베트남 북부 지방에 진출하는 한국 기업과 베트남 기업의 보상 제도 비교 및 베트남 기업을 위한 경험 = so sánh chế Độ Đãi ngộ của các doanh nghiệp việt nam với các doanh nghiệp hàn quốc hoạt Động tại miền bắc việt nam và kinh nghiệm Đối với các doanh nghiệp việt nam
주제를 선택한 이유
현 시대에는 세계화와 경제통합의 추세가 전 세계적으로 강력하게 일어나고 있다 따라서 베트남의 경제는 국내뿐만 아니라 외국과의 무역 및 경제 협력 측면에서도 마찬가지이다 이에
Ngày càng có nhiều quốc gia đầu tư vào Việt Nam, trong đó Hàn Quốc là một trong những đối tác đáng chú ý nhất Hàn Quốc là một trong những quốc gia có nền kinh tế phát triển nhanh nhất khu vực châu Á, đứng thứ 4 về GDP danh nghĩa trong châu Á và thứ 10 trên thế giới Ngoài ra, Hàn Quốc là đối tác đầu tư thứ hai của Việt Nam về tổng vốn đầu tư, đồng thời còn đầu tư mạnh mẽ vào các lĩnh vực mới của nền kinh tế Việt Nam.
South Korea leads in the number of investment projects, capital adjustment projects, and capital contributions, making it a top partner that attracts the highest number of investors interested in expanding their investments Despite the presence of other major capital-intensive nations such as Singapore, China, Japan, and Thailand, Korea continues to build strong companies and attract top talent This competitive edge allows Korea to maintain its foothold and stay ahead in the race to develop and strengthen its business ecosystem.
We are particularly interested in understanding what Korean companies have done and the strategies they have adopted to recruit such abundant and strong human resources This focus led us to explore the motivation methods used by Korean firms operating in northern Vietnam and share experiences tailored for Vietnamese enterprises These insights are central to our research on how Korean companies succeed in attracting skilled talent in the Vietnamese market, making it a compelling topic for our graduation thesis on cross-cultural corporate recruitment strategies.
연구의 필요성과 목적
Given South Korea's significant investments and efforts to promote a strong economy in Vietnam, it is crucial to analyze how to motivate employees of Korean companies operating there A detailed investigation into whether compensation systems are effectively implemented in northern Vietnam—whether through economic incentives or tangible results—is essential for ensuring successful workforce engagement and sustainable business growth.
After understanding and analyzing the situation, companies in Vietnam should evaluate the solutions and lessons learned to maintain or improve their employee treatment systems By doing so, Vietnamese businesses can implement better staff management practices, ensuring a more motivated and productive workforce It is crucial for Vietnamese companies to adapt and refine their employee policies based on these insights to foster a positive work environment and remain competitive.
높은 경쟁력으로 인해 더욱 발전하고 비즈니스에 많은 잠재적인 인재를 유치할 것이다 그것이 우리가 이 주제를 선택하는 목표이며, 그것이 잘 받아들여지고 성공하며 높은 가치를 가져오기를 바란다.
연구 질문
During the process of researching this topic, numerous questions and concerns arose regarding the current variety of employee reward systems implemented by companies.
We conducted thorough research and investigations to complete our graduation thesis, addressing key questions through extensive inquiries As a result, we found meaningful answers to critical questions that contributed to the depth and credibility of our academic work.
질문 1: 기업의 보상제도는 무엇이고 어떤 형태가 있는가?
The treatment of human resources for Korean and Vietnamese companies in North Vietnam varies significantly, reflecting differences in corporate culture and local policies Korean companies in North Vietnam tend to prioritize comprehensive employee benefits, competitive compensation packages, and structured career development programs to retain talent In contrast, Vietnamese firms often focus on providing essential benefits and wages aligned with local standards, with some companies gradually improving their HR practices Overall, Korean firms generally offer a higher level of employee待遇, emphasizing training and development, while Vietnamese companies are increasingly adopting more progressive HR policies to attract and retain skilled workers.
질문 3: 베트남 기업을 위해 경험이 무엇인가?
연구 범위
To gather comprehensive information, a thorough survey was conducted within a defined scope Due to time and cost constraints, the study focused on Korean and Vietnamese companies located in Northern Vietnam, specifically involving university students from the Korean Language and Korean Culture Department at Hanoi National University’s School of Foreign Languages The data and insights reflected in this thesis were collected between December 2021 and March 2022.
구성
A comprehensive thesis typically consists of five chapters, including sections such as the research ethics declaration, acknowledgments, thesis overview, and references The first chapter outlines the necessity and purpose of the study, presents the research subject and scope, and details the methodological approach In the second chapter, the scientific basis related to the research topic and an overview of prior studies are examined, including relevant scientific research and previous findings The third chapter focuses on the research methods, context, and study subjects, providing an in-depth understanding of the research design and its implementation.
This article outlines a comprehensive research methodology, with Chapter 4 dedicated to investigating the main findings of the study In Chapter 5, the focus shifts to engaging and guiding readers through related insights.
This article provides a comprehensive review of research topics related to the subject, including key findings and insights It highlights significant results that contribute to a deeper understanding of the field and identifies critical areas for future investigation The analysis underscores the importance of ongoing research efforts to advance knowledge and improve practical applications within this domain.
장 2: 이론적 배경
장 3: 연구 방법
장 4: 연구 내용 및 결과
제 2 장 이론적 배경
과학적 근거
During my fourth year at Hanoi National University’s School of Korean Language and Culture, I had the opportunity to intern at a Korean company, highlighting the importance of pursuing employment opportunities in Korea As the demand for jobs related to Korean companies grows and more Korean language schools open, even those with limited Korean language skills are encouraged to apply to Korean firms My research focuses on motivation strategies for Vietnamese workers in Korean companies expanding into northern Vietnam, as well as relevant experience for Vietnamese companies seeking to collaborate with Korean businesses.
This research is grounded in actual needs, ensuring that the findings are practical and relevant It does not rely on emotional reasoning or personal opinions, maintaining objectivity and credibility in its approach.
선행 연구 검토
Research on motivating employees to work within organizations has been increasing, although the field's history remains relatively short Existing studies often focus on strategies to enhance motivation among employees in Korean companies, providing in-depth insights into effective motivation techniques.
There has been limited research on this topic, with few studies focusing on interpretive analysis Most existing research has been conducted on Vietnamese companies rather than Korean firms Additionally, studies involving Vietnamese businesses tend to prioritize practical, real-world applications over comparative analyses, highlighting the need for more comprehensive and comparative research in this area.
With extensive experience accumulated, this study builds upon previous research to illustrate the development process of the research topic, providing valuable insights into its progression and evolution.
Hoang Van Hai, Nguyen Anh Tuan 및 Nguyen Phuong Mai, 2011 WTO 가입 이후 기업의
This article examines the current state of human resource compensation policies within Vietnamese companies, highlighting the challenges faced in HR management as they work to fulfill their commitments under WTO agreements Based on this analysis, the study offers several recommendations for companies to innovate their reward policies, aiming to utilize human resources effectively and achieve a sustainable competitive advantage Key focus areas include the design of salary and bonus systems and the application of modern financial incentives.
Trong nghiên cứu của Le Tư Huỳnh (2015), tác giả khám phá ảnh hưởng của hoạt động thưởng đãi nhân sự đối với động lực làm việc của giảng viên tại Đại học Sangdo Bài viết trình bày cơ sở lý thuyết về các hoạt động thưởng và đề cập đến vai trò của chúng trong việc thúc đẩy tinh thần làm việc của nhân viên Thông qua phân tích, nghiên cứu nhấn mạnh rằng các chính sách thưởng hiệu quả có thể nâng cao sự hài lòng và hiệu suất công việc của nhân viên trong tổ chức Các hoạt động thưởng không chỉ tác động đến sự gắn kết mà còn thúc đẩy tinh thần trách nhiệm và sáng tạo, góp phần vào sự phát triển bền vững của tổ chức.
This article provides a comprehensive review of theories, with a particular focus on research related to instructors It synthesizes relevant studies, offering critical annotations and practical applications Additionally, the paper evaluates the current status of union activities at Sangdo University and examines their impact on instructors' work motivation.
Implementing employee recognition initiatives can significantly enhance work motivation, thereby contributing to the sustainable development of universities Such reward activities promote a positive organizational culture, increase staff engagement, and support long-term institutional growth By fostering a motivated workforce through effective reward strategies, universities can secure ongoing success and adaptability in a competitive educational landscape.
Research on motivating employees to work within organizations is growing, although the history of this field is relatively short Existing studies have primarily focused on methods to motivate employees in Korean companies, providing in-depth insights into effective motivational strategies.
There has been limited research on this topic, with most studies focused on interpretation rather than empirical analysis Most existing research has been conducted on Vietnamese companies rather than Korean firms, emphasizing real-world case studies over comparative analysis.
With extensive experience in the field, I aim to present the development process of the research topic by building upon previous studies This foundation allows for a comprehensive understanding of the topic's evolution, highlighting key insights and advancements Leveraging prior research ensures a well-rounded approach, ultimately contributing to meaningful academic and practical developments.
Hoang Van Hai, Nguyen Anh Tuan 및 Nguyen Phuong Mai, 2011 WTO 가입 이후 기업의
This article highlights the current state of human resource compensation policies in Vietnamese companies and identifies challenges faced by businesses in fulfilling their commitments to the WTO It emphasizes the importance of innovating reward policies to effectively utilize human resources, aiming to secure a sustainable competitive advantage in the market The article also provides recommendations for companies to reform their pay and bonus systems, advocating for the adoption of modern financial compensation practices to enhance overall HR management.
Bài viết "레 티 후옌 (2015) - Ảnh hưởng của hoạt động thưởng nhân sự đối với động lực làm việc của giảng viên tại Đại học Sangdo" từ luận án thạc sĩ Kinh tế tại Khoa Quản trị Kinh doanh của VNU tập trung vào cơ sở lý thuyết về hoạt động thưởng nhân sự Nghiên cứu này nhấn mạnh tầm quan trọng của các hoạt động thưởng trong việc thúc đẩy động lực làm việc của nhân viên, đặc biệt là đội ngũ giảng viên Thông qua các lý thuyết về quản trị nhân sự, bài viết trình bày rằng các chính sách thưởng phù hợp có thể nâng cao tinh thần làm việc và hiệu quả công việc của giảng viên Đây là yếu tố then chốt trong việc xây dựng môi trường làm việc tích cực và nâng cao chất lượng đào tạo.
This article provides an in-depth review of the theoretical framework and research related to instructors, consolidating relevant studies and applying their findings It evaluates the current status of union activities at Sangdo University and analyzes their impact on instructors' work motivation.
Implementing effective employee reward programs can significantly enhance work motivation, ultimately contributing to the long-term sustainable development of universities By aligning reward activities with institutional goals, universities can foster a motivated and dedicated workforce, ensuring ongoing growth and success These initiatives promote a positive organizational culture and encourage employees to perform at their best, supporting the overall sustainability of higher education institutions.
제 3 장 연구 방법
연구 배경
The current landscape of international trade has significantly advanced, leading to the establishment of numerous companies and intensified competition for human resources among businesses Consequently, employee compensation has become a highly studied and debated topic As a fourth-year student at Hanoi National University’s Faculty of Foreign Languages, specializing in Korean language and Korean culture, I have had the opportunity to intern at a Korean company I am eager to work in Korea in the future, as I am interested in learning more about Korean business practices and culture This interest not only reflects my personal ambitions but also resonates with many others who are keen to explore opportunities within Korean companies.
Numerous studies have previously explored the topic of corporate compensation, providing practical and valuable insights into effective reward strategies.
This study contributes valuable findings that acknowledge previous research outcomes, serving as a reference for future studies related to the topic.
연구 도구
To complete the research process, we utilized Google Forms, a survey creation and management tool developed by Google for efficient data collection Google Forms enables users to conduct surveys or manage event registrations seamlessly The platform allows for easy distribution of surveys through sharing links or email invitations, making it a versatile choice for gathering valuable research data.
Easily share content by embedding it into web pages or blog posts Begin by drafting and organizing your questions, then send them to your target audience Once responses are received, input the data and create detailed survey reports to gather valuable insights.
연구 대상
As a senior student at the Korean Language and Korean Culture Department of the College of Foreign Languages at Hanoi National University, I currently reside in Northern Vietnam Due to time and resource constraints, my research focuses on Korean and Vietnamese companies located in Northern Vietnam, including major corporations such as Lotte, Samsung, Vingroup, and FPT.
자료 수집 방법
This article discusses various research documents, including doctoral and master's theses, as well as literature related to compensation It highlights the importance of utilizing available information pertinent to research questions to enhance the quality and depth of academic studies By examining these resources, researchers can gain valuable insights into their topics, ensuring their work is well-informed and comprehensive Incorporating relevant research findings and data from scholarly articles and theses helps improve the credibility and SEO performance of academic content.
Second-tier data is published online and on company websites, enhancing transparency and accessibility Quantitative survey methods involve collecting data through diverse questions from sample groups, providing measurable insights This approach is valuable for understanding participant opinions and behaviors, supporting data-driven decision-making While primarily quantitative, survey research can complement qualitative studies for a comprehensive analysis.
The survey method is widely applicable across all quantitative research studies, making it a valuable tool for gathering large-scale data efficiently It enables researchers to collect extensive numerical information, facilitating comprehensive analysis and insights Using surveys in quantitative research allows for the collection of reliable and generalizable data, vital for testing hypotheses and confirming research findings.
데이터를 수집하는 데 자주 사용된다 구체적으로: 설문조사 방법은 본 연구에 참여하고 있는 북베트남 한국 및 베트남 기업 직원 40 명을 대상으로 베트남 북부 지방에 진출하는 한국 기업에서의 동기 부여 방법에 대한 질문을 중심으로 온라인 설문조사를 진행하였다 설문조사 결과는 베트남 북부 지방에 진출하는 한국 기업에서의 동기 부여 방법에 대한 학습의 기초가 된다
자료 분석 방법
자료 분석은 의사 결정을 지원하는 통찰력을 얻기 위해 데이터를 수집, 모델링 및 분석하는 프로세스이다 설문조사 결과에 따른 자료 분석 및 비교 방법: 설문조사 결과를 토대로 저자는 북베트남에 있는 한국 기업과 베트남 기업의 직원, 직원의 업무 동기 부여 방법의 유사점과 차이점을 분석하고 평가하였다 동시에 베트남 북부에 있는 한국과 베트남 기업의 인적자원관리 체제의 장단점을 지적하고 있다 그후에 베트남 기업에 대한 경험을 제공하겠다
제4장 연구 내용 및 결과
보상 제도의 개괄
In the context of economic revival and global economic integration, domestic and international companies must build skilled teams of employees, maintain stability, and dedicate themselves fully to their work to drive corporate success Effectively leveraging human resources is essential for maximizing organizational performance and sustaining growth in today’s competitive market.
위해 기업은 인적 자원 관리, 특히 보상을 내는 데 정말로 관심을 기울이고 집중해야 한다 기업
보상 제도 또는 직원 보상 제도라고도 하는 보상 시스템은 기업이 물질적, 정신적 삶의 측면에서 직원을 돌보고 직원이 좋은 근무 정신을 갖고 역할을 수행할 수 있도록 돕는 여정이다 직원이 기업과 함께 기업의 공통 목표를 완료할 수 있는 회사에서 할당한 것이다
Employee compensation encompasses a series of managerial actions that create rights and benefits for employees These benefits are not only provided during employment but also remain relevant in the employee offboarding process, ensuring ongoing support and engagement Effective HR compensation strategies are essential for fostering employee satisfaction and retaining top talent.
인적 자원 대우는 직원이 할당된 작업을 성공적으로 완료하여 기업의 목표 달성에 기여할 수 있도록 직원의 물질적, 정신적 삶을 돌보는 과정이다(Hoang Van Hai, 2011)
Human resource management is a crucial aspect of organizational success, encompassing strategies to optimize employee performance and ensure effective talent management It involves recruiting, training, and retaining skilled personnel to meet the company's goals Effective HR management enhances employee engagement, boosts productivity, and promotes a positive workplace culture Implementing best practices in HR is essential for sustainable growth and competitive advantage in the marketplace.
In his article "Nui Thanh Garment Joint Stock Company - Quang Nam motivating employees," author Trinh Van Nguyen emphasizes that effective human resource management plays a crucial role in improving labor productivity His research demonstrates that companies that pay close attention to employee treatment achieve highly successful outcomes in human resource management.
또한 "회사에서 직원들에게 동기를 부여하는 솔루션"이라는 논문에서 Da Nang Electricity One Member Trading Limited, 저자 Tran Phuong Hanh 는 기업에서 인적 자원 처리의 효율성을 개선하기 위한 실용적인 솔루션을 제공하기 위해 현실에서 연구했다
We offer compensation systems tailored to each company's specific needs, ensuring relevance and effectiveness The author emphasizes that organizations must continually seek comprehensive solutions and explore ways to enhance motivation among employees in the workplace.
경제적 보상과 비경제적 보상을 포함한 인적 보상을 말한다
Financial compensation is provided through various tools such as salaries, bonuses, allowances, and benefits, ensuring employees receive tangible rewards Non-financial rewards are typically achieved through job satisfaction and a positive work environment, fostering motivation and engagement.
Experiencing joy, excitement, and passion for work are essential for a fulfilling life Fair treatment and respect foster a positive environment, while effective communication with others enhances collaboration and understanding These key activities and values contribute significantly to personal happiness and professional success.
Work schools providing financial compensation are essential, as monetary rewards motivate employees to perform their best While non-monetary benefits and fulfilling job roles are sufficient to retain staff, income remains the primary motivator for most workers Additionally, employees excel when they are assigned roles suited to their professional expertise and work in a comfortable environment, leading to increased productivity and job satisfaction.
이를 통해 근로자의 수입도 크게 향상된다
위 연구 결과를 통해서 인적 자원 대우는 기업뿐만 아니라 국가 기관에서도 항상 시급한 문제이다 경제학자들의 많은 연구에서 인적자원보상은 직원들이 자신에게 주어진 업무를 성공적으로 완수하여 업무목표 달성에 기여할 수 있도록 물질적, 정신적 삶을 돌보는 과정으로 간주된다.
기업에서 인사 보상의 역할
기업의 비즈니스 활동 축진
Depending on the situation and characteristics of the business, companies adopt different approaches to managing employees However, since compensation plays a crucial role in employee motivation and retention, organizations must carefully design fair and effective reward strategies Financial incentives such as salaries, bonuses, allowances, welfare benefits, and stock options are essential tools used by companies to motivate staff and align their interests with organizational goals (Hoang Van Hai et al., 2011).
경제적 보상의 기본적 보상 활동인 급여와 상여금 두 가지를 존중해야 하며,
Offering competitive compensation and professional development opportunities is crucial for attracting top talent and retaining high-performing employees, serving as a key leverage for corporate success.
한다 지속 가능한 방식으로 비즈니스 다음과 같은 위의 연구에 동의하는 기업의재정적 보상 도구에 대한 많은 연구가 있다
Le Thai Hoa, (2008) 연구에서 Bac Ninh 국고에서 직원 처우 개선을 위한 솔루션 VNU
경제 대학교 석사 학위
Dinh Phuc & Khanh Linh, (2007) 연구에서 인적 자원 관리 하노이 : 금융출판사
Research indicates that financial rewards are a tangible method for supporting employees' material well-being By offering financial incentives, companies motivate employees to work passionately, creatively, and with enthusiasm Furthermore, these incentives encourage long-term business sustainability by fostering employee engagement and loyalty.
Retaining human resources generally involves keeping employees engaged and committed to the organization, ensuring they meet immediate business needs while fostering long-term growth.
To meet long-term development goals, it is essential for organizations to develop effective strategies to retain employees and keep them motivated to stay Employee retention is a critical factor for maintaining a competitive edge and ensuring organizational success Retaining staff prevents disruptions in project completion, reduces psychological anxiety and mistrust that can hinder productivity, and minimizes the rising costs associated with recruiting and training replacements.
Therefore, companies must not only attract talented employees but also motivate and retain them to ensure long-term success.
많은 객관적인 이유로 직원을 유치하는 것이 항상 가능한 것은 아닌다.
직원의 요구 총족
직원들이 출근할 때 보상 제도에 관심을 갖는 데에는 이유가 있다 모든 사람이 최선을 다할 때 최고의 결과를 얻고 싶어한다 그리고 기업의 보상이 그것을 증명하는 답이다 위에서 언급했듯이 직원 보상은 기업에서 일하는 동안 직원의 가장 큰 관심사 중 하나이다 적절한 직원
대우 제도가 있을 때 직원이 직원의 물질적, 정신적 삶을 개선할 수 있는 여건을 조성할 것이다
Thanks to our employee recognition system, staff members receive fair rewards that acknowledge their hard work and dedication in contributing to the company's success, fostering motivation and a positive work environment.
Effective employee compensation strategies motivate and inspire staff, enhancing work efficiency and productivity Additionally, tailored reward systems based on job hierarchy reinforce employee dedication, with higher positions receiving greater rewards to recognize their responsibilities Promoting a creative and enthusiastic work mindset among employees further boosts overall operational performance.
4.2.3 사회를 위한 인적 자원의 유지 및 개발
Employee compensation significantly impacts social development by fostering a competitive workplace environment Competitive pay encourages employees to enhance their skills and pursue continuous learning, which drives overall organizational growth and innovation When companies offer attractive rewards, employees are motivated to excel professionally, ultimately contributing to broader societal progress.
기업 조건이 충족될 수 있다 이것은 사회의 직원의 질을 더 좋게 만든다 이는 현대 사회에서
Enhancing employee qualities and the quality of work is a proactive approach that serves as a key competitive advantage Therefore, students should focus on developing their skills and competencies to meet these standards, ensuring they are well-prepared to excel in their professional roles Emphasizing continuous improvement and excellence in performance is essential for career success and organizational growth.
Continuously updating yourself and striving to acquire more knowledge is essential for ongoing growth Failing to do so can lead to falling behind in your field, resulting in lower salaries and poorer benefits Staying proactive in learning ensures professional advancement and better opportunities.
또한 보상 제도가 좋으면 직원의 정신적 물질적 삶을 보장하고 삶의 질을 향상시키며 사회악을 줄이고 사회의 안정을 유지할 수 있다 동시에 직원들이 기업을 위해 창출하는 업무 효율성은
Contributing to the national economy and enhancing socio-economic life benefits the overall development of the country This, in turn, serves as a significant motivation for employees, encouraging increased productivity and engagement.
기업 보상의 기본 형태
경제적 보상
Financial incentives include salary, bonuses, transportation allowances, and monthly phone stipends These incentives should be transparent, fair, competitive, and reasonable, with reasonableness based on room sales, company performance, position, authority, and responsibilities.
Salary is the most important form of financial compensation, reflecting the amount paid to employees based on the quality and quantity of labor they contribute It is directly proportional to the effort and expertise applied during their work The base salary is determined by considering the fundamental requirements and the complexity of the job, serving as the foundation of employee compensation.
The level of labor consumption varies across different industries and occupations, reflecting the average working conditions within each sector Currently, many companies often operate under practices that may impact employee work intensity and overall labor efficiency, highlighting the importance of optimizing industrial standards for better workplace well-being Adapting these standards can lead to improved productivity, employee satisfaction, and sustainable business growth.
하나 또는 두 가지 지불 방식을 적용하다: 시간별 및 제품별
시간제 급여의 형태에 관하여 : 시간제 급여는 근무 시간 및 전문 자격에 따라 직원에게 지급되는 급여이다 이 지불 방식의 주요 단점은 직원이 구현 과정에서 소비한 노동의
Payments that do not connect quality with quantity fail to motivate employees to produce higher or better results As a result, this type of compensation does not incentivize creativity or innovation among staff.
The product-based wage payment system compensates employees based on the quantity and quality of the products they produce This approach encourages workers to focus on both increasing production and improving product quality To maximize their earnings, employees are motivated to work harder and produce higher-quality goods Additionally, this system promotes skill development, as workers are encouraged to learn and enhance their technical abilities to produce better products.
Creating fairness in employee performance and compensation evaluations is essential for fostering a motivated workforce Compensation reflects the amount paid to employees for their performance and contributions that exceed the set expectations and responsibilities Along with wages, trade currencies serve as a form of recognition and reward for workers' efforts and achievements, promoting fairness and motivation within the organization.
주요 금전적 소득을 구성한다
Bonuses help employees and their families meet both their material and spiritual needs at a higher level There are various types of bonuses, including performance bonuses, quality incentives, and savings bonuses for supplies and raw materials Additionally, bonuses can reward technological innovations and improvements, or be based on achieving performance targets ahead of schedule.
Bonuses for early completion serve as incentives for employees who take on additional responsibilities or work under abnormal conditions These allowances are extra payments provided to ensure fairness in compensation, motivating employees to perform beyond standard expectations Offering such monetary rewards helps promote a sense of equity and acknowledgment of extra effort within the workplace.
Companies provide various allowances to their employees, including responsibility allowances for workload, hazardous duty allowances for high-risk tasks, and regional allowances to account for location-specific costs These benefits aim to motivate employees, ensure safety, and accommodate regional differences, thereby enhancing overall job satisfaction and operational efficiency Implementing such allowances can also improve compliance with labor regulations and attract skilled talent to the organization.
유인 수당 또는 이동 수당
Employee allowances play a crucial role in supporting staff to overcome challenges arising from specific situations, ensuring they can perform effectively Companies typically provide these allowances when necessary, including various types of benefits such as medical benefits, teacher allowances, travel allowances, and accommodation support These incentives help motivate employees and enhance overall job satisfaction.
비경제적 보상
Employees are motivated not only by earning money but also by other spiritual values that provide personal satisfaction To effectively motivate employees, organizations must create synergy between financial incentives and non-monetary rewards that address both extrinsic and intrinsic needs Non-monetary rewards play a crucial role in nurturing employees' spiritual well-being, recognizing that their spiritual life demands are diverse and continuously evolving.
일을 통한 보상는 직원들이 많이 걱정하는 문제이다 기업의 직원에게 작업은 조직에서 할당하고 완료해야 하는 필수 활동으로 이해된다 직원이 수행하는 업무는 업무 목적 및 동기와 밀접한 관련이 있기 때문에 매우 중요하다 직무의 성격, 특성, 내용 및 기준은 직원의 직무 수행에
Assigning employees to perform critical tasks based on their professional qualifications is a key factor influencing organizational success Properly matching expertise with responsibilities ensures high-quality outcomes and enhances overall efficiency This targeted approach optimizes resource utilization and fosters a skilled, dedicated workforce, ultimately driving better business performance.
Taking responsibility for work outcomes demonstrates accountability, especially when assigned to more critical tasks that demand a higher level of expertise and professionalism.
Gaining more experience often leads to higher salaries, motivating employees to become more engaged and responsible in their tasks This increased engagement and sense of responsibility ultimately enhance overall job performance and productivity.
베트남 북부 지방에 진출하는 한국 기업의 보상 현황
경제적 보상
4.4.1.1 급여를 통한 보상
급여를 통한 보상에 대한 연구한 후에 다음 결과가 있었다
베트남 북부 지방에 진출하는 한국 기업에서 일하는 직원의 기본 급여
Our research yielded objective results, revealing that most individuals work in fields different from their studied subjects, such as trade and other industries.
제조, 서비스 이 연구는 연령대가 다른 20 명을 대상으로 진행되었다 연구를 통해서 1.000 만 VND – 2.000 만 VND 의 급여를 받는 직원 비율은 70%로 가장 높은 비율을 차지했다 2.000 만 VND – 3.000 만 VND 의 급여가 20%로 2 위를 차지했다 다음은 1.000 만 VND 이하 급여하고 3.000 만동 이상의 급여가 5%로 같은 비율이 있었다
According to recent research, Korean companies operating in northern Vietnam offer salaries that vary significantly among their employees The average salary today ranges from 10 million VND to 20 million VND, which is higher than the basic salaries offered by most Vietnamese companies Due to increasing demands for professionalism and expertise, most employees are actively working to enhance their skills and advance their careers in the competitive Vietnamese market.
4.4.1.2 보너스를 통한 보상
보너스를 통한 보상에 대한 연구한 후에 다음 결과가 있었다
In northern Vietnam, Korean companies reward their employees through bonuses, reinforcing motivation and encouraging productivity These performance-based incentives serve as a vital component of the compensation structure, fostering a strong work ethic and loyalty among staff Implementing bonus schemes helps Korean firms in Vietnam attract and retain skilled talent, supporting their regional expansion and business growth Overall, bonus rewards are essential for motivating employees and ensuring sustained success in the competitive northern Vietnamese market.
According to recent surveys, employees value various benefits such as lunch allowances, transportation expenses, and phone bill coverage Additionally, perks like birthday gifts, celebration expenses, priority cards, festivals, travel opportunities, and team-building activities significantly enhance employee satisfaction and engagement Incorporating these benefits can improve workplace morale and contribute to a positive organizational culture.
In Korean companies, various allowances are provided to employees, including full support for lunch allowances, festivals, trips, and team-building expenses, with 100% coverage confirmed through research Transportation costs are also widely supported, with 90% of companies offering assistance Additionally, birthday gifts are commonly provided, with 85% of companies including them as part of employee benefits.
Telephone charges constitute 65% of the expenses, while preferential cards account for 60%, highlighting their significant impact on overall costs Additionally, condolence and celebration expenses make up 40%, emphasizing the substantial portion allocated to social and personal events in the budget.
작게 나타났다
위의 연구를 통해 점심비와 축제,여행, 팀빌딩 비용이 모든 사업체에서 지원되고 있음을 알 수
있다 그에 비해 효도는 별로 관심과 지원을 받지 못했다.
비경제적 보상
4.4.2.1 업무를 통한 보상
업무를 통한 보상에 따라 성과상 여금, 현재 휴일 - 휴가 정책, 차량 지원 , 주택하고 기숙사
지원, 전문 교육 과정 및 건강 관리 정책에 관심을 갖고 연구했다
한국 기업들의 성과상 여금에 대한 연구한 후에 다음 결과가 있었다
The article discusses the performance-based bonuses awarded to employees working for South Korean companies operating in northern Vietnam It highlights how these incentives are linked to employee productivity and company success within this region Additionally, the piece emphasizes the importance of performance rewards in motivating staff and enhancing overall business performance in Vietnam's northern provinces Incorporating SEO keywords such as "South Korean companies in Vietnam," "employee performance bonuses," and "regional business incentives" can improve online visibility.
According to the survey, 85% of employees (17 out of 20) expressed satisfaction with the performance bonus policy, indicating high approval Additionally, 10% (2 employees) reported being very satisfied with the policy, while only 5% (1 employee) had a neutral response Importantly, there were no reports of dissatisfaction or strong dissatisfaction with the policy These results suggest that the performance bonus policy remains well-received and positively evaluated by employees in Korean companies The absence of any very dissatisfied responses indicates overall employee approval, which is a positive sign for further maintaining and improving the policy to enhance employee satisfaction and motivation.
더 많은 긍정적인 반응을 받을 수 있을 것이다
한국 기업들의 현재 휴일 - 휴가 정책에 대한 연구한 후에 다음 결과가 있었다
Employees working for Korean companies expanding into Northern Vietnam currently enjoy a holiday and leave policy that supports their well-being and work-life balance This policy outlines their entitled time off, including paid vacations and public holidays, fostering employee satisfaction and productivity The company’s approach aims to adapt to local regulations while maintaining high standards for employee care Implementing effective holiday policies is crucial for successful market entry and long-term operations in Northern Vietnam.
대한 만족감
연구에 따르면 만족도가 50% 로(10 명) 차지했다 다음은 15% (3 명)의 현재 휴일 - 휴가 정책에 대한 매우 만족스러운 비율이다 결국 정상 반응을 보이는 사람의 비율은 35%로(7 명) 나타났다 만족하지 않는 의견이나 매우 불만족하는 의견이 없었다 그리고 현재 휴일 - 휴가 정책에 만족하는 사람들의 수가 여전히 가장 높게 나타남을 알 수 있다 이 정책에 불만을 가지고
There are virtually no individuals expressing strong dissatisfaction However, during the current holiday and vacation policy period, the number of people with generally neutral to negative reactions is 20% (or 4 people) higher than those who are highly satisfied This indicates that overall, satisfaction levels are higher, but a notable portion of respondents remain less pleased with the policy.
A positive aspect is that there are no people who are extremely dissatisfied However, most responses tend to be moderate, indicating a general acceptance rather than strong enthusiasm.
This policy is worth considering due to the large number of cases involved, and it has received highly positive and satisfactory feedback.
한국 기업들의 차량 지원에 대한 연구한 후에 다음 결과가 있었다
Employees working for Korean companies expanding into northern Vietnam receive dedicated vehicle assistance, facilitating efficient transportation and operational support in the region This vehicle provision underscores the company's commitment to smooth logistics and employee mobility in the Vietnamese market By offering transportation support, Korean firms enhance their regional presence and ensure effective management of their operations in northern Vietnam.
According to the survey, 90% of employees (18 out of 20) receive vehicle support, while only 10% (2 employees) do not This indicates that the majority of employees working at Korean companies benefit from transportation expense assistance Korean businesses generally provide transportation support to their staff, reflecting a strong commitment to employee welfare.
To optimize work efficiency, we have implemented policies that support flexible and streamlined work practices, particularly regarding working hours.
한국 기업들은 시간을 효율적으로 항상 사용한다 차량 지원이 지원된다면 직원들은 보다 적극적으로 나서게 될 것입니다 이것은 한국 기업의 직원 보상 정책에서 긍정적인 점이다
After researching South Korean companies' support for housing and dormitories, the study revealed significant findings It was observed that corporate housing assistance plays a crucial role in attracting and retaining talent, while also improving employee satisfaction and productivity The results highlight the growing importance of providing comprehensive accommodation benefits as part of corporate welfare programs in South Korea.
This article highlights the support provided to employees of South Korean companies operating in northern Vietnam, focusing on housing and dormitory facilities Korean firms in this region prioritize offering comfortable and affordable housing options to attract and retain talented staff The company’s investment in employee accommodation demonstrates a commitment to their well-being and enhances overall work productivity Providing reliable housing solutions ensures employees can settle in easily, fostering a positive work environment and strengthening cross-cultural business relationships in Vietnam’s northern provinces.