HUMAN RESOURCES

PLAN
INSTRUCTOR: TRẦN ANH TÙNG

STUDENT: VƯƠNG ĐÌNH PHƯƠNG UYÊN

COLLEGE: SAIGON INSTITUTE OF TECHNOLOGY

CLASS: HRM

DATE: 25/6/2020
 TABLE OF CONTENTS

1. Overview............................................................................................................................................2
2. Mission, Vision & Core Value...........................................................................................................2
a) Mission:..........................................................................................................................................2
b) Vision:.............................................................................................................................................2
c) Core value: LOTTE TREATS......................................................................................................2
3. SWOT Analysis..................................................................................................................................3
a) Strengths:.......................................................................................................................................3
b) Weaknesses:...................................................................................................................................3
c) Opportunities:................................................................................................................................3
d) Threats:..........................................................................................................................................3
4. Organization Chart:..........................................................................................................................3
5. Recruitment plan...............................................................................................................................4
a) Store Manager...............................................................................................................................4
i) Job Description............................................................................................................................4
ii) Job requirement...........................................................................................................................4
iii) Benefits....................................................................................................................................4
b) Assistant Manager.........................................................................................................................5
i) Job Description............................................................................................................................5
ii) Job requirements..........................................................................................................................5
iii) Benefits....................................................................................................................................5
6. Payment..............................................................................................................................................5
7. Training plan.....................................................................................................................................6
a) Manager.........................................................................................................................................6
b) Assistant Manager.........................................................................................................................6
8. Compensation plan............................................................................................................................7
a) Social insurance and health insurance.........................................................................................7
b) Auxiliary benefits..........................................................................................................................7
c) Professional development training courses..................................................................................8
d) Working environment...................................................................................................................8

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 1. Overview

LOTTE Mart is a company of LOTTE Korea, a large supermarket chain that sells a variety of
groceries, clothes, toys, electronics and other goods. LOTTE Mart opened its first branch in
Guui-dong, Gang Byeon, Seoul, South Korea on April 1, 1998. Lotte Mart had 199 branches (92
branches in Korea, 82 branches in China, 23 branches in Indonesia, and 13 branches in
Vietnam).

Speed L (Speed Lotte) is a new project of LOTTE Mart in Vietnam – one of the first foreign
retailer to appear in Viet Nam – for small store. The first store is located at Pico Plaza trade
center, serving students, officers, etc. with diverse products, a rich lunch menu full of nutrients,
drinks and fruits. Especially, Speed Lotte focuses on healthy meals.

2. Mission, Vision & Core Value

a) Mission

We enrich people's lives by providing superior products and services that our customers love and
trust.

b) Vision

Lifetime value creator

c) Core value: LOTTE TREATS

The success of the company lies in the values that are shared by its people. These set of core
values reflect the company’s principles and are based on the belief that passionate & innovative
people provide the best products and services to our customers for their enjoyment. There are
TRUST, RESPECT, ENTHUSIASM, ACCOUNTABILITY, TEAM EXCELLENCE, SPIRIT
OF CHALLENGE. I really love the TRUST because we work in an environment where there is
open communication but we always speak the truth not only with customers but also with co-
workers. Lotte build trust by keeping our word.

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 3. SWOT Analysis

Strengths Weaknesses
- Competitive location to recruit - Depending on hypermarket a
- Famous brand name lot
- Strong finance from Lotte Corporation - Human resources lack of
- Support from strong HR team of Lotte experience in convenience
- Higher salary & better benefits marketplace
- Rushed time
Opportunities Threats
- Social network - Labor market
- Headhunt
- Prestigious recruitment websites

a) Strengths:

In fact, all Speed-L stores are located in the vicinity of downtown where young generation comes
and searches for jobs. Therefore, we have a great deal of opportunities in recruitment. We are
also invested much of money for the new project. Besides, Speed-L are supported by strong HR
team of the mother company. Staff in small stores are paid equally with staff in hypermarkets
because Lotte pays salary based on special ranking form.

b) Weaknesses:

Operation system of Speed-L over depends on Lotte Mart. Because most staffs of Speed-L come
from Lotte Mart, we are new in marketplace of convenience store, so we lack of knowledge in
demand of customers and planogram of products that are challenging for us. Today, Vietnamese
are familiar with Circle K, Family Mart, Mini Stop instead of new brand like us.

c) Opportunities:

Nowadays, there are number of recruiting resources, with managerial position, we will corporate
with headhunt companies or prestigious recruitment websites.

d) Threats:

Companies need to recognize the relationship between supply and demand for the type of labor
that we are using. When the labor supply is greater than the labor demand, it will lead to labor
surplus. The same job will have many candidates applying for and the employers will have the
opportunity to choose the candidates that best suit the job. Conversely, if the labor supply is
smaller than the labor demand, recruitment will face difficulties

4. Organization Chart:

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 Director

Operation Admin & SCM Merchandise Store (5)

Supply Chain Store

Supervisor Admin Fresh FMCG
Manager Manager (5)

Human Assistant
Data Non Food
resourse Manager (5)

Full-time Staff
Purchase Warehouse
(20)

Part-time
Marketing
Staff (10)

Quality
Assurance

5. Recruitment plan
a) Store Manager
i) Job Description
- Manage the services and operations of the store, responsible for the store's sales
- Control costs, goods, personnel
- Development planning to increase sales, ensure customer service
- Train, assign work and track employee performance
- Ensuring customer care activities meet the company's standards
- Report the business situation of the store
- TRAINING THE SKILLS TO SUPPORT ASSISTANTS CAN REPLACE THE STORE
MANAGER'S POSITION TO CONTINUE THE WORK AT ANOTHER NEW STORE
ii) Job requirement
- At least 2 years of experience as a Store Manager of a CVS store
- Good health, withstand work pressure
- Good communication, understand customer psychology.
- Sensitivity in operating and handling situations.
- Understand the operations and customer service in the retail industry
- Skilled in analyzing, synthesizing information and reporting

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 iii) Benefits
- Working time: 5.5 days / week; 8 hours / day
- Allowance: Lunch, Foreign language
- 13th-month salary, bonus work efficiency, profit sharing
- Compulsory insurance, accident insurance, health care insurance
- Dynamic international environment and many development opportunities
- Team building twice a year
b) Assistant Manager
i) Job Description
- An Assistant Store Manager acts as a companion, supporting the Head Store on all
management aspects such as operations, personnel.
- Within the first two months, before officially becoming the Assistant Store Manager, you
will experience all the work of a full-time convenience store employee. After completing
your apprenticeship with good job evaluation, you will be recognized as the official
Assistant Store Manager at the store. It is at this moment that you will have access to the
professional knowledge of your sales. We will prepare you with a sufficient amount of
knowledge so that you can better support your store's operations, business quality, service
quality, staff management, and store operations. In the process of working at the store, we
will organize internal and advanced courses to train the Store Assistant to teach the
situation of the store and guide promotion solutions as well as problem-solving.
- Manage sales activities, check and control all sales activities at the store. Besides, you
will be given responsibility for managing the goods and assets of Speed-L
ii) Job requirements
- Graduated University - College - Intermediate (priority for sectors related to services)
- Experience in working in a service industry for more than 1 year, such as Team Leader /
Shift Leader of retail chains, restaurants - hotels, coffee, fast food, etc.
- Competent and enthusiastic with a high sense of responsibility at work.
- The ability to communicate in a good foreign language is also a plus point for candidates.
- Honest, upright, independent spirit - high self-awareness.
iii) Benefits
- Welfare: Social insurance, health insurance, unemployment insurance.
- Income: Basic salary + allowances. Agreement when interviewing.
- Bonus in 13 months as prescribed and increase salary annually.
- Weekends and holidays will be paid following the Labor Law (400%).
- Participate in basic skills training courses and internal training courses on soft skills and
management skills to supplement knowledge to advance to a higher position.

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 - Clear promotion roadmap and fast promotion opportunities: because of the rapid
expansion of the chain, the need for management increases to create more packages for
promotion (Store Manager / Store Supervisor).
6. Payment

Salary Rank Table

Position Basic salary on Allowances based on Insurances
contact KPI
Store Manager 9.100.000 VND 3.900.000 VND 3.140.000 VND
Assistant Store Manager 5.600.000 VND 2.400.000 VND 1.932.000 VND

HRP
Position No Resource Payment Total
.
Store Manager 5 -Headhunt 5% the first month of employee’s 2.750.000
-Relationships salary VND
(550.000 VND/each employee)
Assistant Store 5 -Recruitment 800.000 VND/month 2.400.000
Manager Website (run in 3 months) VND
-Social Networks

7. Training plan
a) Manager
- Director of Speed-L who offers a wide variety of store management training programs
and systems to support each of the following areas, will be in charge in this course.
Therefore, if potential candidates desire to join in this course, they have to sign in the
labor contract that has a minimum time of a year.
• Store Management
• Advanced Sales Management
• Recruiting & Hiring
• Coaching & Leadership
- Our retail training programs provide everything what managers need to know before
starting with us:
• Understand the real role of store managers in the success of their stores
• Get the operations side of the business handled and set standards so managers can
concentrate on the real challenge; improving the performance of each member of the
team
• Set realistic and fair sales goals
• Determine what KPIs to track and what to do with them once you have them

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 • Coach staff effectively and track trends in performance
• Recruit, interview and select candidates who are a fit with Speed-L
b) Assistant Manager
Day 1
Welcome to the program! Meet Speed-L store team and be assigned their friends.

Week 1
Start training by learning the basics of the retail assistant job, from running stock, serving
customers and operating cleaning machines through to educating themselves on store
policy and procedures. At the end of the week catch up with their Store Manager to talk
about your progress.
Week 2
Work a range of in-store shifts - from early starts to late nights - to understand the
different requirements involved. At the end of the second week review the first week of
their training with Store Manager and set goals for the remainder of the year.
Week 3
Learning the back end systems, this covers how to place orders, operate the PC and
perform other key administrative tasks a store manager needs to know. At this point in
their training, you will also commence their Management System training and begin to
develop an understanding of leadership responsibilities and theory.
Week 4
Put their management training into practice by running various shifts throughout the
week. This will include running a shift, updating the rosters, leading and motivating their
team and ordering stock. During this phase of their training, your team will start to look
to them for guidance in the absence of the store manager.
Week 5
At this stage in their training Assistant will start to focus on long term planning, covering
areas such as KPI setting and how to undertake stock take procedures - all the time
gaining exposure to the daily running of a store.
Week 6
Time to practice everything you have learnt. Covering whilst the Store Manager is on
leave, you will have to utilize everything you have learnt in order to balance all the
challenges and priorities of a live store environment.
8. Compensation plan

a) Social insurance and health insurance

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Paying social insurance and health insurance for employees is a requirement that all businesses
must comply with the law. In addition to paying full insurance, Speed-L also adds benefits such
as periodic health exams, dental and vision insurance, and employee insurance for relatives.

b) Auxiliary benefits

Today, besides paying the Speed-L salary, they also pay additional allowances for employees
such as lunch allowances, petrol, phones, birthday gifts - filial piety - funerals, tours every year,
teambuilding program, "spacious" working-trip policy ... These care may not be great, but it is
highly appreciated by employees, showing the interest of businesses to the material life,
employee morale

c) Professional development training courses

Every employee wants to develop, improve skills, professional knowledge to work better and
more promotion opportunities. So Speed-L organizes annual skills training, professional training
and outlines the promotion path.

d) Working environment

Speed-L will equip the modest equipment to make the work at ease. With waiters or staff, the
company has prepared a the optimal kitchen system with modern sanitary items, and the floor
and glass doors of the store are also anti-fingerprint or shoe marks so that employees can
minimize cleaning and regular glasses. For managers, the company provides an air-conditioned
private room that can rest and monitor employees effectively thanks to the 1-dimensional glass
frame.

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