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RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM ___________________________ A Dissertation Presented to the F

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RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND

AND MOUNTAINOUS REGION OF VIETNAM

_

A Dissertation Presented to the Faculty of the Graduate School

Southern Luzon State University, Lucban, Quezon, Philippines

in Collaboration with Thai Nguyen University, Socialist Republic of Vietnam

_

In Partial Fulfillment

of the Requirements for the Degree Doctor of Business Administration

_

By

LUU THE VINH (LEO)

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APPROVAL SHEET

The Dissertation of

LUU THE VINH (LEO)

entitled

RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL

UNIVERSITIES IN THE NORTHERN MIDLAND AND

MOUNTAINOUS REGION OF VIETNAM

Submitted in Partial Fulfillment of the Requirements for the Degree Doctor of Business Administration

In the Graduate School Southern Luzon State University, Republic of the Philippines

in collaboration with Thai Nguyen University, Socialist Republic of Vietnam

has been approved by the Committee

MILO O PLACINO, Ph D

Chairman Endorsed by: Recommended by:

JOANNA PAULA A ELLAGA, DBA JOANNA PAULA A ELLAGA, DBA

Adviser Dean, Graduate Program

Accepted in Partial Fulfilment of the Requirements for the Degree

Doctor of Business Administration

_ MARISSA C ESPERAL, PhD, RGC

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CERTIFICATE OF ORIGINALITY

This is to certify that the research work entitled “RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM”

orally defended/presented under the DBA program jointly offered by Southern Luzon State University of the Republic of the Philippines and Thai Nguyen University of the Socialist Republic of Vietnam, embodies the result of original work carried out by the undersigned

This dissertation does not contain words or ideas taken from published sources or written works by other persons which have been accepted as basis for the award of any degree from other higher education institutions, except where proper referencing and acknowledgement were made

_

LUU THE VINH (LEO)

Date Orally Defended: December 01, 2017

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The Researcher sincerely extends his deepest gratitude and appreciation to the following persons who made significant contributions in the accomplishment of this research study:

Dr JOANNA PAULA A ELLAGA, Dean of College of Business Administration, research adviser, for her advice, constructive criticisms, and

patient encouragement; for sharing her sheer intelligence; for helping the researcher to grow and hone his skills and for being the source of encouragement, the Researcher humbly extends his gratitude;

Dr MILO O PLACINO, Dr FLORMANDO P BALDOVINO, Dr MOSES T MACALINAO, Dr CHONA V CAYABAT, and Dr ERIBERTO A CASIÑO, members of the Oral Examination Committee, for their interest in

the researcher’s work, inputs, and for their valuable suggestions for the improvement of this study;

MANAGERS, LECTURERS AND STAFF of Hung Vuong and Tan

Trao University, the respondents, for their time, cooperation, honesty in answering the questionnaire and for sharing their experiences; and

RESEARCHER’S FAMILY and FRIENDS, for the love and support in

one way or another, and

to ALL, who have contributed to make this study a success.

Luu The Vinh

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This piece of work is humbly dedicated

to my colleagues and fellow instructors,

my students, my family and

my relatives, my friends, my wife,

and my children

LTV

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TABLE OF CONTENTS

PAGE

TITLE PAGE ……… i

APPROVAL SHEET ……… ii

CERTIFICATE OF ORIGINALITY ……… iii

ACKNOWLEDGEMENT ……… iv

DEDICATION ……….………

v TABLE OF CONTENTS ……….………… vi

LIST OF TABLES ……… ix

LIST OF FIGURES ……… xii

ABSTRACT ……… xiii

CHAPTER I INTRODUCTION ……….……… 1

Background of the Study ……….….… 3

Objectives of the Study ……… 10

Hypotheses 11

Significance of the Study ……….…… 12

Scope and Limitation of the Study ……… … ………… 14

Definition of Terms ……….………… 15

II REVIEW OF RELATED LITERATURE …… ….…… 18

Conceptual Framework ………… 65

III RESEARCH METHODOLOGY ……… 66

Locale of the Study ……….………….… 67

Research Design …… ……….…….………… 68

Description of Respondents ……… 68

Research Instrumentation ……….….… 69

Data Gathering Procedure ……….…… 70

Statistical Treatment ……….… …….…… 71

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IV RESULTS AND DISCUSSION ………… ……… 75

Demographic Profile of Respondents ……… 75

Recruitment Practices of the Provincial Universities in the Northern Midland and Mountainous Region of Vietnam in terms of Job Analysis, Sourcing, Screening, and Selection……… 80

Respondents’ Assessment on the Recruitment Practices of the Provincial Universities in the Northern Midland and Mountainous Region of Vietnam ……… 84

Significant difference on the recruitment practices of the provincial universities in the northern midland and mountainous region of Vietnam assessed by the respondents ……… 110

Retention practices of the provincial universities in the northern midland and mountainous region of Vietnam in terms of growth opportunities, compensation, supports, relationship, culture and work environment ……… 130

Respondents’ assessment on the retention practices of the provincial universities in the northern midland and mountainous region of Vietnam ……… 136

Significant difference on the retention practices of the provincial universities in the northern midland and mountainous region of Vietnam assessed by the respondents ……… 170

Problem encountered by the respondents on the following practices ………

195 Solutions to improve the recruitment and retention practices of the provincial universities in the northern midland and mountainous region of Vietnam ……… 199

V SUMMARY, FINDINGS, CONCLUSIONS AND RECOMMENDATION Summary ……….……….……… 214

Findings ……… 215

Conclusions ……… 221

Recommendations ……… 223

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REFERENCES ……… ……… ……….…….…… 225

APPENDICES ……….…… 233

A Letter Request for Conducting the Study ……… 234

B Letter of Request to the Respondents ……… 235

C Research Instrument 240

D Data Analysis ……… … 249

CURRICULUM VITAE ……….……. 282

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LIST OF TABLES

1 Number of Sample Respondents 69

2 Percentage Distribution of Respondents’ Profile in Terms

of Highest Educational Attainment 77

of Length of Work Experience 78

7 Perception of Three Group of Respondents of Two

Universities on the Recruitment Practices in Terms of Job

8 Mean Distribution of Respondents’ Perception on the

Recruitment Practices in Terms of Job Analysis 89

9 Perception of Three Groups of Respondents of Two

Universities on The Recruitment Practices in Terms of

Recruitment practices in terms of Sourcing 95

Recruitment practices in terms of Screening 100

14 Mean Distribution of Respondents’ Perception on The

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TABLE PAGE

Universities on The Recruitment Practices 108

17 Testing of Hypothesis on Job Analysis Between Groups of

Respondents of Two Universities 110

18 Testing of Hypothesis on Job Analysis 113

19 Testing of Hypothesis on Sourcing Between Groups of

20 Testing of Hypothesis on Sourcing 118

21 Testing of Hypothesis on Screening Between Groups of

Respondent of the Two Universities 120

22 Testing of Hypothesis on Screening 123

23 Testing of Hypothesis on Selection Between Groups of

24 Testing of Hypothesis on Selection 128

25 Testing of Hypothesis on Recruitment Practices 130

26 Perception of Three Group Respondents of Two

Universities on The Retention Practices in Terms of

Retention practices in Terms of Growth Opportunities 142

Universities on The Retention Practices in Terms of

29 Mean Distribution of Respondents’ Perception on The

Retention Practices in Terms of Compensations 149

Universities on the Retention Practices in Terms of

Support

152

Retention Practices in Terms of Support 155

Universities on the Retention Practices in Terms of

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TABLE PAGE

Retention Practices in Terms of Relationships 160

Universities on the Retention Practices in Terms of Culture

Retention Practices in Terms of Culture and Work

36 Mean Distribution of Respondents’ Perception Between

Two Universities on the Retention Practices 168

38 Testing of Hypothesis on Growth Opportunities Between

Groups Respondent of Two Universities 170

39 Testing of Hypothesis on Growth Opportunities 174

40 Testing of Hypothesis on Compensations Between Group

41 Testing of Hypothesis on Compensations 179

42 Testing of Hypothesis on Support Between Group of

Respondents of The Two Universities 181

43 Testing of Hypothesis on Support 184

44 Testing of Hypothesis on Relationships Between Group of

45 Testing of Hypothesis on Relationships 188

46 Testing of Hypothesis on Culture and Environment

Between Groups of Respondents of Two Universities

Manager

190

47 Testing of Hypothesis on Culture and Work Environment 193

48 Testing of Hypothesis on Retention Practices 195

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LIST OF FIGURES

1 Diagram of Organizational Structure 22

4 Factors Affecting Recruitment 40

5 IPO Model of the Recruitment and Retention Practices of

the Provincial Universities in the Northern Midland and

Mountainous Region of Vietnam 65

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Title of Research : RECRUITMENT AND RETENTION PRACTICES

OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM

Researcher : LUU THE VINH (LEO)

Degree Conferred : DOCTOR OF BUSINESS ADMINISTRATION

Name and Address

of Institution

: Southern Luzon State University, Lucban, Quezon, Philippines and Thai Nguyen University, Socialist Republic of Vietnam

Adviser : Dr Joanna Paula A Ellaga

Year Written : 2017

The study intended to analyze and improve the employees’ recruitment and retention practices of the provincial universities in the northern midland and mountainous region of Vietnam Specifically, it sought to determine the recruitment practices of the provincial universities in terms of job analysis, sourcing, screening, and selection It also sought to determine the retention practices of the provincial universities in terms of growth opportunities, compensation, support, relationship, and culture and work environment Also,

it determined if there is a significant difference in the recruitment and retention practices of the provincial universities as assessed by the respondents when they are grouped according to their position In addition, it also pursued to identify problems encountered by the respondents on the recruitment and retention practices to propose an intervention program for recruitment and retention practices of the provincial universities The descriptive method was used through survey to a total of 390 respondents, composed of managers

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percentage distribution, weighted mean, Regression and the One – way ANOVA Based on the data gathered and analyzed, the findings indicated that the major difficulty of the existing recruitment practices of the provincial universities in the northern midland and mountainous region of Vietnam encountered is the lack of personnel's planning Furthermore, there are areas that need to be improved such as: job analysis, source of recruitment, researching on candidates’ background, creating justice and equal opportunities in recruitment and improving the quality of recruitment announcement It also indicated that the major difficulty of the existing retention practices of the provincial universities encountered is lack of development opportunities In addition to this, there are unsuitable compensation policy, untimely supports, and poor work environment The proposed solutions are to improve the quality of the recruitment practices generally by stating job description for each position, with clear requirements and criteria Also, expand and diversify recruitment sourcing In order to, improve the employee retention practices, it must ensure an average opportunity for candidates, and create a flexible working environment Thus, the success or failure ultimately depends on the attitude, awareness of the leaders and how they will address difficulties

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