Evaluation of the Current Situation of Human Resources Recruitment at Vietnam Truck Corporation

Recruitment:

The current policies and laws of the state are increasingly open and provide many policies that are beneficial to businesses, promoting stronger business development. Vietnam Truck Corporation always recruits workers and implements labor regimes in accordance with the provisions of the law. Currently, our country has many Laws and sub-law documents to regulate the relationship between employees and employers such as the Labor Code, Enterprise Law, Trade Union Law, Social Insurance Law, etc. These laws have recently been adjusted as the Labor Code. All labor recruitment processes of Vietnam Truck Corporation are based on the Labor Law. Termination of labor contracts, signing of labor contracts, and salary issues are all subject to the Law. In general, the Government's Law has set forth regulations that businesses, not just Vietnam Truck Investment Joint Stock Company, must follow .

2.3.2.2. Competitors' recruitment activities:

For other companies operating in the same field, the competition for labor is very large, especially the company's competitors are large, reputable auto repair and trading companies with a position in the eyes of employees. Understanding the competitors' methods helps the company evaluate and come up with more effective plans to help the company recruit with high results.

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Compared to competitors in the automobile industry, the company has a disadvantage in terms of location, which is not located in the city center. Competitors have used this advantage to attract and entice potential candidates, making it difficult for the company to recruit. To overcome this disadvantage, the company has introduced more special treatment policies to compete with other competitors and retain employees.

2.3.2.3. Labor market

According to labor experts, human resources in Vietnam are abundant but seriously lacking in quality. Vietnamese workers are considered skillful, intelligent, creative, and quickly absorb modern techniques and technologies transferred from abroad, but lack professionalism.

Vietnam Truck Corporation is one of the leading enterprises in the field of trading and repairing medium and heavy trucks. Currently, departments and workshops are focusing on recruiting many senior positions and positions of technical experts and auto repairmen. According to the assessment, the supply from the labor market in the North as well as neighboring provinces is currently quite large. However, there are many applications but high-quality candidates are few. Technical experts or high-quality financial accounting experts are very difficult to find. There are still candidates applying, but finding the right person is still a solution for many businesses.

2.3.2.4. Industrial Revolution 4.0

The company has applied smart technology to the activities of approaching, screening, evaluating and managing candidate and employee data instead of traditional methods, helping to reduce the workload of the HR department. Communication and information exchange between departments and divisions are also simplified and quick.

2.3.2.5. Impact of the COVID-19 pandemic

Despite facing many difficulties due to the impact of the COVID-19 pandemic, Vietnam Truck Corporation still strives to maintain production activities and stabilize human resources . In order to recruit workers to meet production and business needs, the company has also applied online recruitment during the time of regulations on social distancing and restrictions.

mass contact and disease control are strictly implemented.

2.4. Evaluation of the current status of human resource recruitment at Vietnam Truck Corporation

2.4.1. Results achieved

The Company's recruitment work has achieved the following achievements:

- In terms of quantity and quality of recruitment, the demand for human resources in recent years has been ensured to serve production and business activities promptly and effectively, without any interruption of production due to lack of human resources. The quality of recruited candidates is quite high, all of whom have been trained as technical workers and have intermediate or higher qualifications for technical specialists.

The qualifications of the company's staff generally meet the requirements of the job. For the company's specialist staff, the number of staff with university and postgraduate degrees is quite high, accounting for more than half of the company's staff. This is a fairly high rate, proving that the company's staff are all highly qualified to meet the professional requirements of the job. As for technical workers, the number of university and college graduates working as technical workers accounts for a significant portion. This force will help improve the quality of the technical staff, improving the quality of the company's projects.

- Regarding the recruitment process: The recruitment process is quite scientific, presented clearly and specifically, contributing to the selection and screening of candidates who meet the conditions and standards that meet the job requirements. Going through the general introduction, test and interview rounds with the participation of all departments that need labor according to each step of the recruitment process helps to evaluate candidates more conveniently and ensure more accuracy.

- Recruitment methods are quite diverse, each form will be suitable for recruitment for each different position. Using many methods will

help the company attract more candidates, from which the recruitment source will be more abundant and the quality will be improved.

- The company's recruitment sources include both internal and external sources, abundant in quantity and quality, helping the company have more opportunities to choose to find the most suitable candidate.

- Recruitment locations are quite flexible, suitable for each job position to attract many quality candidates who will stay with the company for a long time in the future.

- The quality of recruited candidates is quite high, it does not take much time to retrain candidates to suit the organization's requirements, making good use of resources in production activities, improving productivity and business efficiency.

- Due to the increasing demand, although the company has to recruit a few more managers, accountants, financial specialists, etc. every year, the selection of these workers is quite strict to ensure that the company finds the right people with real capacity.

- The company has a fairly long probationary period to create favorable conditions for candidates to get used to the job, have more time to demonstrate their abilities, and the company also does not waste more time to re-recruit or re-train.

- Recruitment is carried out at a low cost but the recruitment efficiency is high. The number of newly recruited employees who meet the requirements of the job and complete the job with high results shows the efficiency of the recruitment work.

- Fairness in recruitment is guaranteed, the higher the fairness, the more accurate the quality and results of recruitment. Fairness is demonstrated through surveys of candidates' satisfaction with fairness.

fairness in the recruitment process of new employees of the Company. Ensuring fairness helps candidates have faith in the Company and stay with the Company for a long time.

2.4.2. Limitations and causes

Besides the positive aspects, the Company's Human Resources Recruitment still has some limitations:

Firstly , the issue of determining the current recruitment needs of the company has not been carried out on a scientific basis, studying the current situation and balancing the company's human resource needs to propose human resource recruitment needs, but currently the company's human resource recruitment needs have only stopped at the point where units, departments and divisions base on their work needs to propose human resource needs. This is not really scientific and cannot accurately determine the company's recruitment needs and cannot accurately propose the requirements of the human resources to be recruited.

Second , the Company has not yet developed a complete job description and specific job performance standards as a basis for human resource management activities, recruitment, job performance evaluation and various personnel decisions.

Third, the steps of the recruitment process have not been implemented effectively, such as: Although the profile screening process has standards and evaluation tables, it only stops at reviewing the profile without determining the accuracy of the profile, so it may ignore people with good working ability but whose profiles are not as impressive as other candidates. Or the content of the recruitment exam and interview is still heavily theoretical about expertise and profession, lacking practice and multiple choice, and paying little attention to the thinking, intelligence and acumen of the candidate. This limits the ability to comprehensively evaluate candidates participating in the recruitment process.

Fourth , the Company's recruitment apparatus still has many shortcomings and limitations.

* Causes of the problems and limitations:

- Human resource planning is a very important task but has not been planned thoroughly and is difficult to implement. This is shown when it only plans how many personnel are lacking but has not determined what level of personnel is needed, the human resource needs are only estimated.

- Job analysis only stops at listing the tasks and jobs that need to be done for a position, not serving much for personnel selection. The job description has not been fully developed, not serving for recruitment and selection. The quality of the recruited personnel is quite high, but due to the characteristics of the company using advanced technology, when recruiting new technical staff, especially new graduates, it is often necessary to plan in-depth professional training, wasting time and costs for recruitment and training.

CHAPTER 3: COMPLETING HUMAN RESOURCE RECRUITMENT AT VIETNAM TRUCK JOINT STOCK COMPANY

3.1. Development orientation of Vietnam Truck Corporation in the coming time

3.1.1. General development orientation of Vietnam Truck Corporation

According to the development orientation to 2030, Vietnam Truck Corporation will be a strong unit in the top 3 nationwide, maintaining a competitive advantage in the field of medium and heavy trucks, providing customers with the best treatment and consulting regimes, and also providing genuine spare parts to customers. At the same time, it is the leading distributor of SINOTRUCK Group. Focusing on leading the development of high-quality human resources, promoting research and application of new technologies, building advanced management models, proactively integrating internationally, taking truck repair business capacity as the core capacity, and building project management capacity as a strategic capacity for the company's sustainable development goals:

- Maintain an average growth rate of 15%/year

- Continuously improve and enhance the ability to meet the quality of products that the company is providing in domestic and foreign markets.

- Improve management capacity and repair capacity according to EURO 4 standards to ensure the ability to handle complex and special-requirement breakdowns.

- Stabilize jobs and increase income and salary for workers, improve working and living conditions for chassis repairmen and air conditioning electricians working in repair workshops.

3.1.2. Orientation for human resource recruitment of Vietnam Truck Corporation in the coming time.

Orientation to improve the quality of human resources. Human resources are the most valuable assets of any society or organization. Only when human resources are fully recruited and used effectively can the organization operate smoothly and achieve the expected success.

Faced with the inevitable trend of society, along with the daily and hourly changes of the economy as well as the rapidly occurring globalization process, human resources also need to shift and develop to keep up with the scale and quality of the organization.

The activities of each organization are influenced and governed by different factors and levels of influence over time, but human resources always play a decisive role in the activities of any organization. The company's recruitment work is carried out according to the following orientation:

- Supplementing the labor force to meet production and business requirements in both quantity and quality is an urgent requirement today. Focus on the repair and business sectors..., skilled workers in repairing air conditioners, medium and heavy truck chassis, operating trucks, semi-trailers...

- Make the most of existing recruitment sources, focusing on attracting skilled workers through recruitment channels. Cooperate with vocational schools and training centers to conduct training and direct recruitment in the professions that the company is currently lacking.

- It is necessary to clearly identify the positions to be recruited, the number of employees to be recruited, based on the actual situation and the company's human resource plan. Avoid widespread recruitment, no focus, recruiting a lot but not meeting human resource needs.

- Develop professional, controlled recruitment methods

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