Human Resource Management

Contents
A. Overview of the company...................................................................2
I. Introduction......................................................................................2
II.

Services of VNLand.......................................................................3

III. Structure.........................................................................................4
IV. Geographical areas of operation....................................................6
B. HR Elements in VNLand....................................................................6
I. The importance of HRM in VN Land Operation.............................6
II.

Job analysis and designing.............................................................7

III. Selection and Recruitment.............................................................9

IV. Training..........................................................................................9
V. Performance appraisal....................................................................10
VI. Salary and benefits.......................................................................11

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A.Overview of the company

I.

Introduction

Vietnam Real Estate JSC (VNLAND) was established

on 06.05.2008. With the strategy "A Vietnamese brands
- Difference Value - Reaching an international level",
under the leadership of the Advisory Committee, the
Board, the Board of Directors and the consensus of the
entire staff employees, VNLAND always create "
difference value" in the operating procedures and gives
customers confidence in the "Perfect - Professional".
Derived from the motto of the targeted development of
professional activities, VNLAND is gradually perfect the process of total quality management
process from market forecasts, Research and Development, Sales, After Sales and after sales
flexibility with every major business areas such as: Investing and leasing of trade Center, trading
Floor trading Estate, Property Management.
To implement the strategy "A Vietnamese brands - Value Difference - Reaching an international
level" management company always attaches importance to the human factor which is
considered the most important factors creating "distinct values "the VNLAND. With a team of
more than 150 staffs are experienced, enthusiastic, who spent long years of practice in the areas
of real estate business, real estate management...

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As a result of their efforts, within 3 years of establishment the company has made such as:
Current charter capital: 150 billion VND
Shopping center project B14 Kim Lien: 1550 m2 2nd floor has been leased, occupied by
three companies Techcombank, HSC ( Ho Chi Minh city Securities Corporation) and
Vietmark supermarkets
Petrovietnam Landmark Shopping Center project in An Phu urban areas - District 2 - Ho
Chi Minh City with over 10,000 m2 ongoing leases.
B4 Kim Lien commercial center project with nearly 1000 m2 ongoing lease
The size of companies increasingly expand through the member companies and links.
From existing resources, VNLAND's goal is "For the benefit of customers" to customers
recognize and trust by "difference value ".

II.

III.
VNLAND

Services of VNLand

Investment advisory, projects management consulting (not including legal advice

and financial advice).

Business investment advisory, trade, promotion and commercial brokerage.
Civil construction, industrial, transport and irrigation lines, transformers up to 35

KV.
Decorate interior office, hotel, residential, industrial building.
Manufacturing and selling interior and exterior.
Purchasing agents, sales agents and consignment.
Import and export of trading commodities of company.
Design civil engineering.
Geological building survey.
Construction supervision of civil and industrial construction sector and improve.
Project consulting, investment project management and bidding advisory (works

within a practicing certificate).

Design architectural work.
Industrial design and bridges, roads, infrastructure.

Structure
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Age Group of VNLand Group

20
55

30

24-30
31-40
41-50
51-60

45

VNLand's Education Level

14% 1% 5%

80%

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Doctor
Master
Bachelor
Unskilled workers

Human Resource Management

With the core values are the staff, VNLand know that good customer service, they must
have enthusiastically and professionally staffs. Thus, on the staff is constantly learning,
improving professional qualifications, knowledge from practice as well as through professional
training by units reputable organization, also on the Board of Directors companies, creating a
friendly work environment, fair and regular encouragement, encouraging, supporting and
creating favorable conditions for staff development and fulfill their duties. All the same unity
makes strength to develop VNLand is growing and sustainable. The company has 150
employees, including a PhD, 7 Masters, 120 Bachelor, and 22 unskilled workers. The age most
groups of VNLands employees are belong to 31-50 group (account for 75% of all staffs). The
age of VNLands staffs is relatively young; they have enough experience and the dynamics at
work . Perform the tasks of production and business, the company's management is a scientific
organization, closely following diagram:

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Human Resource Management

Board of director is the agency managing the company, shall have full authority to decide the
name of the company, to exercise the rights and obligations of the company is not under the
control of Shareholders. Board of director may extend the right to board and can also replace the
CEO or Deputy General Director. Supervisory board shall have the same as the judiciary in the
separation of powers model to help the controlling shareholder and management activities of the
company management. CEO is the highest executive office of the company, in charge of
operating a company.
IV.

Geographical areas of operation

VNLand Group is located at Le Dai Hanh Street, Hai Ba Trung district, Hanoi capital. But the
scale of operations of the company is on the whole territory of Vietnam. The target market of
VNLand are big city in Vietnam such as: Hanoi, Ho Chi Minh city, for example: Petrovietnam
Landmark Trade Center project in An Phu urban areas - District 2 - Ho Chi Minh City, Trade
center project B14 and B4 Kim Lien in Hanoi,

B.HR Elements in VNLand

I.

The importance of HRM in VN Land Operation.

The Human Resource is the basic element of a company. The employees of a company
are its core competency and the oil keeping the machine running. It takes a decisive role in the
companys successful businesses and whole operation. Its the reason why HRM practices and
applications are so important to the companies.
VN Land also realized that significance of the HRM on its operation, especially when its
a service providing companies where human operate most of the companys businesses.

VNLAND Staff Distribution

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Human Resource Management

VN Land's Human Resources

Design and Creative Team
9%

Estate and Construction

Management

5%

Administration

5%
47%

14%

IT
Accounting
Legal Matters and
Environment

20%

II.

This chart excluded the top management level employees.

Job analysis and designing

VN Land is a firm operating in various fields, so its human resource is highly diversified.
Within each main segment, the companys human resource is even more complicated and
diversified into each specific department such as office and home design, industrial design,
decoration, etc The human resource situation calls for a complete and thorough management
structure to efficiently control and manage the highly diversified staff.
The complication of operating fields of VN Land requires specific jobs tailored to meet
the requirements of the company. And its HRM department did a successful job on this matter.
VN Land HRM managers carefully researched their current needs of the company. Then they
make decisions on which job is really needed and what criteria are required to fulfill the job.
For example, legal matter is an important part of firms doing businesses in the sensitive
designing and estate management industry such as VN Land. The HR department of VN Land

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Human Resource Management

realized the needs of specialized team in case of disputes and to further ensure the safety of the
firms future ventures.

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Planningngoi
and n
Forecasting

The highly diversified workforce of VN Land always put pressure on HRM team to fill
the vacant positions in order to keep the companys operations smooth. While regularly recruits
new staff for the expansion of VN Land, the companys HRM department also predicts the flow
of market and labor force to hire and recruit able candidates.
However, due to the wide range of the services VN Land provided to the customers, its
hard to make decisions and predictions on the trend of the market. The nature of Vietnam
economic situation also makes it worse and VN Land is taking a safe approach by filling the
position when its needed.

III.

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Selection and Recruitment

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Human Resource Management

VN Land offers to its potential applicants the chance to work in a modern, competitive
environment. It also gives additional information on the work salary and information being
negotiable to the public in order to increase the applicant pool.
VN Land also makes use of interview in evaluating its
applicants. This method may seem old fashioned, but its a very
effective tool to measure the applicant attitudes and basic skills.
On the contrary, the limited measurement methods VN
Land used in evaluating the applicants may leads to confusion to
undervaluation of the potential candidates. Furthermore, almost all the jobs require work
experience, which is hard to expect from a new graduate and therefore limit their chances.
Another matter is most of the important jobs of VN Land are being recruited from outside
sources. Its effective to recruit outsiders during the expansion phase, however, it should be
limited to fully utilize the potential of the internal workforce and reduce the recruitment cost.

IV.

Training

There are three steps in the trainings process for new employees. Firstly, in workflow, the
company gives eployees time to get acquainted to job, or even prepares the documents related to
their work and their business in order to them can imagine the work will be done. Sometime, the
company also organizes training sessions for their skills or help employees do their job a few
times. This can help them know what the company want or dont want them do their job in the
coming time. The next step is dissemination of basic information. Vnland company dont force
new employees have to remember all of the information, tasks and skills needed in the first days
because this only makes them feel pressure and scare of their job. Finally, the company always
creats conditions for new employees to develop professional. New employees can have chance to
exposure and improve the experience in other jobs outside the work they undertake. There are
prepared to help them develop and enhance professional development as they desire. There are
plans and directions for excellent staff to create their own businesses a strong human resources
and maintain the stability of operation when there is a shortage of personnel.

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Every business has different ways and methods of training new employees. However,in general,
they will use these short courses or invite experts in the field needed training. Besides, they can
use the old staff having experience to teach the necessary skills for new employees. In compared
to other forms, this is the most effective way, because the former employee has knowledge of the
business activities as well as professional experience. However, the huge competition in the
enterprise makes the employee are jealous or fear of losing their job. Thus this thing makes this
form of training also become difficult. Forms and effective training methods can help businesses
recognize the talent, the good managers in the future. The company just create new ones
professional knowledge and skills required is a new sense of friendliness to join the enterprise,
helping them get along with the collective, and policies to support the employee develop the
occupation was very successful in training new employees.

V.

Performance appraisal

Vnland group performance appraisal is annually. Hr manger of the company said that we
appraise the employee due to their performance about goals of the organization, we set the goals
started the year and tell the employees about the goal if the employees achieve this goal. We
appraise the employees.
Steps in appraising performance
The performance appraisal process contains three steps which are define the job, appraise the
performance and provide feedback.

Define the job:

Means making sure that you and your subordinate agree on his or her duties and job standard.

Appraise performance:

Means comparing your subsssssordinates actual performance to the standards that have been set.

Provide feedback:

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Means discuss the subordinate performance and progress and make plans for any development
required
VI.

Salary and benefits

Wages and salary administration is an integral part of the management of the VNLand Group.
Wages and salary is a systematic approach to providing monetary value to employees in
exchange for work performed. It may achieve several purposes assisting in recruitment, job
performance, and job satisfaction. It is the remuneration received by an employee in return for
his\her contribution to the organization .It is an organized practice that involves balancing the
work employee relation by providing monetary and non-monetary benefits to employees.
VNLand aware that when a person is motivated, encouraged to work to suggest that his efforts
will lead to outputs or objectives to be completed and this will cause him to be able to get desired
reward. The ability to achieve and value the higher the reward motivation higher and vice versa.
To ensure the payment of wages associated with the completion of the mission objectives of the
company, VNLand out specific procedures to implement:
o Earlier this year, the manager, direct supervisor, who met with each staff member to
discuss objectives and tasks in the plan year. Goal of individuals is associated with the
objective of the company.
o In the process of implementing the monitoring of upper management and can be adjusted
if necessary.
o At the end of the year, on the basis of self-assessment of the employee, the directly
manager measure performance according to criteria agreed earlier this year. The results of
this assessment will form the basis for the classification and application of the salaries
and bonuses.
VNLand Group has full responsibility to ensure the following benefits for all employees working
at Company.
1. All employees are guaranteed the rights and legitimate interests in accordance with
regulations of the Company and in accordance with labor legislation.
2. Staff on duty while under attack or unprovoked attacks, the Company will protect and
damages.

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3. Employees have the right and responsibility to contribute ideas on the construct and
develop company and issues related to employee benefits.
4. Employees may join the trade union or other political organizations are allowed to set at
the Company, may participate in cultural activities, art, physical education - sports and
other social activities , but not affect the working time and assigned tasks.
5. Employees have the right to appeal to the direct operating grant, by the CEO, the
Supervisory Board, and the Board or with the trade union organizations on the basis of
violations of this regulation, causing damage to the interests or damage to the honor and
dignity.
6. Employees are guaranteed the benefits of social insurance, health insurance under the
provisions of this regulation in accordance with the Labor Code and the law is concerned.
7. Employees participate in training courses, training in accordance with current job held by
the Company to raise the professional level.
8. Staff have good achievement in their work and do not violate labor discipline, the
company will reward regular or irregular commensurate with the level of contribution of
each person.

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