HUMAN RESOURCE

MANAGEMENT
STARTEX IN CLASS
CASE STUDY
PROFESSOR: FRANÇOISE CHEVALIER

MBA27 – GROUP 13
PHẠM THÙY CHI
MESTDAG CLAIRE
PHẠM QUỐC DƯƠNG
PHẠM THỊ NGỌC LAN
TRƯƠNG DIỆU QUANG
1. HIRING
JOB DEFINITION
Job title : Founders’ secretary
Job position : Etienne and Freddy’s (founders) will be your superiors
Position attached to the administration department
General missions : Assisting the Founder to maintain operations of
all aspects of the Company
Main responsibilities :
● Provide daily secretarial support such as: drafting documents,
daily schedule, appointment management, paperwork…;
● Arrange meetings and take meeting minutes when requested;
● Assist the communication between Founder and other
departments;
● Plan and implement hospitality/ travel arrangements for the
Founder;
● Implementing and maintaining procedures/administrative
systems
● Coordinating mail-shots and similar publicity tasks;
● Logging or processing bills or expenses;
● Acting as a receptionist and/or meeting and greeting clients.
JOB PROFILE
Essential:
● Your rigor reactivity and polyvalence are not to
prove anymore
● Renown for your ability to solve problems and
your dynamism, you can manage responsibilities
● General knowledges and interests in IT
problematics
Compulsory:
● Minimum 3 years of experience at the same job
position
● Excellent writing and communication skills
● Pack office & additional IT Softwares (eg:
UpKeep or Acuity Scheduling)
● Well organized, flexible & able to cope with
heavy workload.
● Excellent critical thinking and problem-solving
skills
● Administration, secretary or law degree
RECRUITMENT PROCESS
2. PERFORMANCE APPRAISAL
REVIEW OF THE PAST YEAR List the objectives you set out to achieve in the
past 12 months (or period covered by this appraisal) Score your performance
on each achievement, providing reasons where appropriate.

OBJECTIVE FOR THE COMING YEAR Reflecting on your past performance,

objectives met and future job aspirations/expectations what activities- tasks
would you like to focus on during the next year.

MEAS REQUIRED AND COMPETENCIES Score the appraisee's capability or

knowledge in the areas in terms of their current.
2. SOLUTION TO PROBLEM OF
PERFORMANCE APPRAISAL
CAREER DEVELOPMENT Discuss and
SKILLS TO BE DEVELOPPED IN THE
agree (as far as is possible, given
POSITION Discuss and agree the skills,
budgetary, availability and authorisation
capabilities and experience required for
considerations) the. Training and
competence in current role, and if
development support to be given to help
appropriate, for readiness to progress to
the appraisee meet the agreed
the next role or roles.
objectives above

FURTHER COMMENTS ON THE

Link to preview our Appraisal:
INTERVIEW
 Percentage raise (% of current salary)
Proposed
Time in Year Current
Name Potential Grade individual
service performance salary Performance Time in Exceeding
service goal setting raise

Pierre 5 4 5 PD 85,602 1.5% 0.5% 0.0% 1,712

Anne 5 4 3 PD 78,956 1.5% 0.5% 0.5% 1,974
Bruno 4 5 4 PM2 77,308 2.0% 0.5% 0.5% 2,319
Yves 4 5 3 PM2 69,735 2.0% 0.5% 1.0% 2,441
Henri 2 4 5 PM1 61,070 1.5% 0.2% 0.0% 1,038
Jacques 2 3 2 E3 50,399 0.5% 0.2% 0.5% 605
Line 3 4 4 E3 48,448 1.5% 0.2% 0.0% 824
Bertrand 3 4 5 E2 39,308 1.5% 0.2% 0.0% 668
Cesar 2 2 4 E2 36,301 0.0% 0.2% 0.0% 73
Arnaud 1 3 4 E2 35,063 0.5% 0.2% 0.0% 245
Cathy 2 4 3 E1 29,270 1.5% 0.2% 0.5% 644
Denis 1 5 4 E1 28,965 2.0% 0.2% 0.5% 782
Marylene 1 3 3 E1 26,678 0.5% 0.2% 0.0% 187
Jean 1 3 2 E1 25,630 0.5% 0.2% 0.5% 308
TOTAL 692,733 9,349 2,320 2,150 13,819
Total current wage bill 692,733
Individual raise cap (2%)
3. WAGES Proposed individual raise
13,855
13,819
Over/(under) cap (36)
 3. WAGES
Proposed individual raise based on the policy:
Index Percentage on current salary
Name Criteria 0.20% 0.50% 1% 1.50% 2%
5 x
Performance 4 x
3 x
>=4 x
Time in service
<4 x
Exceeding goal 2 levels x
setting (potential) 1 level x

Criteria Reason

Reward for top performance

Performance
Motivate for more contribution.

Time in service Encourage staff loyalty and retain merit staffs.

Exceeding goal Reward for whom "make a big move".

setting (potential) Encourage employee career development.
 STRATEGY:
First, review the job requirements when recruiting new staffs
• Looking for experienced engineers.
• Design entrance tests to select suitable candidates.
• Negotiation and sales skills is a plus.
Then, address the issues to all staffs: engineers & consultants aware
about the problems
Besides, annually conduct training sessions to all staffs to enhance their
4. TRAINING knowledge and develop skills:
• Implement a DB engineer training program
• Implement a soft skills & marketing training
Monthly conduct coaching sessions to staffs who have problems
An additional solution : to hire an intermediate specialist + facilitate
inter-division mobility
• TRAINING:
• Target ? Engineer & Consultant teams
• How ? Sharing sessions + workshops
 4. TRAINING PLAN
Before training:
 Identify goal & objective:
what skills employees are
demanded.
 Determine who is the
trainer: external experts or
current employees.
 Build the training budgets.
 Measure the effectiveness
of training programs.
During training:
 Express the workshop
structure by details. For
example: Agenda, etc.
 Build the detailed content
to specify what suitable for
each departments
 Testing the knowledge
address through the
training
After training:
 Evaluate the effectiveness via
assessment after seminar.
 Collect feedbacks for
improvement.
 Staffs need to commit for
improvement after trained.
 Consider replacing staffs who
has no improvement and still
encounter problems.
 5. ADMOSTPHERE AND MOBILITY
Natural Data Base
Language Mentorship: free to Regular intra-firm
choose mentors sharing session

Flexible & Creative Efficient &

Specializing
Transparency:
Work in HQ Work in customer
site Project stretching and + Characteristics of each
cooperation department.
Under best effort Under firm + Internal vacancies
basis commitment portal

Higher wage Lower wage

Regular career
orientation
 Integrated Innovative

High
Ethical Vision: Quality
To be an expert in IT service
CORE
Mission:
VALUE To create valuable, superior,
different and sustainable growth
COMPANY goods and services to our customer
CULTURE with conscious of our responsibilities
to the customer, shareholders,
employees and social Loyalty
Customer
Oriented

Transparent Responsible