olutions to vietnam stamps company in improving the quality of human resources in the period 2018 2022

Analysing the real situation of human resource quality of the Vietnam Stamps Company .... ABBREVIATION Abbreviation Full version of the word/phrase HR Human resource HRD Human resources

ĐẠI HỌC QUỐC GIA HÀ NỘI

KHOA QUẢN TRỊ VÀ KINH DOANH

ĐẠI HỌC QUỐC GIA HÀ NỘI

KHOA QUẢN TRỊ VÀ KINH DOANH

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS TS Nguyễn Ngọc Thắng

HÀ NỘI - 2020

DECLARATION

The author confirms that the research outcome in the thesis is the result of author’s independent work during study and research period and it is not yet published in other’s research and article

The other’s research result and documentation (extraction, table, figure, formula, and other document) used in the thesis are cited properly and the permission (if required) is given

The author is responsible in front of the Thesis Assessment Committee, Hanoi School of Business and Management, and the laws for above-mentioned declaration

- In particular, I would like to express my deep appreciation to the supervisor: Associate Professor Ph.D Nguyen Ngoc Thang who has dedicatedly guided, advised and helped me, encouraged me throughout the research and completion of the thesis

- On this occasion, I would like to express my sincere thanks to the principals, vice principals, and all the tutors and teachers of the university for creating favorable conditions, providing data, materials and enthusiasm Contribute me during the research process I also thanks to the staffs working at other departments of the university, such as Academic Affair department: MBA program Coordinator

- For fulfilling the data of the thesis, I sincerely thanks to the management and employees

of Vietnam Stamps Company that helping me a lot during the research

- Thank you to my colleagues, friends, family for encouraging, and helping me in the process of learning and scientific research

Despite great efforts, the thesis cannot avoid shortcomings; The author is looking forward to receiving the sympathy, guidance, help and comments from scientists, teachers, managers and colleagues

Sincerely thanks!

CONTENT

DECLARATION 1

ACKNOWLEDGEMENT 2

ABBREVIATION 5

LIST OF FIGURES 6

LIST OF TABLES 7

INTRODUCTION CHAPTER 8

1 Rationale 8

2 Literature review 10

2.1 General view of domestic and international project on topic HR and quality of HR in organisation 10

2.2 General view of domestic and international project on topic improving the quality of HR in organisation 11

2.3 General view of the project 12

2.4 Concept of human resources and human resources development 12

2.5 Position and role of HR in the cause of industrialization and modernization 13

2.6 Criterias and methods of evaluating the quality of human resources 13

2.7 Influencing factors to the quality of HR 14

3 Aims of Research 14

4 Objects of Research 15

5 Scope of Research 15

6 Research Methodology 15

7 Thesis Structure 16

CHAPTER I BASIC THEORY ON IMPROVING THE QUALITY OF HUMAN RESOURCES IN ORGANISATION 17

1.1 HR in the organisation 17

1.1.1 Conception of human resources 17

1.1.2 Features of HR in organisation 19

1.1.3 Categorisation of human resources 20

1.2 Quality of HR in organisation 20

1.2.1 Conception of quality of HR in organisation 20

1.2.2 Criterion of evaluating quality of HR in organisation 22

1.3 Improving quality of HR in organisation 23

1.3.1 Conceptions 23

1.3.2 Activities for improving quality of HR 24

1.3.3 Influecing factors for improving quality of HR 24

1.4 Experiences on improving quality of HR 27

1.4.1 Experiences from international organisations 27

1.4.2 Experiences from domestic organisations 31

1.4.3 Learning from those experiences to Vietnam organisations 33

CHAPTER II ASSESSING THE QUALITY OF HUMAN RESOURCES AT THE

VIETNAM STAMPS COMPANY DURING PERIOD 2015-2018 35

2.1 General view of Vietnam Stamps Company 35

2.1.1 The process of formation and development of brand 35

2.1.2 The process of formation and development of Vietnam Stamps Company 37

2.2 Analysing the real situation of HR quality of Cotevina 38

2.2.1 Structure and organisational model of the company 38

2.2.2 Functions and tasks of production and business of the company 39

2.2.3 Production and business situation of the company 40

2.2.4 HR situation in reality of Cotevina 44

2.2.5 Analysing the real situation of human resource quality of the Vietnam Stamps Company 47

2.3 Actual situation of activities to improve the quality of HR of Cotevina 54

2.3.1 Recruitment and talents attractions 54

2.3.2 Training activities, improving skills and professional qualifications 57

2.3.3 Salary, bonus and welfare policies 59

2.4 Assessing the status of improving the quality of human resources at Cotevina 62

2.4.1 Strengths 62

2.4.2 Limitations 64

2.4.3 Reasons 64

CHAPTER III SOLUTIONS FOR IMPROVING THE QUALITY OF HUMAN RESOURCES AT VIETNAM STAMPS COMPANY 66

3.1 Orientation to improve the quality of HR of the company 66

3.1.1 Orientation of production and business development of the company 66

3.1.2 Orientation to improve the quality of human resources of Cotevina 67

3.2 Some solutions to improve the quality of human resources at the company 68

3.2.1 Well implement recruitment and attract talents 68

3.2.2 Promote the effectiveness of training and retraining to improve the level of employees 69

3.2.3 Remuneration policies and regims for employees 70

3.2.4 Solution for building organisation culture at the company 72

CONCLUSION 73

REFERENCES 75

APPENDIX 01 77

APPENDIX 02: 80

APPENDIX 03: 81

ABBREVIATION

Abbreviation Full version of the word/phrase

HR Human resource HRD Human resources development HRM Human resources management KPI Key performance indicator Cotevina Vietnam Stamps Company

LIST OF FIGURES

Diagram 2.1 Organisational structure of Vietnam Stamps Company 39

Figure 1.1 Population of Vietnam during 1950-2017 10

Figure 2.1 Gender of HR of the Vietnam Stamps Company during 2016-2018 46

Figure 2.2 Gender of HR of the Vietnam Stamps Company during 2016-2018 47

Figure 2.3 Ratio health status of employees of Cotevina during 2016-2018 51 Figure 2.4 Research on employee’s demand of organizing training classes

within the Cotevina Company in 2018

58

Figure 2.5 Research on employee’s willingness in participation of training

classes that organized by Cotevina

58

Figure 2.6 Satisfaction of salary paying for employees at Cotevina in 2018 61

LIST OF TABLES

Table 2.1 Results of production and business activities of the Vietnam

Stamps Company in the period of 2011-2015

40

Table 2.2 Results of production and business activities of the Company in

the period of 2016-2018 and year 2019 (planning)

Table 2.7 Health status of workers according to health classification

standards of company period 2016 – 2018

INTRODUCTION CHAPTER

1 Rationale

Human resource (HR) is considering as the main and important assets of any organization It is necessary for organization to understand that an emphasis on the development aspect of human resources should be strongly invested if they want to achieve business success in today fast-changing business environment (Geet, Deshpande, & Deshpande, 2009) All the companies are desired to have employees with knowledge, creative mind, enthusiasm, dedication and responsibility The quality of the human resource has big influence to organisation’s success or failure Especially in the context of Vietnam nowadays, when globalization and international economic integration is a trend that challenges to Vietnam since its successfully acceded the 150th Member of WTO in January 2007 and ASEAN economic integration 2017 Moreover, the competitiveness of Vietnam's accession into the ASEAN Free Trade Area (AFTA) has been an important step

in its integration into the world economy

Some researchers revealed that in the first two months of last year, 2017, foreign direct investment (FDI) inflows into Vietnam reached a record level which over the same period in previous years, both in terms of number of newly licensed projects, registered capital and expended capital (Cam, 2017) According to the Vietnamese Foreign Investment Agency (Ministry of Planning and Investment), the country has over 1,100 foreign direct investment projects, increasing 21.5% over the same period last year Consequently, competition is heating up in Vietnamese market between Vietnamese goods and foreign rivals as well as the domestic and international human resource quality working in Vietnam

On the other hand, the 4th industrial revolution is developing strongly across the global at the moment and having directly strong impacts to Vietnam It is given a great chance of speeding up country’ industrialization and modernization; however, in the current context, it is considered both opportunities and challenges to Vietnam in facing the revolution, particularly in technology, lacking high level of HR and infrastructure (VietNamNews , 2017 ) Regarding to the challenges, Viet Nam News also stated that according to Professor Doctor Tran Dinh Thien, rapid technology development will also lead to “robots gradually replaced workers” and “ten millions of traditional workers will lose their jobs” Consequently, Mr Dam Manh Duong, Director of the Department of High

Technology of the Ministry of Science and Technology clearly pointed that Vietnam is required changes in HR educating and training to meet the requirements of Industry 4.0

To take advantages of this trend, the quality of human resources will be pushed up fast as competition and knowledge exchange between Vietnamese and international employees as well as inside power of changing to adapt to the global development In the same context to the Vietnam Stamps Company, training and developing human resources are concerned vital activities, which urgently required maintaining and improving the quality of its business Vietnam Stamps Company (Cotevina) is a state-owned company authorized by Vietnam Post Corporations of Vietnam, established on 1st July 1977 It is a sole company on providing stamps nationwide as well as in import-export field of philately business, offering unique products made from stamps to national and international customers As a representative of Vietnam, we also have participated in many stamp exhibition held in Asia or worldwide In the period from 2018-2022, Cotevina has created

a business plan to achieve high revenue and profit, increasing approximately 150% every year, thus increasing in number of labors It is considered big challenges to the company,

as many new and creative products will be created to replace the old existence that postage stamps constantly reducing in the market, directly lead to change in the business sector, new market exploration and so on In the actual context of Cotevina at this moment, it is still no detail plans for educating and training their workers

According to Bontis et al (1999), in order to ensure the organisational long-term survival, it is necessary that the human elements are capable of learning, changing, creating and innovating For Vietnam Post, the quality of postal service has always been a crucial concern, especially in the current stage after its transformation in 2008 The quality

of Post’s service is no longer a separate issue for any single department but to the whole Post’s processes Particularly, the Vietnam Post has over 40,000 employees, while the quality of business depends on the professional level, knowledge and sense of labor Additionally, Vietnam Post has taken many activities to focus on human resource development since last few years, such as the even of cooperation between Vietnam Post and Japan Post in consulting development of quality management system and human resource training ((Vietnamnet), 2015) Consequently, as part of Vietnam Post, improving the quality of Vietnam Stamps Company human resource is necessary, that required a human resource development program

In sum, this thesis is a study to which my current company, Vietnam Stamps Company is in need of and most expectations to examine then propose a course of action

from the middle and senior managers It is advised to perform the recommendations consistent with the existing human resources management (HRM) from a strategic point of view in order to achieve Cotevina’s business plan From the importance of science and practicality of the management and use of human resources, the dissertation decided to take the topic “Improving the quality of human resources at Vietnam Stamps Company for the period 2018-2022” with the aim of contributing a part of the theory and providing solutions

in improving the quality of human resources at the company

2 Literature Review

The sustainable development of each country in general and each business oganisations in particular depends heavily on investment in exploiting and promoting effectively the role of human factor

2.1 General view of domestic and international project on topic HR and

quality of HR in organization

Latest new, refer to World Bank report and the United Nations Organisation, the population of Vietnam is over 97 million in July 2019, including 44.4% of total dependency ratio (danso.org, 2019) The proportion of dependent population is the proportion of people who are incapable of working (dependents) on a country’s labor force Dependencies include populations under 15 and people at 65 years old and older The labor force consists of a population between 15 and 64 years old

Figure 1.1 Population of Vietnam during 1950-2017

The labor force is considering one of the Vietnam’s great advantages as the country has abundant young people, at the working age

According to the Institute of Workers-Trade Unions, the number of skilled workers

in Vietnam is increasing, in 2013 is 9.65 million people (accounting for 18% of the labor force); in 2017 is 11.78 million people (about 21.7% of the labor force) However, the HR structure is still unreasonable Vietnam currently has 500,000 workers working abroad, bringing about 100,000 workers abroad to work under contracts every year, mostly with medium and low skills

Meanwhile, the number of foreign workers entering Vietnam increased rapidly, about 6,500 people/year, an increase of 22%/year Significantly, 51.5% of foreign workers work at key technical positions, requiring high technical qualifications (Thu, 2019) This shows that Vietnam is lacking high quantity of high-skilled workers In the process of integration and modernization, the capacity and professional skills of employees play an extremely important role, especially in improving productivity, quality and competitiveness of business and labor living

2.2 General view of domestic and international project on topic improving the quality of HR in organization

HRD and better enhancing the quality of HR at small and medium-sized enterprises

is increasingly one of the most comprehensively researched areas in the HRM theme (Nolan & Garavan, 2015), (Ahmeti & Marmullaku, 2015), (Armstrong, 2006) (Thu, 2019) (Bui, 2006)

Researching the issue of improving the quality of HR is always the topic, which has been concerned by many scientists in all countries from over the world Various studies on this issue, such as Research on the perspective of maintaining and improving human resources, researching from Book: "Heath and social for workers" - Author: Eric Garner, 2012; The article "Developing human resources responds to the challenges of strong globalization and an economy based on new insights" by Professor Geoffrey B.Hainsworth

in reference books and monographs: Scientific editor Nolwen Henaff, Jean-Yves Martin (2001) Research on the perspective of improving the human resources in the field of improving mentality, for example, Book: "Training strategic for Employee", by author Dorothy Grover Bolton, 2011 The author delves into research to propose solutions to help organize training Best quality human resources AuthorStivastava M / P (1997), Human resource planing: Aproach needs assessments and priorities in manpower planing, Manak Publishing House New Delhi Research on improving the quality of human resources, these studies are often emphasized by authors building corporate culture; behavior rules; working style; increase labor discipline; political education and thought; Build long loyalty

organized Can include scientific works: "All you need is the will and the skill ”2011 by Stewart Liff

In the industrial revolution 4.0, as many other developing countries, Vietnam is currently facing the same challenges, to drive business and economy growth, it is required rapid adoption of new developments in information technology, automation and the Internet, the country was challenged by the lack of high quality labour work forces In the interview with Vietnam News Agency, the vice minister of Ministry of Labor, War Invalids and Social Affairs, Mr Le Quan discussed on many suggestions to improve the situation of current work force

2.3 General view of the project

There are many projects learning on the topic of improving the quality of HR in organization with many different branches such as bank, construction, state administration,and so on but not many studying on Post, especially Stamps Therefore, it is necessary to research on this issue for the Vietnam Stamps Company in order to improve the quality of

HR from the management to employees

The aim of this project is to find out the answers for these following questions:

- What criterions use to measure quality of HR in the organization?

- The current situation of Vietnam Stamps Company in HR field

- What activities Vietnam Stamps Company are doing to improve the HR quality and how

do these activities affect?

- Suggestion of some evaluations to improve quality of HR field

2.4 Concept of human resource and human resource development

Human resources are undoubtedly the key resources in an organization, the easiest and the most difficult to manage! Human resources are simply mentioning of people who work in an organization It is known as the human capital that resides in the knowledge, skills and motivation of company’s employees, which under the control and direction to employment relationship of firm’s management, in order to achieve organizational goals (Wright, McMahan, & McWilliams, 1994) Human resource management covers all levels (low to middle and top) and all categories (unskilled, skilled, clerical, technical, managerial and professional) of employees It is applied to all type of personnel within the organization, both organized and unorganized employees Human resource development is one of the main functions within the human resource management department with organization development issues on training and development, organization development and career development (Werner & DeSimone, 2012) According to Leonard Nadler:

“HRD is organized learning experiences in a definite time period to increase the possibility of improving job performance and growth”

2.5 Position and role of HR in the cause of industrialization and modernization

HR are important to organizations in 10 specific areas, ranging from strategic planning to company image, such as strategy, compensation, benefits, safety, liability, training and development, employee satisfaction, recruitment, selection and compliance (Mayhew, 2017) One of the factors behind organizations giving a lot of attention to their people is the nature of the firms in the current business environment Given the fact that there has been a steady movement towards an economy based on services, it becomes important for firms engaged in the service sector to keep their employees motivated and productive Even in the manufacturing and the traditional sectors, the need to remain competitive has meant that firms in these sectors deploy strategies that make effective use

of their resources This changed business landscape has come about as a result of a paradigm shift in the way businesses and firms view their employees as more than just resources and instead adopt a “people first” approach

The cause of industrialization, modernization and development of the based economy will be won only if research properly and all resources is efficiently used However, the most decisive factor in ensuring the success of that process is human resources, especially high quality human resources One role of HR in a company is to unravel the byzantine employment regulations using their expertise and to advise management about how they affect the business They then update business practices so the company is compliant This is no easy feat (Adamson, 2009)

knowledge-2.6 Criterias and methods of evaluating the quality of human resources 2.6.1 Evaluating criterias

Criteria for evaluating the quality of human resources are hardly to measure by data The quality of human resources is a very comprehensive concept, expressed through its basic characteristics Economists have summarized and generalized the quality of human resources into two groups; one group demonstrates the social competence of labor (physical and intellectual force, personality), and another demonstrates the social dynamics

of labor (capacity, competitiveness, adaptability and development ) The quality of human resources can be measured based on these factors: Physical indicators (health status, working capacity), Indicators of intellectual (education, technical expertise), Indicators of

personality (ethic, style, lifestyle, .), and Indicators of social dynamics (ability to work, competitiveness, ability to adapt work, …)

2.6.2 Evaluating methods

Methods of evaluating human resource quality are regarding to moral qualities and physical fitness assessment Labor ethics include personal ethics and professional ethics Capacity assessment methodology is the evaluation of the qualities of an individual based

on competency framework developed from job analysis or factual job analysis This assessment plays an important role in identifying the training needs for employee and the 9 skills and skills that employees acquire from previous training

Performance evaluation methodology is the way in which different measures are used on the basis of certain indicators and indicators from which to receive Through this assessment method, managers can assess the quality of existing human resources as well as the possibilities that they will have in the future

2.7 Influencing factors to the quality of HR

Enterprises that want to own a high quality staff must first Good control of the input of human resources, such as good job recruitment and selection of manpower

HRD policies of the Company include policies on personnel placement, staff evaluation, training and use of human resources after training The human resource development policy must clearly state the purpose, content, rights and obligations of the organization and its employees

Labor remuneration policy is all that employees receive through their employment relationship with the business Remuneration includes basic remuneration, incentives and benefits

The thesis is also aims to systematize and clarify basic theories of influencing human resources factors and improving the quality of human resources in the enterprise Studying the quality of high quality human resources in different countries and domestic area, learning experimental lessons to understand whether they can be applied to Vietnamese company carry in business careers

Then collecting data, analyzing and evaluating the actual status of current human resources quality in the Vietnam Stamps Company during 2015-2018 The dissertation is going to concentrate on analyzing those reasons, which lead to achievements, limitations and causes of limitation, which lead to restriction in the quality of human resources

Since then, proposing solutions, mostly on current limitation reasons to contribute promoting and improving the quality of human resources at Vietnam Stamps Company

4 Objects of Research

The research subjects of the dissertation are quality of human resources and activities to improve the quality of human resources in Vietnam Stamps Company in details

The research content is focusing on analysing and evaluating the effectiveness of applied activities, therefore suggesting solution to improve the quality of human resources

in the Vietnam Stamps Company

5 Scope of Research

The study of area and scope research is to define where and whom the dissertation research will take place and what or whom it will focus questionnaire for measuring; the selected scopes are needed to be reasonable for the research and able to represent of the total population (Wentz, 2014)

The research scope of this thesis focuses on studying the quality of human resources in the scope of company with research space of Vietnam Stamps Company (in its head office – 14 Tran Hung Dao street, Phan Chu Trinh ward, Hoan Kiem district, Hanoi and its branch – 18 Dinh Tien Hoang street, District 1, Ho Chi Minh city) and research time with data collection from 2011-2019, mainly during 2016-2018

6 Research Methodology

According to Wentz (2014), there are three main sections in the research methods typically, known as a description of the study area, the needed data collection and method

of acquired those data, and the approach to analyse the data

The research methodology is used in the thesis is

Firstly, collecting primary data from departments of the Vietnam Stamps Company, which are known as Administration Department, Accounting Department, Business Department and the Brand in Ho Chi Minh City

Secondly, the secondary data was carried out to objectively collect all the practical figures related to actions of improving quality of human resources at Cotevina The questionnaires were given out to 44 people who have been worked at Vietnam Stamps

Company in 2018 and to some departments of the company to check on information during 2011-2018 The statistical methods conduct planning, designing, collecting data, analyzing will all be performed The main purpose of the list is to help answering, analyzing and evaluating about what have been done to improve the HR’s quality during that time

Thirdly, by applying the quantitative data analysis methods, all the data, which were collected during the research, would be used to turn raw numbers into meaning figures to give overview of critical thinking and analyzing the statistic for solution suggestion

7 Thesis Structure

Besides the introduction, conclusion and references and appendixes, the main part

of the dissertation is structured as 3 chapters following:

Chapter 1: Theoretical background on improving quality of human resources in the businesses

Chapter 2: Actual status of actions to improve quality of human resources in Vietnam Stamps Company

Chapter 3: Analysing data results and giving some suggestions to improve HR qualification within the company

1.1.1 Conception of HR

Human resource is a resource within every human being, including both existing and potential resources It is expressed and revealed by the ability of working, health, knowledge, psychology, consciousness, level of effort, creativity and passion In reality, it

is proved that role of people in production is extremely important; manpower is the central factor in any other factors during production

Human resource term has been appeared since the 80s of the twentieth century when basically changing in the way of managing and operating people in labor economy

By changing from personnel management to human resource management, great development has been made since then as more flexible and softer in order to encourage labor to bring into play the ability of working

There are many different views and descriptions of human resource term For example, human resource is defined as sources of material and spiritual factors to create capacity and strength for the general development of organizations According to Henry (2016), HR are resources from people of organisations (with different sizes, types and functions) with capable and potential to participate in the development process of the organization along with economic and social development of nations, regions and the world

Manpower is the entire physical and mental ability of people involved in the labor process, which is the overall physical and mental factors mobilized into the labor process Manpower is the overall number and quality of employees meeting certain demands on the

corresponding type of labor of each enterprise and organization in the market In other words, human resources are understood as the labor force with certain skills to do certain jobs that society or market needs Human resource composition is the number of employees including the total number of people in their working age and their mobilizing working time Quality of human resources: reflected in the gender, health, professional level, consciousness, behavior, working attitude of employees

HR are understood in two meanings: In a broad sense, HR are the source of labor supply for social production, providing resources for development Therefore, HR including the entire population can develop normally In a narrow sense: HR are the working capacity of society, a resource for socio-economic development, including working-age population groups, able to participate in labor, as their total physical, intellectual and professional skills are mobilized into the labor process

Based on the United Nations report (World development indicators) evaluating the effects of the globalization on human resources, the HR is defined as the level of skill, knowledge, experience, existent and potential ability (WorldBank, 2000) It also means that HR is highly appreciated to consider human potentials as the capacity for them to manage

HR is also the overall internal and external factors of each individual, ensuring creative sources and other content for success, achieving the organisation’s goals (T.Milkovich & W.Boudreau, 1997)

Those are definition of HR in macro perspective, on the other hand, in the view of businesses and organisations, HR is simply known as labor forces of all people in the organization According to Prof Dr Bui Van Nhon (2006), he mentioned that HR of an organisation is the workforce of that organization and the number of people on the list of the business, salary paid by the business Similarly, labor, is known as all the physical and mental abilities of the people within the organization are used in the process of labor production (William McLean, 2013)

Basically, HR, is including people who are in working age, had demand of work and able to work (existing in the population); or participating in the work of labor market (named labour force); or listing in the list of working age, having demand of work but not yet participated, such as unemployment/jobless and housework (called residual workforce)

HR sometimes depends on social issues, for example, time of education (might be longer

or shorter than the scale of working age), time of women workforce (to be on maternity

leave), level of socialization (easy employment opportunity), income, exodus or immigration

Although there are many different perspectives and concepts of HR, the basic content all mentioned that HR is a source of labor for the society People are the constituent element of the production force keeping put top position, the fundamental and endless resource of development, which cannot be considered merely in terms of quantity

or quality In every business, HR are an important source, strongly influence to the success

or failure of the business Therefore, all managers need to pay attention and improve themselves and their HR to be good at plenty of resources, both quality and quantity to ensure development of business currently and in the future

1.1.2 Features of HR in organization

HR of an organization is composed between roles of different individual connections, but follow general objectives of businesses On the other hand, there is also opinion that HR is an independent income, while input sources influence to organization success, quality, cost and output products Generally, HR consists of some core features as following:

- HR is the most fundamental part of a business HR in organization is a part belonging to the total HR of a country or region Its concerned people oriented

- HR of a business considers combination of all working resources within the company HR is concerned with labors of all levels and classifications from workers, supervisors, officers, and managers to other types of personnel, which are both organized and unorganized labors Meaning, developing the quality of HR in an organization is not only focusing on development of individual ability but also completing and increasing team-working skills Some ways could increase level of teamwork skill knowing suitable role and positions, strengths, benefits system, creative and active working environment

- HR is considered as “endogenous” resource that directs the process of economic development in general and business performance in particular While every individual is partly orgnisational success performance, it must be planned from the objectives of business

socio In order to attaining and achieving organization’ goals, there are many sources are required besides HR, such as revenue, technology… they are all different in term of features and functions to the company HR is the most complicated, because its about managing human, so depending on physiological psychology factor, and the quality might

be both greater or lower than actual values; as well as, influencing efficiency of other resources within the company

1.1.3 Categorization of HR

To analyze the HR, its categorization would be:

- Form of business: Producing products or service Goods are the material items that selling for a price, realized as tangible items, which can be seen or touched, produce to meet customer’s needs Whereas service are the benefits, amenities or conveniences provide to adapt customer’s satisfactions

- Position in the producing process: based on the positions of HR, their daily jobs will be created differently with responsibility; the work is different between management and lower working positions

- Levels of work complexity: The company assesses the complexity of the work of all types of workers by scoring the factors, including: time or training level; responsibility; skills, experience accumulation time; influence level of work, product or management decision; working conditions; attractiveness of occupations, jobs and other factors (if any) suitable to the actual conditions of the company

- Mental and physical uses of workers: manual labor is mainly the expenditure of muscular labor directly producing wealth in the physical form, while intellectual labor is mainly the consumption of intellectual labor, specializing in development of science, education, culture, art, etc

1.2.1 Conception of quality of HR in organization

Somehow, the quality of HR is understood as values of human, values of physical and spirit world, brainpower and soul, as well as professional skills at work, all creating people with labor workforces abilities and virtuous character, to adapt nowadays social economy’ demands All the related resources and abilities within a human which made up

a person’s life is known as human resource’s quality

There are factors including in quality of HR, such as, health, culture level, professional knowledge, actual ability knowledge, professional skill, flexibility at work, ethic quality, working attitude, working environment, performance, and so on Generally,

the quality reveals in physical and mental factors, which can somehow measure by science machine or level of knowledge To evaluate the quality of HR, all of the factors are necessarily to get measuring, but it does not mean that a person is required to have all of them

The quality of HR can be changed based on time, surrounding/working environment, learning, training and experiencing and its can also be affected by culture The development of all these factors could bring better outcomes and maximizing the quality of human potential, for example, development of cultural leadership in schools and university for students before working age (David L Weller, 2000) Learning and training can always make higher performance in the work place, therefore, in order to bloom working skills, organisations should considered to create circumstances to push their employees get into the process of learning, experiencing and competing (Wilson, 2005)

Quality of HR within organization is measured by result of all company’s employees during working process Throughout the process, people work on two main functions: on one hand, work on existing activity process by using their abilities which built during their learning and training to produce product or service following sample design On the other hand, people also think of way to create new product, new ideas and creative technology, design which has never existed before In this case, constitution of man is highly required and approached that exploring new ideas and turning into new technological creative products

The quality of HR organization is including value of every people working in the company Quality control is an important factor in loyal of customers and customer satisfaction In competitive markets, quality is the only factor that helps remaining customer’s loyalty

High quality products and services are measured by how they meet customer’s demands Goods that could not meet demands of customers are reflected low quality; no matter they are made of high technology process The quality counts when meeting demand, and demand keeps changing, so quality is also influenced by surrounding environmental impact, time and working conditions Therefore, it is very important for management board of organization to understand and achieve high quality of products, especially from high quality of HR

Consequently, the success of high quality management in the knowledge economy depends much more on the ability of creation and innovation, development of physical capability and professional skill turning into new products and service

However, despite special attention and great achievements, according to the World Bank assessment, in the context of international integration, the quality of Vietnamese labor forces is still lower than many other countries, especially, lack of skilled workers, high-level technical workers The quality of HR in Vietnam is only 3.79/10 points (ranked 11/12 in Asian countries participating in the World Bank ranking) while the quality score for Korean HR is 6.91; India is 5.76; Malaysia is 5.59; Thailand is 4.94

1.2.2 Criterion of evaluating quality of HR in organization

According to MSc Nguyen Thuy Hai – University of Economics and Technical Industries, Duc Duong Pham – Southeast Asia – Vietnam Scientific Research Association and so on, there are three main criterion of evaluating quality of HR, known as:

1.2.2.1 Criterion on mental power

In the presentation at the Spring Economic Forum 2015, Dr Bui Sy Loi, deputy chairman of the National Assembly’s Committee on Social Affairs, said that the quality of labor is a big challenge for Vietnam According to Mr Loi, some of the main causes affecting Vietnam’s labor productivity are the high proportion of workers in the agriculture, forestry and fishery sectors, where the quality of labor resources is low as career at the agricultural sector accounted for 46.6% but only generated 18.12% of GDP (Chau, 2015)

1.2.2.2 Criterion on physical strength

HR is estimated on not only mental power but also physical strength Physical strength is rely on health status, living standard, income, diet, working and relaxing time, medicine and gender

On the other hand, the physical condition of Vietnamese workers is only at the average-low level (both in height, weight as well as endurance, toughness), therefore the labor forces mostly do not meet the intensity of work and requirements in using equipment compare against the international standards

Relevant to health care, HR can be described as different types of the health clinic and non-clinical staff responsible for public and individual health intervention It is considered most important of health care system, the performance and advantages that fulfilling only the knowledge, skills and motivation The relation between health and HR is extremely complex

1.2.2.3 Criterion on intellect

The intellect includes talent, aptitude, as well as belief, human being within every single person

In addition, labor discipline is inferior to many countries in the region A large part

of workers is currently not trained in industrial labor discipline, arbitrarily about time and behavior Workers are not equipped with knowledge and skills to work in groups, lack of ability to cooperate and bear risks, no team work, no sharing ideas and afraid of promoting initiatives and experiences

1.3 Improving quality of HR in organization

According to Assoc Prof PhD Pham Van Son (Binh, 2015), who is director of Center for Training support and HR supplying, the Ministry of Education and Training, said that the Vietnamese labors have great chances to participate in the work of both Asian and international career However, Vietnam is urgently required for higher demand quality

of work

On 20th March 2019, the Institute of Workers – Trade Unions (Vietnam General Confederation of Labor) held a workshop to discuss solutions to improve the quality of HR and mange skilled labor to meet the requirements, integration demand At the seminar, experts and scientists exchanged and analysed the characteristics, opportunities, challenges and impacts of skilled labor movement on socio-economic and urban development (Thu, 2019)

1.3.1 Conceptions

Improving the quality of enterprise human resources: The overall content, method, and method of changing the factors that constitute the quality of human resources in the direction of development in a reasonable manner in terms of scale (quantity) and qualifications (quality) to meet the requirements of business development goals with increasing efficiency Improving the quality of human resources is to increase the value of people; both material and spiritual values; both intellect and soul as well as professional skills, making people become laborers with capabilities and higher substances, meeting the increasing demands of socio-economic development From this perspective, the author said that improving the quality of human resources is to improve working capacity, job handling skills and attitudes in the work of human resources working at enterprises

HR management development increases while making better activities at health care, mind train, and people knowledge applying to work reaching standard level to develop economy and social mission of a business or country On the other hand, quality of

HR directly supports and affects the economy growth, which reveals people quality of life

Improving the quality of HR is an important theme of HRD including improving health, intelligence, ethic, ability, skill, and other activities for employees Simply, in order

to improve the quality of organisation, expand the business, maximize revenue and profit,

to becoming desired companies that everyone want to work for, improving the quality of

HR should always put at the heart of the management HRM is also reviewed an important tool of helping employees to develop their potential fully While organizational success depends on the quality of both individual and groups for achieving organizational goals, HRM mainly responsible for building human capital to comprise people-related utilities like hiring, training, development, presentation appraisal, working environment and so on

Enhance, it is extremely important in term of putting more investment on HRD to enhance the quality of HR to sustainable competitive advantage

1.3.2 Activities for improving quality of HR

At recent times, the impact of Vietnam’s integration with the world has brought a new ideas to enterprises’ thinking, helping businesses owners become more aware of the importance of HR as well as create a working environment, promotion opportunities as well as offer remuneration regimes to retain talented people

It is suggested plenty of creative ideas in an attempt to increase employees performance and efficiency Outsourcing is one of the activities to improve efficiency, in case of overload at work or difficult work, a way to convert fixed workforce expenditures into flexible costs Besides, contracting-out, internal contracting and performance contracts are also used to maximize measuring employed

For improving HR quality, initiatives relevant to increase equity or fairness are also mentioned Equity should be promoted planning, including financial protection mechanisms, specific needs to target, re-deployment service When employees satisfy and feel the increasing equity, performance at work should also give out better results

HR in Stamp sector reform also seeks to improve the quality of products/services and customer’s satisfaction The quality is normally defined in two ways: product quality and service quality Product quality, including technical and grey matter quality, also service quality refers to the impact that products available to be largely chosen by the customers and measure by meeting customer’s expectations

1.3.3 Influencing factors for improving quality of HR

1.3.3.1.The internal factors affecting the quality of HR in organization

- Policies and strategies/plans to improve the quality of HR: The policy should clearly states the necessary reasons to improve HR, what is the content, rights and obligations of employees and employers, enterprises in improving the quality of human

resources Clear policies will encourage workers to learn to work better, and it also indicates the commitment to be made to improve the quality of HR of business owners

- Growth, innovation, and new technologies of businesses: Those with fast growth

or development objectives all need training and recruiting staff Enterprises that apply new technologies require training employees to capture new skills Enterprises are always innovating to implement innovative measures in management and to train employees

- Positive viewpoints and perceptions of business owners on improving the quality

of HR: The business owner recognizes the importance of developing HR in the enterprise and its relationship with the development of enterprises They have positive experience in training and development, for example training is perceived to improve the business situation and training costs will be offset They understand the skills of training needs analysis and training planning They want to do training and are not afraid of trained employees leaving their businesses

- Financial ability: Financial ability of enterprises also greatly affects the implementation of training activities in enterprises Many businesses know that they need

to train their employees, but their financial ability does not allow them to send trainees at prestigious training facilities

1.3.3.2 The external factors affecting the quality of HR in organization

- Macro policies and support of the Government and international organizations in training and improving the quality of HR for SMEs For developing countries like Vietnam, besides the support of the Government, businesses also receive development support of international organizations These supports are very diverse, ranging from capital support, market development, technology improvement, to improving HR quality

- The development of a business development service system: When the service delivery system develops and the organizations providing training services are ready to design appropriate training programs, it is easily finding organizations that provide good training services in the market to organize advanced training for managers or workers If there are many organizations in the market providing training and consultancy services for SMEs, it will be favorable for businesses to improve the quality of HR and vice versa

- Vocational training and vocational training quality: The system of vocational schools and vocational training institutions develops to meet the social needs: providing careers that the labor market needs, meeting the learning needs Trainees and graduates of vocational training programs have good professional knowledge and skills to meet the production and business requirements of enterprises

- Labor market: The labor market develops, the business owner can easily find the employees with qualifications and skills to meet the production and business needs of the enterprise, and the workers are also easy finding jobs that match their abilities and strengths The development of the labor market information system and the job introduction center will be a good bridge between employers and employees The relationship between labor supply and demand will affect the wages paid to workers

Assoc Prof PhD Pham Van Son also explained that there are seven solutions, which help on developing the employees’ quality at work

Firstly, employees are asked for focusing on developing the academic standard and working skill For this issue, it is a needed essential concern from the government to localities across the country, from the academic foundations to business organiations In Vietnam, the Resolution No 29-NQ/TW of 4th November 2013, on fundamental and comprehensive innovation in education was also clarified and highlighted the importance

of this topic The Vietnamnet digital news reported that Vietnam education was attained its target of Vietnamese education reaching regional advanced level by 2030 after implementing the Resolution No 29-NQ/TW Diversifying investment from private and foreign-invested sectors have supported the achievements of Vietnam 2018 education, international school models in attracting foreign investors, joined training programs (VietnamnetBridge, 2018) Checking and making innovation in training programs and educational method, as well as, opening moderate policy to high quality of trainer and students to keep them working for the country Secondly, organisations should be promulgated and created conditions for labors participating in fostering and self-study to improve their professional qualifications and professional skills Thirdly, associating HRD strategy with socio-economic development It is necessarily linking the development of

HR strategies to industrialization and modernization of the country to investigate of the manpower currently working and demand for HR in the coming years Fourthly, good managing and treating the talents and organizing a learning society, meaning in process of detection-cultivation-application, high quality HR must be associated with social learning development Fifthly, improving information system of labor market, specifying, fulfilling the information system and forecast the demand for national manpower, connecting with forecasting and information centers on HR and demand of ministries, provinces or cities Last but not least, expanding international cooperation, researching on models and experiences in training and developing highly qualified HR of some successfully applied countries, such as The United States, Germany and Japan, Korea in Asian, and so on

Developing the potential of personnel is also a way to highest their satisfaction from their job and makes them to give out their best efforts to the company Individual member targets consist of job satisfaction, job-security, attractive fringe benefits, challenging work, high salary, recognition, pride, status, opportunity for development, higher positions, experience their personal growth and so on

There are some opinions related to Vietnamese labor productivity, as it has increased in recent years but still considering as low compared to many countries in Asia-Pacific The reasons are listed as weak health, high proportion of workers in the agriculture while low ratio in high technology and business sector by Mr Loi - deputy chairman of the National Assembly’s Committee on Social Affairs, or dominant factors such as the starting point of the country, science and technology but not occupational qualification were said

by Mr Nguyen Thien Nhan – the Chairman of the Fatherland Front

Some of organizational internal limitations, which related to do activities in improving HR quality, refer to difficulty in budget, lack of unity vision between stakeholders, high rates of turnover, pressure at work, low morale of labors

1.4 Experiences on improving quality of HR

1.4.1 Experiences from international organizations

Vietnam needs to create conditions for training institutions, employers and skilled HR to participate in exchanges, learning and exchange experiences on improving the quality of HR, especially, with the high-developed countries from Asia and top worldwide countries In recent market economy, many countries in the world has been successfully implemented the cooperation mechanism between university/training center and enterprises in training and improving the quality of HR

high-The selection of appropriate forms of training and development plays an important role in improving the quality of HR of SMEs However, in addition to the initiative of small and medium enterprises, the support of the Government is essential International experience shows that improving the quality of HR has always been paid special attention

by the Governments and expressed through many programs and policies to support development Based on the researches and beliefs of MA Pham Thi Ngoan, who is the faculty of Economics – University of Economic and Technical Industries (Pham, 2019), and PhD Do Minh Thuy from Hai Phong University (Do, 2017), there are a number of policies that can be consulted for application in Vietnam, with experiences of other countries as following:

Providing training and consulting services: Providing training and consulting services to improve the quality of HR for SMEs will help improve product quality, business efficiency and competitiveness of businesses This experience applies in most countries from developed countries to developed countries However, different forms of application depend on the conditions of each country

1.4.1.1 Japan

Japan is a country that is not favored by nature to have abundant natural resources, but is a famous country for management methods and remuneration for human resources to achieve success and boom nowadays Managing human resources in enterprises is both a science and a true art focused in Japan The appreciation of each individual in Japanese companies is the basis for establishing success worldwide This method of management is the key to the quality of human resources in Japanese companies that have been improved and recognized by the world, for example TOYOTA and ISUZU are two world-famous brands in the automotive market

In Japan, law to encourage HRD has been applied since 1985 The Law on encouraging HRD orders as the responsibility of the Minister of Labor, who outlines the plan as a basis for vocational training and the development of occupational ability in accordance with the requirements of the labor market He is in responsible for ensuring satisfaction of the requirements and aspirations of workers in frequently changing environments The law provides an opportunity for employers to train themselves In the past, only workers were trained, but now they have been extended to people other than workers, including owners of companies and enterprises

Toyota and Isuzu as well as other Japanese-influenced companies appreciate the influential people who apply the "lifelong job" regime in most key positions and create a high motivation of HR; their families are cared for when there are unfortunate events Toyota and Isuzu always emphasize and enhance the training of HR in business and working style, creating a professional image for HR In particular, managerial positions are

at least once transferred to another branch in the country or a branch in another country, to create an international learning opportunity for administrators at all levels Toyota and Isuzu as well as most other Japanese companies always use teamwork Coordination also creates opportunities for mutual learning, control of progress, quality and motivating group competition and equality in the group They also focus on research and development skills, combining research and development skills with marketing, continuously encouraging and

creating favorable conditions to promote creativity and always have rewarding reward for creative initiatives of employees

Thus, the preferential regime, the use of HR in management and use, in training and development of human resources of the company, is a worthy remuneration regime From that incentive mechanism, HR is always loyal and dedicated to the company HR is the secret to Toyota and Isuzu's presence worldwide

1.4.1.2 Malaysia

- In Malaysia, the Government established HRD fund: Owners of businesses in Malaysia both in production and service areas are required to contribute to the fund at the rate of 1% on the organisational salary fund The Malaysian government has established this fund since 1992 to financial training for priority areas such as technical and professional skills The level of funding varies according to the field of training

1.4.1.3 Singapore

- Experience of Singapore government, Skill Development Fund and Skills Redevelopment Program are establishment The Singapore Skills Development Fund provides financial incentives that encourage employers to participate in advanced skills training programs with the goal of increasing basic knowledge and math proficiency for workers; increase the ability to work for whole life

1.4.1.4 South Korea

South Korea is a very poor natural resource country but has emerged as one of the

15 most developed countries in the world Having today's achievements is based on human resources The Korean government affirmed its goal: To foster creativity, self-discipline, competitiveness, develop the ability and personality to protect, promote the nation's strength, will, ability and Korean mind wisdom is at the highest level, making Korea a key player in world affairs Therefore, training for HRD is a concern not only for the Government but also for business firms and people, all of which create the best conditions for training

According to Korean experience, building human resources for small and medium enterprises: The program helps to change the perception of university students on SMEs by creating opportunities for them to practice in those businesses, the program to attract young manpower to work in SMEs; program for young people in middle and high schools

to stimulate entrepreneurship

Business firms, especially transnational corporations, invest in research, development, science and technology strongly SungKwang Bend is a global accessory

pipe manufacturing company; SungKwang Electronic is an industrial electronics manufacturing company These two companies always have comprehensive HRD policies, which are the basis for layout and use of HR Promote research and development activities, especially basic science and technology, while cooperating between companies, universities and research institutions to improve HR, improve professionalism in production and customer service Management information system is an extremely important system for the company to build information infrastructure for human resources development and manage all activities in the company The remuneration regimes always focus on commensurate with the effort of HR in the two companies

1.4.1.5 Experience of South African businesses

Since becoming an employee of the company, the entire HR of the company has been fully explained in terms of personnel policies, terms of labor contracts, sanctions to deal with violations to let HR understand and commit to follow the company's regulations

HR are well trained in occupational safety, working time and all safety regulations

in production are strictly followed

Every year, the company selects a number of technical staff and takes turns to study abroad The company values creativity for its employees has great rewards and honors the collective for the creator, especially the designer of the product model to bring that product into a product to be consumed

In the management and development strategy of the company: Forming a core force of HR to create a long-term competitive advantage in terms of intelligence Continuous improvement of production machinery and equipment to utilize production capacity and reduce investment costs

1.4.1.6 Some other developed countries

- Improve market access capacity for SMEs through assisting businesses to participate in international fairs, market promotion abroad, (experience of Taiwan, Korea, USA ): While organisations can participate in international fairs directly, and be provided with international market information, their officials will be able to improve their understanding of international markets, skills and methods of organizing fairs

- Experience of many Asian countries: Raising social awareness about lifelong learning The purpose of building a learning society creates broad opportunities for people

to access more and more types of learning, to help enrich life and wisdom; facilitate people

to continue learning to respond promptly to the current rapid changes in society, technology and economy At the same time help them be more active in the labor market

The four guiding criteria for lifelong learning are: learning to know, learning to work, learning to be human, and learning to live together

During the re-training process, each country has a different specific priority Hong Kong strongly prioritizes forms of career skills enhancement in the form of on-the-job training and off-the-job training Meanwhile, in Taiwan, emphasis is placed on education - training, strengthening career skills, or putting emphasis on "learning to work" in the immediate period Thailand suffered heavily from the Asian financial and monetary crisis,

so it placed priority on resolving unemployment consequences and bringing unemployed people back to the labor market In Malaysia and Singapore, retraining and skills enhancement programs are tied to the need to implement processes that have higher levels

of capital and knowledge

1.4.2 Experiences from domestic organisations

1.4.2.1.Circular No 05/2019/TT-BKHDT of the Ministry of Planning and Investment

Manual supporting for the HRD in general and SMEs in particular, the Vietnamese government has released many new and supported circular (Dung, 2019), one of the newest is the Circular No 05/2019/TT-BKHDT, issued on 29 March 2019 by the Ministry

of Planning and Investment with the main contents as following:

- Scope of adjustment: This Circular guides the training of starting a business, business administration, direct training at small and medium enterprises; organize the implementation of online training programs and training programs on mass media for small and medium enterprises; fostering a contingent of cadres, civil servants and employees performing tasks of assisting small and medium enterprises

- The Government budget shall support at least 50% of the total cost of organizing

a training course to start a business or business administration

- The Government budget supports 100% of the tuition fees for students of SMEs based in extremely difficult socio-economic areas, students of small and medium-sized enterprises made by women when participating in training courses to start a business, business administration and intensive business administration

- The courses offer raining to start business, business administration, intensive business administration, direct training in manufacturing and processing enterprises, business management skills

- Online training and training programs through mass media to provide knowledge

on starting business and business administration for SMEs, to participate in online training systems on the web platform or on smart mobile devices

- Fostering the contingent of cadres, civil servants and employees performing the task of supporting small and medium enterprises in order to provide knowledge, skills and methods to support small and medium enterprises

1.4.2.2 The first of seven breakthrough programs proposed by the 10th Party

Congress Meeting in the period of 2016-2020

According to the report of Nhan dan Newspaper, Linh Nguyen has fully collected statistics and information of current situation of HR in the city after the programs carry out (Nguyen, 2018) Improving the quality of HR is the first of seven breakthrough programs proposed by the 10th Party Congress Meeting in the period of 2016-2020 Over half of the implementation term, the program has achieved certain results, creating an important driving force for the city to grow In the future, the city will focus on creating a stronger breakthrough for this "backbone" program

As of the first quarter of 2018, the city organized training and retraining in the country over 26,555 times for officers; during year 2016 - 2017 period, training aboard was taken from the budget for 581 cases The programs of young officials initially showed good qualities and capabilities, some had dynamic thinking, innovation, creativity, and desire to dedicate to the development of the city

In the medicine field, the industry target has achieved positive results on the number of doctors and nurses per 10,000 people The level and capacity of the team of doctors and medical staff have been increasingly improved, directly improving the quality

of care and health protection for the citizens Some of the city's medical training programs are interested in investing in international standards when moving free labor within ASEAN

The network of training institutions is strengthened and developed, the scale of training is expanded; The sense of responsibility and self-awareness of universities and colleges in the implementation of quality accreditation according to prescribed standards has created a big spillover effect The rate of students having jobs after graduation in 2016 reached an average rate of 78% and met the work requirements of key industries

Over the past two years, the recruitment and hiring of institutionalized cultural, art, physical training and sports experts have promoted intensive training for actors and athletes, especially for the forms of vocational training, short-term training for traditional disciplines, academic arts and at the same time promote the capacity of athletes in key sports such as taekwondo, boxing, athletics, flags king, swimming, weightlifting

Vocational training is paid attention to, step by step associated with the analysis and forecast of labor demand, market demand, labor quality improvement, job creation according to the requirements of mechanical transformation, economic structure, labor structure of each locality and specific characteristics of the city on agricultural and rural development

However, the implementation of the Breakthrough Program to improve the quality

of HR still has limitations to overcome Some agencies and organisations have not really caught up with the overall progress of the program Some plans and projects have not been timely issued; infrastructure of some universities and colleges is still limited; policies in the fields of culture, art, and sports have not been attractive enough for many young talents

Mr Nguyen Thien Nhan, Member of the Politburo, the Secretary of Ho Chi Minh City Party Committee, said that to greater effectiveness of the Program to improve the quality of HR and other breakthrough programs, it is necessary changing the method of organization and implementation Each program needs to have the Chairman or Vice Chairman of the City People's Committee in charge and the Standing Committee of the Party Committee will appoint a Deputy Secretary or Member of the Standing Committee to participate in the programs to ensure the general leadership of the Party, the administration

of the government, the supervision of the Party and the people

1.4.3 Learning from those experiences to Vietnam organisations

According to experts, the trend of integration will lead to a high competitiveness in the labor market, while the availability of Vietnamese vocational education is still slow Competition between our country and other countries in the world in providing high quality labor resources requires the quality of vocational education to be significantly improved in the direction of approaching regional standards and so on Gender to enhance the ability to recognize diplomas between Vietnam and other countries The good implementation of this program will have a strong impact, creating a breakthrough for Vietnam in economic development – culture – society, achieving good results of the objectives Therefore, it is urgently required employees, organisations and also the Government of Vietnam to implement learning experiences from international to the HR

Firstly, clearly identify human resources as the most precious resource: In the cause

of national renewal and development, HR must be taken as the original resource to replace the reliance on natural resources Improve the quality of people and the quality of human life to have HR that can compete with HR in the region and the world A strategy to

develop human resources with a vision of 30 to 50 years in order to have goals that need to

be planed and achieved

There are practical long-term measures for HRD: Exploiting, training, using, developing human resources in all parts of the population and different industries

Secondly, creating a policy of using human resources in each industry: With specific characteristics of each industry, there should be proper policies for the use of intellectual human resources and the use of talents as well as position of the career

Thirdly, improving on recruiting and training process: activities to attract, recruit and training

Fourthly, constantly improving the education level for HR: The education level of the people in the whole country is very low It is necessary to strengthen the educational information and effects of education in the socio-economic life and development in the population of regions throughout the country Need to renew thinking, have a new perspective on Vietnamese people and human resources to complete the industrialization and modernization career with the focus on developing high quality human resources It is

a general and long-term goal for the country

Fifthly, focus on training programs by development on professional skills and updating new creative trends and technology worldwide Especially, there should be a program to concentrate on talented people and owner of the organsation or top management board of businesses

Sixthly, perfecting policies for employers and employees in all sectors, creating equality between the strength and gray matter of human resources with remuneration deserved Especially for an industry with strengths in export but the proportion of female workers involved is relatively large, it is necessary to have policies specifically for female workers in an industry that needs to employ a lot of technical workers

Seventhly, building a greater organizational culture, with high business ethic and responsibility Strong social and psychology environment of an organization transfer organizational culture in term of beliefs, assumptions, collective values and principles of members of HR

Eighthly, Government management agencies need to control the implementation of strict regimes and policies for workers at enterprises, especially non-state enterprises

CHAPTER II

ASSESSING THE QUALITY OF HUMAN RESOURCES AT THE VIETNAM

STAMPS COMPANY DURING PERIOD 2015-2018

2.1 General view of Vietnam Stamps Company

2.1.1 The process of formation and development of brand

Vietnam Post Corporation is formed on the basis of implementing a pilot project to form Vietnam Post and Telecommunications Group (VNPT Group) approved by the Prime Minister in Decision No 58/2005/QD -TTg on March 23, 2005

On June 1, 2007, the Prime Minister issued Decision 674/QD-TTg on June 1, 2007, approving the Scheme on the establishment of Vietnam Post Corporation Accordingly, Vietnam Post Corporation is a State corporation, established by the State, specializing in the field of Post and independent economic accounting and allocated by the State through the Group and the Council, member of VNPT Group is the representative of the State owner at the Corporation and is the Board of Members of the Corporation Implementing Decision 674/QD-TTg of the Prime Minister, on June 15, 2007, the Ministry of Posts and Telematics (now the Ministry of Information and Communications) issued Decision No 16/2007/QD-TCCB- BBCVT about the establishment of Vietnam Post Corporation

On November 16, 2012, the Prime Minister issued Decision No 1746/QD-TTg on transferring the right to represent the state owner at Vietnam Post Corporation from Vietnam Post and Telecommunications Group to Ministry of Information and Communications Vietnam Post Corporation (Vietnamese: Tổng công ty Bưu chính Việt Nam) is renamed to Vietnam Post Corporation (Vietnamese: Tổng công ty Bưu điện Việt Nam) (according to Decision No 2596/QD-BTTTT dated December 28, 2012 of the Ministry of Information and Communications)

January 6, 2015, the Ministry of Information and Communications issued Decision

No 09/QD-BTTTT on reorganizing the parent company of Vietnam Post Corporation under the management and organization model of the General Corporation The company includes the Board of members and the Board of Directors, in accordance with the Decree

No 69/2014/ND-CP of the Government The management and operation apparatus of the Corporation under the new organizational model has also been strengthened

Organizational structure of Vietnam Post: 67 dependent accounting units (including

63 provincial and municipal posts, National Newspapers Distribution Company, Datapost Company, VNPost Logistics Company, Training Centre); 02 One-member limited liability

companies with 100% of the charter capital owned by the Corporation (Vietnam Stamps One member limited liability Company (Cotevina) and the Post Stamp Printing One member limited liability Company (Intevina)); 03 joint stock companies held by the Corporation with more than 50% of charter capital and 08 associated companies

2.1.2 The process of formation and development of the Vietnam Stamps Company

Vietnam Stamp Company established on July 1, 1977 according to Decision No 988/QD dated June 10, 1977 of the General Director of the General Department of Post and Telecommunications (changed to the Ministry of Post and Telematics, now the Ministry of Information and Communications) Vietnam Stamp Company is a State-owned enterprise, an independent accounting member unit of Vietnam Post Corporation - Vietnam Post (Ministry of Information and Communication) since 1996 by document No 425/TCCB-LD, September 9, 1996 of the General Director of the General Department of Post and Telecommunications on the establishment of state owned enterprise

- Company name: Vietnam Stamps Company (Vietnamese name: Công ty TNHH MTV Tem Bưu chính)

- Short name: COTEVINA

- Company code: 0100686199, provided by Hanoi Authory Planning and Investment, on 7th October 2014

- Head Office: No 14 Tran Hung Dao, Phan Chu Trinh ward, Hoan Kiem District, Hanoi city, Vietnam

- Branch: 18 Dinh Tien Hoang, District 1, Ho Chi Minh city, Vietnam

- Website: vietnamstamp.com.vn

- Email: stampcentre1@hn.vnn.vn

- Join the international market since 1980

- Trademark registration and trademark: over 20 years

- Domain name and website for online sales: over 20 years

- Company size according to stage:

+ From 1977 to 1996: 200 people

+ From 1996 to 2011: 100 people

+ From 2014 to now: 25 people

- Revenue:

+ The highest time is 42 billion

+ The lowest time (2014) 10 billion

Since September 2015, the Company has embarked on building and strengthening the organizational structure, strengthening staff training in all aspects, raising awareness and enlightenment in thought, innovating the way of doing, determination Investment selects each field, from small to large, from narrow areas to large areas and has constantly developed stamp market on both domestic and international trademark, not only on stamp collecting market but also providing new creative ideas product from stamps planning on gifts and communications

In January 2016, the Company started to follow its first development period of 2016-2020 for 5 years planning and targeting With the newly assigned functions and tasks, initially creating exciting atmosphere and unity in the majority of cadres and young employees are supplemented to meet the new development requirements of Stamps company

2.2 Analyzing the real situation of HR quality of Cotevina

2.2.1 Structure and organizational model of the Company

* The structure of the Company includes:

- Board of Management: Chairman of the Board of Directors is a member of Vietnam Post Corporation, usually Deputy General Director of Vietnam Post Coporation, who is responsible for the stamp sector, the representative of the Corporation’s equity in the Company

- Control Board of the company

- Board of Directors: General Director and Deputy General Directors, Chief Accountant

- Head of departments, units, branch directly under the company

However, please note that the Board of Management and Control Board of the company are responsible by the people of Vietnam Post, big company, so they are not working at Vietnam Stamps Company, and not counted as labor of the company

* Units under the Company include:

- Office for Organisation – Administration

- Planning – Finance – Accounting Department

- Business and Operation Department

- Postal stamp center II in Ho Chi Minh City

Diagram 2.2.1.1 Organisational structure of Vietnam Stamps Company

2.2.2 Functions and tasks of production and business of the company

- Design, production, distribution, supply of postage-prepaid stamps (meanings stamp with useable shipping fee), collection stamps according to the model of the provincial-level Stamp-Post Company (From 2014 no longer implemented)

- Organization preserved the professional stamp store, national storage stamps and UPU stamps (since 2014 no longer implemented)

- Providing services of organizing stamp exhibitions at home and abroad; research services, advice on postage stamps and stamp collection skills

- Designing, manufacturing and trading all kinds of cultural products and gifts on postage stamps

- Advertising and brand recognition services; event organization

- Trading in play stamps and cultural products domestically and internationally

- Preserving the stamp store, the stamp store remains from 1946 up to now