Kho tài liệu 
Chuyên trang đào tạo 
Việc làm thêm
Nguyễn Lan Anh
199 Lượt xem hồ sơ
Nữ, 01/10/1980, 44 tuổi
Tổ 12, Khu 6, Hà Tu, Hạ Long, Quảng Ninh
Cập nhật: 22/12/2022
Thông tin liên hệ
Hồ sơ ứng viên có số điện thoại, email và bao gồm 1 cv đính kèm.
| Thống kê kết quả liên hệ của các nhà tuyển dụng | Số lượt | Thời gian liên hệ gần nhất |
|---|---|---|
| Liên hệ thành công | 0 | Chưa có |
| Liên hệ không thành công | 0 | Chưa có |
Từ 10 đến 20 năm
Trưởng bộ phận/ Trưởng phòng
20 - 30 triệu
Quảng Ninh
Tiếng Anh (Giỏi)
5 sao
Hành chính, nhân sự
Giới thiệu bản thân
Trình độ học vấn chuyên môn
Đại Học Ngoại Ngữ- Đại Học Quốc Gia Hà Nội; Đại Học Kinh tế quốc dân
Ngôn ngữ Anh, Kế toán tài chính - Đại học
1998 → 2002
Kĩ năng
| Teamwork | |
| Kỹ năng giao tiếp ứng xử | |
| Kỹ năng nghiệp vụ. | |
| Tin học văn phòng | |
| Quản lý |
Kinh nghiệm làm việc
HR Executive tại Royal Casino - Royal international Corporation
10/2007 → 12/2018 (11 năm 2 tháng)
Hạ Long
• C&B management: Calculating payroll, insurance (social, medical, unemployment, and accidental insurance (24/24), Personal Tax deduction and yearly personal tax finalization • Recruitment: posting vacancies online, screening CV, interviewing, informing the candicate, selecting, receiving and conducting orientation training for new staff • Filing system: filing, and keeping tracks on general system of staff’s labour contracts, insurance books, profiles, monthly payroll, payslip, memo, incoming and outgoing • Training: Collecting training needs analysis, designing training plan, short courses of soft skills and conducting training (orientation and soft skills) as per real work requirements; • HR Department’s paper work: preparing labour contracts for new staff, appendices, transfer notes, decision, etc; asking local authorities for expatriates’ visa, work permit, residence pass, and related papers; keeping tracks on these and other documents of HR department and renewing when needed; • Answers to staff’s daily questions: providing timely answers to frequently-asked questions of staff in terms of salaries, insurance payment, contracts, and other related issues. • Translation: translating routine notes, letters, HR policies, HR forms and other kinds of documents for HR office (English to Vietnamese, and vice-verse • Experienced relationship with government agencies: Have experience working with state management agencies such as: QuangNinh Social insurance; Department of Labor, War Invalid social Affairs; Office of Public Administration - Justice Department….
HRM tại L’Azalee Cruises and Emeraude Classic Cruises – TMG
1/2019 → 3/2021 (2 năm 1 tháng)
Hạ Long
• Having overall responsibility for the HR function as it relates including employee relations, compensation and benefits administration, development, implementation and administration of Company’s human resources programs and employment policies, personnel record-keeping, workers compensation and team member safety issues, training and workforce development, and compliance with HR laws and regulations • Being in charge of maintaining good relationship with local authorities and other related governing bodies and assisting the General Manager regarding legal matters. • Guides and manages the overall provision of Human Resources team, policies, and programs for Company. The major areas directed are: - Recruiting and staffing for Company or as directed. - Salary review/benchmark survey for recruitment & retention scheme support. - Development of performance review system and improvement of some HR policies. - Organizational development where requested. - Employment and compliance to regulatory concerns. - Manage employee orientation, development, and training. - Policy development and documentation. - Employee relations • Leads HR team and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce • Interpretes and advises on employment legislation; develop and implement policies on a variety of workplace issues eg disciplinary procedures, absence management, working conditions and performance management. Follow up personnel problems, assist General Manager to solve disciplinary matters • Recruitment: - Screening resumes, and maintaining application files for managers level. - Planning and conducting recruitment tests and initial interviews to ensure that only qualified candidates are referred for department-level interviewing. - Planning new hire procedures, including checking references, developing a compensation package, and extending offers to selected candidates. - Ensuring that recruiting and hiring activities are in compliance with governmental regulations and the company’s policies and procedures • Compensation & Benefit: responsible for leading C&B staff to delivery C&B services timely and correctly: - Monthly salary for staff. - Monthly prepare social & health insurance claim administration. - PIT monthly and year end reconciliation. - Labor contracts for all staff. - Ensure all HR forms/ checklist related to C&B are in place and implement accordingly; - Prepare monthly staff turnover report. - Follow up and update HR team any changes in labor regulations related to PIT, insurances…timely. - Responsible for new staff check-in and exit procedure for leaver • Policies and Procedures: - Reviewing/Designing and update Policies and Procedures. - Ensure all policies and procedures are in place and implement accordingly. • Staff Database: - Ensure staff database are filed/recorded timely and correctly. - All staff JD are created. - All employee performance appraisal are recorded. • Employee Relations and Administration: - Ensure all staff queries related to HR policies and procedures are response timely and correctly; - Coordinate with managers in resolving employee misconduct cases: disciplinary action, dismissal... - Coordinate & support foreigner employees (expatriates) in matters relating to visas, passports and work permit. • Training and Development: - Responsible for Induction and Orientation Program for new comer: make sure that new employee understand the Company policies and procedure. - Ensure company organization chart are updated. - Ensure that company information/memos are sent to employees for updates. - Keep updated training records.
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