Recommendations for improving human resources management at tan cang 128 joint stock company

STUDENT NAME: NGUYEN NGOC TUYEN DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS RECOMMENDATIONS FOR IMPROVING HUMAN RESOURCES MANAGEMENT AT TAN CANG-128 JOINT STOCK COMPANY... STUDEN

STUDENT NAME: NGUYEN NGOC TUYEN

DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS

RECOMMENDATIONS FOR IMPROVING HUMAN

RESOURCES MANAGEMENT AT TAN CANG-128 JOINT

STOCK COMPANY

STUDENT NAME: NGUYEN NGOC TUYEN

DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS

RECOMMENDATIONS FOR IMPROVING HUMAN

RESOURCES MANAGEMENT AT TAN CANG-128 JOINT

STOCK COMPANY

Supervisor: Ms Pham Thi Yen

PREFACE

In the context of renewing the economy and the trend of international economic integration, organizations also have big changes Some enterprises thanks to the adaptation of with mechanism to be able to compete, improve efficiency in production and business as well as strengthen their position and improve its brand in economies with various types of facility property belonging to different economic sectors But besides that, there are also enterprises who are still passive, slowly response with the fluctuations of the economy, do not promote these strengths to overcome their weaknesses There are many factors that make the success of the enterprise, the resource is one of those factors: financial resources, personnel resources (workforce) these resources are important and support for each other to make a success of this the enterprise Although a business has abundant financial resources and growing, it is also meaningless without human factors People will turn modern machinery so that it can promote its effectiveness in creating products Talking to people in an organization, it

is not a person that is speaking generally about quantity and quality or the capacity, working efficiency of employees All activities within an enterprise are directly participated or indirectly by humans, if enterprises create, use well this source then that

is a huge advantage compared with other firms in the market

The aim of the thesis on the basis of study of basic theory and the reality of the use of human resources of enterprises, discovering the advantages and disadvantages to propose several measures to improve more efficient use human resources, to help enterprise improve the efficiency of production and business I hope this dissertation can help enterprise achieve high efficiency in the future

I declare that this report is my own unaided work It has not been submitted before

If violated, I am solely responsible for and bear the punishments of the Institution and University

Student: Nguyen Ngoc Tuyen

ACKNOWLEDGEMENT

During internship and completion of this dissertation report, I have received the attention and enthusiastic support of the board of directors of New Port Company and the dedicated guidance of staffs in the company Simultaneously, I would like to thank the faculty of International School of Education, especially I would like to express my sincere gratitude to my advisors Ms Pham Thi Yen and Ms Minh Trang for the continuous support of my dissertation and related research, for their patience, motivation immense knowledge and have always followed closely and enthusiastically help so that I can finish this dissertation Her guidance helped me in all the time of research and writing of this thesis I could not have imagined having a better advisor and mentor for my dissertation

LISTS OF FIGURES

Figure 1.1: Steps in human sources plan……… 7

Figure 1.2: Steps in work implementation capability……… 14

Figure 1.3: Payroll system structure in the enterprise……… 15

Figure 2.1: Organizational structure of Saigon Newport……… 21

Figure 2.2: Organizational structure at Tan Cang-128……… 23

Figure 2.3: Container yard at Tan Cang-128……… ……24

Figure 2.4: Quayside at Tan Cang-128……… ……… 25

Figure 2.5: Equipment in Tan Cang-128………26

Figure 2.6: Total output and turnover of Tan Cang-128………26

Figure 2.7: Recruitment process in Tan Cang-128……… …35

LISTS OF TABLES

Table 2.1: Labor structure at Tan Cang-128… …… ……….28

Table 2.2: The situation of working age……… ……… ……….29

Table 2.3: Labor situation in age… ……… ….……….30

Table 2.4: Labor situation in educational level…….……… …… 31

Table 2.5: The work implementation capability of employee in 2014…….……… …35

Table 2.6: Coefficient in company……….……… 38

Table 2.7: Human resources assignment by gender at Tan Can-128… ………43

Table 3.1: The expected recruitment……… ……… 48

Table 3.2: The reduction of labor at several departments by expected………49

TABLE OF CONTENT

PREFACE 1

ACKNOWLEDGEMENT ii

LISTS OF FIGURES iii

LISTS OF TABLES iv

INTRODUCTION 1

CHAPTER I: THE THEORETICAL BASIC OF HUMAN RESOURCES MANAGEMENT 3

1.1 Overview of human resources 3

1.1.1 Definition 3

1.1.2 The role of human resources 3

1.2 Human resources management 4

1.2.1 Definition 4

1.2.2 The target of human resource management 4

1.2.3 The role of human resources management 5

1.3 Basic contents of human resources management 5

1.3.1 Human resources planning 5

1.3.2 Labor norms 6

1.3.2.1 Definition 6

1.3.2.2 The role of labor norms 7

1.3.3 Human resources recruitment 7

1.3.4 Human resources arrangement 8

1.3.4.1 Orientation 8

1.3.4.2 Transferring 8

1.3.4.3 Nomination 9

1.3.5 Training and developing human resources 10

1.3.5.1 Determining needs of training 10

1.3.5.2 Determining target of training 11

1.3.5.3 Selecting appropriate methods 11

1.3.5.4 Implementing training program 12

1.3.6 Assessing the capability of work implementation 12

1.3.6.1 Purpose 12

1.3.6.2 The contents and order of implementation 13

1.3.7 The remuneration 15

1.3.7.1 The structure of payroll system in enterprise 15

1.3.7.2 The forms of salary 16

CHAPTER II: EVALUATION OF HUMAN RESOURCES MANAGEMENT AT TAN CANG-128 JOINT STOCK COMPANY 17

2.1 Introduction of company 17

2.1.1 General introduction 17

2.1.1.1 Saigon Newport 17

2.1.1.2 Tan Cang-128 Joint Stock Company 19

2.1.2 The process of formation and development 20

2.1.3 Organizational structure 20

2.1.4 Infrastructure 22

2.1.4.1 Wharf and warehouse, container yard system 22

2.1.4.2 Equipment 24

2.1.5 Several statistics of Tan Can-128 Joint Stock Company 25

2.2 General information of labor situation in Tan Cang-128 Joint Stock Company 26 2.2.1 Labor characteristics in company 26

2.2.2 Labor structure in company 26

2.2.3 Classifying the labor situation in Tan Cang-128 Joint Stock Company 27

2.2.3.1 Classification in age 27

2.2.3.2 Classification in gender 28

2.2.3.3 Classification in educational level 29

2.3 The current situation in human resources management of Tan Cang-128 Join Stock Company 30

2.3.1 Human resources planning 30

2.3.2 Human resources recruitment 31

2.3.3 Human resources training and development 34

2.3.4 Evaluating the capability of work implementation 35

2.3.5 Labor remuneration 37

2.3.6 Human resources arrangement 41

2.4 General evaluation of human resources management in Tan Cang-128 Joint Stock Company 43

2.4.1 Advantages 43

2.4.2 Disadvantages 44

CHAPTER III: RECOMMENDATIONS FOR IMPROVING HUMAN RESOURCES MANAGEMENT AT TAN CANG-128 JOINT STOCK COMPANY .46

3.1 Future plan 46

3.2 Recommendations for improving human resources management 47

3.2.1 Recommendations for improving the training and development of human resources 47

3.2.2 Recommendations for improving the evaluation of work implementation 48

3.2.3 Recommendations for improving encouragement for laborers 49

3.2.4 Recommendations for improving the quality of human resources recruitment 51 3.2.5 Recommendations for utilizing actively and reasonably labor 53

CONCLUSION 55

Reference 56

INTRODUCTION

1 The reason of research

In our contemporary life, the human resources has indeed become the most valuable assets, is the key to the success of each organization, each enterprise in the market economy Therefore, to be survival, get empowering and sustainable development in the market economy, one of the effective measures is that enterprises have to enhance the efficient use of its human resources Each enterprise has different approaches with enterprise practices and brings the highest efficiency

During practicing at Tan Cang-128, through the study of the use of human resources in the enterprise, I found that firms have been actively carried out this task by effective way However, because the conditions are limited so the utilization of personnel resources in the enterprise has some limitations which requires enterprise has to take measures to solve Because of the importance of improving efficient use of human resources combined with passion for research on human resources and the desire to contribute my small part in solving the practical use of personnel resources in enterprise, I boldly chose research topics: “Recommendations for improving human resources management at Tan Cang-128”

2 The purpose of research

I write this dissertation with the purpose is that propose recommendations for improving human resources Besides objectives:

 Introduce the theoretical basic of human resources management

 Introduce Tan Cang-128 Joint Stock Company

 Evaluate and propose recommendations to improve human resources at Tan Cang-128

3 The scope of research

In the scope of research, I give an overview about human resources management Particularly I analyze 2 main parts of human resources management at Tan Cang-128 Joint Stock Company and clarify them in the presentation, they are:

 Human resources training and development

 Labor remuneration

4 The methodology

Quantities research: Can generalize research findings size, useful for obtaining data that allow quantitative predictions to be made Data collection using some quantitative methods is relatively quick (e.g: telephone, g-mail) Provides precise, quantitative, numerical data and it is useful for studying large numbers of people

Secondary research: references and data are collected from websites, journal articles, books and company website

5 Structure of dissertation

My dissertation includes three main chapters:

 Chapter I: Theoretical basic of human resources management

 Chapter II: Evaluation of human resources at Tan Cang-128 Joint Stock Company

 Chapter III: Recommendations for improving human resources management at Tan Cang-128 Joint Stock Company

CHAPTER I: THE THEORETICAL BASIC OF HUMAN

in a more detailed way, human resources are the whole people of working age, who have the capacity to work

For a business, according to the textbook of “Human Resource Management” of National Economics University (2014), “the human resources include all the employees working in that organization, and personnel are understood as a resource of each person, which includes mental and physical strength" In addition, physical strength expresses body health, it depends on the size, health condition of each person, living standards, income, diet, work regime and relax Physical strength of human depends on age and working time, gender Mentality reflects the thinking, understanding, the acquisition of knowledge, skills, aptitudes and attitudes, confidence and dignity of each person In the manufacturing business, the exploitation of the potentials of human physical is limited The potential exploitation about the mentality

of the people is at a new level, never exhausted, because this is still more mysterious treasure of man

1.1.2 The role of human resources

Effective and appropriate management, exploitation and use of the resources of the country contribute significantly in promoting economic development - society of each country In these resources, human resources have decisive role in the existence and development of the country Therefore the training and constant improvement the quality of human resources are top concern of society

Human resources are valuable internal resources If we exploit and promote well, it will be important to create other resources To continuously satisfy the needs of the physical, mental increasingly be enhanced, in terms of other resources are limited, human increasingly aims at the maximum exploitation of its potential ability to gradually replace other resources The development of the economy - society cannot lack of skilled workforce, the experts and technical scientist with highly qualified, dynamic leaders, resourceful

1.2 Human resources management

(MSG Presentations, 2015)

According to Tran (2010) Human Resource Management is a system of philosophy, policy and functioning of attracting, training-developing and maintaining human of an organization to achieve optimal results for both the organization and workers

1.2.2 The target of human resource management

Human Resource Management will help administrators achieve the purpose, results through others Human Resource Management study issues of people management in organizations at the micro-level, there are two basic objectives:

 Use effective human resource to enhance labor productivity and improve organizational effectiveness

 To meet the increasing needs of employees, facilitate employees to maximize individual capacities, who are stimulated and encouraged the most at the workplace and loyal, conscientious with enterprise

1.2.3 The role of human resources management

According to Tran (2010), in economic terms human resources management helps enterprises to exploit the potential of improving labor productivity and competitive advantage of enterprises on human resources

In social terms, human resources management represents the views of workers' rights, promotes the position, the value of laborers, focuses on resolving harmoniously the benefit relation between organizations and enterprises and laborers, contributes to reduce conflict between capital and labor in the enterprises

In addition, Manisha Vaghela (2011) argued that human resources management develops training for employees and providing the resources they need to stay up-to-date on their jobs, several resources include a library of industry information encouraging employees to continue their education by subsidizing tuition costs and notifying employees of seminars and classes that would assist in the development of their job skills When used in this manner, human resources management keeps your workforce currency on the changes in the industry it allows your company to adapt

quicker to changes and keeps you ahead of the competition

1.3 Basic contents of human resources management

1.3.1 Human resources plan

Human resource planning is the process of researching, identifying human resource needs, providing policy and implementing programs and activities to ensure businesses having sufficient human resources with the qualities, suitable skills to perform the job with productivity, quality and efficiency Typically, the planning process is performed

in the following steps:

Figure 2.1: Steps in human resources plan

medium-4

• Forecasting the demand of human resources (with the goals and plans

in long-term, medium-term), or determining the demand of personnel resources (with the goals and plans in short term)

5

• Analyzing supply and demand relationship of human resources, the

ability to adjust and recommend policies, plans and programs which help enterprises adapt to the new needs and improve efficient use of personnel

6

• Implementing the policies, plans and programs of human resources

management in the enterprise in step (5)

7 • Examining and evaluating the situation of implementation

Labor levels are classified into three main categories are: the duration and rate of production, the level of service

1.3.2.2 The role of labor norms

As a basis for determining the rights and responsibilities of workers, in order to accurately assess the situation of the work of employees Assess skill levels, the level

of contribution of each member to the overall result of the business, and on that basis establish reasonable salary regime

The labor norms have an important role for human resource management issues Through labor norms, administrators can assess objectively the degree of completion of work of employee, consciousness and responsibility for their assigned work

1.3.3 Human resources recruitment

Inside applicant source of enterprises: For people who are working in enterprises, when

we recruit these people to do in the higher position, the position that they are undertaking, we have created good incentives for everyone working in the enterprise

We can use the following methods: using recruitment notices - notices of job position hiring This notice is sent to all employees in the enterprise This notice includes information on the duties of work and the qualifications required to recruit or the introduction of officials and employees in the enterprise

Outside applicant source from enterprises: They are newcomers to apply for a job, these people include: Friends of employees or former employees (former employee of the company), candidates apply for a job; employees of other companies, universities and colleges, the unemployed, self-employed people We can use the following methods: Through advertisement: advertisement is a form of attracting candidates that

is very effective, especially for large enterprises Through labor service office: the usage the labor service office has benefits is that reduce the searching time, interviewing and selecting candidates or recruitment of graduates from universities and colleges Other forms: according to authority's introduction, from employees in the enterprise; by candidates to getting a job themselves and via the Internet

1.3.4 Human resources arrangement

Arrangement and utilization of human resources in the enterprise is the arrangement of internal employees in business to put the right person in right position in order to meet the requirements of the business production and make demands of maturity and development from individuals suitable with the requirements of the business, (Tran

2010)

1.3.4.1 Orientation

Orientation is a program designed to help new employees become familiar with the business and began their work effectively An orientation program includes

information on, (Tran 2010):

 The daily work needs to be done and how to do the work

 Wages and remunerated methods

 Bonuses, benefits and services

 The rules and regulations on labor discipline, labor safety

 The means for daily life, health and information

 The organizational structure of the enterprises

 Objectives and tasks of business production, products and services

 The history and tradition of the business

 The fundamental value of the enterprise

 In order to fill the vacant positions due to reasons such as the expansion of production; workers move away, die, retire or terminate the contract

 To fix these flaws in labor arrangement

The transferring types:

 Transferring of production: to regulate labor due to the demand of production

 Alternative transferring: to fill vacant job positions

 Transferring of flaws correction: to fix errors in recruitment or arrangement of labor

There are two types of nominations:

 Horizontal Nomination: moving workers from one job position in one department to another job position with higher rank or equivalent in other parts

 Straight Nomination: moving employees from one location at an existing job to higher position in the same department

The nomination's activities if they were organized and managed, will bring many positive effects for both workers and enterprises:

 Meeting the needs of human resources and development of enterprises, and use the talent of employees

 Encouraging employee best serve according to their abilities and strive to improve professional skills

 Help enterprises can retain skilled workers, talent and attract skilled workers to enterprises

 In order to the process of promotion achieves good results and has a positive effect, enterprises need to has the appropriate policies to encourage the development of the individual and the nomination procedures are clear, consistent

1.3.5 Training and developing human resources

The demand for training and staff development in the organization increased rapidly with the development of cooperation and international competition, advanced technological and the pressure on society and economy Training is considered as a fundamental element in order to meet the strategic goals of the organization In the present life, the quality of employees has become one of the important competitive advantages of businesses around the world The reality has proven that investment in human resources can bring greater efficiency compared with the investment in renovation and technical equipment and other factors of production and business processes Therefore in the business, training, human resources development should be implemented organizationally Training is a systematic process to nourish the accumulation of skills, rules, concepts and attitudes leading to more proportionality between the characteristics of employees and the requirements of the work Development is a long process to improve the capacity and motivation of employees in order to turn them into valuable future members of that organization Development includes not only training but also career, experience…

1.3.5.1 Determining needs of training

For the training programs bring practical effects, it is important to correctly identify training needs The training programs should be conducted only when enterprises have sufficient basis to conclude enterprises that the working efficiency of enterprises and individuals is not high due to their employees lacking knowledge and skills that are not

appropriate with work The identification of training needs of the enterprise must be analyzed to aggregate demand categories:

 Enterprise analysis: analysis of enterprises needs to assess effectively indicators

in terms of organization, preparation plans of the adjacent staff, employees and organizational environment In environmental analysis, organizations need to assess fully the perspectives, sentiments and beliefs of the members of the enterprise, for organizations, businesses and the impact of inadequate training problems to have no good points in the organizational environment

 Operational Analysis: analyze operational determine what kind of skills and behaviors necessary to perform the job well Analysis focused operational determine what employees need to do the job well

 Analysis staff: This analysis type focuses on the competencies and personal characteristics of employee, is used to determine who needs to be trained and what skills, knowledge, opinion need to be perceived or focused during training and development

1.3.5.2 Determining target of training

The ultimate goal of training is to achieve the highest efficiency in terms of the organization, the maximum use of personnel However, to achieve that ultimate goal, the enterprise still needs to achieve other intermediate goals Therefore, in the process

of training must present accuracy, clarity, brief of set targets Without them the construction of the training programs will be difficult to achieve high efficiency, difficult to determine the results that should be achieved of the training programs

1.3.5.3 Selecting appropriate methods

The training methods are various and suitable for each object, from student in internships time, direct production workers, first-line level administrations (inspectors, the workshop manager) to intermediate and advanced level administrations Each approach has implementation ways, advantages and disadvantages that enterprises should consider to choose for suitable working conditions and characteristics in terms

of labor and its financial resources With each training method has respective facilities requiring enterprises to choose how to actually suit their circumstances

1.3.5.4 Implementing training program

According to the textbook of Tran (2010), there are several training programs:

Training before working:

 Orientation for labor: the purpose of this type is to disseminate information, orientate and provide new knowledge as explanation for the workers on the new organizational structure of the organization, or provide information of the organization for beginners

 Skills development: new people have to gain the necessary skills to do their job and their experience to gain new skills as their job changed or a change of the system, the technology

 Safety Training: This type of training is conducted to prevent and reduce occupational accidents and to meet the requirements of the law In some cases, this type of training is repeated regularly

Training while working:

 Professional training: the purpose of this type is to avoid the knowledge and professional skills that are outdated This training aims to disseminate the newly discovered knowledge or the knowledge in the fields related to the job with specific characteristics such as law, accounting, medicine

Training supervisors and managers: the supervisors and managers should be trained to know how to make administrative decisions and way of working with people This type

of training focuses on the following areas: decision-making, communication, problem

solving and creating motivation

1.3.6 Assessing the capability of work implementation

1.3.6.1 Purpose

Assessing the work implementation capability of staff used in various purposes such as:

 Providing feedback to employees to know the extent of their work implementation compared with the standard sample and compared with other employees

 Helping employees adjust, repair the mistakes during working process

 Stimulating, motivating employees through the provision of assessment, recognition and support

 Providing information as the basis for the issue of training, salary, reward, employee transfers, improving organizational structure

 Developing the understanding of the company via conversation about opportunities and career planning

 Strengthening good relations between superiors and subordinates

1.3.6.2 The contents and order of implementation

Assessing the work implementation capability of staff is implemented in 7 steps, (Tran

2010):

Figure 1.2: Steps in work implementation capability

Source: Tran (2010)

1 • Determine the requirements that need to be evaluated

2 • Select the appropriate evaluation method

3 • Training assessment skills

4 • Discuss with staff about the content and scope of the assessment

5 • Implement evaluation

6 • Discuss with staff about results of the evaluation

7 • Identify new objectives and results to employees

1.3.7 The remuneration

1.3.7.1 The structure of payroll system in enterprise

Figure 1.3: Payroll system structure in the enterprise

 Salary subsidies: the amount of money is paid beyond basic salary The form of salary subsidies such as responsibility allowances, hazardous allowances or

Payroll

system

structure

Material remuneration

Promotion

Interesting workWork conditions

regional allowance Subsidy has significant meaning in stimulating workers to well perform work in difficult conditions, more complex than normal

 Bonus: a kind of stimulus material has very positive effects for workers in striving to do the job better In fact, enterprises apply several forms of reward

as following: productivity reward, savings, rewards in innovation and bonuses according to the results of production and general business operations of the business

 Welfare: demonstrates the concern of enterprises to life of workers, has a stimulating effect on the loyalty of employee to the enterprise Enterprise's Welfare includes health insurance, social insurance, pension, holidays, allowances for staff who has particularly difficult circumstances, enterprise's gifts for employees on special occasions

Nonmaterial remuneration plays an important role to satisfy the diverse needs of employees Higher living standards, the demand for spirit is higher and higher, spiritual encouragement measures applied to meet the increasing demand of workers: Promotion opportunities (get higher position with higher salary in company), interesting job (create enthusiasm for each employee) and working conditions (comfortable and friendly atmosphere

1.3.7.2 The forms of salary

Salary paid by time: Salary paid for employee is often calculated basing on the number

of working time and salary’s unit price in one time unit (hour, day, month or year)

Formula: Salary =The number of days, hours that worker implemented x Salary level

Day salary=Month salary/26

Hour salary=Hour salary/8

Salary paid by products: employee will be paid basing on the result, which they

reached

Formula: Salary =The number of completed products x Product unit price

CHAPTER II: EVALUATION OF HUMAN RESOURCES MANAGEMENT AT TAN CANG-128 JOINT STOCK

COMPANY

2.1 Introduction of company

2.1.1 General introduction

2.1.1.1 Saigon Newport

Was established on 15 March 1989 in accordance with the Decision No 41/QP

by the Minister of Defense Since December 2006, the company has transformed into a holding company On 9 February 2010, Saigon Newport Company became Saigon Newport Corporation in according to the decision No 418/QD-BQP by the Defense Minister Saigon Newport manages a system of the premises from the North to the South with tens of subsidiary operating in different economic fields The SNP’s terminals include: Tan Cang Terminal, Tan Cang-Cat Lai Terminal, Tan Cang- Hiep Phuoc in Ho Chi Minh city, Tan Cang-Cai Mep deep sea terminal (TCCT, TCIT) and Tan Cang-Cai Mep ODA terminalin Baria Vung Tau, Tan Cang- middle Terminal in Quy Nhon, Tan Cang- 128 terminal, Tan Cang-198 terminal in Hai Phong, Tan Cang-

My Tho terminal, Tan Tra Noc terminal, Tan Sa Dec terminal, Tan Cao Lanh terminal As the leading terminal operator in Vietnam, Saigon Newport is trying its best efforts to perfect the service quality and commits itself to provide customers with the door- to -door services with the motto “Come to SAIGON NEWPORT, Come to THE BEST QUALITY SERVICES”!

Cang-Business activities: Terminal/Yard/Warehouse services; Free Port/Transshipment Port services:

 Inland Clearance Depot services, Cargo stevedoring, packaging, storing, forwarding services

 Logistics services; customs clearance services

 Inland & marine transportation; multimodal transportation

 Pilotage & tugboat services

 Container/vessel sanitation & repairing; ship chandlers services

 Maritime services; marine brokerage; vessel agent; shipping agent

 Education and training in marine and logistics

 Salvage, dredging & rescue services

 Mechanical services

 IT solutions and application, IT training services, IT equipment agent

 Construction & repairing for marine, industrial & civil projects

 Real estate & office building

 Exhibition, conference & trade center

 Production of construction materials

 Oil/petrol agent & transport

Organizational structure

Figure 2.1: Organizational structure of Saigon Newport Source: Saigon Newport Corporation (2014)

2.1.1.2 Tan Cang-128 Joint Stock Company

English name: Tan cang - 128 Hai Phong Joint Stock Company Address: Head office:

Ha Doan, Dong Hai Ward 2, Hai An District, Hai Phong City Tel: 0313.614.388, Fax: 0313.769.686, email: tancang128@haiphong.com.vn Scope of business: Seaport and logistics service, Saigon Newport Corporation (2014)

Business Activities:

 Multimodal transportation

 Seaport service

 Loading/ unloading goods services

 Handling/ stevedoring services

 Packing services

2.1.2 The process of formation and development

During 26 years of the establishment and development (15/3/1989-15/3/2015), Saigon Newport Corporation has become the most modern, professional and biggest container terminal operator in Vietnam with the sea -port operation services like: cargo handling, Logistics, Maritime services, salvage, pilot, real estate, office building, civil and military construction and multi-modal transportation services In the present time, the Saigon Newport holds the leading market share among the terminal operators in Vietnam The import-export container throughput of Saigon Newport has accounted for more than 85 % of the market share in Ho Chi Minh City area and nearly 50 % nationwide Besides the terminal development, Saigon Newport has also focused on the enlargement of the Logistic network Saigon Newport owns the ICD in the centre of the industrial parks like Tan Cang- Song Than ICD in Binh Duong Province, Tan Cang- Long Binh ICD in Dong Nai province, Tan Cang ICD in Ho Chi Minh city, Nhon Trach depot in Dong Nai province and the coming Tan Cang- Cai Mep ICD in Baria Vung Tau SNP has also deployed the barging routes to connect Cambodia, Mekong Delta to Tan Cang- Cat Lai and ICDs in Ho Chi Minh City and the terminals

in Cai Mep In the future, the waterway transportation from Ho Chi Minh City and Cai Mep to the central provinces of Vietnam shall also be developed, Saigon Newport

Corporation (2014)

2.1.3 Organizational structure

Figure 2.2: Organizational structure at Tan Cang-128 JSC Source: Finance-accounting department (2015)

Board of

Directors

Controlling chamber

Production department

Operating the ship liberationGate

Forwarding

Container yard

CFS warehouse

Business plan

Marketing

Commcercial affair-Aggregation

Planning-Mechanized engineering

Mechanized team

Engineering department

Repair and clean container team

Administrative chamber

Accounting department

Salary departmentSecurity department

There are total 19 departments in Tan Cang-128, in which there are 5 big chambers that hold administrative rights of each mission in production and business, they are: board

of directors, controlling chamber, business plan, mechanized engineering and administrative chamber

2.1.4 Infrastructure

2.1.4.1 Wharf and warehouse, container yard system

Capacity, Saigon Newport Corporation (2014):

 Total area: 160.000 m2, including:

 Container Yard: 107.000 m2, capacity: 11.000 TEU

 Domestic Warehouse: 700 m2,

 Yard: 52.300 m2

 Barge quay: 150 m, net productivity: 32 move/ h/ barge

 Annual throughput: 63.000 TEU/ year

Figure 2.3: Container yard at Tan Cang-128

Source: Saigon Newport Corporation (2014)

Figure 2.4: Quayside at Tan Cang-128 Source: Saigon Newport Corporation (2014)