“HR Planning 2015 for Phuc Hung Construction Joint Stock Holdings” Opening: In the market economy, the trend of integration with the fierce competitive environment companies has to deal with many challenges To survive and develop strong right now about all resources including human resources play a decisive role A business has a good staff management system; it basically creates a workforce to work effectively, dedication for the survival and development of enterprises That is the competitive advantage of the utmost importance in the market now The first step plays an important role in the system of human resource management activities are activities of human resource planning Planning human resources help enterprises to have an accurate overview of the labor force in business, anticipating the needs of human resources in the short term, long term and offering the best solution for workers in order to successfully implement the goals of the organization Phuc Hung Construction Joint Stock Holdings have a long development history in the construction industry Through many years of development, the position of the company is increasingly asserted in the construction industry and aims to become the leading enterprise in the field of construction Specifically, on 11/5/2009 officially listed shares on the Hanoi Stock Exchange floor PHC - HNX Achieving ISO 9001: 2008 Global Group - UKAS Therefore, it creates a strong motivation for all officers and employees in the company and for the development and growth of the Company The contents of the report are presented in three parts: Part I: Concept of Human Resource Part II: Overview of Phuc Hung Construction Joint Stock Holdings and features the company's human resources Page|1| Part III: HR 2015 Plan for Phuc Hung Construction Joint Stock Holdings Part I: Concept of Human Resource 1.1 The basic concepts of human resource plan To survive and develop a business, we must effectively address the issues related to the four basic areas such as finance, production management, marketing and human resource management The settlement does not only focus on the issue that requires resolution but also look to the future to anticipate and deal with these problems will occur Therefore, HR planning is needed to bring the initiative, reduce risk and increase efficiency Thus, HR planning is important, necessary as a basis for effective use of human resources as well as the efficiency of production and business activities There are many different definitions of the staffing plan was launched, namely: "Human Resource Planning is the process of assessment, determine the need for human resources to meet the business goals of the organization and construction workers plan to meet those needs" "Human Resource Planning is the process of implementing plans and programs to ensure that the company will have the right quantity, right quality at the right time to be arranged at the right time, the right amount of quality, place and place " 1.2 The role of human resource plan 1.2.1 Planning HR plays a central role in the strategic management of human resources The workforce has the skills of an organization is increasingly aware, has become a competitive advantage of the organization Planning HR organizations have an important role as the capital plan and the financial resources of the organization However, for a period of time, managers are interested in planning capital and financing needs of the organization, but only recently they have noticed clear competitive advantage of the organization’s labor force with skill, high-skilled level Any organization that wants to survive and withstand the competition will have to conduct strategic planning of human resources Page|2| Strategic planning is the process of human resources to build human resource strategy and set of programs or strategies to implement strategic human resources Therefore, the role of human resource plan is to help organizations achieve business goals The strategic plan of the organization's resources when built correctly will bring many benefits directly or indirectly to the organization 1.2.2 HR plan has a great influence on the efficiency of the organization Planning personnel have close relations with strategic planning of production and business organizations To achieve the goal in time, each organization must have a reasonable set of workers with the skills and knowledge necessary capabilities 1.2.3 HR plan is the basis for the recruitment of human resources, training and development of human resources 1.2.4 HR plan to regulate the activities of human resources HR plan can help enterprises labor turnover from this department to other departments when necessary to avoid excess labor 1.3 Factors affecting the HR plan 1.3.1 Type of products and services that the organization will provide social and organizational strategy Each type of products and services that the organization will produce trading and market making will require quantity and quality of labor, occupational structure and level of skilled labor skills of human resources is very different from each other Therefore, the HR plan should carefully consider the complexity of the product to determine the type of labor structure suitable qualification and skills 1.3.2 The volatility of the environment As the changes in the economic, society, politic, science and technical progression will affect the business operations of the organization From the effect of demand and supply, some job has been removed while some have been created 1.3.3 The length of the HR plan The length of time is also an important factor affecting human resource planning, human resource plan can be made in the short term from month to year or longer period of years or years Determination of long or short duration of planned human resources Page|3| depends on the degree of influence of environmental factors internal and external environment of the organization 1.3.4 This type of information and the quality of the forecast information on HR plan The nature of the work will be done When planning personnel to determine: What types of work will be done within the organization; gaps in the organization need to be replaced and additional reasons: labor transfer, promotion, retirement and generate new jobs Moreover, human resources will be attracted from? The ability to train and develop existing employees within the organization in order to complete the job like? Staff recruited like? The ability to search easy or hard, long or short? These factors should be considered when conducting assessment and planning of human resources 1.4 The basis of the plan's 1.4.1 Job Analysis Job analysis is understood as a process of identifying the tasks and skills in a systematic way to perform the job in an organization Job analysis tools are considered the most important and fundamental to human resources management; it is the basis for the implementation of all HR functions within the enterprise So the first base of human resource planning is job analysis Job analysis is the process of collecting the materials and assesses systematically with important information related to the specific job within the organization in order to clarify the nature of each job 1.4.2 The relationship between HR plan and business plan - Production planning for long-term business with HR plan To survive and thrive in the long period (about years) the organization should focus on planning for long-term strategy The senior management of the organization has to define strategic thinking such as why your organization exists? But what should be done? Therefore, organizations must clearly identify the products and services that are useful to the business Analyze the strengths and weaknesses of the organization as the products and Page|4| services will be produce in the coming years There are serious weaknesses that may harm or bankrupt organization for a long time Strategic Planning requires analysis of labor force as a result of changes in the demographic, cultural, and social and changes in labor supply Each change may have certain influence to the future workforce of the organization - Production Plan mid-term business plan with HR plan Planning and production of medium-term business organizations include: identifying the goals and objectives of the organization within to years Manifestations such sales; the number of products in each category; or some other indicator of production and business activities as profitable labor productivity - Planning and producing short-term business with HR plan Production and business plans often offer short-term performance objectives and operational plans of a year Short-term business plan plays a very important role for economic triumph and survival of any organization, especially the forecast of saving and spending The planning tool creates the conditions for coordinating the activities of the organization and direction of the activities of individual employees to achieve superior results 1.4.3 Review the job done As predicted labor supply, one of the important factors that administrators used is resource information system which is the most important under review the work done Assessment work is understood as a systematic evaluation and formal work on the implementation of the employees in the comparison of standards have been developed and discussed the results of the assessment for each employee action 1.4.4 Labor rules Fully understood, labor rule is a process of research and practical application in the labor level scientific basis in order to improve productivity and reduce production costs In which the quantity of labor is a converted into living labor regulations for employees to complete certain workloads The level of employment is an important basis to conduct human resource planning, especially for human resource planning in the short term so businesses should care about this issue 1.5 The process of HR plan Page|5| 1.5.1 Predicting human needs 1.5.1.1 Predicting short-term HR needs Predicting short-term resources is the needs for personnel within year, the primary method to predict resource needs in the short time analysis tasks / analyzing workload Depending on the characteristics of the business, product type and structure of each organization, and adopted the following methods: - The method of calculating the amount of labor wastage Identify staffing needs for the next year (in plan) based on the following grounds: a total waste of labor to complete the number of products, or the workload and tasks of the plan year; coefficient of labor productivity growth projected in the plan - Method of calculation according to labor productivity Basic contents of this method are that the total output of the plan year (in kind or value) divided by the labor productivity of labor a year's plan for the year - The method of calculating the standard A person must undertake standard calculation of workload / tasks For example, the number of students that a teacher must undertake; number of beds that a nurse must serve 1.5.1.2 Predicting long-term HR needs Long-term HR plan is usually carried out for a period of year, possibly from to years or years Predicting long-term staffing requirements is the task of the human resource management professionals Each institution engaged in the production of various kinds of product, process and management of the organization, technical skills are applicable to the manufacturing business, so the demand for quantity and quality of human resources in design planning is very different 1.5.2 Predicted labor supply After predicting human needs, it should be conducted to predict the organization's labor supply during the plan period Organizations must evaluate, analyze and ability to predict how many people are willing to work for the organization to take measures to attract, use and exploit the potential of workers, improve the efficiency of its operations function We can predict the labor supply from two sources: labor supply from the organization (i.e analysis of existing personnel within the organization) and provision of personnel from outside the organization Page|6| 1.6 Balancing supply and labor demand, these solutions imbalance between supply and demand After predict demand and supply personnel for the period of organizational planning, conducting balance / compare players with not only provide HR personnel in large groups but also detailed to each job Results in comparing demand and supply personnel of the organization will occur the following three cases: Demand is greater than the supply for the (lack of manpower); the larger labor supply and demand of the (excess manpower); Bridge personnel by providing personnel (balance) Each case requires organizations to have specific measures, adaptation PART II: OVERVIEW OF THE CORPORATION FOR PHUC HUNG CONSTRUCTION JOINT STOCK HOLDINGS 2.1 Company’s overview 2.1.1 History and Development - Name: Phuc Hung Construction Joint Stock Holdings - Abbreviated Name: Phuc Hung Holdings., JSC Address: - Address: 03 floors, HH2, Duong Dinh Street Art, new urban Yen Hoa, Cau Giay District, Hanoi - Phone: + 84.4.6275.60.61 / 62/63 - Fax: +84.4.6275.6065 - Email: Website info@phuchung.com.vn: www.phuchung.com.vn Phuc Hung Construction Joint Stock Holdings was established on 04 January 07 2001 (formerly known as the Phuc Hung Holdings., JSC), in 2003 joined the "parent companysubsidiary" of Constrexim Holdings With industry is the construction of residential, industrial, interior equipment; Investment in real estate business; Trading & manufacturing of building materials Phuc Hung identified own direction of high-tech applications in construction and civil engineering industry with specialized technology sliding formwork construction and construction of reinforced concrete structures prestressing steel, this is the advanced technology in the world Orientation is the first 10 ÷ 15 years focused on the construction of tall buildings (offices, luxury apartment ), cement plants, plant food by the application of advanced Page|7| technologies of the developed countries in the field of construction (Germany, Austria, USA, Korea, China ) such as sliding formwork, climbing formwork, construction of prestressed cables and promote investment property estate, focused on projects in Hanoi, HCMC Ho Chi Minh City and Ba Ria-Vung Tau Improving competitiveness in the field of commercial business, first serve the business needs of the company; Non-stop research and investment projects of building materials factory when eligible With a staff of experienced engineers, workers skilled technicians have spent many years of experience in the construction sector, are mature through the major projects of the Investor in & abroad demanding progress, quality management methods PHUC HUNG HOLDINGS has been involved in the development, major investment projects, high technical standards The strategic objective of PHUC HUNG HOLDINGS is innovation, increase investment in the development, production and business expansion in the direction of multi-sector, diversification of products that focus on the construction sector and civil industrial, transportation, irrigation, enhance competitiveness, improve business efficiency, sustainable development towards regional integration and international The model of organization of the management of the company Comment: Phuc Hung Holdings operates under the regime of independent accounting, legal status, there is a seal for trading relations and signing contracts with economic units and abroad Currently the company has gradual improvements under the new model which suitable to meet the business plan from 2015 to 2018 which was approved by the Board, the functions and responsibilities of each department is clearly divided Human resources was identified as the most important in determining the success or failure strategic corporate development and effective implementation of the objectives set out by the company, in which the role of the leader, officials Management at all levels, staff engineers and workers are the biggest assets of Phuc Hung Holdings Page|8| Structure of the Company's shares Currently the use of the entire personnel of the company is to create stability and time required friction with the company's shares However, a general orientation in employment synthesis in the table below, to ensure the development of the company in the coming months, the company will add several departments such as: construction management Room, The project Management Board at the investment project Page|9| Looking at the structure of employment by industry trained qualified staff we see employees of the workers is very high Number of employees with bachelor's degree accounted for 13.49% (49 people), number of employees qualified engineers and technicians accounted for 58.68% (213 people) The workforce will certainly be a huge advantage for the company in the implementation of construction projects that meet the technical requirements PART III: HUMAN RESOURCE PLAN 2015 FOR PHUC HUNG CONSTRUCTION JOINT STOCK HOLDINGS The cause and significance of the HR plan 1.1 Reasons: Looking at the functions and duties of the Organization - Administration, we see the workload of the room is very diverse, but it was the company programmed to apply from the beginning with four employee to adapt the workload of the company, but if the work plan, the number of personnel on the staff is not enough for the job analysis process for all officials and employees of the company Organization with a staff management personnel, but officials did not learn in-depth about the HR planning process, the remaining three staff only focus on management salaries and insurance So when companies plan their personnel will not analyze the work of the company because the company has multiple departments scattered everywhere to find and focus on data which having a lot of difficulties, in addition, the deadline of HR planning process is very limited In general administrative office don’t have expert on HR planning and analysis work, this is a huge cause of obstruction When building HR planning, the companies have to spend a certain cost to the plan is completed with a knowledgeable staff and an amount of time to complete this So the cost of money is relatively large but not necessary for the company, hence, the company did not elaborate planning with proper process Moreover, the characteristics of seasonal employment, with the management of nonpermanent contracts, we see that the management is very easy to just one person knowledgeable about construction or have experience in process construction management, is able to manage these workers, therefore the demand for determining human resources management for the future is not really urgent for the company Page|10| The meaning The human factor is the most important parts, the machine only work when it's good progress towards the company's success So when HR focuses on implementation, the work of production, sales, new effective implementation arrangements for the company in accordance with the assigned work, thereby employee performance will increase company profitability and growth - Analysis of the current situation in the company's number of employees, thereby know the quality of implementation, of each department, division, specific projects; - Develop a plan staff turnover, recruitment of staff in order to grow in the company in 2015 - Actively funds to pay salaries, bonuses, training and retraining of employees - Pursuant to the strategic direction, development planning and implementation of early human to retain existing human resources, avoid inviting, inducing existing employees of the company to another work; initiative agreed to invite the factors to be evaluated is consistent with the work of the company and the expected benefits for the development of the company Our country is in the period of industrialization and modernization so we have more opportunities for Phuc Hung Holdings; hence the success is or not largely depends on the company But the company had to stand in the fierce competitive environment, competing not only with the state-owned companies but also to compete with private companies and foreign companies, the business environment is very large and uncertain Therefore in order to survive, the companies have to improve from their own work, including HR plan The labor needs of the company are quite diverse, rich, if not the plan will cause a great impact on the business plan The company has to predict the labor needs of in the future The company will use effectively the available resources when a shortage of labor happened or hire more people Develop the planning process at the Phuc Hung Holdings - To have a reasonable HR plan at first, the companies have to determine construction methods labor planning - The company has knowledgeable staff but in the building but the company needs and limitations of the lack of specialized human resources management field, the company has Page|11| no plans to HR plan, if possible, the company can hire HR professionals to create manpower planning process But they should not forget to build a mechanism for monitoring and supervising the plan + The company should consider, send people to improve their training, should choose someone who has studied labor economics or human resources management and are willing to invest to meet the costs of distribution area of work, of course, to build a team of surveillance and monitoring mechanisms + Company would hire one or two additional experts in Organization - Administration, measures difficult for remuneration policy of the company is not high + The company should invest the cost to process HR plan to follow the procedure below 3.1 Identify the needs and demand forecasting Proposed requirements: Normally HR needs to arise from the requirements of the business plan, especially plan that is the product of volume and revenue Forecasting demand: It is divided into three methods: short, medium and long term • Short term: Step 1: Conduct a defined workload to implement the plan period: could reflect in the volume, the amount of product sales Step 2: Determine HR requirements needed for each type of work on the basis of using the conversion rate From the volume of work, based on labor norms to calculate the total time required to complete the work, thus producing the number of workers needed for each job Norms of this company can take on the industry, company or job analysis for more accurate rates Specifically as follows: - For the production: can calculate the time, the output of which will be converted into the labor consumption per unit of product - For other works: For those workers will use the conversion rate is very little or no change Using standard methods for boundary: Step 3: Calculate the number of labor management To calculate the labor management, use the HR standards to each department If the function is more complicated the more people are needed However, if the organizational Page|12| structure of the enterprise is not good, it will make the predicted results increased unreasonably, so the need to improve the organizational apparatus prior to determining the amount of labor To simplify the work of estimate HR needs in terms of production, the stable business enterprises can count the number of employees increased, thus producing the overall staffing needs of the business The advantage of this measure is simply cheap but the accuracy is not high 3.2 Predicting the labor supply Predicting the labor supply is calculated ability to attract and meet the needs of business personnel, including human resources inside and outside the labor supply 3.2.1 Provide personnel within the enterprise It is to determine the internal labor supply to analyze the current state of the current labor under the surface - The number of people working, the structure of labor by occupation, labor structure according to the level and structure of labor by gender and ability to develop production in the future The process of forecasting personnel staff: Step 1: Analysis of the job To classify the work must be based on the following basis - The nature of work - The importance of the work and the complexity of the job ladder of organizations - The required knowledge and skills necessary to serve the area Step 2: Determine the labor supply in each job in the plan period Internal Supply = number of people + resources up and down The formula can be used for each type of job in the business Number of additional personnel include some personnel were transferred or promoted from other jobs Number of the depleted staff includes self-severance; production was discharged, retired, died or transferred to some other place When determining the degree of volatility HR Administrator to be based on the% of variation of the previous period in combination with the opinions of experts and based on the proportion of the labor movement Page|13| Ratio = flow out of the organization / total employees * 100% Step 3: Develop the ability to meet the needs of business people This step will use the resources information system to determine the number of employees have been able to respond to the request Human resources information system is a comprehensive list of information about all labor working in the organization Include the following information: - Personal biography, education level, the assessment of strengths and weaknesses, skills and areas of knowledge, location and type of work being done, - Seniority work at the current position in the organization - Expectation of job and place of work, intended retirement date - Potential for development and promotion possibilities, the history of the wages and salaries - Information on the periodic evaluation of the performance of work and comments of the leaders directly - Information on the law and reward explosive Throughout the research process of information system resources are essential for predicting the supply of internal staff However, with the large enterprise management is therefore very difficult, enterprises can be divided into two categories communication skills and portfolio management to simplify administration 3.2.2 Provide external personnel When the supply of the inside does not meet labor demand, businesses will have to take into account of other sources to supplement the shortage of personnel When determining the external labor supply, we must consider the following factors: - The size and population structure: there is a direct impact factors to the scale and structure of the human - The situation of migrants - Percentage of labor force participation - Trends in career development, using statistical methods to analyze and forecast factors - The education and training to analyze factors Page|14| Human resources of an enterprise may include people who are working in other businesses Through form recruiting additional business will be a shortage of personnel from external sources 3.3 Proposed policies and plans (or balancing supply and demand HR) Policies and plans are overall decisions and solutions related to balance supply and demand in the corporate HR There are cases occur when comparing the relationship between supply and demand of human resources 3.3.1 Demand greater than supply (labor shortage) The measures were made: - Transfers: business projects in information systems personnel to conduct the transfer There are three types of transfers: + Transfers production means the transfer to meet production needs + Transfers employees: to redeploy employees accordingly + Transfers alternative: supplemented by retirement, waste production or expansion of production - Promotions: arrangements in place to work with higher wages, greater accountability, better working conditions - Demote: contrary to the promotion - Recruitment: in the case of the above solutions are not able to respond to the supplydemand balance is now recruiting to training and developing to complementing human resource gaps 3.3.2 Supply over demand (redundant labor) These measures can be used: - Limiting recruitment, transfer, temporary replacement, job sharing, making common tasks, reducing working hours for temporary leave, early retirement and motor mechanic reduction 3.3.3 Supply vs demand (balance) Single measure is transferred internally to arrange staffing a most reasonable way to maximize human potential, we can say that the transfer of the business routine 3.4 Implement policies Page|15| The responsibility of the individual parts of the business is as follows: - The senior management is responsible for making decisions about human resources and solutions to balance supply and demand, but with the help of a specialized department - Low-level management staff has the responsibility in the planning Since then they will conduct human resource planning in the department to meet short-term needs - Parts specialized human resources are responsible for building and maintaining a system of human resource planning in the organization Simultaneously with the approval of senior management, will conduct the work carried out in accordance with the policies set out plans 3.5 Testing and evaluation: Usually specialized department plays a major role in the examination Every step of the planning, personnel managers must constantly evaluate and monitor to conduct timely adjustments to increase the efficiency of this work in the business Forecasting demand for human resources Phuc Hung Holdings 4.1 Results at the company business in 2014 Criteria Year 2014 Year 2013 MS Sales of goods and service 01 TM 5.19 (VND) 387.503.813.699 (VND) 404.363.674.821 providers The deduction from revenue 02 5.19 7.747.273 4.056.871.454 Net revenue from sales and 10 5.19 387.496.066.426 400.306.803.367 5.20 361.401.164.801 375.511.000.580 26.094.901.625 24.795.802.787 services (10 = 01-02) Cost of goods sold 11 Gross profit from sales and 20 services (20 = 10-11) Revenue from financing 21 5.21 997.090.625 2.645.707.885 activities Financial expenses 22 5.21 9.611.218.903 14.518.883.539 Cost of sales 24 45.373.603 128.857.998 Cost of Enterprise Management 25 12.584.682.532 13.200.354.105 10 Profit from operations 30 4.850.717.212 (406.584.970) other income 31 5.22 3.961.079.764 7.900.902.002 12 Other expenses 32 5.22 3.027.019.483 7.339.648.756 13 Other gains (40 = 31-32) 40 934.060.281 561.253.246 Page|16| 14 Total profit before tax 50 Current tax expense 51 16 Deferred income tax expense 52 5.784.777.493 5.23 17 Profit after corporate income 60 154.668.276 1.323.139.521 4.461.637.972 154.668.276 410 14 tax (60 = 50-51-52) 18 Basic earnings per share 70 5.24 Comments: Based on the production business of the company in 2013 and 2014 found that in 2014 the revenue targets, profit before tax and profit after tax, the average income of employees increased namely: - Sales of businesses in 2014 decreased compared to 2013 -16 859 million corresponding to 4.17% - Profit before tax increased business in 2014 +5630 million corresponding to 36.40% - Profit after tax increased by 4,307 enterprises million in 2014 to 27.85% respectively - The average income of one employee of the company increased by 0.5 million corresponding to 15.38% These are encouraging numbers reflect the business of the company is continuously growing and developing Although revenues decreased in 2014 compared to 2013, but the results of profits and rising per capita income 4.2 Expected business plan 2015 Derived from the actual operation situation of enterprises over the years and weigh the practical ability of the company today, predicting future market demand in 2015 that the Board has set a target that business Industry achieved in 2015 with sales of 1,000 billion can be achieved Specifically clear business objectives towards 2015 in the following table: Estimated production and business plan of the company in 2015 Unit: Million VND Criteria Year 2006 I Revenue 1.000.000 II Capital + direct costs 932.700 III Gross profit 67.300 IV Cost Management 32.476 Page|17| V Profit before tax 14.928 VI Tax 3.415 VII Profit after tax 11.513 VIII Basic earnings per share 10,58% IX Distribution of profits 11.513 - Appropriation required reserve fund (5%) 575,65 - Appropriation Bonus and welfare (2%) 230,26 - Investment fund expansion (5%) 575,65 - Profit dividends (88%) 10.131,44 + Dividend distribution 9,30% X Labour and Wages Number of employees (average user) 400 The average income per person / month 8.0 Looking at the goal towards which we now see expected in the coming years will continue to improve the management labor efficiency, labor savings by reducing the number of unnecessary labor; Besides, would not stop raising incomes for workers through the company strives for efficient production and business, striving to have a stable growth firm with indicators: total revenue, profit, dividends each year on year by 10% 4.3 The volatility of the company's employees from 2014 HR plan to achieve high efficiency, it must coordinate seamlessly with other parts of the company such as marketing, finance etc if it is not combined with other functions, it does not achieve the desired effect, can achieve the opposite result desired Criteria to measure the effectiveness of HR planning that is the fluctuation of personnel under the production workload, or rate, quantity and quality of human resources increase, decrease correspondent to the quality and volume of work To measure the effectiveness of the planning staff, it must be based on the following three criteria: - The total value of production and business from 2013 to 2015, the movement of personnel and labor structure 4.4 Labor demand forecasting for Phuc Hung Holdings 2015 Year 2014 2015 Page|18| Total employees belongs to company’s 351 380 269 280 82 100 1.688 2.500 long-term contract Total employees belongs to company’s short term contract Direct labor (people) - on the payroll of the company Direct labor unskilled (people) workers and hired as short-term contracts seasonal Company determines the total workload and tasks to complete Since then build employee payroll for each department which includes provisions on the number of employees, type of labor for each department Then the manager will assign tasks to individuals in the room so it can be reasonable When lacking of a certain location or when the work is sometimes too much, the Head Manager will reassign tasks to other employees (part-time employees each add some other tasks) or perform overtime If the workload is too much and people can not finish everything, then the manager have to write a letter to Administration division to hire professional people The demand for labor which the company estimates that by 2015 had increased compared with 2014 demonstrates the company is very successful in business, revenue increased in number of employees on the payroll of the company in 2015 went up compared to 2014 is 29 (people) This is a good sign but if we want the efficiency in labor management, the company should develop a process to predict the appropriate resources required to produce the business that the company put out Training plan from 2014 to 2015 Criteria Unit Year 2014 2015 Indirect staff People sent to long-term training set 25 50 Direct worker People People Operate in building People 50 60 Page|19| Train and recruit workers People 1.688 2.500 Page|20| 4.5 Advantages and limitations of the planning process at Phuc Hung Holdings 4.5.1 Advantage - The process of planning HR is simple, easy to follow and low cost for set up - The Person in Charge always control the actual fact from human resource of the company The company considers HR as an important matter that needed to be organized frequently It is supported by all the staffs in the company and priotized in term of collecting information 4.5.2 Limitation: -The Administration Division and branches has total 15 people, number of staffs in charge only people is not enough Therefore, it is extremely difficult analyze the work of 2000 employees -The Administration Division does not have expertise on building construction; this is also a limitation for the company - Because we not analyze the work of the company, the data processing department was very difficult, but the duration of the construction plans is very limited, so they made the experience is mainly - Regulation of the company provided penalty for the construction of the plan, in the process involves the construction of the Plan that are less interested in the results of the Plan of long-term human resources - It is a method of construction is not reasonable, because this is a construction company; number of employees constantly fluctuating precious months, according to the world that relies on qualitative predictions is not accurate - Method of forecasting the needs of the work not based on the analysis of the workload, but only based on personal experience, so the result of the process of human resource planning will be incorrect - Limitations of companies in the construction schedules of human resources í the company has chosen the wrong method of planning personnel with qualitative methods that not rely on the grounds of work, mass production business Because the purpose of planning is to arrange the right people in the right place in the future 4.5.3 Reasons: Page|21| The amount of work planned staffing is limited, the administrative organization in the parent company of people, but only two people assigned to this task The skill of workers is limited, because the worker is from a law school rather than HR managers are trained in schools abroad Company investment costs for the preparation of the Plan's so limited , the annual training on new technologies, corporate culture is not often 4.5.4 Recommendation: -To have a reasonable HR plan of the first companies to redefine the method construction workers planning -The company has many knowledgeable staff in the planning of human resources, but they wrong way of method which can hire expert to create process HR planning and combine multiple methods So that they are promoting their experience with a precise schedules But should not forget to build a mechanism for monitoring and supervising the plan +Companies should review and send people improve their training, should choose someone who has studied human resources management level professionals and are willing to invest to meet the costs of job analysis Of course, they still have to build a team of surveillance and monitoring mechanisms +The company would hire one or two experts who had worked overseas (USA, Europe, Japan, Australia) to supplement in human resources, measures have face difficulties because remuneration policy of the company is not high +Every year, companies should give more regular training costs for employees in the classes, courses, meetings and presentations by experts on corporate culture Along with the creative minds at work and new technologies 4.5.5 Implementation of these measures: Transfers: now included in the information systems personnel to conduct the transfer There are three types of transfers: + Transfer of production means the transfer to meet the needs of production + Transfers Employees: In order to arrange the appropriate labor + Transfers alternative: Claim by retired or expand production Page|22| + Promotions: Put in place to work with higher wages, greater accountability, better working conditions + Demote: Contrary to promote +Recruitment: In case the above solutions not meet the balance of supply and demand, enterprises must conduct recruitment training and development of human resources to complement any gaps Also it is applicable to overtime and hire mỏe labor Policy implementation Responsibilities of the test individual components in the following businesses: + Staff and senior management are responsible for making decisions as well as human resources solutions supply-demand balance However, to have the help of a specialized department + The lower level managers have the responsibility in the work schedules of their parts management Since then they have to proceed the schedules human resources department in order to meet short-term needs + Human resources Division have the responsibility to build and maintain a system schedules the organization's human resources Simultaneously with the approval of senior management, they will conduct the work in accordance with the policies set out schedules Testing and evaluation: Usually specialized department plays a major role in the examination Every step of the work schedules human resources, managers should regularly assess and monitor to conduct timely adjustments to increase the efficiency of this work Conclusion “HR Planning 2015 for Phuc Hung Construction Joint Stock Holdings” has completed a number of tasks: Summarize the knowledge learned on general human resource management, human resource planning and particularly, the relationship between HR plans with others Clarification of concepts, facility, influencing factors, how to conduct planning Collect data on planning human resources in the company history, organization of the system and the characteristics of the company for production planning business, the characteristics of the products, power machinery, labor organizations and business Page|23| environment of the company Phuc Hung Since then assess the situation on the work of human resources plan Based on the orientation and development objectives of the company, introducing few measure so that Phuc Hung Holdings can overcome and fufil their mission Rreferences: - Corporate finance textbooks - Dr Nguyen Thi Thuy Dung - HR Planning textbooks - Dr Nguyen Tiep - HR management textbooks - PGSM - Production & Business report, Human Resource, Labor changes over the years ( Collect at Administration Division of Phuc Hung Holdings) - Http:// Phuchungholdings.com.vn Page|24| ... + The lower level managers have the responsibility in the work schedules of their parts management Since then they have to proceed the schedules human resources department in order to meet short-term... system resources are essential for predicting the supply of internal staff However, with the large enterprise management is therefore very difficult, enterprises can be divided into two categories... personnel were transferred or promoted from other jobs Number of the depleted staff includes self-severance; production was discharged, retired, died or transferred to some other place When determining