Recommendations to enhance Human Resources Recruitment process at
Vietnam Ocean Shipping Joint-Stock Company (VOSCO)

PREFACE
In fact, the development of economic andsociety depends on many factors but
theyare primarilydependent mostlyon human factors.More than any other resource,
people have always occupied an important position in the development of economic
and society of a nation.
Human Resource Recruitment is one of the basic activities of recruitment in
the enterprise, the most influential of business production process. Moreover,
through it, people can solve the relations arising in the process of managing the
Company.
The importance of the human factor in any enterprises or any organizations
whether is large scale or small scaleis an obvious fact that no one will deny. Among
the different component of the economy, human resource is considered as the most
precious resource of any enterprises and businesses, playing a very important role in
deciding the existence and the development of those enterprises. Apparently, a great
volume of capital along with modern equipment, facilities will become worthless
without the management of people. So as to have a stand and develop in the market
economy, concern about recruiting and training the human resources who meet the
requirements of companies is essential – the necessary progress and the initial input
of human resource will decide the success of enterprise and influence the whole
operation of enterprises in the near future. Human resource is also one of the
attributes which bring the overall success or failure for companies.
During my internship at Vietnam Ocean Shipping Joint-stock Company, I had
an opportunity to observe and practice at the Administration and Human Resource
Department at Vietnam Ocean Shipping Joint-stock Company. As a reputable
company in shipping industry, Vietnam Ocean Shipping Joint-stock Company
(VOSCO) proposes a logical progress for recruitment. Nonetheless, several
problems have occurred in recruitment and not being paid attention by the company.
The issue of concentrating on managing recruitment progress from VOSCO still has

restricted techniques and number skilled and qualified labors applying for a job in
company. Concurrently, a few stages such as using of test methods or detecting
health problems for candidates during the progress of recruitment have been

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skipped. In fact, it can influence considerably to quality of human resource. For
those reasons, I choose the topic "Recommendations to enhance human resources
recruitment process at Vietnam Ocean Shipping Joint-stock Company” for my
dissertation.
Due to the limited practice time and complexity and extensive work should
dissertation to practice my many shortcomings, I would like to receive the attention
and comments from teachers in subjects organized. Finally, with sincere gratitude I
would like to express their gratitude to Mr. Nguyen Viet Hoang Son to direct
instruction, the entire leader of the company, the uncles and aunts, brothers and
sisters in the administrative organization room guided me in internship to complete
this dissertation.

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ACKNOWLEDGEMENT
Firstly, I would like to express my sincere gratitude to my supervisor - Msc.
Nguyen Viet Hoang Son who helped me complete this dissertationfor the
continuous support of my dissertation and related research, for his patience,
motivation, and immense knowledge. His guidance helped me in all the time of
research and writing of this thesis. I could not have imagined having a better advisor
and mentor for my dissertation.
I certify that all the materials in this dissertation that is not my own work has
been identified, and that no material is included for which a degree has previously
been conferred on me.
The contents of this dissertation reflect my own personal views, and are not
necessarily endorsed by the University
I would also like to look forward to receiving input from teachers.
HaiPhong, November 15th, 2015
Student:

Dang Thi Phuong Hoa.

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ABSTRACT
This dissertationwith topic“Recommendations to enhance human resources
recruitment process at Vietnam Ocean Shipping Joint-stock Company (VOSCO)

examines the concept of definition of human resources and how important of human
resources recruitmentprocess to the Company. Research methods used in this study:
Initially, the model will be checked for validity in interviews with senior executives
working in administration department.Next step is checking the data about quantity,
sex, age and qualifications of labors in the Company. Based on the data of the
paper, the methodology to make analysis on evaluate and predict of the performance
of the VOSCO's human resource recruitmentin order to discover strengths and
weaknesses and improve the human resources recruitment process at VOSCO. It
also defines the VOSCO’s human resource recruitment, proposes the
recommendations and ideas of the recruitment of human resource at VOSCO. This
dissertation will contribute to manage employees more effective and strict and
evaluation towards a specific the quality ofhuman resources recruitment process.
This dissertation was done on the basis of assessment through some reports
about human resources as well as the ways of proceeding, personnel recruitment
process of the company to employees.
Keywords:
Human resource, human resources recruitment, VOSCO, evaluate, method,
solutions, recruitment process.

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CONTENTS
PREFACE ................................................................................................................i
ABSTRACT ........................................................................................................... iv

LIST OF ABBREVEATIONS ...............................................................................vii
LIST OF TABLES............................................................................................... viii
LIST OF FIGURES ................................................................................................ ix
INTRODUCTION ................................................................................................... 1
CHAPTER I: LITERATURE REVIEW .................................................................. 3
1.1. Literature Review ........................................................................................... 3
1.1.1. What is Human Resource (HR)? ................................................................ 3
1.1.2. What is Human Resources Recruitment (HRR)? ......................................... 4
1.2. Significance of Human Resources Recruitment............................................... 5
1.2.1. For business .............................................................................................. 5
1.2.2. For employees ........................................................................................... 5
1.2.3. For society ................................................................................................. 6
1.3. General human resources recruitment process ................................................. 6
1.3.1. Definition and role of Human resources recruitment ................................. 6
1.3.2. Recruitment Sources .................................................................................. 7
1.3.3. General Human resources recruitment process.......................................... 9
CHAPTER II: CURRENT SITUATION OF HUMAN RESOURCES
RECRUITMENT AT VIETNAM OCEAN SHIPPING JOINT-STOCK
COMPANY (VOSCO). ....................................................................................... 14
2.1. Overview of Vietnam Ocean Shipping Joint-Stock Company ....................... 14
2.1.1. Introduction of Vietnam Ocean Shipping Joint-Stock Company ............... 14
2.1.2. Brief history ............................................................................................. 15
2.1.3. Principles and orientations ...................................................................... 18
2.1.4. Organization structure and main business of VOSCO .............................. 19
2.1.5. Scope of main business ............................................................................ 23
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2.1.6. Infrastructure of VOSCO ......................................................................... 24
2.2. Current situation recruitment of Vietnam Ocean Shipping Joint-stock
Company in 2014 – 2015 ................................................................................... 24
2.3. Human resources recruitment process at VOSCO ......................................... 27
2.3.1. General provisions on labor recruitment regulations of Vietnam Ocean
Shipping Joint-stock Company ........................................................................ 27
2.3.2. Recruitment process ................................................................................. 28
2.3.3 Mode of labor contracts ............................................................................ 40
2.4. Actual labor situation at VOSCO .................................................................. 43
2.4.1. Preliminary of labor structure at VOSCO ................................................ 43
2.4.2. Classify by education level of employees at VOSCO ................................ 44
2.4.3. Review labor structure by age .................................................................. 46
CHAPTER III: ASSESSMENT ANDRECOMMENDATIONS TO ENHANCE
HUMAN RESOURCES RECRUITMENT PROCESS AT VIETNAM OCEAN
SHIPPING JOINT-STOCK COMPANY (VOSCO) ............................................ 48
3.1. Assessment about recruitment process at VOSCO ........................................ 48
3.1.1. Strengths .................................................................................................. 48
3.1.2. Weaknesses .............................................................................................. 50
3.2. Recommendations to enhance Human Resources Recruitment process at
VOSCO ............................................................................................................. 51
CONCLUSION ..................................................................................................... 55
REFERENCES ...................................................................................................... 57

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LIST OF ABBREVEATIONS
Dept.

Department

HR

Human Resources

HRR

Human Resources Recruitment

JSC

Joint-stock Company

M/F

Male/Female

VINALINE

Vietnam Maritime Corporation

SQM


Safety Quality Management

SQEMS

Safety, Quality and Environment management system

VIETCOSHIP

Vietnam Coastal Shipping Company

VOSCO

Vietnam Ocean Shipping Joint – Stock Company

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LIST OF TABLES
Table 1: The number of labors recruitment at VOSCO in 2014 – 2015 .................. 25
Table 2: Number of officers, crews had been recruited at VOSCO in 2015 ............ 26
Table 3: Number of staffs had been recruited at VOSCO in 2015 .......................... 26
Table 4: The number of employees at some departments of at VOSCO up to the
date May 1st, 2015 ............................................................................................ 43
Table 5: Qualification of employees at VOSCO..................................................... 45
Table 6: Labor structure by ages at VOSCO .......................................................... 46


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LIST OF FIGURES
Figure 1: HR recruitment process in business ..........................................................9
Figure 2: VOSCO’s headquarters image ................................................................ 14
Figure 3: The image of VOSCO’s headquarters in Hai Phong. ............................... 16
Figure 4: Organization chart of at VOSCO ............................................................ 19
Figure 5: Human resources recruitment process at VOSCO ................................... 29

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INTRODUCTION
1. Necessitation
For any organization, people are always the most important asset and customer
satisfaction begins with the attitudes and abilities and commitment of employees.
Effective workers are the best route to success of businesses. The dissertation with
the


title

of

topic:

“Recommendations

to

enhance

human

resources

recruitmentprocess
At Vietnam Ocean Shipping Joint-stock Company” is a combination of basic
theories on human resources recruitment and practical skills. It focus on analyzing
labor recruitment process at Vietnam Ocean Shipping Joint-stock Companyin term
of recruitment as well as proposing some measures to improve in order to response
to the increased demands of labor recruitment in the future. Moreover, the
recommendations and some solutions are also given in order to attract, training and
uphold human resources also reform human resources recruitment process at
Vietnam Ocean Shipping Joint-stock Company. Additionally, some general
information aboutVietnam Ocean Shipping Joint-stock Company is also presented
within the paper.
2. Methodology
The dissertation targets the assessment of the use and therecruitment of human

resources at Vietnam Ocean Shipping Joint-stock Company and suggesting some
measurement to develop and improve the quality of Human resources recruitment of
the Company. The research within the paper is basically based on qualitative and
quantitative methods. During the internship, general status of Vietnam Ocean
Shipping Joint-stock Companyhuman resources is summarized through actual
observation and interview to get information from Vietnam Ocean Shipping Jointstock Companyleaders and staffs. The current and detailed human resources
recruitment situation will be surveyed based on data mostly gathered from Human
Resource and Administration Department of Vietnam Ocean Shipping Joint-stock
Company. After that, a data, which isanalysis, will be established to clarify
qualifications and variations of labor source at the company all over

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time.Qualitative method is also applied to find out the reasons for the matters
included.
3. Research scope
The human resources structure (2014-2015) and labor recruitment (with
recruitment process, training process and so on) at Vietnam Ocean Shipping Jointstock Company.
4. Research findings, time duration
The internship was taken place from August 10th to November15th, in which
time from August 10th to October30th was for internship at Vietnam Ocean Shipping
Joint-stock Companyand dissertation preparation and remaining time was for
writing and completing it.
After internship time at VOSCO, I had an opportunity to observe and practice
at the Administration and Human Resource Department at Vietnam Ocean Shipping

Joint-stock Company.This dissertation was done on the basis of assessment through
some reports about human resources as well as the ways of proceeding, personnel
recruitment and the salaries or treatment policies of the company to employees.

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CHAPTER I: LITERATURE REVIEW
1.1.Literature Review
1.1.1. What is Human Resource (HR)?
“Human resources” (HR) in business is a term used to describe people who
work for a company or organization. These people are responsible for performing
the tasks given to them for the purpose of reach of goals and objectives of the
Company which has the possibilities of proper recruitment and selection, providing
proper orientation, training, skill developments and so on.
Human resources can be understood as all capability in terms of knowledge
and spirit of human which is applied in the process of working. This is the most
valuable resource in the process of manufacturing at any enterprises.
Human resources, according to economic literature, include all people in
working age who are capable of participating in work (except for the disabled or
lacking capability of working) and those is working although they are out of
working age. Human resources of an organization founded on the basis of
individuals who have different roles and are linked together by certain purposes.
Human resources is also used to refer to the department of any enterprises that
are in charge of controlling and monitoring those kind of resources, like recruiting

and training new staff and supervising the benefits offered to all of the enterprise’s
staff. During 1960, the term “human resource” was created in the United States,
when labor relations became a more significant concern for United States economy
context, and gradually has gained its popularity in the globe.
On the other hand, business dictionary also illustrated “Human Resource” is
the resource that exists in the ability, awareness and skills as well of human
being(Business Dictionary). That means Human Resource is the greatest mixture of
physical ability and mentality of people which is employed in working and
production process. In addition, it also can be considered to be “the least mobile of
the four factors of production, and (under right conditions) it improves with age and
experience, which no other resource can do. It is therefore regard as the scarcest and

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Recommendations to enhance Human Resources Recruitment process at
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most crucial productive resource that creates the largest and longest lasting
advantage for an organization” (Menon, 2015).
1.1.2. What is Human Resources Recruitment (HRR)?
Human Resources recruitment can be understandas a progress of searching
and hiring the appropriate candidates (from inside or outside of a company) for the
employment, in a cost and time effective way. The process of recruitmentconsists of
investigating the requirement of an occupation that attracts workers, testing and
choosing application, hiring and integrating the new staff to company.(Business
Dictionary).
Human Resources recruitment contains two primary contents of hiring and
choosing, in which hiring refers to the progress of attracting applicants to the

businesses for the selection of recruitment and screening qualified person of aspects
but still meet work’s requirements in a certain vacancy in the company.Meanwhile,
selection is the progress of assessing the applicant in various aspects, based on the
requirements of the job, among people looking for a job.
Recruitment is usually considered as one of the first essentialstage of labor
organization. This stage is always an issue for managers using human resources
because of the investigation, assessment and classification of human resources. The
demand to look for human resources to fulfill the objectives of companies just can
only be implemented quicklyand efficiently when the work recruitment went well.
There are many procedure and different models of recruitment but all work
of recruitment must ensure:
- Firstly, the plan is to recruit personnel resource from development objectives
and approach, financial capacity, time and policies of the business.
- Secondly, recruitment must be based on the requirements of each job and
real stipulation.
- Thirdly, selected applicants must be appropriate the recruitments and the
need of each job: awareness, technical skills, experience, etc. and are productive.

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1.2. Significance of Human Resources Recruitment
Recruitmentof human resources is considered to be extremely crucial and
meaningful to be success or failure of every business. Recruitment has a direct
impact to the business, to employees and also to further the socio-economic
development of the country.

For any one company, labor is always a resource to create strength and it is
also a determining factor in the survival and development of the company.The
company has built the labor regime and wage regulation of the Company and
compliance with the laws of the Government. Besides, with the plans on training
and recruitment labors reasonableto meet the requirements of long-term
development of the Company.
1.2.1. For business
Firstly, Human Resources Recruitment effectively will give business a team of
skilled, dynamic and creative labors, adding to human resources in accordance with
the business recruitment of the enterprise. Recruitment has great importance to
business because it is the first stage of personnel administration work, and it should
be good to facilities other stages.
Secondly, good recruitment is to find out who has sufficient working capacity
and qualifications to complete assigned work, helping enterprises reach good
business objective most effectively, from that improving business performance.
Thirdly, the quality of staff creates sustainable competitive for businesses.
Good recruiting contributes greatly to the creation of “input” of human resources,
deciding the quality, capacity and qualifications of staff if they meet the
requirement of the company or not.
Fourthly, appropriate recruitment helps business reduces the cost burden,
including time and money (for training costs).
1.2.2. For employees
Firstly, efficient recruitment helps workers to understand clearly about the
views of the administrators, which will guide them to follow those views.
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Secondly, recruitment creates a more competitive working environment and
working spirit within the workers of enterprises, thereby enhancing business
efficiency.
1.2.3. For society
The recruitment of businesses enables implementation of social and economic
goals, people with jobs and incomes means reduction of the social burden of
unemployment and other social evils. At the same time, the recruitment of
businesses also makes use of social resources most useful way. In summary,
recruitment is a very important with business, good administrators to directly
monitor and implement to important stages in the process of recruitment.
1.3. General human resources recruitment process
1.3.1. Definition and role of Human resources recruitment
a. Definition
The process of recruitment is the process of evaluating the candidates in many
different aspects based on the requirements of the job, to find the people suit the
requirements has set out among the candidates has attracted in the recruiting
process.
b. Some requirements when recruit labors
The basis of recruitment is the job requirements have been set according to the
job description and the requirements for people who do the work.
The recruitment process must satisfy the following requirements:
- Recruitment must come from production and business plans and human
resources planning.
- Recruiting employees who have essential qualifications for the work to
achieve higher productivity and effectiveness.
- Selecting employees who have discipline, honesty and adherencewith the job
and organization.
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c. Role of human resources recruitment process
The recruitment process is an important step to help the HR made the decision
to recruit in the right way and help organizations get labors with many skills
appropriate with the organization’s development in the future.
A good recruitment process helps organizations to reduce the costs to rerecruit, retrain and avoid the risk of damage in the process of performing the work.
Recruitment is not only the task of Organization department or simply work of
supplemented employees for businesses, but also it really is a process of seeking
and selection carefully. It requires a combination between departments in the
enterprises together, to have a clear direction and contestant of business’s leaders.
1.3.2. Recruitment Sources
This involves recruiting candidates in the organization to fill the vacancy.
Unlike external sources, companies fill the positions through references of internal
employees or current employees’ promotions to higher positions.
a. Internal sources
Thereare some popular internal recruitment methods that are often applied,
including: internal advertisements (email, newsletters, forms…), word of mouth,
promotions, internal employee’s referrals, retired employees for temporary or
contract positions, present/temporary employees to permanent positions, former
employees for part-time, freelancer orwork at home.
* Advantages of internal recruitment
- Nocost and less time consuming
- No need training
- Builds strong relationship with employees
- Motivates others of hard work to get high positions
- Easy to pick best talents within an organization very quick


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- Long stay with the company when promoted to high position
* Disadvantages of internal recruitment
- The positions of the persons who are promoted will be vacant.
- There may be partiality in promoting employees.
- No new opportunities for external candidates.
b. External sources
This involves recruiting a candidate from references, networks, job portals or
they may approach recruitment agencies. In order to compete with other companies
and increase standard, employers hunt for best talents working for other top
companies.
* Methods of external recruitment
Some majorexternal recruitment methods are job portals, internal and external
employee referrals, and recruitment/headhunting agencies, job advertisements on
websites, newspapers, campus recruitment and walk-in.
* Advantages ofexternal recruitment
- Create new opportunities for external employees.
- Best candidates can be placed for the roles.
- Increase the percentage ofselection.
- There are fewer chances for relationship.
- Able to recruit the skills needed.
* Disadvantages ofexternal recruitment
- It is very costly. Because of advertisements, test medical examination etc.,

has to be conducted. Selecting candidate from external sourcesconsumes more time
than internal sources.

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1.3.3. General Human resources recruitment process
In order to have a good HR recruitment, it is very important for organizations
or companies to have a recruitment process. Every organization or enterprise can
build itself a recruitment process, depending on its own particular characteristics of
each business type, but basically, H recruitment process in businessisoften carried
out following 9 below steps:
Identify recruitment demand

Recruitment announcement and attracting labor
Collect and screen application files
Hold primary interview
Hold entrance test

Evaluate candidates
Background/ Health check
Make recruitment decision
Integrate new employees

Figure 1: HR recruitment process in business
(Source: (Dung, 2005)

a. Identify recruitment demand
This stage focuses on identifying clearly the demand of labor in the business.
This is necessary for administrators know precisely the quantity, types of personnel
and other requirements for vacancy. The stage starts with work analysis which
provides essential information of traits and requirements of the job in relation to
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other work. Based on this data, managers may investigate the following questions:
This position requires short of long-term person? This position requires any
profession, degree or specialized consciousness? Whether recruit a new staff is
necessary? What are the standards of profession, health status, personal ability, etc.
for this position?
After having the answers, enterprises can select the optimal choice of hiring or
using another alternative technique for recruitment, for instance, working overtime,
processing contracts (for producing enterprise), recruiting seasonal employees and
outsourcing
b. Recruitment announcement
The aim of this stage is to attract applicants from different sources to increase
the number of selections and reach desired results. To complete this objective, 3
following steps should be implemented: design announcement, specify the place of
information and notify the information of recruitment. Designing content and form
of bulletin is an essential step to make sure that it attracts the applicant’s attention.
The content of bulletin should illustrate clearly the following information:
- Introduction of enterprise and vacancy to help candidates have better
comprehension about reputation of enterprise and attraction of this job

- Functions, responsibilities and mission of the job for candidates
- Interests for selected person such as salary, opportunity of training or
studying, promotion, working environment, etc.
- Instructions for administrative procedures, curriculum vitae and keeping
contact with enterprise
* Several kind of notification for recruitment can be applied, such as:
- Notices on multi-media
- Announce recruitment demand on the notice board of enterprise
- Cooperate with universities, colleges and center of training for seeking
suitable candidates with position requirements.
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- Co-operate with mediate agency to announce, search and attract appropriate
applicants.
- Take advantages of the Internet and Social Media
Those notifications should be clear and briefly present basic requirements of
the job for the candidates such as salary, educational degrees, virtue and personal
characters and abilities
c. Collecting and screening application files
This stage is to examine the suitability of the standards of the candidates who
take part in the recruitment and non-select inappropriate candidates to minimize
costs for enterprises and applicants as well. Recording and categorizing of resumes
for further usage will be necessary. Candidates must submit to enterprises the
following documents:
- Application form

- CV certified by local authorities
- Certificate of health status issued by hospitals.
- Certification and professional degrees, skills and abilities of candidates.
The issue of examining and screening the application forms is to find out the
candidates that not meet the basic requirements of enterprise. This process is
particularly essential when there is a numerous number of applications form.
d. Hold preliminary interview
Preliminary interview often take up from 5 to 10 minutes which is used to
eliminate unsuitable person or person have worse performance than the others who
did not being find out in previous stage.
e. Hold entrance contest
After minimizing the quantity of inappropriate persons through screening
application forms and preliminary interview, the administrator prepare a contest to

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find out the most suitable persons for the job vacancy. A competitive test can be
implemented in various forms, depending on the particular kind of job. There are 2
major kind of entrance exam in basic, including writing and speaking test, or
mixture of both types. Writing test is usually used to audit the awareness level
persons in various areas such as language, social knowledge and law ... Meanwhile;
writing exam can be hold under the forms of essay. Test of communication ability is
usually in form of direct interview. This is an opportunity for administrators and
candidates to have comprehension between each other. By the second interview,
enterprise can examine more carefully the persons on many aspects such as working

experience, degrees, personal personality and ability to get along with other people
and real ability to adapt to the working environments, etc. and even their
appearance.
f. Evaluate candidates
After screening, enterprise will have necessary information and different
interviewers will have different feelings about applicants. Next, they can use the
methods of marking in drafted criteria:
- Educational degree
- Working experience
- Technical and personal skills
- Motivation
g. Health check
This stage is to make sure that the health status of candidates can meet the
requirements of the job and they currently do not suffer any diseases. Although
being qualified with the assessment of education, knowledge, skills and behaviors
as well, enterprise cannot hire them if health status of candidate is not guaranteed.
h. Make recruitment decision
All steps in the recruitment process are very important but the most important
step is the making recruitment decision or eliminating candidates. To improve the

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accuracy of recruitment decisions, it is absolute to develop a abstract of the
candidate profiles and consider carefully the candidates who are going to be an
employee. The contents of a recruitment decision include:

- Time and place of work, position assigned.
- Working and breaking modes
- Conditions of labor safety and hygiene.
- Rights of people who are employed.
- Duties and powers of the employer.
- The duration of employment.
- The rules for severance, termination, settlement of disputes.
i. Integrate new employees
"An employee who is employed in a company without going through the program
of integration into the working environment is like a Vietnamese employee who is
sent to work at a company in Europe - US without being furnished. Consequently,
the employee is lonely, like a fish out of water, causing mistakes, work inefficiently
and then give out the worst result" (Than, 2007). The first aim of the integration
program into the working environment is to help new employees adapt to the
organization. It is a program that introduces all matters related to the company like
policies, rules or tasks that new employees will take responsibility. They also need
to know information such as procedures, wages, welfare, safety, relationships in the
organization.

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CHAPTER II: CURRENT SITUATION OF HUMAN
RESOURCES RECRUITMENT AT VIETNAM OCEAN
SHIPPING JOINT-STOCK COMPANY (VOSCO).

2.1. Overviewof Vietnam Ocean Shipping Joint-Stock Company
2.1.1. Introductionof Vietnam Ocean Shipping Joint-Stock Company

Figure 2: VOSCO’s headquarters are located at No. 215 Lach Tray, Ngo
Quyen District, HaiPhong City, Viet Nam.
Vietnam Ocean Shipping Joint-Stock Company headquarters are located at
No. 215 Lach Tray, Ngo Quyen District, HaiPhong City, Viet Nam. Vietnam Ocean
Shipping Joint-Stock Company (VOSCO), officially operating since January 1st,
2008, based on the conversion laid by Vietnam Ocean Shipping (VOSCO) which
was established on July 1st, 1970.
Since founding in 1970, VOSCO has made great, and efforts continuously
expand, develop and improve its fleet. VOSCO currently is having a diverse fleet of
modern ships comprising general cargo, bulk carriers, product tankers and container
vessels trading worldwide.
Shipping is the main business activity of VOSCO. VOSCO not only is the
ship-owner, direct manage and other ship operators but also to participate in
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Recommendations to enhance Human Resources Recruitment process at
Vietnam Ocean Shipping Joint-Stock Company (VOSCO)
activities such as: chartering, ships selling and purchasing, and other related
services through its subsidiaries and branches as agency services, freight forwarding
& logistics; ship repair service and supply lubricants and materials; provide crews ...
as well as joint venture and associates activities.
VOSCO has efficiently established, implemented, maintained and operated the
Safety, Quality and Environment management system (SQEMS) which has been
developed and continuously improved in accordance with regulations and standard

of International Safety Management Code (ISM Code), ISO 9001:2008 and
Maritime Labor Convention. (VOSCO, 2012)
VOSCO has the largest transport capacity in Vietnam. VOSCO is the largest
company in Vietnam in terms of transport capacity, VOSCO fleet has a total
tonnage of 600,000 DWT close, about 20% of the total shipping capacity of the
Vietnam Maritime Corporation (VINALINES) and 10% of the national fleet.
About international competitiveness: VOSCO is one of very few companies
shipping Vietnam have the ability to operate and compete on international markets.
The company is able to manage and exploit the ship, proactive seeking clients and
output markets, exploitation and operation of ships not being dependent on other
partners.
With a long history of service and commitment to the maritime industry,
VOSCO is proud to be one of the leading shipping companies in Vietnam, serving a
numerous customers of domestic and overseas. VOSCO iscommitment to high
quality, professional, reliable service and ensure that VOSCO will provide quality
transportation services, professional and reputable help to the customers.
2.1.2. Brief history
* The process of formation of the company can be summarized as follows:
 Name of company: Vietnam Ocean Shipping Joint-stock Company.
 Date of establish: July 1st, 1970 on the basis of merging 3 fleets: Self,
Liberation and Win, keeping transportation duties during periods of war against
America.

DANG THI PHUONG HOA –GMA02

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Recommendations to enhance Human Resources Recruitment process at
Vietnam Ocean Shipping Joint-Stock Company (VOSCO)

 The functions, duties and scope of activities: marine transport business,
service, agent, broker, import, export, agency supplies, equipment and spare parts,
lubricants, chemicals and many type of paints. In addition, the company also has
many different services such as: multimodal transport services, labor supply
maritime industry in domestic and foreign market.

Figure 3: The image of VOSCO’s headquarters in HaiPhong.
- In 1956: Established State-owned “Sea-River Transport Corporation”.
- In 1964: Separated River-way part intoCompany 102, Sea-way part into
Vietnam Sea Transport Company (Company101). Takeover QuangBinh fishing
fleets - iron shell fishing vessels - founded Company103.
- On October 4th, 1966: Maritime Administration decided to dissolve the
Vietnam Sea Transport Company to establish:
 “Liberation fleet”: manage maritime transport fleet and ships and large
vessels (large vessels evacuated mainly to China, waiting for an opportunity the
enemy northern ceasefire so comeback to transport in zones 4).
 “Win fleet”: manage River-way route transport fleet.
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