QUESTION 1

TASK DATA

The employee data (excluding seasonal and interns) are as follows:

• 480operations staff
• 40 managers
• 20 sales staff
• 60 administrative staff

Changes and Operational goals:

• The number of sales staff this year will increase by 5%

• Add new quality control staff, at least 3 employees
• The number of managers will decrease to one manager responsible for
15operations staff in 2024
• The productivity of operations staff increases by 5% per year

CALCULATION METHOD :

Operations Staff:

We know the average turnover rate is 15%, but this task excludes turnover. Therefore,
we'll use the existing number (480) for calculations.

Since operational staff productivity increases by 5%, we don't necessarily need to hire
more staff to maintain the workload. However, we might consider additional hires for
growth or strategic initiatives.

 Adjusted Number of Operations Staff (2024) = 480 staff

Managers:

The operational goal states a shift to one manager per 15 staff.

Number of Managers (2024)

= Operations Staff (2024) / 15 staff per 1 Manager (2023) = 480 / 15 = 32 managers

 This represents a decrease of 8 managers

 Adjusted Number of Manager (2024) = 32 manager

Sales Staff:
The business goal outlines a 5% increase in sales staff.

Number of Sales Staff (2024) = Sales Staff (2023) * 1.05 = 20 + 20 * 5% = 21 staff

 This represents an increase of 1 new salesperson.

 Adjusted Number of Sales Staff (2024) = 21 staff

Administrative Staff:

The prompt states the ratio of administrative staff to operations staff remains constant.

 This maintains the same number of administrative staff (no change).

 Number of Administrative Staff (2024) = 60 staff

Quality control staff:

At least 3 new hires (mentioned in operational goals)

 Hire new Quality Control Staff = 3 staff

CONCLUSION

Adjusted number of employees at BEW in 2024

● 480 operations staff

● 32 managers
● 21 sales staff
● 60 administrative staff
● 3 quality control staff

* Managers: We need to replace the decrease (8 fewer managers)

New Hires in 2024:

Sales Staff: 1 new hire

Quality Control: 3 new hires

* Total New Hires: 1 (Sales) + 3 (Quality Control) = 4 new hires

 QUESTION 2

Goal: To efficiently allocate staff and assign people to the right positions.

To efficiently allocate staff and assign individuals to suitable positions, the HR

department of Bliss Events & Wedding should first redefine the Job Analysis, Job
Description and Job Specifications thoroughly and accurately.

Roles of JA, JD and JS

Job Analysis (JA) is a systematic process used to gather, analyze, and document
information about a particular job role within an organization. It involves examining
the duties, responsibilities, tasks, and requirements associated with the job to ensure
clarity and understanding. Through JA, organizations can develop comprehensive Job
Descriptions (JD) and Job Specifications (JS) that accurately reflect the demands and
expectations of the job role.

A Job Description (JD) outlines the specific duties, responsibilities, and tasks that
an employee is expected to perform in a particular job role. It provides details about
reporting relationships, essential functions, qualifications, and any physical or
environmental requirements associated with the job. A JD serves as a foundational
document for recruitment, performance evaluation, and employee development.

Job Specifications (JS), on the other hand, describe the qualifications, skills,
knowledge, and attributes required to perform the job successfully. It includes
educational requirements, relevant experience, technical skills, and any other
competencies necessary for effective job performance. JS helps organizations identify
suitable candidates during the recruitment process and serves as a benchmark for
evaluating candidate qualifications.

 By integrating JA, JD, and JS, the HR department of BEW can have a better
understanding of the positions within the company and efficiently allocate staff
to suitable roles. This also confirms the appropriate skills and qualifications of
employees to organize training programs, provide feedback, identify
shortcomings, and promote employee progress in their work.

ACTIONS PLANS:
 After identifying the missing skill requirements of employees to develop and
work effectively in their positions, it is necessary to propose specific action plans and
strategies:

Skills Gap Analysis: Conduct a skills gap analysis to identify the current skills and
qualifications of existing employees compared to the skills required for their roles and
future company needs through Skills Assessment Tests and Performance Reviews.

Self-Assessment Surveys: Provide employees with self-assessment surveys or

questionnaires where they can evaluate their own skills and competencies. This self-
reflection can help employees identify areas where they feel less confident or
competent.

Cross-Training and Development: Invest in cross-training programs to equip

employees with additional skills for flexibility and adaptability. Provide development
opportunities to help employees grow professionally and potentially take on new roles.

Communication and Feedback: Gather feedback from multiple sources, including

supervisors, peers, direct reports, and other stakeholders,… This comprehensive
feedback can provide insights into employees' strengths and development areas from
different perspectives.

Talent Mapping: Develop a talent map to visualize the skills and experience of your
workforce. This can help identify potential candidates for internal promotions and
guide future hiring decisions.

Job Matching: Reassign job positions to match employees' skills and experience with
specific job requirements based on appropriate analysis and surveys so that employees
can maximize and work effectively

Performance Management: Regularly review the performance management program

to assess effectiveness and identify areas for improvement. Make adjustments to the
program as needed to address changing business needs and ensure ongoing alignment
with organizational goals.
 QUESTION 3

In the age where technology plays a dominant role and continually proves its
indispensable role in the economy, the labor market in recent years has been extremely
vibrant, especially in the context of Vietnam's economic recovery. Renowned for its
abundant, cost-effective, and dynamic labor force, to have enough employees for a
wedding service enterprise like Bliss Event & Wedding, companies should seek
potential candidates on job search websites such as TopCV.vn, Timviec365.vn, Linked
In, Careerlink.vn,... or companies can search for potential candidates at universities
specializing in fields related to wedding services, such as catering or decor.

The recruitment method that wedding service companies like Bliss Event & Wedding
should use is external recruitment and recruitment through third parties (through
professional recruiters (headhunters)). Choosing both of these methods not only
complements each other but also ensures that potential candidates are suitable for the
recruitment requirements, positions, and the company's efficiency.

Regarding external recruitment method: Businesses can find many potential candidates
and select those who meet the requirements. Recruiting candidates externally will
attract a large number of candidates, and these potential candidates already have their
own qualifications, knowledge, and specific goals, so the likelihood of their
attachment to the company if selected will be higher.

And the company's use of recruitment through third parties (through professional
recruiters (headhunters)): This recruitment will ensure that the company selects the
right candidates who are definitely suitable for the job requirements and expectations
set by the company. Candidates recruited through professional recruiters (headhunters)
will meet the experience, skills, and mindset required to work and adapt quickly to the
company's working environment and practices.

The methods used for both of these approaches to finding the most suitable candidates
for Bliss Event & Wedding include:

Using attractive posters to attract more candidates.

Offering attractive benefits to attract candidates.

Having policies for development, insurance, and employee care.

Recruiting outstanding candidates from universities.

Conducting interviews with various methods.

Using real-life situations and examples for interviews.

Using a specific, structured interview process focused on the specialized requirements

of Bliss Event & Wedding.

Providing clear development plans and advancement opportunities for candidates.

 QUESTION 4

To retain employees, the company needs to implement a "career development"

program to demonstrate career advancement opportunities for employees within the
organization. The career development plan for employees at the company is as
follows:

Regarding the key objectives of the "career development" program for employees

- Increase employee retention rates.

- Enhance employee motivation and engagement.

- Develop high-quality human resources for the company.

- Prepare for leadership succession.

- Utilize Job Analysis (JA) and Job Description (JD) to analyze and plan career
development for employees accurately and effectively.

The target audience for the program is all official employees of the company.
After establishing specific goals, the career development plan begins by:

Identifying the development needs of employees:

- Surveying the needs and desires of employees through individual interviews,

group discussions, or surveys.

- Analyzing the strengths, weaknesses, skills, and experiences of employees

through performance evaluations and regular competency assessments to assess their
level and capabilities.

- Clearly defining the career goals of employees while working for the company
and aligning them with the company's overall goals to ensure alignment with the
company's common development interests.

Opening up clear, fair, and transparent advancement opportunities within

the company:

- Building a clear and fair promotion system that allows employees to see
advancement opportunities within the organization to motivate them to work
effectively, achieve high performance, and increase employee loyalty and engagement
with the company.

- Encouraging internal promotions by prioritizing recruitment from within the

company and providing clear pathways and timelines for promotion.

- When employees make breakthrough contributions and innovations that bring

high efficiency to the company and are trusted by many in the company, consider
appropriate promotions according to the employee's development plan within the
company.

Developing individual development plans for employees:

- Based on the needs and goals of employees, develop individual development

plans for each employee through the human resources department and throughout the
employee's tenure to optimize plans for each employee.

- Plans should be specific, clear, and have specific implementation deadlines.

Training and developing employees' skills:

- Organizing specialized training courses for employees.

- Mentoring and coaching employees regularly.

- Assigning new challenging tasks in the work and encouraging employees to

propose multiple solutions to new challenges to find the most optimal solution.

- Rotating job roles to prevent employee boredom and help employees

understand and practice additional tasks that the company operates to enhance
employee knowledge of the company and its operations.

- Allowing employees to participate in industry conferences to enhance their

experience, knowledge, and skills.

Supporting employees in implementing their development plans:

- Providing necessary resources for employees to implement their development

plans, including financial support, time, and learning opportunities.

- Appointing mentors or coaches to support and guide employees in the

development process and monitor their progress to better understand and adjust the
career development plan for employees to promote cohesion, make employees feel the
value they bring to the company, and achieve the effectiveness of the employee
retention goal of the company.

- Monitoring and evaluating the progress of employees' plans to adjust as

necessary.

Assessing the effectiveness of the "career development" plan:

- Regularly evaluating the effectiveness of the career development program

through indicators such as employee retention rates, employee job satisfaction and
future advancement, labor productivity, and employee job performance to determine if
expectations are met and if it is enough to create opportunities for career advancement
for employees within the organization.

- Based on the evaluation results, adjust and improve the development program
to suit.

Additional support programs to reinforce and supplement the smoothly

operated plan:

- In addition to the main activities in the individual development plan, the

company can organize other support programs for employees such as financial support
for education, career counseling, inviting training experts for employees, or employee
appreciation programs.

Therefore, the career development program is an important tool for the company
to retain employees, enhance employee motivation and engagement, and develop high-
quality human resources for the company. To achieve high efficiency in the "Career
Development" program, there needs to be commitment from the leadership, close
coordination between the human resources department and other departments within
the company, as well as the efforts of each employee. By effectively implementing the
"Career Development" program to show employees career advancement opportunities,
the company will be able to attract and retain talented employees, build a professional
working environment, and achieve sustainable development for both the present and
the future of the company.