Complete the human resource management at lien viet post bank phu tho branch

ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH --- HOÀNG THỊ HÀ PHƯƠNG COMPLETE THE HUMAN RESOURCE MANAGEMENT AT LIEN VIET POST BANK PHU THO BRANCH HOÀN THIỆN CÔNG TÁC QUẢN TRỊ N

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

-

HOÀNG THỊ HÀ PHƯƠNG

COMPLETE THE HUMAN RESOURCE MANAGEMENT AT

LIEN VIET POST BANK PHU THO BRANCH

HOÀN THIỆN CÔNG TÁC QUẢN TRỊ NGUỒN NHÂN LỰC TẠI NGÂN HÀNG BƯU ĐIỆN LIÊN VIỆT CHI NHÁNH PHÚ THỌ

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

HÀ NỘI - 2021

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

-

HOÀNG THỊ HÀ PHƯƠNG

COMPLETE THE HUMAN RESOURCE MANAGEMENT AT

LIEN VIET POST BANK PHU THO BRANCH

HOÀN THIỆN CÔNG TÁC QUẢN TRỊ NGUỒN NHÂN LỰC TẠI NGÂN HÀNG BƯU ĐIỆN LIÊN VIỆT CHI NHÁNH PHÚ THỌ

Chuyên ngành: Quản trị kinh doanh

Mã số: 8340101.01

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

NGƯỜI HƯỚNG DẪN KHOA HỌC: TS PHẠM THỊ THANH HÒA

HÀ NỘI - 2021

DECLARATION

I hereby declare that the work contained in this thesis is of my own, not copied from others; the cited references, used data and the thesis content are truthful I undertake that the result of this thesis research has not been published in other’s researches and article

ACKNOWLEDGMENT

I am sincerely thankful to Associate Professor Pham Thi Thanh Hoa who has spent great time and effort giving me whole-hearted guidance and instruction for the thesis conduction

I would like to express my gratitude toward to Management Board, managers and colleagues who are working at Lien Viet PostBank, Phu Tho branch for sharing and creating the most favourable conditions for me to complete this thesis

Despite of great effort, due to the limited time, research methodology and experience, the shortcomings are unavoidable I sincerely wish to receicve the comments and contribution from your esteemed teachers and colleagues in order for the research to be applied into my work practice in the banking field

Sincerely Thank you!

Hanoi, 2020 Author

Hoàng Thị Hà Phương

TABLE OF CONTENTS

DECLARATION i

ACKNOWLEDGMENT ii

LIST OF ABBREVIATION v

LIST OF TABLES vi

LIST OF DRAWINGS, DIAGRAMS vii

INTRODUCTION 1

CHAPTER 1 LITERATURE REVIEW ON HUMAN RESOURCE AND HUMAN RESOURCE MANAGEMENT 8

1.1 Several basic concepts 8

1.1.1 Human resource 8

1.1.2 Human resource management 9

1.1.3 Missions and objectives of human resource management 12

1.2 Human resource management procedure 15

1.2.1 The function group of attracting the human resource 15

1.2.2 The functions of HR Training and development 23

1.2.3 The functions of maintaining the human resource 26

CHAPTER 2 CURRENT SITUATION OF THE HUMAN RESOURCE MANAGEMENT AT LIEN VIET POST BANK PHU THO BRANCH 31

2.1 Introduction of Lien Viet Post Bank Phu Tho Branch 31

2.1.1 Phú Thọ Information about Lien Viet Post Bank Phu Tho Branch 31

2.1.2 Organization structure 32

2.2 Current situation of the human resource management at Lien Viet Post Bank Phu Tho Branch 34

2.2.1 The work of attracting the human resource 34

2.2.2 Human resource training and development 41

2.2.3 Human resource maintenance work 46

2.3 Evaluation of the human resource management at Lien Viet Post Bank Phu Tho Branch 49

2.3.1 Achieved results 49

2.3.2 Remaining limitation 51

2.3.3 Reasons for the limitations 52

CHAPTER 3 SOLUTION TO COMPELTE THE HUMAN RESOURCE MANAGEMENT WORK AT LIEN VIET POST BANK PHU THO BRANCH 54

3.1 Foundation to complete the human resource management work at Lien Viet Post Bank Phu Tho Branch 54

3.1.1 Direction, objectives of Lien Viet Post Bank Phu Tho Branch for the upcoming time 54

3.1.2 Business operation field 54

3.2 Propose solutions to complete the human resource management at Lien Viet Post Bank Phu Tho Branch 55

3.2.1 Solutions to complete the function of attracting human resource 55

3.2.2 Solutions to complete the human resource training and development 62

3.2.3 Solutions to complete the human resource maintenance function 68

3.3 Petitions 70

3.3.1 Set up the information and communication system in Lien Viet Post Bank 70 3.3.2 Complete the system of the tools supporting HRM 71

3.3.3 Coordinate with the Labour Union to encourage the employees to promote every ability, to implement well the health care, the material and spiritual life for the employees 71

CONCLUSION 73

REFERENCES 75

APPENDICE 77

LIST OF ABBREVIATION

TMCP (JSC) Thương mại cổ phần (Joint Stock Company)

NNL (HR) Nguồn nhân lực (Human Resorce)

Lienvietpostbank Ngân hàng Bưu điện Liên Việt (Lien Viet Post Bank) CBCNV Cán bộ công nhân viên (Staff)

HSC (HQ) Hội sở chính (Headquarters)

LIST OF TABLES

Table 2.1 Compilation of the personnel recruited through the channels of Lien Viet

Post Bank Phu Tho 37

Table 2.2: Officer recruitment analysis 2017 - 2019 38

Table 2.3: Flow chart of the recruitment by examination 40

Table 2.4 Content of integration training 42

Table 2.5 Compilation of training results of Lien Viet Post Bank Phu Tho Branch 42

Table 2.6 Questionnaire statistics at Lien Viet Post Bank Phu Tho Branch 44

Table 2.7 Evaluation of the implementation quality of the training course at Lien Viet Post Bank Phu Tho Branch 44

Table 2.8 Average income of the officers at Phu Tho Branch 47

LIST OF DRAWINGS, DIAGRAMS

Figure 2.1 Operation Model of Lien Viet Post Bank Phu Tho Branch 33

INTRODUCTION

1 Urgency of the thesis topic

Every resource will encounter the status of scarcity, human resource is not an exception Moreover, up to now, human resource is considered to be one of the resources which play an important role in the existence and development of any enterprises Therefore, each enterprise, in the first place, should in the first place pay attention to the matter of human resource and human resource managers at the enterprise There have been a great number of concepts, definitions and different understandings on human resource management, according to American Professor Dimock:” Human resource management includes all the methods and procedures applied to the employees of an organization and resolving all the related situations arising from a certain kind of work”

Lien Viet Post Bank Joint Stock Commercial bank (Lien Viet Post Bank) formerly known as Lien Viet Bank was established and operates under the Banking License No 91/GP-NHNN dated 28 March 2008 by Governor of State Bank of Vietnam Vietnam Post Corporation, which became the biggest shareholders of Lien Viet Post Bank, has gained a number of achievements and contributions to the human resource and management during the operation However, compared to the new requirements in the integration trend, scientific and technological revolution etc., the human resource management still possess certain shortcomings and limitations, lacks of inefficiency, which lead to the new challenges arising in the development Since the establishment, there have been many new banks, credit institutions and financial companies, among which there are many belongs to foreign investors The transactions and acquisitions are increasing, affecting the banking activities There has been high demand for human resource despite of the limited sources Other banks have been trying to attract the human resource from Lien Viet Post Bank The consequence causes the brain drain, resulting in the competitive power of Lien Viet Post Bank Such fact leads to the issues of planning, training, surviving and developing of Lien Viet Post Bank In such

scenario, Lien Viet Post bank determines that human resource is the key to enhance the competitiveness in the market and the substantial development against the pressure from the competitors Human resource management at the bank has renewal trend to adapt to the market mechanism There are plenty of rules and regulations impacting directly or indirectly the human resource management such as: payroll regulation to encourage employers with good performance, internal imbursement regulations to promote frequent work from the employers, training regulations, rewarding regulations, democratic regulations, working discipline regulations etc Nevertheless, such work still has certain shortcomings consisting of the matter that: it is still heavily influenced by the regulating policy mechanism; human resource has not been properly invested; the human resource planning has not planned for a long term and has not attached with the development strategy of the bank There has not been evaluation criteria on human resource management; the human resource planning for a long term has not been formulated Based on the above analysis, the

author selected the content: ”Complete the human resource management at LienViet Post Bank Phu Tho Branch” to be the research topic for the master thesis

2 Overview on the research situation

2.1 Human resource study

In recent years, there have been many articles, documents as well as researches of Vietnam as well as international studies on human resource development or on human resource issues at organizations and enterprises Some typical studies can be mentioned as follows: - "Human resource development - world experiences and our country's practice" co-edited by two authors Tran Van Tung and Le Ai Lam, written

in 1996 The book introducing experiences on developing national human resources, including human resource development policies of a number of countries

in the world Although the book only focuses on human resource development initiatives from a macro perspective But through that, it helps to deepen awareness

of the important role of human resource development, as well as equip more ways

of thinking in proposing solutions to this problem - "Human Resource Development through Education and Training - The East Asian Experience of the World Economic Institute" 2003 The book introduces the achievements of the group of countries in the region in human resource development 3 through education and training Successful policies on education and training of East Asian countries are an important solution in providing human resources to meet the requirements of industrialization It is also a lesson for Vietnam in general and businesses in particular in the human resource development cause "Developing human resources in Japanese companies today" by TS Tran Thi Nhung and Assoc.Prof.Dr Nguyen Duy Dung, co-editor (2005) The authors have analyzed the current situation of human resource development, the main labor training methods

in Japanese companies from the 1990s to the present The work proposes a number

of human resource development orientations for businesses in Vietnam -

"Forecasting the trend of developing Vietnamese human resources to meet the competitiveness of the labor market in the context of integration" The study aims to propose methods of forecasting and forecasting the trend of developing Vietnamese human resources To ensure to meet the competitive labor market demands in the context of integration - Doctoral thesis "Development of human resources in small and medium enterprises in Vietnam in the economic integration process" of author

Le Thi My Linh, written in 2009 This is a reference document on human resource training for the majority of Vietnamese businesses today

Armstrong (1999, p.3) stated that Human resource management is caring about the jobs, the development and rewarding of everybody in the organizations

and implementing the relations between management and the labour fource Human resource management also can be defined as one of the strategic and clear approach

to manage the most valuable property of one organization – the people working there, whose individual and collective contribution can achieve the objective Storey (1989) distinguish between the soft and hard version of human resource management The overall objective of human resource management is to ensure that the organization can get their success through people As Ulrich & Lake (1990) commented: “ Human resource management system can be the organization ability allowing the company to learn and take advantage of new opportunities”

4 Research objective and tasks:

Research objectives: Propose several solutions to improve the efficiency of the performance of human resource management for Lien Viet Post bank Phu Tho Branch

In order to perform the above objective, the thesis has the research tasks as follows:

- Generalize the studies on human resource, human resource management

- Identify the literature review for the human resource activity for the commercial banking field

- Identify the foundation to provide several solutions to complete the human resource management for Lien Viet Post Bank Phu Tho Branch

- Propose and select the solution to finalize the human resource management for Lien Viet Post Bank Phu Tho Branch

5 Research objects and scope:

5.1 Research objects:

Research objects: is the foundation to select the solution to complete the activity

of human resource management for Lien Viet Post Bank Phu Tho Branch

5.2 Research scope

Content scope: Research the solutions to complete the human resource

management activity at the enterprise level, do not research at the industry or nation level The objective is to complete the activity of human resource management, other objectives including profits, market shares, customers/ employees satisfaction

is considered as the reference objective for the main objective is to ensure the security for the enterprise

Space scope: Lien Viet Post Bank Thu Tho Branch

Timing scope: Study the situation of Lien Viet Post Bank Phu Tho Branch

for the period 2017-2019, the survey date is in 2019, the solutions in 2020 and with vision to 2030

6 Research method

6.1 Data collection method

- Secondary data collection

The secondary data were mainly collected by desk data Such data resources include:

(1) Basic theories concerning the research study such as human resource, human resource management, human resource attraction, human resource training and development, maintaining the human resource

(2) Study the domestic and international researches on this topic

(3) Journals, articles of the local and international conferences

The study of secondary data will help the student to formulate the research model and develop the research assumption on human resource management in the field of commercial banking, to be the foundation for the testing of the current program and proposal of the solutions

- Primary data collection

By questionnaire

To test the assumptions withdrawn from the research model, the author will design and develop a quantitative questionnaire to the survey objects The questionnaire will include the general information in the research, the questions involving the human resource management matter through the activities according

to the proposed research basis and the content collected further from the reply

Measure: Likert scale from 1 to 5 will be used for majority of the questions

in the quantitative questionnaire with 5 is the highest level and 1 equivalent to the lowest

Surveyed objects: will be the management board, the managers and

employees of the Lien Viet Post Bank Phu Tho Branch The number of questionnaire papers is anticipated to be approximately 150 with the collection from

70 to 100 paper with the qualified paper of 50-80

Design of questionnaire: The questionnaire will be designed with clear, brief

content which is easy to understand suitable with the purposes and requirements as well as the literature frame of the thesis

- Based on the objective the literature review to identify the required information: factors, variables and scales;

- Identify the types of questions;

- Identify the content of each question;

- Identify the language use for each question;

- Identify the logic for the questions;

- Draft the questionnaire;

- Get comments from several teachers on the questionnaire;

- Submit the questionnaire to the instructor;

- Instructor agrees to perform the survey;

Basic content of the questionnaire:

- Introduction of the thesis name: author’s name, thesis’s name, main contents to be surveyed

- Provide explanation on wording necessary for the survey: human resource, human resource management etc

6.2 Data analysis method

+ For example when we need to know the attitude of the consumers toward

a certain brand, we can ask the following questions:

◦ Why do you like using this brand?

◦ What is the most outstanding feature of this brand?

◦ Why is it the most outstanding feature?

7 Thesis structure

Besides the introduction, conclusion, reference and appendices, the content

of the thesis is divided into three chapters:

- Chapter 1: Literature review on human resource and human resource management

- Chapter 2: Current situation of human resource management at Lien Viet Post Bank Phu Tho Branch

- Chapter 3: Proposal foundation and solution to complete the work of human resource management at Lien Viet Post Bank Pho Tho Branch

CHAPTER 1 LITERATURE REVIEW ON HUMAN RESOURCE AND

HUMAN RESOURCE MANAGEMENT

1.1 Several basic concepts

1.1.1 Human resource

Human resource is the resource of people, in which it is studied from different perspectives First, considering it to be the labour power supply to the entire society, human resource may be understood according to the concepts

" The development of the society includes the factors of human resource and the working ability of the society Hence, all the population within the labour age (In Vietnam, it is from 25 to 55 years old) with the working ability regardless of the state of being employed or unemployed

It can be understood as the aggregate of the individuals, the specific people participating in the labour process to be human resource, is the aggregate of the spiritual and physical factors mobilized into the working process” With this understanding, the people who are implementing in the work and the people without jobs are both considered as human resource

The two above understanding is only different in the determination of the human resource scale but it is agreeable that the human resource shows the working ability of the society

Human resource can be regarded on the perspective of quantity and quality Quantity of human resource is demonstrated through the criteria of scale and speed of human resource increase These criteria is closely related to the scale and speed quota

Pham Minh Hac Human resource development to meet the requirements of industrialization and modernization of the country, People Newspaper, 7 June 2015

The larger the size of the population, the faster the speed of population growth lead to the larger scale and faster speed of the human resource and vice versa

In terms of the quality, human resource is considered on the factors: health, ability, specialization, cultural level, characteristics etc As other human resources

in the production of material and spiritual assets for the society, the quantity, in particular the quality of the human resource plays a very important role

Human resource is a broad aspect, regarding the content, it consists of two aspects First, it is the entire labour power and the working ability of the social labour force Second, it is the labour power, level, ability, awareness of each individuals, relation between the individuals Through many studies, it can be seen that quality of the labour source is being put at the top currently, and the second aspect of the human resource is demonstrated at the quality which is being more and more attention and has the key meaning with the socio-economic development

Human resource with the status of the research object of the management science, human resource is the entire managers and employees of one organization and is understood to be the human resources and the matters of human resource within an organization or enterprise, is the central object of the managers and the subjects of the development activities and operations of such organization

1.1.2 Human resource management

Human resource management is the reasonable and efficient maintenance, development, coordination and usage of the human resource of an organization in order to complete the objectives that such organization establishes All the managers of every level can only achieve the objective through the effort of their employees Therefore, in order to perform efficiently the objectives, the managers

of all levels is required to conduct well the human resource management

In order to serve the research, it is necessary to clarify the difference between personnel and human resource terms Personnel can be understood to be a specific person in charge of a specific title or position in a body or organization Human resource is referred to the entire ability of power, intelligence of every individuals within the organization regardless of their roles The impacted object of human resource management is: human resource

Human resource has always attached with the existence of the organizations,

it is a specific activity of the organizations We generally understand that: organization is a group in which there are many people gathered to together cooperate to get to an general objectives that all concern In fact, it can be a production brand, a company, a factory, a state body, hospital, labour union, church, institute, army etc or even containing the political organization, election campaign organization, charity organization etc

Human resource managers play a role as the people creating the policies in order to establish and adjust the relation concerning the people in the organization This can be implemented by the action from the line manager The role of the human resource manager is to develop the policies and programs of which the function is to be the catalyze and driving force in the relationship between the line manager and the worker This is the task division between the line manager and the human resource manager

According to Martin Hilb, human resource includes all the personnel potential in a social system in terms of production (consisting of the members of the management board in the enterprise) This means that” human resource includes all the members in the enterprises who uses the knowledge, ability, behaviours and conduct value to establish, maintain and develop the organization” As a result, he stated that:” Human resource management is the entire objective, strategy and tool through which the manager and the employees in the enterprise use to be the foundation in the behaviour manners” This definition points out the role of human resource management as the foundation from which to adjust the behaviour, manner

of the employees and the managers of the enterprise

The object of human resource management is the employee as the officers, workers in the organization, and the matter relating to them such as the work and their benefits, tasks in the organization The basic goal of any organization is to use effectively the human resource to achieve certain objectives of the organization

Human resource organization is to consolidate and maintain sufficiently the quantity and quality of the labour necessary for the organization to obtain the

planned objective Human resource management help to find and develop the best format, methods for the employees to be able to contribute a great amount of power

to the objective achievement of the organization, simultaneously, create the opportunities to develop continuously the employees themselves

None of the activities of the organization will bring about the efficiency if there is lack of human resource management Human resource management is the component and is inseparable of the human resource business and management which is all the activities of an organization to attract, establish, develop, use, evaluate, preserve and save a suitable labour force with the work requirement of the organization in terms of quality and quantity

Human resource is normally the reasons for the success or failure in the activities of production – business However, not all production – business organizations can have clear understanding about this matter There are some places which has not made it a policy, a solution to have the plan in production – business

As a result, several organizations are passive, spontaneously, chasing the arising situation There are some places which recognize the matter, their leaders pay attention to, they organize an organ to consult, but the planning program is not integrated There are some places succeeding in certain field (such as recruitment, promotion, encouragement etc.); nevertheless, the solution is still disconnected and

it does not create the overall efficiency There are several places which still manage

in the administrative manner without the science foundation

In fact, human resource is the management of human within an organization, it is the treatment of the organization to the employees In other words, human resource management is responsible for bringing the people to the organization, helping them to perform the work, paying them for their labour and solving the problems

By nature, in the most general way, human resource management is the management of people in an organization, establish and develop the staff in terms of quantity and quality (Text book on human resource management by Nguyen Ngoc Quan, Nguyen Van Diem (2007), human resource management, National

Economics University Publisher, Hanoi 2 Tran Kim dung (2003), Human resource management, National University Publisher, Hanoi)

Any enterprise all wish to become powerful with influence and leading the market In order to achieve their goal, the enterprise should not only have the great financial resource but also need to high quality human resource and use it effectively This depends completely on the work of using, training the human resource of each enterprise

Any enterprise all wish to become powerful with influence and leading the market In order to achieve their goal, the enterprise should not only have the great financial resource but also need to high quality human resource and use it effectively This depends completely on the work of using, training the human resource of each enterprise

1.1.3 Missions and objectives of human resource management

The aim of human resource management is to provide for the bodies with a labour force meeting the requirements, at the same time, ensure the exploitation of the use of the labour force in the most economic and efficient way, then to achieve different objectives that the organization establishes In order to obtain this goal, the managers should know how to recruit the talent through the policy of nurturing the talented people, know how to educate and train, develop continuously to raise their ability, know how to arrange and use them reasonably, simultaneously know how to use flexibly the tools of evaluation, rewarding, discipline, personnel relation, salary,

treatment etc to maintain and promote the working motivation strongly for their employees

In order for the company to exist and develop continuously, the human resource manager should understand clearly and satisfy the four following basic objectives:

1, Social objective:

The company should satisfy the requirements and demands of the society The company does not only operate for the profit objective but it should care about the social benefits

2, Objective of the entire organization

Human resource manager study and provide the method for an organization

to operate efficiently The objective of human resource management is to perform the general objectives of the organizations in the most effective way Human resource management itself is not the resort; it is just a tool to support the organization to achieve its objectives

3, Objective of the functional departments

Each department and division has its own functions and duties Therefore, each department and division should have the responsibility to contribute to serve the performance of the objective of the entire organization The objective of such functional department must be suitable with the general objective of the organization The objective set for the human resource management is hoe to perform the objective of the functional department in the most efficient way

4 Personal objectives

The managers should help their staff to obtain their personal objectives The managers should acknowledge that if the personal objective of the employees is neglected, the productivity will reduce, the performance will decrease, and the employee may leave the organization

To gain the above objective, it is necessary to possesses the specific human resource management activities

HRM OBJECTIVE SUPPORTIVE ACTIVITIES

Required services Relation between the union and the management level

2 Organization objective HR Planning

Recruitment Selection Training and Development Evaluation

Arrangement Examination Activities

Arrangement Examination Activities

4 Personal objectives Training and development

Evaluation Arrangement Salary

Examination activities

b, Meaning of the study of human resource management

In the current time, human resource management is playing a more and more important part because of the following reasons:

+ Due to the more and more severe competition on the market so if the organizations want to exist and development, they must reorganize their organization in the direction of reduction and lightweight and dynamic in which the human element plays the critical roles Therefore, the matter of allocating the work

to the right people, to the right position is the important matter to every kind of organization nowadays

+ The advance of technology and science along with the development of the economy force the managers to be able to adapt As a result, the recruitment, arrangement, Training, mobilization of the personnel in the organization to achieve the optimal effect is the critical issue

+ Study on HRM will help the managers to know to way to communicate with others, know how to make questions and listen, know how to find the common voice with their employees and be sensitive with the employees’ demands, know how to evaluate accurate the employees, know how to attract the employees to be passionate with the work and avoid the mistakes in recruitment, selection, use of the labour to enhance the work performance quality and raise the efficiency of the organization

1.2 Human resource management activities

1.2.1 The function group of attracting the human resource

This function group focuses on the issue of ensuring the sufficient number of employees with suitable quality with the work of the enterprise The function group

of attracting, arranging the HR usually consists of the activities as follows: HR planning, interview, testing, collection, archive and treatment of the HR information

of the enterprise

- Work analysis

Work analysis is the process of studying the work content in order to identify the performance conditions, the tasks, the responsibilities, the authorities when performing the work and the qualities and the skills that the employees should have

to carry out the work efficiently

When performing the work analysis, it is necessary to establish the two basic materials: the Job description table and the Job Standard Table

Job description table is the document listing the functions, tasks, relation in the

work, working conditions, testing requirements, supervisions and the required

standards when performing the work

1 Nature of the job:

Whether the job is the administration, mechanical engineering or just the work of communicating with the customers like sales? Is the job performed indoor or outdoor? Whether the job is hard or not? Is it stable or changeable? Is it clean or dirty? Is it performed in the standing or sitting position? Besides, it is necessary to know if the nature

of the work is important or unimportant and the relation between its with the other work

3 Payment

4 Training

If the work analysis is performed well, it will help the enterprise managers to create the synchronization amongst the departments in the enterprises, to recruit the right people and to have the accurate evaluation of the employees’ capability, from that, to have the salary policy and rewarding in time and accurately

Work analysis at each enterprise is not the same, the process of work allocation includes the six following steps:

Step 1: Identify the purpose of work analysis, from that, identify the most suitable form for work analysis information collection

Step 2: Collect the basic information available

Step 3: Select the typical work, the key points to analyze the work

Step 4: Apple different methods to collect the work analysis information Step 5: Examine, verify the accuracy of the information

Step 6: Establish the job description table and the job standard table

- Human resource planning

HR planning is the process of study and identify the HR demand, provide the policies and implement the programs and activities to ensure for that organization to have sufficient HR with the qualities and skills suitable with the productive, high quality work performance

Before planning the HR, the manners should study thoroughly the plans, strategies or their organizations Based on the plans and strategies of entire organization, the mangers will plan the human personnel resource for their

departments and the HRM director will base on that to plan the HR strategy for the entire organization The basic content of HR development planning is in compliance with the content as follows:

1, Identify the demand for HR

Demand for HR in the future of the organization is the centre of the human resource planning Majority of the companies identify their personnel in the future (at least an estimation) and even when they are unable to anticipate the supply This work is described in the table below:

Identify the demand for HR

 New business projects

 Work organization and design

 Retirement

 Resignation

 Withdrawal or dismission

 Leave with permission

- Labour force analysis: Demand for personnel changes due to the factors such

as retirement, resignation, withdrawal and the leave with permission When there is great number of candidates participating in the labour force, the experience and the ability is the key factors to consider for a candidate to enter the company etc

2, Forecast of the HR demand

It is demonstrated through 04 (four) stages as follows:

 Specific quantity and quality regarding skills and ability of the human resource necessary at the possible level

 Identify the matters which require the action of the individual and of the whole

Use the computer system

to analyze to find the origin of the matter and the trend in the future which may impact the supply

 Use the computers to support the managers in work anticipation

 Use the online form and computer to anticipate the personnel demand, supply and supportive cost on the matter relating such as staff plans, job opportunities

…

 Provide the best information for the best management decision

Perform the information exchange with other companies or the government

organizations (such as the economic, personnel and social data etc.)

Source: James W Walker, Human Resource Management, Spring 1974, page 21

3, Anticipate the availability of HR

Step 1

Dossier archive

Ttransferring Promotion Demotion to a lower position Single selection and recruitment

Surplus of employees

Dismission Leave without payment

Hiring Working time reduction or work

sharing Early retirement

No supplementation for the vacant

 Anticipate the work quantity or identify the work quantity

 Analyze the relation of HR demand – supply, the adjustment ability and propose the policies, plan and implementation programs to help the organization to adapt to the new demand and raise the efficiency of HR use

 Thực hiện các chính sách, kế hoạch, chương trình quản trị NNL của tổ chức

Internal source of the organization: - Internal recruitment is to find the

candidates from the list of officers and employees who are working for you Many companies assume that there should be from 15% to 28% of the new recruitment from the internal organization The international corporations aims at a high proportion of internal recruitment – approximately from 55% There is not a fixed proportion for every company so you should take reference and balance with the proportion of 30% for the internal and 70% of the external sources

Benefits of the internal recruitment

- The benefit of the internal recruitment line is the cost is lower than the advertisement to find the candidates from outside Moreover, the officers and staff will notice that the internal line is the opportunity for them to develop their job within the company This is the list of the other benefits:

Lower cost – According to the statistics, the internal line cost is 50% lower than the external one

Faster work connection and access – the internal candidates has a shorter study curve – because they already understand the culture and the working method at the company

Shorter recruitment time

Lower risk – As the company has the information and understand clearly about the internal candidate

Talent development – Create the opportunity for the employees to expand the work and develop the career at the company

Limitations of the internal recruitment line

- Depending on the size of the company, there might be certain limitation in the internal recruitment The most outstanding one is the small number of the candidates, especially the candidates with the right ability For example, if your company only has 10 employees, there might not be no one to meet the specialization requirement for the new position

- Another common limitation is that maybe the direct manager is not willing to let their employees go Besides, the biggest disadvantages of the internal recruitment is the lack of cultural diversity and the new ideas in comparison with the external recruitment options which seek for the candidates outside the enterprise

- Back to the matter, if there are many benefits from the internal recruitment, you may come to the conclusion that the external recruitment is not a great idea But the truth is, you should conduct both If the company develops, you will need to skills which the current employees do not have, or if you add the new ideas, or new working time for the organizations

Benefits of the external recruitment line

Several benefits of the external recruitment consist of:

More diverse – a new person will help your group to be more diverse in terms

of character and working styles They will approach the work with newer ideas, Branch specialization – normally the external candidates can bring to you the specialized knowledge or experience from competitors which you may need to improve your business procedure, the products or a profession

Limitation of the external recruitment

The biggest limitation of the external recruitment is the higher cost, you normally have to pay to advertise to find the suitable candidates It takes more time

In several cases, the external candidates do not succeed in adapting to the culture of the company but the internal candidate does The limitations contain:

Increased recruitment cost – Besides the advertisement cost, the salary for the external candidates is normally higher than for the internal candidates

Longer time frame – The average time for internal recruitment is approximately 22 days However, the average time for external recruitment line is from 39 to 43 days

Longer study curve – The external candidates need more time to catch up with the speed because they do not only need to study about the work but also the people and the culture of the organization

The process of recruitment includes the following steps: Preliminary interview

 Consider the application form  multiple choice  second interview  Verify and check the profile  check health and decide to recruit

1.2.2 The functions of HR Training and development

“Training is the process of supply the necessary specific skills for the specific purposes”

In other words:” Training is the effort of the organization introduced in order

to change the behaviour and attitude of the employees to meet the requirements on the efficiency of the work”

“Development is the process of preparation of supply the necessary abilities for the organization in the future”

In other words:” Developments includes the activities in order to prepare the employees to catch up with the organization structure when it changes and develop”

For each kind of organization, Training and development is one essential demand The change of the society is frequent an a leaders may see, anticipate the changes in order to seize and provide the Training and development in time to develop their labour force

Personnel training and development is one of the positive methods to raise the adaptability of the enterprise to the environment

EXTERNAL ENVIRONMENT INTERNAL ENVIRONMENT

Identify clearly the demand for Training and development

Confirm the specific objectives

Select the suitable methods

Perform the Training and training

programs

Evaluate the Training and training

program

Training and training to supply the enterprise the personnel capital of high quality to raise the competitiveness Training is regarded as one strategic weapon of the organization to enhance the competitiveness against the competitors

Contribute to the effective performance of the general strategy of personnel of

an enterprise and at the higher level, the common strategy of personnel of the nation

Forms of HR training and development:

The purpose of learning and Training is to change the knowledge, behaviour and attitude of the learners

At each objective and level, there are suitable methods

According to the Training content

- Training according to the work orientation

- Training according to the enterprise orientation

According to the purpose of the

Training content

- Training to instruct the work to employees

- Training to drill the skills

- Training of the work safety engineering

- Training to improve the technical specialization

- Training and development of the management skill

According to the format of Training

According to the Training location or

place

- Training at the workplace

- Training far from the workplace

According to the learners - New training

- Re-training The implementation of the training process requires the finding of the suitable formats and method to optimize the training process There are many forms of training which are classified according to different criteria:

There are many methods of training and development The names of the methods may be different but the training way and the content are quite similar We can focus on the methods which can be applied in Vietnam in the upcoming time as well as in the future

1.2.3 The functions of maintaining the human resource

- Evaluate the work performance

Employee evaluation or the performance evaluation is the “process which is standardized to collect the information from the management on the action and behaviour in the profession of the entire personnel

Employee evaluation aims at three different purpose:

Administration purpose: This purpose is the result of the employee evaluation used to make the personnel decision relating to individuals such as: salary rise, promotion, dismission, or creation of training and development opportunities Because of the administration purpose, the managers have to use an effective evaluation system to get the result of the ranking to distinguish the employees Development purposes: In this case, the effective ranking is used to provide the counter information for the employees on their work efficiency Such counter information provision is for the purpose of consolidate the working behaviour in the employees’ wishes, instruct and encourage the improvement of attitude and working styles To serve the development purposes, the managers have to use the efficiency personal evaluation system to provide the separate information relating the different

levels of the work efficiency Nowadays, the development purpose is appreciated more and more

Administration purpose: In this case, the effective classification is used to manage the quality of the general labour force and assess the efficiency of the personnel management activities such as: employee recruitment, training, development, paying based on efficiency

Evaluation of the employee work performance is concerned with most of the content of human resource management; therefore, it is required to be carried out seriously and regularly However, this is not implemented well at many enterprises even the big enterprises

The process of performance evaluation: Identify the basic criteria for evaluation  Select the suitable evaluation methods  Identify the people to be evaluated and trained in terms of skills of work performance  notify the employees about the evaluation content and scope  Carry out the performance evaluation and identify the new objective for the employees

Regular evaluation of the work performance: Every job has its own completion cycle, from that, the evaluation is normally assessed officially according to the period (except for the necessary cases) Periodical evaluation according to each organization: 3 months, 6 months, or 1 year However, classify different kind of employees: trainee employees are evaluated immediately at the end of the probation, new employees are evaluated annually etc

Methods of work performance evaluation:

 Scale method

 Ranking method

 Method of note taking of the important cases

 Method of evaluation by reporting document

 Method based on the work criteria

 Scale method based on the behaviour

 Management method by objectives and management according to Japanese Z theory

Other less common methods

- Establish and manage the salary system

Objective of the salary system: first, it should serve effectively the business strategy, second it should maintain and attract the employees especially the good employees ( therefore, it is necessary to diversity more strongly the difference in salary between the position), third, it should create the driving force, increase the work efficiency, and lastly, it should allow the employees to have the conditions to develop personal ability and professional ability

Salary and treatment is about all kinds of rewards that an individual receive in exchange of their labour Salary and treatment include two parts: financial salary and treatment and non-financial treatment Financial salary and treatment consists

of the direct and indirect part The direct part includes the wag, salary, commission fee and bonus The indirect part includes the insurance plan, allowance, the salary in cases of vacation during holiday, summer and sick leave etc., and whether the working environment motivates and satisfy the employees or not

Labour payment has always been one of the most challenging issues for the managers at every enterprise The enterprise normally has many opinions and objective when arranging the salary system but in general the enterprise aims at the four following objectives:

 Attract the employees

 Keep the good employees

 Motivate and encourage the employees

 Satisfy the requirements of the laws

The factors determining and affecting the salary and treatment:

 Company environment: Company policies, cultural atmosphere of the company, organization structure of the company

 Labour market: salary in the market, production cost, labour union, society, the economy, laws

 The employees themselves: work completion, seniority, experience, loyal members, potentials

 The job itself

 The process of establish and management the salary system includes the following steps: job evaluation, establishment of the salary level of the company In order to establish the salary level reasonably, the managers have to conduct the survey on salary, take reference and adjust to the current salary level in the society Company may apply the salary strategy similar to the popular salary level in the same industry, or apply the higher or lower salary levels

 After establishing the salary level, the company should determine the suitable allowance However, the company cannot promote the production if they have not applied the motivation payment method for production

 In order to maintain and manage the salary level, the company should update the salary mechanism, to have a stable but flexible salary mechanism and resolve all the petition in a scientific manner

 Besides, the company should adjust the salary level periodically, according to the business of the company, according to the growth and recession and the economic trend The company should timely adjust to the popular salary level in the society, adjust to the living cost, the adjust based on the payment capability of the company

- Welfares and support, motivation in terms of financial and non financial

Salary and treatment is not a simple work as we usually think It is not only the direct salaries but also the indirect treatment by the welfares Welfares are the financial indirect salary treatment Welfare includes two main parts:

- Welfare in compliance with regulations consists of:

 Social insurances: the allowance for sickness and diseases, allowance for work accidents, maternity allowance, unemployment benefits and retirement allowance

 Salary during the vacation time: that is the salary which is still paid for the holidays, summer vacation or annual leaves

- Allowance which the company apply voluntarily: that is the allowances which are not regulated by the laws to encourage the employees to work, and assure with the work and be more connected with the company

- The forms of payment are also very important in the motivation and encouragement of the employees, The salary structure includes the payment for the group of workers who directly or indirectly participate in the production The indirect group include the administration staff, and the management The indirect group receive the salary and the bonus The direct group receive the payment based

on the timing or the products The manager should consider carefully whether to apply which forms of payment

Not only the money can encourage the employees but there are also the non financial motivation Regarding the employees at the developed countries, the non financial motivation treatments are sometimes more important than the financial treatment to satisfy their high demand according to the Maslow’s opinion Such treatments include the work itself and the working scenery The work should possess the interesting tasks, or the demanding tasks The work should be accompanied by the responsibilities, the workers when working should have the opportunities to be recognized their past achievement by the managers, have the opportunities for promotion Regarding the working scenery, the employees wish to work in the environment with suitable policies, coworkers of the similar characteristics, comfortable working environment, flexible working time, accumulate working week Besides, many employees wish to share the work, select the allowances, and even work at home with the internet connection

CHAPTER 2 CURRENT SITUATION OF THE HUMAN RESOURCE MANAGEMENT AT LIEN VIET POST BANK PHU THO BRANCH

2.1 Introduction of Lien Viet Post Bank Phu Tho Branch

2.1.1 Phú Thọ Information about Lien Viet Post Bank Phu Tho Branch

On 13 January 2014, there was the opening ceremony of Lien Viet Post Bank Phu Tho at No 1172 Hung Vuong Avenue, Tien Cat Ward, Viet Tri City, Phu Tho Province

On the occasion of the opening, SBV Governor – representing the banking industry – gave 1000 presents, equivalent to 500 million dong to the poor and the families under the preferential treatment policy in Phu Tho province with the wish

to bring the local people a warm and happy Tet Also, at the opening ceremony of Lien Viet Post Bank Phu Tho, Vietnam Heart Fund established by Lien Viet Post Bank and Vietnam Television presented 200 televisions (equal to approximately

500 million dong) to the families with preferential treatment policy and the poor of Phu Tho province

Phu Tho is a mountainous and highland province with a lot of potentials to develop forestry, mining and farming economy It can be seen that the geographic condition