Luận văn một số giải pháp nâng cao hiệu quả sử dụng nguồn nhân lực tại vnpt tuyên quang

Ministry of Information aad Communication, Tuyen Quang VNPT has to renew its management and business thinking, especially needs to have solutions to improve the quality of human resource

ĐẠI HỌC QUỐC GIA HA NOT

KHOA QUẦN TRỊ VÀ KINH DOANH

LE VĂN ĐỨC

ME SOLUTIONS TO IMPROVE THE EFFICIENCY OF

HUMAN RESOURCE USE AT VNPT TUYEN QUANG

MỘT SỐ GIẢI PITAP NANG CAO TIIEU QUA ST’ DUNG

LUAN VAN THAC Si QUAN TRI KINH DOANH

TIA NOI - 2020

ĐẠI HỌC QUỐC GIA HA NOT

KHOA QUẦN TRỊ VÀ KINH DOANH

LÊ VĂN DỨC

SOME SOLUTIONS TO IMPROVE THE EFFICIENCY OF

HUMAN RESOURCE USE AT VNPT TUYEN QUANG

MỘT SỞ GIẢI PHÁP NÂNG CAO HIỆU QUÁ SỬ DỤNG

NGUÔN NHÂN LỰC TẠI VNPT TUYÊN QUANG

Chuyên ngành: Quản trị kinh doanh

Mã số: 6U 34 Ú1 02

LUẬN VAN THAC 81 QUAN TRI KINH DOANH

NGƯỜI HƯỚNG DẪN KHOA HỌC: TS PIẠM VĂN HỎNG

HA NOT - 2020

DECLARATION

The author confirms that the research outcome in the thesis is the

result of author’s independent work during study and research period and it is

not yet published in other’s research and article

The other’s research result and documentation (extraction, table, figure, formula, and other document) used in the thesis are cited properly and the permission (if required) is given

The author is responsible in front of the Thesis Assessment Committee, Hanoi School of Business and Management, and the laws for above-mentioned declaration.

really appreciate her patience in reading and correcting my thesis

Last but not least, many thanks to my family, friends and classmates for their great love and care in both spirit and health during preparation for the undergraduate thesis in Finance

Finally, I have to give myself credit because I endured to the end of my thesis instead of giving up, losing my mind or getting sick due to the stress.

CHAPTER 1: THEORETICAL BACKGROUND OM EFFICIENCY OF HUMAN

1.1.1 Definition of hunan resơurCes - server 6

1.2 hnproving the efficiency of human resource use 8

1.2.1 Some definitions related to cfficicncy of luman rcsouree Use Ÿ'

1.2.2 Contents of improving the efficiency of human resource use 10

1.3 Factors affecting the efficiency of bemnan resource usc - - 11

1.3.1 External factors HH 112 m1 tri ¬—

1.4 Crileria [or assessing efficiency af human resource usc 15

1.4.1, Physical indicators ccccccssssssesssesssssssssssesessssseeinessasee Hee

1.4.2, Criteria assessing professional qualifications - - 16

1.4.3 Critcria assessing skilled level, ào 17

1.4.4 Crileria nssessing professionalism ¬—

1.4.5 Moral criteria - - - 17 CHAPTER 2: AS,

SSING THE SITUATION OF EFFICIENCY OF HUMAN

RBSOURCT USD AT VKFT TUYEN QUANG — -

in

2.1.2 Functons and tasks of VNPT Tuyen Quang

2.2.3 Labor stracttưe by g6DdeỂ, con tt ierirree 24 2.2.4, Labor structure by professional qualifications - - 24 3.3 Bficienoy of human rasaurce uac aL VNPT Tuyến Quang 35 2.3.1 Current physical indicalOFs cà noi 25 2.3.2 Current criteria assessing professional qualifications 30 3.3.3 Cusront orilcria assessing skilled level - - 31 2.3.4 Current criteria assessing professionaliern sec „u34

2.4, Favlors affecting the olficieney of buman resource use al VNPT Tuyen Quang

OF HUMAN RESOURCE USE AT VNPT TUYBN QUANG 22)

31 Ivaluating the new context and the requirements set for improving the efficiency of human resource use of VNPT Tuyen Quang 52 3.1.1 Context impacts on improving the efficiency of human resource use of VNPT

3.1.2 Orienlaliem and general targets o[ VNPT Tuyort Quang - 36

3.2 Some solutions to improve the efficiency of human resource use at VNPT

Tuyên Quang cscsscssietnsseistesinnesanssieesetsiastatsneetentn Xeesersrrso.S 3.2.1 Rearranging the organizational structure - - 38 3.2.2 Raising awareness and managernent skiÌÌs 59

3.2.3 Building a human resource development strategy for VNPT Tuyen Quang, 60

3.2.5 Lmproving the quality of recruitment and renovating training and retraining 62

3.2.8 Building eorporat€ củ Ìk0E€, con niniiiirrirrroee —

LIST OF FIGURES igure 2.1: Organizational chart of VNPT Tuyen Quang

Figure 2.2: Training process and division in charge

20

TAST OF FABLES

‘Table 2.1: Results of the main business targets for the period of 2016-2018 21 Table 2.2: Tabor change dala for 2016-2018 af, VNPT Tuyen Quang 22 Table 2.3: Labor structure by age for 2016-2018 at VNPT Tuyen Quang 23 Table 2.4; Labor structure by gender for 2016-2018 at VNPT Tuyen Quang 24 Table 2.5: Labor structure by professional qualifications for 2016-2018 at VNPT

Table 3.6: Ilealth situation of workers in VNPT Tuyen Quang 25

‘Table 2.8: Welfares of VNPT Tuyen Quang eo 29 Table 2.9: Division of labor by qualifications in units in 2018 30

Table 2.10: Poputalion size of Tuyen Quang for 2016-2018 - - 38

vi

INTRODUCTION

1 Rationale

Human resource is the most valuable and important asset in every business and human factor always plays a very important role in deciding the production and business elficieney Human resources are the most important assol of an organization, which is reflected in several aspects such as the cost of human resources in an organization that can be considered as an investment and a benefit because the high quality human resources are very significant, Human resources in

an organization are both a goal and a driving force for the organization's activities

‘Human resources are the basic elements that constitute an organization, which is a

customers’ tastes and promptly responding to that change

Tuyen Quang Telecom (VNPT Tuyen Quang) is a member unit of Vietnam

Posts and Telecommunications Group with the function of producing, trading and serving specialized information technology telecommunications in ‘Tuyen Quang Province Over the years, the telecommunications market - information technology

has a lot of changes, telecommunications busimesses must increasingly compele al a

higher level, while technological changes in this area also rapidly happen Along with the Vietnam Post and Telecommunications Group in the process of restructuring under the guidelines and orientations of the Government, and the

Ministry of Information aad Communication, Tuyen Quang VNPT has to renew its management and business thinking, especially needs to have solutions to improve the quality of human resources lo meel the requirements of management and production and business in the new situation,

In order to contribute to the study of human management, of which resolving ibe close relationship between the qualily of management sta(T and the production and business efficiency of enterprises, the topic "Some solutions to improve the efficiency of human resource use at VNPT Tuyen Quang” has been chosen as a xrasler Ihesis with high urgency

and human resources going into industrialization and modemization’, National

Political Publishing House, Hanoi The objectives of the projeet are to summarize the practical implementation of the Party's and State's lines, strategies and policies

on issues of cultural developmer!, people and human resources to implement industiialization and modemuzation of the country, study and assess the current

situation of some main aspects of culture, people and human resources in our country i terms of market cconomy, globalization and international integration to

aneet the requirements of the industrial career to modermize and modemize the

country; build scientific arguments for planning views, ways, policies and solutions

to develop culture, people and human resources

The topic of the Human Research Institute, the project leader Assoc Prof

Dr Pham Thanh Nghỉ (2013) "Study and propose solutions to improve the efficiency of management and use of human resources in the process of industrialization and modemization" ‘The project summarizes the models of human

resource management and offers solutions to improve management efficiency and

use of state administrative human resources, human resources in the public scetor and human resources at the enterprise level

Thesis “Improving the quality of human resources VNPT Ha Tinh” by Master ‘lran Bac (2014), University of Hconomics, Hanoi National University ‘the thesis systemizes some theoretical issues about human resource development in enterprises in gencral and telecommunications enterprises in parlicular, assess the curent situation of human resources at VNPT Ha ‘Tinh, thereby analyzing, reviewing, evaluating and finding solutions to develop human resources to ensure development capacity for VNPT Ha Tinh and propose and recommend some issues

on promoting human resource development of VNP'I' La ‘Tinh that are suitable with

current conditions

Thesis

olution lo improve (he qualily of human resources VNPT Hanoi by

2020” of Master Bui Ngoc Anh (2016), Bach Khoa University, Ianoi On the

theoretical basis of human resources, quality of human resources and factors to

altracl and maintain human resourves, the thesis focuses on analyzing and highlighting human resources situation oŸ VNPT Hanoi ‘The research also analyzes

and finds oul the causes of the quality of human resources VNPT Hanoi thal is nol completely ugh, cwrent remuneration regime of VNPT Hanoi, VINPT Hanoi's

attractiveness or unattractive attraction with employees tablets l'inally, the thesis proposes a number of solutions (o improve the qualily of human resources, thereby improving labor productivity and business efficiency of VNPT Hanoi

Thesis “Improving the quality of human resources at VNPT Thanh IIoa” by Master Nguyen Thi Thuy (2014), University of Economics, Hue University The thesis contributes to clarify the scientific basis for improving the quality of human xesources of enterprises; analyze and assess the status of human resource quality of

VNPT Thanh Họa, thereby pointing oul the achievements, hrvilations and causes of

limitations in improving the quality of human resources in VNP'T Thanh Loa in the period of 2011 — 2013 On that basis, the thesis proposes salutions to improve the

qualily of human resources im VNPT Thanh Hoa im the future.

Tt can be secn that the above rescarch works are vahaablc in theory and

practice for the author in improving the efficiency of human resource use and assessing the silualion of improving the cflieicney of humm resource use in entexprises in geueral and telecommunications enterprises in particular, However, depending on the characteristics of each enterprise, the authors have proposed dilTerent solutions to ensure il is appropriale Lo specific businesses lo improve the

efficiency of human resource use However, so far, no research has been done on

the status of improving the efficiency of human resource use at VNPT Tuyen

Quang, a teleconnmunications branch of VNPT has such potertial for development

‘Therefore, the research topic that the author chooses on "Some solutions to improve the efficiency of human resource use at VNPT Tuyen Quang" is an independent lopic in comparison wilh works and arlicles pubbishod,

3, Aims of research

- Systematizing the theoretical basis of efficiency of human resource use:

- Analyzing and evaluating the status of efficiency of human resource use at

VRPT ‘Tuyen Quang in the period of 2016-2018,

- Proposing solutions to enhance efficiency of human resource use at VNPT Tuyen Quang in the coming thác

4, Scope of research

+ Space: VNPT Tuyen Quarys

+ Time: ‘The thesis analyzes the status of efficiency of Iman resource use at

VNPT Tuyen Quang in the period of 2016-2018 and proposes the recommendations

Iso uses secondary dala collection method These are the data in

the reports and studies that have been published publicly such as reports on the

efficiency of human resource use of VNPT Tuyen Quang in the period of 2016-

2018, the development plans of Ihe enterprise, studies such as master's thesis,

doctoral thesis that have been completed, articles, magazines and textbooks related

to improving the efficiency of human resource use ‘These data are used to analyze

and illustrale clearly the research content The origin of these documents is clearly

hoted in the "References" section

Analytical method: Used to clarify the secondary data collected Thereby, the author will gel the most comprehensive aud objective assessment of the status of

improving the efficiency of human resource use at VNP' ‘luyen Quang

In this study, statistical methods: Used to list collected data Thereby, it will

analyze these dala and can make scientific conclusions, assessmenls on improving

the efficiency of human resource use at VNP'T ‘Tuyen Quang

Comparison method: Used in this study to compare the work of improving the olficieney of buman resource usc al VNPT Tuyon Quang wilh improving the efficiency of human resource use at VNPT Tuyen Quang of some other branches of

'VNPT and some other telecommunications businesses It is a basis to come up with

solutions Lo crihance the work of improving the efficiency of human resource use in

VNPT Tuyen Quang in the future

Synthesis method: The data afler bemg collected the aufhor will comduct synthesis, sclect the appropriate data After that, these data will be processed on

lixcel software, Through absolute parameters, relative, average number shown through tables, diagrams, graphs, the author can assess the work of improving the

efficiency of human resource use at VNPT ‘Tuyen Quang,

6 Thesis structure

Besides introduction, conclusion, references and appendix, the research includes three main parts as follows:

Chapter 1: Theoretical background on efficiency of Inman resource use

Chapter 2: Assessing the silualion of efficiency of human resource use at

VNPT ‘Tuyen Quang

Chapter 3: Proposal on solutions to improve the efficiency of human resource usc al VNPT Tuyen Quang

ta

CHAPTER 1: THEORETICAT, BACKGROUND ON EFFICIENCY OF

HUMAN RESOLRCE USE 1.1 Huntan resources in the enterprise

11.1 Definition of human rexources

Unlike some other resources such as financial resources, physical resources, technological resources, human resources is an exceptionally indisponsable resource, which determmes the success or failure of the organization In the process

of existence as well as the development of human resources, it is not only affected

by nalural and mechanical (uclsations bul also influenced by the syslem of laws the law of supply and demand, competition law and etc

Currently, there are many different views on human resources According to

the Uniled Nations, "Human resources are all knowledge, skills, experience,

competence and creativity of people related to the development of individuals and

countries"

The World Bank said: “Human resources are the entire Human capital,

including physical strength, intelligence, occupational skills and etc of each individual" [p 2] Thus, human resources are considered as a source of capital

besides other types of physical capital such as monctary capital, technology and natural resources

Acoording to the Twlernational Labor Organization (11.0), “a country’s

human resources are all people of the working age Human resources are understood

in two meanings: In a broad sense, human resources are the source of labor for

social production and human resources for development Therefore, human xesources, including the entire population, can develop nonnally in a narrow sense, human resources are the capacity of society to work, are resources for socio- economic development, including working-age population groups, capable of engaging in labor and production It means that all the specific individuals involved

in the labor process are the total of their physical and mental factors, mobilized into the labor process” [p 5]

According to the human resources curriculum of the University of Labor - Social Affairs by Assoc.Prof Dr Nguyen iep (Chief editor), published in 2005,

"Human resourees include the entire working population" [p.23] This concep! refers to human resources as a source of labor for society “Human resources are understood in a narrower sense to include working-age population with working capacity” This concep! refers to (he capacity to undertake the main labor of sociely

From the above concepts, approaching from the perspective of political economy, we can understand: “Iluman resource is the sum of physical and mental power existing int the enire social labor force of a country, in which crystallizes the

traditional and creative labor experience of a nation that has historically been used

to produce material and spiritual wealth for the present and future needs of the onuntry” [p.25}

Tiuman resources are assessed under two angles, quantity and quality:

~ Regarding the quantity: The number of human resources is calculated by

{he total number of employed people, the number of unemployed and the number of seserve laborers, However for businesses, human resources do not include people of working age of Ihe whole society, bul only those of working age who are working al

the enterprise,

- Regarding the quality: Lluman resources are expressed through physical

strengih, mental capacity, labor skills, morale, allilude, working consciousness and

working style

In summary, human resource is the social labor force, the number of people who are able and willing to participate in the activities of the social production force and are not restricted from labor participation by the competent authority [p.3]

11.2 The necessity of improving human resource

Ti is the workers who detenmine the existence and development of

businesses, they are the ones who research, design, manufacture high quality

products and services, and they are the ones who choose and consume such

products and services In other words, the labor force is an input that plays a decisive role in the success or failure of an enterprise

The job of a business manager is mainly Lo use peuple and relationships wilh people to solve the problems of the business, to achieve the goals and goals of the

‘business Without understanding the health, needs, capabilities, motives of workers

in the business, ils nol possible to de a good job of management Thal is, must attach special importance to strengthening the management of human resources in

enterprises

1.2 Improving the efficiency of human resource use

1.2.1, Some definitions related to efficiency of human resource use

Efficiency of uman resources: is a comprehensive concept that includes characteristics of the stalc, physical strength, mental capacity, skills, cthical style,

lifestyle and spirit of human resources In other words, it is the level of education, health status, professional and technical qualifications, career structure, social

component of human resources, of which education and ovcupatronal skills are

Lnportant criteria to assess humanity human resource quality

The efficiency of human resources represents a cerlain stale of human resources as a special material object and at the same time, the subject of all

economic activities and social relations ‘fhe efficiency of human resources is a

combination of characloristics that reflect the walure and specificities dircelly related to human production and development activities

Talking about the efficiency of human resources refers to human resources

and labor resources, not only expressed in quantity but also in quality, it is

expressed in the level of vocational education, professional skills of the employee, showing that the employee has been trained and shown in the health of the employee Workers must be in good health to perform their jobs well, Moreover, employees must also have a religion, a way of life reflected in their working

attitudes and responsibilities in the work they do.

It can be said that the ctficiency of human resources is combined by three

factors: physical strength, intellect and lifestyle ethics

- Physical strength is a slale of human health manifested in biological development, no disease, good working health in a form of labor with a certain occupation, and health for studying and working for a long time The weak physical strength will greally limit the intellectual development of individuals and the geneval social community

- Intellect: is the intellectual, mental capacity, the level of intellectual

development, a professional and \echrical education, a professional skill and a skill

It largely determines the ability of human creativity It considerably plays a decisive role in the development of human resources, especially in this day and age when scicnce and technology have develaped rapidly

- Ethical lifestyle: is a reflection of social ethical standards The values from

that standard reflect the nature of society, the moral ideal of the society, especially

in ils activities, lifestyle and daily life Human moral lifestyle is dhe expression ol’ personality and psychology of enlightenment of cultural values crystallized in

workers Ethics is associated with the capacily to create Ihe basic values of labor quality personality, from the personal aspect to the social aspect and expressed in

labor consciousness and labor attitude In addition to physical strength, intellect, alhical Lifestyto, the effivieney of human resources is life experience, the nod and habit of applying our combined knowledge and experience to creative activities to

create new solutions to work as a cultural creation In that sense, the efficiency of

‘human resources includes the richness and depth of the intellectual capacity, the

practical, organizational and managerial capacity, the resourcefulness and flexibility

of responses of people in the context of the strength of education, experience, the

expansion of social relations, the delicale acquisilion of traditional cultural

influences from the family to society It combines health (physical strength) and leads people into the practical school of creativity and development In other words,

the efficiency of human resources is a sel of human development, indicators, the

quality of culưe ilself and the society can mobilize into the creation following the

cultural values of the whole commune, for the sake of the individual and the whole

sociely

1.2.2 Contents of improving the efficiency of human resource use

Improving the efficiency of human resources is the activities to improve professional qualifications and management skills for workers when the society las evolved, science and technology and technology have made progress

Improving skills is perfecting the existing theoretical knowledge and practical skills of workers, making them more capable, working more effectively and qualitatively to adapt to work in the future

Specifically, improving the efficiency of human resources of an orgartization or enterprise is focused on [he (ollowing specific contents:

+ Improving the physical strength for employees To do this, businesses

need to create favorable conditions for employees to improve their physical

condilion, improve the working environment and working condilions as well as improve their incomes

Improving the intellectual capacily of employees Tu particular, enterprises necd to provide trammg and retraming for the employees to improve thew

professional qualifications, improve their working skills, raise their qualifications and knowledge about public management and ele

+ Improving morality, awareness and consciousness Ihe ability of the employee to complete the job depends not only on the health conditions, professional knowledge, but also greatly depending on the spirit of the attitude of the employee to the business, and the assigned work ‘Therefore, businesses need to strengthen education, do well in the work of thought and build an open and sociable

cullure within the agency

1.3 Factors affecting the efficiency of human respurce use

13.1, External factors

External factors affecting the efficiency of human resources, also known as the external environment, include such factors as; economic context, population and labor force in society, laws of the state, socio-culture, science and technology,

competitors, customers

Economic context

Leonomic cycle and business cycle greatly influence efficiency of human resources In the period of economic development, businesses wishing to expand production therefore need to develop new workers, enhance the training and retraining of officials and employees Moreaver, this expansion of production

sses 10 Tecruil more compelent people, qualifications whi

businesses to raise wages, increase welfare, improve working conditions to attract

talents

On the contrary, when the coonomy is in tecession, unslable and tends to go

down, enterprises need to maintain a skilled labor force on the one hand and reduce

labor cosis on the other hand Enterprises must give employees temporary or permanent leave or reduce benefits

Population and labor force in society

The labor force inchides poople who are able to work, currently or nol yet employed The labor structure is expressed through age, gender, educational level, understanding of the population, education and professional skills as well as

additional labor sources and ete Quantity and social labor structure directly affects the quantity, quality and structure of human resources in enterprises

Our country is in the process of transitioning to a socialist-oriented market ecomomy, siriving to become an industrialized country by 2020 The economy has only escaped from backwardness but has not developed strongly to become a new industrialized country Meanwhile the population is growing very fast The annual

workforce needs to work increasing day by day It is also a big issue that businesses

need to be concemed about

Laws

The legal environment inchides legal documents related to labor and

employment This is a legal framework for businesses to well solve the relationship between employees and employers and is a premise for businesses lo sot legal standards when forming, strengthenme and developing human resources

Socia-culture

Traditions, customs, habits, rituals, ideological and ethical norms create

cultural lifestyles and social activities environment of people in general and employees in enterprises in particular It is the social and cultural way that creates the corporate cultural atmosphere

Changing a country's cultural values will create challenges for human

resource management Good human resource management will determine the

suocess of your business arid vice versa

¥or example, changes in working and resting attitudes have made human resource managers difficult In most industrialized countries, workers require

reduced working hours, more time off trom work, and managers have to deal well

with the interests of workers and those of enterprise Meanwhile, in underdeveloped countries, people are familiar with the liberalist style, which is difficult for businesses to put them into the framework,

Science and technology

The advancement of science and technology is an objective factor that

strongly influences human resouices, allowing businesses to choose policies that use less or more labor, thereby affecting scale, quality and human resource

structure,

‘Yo be able to compete on the market, Vietnamese businesses must improve

science and technology and equipment This change strongly affects the human

xesơurcos of the organization Businesses need to train and nurture their employces

to keep up with the fast-growing momentum of modem science and technology

Science and technology changes, some jobs and skills are no longer needed

Qn the one hand, businesses have to retram their existing workforce and recruit

more capable people, on the other hand, they need to reduce staffing and reorganize

the redundant work force

Competitors

Iuman resources are extremely valuable resources To survive and develop

companies must find every way Lo atlract, mainlain and develop human resources

Companies make reasonable human resource policies, leadership, encouragement and reward, creating a corporate atmosphere and constantly improving the working environment, improving welfare polisies Human resource managers need

to know how to effectively manage employees

Customers

Customers arc ihe goal of every business Management lovels must ensure that their employees produce goods that match the needs and tastes of customers, and ensure the quality of goods and services Selling products, ensuring sales anid

profits ar¢ important factors for the survival of a business, Thus, managers must

make their employees understand that without customers there is no business and they no longer have the opportunity to work

In order for employees to be aware of that, the task of the management levels

in particular and the entire company in general is to know how to manage human resources effectively: while managing employees so that they satisfy customers is not simple

In short, the above-mentioned external factors have a great influence on the

operations of the business Afler analyzing and researching the factors outside the enterprise, set its operational objectives From this goal, a strategy for production

and business will be proposed

1.3.2, Internal factors

‘The main internal factors include: the mission and goals of the company, the policies and stralugics of the business, the working atmosphere of the business

Mission and goals of the company

Zivery business has its own mission and goals The mission or goal of an antarprise is an infernal factor alTeoling specialized divisions such as manufacturing, sales, finance, marketing and human resource management In fact, each department

has its own goals and it is set based on the mission and goals of the business

Ta businesses that iend lo gel more people involved in management

decisions, it is more likely to attract highly qualified human resources because workers feel respected, Therefore, businesses need a good working environment to

nnuriure aud motivate crployces Lo promote the initiative Enterprises must focus on

training staff that have skills, high scientific and technical qualifications and must

have appropriate salary and benefit policies to maintain and promote employees to

promote Ihe most initiative, devoted to the business

While in businesses where all decisions are centralized at the management

level, iL is less likely to attract competent, crealive workers by employees or rarely assert themselves with ucw iitiatives, they feel like they are just playing a

supporting role in the business

Policies and strategies of the business

These policies have a great influence on the work handling activities of management levels Today, when operating in a socialist-oriented market economy, most businesses have policies that allow their subordinates to directly report problems to higher levels if they are not directly dealt by the direct management That makes management directly try to solve the problems of their management Thus, the policy is a guideline and has a great influence on the management of

dbuman resources

The business strategy of an enterprise is a decisive factor to the success or faite of the œrlemises production and business activities The good

implementation of business stratcgics proves that the management of human resources is cattied out effectively Moreover, based on the proposed business strategy, the management levels identify the necd for training and retraining of professional Inowledge for the human resources department to meet the job requirements

Working atmosphere of the business

Corporate culture is a system of values, beliefs and habits shared within an organization that impacts the formal structure that creates behavioral standards In other words, il includes elements such as business philosophy and ethics, traditions, customs, habits, psychological atmosphere and solidarity, helping each other among members of the labor collective These factors greatly affect the quality of human yesources because they crcale spiritual stronglh through the formation ol the human culture and culture environment of enterprises

In businesses with an open culture, decisions can be made by low-level

amanagers, higher and Jower managers who have close relaftouships, close xelationships, mutual trust, extended communication and public relations People are encouraged Lo come up with ideas and solve problems

Th contrast, in closcd-culture businesses, decisions aro focuscd on senior

managers within the business Superiors and subordinates have distance, lack of

ynutual frusl, employees are noi encouraged to sel up miliatives and solve problems

employees must be in good health, no rmalter whal they do, wherever they are

Lealth is an important foundation for all activities ‘The quality of the staff manifests

itself in the physical, mental spiritual, attitude, motive and working sense

Health is an important criterion for assessing the quality of labor Health is a state of physical, mental and social comfort, a combination of many factors that amake up Currently, the Ministry of Heallh prescribes three slale of health of workers: l'ype Lis of good physical strength, Type is medium, ype Ill is weak

Health requirements of employees are not only mandatory standards when roeruilimg, but also arc required 1o be maintained throughout Lhe employee's working time Employees must be in good health in order to maintain continuous work under high pressure

1.4.2 Criteria assessing professional qualifications

Professional qualification is a prerequisite for performing tasks and creating

work products Qualification is the level of knowledge, skills that are identified or

asscaned according to ccrlain standards shown in the diploma that civil scrvants receive through the leaming process

Qualification standards are often used to classify employees into the hierarchy Qualificalion standards diller for each industry and cach ormployce's sank, Criteria for evaluating professional qualifications of employees include two

lypes

- Criteria of education level: employes's education level is the employee's

Imowledge level achieved through the education system Currently, the educational level in our vountry is divided into levels [rom Jow to high (elementary, junior high, high school)

- Criteria for vocational training qualifications: vocational training qualifications of laborers are the professional qualifications of labarers who have been trained through schools with professional qualifications suitable to the assigned jobs The vocational training qualifications corresponding to the current degree system are divided inlo elementary, inlermediale, college, university and

postgraduate levels.

1.4.3 Criteria assessing skilled level

‘The skilled level of an employee is the job proficiency of the employee In order to assess the skilled level of employees im the enterprise, il is common Lo care

about the average worker level of the workers and the rank for managers Skilled

skills show the job performance skills of workers

1.4.4 Criteria assessing professionalism

‘The professionalism of employees is reflected in the performance of assigned work, the ability to adapt and overcome difficulties when working with high discipline, impartiality in the observance and execution of the law The law is placed in relationships and cooperation with colleagues, citizens and organizations

In a dynamic, modem working environment, professionalism is one of the lop criteria determining the suceess of a business or the advancement of individuals Therefore, professionalism at work is increasingly appreciated and is one of the first requirements for employees

145 Moral criteria

Ethics is a set of social principles, rules and norms that regulate and evaluate the behavior of people in their telationships with each other and with society

Worker morality at work is difficult to determine by specific criteria,

Uach career often has a separate ethical standard Hach company has a moral standard that is consision! with its cullure The progress of socicly requres practitioners in any field to comply with basic professional ethics, in order to ensure that careers, products of the industry and companies are respected and respected by society,

CHAPTER 2: ASSESSING THE SITUATION OF EFFICIENCY OF

HUMAN RESOURCE USE AT VNPT TUYEN QUANG 2.1 Overview about VNPT Tuyen Quang

21.1 Establishment and develapment

NPT Tuyen Quang is an affiliated economic unit, a dependent accounting

of VNPT Group VNPT Tuyen Quang was established under Decision No 695/QD- TCCB/HBQT dated December 6, 2007 of the Board of Directors of VNPT Group

(now the Board of Members of VNPT Group), on the basis of reorganizing business units Telecormmunication - Information Technology Service business of former

‘Tuyen Quang Post Office (established in August 1945) and officially put into

operation on January 1, 2008

The history of establishment and development of VNPT Tuyon Quang is inseparable from the history of construction and development of Tuyen Quang Provincial Post Office and Viemam Post Industry, which is summed up by ten

traditional golden words: "Loyally - Brave - Dedication - Creativity - Affection”

Loyal to the Party, to the Fatherland, to the people and to the development of

the industry

Brave to overcome all difficulues, challenges, determined to maintain

communication in all situations

Dedication to work, promoting solidarity, completing all asks with high quality and efficiency

Creativity in labor, obeying the law, building a civilized, polite and industrial

style

Affection to comrades, colleagues and the deceased

Tollowing the tradition, curently, VNPT Tuyen Quang is making great

efforls will other member units to build VNPT Group lo become the leading VT-IT

and Communication Group in Vietnam, with prestige in the international arena, following the glorious tradition of the Post Office, with the spirit:

Vision: No 1 Vietnam - On par with the world.

Mission: Connecting people

Philosophy: Customer-center Quality is the soul ficiency is a measure

Eihies: Trust with the State Trust with the Community Trust to Customers

Trust to Workers

Value: Specialized - Differentiated - Effective

VNPT: VNPT - Connecting people

2.1.2, Functions and tayks of VNPT Tuyen Quang

VNPT Tuyen Quang is an intepral part of the organization and operation

syslem of VNPT Group Doing busiuess aclivilies and public utilily activities wih

other member units in the unified VI-I'T production line throughout the country,

with the close relationships with each other on network organization, business

communication in the management area as required

- Conducting surveys, consulting, designing, installing and maintaining telecommunications, information technology and communication works as required

- Organizing business of advertising services and leasing offices, equipment,

stations based on the existing resources of the unit

- Organizing to serve and ensure timely and safe information for Party, Government and local authorities at the request; and organizing other production and business aclivities within the scope of the Group's permission and in accordance with the law.

2.1.3 Organizational structure of management apparatus of VNPT Tuyen Quang

Experiencing stages of development, from its inception to the present, VNPT

Tuyen Quang has changed its organizational structure to suit the new business

environment

Currently, the organizational structure of VNPT Tuyen Quang is composed

of: Management division and direct production division, namely:

*) Management Division

- Board of directors

- Party — Union Division (Party, Trade Union, Youth Union)

- Planning - Accounting Department

- Human Resources - General Department

- Technical - Investment Department

*) Division of production units, including; Information Technology Center, Information Management Center and 05 Regional Telecommunications Centers in

city areas and districts

Board of Directors Party - Union Div |

Source : Human Resources — General Department, VNPT Tuyen Quang

‘The current organizational structure which is considered to be suitable for the

business and operalion situation spread throughout the distriels and cities of Tuyen Quang Province Although the member units are distributed in different geographical locations with different business conditions and characteristics, they are all dependent on accounting and enjoy the motivational policies developed by the provincial Telecommunications

Uowever, there is only one director and management apparatus in each

center, so the implementation of motivational measures is more or less affected by

the directors and leaders of the areas in the units

2.1.4, Business results of VNPT Tuyen Quang in the period of 2016-2018

Table 2.1: Results of the main business targets for the period of 2016-

2018

Total revenue (VND million) 172138 337547 254141

Total subscribers available on the network

318,939 | 212,840] 246,112

(machine) Subscription growth rate (96) 268 66 667 115.6

Payment to State budget (VND million) 4,783 2,638 2,286

Source : Planning Accounting Department, VNPT Tuyen Quang YNPT Tuyen Quang's business avlivilies in the period of 2016-2018 are many changes in comparison with the previous period, duc to the introduction of new products and services to supplement the volume and revenue of traditional voice services thal, is in a downtrend Wilh the Gieree competition among nelwork operators, the strengthening of management in subscriber development of state

management agencies and especially in the period VNPT Group carried out

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restructuring of labor arrangement between business and technology, VNPT Tuyen Quang has changed organizational model, in the direction of "specialized different

- effective”, in accordance with 3 layers of infrastruslure - service - business, which affects the operation of the unit Target of revenue and development of new subscribers has not grown steadily over the years Ilowever, due to the correctness

of the operational restructuring, the most important indicator is thal the profits still

achieve hgh growth rates over the years

2.2 Overview of human resources of VNPT ‘Tuyen Quang

2.2.1, Statistics of human resources af VNPT Tuyen Quang

Table 2.2: Labor change data for 2016-2018 at VNPT Tuyen Quang

Tổng số lao | Số lao động dài | Số lão động Hợp | Số lao động hợp Năm dang hạn dỗng củ thời hạn | đẳng ngắn hạn

Source: LIR - General Department, VNPT Tuyen Quang

Looking al the above lable, we can sec thal, the average number of scasonat

employees hired by VNPT ‘Tuyen Quang is relatively small, due to the characteristics of the industry, the job positions are stable, less dependent on the season The unit only signs a nuriber of short-term labor contracts to serve the sale, deployment of the point of sale system through collaborators or in some special

locations such as Lo 8B River Ilydroelectric Plant or Shoe factory in [lam Yen,

where customers [luctuate over ime

in recent years, the number of employees of VNP'T ‘Tuyen Quang has

increased but in a small proportion (2017 increased by 11 laborers in comparison

wilh 2016 and 2018 increased hy 03 ones in comparison wilh 2017), duc to the

Group's policy not to allow its member units to recruit workers to wait for

restructuring This partly makes it difficult for the umit to create a team of

inherilance and complementarity in the (ulure

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222 Labor structure by age

‘Table 2.3: Labor structure by age for 2016-2018 at VNPT Tuyen Quang

content services and etc it is required to rejuvenate and update new knowledge and

skills lo met the job

The above characteristics of the labor force bring back the advantages for

businesses wilh the majority of trained workers, qualified and experienced in order

to meet the job requirements better and better Nevertheless, with a workforce of

many groups with different qualifications, different ages and different tasks, it

yequires the umil fo have au effective way to molivale crmployces to make thom

satisfied and excited, responsible, proactive, creative to better perform the assigned work, thereby improving the quality and efficiency of the work

2.23 Labor structure by gender

‘Table 2.4: Labor structure by gender for 2016-2018 at VNPT Tuyen Quang

Source: IIR - General Department, VNPT Tuyen Quang

Through Table 2.4, we see that the proportion of male labor acoomts for the amajority reflecting the characteristics of the technical seclor; and the mumber of employees has decreased over the years ‘he labor structure reflects the business strategy of the enterprise in this period, for the reason: in the periad of teclnolugieal change, there is no need for labor and units in the restructuring and rearrangement

process of labor, therefore, new recruits should not be recruited to offset the number

of employees ou leave and [or Lermination of the conbact These figures lead to the

question: Men operating in the telecommunications industry are more appropriate

and the fact shows that the labor ratio between men and women is consistent with the specific characteristics of the unit

2.24 Labor structure by professional quatifications

Table 2.5: Labor structure by professional qualifications for 2016-2018

The highly qualified workforce will adapt well and casily caphue the work, thereby improving work efficiency, fulfilling planned targets, thereby increasing income

and ensuring olher policies TLis also the molivalion 1p molivale employees Lo strive more

at work Besides, due to the new regulation, the heads of wuts who are direct workers

also raise the problem of appropriate measures to motivate these subjects

2.3 Efficiency of human resource use at VNPT Tuyen Quang

2.3.1 Current physical indicators

Labor in the telecommunications industry is characterized as jobs are usually carried oul outdoors, ơn high, at deep poles (underground cable systems), geographical areas of labor stretching from urban areas to rural areas to remote areas, Workers’ workplace is always changing depending on the location and the working position Tn the teleconmmunicalion mdusiyy, there are many heavy works (such as construction of underground cable systems, construction of high poles .),

of which many works are carried out in hazardous and polluted environment

(clectromagnotic field, acid vapor, cle.), er carried out outdoors, affected by climate,

weather such as sương sunlight, rain and wind and eto, affecting the health of

workers Tn terms of tame, due fo the need to ensure smooth commuricalion, many

positions have to work on duty 24 hours a day so workers need to work nights

Originating from the above factors, human resources of VNP' Tuyen Quang

+rusi ensure a good physical response and endurance in coniimmous production conditions with the requirement to ensure excellent safety Understanding such issues, VNPT Tuyen Quang has paid great attention to the health of its employees

Table 2.6: Health situation of workers in VNPT Tuyen Quang

Year employeon with beatth Health typeI | Health type II |Health type HI

Of which:

- Llealth type I: good

- Heallh type TT: average

- Health type IU: weak

According to the table above, the number of employees receiving health examination increases gradually over the years Tn 2016, there were 121/131

laborers examined the health (accounting for 92,37%), of which 73 ones

(equivalent to 60,33%) got Iealth type I; 32 ones (equivalent to 26,15%) got Health

type TT and 16 people (equivalent 10 13,22%) gol Health type TIT By 2017, the

number increased by 127/141 people (accounting for 90,07%), of which 90 [lealth

type I (equivalent to 70,87%), 25 Health type II (equivalent to 19,68%) and only 20

Health (ype TH (equivalent to 9,4 %) By 2018, the number continued lo go up by

135/145 (equivalent to 93,1%) with 107 health type I (accounting for 79,26%), 20

health type I (accounting for 14.81%) and 8 health type III (accounting for 5,93%)

Tu comparison of three years, we can see that the number of cmployces getting health type I tended to increase; while the number of employees getting health type

Th ard TIT decreased Especially, the rate of weak health accounts for avery low rate

among the cxamined workers, reflecting the good physical quality of VNPT Tuyen

employees are maintained to promptly detect and treat conmon discasos, cecupational diseases and occupational related diseases; thereby classifying the health of workers, and this is the basis (or the uni to arrange the appropriate jobs

Table 2.7: Current health care for workers

Unit: person

Nursing, functional rehabilitation in Do Son,

Hai Phong

Source: HR - General Department, VNPT Tuyen Quang

In short, we can see the inspection and control of the implementation of xegimes and policies for employees is conducted regularly in VNPT Tuyen Quang; thereby improving the efficiency of production and business and service, income,

material and spiritual life and health care, periodic medical examination and

treatment, organization of convalescence, tourism lours, and social insurance

regimes and health insurance and unemployment insurance are implemented fully and promptly

Tn addition, VNPT Tuyen Quang also paid more allention 10 bonus, welfares and other financial encotragement VNPT Tuyen Quang also attaches great

importance lo the rewarding work as an incentive both physically and mentally to

amotivate employees to work hard for better results, Currently, VNPT Tuyen Quang

is applying the following fonns

- Rewarding technical immovations applied to employces who have initiatives

to improve technology, rationalize and improve production and business efficiency Imployee initiatives are considered at wo levels: subordinate unit initiatives (CS2 initiatives) by the units with the largest bonus up lo VND 2 milliowinitiative, solutions and initiatives VNP'T Tuyen Quang (CSI initiative) with bonuses of up to

tạ Q

VND 50 million/mutiative and solution Employce initiatives will be reviewed,

evaluated and decided by the VNPT Tuyen Quang Initiative Council, based on the

effectivencas of the initiative

- Rewarding and encouraging, monthly following the emulation movement with specific goals and tasks in each aspect of work for employees and collectives

wilh achievernents The reward for individuals is from VNTI 500.000 to VND

1,000,000/employee and for the collective is from VND 1-3 million However, the

criteria set out are quite high, difficult to achieve so the number of individuals and

groups rewarded is tot, much

- Reward for saving production and materials costs, exceeding sales revenue

is applied to encourage the collective and individual employees to perform their assigned tasks while saving on suppHes and Taw materials, bringing economic efficiency to the unit This award will be conducted on a quarterly basis and the

‘bomis level will be set according to the emulation launches

~ Bonuses are also paid on the occasion of Lumar New Year, New Year's day, Mid-Autumn Festival, Victory day of April 30, National Day on September 2 to

encourage employees However, Lhe proportion of bonuses and benefits im the Lotal income of employces is still low

Recognizing the importance of welfare to motivate employees, VNP'T Tuyen

Quang always cnsuros he implementation of mandatory bunefits and additional support such as social insurance, health insurance, to treat sickness and maternity leave in accordance with the provisions of law, giving gifts upon marriage,

retirement, transfer of wark, allowance for female employees to give birth

according to regulations, support employees and their families in the event of natural disasters, enemy sabotage, fires, long-term sickness, serious labor accidents

or serious illnesses least; when having Cather, mother (including spouse), spouse, child dead; the employee who works, unfortunately, dies [his is a more beneficial point for employees than the law and a positive side of the business that shows an

interest in employees

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In addition, to facilitate life care, as well as create conditions for employees

to work closely with the unit, VNP' Tuyen Quang also has voluntary benefits such

as: organizing workers' hohdays, giving birthday gifts: rewarding employces who

are good at schooling on occasions such as Children’s Day 1/6, Mid-Autumn Festival; visiting and giving presents to families of employees whose relatives are

merchants, martyrs, mcentives [or children of laborers with academic achievements:

‘Table 2.8: Weltares of YNPT Tuyen Quang

No Content of welfares Benefit level in 2018

When familics encounter natural

disasters, enemy sabotage or

sickness (not exceeding 02 times / 500.000 5.000.000

year)

Gifts for employees’ children on

3 | Children's Day 1/6, Mid-Autumn 100.000

Festival

¿ | PtpRoyese' chữơn goling gòd| ¡la | nogạg DSpstlng ơn

7 | Employee's parents die 500.000 - 800.000

10 | TradiGonal mdustry day 2.000.000

Source: HR - General Department, VNPT Tuyen Quang

The content of the centralized welfare policy is stipulated by the professional

and trade union of VNPT Tuyen Quang in the Labor Agreement Regulations on

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payment of wagos, Rogulations on cmulatdion and reward, Rcgulations on democracy, lund management and use of sooial poloies, Welre Lunds and rpgularly reviewed, amended and supplemented to suit the provisions of law and reality at the unit Therefore, all are transparent with employees and gradually promote the effect of making employees stick to and enhance their responsibility in performing duties and responsibilities

‘Thus, it can be seen that the welfare regime of VNP'T ‘Tuyen Quang has had positive effects in creating labor motivation through material stimuli, supporting workers! lives However along wilh the development of the sacio-economy, the industry, the welfare regime must also be adjusted to suit the reality in order to maintain and promote the role in motivation

2.3.2 Current criteria assessing professional qualifications

As explained in 2.2.4, we can see that the contingent of officials and engineers with college degrees of VNPT Tuyen Quang account for a large proportion, This ensures they are well-sedualed, well-sained and have good professional knowledge here are many employees who have a degree in

engineering and a degree in management or economics al the same tine

Table 2.9: Division of labor by qualifications in units in 2018

Source: HR - General Department, VNPT Tuyen Quang

Thus, human resources manager, with the exception of some accountants at

some units with intermediate qualifications, the remaining gets university In

addition, the personnel in charge of serving and directly manufacturing have relatively high university level, which reflects the field of business operations and

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