STT
Product categories | Unit | Number of items | Production capacity (sets/year) | |
1 | Cupboard | Type | 5 | 550 |
2 | Towel price | Type | 4 | 600 |
3 | Price of slippers | Type | 5 | 500 |
4 | 02-sided rotating board | Type | 4 | 500 |
5 | Student desks and chairs | Type | 5 | 1200 |
6 | Toys and other equipment | Type | 20 | 750 |
IV | Functional room equipment | Type | 50 | 230 |
1 | Traditional room cabinets | Type | 5 | 20 |
2 | Dance costume closet | Type | 5 | 60 |
3 | Fitness equipment | Type | 10 | 100 |
4 | Other | Type | 30 | 50 |
V | Kitchen equipment | Type | 38 | 230 |
1 | Exhaust hood system | Type | 3 | 30 |
2 | Food preparation table + cart | Type | 5 | 75 |
3 | Cupboard for drying dishes and pots | Type | 15 | 60 |
4 | Kitchen cabinets | Type | 5 | 35 |
5 | Other equipment | Type | 10 | 30 |
VI | Equipment for collective activities | Type | 50 | 122 |
1 | Dome House | Type | 10 | 35 |
2 | Shade tree trellis | Type | 10 | 15 |
3 | Mobile performance stage | Type | 5 | 12 |
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STT
Product categories | Unit | Number of items | Production capacity (sets/year) | |
4 | Other equipment | Type | 25 | 60 |
Total | Type | 701 | 19497 |
Source: Organizing Department
§ Human resource needs
In the next development phase, the company plans to increase the number of employees in both the production and commercial sectors. In the production sector, it will increase by about 20 people, in the business sector about 9 people. At the same time, improve the quality of human resources of employees, focusing on developing soft skills for employees so that the company has a team of professional employees with an industrial working style.
Table 4.8 Forecast of human resource demand in 2012 2013
STT
Job Title | Professional qualifications | Number (People) | |
I | Labor in manufacturing sector | 110 | |
1 | Management Staff | University | 05 |
2 | Professional staff | University | 10 |
College | 08 | ||
Intermediate | 09 | ||
3 | Direct production workers | Vocational degree/certificate | 75 |
4 | Indirect labor | High School Diploma | 03 |
Labor in business | 39 | ||
1 | Management Staff | University | 04 |
2 | Professional staff | University | 18 |
College | 06 | ||
Intermediate | 04 | ||
3 | Support, other | High School/High School Graduate | 07 |
II
Source: Organization and Administration Department
Focus on developing and training the management team in the company, to be able to fully develop the capabilities of the management staff.
Ensure stable income and jobs for employees in the company.
Focus on reward and motivation policies for employees.
treatment
and create
4.3.2 Some solutions to improve the quality of human resources in the company
Building human resource strategy for business
Systematic, scientific and accurate human resource planning is a prerequisite for implementing other solutions to ensure that the enterprise's human resources are sufficient in quantity and appropriate in structure. However, currently, human resource planning in enterprises is still fragmented, dispersed and passive with a short-term nature each year. In the coming time, enterprises need to complete human resource planning according to the following contents:
Analyze the current status and development of human resources in terms of quantity,
structure and quality.
Analyze the suitability of human resources with the business development strategy.
Forecast human resource needs to ensure the implementation of business development strategy goals.
Balance human resources to build the most reasonable solution to solve labor surplus or shortage.
Forecasting human resource supply.
Develop a detailed, specific implementation plan that ensures high feasibility.
Scientific and timely assessment.
Improve the quality of recruitment
Recruitment can be considered as one of the key solutions to reduce costs for human resource development of enterprises, ensuring that enterprises have a sufficient human resource in terms of quantity, suitable in terms of structure, fully meeting the requirements of the job in terms of qualifications, experience and necessary qualities to implement the strategic development goals of the enterprise. To achieve higher efficiency, enterprises need to improve the quality of recruitment according to the following contents:
Recruitment must be carried out through the company's recruitment council and fully comply with the steps of the recruitment process:
(1) Official decision to recruit people
(2) Recruitment advertising.
(3) Analyze qualities and abilities according to profile.
(4) Evaluate knowledge, intelligence, and personality through direct interviews
(5) Double check the data obtained.
(6) Test and challenge the recruiter.
(7) Health examination and assessment of suitability for work.
8) Announcement of recruitment results.
Prioritize the reasonable transfer of personnel within the enterprise before recruiting new ones. Enterprises should establish an internal recruitment process that creates opportunities for internal candidates to participate in an equal and transparent manner.
Recruitment policy must ensure attracting talented people for the enterprise, not only need to consider the job requirements for the performer but also need to consider the requirements of the employee himself such as: Rich job content, suitable nature, fair and attractive income, ensuring the social meaning of the job, ensuring opportunities and prospects to improve professional qualifications, convenient for travel and time, working environment, hygiene and safety.
Enterprises can specially recruit university graduates with good or excellent degrees in the field that the enterprise needs, or with master's or doctoral degrees, and have preferential support policies for them.
Develop and implement training strategies
Training objectives must first meet training requirements .
to act and take the lead, in line with the trend of regional and international economic integration. To create a team of employees with professional qualifications, working skills, capacity and qualities to meet the requirements of job titles, constantly developing, perfecting and improving in all aspects to be ready to meet all requirements of the business in each stage of development.
Develop a medium and short - term training plan : Assess the current status of human resources in the enterprise to determine the characteristics and nature of the groups that need training. Then plan appropriate training methods for each training group to ensure :
Training the right person for the right job
Every employee, regardless of position, must undergo specialized training in that job.
During the work, staff
do management and technical work
art,
Professional must have at least one advanced professional training course.
After the training and advanced training course, students must demonstrate their abilities by applying the knowledge they have learned to practical work at the facility.
Coordinate with training institutions to develop a list of occupations that need training and training programs that are appropriate and authentic to the work and development goals of the business.
Select training subjects based on each employee's performance evaluation and ensure that the right person is selected .
purpose, right requirements with high efficiency and timeliness. People in which position
not met, anyone with potential for promotion, with needs... are all accepted
into the training plan.
Evaluation of training results
Build and maximize the system of monitoring, supervision and evaluation of post-training quality and cost efficiency.
Build a process for evaluating employee performance after
When trained according to the assessment criteria must be factual data.
Quantitative and based on the practical benefits gained from the course by individuals within the business.
4.3.3 Solutions to maintain human resources Labor arrangement
Managers need to arrange the right people for the right jobs, based on the abilities and skills of employees to arrange suitable jobs. Do not let the relationship between employees and leaders be too lenient when arranging labor. To do this, businesses need to accurately evaluate employees in the following directions:
Based on the job description and title standards, develop and apply a specific scorecard for employees to conduct employee evaluation in the enterprise. The employee scorecard must ensure the evaluation content of professional expertise and style.
work, level of member.
diligence and level of trust and loyalty of employees
The scorecard is made by the direct leaders of