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

Abbreviation Full version of the word/phrase HRD Human resources development HRM Human resources management KPI Key performance indicator Cotevina Vietnam Stamps Company... LIST OF TABLE

ĐẠI HỌC QUỐC GIA HÀ NỘI

KHOA QUẢN TRỊ VÀ KINH DOANH

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

HÀ NỘI - 2020

ĐẠI HỌC QUỐC GIA HÀ NỘI

KHOA QUẢN TRỊ VÀ KINH DOANH

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 - 2020

The author confirms that the research outcome in the thesis is the result ofauthor’s independent work during study and research period and it is not yet published inother’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) isgiven

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

- In particular, I would like to express my deep appreciation to the supervisor: AssociateProfessor 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, viceprincipals, 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 alsothanks to the staffs working at other departments of the university, such as Academic Affairdepartment: 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 lookingforward to receiving the sympathy, guidance, help and comments from scientists, teachers,managers and colleagues

Sincerely thanks!

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 Full version of the word/phrase

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 39Figure 1.1 Population of Vietnam during 1950-2017 10Figure 2.1 Gender of HR of the Vietnam Stamps Company during 2016-2018 46Figure 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 51Figure 2.4 Research on employee’s demand of organizing training classes 58

within the Cotevina Company in 2018Figure 2.5 Research on employee’s willingness in participation of training 58

classes that organized by CotevinaFigure 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 40

Stamps Company in the period of 2011-2015Table 2.2 Results of production and business activities of the Company in 43

the period of 2016-2018 and year 2019 (planning)Table 2.3 Business revenue of the Cotevina from 2016-2019 44Table 2.4 The summary of labor in all departments of the Company by the 45

end of year 2018Table 2.5 The summary of company labor in 2018 45Table 2.6 Results of investigation on the sense of discipline and behavior of 49

employeesTable 2.7 Health status of workers according to health classification 50

standards of company period 2016 – 2018Table 2.8 Labor structure according to qualifications at the company in the 53

period of 2016-2018Table 2.9 Annual productivity and salary of HR in Cotevina from 2016-2018 60

INTRODUCTION CHAPTER

1 Rationale

Human resource (HR) is considering as the main and important assets of anyorganization It is necessary for organization to understand that an emphasis on thedevelopment aspect of human resources should be strongly invested if they want to achievebusiness 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 humanresource has big influence to organisation’s success or failure Especially in the context ofVietnam nowadays, when globalization and international economic integration is a trendthat challenges to Vietnam since its successfully acceded the 150th Member of WTO inJanuary 2007 and ASEAN economic integration 2017 Moreover, the competitiveness ofVietnam'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, foreigndirect investment (FDI) inflows into Vietnam reached a record level which over the sameperiod in previous years, both in terms of number of newly licensed projects, registeredcapital and expended capital (Cam, 2017) According to the Vietnamese ForeignInvestment Agency (Ministry of Planning and Investment), the country has over 1,100foreign direct investment projects, increasing 21.5% over the same period last year.Consequently, competition is heating up in Vietnamese market between Vietnamese goodsand foreign rivals as well as the domestic and international human resource qualityworking in Vietnam

On the other hand, the 4th industrial revolution is developing strongly across theglobal at the moment and having directly strong impacts to Vietnam It is given a greatchance of speeding up country’ industrialization and modernization; however, in thecurrent context, it is considered both opportunities and challenges to Vietnam in facing therevolution, particularly in technology, lacking high level of HR and infrastructure(VietNamNews , 2017 ) Regarding to the challenges, Viet Nam News also stated thataccording to Professor Doctor Tran Dinh Thien, rapid technology development will alsolead to “robots gradually replaced workers” and “ten millions of traditional workers willlose 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 isrequired 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 upfast as competition and knowledge exchange between Vietnamese and internationalemployees as well as inside power of changing to adapt to the global development In thesame context to the Vietnam Stamps Company, training and developing human resourcesare concerned vital activities, which urgently required maintaining and improving thequality of its business Vietnam Stamps Company (Cotevina) is a state-owned companyauthorized by Vietnam Post Corporations of Vietnam, established on 1st July 1977 It is asole company on providing stamps nationwide as well as in import-export field of philatelybusiness, offering unique products made from stamps to national and internationalcustomers As a representative of Vietnam, we also have participated in many stampexhibition 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% everyyear, 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 postagestamps 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 isstill no detail plans for educating and training their workers

According to Bontis et al (1999), in order to ensure the organisational long-termsurvival, it is necessary that the human elements are capable of learning, changing, creatingand innovating For Vietnam Post, the quality of postal service has always been a crucialconcern, especially in the current stage after its transformation in 2008 The quality ofPost’s service is no longer a separate issue for any single department but to the wholePost’s processes Particularly, the Vietnam Post has over 40,000 employees, while thequality of business depends on the professional level, knowledge and sense of labor.Additionally, Vietnam Post has taken many activities to focus on human resourcedevelopment since last few years, such as the even of cooperation between Vietnam Postand Japan Post in consulting development of quality management system and humanresource training ((Vietnamnet), 2015) Consequently, as part of Vietnam Post, improvingthe quality of Vietnam Stamps Company human resource is necessary, that required ahuman resource development program

In sum, this thesis is a study to which my current company, Vietnam StampsCompany 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 recommendationsconsistent with the existing human resources management (HRM) from a strategic point ofview in order to achieve Cotevina’s business plan From the importance of science andpracticality of the management and use of human resources, the dissertation decided totake 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 businessoganisations in particular depends heavily on investment in exploiting and promotingeffectively 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, thepopulation of Vietnam is over 97 million in July 2019, including 44.4% of totaldependency ratio (danso.org, 2019) The proportion of dependent population is theproportion of people who are incapable of working (dependents) on a country’s laborforce 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 countryhas 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 laborforce); in 2017 is 11.78 million people (about 21.7% of the labor force) However, the HRstructure is still unreasonable Vietnam currently has 500,000 workers working abroad,bringing about 100,000 workers abroad to work under contracts every year, mostly withmedium 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 workerswork at key technical positions, requiring high technical qualifications (Thu, 2019) Thisshows that Vietnam is lacking high quantity of high-skilled workers In the process ofintegration and modernization, the capacity and professional skills of employees play anextremely important role, especially in improving productivity, quality andcompetitiveness 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 hasbeen concerned by many scientists in all countries from over the world Various studies onthis issue, such as Research on the perspective of maintaining and improving humanresources, researching from Book: "Heath and social for workers" - Author: Eric Garner,2012; The article "Developing human resources responds to the challenges of strongglobalization 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 ofimproving mentality, for example, Book: "Training strategic for Employee", by authorDorothy Grover Bolton, 2011 The author delves into research to propose solutions to helporganize training Best quality human resources AuthorStivastava M / P (1997), Humanresource planing: Aproach needs assessments and priorities in manpower planing, ManakPublishing 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 byStewart Liff.

In the industrial revolution 4.0, as many other developing countries, Vietnam iscurrently facing the same challenges, to drive business and economy growth, it is requiredrapid adoption of new developments in information technology, automation and theInternet, the country was challenged by the lack of high quality labour work forces In theinterview with Vietnam News Agency, the vice minister of Ministry of Labor, WarInvalids and Social Affairs, Mr Le Quan discussed on many suggestions to improve thesituation 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 inorganization 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 toresearch 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 easiestand the most difficult to manage! Human resources are simply mentioning of people whowork 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 toemployment 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, managerialand professional) of employees It is applied to all type of personnel within theorganization, both organized and unorganized employees Human resource development isone of the main functions within the human resource management department withorganization development issues on training and development, organization developmentand 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 strategicplanning 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 theirpeople is the nature of the firms in the current business environment Given the fact thatthere has been a steady movement towards an economy based on services, it becomesimportant for firms engaged in the service sector to keep their employees motivated andproductive Even in the manufacturing and the traditional sectors, the need to remaincompetitive 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 aparadigm shift in the way businesses and firms view their employees as more than justresources 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 humanresources, especially high quality human resources One role of HR in a company is tounravel the byzantine employment regulations using their expertise and to advisemanagement about how they affect the business They then update business practices sothe 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 bydata The quality of human resources is a very comprehensive concept, expressed throughits basic characteristics Economists have summarized and generalized the quality ofhuman 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 humanresources 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 9skills and skills that employees acquire from previous training

Performance evaluation methodology is the way in which different measures areused on the basis of certain indicators and indicators from which to receive Through thisassessment method, managers can assess the quality of existing human resources as well asthe 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 theinput of human resources, such as good job recruitment and selection of manpower

HRD policies of the Company include policies on personnel placement, staffevaluation, training and use of human resources after training The human resourcedevelopment policy must clearly state the purpose, content, rights and obligations of theorganization and its employees

Labor remuneration policy is all that employees receive through their employmentrelationship with the business Remuneration includes basic remuneration, incentives andbenefits

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

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

Since then, proposing solutions, mostly on current limitation reasons to contributepromoting 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 andactivities to improve the quality of human resources in Vietnam Stamps Company indetails

The research content is focusing on analysing and evaluating the effectiveness ofapplied 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 dissertationresearch will take place and what or whom it will focus questionnaire for measuring; theselected scopes are needed to be reasonable for the research and able to represent of thetotal population (Wentz, 2014)

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

Secondly, the secondary data was carried out to objectively collect all the practicalfigures related to actions of improving quality of human resources at Cotevina Thequestionnaires 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 during2011-2018 The statistical methods conduct planning, designing, collecting data, analyzingwill all be performed The main purpose of the list is to help answering, analyzing andevaluating 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, whichwere collected during the research, would be used to turn raw numbers into meaningfigures to give overview of critical thinking and analyzing the statistic for solutionsuggestion

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 thebusinesses

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

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

1.1.1 Conception of HR

Human resource is a resource within every human being, including both existingand 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 centralfactor in any other factors during production

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

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

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

Manpower is the entire physical and mental ability of people involved in the laborprocess, 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 otherwords, human resources are understood as the labor force with certain skills to do certainjobs that society or market needs Human resource composition is the number ofemployees including the total number of people in their working age and their mobilizingworking time Quality of human resources: reflected in the gender, health, professionallevel, consciousness, behavior, working attitude of employees.

HR are understood in two meanings: In a broad sense, HR are the source of laborsupply for social production, providing resources for development Therefore, HRincluding the entire population can develop normally In a narrow sense: HR are theworking capacity of society, a resource for socio-economic development, includingworking-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 theeffects 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 meansthat HR is highly appreciated to consider human potentials as the capacity for them tomanage

HR is also the overall internal and external factors of each individual, ensuringcreative 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 ofbusinesses and organisations, HR is simply known as labor forces of all people in theorganization According to Prof Dr Bui Van Nhon (2006), he mentioned that HR of anorganisation is the workforce of that organization and the number of people on the list ofthe business, salary paid by the business Similarly, labor, is known as all the physical andmental abilities of the people within the organization are used in the process of laborproduction (William McLean, 2013)

Basically, HR, is including people who are in working age, had demand of workand 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 notyet 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 orimmigration.

Although there are many different perspectives and concepts of HR, the basiccontent all mentioned that HR is a source of labor for the society People are theconstituent element of the production force keeping put top position, the fundamental andendless 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 improvethemselves and their HR to be good at plenty of resources, both quality and quantity toensure 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 individualconnections, but follow general objectives of businesses On the other hand, there is alsoopinion that HR is an independent income, while input sources influence to organizationsuccess, quality, cost and output products Generally, HR consists of some core features asfollowing:

- 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 thecompany 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 andunorganized labors Meaning, developing the quality of HR in an organization is not onlyfocusing on development of individual ability but also completing and increasing team-working skills Some ways could increase level of teamwork skill knowing suitable role andpositions, 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 everyindividual is partly orgnisational success performance, it must be planned from the objectives

socio-of business

- In order to attaining and achieving organization’ goals, there are many sources arerequired besides HR, such as revenue, technology… they are all different in term of featuresand functions to the company HR is the most complicated, because its about managinghuman, 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 itemsthat selling for a price, realized as tangible items, which can be seen or touched, produce tomeet 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 jobswill be created differently with responsibility; the work is different between management andlower working positions

- Levels of work complexity: The company assesses the complexity of the work ofall types of workers by scoring the factors, including: time or training level; responsibility;skills, experience accumulation time; influence level of work, product or managementdecision; 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 ofmuscular labor directly producing wealth in the physical form, while intellectual labor ismainly 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 physicaland spirit world, brainpower and soul, as well as professional skills at work, all creatingpeople with labor workforces abilities and virtuous character, to adapt nowadays socialeconomy’ 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 sciencemachine or level of knowledge To evaluate the quality of HR, all of the factors arenecessarily to get measuring, but it does not mean that a person is required to have all ofthem.

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

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

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

High quality products and services are measured by how they meet customer’sdemands Goods that could not meet demands of customers are reflected low quality; nomatter they are made of high technology process The quality counts when meetingdemand, and demand keeps changing, so quality is also influenced by surroundingenvironmental impact, time and working conditions Therefore, it is very important formanagement 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 economydepends much more on the ability of creation and innovation, development of physicalcapability and professional skill turning into new products and service

However, despite special attention and great achievements, according to the WorldBank assessment, in the context of international integration, the quality of Vietnameselabor 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 (ranked11/12 in Asian countries participating in the World Bank ranking) while the quality scorefor 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 TechnicalIndustries, Duc Duong Pham – Southeast Asia – Vietnam Scientific Research Associationand 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, deputychairman of the National Assembly’s Committee on Social Affairs, said that the quality oflabor is a big challenge for Vietnam According to Mr Loi, some of the main causesaffecting Vietnam’s labor productivity are the high proportion of workers in theagriculture, forestry and fishery sectors, where the quality of labor resources is low ascareer 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 Physicalstrength 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 theaverage-low level (both in height, weight as well as endurance, toughness), therefore thelabor forces mostly do not meet the intensity of work and requirements in using equipmentcompare against the international standards

Relevant to health care, HR can be described as different types of the health clinicand non-clinical staff responsible for public and individual health intervention It isconsidered most important of health care system, the performance and advantages thatfulfilling only the knowledge, skills and motivation The relation between health and HR isextremely complex

1.2.2.3 Criterion on intellect

The intellect includes talent, aptitude, as well as belief, human being within everysingle 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 andbehavior Workers are not equipped with knowledge and skills to work in groups, lack ofability to cooperate and bear risks, no team work, no sharing ideas and afraid of promotinginitiatives and experiences

1.3 Improving quality of HR in organization

According to Assoc Prof PhD Pham Van Son (Binh, 2015), who is director ofCenter 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 Asianand international career However, Vietnam is urgently required for higher demand quality

of work

On 20th March 2019, the Institute of Workers – Trade Unions (Vietnam GeneralConfederation of Labor) held a workshop to discuss solutions to improve the quality of HRand mange skilled labor to meet the requirements, integration demand At the seminar,experts and scientists exchanged and analysed the characteristics, opportunities, challengesand 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 thedirection of development in a reasonable manner in terms of scale (quantity) andqualifications (quality) to meet the requirements of business development goals withincreasing efficiency Improving the quality of human resources is to increase the value ofpeople; both material and spiritual values; both intellect and soul as well as professionalskills, making people become laborers with capabilities and higher substances, meeting theincreasing demands of socio-economic development From this perspective, the author saidthat improving the quality of human resources is to improve working capacity, jobhandling skills and attitudes in the work of human resources working at enterprises

HR management development increases while making better activities at healthcare, mind train, and people knowledge applying to work reaching standard level todevelop 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 improvinghealth, 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 importanttool of helping employees to develop their potential fully While organizational successdepends on the quality of both individual and groups for achieving organizational goals,HRM mainly responsible for building human capital to comprise people-related utilitieslike hiring, training, development, presentation appraisal, working environment and so on

Enhance, it is extremely important in term of putting more investment on HRD toenhance 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 anew ideas to enterprises’ thinking, helping businesses owners become more aware of theimportance of HR as well as create a working environment, promotion opportunities aswell as offer remuneration regimes to retain talented people

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

For improving HR quality, initiatives relevant to increase equity or fairness are alsomentioned Equity should be promoted planning, including financial protectionmechanisms, specific needs to target, re-deployment service When employees satisfy andfeel 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/servicesand customer’s satisfaction The quality is normally defined in two ways: product qualityand service quality Product quality, including technical and grey matter quality, alsoservice quality refers to the impact that products available to be largely chosen by thecustomers 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 shouldclearly 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 newtechnologies require training employees to capture new skills Enterprises are alwaysinnovating 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 andits relationship with the development of enterprises They have positive experience in trainingand development, for example training is perceived to improve the business situation andtraining costs will be offset They understand the skills of training needs analysis and trainingplanning They want to do training and are not afraid of trained employees leaving theirbusinesses

- Financial ability: Financial ability of enterprises also greatly affects theimplementation of training activities in enterprises Many businesses know that they need totrain their employees, but their financial ability does not allow them to send trainees atprestigious 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 intraining and improving the quality of HR for SMEs For developing countries like Vietnam,besides the support of the Government, businesses also receive development support ofinternational 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 servicedelivery system develops and the organizations providing training services are ready todesign appropriate training programs, it is easily finding organizations that provide goodtraining services in the market to organize advanced training for managers or workers If thereare 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 vocationalschools and vocational training institutions develops to meet the social needs: providingcareers that the labor market needs, meeting the learning needs Trainees and graduates ofvocational training programs have good professional knowledge and skills to meet theproduction and business requirements of enterprises

- Labor market: The labor market develops, the business owner can easily find theemployees with qualifications and skills to meet the production and business needs of theenterprise, 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 supplyand 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 andworking skill For this issue, it is a needed essential concern from the government tolocalities across the country, from the academic foundations to business organiations InVietnam, the Resolution No 29-NQ/TW of 4th November 2013, on fundamental andcomprehensive innovation in education was also clarified and highlighted the importance

of this topic The Vietnamnet digital news reported that Vietnam education was attained itstarget of Vietnamese education reaching regional advanced level by 2030 afterimplementing the Resolution No 29-NQ/TW Diversifying investment from private andforeign-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 andeducational method, as well as, opening moderate policy to high quality of trainer andstudents to keep them working for the country Secondly, organisations should bepromulgated and created conditions for labors participating in fostering and self-study toimprove their professional qualifications and professional skills Thirdly, associating HRDstrategy with socio-economic development It is necessarily linking the development of HRstrategies to industrialization and modernization of the country to investigate of themanpower currently working and demand for HR in the coming years Fourthly, goodmanaging and treating the talents and organizing a learning society, meaning in process ofdetection-cultivation-application, high quality HR must be associated with social learningdevelopment Fifthly, improving information system of labor market, specifying, fulfillingthe information system and forecast the demand for national manpower, connecting withforecasting and information centers on HR and demand of ministries, provinces or cities.Last but not least, expanding international cooperation, researching on models andexperiences in training and developing highly qualified HR of some successfully appliedcountries, 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 satisfactionfrom their job and makes them to give out their best efforts to the company Individualmember 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 hasincreased 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 agriculturewhile low ratio in high technology and business sector by Mr Loi - deputy chairman of theNational Assembly’s Committee on Social Affairs, or dominant factors such as the startingpoint 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 inimproving HR quality, refer to difficulty in budget, lack of unity vision betweenstakeholders, 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 improvingthe quality of HR, especially, with the high-developed countries from Asia and topworldwide countries In recent market economy, many countries in the world has beensuccessfully implemented the cooperation mechanism between university/training centerand enterprises in training and improving the quality of HR

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

by the Governments and expressed through many programs and policies to supportdevelopment Based on the researches and beliefs of MA Pham Thi Ngoan, who is thefaculty 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 ofpolicies that can be consulted for application in Vietnam, with experiences of othercountries as following:

Providing training and consulting services: Providing training and consultingservices to improve the quality of HR for SMEs will help improve product quality,business efficiency and competitiveness of businesses This experience applies in mostcountries from developed countries to developed countries However, different forms ofapplication 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 toachieve success and boom nowadays Managing human resources in enterprises is both ascience and a true art focused in Japan The appreciation of each individual in Japanesecompanies is the basis for establishing success worldwide This method of management isthe key to the quality of human resources in Japanese companies that have been improvedand recognized by the world, for example TOYOTA and ISUZU are two world-famousbrands in the automotive market

In Japan, law to encourage HRD has been applied since 1985 The Law onencouraging HRD orders as the responsibility of the Minister of Labor, who outlines theplan as a basis for vocational training and the development of occupational ability inaccordance with the requirements of the labor market He is in responsible for ensuringsatisfaction of the requirements and aspirations of workers in frequently changingenvironments The law provides an opportunity for employers to train themselves In thepast, only workers were trained, but now they have been extended to people other thanworkers, including owners of companies and enterprises

Toyota and Isuzu as well as other Japanese-influenced companies appreciate theinfluential people who apply the "lifelong job" regime in most key positions and create ahigh 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 andworking 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, tocreate an international learning opportunity for administrators at all levels Toyota andIsuzu as well as most other Japanese companies always use teamwork Coordination alsocreates opportunities for mutual learning, control of progress, quality and motivating groupcompetition 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 forcreative initiatives of employees.

Thus, the preferential regime, the use of HR in management and use, in trainingand 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 isthe secret to Toyota and Isuzu's presence worldwide

1.4.1.3 Singapore

- Experience of Singapore government, Skill Development Fund and SkillsRedevelopment Program are establishment The Singapore Skills Development Fundprovides financial incentives that encourage employers to participate in advanced skillstraining programs with the goal of increasing basic knowledge and math proficiency forworkers; 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 humanresources The Korean government affirmed its goal: To foster creativity, self-discipline,competitiveness, develop the ability and personality to protect, promote the nation'sstrength, will, ability and Korean mind wisdom is at the highest level, making Korea a keyplayer in world affairs Therefore, training for HRD is a concern not only for theGovernment but also for business firms and people, all of which create the best conditionsfor training

According to Korean experience, building human resources for small and mediumenterprises: The program helps to change the perception of university students on SMEs bycreating opportunities for them to practice in those businesses, the program to attract youngmanpower to work in SMEs; program for young people in middle and high schools tostimulate 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 electronicsmanufacturing 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 inproduction and customer service Management information system is an extremelyimportant system for the company to build information infrastructure for human resourcesdevelopment and manage all activities in the company The remuneration regimes alwaysfocus 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 hasbeen fully explained in terms of personnel policies, terms of labor contracts, sanctions todeal 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 studyabroad The company values creativity for its employees has great rewards and honors thecollective for the creator, especially the designer of the product model to bring that productinto 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 Continuousimprovement of production machinery and equipment to utilize production capacity andreduce investment costs

1.4.1.6 Some other developed countries

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

- Experience of many Asian countries: Raising social awareness about lifelonglearning The purpose of building a learning society creates broad opportunities for people toaccess more and more types of learning, to help enrich life and wisdom; facilitate people tocontinue learning to respond promptly to the current rapid changes in society, technology andeconomy 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 HongKong strongly prioritizes forms of career skills enhancement in the form of on-the-jobtraining 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 theimmediate period Thailand suffered heavily from the Asian financial and monetary crisis,

so it placed priority on resolving unemployment consequences and bringing unemployedpeople back to the labor market In Malaysia and Singapore, retraining and skillsenhancement 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 Vietnamesegovernment has released many new and supported circular (Dung, 2019), one of thenewest 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 theimplementation of online training programs and training programs on mass media for smalland medium enterprises; fostering a contingent of cadres, civil servants and employeesperforming 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 SMEsbased in extremely difficult socio-economic areas, students of small and medium-sizedenterprises 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, intensivebusiness administration, direct training in manufacturing and processing enterprises, businessmanagement skills

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

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

- Fostering the contingent of cadres, civil servants and employees performing thetask of supporting small and medium enterprises in order to provide knowledge, skills andmethods 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 collectedstatistics 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 programsproposed by the 10th Party Congress Meeting in the period of 2016-2020 Over half of theimplementation term, the program has achieved certain results, creating an importantdriving force for the city to grow In the future, the city will focus on creating a strongerbreakthrough for this "backbone" program

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

In the medicine field, the industry target has achieved positive results on thenumber of doctors and nurses per 10,000 people The level and capacity of the team ofdoctors 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 programsare interested in investing in international standards when moving free labor withinASEAN

The network of training institutions is strengthened and developed, the scale oftraining is expanded; The sense of responsibility and self-awareness of universities andcolleges in the implementation of quality accreditation according to prescribed standardshas created a big spillover effect The rate of students having jobs after graduation in 2016reached 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 andathletes, especially for the forms of vocational training, short-term training for traditionaldisciplines, academic arts and at the same time promote the capacity of athletes in keysports such as taekwondo, boxing, athletics, flags king, swimming, weightlifting

Vocational training is paid attention to, step by step associated with the analysisand forecast of labor demand, market demand, labor quality improvement, job creationaccording to the requirements of mechanical transformation, economic structure, laborstructure of each locality and specific characteristics of the city on agricultural and ruraldevelopment.

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

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

Mr Nguyen Thien Nhan, Member of the Politburo, the Secretary of Ho Chi MinhCity Party Committee, said that to greater effectiveness of the Program to improve thequality of HR and other breakthrough programs, it is necessary changing the method oforganization and implementation Each program needs to have the Chairman or ViceChairman of the City People's Committee in charge and the Standing Committee of theParty Committee will appoint a Deputy Secretary or Member of the Standing Committee toparticipate 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 inthe labor market, while the availability of Vietnamese vocational education is still slow.Competition between our country and other countries in the world in providing highquality labor resources requires the quality of vocational education to be significantlyimproved in the direction of approaching regional standards and so on Gender to enhancethe ability to recognize diplomas between Vietnam and other countries The goodimplementation of this program will have a strong impact, creating a breakthrough forVietnam in economic development – culture – society, achieving good results of theobjectives Therefore, it is urgently required employees, organisations and also theGovernment 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 replacethe reliance on natural resources Improve the quality of people and the quality of humanlife 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: Withspecific characteristics of each industry, there should be proper policies for the use ofintellectual human resources and the use of talents as well as position of the career

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

Fourthly, constantly improving the education level for HR: The education level ofthe people in the whole country is very low It is necessary to strengthen the educationalinformation and effects of education in the socio-economic life and development in thepopulation of regions throughout the country Need to renew thinking, have a newperspective on Vietnamese people and human resources to complete the industrializationand 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 andupdating new creative trends and technology worldwide Especially, there should be aprogram to concentrate on talented people and owner of the organsation or topmanagement board of businesses

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

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

Eighthly, Government management agencies need to control the implementation ofstrict 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 toform Vietnam Post and Telecommunications Group (VNPT Group) approved by the PrimeMinister 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 inthe field of Post and independent economic accounting and allocated by the State throughthe Group and the Council, member of VNPT Group is the representative of the Stateowner at the Corporation and is the Board of Members of the Corporation ImplementingDecision 674/QD-TTg of the Prime Minister, on June 15, 2007, the Ministry of Posts andTelematics (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 ontransferring the right to represent the state owner at Vietnam Post Corporation fromVietnam Post and Telecommunications Group to Ministry of Information andCommunications Vietnam Post Corporation (Vietnamese: Tổng công ty Bưu chính ViệtNam) is renamed to Vietnam Post Corporation (Vietnamese: Tổng công ty Bưu điện ViệtNam) (according to Decision No 2596/QD-BTTTT dated December 28, 2012 of theMinistry 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 Corporationunder the management and organization model of the General Corporation The companyincludes 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 theCorporation 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, DatapostCompany, VNPost Logistics Company, Training Centre); 02 One-member limited liability

companies with 100% of the charter capital owned by the Corporation (Vietnam StampsOne member limited liability Company (Cotevina) and the Post Stamp Printing Onemember limited liability Company (Intevina)); 03 joint stock companies held by theCorporation 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 Postand Telecommunications (changed to the Ministry of Post and Telematics, now theMinistry of Information and Communications) Vietnam Stamp Company is a State-ownedenterprise, an independent accounting member unit of Vietnam Post Corporation - VietnamPost (Ministry of Information and Communication) since 1996 by document No.425/TCCB-LD, September 9, 1996 of the General Director of the General Department ofPost and Telecommunications on the establishment of state owned enterprise

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

- Short name: COTEVINA

- Company code: 0100686199, provided by Hanoi Authory Planning and

- 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 strengtheningthe organizational structure, strengthening staff training in all aspects, raising awarenessand enlightenment in thought, innovating the way of doing, determination Investmentselects each field, from small to large, from narrow areas to large areas and has constantlydeveloped stamp market on both domestic and international trademark, not only on stampcollecting market but also providing new creative ideas product from stamps planning ongifts and communications.

In January 2016, the Company started to follow its first development period of2016-2020 for 5 years planning and targeting With the newly assigned functions andtasks, initially creating exciting atmosphere and unity in the majority of cadres and youngemployees are supplemented to meet the new development requirements of Stampscompany

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 PostCorporation, usually Deputy General Director of Vietnam Post Coporation, who isresponsible for the stamp sector, the representative of the Corporation’s equity in theCompany

- 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 companyare responsible by the people of Vietnam Post, big company, so they are not working atVietnam 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 (meaningsstamp 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