Professional Documents
Culture Documents
5. REFERENCES ...................................................................................................... 45
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1. COMPANY INTRODUCTION
FPT Online Exchange – FOX (the online data center of FPT) was
31/1/1997
established
2001 The first e-journal in Viet Nam – VNExpress was launched
2002 Became IXP (Internet Exchange Provider)
2005 Transformed to FPT Telecom joint-stock company (FPT Telecom JSC)
2007 FPT Telecom started to expand operational nationwide, and was licensed
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Vision
“FPT Telecom would like to become a new type of organization, prosperous,
with effort and creativity in science, engineering and technology, as customer
satisfaction, contributing to national prosperity, gives each member fully developed
conditions of talent and material, mental enrichment”
Mission
“In order to accomplish the pioneering mission to bring the Internet to the
Vietnamese people and fulfill the wish that every Vietnamese family would use at
least one service of FPT Telecom, in line with the motto “Customer first”, we
constantly strive to invest in infrastructure, improve the quality of products and
services, and apply new technologies to provide our customers with superior
experience of our products and services”
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Objective
• Promote globalization with growth from a larger global market in the country
• Being the highest level global partner of leading technology corporations in the
world
• Expand the list of customers in Forbes 500
• Internationalize FPT culture
Strategic action
• Enhance international competitiveness
• Develop bidding programs and capacity to implement international projects
• Develop a new international cooperation program
• Develop human resources abroad and promote training of road and bridge
engineers
• English universalization throughout the Group
Objective
• Convert digitized forcefully (including implementation or application of
advanced technologies such as SMAC, IoT, AI, Security, Robotics, chatbot, VR / AR,
3D-printing, ...) for customers and for FPT together with subsidiaries in business and
business administration
• Build FPT's own ecosystem with core technology, allowing partners to exploit
and create competitive power and new growth
• Become the world's leading company in providing IoT services
Strategic action
• Strengthen research and development capabilities of digital transformation in
the unit
• Build the ecosystem of data and core technology among subsidiaries,
connecting with the community to enhance the competitiveness of the Group
• Build and implement a transformation program for FPT information system on
a digital platform
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• Build FPT brand in accordance with the pioneering strategy in digital network
in Vietnam and around the world
Objective
• Change dramatically in scale business through large long-term contracts;
specialized and specialized service solutions, high value-added services or new
products and services, new areas with significant revenue
• Improve the capacity of the leadership team to meet the development strategy
of the Group, enforce policies so that every FPT person invests time and effort into
learning according to work needs, public routes and developing personal capabilities
• Continuously improve the competitiveness, prevent stagnant bureaucracy,
promote the spirit of the founder
Strategic action
• Participate in bidding for projects of 10-30 million USD by strategic customers
• Promote new business methods
• Quickly replicate successful models
• Investing in developing potential solutions and services
• Implementing the program "Personal Development", including building
learning organization, developing the program "Enhancing competitiveness",
promoting the spirit of founder
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• Build FPT into an organization to learn and upgrade all FPT human resources
according to business development needs, in line with the orientation of Globalization
and technology S.M.A.C / IoT
• Developing technology for the community, spreading and cultivating
compassion to the whole society
• Complying with regulations and raising awareness of environmental protection,
saving energy
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work, etc. This either helps the company to recruit skilled workers or save the relevant
costs
FPT’s greatest asset is its people, therefore it always recognizes and realizes
the employees’ efforts and contributions to the Corporation’s sustainable
development. FPT always adheres to the provisions of the labour law and ensure the
employees’ rights
FPT ensures the right of employees to freely participate in the Trade Union and
creates favourable conditions in which the Trade Union can operate under the Trade
Union Act and Labour Laws. 100% of FPT employees participate in a Collective
Bargaining Agreement at all levels. Employees' rights are also concretized in the
following policies:
- Comprehensive policies
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FPT pays close attention to compensation and promotion policies, taking good
care of its employees so as to enable them to reach their full potential in terms of both
their careers and personal lives. FPT’s compensation policy is built based on the
following criteria:
• Being commensurate with working results and contributions to FPT
• Market competitiveness
• Encouragement to increase work quality and productivity
• Fairness and transparency
FPT’s compensation structure consists of four components:
• Salary: A 12-month base salary and a ‘13th month’ salary paid on FPT’s
Anniversary and on the occasion of New Year
• Travelling, mobile phone top-up, plurality, long-term working abroad
allowances. These regimes have regularly been reviewed, supplemented and
updated to ensure maximum support for employees
• Bonuses based on employee's performance and work achievements.
There are no caps to the bonuses provided to the employees based on their
performance at FPT. The regime is designed to encourage employees to give
total dedication to the company. The achievements are always recognized in a
timely, fair and transparent way
• Welfare policies: Social/Health/Unemployment insurance...
- Welfare policies
In addition to the general welfare policies for employees as regulated by the
law, the company has established a range of welfare policies for the purpose of
comprehensive care for employees and their families, which are Regular medical
check-up, Health insurance and Preferential policies when using services of
subsidiaries of the Corporation (Employees who have been signed official labour
contracts and their relatives are free or discounted in services of subsidiaries.
Preferential treatment is specified for each service)
- Checkpoint system
Depending on the business line of each sub-unit, usually two times per year or
every month per quarter, FPT staff will conduct checkpoint evaluations to review
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results and plan their work during the year. All employees who have signed official
contracts with the company must participate in the checkpoint assessment. At these
assessments, staff will report on the status of work performed, follow-up work plans
and recommendations on the online system. Once the online declaration process is
completed, direct managers will review, approve and directly communicate the work
orientation and development opportunities for each position according to general
direction of the company in the next stage
In addition, every year, the Corporation conducts surveys to collect comments
from employees regarding all areas of the Corporation. At the end of each year, the
Corporation surveys all employees, with the results of this survey assisting the
Corporation to improve its policies and working environment
- Training policies
According to the Global Reporting Initiative (GRI), maintaining and improving
human capital, particularly through training that expands the knowledge base of
employees, is a key element in organizational development. This indicator provides
insight into the scale of the organization’s investment in this area and the degree to
which the investment is made across the entire employee base. The access to training
opportunities also supports progress in other areas of social performance, such as
ensuring equal opportunity in the workplace. As technology requires constant change
and innovation, FPT has built up generations of employees who increasingly learn and
strive to help FPT succeed
Training programs include entry-level training; technology staff training;
training and fostering professional skills and soft skills; and training staff in
supporting functions. The Board of Management has issued a training policy that
requires FPT employees to participate in continuous training programs suggested by
FPT Corporate University, or complete at least one online course. In 2017,
268,864 employee training sessions with a total of more than 1.7 million hours of
training recorded; 3,551 technology certificates were obtained by FPT employees
from global tech-giants, bringing the total number of international technology
certificates possessed by FPT employees to 6,834 certificates, almost double that of
2016
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FPT accepts everyone as they are, with their strengths and weaknesses, with
their good and bad points, as well as provides the best conditions for each member to
be themselves and fulfill their ambitions
In 2017, FPT has 2,915 managers, accounting for 9.1% of the total workforce
of the Corporation. 88.1% of these managers are under the age of 40
Some typical programs to foster and attract talents:
• Talent internship program: implemented in 2003 with the purpose of
recruiting top students in Economics and Technology for potential management
positions
• Personnel planning: aims at building a team of young, trained and
experienced staff who deeply understand FPT’s business operations and core
values in order to be ready to assume leadership and senior management
positions in the Corporation and its subsidiaries. FPT’s leaders are given
challenges and rotated within the Corporation through various business fields
and environments
• Trạng Contest: since 2003, FPT has held Trạng Contest to seek and
develop new talents for the Corporation. Many winners of ‘Trạng FPT’ have
been appointed to important positions such as Vice CEO of FPT Corporation,
CEO of FPT IS, and CEO of FPT Software
• FPT has also organized many programs to find talents within the
Corporation such as vertical examination, top under35, innovation contests in
many fields, ranking technology staff, and naming the Top 100 most excellent
FPT staff annually, with a corresponding reward policy
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The FPT culture is the summary of its codes of conduct in its business activities
as well as in other activities to support employees' mental lives. Code of conduct and
code of ethics in FPT: “Respect – Innovation – Team spirit – Objectivity –
Exemplarity – Wisdom”. Every FPT employee needs to have the spirit of “Respect –
Innovation – Team spirit”
• RESPECT – is The spirit of Respect means “respecting individuals”,
including Frankness, Listening and Tolerance. In FPT, employees can speak
directly to managers, regardless of their position or relationship
• INNOVATION – is The spirit of Innovation includes Learning,
Innovation and STCo (the typical humor of FPT’s people)
• TEAM SPIRIT – is The Team spirit in FPT includes Consensus, Unity
and Sincerity
FPT leaders must possess the three core values: “Objectivity - Exemplarity - Wisdom”
• OBJECTIVITY – is Objectivity is the most important virtue of leaders,
which helps them gain the trust of employees and inspires them to work with
increased dedication instead of flattering their leaders
• EXEMPLARITY – Leaders must be the ones who most clearly reflect
the FPT spirit of “Respect – Innovation – Team spirit”
• WISDOM – Leaders must be visionary and decisive.
FPT also deploys cultural activities to ensure a rich mental life for its employees,
giving them excitement and enthusiasm in their work via:
• Annual events such as FPT's Anniversary (September 13th); Towards
the Origins Day (March 10th in the lunar calendar); Parents Day (November
19th); International Women’s Day (March 8th) and Men’s Day (November
11th), etc
• Internal publications that help employees learn about the history and
core values of the company such as: Historical Records, a brief history, the
internal magazine chungta. vn; FPT News; Tech Insight News; and Fun4Fun
• Social activities to inspire benevolence among all employees. FPT holds
FPT Community Day (March 13th) annually, where FPT employees take part
in community activities across the country. At the same time, FPT calls for
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each staff to contribute one day's wage to support people and colleagues in
need
d. Staffing commitments
With the philosophy of giving each member the best possible talent
development, FPT is committed to creating a fair, transparent, non-discriminatory
working environment in all production and business activities
In its existence of almost 30 years, FPT has always strictly complied with the
law on labour use, ensuring the rights of employees in accordance with all regulations:
• Signing labor contracts with employees as stipulated by the provisions
of the Labor Laws and the guiding documents of the State and the internal
regulations of the Corporation
• Arranging for employees to work accordingly to their qualifications,
expertise, capabilities, health, job position and gender
• Strictly complying with the provisions of the Labor Laws and the terms
of the Collective Labor Agreement
• Recruiting in accordance with procedures posted publicly on the
Corporation's website. Accordingly, candidates do not have to pay for public
examination and candidate selection is based on personal capabilities
• Creating an innovative work environment. FPT focuses on developing
facilities and building a modern naturefriendly work environment. Offices that
have been built on the campus model are F-Ville (Hoa Lac Hi-Tech Park,
Hanoi), F-Town (Saigon Hi-Tech Park in District 9, Ho Chi Minh City), and
the FPT Complex (Da Nang Hi-Tech Park)
The input of FPT Telecom includes bandwidth connecting within Vietnam and
International connection (both landline cable and undersea fiber-optic cable) with
dozens of international partners such as PCCW, T-System, NTT, Singtel, Korea
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Telecom, China Telecom, etc; human resources; management capacity and operating
procedures
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appearing in the above process but all via electronic systems, this process saves a lot
of time for customers, as well as high safety
Step 4: Install the transmission line
Technicians come to install fiber optic cable from customer access point,
configure wifi modem and then instruct customers how to use such as changing pass
wifi as well as properly maintaining modem to avoid cases hang, modem signals
poorly
The output of FPT Telecom includes Internet service and value-added services
for their customers on one Internet connection
a. Broadband Internet
b. Leased Line
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c. Data Center
FPT offers specialized servers, rack and server space, connections from servers
to the Internet environment and direct, private connections to clients’ offices via an
intranet environment with data centers with Uptime Tier III certification
d. Broadcast Services
e. Online Services
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2.2.3. Conclusion
The above job description lists things that employees must perform in a concise
manner, specifically describing the work's activities and the necessary equipment. It
helps candidates understand the job position and helps the company to be able to
manage human resource management activities effectively and properly
The job requirements have clearly defined the characteristics, experience and
skills that employees must have to perform the job effectively. This helps the
company shorten the selection time for applications because only those who match the
job requirements can apply for it
3.1.1. General
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workforce is critical. Planning for a reduction in the workforce is also intensive and
requires strategic thinking to work through temporary or permanent layoffs. Legal
planning and process building are used to shield the company from legal ramifications
for discrimination of workplace misconduct. The human resources department is
responsible for educating and training employees on company policy, they handle
legal aspects of the employee relationship like workers’ compensation and they
communicate with every department in the business. Human resources also work as a
bridge between employees and payroll by ensuring contracts are executed and
honored. Effective planning in the human resources department leaves the managers
in position to focus on meeting goals that are responsible for driving revenue rather
than spending time dealing with administrative issues and employee paperwork
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simultaneously. Not only does the human resource planning and training help the new
employees understand their roles and the rules, it reduces chaos and guides everyone
into position so they can begin working and executing their daily tasks
Growth planning is also a requirement to receive contracts in many cases.
Government contracts are one common example where the company must prove they
can access the workforce necessary to complete a contract. Any large scale, contract
based business deal is a candidate for human resources planning of this nature. Failing
to demonstrate an ability to access and hire a qualified workforce may remove the
company from the running for a contract
b. Scaling Down
When you think about what is involved in human resource planning, scaling
down and laying off employees does not always come to mind. It is however a critical
aspect of planning. A business can lose a key client or account that results in a larger
workforce than necessary. This can capsize a business financially and scaling down
becomes an unfortunate necessity. Laying off employees can happen in a temporary or
permanent fashion. Layoffs come with some legal consequences if handled
improperly and the human resources department must ensure each layoff is justified
and handled properly. They must work through the employee pool and determine who
must leave based on input from management. Determining layoffs is based on
seniority, immediate need and financial resource planning. Some employees will
require severance packages and unemployment benefit eligibility notification and
guidance. Contracts for a severance are built by the legal team and the human resource
department. A HR manager is often present during the individual or group layoff
announcement to ensure everything is handled properly
Planning throughout a layoff process is not only prudent for the company, it
ensures the employees have the maximum notice possible, access to unemployment
benefits and a genuine ability to move forward with their lives while seeking new
work. They should also understand why the layoffs happened so there is no lame on
their shoulders. Sometimes, business just goes in the wrong direction. Communicating
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this difficult message effectively requires an excellent human resources team that
really understands the process
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issue. If they have done the planning necessary to build an employee handbook with
policies that each employee has learned and signed in a contract, taking action is easy
to justify from a legal and logical point of view. In order to manage conflict and
practice conflict resolution however, advanced planning must take place to define
clear boundaries and draw an actionable road map to effectively handle those
situations
d. Risk Management
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employee training sessions with a total of more than 1.7 million hours of training
recorded; 3,551 technology certificates were obtained by FPT employees from global
tech-giants, bringing the total number of international technology certificates
possessed by FPT employees to 6,834 certificates, almost double that of 2016.
Compensation, welfare policies, enhanced working facilities as well as many other
measures were conducted during the year to better provide for the employees. The
annual employee survey has revealed that we have an active, professional, and flexible
working environment with friendly and supportive colleagues, good promotion
prospects, and excellent training and development opportunities, all offered with
competitive compensation packages
Considering people as the core values, FPT always focuses on human resource
management. But this is a complex category and there is no common solution to
solving human resource problems
In the context of increasingly fierce competition in the market, sustainable
competitive advantage of businesses will depend on the individuals in the
organization. Big businesses identify people as their core values. So how to empower
the community? The secret lies in the art of human resource management
For FPT, the company always focuses on planning because planning is an
important issue with the survival of the company. Properly planning the missing
positions as well as good positions and not-good-enough ones is the way to propose
appropriate policies such as recruitment, promotion, etc. Through the positions that
the company is recruiting, people can understand partly about how they plan and
describe their job positions
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20 years, this unit has maintained a growth rate of over 20% per year, becoming one
of the leading Internet enterprises in Vietnam. In addition, the company is putting its
mark on the international market by taking the number one position in service
provision in Cambodia, being the first foreign telecommunications enterprise licensed
to deploy infrastructure and preparing to provide telecommunication services in
Myanmar
And within the next 10 years of FPT Telecom, General Director Nguyen Van
Khoa set 5 main directions for development strategy. It is widely covered nationwide
with the core service, that is the Internet with the best quality and experience;
developing FPT television services; developing OTT services such as FPT Play,
Fshare, Star Talk; IoT trend and finally globalization. FPT Telecom Chairman Chu
Thanh Ha set the target of FPT Telecom to become one of the key technology
enterprises of the Vietnamese economy, of which each Vietnamese citizen uses at
least one product of FPT Telecom
In order to fulfill that dream, according to the Chairman, not only improving
infrastructure, changing organizations, FPT Telecom also has to develop human
resource, such as: Regular rotation, creating generations of young officer, core forces
in units to create new vitality for the business. And the parts to achieve OKR
(Objectives and Key Results) will lie in the new services, new business activities, etc.
General Director Nguyen Van Khoa affirmed that FPT Telecom will continuously
seek and create management staff with the expectation of 50 new staffs found each
year
Sharing the action program 2018-2020 at FPT Telecom Leadership
Conference, General Director Nguyen Van Khoa affirmed that there will be 6
important things to be done in this period. “One of the most important tasks that we
need to implement for FPT Telecom is human resource,” Mr. Khoa emphasized and
added, in the last 5 years, the unit has promoted the rotation of staff. in FPT Telecom
“and for a while, we run out of reserve staff”
According to FPT Telecom's leaders, the proactive and early detection of
promising staff and young talents to put into sources creation programs is an
important solution to supplement the management team of the next generation.
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Specifically, management levels must plan personnel at the "regional" units, including
the work of discovering, praising, training and introducing FPT Telecom to quickly
acquire new workforce who are ready to take over the duties as well as work rotation.
The new managers will be ready immediately for training, capturing new points to
meet requirements in areas where the company will expand. Each year, FPT Telecom
will find 50 people and through many tasks, the working process will add 25
participants in the Leadership Conference next year. Thus, in three years 2018-2020,
the whole FPT Telecom system will have at least 150 new positions, from the branch
director or more
At the same time, the Human Resources Department of FPT Telecom
announced internal recruitment of managerial positions to develop managerial human
resources in seven business regions across the country. Specifically, from December 1
2018, the Human Resource Department of the Organization (FHR) implemented an
internal recruitment plan for the positions of managerial staff such as the Board of
Directors, Sales Manager, Head/ Deputy Head of Customer Services, Head of
Technical Department, Head of General Department and Chief Accountant at centers
and branches of business areas. Participants include employees working at FPT
Telecom who need to develop themselves in work or external candidates introduced
by FPT Telecom who want to seek opportunities and desire to join the unit
According to the FHR representative, the internal recruitment program of managerial
positions aims to prioritize and create conditions for employees across the company to
see opportunities for development at work and take initiative in grasping
In recent years, FPT Telecom has appointed many young management
positions in the age of about 30 years old such as Deputy Director of the Center for
Development and Management of Infrastructure, Director of Soc Trang branch,
Deputy Director of Ninh Thuan branch, etc
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FPT Telecom today. She also spent her time sharing the 5 latest technology trends
launched at technology conferences around the world including: 5G, Internet of thing
(IoT), virtualization, integration between Wifi and LTE networks, Cloud. Technology
in the world today is making such spectacular progress. Now, machines and people
are no longer operating independently but increasingly attached, everything is directed
towards a "smarter" trend, SMAC technology is increasingly spreading. “The success
of FPT Telecom in the coming time depends greatly on technology forces. I hope that
all of you will try your best to create, research and apply new technologies to achieve
the strategic objectives of the company”, said Ms. Ha
And General Director Nguyen Van Khoa emphasized that in order to
implement the long-term strategies that Ms. Ha had put forward, every technical
officer of FPT Telecom from branch to HO had to join hands. “The engineering
technology team is an important base, a lifeline for the development of FPT Telecom.
The future of the company depends greatly on this team because a telecommunication
company is only strong when it has a good technology base and no matter how good
the sales business is, if the deployment and maintenance is not good, customers will
also leave”, he said
To do that, the key point is to build and develop technology staff. Each
technical officer at all levels and especially at the branch needs to know all
infrastructure and technology issues and can handle arising technical problems. At the
same time, enhancing the knowledge and learning of certificates so that FPT Telecom
has experts in every branch and in all fields. Each technical officer starts from the
simplest things, finish daily duties, constantly cultivates knowledge and learns from
each other to improve skills. Each individual should not keep "capital" for their own
but should actively transmit the existing experiences to his colleagues because
knowledge is only valuable when transmitted and spread
Especially, given the dizzying changes in technology trends in the world today,
the technical team also needs to eliminate the conservative nature, be willing to
change, actively update new things to fulfill the development. Technicians must have
a strong desire to learn. Managers must transmit aspirations and learning opportunities
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experience, besides enhancing awareness and working capacity for employees, etc.
This strategy affects the company's human resource management activities such as
recruitment integration, right people for right jobs, investment in training and
developing human resources to meet international standards. Therefore, company
need employees for positions such as telecommunication and maintenance technician,
telecommunication infrastructure management technician, partner management staff,
customer care staff,... to provide better services to customers, maintain and develop
sustainable relationships with stakeholders
In other markets, FPT conducts "standardization" of human resources by
requiring employees to participate in language courses to improve their foreign
language skills. After a certain time, some employees will be trained to become their
"experts in the field". Along with that, FPT also thought about recruiting international
personnel from countries like India and Malaysia. Not only adding human resources
for the globalization strategy in the coming time, FPT Telecom will continue to recruit
senior personnel. Accordingly, the company is looking for new people who are skilled
in developing their knowledge, skills and strategies to lead the company to global
integration and development
The number of employees of FPT Telecom tends to increase over the years
from 2012 to 2017
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Internal labor supply includes all existing individuals working for the
organization. These employees can be used to secure the supply of labor by
maintaining employees in the current position or moving, advancing to fill other
positions in the organization. Internal labor supply may change constantly because
the organization may accept new employees, former employees may leave the
organization (move to another company), resign, retire, die or be fired
For internal recruitment, the company primarily applies for management
positions for employees with outstanding achievements to promote, stimulate the
spirit and effort of employees
To ensure the internal supply forecast and future supply of human resources for
organizations, administrator needs information systems: human resources datas, a
description of the number of employees at each job in organizations, qualifications of
employees,...
There are both advantages and disadvantages of internal recruiment:
The disadvantages: Depending on the size
The main advantages of the company, there may be limitations
in internal recruitment
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Number of employees
9000
7833
8000 7296 7232
7000
Uniit: Employee
6000 5607
5118
5000 4677
4000
3000
2000
1000
0
2012 2013 2014 2015 2016 2017
The number of employees of FPT Telecom tends to increase over the years so
this is a good signal of the abundance of internal labor supply for the company
Undergraduate or Post-
38% graduate
College or Technical school
The proportion of staff with university or higher education is a large part and
the rest also have training with certain specialties. Moreover, in 2017, FPT telecom
specially invested in training activities for employees about new technology, trends of
the 4.0 revolution such as cloud computing, IoT ... with a budget of 77,9 billion VND
has created a high quality human resource, in accordance with the company's higher
rankings of recruitment criteria. It increases the quality of human resources supply for
the company internally
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10%
25%
Under 25
25-35
Over 35
65%
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resources appears and additional sources for this number must be sought from the
external labor market
On the other hand, due to the need to develop and expand production, FPT
telecom needs more human resources to complete production tasks. Therefore,
predicting the supply of human resources from the external labor market allows
organizations to see the potential of labor, human resources can provide for the
organization and take measures to attract human resources in accordance with love.
organization needs when needed
Population structure
In Vietnam, the size of labor force aged 15 and over reached 54.52 million
people, an increase of 0.3% compared to the second quarter of 2016, women
decreased by 0.31%, urban areas increased by 0.28%. In the second quarter of 2017,
the labor force participation rate of the population aged 15 and over was 76.45%,
down from the first quarter of 2017 and the same period last year
In the second quarter of 2017, there were 1,081 thousand workers in the
unemployed age, decreasing by 20,000 people compared to Q1 / 2017 and 7.1
thousand people compared to the second quarter of 2016. Unemployment rate of
workers in the age group decreased to 2.26%, the lowest in the last 5 quarters. The
number of unemployed people with "university or higher" qualifications is 183.1
thousand people, an increase of 44.2 thousand people compared to the first quarter of
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2017; unemployment rate of this group was 3.63% (the previous quarter was 2.79%).
The group of "college" qualifications has 82.6 thousand unemployed people, down
21.6 thousand people compared to the first quarter of 2017; Unemployment rate in this
group decreased to 4.96% but remained at the highest level. The group of
"intermediate" qualifications has 92.7 thousand unemployed people, an increase of 9.4
thousand people, the unemployment rate is 3.5%
The information and data above show the abundant supply human resources,
which means FPT telecom can easily attract labor for the jobs
However, the structure of labor distribution by industry is unbalanced.
Proportion of employees working for industries that need to accelerate development in
the period 2011-2020 to serve the industrialization and modernization of the country
such as: Information technology, supporting industries, health, etc. only
approximately 1% of each industry, while 47.4% of workers work in agriculture-
forestry-fishery or simple labor. The structure of training human resources is not
reasonable. The rate of university and college training compared to intermediate and
technical workers is 7/3, leading to the situation of "lack of teachers". Graduates find
it difficult to find suitable jobs, lack of skills to integrate, team work, communicate
with foreigners, apply information technology
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weak in quality, lack of dynamism and creativity, industrial labor style. The quality of
training, structure by industry, field, distribution by region, region, locality of human
resources is not really suitable to the needs of society, causing waste of State
resources. and society. High-quality human resources, skilled workers are still lacking
compared to social needs to develop key economic sectors of Vietnam, especially to
participate in global value chains as well as upgrading. Vietnam's position in that
value chain. This is also the judgment of domestic experts: the quality of human
resources in Vietnam is low and has a large gap with other countries in the region
The number of employees with professional qualifications tends to know the
theory quite well, but is poor in practical capacity and adaptability in an industrial
competitive environment. According to statistics, the percentage of unskilled workers
accounts for nearly 85% (71% in urban areas and 91% in rural areas). Most of
employers are not satisfied with labor quality, especially working skills of workers
The company will compare the demand for human resources with the current
situation of human resources to determine whether human resources are in surplus or
inadequate compared to the needs of enterprises. After that, the company selected
solutions to overcome the excess or shortage of manpower
With the continuous development of customer demand for internet and
telecommunication services, the company always strives to expand the ability to meet
the needs with the best quality.
Companies often plan to recruit quite a number of employees in many positions
in different departments. With the advantage of the company, there is a strong
corporate culture, characteristics, dynamic working environment, attractive
compensation, so every time the recruitment notice is made, the number of
applications submitted to the company is very high, due to FPT Telecom always has
the advantage to choose the best and suitable employees
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FPT Telecom invests heavily in training activities within the enterprise and has
a plan to develop source staff right from the start. Therefore, FPT Telecom tends to
help its employees promote to the higher positions. In the lower ranks, the company
recruits candidates who meet the conditions from the outside and then going further
training
FPT Telecom emphasizes on selecting those who wish to work longer than just
filling in the blanks. The company wants to find candidates who meet the current
position requirements but also considers their future management and development
capabilities. This approach will take longer but will also bring long-term benefits to
the company
FPT Telecom with code of conduct and ethics “Respect – Innovation – Team
spirit – Objectivity – Exemplarity – Wisdom” always want to ensure the diversity of
its employees. Recruitment activities encourage the participation of everyone both
outside and inside, welcoming and supporting all candidates
FPT Telecom considers its candidates as customers who need to serve. The
company spends time and money to determine the candidates' desires and redesign the
recruiting activities for each different human resource segment after each recruitment
FPT Telecom values morality, fairness and honesty in the recruitment process
With the globalization strategy, FPT telecom is making efforts in training and
selecting highly qualified human resources to achieve future growth targets.
Accordingly, the company is looking for new employees, people with skills to deploy
in the global company, extensive knowledge of the globe. In order to focus on
promoting globalization as well as strengthening its position in traditional fields in the
domestic market, FPT will increase investment in new technologies and research and
development activities; boosting M&A activities. Therefore, the group also actively
"prayed" to international figures with achievements in M&A in the world to
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implement this activity to supplement the necessary capabilities, shorten the time to
market and quickly expand customer list
The recruitment process at the company is divided into two processes: staff
recruitment process and senior staff recruitment process
Internal sources
Through schools, clubs, youth groups, the company introduced the recruitment
position. The most common way to do this is that the recruitment department will
send a notice of vacancy through the students' email system, so that students who want
it can register. Those students who are highly appreciated for their studies, union
work, etc. will be recruited directly to contact, offering the opportunity to work at FPT
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The main effect is only to inform mass about the unit's recruitment plan. This method
is rarely used by FPT, because of its effectiveness and hostility to the corporate
recruitment room
Candidate data from the test rounds are also used for recruitment. Part of this data
comes from qualified candidates, but because the previous test did not achieve good
results. The use of internal candidate data confirms that FPT telecome is more
interested in workers
Stage 2: Select candidates
The company proposes a sample profile, the candidates can present it on the
profile or create their own records based on the necessary information required by the
recruitment department (through a sample file). Candidate profiles can be sent to
businesses through free applications, applications in employment-related programs
(job fairs, career seminars, etc.)
Candidates' records are transferred to the relevant human resources department.
After that, the HR department gathered enough necessary documents, ensured the rate
of selection through the rounds, sent the notice to the general company to conduct the
examination, and contacted the candidate to inform. about the exam schedule.
Disqualified applications are those that do not have the necessary information, or do
not provide evidence that the candidate is passionate about the relevant position at
FPT. In this step, usually only 5-10% of the candidates are eliminated because the
issue of the file does not meet the demand
Due to the specific requirements of the working groups, the candidates will
undergo different tests. Particularly, the group operates mainly in the field of
Information Technology, so candidates will often go through 3 exams: IQ + GMAT +
TOEIC. Some positions such as Marketing, Sales, .... will take the EQ + GMAT +
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WORKFLOW AND JOB ANALYSIS 42K16-CLC
TOEIC subjects. The score will also be set by each unit, usually 50% of the exam /
subject score for FPT General, and the member companies will take this point as the
base to determine the test score for each position, each application. your taste. The
results of this round will assess whether the candidate needs to learn, have basic
knowledge to serve the job or not
After the candidate goes through the round of basic knowledge, the candidate
will participate in the interview round. In this interview, the candidate will go through
two interviews (in some cases, these two interviews will be combined as one): an
interview of professional knowledge, personality and an interview. advice on business
engagement and appropriate remuneration mechanisms
The first interview will involve the head of the department who wants to recruit
with a staff. The form of recruitment will be varied, usually a pre-prepared interview
form asked by the head of the design department. During the interview process, HR
staff try to keep the atmosphere friendly and open and exchange with candidates about
the company and the current issues of the company. The end result is the unity of the
unit head and personnel, in which the head of the unit plays a key role
The interview about the remuneration mechanism is applied when the applicant
is accepted through a professional interview. In this interview, the staff in charge of
personnel and head (or vice) of the unit will talk to the candidate about career
opportunities about the job orientation and about the remuneration mechanisms that
the candidate receives if participating. join the company. Candidates, especially young
and skilled candidates, often have many different plans, including comparing the
compensation between job opportunities, ... exchanges. To be frank, will help HR and
department representatives identify the candidate's ability to stick, thereby assessing
the success of the recruitment. During the exchange, interviewers will talk frankly
about current issues, remuneration of enterprises; some experienced interviewers can
also advise young candidates about career opportunities, and give them expensive
advice. In case the candidate is not suitable for the business, or does not want to stick
with the business, the recruitment of new staff will be prepared
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WORKFLOW AND JOB ANALYSIS 42K16-CLC
After the applicant goes through the rounds, the candidate will complete the
requirements for the record. The file includes: Medical examination card, curriculum
vitae and relevant qualifications. This stage only plays a minor role in the evaluation
of candidates
A health examination card is used, to ensure that candidates are not deformed,
and do not encounter obstacles in the process of performing the job. For normal jobs,
health checks can be certified from any hospital; Some specific jobs, candidates will
have to go to the health check at the hospitals designated by the company, or the
company will invite doctors to check in at the company. Other records for the
management process, including curriculum vitae, notarized copies, diplomas,....
These records will then be transferred to the Organization and Human
Resource Management Department to facilitate staff monitoring and evaluation
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WORKFLOW AND JOB ANALYSIS 42K16-CLC
After contacting the candidate and receiving the application for the candidate,
the recruitment officer will coordinate with the directors, the full-time staff, to study
the candidate file. In this process, the candidate information, including experience,
participation events, accumulated skills, will be analyzed carefully. Important
information is carefully marked, serving the interview phase later
Normally, after reviewing the application, the directors will mark important
information, and then the recruitment officer will participate in the verification of the
information. Verification is primarily through telephone exchange with the candidate's
previous officer. The information obtained will help the candidate process more
accurately
In this interview, the Interview Council normally has 3 members: Head of the
relevant Human Resources Department, a member of the Board of Directors and
Head/ Deputy Head of the relevant professional department.
The questions are also quite diverse, in addition to general questions about life
and personality,... candidates will continue to experience professional questions, and
knowledge and attachment to the company. Along with that, the candidate will also
participate in some simulation situations. In this exercise, the candidate will have a
certain amount of time to prepare for the answer. The creativity and feasibility of the
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candidates 'proposals, as well as the candidates' plans to implement, will be the best
evaluation criteria for candidates. In some other cases, a group interview will take
place, the interview committee will base on the perspective and how the candidate
protects his or her views against other opinions, to assess the candidate's personality.
The strongest point in the group interview is that the candidates are naturally exposed
to their opinions, exchanged frankly with each other; and reflect most honestly their
value through group interaction
After the candidate passes the interview, the candidate will complete the
remaining procedures of the application, before moving on to the probationary phase.
Records include health checks, curriculum vitae, relevant qualifications and
certifications of units previously worked. This stage is not different from the Profile
period for recruiting ordinary employees.
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Information provider:
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Step 1: Submit the recruitment request to the higher level, if the request is approved,
go to step 2, if the request is not approved, go to the explanatory department to review
and explain.
Step 2: Review and select recruitment requirements for candidates.
Step 3: Submit the recruitment request to branches and conduct recruitment.
Recruitment sources include paid recruitment resources and free recruitment
resources. Free recruitment resources can be done through job-searching forums,
social networks. Paid recruiting sources include websites that provide recruitment,
candidate referral information (RUF) or offline recruitment events.
The main steps in the selecting process include receiving candidates' CV, assessing
and interviewing.
Step 4: Submit recruitment results to candidates.
Step 5: Receive new employees, end the recruitment process.
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5. REFERENCES
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