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Total Number of Employees Recruited by Do Son Tourism Joint Stock Company in the Period 2011-2015


4

Number of employees at the end of the reporting period

141

162

178

185

175

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Total Number of Employees Recruited by Do Son Tourism Joint Stock Company in the Period 2011-2015

(Source: Human resource report of Do Son Tourism Joint Stock Company 2011-2015)


Table 2.6 shows that, in the period 2014-2015, the Company recruited an average of 20 new employees each year. In 2015 alone, the Company's Board of Directors is considering cutting staff, so the Company only recruited 2 more people, much less than in previous years. In addition to the above official employees, the Organization and Administration Department also has to recruit a large number of seasonal workers every year.

Table 2.7: Total number of employees recruited by Do Son Tourism Joint Stock Company in the period 2011-2015

Unit: person


Status

Target

Year 2010

2011

2012

1

Organic labor




2

Seasonal labor




3

Total number of employees recruited

use

49

53

50

(Source: Human resource report of Do Son Tourism Joint Stock Company in the period 2011-2015)


Through table 2.7, it can be seen that: The number of seasonal workers recruited by the Company tends to be larger than the number of permanent workers recruited. By 2015, the Company's Board of Directors advocated compensating for the shortage of personnel mainly by seasonal workers, rather than limiting the increase in permanent workers. Seasonal workers at the Company usually only sign short-term contracts (during the peak period from April to September every year), and are mainly workers introduced by employees in the Company, most of whom are also people who regularly work part-time for the Company, so the recruitment process is not strict. But for


For permanent workers, recruitment must be carried out according to a strict process as shown in diagram 2.2.



STT

Responsibility

Content


1

Head of Department

Committee, team Propose recruitment needs


2


TC - HC Department


Recruitment planning





3


Manager


Not Approved



Stop Reaching







4

TC - HC Department

Implementing organization







5

Manager

Signing a probationary contract





6

Head of Department

Evaluate recruitment effectiveness

committee, organization




7


Manager

Not achieved

Check



Type Passed





8

Director, Department

TC – HC Sign official contract





9


TC - HC Department

Save profile


(Source: TC-HC Department of Do Son Tourism Joint Stock Company)

Diagram 2.2: Recruitment process of Do Son Tourism Joint Stock Company


* Determine recruitment needs:

At the beginning of the year (January every year) or when there is a need to recruit labor from the management organization plan, development orientation, expansion of the Company's product supply or due to labor transfer, settlement of promotion policies, retirement, termination of employment and new jobs arising... Heads of departments/teams, based on production and business plans, contracts, requirements in charge... make proposals for the recruitment needs of their units and send them to the TC - HC Department.

* Summary of recruitment needs:

In order to promptly meet the human resources for the management, operation and production organization of the Company based on the requests of departments and teams. After receiving the recruitment request forms, the TC - HC department is responsible for reviewing, synthesizing the needs, specific recruitment positions and at the same time making a list of recruitment requests for the Director's approval.

* Approve:

The Company Director is responsible for reviewing, signing approval and transferring to the TC - HC department. If the Director agrees with the personnel proposal of the TC department

- HC will proceed with the next steps. In case of disagreement with the plan of the TC - HC department and the needs of departments and teams, the recruitment will stop or be specifically adjusted.

* Implementation organization:

After being approved by the Director, the TC - HC department is responsible for organizing the implementation of personnel recruitment including the following steps:

Recruitment request announcement: The announcement can be made from the Company's internal workforce as well as from the external labor market such as announcements at training schools, job placement centers, or on mass media (if necessary). Announcement content,


including: Job title, recruitment period, job location, quantity, gender, required qualifications, age, professional experience, computer and foreign language proficiency... For candidates, after receiving the job application form, candidates fill in all the necessary information as required by the Company and prepare a complete set of recruitment documents as required, submit the application at the Company's security office. At the end of the working day, the security guard collects all recruitment documents and directly brings them to the Head of the TC-HC Department.

Recruitment profile includes :

- CV (certified by local authorities): 01 copy

- Job application form according to the Company's form (with photo, candidates can get it at the TC-HC/security department)

- Cultural graduation certificate (notarized photocopy): 01 copy

- Health certificate: 01 copy

- Copy of household registration (notarized photo): 01 copy

- Copy of ID card (notarized photo): 02 copies

- 4x6 photos (taken within 6 months): 04 pieces

Those who have been recruited but are later found to have committed fraud or falsely declared their records will be fired immediately.

The TC-HC Department receives and studies the classification of records. Based on the number of recruitments and the number of recruitment applications. The TC-HC Department classifies records by major, position, and priority order for consideration of recruitment. The TC-HC Department is responsible for reviewing records, conducting preliminary interviews, and providing an overview of the Company. It can be forwarded to departments/units in need for a thorough examination of professional qualifications. After receiving the records of the candidates participating in the recruitment, the TC-HC Department focuses on reviewing the records of each candidate regarding their resume, health, academic performance, and related issues to decide which candidates to interview. TC-HC Department


HC notifies candidates to come and coordinates with departments related to the candidate's profession to conduct direct interviews or take tests and practical examinations (waiting time from application submission to interview invitation is 15 days at the latest).

The TC-HC Department is responsible for reviewing the application, conducting preliminary interviews, and providing an overview of the Company. It can be forwarded to departments in need to carefully check the professional qualifications for decision-making. For some important positions, the staff in charge of recruitment must submit the personnel application to the Director and conduct recruitment according to the Director's instructions and requirements, then decide whether or not to recruit. After that, depending on the specific position, there will be probationary contracts. For office staff, it is 60 days, for workers, it is 30 days. During the probationary period, the Company or the employee has the right to terminate the probationary work without prior notice.

After the interview, the TC-HC department agrees with the relevant departments and teams on the recruitment results and submits them to the Director for comments. The Director approves the recruitment results for qualified candidates, the TC-HC department invites the candidates to negotiate the Labor Contract. After agreeing on the content of the Labor Contract, the TC-HC department submits the Labor Contract to the Director on behalf of the employer and the employee signs it directly. First, the Company will sign a 1-year labor contract. After this contract ends, the Company and the employee will sign another labor contract with a fixed term before officially signing an indefinite-term contract. After the probationary period, the Company begins to pay Social Insurance for the employee.

The labor contract will be divided into two copies, the Company keeps one copy and the employee keeps one copy. After the labor contract is signed, the employee


The TC - HC department will guide and hand over personnel to relevant departments and teams.

After signing an official contract, the employee has the right to terminate the labor contract by giving a notice period of 30-45 days or paying in lieu of notice. The Company has the right to terminate the contract with the employee without prior notice when the employee fails to perform the assigned tasks, or the employee commits a crime, or violates the Company's internal regulations, according to the disciplinary process.

* Evaluation of recruitment effectiveness:

After the probationary period, candidates must self-evaluate. At the same time, the heads of the employing units are responsible for evaluating the results of the probationary period and submitting these evaluation results and recommendations to the Personnel Department after the end of each candidate's probationary period.

Based on the recommendations of the department heads, the Personnel Department compiles a list of qualified candidates and submits it to the Director for approval and signing of an official labor contract. Those who do not meet the requirements will not be accepted. In case of non-acceptance, the Personnel Department is responsible for clearly informing the candidate of the reason for not recruiting and returning the application to the candidate if necessary.

* Create records to monitor and manage employees:

The TC-HC Department is responsible for creating a personnel record book to monitor staff and employees throughout the Company. The list of recruited workers is added to the list of employees in the Company, entered into the statistical book to monitor labor contracts, stored and reported according to regulations.

* Personnel records management:

Recruitment records are kept in the TC - HC Department during the employee's working time at the Company according to the code and stored in trays and cabinets.


The department in charge of organization and personnel is responsible for regularly updating all changes related to individuals (Decisions on transfer, salary changes, appointments, emulation-reward-discipline...etc.). The staff in charge of monitoring the organization of personnel is not allowed to lend personnel records without the consent of the Company's leaders. When delivering or receiving records and related documents, the staff in charge of monitoring the organization of personnel must have a receipt or a record of handover of records and archive them according to regulations. The return of personnel records is only carried out in the following cases: The Director decides not to recruit or when there is a decision to terminate the labor contract or transfer work or dismiss, etc.

In general, like most hotels, there are very few state-owned employees, most of whom work under short-term and long-term contracts. This is consistent with the current market mechanism. It enhances the sense of responsibility as well as the professional ability of the employees themselves. However, it also has certain limitations, this form of contract cannot force the retention of excellent staff without a reasonable incentive regime.

Some policies in recruiting employees at the Company

Recruitment source:

Currently, the Company has a mechanism to prioritize the recruitment of children of employees such as: parents, brothers/sisters who retire early can apply for a place for their children/siblings to replace them if they meet the working conditions as prescribed. This is clearly stated in the collective labor agreement:

“Article 8: Priorities for Employees when the Company needs to sign or re-sign a labor contract:

If the Company needs to sign a Labor Contract, priority will be given to signing Labor Contracts with the spouses and children of employees currently working in the Company.

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