Human Resource Training and Development

Personally, they often exaggerate their skills and experience compared to what they actually have. Therefore, in the process of receiving documents, the company should combine it with a preliminary interview to be able to immediately eliminate unqualified candidates.

During the recruitment process, employees have been tested on their professional and technical qualifications. However, that is not enough to evaluate candidates comprehensively. To select potential candidates for the labor process, the company should add to the recruitment test an English test and a test on other skills such as honesty, work attitude, EQ index... Although adding this test form increases the time and cost of the organization's selection, it will evaluate candidates based on many different aspects. Therefore, it affects the recruitment results and the candidate's ability to work in the future. From there, this measure can increase efficiency in the long term. Depending on different positions and different jobs in terms of qualifications, abilities, skills, and qualities, the company needs to design a suitable test questionnaire.

The company has a fairly suitable recruitment process, but in the recruitment content, it is necessary to pay attention to the abilities of management, agility, ability to withstand work pressure... to be able to build a suitable test. Multiple choice tests on these abilities can be quite complete on the Internet. Hiring an expert in the recruitment field is a necessary suggestion in perfecting the recruitment process, avoiding subjective and arbitrary decisions.

Hiring high-level human resource consulting companies is also something to consider when the Company wants to recruit managers. Because the reality shows that the operations of companies like this are currently quite effective, they have in hand a lot of

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many profiles of potential candidates, and are willing to share them with the Company, of course for a suitable price.

In addition, evaluating employees during the interview stage is also one of the quite important tasks. If the company has accurate steps to evaluate employees, the possibility of finding the right person will be higher. In fact, the current recruitment interview step of employees has in-depth content. To evaluate candidates fully and accurately, interviewers should supplement the interview information, enrich the interview content, and at the same time make the interview atmosphere more open, creating conditions for candidates to feel comfortable, discuss the positions to be recruited, the responsibilities and powers they will receive. In order to minimize the number of candidates who quit because they feel the job is not suitable or for other reasons.

3.2.2. Human resource training and development

In recent years, Hanoi Construction Joint Stock Company No. 1 has also paid much attention to training and human resource development, however, the training efficiency has not been really high. Therefore, in the coming time, the company needs to improve training and human resource development, thereby improving the quality of the company's human resources. The solution to improve the company's training and human resource development needs to focus on the following specific activities:

First, determine training goals and targets

Develop a targeted training policy, classified by each subject and closely following the Company's Development Strategy; pay special attention to specialized training programs for technical staff, highly skilled workers, specialized in accordance with the Company's tasks and granted international certificates; train and foster project management skills in the direction of

international standards; Intensive training to orient experts for projects, build and train a team of project directors and successor staff

Second, build appropriate training content and programs.

Due to the nature of the Company's work, the Company's training department needs to design content and programs according to the following specific contents:

+ Plan layout and system plan presentation;

+ Project estimates, bidding packages and bidding, contract terms;

+ Quality control, technical measures development, financial settlement;

+ Training in modern basic knowledge of construction management, including: Characteristics, rules, management ideology, management procedures, management mechanisms, organizational structure, construction plans, construction contracts, construction control, construction management, negotiation skills.

+ Training in construction management techniques: Systems engineering, behavioral science, construction systems, construction value,...

+ Labor safety and hygiene training; Project management, Site commander, construction organization; construction supervision (painting, welding, mechanical installation, etc.);

+ Disseminate laws related to: technology; economics-commerce; finance-accounting; investment; human resource management, policies and regimes, etc.

+ Finance-accounting-auditing operations; Commercial contracts, bidding; human resource management; Contract law; Financial risk management; Debt collection skills; Investment project management, etc.

Third, choose the right training method

Over the years, the company has organized many training programs, however, the training programs are still general, not specialized and mainly trained by internal lecturers, so the effectiveness is not high. Therefore, in the coming time, the company needs to implement training in the following direction:

Intensive training, expert orientation. To improve the quality of training for design consulting engineers and project managers.

Internal training, internship (study and work) at the company.

Send staff and employees to training at prestigious training institutions at home and abroad. For each target group, the appropriate training method will be selected and appropriate and reputable lecturers will be selected to directly teach and guide practice. For internal training programs, the company can use internal lecturers to teach and guide practice; for expert-oriented training programs, it is recommended to hire external experts (with knowledge, experience and prestige at home and abroad) to train according to the company's order content or a combination of external experts and internal lecturers.

Fourth, regarding training costs : the company needs to proactively allocate annual training funds, and at the same time take advantage of training funds from the group to have a large source of funding, to be able to implement long-term training strategies, especially to implement training programs that require hiring foreign experts or sending staff and employees for in-depth training abroad.

Fifth, there should be measures to use human resources appropriately after training.

After completing the training programs, it is necessary to arrange and assign those workers to suitable job positions, related to the knowledge they have been trained. This not only helps workers apply the knowledge they have just learned into practice, improving work efficiency, but also has the effect of encouraging workers to participate in advanced training because they see the knowledge they have learned being used in their work.

In addition, the company should build a commitment to training and post-training employment for employees sent for training at domestic and foreign training facilities, especially in cases where talented employees are sent for training at their own expense.

The Company's expenses are aimed at limiting the brain drain after training. Developing and implementing a training commitment policy will be a solution to reduce losses to the company. The content of the training commitment must comply with the provisions of labor law and the company's development strategy, bringing long-term benefits to both the company and employees who want to work for the company long-term.

3.2.3. Human resource evaluation

At Hanoi Construction Joint Stock Company No. 1, the assessment of human resource quality is mainly based on criteria A, B, C, based on the work results of employees, their compliance with regulations. Thus, using this form often relies on subjective and emotional comments of managers, and furthermore, it does not comprehensively and specifically assess the quality of employees at the company. Because the assessment of labor quality is not only based on the achievements of employees but also on many other factors such as the skills and qualities of employees. Therefore, the company needs to develop standards for evaluating employees through specific and detailed criteria. Criteria for evaluating work completion and professional skills of employees include hard skills (ability to use software at work, ability to operate machinery and equipment, foreign language skills, computer skills...) and soft skills such as communication skills, time management skills, negotiation skills, decision making...

In addition, there are some methods to evaluate employee performance that companies should apply such as:

Scale method: in this method, employee performance is assessed on a scale. This scale is divided into score frames, determined by criteria such as excellent, good, fair, average or poor. This method is popular because it is simple, assesses

fast. However, it is also necessary to be objective of the person directly monitoring the work of the employee to create a comfortable spirit, strive to compete and create efficiency in work.

Rotating ranking method: arrange from best to worst person according to work attitude or work results.

Paired comparison method: Similar to the rotating ranking method. This method lists the names of all the people being evaluated, then compares each employee with all the others at the same time. However, this method is effective only when the group of employees being evaluated is relatively small.

Evaluating employee performance will help the company reward and discipline employees in a timely manner, while encouraging employee morale, creating conditions for employees to strive and compete with each other, creating motivation for the business to develop strongly. In addition, the company can use the form of cross-evaluation between departments and divisions in the company every year so that the company has the most general view of employee capacity.

3.2.4. Human resource treatment

In reality, the young, well-trained workforce does not want to stay with the company for a long time. The main reasons are limited income, working conditions,... and working environment. Therefore, there must be a satisfactory salary and welfare policy to retain this young brainpower. To do that, Hanoi Construction Joint Stock Company No. 1 needs to build a system of employee welfare policies through the following solutions:

Motivating by material incentives: Salary and bonus work is an effective tool to stimulate employees, so when building attraction policies, the company needs to pay attention to the following factors: Policy

Salary, bonus and benefits for each subject, with careful comparison with units inside and outside the industry, compared with the labor market, ensuring competitiveness in human resources compared with domestic enterprises, otherwise it will be difficult to attract and retain good employees. Reasonable for the financial capacity of the company: The total salary and welfare fund must be suitable and balanced with the financial situation and total costs of the enterprise.

Diversify forms of rewards

Add bonuses such as: bonus for working full days (25 days/month), bonus for working 20 days earlier than scheduled, and completing work beyond the required time. Applying this form of bonus will encourage employees to work full and on time, improving responsibility, organization, and discipline.

Increase allowances such as: travel allowance, phone allowance... with these allowances, company employees will feel more secure in their work.

Diversify your benefits

To use the welfare fund more effectively, the company needs to establish a clear and reasonable payment policy. Diversify subsidies and benefits; repair and build welfare facilities such as toilets, gyms, etc. Apply health protection programs for employees.

Establishing a scholarship fund for company employees, encouraging employees' children to study becomes a source of encouragement for employees, helping them to be more enthusiastic in their work.

Organize periodic health check-ups once a year for employees. Currently, the company has not organized periodic health check-ups for employees but only stops at purchasing 100% health insurance.

More forms of subsidy are needed

Currently, the company does not have a hardship fund for employees facing difficulties in life. Every year, the company's union needs to allocate a

part of the budget to visit family. This shows the company's concern for the lives of employees.

Create promotion opportunities for employees

At the same time, the company also needs to pay attention to, consider and promote employees with good moral qualities, sufficient capacity, qualifications and many contributions to the activities of Hanoi Construction Joint Stock Company No. 1. This is to create conditions for employees to have opportunities for advancement, at the same time creating motivation for employees to strive, study and practice.

Create spiritual motivation for employees

Creating a healthy cultural working environment includes a system of values, beliefs, and habits shared within the organization, creating standards of behavior at work and in business.

Regularly and widely launch emulation movements, thereby promptly encouraging and rewarding those who have achievements in their work. At the same time, strictly and appropriately handle disciplinary violations. Specifically:

In the reward work, it is necessary to choose the forms of reward and give reasonable reward levels such as: reward for having initiatives that bring high efficiency and practicality; reward for completing the assigned work in excess of quantity and quality; reward for saving time and costs; reward for good discipline and ensuring working days and hours; reward for the spirit of cooperation and having a standard communication attitude... Once clear regulations on reward levels have been established, it is necessary to inform and explain to employees to increase their expectations about the relationship between results and rewards.

The reward can be in the form of money or in kind, but the important thing is to create a good impression on the recipient about what they receive. For employees who perform their work continuously excellently, the form of salary increase should be applied, increasing salary ahead of schedule to stimulate the

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