UNIVERSITY OF TEG INTERNATIONAL

SUNDERLAND COLLEGE
 HUMAN RESOURCE MANAGEMENT

Nguyễn Trương Diệu Trinh

Student Name/ID Number:
B200011

Unit Number and Title: Unit 3: Human Resource Management (Y/508/0487)

Academic Year: 2021

Unit Assessor: PHAM QUOC DU

Assignment Title: A1 of 2: Developing the human capital of the company

Issue Date: 04/01/2021

Submission Date: 15/03/2021

Internal Verifier Name:

Date:

Table of Contents
AN OVERVIEW OF THE COPMPANY....................................................................................................2
General introduction...............................................................................................................................2
Organizational chart................................................................................................................................3
Product range of company......................................................................................................................3
Development strategy.............................................................................................................................4
LO1: Explain the purpose and scope of Human Resource Management in terms of resourcing an
organisation with talent and skills appropriate to fulfil business objectives............................................5
1.1 Human Resource Management (HRM).............................................................................................5
1.2 Role and responsibilities of Human Resource Management...........................................................5
 Role..............................................................................................................................................5
 Responsibilities............................................................................................................................6
1.3 Purpose of Human Resource Management of Mobile World Group................................................7
1.4 Functions of Human Resource Management.....................................................................................8
1.5 Factors impact of Human Resource Management.............................................................................8

1.6Human resource management function ................................................................................9

LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organization.............................................................................................................................................14
Workforce planning...........................................................................................................................14
Strengths and Weaknesses of Different Recruitment Approaches ( apply for MWG )..................16
Benefits of Different HRM Practises......................................................................................................18
Effectiveness of Different HRM Practises in Terms of Raising Organizational Profit and
Productivity ( Apply for MWG )........................................................................................................18
LO3 Analyze internal and external factors that affect Human Resource Management decision-making,
including employment legislation............................................................................................................19
Factors Affecting Human Resource Management.................................................................................19
External Factors:...................................................................................................................................19
Internal Factors:....................................................................................................................................20
The Importance of Employee Relations with Respect to Influencing HRM Decision Making ( apply for
MWG )...................................................................................................................................................20
Applied to Moble World Group............................................................................................................23
REFERENCE................................................................................................................................................25

AN OVERVIEW OF THE COPMPANY

General introduction

Mobile World Investment Corporation (MWG) is the No.1 Retailer in Vietnam by revenue and
net profit after tax with ~4,000 stores nationwide. MWG operates the following concepts:
“thegioididong” mobile phone retail chain, “Dien May Xanh” consumer electronics retail chains,
“Bach Hoa Xanh” grocery retail chain. Also, MWG has expanded to regional markets with the
phones and consumer electronics retail chain in Cambodia. The company has recently developed
a new high-tech agricultural project named “4KFarm” to offer consumers safely-grown fresh
produce of “4 No” policies (zero pesticide, non-GMO seeds, zero preservatives, and zero growth
substances).
 MWG concentrates on developing excellent customer services that are in line with the
corporate culture of putting customers as the first priority in all actions.
 MWG was proudly named in TOP 50 best big public companies in Asia (voted by
Forbes) and the only Vietnamese representative in Top 100 Asia-Pacific Retailers voted
by Retail Asia Magazine and Euromonitor
 MWG has been the Champion in TOP 50 best-performing companies in Vietnam (The
Business Review – Nhip Cau Dau Tu). MWG’s success story was considered as an
interesting case study for researchers at Harvard University, UC Berkeley, Tuck Business
School (US).
 Not only be acknowledged as a top-performing company by investors and professional
organizations, but MWG also gains trust from employees given the fact that the Company
has been 4 times consecutively in the TOP 50 Best Places To Work in Vietnam and won
the “Best Winner” in HR Award for Effective Human Resource Policies.

Organizational chart
Product range of company

MWG's item range is long and assorted with various sorts of items, straightforwardly tending to
the requirements of shoppers. The fundamental regions of action of the organization incorporate
exchanging and fixing cell phones, advanced gadgets, and internet business-related fields. From
that point onward, the cross country electronic retail framework is dienmayxanh in 2010 and the
advanced wet market in 2015.

Thegioididong set up in 2002 to turn into the main cell phone corporate store in Vietnam by a
piece of the pie with in excess of 2000 retail locations from one side of the country to the other. It
deals with a cell phone, tablets, workstations, extras, wearables gadgets, and worth-added
administrations

Dienmayxanh dispatched in 2010 with the underlying name "dienmayxanh.com" and afterward
renamed Dienmayxanh in 2015, Dienmayxanh.com has become the main purchaser gadgets
corporate store in Vietnam by a piece of the pie with in excess of 1,000 stores cross country. It sells
telephones, gadgets (earthy colored merchandise), white products, and little machines

Bach Hoa Xanh is a minimart chain work in new food varieties and everyday essential necessities.
In excess of 1,600 stores in Southern and South-Central territories offers a wide scope of new food,
top caliber, and detectable birthplace items, at a serious value contrasted with the conventional wet
market and mother-and-pop supermarkets. All Bach Hoa Xanh stores with cleanliness space are
situated in open areas for homemakers.

Development strategy
  One of the advanced methodologies of MWGis firmly control and improve client support
quality
 With a jam-packed populace of around 90 million, Vietnam has a solid ability to spend.
As indicated by the data given by MWG, from 2013 to 2014, the quantity of cell phone
clients aged going from 16 to 24 developed by 31% while the number of clients aged
from 25 to 34 saw an expansion of 13%.

 The market for shopper gadgets in provincial territories is still generally abandoned.
MWG center to altogether upgrade its essence in this market in 2015.
 In 2014, income predominantly comes from fast extension and solid development of the
retail commitment framework. Augmenting the scope of items to exploit its far and wide
retail organization
 The execution of online deals has brought gigantic development for MWG. Depend on its
present stable innovative foundation, all-around contributed site, MWG works forward an
Omnichannel model that objectives retailers which have enormous disconnected clients.
 In dispatching new items, MWG likewise evaluated another advertising technique. The
retailer held an outside rebate offer of little family items before the store to draw
consideration from close by housewives and suburbanite

LO1: Explain the purpose and scope of Human Resource Management in

terms of resourcing an organisation with talent and skills appropriate to fulfil
business objectives
1.1 Human Resource Management (HRM)

Human Resource Management has some specific purposes for recruiting the best employees to
holding them to the company for a longer period of time. Human resource management
facilitates actions for developing the level of skills and capacities of the employees (Mondy and
Gowan, 2005). Human resource management contributes to increasing the value generation
capacity of the employees so that they can help the organization to create value. Some specific
functions of human resource management are: recruitment function, hiring and selecting
function, training and developing function and managing function. In order to complete these
functions appropriately, the management has to do some other functions.

1.2 Role and responsibilities of Human Resource Management

Human resource management is concerned with the development of both individuals and the
organization in which they operate. HRM, then, is engaged not only in securing and developing
the talents of individual workers, but also in implementing programs that enhance
communication and cooperation between those individual workers in order to nurture
organizational development.
The primary responsibilities associated with human resource management include: job analysis
and staffing, organization and utilization of work force, measurement and appraisal of work
force performance, implementation of reward systems for employees, professional development
of workers, and maintenance of work force.

Role
Recruitment
This is the one function which is hand in glove with HR. Recruitment has been one of the major
responsibilities of the HR team. It is the job of HR personnel to plan and devise strategic
campaigns and guidelines for recruiting suitable candidates for a required job description. They
also have to serve as a mediator between the employer and the candidate and communicate
company policies and terms of the contract to the candidate before he is hired. This is the first
pillar of HR management that every HR manager starts with. It’s probably one of the most
important aspects of any HR professional’s career. The recruitment function comprises 2 main
objectives:

Attract Talent

Attracting talent starts with first planning the requirement of manpower in the organization.
Gauging needs of the organization’s human resource requirements, and accordingly putting a
plan of action to fulfill those needs with the placement of “talented professionals”. That’s
followed by creating an “employer brand” which will be representative of the organization’s
good image and portray an attractive impression in the minds of potential candidates.The
employer branding aspects have become very important owing to the new-age media and
awareness of employee rights. Putting the best foot forward is no longer enough, it needs to be
followed through with honest actions in favor of the employees. And finally… the HR manager
needs to create detailed recruitment strategies to carry out the hiring process.

Hire Resources

This is where the recruitment strategies are put into action. In the current age, there’s a ton of
competition vying for the attention of the best talent in the market. The HR manager needs to run
all possible engines to go out there in the market and find that one suitable gem. This part of the
role includes things like finding relevant locations to look in, reach out to maximum potential
candidates using mass communication mediums, aggregate all responses, filter out irrelevant
applications, judge suitable incumbents and coordinate internally to get them interviewed. Once
the finalists are decided, the HR manager turns into a ‘negotiator’ of sorts, working as a mediator
between the company and the candidate to find that win-win ground.
Training

Not all is done once you’ve recruited a suitable candidate for the job. Many organizations
perform tasks a tad differently. Training employees is important to help the new hires get
acquainted with the organization’s work pattern. It is imperative for the HR department to
incorporate a training program for every new employee based on the skill set required for their
job. It will further also contribute to employee motivation and retention

Responsibilities
Some of the responsibilities of an HR Manager:

 Set objectives for the HR team and track progress.

 Design and implement company policies that promote a healthy work environment.
 Garner a well-motivated team to meet the objectives of the organization.
 Develop compensation and benefits plans.
 Support and suggest improvements to the entire recruitment process
 To be able to remain flexible and informed in the face of changing HR landscape and
industry demands.
 Bring a road map to long-term activities budgeting, manpower planning and recruitment.
 Engage talent towards specialized and niche skills to enhance the skill strength and
offerings of the company.
 Nurture good talent through the innovative and value-oriented approach.
 Benchmarking salary standards to that of the industry.
 Revise policies by being sensitive and aligning to the changing times.
 Incorporating changes and reinvent on the SOP.
 Having the employee handbook updated and handy at all times for reference.
 Creating an effective job description to attract the right applicants.
 Maintaining an archival of employee records for future reference.
 Orient the employees towards the goals of the organization.
 Organizational health surveys for effective growth.
 A skill-based specialization of the employee base.
 Host in-house recruitment events
 Discuss employees’ career development paths with managers
 Monitor HR metrics (e.g. turnover rates and cost-per-hire)
 Review departmental budgets
 Organize learning and development programs
 Ensure HR staff addresses employees’ requests and grievances in a timely manner
 Maintain HR procedures that comply with labor regulations

1.3 Purpose of Human Resource Management of Mobile World Group

  The human resource management department ensures better facilities to the employees so
that they can do their best job of achieving the organizational success. It provides training
facilities based on the demand comes from the changing environment. As the employees
are the most important resource for the company, they should be managed properly
otherwise the ultimate goad of the company which is maximizing the value of the
company may not be achieved
 There are some specific laws and guidelines that should be maintained properly from
time to time. The human resource management focuses on identifying the gap between
current laws and regulations and the company’s activities with the human resources.
There are some laws protecting the human resources’ rights. For example Age
Discrimination in Employment Act 1967, Equal pay act of 1963 etc.
 The human resource management seeks the ways for developing the employees current
level of skills by providing them enough care and support The management believes that
if proper communication can be built employees, their problems can be captured and
proper feedback can be given timely. The overall performance of the employees actually
helps the organization to achieve its goals.
 If a proper communication channel can be created, the communication gap among the
employees can be eliminated quickly. As the human resource manager maintains a
diverse workforce, it is very necessary for them to create an environment where the
employees can share their ideas freely.

1.4 Functions of Human Resource Management

Training and developmentTraining and development are the indispensable functions of human
resource management. It is the attempt to improve the current or future performance of an
employee by increasing the ability of an employee through educating and increasing one’s skills
or knowledge in the particular subject.Maintaining good working conditionsIt is the
responsibility of the human resource management to provide good working conditions to the
employee so that they may like the workplace and the work environment. It is the fundamental
duty of the HR department to 2 motivate the employees. The study has been found that
employees don’t contribute to the goals of the organization as much as they can. This is because
of the lack of motivation.Managing Employee relationsEmployees are the pillars of any
organization. Employee relationship is a verybroad concept and it is one of the crucial functions
of human resource management. It also helps to foster good employee relations. They have the
ability to influence behaviours and work outputs.

Apply for Mobile World Group:

 1. It observes the department goals and provides sufficient human resources to achieve these
goals so that the ultimate goal of the company can be achieved
2. Another function of the company is to retaining the best employees and providing them
attractive compensation plans so that they remain with the company for a longer period of
time.
3. The human resource management listens to the opinions of the human resources so that
they can provide better supports and feedbacks which is necessary for increasing the
employees’ motivations and skills
4. Another important function of human resource management is preserving the employees’
rights so that any potential conflicts can be minimized.

1.5 Factors impact of Human Resource Management

• Available work pool

Maybe the principal capacity of HR divisions is to keep up satisfactory staffing levels through
labor force arranging. One outer factor that impacts the capacity to enlist qualified competitors is
the work market accessibility, which is influenced by joblessness rates, a number of qualified
laborers in the sensible driving distance, and, sometimes, the accessibility of candidates with
particular abilities like nursing or innovation. An association may experience issues recognizing
and drawing in reasonable competitors, particularly if a similar ranges of abilities are sought
after all through the business. The organization's geographic area may likewise be a factor if the
work pool isn't huge enough in the quick territory. At that point, HR administrators may have to
center their selecting endeavors outside the district and pay movement bundles as fitting to urge
qualified staff to take up a position
• Government guidelines
Working environment laws and guidelines are outer elements influencing human asset the
executives that require HR to guarantee the organization is in consistence. Guidelines can impact
how an organization approaches recruiting, preparing, redressing, and in any event, training its
laborers, and a slip up could bring about sanctions against the organization or even claims
recorded by representatives, forthcoming workers, sellers, and clients.
• Level of development
An inward factor that impacts HR is the organization's pace of current and projected
development. Organizations encountering forceful development and quick extension may require
their HR division to zero in on enrollment and staffing. More stale organizations may put a more
noteworthy spotlight on endeavors on worker maintenance and improving the organization's way
of life and work environment climate through redesigning sets of expectations and upgrading
remuneration and incidental advantages programs. Scaling back organizations may need to take
the deplorable choice to lose a portion of their staff; a message that is regularly left to HR to
transfer.
• Use of innovation
The eagerness for the HR office and friends the executives to utilize innovation to help in certain
key HR capacities. For instance, organizations that utilize devices like online advantages the
board, where representatives can make changes to their advantage plans all alone, give HR
laborers more opportunity to zero in on different regions like selecting or preparing and worker
improvement. This can let loose a lot of time and assets across the association.

1.6 Human resource management function

1. Job design and job analysis

One of the foremost functions of HRM is job design and job analysis. Job design involves the
process of describing duties, responsibilities and operations of the job. To hire the right
employees based on rationality and research, it is imperative to identify the traits of an ideal
candidate who would be suitable for the job. This can be accomplished by describing the skills
and character traits of your top-performing employee. Doing so will help you determine the kind
of candidate you want for the job. You will be able to identify your key minimum requirements
in the candidate to qualify for the job.

Job analysis involves describing the job requirements, such as skills, qualification and work
experience. The vital day-to-day functions need to be identified and described in detail, as they
will decide the future course of action while recruiting.

2. Employee hiring and selection

Recruitment is one of the primary functions of human resource management. HRM aims to
obtain and retain qualified and efficient employees to achieve the goals and objectives of the
company. All this starts with hiring the right employees out of the list of applicants and
favourable candidates.

An HRM helps to source and identify the ideal candidates for interview and selection. The
candidates are then subjected to a comprehensive screening process to filter out the most suitable
candidates from the pool of applicants. The screened candidates are then taken through different
interview rounds to test and analyse their skills, knowledge and work experience required for the
job position.

Once the primary functions of HRM in recruitment are completed, and the candidate gets
selected after rounds of interviews, they are then provided with the job offer in the respective job
positions. This process is important because these selected employees will, after all, help the
company realise its goals and objectives.

3. Employee training & development

Imparting proper training and ensuring the right development of the selected candidates is a
crucial function of HR. After all, the success of the organisation depends on how well the
employees are trained for the job and what are their growth and development opportunities
within the organisation.

The role of HR should be to ensure that the new employees acquire the company-specific
knowledge and skills to perform their task efficiently. It boosts the overall efficiency and
productivity of the workforce, which ultimately results in better business for the company.

HRM plays a very crucial role in preparing employees for bigger tasks and responsibilities,
which leads to the holistic development of employees at work. And an organisation which
provides ample growth and development opportunities to its employees is considered to be a
healthy organisation.

4. Compensation and Benefits

Benefits and compensation form the major crux of the total cost expenditure of an organisation.
It is a must to plug the expenses, and at the same time, it is also necessary to pay the employees
well. Therefore, the role of human resource management is to formulate attractive yet efficient
benefits and compensation packages to attract more employees into the workplace without
disturbing the finances of the company.

The primary objective of the benefits and compensation is to establish equitable and fair
remuneration for everyone. Plus, HR can use benefits and compensation as a leverage to boost
employee productivity as well as establish a good public image of the business.

Therefore, one of the core HR department functions is to lay down clear policies and guidelines
about employee compensation and their available benefits. One of the functions of HR manager
is to ensure the effective implementation of these policies and guidelines. This creates equality
and builds transparency among the employees and the management within the organisation.
After all, the level of employee satisfaction at work is directly proportional to the compensation
and benefits they receive.

5. Employee performance management

 The next activity on HR functions list is effective employee performance management. Effective
performance management ensures that the output of the employees meets the goals and objective
of the organisation. Performance management doesn’t just focus on the performance of the
employee. It also focuses on the performance of the team, the department, and the organisation
as a whole.

The list of HR functions for performance management includes:

 Developing a proper job description

 Initiating an appropriate selection process to hire the right candidates for the job positions
 Providing the right training and education needed to enhance the performance of the employees
 Enabling real-time feedback and coaching employees to boost efficiency among them
 Conducting performance reviews monthly or quarterly to discuss the positives and the
improvement areas of employees
 Formulating a proper exit interview process to understand why experienced employees choose to
leave the company
 Designing a proper appraisal and compensation system that recognises and rewards the
workforce for their effort and hard work
6. Managerial relations

Relationships in employment are normally divided into two parts — managerial relations and
labour relations. While labour relations is mainly about the relationship between the workforce
and the company, managerial relations deals with the relationship between the various processes
in an organisation.

Managerial relations determine the amount of work that needs to be done in a given day and how
to mobilise the workforce to accomplish the objective. It is about giving the appropriate project
to the right group of employees to ensure efficient completion of the project. At the same time, it
also entails managing the work schedules of employees to ensure continued productivity. It is
essential that HR handles such relations effectively to maintain the efficiency and productivity of
the company.

7. Labour relations

Cordial labour relations are essential to maintain harmonious relationships between employees at
the workplace. At the workplace, many employees work together towards a single objective.
However, individually, everyone is different from the other in characteristics. Hence, it is natural
to observe a communication gap between two employees. If left unattended, such behaviours can
spoil labour relations in the company.

Therefore, it is crucial for an HR to provide proper rules, regulations and policies about labour
relations. This way, the employees have a proper framework within which they need to operate.
Therefore, every employee will be aware of the policies which will create a cordial and
harmonious work environment.

Such a structured and calm work atmosphere also helps with improving performance and aching
higher targets.

8. Employee engagement and communication

Employee engagement is a crucial part of every organization. Higher levels of engagement

guarantee better productivity and greater employee satisfaction. Efficiently managing employee
engagement activities will help in improving the employee retention rates too. HRM is the right
agent who can manage the employee engagement seamlessly. Proper communication and
engagement will do wonders for the employees as well as the organization. The more engaged
the employees are, more committed and motivated they will be.

Human resource teams know the ‘humans’ of the organization better than anyone else. This
gives them an upper hand in planning engagement activities. Although such activities might not
fall under the direct functions of HRM, they are indeed required for the organizational welfare
and employer branding.

9. Health and safety regulations

Every employer should mandatorily follow the health and safety regulations laid out by the
authorities. Our labour laws insist every employer to provide whatever training, supplies, PPE,
and essential information to ensure the safety and health of the employees. Integrating the health
and safety regulations with company procedures or culture is the right way to ensure the safety of
the employees. Making these safety regulations part of the company activities is one of the
important functions of HRM.

10. Personal support for employees

HRM assists employees when they run into personal problems which may interfere with the
workflow. Along with discharging administrative responsibilities, HR departments also help
employees in need. Since the pandemic, the need for employee support and assistance has
substantially increased.For example, many employees needed extra time off and medical
assistance during the peak period of the pandemic. For those who reached out for help, whether it
may be in the form of insurance assistance or extra leaves, companies provided help through HR
teams.

11. Succession Planning

Succession planning is a core function of HRMs. It aims at planning, monitoring, and managing
the growth path of the employees from within the organizations.

What usually happens is that promising and bright employees within the organization who have
excelled in their roles are handpicked by their supervisors and HRs, and their growth paths are
developed.

This, of course, becomes quintessential as those employees who recognize the fact that the
company is investing in their growth and development, and therefore, will stay loyal in the long
run. However, while developing such employees towards a higher role, companies must keep in
mind several aspects, such as improving employee engagement, assigning challenging tasks and
activities.

An employee leaving the organisation can prove to be disruptive and expensive. Therefore,
succession planning is a saviour of some sorts, as it helps identify the next person who is just
right to replace the outgoing individual.

12. Industrial Relations

It’s usually the production lines and manufacturing units where this HR function is mostly used.
You see, Unions exist in factories and manufacturing units. And their responsibility is towards
the goodwill about the workers — in fact, they’re always vocal and upfront about.

Now, for a company, especially into manufacturing and production, the HRs must have ongoing
Industrial Relations practices. They must also continuously engage with the Unions in a friendly
and positive manner to maintain amicable relations.

The true motive of Industrial Relation touches on a lot of issues within the company. For
instance, Industrial Relations may be in place to meet wage standards, reduce instances that call
for strikes and protests, improve working and safety conditions for employees, reduce resource
wastage and production time and so on.

Industrial Relations is extremely important because, if handled properly, it can circumvent

protests, violence, walkouts, lawsuits, loss of funds and production time. IR is a sensitive yet
critical function of the HR department, naturally, it requires personnel with vast experience.
LO2 Evaluate the effectiveness of the key elements of Human Resource
Management in an organization.

Workforce planning

Overview : Workforce Planning is the process of analyzing, forecasting, and planning workforce
supply and demand, assessing gaps, and determining target talent management interventions to
ensure that an organization has the right people - with the right skills in the right places at the
right time - to fulfill its mandate and strategic objectives.

Right number of individuals: Companies ought to have accessible the vital individual hours to
meet the business expectations.

• Right time: Customers these days require prompt adjusting continuously. Thus
organizations should make accessible assets right when they are required, immediately.

• Right abilities: Companies ought to have promptly accessible the right-gifted individuals
for quick just as future expected necessities.

• Right contract: The work status of the representative should fit with the organization's in
general resourcing and ability system.

This interaction can be isolated into two classes:

• Hard or operational labor force arranging

'Hard' labor force arranging is about numbers. Making expectations of things to come utilizing
recorded information, doing a quantitative investigation of the work market to coordinate with
supply with request. Such quantitative investigation and activities are remembered for this
methodology. This is the conventional way to deal with labor force arranging, with restricted
setting and comprehension of the inner mind factors that go into ideal asset the board.

The principle highlights of this methodology are:

- Regular changes in representative numbers

- Little business straightforwardness

- Lower compensation

- Little to no engage of workers

- Appraisal frameworks that emphasis on great and terrible execution

- A more good old style of administration

 Soft or strategic workforce planning

Soft’ workforce planning is the cutting edge approach. Today it is imperative to comprehend the
hidden circumstances and logical results connections that influence the ability scene. An
essential labor force plan helps set a superior setting by social occasion subjective bits of
knowledge about ability. Furnished with both quantitative and subjective information,
administrators can assess a scope of choices to distinguish and augment the drivers of execution
The delicate human asset the board model center is for the requirements of your staff, including
prizes and inspiration
- Focussing on long haul getting ready for your business and its labor force
- An open and straightforward plan of action with great correspondence
- Competitive compensation, depending on compensation benchmarking and extra bundles.
- Employee strengthening
- Appraisal frameworks that distinguish preparing openings and expert turn of events
- A more just kind of administration
Benefits
- A delicate HRM approach is with worker confidence. With this methodology, your labor
force will feel more esteemed and be energetic about your endeavors as a business. This can
prompt more noteworthy degrees of inspiration and higher profitability for your business. Just as
a drawn out responsibility from staff, who'll stay anxious to keep working for you. Along these
lines, that reduces expenses on enrollment as you'll have a higher consistency standard.
- Your business will likewise get positive verbal, with equivalent freedoms and
compensations for staff difficult work. This will empower a positive organization culture and
draw in similar workers.
Impediments
- Focussing on preparing and expert improvement will cost your business cash
- It can likewise postpone dynamic, as there's a more equitable methodology with the
requirement for shifting offices to give input.

Strengths and Weaknesses of Different Recruitment Approaches ( apply for

MWG )
In order to select the best employees from thousands of applicants, the human resource
management has to follow some different types of recruitment approaches (Boxall and Purcell,
2009). For example: interviewing the candidates, having selection parameters, giving promotion
to the best employees, considering employee referrals, arranging campus recruitment etc.
However, following these recruitment processes has both strengths and weaknesses of the
management which are given below:

Strengths and Weaknesses of Promotions

Strengths :

 The employees of MWG become motivated when they see that better skills really pay-off
to them. So, they are trying to increase their current level of skills to achieve this.
 The employees do their best on the job. As a result, better performance may come from
the employees.
 The return from the training program can be significant as the employees of MWG take it
seriously.

Weaknesses:

 Most of the elderly people from MWG don’t like this approach as the chance of getting a
promotion is lower for them.
 Sometimes the biased and subjective judgemental approach of management may hinder
the chance of getting promotion of the talented employees.

Strengths and Weaknesses of Employee Referrals

Strengths are:

 Employee referrals provide the right employees for the right job as the current employee
already know the required skills and knowledge for the job.
 As the current employee is liable for the new employee’s performance on the job, the
human resource management department can ask the existing employee if any gap
created.

Weaknesses are:

 The current employees may be biased for recruiting their near and dear ones. So,
unskilled employees may be hired for the vacant position.
 The benefits from the diversification of the workforce may be reduced by this approach.

Strengths and Weaknesses of Direct Recruitment

Strengths are:

 In this approach, MWG can get the best employees for the current job from a diverse
source of the workforce.
 In this approach, the employer can get the right employee for the right job.

Weaknesses are:

 Under direct cost recruitment, the cost of the selecting the best employees is high.
 The employees are not familiar with the current tradition of the organization. For this
reason, the management has to waste some time for giving practical knowledge to them.

Strengths and Weaknesses of Campus Recruitment

Strengths are:

 The new employees collected from campus recruitment are technically advanced. So,
they don’t have to incur that much cost for training them.
 Huge level of employees can be collected at a little time. So, it requires fewer efforts for
the company.

Weaknesses are:

 The employees do not have practical experience about the organization. So, proper
training facilities are required for them.
 The new employees may shift from one job to another job. So, the cost of training of the
employees may lose.

Benefits of Different HRM Practises

The benefits of different HRM practices are given below:

Conflicts Solution: Conflicts may arise in the course of business. The practices of HRM reduces
the potential conflicts among the employees. For example, the human resources of MWG are
compensated on an objective basis so that any conflicts related to compensation can be
minimized.
Reduce Employee Turnover:  The human resource management of MWG follows some policies
for minimizing the Employee turnover by proving them better care and support. If the employee
turnover ratio is high, the cost of firm related to hiring and training the employees will be high
and the performance of MWG will be low.
Improve Employee Performance: The performance of the employees is a vital source of
competitive advantage of MWG. Ongoing training facilities and feedback increase the overall
job performance of the employees. The human resource management provides newer and
updated information and training facilities to its employees so that their contribution to the firm
increases.
Help to Control Budget:  A proper Human resource management policy also contributes to
controlling the budget. The budgetary plans of MWG are finally executed by the employees. As
the employees control other resources, they are provided with better facilities so that they use
these resources perfectly.

Effectiveness of Different HRM Practises in Terms of Raising

Organizational Profit and Productivity ( Apply for MWG )

The Effectiveness of Different HRM Practises in Terms of Raising Organizational Profit and
Productivity are given below:
 MWG provides ongoing training facilities and supports in different forms so that the
employees can do their best in the respective jobs. For example Tesco provides real-
world scenario of the current problem, simulation training using sophisticated tools, the
information about the test and preference of the customers and the business environment,
new ways for increasing the productivity. These facilities increase the organizational
productivity and profitability.
 MWG provides different varieties of compensation plans and benefits so that it can retain
the employees in the organization for a longer period of time. So, the cost of hiring new
employees and providing training to them can be minimized which will actually increase
the company’s profits by minimizing the cost.
 The human resource management of MWG set goals to the individual employees and
team members. The compensation packages are updated from to time by analyzing the
current scenario of the business environment. The employees of the organization become
motivated to work hard and follow the training program seriously.
 In MWG, the human resource management manages and organize the employee in such a
way that in enhancing the relationship among the employees . As the employees share
their ideas to others, it creates an opportunity to increase the knowledge in the related
fields.

LO3 Analyze internal and external factors that affect Human

Resource Management decision-making, including employment
legislation.

Factors Affecting Human Resource Management

Both types of factors are:

External Factors:
External factors affecting human resource management are economic, socio-cultural,
technological, political-legal, and professional association. These factors have different types of
influences on human resource management.
Economic Factors:
Economic factors are those factors which give shape and form to the development of economic
activities and include factors like nature of economic system, general economic conditions,
various economic policies, and various factors of production including human resources.
Out of these, factors that influence human resource management practices are population and
workforce, workforce market conditions, national income, and inflationary pressures.
Population and Workforce:
Population and workforce influence human resource management because these form the basis
for an organizations’ external supply of human resources. While considering population and
workforce as a means for supply of external human resources, organizations should differentiate
between workforce and population because only a part of the population is eligible to work.
Further, eligible workforce can be divided into two groups- the workforce reserve (those not
working for economic gain, for example, homemakers, students, etc., and those who constitute
workforce. Out of this workforce, organizations can choose their employees.

Workforce Market Condition

Workforce market condition shows demand and supply of workforce. It influences human
resource management practices relating to recruitment and selection. Exchanges between
employers and potential employees occur in the workforce market. Since workforce market
includes all types of workforce, only relevant workforce market is taken into account for
searching potential employees.
Three factors usually define the relevant workforce market
 Occupation — qualifications and skills required,
 Geography — potential employees are willing to relocate or commute
 Other employers that compete with similar products and services.
Inflationary Pressures:
Besides the national income, inflationary pressures in a country also affect the payment to be
made to employees. In most of the countries, payment to employees is linked to cost of living
either directly or indirectly. As a result, when a country faces inflationary pressures, its cost of
living index goes up forcing employers to pay more to employees.
For example, in India, dearness allowance, a part of the payment made to employees, is linked
with cost of living index. When this index goes up, there is proportionate increase in the amount
of dearness allowance.
 Internal Factors:

Internal factors (also known as organizational factors) lie within the organization and affect
human resource management practices. In an organization, human resource management works
within the overall perspective provided by the organization.
Overall perspective for the functioning of human resource management is provided by numerous
organizational factors, the more relevant being the following- organization’s strategy,
organizational culture, trade unions, and organization’s financial position.
Besides the above organizational factors, organization’s technology also affects human resource
management practices by defining nature of jobs.

The Importance of Employee Relations with Respect to Influencing HRM

Decision Making ( apply for MWG )

Employee relation is crucial for MWG as the employee finally execute the plans. However,
before making any final HRM decision, the human resource management should contact with
employees so that the execution of the decision become successful. A proper environment of
trust and care should be developed between the employer and the employee to engage them in
the decision-making process. The employees will be motivated to take part in the execution of
different HRM practices if they understand that they are considered in the decision-making
process.

Having a proper balance of employee relation is a tough task as it requires continuous

understanding, trust and belief between the employer and the employees. So, the employer
should need extra care and support to manage the status of employee relations in the
organization. When there is a good employee relationship existed in the organization, the HRM
policy implementation becomes successful. MWG company makes different HR policies to
remain competitive with the other firms by utilizing its most important resources which is human
capital.

As employee relation management has a lot of complex issues, the management always focus on
these issues because it will increase the working environment in the organization. The workers
are coming from different sources, so the probability of miscommunication and conflict is very
high. So, the management should work on this are so that there is a peaceful environment in the
business. If the level of relation among the employees increase, they will help one another in any
cases. And, the overall performance of the business will be increased from this practice.

Vietnam work law

Work laws are the assemblage of decisions relating to working individuals and their associations.
Singular work laws include worries for representatives' privileges in the working environment.
Work laws have a uniform reason, they ensure representatives' privileges and presented
managers' commitments and obligations. They additionally have numerous capacities, the
essential elements of work laws are to give equivalent freedom and pay, guarantee
representatives' physical and mental prosperity and security, and working environment variety.

Business enactment

•The key components of work enactment

 Equal business opportunity for everybody looking for work

 Affirmative activities preferring everybody

 Sexual badgering avoidance for better workplace

 Working time guidelines fixing working hours

 Wages and compensation paid for work and administration

 Good working conditions for laborers

 Trade associations and other mechanical connections

 Social security, government assistance, wellbeing, and medical care, all things
considered,

• The significant articles from Vietnam work laws

Article 1: Right and obligations of workers

1. The workers are qualified for:

 Work, autonomously select works, occupations, get professional preparing and

improvement without separation

 Receive pay rates reliably with the professional abilities and grade based on the
concurrence with the business; get work assurance, work in safe clean conditions; take
official leave, paid yearly leave and appreciate aggregate advantages;

 Establish, join and take part in exercises of the Union, proficient associations, and
different associations as endorsed by law; demand and partaking in conversations with
the business, practice the majority rule guideline, and get consultancy at working
 environments to secure the legal and get consultancy at working environments to ensure
the legal rights and interests; take part in the administration under the guidelines of the
business

 Unilaterally end the work contract as recommended by law

The workers are dependable to:

 Perform the work contract and the aggregate work understanding

 Observe the work discipline, work guidelines and comply with the legal administration of
the business

 Implement the law arrangements on friendly protection chap law arrangements on

clinical protection

Article 2: Rights and commitments of businesses

1. The workers are qualified for:

 Employ, orchestrate and oversee work as per the interest for creations and business; laud
and discipline for infringement of work disciplines

 Establish, join, take an interest in the exercises of expert associations and different
associations as endorsed by law

 Request the work altogether to examine, arrange and close the aggregate work
understanding; take an interest in settling work debates and strikes; talk about with the
Union about the issue in labor relations improve the material and mental existence of the
representatives

 Temporarily shut down the working environment

2. The managers are dependable to:

 Perform the work contract, aggregate work understanding, and different concurrences
with representatives, regard the honor and pride of representatives

 Establish the component and talk about it with the work aggregate at the undertaking and
carefully notice the interior majority rule guidelines
  Make the work the executives book, compensation book and present them in line with
capable organizations

 Declare the work inside 30 days as from beginning the activity, intermittently make and
send gives an account of the adjustment in the work status during the activity to
neighborhood state work the board organizations, carry out the law arrangements on
friendly protection and law arrangements on clinical protection

Applied to Moble World Group

Labor policies
 Salary, bonus and benefits
The organization gave guidelines on compensation and reward to its workers in accordance with
the Regulation and Resolution of the Board of Directors. Notwithstanding the authoritative
compensation payable to representatives, in 2015, MWG applied an adaptable compensation and
reward strategy which could ideal perceive the exhibition of workers, spur faithful stay with the
organization, their higher working proficiency, and excitement. The normal compensation at
MWG during the most recent years consistently continues to increment 10% against that of the
time frame year
• Benefits and government aides
During the year 2015, MWG effectively accomplished a huge achievement on its advancement
venture. The business execution in 2015 was incredible to such an extent that went past the
assumption. In this year, MWG likewise began to apply numerous extraordinary advantages and
government aides to representatives to assist them with re-energizing their energy after dedicated
days and offer them ideal help and help
 Annual travel trip is 100% covered by the organization and every worker gets 2 million
VND recompense each
 Sales rebate from 5% to 20% to representatives
 Gift from worker's guild on events like Lunar New Year, birthday, ect.
 Health, mishap protection
 Training seminar on delicate abilities at no expenses
 Maternity, wiped out, and mishap benefits
 Insurance strategies (social protection, medical coverage, joblessness protection)
Enlistment
Individual recruimnet is done on yearly premise to meet the improvement procedure of the
organization, work necessities for each position of each phase of enlistment are freely posted on
broad communications and in accordance with the enrollment guideline of MWG. In 2015 MWG
gave occupations to 15,000 individuals in 63 territories and urban communities in Vietnam.
MWG enrolled its faculty through expanded channels, from the web, site, or direct frameworks.
Notwithstanding current enrollment channels, MWG additionally discovers its faculty through
different sources
Advancement
MWG offers different advancement freedoms to its representatives. Each representative working
with the Company for more than a half year can propose themselves to a specific position they
need or move to other division or other business area or district of MWG, where they find better
positions. MWG additionally makes three to six execution assessments for advancement to
senior supervisors every year
Preparing
 Instructional classes focusing on store representatives are done sensibly and for all intents
and purposes to guarantee no dull exercises and most noteworthy preparing effectiveness.
 Training courses for new store representatives joined succinct scholastics and fascinating
practices to guarantee the most elevated preparing productivity.
 Training joined with outside exercises to establish a new and compelling learning climate
that encouraged both learning and playing.
 Training programs for supervisors were planned with down-to-earth substance, stay with
required limit guidelines, and incorporated with genuine practices and encounters to
upgrade their social encounters.
 Special courses for office chiefs to furnish them with devices to get themselves and
intention them to maintain their possibilities for uncommon progress ahead to the
milestone of valid, the great, and the magnificence.
 Specific ability preparing for workers of call focus, client care, and TCC
 Working with Nokia, Samsung, HTC, LG, Sony, Dell, Lenovo, Asus, Sharp, Hitachi,
Sanyo, and different providers to prepare representatives with data on new items

REFERENCE
https://www.businessmanagementideas.com/human-resource-management-2/factors-affecting-
human-resource-management/19438

https://www.moodlemonkey.com/solution/unit-3-human-resource-managementcore-unit-
hnd-business/

https://hr.nih.gov/workforce/workforce-planning#:~:text=Workforce%20Planning%20is%20the
%20process,to%20fulfill%20its%20mandate%20and
https://www.olxpeople.com/blog/hrm-functions/#:~:text=The%20basic%20functions%20of
%20human,employer%20to%20retain%20its%20employees.
https://www.sumhr.com/blog/hr-manager-role

https://responsewebrecruitment.co.uk/online-recruitment-blog/internal-vs-external-
recruitment/
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https://www.mbaskool.com/business-concepts/human-resources-hr-terms/16624-reward-
management.html

https://www.managementstudyguide.com/managing-employee-relations.htm