phân tích ảnh hưởng cá nhân bởi tập đoàn google với PVI holding

Human resource management helps find out, develop and maintain staff and quality control - who are active participating in making success to Company.. Strictness in recruitment In the f

PHÂN TÍCH ẢNH HƯỞNG CÁ NHÂN BỞI TẬP ĐOÀN GOOGLE VỚI PVI

HOLDING ANALYZING PERSONNEL IMPACT IN GOOGLE GROUP AND PVI HOLDINGS Solution:

I FOREWORD

Currently, Enterprises meet with a challenge that they must make all efforts to maximize performance in supplying their goods and services This requires them paying more attention to quality of goods and services and marketing method and internal management process Leading enterprises are desirous of making difference and creation

in goods and services to compete with others with same fields To reach target, they base

on the biggest asset, it is “human resource”

Human resource management helps find out, develop and maintain staff and quality control - who are active participating in making success to Company Enterprise leaders are always desirous that the human resource management shall help them reach high performance with certain number of employees Thus, all enterprises should know how to use human resource in effective manner, it means that enterprises must use theories of creating motive force to build up regimes, policies to employees to create passion, pride, desire to strive and give promotion opportunity to all employees in enterprises

II SELECTING GOOGLE COMPANY TO ANALYZE PREEMINENCE IN THE PERSONNEL WORK

2.1 Introduction to Google

Google Group was established in Menlo Park, California, US (07/09/1998) with head office in Mountain View, California, US and main business lines of internet, computer software With total income in 2010 of 23,651 billion USD, net profit of 8,312 billion USD (increased by 25% compared in 2009), total assets of 40,497 billion USD

and total employees of 23331 (June 2010), at present, Google has developed as a leading Group in the world Google operates in 42 countries and has had 75 representative offices which mainly based in US, running thousands of servers all over the world, meeting millions of searches per minute and approximately 1.78 million GB of data are loaded per hour

To obtain this remarkable outcome, other than the perfect business strategies, Google are very interested in the strategy of human resource development and strategy for employees Senior leader of Google - Peter Drucker said “nature of management is to eliminate obstacles impacting on upholding talent of employees” This is one in the most important factors to help Google make up competitive advantage in the increasingly fierce market

2.2 Google Personnel secret of Google

1 Strictness in recruitment

In the fact, candidates participating in the interview to receive to work for Google must experience examination of at least 6 examiners who are mainly representatives coming from management level or senior staff in the Company Their viewpoint is very clear: ensuring equality in the interview and set out very high standards Google takes much more time for its recruitment but Google can select and recruit the best employees Current success of Google has proved this way in absolutely accurate manner

2 Satisfaction with necessary demand of employees

Google’s Leadership tries to meet all necessary demands in life of each employee: canteen, play ground, wash room, personnel coach and set their mind in rest and complete well all assigned tasks

3 Direct exchange among employees

In Google, each project is in charge of a project team, all staff in a Google’s project work in a room Thus, when an engineer wants to exchange with his colleague, he can find such person without using telephone, waiting time for email exchange… Google, in

addition, have many meeting rooms so that project teams can mutual discuss without troubling other persons in the department, division

4 Effective cooperation in developing works

Because members of the team work in a room, cooperation in developing works is quite easy and simple Moreover, every week, each team member must send email to notify the progress of work he is in charge to other members in the team By this mean, all members in the project team are aware of the project progress, they are easy to monitor the progress and synchronize all works in the project

5 Self-testing Company’s product

All members use tools made by Google The popular tool used is internal networks

to test the Company’s projects In addition, Google can develop other many tools of information management Success of Gmail is a typical example After the successful test, Gmail is launched to the market and receive many supports from users Moreover, Gmail is continuously improved to meet the increasingly demand of users In other words, Gmail meets increasingly demand of a bunch of white-collar workers of Google

6 Encouragement of creative spirit

Engineers of Google spend 20% time find out new projects In addition, Google establishes creative box, in which, all employees of the Company can make their creative contribution through this box Then, such creations shall be selected in public manner and the most creative idea shall be selected to be carried out Of cause, there are successes but failures The most important thing is that Google takes advantage of creative brain of entire employees to serve the company’s development

7 Homogeneity in making decision

Modern enterprises usually have a “hero” who always make accurate decisions and have big influence to enterprise’s development But before making decision, new projects, Google’s leadership use contribute opinions from its employees to use as a

foundation To unite these opinions, Google take much time, if doing this, the process shall bring about many wise and sound decisions

8 Do as you say

In the fact, Google have tried its best to “do as you say”, Google’s leadership tries

to create a harmonious atmosphere to avoid “Do as I say, not as I do”

9 Make careful analysis before making decision

In Google, almost all decisions are made based on foundation of the careful analysis of data Google applies many systems of information management and many experts in data, standard analysis… then, decision is made basing on the orientation of the company’s development By doing this, Google rapidly keeps with the development

of the age

10 Regular and effective handover

On Fridays, all employees of Google concentrate in a place to discus and receive new information and resolve shortcomings… by this mean, management level can rapidly catch the situation of the Company while understand aspiration and confidence of all employees In Google, all resources and talents are gathered to serve the success of the project teams

III SELECTING COMPANY OBTAINED SUCCESS IN VIETNAM AND ANALYZING PREEMINENCE OF PERSONNEL COMPANY - PVI HOLDINGS

PVI Holdings was established in 1996, a member of Vietnam National Oil and Gas Group Recently, it has become a leading insurer in Vietnam Although, in the background of economic crisis of the world in last years, PVI strives for completing the expected plan which has higher outcome than that of previous year In 2011, total income reached 5,200 billion Vietnam dongs, making up 24% market share of the non-life insurance market of Vietnam and it is an enterprise with the most grown rate in the insurance market of Vietnam PVI is also the first and only enterprise of Vietnam is

ranked B+ by A.M.Best and is awarded with the first labor medal and title “labor hero in renovation period” by the State of Vietnam

GROWN RATE OF REVENUE OF PVI

Members of PVI include: PVI Insurance Corporation and PVI Reinsurance Company, in which PVI Insurance Corporation has 25 member companies dealing in insurance in nationwide as follows:

PVI South Red

PVI North Red

Southern PVI

The Corporation has 5 associates:

• PV2 Invest Joint Stock Company (PV2 Invest)

In addition, presently, PVI has cooperated with Sun Life Insurance Group (Canada) and it is expected that in 2012, joint venture of PVI Sun Life Insurance shall be established

Main operationof PVI are: services of non-life insurance, reinsurance, loss evaluation, investment and other activities in accordance with the regulations of law

Total employees of the Company as at 31 December 2011 is 1,343

Development strategy of PVI up to 2015 and vision up to 2025 is that put PVI to become an international leading finance - insurance Group with trade mark making up the domestic market in the country and developing in the international market

To have above results, other than maximum support of all aspects and absolute belief of Vietnam National Oil and Gas Group, PVI’s Leadership pays attention to personnel strategy with focus of “employees” With a bunch of staff of over 1,300, human policy of PVI helped the Enterprise reach high performance with labor productivity per capita of over 3 billion dongs of revenue per year (the highest level in the insurance sector), making important contribution to the success of the Company in both the present and the future

IV HIERARCHIES OF CREATING MOTIVE FORCE APPLIED IN ESTABLISHING PERSONNEL POLICY IN PVI HOLDINGS

4.1 Maslow’s Hierarchy of Needs

1943 which divided need of human into 5 levels:

1 Basic needs:

These needs are also called as body needs or physiological needs, including basic

needs of human such as eating, drinking, sleeping, breathing, sex, needs making human comfortable… these are the most basic and strongest needs of human In the pyramid, we see these needs to be ranked at the lowest level: the most basic level

Maslow thinks that, needs at higher level shall not appear unless these basic needs are satisfactory and these basic needs are control, urge a person to act when these basic needs are dissatisfactory

2 Safety, security needs:

When human has met the basic needs, safety needs shall be activated These safety needs express in both material and mind These needs are affirmed though aspiration of stability in life to live in security streets and a legal society and houses… Many people seeking protection from religious and psychological faiths are from these needs This is to seek security in psychology Regimes of social insurance, pension, savings plans… also express these safety needs

3 Social needs:

These needs are also called as aspiration needs belonging to a part, an organization (belonging needs) or needs of love These needs are expressed through seeking, making friends, seeking lover, getting married, joining certain community,

working, going out, participating in clubs, working in group…

4 Esteem needs:

These needs are also called as self esteem needs because it expresses at two levels: needs of esteem from other people through personal fruit and needs of personal esteem, reputation, self-respecting, self-confidence in personal ability

5 Self-actualizing needs:

Maslow described these needs: needs of a person who wants to work every thing

he thinks fit In other words, these are needs to use all personal ability, potential to self-affirm, work and reach fruit in society This is to seek method which personal

ability, intelligence are uphold and such person feels satisfactory with the things did However, according to a survey conducted within 20 years, 1% interviewee has been satisfactory with these needs

4.2 Two factors theory of Frederick Herzberg

Factors relating to satisfaction with work are called as Motivator – internal factor and external factor and other factors relating to dissatisfaction which is called as Hygiene

Factors - external factor.

Motivator is agent of satisfaction such as:

Hygiene Factors is agent of dissatisfaction of employees in an organization, it

may be:

• Working conditions which are not satisfactory with the expectation of employees

• Relation with levels (upper level, lower level) is not dissatisfactory

For motivator, if this agent is settled, it shall create satisfaction and then, encourage employees to work more active and industrious If not, it shall create dissatisfactory situation but dissatisfaction While for hygiene factor, if it is not settled, it

shall create dissatisfaction, if it is settle, it shall create dissatisfactory situation but dissatisfaction

These theories help managers understand factors causing dissatisfaction of employees and then, they can find out remedies to eliminate these factors

4.3 Relation between two theories: Maslow’s Hierarchy of Needs and Frederick Herzberg’s two factor theory

Both of them has common feature, it mentions to creation of motive force, passion, excitation of creation, labor and more personal completion, especially people at working age Deeply analyzing contents of above two theories and combining their advantages are very important When enterprise sets out methods to make labor management and use more efficiency, increase capacity of making contribution of employees which shall create internal strength and is the first competitive factor with other competitors in the market

V APPLYING THEORIES OF CREATING MOTIVE FORCE TO EMPLOYEES

IN PVI HOLDINGS.

5.1 Procedure for recruitment in PVI

Working in a leading enterprise as PVI is a big pride of any candidate However, the procedure for recruitment of PVI is very strict and highly selective from preliminary selection of document with the following factors:

leading retail companies such as P&G, Big C, at least 02 years

with partners is English so candidates can participate in interview in English and this ability is referential

Procedure for recruitment in PVI Holdings is as follows:

Procedure for recruitment - QT.01.TCNS

Implemented by

General Director,

Personnel Manager

Personnel Division,

Labor Demander

General Director

Personal Division

Personal Division

Director, Personal

Division, Labor

Demander

General Director

Personal Division

Director, Personal

Division,

Probationer

Manager of

Probationer

Division, Personnel

Division

General Director

General Director,

Personnel Manager,

Task of Personnel

Division

Implementation process Support

Division

Description of steps

Labor demander

Examination organizer

Manager of Probationer Division

Plan on recruitment

Recruitment request/labor introduction

Approval

Notice of recruitment

Pre Revaluation of document

Recruitment examination, interview

Approval of result

Notice of recruitment result

Probation

Evaluation of probation

Signature of labor contract Decision on recruitment