MINISTRY OF FINANCE
UNIVERSITY OF FINANCE – MARKETING
FACULTY OF BUSINESS ADMINISTRATION
FINAL ASSIGNMENT
MODULE: HUMAN RESOURCE MANAGEMENT
Nguyen Vu Nhat Minh
HO CHI MINH CITY, 2024
1
ASSIGNMENT MARKING AND FEEDBACK SHEET
Granding Criteria
Grade
TASK 1
…/2.0
The adjusted number of employees
…/1
The number of new employees to be recruited in 2024
…/0.5
Your explanation
…/0.5
TASK 2
…/2.5
Skills Assessment for Each Position Requirement
…/0.5
Job Analysis
…/1
Cross – Training Programs
…/0.5
Performance Management
…/0.5
TASK 3
…/2.5
Recruitment approach (where/how to source potential candidates)
…/0.5
Your recruitment & selection methods that your company applied
…/1
Your explanation of the chosen method
…/1
TASK 4
…/2.5
Training and Development
…/0.5
Advancement Opportunities
…/0.5
Mentorship and Coaching
…/0.5
Performance Reviews and Goal Setting
…/0.5
Employee Engagement and Recognition
…/0.5
TASK 5: The number of required academic sources
…/0.5
TOTAL
…/10
2
1. TASK 1
1.1. The adjusted number of employees
- Adjusted Number of Operations Staff:
The operational goal is to add at least 3 quality control staff:
Operations staff: 480 + 3 = 483 (people)
- Adjusted Number of Managers:
Because the number of managers will decrease to one manager responsible for 15
operations staff in 2024:
Managers: 483 ÷ 15 = 32,2 32 (people)
- Adjusted Number of sales staff:
Because of the revenue target: of 15% growth per year compared to 2023 (forecasted to
reach $40 million), the number of sales staff this year will increase by 5% accordingly.
Sale staff: 20 × (1+0,05) = 21 (people)
- Adjusted Number of administrative staff
Because the ratio of administrative staff to operations staff remains constant, the number
of administrative staff will not change:
Administrative staff: 60 (people)
Total number of employees at BEW in 2024: 483 + 32 + 21 + 60 = 596 (people)
1.2. The number of employees expected to join in 2024
- Turnover rate for operations staff: 15%
New operation staff = 483 × 15%= 72,45 ≈ 72 (people)
- Turnover rate for all other employee: 10%
(Identify the number of other employees: 596 - 483 = 113)
New all others employees = 113 × 10% =11,3 ≈ 11 (people)
The number of new employees to be recruited in 2024 = 72 + 11 = 83 (people)
3
2. TASK 2
2.1. Skills Assessment for Each Position Requirement
Operations Staff:
- Communication Skills: Effectively communicate with colleagues and customers
- Teamwork: Capability to work collaboratively within a diverse team
environment.
- Organization
- Multitasking: Ability to handle multiple tasks simultaneously in a fast-paced
restaurant setting.
- Adaptability: Flexibility in arranging tables, seating, and decorations according
to specific event requirements.
- Safety and Health Awareness: Understanding and adherence to safety rules and
procedures to ensure personal and team safety.
Sales Staff:
- Customer Service: Excellent customer service skills to provide a positive
experience for clients and guests.
- Salesmanship: Ability to persuade and sell wedding banquet packages and
additional services to potential clients.
- Product Knowledge: Thorough understanding of the restaurant's wedding
banquet offerings, menu options, and pricing.
- Negotiation: Skill in negotiating terms and prices with clients to close deals and
maximize revenue.
- Relationship Building
- Problem-Solving
Management Staff:
- Leadership: Strong leadership skills to oversee and guide the operations team
efficiently.
- Communication and Delegation
- Problem-Solving and Decision Making
4
- Customer Relationship Management: Skill in managing client relationships,
addressing client needs, and ensuring high levels of customer satisfaction.
- Budget Management: Understanding of budgeting principles to manage
expenses effectively and achieve financial targets.
- Staff Training and Development
- Quality Control
Administrative Staff:
- Organizational Skills: Strong organizational skills to manage administrative
tasks efficiently, including scheduling, record-keeping, and documentation.
- Time Management: Skill in prioritizing tasks and managing time effectively to
meet deadlines and handle multiple responsibilities.
- Computer Proficiency
- Communication Skills: Effective communication skills to interact with
colleagues, clients, and vendors via phone, email, or in-person.
- Confidentiality
2.2. Job Analysis
According to Gary Dessler (2019), job analysis is essential as it serves as the foundation
for several other human resource activities, specifically:
- Recruitment and Selection
- EEO Compliance
- Training
- Performance Appraisal
- Compensation
Below are the job analysis at BEW:
