Human Resource Management

ContentsA.Overview of the company2I.Introduction2II.Services of VNLand3III.Structure4IV.Geographical areas of operation6B.HR Elements in VNLand6I.The importance of HRM in VN Land Operation.6II.Job analysis and designing7III.Selection and Recruitment9IV.Training9V.Performance appraisal10VI.Salary and benefits11

A. Overview of the company

I. Introduction

Vietnam Real Estate JSC (VNLAND) was established on 06.05.2008. With the strategy "A Vietnamese brands - Difference Value - Reaching an international level", under the leadership of the Advisory Committee, the Board, the Board of Directors and the consensus of the entire staff employees, VNLAND always create " difference value" in the operating procedures and gives customers confidence in the "Perfect - Professional".Derived from the motto of the targeted development of professional activities, VNLAND is gradually perfect the process of total quality management process from market forecasts, Research and Development, Sales, After Sales and after sales flexibility with every major business areas such as: Investing and leasing of trade Center, trading Floor trading Estate, Property Management.To implement the strategy "A Vietnamese brands - Value Difference - Reaching an international level" management company always attaches importance to the human factor which is considered the most important factors creating "distinct values "the VNLAND. With a team of more than 150 staffs are experienced, enthusiastic, who spent long years of practice in the areas of real estate business, real estate management...

As a result of their efforts, within 3 years of establishment the company has made such as: Current charter capital: 150 billion VND Shopping center project B14 Kim Lien: 1550 m2 2nd floor has been leased, occupied by three companies Techcombank, HSC ( Ho Chi Minh city Securities Corporation) and Vietmark supermarkets Petrovietnam Landmark Shopping Center project in An Phu urban areas - District 2 - Ho Chi Minh City with over 10,000 m2 ongoing leases. B4 Kim Lien commercial center project with nearly 1000 m2 ongoing leaseThe size of companies increasingly expand through the member companies and links.From existing resources, VNLAND's goal is "For the benefit of customers" to customers recognize and trust by "difference value ".II. Services of VNLand Investment advisory, projects management consulting (not including legal advice and financial advice). Business investment advisory, trade, promotion and commercial brokerage. Civil construction, industrial, transport and irrigation lines, transformers up to 35 KV. Decorate interior office, hotel, residential, industrial building. Manufacturing and selling interior and exterior. Purchasing agents, sales agents and consignment. Import and export of trading commodities of company. Design civil engineering. Geological building survey. Construction supervision of civil and industrial construction sector and improve. Project consulting, investment project management and bidding advisory (works within a practicing certificate). Design architectural work. Industrial design and bridges, roads, infrastructure.

III. Structure

With the core values are the staff, VNLand know that good customer service, they must have enthusiastically and professionally staffs. Thus, on the staff is constantly learning, improving professional qualifications, knowledge from practice as well as through professional training by units reputable organization, also on the Board of Directors companies, creating a friendly work environment, fair and regular encouragement, encouraging, supporting and creating favorable conditions for staff development and fulfill their duties. All the same unity makes strength to develop VNLand is growing and sustainable. The company has 150 employees, including a PhD, 7 Masters, 120 Bachelor, and 22 unskilled workers. The age most groups of VNLands employees are belong to 31-50 group (account for 75% of all staffs). The age of VNLands staffs is relatively young; they have enough experience and the dynamics at work . Perform the tasks of production and business, the company's management is a scientific organization, closely following diagram:

Board of director is the agency managing the company, shall have full authority to decide the name of the company, to exercise the rights and obligations of the company is not under the control of Shareholders. Board of director may extend the right to board and can also replace the CEO or Deputy General Director. Supervisory board shall have the same as the judiciary in the separation of powers model to help the controlling shareholder and management activities of the company management. CEO is the highest executive office of the company, in charge of operating a company.IV. Geographical areas of operationVNLand Group is located at Le Dai Hanh Street, Hai Ba Trung district, Hanoi capital. But the scale of operations of the company is on the whole territory of Vietnam. The target market of VNLand are big city in Vietnam such as: Hanoi, Ho Chi Minh city, for example: Petrovietnam Landmark Trade Center project in An Phu urban areas - District 2 - Ho Chi Minh City, Trade center project B14 and B4 Kim Lien in Hanoi,

B. HR Elements in VNLandI. The importance of HRM in VN Land Operation.The Human Resource is the basic element of a company. The employees of a company are its core competency and the oil keeping the machine running. It takes a decisive role in the companys successful businesses and whole operation. Its the reason why HRM practices and applications are so important to the companies. VN Land also realized that significance of the HRM on its operation, especially when its a service providing companies where human operate most of the companys businesses.

VNLAND Staff Distribution

This chart excluded the top management level employees.

II. Job analysis and designingVN Land is a firm operating in various fields, so its human resource is highly diversified. Within each main segment, the companys human resource is even more complicated and diversified into each specific department such as office and home design, industrial design, decoration, etc The human resource situation calls for a complete and thorough management structure to efficiently control and manage the highly diversified staff. The complication of operating fields of VN Land requires specific jobs tailored to meet the requirements of the company. And its HRM department did a successful job on this matter. VN Land HRM managers carefully researched their current needs of the company. Then they make decisions on which job is really needed and what criteria are required to fulfill the job.For example, legal matter is an important part of firms doing businesses in the sensitive designing and estate management industry such as VN Land. The HR department of VN Land realized the needs of specialized team in case of disputes and to further ensure the safety of the firms future ventures.Bt ng Sn - Nhn Vin Php L Chng ti ang c nhu cu tm kim nhng ng vin c nng lc vo v tr Nhn Vin Php Ch lm vic trong mi trng hin i, chuyn nghip ti H Ni. - S lng nhn vin: 05 ngi- Yu cu: - Tham mu cho BG cc vn lin quan n php l ca Doanh nghip- Son tho hp ng v cc vn bn php l khi c yu cu- Tr l cho BG cc vn nh: m phn, dch thut, phin dch- H tr lnh o giao dch vi i tc kinh doanh c trong v ngoi nc- M t cng vic: - Tham mu cho BG cc vn lin quan n php l ca Doanh nghip- Son tho hp ng v cc vn bn php l khi c yu cu- Tr l cho BG cc vn nh: m phn, dch thut, phin dch- H tr lnh o giao dch vi i tc kinh doanh c trong v ngoi n

Planning and ForecastingThe highly diversified workforce of VN Land always put pressure on HRM team to fill the vacant positions in order to keep the companys operations smooth. While regularly recruits new staff for the expansion of VN Land, the companys HRM department also predicts the flow of market and labor force to hire and recruit able candidates.However, due to the wide range of the services VN Land provided to the customers, its hard to make decisions and predictions on the trend of the market. The nature of Vietnam economic situation also makes it worse and VN Land is taking a safe approach by filling the position when its needed.III. Selection and RecruitmentVN Land offers to its potential applicants the chance to work in a modern, competitive environment. It also gives additional information on the work salary and information being negotiable to the public in order to increase the applicant pool.VN Land also makes use of interview in evaluating its applicants. This method may seem old fashioned, but its a very effective tool to measure the applicant attitudes and basic skills.On the contrary, the limited measurement methods VN Land used in evaluating the applicants may leads to confusion to undervaluation of the potential candidates. Furthermore, almost all the jobs require work experience, which is hard to expect from a new graduate and therefore limit their chances. Another matter is most of the important jobs of VN Land are being recruited from outside sources. Its effective to recruit outsiders during the expansion phase, however, it should be limited to fully utilize the potential of the internal workforce and reduce the recruitment cost. IV. TrainingThere are three steps in the trainings process for new employees. Firstly, in workflow, the company gives eployees time to get acquainted to job, or even prepares the documents related to their work and their business in order to them can imagine the work will be done. Sometime, the company also organizes training sessions for their skills or help employees do their job a few times. This can help them know what the company want or dont want them do their job in the coming time. The next step is dissemination of basic information. Vnland company dont force new employees have to remember all of the information, tasks and skills needed in the first days because this only makes them feel pressure and scare of their job. Finally, the company always creats conditions for new employees to develop professional. New employees can have chance to exposure and improve the experience in other jobs outside the work they undertake. There are prepared to help them develop and enhance professional development as they desire. There are plans and directions for excellent staff to create their own businesses a strong human resources and maintain the stability of operation when there is a shortage of personnel.

Every business has different ways and methods of training new employees. However,in general, they will use these short courses or invite experts in the field needed training. Besides, they can use the old staff having experience to teach the necessary skills for new employees. In compared to other forms, this is the most effective way, because the former employee has knowledge of the business activities as well as professional experience. However, the huge competition in the enterprise makes the employee are jealous or fear of losing their job. Thus this thing makes this form of training also become difficult. Forms and effective training methods can help businesses recognize the talent, the good managers in the future. The company just create new ones professional knowledge and skills required is a new sense of friendliness to join the enterprise, helping them get along with the collective, and policies to support the employee develop the occupation was very successful in training new employees.V. Performance appraisalVnland group performance appraisal is annually. Hr manger of the company said that we appraise the employee due to their performance about goals of the organization, we set the goals started the year and tell the employees about the goal if the employees achieve this goal. We appraise the employees.Steps in appraising performanceThe performance appraisal process contains three steps which are define the job, appraise the performance and provide feedback. Define the job: Means making sure that you and your subordinate agree on his or her duties and job standard. Appraise performance:Means comparing your subsssssordinates actual performance to the standards that have been set. Provide feedback:Means discuss the subordinate performance and progress and make plans for any development requiredVI. Salary and benefitsWages and salary administration is an integral part of the management of the VNLand Group. Wages and salary is a systematic approach to providing monetary value to employees in exchange for work performed. It may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is the remuneration received by an employee in return for his\her contribution to the organization .It is an organized practice that involves balancing the work employee relation by providing monetary and non-monetary benefits to employees. VNLand aware that when a person is motivated, encouraged to work to suggest that his efforts will lead to outputs or objectives to be completed and this will cause him to be able to get desired reward. The ability to achieve and value the higher the reward motivation higher and vice versa. To ensure the payment of wages associated with the completion of the mission objectives of the company, VNLand out specific procedures to implement: Earlier this year, the manager, direct supervisor, who met with each staff member to discuss objectives and tasks in the plan year. Goal of individuals is associated with the objective of the company. In the process of implementing the monitoring of upper management and can be adjusted if necessary. At the end of the year, on the basis of self-assessment of the employee, the directly manager measure performance according to criteria agreed earlier this year. The results of this assessment will form the basis for the classification and application of the salaries and bonuses.VNLand Group has full responsibility to ensure the following benefits for all employees working at Company. 1. All employees are guaranteed the rights and legitimate interests in accordance with regulations of the Company and in accordance with labor legislation.2. Staff on duty while under attack or unprovoked attacks, the Company will protect and damages.3. Employees have the right and responsibility to contribute ideas on the construct and develop company and issues related to employee benefits.4. Employees may join the trade union or other political organizations are allowed to set at the Company, may participate in cultural activities, art, physical education - sports and other social activities , but not affect the working time and assigned tasks.5. Employees have the right to appeal to the direct operating grant, by the CEO, the Supervisory Board, and the Board or with the trade union organizations on the basis of violations of this regulation, causing damage to the interests or damage to the honor and dignity.6. Employees are guaranteed the benefits of social insurance, health insurance under the provisions of this regulation in accordance with the Labor Code and the law is concerned.7. Employees participate in training courses, training in accordance with current job held by the Company to raise the professional level.8. Staff have good achievement in their work and do not violate labor discipline, the company will reward regular or irregular commensurate with the level of contribution of each person.

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