HO C1fI MINH CITY ONlY£RSITY Of fOR£IGN LANGOAG£S
AND INfORMA nON T£CHNOLOGY
SCHOOL : FOREIGN LANGUAGES
COURSE : BUSINESS ADMINISTRATION

-----*-----

GRADUATION PAPER

COMPARING THE HUMAN RESOURCE
MANAGEMENT

MODEL OF HUNG DAT LEATHER

SHOES COMPANY WITH ANOTHER ONE OF
TRANG BOM RUBBER PLATATION

Advisor

: Dr.-lug DANG MINH TRANG

Student

: PHAM NGUYEN THAI HUY

Class

: KA0002

Student number:

0071318

TV Dgi H9C Huflit

1111111111111111111111111111

101000490

,
--"-HoChi Minh City, June 2004---


HO CHI MINH CITY UNIVERSITY Of fORUGN LANGUAGES

AND INfORMA nON TECHNOLOGY
SCHOOL : FOREIGN LANGUAGES
COURSE : BUSINESS ADMINISTRATION'

-----*-----

6RADUATION PAP£R

COMPARING TIlE IIUMAN RESOURCE
MANAGEMENT MODEL OF IIUNG DAT LEATIIER
SIIOES COMPANY WITII ANOTIIER ONE OF
TRANG BOM RUBBER PLATATION

Advisor

: Dr.-lug DANG MINH TRANG


Student

: PHAM NGUYEN THAI HUY

Class

: KA0002

---Ho Chi Minh City, June 2004---


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81NJWJ9JIAtONHOr

,'-


CONTENTS
Acknowledgements
A.INTROD VCTI 0 N

page 1

I. 'Rationale

page 2

I.l.Practicality


page 2

I.2.Academic

page 3

II. The samples of the research

page 3

III. The scope and the limitation of the research

page 4

IV. Methods

page 4

B.BO DY

page 5

Chapter I
General Model of Human Resource Management
I. Definition of Management and Human Resource Management

page 6

I.l.Definition of Management


page 6

I.2.Definition of Human Resource Management..

page 6

II. Human Resource Management functions

page 8

m. General model of Human Resource Management..

page 9

IlI.l.Human Resource planning

page 9

m.2.Recruitment

page 11

and Selection

IlI.2.1.Recruitment

page 11

IlI.2.1.1.Definition of Recruitment..


page 11

IlI.2.1.2.Source of Recruitment

page 12

m.2 .1.2 .I.Intemal recruitment

page 12

IlI.2.1.2.2.Extemal recruitment

page 13

III. 2.2.Selection

page 15

IlI.3. Orientation/Socialization

page 18

IlI.4.Performance appraisal

page 19

IlI.5.Training and Development

page 21


IlI.6. Compensation

page 24


III. 7.Motivation

page 26

I1L8.Promotion and Retaining

page 28

III. 8.I.Promotion

page 28

III. 8.2.Retaining

page 29

III. 9.Punishment

page 30

Chapter II
Human Resource Management models of Hung Dat Leather Shoes
Company and Trang Born Rubber Plantation
A. Hung Dat Leather Shoes Company


page 32

LThe history of Hung Dat company

page 32

I1.Human resource management model of Hung Dat company

page 34

ILI.Hum~n resource planning

page 34

IL2.Recruitment and Selection

page 34

IL2.I.Recruitment

page 35

IL2.2.Selection

page 35

IL3.0rientation

page 37


I1A.Performance appraisal

page 37

I1.5.Compensation

page 38

IL6.Punishment

page 39

B. Trang Bom Rubber Plantation

page 39

LThe history of Trang Born Plantation

page 39

II. Human resource management model of Trang Born Plantation

page 43

II.l.Human resource planning

page 43

I1.2.Recruitment and Selection


page 43

11.2.I.Recruitment

page 43

IL2.2.Selection

page 44

IL2.2.I.Normal employee selection

page 44

IL2.2.2.Manageriallevels

page 44

selection

11.3.Socialization

page 45

IL4.Performance appraisaL

page 45



11.5.Compensation

page 46

II.6.Promotion

page 48

II. 7.Punishment

page 48

Chapter III
Comparing the two models
I. Some strengths and weaknesses of Hung Dat model

page 50

I.l.Strengths

page 50

1.2.Weaknesses

page 51

II. Some strengths and weaknesses of Trang Born plantation model. page 52
II.l.Strengths

page 52


11.2.Weaknesses

page 53

III. Some recommendations

page 54

C. CON CL USI ON

page 56

I. Results

page 57

II. Conclusion

page 59

D. REFERENCES

page 60


Class: KA0002

Graduation Paper


Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy

-1-


Class: KA0002

Graduation Paper

I.Rationale
I.I.Practicality
The economy is always the key factor of a country. Nowadays, coupling with
the continuous development of the global economy, Vietnamese economy has been
really changed. And when the tariffs and the trade barriers among countries do not
exist, the most important factor of an enterprise is management system. Men,
Machines, Materials, and Methods (4Ms) are four factors determining the success or
the failure of a business, and Men is the primary factor influencing the rest of another
ones. How does a company has to do to take advantage of this important source? That
question is always raised to one company from the first time of establishing to the
time when it gains stability and development.
With the mixed economy controlled by the Government, Vietnam has been
intergrating into the global economy, especially with the ASEAN, that is the reason
why the quantity of enterprises have raised strongly. However, Whether have
managers already mastered the ways to manage their personnel or not? Once
managers can answer the question, he/she will find the right methods to help his/her
business exist and develop. Human is a source and human can do everything, but
human needs to be managed following a specific model because human as well as
enterprise is the cell of society. Of course, company or factory has its own model of
managing human resource so there will be enterprises gaining success, on the other

hand, there will be enterprises suffering from failure. It proves that human resource
management is the determining factor, the center of economic activities. Basing on
my limited knowledge, I want to find out the general model of human resource
management and to analyze deeply two kinds of enterprise so that we can discover the
problems of these kinds, and from the results I hope to contribute my research to build
a better human resource management model for the Southeast area enterprises in
general and Dong Nai enterprises in separated.
Advisor: Dr,-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Class: KA0002

Graduation Paper

I.2.Academic
Knowledge from lectures and documents (books, newspapers, magazines, ...)
is only the theory that every student must master. However, it is not correct when we
say that we can apply completely theory into practice. To apply theory into practice,
one has to understand clearly theory, analyze carefully

the matters on theoretical

basis, develop that basis, compare theory with practice, and then apply into practice.
So is my research. The knowledge that I have received from the lecturers is only the
theory. The practice shows that we can not apply any theoretical models with enough
details into the practical situation of enterprises, especially the management models.
Depending on the research, I want to study deeply about a specific human resource
management model to get more experience for my own theoretical knowledge so that

I can prepare well for the future job.

II. The samples of the research
In the strongly developing economy, Dong Nai has become one of the
industrial centers of the country. Besides the early established industrial parks (Bien
Hoa Industrial Park is a clear example), now the investment trend of foreign and local
investors is pouring the central districts such as Trang Born and Nhon Trach, .... There
are many medium and large enterprises so the samples that I used in my research are
not considerred as the standard ones.
Hung Dat Shoes & Leather Company is a medium business, it has been set
up for two years. However, its development has contributed much to the local
economic development.
Trang Born Rubber Plantation is a branch of Dong Nai Rubber Company.
After a long time of the planned economy this company has shifted its structure for
the new economic situations.

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy

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Class: KA0002

Graduation Paper

Both above enterprises have their own ways of managing human resource,
but I still want to analyze them in order to find out the strengths and weaknesses to
make them more effective.


III. The scope and the limitation of the research
Applying the mixed economy has made the quantity of enterprises increase
rapidly with more and more new kinds. On an objective sense of a student, choosing
the topic and samples for the research can not avoid limitation. Two above enterprise
which I mentioned are two medium enterprises among many large ones so the human
resource management models of these enterprises can not be considered as a perfect
model or a standard model. However, I wish my research would make people
understand more about two management models so that people can take a deeper look
at the role of human resource management.
The success or of a business depends much on the internal information and
the secret information of that business. That information can bring business to the
competitive advantages. Therefore, I had problems collecting information so the
statistics that I used may have much limitation and is not the same as my desire.

IV. Methods

•
•
•
•
•

Step I

: Reading documents (books, newspapers, previous researchs, ...)

Step 2

: Collecting information


Step 3

: Interviewing

Step 4

: Analyzing information

Step 5

: Testing the information sources

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
-4-


Class: KA0002

Graduation Paper

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
-5-


Class: KA0002

Graduation Paper


Chapter I

~ENEIlAL M()()EL IlF tiUMAN IlESIlUIl[)E MANA~EMENT

I.Definition of Management and Human Resource Management
I.l.Definition of Management
It is difficult to find out the standard definition of management. We shall find
many different definitions in various texts, but these definitions still have the same
elements.
The President of American Management Associates (AMA) used this
definition: "Management is getting things done through other people"
An organization's

objectives will be performed

by members of that

organization. However, how they can perform those objectives well, it is a really
important problem that each manager has to deal with. A good management method,
thus, is how to manage average people business to do superious work.
So far, management is defined as "a social and technical process that utilizes
resources

influences

human

action,

and


facilitates

changes

to

accomplish

organizational goals".

I. 2. Definition of Human Resource Management.
As early mentioned, Men, Machines, Materials and Methods (4M.s) are four
factors influencing the success, or the failure of business. In terms of those important
factors, Men play the crucial role. Men know how to use Machines effectively; how to
make Meterials be high quality goods or services; how to apply Methods to business
administration to make it more perfectly. So it is worth stating that: "Among all of the
managerial roles, personnel management is the most important and the center role
because all of the organization's

actions belongs to the sucess of personnel

management" (Likert, 1967)

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Class: KA0002


Graduation Paper

What is Human Resource Management?
According
management

to Bruce Charnove and Patrict Motana, "Human resource

is the term generally applied to those activities concerning the

management of people".
Raymond J.Stone stated that "Human resource management is managmg
people within the employer - employee relationship. It involves the productive
utilization of people in achieving the organization's

activities and the satisfaction of

individual employee needs".
After a long period

of studying, experts and economists proposed a new

definition, "Human resource managemnet is the process by which organization
ensures the effective use of their associates in the pursuit of both organization and
individual goals".
In spite of the fact that human resource management

IS


a basic tool of

managers, we should admit that it is both an art and a science.
-Why is it a science? Human Resource Management

IS

represented by

theories and knowledge required through management process. Theories are used for
recruiting, selecting, appraising,."while knowledge is used for training, developing
career skills.
-Why

IS

it an art ? Human Resource Management applies knowledge,

theories or even behavourial ways in reality. In an organization, there are many kinds
of people belonging to different genders, age and behaviors so how to manage those
people getting organization's objectives is an art.

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy

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Class: KA0002


Graduation Paper

II. Human Resource Management Functions
Human Resource Management aims to help organization fulfill its objectives.
Human Resource Management objectives must couple with organization strategy.
Specifically,

Human

Resource

Management

objectives

concern

with creating

appropriate activities, effective methods to carry out its assistant role. For example, an
organizational goal is to gain profit improvement, it requires Human Resource
Management how to reduce labor costs, how to motivate employees to work with
their best efforts to produce good performance (motivation or reward policing), how
to help employees work with better productivity (training and developing programs).
Human Resource Management functions include:
-Staffing / Employment:

Human Resource is considered as a key competition advantage. How to
attract qualified people is a crucial work of management. Handling qualified, skillful
and experienced people means that organization has set the basis for the coming

success. Business, thus, works with all of its ability to recruit excellent people and
that opens a new competitive form.
-Training and Development:

After making performance appraisal, enterprise makes its own training and
development programs. How to help employees improve their skills, knowledge so
that they can hold new theories of production, new technological trends and new
socio-economic trends. Nowadays, training and developing personnel is more and
more important, it determines the success of an enterprise.

So training and

development is always Human Resource Management function.
-Retaining:

Qualified employees can quit their jobs because of some reasons, and they
leave enterprise with their skills, experience and knowledge. That is a big loss of
enterprise so how to keep qualified employees? That is a question be raised in
Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Class: KA0002

Graduation Paper

managerial work. Management always considers that satisfying employees' needs and
goals is an important part of management. But how to do this work effectively? To
answer this question we must focus on organization compensation policy thats refers

to salary, bonus, or insurance; however each employee has different compensation
depending on his/her performance/contribution. Coupling with compensation is safety
and health standards. Human Resource Management must make employees believe
that they work in safe and healthy environment, with comfortable working condition.
Besides safety and healthy standards, work insurance policy is much noticed on. In
order to retain qualified personnel, management not only focuses on compensation
and standards of safety and healthy but also on employees relations. How to make a
friendly working environment how to make employees love their jobs. Those belongs
to Human Resource Management work.

III. General Model of Human Resource Management.
III.l.Human Resource Planning
Shimon L.Dolan and Randall S. Schuler (Personnel and Human Resource
Management in Canada, 1987) stated that ineffective Human Resource Planning looks
like an organization which has a factory and an office without managerial efficiency.
Because of the important role of Human Resource Planning, many enterprises put it in
their models of Human Resource Management. Human Resource Planning is the
process an organization uses to ensure that it has the right amount and the right kind
of people to deliver a particular level of output or services in the future. It means that
Human Resource Planning mentions to "how to get the right people into the right
position at the right time".
An organization that does not have plans for its human resource will find it
difficult to fulfill either its personnel requirements or the organization's objectives.
Human Resource Planning helps both organization and employees to prepare well for
the future. Making Human Resource Planning helps business be ready to deal with
new changes of production and management; moreover, it aims to take a deeper view
Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Class: KA0002

Graduation Paper

on employees'

skills, knowledge to create suitable training and development

programs.
Human Resource Planning makes predictions concerned with social and
economic problems. Many people say that even a prediction that is sometimes wrong
is better than no prediction at all.
Steps in Human Resource Planning:
-Environment

scanning:

Environment scanning refers to looking at such environmental problems as
labor force composition, economic conditions, laws and regulations. Analyzing the
new changes of laws and regulations helps business go along well with the changes of
the Government policies. In addition, study of economic condition such as growth
rate, inflation rate, unemployment rate, or the regional economic situation helps
business take right and quick actions with new economic changes.
-Examinizing

internal and external human resource:

Examinizing the ability of the current human resource as well as reviewing
how employees have been performing is crucial work of Human Resource Planning.

Analyzing internal supply in terms of occupation, gender, or age will be necessary for
business when it's in preparing stage of new recruitment. Which gender, positions are
being demanded? It's also important to make analysis of internal human resource in
order to set up succession, or redundancy plans.
Besides examining internal supply, examining external human resource is
essential. How is the labor market(shortage, or surplus)? Is unemployment rate high
or low ? What will increase the demand for employees ? When making Human
Resource Planning, business must answer those questions to make sure that they have
a carefulilook at external supply.
-Forecasting

Human Resource Requirements:

Which kinds of emloyees will be demanded? How to expand, or reduce
personnel? Which kinds of employees are promoted! transferred?
Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
-10-

How to set up


Class: KA0002

Graduation Paper

effective training and development programs ? Once managers answer those
questions, they understand why they have to make Human Resource Planning.
An organization wants to apply new equipments with modem technology, but
its employees are not skillful and experienced enough so it is quite difficult for them

to satisfy new demands. However, this problem will be perfectly solved if
organization makes a forcast of human resource requirements,

about training, or

employees demanded.
Human Resource Planning

IS

the first part in the model of Human Resource

Management. Making this first part well means that we have created a basis for the
following parts of the model.

III.2.Recruitment and Seletion
III.2.1.Recruitment
III.2.l.l.Definition

of recruitment

Recruitment refers to the process of attracting job applicants from the internal
and external labor force.
In trading field, there is a proposition stating that " people make the
difference". The difference refers to the competitive advantage of organization. But
who created competitive advantage? - Personnel. Recruitment, thus, is a key
marketing tool for business gaining competitive edge.
Nowadays,

recruitment becomes a form of competition.


Organizations

compete with each other not only on sales, production, services but also on
recruitment.
successfulness

Identifying,

attracting

of organizations

and employing

because

"people

qualified

personnel

make all". Having

are a
skillful,

experienced, talented employees means that organization hold a highly valuable
source.

Recruitment carries out both organizational and individual objectives. With
organizations, they expect from employees' contribution to fulfill their objectives,
they utilize all of employees' ability for the survival and developmental goals. With
Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy

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Class: KA0002

Graduation Paper

individuals, business helps them satisfy their needs, to carry out their lives objectives
through compensation ...
III.2.1.2.Source of recruitment
III.2.1.2.1.Internal recruitment
Internal recruitment refers to the process of choosing candidates from the
current employees when there are vacancies in business.
There are many ways of internal recruitment:
-Promotion from within : organization has vacancies in managerial levels, it

wants to full those vacancies; before opening recruitment program from outside, it
chooses candidates from internal source. Actually, employees who have well
performed, effectively contributed will be promoted to higher positions.
When there are vacancies in organization ( not for managerial

-Job posting:

levels), organization will inform to its employees through the use of notice-boards,

mail message, or letter so that employees know exactly which positions are
demanded, which criteria are required, and how to apply for.
-Job bidding:

This is a recruitment process that allows employees to apply

for positions though there are not vacancies. This way encourages employees to
believe in their ability, knowledge, experiences so that they can work better in higher
positions. For example, one worker can apply for a position as a supervisor if he/ she
thinks that he/ she will do that work better.
-Referrals

: Someone who is in high position

introduces a qualified

employees for a vacancy with management board. For example, one worker has given
good performance for many years and his/ her supervisor will introduce him/her to
managers for high promotion.

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy

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Class: KA0002

Graduation Paper


Some advantages and disadvantages of internal recruitment:

DISADVANTAGES

ADVANTAGES
-Providing

greater

motivation

-Limited source of labor. There

for good performance. It is a good are no many choices for business
way to encourage employees to to
work

with

their

best

select

the

qualified

efforts, candidates.


contribute as much as possible and

-Creating

political

one day, they have chances to be Disagreements
promoted

infightings.

III

thinking,

working among employees appear.

-Enabling employees to perform

-Creating

the new job with little job time. Employees
Employees

best

have

been


familiar

insubordinate

"informal

groups".

who

rejected

are

promoted

with the working environment so it employees.
does not take much time for him!
her get along with new positions.

-Not creating fresh ideas. New
promoters keep the same ways of

-Giving organization the actual thinking and working, there are no
ability of employees. Organization
knows

the


strengths

enough new ideas to create new

and changes.

weaknesses of candidates.
-Saving a large amout of money.
Organization does not spend on
advertising or selection methods.

III.2.1.2.2.External recruitment
When there are vacancies, organizations will inform to public about the
positions demanded, the criteria required in order to attract highly qualified
candidates. Such forms of external recruitment as emloyment agencies, educational
Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy

-13-


Class: KA0002

Graduation Paper

institutions, head hunters offices, unsolicited applications, employee referrals are all
popularly used.
Unsolicited

applications:


This type of candidates do not need to wait for

vacancies, or jobs advertisements of companies. They like to work for that
campany and they apply for. However, companies can not use this kind of
source right away, they retain for future need because they have had their
own staff and they do not dare to "bet" their business.
Employment

agencies: When companies need a large number of emloyees

for ordinary work, they can use this type. Employment agencies can sypply
a lot of employees at one time. This type can help companies save time;
however, the reliability of candidates and their abilities are not high so it
suits to simple jobs.
Head

hunter

offices:

When compames need candidates in managerial

levels, they choose this type. These offices can supply very highly skillful,
talented, qualified candidates, and this type is very reliable.
Educational

institutions:

Besides those above types introduced; nowadays,


this type is often used. Excellent students can be recruited when they are in
colleges, or universities. Companies use this type because candidates are
willing to work and easy to train.

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Class: KA0002

Graduation Paper

Some advantages and disadvantages of external recruitment:

DISADVANTAGES

ADVANTAGES
-Providing

greater

divesified

-Taking new employees much

source of candidates. The more time to be familiar
applications, the more alternatives


working

with new

environment.

Business

so business can choose the top spend much time on orientation
qualified candidates.

process.

-The more new employees, the
more

skills,

knowledge

and information about candidates' real

experience. This creates positive

ability.
-May be destroy incentive of

changes in business.
-Not


-Not having enough available

changing

the

present

present employees. There are no

organization at hierachy as much. chances for present employees to
Which positions are in shortage, be promoted.
organization

will

choose

right

-Costing

much

money

for

employees so it doesn't affect to advertising and other expenses of
the


organizational

hierachy,

recruiting.

retaining it stably.

III. 2.2. Selection
The efficiency and productivity of organizations are dependent on the qua lity
of their human resources. Poor selection decisions resulted in increased training time,
job dissatisfaction, accidents in work and poor performance, so selection process
becomes a crucial factor of management.

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy

-15-


Class: KA0002

Graduation Paper

Selection is the last stage of choosing new employees. Selection involves in
using such methods as examinizing application forms, interviews, tests to evaluate
candidates and to make "hire", or "no hire" decisions.
Steps in selection process:
Examinizing


application

forms:

in order to know

which positions

candidates apply for and get information about candidates for interviews
(see Figure 1).
Position applied for:
Part time
Full time
Permanent

Name:
Address:
Telephone No.:

Educational qualifications:

Previous emloyment:

Referees:

Other information:

Figure 1: Application form


Source: Human Resource Management, Raymond lStone
Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Graduation Paper

Initial interview: to have quick evaluations about candidates' abilities and
qualifications.
Testing: to check candidates' skills, knowledge, experience, or healthy
status through general knowledge tests, job knowledge tests, physical tests,
or even intelligence tests, ...
Background investigating: so as to check whether the information given in
application forms is truthful, or not through previous professors, or
supervisors, ...
Selection interview: to find out more about working ability(self - worked
ability, team - worked ability, pressure of working, ... ) so that decisions of
selection are made.
Job offer: choosing "the right people for the right positions".
Questions for interview:
1. Tell me about yourself.
2. How would your friends describe you?
3. What makes you different from other candidates

for this

position?

4. Describe the accomplishment of which you are the most proud.
5. Why should we hire you?
6. What strengths and attributes could you bring to this position?
7. Why did you choose your university?
8. How did you become involved in your extra - curricular
activities?
9. Describe the job or the activity which has had the greatest impact
on your career goals.
10.What are your career and educational goals?
11.What would you like to be doing five years from now?

Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Class: KA0002

Graduation Paper
12. What have you known about our company?

13. What do you believe are the key issues and problems

III

our

industry today?
14. What other jobs/fields


are you considering?

15. In what kind of work environment do you do your best work?
16. With what kind of people do you like to work?
17. What kinds of tasks and responsibilities

motivate you the most?

18. Tell me about what you learned from your previous jobs?
19. What did you dislike most about your last jobs?
20. What is your greatest weaknesses?
21. Have you ever failed at anything?
22. What will you do when you have a free time?
23. What is your favourite book/movie/song/
24. Which magazines/newspapers

... ?

do you read regularly?

25. What would you like me to know about you that is not on your
resume?

Figure 2: Questions used for interviews

111.3. Orientation/Socialization
Psychologists

tell that initial impressions


are strong and lasting for a long

period of time. Managers often admit that new employees are likely to quit their jobs
during

their first few months

managers

than any other time in their employment.

have to set up appropriate

orientation

Thus,

systems in order to help their new

employees overcome this difficult stage.
Many studies have shown that new employees
working environment,
communicate

often feel anxious with new

they worry about how to perform their work well? And how to

with the bosses and old employees?


Thus, organizations

always have

orientation process to help new employees get along well with new environment.
Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy
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Graduation Paper

In reality, organizations will give new employees the information about what
they have to do? And how they have to do to fulfill organizational objectives?
Additionally, organizations help new staff master organizational policies, regulations,
and working rules, ... And of course, the goods, or services of organizations will be
also introduced to new staff; the purposes of jobs are focused to ensure that new
employees know well about their jobs. Moreover, organizations should make new
employees be welcomed by the old ones in order to make them believe that they will
work in the best environment with friendly, and helpful colleagues.
Effective socialization program reduces anxiety of new employees, helps
them be more confident, and encourages them to show all of their abilities to make
high productivity.

IlIA. Performance appraisal
After helping new employees be familiar with new working environment,
organizations


use appraisal policies so that they can know exactly how well

employees have performed the work.
Many managers admit that performance appraisal is a difficult task because
employees'

performance

is intangible.

However,

each employee's

work and

comtribution are measured depending on the organizational standards of performance
and the individual objectives obtained during working period.
No one works in a separated environment so performance appraisal measures
not only individual employee performance but also relations among employees.
The uses of performance

appraisal:

Performance appraisal aims to link the organizational strategy to the
individual employee performance. In fact, organizations will check the
employees performance whether it has gone along with the organizational
objectives, or not. Moreover, the adoption for new changes of employees
are appraised. So performance appraisal system must be flexible.


Advisor: Dr.-Ing Dang Minh Trang
Student: Pham Nguyen Thai Huy .

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