VNU- UNIVERSITY OF ECONOMICS AND BUSINESSFACULTY OF BUSINESS AND ADMINISTRATION THE RELATIONSHIP BETWEEN CORPORATE CULTURE AND HUMAN RESOURCE DEVELOPMENT IN GAET Supervisor’s name: Dr...
Definition of Human resource management (HRM)
Human Resource Management (HRM) is a crucial organizational function dedicated to recruiting and developing employees to enhance their value It encompasses various aspects related to personnel, including compensation, hiring, performance management, organizational development, safety, wellness, benefits, employee motivation, communication, administration, and training.
In today's competitive landscape, effective Human Resource Management (HRM) is crucial for the long-term growth of an organization A skilled team of HR managers can successfully attract and recruit the right talent for available positions, while also offering attractive benefits and incentives that enhance employee motivation and engagement.
11 contributing of the employees, also provide precise performance evaluation which is necessary for the leader to know exactly where the weak point is
As human resources become more outsourced, HRM is now tasked with enhancing the strategic use of employees, emphasizing that employee programs significantly affect business outcomes This evolving role of HRM focuses on strategic direction and the implementation of metrics to effectively demonstrate its value.
Definition of Human resource development (HRD)
Human Resource Development (HRD) is a crucial component of human resource management focused on enhancing employee training and development It aims to cultivate both personal and organizational skills, knowledge, and abilities within the workforce HRD encompasses various initiatives, including employee training, career development, performance management, coaching, mentoring, identifying key employees, providing tuition assistance, and fostering organizational development.
The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals.
HRD consists of four key sections: personal development, professional development, performance administration, and organization development The importance of each section varies based on the organization's commitment to enhancing its human resources Personal and professional development emphasize individual growth, while performance administration and organization development focus on improving overall organizational effectiveness.
12 place their focus on the whole system approach to the effectiveness of the organization.
Personal development involves acquiring new knowledge, skills, and attitudes (the ASK model) to improve job performance This growth can stem from both formal and informal learning experiences, with informal on-the-job training being the most common However, this approach primarily serves as a short-term solution for enhancing performance at lower organizational levels.
- Professional development places its focus on the individual interests, values and attitude needed to develop ASK for the future employment This section requires both personal and organizational endeavors.
Performance administration is a strategic approach aimed at enhancing organizational performance by ensuring that individuals possess the necessary abilities, skills, and knowledge (ASK) to execute their roles effectively and efficiently.
Organization development involves identifying and addressing performance weaknesses within an organization through collaborative efforts The goal is to foster a collective and enthusiastic approach to work, enabling the organization to effectively navigate new or existing challenges and opportunities.
1.2.4 Benefits of human resource development
Human resource development (HRD) is a structured approach aimed at equipping individuals and teams with new skills to enhance their self-sufficiency and effectiveness in achieving organizational objectives Today, HRD is recognized as essential for boosting productivity, fostering better relationships, and increasing profitability within organizations Key benefits of HRD include improved employee performance, enhanced collaboration, and greater overall success for businesses.
Improving employee performance and learning capacity
HRD makes people more competent by developing new skills,knowledge and attitude of the people in the concerning organizations.
Employees who enhance their problem-solving skills are more adaptable to change and new challenges Organizations that prioritize training and development in skills, values, and knowledge are more likely to retain talent that maximizes its potential, ultimately benefiting the company.
Skilled and motivated employees play a crucial role in enhancing organizational effectiveness Human Resource Development (HRD) is dedicated to continually fostering employee competencies, dynamism, and motivation It focuses on cultivating positive attitudes, problem-solving abilities, and upgrading both individual and collective knowledge and experience By enhancing competitive skills, HRD helps employees align their personal objectives with the goals of the organization, ultimately leading to improved overall effectiveness.
Organizations that prioritize Human Resource Development (HRD) understand the vital role of their workforce and focus on enhancing employee security through strategic hiring, training, and retention By rewarding employee contributions with competitive salaries, bonuses, and benefits, they foster a culture of trust and respect When employees’ personal and developmental needs are met, they become more committed and productive, ultimately improving overall organizational performance Additionally, HRD cultivates a stronger team spirit, encouraging openness and the generation of new values within the workplace.
The growth of an organization is intrinsically linked to the development of its workforce, necessitating a holistic approach to human resource development (HRD) that interacts with production, finance, and marketing systems For organizations aiming to thrive in a rapidly changing environment, HRD is essential for fostering dynamic growth through the competencies of their human resources While effective personnel policies can enhance employee morale and motivation, they alone cannot drive organizational dynamism or innovation Managers prioritize the development of their labor force, focusing on enabling employees to realize their full potential through systematic talent enhancement Continuous acquisition and refinement of employee capabilities are crucial, and management must provide ample opportunities for talent development to support organizational growth Ultimately, HRD functions to enhance employee value within the company’s operations.
1.3 The relationship between Corporate culture and Human resource development.
In today's competitive business landscape, organizations must cultivate and sustain a distinct cultural environment A company's culture encompasses the daily interactions, thoughts, and behaviors of its members, shaping their integration into the organization This culture includes a variety of elements such as behavioral norms, production techniques, skills, disciplinary approaches, management practices, and employee compensation Additionally, it reflects the collective goals, values, and beliefs of its members, influencing their collaboration and engagement Ultimately, the culture of an organization is defined by the standards and principles that guide how members work together.
When a company succeeded in building its own culture, the workers themselves also want to go to the company Organizations have to make the
Sixteen employees express that the workplace is more than just a job; it is a space where they can thrive They emphasize that their relationship with the organization extends beyond financial compensation, highlighting the importance of intangible benefits such as pride, confidence, and a strong commitment to their work.
In large-scale enterprises, the diversity of employees—varying in qualifications, education levels, cognitive abilities, social relations, ideologies, and cultures—creates a complex environment To thrive amid intense market competition and globalization, businesses must continually innovate and adapt By fostering a collaborative corporate culture that values each individual's contributions, organizations can enhance their human resources and drive sustainable development This necessitates the establishment of routines that promote cultural competence and encourage all employees to work towards the organization's overarching goals.
In today's corporate landscape, companies face challenges in fostering cooperation both among individuals and within groups While businesses strive for profit maximization, individual interests may sometimes overshadow collective rights The success of an organization hinges on the collaborative efforts of its members working towards shared goals A strong sense of trust in the business environment can enhance employee focus on critical tasks, ultimately creating competitive advantages These shared values and beliefs among employees form the foundation of a cohesive corporate culture.
Corporate culture is essential in resolving conflicts between individual rights and group interests When corporate values resonate with all members, employees are motivated to work beyond monetary rewards For instance, if a company's competitive edge relies on innovation and product quality, employees take pride in their contributions, linking their satisfaction to the organization's success Thus, fostering a strong corporate culture encourages employees to focus on their work without fixating on financial incentives.
RESEARCH CONTEXT AND METHODOLOOGY e.e.eoo 18 21; Research context@GAET, Company ciscccanacawoumunnonnanme 18 2.1.1 Overview of the COMPANY cccceeeseeseeeeetetseeseeseesecseeeeseseseeseaeeaseaeens i8 2.1.2 Features affecting the recruitment, training and development of human š3)01/11800067 050
Status of human resources development in GAET ô- 20
2.1.3.1 Evaluate the current human resources in GAET.
The company is experiencing growth in its human resources, with a significant proportion of young workers among its employees To address the increasing qualifications needed, the company has implemented various training programs focused on enhancing technical skills and professionalism However, in recent years, certain departments have struggled with high workloads due to limited recruitment and payroll policies It is crucial to improve staff qualifications to meet job demands, ensuring that the workforce possesses the necessary experience and professional training Additionally, the age structure of the company shows a predominance of young employees, with very few nearing retirement.
Table 1: Labor force of GAET (2013)
Number of Classification Percentage people a TT
_ em, —]——————] reat as TH — fetes |
HD ram pe pm Jng ——
_ [mm — h8 Tng—— mm Jm HẠ
(Source: Division of Labor organization)
2.1.3.2 — Training and development of human resources a Training methods ¥ On-the-job training (mentoring, action learning, job rotation)
This method is utilized for targeted activities, including transaction negotiations, market research, management skill development, and decision-making processes Each class will feature lectures delivered by either company staff, outsourced professionals, or a blend of both, tailored to meet the specific objectives of the company's training program.
Y Send staff to regular schools b Evaluating the training efficiency
Evaluation of the efficiency of the training through the calculation of the overall training costs and benefits increase as a result of annual training. Training costs include major phases:
- The cost of the material and technical means basic, such as school building, technical equipment and materials used in the teaching process.
- Expenses team of case managers, lecturers theory and practice, guidance staff and scholarships for students (if any.)
- Total cost is the cost of training at the same time. c Evaluation of human resources development in GAET
The company has effectively executed its working plan, resulting in a significant influx of applicants To enhance its recruitment efforts, the organization has adopted a policy that focuses on increasing wages, providing social benefits, and offering rewards to attract top talent.
Craft detailed job descriptions that outline each position's responsibilities and requirements to attract suitable candidates Foster a supportive work environment that promotes talent development and growth During interviews, ensure a comfortable atmosphere that allows candidates to showcase their skills and qualifications effectively, enhancing their overall experience.
The company has identified the training needs and objectives for its human resources in alignment with its development strategy It creates tailored training programs for employees who require specific skills to enhance their job performance These programs are designed based on thorough research, demand assessment, and evaluations of employee performance.
Select the trainees that are qualified for progress in work.
- Disadvantages The recruitment policy is not really attractive to talents.
Recruitment methods unscientific not keep up with current trends in the market.
The staffing assigning within the company is not really effective.
The training program of the company sometimes does not have much practical use on the job.
The effectiveness of training is lower than the target company leaders set. Training courses are theory laden.
Personnel selection for training can often be subjective, neglecting important factors such as quantitative evaluations, board assessments, and feedback from colleagues regarding training candidates.
Corporate culture in GAET 0 cc ceeceseesesseseseceesecseeessceeeaeeeeseeaeesaeeaeaes 24
Over the past fifty years, GAET Corporation has developed a strong foundation of values that continue to thrive today The company's corporate culture is a key strength, contributing to its success and reinforcing the GAET brand among colleagues and partners both domestically and internationally Colonel Dr Nguyen Dac Hai, the company's director, emphasized in an interview that corporate culture is a crucial element of GAET's identity.
Corporate culture varies significantly between Eastern and Western contexts, as well as among different enterprises, influenced by factors such as tradition, working environment, and leadership style At GAET, corporate culture embodies a vibrant and dynamic spirit, serving as a vital foundation and motivation for growth The way GAET interacts with both insiders and outsiders reflects its unique operational methods, with every officer and employee expressing a unified voice that represents the Corporation's values and mission.
At GAET, we believe that every individual is a vital component of the corporation, contributing to its overall strength Our corporate culture is centered around a human-centric approach, prioritizing people as our primary focus and driving force for innovation and growth.
Twelve years ago, the Corporation faced significant challenges within the General defense industry Following a reorganization, new leadership established a clear strategic mission, implementing measures to enhance creativity among teams and individuals This included a thorough assessment of staff conditions, identification of key obstacles, and the development of a long-term strategy spanning 5 to 10 years Additionally, the Corporation focused on retraining staff to meet new criteria and recruiting externally to fill essential positions.
From difficulties and lack of infrastructure, GAET became a stronger business with branded, fast growth, stability and efficiency.
In the era of globalization, leaders at GAET recognize the critical importance of human resource issues, as the organization's growth and transformation stem from its talented workforce The cultural values and qualities of GAET are gradually ingrained in each employee, evolving into shared collective values With a strong emphasis on attracting a highly qualified young workforce, over 90% of GAET's young professionals hold university degrees or postgraduate qualifications.
The GAET workforce stands out due to its unique composition of military personnel, instilling a strong sense of discipline among employees and leaders alike Punctuality is paramount, with no tolerance for lateness, and commands are executed with utmost seriousness Employees are required to wear military uniforms on Mondays and Fridays, while leaders don the uniform throughout the week whenever they are in the workplace.
GAET often have meeting monthly and quarterly for appraising individuals and divisions that have achieved high result on working process.
During ceremonies, the leadership expresses appreciation and support for employees' families, fostering a sense of community Additionally, on holidays, divisions arrange trips to popular tourist destinations, providing employees with opportunities to relax and strengthen their relationships with colleagues.
New employees at GAET receive comprehensive training on the organization's history and core values, ensuring they fully understand and embody its spirit as they contribute to its growth and development.
Besides, the company is always interested in social activities such as sponsoring for programs and humanitarian activities for the poor, pay
Innovative programs focusing on gratitude, wheelchair donations, and scholarships for underprivileged children are gaining attention and funding These initiatives aim to support individuals in mountainous regions affected by hurricanes, providing essential resources and opportunities for those in need.
During my internship at the Division of Project Development and Management, I observed a vibrant and dynamic working atmosphere that reflects the division's significance to the corporation's core business of ex-import With around 40 employees, the division boasts a youthful average age of 31, fostering creativity and innovation among the team The open room layout facilitates seamless information sharing, while the Head of the Division's office, located opposite the main workspace, allows for effective oversight and demonstrates a genuine concern for staff well-being.
In my observation, the relationships among employees and between employees and leaders at GAET are characterized by mutual respect and care, fostering a positive work environment This strong rapport is complemented by a necessary level of obedience, contributing to effective collaboration and teamwork.
Here is some detailed descriptions about expression of corporate culture in GAET, presented in the form of three-level corporate culture:
- Dress code: it is compulsory for the whole staff to wear military uniform on Monday and Friday and wear formal office uniform on the other days.
- Work space lay-out: logical arrangement encourages people’s integrity and caring to others.
- Ceremonies: receive proper attention from managers In the holidays or big events of the country, the company held
27 programs and events to celebrate and commemorate to show the caring and encouragement to employees.
Working style: discipline is the basic color in the working environment of GAET Besides, creativity and innovation are also encouraged.
Y Level 2: Set of standard values
Regulations and rules are clearly stated in documents and can be easily noticed in every division of the company.
In response to evolving business landscapes, the company is increasingly focused on fostering new values for its employees, emphasizing the importance of confidence and a proactive attitude towards learning and skill enhancement.
There are also some unwritten rules about how people in the company should behave with others, and with the work.
Level 3 encompasses basic underlying assumptions, which are core values that have been practiced consistently to the point of becoming subconscious in individuals' minds These values include discipline, respect, caring, and dedication to work.
To understand the implementation of corporate culture at GAET and its impact on employees, a questionnaire with five questions was developed and administered through direct interviews in Vietnamese.
Y Have you ever heard of Corporate culture? If yes, can you give me a brief definition about it?
28 ¥ Do you think GAET has its own culture? If yes, what are the expression/ signs of them in daily work?
Y Do you think those expressions/signs create a better working condition for you? How can they do that?
Y Do you think that you can benefit anything from following the culture inside the company? If yes, what are they?
Y If you were to be the Director of the Corporation in the next week, what is the first thing you do to enhance the culture inside the organization?
The number of questions asked during interviews may vary, potentially being fewer than five if responses do not meet expectations For instance, if a candidate responds with, “No, I don’t know anything about corporate culture,” it becomes inefficient to continue with additional questions However, in this case, all 12 interviewees answered at least four questions, ensuring a productive discussion.
ANALYZING AND FINDNGS
Assessment of corporate culture application and Human resource
During my internship at GAET, I conducted interviews with employees to gain insights into their understanding of corporate culture The responses I gathered provide a clear reflection of their perspectives on the company's values and practices.
- Question 1: Have you ever heard of Corporate culture? If yes, can you give me a brief definition about it?
The concept is well-known to me, as we were introduced to it from our very first day as employees and continue to practice it daily It resembles the culture of a country or community, encompassing all aspects of our daily lives This includes everything from the smallest details, such as our dress, food, and drink choices, to more complex behaviors and unspoken values that guide our interactions with others.
- Question 2: Do you think GAET has its own culture? If yes, what are the expression/ signs of them in daily work?
From day one, the company's culture has been instilled in us, evident in every activity and interaction Employees are encouraged to wear military uniforms during work hours, reflecting the organization's values The discipline observed within the company is a hallmark of its military foundation, showcasing respect among colleagues and for superiors alike.
In GAET, punctuality is mandatory, and unpunctuality is unacceptable regardless of circumstances However, following commands does not restrict employees from thinking creatively While it is essential for subordinates to obey orders, they are also encouraged to provide constructive feedback and share innovative ideas with their superiors This approach fosters creativity and contributes to a positive and comfortable work environment within the company.
- Question 3: Do you think those expressions/signs create a better working condition for you? How can they do that?
Working at GAET, particularly in the Division of Project Development and Management, is truly rewarding due to its harmonious atmosphere where respect and hospitality are paramount This nurturing environment fosters a sense of belonging, making GAET feel like a second home rather than just a workplace Additionally, the competitive spirit within the company, highlighted by commendations and rewards for outstanding employees, serves as a strong motivation for everyone to excel and strive for excellence.
- Question 4: Do you think that you can benefit anything from following the culture inside the company? If yes, what are they?
Embracing the company's culture is essential for fostering a positive work environment for both myself and my colleagues By adhering to the unspoken rules and guidelines, we gain clarity on our roles and responsibilities, ultimately contributing to a more cohesive and productive workplace.
Adapting to new regulations in the workplace can initially feel uncomfortable, leading to resistance against change However, these rules are often implemented to enhance our overall performance For instance, I used to struggle with being careless and disorganized until I joined a new company Initially, the demanding schedule overwhelmed me, but the feedback and pressure from my colleagues motivated me to adapt Over time, I embraced the timetable, integrating it into my daily routine, which ultimately improved my efficiency and workflow.
- Question 5: If you were to be the Director of the Corporation in the next week, what is the first thing you do to enhance the culture inside the organization?
We all have the ability to influence and enhance our company's culture, regardless of our position Change can occur at any time, provided it is reasonable and positively impacts everyone involved While I believe our culture has many strengths, there are areas that need improvement The implementation of our cultural values often feels inefficient, leading to wasted time and effort among staff Additionally, there are ongoing conflicts between military culture and corporate culture that need to be addressed.
After having a period of time working as an intern for GAET and doing the research about application of corporate culture in GAET, some conclusions can be brought out:
GAET is the example of a corporation that has succeeded in creating and maintaining its own culture along side with its history of development.
Rooted in military culture, the corporation has successfully upheld a strong sense of discipline, providing a crucial foundation for its growth Beyond discipline, the organization has embraced essential values such as creativity, dynamism, dedication to work, and a commitment to caring for people, which have become vital for its ongoing development.
Understanding cultural changes is essential for both leaders and employees, as it empowers the organization to adapt seamlessly to new business environments Every member of the corporation must acknowledge the importance of continuous self-improvement in knowledge, skills, and attitudes to meet evolving demands effectively.
The appraisal system encourages staff to show their ability and join the race of creating benefits for the corporation.
GAET leaders prioritize recruiting and training, as evidenced by their significant annual investment in attracting and developing highly educated and skilled employees The company's commitment to employee qualifications is reflected in the launch of various training programs focused on technical skills and professionalism Recently, management has crafted a long-term training plan aligned with the corporation's strategic goals, showcasing their forward-thinking vision for workforce development.
GAET is now focusing on recruiting undergraduate talents from universities by offering internship opportunities within the corporation This initiative allows candidates to acclimate to the company's culture and work environment, ultimately reducing their training period.
To achieve profitability, the company recognizes the importance of strategic human resource planning, which has led to the identification of two key recruitment sources: internal and external Prioritizing internal recruitment allows the organization to leverage existing talent, fostering growth and efficiency.
Certain steps within the organization remain ineffective, particularly in staff assignments, leading to unnecessary waste of corporate resources Additionally, the current recruitment policies lack the strength needed to attract top talent.
3.2 Discuss about the relationship between Corporate culture and
Human resource development (HRD) focuses on enhancing employee value within an organization, heavily influenced by the human factor When a new employee expresses a desire to improve their skills, the manager's response is crucial A rigid manager who prioritizes task completion may hinder the employee's growth, despite their eagerness to learn Conversely, a supportive manager fosters an environment where the employee can expand their knowledge and skills, potentially leading to better job opportunities and higher pay Thus, promotion becomes a significant motivator for both learning and productivity.
Solutions to improve Human resource development through the application
application of Corporate culture in GAET
New orientation in training and developing HR such as the training for adjacent staff
To foster a learning atmosphere within the corporation, it's essential to establish a team of key personnel alongside external training programs, while also implementing on-the-job training By assigning tasks that challenge employees beyond their current capabilities, the company encourages self-training and skill development This approach targets promising staff members, enabling them to acquire new skills and advance their careers while building valuable external relationships Ultimately, this strategy not only enhances the talent pool within the company but also supports employees in their professional growth.
To effectively motivate employees and enhance their dedication, it is crucial to create a supportive working environment that fosters their abilities and experience Providing clear career prospects and competitive salaries serves as a vital foundation for retaining qualified personnel within the company.
Leverage corporate culture as a key recruitment tool by integrating it into the hiring process, focusing on relationships, working conditions, and the overall work environment Identify the core characteristics of your company's culture and select one defining trait to incorporate into your recruitment strategies These traits represent the values the company aims to preserve and cultivate, which employees must embrace to successfully adapt and thrive within the organization.
Promotion policies should be publicly announced to foster individual development Company leaders must maintain a positive attitude and show genuine interest in promoting employee advancement, which ultimately leads to higher wages and improved working conditions.
The company must strategically plan for the advancement and promotion of its staff by implementing effective training activities, ensuring employees are well-prepared for key roles within the organization.
This research explored the role of corporate culture and the current state of human resource development at GAET, highlighting their interrelationship Utilizing a qualitative approach, the study gathered insights through interviews with 12 individuals across various divisions and positions, representing diverse age groups This methodology ensured that the findings were both precise and objective, ultimately leading to well-rounded conclusions.
The interplay between human resource development and corporate culture is mutually beneficial, aiming to enhance employees' knowledge, skills, and attitudes, thereby increasing their value to the company As corporate culture plays a crucial role in attracting and retaining talent, HR departments face heightened pressure to cultivate and manage these cultural aspects While HR development may not directly alter the culture, it can significantly influence leadership to guide cultural evolution, fostering a workplace environment that employees find enjoyable and motivating.
In today's competitive international landscape, businesses, including GAET, encounter numerous challenges that necessitate a dynamic approach to enhance their market position The unpredictable nature of the environment compels corporations to implement comprehensive changes aligned with prevailing trends By focusing on human resource development and leveraging corporate culture, GAET can effectively navigate these challenges and foster growth.
GAET's development strategy encompasses comprehensive planning and implementation, serving as a strong foundation for the corporation's identity This solid framework not only enhances GAET's capabilities but also contributes to its competitive advantages in both domestic and international markets.
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Materials from Division of Labor organization, GAET.
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Schein's organizational culture model from http://en wikipedia.org/wiki/Edgar_Schein#Schein.27s_organizational_culture model
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Website of GAET corporation: http:/www.gaet.com.vn/web/