123456789/2
1
%
Internet Source

11 Submitted to University of Huddersfield

Student Paper 1%
12 Submitted to University of Plymouth
Student Paper 1%
13 www.scribd.com
Internet Source 1%
14
Submitted to Crown Institute of Business and
Technology
1%
Student Paper

15 Submitted to RMIT University

Student Paper 1%

Exclude quotes
Exclude matches < 1%

Off Exclude bibliography On

 HRM
by hoàng nghi

Submission date: 17-Feb-2023 07:11PM (UTC+0700)

Submission ID: 2016461600
File name: HRM1.docx (911.25K)
Word count: 3019
Character count: 17255
Slide 1

The Role of HRM and

Organizational Development
Assesor : Aung Kyaw Oo

Student : Hoang Phuong Nghi ( Elina )

Class : QT21.2

Hello everyone! You can call me Phuong Nghi or Elina. I'm enrolled in QT21.2 class. I'm excited to share
Assignment 1 for the HRM course with you today, as evaluated by Aung Kyaw Oo.
Organizational development and human resource management are the subjects of my presentation. After
this presentation, you will have a strong knowledge of the HR functions and their impact on the
performance of a sustainable business and the success of the organization. Finally, we will do a critical
analysis of the variables affecting organizational success.
Slide 2

Table of Contents
Recruitment
01
THACO’s
Overview and Retention 04
Internal and
02 HR Areas External
Factors
05

03 Strategic HRM Conclusion 06

This is the table of contents of presentation today which includes 6 parts:

• THACO's Overview
• HR Areas
• Strategic HRM
• Recruitment and Retention
• Internal and External Factors
• Conclusion
Slide 3

01 THACO OVERVIEW
Founded on April 29, 1997
Location in Dong Nai
Province
Founder is Tran Ba Duong
(THACO’s Chairman )

Trade and repair second-

hand Vehicle

In 2022 THACO entered the

second year to implement
the multi – industry
development strategies

On April 29, 1997, in Dong Nai Province, southern Vietnam, Truong Hai Group Corporation (TRUONG
HAI GROUP), originally Truong Hai Auto Corporation (THACO), was established. Mr. Tran Ba Duong,
who is currently the chairman of THACO, is the founder. THACO began as a business that sold and
repaired used cars, but after 25 years of growth, it has evolved into a multi-industry holding corporation
with six sub-holdings, including THACO AUTO (automobiles), THACO AGRI (agro-forestry
production), THACO INDUSTRIES (Mechanics & Supporting Industries), THADICO (Investment -
Construction), THILOGI (Logistics), and THISO (Commerce
- Service), which operate ( THACO, n.d)
Slide 4

02 HR Areas

People Learning and Reward Employee

Organizational Management
Resourcing Development Relations

HR Organizational Job
Design Planning learning evaluation

Base-pay
Job/Role Recruiment Management
Design and Selection Individual
learning

Development Talent Merit-pay

management management

The HR department's role in arranging the workforce resource is referred to as organizing human
resources (HR). I'd want to concentrate on five essential HR topics in this section: organization, human
resources, learning and development, incentive management, and employee relations, as well as their
related subfields.
Slide 5

ORGANIZATIONAL
DESIGN
The purposeful process of setting up structures,

01
procedures, compensation plans, and personnel
policies to produce an efficient organization
capable of carrying out the company goal

DEVELOPMENT
By creating, enhancing, and reinforcing

02 strategies, structures, and procedures,

organizations may become successful and
change-resistant

JOB/ROLE DESIGN
The process of defining the tasks and

03 obligations that will be a part of an

employee's
function is known as job design

Organizational
- Design :
The purposeful process of setting up structures, procedures, compensation plans,
and personnel policies to produce an efficient organization capable of carrying out
the company goal is known as organizational design. The organization serves as a
tool for carrying out the business's strategic objectives; it is not an end in and of
itself. It is an occult device meant to channel and harness the energy of the laborers.
(Kate & Galbraith, 2007)
- Development :
By creating, enhancing, and reinforcing strategies, structures, and procedures,
organizations may become successful and change-resistant. This is known as
organizational development. (Whatfix, 2021)
- Job/Role Design :
The process of defining the tasks and obligations that will be a part of an employee's
function is known as job design. The goal of human resource (HR) managers is to
create tasks that are unique to each employee in order to maximize performance
and maintain employee engagement and motivation. (Studysmarter, n.d )
Slide 6

PEOPLE RESOURCING

Human Resources Plamnning Recruiment and Selection Talent Management

A corporation employs human
resource planning (HRP) as a
method to keep a regular flow of
qualified workers while
preventing personnel surpluses
or shortages
Selection and recruitment are
steps in a multi-layered
process
The process of bringing on the
appropriate people and assisting
them in reaching their full
potential while keeping
organizational objectives in mind
is known as talent managemen

People Resourcing
Human resource planning
- A corporation employs human resource planning (HRP) as a method to keep a
regular flow of qualified workers while preventing personnel surpluses or shortages.
- A firm may be more productive and profitable if it has a sound HRP plan in place.
- The HRP process is divided into four broad steps: identifying the present employee
supply, forecasting the workforce, balancing labor supply and demand, and
creating plans that support the company's objectives. ( Hayes, 2022 )
Recruitment and selection
- Selection and recruitment are steps in a multi-layered process. Recruitment is the
process of actively locating, contacting, and gauging the interest of prospective
employees. The process of picking the top applicant from a pool of candidates is
referred to as selection. ( Factorial, 2022)
Talent management
- The process of bringing on the appropriate people and assisting them in reaching
their full potential while keeping organizational objectives in mind is known as talent
management. (Ghosh, P. 2021)
Slide 7

LEARNING AND DEVELOPMENT

Organizational learning

Organizational learning is the act of

creating and sharing knowledge inside
your company and utilizing that
knowledge to modify your strategy.

Individual learning

Employee engagement and involvement

are crucial for both boosting
commitment and motivation among
employees as well as for enhancing their
learning.

Learning and Development

Organizational learning
- Organizational learning is the act of creating and sharing knowledge inside your company and
utilizing that knowledge to modify your strategy. Your business should incorporate fresh
insights into its whole work process as it expands and develops experience and knowledge
(Cosentino, J. n,d )
Individual learning
- Learning is a self-directed, task-based process that boosts one's ability for adaptation.
Working and learning go hand in hand. Key sources of learning at work include seeing workers
at work, participating in everyday tasks, interacting with customers, and working in the shadows
of more seasoned employees. The activities and interactions that employees engage in help
them learn and create knowledge. Participation of employees in organizational activities is a
significant source of learning. Employee engagement and involvement are crucial for both
boosting commitment and motivation among employees as well as for enhancing their learning.
(Lehesvirta, T. 2004)
Slide 8

REWARD MANAGEMENT
01 02 03

Base-pay
Management Merit-pay
Job Evaluation
Base pay can be specified as a rate management
Job evaluation is a that is yearly, weekly, or hourly. Merit pay is a sort of
methodical procedure for Base pay may be enhanced by remuneration used by
determining the relative allowances for overtime, shift work,
businesses to provide continual
importance or size of tasks unsociable hours, or the higher cost
raises for their top performers.
within an organization of living in London or elsewhere

Reward management
Reward management focuses on developing and putting into practice techniques and guidelines
to pay individuals fairly, equitably, and consistently for the value they provide to the firm.
Job evaluation
- Job evaluation is a methodical procedure for determining the relative importance or size
of tasks within an organization. It establishes internal relativities and serves as the
foundation for creating a fair grade structure, grading jobs within the structure, and
managing relativities. The amount of salary is not a direct result of it. An appraisal of a job
may be analytical or not. Based on an examination of occupations or roles, it creates job
descriptions or role profiles..
Base-pay management
- Relative prices both internally and outside will have an impact on base pay. Some
type of job assessment may be used to gauge the internal relativities. By monitoring
market rates, external relativities are evaluated. Alternately, wage scales may be
decided upon through individual agreements or collective bargaining with labor unions.
- Base pay can be specified as a rate that is yearly, weekly, or hourly. This might be a time
rate, which is an hourly wage for manual laborers. Base pay may be enhanced by
allowances for overtime, shift work, unsociable hours, or the higher cost of living in
London or elsewhere. The organization may unilaterally alter the base rate or agree to
do so in conjunction with a trade union to reflect increases in market rates or the cost of
living. (Armstrong, M. 2007 )
Merit-pay management
-Merit pay is a sort of remuneration used by businesses to provide continual raises for
their top performers. Merit pay, often known as incentive pay or pay-for-performance, is
offering staff members base pay raises or bonuses in accordance with their performance.
Simple pay increases, seniority-based compensation increases for employees, or general
cost-of-living adjustments may be replaced with merit pay.( Indeed, 2022 )
Slide 9

EMPLOYEE RELATIONS
The connection between or among an
employer and its employees is referred
to as employee relations. The phrase
might have theoretical or practical uses,
depending on the situation. This phrase
may refer to a team that is specifically
responsible for preserving and
enhancing employee relations at some
firms

The connection between or among an employer and its employees is referred to as employee
relations. The phrase might have theoretical or practical uses, depending on the situation. This
phrase may refer to a team that is specifically responsible for preserving and enhancing
employee relations at some firms. The phrase may also be used to describe concepts,
strategies, or directives that assist workers and their objectives. Whatever the strategy, a
company's human resources department is normally in charge of managing employee
interactions
Slide 10

THACO HR’s contribution to 03

organizational Learning and Development
performance Everyone in the organization may
grow personally via learning and
development by sharing information

01 and learning from one another

Organizational
Organizational effectiveness and
performance by luring, locating,
and retaining staff members
with the necessary knowledge,
skills, and talents
04
Reward management
Employees receive fairness
from reward management for
the work they provide for the
company.

02 05
People Resourcing Employee Relations
This technique assists
This phrase refers to a team in charge
companies in maintaining a
of managing and dealing with
consistent supply of skilled
employees across all initiatives, as
workers without surplus or
well as enhancing employee relations
shortage
in the company.

The robust growth of a company in general, and THACO in particular, depends greatly on
HRM.
- Organization : Acquaah stated that HRM techniques enhance organizational effectiveness
and performance by luring, locating, and retaining staff members with the necessary
knowledge, skills, and talents as well as training them to operate in a way that would
forward the organization's goals and mission. Employee performance is the primary factor
influencing an organization's success, an organization can only be as good as its personnel.
In other words, enhancing individual performance will also improve organizational
performance. (Acquaah, M. 2004 ) In order to improve efficiency and effectiveness, design
may be used to assist organizations match their organizational structure with their goals.
Knowledge of the environment and the need for change. Recognizing the business's
procedures, processes, roles, and duties, as well as its workloads, activity analyses, and
resources. In addition, some of the benefits of organizational development: Continuous
development, Strengthening horizontal and vertical communication, Employee growth,
Product and service improvement, also help THACO's organization more developed day
- People resourcing : An employee resourcing strategy's main goal would be to gather the
necessary raw materials in the form of a workforce that possessed the necessary
characteristics, abilities, knowledge, and capacity for further education. The majority of
HRM policies focused on growth and motivation should be based on the selection and
recruitment of employees best suited to satisfy the demands of the firm. This key goal of
 human resourcing mandates that businesses invest in their workers via effective
recruiting, selection, and training that will help them continuously develop in their
different organizational responsibilities. (MBA, n.d ) This technique assists companies in
maintaining a consistent supply of skilled workers without surplus or shortage. In order to
increase working quality and efficiency, people resourcing also aids in the recruitment and
selection of highly valued potential workers as well as the arrangement of employees
doing occupations that fit them.
- Learning and development: Everyone in the organization may grow personally via
learning and development by sharing information and learning from one another.
Employee participation in activities and interactions aids in their learning, knowledge
creation, and experience creation. Under the supervision and direction of experienced
personnel, new employees may participate in everyday chores and engage with clients
with ease. This fosters unity and encourages and inspires staff efforts inside the company
- Reward management : Employees receive fairness from reward management for the work
they provide for the company. In order to make workers feel comfortable and encourage
them to promote themselves in the best possible ways, reward management controls
employee pay and bonuses through objective evaluation.
- Employee relations : This phrase refers to a team in charge of managing and dealing with
employees across all initiatives, as well as enhancing employee relations in the company.
Slide 11

Changing nature of THACO’s effecting on HR skills and knowledge:

01 Loyal Recruiment

02 Actively train and develop human resources

Establishment of a multi-industry
03
corporation

04 Staff Development

● THACO began as a car manufacturing and trade company, but has since grown into a multi-
industry industrial business that operates in important economic sectors for the nation,
including the automotive, agricultural, mechanical, and industrial ones. encouraging investment
in building, commerce, services, etc. Infused with corporate culture, THACO has created a
structured and professional work atmosphere that upholds humanity. Each worker is looked
after in this workplace, and opportunities are provided for training, personal growth, and career
promotion. Additionally, THACO places a high priority on internal training programs that provide
employees with the knowledge and abilities necessary for their jobs.
● Recruiting in the area where THACO invests in business and production to help with labor and
social security issues, as well as being active in coaching and training, is one of the significant
solutions that THACO has adopted concurrently. With a training scale of 2,000 students per
year, THACO established a vocational college in 2010 to actively train and develop human
resources. The college offers courses in automotive technology, electromechanical, industrial
electricity, maintenance of electromechanical equipment, food technology, etc. from
intermediate to college levels.
● THACO has so far taught nearly 2,500 college graduates, 2,000 staff members at the beginner
and intermediate levels, and 200 working engineers. Tuition prices are waived for THACO
College students, who can work on factory production lines for practice, earn money while they
learn, and are placed in positions following graduation. To enhance and teach the next
generation of human resources, THACO will open additional training facilities and build THACO
University. ( Resource and Environment, 2022)
Slide 12

03 Strategy
HRM

Construction
Evaluate the
industry training
strategy

Create a plan for

Identifying training implementation.
requirements

First, the following are three methods that may be used to determine a particular training
need:Identifying leadership and support from peers, organizational strategy, and training resources are all
included in the study at the organizational level.Performing a performance- level analysis entails creating
a list of responsibilities and determining the knowledge, abilities, and attitudes required for the
position.Analysis at the individual level: Through the evaluation of work outcomes, the knowledge,
aptitude, and attitude of each person aids in the identification of various training-related issues. THACO
can employ a variety of techniques to evaluate training requirements, including interviews,
questionnaires, tests, working group issue analysis, work report analysis, and outcomes evaluation. work
output. Establishing the proper objectives and training requirements enhances the efficiency of training
and the development of human resources by fostering the growth of employees' individual capacities to
fulfill the demands of the workplace. Second, the training program is a series of lessons and lectures that
aid in educating staff members in line with the defined training objectives. After having a plan, come
third. Managers carry out actions connected to hiring plans, organizational restructuring plans,
possibilities for advancement, and human resource reduction strategies correctly, avoiding employee
unhappiness. The last phase in human resource planning is to reevaluate the outcomes of the plan
implementation process in relation to errors resulting from the initial goals, examine the causes, and offer
remedies. make decisions, create a plan, and use the plan as a learning tool to alter the subsequent plans
in a more suitable way.It is not a simple job to manage human resources; managers must continuously
acquire new professional information and cultivate vital abilities via scenarios that arise in the real world
at businesses that deal with human resources.
Slide 13

04 Recruiment and Selection

Recruiment Selection

Human resources In addition to a fixed

salary, employees are
suitable for culture 01 02 rewarded according to
and core values of the level of completion of
Thaco assigned work targets.

For levels, managers

and leaders: Preference THACO always creates
will be given to opportunities for employees at all
candidates with 04 03 levels in the company to
experience in the participate in training courses to
improve working skills and provide
automotive business
each employee with the
opportunity to develop through
work.

Recruiment and Selection :

Recruiment :
- Finding, vetting, recruiting, and finally onboarding qualified job prospects is the process of
recruitment. The hiring process might be very simple, but the initial step—finding suitable
candidates—can be extremely difficult due to technological advancements, a competitive
labor market, and a worker pool that may span five generations. The hiring manager and
other participants in the recruiting process assist recruitment, which is an important aspect
of human resource (HR) management. A company's bottom line may be significantly
impacted by effective recruitment activities that make it stand out and more desirable to
prospective workers.
- THACO wants to provide a structured, ethical workplace that upholds humanity. Each
worker in this situation wants to foster an environment that will allow for learning,
personal growth, and professional success.
- THACO wants to provide a structured, ethical workplace that upholds humanity. Each
worker in this situation wants to foster an environment that will allow for learning,
personal growth, and professional success.
- Promote and standardize hiring practices for each position, concentrating on shared
standards
- Personnel who are compatible with Thaco's culture and fundamental principles include
those that enjoy the auto industry, are not frightened of challenges, want to have a stable
 career over the long term, are developing their leadership skills, can work under extreme
pressure, and are willing to travel. multitasking, long-term, with a feeling of duty rather
than for short-term gains, and great adaptability to ongoing change.)
Selection :
- In the near future, the Group will set up more training facilities and launch THACO
University to upgrade and train the next generation of human resources. At the same time,
it will work closely with the local department of education and training to offer final-year
students career orientation so they can enter universities and colleges that are appropriate
for THACO's multidisciplinary production and business fields, increasing their chances of
finding employment as soon as they graduate.
- The Group hires experts from developed nations like Japan and Korea to train the
technology, engineering, and electronics industries, in addition to strengthening
cooperation and association with universities, research institutes, and educational
institutions in training activities like internships, comments on the content of training
programs with standard output, coordination recruitment, and retraining. The Group will
specifically enhance policies and procedures, create and establish a cultural workplace, and
recruit individuals in accordance with THACO's unique development and management
plan.
- Programs and materials must be updated along with increased investments in
infrastructure, science, and technology for scientific research institutes and talent training
centers that are gradually modernizing in accordance with worldwide standards.
establishing a mechanism to support businesses in enticing foreign scientists and senior
experts to work, conduct scientific research, train, transfer technology, and participate in
production services to improve the ability of enterprises to operate. contents and
methods of research and training in line with the current trend of digital transformation.
integration of Vietnamese human resources internationally.
Slide 14

05 Internal and External

Factors
STRENGTHS
- Currently, Thaco is the owner of the
greatest collection of contemporary vehicle
assembly and production facilities in the
nation.
- Over the years, Thaco has generally
developed relatively evenly and steadily at
a fast growth rate of up to 120% each year.
OPPOTURNITIES
- The natural and geographical environment,
together with the state's preference for
development policies, give Thaco the
opportunity to expand its production scale,
perfect its closed production system,
component production stages, and more. spare
parts to assembly, distribution and focus on
repair services, customer care.

WEEKNESS
- As a privately owned local manufacturing
company, it is unable to have more financial
resources than rivals whose parent firms are
international conglomerates like Toyota,
Mec, GM, Ford, etc.
THREATS
- The requirements for the quality of products
and services are getting higher and higher,
however, the technical facilities as well as
the professional qualifications of the staff
are still not guaranteed to provide the best
service to customers.

Analysis of the SWOT model for THACO

Advantages of Thaco (Strengths)
- Currently, Thaco is the owner of the greatest collection of contemporary vehicle assembly and
production facilities in the nation.
- Over the years, there has generally been rapid growth of up to 120% every year.
- Thaco has expanded pretty steadily and evenly.
- Numerous items available to properly satisfy consumer demandsThe distribution network of Thaco
is robust and extensive.
- Customer service and care are receiving increasing amounts of attention.
Limitations of Thaco (Weaknesses)
- Being a domestic privatThaco is a pioneer in the vehicle manufacturing and assembly sector as well,
therefore in the early stages of a new venture, Thaco has to put in stronger effort and be more market-
focused.
- Large enterprises with significant financial potential have an advantage in having access to cutting-
edge management models and contemporary manufacturing technologies.Consumers in the home
country are unaware of brand strength, which limits its ability to rule outside marketplaces.
- The production crew lacks qualified specialists and has a low degree of technical and professional
expertise manufacturing company, it is unable to have more financial resources than its rivals, whose
parent firms are global conglomerates like Toyota, Mec, GM, Ford, etc.
Thaco opportunities (Opportunities)
- Thaco has the chance to increase its production scale, improve its closed production system,
component manufacturing stages, and more because of the natural and geographical setting
 as well as the state's inclination for development policies. Assembly, distribution, and customer
service with a repair services focus.
- Thaco has several potential to grow and rule the market as a result of the rise in population and
personal affluence as well as the deterioration of certain major corporations' reputations, quality, and
financial stability.
The Challenge of Thaco (Threats)
- The standards for goods and services are rising steadily, but neither the staff's technological
capabilities nor their level of expertise can be relied upon to give clients the greatest experience
possible.
- Since the Central region market has significant potential, large businesses in the sector are
continually growing their markets and are waiting for the chance to "get in."
Slide 15

06 CONCLUSION
The most important component of every organization is
its human resources. As a human resources manager at
THACO, I performed a SWOT analysis to look at the
internal and external variables that may have an impact
on a company's capacity to sustain its human resources.
To increase productivity going forward, they should keep
emphasizing its prospects and strengths, lowering any
dangers that could arise, and strengthening any areas that
need improvement. Particularly THACO should place a
high priority on growing and investing in its brilliant
workforce. Despite having good management with an
excellent reputation, the operational labor force often
doesn't appear to pay much attention. I agree that they
should provide more training materials to help them
advance their necessary knowledge, talents, and skills.
Slide 16

REFERENCES
THACO, n.d. Available at : https://www.thacogroup.vn/en/about-thaco [Accessed : 13/2/2023]

Kate & Galbraith, 2007.’ Designing Your Organization’, available at : https://www.hrmguide.co.uk/organizational_hrm/

[Accessed : 13/2/2023]

Whatfix, 2021. Available at : https://whatfix.com/blog/organizational-development/ [Accessed : 13/2/2023]

StudySmarter, n.d. Available at : https://www.studysmarter.co.uk/explanations/business-studies/human-resources/job-

design/ [Accessed : 13/2/2023]

Hayes,A.2022.’Human Resource Planning (HRP) Meaning, Process, and Examples’, Investopia, Available at :
https://www.investopedia.com/terms/h/human-resource-planning.asp [Accessed : 13/2/2023]

Factorial, 2022. Available at : https://factorialhr.com/blog/recruitment-and-selection/ [Accessed : 13/2/2023]

Ghosh, P.2023.’ What is Talent Management? Definition, Strategy, Process and Models’, Spiceworks, Available at :
https://www.spiceworks.com/hr/talent-management/articles/what-is-talent-management/ [Accessed : 13/2/2023]

Consentino,J.n.d.’ Organizational Learning Strategy: The What, Why and How’, Aihr, Available at :
https://www.aihr.com/blog/organizational-learning-strategy/ [Accessed : 13/2/2023]
Slide 17

REFERENCES
Lehesvirta, T. (2004) Learning process in a work organisation: From individual to collective and/or vice versa. Journal
of Workplace Learning, 16(1/2), pp. 92-100. [Accessed : 13/2/2023]

Armstrong, M (2007) A Handbook of Employee Reward, 2nd ed, Kogan Page, London [Accessed : 13/2/2023] 11.
Indeed, 2022. Available at : https://www.indeed.com/career-advice/pay-salary/merit-pay [Accessed : 13/2/2023]

Crail,C.2022.’What Is Employee Relations?’, Forbes Advisor, Available at :

https://www.forbes.com/advisor/business/what-is-employee-relations/ [Accessed : 14/2/2023]

MBA Knowledge Base, (n.d) . Available at : https://www.mbaknol.com/human-resource-management/employee-

resourcing/ [Accessed : 16/2/2023]

Resources and Environment, (2022). Available at : https://baotainguyenmoitruong.vn/giai-phap-phat-trien-nguon-nhan-

luc-cua-thaco-343175.html [Accessed : 15/2/2023]

Tap chi co khi Vietnam, (2022). Available at : https://tapchicokhi.com.vn/post/kinh-nghiem-dam-bao-nguon-nhan-luc-

trong-giai-doan-moi-cua-thaco [Accessed : 15/2/2023]
Slide 18

Appendices
Workplace gap analysis

Current Future Resignation Workforce

Department Job title Action
workforce Workforce /Retire Gap

Marketing Manager 2 3 0 -1 Hiring

Sales Marketing Assistant 3 5 1 -3 Hiring
&Marketing Market research executive 3 3 0 0 Promotion
Sales Assistant 8 6 1 1 (Extra) Transfer
Customer Serviec Manager 2 4 1 -3 Hiring
Customer
Customer service Supervisor 3 5 0 -2 hiring
Service Customer support 10 8 0 2 (Extra) Transfer
HR Manager 1 1 0 0 Promotion
Training instructor 5 7 2 -4 Hiring
HR Recruitment specialist 2 3 0 -1 Hiring
Payroll executive 3 1 1 1 (Extra) Transfer
Skill gap analysis
No Skill Current Level Desired Level Priority Action Plan
1 Soft Skills Speaking Skill Intermediate Advanced Moderate Coaching
2 Soft Skills Empathy Basic Intermediate Low Training
3 Soft Skills Adaptability Intermediate Advanced High Coaching
4 Soft Skills communication Intermediate Intermediate High Coaching
5 Soft Skills Effective Listening Intermediate Intermediate High Coaching
6 Hard Skills Managerment Intermediate Advanced Moderate Certifications
7 Hard Skills Digital Awareness Advanced Advanced High Training
8 Hard Skills Product Expertise Intermediate Intermediate Moderate Training
Analytical
9 Hard Skills Understanding Intermediate Intermediate Moderate Training
Languages'
10 Hard Skills Spoken Languages Intermediate Advanced Moderate certifications
SECTION
Education &
Qualification
Knowledge, Skills,
Abilities (KSAs)
Key Responsibilities of Role
Person specification
CRITERIA
Achieved the Marketing HND/BBA
- Working knowledge of communications projects
- Proficient written and verbal communication skills
- Knowledge of how to build productive working connections with
coworkers, departments, and outside organizations
- Basic familiarity with utilizing IT tools like Microsoft Office or other
applications
- Capability to interact well with consumers and strong interpersonal
abilities
- Strong problem-solving abilities
- Willingness to participate in training as necessary
- Have a thorough grasp of the office management system
- Capacity to function under pressure
- An acute sense of aesthetics and detail
- Should routinely post advertisements and fresh development-
related stories to keep the social media channels current
- To guarantee that suitable sales and marketing material
- To help the management make sure the strategic marketing is
successful
Job title: Marketing Manager – Full time

Department: Marketing

Company: THACO’s

Location: No. 19 2A Str, Bien Hoa 2 Industrial area, Dong Nai Province

Duration: Permanent (3-month probation period)

Hours per week: 56

Salary: VND 25,000,000

General: Planning and implementing, implementing Marketing strategies Promote products and
company's image.

Responsibilities:

- Developing and shaping marketing strategies

- cancel Marketing solutions for the board of directors
- Organize and execute corporate marketing campaigns
- Managing and directing the activities of the Marketing department
- Coordinate with customer survey department and Account Executive to ensure timely response
to new requirements of customers in general and update new trends in the market.

Skill Requirements:

- Organizational and planning skills

- Knowledge of technology

- Communication skills

- Writing and creative skills

- Problem solving and critical thinking skills

Additional Criteria:

 Building marketing management skills

 Study a related certificate
 Take courses in the field of marketing
 Building Portfolio
 WE ARE
T H A C O , INC

HIRING!
LET'S JOIN OUR TEAM

Positions available:
Marketing Manager
Marketing Assistance
Resources Manager

Qualification :
Male/female Register before:
Min 2 years 2 FEBRUARY, 2023
experience
Honest, disciplined Location
and responsible 123 Anywhere St.,
Any City, ST 12345
Drop your resume
hello@reallygreatsite.com
 Hoàng Phương Nghi
MARKETING MANAGEMENT

CONTACT SKILL
0911041049 Quick exposure to the market.
nghiphuong2412@gmail.com Seize the customer psychology.
11A Ngũ Hành Sơn - Ngũ Effective planning
Hành Sơn - Đà Nẵng Presentation and negotiation
skills. Skills with online
EDUCATION marketing tools.
Teamwork
Good at communication
2019 - 2021
Good at soft skills
Tran Cao Van Highschool Have experience using basic software
like Canva, Powerpoint
2021 - now
Danang University
of Economics EXPERIENCE
Major : Marketing

write content marketing for 2

years
participate in a PR project at
university
 Hoàng Phương Nghi
M M A R K E T I N G M A N A G E M E N T

P: 091.1041.049 E: nghiphuong2412@gmail.com
A: 11A Ho Xuan Huong - Da Nang City

Dear Mr. Bui HR THACO team,

My name is Hoang Phuong Nghi. The marketing management post at THACO is the subject
of my letter. I know that I am the best applicant since I am passionate about the position
and possess the necessary qualifications. I have accumulated priceless knowledge in the
field of market research via my prior Marketing Management positions. In addition to
helping a manager plan marketing campaigns, I was in charge of developing the digital
material for social media. In addition, I had wonderful opportunity to engage with and
learn from various departments inside the company, which gave me a deeper understanding of
the role and the most efficient method to collaborate with others. I have a strong sense of
motivation and commitment. I'm constantly seeking for new methods to sharpen my skills
and provide my company the highest level of efficiency. Please review the employment
application I've provided below.

You can contact me via this email address or my phone number (0911041049) I am looking
forward to hearing from you soon to scheduling an interview.

Yours Sincerely,

Nghi
Hoàng Phương Nghi