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VIETNAM NATIONAL UNIVERSITY –

HO CHI MINH CITY INTERNATIONAL UNIVERSITY

INTERNSHIP REPORT
Schaffler Vietnam Co., Ltd
Course: Internship - BA153IU
Instructor: Dr. Truong Quang Duoc

Student name: Trần Hoàn Hạnh Ngân

Student ID: BABAIU19245
Internship period: 01/08/2022 – 31/10/2022
Number of Internship days: 60 days of Full-time Internship
Position: Human Resources Intern
Company name: Schaffler Vietnam Co., Ltd
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Contents

I. EXECUTIVE SUMMARY...........................................................................................................4

II. ABOUT SCHAEFFLER VIETNAM CO., LTD...........................................................................5

1. Company overview............................................................................................................5

1.1 Brief history of the company........................................................................................5

1.2 Company information..................................................................................................5

1.3 Type of ownership........................................................................................................6

2. Products & services............................................................................................................6

3. Company customers...........................................................................................................8

4. Organization structure........................................................................................................9

4.1 Organizational chart and number of employees...........................................................9

4.2 Functions of each department....................................................................................10

III. INTERNSHIP DESCRIPTION...............................................................................................11

1. My activities during the internship...............................................................................11

1.1 Strategic Partner.........................................................................................................11

1.2 Operations Manager...................................................................................................12

1.3 Emergency Responder...............................................................................................12

1.4 Employee Mediator....................................................................................................12

1.5 Other responsibilities.................................................................................................12

2. Functions and roles of Human Resources Bussiness Partner...........................................13

2.1. Strictly control human resource development strategy.............................................13

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2.2 Ensure proper staff training........................................................................................13

2.3. Quickly respond to the human resource investment requirements of department

heads.................................................................................................................................14

2.4 Developing the image of the employer......................................................................14

3. Discussion of some issues of HRBP.............................................................................14

4. Schaeffler’s culture & environment..............................................................................15

4.1 Culture........................................................................................................................15

4.2 Environment...............................................................................................................16

IV. SELF-ASSESSMENT OF INTERNSHIP...............................................................................16

1. Skills and qualifications gained....................................................................................16

2. Comparison with expectation........................................................................................17

3. Future career plans........................................................................................................17

4. Correlation with classroom knowledge.........................................................................18

5. Lessons learned from internship & Suggested improvements......................................18

6. CONCLUSION...........................................................................................................................19

7. APPENDICES............................................................................................................................19

8. REFERENCE..............................................................................................................................20
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I. EXECUTIVE SUMMARY

During my time with IU SOFT SKILLS CLUB of International University, I realized a

certain love for Human Resources. Therefore, I always aspire to apply those personal
experiences in a real business environment, as well as challenge myself in a more
professional environment. After having the opportunity to learn, I tried to apply for the
position of HR Intern at Schaeffler Vietnam - a branch of Schaeffler Group in Southeast
Asia.

Schaeffler Vietnam specializes in manufacturing industrial bearings and related

components with the best standards, while providing bearing installation and maintenance
services. The Schaeffler Group has continuously advancing ground-breaking ideas and
advances in the fields of mobility and mobility for more than 70 years as a major global
distributor to the automobile and industrial sectors.

The thing that impressed me most during the internship is probably the dynamic working
environment that Schaeffler brings to the staff. Besides, because the internship is not
much related to my major at the school, but I was surprised at first because my managers
and colleagues are always ready to support, guide and teach me when I have difficulties,
not only in work matters, but also words of encouragement and confidence in studying
and daily life.

As an HR Intern, I had the opportunity to exposure to many different jobs of human

resources. I am responsible for the management of personnel quality. Besides personal
duties, I also assist the manager in the search for candidates. Specifically, I support
Human Resources Business Partner (HRBP) for intern events like Children Day, Mid-
Autumn Fesstival, Outing, Town Hall,.. Besides, I support to prepare facilities for Team
Leader training such as printing, materials for games, meals/room booking, etc.. and
follow up Probation record & store it properly.

I must also complete tasks given to me by my manager that are basically connected to
those on the above list of responsibilities.
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Figure 1. Schaeffler Vietnam factory overview

II. ABOUT SCHAEFFLER VIETNAM CO., LTD

1. Company overview

1.1 Brief history of the company

A division of the Schaeffler Group operating in Asian Countries is Schaeffler Vietnam. The
business established a regional sales department in Ho Chi Minh City in June 2001. In
December 2007, the facility in Bien Hoa City, Dong Nai Province's Amata Industrial Park
received its official opening. During that time, Schaeffler also extended services to customers
in the North with a sales office. second in Hanoi. With its location in Bien Hoa alone, the
total number of employees has grown to more than 800. The company is proud to introduce
to Vietnamese consumers the Schaeffler Group, which specializes in manufacturing bearings
with a portfolio of industrial bearings and components. related parts have the best standards,
and provide installation services and maintenance services for bearings.

1.2 Company information

 Full title: SCHAEFFLER Limited Liability Company

 Type of ownership: Single member Limited Liability Company
 Number of employees: 800+
 Business sector: Industrial bearings
 Address: Land Plot 516, Street 13 Long Binh Industrial Zone (Amata)
Dong Nai Province 810000 Bien Hoa City
 Phone number: (+84) 2513936624
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 E-mail: [email protected]
 Website: https://www.schaeffler.vn/en/
 Facebook: https://www.facebook.com/SchaefflerVietnam

Figure 2. Schaeffler Vietnam Success Story

1.3 Type of ownership

Schaeffler Vietnam Company is a single member limited liability business, with the General
Director and Representative-in-las Mr. Nguyen Xuan Thang. This business model helps the
company rotate its capital based on its operating activities.

2. Products & services

Schaeffler Vietnam specializes in manufacturing and processing bearings, tapered roller

bearings and bearing assemblies, ready to meet the needs of domestic and regional customers
in the fastest and most timely manner.

Business

Bearings, Bearings

Bearing Bearing, Bearing Bearing

Industrial Bearings/ Industrial Bearings

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Tapered Bearings

Products and services

Bearings

Industrial bearings

Bearing FYH

Cluster of support pillows

Look . Support Pillow

Cheap UCP pillow

Support pillow

Cannabis Bearings

Bearings of all kinds

High speed bearings

Tapered Bearings

Industrial bearings INA

Industrial bearings

Bearing Bearings
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Table 1. Schaeffler main products

Figure 3. Products made in Schaeffler Vietnam

3. Company customers

The Schaeffler Group bases its product development, customer service, and quality assurance
decisions on customer expectations. Therefore, Schaeffler seeks to further develop its
understanding of customer needs and customer connections via its program "Customer
Excellence" as part of the plan "Agenda 4 plus One." This is how the business hopes to retain
clients by offering personalized service improvements.

Schaeffler supplies more than 65,000 products to more than 60 industries - from high-
precision millimeter bearings to large bearings for tunneling machines or wind turbines.
Needle bearings are one of Schaeffler's flagship products. With their light and thin cross-
section, needle bearings provide a compact solution to friction problems, which are
commonly used in machinery. Today, Schaeffler manufactures these bearings locally in its
Vietnam factory, which is a global digital pilot plant serving customers worldwide with a
wide range of industrial products.
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4. Organization structure

4.1 Organizational chart and number of employees

With a total of more than 1500 employees working in 3 main locations, Schaeffler Group,
specializing in the production of bearings, is proud to introduce to Vietnamese consumers a
product portfolio of industrial bearings and related components with high standards. to the
best standards, while providing installation and maintenance services for bearings. In 2025,
Schaeffler Vietnam will expand a factory next to the existing factory in Bien Hoa city.

The organizational chart of the Schaeffler Vietnam factory consists of two main branches:
Factory block, headed by Mr. Tham Nguyen Khoa, including Segment - 1,2,3, Central core
function - Quality assurance, Industrial Engineering, Master Planning and Central support
function - PMO, Plant Logistics, Maintenance, MOVE & Product Design. Besides, the
County management branch, headed by Mr. Nguyen Xuan Thang, including service
segments: Human resources, Country Logistics, Industrial sales, EHS, Finance, IT &
Purchasing and Supplier.

Figure 4. Organization chart of SVC (updated to Aug/2022)

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4.2 Functions of each department

Department Function

Inspection and measuring equipments

Control of nonconforming products

QM - Audit
QA

Technical analysis

Check in & process production

materials and trading goods, with QA
and import

Develop manufacturing process

Prepare volume production

Productoptimization/Phase out

Production
Enquiry process

Check in and process customer orders

Set off customer demands against

independent requirements
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Human resources
HR
Company health care/Health problem

Operative supllier chain planning

Purchasing
Distribute products to customers

Financial report
Finance
Document circulation & Payment

IT Provision of IT service

Table 2. Functions of departments in Schaeffler Vietnam

III. INTERNSHIP DESCRIPTION

1. My activities during the internship

Considered as one of the "headquarters" of the business, HRBP has the task of linking
departments to promote human development, create profit and value for the business. So
what are the specific roles and responsibilities of HRBP?. Here are the 4 main duties of me
during my internship:

1.1 Strategic Partner

Strategic partnership is the main mission of every HRBP. I need to work with the
departments to realize the business strategy of the enterprise; and at the same time update and
propose appropriate adjustment directions to respond promptly. Especially for personnel-
related issues, I will often advise and adjust according to actual needs in terms of quality and
quantity of departmental human resources, restructuring personnel, understanding the issues
of the company. staff for a reasonable solution.
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1.2 Operations Manager

I am responsible for managing general operations, developing a set of regulations and

working procedures. In addition, I need to supervise employees, implement HR policies
along with performance evaluation, support more in the supply of goods and warehouses, and
monitor the logistics for overall operation.

The larger the enterprise, the more focus is on corporate culture, and the person who
implements the corporate culture to all employees is HRBP. It is also for this reason that the
"HR Partner" model is quite popular in large companies, but strange in small and medium-
sized companies.

1.3 Emergency Responder

If employees want to ask questions, make complaints about something, they can contact me
for feedback. In addition, I also predict situations in advance, to give a timely response, to
avoid unnecessary risks in the business.

1.4 Employee Mediator

After discovering problems and conflicts inside and outside the enterprise, I will mediate and
respond as quickly as possible so as not to affect the personnel structure and core operations
of the company. In addition, I also specialize in capturing employee psychology to minimize
the germs that negatively affect work.

1.5 Other responsibilities

Participate in meetings of business units to understand what difficulties they have to come up
with appropriate HR strategies. From there, the leaders of these departments will have more
premise to make new business strategies and make decisions. In addition, HRBP will be
responsible for helping the leaders of the departments to plan and manage the annual HR
budget.

Combine with HR branches to analyze the company's job and training needs and create a
career development roadmap for each unit and individual. After being approved and
approved by the leaders of these units, they will begin to do, monitor and report the results.
This is an extremely important step because each route needs to be adjusted to suit each unit.
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Together with OD/C&B design a KPI system (work performance evaluation) and conduct
periodic evaluation guidance. After the evaluation results are given, the reward policies will
be developed on a monthly, quarterly or yearly basis.

Observe, listen and receive all information from employees in the company, thereby
understanding the needs and difficulties of each person to advise and support them.

2. Functions and roles of Human Resources Bussiness Partner

2.1. Strictly control human resource development strategy

Previously, the recruitment and training of human resources were mainly proposed and
implemented by the heads of departments, making the quality of human resources in the
organization become fragmented, lack of cohesion at the macro level, and difficult to receive.
leading the production business trend in the future. The situation of training and coping
training still happens often.

Now, HRBP at Schaeffler Vietnam acts as an observer from above, documenting every goal,
strategy and human resource quality requirements in every department. From there, building
a synchronous and effective strategy, saving time and huge costs for Schaeffler businesses.

2.2 Ensure proper staff training

Each individual has their own forte, it is not necessarily a person who has worked for a long
time who is really suitable to lead the development trend. It is important for businesses to put
their employees in the right place and provide the right training to maximize their dedication.

To do so, it is necessary to have in-depth monitoring, evaluation and observation at many

levels from the whole enterprise, to the department, to the department. This task cannot be
done in a day or two and needs to be followed closely by the HRBPs at Schaeffler.
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2.3. Quickly respond to the human resource investment requirements of department heads

As previously indicated, Scaheffler Vietnam's HR division has an improvement and

innovation purpose. Business trends related to each department are always updated by the top
manager. Once the trend is grasped, department heads will immediately contact their human
resources partners – the HRBPs – to set requirements on human resources. HRBP undertakes
the task of recruiting orientation, deployment method, selection criteria, etc. to be compatible
with the required human resource trends.

From these precise orientations, relevant departments such as recruitment, training, finance,
welfare, technical expertise... will know what they need to do specifically, no longer
worrying about ambiguity, stepping on top of each other like before.

2.4 Developing the image of the employer

HRBP Schaeffler is the place to bring new life to corporate culture throughout the
organization, which helps businesses own a viable cultural environment, with core values
rather than slogans. Movement. Research gaps in corporate culture. Update the corporate
culture of competitors. Acting as an intermediary to record the contributions of employees,
reflecting the actual working environment status. Approaches that are original to address gaps
in corporate culture and the workplace. Successfully building a strong corporate culture.
Create a safe, transparent, fair working environment, effectively retaining talent. Propagating
and promoting corporate culture widely to candidates… These are very important factors in
developing employer brand, effectively attracting talents to join the business.

3. Discussion of some issues of HRBP

At the moment, I see that the HRBP team is doing a pretty good job. However, I think in the
future, my team should be equipped with technology courses, especially those on Excel or
Outlook to make it more convenient to work. Besides, Power BI software for those who work
in the field of human resources is also quite popular. I hope my team will have the
opportunity to experience and learn this application.

Secondly, the company still allows us to work flexibly online and offline. However, technical
problems such as personal laptops, microphones or Internet connections are still limited,
leading to ineffective meetings. I think the company should have a more specific and
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reasonable investment plan for the company's equipment, better serving the needs of
employees.

Finally, and most importantly. I hope the company's timekeeping system will be improved, to
fully record the employee's working day, avoiding the situation that HRBPs have to take time
to extract the camera to record the employee's working day.

However, I personally believe that shortcomings are inevitable in any team, organization, or
business. Besides, I would like to emphasize that my team is doing very well at the moment
and I am very impressed with the performance of HRBP Schaeffler Vietnam.

4. Schaeffler’s culture & environment

4.1 Culture

 Enterprise Values

Sustainability, Creativity, Excellence and Passion are the four core values that form the basis
of what we aspire to achieve in our strategy.

 Leadership Principles

Leadership at Schaeffler is based on transparency, trust and teamwork. These are the three
key leadership principles that form the heart and soul of our leadership model and
organization – the benchmark for all collaboration and collaboration within and outside the
Schaeffler Group.

 Leadership skills

The guiding principle for Schaeffler's leadership culture and the daily manual for our
managers are found in Leadership Essentials. Today's leadership culture is based on a skill set
that includes engaging for performance, motivating teams, caring about people, managing
results, and pushing change. in regard to Schaeffler's future.

 Employee skills
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The principle of how we perform at Schaeffler is described in The Leadership Essentials:

converting obstacles into opportunities and cooperating reliably and objectively across all
departments and levels.

4.2 Environment

One of the businesses in Asia with the greatest workplaces is Schaeffler Vietnam. The most
esteemed newspaper for senior HR experts in Asia, HR Asia Magazine, named Schaeffler
Vietnam as one of "Asia's Best Organizations to Work for this in 2021."

schaefffThe office at Schaeffler is expanded and arranged according to an open workspace,

providing employees with a modern, connected working environment, along with facilities
such as large meeting rooms, small meeting rooms and outdoor spaces. group work time.
This not only improves work performance and communication efficiency, but also
contributes to the development of a culture of innovation and collaboration at Schaeffler.

Schaeffler provides employees with a professional and dynamic working environment where
each employee can freely be creative in their work and have the right to express their
personal opinions in the spirit of construction and development. The company always creates
conditions to encourage employees to create and realize ideas from young generation Z
employees. This environment helps employees work better, more efficiently and create new
results. far exceeded expectations. When working here, I feel that my opinions are always
heard and respected by my colleagues and managers. This place is like my second home
because my colleagues are always by my side when I need help.

IV. SELF-ASSESSMENT OF INTERNSHIP

1. Skills and qualifications gained

After 3 months of internship at Schaeffler Vietnam, I find myself learning the most in skills:
time management skills, problem-solving skills, problem-solving skills, and listening skills.

Talking about time management skills, or understood as allocating time for the most
appropriate work, both ensuring effective work quality and helping to balance time with other
tasks, make everything easier. Because I am a final year student, studying and doing an
internship at the same time, when I am assigned a series of jobs at the same time, I always
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choose the jobs that are suitable for my specialty and feel that I can do it right away and
always. arrange jobs in advance. However, I always understand that although the job is easy
and needs to be done quickly, quality always comes first.

In terms of problem-solving skills, the classroom environment and the office environment are
two completely different environments. For the lecture hall, I can be more comfortable, the
level of interaction between me and the people around me will be more and especially the
problem situations arise it is also at a simple level, but in the office environment. Schaeffler, I
can see the fact that problems arise almost all of a sudden and I tend to be confused as to
what to do, how to solve them. After that, I had to train myself to make decisions on my own
in urgent situations and get help from my superiors in the fastest way to handle the situation
optimally and with high efficiency. . In situations where I need to calmly consider issues
before making a decision, this skill helps me balance harmoniously the relationships in the
organization and moreover, my work will be smooth more than ever.

Finally, after 3 months as an HR intern, I overcame my self-doubt when communicating with

others, because human resources work is always related to people and every task you do
affects everyone around you. around. So the interaction between me and other members of
the organization is regular, so that others understand what you are saying and what I say to
them requires a lot of practice.

2. Comparison with expectation

Honestly, this work exceeded my initial expectations. When I started my internship, I just
hoped to get a better understanding of the real working environment. However, the past 3
months of experience have made me feel that I have learned more things than I expected,
Schaeffler Vietnam makes me feel that as long as I have an idea and enough determination to
realize it, With that in mind, Schaeffler would give me the opportunity to indulge in the
experience.

3. Future career plans

It can be said that with my current Marketing major, this job seems unrelated to my current
major and does not strengthen my CV. However, it was through this job that I realized that I
love the Human Resources group and really want to become an HRBP expert in the future.
The past 3 months have been enough to make me realize that my decision is right and the
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direction to pursue the HRBP route. I also feel extremely fortunate to have found my first
internship as smooth and as expected.

Besides, I have a wider relationship, especially with my direct supervisor - an HRBP expert
with more than 10 years of experience in the HR field. So after finishing 3 months of
internship, I think she will help me have a clearer direction in my future work.

4. Correlation with classroom knowledge

Talking about the subjects or topics at school that made me have a smooth internship, maybe
I have to mention the Business Computing Skills that I learned from my freshman year of
University. This is a subject that makes me better understand how Microsoft software works
not only in a school environment, but also in a business environment. Because the nature of
office work requires a lot of use of Excel software, I feel fortunate to have been equipped
with this subject in advance by the school.

The 2nd subject that makes me feel useful when working is Business Communication.
Business Communication refers to the exchange of knowledge and data from one person to
another. It involves conveying ideas and making sure that others can comprehend you. It is
possible to describe communication as the exchange of ideas or information that results in
mutual trust and understanding. Because this subject helps me know how to write a complete
email, thereby helping me communicate at work more conveniently and effectively.

5. Lessons learned from internship & Suggested improvements

I've learned through these three months that adjusting to working in a corporate environment
for the first period can be challenging. But practical, hands-on experience is the most
effective way to learn how to function in the working world. The capacity to communicate
with individuals in a professional situation is one of the most important abilities I picked up
during my internship in human resources. An internship's main goal is to provide me practical
experience so I can apply everything I've studied. My internship has helped me acquire or
develop abilities that I can use in my future employment.

Besides, I propose some improvements for team HRBP at Schaeffler as following:

Employees are typically ready for opportunities to boost their abilities, which in turn offer
value to support their organizations, and companies should realize that any contribution made
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to an individual is a value addition to the firm as a whole. At Schaeffler, Team HRBP should
be supplying resources that allow team members to advance and broaden their current
professional skill sets. Make sure they're informed about regional networking and training
events that are relevant to your sector, and think about providing online courses to staff
members who are interested in learning more. HRBP should profit from the skills they
acquire, making your minimal investment worthwhile, and they'll value the chance for
advancement. It's a win-win circumstance.

In addition, HRBP team should prioritize expectations. Unfortunately, a few bad apples can
find their way into the company's personnel pool despite the hiring procedures, training
programs, and personal development initiatives. These team members lack motivation,
usually fall short of the performance standards they set for themselves, and only give their
work half-hearted effort. The team's HR managers will clearly communicate the penalties and
set these expectations up front. The HR staff will be the ones to step in when an employee is
being unsatisfactory and they are too busy to notice, regardless of whether they have an at-
will employment policy, operate a point-based system, or permit two official write-ups before
termination.

6. CONCLUSION

The last 3 months of internships were not too long, nor too short, but it was really a summer
full of valuable experience for me. The department's primary area of concentration is human
resources management, and I was mainly given the task of gathering crucial profiles and
materials on the digital training. I had a great opportunity to learn new skills throughout my
internship, especially in terms of working and interacting with individuals from various
cultures and nations.

I am also very happy that my first job took place at Schaeffler Vietnam. Thanks to that, I can
experience a dynamic and professional working environment. From there, promote your
strengths. I cherish my Human Resources-related experiences at this place.

7. APPENDICES

Figure 1. Schaeffler Vietnam factory overview

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Figure 2. Schaeffler Vietnam Success Story

Figure 3. Products made in Schaeffler Vietnam

Figure 4. Organization chart of SVC (updated to Aug/2022)

Table 1. Schaeffler main products

Table 2. Functions of departments in Schaeffler Vietnam

8. REFERENCE

(1) From: Schaeffler Group

(2) From: Schaeffler Vietnam