Quy Trinh Tu Yen Dung

7/30/2019 Quy Trinh Tu Yen Dung

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BNG THEO DI NHNG THAY I/

FOLLOWING TABLE OF CHANGES

n bn/Printing

Ngy ban hnh/Issued date

Trang sa i/Adjusted pages

Ch k ca cc n v c lin quan

(i vi quy trnh phi c ch k ca cc n vc lin quan n quy trnh, i vi hng dn

phi c ch k ca t trng hoc trng ca thchin hng dn ny).

Signatures of relative Departments.

(Processes need to have signature of departmentsthat relate to the process, the guides need to havesignature of group leader or shift leader toexecute the guides)

Ngi bin son/ Writer Ngi kim tra/Checker Ngi ph duyt/ Approver

H v Tn/Full name

Ch k/Signature


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1. MC CH/PURPOSE:

Nhm tuyn c nhn s theo ng trnh t, yu cu cng vic, m bo lc lng lao ng nnh phc v cho hot ng sn xut kinh doanh ca Cng ty.

Recruiting the staff as right order, working requirement to ensure stable labor force who serveproducing and trading operation of the Company.

2. PHM VI P DNG/SCOPE OF APPLICATION:

p dng cho ton b hot ng tuyn dng ca Cng ty C phn Kinh .

Applying for whole recruitment operation of Kinh Do Corporation.

3. TI LIU LIN QUAN/RELATIVE DOCUMENT:

Cc ni quy, chnh sch Cng ty/Regulations, policies of the company

Quy ch Tuyn dng/Regulations of recruitment.

Quy trnh o to/ Training process.

Cm nang nhn vin/Handbook of staffs.

4. DANH SCH PHN PHI/LIST OF DISTRIBUTION:

B phn lu tr H s, ti liu/Document and profile saving section.

Cc phng ban trong Cng ty/ The Departments of the company.

5. TRCH NHIM/RESPONSIBILITIES:

Tt c cc c nhn, b phn tham gia qu trnh Tuyn dng u phi thc hin theo ng Quy

trnh ny, c th nh sau:All of individuals, departments that participate in recruitment process have to obey this process,

specifically as follows:

Phng Nhn s/HR department:

- Gim c Nhn s: nh gi Ngun nhn lc hin ti ca phng ban ang c nhu cu Tuyndng xc nh r tnh xc thc.

-HR Director: Assess current human resource that the Departments need to recruit to identifythe reality.


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- B phn Tuyn dng: K t khi nhn c Phiu yu cu tuyn dng v H s Tuyn dng,da theo cc yu cu chi tit, nhn vin ph trch Tuyn dng c trch nhim p ng ngi

trong khong thi gian sau:

- Recruiting department: as from receiving recruiting requirement note and recruiting profile,base on detail requirements, the staffs that are in charge of recruitment have duty to satisfyenough laborers in duration as follows:

+ Lao ng ph thng: Trong vng 10 ngy.

+Manual laborers: within 10 days

+ Nhn vin Vn phng, gin tip, bo v: Trong vng 20-30 ngy.

+ Official, undirected staff and bodyguard: within 20-30 days.+ Qun l cp trung: Trong vng 30-45 ngy.

+Intermediary manager: within 30-45 days

+ Qun l cp cao: Trong vng 45-60 ngy.

+ Superior manager: within 45-60 days

+ Cp lnh o: 60-90 ngy.

+Leadership level: within 60-90 days

(Xem phn cp chc danh iu 9 - Quy ch Tuyn dng)

(See title decentralization in article 9- Recruitment Regulation)

Cc b phn/phng ban khi c nhu cu tuyn dng :

With the departments that have recruiting demand:

- Chu trch nhim v Yu cu tuyn dng m b phn xut.

- Take responsibility about recruiting demand as suggestion of the Departments.

- Cung cp y cc thng tin cn thit v v tr cn tuyn mc chnh xc v ph hp nht,

tham kho kin t pha B phn Tuyn dng, Gim c nhn s.

-Provide enough necessary information of position that needs to recruit with high accuracy andsuitability. Consult opinions of Recruiting Section and HR Director.

- Tip nhn, chuyn giao H s v bi kim tra vi B phn Tuyn dng.

-Receive and transfer the profile and test for Recruiting Section

- Gi bi, thang im, p n v kt qu cho B phn Tuyn dng.

- Send the topic, mark level, key and result to Recruiting Section.

- Phi hp vi B phn Tuyn dng sp xp thi gian phng vn thch hp v nhanh chng nht.- Combine withRecruiting Section to arrange suitable and quick time for interview.


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Ban Tng Gim c :

Board of General Director:- L b phn c quyn hn cao nht trong vic xt duyt quyt nh Tuyn dng.

- Be supreme department in approval of recruiting decision

6. NH NGHA CC T VIT TT/ABBREVIATED WORDS (Vietnamese) :

NV-CN: Nhn vin/ Staff

CN: Cng nhn./ Worker

CNSX: Cng nhn sn xut/Producing worker BTG: Ban Tng Gim c./Board of General Director

7. NI DUNG/ CONTENTS:

TRCH NHIM/ DUTIES TIN TRNH/ PROCESS DIN GII/EXPLANATION


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DIN GII QUY TRNH/EXPLANATION OF THE PROCESS

QUYT NH TUYN DNG/RECRUITING DECISION

PHIU YU CU TUYN DNG

H S TUYN DNG/RECRUITINGREQUIREMENT NOTE AND PROFILE

PHNG NHN S XEM XT/ CHECKING OFHR DEPARTMENT

PH DUYT/APPROVAL

THNG BO TUYN DNG/RECRUITINGANNOUNCEMENT

NHN V XT H S/RECEIVING ANDCHECKING THE PROFILE

KIM TRA-S VN/ CHECKING-PRELIMINARY INTERVIEW

PHNG VN CHUYN MN/PROFESSIONALINTERVIEW

MI NHN VIC/ INVITING JOB RECEIVE

TH VIC/JOB TRIAL

K HOCH TUYN DNG/RECRUITING

PLAN

NH GI SAU TH VIC/ASSESSINGAFTER TRIAL DURATION

O TOBN NGOI

P.Nhn s/ HR Department

B phn qun l trc tip/Directed management Section

P.Nhn s, B phn QL trctip, BTG/ HR Dept, directedmanagement section, Board of

Genaral Director.

Phng ban

& BP TDng/ Departmentsand Recruiting Section

P.Nhn s/ HR Department

BPTD/Recruiting section

BPTD/Recruiting section

BTGD/Board of GeneralDirector

BP TDng

& Phng ban/ RecruitingSection and Departments

6.1

6.2

6.3

6.4

B phn qun l trc tip/Directed management Section

6.5

6.6

GDNS/HR Director

6.7

6.8

6.9

6.11

BP TDng

& Phng ban/ RecruitingSection and Departments

6.10

6.12


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6.1> K hoch tuyn dng/Recruiting plan:

15 ngy trc nm/qu mi, cc b phn, phng ban trong ton Cng ty c nhim v d bok hoch tuyn dng Nhn s (BM.08.01) cho nm/qu ti vi cc chi tit c th nht, gi Bn Khoch Tuyn dng v Phng Nhn s. Cc phng ban chu trch nhim v bn K hoch a ra.Da theo k hoch tuyn dng m cc b phn cung cp, b phn Nhn s c trch nhim xem xt,t vn, nh gi li nhu cu Tuyn dng v lin h trc vi cc ngun cung ng lao ng xcnh kh nng p ng, thun tin khi c yu cu tuyn dng thc t.

Before new year/quarter 15 days, all of the Departments have responsibility to estimate HRrecruiting plan (BM.08.01) for the next year/quarter with specific details and send planning board ofrecruitment to HR department. The Departments take responsibility about planning board. Based on

recruiting plan is provided by the departments, HR department has duty to check, consult and assessdemand of recruitment and contact with labor supplying centers to identify their ability for demandof real recruitment.

6.2> Phiu yu cu tuyn dng/Recruiting requirement note:

Phng ban/Phn xng khi c yu cu tuyn dng s n Phng Nhn s nhn mu n, invo Phiu yu cu tuyn dng (BM.08.02);v H s tuyn dng (BM.08.03) sau gi v phng

Nhn s. i vi Phn xng khi tuyn CNSX ch s dng mu BM.08.02.

The Departments/workshop that have recruiting requirement will receive form from HRDepartment and fill in Recruiting requirement note (BM.08.02); Recruiting profile (BM.08.03) andreturn to HR department. The workshops only use form BM.08.02 when recruiting workers.

6.3> Phng Nhn s xem xt/ Checking of HR Department:

GNS xem xt Phiu yu cu tuyn dng, nu thy cn thit phi tuyn thm ngi s kduyt v trnh BTG duyt. Nu thy khng cn tuyn th ghi r l do v tr Phiu yu cu tuyndng, H s tuyn dng cho Phng ban/ Phn xng c nhu cu tuyn trong vng 10 ngy.

HR Director examines recruiting requirement note and sign approval if necessary, then submitto Board of General Director. If not necessary, wirting clear reason and give Recruiting requirementnote; Recruiting profile back to the Departments and workshop that have recruiting requirement

within 10 days.

6.4> Ph duyt/Approving:

Phng Nhn s trnh BTG k duyt Phiu yu cu tuyn dng. Khi BTG k duyt, Phiuyu cu tuyn dng c chuyn v b phn Tuyn dng Phng Nhn s tin hnh tm ng vin

ph hp.

HR department submits Board of General Director to sign approval for recruitingrequirement. After signing approval of Board of General Director, Recruiting requirement note willbe transfer to recruiting section- HR Department to look for suitable applicant.

6.5> Thng bo tuyn dng/ Recruiting announcement:


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Cng ty lun u tin, to c hi pht trin, thng tin cho nhn vin ca Cng ty (NV-CN cng tuyn vo nhng v tr khc ang trng), cng nh to iu kin cho nhn vin c gii thiu

ngi thn, bn b ca mnh vo lm vic ti Cng ty.

Staffs of company who are always priority, created conditions for promotion and developmentwill be run into vacant positions, as well as introduce their relatives, friends for the company.

Khi c nhu cu tuyn dng, Phng Nhn s ra thng bo tuyn dng nhn vin trn E-Mail nib ca Cng ty, cc ngun cung ng lao ng bn ngoi v trn cc phng tin thng tin i chng(bo, i...). Ni dung thng bo gm: Cc yu cu, iu kin tuyn dng, h s, thi gian nhn hs...

When having recruiting requirement, HR Department will announce recruiting information byinternal Email, external labor supplying service and the media (newspaper, radio). Contents ofannouncement consist of recruiting requirement, condition, profile, deadline of profile receiving.

6.6> Nhn v xt h s/Receiving and checking profile:

B phn Tuyn dng - Phng Nhn s nhn v kim tra h s theo Phiu xt duyt h s(BM.08.04) dng cho CNSX v (BM.08.05) dng cho cc v tr khc.Tiu chun xt duyt h s cth nh sau:

Recruiting section- HR department receive and check profile as checking and approving note

(BM.08.04) for worker recruitment and (BM.08.05) for other positions. Specific standards of profilechecking and approving as follows:

a) V mt hnh thc/ About appearance:

- H s ng vin phi th hin r v tr d tuyn, h tn ng vin v cc d liu c th Cng

ty c th lin h khi c nhu cu.

- Profile of applicant has to write clearly position, full name and specific data that help the

company can contact in necessary case.

- Cc giy t cn thit phi c sp xp gn gng theo th t nh sau:- Necessary documents need to arrange neatly as follows:

+ n xin vic

+ Application

+ S yu l lch (c chng thc ca a phng)

+ Curriculum Vitae (certified by local authority)

+ Bn sao cc bng cp, chng ch hoc cc giy t th hin trnh , kh nng nghip

v ca ng vin (nu c) (c chng thc hoc i chiu vi bn gc).


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+ Copies of certifications or papers that express level, professional ability of

applicant (if any) (certified by local authority or compared with the original)

+ Giy khm sc khe

+Healthy test paper

+ Bn sao h khu, Giy ng k tm tr (nu c)

+ Copy of civil status, temporary stay paper (if any)

+ Bn sao CMND

+ Copy of ID card

+ 4 tm hnh 3*4

+ 4 pieces of 3*4 pictures

+ Quyt nh thi vic n v c (nu cn)

+ Quitting job decision of the old company (if necessary)

b) V mt ni dung/About content:

- H s phi th hin c trnh chuyn mn cng nh cc kin thc theo yu cu tuyn

dng thng qua phn trnh by ca n xin vic v S yu l lch, cc bng cp, chng ch

chuyn mn.

- The profile has to express professional level and knowledge as recruiting requirement

through arrangement of application and CV, certification, and professional skill.

- ng vin phi c xc nhn c sc khe thng qua Giy khm sc khe c xc

nhn ca C quan y t c thm quyn.

-Applicant has to be confirmed about good health through healthy test papers that is citified

by authority health service center.

c) Cc tiu chun khc/ Other standards:

- Vic xt tuyn s c u tin i vi h s cc ng vin ni b.-Profile of internal applicants will be priority in recruitment.

- H s ng tuyn ca t tuyn dng trc s c u tin xem xt li.

-Profiles of the last recruitment will be priority to re-examine.

- H s ng vin c u tin theo th t: Kinh nghim chuyn ngnh, kinh nghim lm vic,

khng c kinh nghim nhng c t cht, nng lc c th pht trin c.

- Profiles of applicants are priority as order: professional experience, working experience,

inexperienced people with good nature and ability that can develop.


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Nu h s t, ng vin phi in thng tin theo mu BM08.06 (v tr cp cao); BM08.07 (NVvn phng, PX); BM08.08 (CN sn xut), sau B phn Tuyn dng s tin hnh kim tra v

(hoc) s vn ng vin.

If profile is good, applicant has to fill enough information as form BM.08.06 (superiorposition); BM.08.07 (official/workshop staff); BM.08.08 (Worker). After that, Recruiting Section willcheck or carry out preliminary interview applicant.

6.7> Kim tra-s vn/ Checking-Preliminary interview:

Cc ng vin u lm bi kim tra/s vn (tr cng nhn SX). Cc b phn c nhu cu tuyndng cn phi gi bi, thang im, p n cho B phn Tuyn dng - Phng Nhn s trc ngykim tra 2 ngy t chc kim tra. Khi ng vin hon thnh bi kim tra, B phn Nhn s s

thng bo cho Phng ban lin quan n nhn h s, thi v bi kim tra ca ng vin. (Nu bikim tra ca ng vin c thc hin trn my vi tnh th B phn Tuyn dng s gi E-mail trctip n ngi c trch nhim chm bi). Chm im xong, b phn qun l trc tip gi bi kimtra, im, kt qu nh gi cho B phn Tuyn dng chm nht 02 ngy k t khi nhn c bi lmca ng vin. Nu t, phng Nhn s phi hp cng Trng b phn sp xp cho ng vin phngvn chuyn mn. Cn nu khng t s thng bo loi.

All of applicants have to do the test/preliminary interview (except workers). The departmentsthat have recruiting requirement need to send topic, mark range and key for recruiting section- HRdepartment before 2 days to organize examination. When applicants finish the test, HR department

will inform to relative departments to receive profile, topic and test of applicants. (If the tests aredone on computer, recruiting section will send mail to people who are in charge of marking the test).

After marking, directed management section sends the tests, marks, and assessed results to recruitingsection the latest 2 days from receiving the tests of applicants. HR department combines with leaderof department to organize professional interview toward achieved applicants and inform eliminationto unachieved applicants

6.8> Phng vn chuyn mn/Professional interview:

B phn Tuyn dng - Phng Nhn s chuyn nhng thng tin v ng vin cho ngi tham gia

phng vn trc ngy phng vn chuyn mn 02 ngy nghin cu.Recruiting section- HR department transfers information of applicants to interviewer before 2

days to prepare.

- Nu tuyn cc chc danh nhn vin, thnh vin tham gia phng vn gm: B phn Tuyndng, b phn c nhu cu tuyn dng hoc BTG (nu cn thit) s tham d.

- If recruiting staff, interviewers include recruiting section, the departments that have demandof recruitment or Board of General Director (if necessary) will participate.

- Nu tuyn cc chc danh Qun l cp trung v cp cao, thnh vin tham gia phng vn gm:

BTG, GNS, Gim c b phn, Chuyn vin cao cp hoc ngi c BTG c thamgia.phng vn.


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- If recruiting title of intermediary or superior manager, the interviewers include Board ofGeneral Director, HR Director, the managers of Departments, superior supervisor or people who

are nominated to participate the interview by the Board of General Director.

Trong qu trnh phng vn, mi phng vn vin phi a ra kt qu nh gi ring v sau trao i thng nht. Nu khng thng nht c kin, BTG l ngi quyt nh cui cng.

In the interview, each interviewer has to give his/her own evaluated results then makingdiscussion to unify. Board of General Director will be final decision maker if the opinions can not beunified.

Kt qu phng vn c ghi trong Bn d liu ng vin d tuyn (BM.08.06/07/08).

The interviews results will bewritten in data board of applicant (BM.08.06/07/08).

6.9> Mi nhn vic/Inviting job receiving:

Da vo Kt qu phng vn trong Bn d liu ng vin d tuyn, Phng Nhn s s mi ccng vin t yu cu qua vng phng vn chuyn mn nhn vic bng th mi nhn vic hoc quain thai. Phng Nhn s phi hp cng cc Trng b phn hng dn NV-CN mi lm cc thtc nhn vic (BM.08.09/10/11: NV tr ln, BM.08.09: CN), ph bin ni qui, chnh sch, caCng ty qua bui o to hi nhp.

Based on the interviews result in the data board of application, HR department will inviteachieved applicants through professional interview to receive job by letter or telephone. The HR

department combines with leaders of sections to guide the new comers complete job workingprocedure (BM.08.09/10/11: with official staff, BM.08.09: with worker), popularize the regulations,policies of the company through integrated training.

6.10> Th vic/Job trial:

B phn qun l trc tip c trch nhim phn cng, hng dn cng vic, trnh by r trchnhim v quyn hn cho nhn vin mi. B phn qun l trc tip s a ra Chng trnh th vic(BM.08.12) m NV mi phi thc hin. Thi gian th vic p dng theo qui nh ca Cng ty. Ktthc thi gian th vic nhn vin c nh gi li.

Directed management section has responsibility to assign and conduct working, present clearlyduty and right of newcomer. Directed management section will give out trial program (BM.08.12)that the newcomer must obey. Trial time is applied as regulation of the company. After trial time

finish, the staff will be assessed again.

6.11> nh gi sau th vic/ Assessing after trial:

Phng Nhn s c trch nhim theo di v cung cp danh sch NV sp ht thi hn th viccho Trng b phn hoc ngi trc tip qun l NV mi trc 2 tun. Cn c vo yu cu cngvic v kh nng hon thnh cng vic ca NV mi, Trng b phn/ngi qun l trc tip xcnhn, nh gi kt qu sau thi gian th vic (BM.08.13) v gi v phng Nhn s.

HR department has responsibility to follow up and provide list of staffs who are about to finishtrial time to leader of section or directed manager of the newcomer before 2 weeks. Based on job


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requirement and ability of the newcomer, leader of section/directed manager will confirm and assessresults of trial time (BM.08.13) and send to HR department.

6.12> Quyt nh tuyn dng/ Recruiting decision:

NV-CN mi sau khi qua thi gian th vic v c Trng b phn nh gi t yu cu(i vi NV tr ln), phng Nhn s s ra quyt nh nhn vic chnh thc. NV-CN c k kt Hpng lao ng v hng y cc chnh sch, ch phc li theo quy ch ca Cng ty.

After trial time and receiving good assessment of leader of section (with the official staff), theHR department will point out formally decision of job taking. The official staffs- workers are signedlabor contract with all policies, welfare mechanism as regulation of the company.

7. TRNG HP C BIT/SPECIAL CASE:

+i vi ng vin d tuyn vo v tr nhn vin K thut:

+ With candidates who apply in Technical staff position

Sau khi t phn kim tra kin thc tng qut v/ hoc s vn, ng vin s c mi d kimtra tay ngh, kim tra chuyn mn ti phng K thut. bi kim tra, thang im v p ndo phng K thut cung cp mt bn cho B phn Tuyn dng i chiu, theo di. PhngK thut chu trch nhim v phn nh gi tay ngh/chuyn mn ca ng vin. B phnTuyn dng gi vai tr gim st trong sut qu trnh kim tra chuyn mn/tay ngh ng vin,

bng im v p n c lu tr ti phng Nhn s.

After achieving general knowledge test and/or preliminary interview, the applicant will betested skill and profession in technical department. One copy of subject test, mark and key aretransferred to recruiting section by technical department to compare and follow up. Technicaldepartment has responsibility to assess skill/ profession of applicant. Recruiting section will

supervise during test process of applicants profession/skill. Mark board and key will be savedin HR department.

Nu kim tra tay ngh t, phng K thut c th tin hnh phng vn trc tip ng vin. Sau chuyn h s ln phng Nhn s lm th tc nhn vic (nu t), loi (nu khng t).

If skill test is achieved, technical department can directly interview the applicant, thentransferring the profile to HR department to complete job taking procedure (if achieved),eliminate (if unachieved)

+ i vi cng nhn sn xut trc tip:

+ With directed producing workers:

B phn Tuyn dng v Qun c phn xng s kt hp cng phng vn. Kt qu phng vnc thng bo trc tip cho ngi d tuyn ngay sau bui phng vn.

Recruiting Section and manager of workshop combine to interview. Results of interview will

be directly informed to applicant after interview.

8. CC H S LU/SAVING DOCUMENT:


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STT/N

o

Tn h s/Name ofdocument

Ph lc/Appendix

B phn lu/Saving section

Thi gian lu/Saving timePP hu/

abrogated

way

1K hoch tuyn dng/

Recruiting planBM.08.01

P. Nhn s/HR department

Sut thi gian NV-CN lmvic/During working time ofStaffs and workers

t-x/Burning-tearing

2Phiu yu cu tuyn dng/

Recruiting requirement noteBM.08.02



t-x/Burning-tearing

3

H s tuyn dng (dng choNV, v tr cao cp)/Recruiting document (forsuperior position)

BM.08.03P. Nhn s/

HR department


t-x/Burning-tearing

4

Phiu xt duyt h s (2mu)/ Checking andapproving profile note (2

forms)

BM.08.04BM.08.05



t-x/Burning-tearing

5Bn d liu ng vin dtuyn (3 mu)/Data of

Applicant board (3 forms)

BM.08.06

BM.08.07

BM.08.08



t-x/Burning-tearing

6Th tc nhn vic (3 mu)/

Job taking procedure (3forms)

BM.08.09

BM.08.10

BM.08.11



t-x/Burning-tearing

7Chng trnh th vic/ Trial

program BM.08.12P. Nhn s/

HR department


t-x/Burning-tearing

8nh gi sau th vic/

Assessing after trialprogram

BM.08.13P. Nhn s/

HR department


t-x/Burning-tearing

Ngy thng nm 2004/Date

TM. Ban Tng Gim c/ On behalf of Board of General Director

Documents

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