WORKSHOP 3

1. Explain how the different parts of the hiring process can lead to greater firm
profitability.
The hiring process is the process of examining, evaluating, and testing prospective
new employees before employing them to work for an organization or company. In
fact, the process of recruiting new personnel is divided into multiple smaller
procedures, however they may all be divided into three major categories:
 Planning: Job analysis and Job description
 Recruitment Strategies
 Staff selection: Selection process

In the first segment of HRM hiring process, the key of the job analysis and job
description is the identify the quantity of people required for the position and
determine the most appropriate and fair screening rates in order to reduce the number
of candidates on the list also filter out the qualified candidates so we can save time
and money for the company.

In order to fill the open positions with a sufficient number and quality of workers, the
company must consider and choose which job positions should be filled with people
from within the company and which should be filled with people from outside the
company, as well as a suitable recruitment method.

2. Evaluate the strengths and weaknesses of your company’s hiring process

considering the strength of the labor market.
Advantage:
- Has an experienced human resources system in recruiting and recruiting
nationwide.
- Website to support users when performing recruitment activities.
- Professional customer care service mode, unit price for external partners when
they want to recruit
 - Strong in recruiting senior personnel, high technology, financial management,
investment, IT construction

Disadvantage:

- Do not accept underage workers, do not accept applicants who do not pay social
insurance (freelance workers without contracts, unskilled)
- The recruitment fee is still high, making it difficult to compete with small units

3. What is the company's labor turnover rate for the most recent 12 months
(number of employees who quit divided by the total number of employees)?
According to Ms. Nguyen - CEO of MDS: "The company currently has 180
employees and in the past 12 months, only 3 employees have resigned due to family
reasons and moving places".
The labor turnover rate of MDS in the past 12 months is approximately 1.7%.
4. For what percentage of roles / jobs has the company quantified (measured) the
cost of turnover?
In terms of cost of turnover, the company currently calculates the cost of about 60%
of the roles/jobs at the company

5. What does the company do to retain talent (the best employees)? What do they
do to retain average employees?

Currently, MDS has been applying several ways to retain its employees.

- Salary and benefits of the company: must recognize the fact that most people go to
work now for the main reason. Giving employees a reasonable income along with
good remuneration conditions will help attract and retain more employees.

- Promotion opportunities: As shared in the previous workshop, the company now

often gives priority to internal employees for vacant positions, especially important
positions. Therefore, having a high promotion opportunity will also be a motivation
for employees to work hard and keep them at the company.
 - Create a youthful and dynamic working environment: Most of MDS's employees
are young people, so at the company, we always try to create a dynamic and youthful
working environment for employees. .

- Respect and care for employees: At the company, we encourage employees to have
ideas and suggestions so that the company can improve the bad things at work, and
we also try to Try to remember employees so they feel appreciated and their
contributions are recognized.

The above, we apply to all employees in the company from average employees to
talented people because it is also a way to keep as many employees as possible, not
every single talent. Because the loss of human resources is something that no
company wants. But for talent, usually the board of directors and managers will pay
more attention to that person and sometimes will be given a little more priority.

6. What percentage of the time does the company perform exit interviews when
someone quits?
In fact, this is a corporate weakness as well. Employees here often leave their jobs for
family reasons, such as relocating to another location to live and being unable to
continue working, or for other reasons, such as desiring to relocate to a different place
of work,.. Rarely take leave because the working environment is toxic or because
anything at the workplace makes them want to leave. As a result, when an employee
resigns, the management board and the board of directors seldom conduct departure
interviews.