TOPIC: SOLUTIONS TO IMPROVE THE QUALITY
OF RECRUIMENT WORK AT KHA KIM TRADING
SERVICES J.S.C
ABSTRACT
Human resource recruitment plays a particularly important and indispensable role
for businesses. The recruitment of human resources helps enterprises supplement
the previous shortage of human resources and provide enterprises with a highquality labor force - enthusiastic, creative, and skilled people. In addition,
recruitment has another big role. It is the starting stage of the human resource
management process, if this stage is handled well, the next stages can operate
smoothly. Recruiting good staff will create business efficiency and bring profits to
the business. Besides, it also keeps the business sustainable competitive. Having
more and more talent, the business is able to hold its head high and "fight" with
strong competitors.
Kha Kim Service Trading Joint Stock Company is a prestigious company in the
field of cosmetics. Therefore, the Company has focused on human resource
recruitment to attract and select qualified people to meet the job requirements,
thereby contributing to making the company's the production and business
activities more effective. However, the recruitment of human resources at the
Company still has some difficulties and has not achieved the desired effect. Some
disadvantages such as it takes a long time to manage job posting accounts and
candidates' profiles on the different job posting sites, stereotyped recruitment
process, recruiters do not understand clearly the job requirements to be recruited,
not exploiting the full capacity of the candidate, etc.


Recognizing the complexity and importance of human resource recruitment as well
as the need to improve and improve the efficiency of the recruitment process, along
with the knowledge equipped at the school and the practical research. During the
internship in the graduation thesis at Kha Kim Trading and Service Joint Stock
Company, so he decided to choose the research topic "Solutions to improve the
quality of recruitment work at Kha Kim trading services JSC" to make a practical

report graduation practice. This topic aims to present the core issues of human
resource recruitment, the current situation of recruitment in the Company, thereby
offering some solutions to improve the human resource recruitment of the
Company Kha Kim Trading Service Joint Stock Company.

Keywords: The importance of recruiting human resources, the previous shortage of
human resources, situation.


CHAPTER I: OVERVIEW
1.1 Overview of Kha Kim trading services J.S.C
Figure
1.1: Kha
Kim Beauty
Human Resources
Kha Kim
trading
services
J.S.C
Department, 2021

Abbreviations: KHA KIM BEAUTY
Tax code: 0314626045 issued on
14/09/2017
Legal

representative:

Nguyen


Huu Thanh
Address: 198/B7 Hoang Van
Source:
Thu, Ward 9, Phu Nhuan Disttrict, HCM
City [ CITATION Kha \l 1033 ]

Kha Kim Beauty is a company that imports and distributes
genuine wholesale - retail, online cosmetics. Born with the desire
to form a chain of top beauty products for women. Kha Kim
Beauty believes that every woman has her own beauty and
always has confidence in herself. Grasping this mentality, Kha Kim
is always looking for an answer to the question "What is the
essence of beauty?" With more than 3 years of establishment and
development, Kha Kim said that the most accurate solution is:
“Natural cosmetics not only help women improve the beauty, but
also bring safety, thanks to the green fresh in each production
material.”
After many years of launching in the Vietnam market, Kha Kim
Beauty has cooperated with some famous brands from China,
Korea, Japan and some European countries such as Sk - II, O'HUI,
Coreana, L'oreal, MAC, etc. With a smart business strategy, a
reputation in every world, Kha Kim Beauty has gained the trust of
1


these brands, to become the No. 1 supplier-distributor in Vietnam.
With total charter capital of 10,000,000,000 VND, after more than
3 years of operation, Kha Kim has also expanded his business
mindset, creating many development opportunities in the market.
[ CITATION Kha \l 1033 ]

Figure 1.2: Logo
of Light Human
Light Human
Company
is a Company
company has the task of proposing

effective HR strategies
in use and building a
reasonable

human

resource model for the
business.
businesses

Helping
solve

[ CITATION Lig \l 1033 ]
recruitmentSource:
problems,
salary solutions, and consulting policies on

personnel restructuring, etc. Formed in April 2020, under the
leadership of Kha Kim, Light Human is increasingly grown stronger
when signing contracts with many major partners. Located at
127/2 Hoang Hoa Tham, district Phu Nhuan, HCMC. Light House
owns the 6th-floor office of the Light House Building. [ CITATION

Lig \l 1033 ]
1.2. Company organization structure, vision, mission and
value
1.2.1. Organization Structure
Figure 1.3: The organization structure

2


Source: The HR Department of Kha Kim Beauty

The Board of Directors is the leader, leads, and has full power to
decide all Kha Kim. To help manage Kha Kim's business, the
Deputy Director handles the work on behalf of the Director and
reviews and signs the company's documents.
Human Resources Department is responsible for managing the
finance, organization, and administration of the whole Company.
The Human Resources Department has responsibilities in many
areas of work at Kha Kim, such as updating staff status,
implementing document processing, developing salary policies
and remuneration policies for employees. At the same time,
human resources are responsible for maintaining, expanding
human resources for the stable and long-term development of the
Company.
Telesales Department is responsible for performing telephone
sales, to introduce products and services and persuade customers
3


to buy. In addition, the Telesales room also helps Kha Kim

reconnect and take care of old customers. Maintain stable
relationships for Kha Kim with customers, Kha Kim with partners.
Marketing Department has the task of image promotion and
market analysis. The market here includes Marketing in general,
competitor market, consumer demand analysis market, etc.
IT

Department:

Responsible

for

the

system

of

hardware

equipment and software that the Company uses. Conducting
inspection and maintenance of technical equipment and software
installed in each machine ... In addition, the IT department is also
responsible for building Kha Kim's general IT development
strategy. [ CITATION UEH \l 1033 ]
Accounting Department: Update the revenue - expenditure
situation every day, every quarter. Check and supervise business
documents, accounting data at the company, and calculate the
salary for the employees.

Support Department is to assist in arranging goods in the
warehouse, coordinating products, and importing - exporting
goods. Note and confirm the issue of out of stock, defective
goods, returned goods, etc.
1.2.2. Mission and vision of Kha Kim Beauty
Mission: Kha Kim Beauty was born with the mission of providing
customers with perfect products and the best customer service.
Always listen to feedback and take steps to change quickly to suit
the skincare and health needs of customers. With the concept:
"Customer satisfaction depends on the quality and service we
4


create", Kha Kim always puts sophistication on each product.
Ensuring the prestige and quality of each service that we provide
to customers.
Vision: Kha Kim was born with the aim of improving the beauty of
women through products derived from natural sources and
natural herbs. Kha Kim hopes that in the near future, he can
produce more quality products and become the leading wholesale
and retail cosmetic distributor in Vietnam. Since then, expanding
its vision to Asian countries, becoming the No. 1 cosmetic
distributor in Asia.
1.3. Introduction to the HR department
The human resources department is considered an important
department. Therefore, the arrangement and division of labor and
resources by the capacity and professional qualifications will
maximize the capacity and passion of the employees. Below is a
table of labor tracking to store and control inherent labor
resources. Since then, the company can easily regulate the

human resources that are more suitable each year.
In general, the labor level of Kha Kim Beauty Salon over the years
has had a significant change in quantity and quality. Specifically,
we see as follows: The number of employees in the period of 2018
- 2020 has steadily increased (an average annual increase of
about 1.03%). Labor qualification in the period of 2018 - 2020 has
steadily

increased

(University

level

Intermediate level decrease).

5

increases,

College

and


In order to ensure a stable and developing human resource, Kha
Kim Beauty has built up qualification requirements for the
majority of job positions at the company. So the number of
personnel with lower qualifications will be partially limited.
Through here, it can be seen that Kha Kim focuses quite on

human resources, or more precisely, recruitment.
1.4. Business results analysis
Table 1.2: Production and business
results of Kha Kim Beauty in the period

Kha Kim Beauty was
established
experiencing

of 2018 - 2020.

difficulties
surprises

in

2017,
many
and
when

entering the business
path. In particular, Kha
Kim

gives

himself

a


vision in high positions,
Kha Kim must always
try to achieve certain
achievements, enroll in
the market. Over the
past three years, with
relentless efforts, Kha
Kim

has

achieved

some proud numbers,
clearly shown in the statistical results of production and business
from 2018 to 2020.
6


Source: Sales Department of Kha Kim
Beauty

7


CHAPTER II: STATUS ANALYSIS OF HUMAN RECRUITMENT
AT KHA KIM TRADING SERVICE JOINT STOCK COMPANY
2.1 The situation of human resources fluctuations at Kha
Table 2.1: Personnel situation at Kha Kim Trading Joint

Stock Company in the period of 2018 – 2020.

Kim Trading And Trading Joint Stock Company in the
period of 2018 – 2020.

From the data, the personnel situation of Kha Kim is relatively
stable, there is not much volatility. However, the number of
recruits is high but the number of candidates staying with Kha
Kim is very small. So where's the problem? In response to this
question, a more detailed analysis of the current situation of
recruitment at Kha Kim.

Source: HR Department
8 of Kha Kim
Beauty


2.2 The problem of finding suitable candidates for
recruitment at Kha Kim Trading and Service Joint Stock
Company
2.2.1 The problem of finding suitable candidates for
recruitment
Through the company's recruitment process, according to the
theory of human resource recruitment, in the actual process, Kha
Kim Beauty Company is facing a problem, which is the evaluation
of the effectiveness of the recruitment process and the remaining
time shortcoming. This can adversely affect the following
recruitment processes, as it is impossible to know if the
company's recruitment process is effective or not and is working
on it. That is a problem that has not focused on internal human

resources, often looking to internal human resources when unable
to recruit personnel from outside. According to difficulties in
recruiting and appointing candidates, the interview rejection rate
high problem. The problem is that the human resources
department at Kha Kim Beauty is created according to the
framework, there is no creativity in the recruitment process, in
order to create attractiveness for candidates. That is, according to
observations, seeing that the company put the job description,
most of the staff in the human resources department put the
description in the post, there was no new creativity. Therefore, the
number of applications is very small, because the staff when
posting JD is too sloppy and unprofessional.

9


In general, besides the achieved results, there are also some
problems in recruitment at the company: Recruitment has not
been paid enough attention, the company has only identified the
correct recruitment source, and there is no specific campaign to
promote the Company. If you just stop at the job announcement,
it will be difficult to attract many job applications to the company.
Thus, preventing diversity and richness in later selection. The
source of candidates is available, but the screening of resumes
according to the hierarchy of qualifications, limits the selection of
those who have the ability to work in reality.
The selection process is not carried out professionally, so it's
difficult to recognize obstacles from this problem, but when we
look at the psychological process in recruiting candidates, we see
limitations such as: Candidates do not know a lot of information

about the Company, especially information about benefits or
promotion opportunities, which candidates are most interested in
today. As a result, the candidate's psychology is not good, they
will lack interest when entering the next round, which is the
interview round by the direct leader, and at the same time cause
depression right from the pre-qualification interview.
The selection process is mainly two rounds of interviews, but if it
is

only

a

test

interview

for

a

prequalification

interview,

professional skills test in an interview by a direct leader will make
us feel like we are being interviewed at a university. The company
is simple, it is difficult to properly assess the candidate's ability,
moreover, it causes the candidate to lose his temper because
10



they are just graduates, have not been able to touch reality, the
candidate will be better in the field articles show skills of the
candidates. From this, it is also realized that the work of setting
specific standards for each job position to hire employees has not
been effective. Lack of smooth coordination between activities in
human resource management makes recruitment difficult. It is
possible to recruit many people, but keeping them for long-term
employment at the company is not good.
The company has many problems due to a number of reasons:
Human resource planning, a very important task but has not been
planned closely, is difficult to implement. This is shown when it
only plans how many employees are missing but has not yet
determined what level of staffing is needed, the human resource
needs are determined only by estimation without accuracy. Job
analysis only stops at listing the list of tasks and work to be done
for a title, not much service for personnel selection. Moreover, it is
used for a long time without adjustment in each period, so it also
reduces the effectiveness of recruitment. The job description has
not been completed yet to serve the recruitment work, but it is
the main function of the job description. The selection process is
not in-depth, there is a lack of criteria for assessing candidates'
ability. Recruitment is done sloppily, lacks the attention of the
company's leaders as well as the implementation department,
benefits is a very good motivator in recruitment but have not
played that role yet. The quality of input recruitment is not high,
and finally, the arrangement of personnel is inefficient due to the
11



application of the trial and error method, not having a specific
plan, leading to lower and lower resources. Therefore, it is
necessary to make adjustments to the problem of shortcomings in
this work because the human factor is always the concern of the
company.
In fact, the company recruiting for the Back-End position is biased
towards IT, but the interns only know how to post on Facebook, so
this position has been posted by HR for a long time but still very
few candidates. Because the job posting is not in the right place,
the position requires high experience. It is necessary to invest in
websites with a high rate, to post jobs, you need a network.
Sources of recruitment from within are to promote those who are
employees in the company to higher positions. For this source of
recruitment, it is not necessary to go through the usual sevenstep process. Since they are all members working internally, they
only need to be considered by the leadership and conduct some
capacity tests to be able to advance to the vacant position. Kha
Kim Beauty will prioritize internal human resources for positions
that need a lot of experience such as Head of Department,
Assistant, and Secretary. To encourage the spirit of work, improve
the attachment to the business.
When candidates want to apply for this internal vacancy, it will be
suggested by their direct manager or their own superior. The head
of HR and recruitment staff will assign tasks to candidates (with
time requirements and requirements for job completion results).

12


This process is fully checked, monitored, and encouraged by Kha

Kim's Board of Directors.
Advantages: Fast, cost-effective but brings many [ CITATION Pha \l
1033 ]good results for both the candidate and the company.
Motivate employees to work, improve work productivity.
Disadvantage: Requires fair evaluation, based on matching
criteria. It is possible that the end result will cause disunity and
conflict.
When recruiting regular vacancies, Kha Kim will recruit external
resources that will bring job opportunities to everyone and
diversify human resources. There are many ways to create
recruitment sources that Kha Kim is currently using: Posting job
advertisements, recruiting from Universities - Colleges through
job fairs, hiring Recruitment services
Advantages: Kha Kim will receive abundant and diverse human
resources to develop, expand and restructure human resources.
At the same time, the new human resources will point out the
gaps in the human resources system, helping us to promptly
complete.
Disadvantage: Time-consuming and expensive. The quality of
recruitment waves may not be the same, so it is difficult to
compare and learn from experience. There should be a process
for applicants to integrate.[ CITATION Pha \l 1033 ]
2.2.2. Recruitment situation at Kha Kim Trading Joint
Stock Company.

13


The first step is to prepare for the hiring. In this step, in order to
do well in the preparation work, it is necessary to understand the

recruitment process well and do well in learning about the
position the company is recruiting for, such as reading the job
description and analyzing the requirements required in the
position. candidate. about the nature of the position to be filled. A
content that attracts candidates is content that does not contain
too much recruitment information, but only contains the main
content

and

includes

the

application

method

or

contact

information. Similar to the content, the job posting needs to be
designed to be eye-catching but still make it clear how the job
needs to be done. The recruitment plan includes 5 contents:
• Identify recruitment needs, recruitment needs will change in
each recruitment period. The correct identification of recruitment
needs will help the recruitment work to take place in an orderly
and in the right direction. This includes the accuracy of the
number of people employed, the length of time to hire, the

estimated budget, the qualifications required for the position, the
education and character requirements. This is a step for
employers to consider and evaluate the urgency of the job
requirements.
• A general hiring plan that includes all of the steps in
determining hiring needs above. In the general plan, there will be
a number of candidates to recruit for each position, determine the
investment fee for recruitment and establish the methods of
receiving applications.
14


• Submitting to the Head of Human Resources Department and
asking for opinions: To ensure working principles, all plans must
be submitted to the Head of Department.
• Detailed recruitment plan: After being added and revised, the
general recruitment plan has become a complete and feasible
version. HR needs to finalize the comments from the Head of
Department and start implementing its plans.
• Implementation of the approved plan: Conduct recruitment
according to the roadmap in the plan. Stick to the previously
noted time, quantity, and plan.
The second step is to advertise the job by conveying a document
that exposes the requirements and nature of the business to
everyone. The recruitment contents of Kha Kim include Names of
positions

and

positions


to

be

recruited;

Salary

bracket,

commission and other benefits; Requirements on education and
skills; Working time and address; Application deadlines and
submission methods.
Kha Kim is always transparent in recruitment, not hiding about
the salary and welfare benefits of the job position. In particular,
clearly specifying information about the time and place creates
the trust of candidates with Kha Kim. Because nowadays, there
are many business models that take advantage of the name "Job
Model Center" to trick young people into finding jobs, especially
fresh graduates or those in provinces and cities to start a
business. Therefore, recruitment information must ensure honesty
and objective factors to attract people's applications. Here's a
15


look at a specific example of two ways to announce the hiring I
learned during my time at Kha Kim:
Figure 2.2: Recruitment news


Figure 2.1: Recruitment news

Source: Nguyen Thi Bich Tram

As can be seen, this photo only includes the Title name, 3 points
of professional knowledge, and contact of the poster. In this case,
the position of Design Trainees does not require too much
experience and education, because this position is an opportunity
for you who are passionate about design to learn and work. So
that's why I designed a somewhat monotonous post template. So
how does this monotonous photo still attract a large number of
applicants? That's investing in writing content. If the post is
designed to be simple, the content of the post should go into
specifics. Make sure that the reader accurately captures all the
information in the recruitment post.[ CITATION UEH \l 1033 ]
The third step is to receive and screen documents. Profile
screening at Kha Kim Beauty is done based on some basic criteria
such as:
The presentation is neat and eye-catching. In addition, do not use
dark or too bright colors, but use neutral colors to create a sense

16


of elegance and taste. The content layout should be concise,
logical, and the title should stand out for easy recognition.
Experience and skills are two important factors that employers
and candidates both care about, if your experience and skills do
not match the job requirements, you should ignore them to save
time. For those of you who have experience but have not met the

requirements in the job description, we may still consider giving
you an opportunity after conducting the next interview steps.
The fourth step is preliminary interview. Kha Kim Beauty mainly
uses the form of preliminary phone interviews. Depending on the
complex or simple job position, the call duration will vary.
Typically, it lasts 7 to 10 minutes for normal positions and 15 to
20 minutes for more difficult positions. In addition, Kha Kim
Beauty also receives a preliminary interview 100% in English, to
ensure that the candidate's English proficiency test matches the
requirements of the vacancy.
During the preliminary interview, questions will be asked to
exploit

candidate

questions

can

be

information

and

consider

changed

flexibly


and

suitability.

creatively,

The

partly

depending on the candidate's answers. Only the end of the call is
enough to give an objective comment about the candidate and
the quality of his work. After selecting potential candidates, the
human resources department will send an invitation to the
candidate, taking the next step of the process.
The fifth step is a face-to-face interview. This interview round
aims to learn more about the candidate's expertise, qualifications,
17


skills, experience as well as assess the candidate's attitude. After
going through screening resumes and preliminary interviews, the
candidates who are evaluated well will participate in the face-toface interview round.
In this interview round, candidates will answer interview questions
given by the interview panel. The interview panel will consist of
two members: the representative of the Human Resources
department and the representative of the department and
department that are recruiting for the position, the interview will
last for a minimum of 30 minutes. Because to enter the face-toface interview round, the candidates also show a good attitude, so

the interview should not end 30 minutes earlier (unless the
candidate has a very negative attitude).
In terms of professionalism and interview skills, all department
heads and department heads do very well and have a colorful and
effective way of answering interviews. Usually, there will still be
some groups of questions such as personal groups, which are
chat-style interviews to find out the candidate's personality. A set
of technical questions is often asked by the hiring department to
see if a candidate is a good fit for the position for which they are
applying. The group of pressure questions is an important step,
not only can test the personality, ability to withstand pressure,
adaptability but also can see the candidate's working attitude
through expression. The group of questions to solve the situation
is a group of questions that challenge the candidate's agility and
ability to grasp situations and solve problems. After finishing a
18


series of questions, it will be time for Kim to answer the
candidate's questions and discuss more working conditions and
reach an agreement on salary.
At the end of the interview, the Council will meet to re-evaluate
each candidate, the candidates with good interview results will be
selected and then submitted to the Board of Directors for
approval. Next, the Human Resources department is responsible
for calling to announce the admission and will send an invitation
letter to the candidate to continue the recruitment process.
The sixth step is the candidate's probationary period. After
passing the interview, the candidate will have an internship at the
company for about 1 to 3 months (usually 2 months). To ensure

that the candidate's ability and knowledge will be suitable for the
position that the company is recruiting. Besides, candidates can
also know the working culture at the company and consider
whether it is really suitable for their own board or not. Because,
the conclusion of a labor contract is based on the principle of
voluntariness, equality, and benefits for both parties. Therefore,
the best way to receive respect from candidates is that we must
also respect candidates, properly perform the obligations and
responsibilities of the enterprise towards employees, and not
contravene the regulations under the law.
The seventh step is to make a formal hiring decision. This is the
final step to complete the recruitment process at Kha Kim Beauty.
Candidates who successfully complete the work during the
probationary period will be signed a labor contract. For potential
19


candidates who want to stay with the company, Kha Kim is willing
to pay candidates a salary higher than the initial agreement. As a
way

to

motivate

employees,

Kha

Kim


always

appreciates

candidates with good working attitude for training, capacity
building and skill training.
Immersed in this management ideology, the Human Resources
department in general or the Interview Council in particular are
partly influenced by Kha Kim's above leadership thought.
However, Kha Kim always gives recruitment results based on
candidates' strengths, attitudes and aspirations, and evaluates
candidates fairly and objectively. After signing the official labor
contract, Kha Kim Beauty also performed the job of "Integrating
New Employee", by introducing in front of the entire company and
sharing management views and organizational culture with the
company. New staff. In general, the integration process takes time
and should not be allowed to happen naturally. In order for Kha
Kim to get to know her new employee better, they will be able to
meet at lunches, meetings, etc.
2.3 Strengths and weaknesses analysis of recruitment at
Kha Kim Trading Service Joint Stock Company
2.3.1 Strengths
During my internship, I see the strengths of recruiting at Kha Kim
Beauty are investment in recruitment planning. Kha Kim always
makes detailed plans early and always does well in preparation
for recruitment. Write plan clearly and push enough about the
requirements and job description for the vacancy. Satisfying the
20



requirements of the time to receive the dossiers, the quantity to
be recruited, the time to finish the recruitment job; Ensure costsaving and no delay in progress. Promoting the strengths of the
preliminary interview, Kha Kim Beauty will exploit the candidate's
information and make a decision whether you are eligible to
participate in a face-to-face interview or not.
Kha Kim, with her initiative, applied the process to the company
selectively, without stereotypes, and rigidly. The steps in the
selection are very appropriate to apply to the selection. In order
to ensure the best execution of the process, the two most
important steps in the recruitment process are selection by profile
and by examination through the actual test.
At Kha Kim, sending emails is very important. The form of the
email shows the thoroughness and professionalism of the
recruiter. Therefore, it can be seen that writing an email to send
an interview invitation, a job invitation letter is presented very
logically, full of content with a formal form.
2.3.2 Weaknesses
2 Weaknesses
In addition to the results achieved, it was also found that Kha Kim
also had some limitations such as the screening of resumes was
somewhat wrong compared to the candidate's capacity. In fact, I
encountered a candidate who had the experience but failed to
show any of that ability in his application. For the screening of
resumes, it is necessary to pay attention to and compare the
experience and education, to avoid missing worthy candidates.
21


Kha Kim has not shared much about the company with

candidates: During the preliminary phone interview, Kha Kim
needs to share more with employees about the company, time,
and working address. Create interaction for candidates, stimulate
candidates to self-study. Bring the company's name closer to
young

people

and

build

trust

with

candidates.

Attracting

recruitment through social networking sites like Facebook, Zalo is
not enough. But there will still be candidates because recruitment
is rampant, but most of them are few and have no quality. Kha
Kim's influence is not big enough. Despite this, Kha Kim has
received many exclusive contracts from famous cosmetic brands.
But in terms of resonance and influence, Kha Kim has not yet
done it.
Therefore, despite creating a source of candidates, with the noise
of influencing factors when passing the preliminary interview
round, the candidate also feels disrespected or because the

communication is not good, so the candidate will not call again.
Therefore, it is very difficult for candidates to build trust and will
be easily discouraged. Have screened the right sources, must
respect that it is creating opportunities for candidates and
candidates who are also looking for work, so The source of
candidates is very important.

22


CHAPTER III: SOME RECOMMENDATIONS TO COMPLETE
HUMAN RECRUITMENT WORK AT KK TRADING AND SERVICE
JOINT STOCK COMPANY.
Selection is the most important task in realizing human resource
goals as well as orienting stable human resources for enterprises.
Recruitment is a task that needs to be invested and developed, so
that even after many generations of employees, the traditional
features of a human resource system are still effective and
inherited.
3.1. Human resources development orientation of KK
Trading and Service Joint Stock Company in the period of
2021 - 2024.
For her mission to become the largest cosmetic distributor in Asia,
Kha Kim needs to set a direction for stability in Vietnam in the
next 3-5 years, successfully build a brand name and make an
impression on customer international customers and partners. In
terms of the current business situation - Human resources,
through the process of learning and practicing at Kha Kim, I would
like to propose the following development ideas, which I hope will
be practical and feasible.

Firstly, improve English proficiency for the whole company,
English has long become a common language in many parts of
the world. If in the next 5 years, Kha Kim can fulfill her great
mission, it is very reasonable to learn to improve English from
now on. At the same time, Kha Kim should form a mandatory

23