Bài luận về tuyển dụng nhân tài – giải pháp giữ chân nhân tài

In any other country, as well as any business if want to develop and expand the talent is
always one indispensable element in the development milestone of every nation, of every
company. To detect and recruit talent for his work was hard but the question is to keep
them ahead of the competition of rivals pull outside very very much harder times.
At each time different people different notions talent, but has yet to define a
common standard is relatively close to the talent as follows: "Talented people who have
passion and desire to contribute , dedication to the society by all his talent, they have or
will have surpassed others intellectually, physically and efficient work. "

To identify talent we can based on the following points:
* High performer - who work well: the talent always know how to finish
for their assigned work
* Calculated risk taker: Talent always determine the risk of each situation. They
can be very risky, but not "deaf not afraid of guns", because they estimate
risk
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* Decision maker: the talented people who dare to make a decision. They can decide
true / false, but the daring decision not to work with many
be
* Coach & mentor: do not be afraid of talent training, training for colleagues
and his subordinates, they do not mind being displaced by the talented staff
* Empower & build: talent and know how to work the human development
* Have strong WILL do: talent has always acted very strong spirit. They do not need
and then wait for someone else to do before the new work. After thinking and planning,
they are always available
ready to embark on action.
Recommendations have been successful, talented people to have high scores for the

from the Ly dynasty. 1070, King Ly Thanh Tong built the first university, which is Van
Mieu - Quoc Tu Giam. At first, Van Mieu - Quoc Tu Giam talent training only child of
aristocracy, then, the training exam and passed the talents of all classes of people,
irrespective of caste Assembly on man. By 1075, King Ly Nhan Tong Ming open
examination of the first scholars to recruit talent into the (Le Van Thinh was the first
Ph.D. pass in this exam).

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Talent recruitment method by testing starting in Vietnam Ly dynasty and lasted until the
Nguyen Dynasty (early twentieth century). Along with Quoc Tu Giam School (documents
relating to training), and Vo is the way to the martial arts training. The arts are also often
involved financial examinations periodically. 1721, Lord Trinh Cuong (1709-1729)
founded the Academy school, in 1724, the first martial arts contest organization. The
highest level is called Creating Degree (Hoang Dinh District Public Security in the top
pass this first test) and this form of martial contests exist until the time of King Tu Duc
(1847-1883) Nguyen.
For Vietnam feudal dynasties, has recruited talent from, but the selection of the best, most
fair is organized examinations. The examinations are held regularly, more serious and
strict; become mechanisms mainly recruited talent for ruling apparatus in the central and
local levels. Under the Le case, examinations were relatively complete rules. How to
have a three-year exams. Each exam, candidates must pass three or four exams (known as
the three or four cases): a test of that period, the second round of competition mats,
manufactured, represented, round three poetic, rich, round four poetry books .
To show the love "the Graduate", many Vietnam feudal king has set various policies to
encourage, motivate learning. Those who pass the examinations in, the implementation
Dinh dynasty were granted a shirt, the cult of honor, Dr. engraved beer and layout of the
match officials.
Nearly ten centuries examinations administration in the history of Vietnam (from first

ability cognitive function, capability, forte; combination of different forms of interviews
as interview situations; interview behavior; interview questions rationalism; pressure
interview ...
Third, implement the policy properly appointed and promoted to the leadership.
Focusing on the leadership appointed through competitive examinations, public,
democratic aims to motivate interest and talent. Apply policy "recommendation" and
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"self-nominated"; specifies the responsibility of the nomination, the nomination
publicized and talent to be promoted social condition monitoring. Develop criteria for
evaluating officials and appointed officials process. The evaluation criteria to specific
staff, based mainly on account of their faith, based on the tasks, assigned work location,
close to the requirements and characteristics of agencies, units, and , to apply the process
of promotion and talent challenges clearly, openly and transparently. Appointment,
promotion and match capabilities and qualifications to promote both maximum talent
talent, has helped further develop talent and dedication.
Fourth, with remuneration, meritocracy in a satisfactory manner.
In addition to the normal needs of everyday living, CBCC is active scientific research.
Many research works sometimes not even socially acceptable. There have been many
scientific discoveries of just accepted them when they retire, even if no longer living.
Therefore, the remuneration for the talent to be very different from ordinary people.
To attract talent to strong reform of the wage system to ensure that the object of their life
rather than the level of living of all strata of society, their income is not lower income of
those who have the qualifications and ability to work in the private sector, with policy
support for housing and working means necessary. State should consider the Fund's
assets, and that policies to support talented people can join the scientific conference,
advanced courses in the country and abroad.
Fifth, create a favorable environment to develop talent for talent.
The state should create the environment and working conditions for civil servants as

Today, along with the strong development of international trade and the fierce
competition of the multinational company, the talent of the company will easily entice
and appeal from rival companies with Compensation levels are higher than they are
currently receiving.
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So they do matter to retain the management headaches. The external financing using
remaining funds to be used to entice many more ways. Staffing crisis will reduce growth,
integration and competitiveness of Vietnamese enterprises, it could lead to a recession
brought the line. The greatest difficulty now is that businesses can not recruit good
people, can not recruit workers because gray matter ... no to that job. According to a
survey of company Dragon Capital, the foreign companies operating in Vietnam are
willing to pay current income for the CEO position an average of 20.2 million dong /
month. Also this position, business (DN) private pay about 9 million / month, while state
enterprises about 7.4 million / month. The trend today is virtually the SOEs with rigid
policies and levels of advancement in age and seniority in the profession will not be
enough to retain talent while in the private enterprise system and associated with the
dynamic business and higher wages would necessarily dominant state. However, in
Vietnam also one of the largest companies and corporations are well aware of the
importance of the resources and initial use and promote them in your system.
Measures to hold back talent to stay in the company: According to experts, in order to
retain talent, first of all need to create sources of talent. Every business can have its own
way. There are now frequently send people to training courses to improve skills for
managers, professionals to find, meet and interview qualified candidates. It now focuses
on training talent and recruited by election officials and his excellent staff for training
abroad to form a layer of resource personnel, subordinates ... Besides That, the
appointment and use of talents and needs appropriate attention, instead of waiting until
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