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1. Nhận Làm Báo Cáo Thực Tập Thuê Trọn Gói – Điểm Cao
Zalo/Tele Nhắn Tin Báo Giá : 0909.232.620
FACULTY OF FOREIGN LANGUAGES
INTERNSHIP REPORT
Student’s name:
Student number:
Class:
Ho Chi Minh City, 2017

2. Nhận Làm Báo Cáo Thực Tập Thuê Trọn Gói – Điểm Cao
Zalo/Tele Nhắn Tin Báo Giá : 0909.232.620
ACKNOWLEDGEMENTS
I would like to extend my sincere thanks to teachers of University of Technology have
enthusiastically communicated to me of knowledge, experience of a lifetime during 3 years of
training under the roof of the school.
During the fact-finding in the Globalsteel CO.,LTD, I have learned a lot of knowledge
and gather more information needed to cater for my thematic. Even there are just 4 weeks,
this is the good opportunity to approach the author and reality of a business unit economics. I
would like to extend thanks to the directors of Globalsteel CO.,LTD supply all officials and
employees create favorable conditions for authors complete this symposium.
Finally, please send thank all family and friends sincerely for their support, help me
during the past.

3. Nhận Làm Báo Cáo Thực Tập Thuê Trọn Gói – Điểm Cao
Zalo/Tele Nhắn Tin Báo Giá : 0909.232.620
PHIẾU NHẬN XÉT SINH VIÊN
CỦA ĐƠN VỊ THỰC TẬP
Họ và tên sinh viên:......................................................................................................................
Ngành: Ngôn Ngữ Anh Chuyên ngành:…………………………………………..
Khóa 2013-2017 Khoa: Ngoại Ngữ
Trường: Đại học Công nghệ TP. Hồ Chí Minh-HUTECH
Trong thời gian từ ngày......... tháng...... ….năm 2017 đến ngày.......... tháng....... ..năm 2017
Tại:.................................................................................................................................................
Địa chỉ:...........................................................................................................................................
..........................................................................................................................................
Sau quá trình thực tập tại đơn vị của sinh viên, chúng tôi có một số nhận xét đánh giá như sau:
1. Công việc thực tập
............................................................................................................................................................
............................................................................................................................................................
2. Về ý thức tổ chức kỷ luật:
............................................................................................................................................................
............................................................................................................................................................
3. Về tinh thần thái độ học tập:
............................................................................................................................................................
............................................................................................................................................................
4. Về quan hệ, lối sống:
............................................................................................................................................................
............................................................................................................................................................
5. Các nhận xét khác:
............................................................................................................................................................
............................................................................................................................................................
Đánh giá chung sau khi thực tập
............................................................................................................................................................
Chấm điểm: ………../ 10
Cán bộ hướng dẫn
(Ký và ghi rõ họ và tên)
…………….., ngày.......tháng...........năm 2017
Xác nhận của đơn vị thực tập
(Ký và ghi rõ họ và tên)

4. Nhận Làm Báo Cáo Thực Tập Thuê Trọn Gói – Điểm Cao
Zalo/Tele Nhắn Tin Báo Giá : 0909.232.620
PHIẾU NHẬN XÉT SINH VIÊN
CỦA GIẢNG VIÊN HƯỚNG DẪN
Họ và tên sinh viên: ………………………………………………………………………………
MSSV: ............................................................................................................................................
Lớp:……………………………………………………………………………………………….
Đơn vi thực tập: ………………………………………………………………………………..
Giảng viên hướng dẫn: …………………………………………………………………………..
Đánh giá báo cáo
1. Hình thức trình bày:
............................................................................................................................................................
............................................................................................................................................................
2. Ngôn ngữ / văn phong
............................................................................................................................................................
............................................................................................................................................................
3. Thu hoạch
............................................................................................................................................................
............................................................................................................................................................
4. Đề tài nghiên cứu
............................................................................................................................................................
............................................................................................................................................................
Đánh giá chung:
............................................................................................................................................................
Chấm điểm: ………../10
Tổng điểm thực tập = Điểm đánh giá của công ty + Điểm đánh giá của giảng viên
2
Điểm số = ……………../10
Điểm chữ
Tp. Hồ Chí Minh, ngày……tháng…..năm 2017
Giảng viên hướng dẫn

5. Nhận Làm Báo Cáo Thực Tập Thuê Trọn Gói – Điểm Cao
Zalo/Tele Nhắn Tin Báo Giá : 0909.232.620
TABLE OF CONTENTS
1.INTRODUCTION................................................................................................................1
1.1. Purposes of the internship...............................................................................................1
1.2. Significance of the internship .........................................................................................1
2.Brief Description of the GLOBALSTEEL company. .......................................................1
2.1.The organizational structure ............................................................................................2
2.2.The basic functions and tasks of the Administration.......................................................2
3. Internship Description........................................................................................................3
3.1. Specific tasks & Responsibilities....................................................................................3
3.2. Experience learned from the internship..........................................................................3
4 The process of recruitment at GLOBALSTEEL CO.,LTD................................................4
4.1 Purpose of recruitment.....................................................................................................4
4.2 The steps of recruitments.................................................................................................4
4.3 Personnel treatment policy at GLOBALSTEEL CO.,LTD .............................................6
4.3.1 The employee's salary...................................................................................................6
4.3.2.Concept of personnel treatment policy.........................................................................6
4.3.3.Purpose of personnel treatment policy..........................................................................6
4.3.4.Personnel treatment forms ............................................................................................7
4.4.Strengths and weaknesses of GLOBALSTEEL CO.,LTD..............................................8
4.4.1 Strengths .......................................................................................................................8
4.4.2 Weaknesses...................................................................................................................8
4.5 Recommendations............................................................................................................9
4.5.1.the recruitment process innovation...............................................................................9
4.6.The conclusion.................................................................................................................9

6. 1
1.INTRODUCTION
1.1. Purposes of the internship
Before the turnaround of the economy to market in the next years, to continue to
exist and develop, besides offering effective business strategies, research, explore the
solutions, directions aimed at coordinating the human management is imposed with the
aim of development of enterprise organization, use of human resources as a weapon strong
competition is one of the core problems was the company Formed mostly interested.
To contribute to the common goal of improving the effectiveness of human
resource management, So I choose the subject " the process of recruitment at globalsteel
co.,ltD "
1.2. Significance of the internship
A number of documents relating to human resources management, grants the Group
solutions in recruitment and training to contribute to improve the existing exists in
recruitment, training in Globalsteel company. However, effective recruitment, training will
depend very much on the Formed company has committed sufficient and properly process
right from the start or not.
Through internships at the company, I noticed an employee's HR is quite
interesting. In the past the practice, I was the guide and very enthusiastic. I am actively
working on and completing tasks. As an intern, in the fact I've learned many experiences,
proactively discuss when would don't understand about the job, boldly of communicating
over. With this position, the capacity of the work itself is very accurately through the
degree of completion of the work assigned. I'm glad I finished well in the internship.
2.Brief Description of the Globalsteel company.
GLOBALSTEEL CO.,LTD
• Address: 19-K, 8 Ward, 7 District, Ho Chi Minh City
• Director/legal representative: Duong Quynh Anh
• Business license: 0312436465 | Date of issue: 28/08/2013
• Tax code: 0312436465
• Active Date: 28/08/2013
-Main activity: trade and exporting

7. 2
2.1.The organizational structure
Look at the diagram above administration we saw the company is organized according
to the structure-function online. The Director the company directly managed by the
decision to departmental, branch and managers in each branch together convey content
down to the lower level employees. This structure has the advantage that achieve high
uniformity in order to enhance the quality of management decisions, reduce the burden to
be the Manager, may be attributed in particular to each person. However, Director of the
company must specify a task that each department must make, the relationship about the
mission among the parts function to avoid an overlap in work or shifting work between
departments.
2.2.The basic functions and tasks of the Administration
Director: Direct operating companies, are responsible for the highest authority in the
company’s operations, and is responsible before the law for business activities and
direction of the target company as well as the improvement of workers live.
Vice - Dricter
- Assisting the Director in the management and administration of the company's activities
as assigned by the Director;
- Proactive and positive development, implementation and tasks assigned to the Director
responsible for the efficiency of operations.
Human resources
Build the structure, organization, functions and tasks of Departments, building
human resource development strategy of the company; build processes, regulation of
human activities and the organization of human activities: recruitment, training, planning,
appointment, make the right mode, emulate, reward, etc. Monitor and supervise
Chief
accountant
Marketing - Sales
manager
Director
Vice-Director
Human resources

8. 3
compliance with rules, regulations, made pursuant to the employees disciplinary, do
update, track and record management, information resources, addressing the holiday, ...
Chief accountant
Advised Directors about the company's financial activities, the Organization conducted the
statistical accounting system that the State's regulations, good management of supplies, the
company's venture capital funds and is responsible for monitoring the use of funds,
materials and ensures that the business activities of the company.
In coordination with planning and materials addressing the procedure for liquidation of
business contracts after completion.
3. Internship Description
3.1. Specific tasks & Responsibilities
I have been practicing in the administrative personnel of the GLOBALSTEEL CO.,LTD .
Daily has come to the company I usually do the following work:
+ Supported people sweeping the area work, work every morning
+ Archived records, papers on the file records of the company according to each separate
record and file each month, each year
+ Table General timekeeping was late on
+ Have made the papers, records, forms of social insurance and health insurance for the
employees
+ Especially in real time at the company, the company has additional personnel recruitment
activities should I've been engage guidance, support new employees to the company's
environment.
3.2. Experience learned from the internship
Because of the limited practice time so told us the only snapshot of business lines, field
operations and organizational structure of the company in general level. Especially the
work of personnel management at the company, I had time to research on the recruitment
process as well as training of workers, Labor remuneration of the company
For a professional HR staff in the Administrative Department of personnel need to have
knowledge of payroll, bonus mode, there is understanding of the mode of social insurance,
health insurance, ... to be able to record for the company's employees as well as
compensation for employees
During the internship I also have supported the Administration in HR but only small
jobs, all the siblings were the instructions before doing so I'm not yet confident to start a
job as a staff member

9. 4
My point then after graduating students should apply for the small company to learn
experience in a general way, will learn skills as well as practical experience. It will then try
the big companies would be more successful in the future. Especially need to update those
policies on salary, insurance often to apply for the right company under the provisions of
the law
4 The process of recruitment at Globalsteel CO.,LTD
4.1 Purpose of recruitment
 Recruiting is the process of finding and attracting capable applicants for
employment.
 Encouraging a good number of candidates to apply for the organizational
vacancies.
 Creating a talent pool of prospective candidates that enables the selection of best
candidates to suit for the organizational need.
 Increasing organizational and individual effectiveness in the short and long term.
4.2 The steps of recruitments
Please see seven steps recruitment process, which outlines the key steps.
Step 1: Identifying recruitment needs
- Planned: The needs arising from changes in organization and retirement policy.
- Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external environment.
Interaction guide
Hiring decision
Checks again
Interview candidates
Collect and research record
Notice of recruitment need
Identifying recruitment needs

10. 5
- Unexpected: Resignation, deaths, accidents, illness give rise to unexpected needs.
Step 2: Notice of recruitment needs
Usually the employer information will be updated in the company website or
pasted on the bulletin board of the company and announced within the company or
will be sent to the Office of introducing the work of the press, the job Center.
Content includes: company name, title of work need employment, required
qualifications, age, gender, health, language, experience, the necessary documents,
the time limit for filing, contact address.
Step 3: Collect and research the records
After the posted vacancy, the reception will receive profiles of candidates.
Then the Director would proceed to conduct and process profiles of the candidates
after they have collected, and compared with the requirement of the Department, if
not sufficient to recommend the addition or removal. According to the regulations
of the company, including: job application job applications, resumes, diplomas,
training certificates, birth certificate, health certificate and accompanying candidate
information sheet when applicants submit the application documents. Ends the
process of receiving records, administration-personnel will inspect the selection of
candidates through resumes. Then, will to plan specific to the time and place of
interview notifications to candidates for each requirement.
Step 4: Interview candidates
Usually, the head of the HR Department will direct the interview. Interviewer
can used flexible questions fit each specific candidate in order to examine more
thoroughly the candidates. During the interview, the Board interview the company
always pay attention to the candidates feel confident and be respected and attention
adjust professional conversation.
This interview helps candidates to exchange of ideas and information and give
testimonials. The end of this process the HR staff will report the results of the
evaluation of the candidates to Director.
After the interview is completed, the candidates write an article think about the
interview then send it to the Director for review.
Step 5: Checks again.
After round of interviews with candidates, interviewer will follow up with
candidates to hear feedback and also gather more information candidates at this
point. The interviewer will work with HR team to decide between additional
interviews of other candidates or making an offer.

11. 6
Step 6: Hiring decision.
Based on the assessment of the candidates that the Head of HR had results,
the Director will make the decision to accept or not accept the candidate to work at
the company. After the candidates meet the requirements that have been approved
by the Director, the recruitment staff will conduct:
- Inform candidates who meet the requirements and the time to start working.
- Besides send mail thanks to for candidates who do not meet the requirements
expressed goodwill to the interest of the candidate with the company.
Step 7: Interaction guide
- Introducing the system in a company.
- Arranging work for new employees.
- Helping employees access to new job.
4.3 Personnel treatment policy at Globalsteel CO.,LTD
4.3.1 The employee's salary
 Salary and bonus policy, the aim is to stimulate staff and high efficiency in the
economy.
 Every year the company strengthen prize money and benefits for employees.
 Salary fund split from the company's annual benefits are divided according to
the principle that mix between salary level and work achievement of results are
rated each quarter and each person's work time.
4.3.2.Concept of personnel treatment policy
" Personnel treatment policy is the recognition and acknowledgment of the
business about efforts of employees. It is the process of compensation on labor
inputs of the employees both materially and mentally ". (Dr. Le Quan - GT human
resources Planning)
4.3.3.Purpose of personnel treatment policy
 Compensate and acknowledge past efforts of the employees: By the treatment
policy, the company recognized and compensated for the contributions of the
employees.
Total income = basic salary + allowances + senior sales + other
allowances - social insurance - health insurance - unemployment
insurance (if any)

12. 7
 Maintain fairness in the internal business: Create fairness based on criteria has
been built in treatment policy
 Maintain the competitiveness of business on the labor market: Attractive
treatment system helps the business maintain existing human resource and
attract external human resource.
 Connect the employee's performance with the business's goals: Appropriate
treatment policy will stimulate the employees to work toward the goals of the
enterprise.
 Control the budget: The company proposing the levels of treatment initially will
easier in the planning and controlling the budget.
4.3.4.Personnel treatment forms
WAGES AND TREATMENT
FINANCIAL NON FINANCIAL
DIRECT
-Daily wages
-Basic salary
-Commission
-Bonus
INDIRECT
-Insurance
-Social
allowance
-Welfare
+Retirement
+Social security
+Compensation
+Educational
allowance
+Services
-Paid absence
+Summer
vacation
+Public
WORK
ITSELF
-Excitement to
work
-Responsibility
-Opportunity to
get to know by
the superior
-Well complete
the work
-Promotion
opportunities
WORK
INVIRONMEN
-Reasonable
policy
-Appropriate
colleagues
-Comfortable
working
conditions
-Flexible working
hours
-Share work
-Choose the type
of benefits
-Working at
home via the
computer

13. 8
4.4.Strengths and weaknesses of Globalsteel CO.,LTD
4.4.1 Strengths
For the steps of recruitment process:
 On recruitment process: although not yet perfected but the recruitment process of
detailed company and science. This issue help for filtering companies are highly
qualified personnel, in accordance with work requirements. Thanks to good
recruitment process that in the past the company always ensure adequate numbers of
staff to meet work requirements.
 On determining the needs recruitment: the company based on the job description,
determine the excess work people, missing people through the head of the Department
to determine the number of the standard, the need to recruit. So that the company
always has the quick, timely decisions with real needs, to ensure all activities are
settled.
For personnel treatment policy: The company made the payment according to the volume,
quality, which is a lever to stimulate the employees to work effectively, bring benefits
to the workers themselves. The implementation of wage payment for employees
according to the work associated with the production and business results of the
company encouraged workers to enthusiasm, creativity at work, constantly improve
the quality and bring the efficiency to the employees and company. A few years ago,
the company's revenue and salaries, bonuses of workers keeps growing. That shows
the company's success in adopting the policy of salary for workers.
4.4.2 Weaknesses
For the steps of recruitment process:
 The grounds for recruitment was not performed well, the company does not regularly
established HR recruitment plans, in many cases when work arises when conducting
recruitment to fold, this leads to passive condition, reduces the ability to attract skilled
employees. So the company has lost a staff member.
 On the other hand, labor at large companies personnel resources are mostly direct
labor groups such as: protection, driver, driver side. Therefore, after the recruitment
companies have to take some time to vocational training for them, this will increase
the company's costs.
For personnel treatment policy:
 The application of form of payment by volume, quality of work, besides the above
advantages, still has the existence of certain limitations. Because the company has

14. 9
applied forms of payment by volume, quality of work, but the average salary of
workers are higher than those in other companies.
 Payment form according to the assigned tasks associated with the results of the
company's business and production with respect to staff members, in addition to the
above advantages, still has disadvantages such as assigning jobs for workers will occur
the following situation: When workers get more workload but have less time or less
workload but more time, it will lead the workers will not complete the job on time or
cause the waste of time.
4.5 Recommendations
4.5.1.The recruitment process innovation
Personnel recruitment purposes effectively, the last time the company was building
a recruitment process consists of six steps and follow the order 6 steps. However some
steps did well still have the remain steps the downside, the company's recruiting process is
still incomplete and so that the result is still a number of limitations. So to make further
steps in the recruitment process in order to enhance the work of recruitment company I
recommended a number of comments in order to complete the steps in the recruitment
process and I recommended a new recruitment process. Targeted search was the most
suitable candidate for the job, the company should complete the steps in the following
procedure:
New recruitment process consists of 8 steps, in comparison with the old recruitment
processes of the company more than 2 steps, that is the step to check the health and labor
evaluation step. But each step of the recruitment process the new change aims to improve
further the quality of the work of HR jobs in the company.
4.6.The conclusion
Careers in the business usually starts when the recruitment replacement can not be
performed. So, the quality of the special attention required personnel to be able to recruit
the most suitable candidates with the criteria. Different businesses will have the personnel
recruitment methods vary depending on the economic component, the field and the scale of
the active businesses, ... However, the recruitment process of the business are the same as
REVIEWS
OF
CHOSEN
PROFILE
INTER
VIEW
CANDI
DATES
Health
check
Reviews
of
candidat
es
HIRING
DECISI
ON
INTEGR
ATION
GUIDE
SEAR
CH FOR
CANDID
ATES
IDENT
IFIED
RECR
UITM
ENT
NEEDS

15. 10
the desire to employ talent and retaining long-term talent with business, and the company
also is no exception. recruitment process undergo the interview round basic to professional,
time trial, do post harvest after the time trial, the company is eager to find skilled
employees and ethics for his business. This is the most important goal of the Sao Viet Nam
company
Some recommendations improve quality of jobs at the company, I hope that will
help the company had many improvements in recruitment processes to get the qualified
personnel, in accordance with the company's culture and the like dedication, commitment,
contribute to promoting development company

16. 11
REFERENCES
1. Nguyen Dinh Khuong, "Human Resource Management", Labour Publishing House,
2006.
2. Duong Huu Hanh, "Human Resource management", Labour Publishers – Society
3 Author, Summary of results of customer surveys outside survey.
4. Le Van Tam, "Strategic Management Curriculum", Statistical Publishing House, Ho Chi
Minh City, 2000.
5. Nguyen Cao Van, "International Human Resource management Curriculum," Education
Publishing House, 1997