tóm tắt tiếng anh nâng cao chất lượng vốn nhân lực của các doanh nghiệp may việt nam

garment industry and this is the purpose of the thesis ”Enhance the quality of human capital of Vietnamese garment enterprises” 2- Literature review At enterprise level, human capital h

INTRODUCTION 1- Necessity of the thesis

Resources used for production include labours, equipments, material, land and others, among that labours play

a decisive role for development Human capital belongs to the labour resource and it is the core of this resource

Nowadays, countries all over the world in general and

in Vietnam in particular is transferring into the knowlegde economy, the economy much bases on intelligence in order to develop In this economy, the most precious resources are the intellectual assets and the intelligence in enterprises In order to promote the sustainable development of enterprises in the knowledge economy, human capital plays a decisive role so that

we need to research to find out the ways to have the high quality of human capital meeting our country’s demand of industrialization and modernization next

Vietnam garment enterprises have grown strongly in export turnover recent years However, according to the statistical data of some Ministries and Branches, although Vietnam garment enterprises have been equipped with modern equipments and technology not worse than other countries in the area but the labor productivity of them is still much lower,

do not create their own brands of export products so they can not make products that contain high intellectual This is the reason why Vietnam garment industry makes little added value and labours usually must work overtime The main causes are :

- Firstly : although the garment industry has been equipped with modern equipments but because of

characteristics of garment industry, the equipments can not replace entirely the skills of human resource The mode of production of garment industry is mainly the semiautomatic so the skills, the training level and the experience of labours play a big role in having high productivity In other words, the quality

of human capital of garment enterprises influence strongly the labour productivity and if the quality of human capital is not suitable than we will not increase the labour productivity of garment enterprises

- Secondly, The quality of human capital influence strongly the creation in business, especially in garment industry because if garment enterprises want to survive, they must manufacture the highly fashionable products Obviously, the quality of human capital of garment enterprises is very low so the added value of garment products can not be high as the management’s expectation

Human capital and quality of human capital have been mentioned on some researches in the world since 1960 but these matters are new and have not been researched systematically in Vietnam According to the Strategy for the Development of Vietnam’s Textile and Garment Industry by 2015 and Orientations by 2020 which has been approved by Prime minister dated 10/03/2008, one of the important orientations is

“Focusing on developing and enhancing the competitive ability

of the garment industry in term of export in order to utilize the market opportunity” To implement the policy mentioned above,

we need some researches to solve the necessary matters of the human capital as well as the quality of human capital of the

garment industry and this is the purpose of the thesis ”Enhance the quality of human capital of Vietnamese garment enterprises”

2- Literature review

At enterprise level, human capital has been acknowledged that it affects strongly the individual productivity (Schultz 1961a, b; Becker, 1962) and recently, more and more people believed that the human capital affects the competitiveness of enterprises (Davenport, 1999; Teixeira, 2002; Phillips, 2005; Griffith, 2006; Dinh Viet Hoa, 2009)

Some researches on human capital of some authors of Vietnam and overseas have mentioned fulltime training, off the job training as the factors creating general human capital; on the job training helped to create the specific human capital (Becker, 1962; Tran Tho Dat and Do Tuyet Nhung, 2008) Borjas (1996)

in the book “Labour Economics” has developed the theory of accumulation of human capital and the return rate in education

Few researches have mentioned the quality of human capital The Polish economist used the difference of salary as the measurement to compare the quality of human capital between America and Poland (Cichy and Malaga, 2006) So the questions that the thesis must answer are : what is the quality of human capital ? What criteria can we use to assess the quality of human capital ?

3- Purpose of research

- Clear concepts and arguments of human capital, the quality of human capital and criteria to assess the quality of human capital of garment enterprises

- Based on researching the current situation of human capital of Vietnam garment enterprises, thesis clears the advantages and disadvantages of the human capital as well as processes to create the human capital of garment enterprises

- Build the new criteria to assess the quality of human capital of garment enterprises; Assess the current quality of human capital of garment enterprises according to the criteria showing the quality of human capital

- Propose the solutions to enhance the quality of human capital of garment enterprises

4 Scope and object of research

- Research object of the thesis is the quality of human capital of Vietnamese garment enterprises

- Research scope of the thesis including :

+ Scope of space : garment enterprises in Vietnam + Scope of time : from 2000 to now

+ Scope of content : research the matters related directly to human capital, quality of human capital

5- Research methodology

Survey, analyze and synthesize the statistical data, interview specialists

6 The new contribution of the thesis

- The new academic and theoretical contributions

+ The previous researches on the quality of human capital have not started from the nature of the quality of human capital, instead of that, they started from the measurements so the academic system of these researches is not perfect To repair this disadvantage and lay the solid foundation of researching the quality of human capital, the thesis has developed the definition

of the quality of human capital as following : Quality of human capital is the degree to which a set of characteristics of human capital make human capital able to fulfill the proposed or implicit needs

+ Based on 4 characteristics showing the quality of human capital and the features of human capital of Vietnam garment industry, based on the models and the definition of human capital developed above, the thesis has proposed 7 new criteria to assess the quality of human capital of garment enterprises Those are : Financial investment in education, schooling years, number of years of working experience, average earnings, increasing rate of earnings, labour productivity, labour turnover

+ Based on the results of the specific researches on the quality of human capital of Vietnam garment enterprises, the thesis has found out that there are 6 factors which affect the quality of human capital of garment enterprises Those are : full-time training, enterprise management, human capital needs of enterprises, demography, circumstance of family and policies of government

- The new findings and recommendations drawn from the research results

+ The thesis assessed the quality of human capital of Vietnam garment enterprises according to the 7 criteria proposed above and found out that the quality of human capital

of Vietnamese garment enterprises was very low

+ The research results show that there are 5 strategies to invest in the human capital of garment enterprises, but if we want to enhance the quality of human capital, the optimal solutions are : The big enterprises should use the strategy of

investment in the human capital whenever remaining the profit, the small and medium enterprises should use the strategy of investment in the human capital according to the benchmarking way

+ The thesis proposed to upgrade data of job and task analysis of the garment industry into information capital in order to improve the quality of human capital of garment enterprises Through research, the thesis draws the conclusion that : we need to create a knowledge market inside the garment enterprises to spread the knowledge products in order to expand the applied scope of the knowledge and skills to enhance the quality of human capital of garment enterprises

+ In order to enhance the quality of human capital during the process of creating it, the thesis proposed the state to

do research to identify the model of activity of the state owned colleges which belong to equitized enterprises as Vietnam textile and garment group; in addition, the thesis also proposed the government to allow to establish the university of the textile and garment industry

7 The layout of the thesis

Apart from the instruction, conclusion and the reference materials, the thesis is divided into three chapters :

Chapter 1 : Scientific argument on human capital and the quality of human capital of garment enterprises (64 pages)

Chapter 2 : Current situation of human capital and the quality of human capital of garment enterprises (72 pages)

Chapter 3 : Solutions to enhance the quality of human capital of garment enterprises (46 pages)

CHAPTER 1: SCIENTIFIC ARGUMENT ON HUMAN CAPITAL AND THE QUALITY OF HUMAN CAPITAL OF

GARMENT ENTERPRISES 1.1 Definition of human capital

1.1.1 The point of view of employees are assets of firms

The point of view of employees are assets of firms mentioned 2 matters respectively but related to each other Firstly, this point of view dignified employees because it emphasized the value which the employees contributed to enterprises Secondly, this point of view may cause misunderstanding that enterprises owned the employees

1.1.2 Definition of human capital

1.1.2.1 Definition of human capital

Human capital is the aggregation of skills, working experiences, training level and the exploited ability of employees

1.1.2.2 The point of view of employees are investors

There are 2 ideas emphasizing employees are investors:

Owning and controlling human capital : employees themselves, not organizations own human capital

Rate of return : employees act as investors and they will invest their capital where the rate of return is the highest

1.1.2.3 Features of human capital

General features of human capital : human capital is a

non-tradable good; individuals do not usually control the way and the speed by which they obtain human capital; human capital has the qualitative and quantitative aspects; human capital can be general or specific; it contains the external effects

Particular features of human capital of garment

enterprises: specific human capital of new employees are

usually zero; employees came from rural areas; a lot of employees are female; a lot of employees are not local; human

capital of managers and technicians is quite stable but low

1.1.3 Measurements of human capital

1.1.3.1 Employee capability

a- Experience: Measured by the number of working years b- Knowledge : Percent of income used to research and develop c- Learning : Measured by the new knowledge and skills

d- Competencies: Measured by self-assessment of employees, organization

e- Educational level : Measured by the number of learning years

1.1.3.2 Human capital investment

a- Finance the field of human resource

b- Finance the human capital including the field of human resource, the salary and the benefits of employees

1.1.3.3 Productivity

Measured by the output of an employee, an hour…

1.1.3.4 Compensation and benefits

a- Compensation : measured by the total compensation for all employees or the compensation for an employee

b- Benefits of employees : measured by the total benefits

c- Variable compensation: Compensation on variable pay plan

1.1.4 Relation between human capital of individuals and human capital of enterprises: human capital of enterprises is

made up of human capital of individuals, so researching the whole forming process of human capital of individuals is needed to research human capital of enterprises

1.1.5 Differences between human resource and human capital

Table 1.1 : Compare human resource with human capital

- Employees are the human

resource of an organization

- Employees are the investors

- The role of employees is

passive

- The role of employees is veryactive

- Research the man who has

enough legal ages to work

- Research all process of forminghuman capital from being born

- Can not value human resource - Can value human capital

1.1.6 Differences between human capital and physical capital

Table 1.2 : Compare human capital with physical capital

Item Human capital Physical capital

accumulating

- Many subjects such as parent,

organization, individual decide

- Managers decide Process of

accumulating

- Less present-oriented, depend

on external effects

- Present-oriented more Mobility - Depend on the adaptive

ability of employees

- Depend on restructured and globalized periods Depreciation - Do not lose entirely when

employees die because a part

of human capital can be

transmitted to other generation

- Lose entirely when it can not be used

Ability to be

financed

- More difficultly because it is

very risky

- Easier because it is easy

to be seized, sold, jointly owned…

Return -Employees are active to create

the returns for themselves

- Owners accept the returns of the market

1.2 Human capital models

1.2.1 The Schooling model

Supposing that WCOL is the sign of earnings of college graduates, WHS is the sign of high school graduates, H is the sign of cost for one year learning in a college

Present value of earnings stream if the employee only gets a high school diploma is :

∑

= +

=+++++

+++

0 46

2 (1 ) (1 ))

1()1

t HS HS

HS HS

HS

HS

r

w r

w r

w r

w w

Present value of earnings stream if the employee gets a college diploma is :

46 5

4 3

2 (1 ) (1 ) (1 ) (1 ))

1()1

w r

w r

w r

H r

H r

H

H

++++

++

++

−+

−+

3

0 1 ) t ( 1 )t

COL t

t

r

w r

Source : [58]

The schooling model find out “the stopping rule” that tells a worker when he should leave the school That is :

Quit school when the marginal rate of return to schooling = r (1-4)

1.2.2 The human capital model of Mincer

1.2.2.1 Age-earnings stream

Earnings increase over time but at a decreasing rate

1.2.2.2 Invest in human capital after schooling

On the job training helps to accumulate human capital

1.2.2.3 On the job training and the age-earnings stream

The age-earnings stream of different education groups diverge over time

1.2.2.4 The human capital model of Jacob Mincer

log w = βs+δ1t+δ2t2+ other variables (1-13)

Source : [58]

W is the worker’s wage rate, s is the number of years of schooling, t is the number of years of labor market experience

1.3 The process of building human capital

1.3.1 Building human capital by formal and informal learning 1.3.2 Building human capital by forming a knowledge market

A knowledge market acquires the parties like other market : products, producers, sellers, customers, brokers

1.3.3 The strategies to invest in human capital

There are 5 strategies : Attract human capital from other enterprises, invest the minimum in human capital, invest

in human capital according to the benchmarking way, invest in human capital over the need, invest in human capital as long as there is a payoff

1.4 The quality of human capital and Assessment criteria

1.4.1 Definition of the quality of human capital

Quality of human capital is the Degree to which a set of characteristics of human capital make human capital able to fulfill the proposed or implicit needs

1.4.2 Characteristics of human capital of enterprises

- The use of human capital : increases the productivity

of enterprises and increases the wages of workers

- Variety in kind : enough general human capital and specific human capital

- Expenses for the use : investment in human capital and costs of investment is in comparison with the obtained use

- The safety of human capital: The changes of human capital of enterprises

1.4.3 The criteria to assess the quality of human capital of enterprises: The thesis has proposed 7 new criteria to assess

the quality of human capital of garment enterprises Those are : Financial investment in education, schooling years, year of working experience, average earnings, increasing rate of earnings, labour productivity, turnover of labour

1.4.4 Factors which affect the quality of human capital of garment enterprises

There are 6 factors which affect the quality of human capital of garment enterprises Those are : full-time training, enterprise management, human capital needs of enterprises, demography, circumstance of family and policies of government

CONCLUSION OF CHAPTER 1

Chapter 1 has systemized the argument on human capital, models of human capital, measurements of human capital, building human capital, strategies to invest in human capital; developed the definition of the quality of human capital, mentioned the characteristics of human capital of garment enterprises and the factors affected the quality of human capital The thesis has proposed 7 new criteria to assess the quality of human capital of Vietnamese garment enterprises