Finding Research - Linfox Company

Mystery Team

s3342202 - Nguyen Thanh Mai Phuong

s3325150 - Nguyen Thuy Van

s3342208 - Nguyen Huynh Duc Phu

Table of Contents

• Introduction
• Recruitment & Selection
• Training & Development
• Performance Management

Finding Research

"

Thank you for your listening

Q & A

"

Performance Management

Recruitment

Top-Down Performance management

Supervisors always evaluate and give feedback to lower workers

However, the feedback from general workers to their direct supervisors are very limited. This one-way evaluation will lead to many negative impacts on the appraisal system

Game-Playing

360 degree feedback form

Issues

Because of the one-way evaluation , the supervisors with biased and unethical behaviors will try to lower the actual performance of his/her workers.

The supervisors may try to reduce money for incentive and bonus, or deny an employee who has the potential to replace his/her position

What?

Bottom-up feedback

Who?

Recommendations

When?

Training and Development

Balance between internal

external recruitment.

Normally , performance evaluation result is solely based on the supervisors. As a result, workers don't dare to give bad feedback about his/her supervisors => unfair

Difficult to collect information from workers about serious problems, as they don't want to risk their job security. The employee will totally lack trust from the company for telling the truth

• Use more technology to recruit competent employees such as having online recruitment pages

=> everyone, inside and outside the company can apply it online

• Have an electronic record system

References

• Compton and others 2009, The training measurement book: best practice, proven methodologies and practical approaches, Pfeiffer, USA.
• Andler and Herbs 2010, Human resources management, 11th edn, McGraw – Hill, Singapore.
• Mrs Van 2013, interviewed 01 March
• Linfox 2013, viewed 29 March, http://www.linfox.com/
• Mathis, RL & Jackson, JH, 2004, Human Resource Management, 10th edn, Thomson South-Western, Singapore.
• Nankervis, A, Compton, R & Baird, M 2008, Human Resource Management: Strategies & Processes, 6th edition, Cengage Learning, Australia.
• Jackson, SE, Schuler, RS & Werner, S 2012, Managing Human Resources, 11th edn, South Western Cengage Learning, USA.

Linfox Logistics Vietnam

Recommendations

Issues

Training is very costly

Apply online learning for some basic skills and knowledge

Rented classrooms, rented equipment, purchase of training and development programs or design training and development programs, salaries and benefits paid yo employee while they attend the class

Linfox designs different training and development plans for each individual employee.

Trainees can learn in their own time

Trainers can easily update content

=> Allowance for consistency in training and ability to provide feedback

• Products/Services: Linfox provided integrated supply chains services for FMCG (Fast moving consumer goods), retail, resources and industrial, and line haul sectors across the Asia Pacific
• Business Type: private owned companies
• Mrs. Van Huynh Khuong Hong

Issues

Recommendations

Build reference checking services

Difficulties in background checking

1

Redesign training and development

programs

Takes time/Hard to recognize employee's improvements after training program

40%

Allison and Taylor provides “Job Reference Consulting” service.

• Gives job reference consulting advice to assist clients in job quest as well as feedback on how to address a poor/bad job reference.
• Suggest Linfox how to improve its job reference checking system.

Nationwide statistics

applicants lie about their work histories and educational backgrounds

of job applicants make material misrepresentation on their resume (HR Magazine cited ADP screening and Selection Services’s survey, 2003 )

present false credentials and license

30%

Different employees need different time to approve their improvement after training and development programs (Jackson, Schuler and Werner 2012)

Design based on the employees’ strengths, weaknesses, desires and hopes (Bersin 2008).

20%

Company does not reject to job candidate and

takes quite long time for final decision.

2

Many job candidates should be checked and considered => takes a long time to make decision

Contact with a third party vendor to access specialized databases to conduct reference checking system

Business

Strategies

Allison and Taylor reference checking company, checkmyreference.com.

• Reference checking research and reference consulting is the most strategic use of references to assure a successful transition. (Alien Blue, 2007)

• Creating a well-defined plan which is aimed to increase business growth rate and continues improvement.
• Gaining Customer loyalty by delivering superior service and key competencies as unique and safety.
• Safety is always the first priority of Linfox. Their “Vision Zero” has built up a new standard for the industry safety management

"

Training is always an essential part of HR department

"

Mrs. Van - HR Manager of Linfox

Dress up your Scrapbook with these fun extras!

Other Materials

Stickers

Scraps

pssstt...

you can crop these!

(right click on any object to "Add My Collection," for use in other prezis.)

(And don't forget to delete this white frame when you're done)