Assignment Brief (RQF)

HCMC UNIVERSITY OF TECHNOLOGY

AND EDUCATION

RECORDING AND FEEDING BACK ON LEARNER ACHIEVEMENT

Course / Award Pearson BTEC Level 5 HND in Business Management

Unit number 3 Human Resource Management_A1
Student Name LE MINH LOI
Assessment criteria that have
been achieved
Assessment Criteria that are
still to be achieved
Assessor’s feedback (specific to assessment criteria)

Student Name/Signature Rework Due Date

Assessor Name / Signature Date

IV Name / Signature Date

Assessor’s feedback on the rework:

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 Assignment Brief (RQF)

Student Name/Signature Date

Assessor Name / Signature Date

IV Name / Signature Date

Assignment Brief (RQF)-

Higher National Certificate/Diploma in Business Management
Student Name/ID Number: LE MINH LOI / 16BM40218

Unit Number and Title: Unit 3: Human Resource Management

Academic Year: 2018/2019

Unit Assessor: Mr. PHAM QUOC DU

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

Issue Date: 23/10/2018

Submission Date: 30/11/2018

Internal Verifier Name: Dr. Willibeth Canonigo Candol

Date: 22/10/2018

Submission Format:

The submission is in the form of an individual written report which can be based on an
organization or idea of your own choice. This should be written in a concise, formal business style
using single spacing and font size 12. You are required to make use of headings, paragraphs and
subsections as appropriate, and all work must be supported with research and referenced using the
Harvard referencing system. Please also provide a bibliography using the Harvard referencing
system. The recommended word limit is 2,000–2,500 words, although you will not be penalised
for exceeding the total word limit.

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 Assignment Brief (RQF)

Unit Learning Outcomes:

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
LO2 Evaluate the effectiveness of the key elements of Human Resource Management in an
organisation.
LO3 Analyse internal and external factors that affect Human Resource Management decision-
making, including employment legislation.
Assignment Brief and Guidance:

Case study “Developing the human capital of the company”

Base on an organization of your own choice and as a newly appointed Human Resource officer of
for one specific company, you have been tasked with leading on the restructuring of the
department as part of organisational change.
The Human Resources (HR) department will be restructured based on the findings of a review
report, which you have been asked to complete. You are to review the effectiveness of the HR
function within the organisation, researching the role and scope of HR and reviewing and
assessing the main HR functions within the organisation. This has to be submitted as a case study
report.

What do you have learnt from developing the Developing the human capital of the company of
the company or what do you can change/improve it better?

The case study assessment report should cover then following:

1. An overview of the organisation.

2. An explanation on the purpose of the HR function and the key roles and responsibilities of the
HR function.
3. An assessment of the approach to workforce planning, recruitment and selection, development
and training, performance management and reward systems.
4. The approach to and effectiveness of employee relations and employee engagement, and
comment on the adoption of flexible organisation and flexible working practice and ‘employer of
choice’.
5. Key areas of employment legislation within which the organisation must work. Based on the
Vietnam labor law, select articles that are the most important for management to concern and
deploy more than requirement in their developing the human capital of the company.

Sources of information:
 Course book and indicative books that introduced by lecturer in program
 Open sources for Student searching and apply local conceptualization

Learning Outcomes and Assessment Criteria:

Learning Outcome Pass Merit Distinction

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 Assignment Brief (RQF)

P1 Explain the M1 Assess how the

purpose and the functions of HRM can
functions of HRM, provide talent and
LO1 Explain the applicable to skills appropriate to
purpose and scope of workforce planning fulfil business
Human Resource and resourcing an objectives.
Management in terms organisation. D1 Critically evaluate
of resourcing an M2 Evaluate the the strengths and
organisation with P2 Explain the strengths and weaknesses of
talent and skills strengths and weaknesses of different approaches
appropriate to fulfil weaknesses of different approaches to recruitment and
business objectives different approaches to recruitment and selection, supported
to recruitment and selection. by specific examples.
selection..
LO2 Evaluate the P3 Explain the M3 Explore the D2 Critically
effectiveness of the benefits of different different methods
evaluates HRM
key elements of HRM practices within used in HRM
Human Resource an organisation for practices, providing practices and
Management in an both the employer and specific examples to application within an
organisation employee. support evaluation organisational context,
within an using a range of
P4 Evaluate the organisational context. specific examples.
effectiveness of
different HRM
practices in terms of
raising organisational
profit and productivity

P5 Analyse the M4 Evaluate the key D3 Critically

LO3 Analyse internal importance of employee aspects of employee evaluates employee
and external factors relations in respect to relations management relations and the
that affect Human influencing HRM
Resource and employment application of HRM
decision-making.
Management legislation that affect practices that inform
decision-making, HRM decision- and influence
P6 Identify the key
including employment making in an decision-making in an
legislation. elements of
organisational context. organisational context.
employment
legislation and the
impact it has upon
HRM decision-
making.

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 Assignment Brief (RQF)

STUDENT ASSESSMENT SUBMISSION AND DECLARATION

When submitting evidence for assessment, each student must sign a declaration confirming that the work is
their own.
Student name: Assessor name:
LE MINH LOI Pham Quoc Du

Issue date: Submission date: Submitted on:

22/10/2018 07/12/2018 07/12/2018

Programme:
Pearson BTEC Level 4 HND Diploma in Business (Management)

Unit 3: Human Resource Management

Assignment number and title:

A 1 for the Case study “Developing the human capital of the company”

Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and students who break
the rules, however innocently, may be penalised. It is your responsibility to ensure that you understand
correct referencing practices. As a university level student, you are expected to use appropriate references
throughout and keep carefully detailed notes of all your sources of materials for material you have used in
your work, including any material downloaded from the Internet. Please consult the relevant unit lecturer or
your course tutor if you need any further advice.

Student Declaration
Student declaration

I certify that the assignment submission is entirely my own work and I fully understand the consequences of
plagiarism. I understand that making a false declaration is a form of malpractice.

Student signature: Date: 07/12/2018

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 Assignment Brief (RQF)

Achievement Summary
Pearson BTEC Level 4 HND Diploma in Assessor
Qualification Pham Quoc Du
Business (Management) name

Unit Number Student

and title
Unit 3: Human Resource Management name
Criteria To achieve the criteria the evidence must show that the Achieved?
Reference student is able to: (tick)
First IV
Rework
attempt Check
Explain the purpose and scope of Human Resource
Management in terms of resourcing an organisation
LO 1 with talent and skills appropriate to fulfil business
objectives

Explain the purpose and the functions of HRM, applicable

P1
to workforce planning and resourcing an organisation.

Explain the strengths and weaknesses of different

P2
approaches to recruitment and selection.

Assess how the functions of HRM can provide talent and

M1
skills appropriate to fulfil business objectives.
Evaluate the strengths and weaknesses of different
M2
approaches to recruitment and selection.
Critically evaluate the strengths and weaknesses of
D1 different approaches to recruitment and selection,
supported by specific examples.
Evaluate the effectiveness of the key elements of
LO 2 Human Resource Management in an organisation

Explain the benefits of different HRM practices within an

P3
organisation for both the employer and employee.
Evaluate the effectiveness of different HRM practices in
P4
terms of raising organisational profit and productivity
Explore the different methods used in HRM practices,
M3 providing specific examples to support evaluation within
an organisational context.
Critically evaluate HRM practices and application within
D2 an organisational context, using a range of specific
examples.
Analyse internal and external factors that affect
LO3 Human Resource Management decision-making,
including employment legislation.
Analyse the importance of employee relations in respect to
P5
influencing HRM decision-making
Identify the key elements of employment legislation and
P6
the impact it has upon HRM decision-making
Evaluate the key aspects of employee relations
M4
management and employment legislation that affect HRM
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 Assignment Brief (RQF)

decision-making in an organisational context.

Critically evaluate employee relations and the application

D3 of HRM practices that inform and influence decision-
making in an organisational context
Higher Nationals - Summative Assignment Feedback Form

Student Name/ID LE MINH LOI

Unit Title Human Resource Management

Assignment Number A1 Assessor Pham Quoc Du

30/11/2018 Date Received 1st

Submission Date
submission
Date Received 2nd
Re-submission Date
submission
Assessor Feedback:

Grade: Assessor Signature: Date:

Resubmission Feedback:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

IV Signature & Date:

* Please note that grade decisions are provisional. They are only confirmed once internal and external
moderation has taken place and grades decisions have been agreed at the assessment board.

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 Assignment Brief (RQF)

Contents:
 Introduction about Truong Hai Auto Corporation ................................................................... 9
I. The purpose of the Human Resourse(HR) function and the key roles and responsibilities of
the HR function in Truong Hai auto corporation (THACO) ...................................................... 10
1. The purpose of the HR function ........................................................................................ 10
2. Functions of Human Resource Management can be applied to workforce
planning and resourcing THACO .................................................................................... 11
3. The functions of HRM can provide talent and skills appropriate to fulfil business
objectives .............................................................................................................................. 12

II. The effectiveness of the key elements of Human Resource Management in THACO ............. 14
1. Improve Human resource .................................................................................................. 14
2. Recruitment ......................................................................................................................... 15
3. The effectiveness of different HRM practices in terms of raising profit and
productivity of THACO ..................................................................................................... 17
4. The benefits of different HRM practices for the both employee and employer within
THACO ................................................................................................................................ 18

III. Internal and external factors that effect HRM decision-making, including employment
legislation. .......................................................................................................................................... 19
1. The important of employee relations in respect to influencing HRM decision making
in THACO ............................................................................................................................ 19
2. The key elements of employment legislation and impact it has upon HRM decision
making in THACO .............................................................................................................. 21

Conclusion
..................................................................................................................................................... 25
s

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Introduction about Truong Hai Auto

Corporation
Truong Hai Automobile Co., Ltd. was established on 29 April 1997, headquartered at 19 Street No.
2A, Bien Hoa II Industrial Zone, Dong Nai Province. The founder is Mr. Tran Ba Duong, who is
now THACO’s Chairman.

In 2007, Truong Hai Automobile Co., Ltd. changed to become Truong Hai Auto Corporation
(THACO). Currently, the company has three administrative offices located in Ho Chi Minh City,
Hanoi, and Chu Lai (Quang Nam). Particularly, Chu Lai - Truong Hai Auto Manufacture and
Assembly Complex (Quang Nam) which was established in 2003 on an area of nearly 600
hectares, consists of 24 subsidiaries and affiliated factories.

THACO currently operates in auto manufacture, assembly, and distribution; provides auto spare
part and maintenance services, including manufacturing, trading, and distributing commercial
vehicles (trucks and buses), manufacturing and trading passenger cars from the brands including
Kia (South Korea), Mazda (Japan), and Peugeot (France -Europe). As to April 2016, the
distribution system consists of 89 showrooms and 53 dealers nationwide and the company now has
14,900 employees.

At the present time, THACO is the only enterprise in Vietnam that manufactures and assembles all
3 car lines including passenger cars, trucks, and buses with the localization rate from 16%-50%,
providing Vietnamese people with diversified, quality, and affordable cars. In 2014 and 2015,
THACO has topped the sales chart of Vietnam Automobile Manufacturers' Association (VAMA).

As the leading auto manufacture, assembly, and distribution company in Vietnam, THACO aims to
maintain its position and expand its market to the ASEAN region, enhance international
cooperation to select appropriate technology, increase the local content, and join the global value
chain creating platform to become a multi-industry conglomerate in the region.

25/08/2018, THACO has organized the Conference to deploy human resources development
strategies and HR plans 4 month late 2018 for distribution and retail.

At the conference, THACO’s Chairman Tran Ba Duong was speaking: in 2018 is the milestone of
the basic changes of governance in order to meet the requirements and development aspirations of
THACO new cycle and according to the trend of the times.

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 Assignment Brief (RQF)

I. The purpose of the Human Resourse(HR) function

and the key roles and responsibilities of the HR
function in Truong Hai auto corporation (THACO).

1. The purpose of the HR function

The major five functions of Human Resource Management(HRM) are recruitment , motivation ,
planning, implementing HR policies and establishing fair work culture.

The Human Resource Management functions starts with recruiting. The primary steps of
recruitment includes advertisement, job fair etc. Recruitment carries greater responsibility as it is a
selection criterion from a large pool of applicants.

recruiting motivating

establishing
planning
fair work
growth
culture

implementing
HR policies

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The next step is motivation. It is very essential go get employees motivated to any organization’s
vision. Top level managers should design the job and responsibility of employees in such way that
employee may think the organizational goal as their own goals. Equity, bonus, increment, award,
vacation and flexibility in working hours are the main tools of motivating.

Planning growth concern with exploring and ensuring the utilization of optimum ability of
employees so that organization can ensure organizational efficiency and effectiveness. It also
indicates that employees must be motivated towards more proactively when it will be needed to
increase the output.

Implementing Human Resource Policy is concerned with the safety and welfare of employees .
Check of work spaces, materials, equipment are the key terms related to Human Resource
Management‘s implementing HR policies.

Establishing fair work culture mostly deals with settlement of dispute and diversity in a good
manner. It is to be conformed that discrimination. Each and every person should have the
knowledge about the anti-discrimination policies.

2. Functions of Human Resource Management can be applied to workforce

planning and resourcing THACO

 The company in Bien Hoa, THACO have trained staff, but then there are many cases their
families sell the land with large sums of money so they lose their motivation to work; or
someone else was dragged by the company Finally, THACO’s Chairman chose Chu Lai,
where people live in the arid environments, so they are hard-working and very creative,
suitable for the mechanics and automobiles.
 In addition to fixed salary, employees are rewarded according to the level of completed
work
 At THACO, HR is up over 10% a year. At THACO, there are about 400 people who are
managers of showrooms, factories, accountants, finance managers. Every 1-2 years, the
restructuring and transfer of personnel to suit the development of THACO. The strategic
growth plan ensures that everyone in THACO is working toward a clearly expressed growth
outcome

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3. The functions of HRM can provide talent and skills appropriate to fulfil
business objectives

Effective human resources can give organization with structure and the ability to fulfill business
needs through managing company's employees. Human resource management is a body of
knowledge and set of practice that defines the nature of work and regulates job relationship.

Talented human resource managers serve tactical headship and assist THACO to survive in
competitive business environment. This precious role of human resource management of THACO
provides new prospects for HRM processes to develop more strategic way to get success in market
place. Basically, Human resources management is a management function associated with hiring,
motivating and maintaining people in company. It focuses on people in THACO. Human resource
management is designing management systems to make certain that human talent is used
successfully to accomplish organizational goals. The main objective of human resource
management is to ensure the availability of competent and willing workforce to THACO.

Six Main Functions of a Human Resource Department:

New Recruitment

The success of recruiters and employment specialists generally is measured by the number of
positions they fill and the time it takes to fill those positions. Recruiters who work in-house -- as
opposed to companies that provide recruiting and staffing services -- play a key role in developing
the employer's workforce. They advertise job postings, source candidates, screen applicants,
conduct preliminary interviews and coordinate hiring efforts with managers responsible for making
the final selection of candidates.

Job Safety

Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970,
employers have an obligation to provide a safe working environment for employees. One of the
main functions of HR is to support workplace safety training and maintain federally mandated logs
for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work
closely with HR benefits specialists to manage the company's workers compensation issues.
Employee Relations

In a unionized work environment, the employee and labor relations functions of HR may be
combined and handled by one specialist or be entirely separate functions managed by two HR
specialists with specific expertise in each area. Employee relations is the HR discipline concerned
with strengthening the employer-employee relationship through measuring job satisfaction,
employee engagement and resolving workplace conflict. Labor relations functions may include

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developing management response to union organizing campaigns, negotiating collective bargaining

agreements and rendering interpretations of labor union contract issues.
Compensation and Benefits

Like employee and labor relations, the compensation and benefits functions of HR often can be
handled by one HR specialist with dual expertise. On the compensation side, the HR functions
include setting compensation structures and evaluating competitive pay practices. A benefits
specialist also may negotiate group health coverage rates with insurers and coordinate activities
with the retirement savings fund administrator. Payroll can be a component of the compensation
and benefits section of HR; however, in many cases, employers outsource such administrative
functions as payroll.
Labor Law Compliance

Compliance with labor and employment laws is a critical HR function. Noncompliance can result in
workplace complaints based on unfair employment practices, unsafe working conditions and
general dissatisfaction with working conditions that can affect productivity and ultimately,
profitability. HR staff must be aware of federal and state employment laws such as Title VII of the
Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other
rules and regulations.
Training and Development

Employers must provide employees with the tools necessary for their success which, in many cases,
means giving new employees extensive orientation training to help them transition into a new
organizational culture. Many HR departments also provide leadership training and professional
development. Leadership training may be required of newly hired and promoted supervisors and
managers on topics such as performance management and how to handle employee relations
matters at the department level. Professional development opportunities are for employees looking
for promotional opportunities or employees who want to achieve personal goals such as finishing a
college degree. Programs such as tuition assistance and tuition reimbursement programs often are
within the purview of the HR training and development area.

The major HRM activities include HR planning, job analysis, job design, employee hiring,
employee and executive remuneration, employee motivation, employee maintenance, industrial
relations and prospects of HRM.

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 Assignment Brief (RQF)

Planning
The HRM planning process involves predicting HRM requirements and organizing plans to make
sure that the right individuals are available at the right time and place. With this information,
THACO effectively plans its staffing, assortment, and training program. Human resource planning
results in reduced labour costs as it helps the management to foresee shortage.

Recruitment
Recruitment is considered as core function of human resource management of THACO through
selecting appropriate employees and decides to employ suitable professionals or hire employees to
fill employment needs, recruiting and providing training the best employees, make sure they can
give better performance, tackle with performance issues.

Development
Activities of HRM are contributing in developing firm and employee performance, and to retain
the talented professionals in organization. Through HRM,THACO can understand interests of their
employees. After gaining mastery over HRM resources, individuals in THACO recognize more
responsibility for managing their job. They improve efficiency and overall effectiveness THACO in
the future.

II. The effectiveness of the key elements of Human

Resource Management in THACO
1. Improve Human resource

THACO is aware of the importance of training and fostering human resources, improving the level
of labor, so the company is interested in investing a lot in the team.

The training, professional training and fostering for laborers. so from demand identification; needs
assessment; developing study programs, learning organization; training evaluation ... is done in the
right way. Personal development is carried out by the company from newly recruited staff to those
who work, regardless of the target group.

Depending on the actual requirements of the work in each stage, the capacity and professional
qualifications of the existing employees and the strategic objectives of the THACO, the
departments, departments and branches planning training and proposals. The leaders of the

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 Assignment Brief (RQF)

company sent laborers to train, in which they must clearly and specifically explain the number of
laborers who need training, training time, training costs.

The number of labour

The total number of employees in 2017 is 4223. The number of employees in THACO is less
volatile from 2015 to 2017, and the number of laborers in THACO increase 800 in 2018. The labor
force at the complex can be divided into three main groups: management staff, middle managers;
Expert; direct production.

On the number of employees in THACO, number of employees accounting for over 75% of the
total labor force of the company, mainly concentrated in manufacturing plants. The management
team occupies about 6% of the total number of employees, and by reference to a number of firms of
the same size in developed countries, the number of management employees is currently not
appropriate.

The capacity of labour

College-level and post-graduate workers has 12.7%, college workers account for 9%, qualified
laborers medium-level workers accounted for 16.2%, workers were trained professionally

Technicians and workers have not trained through the school accounting for 56.5%, the rest are
other common labor. Share of THACO is well-trained and trained workers, high technical skills,
this is the part of the workers directly involved in the production process, followed by the workers
there at university level, colleges mainly belong to indirect labor;

Post-graduate workers account for only 0.5% of the management senior management of THACO.

2. Recruitment
Recruiting refers to the process of attracting potential job applicants from the available labor force.
THACO have to attract a sufficient number of the job candidates who have the abilities and
aptitudes needed to help the organization to achieve its objectives. An effective employee selection
procedure is limited by the effectiveness of recruiting process. Outstanding job candidates cannot
be selected if they are not included in the applicant pool.

The recruitment process also interacts with other personnel functions, especially performance
evaluation, compensation training and development and employee relations. Recruiting is typically
a human resource function.

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 Assignment Brief (RQF)

When job vacancies exist, the first place that an organization should look for placement is within
THACO. THACO’s present employees generally feel that they deserve opportunities to be
promoted to higher level positions because of their service and commitment to organization.
THACO have opportunities to examine the track records of its present employees and to estimate
which of them would be successful. Also recruiting among present employee is less expensive that
recruiting from outside compacy. The major forms of the internal recruiting include:

 Promotion from with in

 Job posting
 Contacts and referrals

Advantages of internal recruitment:

1. Provides greater motivation for good performance

2. Provides greater opportunities for present employees

3. Provides better opportunities to assess abilities

4. Improves moral and loyalty with company

5. Enables employees to perform the new job with little lost time.

Disadvantages of internal recruitment:

1. Creates a narrowing thinking and stale ideas

2. Creates pressures to compete

3. Creates homogeneous workforce

4. Chances to miss good outside talent requires strong management development programs
special to train for technology.

External recruiting sources:

A board variety of methods are available for external recruiting. THACO should carefully assess
the kind of positions it wants to fill and select the recruiting methods that likely to produce the best
results.

External sources of recruitment

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 Assignment Brief (RQF)

There are some employee needs that a THACO must fill through external recruitment. Among them
are: filling entry-level jobs, acquiring skills not possessed by current employees, and obtaining
employees with different backgrounds to provide new ideas.

 Schools and vocational schools

 Colleges and universities
 Unemployed
 Older individuals
 Military personnel
 Self-employed workers
Advantages of external recruitment:

 Provides new ideas and new insights

 Provides greater diversity and helps achieve goals by making affirmative action easy
 Provides opportunities to handle rapid growth
 Opportunities to get people with up-to-date knowledge education and training
Disadvantages of external recruitment:

 It is more expensive and time consuming

 Destroys incentives of present employees to strive for promotion
 More chances to commit hiring mistakes due to difficult applicant assessment that will lead
to wastage of resources.

3. The effectiveness of different HRM practices in terms

of raising profit and productivity of THACO
HRM has been effective for THACO’s in terms of raising organizational profit and productivity.
Since the implementation of HRM in the company, it has achieved huge profit and productivity by
the following perspective”

Innovative and high performing employees

THACO promotes innovative environment and motivate their employees for better facilities and of
course of these initiatives the THACO to increase the productivity as well as the profit.

Effective direction setting and execution

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 Assignment Brief (RQF)

Leaders and managers play an important role in setting the direction, purpose, priorities, goals, and
roles of workforce. HRM help THACO’s to recruit the appropriate manager for the right place.
They lead the company to the superior place with profit and productivity.

Effective rewards drive performance

When monetary rewards are tied directly to performance and with each particular goals, employees
reinforce them with the task more seriously. That’s what happened to THACO’s after implementing
the HRM to the company controlling process.

Non-monetary factors to improve employees

THACO’s managers, leaders, and team workers provide nonmonetary factors that increase
employees excitement, energy, motivation, and loyalty. These factors include praise, recognition,
exposure, challenge, feedback, and learning opportunities.

4. The benefits of different HRM practices for the both

employee and employer within THACO

Retaining qualified employees

THACO provides easy access and flexibility in employee’s benefit. So their employers can have the
qualified staffs for the organization. By this they manage the risk and easing burdens.

Encouraging positive behavior

THACO provides a positive working environment and favorable benefits for their employees
through the practices , motivating them to be more productive.

Developing employees

HRM practices satisfy THACO’s employees and encourage them to add values to a company’s
intellectual property. It is competitive advantage is increased by their employee’s knowledge and
skills. THACO make the HRM as their one of the effective capital for helping employee to
improve.

Developing good relations

Maintaining of good relationship with the employees help the employers to track their progress. It
also helps to assess the performance and takes the actions necessary for controlling them. The HRM
also drafts the business and marketing plan for THACO.

Motivating workers
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 Assignment Brief (RQF)

Manager of THACO must try to maximize employee performance. So the employers try to recruit
or promote managers who can manage workers effectively and efficiently. THACO’s managers
provides HRM practices to help employees increase the thinking of begin uinique in their position
and positively helping THACO.

Relationship Management

Teamwork and better working environment enables good relation between employers and
employees. The HRM develops a suitable working culture within the organization which creates
cordial relationship among employees. This creates better understanding between employer and
employee and can easily ask for assistance to each other in case of any problems.

III. Internal and external factors that effect HRM

decision-making, including employment legislation.

1. The important of employee relations in respect to influencing HRM

decision making in THACO
Everyone person at THACO share a particular relationship with his/her fellow workers. They have
to do it because they are human not machine which can start working by pressing particular switch.
They need to talk and discuss with others in the perspective of decision making. An interactive
workplace can motivate the employees which can not be measured in monetary values. It is
essential that people are comfortable with each other and work together as a singel unit towards a
common goal. So some of the importance of employee relations are like as the followings:

 Work is easy if it is share among all workers

In THACO, the healthy relations among the workers eases the work load on any particular person
and in turn increases the chances of productivity. As it is impossible for one to do everything on his
own, works must be divided among the members of the team to accomplish the desired tasks within
the assigned time. If the workers have a good relations with their team members, they will have the
ability to assist them to make task easy.

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 Assignment Brief (RQF)

 Discouraging conflict among workers

Good relations among the workers at THACO reduces the chance of conflict and fight among the
workers. They trust each other in assisting in the performance to fulfill the goals and objectives.
The consider their fellow workers as their colleagues not as the competitors to their places. As a
result productivity increases which helps the HRM to take better decision for THACO.

 Loyalty of the employee

Pleasant and interactive work environment in THACO helps to create to the loyal employees. They
feel motivated to perform the tasks assigned to them by the company more willingly. They provide
with more efforts which leads to greater productivity and return to the company. Moreover the rate
of employee turnover is very few in the company which help to reduce the cost of recruiting new
employee very soon.

 Ensuring equality by communicating effectively

Effective communication system in THACO helps to ensure the employees that there no
discrimination across the company in any perspective. As a result they feel more motivated to
perform their tasks to attain their desired goals set by THACO’s management. Proper
communication system helps THACO’s HRM to take the proper decision in time.

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 Assignment Brief (RQF)

2. The key elements of employment legislation and impact it has upon

HRM decision making in THACO
Like other reputed company, THACO is also maintaining the employment legislation while
recruiting the new employees as well as for the running employees in the company that has some
critical impact on the HRM decision making for the company. So the major elements of
employment legislation are the followings:

Defining positions

At the time of the recruitment process, THACO has to define employees their positions in the
company. It is also describes what will be their rights and responsibilities in the company in respect
to HRM decision making.

Proper compensation

THACO must define their compensation for the employees at the time of recruitment. It must
ensure their employees about their minimum wages and length of their work hours. After the proper
argeement on everything, the company indentifies and select their desired employees.
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Ensuring equality

THACO must ensure the equality in every perspective while appointing the employees. There will
be equality in wages, sex, , working hours, health facilities and also in other perspectives. If there
are any discrimination in any criteria the employees can ask for legislative help to fulfill their
demand. HRM of THACO can influence the employees positively if they can ensure equality in all
perspective.

Time of work

Employees should be aware of their time to THACO which means the daily or weekly working
hours to perform the tasks. They may perform the overtime duties but they have to get the proper
compensation for the overtime. THACO should allow them the proper leave and leave on any
particular occasion. This time distribution to the company helps the HRM to take better decision.

Employment Legislation

Article 139. Person performing work of labor safety and hygiene

1. The employer must appoint a person performing the work of labor safety and hygiene.
For the production and business facilities in the areas with the risks of occupational
accidents and diseases and with the employment of 10 employees or more, the employer
must appoint a person with relevant expertise to be in charge of the work of labor safety
and hygiene
2. The person performing the work of labor safety and hygiene must be trained on the labor
safety and hygiene

THACO are concerned with the safety of the staff, they regularly check and take measures
to prevent accident risks unintended

THACO always spent a large sum of money each year to test the quality of machinery and
infrastructure, made by the leading experts,ensuring safety for workers

Article 155. Maternity protection for women employee

1. The employer is not entitled to use female employee to work at night, work overtime
work and take far business trip in the following cases:
a) Being pregnant from the 7th or 6th month if working in upland and remote areas, border
and island areas;
b) Fostering child under 12 months old.
2. Femal employee does heavy work during pregnancy from 07th month shall be
transferred to lighter work or reduced 1 working hour every day but still enjoying full
payment.
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3. The employer is not entitled to dismiss or unilaterally terminate the labor contract with
the femal employee for the reason of marriage, pregnancy, maternity leave, fostering child
under 12 months old, except for the case the employer is the individual who has died, is
declared by the court of losing capacity of civil acts, missing or dead or the employer is not
the individual terminating the operation.
4. During pregnancy, leave upon having a child under the provisions of law on social
insurance, fostering child under 12 months old, female employees shall not receive the
labor discipline.
5. Female employee during menstruation is entitled to take a break of 30 minute everyday;
and 60 minutes a day during working hours while fostering child under 12 months of age
with full payment under the labor contract.
THACO company understand very clearly the importance of the pregnancy, so the
company are always devoted to women workers who are pregnant

Always have a policy for pregnant women workers break and ready for vacation if they
have bad expression about health

Article 167. Employment of elderly employee:.

1. Once retired, if working under a new labor contract, in addition to the interests under
pension regime, the elderly employee still enjoys the interests agreed upon in labor
contracts.
2. Do not employ the elderly employee to do the hard, hazardous and dangerous job
adversely affecting the health of the elderly employee, except for the special cases as
prescribed by the Government.
3. The employer is responsible to pay attention to and take care of the health of the elderly
employee at the workplace.
Arrange the light work for older workers, caring and has preferential policies.

Older workers often have contributed to the company long-term, so they deserve to get the
glass out of the company, THACO do this very well, it's such a part of employee relations
within the Organization.

Article 188. Role of trade union organization in labor relationship

1. The grassroots trade union performing the representatives role, protecting the legitimate
and proper rights and interests of the trade union members, employee, participating,
negotiating, signing and supervising the implementation of collective labor agreement,
salary scale, payroll, labor norms and salary payment regulation, bonus regulation, labor
rule and democracy regulation at enterprises, agencies and organizations, participating and
supporting to settle labor dispute; dialogue and cooperation with employers to build
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harmonious, harmonious and progressive labor relations at the enterprises, agencies and
organizations.
2. The direct superior grassroots trade union shall support the grassroots trade union to
perform the functions and duties as prescribed in Clause 1 of this Article; propagating and
educating, raising the awareness about labor law, law on trade unions for the employees
3. In areas where there is no trade union organization established at the grassroots level,
the direct superior grassroots trade union shall fulfill the responsibilities as specified in
clause 1 of this Article.
4. The Trade union organizations at all levels shall participate with the state management
agencies at same level and the representative organization of the employer to exchange and
settle the labor issues

The role of unions in the company is very important, it protects the interests of employees,
obeys state regulations in the company, has a policy of rewarding and associates
employees, THACO understand that and is a one of the best union in the business
community.

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Conclusion:

From the over all discussion we can say that human resource management is a vital aspect of
THACO. Human resource management practices greatly influences THACO’s overall
performances. There have many theories and practices related to Human Resource Management
since its development. Most of the Organizations have their own HRM department to facilitate
management practice towards achieving company goals. The Human Resource Management
functions starts with recruiting. Recruitment carries greater responsibility as it is a selection
criterion from a large pool of applicants. The diagnostic stage , reward system can be understood by
its payment to the market , by the degree with which THACO pays , by focusing on company
versus individual and by applying various policies and programs. The principles related to
recruitment process provides that the process should be equitable , objective , selection must be
based on the basis of merit etc. The link between motivation and reward is that when employee get
rewarded they are motivated to work at their best to achieve the organizational goals . And this type
of link is true for any type of organization. Mangers of Human Resource Management are, now a
days , much more careful about this important linkage between reward and motivation. Common
rapid appraisal methods comprises key informal interview , focus group , community interview ,
direct observation and mini surveys . So any company or organization should practice the Human
Resource activates properly towards attaining the organization ’s goals.

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References:

1) http://www.thacogroup.vn/
2) “ information about THACO” available at http://eduviet.vn/tin-tuc/ong-tran-ba-duong-tiet-
lo-cach-quan-tri-de-bien-o-to-truong-hai-thanh-doanh-nghiep-ty-do.html (17/04/2017
by EDUVIET)
3) Professor Ahmed EL Borai , 2006 . “legislation” (Online), available
at http://www.ilo.org/dyn/eplex/docs/42/Egypt.pdf > (accessed on December 13, 2013).
4) Adair , J. (2006) , Leadership and motivation. The fifty-fifty rule and the eight key
principles of motivating other, Kogan Page , London and Philadelphia
5) “ HRM functions” available at http://www.whatishumanresource.com/Human-Resource-
Management-functions
6) “ relative and cross national HRM” available at
https://globaljournals.org/GJMBR_Volume12/2-Relative-and-Cross-National-Human-
Resource-Management.pdf
7) “Strategies for employee recruitment, retention and performance” available at
https://www.researchgate.net/publication/228847763_Strategies_for_employee_recruitment
_retention_and_performance_Dimension_of_the_Federal_civil_service_of_Nigeria

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