Apprentice Report The Process Of Recruitment At Truong Thanh Plastic Co., Ltd

DỊCH VỤ VIẾT THUÊ ĐỀ TÀI TRỌN GÓI ZALO TELEGRAM : 0909 232 620
TẢI FLIE TÀI LIỆU – BAOCAOTHUCTAP.NET
people’s COMMITTEE OF DONG NAI PROVINCE
DONG NAI UNIVERSITY
FOREIGN LANGUAGE FACULTY
AT AT TRUONG THANH PLASTIC
CO., LTD.
Academic years: 2023

ACKNOWLEDGEMENTS
To complete the graduate internship report, I have received a lot of support
from teachers, family, friends...
I would like to extend my sincere thanks to teachers of Dong Nai University
have enthusiastically communicated to me of knowledge, experience of a lifetime
during the 4 years of training under the roof of the school.
During the fact-finding in the company, I have learned a lot of knowledge and
gather more information needed to cater for my thematic. Even there are just 4
weeks, this is the good opportunity to approach the author and reality of a business
unit economics.I would like to extend thanks to the directors, especially Marketing-
Sales department of at Truong Thanh Plastic CO., LTD supply all officials and
employees create favorable conditions for authors complete this symposium.
Finally, please send thank all family and friends sincerely for their support,
help me during the past
.
Full name of student

CƠ QUAN/ĐƠN VỊ CỘNG HÒA XÃ HỘI CHỦ NGHĨA VIỆT NAM
……………………. Độc lập – Tự do – Hạnh phúc
……………………. =============
………………., ngày ……. tháng ……. năm ….....
GIẤY TIẾP NHẬN SINH VIÊN THỰC TẬP
Cơ quan / Đơn vị: ....................................................................................................
Địa chỉ: ....................................................................................................................
Điện thoại: ……………………………….. Fax: ...................................................
Đồng ý tiếp nhận anh / chị: ……………………………Ngày sinh:………………
Là sinh viên trường Đại học Đồng Nai, khoa Ngoại ngữ: ......................................
Chuyên ngành:.........................................................................................................
Làm việc tại bộ phận:………………………………… của cơ quan / đơn vị chúng tôi
trong thời gian ………tháng, kể từ ngày …………………đến ngày.....................
Với nhiệm vụ:..........................................................................................................
Anh / Chị sinh viên lao động thực tế tại Cơ quan / Đơn vị chấp hành đúng nội qui kỷ
luật và phân công của Cơ quan / Đơn vị.
Xác nhận của Cơ quan / Đơn vị
(Ký và ghi rõ họ và tên, chức vụ, đóng dấu)

CƠ QUAN/ĐƠN VỊ CỘNG HÒA XÃ HỘI CHỦ NGHĨA VIỆT NAM
……………………. Độc lập – Tự do – Hạnh phúc
……………………. =============
………………., ngày ……. tháng ……. năm ….....
PHIẾU NHẬN XÉT THỰC TẬP
Họ và tên:……………………………………………. Sinh năm………………….
Là sinh viên lớp:…………………………. Khoa Ngoại ngữ: ……………………
Trường Đại Học Đồng Nai.
Lao động tại:...............................................................................................................
Nhận xét của Cơ quan / Doanh nghiệp: (Quí Cơ quan / Doanh nghiệp có thể nhận
xét theo các tiêu chí sau: Chấp hành nội qui, kỷ luật, giờ làm việc, chấp hành phân
công, tinh thần, thái độ lao động, khả năng ứng dụng kiến thức chuyên môn vào công
việc cụ thể.)
....................................................................................................................................
....................................................................................................................................
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....................................................................................................................................
....................................................................................................................................
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Họ và tên người nhận xét:
.................................................
Chức vụ: .................................
(Ký tên, đóng dấu)

UBND TỈNH ĐỒNG NAI CỘNG HÒA XÃ HỘI CHỦ NGHĨA VIỆT NAM
TRỪƠNG ĐẠI HỌC ĐỒNG NAI Độc lập – Tự do – Hạnh phúc
-------------------------- ----------------------------
BIÊN BẢN CHẤM BÁO CÁO THỰC TẬP
Họ và tên sinh viên: ........................................................................................
Sinh ngày:………………Lớp:…………….. Khoa;......................................
Điểm chấm từng phần:
STT Mục Điểm STT Mục Điểm
1 Company’s comment 7 Structures
2 Format 8 grammar
3 Introduction 9 Spelling
4 Overview 10 Bonus
5 Content
6 Conclusion
Cộng Cộng
Điểm tổng cộng: ……………. (in written: ………………………………….)
Nhận xét chung:
...........................................................................................................................
...........................................................................................................................
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Ngày ………tháng…….. năm………….
Instructor’s signature

1.INTRODUCTION
1.1. Purposes of the internship
Before the turnaround of the economy to market in the next years, to
continue to exist and develop, besides offering effective business strategies,
research, explore the solutions, directions aimed at coordinating the human
management is imposed with the aim of development of enterprise organization,
use of human resources as a weapon strong competition is one of the core
problems was the company Formed mostly interested.
To contribute to the common goal of improving the effectiveness of
human resource management, So I choose the subject " THE PROCESS OF
RECRUITMENT AT TRUONG THANH PLASTIC CO., LTD. "
1.2. Abtract of the internship
A number of documents relating to human resources management, grants
the Group solutions in recruitment and training to contribute to improve the
existing exists in recruitment, training in Globalsteel company. However,
effective recruitment, training will depend very much on the Formed company
has committed sufficient and properly process right from the start or not.
Through internships at the company, I noticed an employee's HR is quite
interesting. In the past the practice, I was the guide and very enthusiastic. I am
actively working on and completing tasks. As an intern, in the fact I've learned
many experiences, proactively discuss when would don't understand about the
job, boldly of communicating over. With this position, the capacity of the work
itself is very accurately through the degree of completion of the work assigned.
I'm glad I finished well in the internship.

II.OVERVIEW OF THE TRUONG THANH PLASTIC CO., LTD THE
LIMITED
1.1.Brief Description of the Truong Thanh Plastic CO., LTD.
Trade name: Truong Thanh Plastic CO., LTD
Tax code: 0303392194
Address: 312 Thai Phien, 8 Ward, 11 District, Ho Chi Minh City
business license: 0304373081 - date of issue: 30/05/2006
• Active Date: 01/10/2009
• Phone: 0839636647 - Fax: 0839636647
• Director: LÂM TƯ YẾN
Field operations: the Interior distribution.
Vision: leading the field of Interior distribution segment of the Middle-senior in
Vietnam.
Mission: to shorten the distance of space and time, potential and capacity.
a core value of the company's capacity for the specific segment.
1.2.History of the Truong Thanh Plastic CO., LTD.
In 2006, comes from the idea of giving consumers in all walks of society in the
house with the Nice furniture plastic, luxury, space suits and class, Truong
Thanh Plastic CO., LTD is established to perform that mission. Production and
trading supplies plastic.
Initially operated only 6-7 employees full of enthusiasm, the company has
walked the first steps on the way of demanding business challenges. Thanks to
the reputation in the business and the best efforts of our staff have helped put
more and more products are present in the family not only in Ho Chi Minh City

but also in other provinces, bring back the confidence of consumers with the
company's products.
For more than 12 years of establishment and development, with disambiguation
“Truong Thanh Plastic- quality of life” employees always try further efforts
to give our customers the best products and the most perfect service to be able
to satisfy all the most demanding customers.
The result is that now the company has reputation in the western provinces and
Ho Chi Minh City and other areas in General.
1.3. Functions
According to business category in the business registration license and purpose
of establishment.
- Business furniture plastic for offices, houses ...
- Interior plastic design.
1.2.2 Missions
For customers:
Trading orders for a quick, quality. Implementation of the warranty
service, the customer care with the right rules and contracts. Distribution of
industrial products in order to satisfy the diverse needs of customers.
For companies:
Use capital efficiently and capital development, implement business
objectives. The mission to shorten the distance of space and time, potential and
capacity. Build long term business strategies. Serious Executive safe mode of
labor, social security, protection of the environment at the same time attention
to the interests of workers.

1.4.Organizational structure
Chart 1:Organizational structure of Tuan Thanh Truong Thanh Plastic
Managing Director:
Responsible for controlling and deciding all things in company including
transactions, negotiation, signing…. He has to have an overview look for all
things in company, the long term and short term goals for everyone in company.
He also manages internal policies and external policies and takes full
responsibility in laws.
Sales department:
Strategy business development of the company in each stage; find potential
customers and keeps contact with old customers, records all charges, provides
information and quotations. counsels investment plan and implement the
projects; chairing the company's annual business planning in each month,
quarter, year and plan short, medium term long term, as required by the
corporate leadership; statistics, General implementation of the work of
production and business of the company and the other work assigned by.
Design department:
Advise and assist the Directors carried out the work related to product design as
requested by customers, the company's requirements.
Responsible before the board of directors and customers of the outcome of the
product design.
Accounting Marketing
Sales
Director
Human
resources
Design

To preside over the design and give the company's director of product approval.
Human resources
Build the structure, organization, functions and tasks of the Board room,
Department, building human resource development strategy of the company;
build processes, regulation of human activities and the organization of human
activities: recruitment, training, planning, appointment, make the right mode,
emulate, reward, etc. Monitor and supervise compliance with rules, regulations,
made pursuant to the employees disciplinary, do update, track and record
management, information resources, addressing the holiday, ...
Marketing department:
Using the media to promote products.
Marketing research and information, find out customer’s need.
Preparation of documents and forecast market revenue.
Survey of behaviors to use potential customers.
Market segmentation, targeting, brand positioning.
Develop and implement strategic marketing plans as 4P: product, price, place,
promotion;. This is the general skill of the entire process in order to incorporate
the 4P and 4C.
Accounting
Advised Directors about the company's financial activities, the Organization
conducted the statistical accounting system that the State's regulations, good
management of supplies, the company's venture capital funds and is responsible
for monitoring the use of funds, materials and ensures that the business
activities of the company.

In coordination with planning and materials addressing the procedure for
liquidation of business contracts after completion.
1.1.5. Business Operation Performance of Truong Thanh Plastic for the
period 2015-2017
Through three years of business activities, Truong Thanh Plastic achieved the
profit which in more and more increasing during three years, as in table 1.3
Table 1.1: Data of Truong Thanh Plastic Business Activities 2015-2017
Unit: VND
Items Year 2015 Year 2016 Year 2017
1- Sales revenue
25,394,877,565
40,024,986,544 45,392,876,432
2- Cost of sold goods
19,849,378,658
31,456,789,233 35,885,679,392
3 - Interest expenses 500,369,456 589,079,454 604,102,271
4 - Corporate income tax 230,567,888 305,678,943 350,564,478
5- Profit after tax 4,814,561,563 7,673,438,914 8,552,530,291
Sales and service delivery revenue sharply increased from more than 25
billion VND in 2015 to 40 billion VND in 2016, then gradually went up to more
than 43 billion VND in 2017 (Figure 1.3). This is a rewarding result for the
company's staff. It helps profit went up to 7,67 billion VND and 8,88 billion
VND respectively.
Figure 1.1: Sales Revenue 2015-2017

Costs have been also increased during three years as described in Figure
1.6.
-
5,000,000,000
10,000,000,000
15,000,000,000
20,000,000,000
25,000,000,000
30,000,000,000
35,000,000,000
40,000,000,000
45,000,000,000
50,000,000,000
Year 2015 Year 2016 Year 2017
Sales revenue

Figure 1.2: Costs of Truong Thanh Plastic in 2015-2017
The costs of sold goods was high and has increased step by step during
three years because of increasing production and revenue. Moreover, interest
expenses also increased 3 years ago because interest rate and loans went up.
Truong Thanh Plastic borrowed more money from some banks to enlarge its
business. Besides, income tax also went up as well because of revenue going up.
-
5,000,000,000
10,000,000,000
15,000,000,000
20,000,000,000
25,000,000,000
30,000,000,000
35,000,000,000
40,000,000,000
Year 2015 Year 2016 Year 2017
2- Cost of sold goods 19,849,378,658 31,456,789,233 35,885,679,392
3 - Interest expenses 500,369,456 589,079,454 604,102,271
4 - Corporate income tax 230,567,888 305,678,943 350,564,478
Costs

III. PROCESS OF RECRUITMENT AT TRUONG THANH PLASTIC
COMPANY
2.1.The situation personnel of Truong Thanh Plastic company
Table 2.1: The labour structure
Unit: Person
TT
Objective consciousness
2016 2017
Number (%) Number (%)
01 Number of employees 52 100 53 100
02 Gender
- Male
- Female
40
12
77
23
41
12
77,3
22.7
03 Age
- 20 → 30
- 31 → 40
- Over 40
24
19
9
46.15
36.54
17.31
25
19
9
47.17
35.58
16.98
04 Level
- University
- College
36
16
69.2
30.8
36
17
67.9
33.2
5
Density of
labour
- Direct labor 35 67.31 36 67.92
- Indirect labor 17 32.69 17 32.08
* Analysis of the number of employees:
Number of employees of the Company in 2016 was 52 people, including 40
men, accounting for 77% of all companies. 1 person in 2017 increased the
number of employees in the company almost stable and the change is not
significant.

* Analysis of the quality of labor
is a company active in the field of business and commercial production should
company employees in many different levels. Labor quality in the company is
expressed through the level of each employee. 2016 The company has 36
employees at the college level accounted for 69.2% less than the total number of
employees is maintained in subsequent years. Number of employees with
university degrees increased to 1% of the total, accounting for 33.2 employees,
We can see the quality of the Company employees is almost not changed much
in the last 2 years.
* Analysis of the age of labor
In the company, the workforce from 25 to 30 years old make up the majority,
then to the workforce from 31-40 years old. Ranked 3rd in the company's
workforce over age 40. Overall labor force at the company did not change much
in terms of quantity and quality. In total, the number of labor workers aged 20-
30 accounted for the relatively high rate of the advalvetages of this is a
company in the service industry requires dynamism, creativity and youth.
2.2 The process of recruitment at Truong Thanh Plastic company
2.2.1 Recruitment and selection process of Truong Thanh Plastic company
Staff recruitment and selection process of Truong Thanh Plastic company is
one of the most important tasks of HR department. This process is carried out
by a recruitment team of HR department including a leader and two recruitment
consultants. These officers will recruit new employees for both head office and
member companies around the whole country.
The purpose of recruitment and selection process is to ensure high – quality
employees to meet the company needs of manpower, which supports it in
development.

Recruitment and selection process of Truong Thanh Plastic company follows
some rules that are set up by HR manager and the CEO.
- Head office has authority to decide all issues related to recruitment (hiring
official and seasonal labor) at head office and member companies.
- Recruitment process has to consistent with procedures and rules of the
company. Operation of recruitment process secures publicity, transparency
and equity among applicants.
- Carrying out recruitment process has to be based on the foundations of staff,
annual recruitment plans, recruitment addition plans, sudden recruitment
addition proposals that are approved by the managers. In other special cases,
CEO will make decision and give detailed directions.
- Applicants need to satisfy requirements are written in job specification. These
abilities of applicants are suitable for each specific job position. In case of the
same level of satisfy, Truong Thanh Plastic company will prior to applicants
who have more experiences related to insurance, finance and banking.
Process of recruitment and selection at Truong Thanh Plastic company is
described as the figure below.

Chart 2.2: Staff recruitment and selection process of
Truong Thanh Plastic company
Recruitment needs
Search for candidates
Assessment of options
Selection
Interview candidates
Hiring decisions
Integration Guide

2.2.1.1.Recruitment needs
Head of the departments requesting the position needs to recruit and fill
required recruitment
Staff recruitment recruitment requirements review and collated with the HR
plan annually. HR recruitment requests must have the approval of the Board of
Directors.
Based on the requirement for recruitment, employee recruitment recruitment
resource recommendations with management personnel.
2.2.1.2.Search for candidates
Based on the requirement for recruitment was through the Board of Directors,
administration-personnel recruitment message. The main content of the notice
must ensure 2 content: recruitment and capacity requirements for vacancies.
The company usually uses post method primarily on network and national post
newspaper. Often the employer information will be updated to the company
website, or the information will be sent to the Office of introducing the work of
the report, the employment promotion centres, the mass media. Post content
generally include: company name, location of employment, jobs require
qualifications, age, gender, health, language, experience, the necessary
documents, the time limit for filing, contact address.
There are 2 forms of search for candidates that companies have made:
-For positions as drivers cont-download tourism-the positions don't need levels:
recruitment officer will provide information needed to recruit for job
introduction centers free of charge, such as: the Pacific Ocean, Mexico travel ,
human development, the supply of labor, the dawn, web: 24h.com.vn, ...

-For those positions require a high level of recruitment officers will conduct the
search candidate profiles on page www.kiemviec.com = > When the company
has registered the Service Pack.
Through this method, then the business will more active in the search for
suitable candidates for the position are in need of employment.
For this search form, then after the recruitment officer chosen and through floor
filter process the candidates have qualified then will call directly for the
candidate and the candidate's appointment brings to the company records and
conduct interviews (if conveniently).
2.2.1.3.Assessment of options
After the posted vacancy, the reception will receive profiles of candidates. Then
the Board will proceed to conduct and process profiles of the candidates after
they have collected, and compared with the requirement of the Department, if
not sufficient to recommend the addition or removal. According to the
regulations of the company, including: job application job applications,
resumes, diplomas and training certificates, birth certificate, health certificate
and accompanying candidate information sheet when applicants submit the
application documents. Ends the process of receiving records, administrative
officer-personnel will inspect the selection of candidates through resumes. Then
Eisenhower-human will to plan specific to the time and place of interview
notifications to candidates for each requirement.
2.2.1.4.Interview candidates
HR department in conjunction with recruitment requirements planned
interview. Typically in the case of companies to recruit workers directly if
necessary apply interviewing then stop at a preliminary interview method and is

done in a simple, compact. The interview only by the head of recruitment
conducted.
For managers, technicians, after a preliminary interview also have in-depth
interviews, by the nature of these jobs not only require workers with other
requirements such as individuals, ability to communicate ...
component of the company interviewed include:
Interviewers can also flexibly use matching questions for each candidate to
further examine the candidates. In the interview process, the company's board of
directors always cares for the candidates to feel confident and respected and
adjust the conversation in the right direction. The company also provides
opportunities for candidates to ask questions to the interview panel. Through the
interview process, the interview panel will evaluate the candidate's general
characteristics such as personality, concept of life, dynamic, level, purpose in
cooperation with the company.
The interviewers exchanged feedback and information during the meeting,
and provided a unified assessment. At the end of this process the staff of the HR
Department will submit the evaluation results to the Director.

2.2.1.5.Hiring decisions
Based on the results of the candidate assessment submitted by the HR
department, the Director will decide whether or not to accept the candidate to
work for the company. Once the qualified candidates have been approved by the
Board of Directors
2.2.1.6.Integration Guide
Arrange the work for new employees.
Planning training for new staff (introduction, labor regulations, labor safety, ...).
Especially, focused on the problems of information security: salary, secret
technology, strategic business ..

2.3.Recruitment performance results in 3 years from 2015-2017
Through each recruitment, HR has the duty to examine and evaluate the result
of recruiting and through it can arrange and sort of manpower on each position
suitable jobs.
Table 2.2: Recruiting results for 3 years (2015 – 2017)
(Unit: Person)
Target
2015 2016 2017
Value (%) Value (%) Value) (%)
introduction 4 30,8 5 26,3 8 42,1
Filing self 7 53,8 11 57,9 9 47,4
moving 2 15,4 3 15,8 2 10,5
total 13 100 19 100 19 100
Through the introduction of
(HR departmnent)
2.3 Assessment
Through my observation, practices of recruitment and selection process lead
me to analyze strengths, weaknesses, opportunities and threats of Truong Thanh
Plastic company.
2.3.1 Strengths
The strengths of a company are the most important factors that influences on
attracting and maintaining labor force. The following are a few of the most
prevalent strengths that Truong Thanh Plastic company has.

Well position on the market and strong fund
Truong Thanh Plastic company is one of pioneers in the life insurance
industry in Vietnam. It has gathered huge experiences in its field. It is a
subsidiary of Truong Thanh Plastic company, as well positioned to take
advantage of Vietnamese economy. Moreover, Truong Thanh Plastic company
has well and strong finance with a large capital size. Moreover, the company’s
business in recent years always has grown. In 2017, it is the second most
represented by revenue. This creates strong brand images for it to overall
customers.
Excellent work environment
Workspace, equipment and technology are fine and modern. Benefits,
wages, salaries and other bonuses always are engines for employee to enhance
their efficiency. Truong Thanh Plastic company has clear and fair reward
policies to all employees and consultants. Besides, organization culture of
Truong Thanh Plastic company is cooperated, closed – knit together in both
work and life. There is less internal conflict at play, which creates good
friendship between workmates. Terms, conditions, procedure and working
process are transparent, clear and fair. It is a significant point as the results that
employee feel comfortable and confident in the company.
Recruitment
Recruitment process is conducted clearly and carefully. Departments and
member companies have coordinated closely in recruitment as well as other
operations. Most recruitment usually is through internal recruitment, which
saves time and expenses in finding and setting up recruitment. Tests contain
many different field of knowledge and are categorized into different kinds based
on each position. Those applicants that Truong Thanh Plastic company recruits
are young, talented and enthusiasm. Personnel of recruitment team also have
more than three years of experience in recruitment field. They have enough

skills and competences to put the right people into the right position. Another
strong point in recruitment is online interview. It is helpful in saving moving
expenses from head office to member companies to make interviews. It is also
help interviewees feel convenient and comfortable because they are not go too
far.
2.3.2 Weaknesses
Truong Thanh Plastic company still is a state enterprise, so it remains
unsound problems about organizational structure and operational process. For
example, recruitment process is clear but quite verbose and complex. Many
sections do not reach their efficiency as expected.
Lack of applying Facebook
The company has focused on posting recruitment news on an official
website and other job sites. It does not take full advantage of social networks as
Facebook to finding and attracting more candidates. Because, in recent years,
Facebook is developed widely, it is considered the fastest way for enterprises
connect to employees, especially students. Truong Thanh Plastic company’s
Facebook page is under the administration of the Marketing department, so it is
updated news of products and operations of the company.
Not having diversity in sources of recruitment
Human resources of the company mostly are from employee referrals. In
some cases, those candidates do not meet the company’s requirements as
introductions of employee. Therefore, it could miss other potential candidates. It
only works with a job centre, which decreases HR choices of the company.
Other job centers can bring more high - qualified candidates to the company.
Joining job fairs has not attached special important to appearance. It only gives
flyers to students, consults recruitment without set up attractive gifts or
scholarships, so, it does not get targeted candidates.

Not having incorrect assessments through online interviews
Online interviews depend much on the quality and speed of internet in
member companies. When internet is ruined or has troubles, online interviews
might be delayed, which influences on the other recruitment plans. Moreover,
recruiters interview candidates through network by laptop. They did not observe
clearly and carefully expressions, postures and gestures of candidates.
Appearance and voice of candidates through micro also is different from reality.
Therefore, assessments candidates have been relative. Sometimes, it can lead to
incorrect decisions affecting HR of the company.
Missing physical examination
For selected applicants, Truong Thanh Plastic company requires them give
certificate of health. This certificate can be cooked, which does not reflect the
current health status of employee. Those who are unmet health standards are the
risks for the company. They can not devote all their energy and talent for the
company. Moreover, the company can hold responsibility for paying unwanted
expenses when those employees have trouble in health.
Limited HR department’s workforce
There is only two staff in recruitment team. They have done all recruitment
and selection process. Now, they have to be responsible a huge workload of all
member companies. It is difficult for them to complete their tasks with the best
results when work pressure is really high.
Lack of evaluations after recruitment process
Evaluation is an important part in recruitment and selection process. Truong
Thanh Plastic company always forgot this step in recruitment and selection
process. Without evaluation, the company has difficulties identifying
weaknesses and limits as well as the efficiency of recruitment policies to
improve and strengthen recruitment process. It does not know the total expenses

of recruitment and selection process because computing process was not made
regularly.

IV. CONCLUSION
4.1 Summary
HR management is a vital importance in development of a company. How
the company performs is depends much on the performance of employees.
Responsibility of HR department in recruiting the right people is greater and
more important. Understanding recruitment process and giving methods to
improve it will help the company strengthen its position on the market.
Throughout my internship, I could understand more about the Truong Thanh
Plastic company, its area, products and strong position in Vietnam. I have a
chance to learn and understand more about the definition, functions and
missions of HR management as well as recruitment and selection process of the
company.
Along my internship period, from my observation, Truong Thanh Plastic
company combines recruitment and selection into a process including nine
steps. Recruitment and selection process at Truong Thanh Plastic company is
operated logically and following the order. I find out the strengths, weaknesses,
opportunities and threats of the company in recruitment and selection process.
Truong Thanh Plastic company has a new point in applying online interviews
on selection process. It also faces to shortages of online interviews, HR
workforce, source of recruitment and limited perceptions of most employees.
However, Truong Thanh Plastic company also has opportunities about
compensation, benefits and work environment to get talented applicants.
During my analysis, I am given many helps from official staff to determine
the problems of this process. From then, I suggest solutions to improve
recruitment and selection process based on my understandings and abilities. My
suggestions are source of recruitment diversification, completing selection
process by adding evaluations after finishing the process, hiring more staff for
HR department.

The report is done in a short time, so it has been inevitable flawed. I hope to
receive constructive comments from the lectures of Faculty of Business English
as well as the staff of Truong Thanh Plastic company and the readers.
4.2. Lessons learned from internship
Through 6 weeks of training process at the Truong Thanh Plastic , I got a lot of
valuable working experience and soft skills such as “ How to communicate with
your director?, how to communicate with your partners?, how to answer the
mails of customers?....”
During my internship time, I got a lot of experiences and knowledge. To me,
these experiences will help me a lot for my job in the future.
This is my opportunity to use and improve my English knowledge at
workplace to communicate and work with foreigners and customers. I can
improve my speaking and listening skills. Besides that, I can practice my
writing skill by answering the mails for customers. And now, I have know how
to sales, management, training and solve problems.
I recognized that my English is improved so much by working in this
company. On the other hand, I have known how to use the photocopy and the
scan machine,how to receive and reply emails, how to check samples, how to
check products….. In conclusion, after this internship time, I become grow up
with experience to solve the difficulties. I feel more confident when I talk with
my customers and in many situations in the company. Therefore they have to
have some necessary quality as follow:
-Good appearance, professional skills, professional style with fluent foreign
language, ability to communicate well and cultural- society understanding.
-Be hospitality, courteous, friendly, gentle with guests
-High self- awarness, good time management, high under pressure

-Quick reaction and the ability to resolve situations rising well, keep calm in
any cases because of just an anger saying, the customers can be able to refuse to
cooperate.
- Listen carefully, this is the most important element since customers show how
dissatisfied they are and fell respectful, interested in them or not based on their
answer. In this case the receptionts have to suspend the work being done to
listen to customer complaints.
- Should apology for any problems without blaming on any factors
- Be sympathetic with the customer by sincere words. Staff should put yourself
in the shoes of the visitors to identify customer exasperation in order to these
comforting words, share best easy listening.
- Focus on the customer complaint refered to without comment.
4.3. Comments to the company and school
4.3.1 Source of recruitment’s diversification
The first recommendation is that Truong Thanh Plastic company should
improve finding and attracting candidates from many different sources. It
should start with applying Facebook on recruitment process. Recruiters can use
Facebook as a tool of posting advertisements and recruitment news. When the
company has manpower demands, HR department gives job information to
administrator of Truong Thanh Plastic company Facebook page to make
advertisements. These information should be specific in job position, job
specification, job requirement, deadline and methods of applying. Candidates
who apply through Facebook may be not suitable ones, but Facebook will also
is another source that create more choices for recruiters.
Besides, as my analysis above, Truong Thanh Plastic company is using
mostly internal source of recruitment. A suggestion is that it needs to have

source diversification. It can connect to more job centers such as Ha Noi, Ho
Chi Minh, etc and centers of providing human resource such as, Hoang Long.
Of course, to cooperate with many job centers, Truong Thanh Plastic company
will suffer a significant cost. However, this will bring to the company more
resumes and talented applicants rather than working with only job center. If
applicants have a high education and professional skills before recruitment, the
company can save time and a training cost.
About joining job fairs of universities, Truong Thanh Plastic company
should enhance and put more attention to it. Students are a wealthy employee
source. Appealing to students through job fairs is to increase the number of
applicants as well as to introduce the company’s image. Students are attracted
by colorful standees, banners and gifts, scholarships. To keep students’ eye with
the company among many different enterprise in job fairs, it should spend a
small investment in providing scholarships or gifts to students. To do this, HR
department have to change recruitment policies and make recruitment plans
carefully and reasonably. If the point is improved, it is certain that there is a
large of students applying to the company. In some cases, it may be not get
wanted applicants, however, it has better image with overall students and
universities.
4.3.2 Completing selection process
Selection process at Truong Thanh Plastic company has shortages that need
to improve. The first point is online interviews. Online interview have created
limits as I mentioned in SWOT analysis such as incorrect assessment, missing
potential applicants. It is difficult to use traditional face-to-face interviews like
the past because online interviews help the company minimize moving
expenses. To solve problems of online interviews, I think Truong Thanh Plastic
company could assess candidates carefully and comfortably. Each online

interview should include at least 2 – 3 interviews to have objective opinions.
Interviewers should not focus too much on appearance and voice of applicants.
These requirements just are factors that used to compare in case of having too
much same qualified applicants.
Besides, selection process of the company is missing two important steps
that are physical examination and evaluations at the end. About physical
examination, Truong Thanh Plastic company should associate with a local
hospital to conduct this examination. In the company, there is a department of
insurance acceptance including experienced doctors. Another way is that HR
department and this department can have work together to examine health of
applicants. Physical examination carried out by the company is more reliable.
The company also concerns more about evaluations after finishing recruitment
and selection process. The management of HR department, the leader of
recruitment team have to take charge of calling their staff to order evaluations
process. They are also the direct people observing recruitment and selection
process to make evaluations at the end.
4.3.3 Hiring more staff in HR department
Truong Thanh Plastic company should recruits one more staff for
recruitment team. The burden of workload will decrease, which make staff
complete assignment excellently. Or, recruitment and selection process of the
company could be done separate days. Recruiters will have more time to find
appreciate applicants, to communicate with all failed applicants, and release
extra pressure from the managers.
4.3.4 Emphasising on the position of recruitment when posting
advertisements
Truong Thanh Plastic company needs to figure out its recruitment process
to make sure all employees understand that the positions of recruitment are

official employees, not consultants. Truong Thanh Plastic company can
emphasis on this point in recruitment news by bolding it. When calling
applicants to consult job or arrange interview plans, recruiters also should
remind this notice to avoid the misunderstandings.

REFERENCES
1. Nguyen Dinh Khuong, "WTO Vietnam Business opportunities and
challenges of WTO accession", Labour Publishing House, 2006.
2. Syllabus Political Economy Marxist-Leninist, the National Political
Publishing, Ho Chi Minh City, 2004.
3. Duong Huu Hanh, "International business in a global market", Labour
Publishers – Society
4. Author, Summary of results of customer surveys outside survey.
5. Le Van Tam, "Strategic Management Curriculum", Statistical Publishing
House, Ho Chi Minh City, 2000.
6. Hoang The Head,'' The New Thinking on the market,'' Publishers List
7. Nguyen Cao Van, "International Marketing Curriculum," Education
Publishing House, 1997

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