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Thuy Thien Nhu Joint Stock Company

Promotion 2018 - 2019

Bachelor’s Degree in Managing and Running Organization

Project title: Enhancing sales team performance at Thuy Thien Nhu


Joint Stock Company
Address : 6th floor, Hancorp Tower – No.72 Tran Dang Ninh, Cau Giay District, Ha Noi
Group 6
1. NHU Thanh Huong (team leader)
2. SAI Kieu Oanh
3. PHAM Van Hung
4. TO Phuong Anh
5. NGUYEN Thi Thu

Tutor in university : Tutor in enterprises :


Ms. NGUYEN Thi Tu Quyen Mrs. NGUYEN Thi Na
Position : Head of HR Administration
Hanoi, October 2018

ACKNOWLEDGEMENT

We would like to thank all the people whom we interacted during our project in 3
months, and all the staffs at Thuy Thien Nhu Joint Stock Company for their cooperation
without this we may not able to complete group report successfully.

This report has been characterised by a lot of thinking, sharing of ideas,


discussions, rewriting, creative moments as well as moments of hopelessness. All the
way, it has been a great learning experience for us and we would like to express our
sincere gratitude to all our professors at Vietnam University of Commerce who guide us
through the project.

We also want to give special thanks to Ms. Nguyen Thi Thu Quyen for helping us
to do this project, sharing valuale experience and suggestions regarding preparation of
project report and many thanks to Mrs. Bui Thi Bich Lien - the company's representative
at Thuy Thien Nhu Joint Stock Company for her welcome and her trust.

Finally, we would like to thanks to all staffs for their friendly welcome and
professional cooperation throughout 3 months.
Project report Group 6

SUMMARY

INTRODUCTION ........................................................................................................... 1
PART 1: INTRODUCTION ABOUT THUY THIEN NHU JSC- ORFARM AND PRESENT THE
PROJECT ...................................................................................................................... 2
1. General introduction of the company ................................................................... 2
1.1. Company profile .................................................................................................2
1.2. Organizational structure of Thuy Thien Nhu JSC .................................................2
1.3. Vision, Mission and Core Values .........................................................................3
1.4. Chain Stores .......................................................................................................4
1.5. Financial situation...............................................................................................4
2. Present the project ............................................................................................... 4
2.1. Origins project ....................................................................................................4
2.2. Group member information ...............................................................................5
2.3. Internship planning.............................................................................................6
PART 2: IMPLEMENT AN INTERNSHIP PLAN AT THUY THIEN NHU JOINT STOCK
COMPANY ................................................................................................................... 8
2.1. Complete the assigned tasks .................................. Error! Bookmark not defined.
2.2. Research information, overview data on the performance of sales team and
related information ....................................................... Error! Bookmark not defined.
2.2.1 Overview of labor productivity situation of sales team in the companyError! Bookmark
2.2.2 Factors influenced by sales team, financial remuneration policies on the
productivity performance. ...................................................................................................9
2.2.3 Factors influenced by conditions and working environment...........................11
2.2.4 Factors influenced by products in business.....................................................12
2.2.5. Factors influenced by training policy .............................................................12
2.2.6. Other factors affecting sales performance .....................................................13
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2.3. Survey sales team opinion ............................................................................... 14


2.3.1. Interview with the Sales Department's representatives ................................14
2.3.2. Survey sales team opinion .............................................................................15
2.4. Recommendations and solutions for Thuy Thien Nhu Joint Stock Company to
improve the productivity and efficiency of sales team ............................................ 19
2.4.1. Recommendations .........................................................................................19
2.4.2. Solution implemented during the internship period ......................................22
PART 3 : Review and summary the internship process ............................................... 24
3.1 Results of the internship plan ........................................................................... 24
3.2 Mistakes and difficulties ................................................................................... 25
CONCLUSION ............................................................................................................. 26
APPENDIX .................................................................................................................. 27
Appendix 1: Sales team's opinions questionnaire about the company's remuneration
policies………………………………………………………………………………………………………………….…28
Appendix 2: Gantt chart…………………………………………………………………………………………..29
Appendix 3: Some pictures we taken......................................................................... .30
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INTRODUCTION

The Human Resources are the most important assets of an organization. The
success or failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contributions from people, organizations
cannot progress and proper.
This is internship report based on the three months period internship program
that I had successfully completed in HR Administrative Department at Thuy Thien Nhu
Joint Stock Company under the guidance of Ms. Quyen - our tutor and Ms. Na - Head of
HR Administration from 08.10.2018 to 18.01.2019 as a requirement of our internship
program on Vietnam University of Commerce and Toulon University.
The objective of the report is to apply theories and concepts in our educational
program can be practiced in the aspect of enhancing sales team performance at Thuy
Thien Nhu Joint Stock Company.
From 8th October 2018 to 18th January 2019, we've completed a project named
"Enhancing sales team performance at Thuy Thien Nhu Joint Stock Company". In this
report, we focus on the main goals:
• Improve business efficiency and competitiveness
• Improve labor productivity and work efficiency of sales team
During the internship in 3 months, we always try the best and worked very hard to
achieve our goals and complete our report. In this report, we introduced Thuy Thien Nhu
Joint Stock Company and our internship program. After that, we've collected and
analyzed the information, overview data on the performance of sales team and related
information. Finally, we recommend and solution to the company then assess our
internship which includes results, difficulties and experience we had.

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PART 1: INTRODUCTION ABOUT THUY THIEN NHU JOINT STOCK COMPANY –


ORFARM AND PRESENT THE PROJECT
1. General introduction of the company
1.1. Company profile
Name of the organization : Thuy Thien Nhu Joint Stock Company - ORFARM

Address : 6 th floor - Hancorp Tower, No.72 Tran Dang Ninh, Cau Giay District, Ha Noi

Phone number : 04.3839.8786

Filed of activities : Organic food

Year of establishment : December 2013

Number of employees : 80

Chief executive officer : Bui Thi Bich Lien

Person in charge : Nguyen Thi Na

Position : Head of HR administration

Department : HR Department

1.2. Vision, Mission and Core Values

• Vision

« Change our mind in clean agricultural production and use safe food »

• Mission

« Bring technology "EM GREEN" value to every meal »

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• Core values
- Tell the truth
- Enhance the fairness
- Respect every individual
- Encourage passion, creativity and collective strength.

1.3 Organizational struture

Board of
Management

Director

Organization Accounting Sales Engineering Farm and


Department Department Department Department Warehouse

Wholesale
Retail store
store

Store manager

Warehouse
Cashier Sale 1 Sale 2
staff

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1.4. Chain Stores

- 1st floor, Building 28, No.72 Tran Dang Ninh, Cau Giay District, Hanoi
- No. 13 Do Quang Street, Trung Hoa Ward, Cau Giay District, Hanoi
- No. 198B Thuy Khue Street, Tay Ho District, Hanoi
- No. 34 Bach Mai Street, Hai Ba Trung District, Hanoi
- No. 127A Nguyen Cao, My Hung Quarter, Tan Phong Ward, District 7, Ho Chi Minh
City

1.5. Financial situation

Year Estimated Results Rate of accomplishment (%)


2015 22,5 22,66 100,7%
2016 31 29,119 97,48%
2017 36 42,72 118,7%

Revenues of the company currently are progressing towards better but still slow and
insufficient to cover the costs for sales promotion and product promotion. The company
needs to push for the development of the market and promote products to quickly
ensure its revenues. In 3 years from 2015 to 2017, the rate of developing and reach
maturity in revenue of 2017 is the highest, 118.7%, higher than 2016 about 21.22% and
also reaches 42.72 billion VND, compare with 2016 just 29.119 billion VND.

2. Present the project


2.1. Origins project
Since the date of establishment in December 2013, during the 5 years of
establishment, Thuy Thien Nhu Joint Stock Company has gradually affirmed its reputation
and brand in Vietnam market. With the right investment strategies given by the Board of
Management, the scope of operations of the Company is being expanded through the
deployment of more sales points and cooperative relationships with distributors and
nationwide retailers. However, this expansion has posed a challenge for the company in

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human resource quality management process coupled with changing remuneration


policies to suit the current conditions. The market of supply of clean food products is
experiencing many changes and fierce competition, which are considered significant
issues for the company. Improving the productivity and the efficiency of sales team is
something that Thuy Thien Nhu needs to pay more attention in the present time. In
other words, it is the way to improve business efficiency and competitiveness.
Recognizing the need to improve the competence and work efficiency of sales
team, during the internship in 3 months at Thuy Thien Nhu Joint Stock Company, we
made a decision to find solutions to help the company improve the problems through
the research of related documents, participation in practical work and make a sales team
survey.
2.2. Group member information

Name and surname: Huong Thanh NHU (team leader) Class: CNTH-NSA13
Mobile : 0855526496 E-mail : nhuthanhhuong.vn@gmail.com

Name and surname: Phuong Anh TO (member) Class: CNTH-NSA13


Mobile : 0398678007 E-mail : tophuonganh1998@gmail.com

Name and surname: Oanh Kieu SAI (member) Class: CNTH-NSA13


Mobile : 0333253838 E-mail : kieuoanhhr@gmail.com

Name and surname: Hung Van PHAM (member Class: CNTH-NSA13


Mobile : 0346449666 E-mail : phamvanhung280398@gmail.com

Name and surname: Thu Thi NGUYEN (member) Class: CNTH-NSA13


Mobile : 0339378787 E-mail : nguyenthu070820@gmail.com

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2.3. Internship planning (working period from 8th October 2018 to 18th January 2019)

Duration
Start-date End-date
(days)
Phrase A: Collect and research
information, overview data on the
20 8/10 2/11
sales team performance and some
related information
Task 1: Collect sales team's
information, recent reports and
some documents what are 2 8/10 9/10
provided by Mrs. Lien - the
company's representative
Task 2: Research and analysis an
overview of labor productivity
6 10/10 17/10
situation of sales team in Thuy
Thien Nhu Joint Stock Company
Task 3: Find out factors influenced
by sales team, financial
3 18/10 22/10
remuneration policies on the
productivity performance
Task 4: Fine out factors influenced
by conditions and working 2 23/10 24/10
environment
Task 5: Fine out factors influenced
3 25/10 29/10
by products in business
Task 6: Find out factors influenced
2 30/10 31/11
by training policy
Task 7: Fine out factors affecting
2 1/11 2/11
sales performance
Phrase B: Design questionnaire to
know exactly sales team's
15 5/11 23/11
opinions about the company's
remuneration policies

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Task 1: Prepare question interview


with the Sales Department's 5 5/11 9/11
representatives

Task 2: Conduct sales team survey 5 12/11 16/11

Task 3: Synthesize and analysis


5 19/11 23/11
survey's results
Phrase C: Recommend and
implement solutions for Thuy
Thien Nhu Joint Stock Company to 20 26/11 21/12
improve the productivity and work
efficiency of sales team
Task 1: Find a real problems that
5 26/11 30/11
need improve after analyzed data
Task 2: Make a list of
recommendation for all problems 5 3/12 7/12
to the company
Task 3: Make a plan for training
5 10/12 14/12
courses
Task 4: Writing the report to the
5 17/12 21/12
company
Phrase D: Evaluate and summarize
20 24/12 18/1
the internship process
Task 1: Make a list of works what
1 24/12 24/12
team group has help the company
Task 2: Make a list of experiences
and difficulties get from the 1 25/12 25/12
internship program

Task 3: Write the synthesis report 15 26/12 15/1

Task 4: Check again the report 3 16/1 18/1

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PART 2: IMPLEMENT AN INTERNSHIP PLAN AT THUY THIEN NHU JOINT STOCK


COMPANY
2.1. Complete the assigned tasks
Immediately after being approved by the company’s representative, we went directly to
the Company to meet with the representative and presented our wishes with the
internship plan and received the assigned tasks. We did hope that with daily tasks
assigned, we would the most specific view of the current situation of the company,
access to the necessary documents and most importantly, the situation of labor
productivity and the efficiency of sales team in the company.

Specifically, our very first task was to assist general activities in the Sales Department.
We were favored by the person in charge to work on the schedule that was suitable to
our schedule at the school, so all team members were allowed to participate in the
assigned work at different stores and at the company's main office. This was a fairly
simple task for us that helped us a lot in getting to know the new working environment,
establishing more relationships with colleagues in the company and understanding how
company works.

Our second task was arranged by our manager – Mrs. Lien and Mrs. Na the
Administration - Human Resources Manager and facilitated us to do so, directly related
to the topic we chosen at that company. That was to participate in helping and
implementing training related plans and implementing remuneration policies for sales
team in the Sales Department. This was a very important task for us during the
internship periodat the company, helping us gathers very important information related
to the topic.

The tasks we did during our internship at the company have given us lots of valuable
information and useful experiences. We gradually did become acquainted with the
working environment at the company with more relationships with colleagues. We were
also allowed to access some information related to the selected topic and participate in
related work. The analysis of information was very important and we will present the
process and results in the section below.

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2.2. Research information, overview data on the sales team performance and some
related information

2.2.1. Overview of labor productivity situation of sales team in the company

With the investment from the company’s Board of Management, the entire system of
production machines and production and farming technologies of the current company
are not inferior to any of the competitor in Vietnam market. Labor productivity of
production workers has been shown to improve according to the evaluation period
conducted by the Administration - Human Resources Department. However, the
productivity of the current sales team is not highly appreciated.

There are many possible reasons behind this problem. The first one is the economic
situation in the current period with many difficulties and unexpected fluctuations. More
and more competitors in the same field have strong investment and growth such as
Uncle Tom Foods, Foodsach and the biggest rival in the market today, VinEco - Vinmart.
This has made it difficult for not only sales team of Thuy Thien Nhu Joint Stock Company
but also many other companies to find customers. Secondly, Thuy Thien Nhu Joint Stock
Company has not really paid adequate attention to improving the labor productivity and
stimulating employees' abilities. There is dependence from the sales team because the
company is mainly relying on the source of familiar customers without giving policies to
them to actively find new customers. Thirdly, not only domestic companies, many
foreign companies have been penetrating Vietnam market, partners, consumers have
more choices and stricter requirements for quality, quantity, farming technology and
price of products. Meanwhile, Thuy Thien Nhu Joint Stock Company has recently focused
on improving its production technology to produce better and more environmentally
friendly products, employees in the company, especially sales team have not caught up
with the change, leading a passive state in the work

2.2.2. Factors influenced by sales team, financial remuneration policies on the


productivity performance

According to the results we collected from the personnel profile of sales team, the
company's sales team has 100% university and college qualifications. It can be said that
they are fully capable of acquiring new knowledge with serious attitude in their work and
certain knowledge about society and business environment. All sales team have not

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engaged in any behavior that is contrary to professional ethics from working at the
company. Despite of having such good knowledge and moral background, the capacity of
sales team in the company at present proves to be much inferior to that of competitors
and the development requirements of the company are still low. Most of sales team
needs to be retrained after being recruited and even the company's previous training
plans have not really helped improve the situation.

The next factor is the satisfaction of remuneration policies offered for the sales team.
Wages, bonuses and remuneration mechanisms are considered important stimulus
factors. A harmonious combination of the interests of the company and the benefits of
employees through income distribution is an important good factor to create a positive
attitude and more work effort from the company. According to what we learned, the
current financial remuneration policies offered to sales team are poor to some extents.

• Sales Department: This department is currently operating with a total of 31


employees, including 1 Head, 1 Deputy Head and 29 salespeople in charge of
various areas such as international business, business with customers being
organizations, retail at the store, bidding, etc.
• Financial remuneration policies:
- Salary: The basic salary for the sales team of the company is VND
6,200,000/person/month, lunch allowance is VND 650,000/person/month for
normal employees and VND 1,000,000/person/month for the Head and Deputy
Head. Post-paid phone charge, travel cost and customer-contact cost are paid by
the company based on the bill.
- Social welfare: All employees in the company are entitled to social welfare
policies in accordance with the laws of Vietnam. For example, 70% of employees
are entitled to sick leave, maternity leave, birthday bonus of VND
250,000/employee, wedding bonus of VND 500,000/employee and annually
support tourism and vacation programs for the entire company at VND
6,000,000/employee. In addition, the company regularly organizes annual
periodic health examinations for employees and provides special support policy
for employees to find health problems during the examinations.

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- Bonus: Company sets up a commendation and rewarding council throughout the


company and budget level. The commendation and rewarding assessments are
conducted half a year by the council. Based on productivity and performance, the
company provides cash rewards immediately paid in some cases such as:
emulation reward, reward for initiatives (for innovative employees to improve
product, technology and management. In addition, the company’s bonus fund is
also used to pay for holidays, New Year holidays and the company’s founding
anniversary.
➢ Comments:

It can be said that in general, although the qualifications and ethics of sales team of Thuy
Thien Nhu Joint Stock Company have been carefully selected and monitored over time
that is not enough to create good productivity and efficiency. The salespeople still have a
certain dependency attitude because there is not any incentive from the company for
their own development. Additionally, the financial remuneration policies for the sales
team still appear to be ineffective and inadequate to satisfy the needs of them. There
are not any specific sales bonus policies for each salesperson in different positions, the
awarding still takes place spontaneously without any consensus among employees which
easily causes transparency.

2.2.3. Factors influenced by condition and working environment

The working environment and facilities are one of the most important factors affecting
the sales team. In order to have a dynamic, creative and exciting work environment for
employees, it is not only the responsibility of the Board of management, but also the
efforts of all employees in the company.

Currently, the company is maintaining the working hours at the headquarters according
to the administrative working hours prescribed by the state, from 8.30 AM to 17.30 PM
and under shifts in 8 hours, divided into 2 shifts for employees working in the stores. The
workplace are provided with air-conditions, office equipment such as computers,
printers, cash registers, etc., and cleaned in the early morning before the working hour
and late afternoon (in the evening with retail store) after off work..

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Regarding to the work contents, the company has specified clear rules, functions and
duties of each employee in the company. People in charge of departments and stores
must always strictly monitor their employees, assign jobs to the right people with the
right expertise, encourage employees to share work, expertise with each other and
encourage them to engage in teamwork.

➢ Comments:

It can be seen that Thuy Thien Nhu has performed policies on employment conditions
and work content for employees quite well. In actual fact, almost every employee in the
company has provided few negative feedbacks about these policies.

2.2.4. Factors influenced by products in business

Thuy Thien Nhu Joint Stock Company - ORFARM brand is one of the emerging brands in
Vietnam market in the field of clean food. The company's development direction is to
continuously innovate and develop products that can meet consumers' needs rather
than maintaining stability. This has led a number of problems for sales team and affected
their productivity. The clean food business is a highly competitive field and the market
demand is constantly changing. Technology is growing, cost is getting cheaper and
making the company have to adjust and change sales policy and price policy
continuously - this causes the biggest difficulty for sales team when they have can not
meet the rapid change from the company.

In recent years, the company has tried to research more deeply about the market
andinvested in a more sustainable and modern production system to create its own
featured products in the market such as organic large meat products. In addition, the
company has focused much on marketing to make the brand become more popular in
the market. It can be said that although the company has made changes in its business,
there are still problems that are encouragement and creation of favorable conditions to
help sales team to catch up with the changes of company.

2.2.5. Factors influenced by training policy

During the operation, the company has certain concerns and spends a portion of its
budget for training and developing employees.

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Currently, it is maintaining annual training plans for sales team by sending them directly
to the company’s breeding and processing facilities to gain more knowledge about the
product. However, we realized that the training plan has not changed much over the
years, with some repetitive contents and sufficient training plans for employees about
new products currently in business.

The company maintains a certain number of salespeople (2 people/branch) who are sent
for private training in Hanoi while the stores in Ho Chi Minh City are provided with
training materials. This can be considered a weakness in the current training policy of the
company.

The number of sales team of the company in recent years has been relatively volatile.
Specifically, in 2016, the company had 7 sales staff asking to quit their jobs and then 7
new ones were recruited. In 2017, the company had 2 former sales to resign and 9 new
one was recruited in August 2017. The personnel situation has fluctuated constantly,
more and more employees who have undergone training courses tend to quit over the
years. Moreover, the stage-based training for each group of employees will lead to the
difference in qualifications among employees. Hence, changing the training policy is very
necessary in the present time in the context that the business environment and business
scale of the company are being expanded.

2.2.6. Other factors affecting sales performance

• Competitors: The fact that society is growing, people’s life is enhanced, people are
more and more concerned about their health as well as paying attention to the
quality and origin of the food they use every day for the industry makes food industry
and processing industry develop rapidly. Thuy Thien Nhu Joint Stock Company does
not stand outside the rotation of that development. However, the number and
capacity of competitors appear to be huge. In the context that the time the company
appears on the market is not short but not too long, its competitiveness is still
underestimated compared to its competitors until recently the company has changed
new machinery and production technology. Therefore, in order to make the most of
the current investment improvement, the improvement of labor productivity of staff
in general and sales team in particular is essential to improve competitiveness
compared to competitors.

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• Customers: The market is constantly moving and changing day by day. Customers
increasingly offer higher requirements for products as well as service quality. The
investment in market research and product improvement is also a method to attract
customers to find products and services of the company and improve productivity for
salespeople.

2.3. Survey sales team opinion


2.3.1. Interview with the Sales Department’s Representatives

In order to get a realistic perspective from the leader of department, we decided to


conduct a short interview with Mr. Nam - Head of Sales Department. The content of our
questions focused on clarifying the issues Iraised in the literature section and went
deeply into some issues that may be the main cause of the decline in productivity and
efficiency of sales team in the past time. The content of the questionnaire is as follows:

INTERVIEW QUESTIONS

1. Are you satisfied with the productivity of your sales team at the company?
Why?
2. Are you satisfied with your current working environment? If not, what do
you want to change in the working environment?
3. What changes do you want to have in the remuneration policy of the
company?
4. In your opinion, what factors affect the sales productivity of sales team?
What are reasons behind this?

➢ Interview results:

With the first question, as said by Mr. Nam in previous years, when the company still
maintained its policy of focusing on familiar customers without investing in improving
breeding technology like now, the sales team got familiar with this situationand raised
no inquiry and additional source of new customers. This led to the fact that their labor

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productivity and efficiency were not high, the proportion of new partners and customers
increased slightly, making the company and direct manager not satisfied at all.

Next, on the level of satisfaction with the working environment built by the company, as
said by Mr. Nam, the company’s facilities have been prepared quite well with new office
equipment and machinery invested by the company in the third quarter of 2016.
However, many employees complained and suggested that the payment system
sometimes has troubles which affect selling activities. As said by Mr. Nam, the company
can completely solve and allocate funds to implement. However, because of the huge
workload in the Sales Department at this time, there is not any specific renovation plan
given.

The third question about remuneration policies for current sales team, as said by him,
the company is offering good remuneration policies for salespeople, the basic salary for
current sales team is relatively good compared to that of other companies and sales staff
are entitled to enjoy benefits and insurance in accordance with state regulations.
However, there are some points in the remuneration policy that needed to be changed
to suit the current business environment and conditions. For example, in the bonus
policy, the company is currently rewarding sales based on a fixed percentage of total
revenue. This leads to the fact that sales team from market bringing in low revenue such
as individual customer market are rewarded on par with those from market bringing in
high revenue such as international customer market, corporate customers and retail.

The last question about the factors affecting sales team’s performance, as said by Mr.
Nam, the core issue to improve the productivity of current sales team is that the
company needs to have orientation and timely training orientations for sales team in
accordance with current conditions. Additionally, meeting the expectations of sales team
in remuneration policies, working conditions and working environment is considered
necessary.

2.3.2. Survey sales team opinion

After obtaining comments from managers, we decided to gather more comments from
sales staff to clarify the desires, aspirations and factors affecting labor productivity.

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Based on the current personnel situation, I designed a survey based on the assessment I
made through documents and comments from the manager with brief content, focusing
on clarifying the problem.

The survey was transferred to my colleagues in the Sales Department at the Head Office
and Sales staff at the retail points, then analyzed and delivered with specialized
software. The results we learned after the survey analysis are as follows:

➢ Survey analysis results:

Working form

21% Full time

14% 65% Part time

Internship/Probation

Seniority

35% Less than 1 year


48% 1-3 year
Over 3 years
17%

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➔ In terms of seniority and working mode, sales team currently working in the business
department are mainly full-time employees, accounting for 65%, with only 6 newly
recruited sales staff in August 2018 in internship period. Next, the majority of current
sales team has a seniority of over 3 years, accounting for 48% of the total. The
remaining sales team is senior employees with less than 1 year of 35% and seniority
of 1-3 years accounting for 17%.
It can be seen that, with the current personnel situation, the difference in quantity
between new employees and former employees is not insignificant. From the current
changing business environment of the company, if the company still maintains old
policies of training and remuneration as before, it will create a lot.

Is the current position suitable for your


capacity?

14%

Suitable

86% Unsuitable

Evaluation of the working environment

31%
Good
69% Not good

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➔ With the evaluation content of work assignment, conditions and working


environment in the company, it can be seen that the company is currently doing well
in the process of assigning work to sales team. Most of sales team (accounting for
86% of the total) believes that they have been doing the right job, and the remaining
14% of employees think that their work is not suitable for their specialties. I did
exchange privately with inappropriate staff and were told that their current job was
in trouble because they did not have much experience in the business they were in
charge of and these employees have been working for less than 1 year.

With the sales team’s assessment of the working environment in the company, there
was a very high rate of unsuccessful assessment accounting for 69% of sales team
equivalent to 20 people. When I went deeper into understanding each person’s
problem, I realized a common point that most of sales team having a bad choice said
that their workplace equipment was not really comfortable. As I said in the general
information analysis section as well as the interview section for the Sales
Department’s leaders, this survey data reflects the real situation and the company
needs to pay more attention to this issue in the near future.

Satisfaction level of remuneration policies

24%

Satisfied
76%
Dissatisfied

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➔ Regarding remuneration policies, the dissatisfaction rate is also quite high with 76%
(22 people) out of the total. There are many reasons given by sales team to explain
their options. For example, the company’s current bonus policy is unfair, the
company is late in evaluating and rewarding sales team, there are not many
diversified bonus policies to motivate them and finally, the payment of allowances
and the incurred expenses for work are still unclear.

2.4. Recommendation and solutions for Thuy Thien Nhu Joint Stock Company to
improve the productivity and efficiency of sales team

2.4.1. Recommendations

Through studying the materials we collected at the Administration - Human Resources


Department, Sales Department and Interviewing Department leaders and surveying sales
staff, we obtained the most comprehensive and specific view and the situation of labor
productivity and work efficiency of sales team, outstanding issues and aspirations from
the staff. After that, we summarized the information, consulted with our managers and
provided the following suggestions:

➢ To the company leadership:

It can be seen that with improved investments in technology, the company really has a
strong turn around and is ready to rise up to confront rival companies that were
appreciated to be more outstanding. In terms of technology, production, the company
has had certain successes, but this company’s success still depends a lot on the staff
system in charge of business operations. Previous business policies of the company
focused on exploiting familiar customers without paying attention to developing new
sources of customers and markets, which is also the biggest cause of sales staff tend to
rely on and refrain from creating and developing at work. Therefore, in order to improve
the current situation, the first thing to do is to change business policies, invest in market
research and develop a more diversified customer base. In addition, the company needs
to thoroughly propagandize the sales team about current business policies to help them
keep up with the changes.

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Besides, it needs to have the investment to research and adjust the quality, packaging
design and price of products in accordance with market trends and needs but still ensure
the profit earned. The labor productivity is also affected by factors related to the product
they sell.

➢ To improve remuneration policies:

According to the results of document research and survey interviews, it can be seen that
the company really needs to do better in its remuneration work and needs changes to
suit the new conditions. The first thing the company needs to do is improve reward
policies. With the current policies, it has not been able to create incentives for
employees to try harder at work and maintain fairness among employees. We proposed
to the company to change the current revenue reward policy, increase the basic revenue
bonus level and develop separate policies for each group of employees in different
markets. Doing this will help the company create incentives for the salespeople, making
them more productive at work and ensuring fairness when they are rewarded according
to what they give the company. Next, the company needs to do better in the process of
evaluating and rewarding employees and paying allowances. The consideration and
payment of bonuses done quickly, accurately, right people and at the right time will help
the company create excitement for employees. However, it must be said that, when the
company rewards employees and employees, of course it will be very happy and work
with higher productivity but this will also not maintain the state of the employee long-
term because the bonus cannot only tend to increase, in other words, the way to
motivate employees by financial means is not a way to motivate employees in the long
term. Therefore, the company and managers need to pay attention to other policies
such as:

- Encouraging sales team to maintain a good working environment and good


relationships with others, reward them in a timely manner when the departments or
groups of employees perform tasks well, not necessarilyprovide financial rewards.

- The recognition of superiors will stimulate the working spirit of sales team. This can
be done by increasing wages, rewards or giving employees more challenging jobs
and delivering more rights.

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- Praising and creating timely motivation for employees, helping employees realize
that they have good productivity and quality of work will be the basis for the
promotion of their work.

- Publicizing specific desirable goals for each position of employees, assign work in the
right way to help employees become more confident and see how the work they are
doing contributes to the overall process, or the effectiveness of the next job.

- Responding to each task, showing strengths and weaknesses of the employees and
helping them build the direction for the future.

- Giving employees the right to decide on certain tasks, reduce the control of
managers. This will help employees develop their own creativity and create an
opportunity for them to prove themselves.

➢ To improve the working environment

Currently, all research through documents and practical surveys show that the
employees are not satisfied with the working environment in the company. There are
still some problems: Firstly, the equipment system in the workplace is not really stable
and fails to meet the work demands, especially the cash register and payment system at
the retail point, some equipment such as goods shelves, and freezers at existing retail
outlets have problems according to the opinion of store managers. We proposed to
organize the review and inspection of equipment at the stores, and re-study and change
the current payment and billing system to other units in order to improve efficiency and
avoid unnecessary system malfunctions during the working process.

➢ To improve training policy

According to our assessment of the current training policies, these policies are old and
no longer relevant to the company's business conditions, markets and expanded
personnel scale. In addition, a number of policies related to other training activities such
as determining the size of personnel has not been paid attention to and implemented
effectively. Here are our suggestions:

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- The company needs to clearly identify the needs, qualities and expertise of the
salespeople. It is necessary to coordinate with recruitment in order to have the
selection right from the beginning, avoid wasting budget and recruiting and
retraining time.

- It is crucial to change training cycle and training scale on an annual basis. For the
Sales Department, we proposed to organize training twice a year and require 100%
employees to participate. In addition, the quality control of work and training should
be done in parallel, especially with new employees.

- There should be more preparation in the construction of the training program. It is


recommended not to stamp out the training plans of training plans but need to
research and change them to suit each training time as well as the training objects.
The training should harmonize theory and practice; give employees many
opportunities to practice.

2.4.2. Solution implemented during the internship period

After finalizing the report on outstanding issues in the company and our suggestions for
Mrs. Lien, we received a response shortly after wards from her. She let us know it is on
the archive of our report and will use it for reference in the near future. In the
immediate future, Mrs. Lien asked us to help the company plan training for sales team
according to the company's annual plan. I will directly support her with Mr. Nam - Head
of Sales Department with Ms. Hoa – Assisstant of Director in the process of creating
training plans and preparing the estimated cost tables to submit to the Board of
Directors.

First, I participated in a joint meeting between the Human Resources department and
Sales department’s representatives to find and develop the optimal plans for the training
plan. There have been many options offered, including hiring an outside lecturer to take
charge of training. But in the end, the meeting came to a final option proposed by Ms.
Hoa to invite the CEO of the company – Mrs. Lien will participate in this training plan. In
addition, we also proposed to the company asking for more funding from the partners.
As assigned, we would be responsible for preparing training announcements and
detailing plans along with cost estimates.

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A detailed plan with a notice for the training plan I designed is presented as below. The
notice is intended to be posted on the main board and sent to branches throughout
Hanoi. Moreover, we used the company’s internal email system to send notices to
employees to make sure all of them know this plan.

TRANNING PLAN
Time 22th January 2019

Place Head office of Company


Salespeople at the head office and retail stores in
Participants
Hanoi

Training and evaluation council Bui Thi Bich Lien


- Update new knowledge about new projects
and products
- Selling, negotiation and customer persuasion
Training contents
skills
- Capturing of customer psychology, creation of
personal image
➢ Expenses announced under the notice:
VND 1,000,000/employee x 29 employees
= VND 29,000,000,
➢ Expected costs include:
- Cost of tea and snack: 35 serving parts x VND
120,000/serving part = VND 4,200,000
Balance training costs
- Expenses for printing documents: VND
1,000,000
- Cost of service personnel at the training place:
2 people x VND 800,000/person = VND
1,600,000
Total actual cost: VND 35,800,000

Mr. Nam
Contact information for
Tel: 0902087571
registration
Email: nam.ttn@gmail.com

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PART 3: REVIEW AND SUMMARY THE INTERNSHIP PROCESS


3.1. Results of the internship plan
After a 3-month internship at Thuy Thien Nhu Joint Stock Company, we have gained a lot
of experiences for ourselves and good results in our daily work at the company as well as
the internship we chosen.

• For each member:

The internship at the company helped us gain a lot of valuable practical experiences. The
group has gained more knowledge about how a business apparatus works functions and
tasks of each department and the process of handling basic tasks. Next, we had the
opportunity to apply the theory of Human Resource management into the real working
environment. More specifically, we used the learned knowledge to analyze and
understand financial and economic documents such as financial statements, revenue
reports, sales figures, and documents related to personnel such as organizational
structure, documents related to recruitment, training, remuneration policies, and
reports on productivity of sales team… From this point, we found problems and
developed suggestions to help the company improve the situation. In addition, we had
the opportunity to use the knowledge from the subjects I have learned such as
information collection and processing skills, internal/external communication,
manpower planning, strategic question... These are important skills that help us a lot in
both the daily tasks and the work I did for the subject. Finally, we have become more
proficient in using work-serving tools and applications such as Microsoft Office, SPSS to
draft reports and analyze surveys.

• For the Company:

Through the implementation of daily tasks, we proved ourselves with the company and
were able to receive very good feedback from managers and colleagues. For the topic
we made at the company, we went into the analysis based on the documents,
information and survey, plus the actual observations of the work of the sales team to
find out issues affecting the productivity and performance of sales team, make

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recommendations to help the company improve the situation and perform a number of
related tasks such as making a personnel training planningat the head office and retail
stores in Hanoi city.

3.2. Mistakes and difficulties

• Violating some workplace’s rules:

In the beginning of the internship, there were certain uncertainties and unfamiliarity
with the working time so we violated the rules of the company such as going late,
working separately during working hours and delay in processing requests and
documents assigned by managers. The manager reminded me and made certain
conditions to help us get used to the job and since then our work has become better.

• Narrowing down the scope of work, topic:

When starting working at the company, the group was not really working and creative at
work. That has led us to limit the scope of topic and limit the source of information, yet
to go deeper into understanding the problem in many different ways, affecting the
internship progress. After realizing the problem, we pushed each other to regain the
progress we need to achieve and improve work efficiency.

• Working without planning, beyond authority:

This caused us some difficulties at work and made us to bereminded by the manager.
We had to identify and re-systemize the necessary information, consult with the
manager about the list of accessible materials so that we could not make this mistake
again.

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CONCLUSION

The quality of human resources will determine the success or failure of an


organization or business. The qualityis expressed through 2 criteria: Productivity - Work
efficiency. For a company that is on the way of innovation and rising like Thuy Thien Nhu
Joint Stock Company, it is necessary to improve the personnel apparatus, especially the
apparatus of sales teamto suit the company's new business conditions. Compared to the
previous time when the company did not have the innovation in production technology,
product quality and outdated business policies, the productivity and efficiency of sales
team have not been really get proper attention.
In the present, the company’s products have become better, the breeding
technology and the development of investment in the market research have improved,
that means the company needs changes in energy management labor productivity and
performance from employees, especially sales team. This change should be derived from
both sides - the company and the sales team.
We hope that with the proposals, the company will have more references to
better understand its operations and have appropriate solutions. Hopefully, in the
coming time, the company will achieve success in business and develop significantly,
occupy the market share of clean food in Vietnam.

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APPENDIX

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APPENDIX 1: SALES TEAM’S OPINIONS QUESTIONNAIRE ABOUT THE COMPANY’S


REMUNERATION POLICIES
Dear,

We are students linked program at Vietnam University of Commerce and Toulon


University. Currently, we're making a short survey to know exactly sales team's opinion
about remuneration policies. The questionnaire is as follows:

1. What types of your working form?


o Full-time
o Part-time
o Intern/probationary period

2. How long have you been working for Thuy Thien Nhu Joint Stock Company?
o Less than 1 year
o From 1-3 years
o Over 3 years

3. Is the current position suitable for your capacity?


o Suitable
o Unsuitable

4. How do you evaluate the working environment?


o Good
o Not good

5. Are you satisfied with the current remuneration policies?


o Satisfied
o Unsatistifed

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APPENDIX 2: GANTT CHART

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APPENDIX 3: SOME PICTURES WE TAKEN IN STORES

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