Human resource management research at vietnam mobile telecom services one member limited liability company

Current situation of human resource management in the MobiFone Telecom Corporation .... The urgency of the topic In the present stage of development, together with the strong developmen

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TRẦN THỊ DUNG

HUMAN RESOURCE MANAGEMENT RESEARCH AT VIETNAM MOBILE TELECOM SERVICES ONE MEMBER

LIMITED LIABILITY COMPANY

NGHIÊN CỨU HOẠT ĐỘNG QUẢN TRỊ NGUỒN NHÂN LỰC

TẠI TỔNG CÔNG TY VIỄN THÔNG MOBIFONE

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

HÀ NỘI - 2019

ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH

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TRẦN THỊ DUNG

HUMAN RESOURCE MANAGEMENT RESEARCH AT VIETNAM MOBILE TELECOM SERVICES ONE MEMBER

LIMITED LIABILITY COMPANY

NGHIÊN CỨU HOẠT ĐỘNG QUẢN TRỊ NGUỒN NHÂN LỰC

TẠI TỔNG CÔNG TY VIỄN THÔNG MOBIFONE

Chuyên ngành: Quản trị kinh doanh

Mã số: 60 34 01 02 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS.TS NGUYỄN NGỌC THẮNG

HÀ NỘI - 2019

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CAMPAIGNS

I pledge that this is my own research The content referenced and used the documents, information posted on the works, journals and reports are fully annotated in the catalog reference of thesis

Author

Tran Thi Dung

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THANK YOU

First of all, I would like to thank the Faculty of Management and Businessment, Hanoi National University, especially the teachers have taught heartily, guide, help me throughout the time studying in the Faculty

I would like to send my deep thanks to Assoc Prof Dr Nguyen Ngoc Thang who spent a lot of time and dedication on studying and helping me to complete graduation essay

I sincerely thank my colleagues, friends and relatives for their help, encouragement, motivation during my studying process and doing my graduation essay

Author

Tran Thi Dung

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TABLE OF CONTENTS

CAMPAIGNS i

THANK YOU ii

LIST OF ABBREVIATIONS vi

LIST OF TABLES vii

LIST OF PICTURES viii

PREAMBLE 1

Chapter 1: THEORETICAL AND PRACTICAL FOUNDATION OF HUMAN RESOURCES MANAGEMENT IN ENTERPRISES 7

1.1 Theoretical foundation of human resource management in enterprises 7

1.1.1 Concept of human resources and human resources 7

1.1.2 The concept, goal and role of human resource management 7

1.1.3 Content management of human resources in the enterprise 11

1.2 Practical basis of human resource management in enterprises 20

1.2.1 Experiences in human resource management of some enterprises in the field of telecommunications 20

1.2.2 Lessons learned on human resource management for the General MobiFone Telecom 25

Chapter 2: SITUATION OF HUMAN RESOURCES MANAGEMENT AT MOBIFONE TELECOMMUNICATIONS CORPORATION 26

2.1 Some general information about MobiFone Corporation 26

2.1.1 The process of formation and development 26

2.1.2 Business line of MobiFone Telecom Corporation 28

2.1.3 Organizational structure of MobiFone Corporation 28

2.1.4 Human resources in MobiFone's staff 31

2.1.4 Employees of MobiFone Staff 31

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2.2 Current situation of human resource management in the MobiFone

Telecom Corporation 35

2.2.1 Situation of human resource planning 35

2.2.3 Situation of labor recruitment 39

2.2.4 Status of training and development 43

2.2.5 Current status of compensation and compensation 51

2.2.6 Situation of labor relations 56

2.3 General assessment of human resource management in MobiFone 60

2.3.1 Advantages 60

2.3.2 The remaining aspects, limitations 62

2.3.3 Cause of the shortcomings 64

Chapter 3: SOLUTION TO COMPLETE THE MANAGEMENT OF HUMAN RESOURCES IN MOBIFONE TELECOMMUNICATIONS CORPORATION 66 3.1 Development orientation of MobiFone Telecom Corporation in the coming time 66

3.1.1 Necessity and requirements for human resource management of MobiFone in the coming time 66

3.1.2 Development orientation of MobiFone in the coming time 67

3.1.3 The goal of improving human resource management at MobiFone 67

3.2 Complete solution of human resource management at MobiFone Telecom Corporation 68

3.2.1 Complete human resource planning 68

3.2.2 Complete recruitment of human resources 70

3.2.3 Develop a process for performance appraisal and periodic appraisal of performance 73

3.2.4 Carry out the training and development of human resources 77

3.2.5 Ensure benefits and benefits for employees 81

CONCLUDE 85

v LIST OF REFERENCES 87 APPENDIX 89

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LIST OF TABLES

Table 2.1: Human resources characteristics of the Vietnam Cooperative

Alliance (at the Advisory Board) 33

Table 2.2: Age structure of MobiFone employees in 2017 (The Advisory Board) 34

Table 2.3: Number of staff surveyed for work Human resource planning 36

Table 2.4: Staff Evaluation on Human Resource Planning 37

Table 2.5: Evaluation of staff on planning, job analysis 38

Table 2.6: Employment situation at MobiFone 39

Table 2.7: Evaluation of staff on labor recruitment 43

Table 2.8: Staff were sent for training and trainin in the period of 2015 - 2017 44

Table 2.9: Responsibility of staff after training 47

Table 2.10: Personnel structure according to seniority 48

Table 2.11: Evaluation of staff on training and human resource development 50

Table 2.12: Average income of MobiFone employees 52

Table 2.13: Evaluation of staff, salary and benefits 54

Table 2.14: Survey staff and employees on benefits deserved 55

Table 2.15: Survey staff and employees on the benefits of MobiFone need improvement 55

Table 2.16: Evaluation of staff on labor relations 57

Table 2.17: Evaluation of staff, management staff 58

Table 3.1: Performance assessment for MobiFone staff 76

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LIST OF PICTURES

Image 2.1 MobiFone's organizational structure 31 Figure 2.1 Organizational structure of MobiFone 31 Figure 2.2: Staff performance assessment chart about labor recruitment of MobiFone 43 Figure 2.3: Chart of evaluation result of staff on training work and human resource development 50

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PREAMBLE

1 The urgency of the topic

In the present stage of development, together with the strong development of science and technology and the integration of the global economy, organizations and businesses to achieve high efficiency in the production process of his business, it must acknowledge the role of human resource management (HRM) Problem is put in an constantly fluctuate environment, but has many opportunities challenge now is how to turn the human resource (HM) of the organization into a weapon strong enough in both quantity and quality as well as having certain flexibility to maintain and develop the team's activity organizations, enterprises However, to use HR effectively is not a simple problem It requires leaders, managers to have a look throughout, grasp the nature, content issues as well as doctrine, tissue

Management to find out for businesses, organize a suitable plan with their characteristics and conditions, they can develop to their full potential and potential human resources

Today, in the process of innovation and development, human resource

is an important factor that determines success and failure, therefore, sustainable development of a country, a locality or a business In the HRM, the most important thing is how to maintain, encourage and motivate employees to work their way with excitement So, to lead the staff successfully, want them peace of mind, enthusiastically work, managers must know how to motivate them Recruitment, training, salary, equitable treatment and science are the greatest incentives for labor in the current period But in the long term, non-material stimulus such as the work itself, the working environment is a great source of encouragement that help mployees relaxed, promoted, enthusiastic and satisfied with their work So the Human resource

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management issues of organizations and enterprises in the current stage need

to be concerned and invested in the right way and in time

Over the years, MOBIFONE Telecommunications Corporation has changes in the development of human resources policy in line with the development trend of socio-economic, suitable for the requirements of the competitive situation, the trend of transfer of telecommunication services, although always received the appreciation of the leaders of the corporation about the corporation's achievements in business as well as personnel policies

However, human resource management in the corporation still should

be studied to evaluate achievements, The existence and cause, on that basis, propose solutions to constantly strengthening and improving in the coming time Set in that context, research topic is necessary, meaningful both

theoretical and practical From those reasons I chose the subject "Research on Human Resource Management in MOBIFONE Telecommunication Corporation "as a graduate thesis topic

2 Overview of research situation

Research on human resources and human resources management is very many kinds of books, essays and newspapers talk about this issue:

- A Handbook for Effective Management, Human Resource Management by Robert Heller, translator: Lê Ngọc Phương Anh With content talking about the basic elements of the successful management techniques allow you to advise employees to work with their best The book also shows how management can turn failures to success for the company, by identifying and avoiding spectrum problems In addition to practical tips, the book also offers 101 helpful hints and a self-assessment of self

- Human resource curriculum written by Nguyen Huu Than with the content of human resources management activities, providing the theory of human in the most comprehensive way

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- Tran Kim Dung with the article "The Impact of Human Resource Management Practices on the Performance of Small and Medium Enterprises" published in the Economic development magazine in 2006 No 189, p 40-42 Let us take an overview of the reality of human resources management activities of small and medium enterprises and give some directional solutions for businesses

In addition to the book, there are some essays on human resource management such as the thesis of Nguyen Tuan Dung with the content

"Completing the Human Resource Management at School Hotel" in 2008, the thesis gave the theoretical and practical comment on management practices at School Hotel The author analyzes and evaluates the status of human resource management through evaluating the capacity of personnel planning, job analysis and performance as well as personnel selection of the hotel From assessing the advantages and limitations of the author has given some solutions to help improve the management of the hotel

- Essay of Nguyen Ngoc Linh with subject "Human Resource Management in General

Northern Food Corporation "in 2017 has systematized the rationale and Build solutions to help businesses achieve better performance in the operation

Human resource management, in the author's thesis also uses a variety

of models

to assess the performance of the staff management of the corporation - Nguyen Ngoc Linh's thesis "Human Resource Management in the Northern Food Corporation" in 2017 has systematized the theoretical basis and developed solutions to help businesses achieve better performance In human resource management, the author also used many quantitative models to evaluate the performance of human resource management of the corporation

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- Le Thi My Linh (2009) with the topic "Development of human resources in small and medium enterprises in Vietnam in the process of economic integration" The topic has systematized and developed theories on human resource development in general and has provided a general model of the content, approach and approach of human resource development in small and medium enterprises fit Based on that, the topic has collected information, explored and analyzed the real situation of human resource development in small and medium enterprises, showing the remaining aspects

of this work Based on analyzes and assessments, the thesis has proposed a number of views, solutions and recommendations for the development of human resources in small and medium enterprises in Vietnam

These studies have contributed to the systematization of theories and analysis of general issues of human resource management in economic organizations in Vietnam in general and in enterprises with capital of the State

or Private enterprise in particular However, before the changes in the domestic and foreign economic situation are posing many issues that need to be discussed not only at the macro level of human resource management but also

in both private and public enterprises government However, the books only studied in general, and for the dissertation, only the methodology of evaluating the effectiveness of personnel management and solution of specific areas of research, not a single Which comprehensive research and evaluation of human resources management activities at MOBIFONE Telecommunications Corporation Therefore, this is still the missing content and students want to discuss research

3 Objectives of the study

Clarify the current reality of human resources management of the Corporation

- Logical, historical, statistical methods

- Secondary Document Analysis Methodology: The material to be analyzed includes: the data, parameters are taken from the MOBIFONE Telecommunications Corporation and the journal articles, reports, scientific research works

- Survey Methodology: To collect primary data, the learner designs the set of questionnaire survey and sent to 500 staff at MOBIFONE via e-mail

As a result, the trainee collects 450 vouchers with enough information for serving dissertation

The questionnaire consists of the following sections: Information on interviewees and questions related to human resource management at MOBIFONE (Human resource activities, job analysis, recruitment, training; compensation policy and treatment; labor relations)

Details of the survey questionnaire are attached as Annex 1

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- Interviewing method: The interview method is used for collecting more information on the production and business of the Corporation, the policies and solutions to improve human resource management in MOBIFONE Telecom In this study, the trainees chose to interview 20 people, focusing on the subjects: Heads, Deputy Directors, units of the Group's staff

The list of interview questions is attached in Attachment 2

- Data processing method: Excel software

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Chapter 1 THEORETICAL AND PRACTICAL FOUNDATION OF HUMAN

RESOURCES MANAGEMENT IN ENTERPRISES

1.1 Theoretical foundation of human resource management in enterprises

1.1.1 Concept of human resources and human resources

Human resources are understood as the resources of every human being that this resource including physical strength and intellect Manpower has great influence on management level and the level of use of business factors, human resources is a dynamic factor, positive of each production process

Human resources are all individuals involved in any activity of organizations, enterprises, to achieve the achievements of organizations, businesses that set out Any organization made up of members is human resources Human resources are different from the businesses resources (finance, capital, equipment, etc.) that are The most precious and most important resources in all organizations, enterprises Therefore, it can be said that human resources of an organization include all employees working in that organization

Human resources as a factor of socio-economic development are labor capacity of the society is understood in a narrower sense, including the population in working age are able to work

So, "human resources can also be understood as the synthesis of individual beings people involved in the process of labor, is the overall physical and mental factors in the process of labor"

1.1.2 The concept, goal and role of human resource management

1.1.2.1 The concept of human resource management

There are many ways of understanding about human resource management (HRM) The concept of HRM can be presented in many

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different perspectives HRM is one of the important mission of leading businesses, it determines survival and development of the business HRM covers both broad and narrow meanings

In broad terms: HRM is the process of exploiting, organizing and using science modern techniques and management theories to achieve team strategic goals by regularly search, human resources development, coordination, inspect and urge the implementation of the rational wage and penalty regime exploit and utilize effectively human resources [11]

In a narrow sense: HRM is the process by which the regulator implements these specific tasks such as recruiting, reviewing, assigning work, solving salary and allowance, evaluating staff quality, performance goals and plans of the organization well

Thus, human resource management is a process of recruitment, selection, maintain, develop, use, encourage and provide facilities for human resources through that organization

Can be understood in a simple and short way: HRM is the way that makes employees work effectively and is pleased with their work

From a management perspective, mining and human resource development focus on value of people, exploit and manage to address these interpersonal interaction with work, between employees and employees, between employees and the organization Exploitation and management of human resources needs to be achieved the result enhances the performance of the organization, enhancing competitiveness On the other hand, improving the lives of employees makes them feel comfortable and stick with task

But in any sense, HRM is still all the activities of a team to build, develop, use, evaluate, preserve a work force in accordance with the organization's work requirements both in terms of quality and quantity The objects of the HRM are workers as individuals, officials and employees in the

1.1.2.2 Human resource management objectives

The basic objective of a business is to attract good people with the business, use human resources effectively to increase productivity and improve the efficiency of enterprises and motivating employees, enabling them to express, develop, and devote, help them stick together, athusiastic, loyal to the business

Social Objectives: In terms of social aspects, human resource management presents a very humanist perspective on the rights of workers, enhancing the position and values of workers, attaching importance to harmonious settlement of interests Benefit sharing between organizations, enterprises and employees

The goal of the organization is to provide personnel so that each department accomplishes its own goals and tasks in line with the overall goals

of the organization It is the construction of the structure and organization of personnel corresponding to the structure of operation of that organization and the criteria for measuring the performance of the enterprise: gross profit; Profit margin; Profit per unit of product (service); Fixed payback period; Working capital turnover; Labor productivity; Average income.Personal goals: This is an important goal because it meets the goal

Personal goals: This is an important goal because meeting the individual goals of the employee will motivate their efforts, to accomplish the task most effectively, which will lead to the success of the organization In addition,

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personal goals should also answer the question: "What do employees need at the manager?" They need: Stable employment; Evaluate the capacity, the right contribution; Be treated fairly; Promising in work, income; Safety at work

1.1.2.3 The role of human resource management

Any business that conducts business activities must meet two factors, human and material In particular, human resources play an extremely important role, decisive for the existence and development of enterprises

Firstly, due to the increasing competition in the market, businesses that want

to survive and develop are forced to improve their organizations in a compact, dynamic way in which the human factor is decision People with their skills, qualifications, use of labor tools affect the labor object to create products for society This process is also organized and controlled by humans People design and produce goods and services, check quality, sell products on the market, allocate financial resources, define common strategies and goals for the organization Without effective people, every organization can not achieve its goals

Secondly, the advancement of science and technology together with the

economic development forces the executives to know how to adapt their organization Therefore, the implementation of the planning, recruitment, retention, development, training, motivation and creation of favorable conditions for human beings through the organization, in order to achieve the set objectives top concern

Thirdly, human resources management research helps managers

achieve goals and outcomes through others An administrator can plan a complete, clear organizational map with an accurate modern inspection system, but the manager can fail if he or she does not know the right person for the job, or do not know how to encourage employees to work To be effective, managers need to know how to work and get along with others, and how to engage others

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Fourthly, human resource management helps managers learn how to deal with others, find common language and be sensitive to the needs of employees, and know how to evaluate employees accurately They have to entice employees into the job, avoid mistakes in the selection, use staff, know how to coordinate the goals of the organization and the goals of individuals, improve efficiency organization's Businesses need to put human strategy into

a strategic part of business, contributing to improve the quality and efficiency

of the organization

In summary, human resource management plays a central role in the process of running a business enterprise in general, helping businesses survive, grow and rise in competition This central role comes from the role of the human being: the human being is the constituent element of the enterprise; Human beings operate the business and the people decide the success of the business Because of the important role of NNL, human resource management

is an important management area in every business

1.1.3 Content management of human resources in the enterprise

1.1.3.1 Human Resource Planning

Human resource planning is the process of forecasting, identifying human resource needs, setting policies and skills and qualities necessary for each stage of operation and bringing about high efficiency for the organization

Human resource planning plays a central role in human resource management, having a great influence on the efficiency of the work of the enterprise Therefore, human resource planning contributes to the success of the business Human resource planning helps businesses proactively anticipate personnel changes, from which adjustments are made From then

on, the business will know what kind of employees? When do businesses need them? Does the company already have the right person? Human

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resource planning is the basis for recruiting, training, developing and maintaining human resources It affects the efficiency of the business Good human resource development will help the company to have the right personnel When there is no human resource planning or ineffective human resource planning, the enterprise will not be able to evaluate its human resources This greatly affects the overall performance of the business

Human resource planning also creates an opportunity for enterprises to be proactive in human resources Ensure that the business always has enough staff with the necessary skills at the right time At the same time, avoid the risk of using labor and help administrators clearly identify the direction of the organization

1.1.3.2 Job analysis

Job analysis is the process of studying job content in order to determine the conditions of work, duties, responsibilities and authority when performing the work and the qualities and skills required to perform well assigned tasks Job analysis also collects systematic information about the work Job analysis

is designed to identify tasks that fall within a specific area of work and to identify the specific skills, capabilities, and responsibilities of the personnel that the job requires to be successful

Job analysis provides managers with a summary of the tasks and responsibilities of a job with other jobs, skills and working conditions Job analysis is performed in the following three cases

First: When the organization is established and the job analysis

program was conducted for the first time

Second: When new work is needed

Third: When the work must change as a result of new science and

technology, methods, procedures or new systems

1.1.3.3 Recruitment

Employing a job is a process of attracting, researching, selecting and deciding to get an individual into an organization The purpose of the

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recruitment is to select one or more candidates from the selection criteria that best matches the criteria and requirements of the position

The requirements for recruiting employees into organizations are:

- Recruiting qualified and suitable people to work in high productivity and good work

- Recruiting disciplined people who are ethical and know how to stick with the work of the organization

- Recruiting people with good health and long-term ability By recruiting new employees, one side of the workforce is rejuvenated and the other average level is increased So one can say that "recruiting employees is

a form of non-physical investment, investing in people"

The recruitment process consists of the following steps:

- Step 1: Identify needs

Demand can be anticipated (when creating a new organization and new positions, having retirement arrangements, promotion or transfer known)

Unforeseen needs (sickness, sudden illness, accident or death, absence for unknown reasons, resignation for any reason that can not be refused )

- Step 2: Analyze the position

Describing and analyzing vacancies is a mandatory and demanding practice It ensures the business in general, the recruitment in particular recognize and fully know all aspects of the job vacancy The content of the placement analysis may include the following:

+ Title of the position

+ The general task of the position (reason for existence of position in the enterprise)

+ Locate in the organizational file

+ Location History: People who took up the position, the reason for the change

+ Working facilities and special working conditions

Replacement in some cases is absent

+ Criteria of the person assuming the position

- Step 3: Develop standards and requirements

Following a thorough analysis of the position and the specific work of the position is a step that defines the criteria and requirements of the person who will take up the job

There are a number of criteria for each job type: qualifications, qualifications, skills or experience needed to perform the job, personal characteristics such as gender, minimum or maximum age, intelligence agility, precision, careful traits

- Step 4: Explore the source

Internal recruitment is a very necessary job, as every business always has an internal development policy, that is, to be motivated, rewarded and timely development of employees as they develop hope and achievement

External recruitment is a very necessary policy once the enterprise needs to rejuvenate the staff, want to supplement the knowledge of new and modern science and technology besides the advantages, the outsourcing also allows the application The "special staff" that it can not have External sources are quite diverse, such as job placement centers, referrals from former employees, random applicants, graduates from universities and colleges

In general, businesses need to analyze the pros and cons of all possible optimal decision scenarios

- Step 5: Recruitment

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Notice: Usually used for internal recruitment Then just announce the position at the recruitment, in the HR department or at the business portal The content must be really specific in order to find the desired person

Advertising: is often used when the business needs to be recruited outside,

as it is a very effective means to attract and attract recruiters Advertising is often associated with the promotion and promotion of business Advertising costs are now expensive, so pay attention to the following key needs:

Content is concise, short, detailed, sufficient and has the highest information (but still ensure the following four key points: introduction of the business and its development trends, positioning Qualifications and requirements for this position and the required procedures as well as how to contact and contact the fastest with the business

+ Speech, words must be attractive to attract the maximum attention

of applicants

+ The number and duration of advertising should be reasonable

- Step 6: Filing and prequalification

After the announcement and advertising, the recruitment department of the enterprise should conduct the period of receipt of dossiers and study records

Preliminary research is a very important and necessary job, because this

is the first stage of employee selection

- Step 7: Interview and test

This is the most important stage of the hiring process, because the business will find out who is most suitable for the job and does not make the mistake of choosing In this stage, enterprises conduct the examination, testing, testing and interviewing in turn

- Step 8: Decide on recruitment

Employee recruitment decisions are made on the basis of the final aggregate assessment of the Recruitment Council and the Director will sign

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the decision Then sign a contract of employment between the employer and the employer The contract is made in two copies, clearly stating the benefits and obligations, together with commitments of the two parties

- Step 9: Join the newcomer

This is an important step affecting the quality of recruiting staff Because, new people in the position often have a state of anxiety, confusion, job acquaintance or lack of knowledge, lack of experience Therefore, according to the experience of employers, there should be a plan to pick up Introduce and have a "sponsor" to mentor, train more or help the newcomer to integrate quickly into position

- Step 10: Evaluate recruitment effectiveness

The recruitment process is a lengthy and costly process To assess the effectiveness of recruiting needs to calculate its cost People usually divide these types of expenses into two categories, such as time and money The sum of these two costs will tell you the cost of a job Since then, the company can evaluate the performance of an employee and draw experience for subsequent recruits

1.1.3.4 Training

Training is an activity that equips new knowledge and skills, changes attitudes, behaviors and improves the ability to perform tasks through activities such as: Career, training, For the workers, fostering to raise the skill level and update knowledge management and technology for managers and professional staff

The purpose of training is to help employees in the organization perform better, especially for new employees; To update new skills and knowledge for laborers so that they can quickly get access to changes in new technologies and techniques, avoid stagnation and outdated conditions; To guide the work of the new NNL; Prepare staff for management level and meet development needs for employees

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The training process has four main steps: Training Needs Analysis; Analysis of training programs and materials; Conduct training; Evaluation and testing

Forms of training include:

- Off-the job training is the form of training in which the learner is separate from the actual work

- On-the-job training is a form of face-to-face training in which the learner will learn the knowledge and skills necessary for the job through the practice of performing work under the supervision of a person more skilled workers This includes methods such as job training, vocational training, mentoring and mentoring, rotation, job rotation

1.1.3.5 Wages and benefits

Wages are one of the motivations for people to work enthusiastically, but it is also one of the causes of stagnation, dissatisfaction, or abandonment

of the company Wages and benefits are understood as all kinds of rewards an individual receives in exchange for his or her labor Employability is one of the most challenging issues for managers The most important goal of compensation policy is to ensure fairness Therefore, building a payroll scales system, setting up and applying compensation and welfare policies is one of the most important activities of stimulating and encouraging

In order to pay workers properly and effectively, the pay system in the enterprise must ensure that the basic principles: comply with legal requirements, reflect the capacity and effort to close contribution of each employee, in the structure of wages must have hardware and software At the same time, the pay system must be simple, easy to understand, clear for all employees to understand and check their wages

The wage regimes include:

- Salary regime and position salary regime

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- The rank-and-salary regime is the entire regulation of the State and the industry to pay salaries to the laborers based on the quality and working conditions This scheme is applicable to direct labor and wage-based pay as expressed in quantity and quality

- The position salary regime is the entire provisions of the State to pay for management labor

Pursuant to the wage regimes, enterprises shall pay wages to laborers in one of the following forms: pay according to products and pay wages according to time

The benefits include:

- Compensation for employees

Treatment to stimulate workers to improve labor productivity, improve business efficiency and achieve business objectives

Each group of individuals comes to the enterprise with a single goal and desires Everyone has their own priorities and constraints As a human resources manager, with the specific individuals and groups identified, the need to determine the motivation of each group and individual to have the appropriate impact, dose at the right time give the expected results

Compassion is expressed in two forms: material compassion and spiritual compassion

- Material compassion

Materialization is an important motivating force to work enthusiastically with responsibility, striving to improve the efficiency of assigned work

Where wages are a practical and sensitive issue in policies that are relevant to people in business as well as in society On the part of wage earners, their salaries represent their talents and status, and reflect the agency's and society's appreciation for their collective contribution

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In addition to wages, employees receive additional payments such as allowances, bonuses and bonuses In particular, bonuses are a highly motivating tool for employees, as well as an incentive for employee morale, a bonus that redefines employee achievement At the same time, encourage all employees in the business to strive for high achievement

Spirit compassion:

Spiritual compassion plays an important role in satisfying the diverse needs

of the workers The higher the level of spiritual well-being, the more spiritually motivated the measure is to meet the rising demands of the workers

+ In many cases mental stimulation is more important than physical stimulation Therefore managers need to use the title to give the employee a gift There are also some other forms such as sending letters of praise, newspapers, stickers and photos

+ Evaluate staff regularly, in time, discover the potential for retraining and at the same time spot errors and provide opportunities for staff to repair

+ Improving working conditions to ensure good health and cheerful mood for employees

+ Apply flexible working time and reasonable rest Applying this mode the workers will feel comfortable and the work performance will be high On

In the context of the current volatility of human resources, the development of a reasonable remuneration system becomes ever more urgent, requiring the application of advanced remediation systems experience applied in Vietnam conditions The effective remuneration system will be the sticky between the organization and people, the leadership stick As a result, the company has a stable human resource to achieve its goals Employees find joy, happiness and passion in their work and work for the organization

1.1.3.6 Labor relations

Labor relations are all relationships related to obligations and interests between the parties involved in the labor process The relationship between the employee and the employer during the labor process Labor relations are governed by the Labor Code and the Trade Union plays an important role in protecting and fighting the legitimate interests of workers Resolving good working relationships will both help the employer to have a collective atmosphere and good traditional values while helping employees be satisfied with the work of the business

1.2 Practical basis of human resource management in enterprises

1.2.1 Experiences in human resource management of some enterprises in the field of telecommunications

1.2.1.1 Vietnamobile's experience in human resource management

With more than 19 years of experience in the telecommunications and information technology market in Vietnam, Vietnamobile has been developing various types of products and services In fact, at Vietnamobile

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now, like many other companies, management is very administrative The Human Resources Department actually only performs heavy administrative functions in the political system by staff management, personnel management, timekeeping, payroll calculations according to the wage scale of the state and payroll Staff planning in accordance with the regulations and standards of the state but not the function of human resource planning, training, talent search due to lack of a human resource management department in the right sense The reality is that human resource managers need to find ways to develop human resource management in line with company culture, corporate management philosophy and development strategy, However, all of these core issues (corporate culture, strategy, leadership philosophy, vision) have not been developed at Vietnammobile and management is based entirely on administrative principles

In general, Vietnamobile still has no clear concept of human resource management and its role in the organization However, many signs of thinking and management have shown the nature of human resource management in this unit The management of this human resource in Vietnammobile is not effective due to the following reasons:

- The recruitment is not publicly transparent, no clear recruitment strategy Not announced mass media, no recruitment criteria, clear recruitment plan Not established recruitment board The majority of recruitment takes place through a family, personal or family relationship As a consequence, there is a personal relationship to work in the company, some lucky individuals have specialized courses that the unit is needed can be

"free", most of the charge " slippery "to work This is the general sentiment of the majority of workers now "wanting to lose money to get into state-owned enterprises" for stability The quality of inputs of human resources is not high

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- The post-recruitment training and retraining is not carried out thoroughly, most of them have just stopped training safety for new employees without professional training, work processes, culture company, development strategy, teamwork skills And in fact, there are not enough qualified staff to handle the training Units with or without need for recruitment may not be interviewed or interviewed before recruitment The organization department decides which unit is responsible for training and placement

- In the process of work, the issue of remuneration, compensation policy also encountered many problems inadequate The phenomenon of income inequality is a major phenomenon at every unit of the company, especially with direct versus indirect labor Young staff have the capacity, work well, pay not pay satisfactorily with their contributions, still grading Monthly employee evaluations are performed sensitively at the units of the company by rotation

- Rewarding issues: Averageism, grading is a problem for many years, besides wage policy is not competitive, fair, can not motivate employees, reward policy is also a The big problem exists for many years In addition to paying a lack of competitiveness, motivation, pay is not competitive

- The policy of compensation and promotion for staffs has been implemented not really good and transparent The promotion decision is made

by the Advisory Board and must be presented to the Board of Directors prior

to the appointment of the Director by the General Director and there are no specific criteria for appointment

- In addition, the planning of human resources is not done in a scientific way As mentioned above, the majority of recruiters do not meet the actual needs Without planning, analyzing and assessing actual needs, redundancy and over-abundance are often lacking Specifically, competent cadres are

- The assessment of employee performance is based on an informal understanding of how the person works, not on the basis of formal assessment tools

From the fact that in the management of human resources of Vietnammobile shows that the slow management reform in general, human resource management in particular if not focused will lead to poor business and stagnation, difficult to raise Competitive edge in new conditions Vietnamobile's human resource management can be considered as a typical example of underestimating human resource management and its limitations will be a lesson for MOBIFONE

1.2.1.2 Experience in human resource management of Vinaphone

VNPT - Vinaphone is a subsidiary of Vietnam Posts and Telecommunications Group (VNPT) operating in the field of mobile communications, providing GSM, 3G and messaging services and many other fields, with the trade name Vinaphone The company was established on June 26, 1996

Since its inception, the company has focused on building and developing human resources and identifying them as the key and fundamental factors that help to make a difference and to bring advantages and competitiveness The existence and rapid development of the company

This awareness is not new, but the success of Vinaphone is that the Board of Directors has strategic guidelines, correct solutions and

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breakthrough steps to build high quality human resources for each stage, each

To meet the requirements of production and business (business and production) in the immediate and long term Accordingly, the building of human resources is always placed under the close and close direction of the Party Committee, the leadership and the committee, the commander at all levels Vinaphone Party has issued a special resolution, member units have formulated specific plans and programs of action to implement this strategic issue Along with the regular building and strengthening of the organization model, Vinaphone has implemented synchronous mechanisms and policies to attract, retain, train and foster human resources in appropriate forms

At present, Vinaphone has developed and applied a set of processes and regulations in selecting, evaluating the quality of labor, describing functions and tasks for each position; To take initiative in coordinating with ministries, branches and training establishments in order to create human resources; Particularly interested in attracting high-quality laborers, leading experts The planning and recruitment of the company has been gradually reformed; The company has applied the recruitment solution to the position titles, as a basis for recruiting, appointing and promoting staff The training and retraining of staff is promoted at all levels, in many forms, both in the country and abroad

On the other hand, there is a policy of financial support to encourage and motivate staff and employees to improve their knowledge and skills; Every year, 2% of revenue will be used to create the budget for training and development of human resources In addition, always take care to improve the material life, spirit, create favorable conditions and environment for cadres and employees to develop their talents The salary, bonus and social welfare policies are also regularly renewed, in line with reality; In particular, special preferential policies for high quality workers and good professionals will be attached Thus, creating motivation to attract and promote staff, improve

- Firstly, the recruitment must be open and transparent, avoid the

"grandchildren", relationship relationship Have clear plan and content Should establish a recruiting committee Recruiters must have the skills to interview and evaluate candidates' qualifications

Secondly, post-recruitment training should be focused on improving the ability of employees The focus should be on evaluating the effectiveness of training

- Thirdly, the reward system must be reasonable to encourage the spirit and create work motivation to for employees

- Fourthly, the compensation and promotion policy for workers must be transparent, properly assess their work capacity in order to attract and retain good people

- Fifthly, the work of human resource planning must be done scientifically and methodically; Avoid overproduction in parts

- Sixthly, the management structure is reasonable, flexible, avoid causing waste and overlap between parts

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Chapter 2 SITUATION OF HUMAN RESOURCES MANAGEMENT AT MOBIFONE TELECOMMUNICATIONS CORPORATION

2.1 Some general information about MobiFone Corporation

2.1.1 The process of formation and development

MOBIFONE was established on April 16, 1993 with the initial name of VMS Mobile Company, with many difficulties, challenges in terms of capital, human resources, infrastructure In 1995, through cooperation with Comvik

- Sweden has helped MOBIFONE have capital and technology as well as modern management experience In 10 years of cooperation with Comvik, MOBIFONE has a good source of foreign investment

After more than a decade of establishment, MOBIFONE is a strong brand that has always been a leader and achieved many notable achievements such as the "Most Popular Mobile Phone Network 2006", " Best of 2006 "by readers of E-chip Mobile voted in VietNam Mobile Awards System," Hero of Labor "in 2011

In 2014, the information and communication (ICT) sector in Vietnam will witness a major change That is VMS Mobile Company is separated from the VNPT Group to become independent business enterprise under the Ministry of Information and Communications This is also the step for MOBIFONE to upgrade to become a corporation, to develop legging (together with Viettel and Vinaphone) in Vietnam's telecom market Having been "stripped away" by the traditional mobile service provider, which has long been too tight and constrained by the development, MOBIFONE has stepped up to become a new multi-service business

In 2015, MOBIFONE will guide MOBIFONE as a multi-service provider with four main pillars: Telecommunications & Information

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Technology, Television, Retail and Multi-Service From a traditional mobile service business for more than 20 years, this is indeed a challenging road for MOBIFONE But in just one year, MOBIFONE has made remarkable achievements with the retail chain with 100 stores nationwide being quickly launched and put into operation in the first year In order to promote more internal resources, the corporation has cooperated with many big names in and outside the country in similar fields MOBIFONE also received the cooperation from local ministries, departments and agencies after the agreement on supporting the construction of infrastructure, social security

2015, really a big turning point of the Corporation

Stepping up to a new page with success, but behind a lot of challenges, pressure from public opinion to leaders, officers and employees of MOBIFONE With the spirit of the MOBIFONE the difficulties have been gradually overcome In 2016 marked many important milestones of MOBIFONE such as: North-South transmission axis officially completed partly confirmed that the Corporation has made great efforts to build infrastructure for the development of telecommunications and IT, MOBIFONE also Successfully tested 4G services to provide customers with many quality products IOT products, new IT solutions launched and received

is also a proud point of MOBIFONE after two years of establishment Corporation For the first time the concept of MOBIFONE Ecosystem is known Ecosystem is where equipment, content, technology converge to meet the elements Security - Utilities – Entertainment

In 2017, the Corporation will continue to make changes in its organizational structure and leadership But thanks to the firm steps before, MOBIFONE has confirmed the strategy laid out and followed over the past two years is absolutely correct The new businesses such as retail, television,

IT also flourishes The corporation continues to promote cooperation with

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many big names such as Facebook, Google to open new business opportunities, perfect the ecosystem MOBIFONE

2.1.2 Business line of MobiFone Telecom Corporation

2.1.2.1 Main business sectors

- Investing, constructing, operating, operating the network and providing telecommunication services, information technology, broadcasting, multimedia;

- Producing, assembling, importing, trading electronics, telecommunications, information technology;

- Consulting, survey, design, construction and installation specialized electronics, telecommunications, information technology;

- Maintain, repair specialized equipment of electronics, telecommunications, information technology;

- Other industries after being approved by the Ministry of Information and Communication

2.1.2.2 Lines and occupations related to the main lines of business

- Export and import of telecommunications equipment and supplies for the operation of all units of MOBIFONE;

- Financial investment in the field of telecommunications and information technology according to regulations of the law;

- Advertising services, events in the field of electronics, telecommunications,

information technology, broadcasting, multimedia;

- Office leasing, telecommunication infrastructure;

- Doing other lines of business in according to regulation of the law

2.1.3 Organizational structure of MobiFone Corporation

On 01/12/2014, the Ministry of Information and Communications has issued Decision No 1798 / QD-BTTTT on the establishment of MOBIFONE Telecommunications Corporation on the basis of reorganizing Mobile One-

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Member Limited Liability Company Organization model of MOBIFONE Telecom Corporation consists of the following units:

- The Internal Audit Department of the Corporation

- Unit of General Staff

+ Including 13 functional boards (Department of Personnel and Labor, Planning and Strategy Department, Finance Committee, Accounting Department, Investment Committee, Personal Banking Department, Corporate Business Department and National Business Communication Department, Multimedia and Value Added Services Division, Customer Care Unit, Network Development Division, Network Management and Operations Division, Information Technology Department);

+ Office of Corporation, Office of Party - Union, Public Office group;

+ 01 functional room (export and import department);

+ Project Management Boards: 5 Project Management Boards (Infrastructure PMB 1,2, 3; Architechture PMB 1,2)

- Subsidiaries of the Corporation: 20 units

+ MOBIFONE Service Company at 1,2,3,4,5,6,7,8,9;

+ MOBIFONE Network Center in the North, Central and South;

+ Network Management and Control Center (NOC);

+ MOBIFONE International Telecommunication Center;

+ MOBIFONE Research and Development Center;

+ MOBIFONE design consultancy center;

+ MOBIFONE Telecommunication Equipment Testing and Repair Center; + MOBIFONE Multimedia and Value Added Services Center;

+ MOBIFONE Billing and Liquidity Center;

- Subsidiaries: According to the regulation on organization and operation of MOBIFONE Telecommunications Corporation (issued together

About the organizational structure of MOBIFONE: According to Clause 1, Article 23 of the Charter of Organization and Operation of MOBIFONE Telecommunications Corporation (issued together with Decision

No 1126 / QD-BTTTT dated July 06 / 2018 by the Minister of Information and Communications), the management structure of MOBIFONE includes:

- Council members;

- Surveyor;

- The General Director, the Deputy General Directors, the Chief Accountant;

- Assisting apparatus, internal audit committee

The organization structure of MOBIFONE's management system is shown in Image 2.1 below: