The possible solutions to attract human resources at ha tien town, kien giang province from 2010 to 2015

MEIHO UNIVERSITY Graduate Institute of Business and Management MASTERS THESIS The Possible Solutions to Attract Human Resources at Ha Tien Town, Kien Giang Province from 2010 to 2015

MEIHO UNIVERSITY Graduate Institute of Business and Management

MASTERS THESIS

The Possible Solutions to Attract Human Resources at Ha Tien Town, Kien Giang

Province from 2010 to 2015

In partial fulfillment of the requirements for the degree of

Masters of Business Administration

Advisor: Dr Yi-Cheng Chen Co-advisor: Dr Pham Duy Hieu Graduate Student: Nguyen Thanh Nhan

December, 2010

ACKNOWLEDGMENTS

First of all, I wish to extend my heartfelt gratitude to Board of rector of University

of Industry – Ho Chi Minh City and Meiho University – Taiwan for having enabled me to participate in training programs Master of Business Administration in the last 2 years

I also extend my sincere thanks to Ass.Pro Dr Le Van Tan, vice-rector of University of Industry – Ho Chi Minh city; Ass.Pro Vo Phuoc Tan, dean of department

of postgraduate training; Dr Nguyen Minh Tuan, dean of department of Business Administration, University of Industry Ho Chi Minh city for your valuable comments which have indeed motivated me to attend all courses and complete this thesis

I am deeply grateful to Dr Yi-Cheng Chen, Department of Business Administration, Meiho University, Taiwan (MU Taiwan) and Dr Pham Duy Hieu, Director of Institute of economic and industrial development, University of Industry Ho Chi Minh city, who grant their precious time to timely guide and help me from choosing subjects to fulfilling the thesis

I gratefully acknowledge teachers of department of postgraduate training and teachers of department of Business Administration as well as my fellow classmates in EMBA2 in University of Industry Ho Chi Minh city for assistance, supports and encouragements having given to me during the last 2 years Thanks to them, I have learned a lot of knowledge and new skills apart from my professional ones

I owe my most sincere gratitude to Rector and members of the Board of Meiho University, Dr Ron Chuen Yeh - dean of department of Business Administration of Meiho University, as well as professors, executive staffs in Meiho University – Taiwan for whole-hearted guidance, welcome and kind hospitality making it really a beautiful and unforgettable impression for me and my classmates during our studying in the University

It is a pleasure to express my gratitude to my postgraduate fellows in EMBA, Meiho University, Taiwan for supporting us during courses

Lastly, I would like to express my deep and sincere gratitude to my family, my colleagues in Town Ha Tien – Kien Giang, my colleagues in Department of Internal Affairs of Kien Giang province for providing me with information, documents, as well as constructive comments which advantage me in fufiling the thesis Especially, I truly

appreciate awereness, supports, as well as sincere and valuable encouragement of teachers, colleagues and fellows during my srudying

Sincerely!

The Possible Solutions to Attract Human

Resources at Ha Tien Town, Kien Giang Province

from 2010 to 2015 ABSTRACT

Ha Tien town is known as a border gate and sea-tourism town of Kien Giang province, which is located in the west-south of Viet Nam Thanks to having many advantages in islands-coast tourism, trading, services and border gate economy and etc.,

in the past few years, the number of investment projects for Ha Tien has been increasingly developed Besides, being recognized as a town in 1998, Ha Tien seems to be a young one which is in the stage of enhancing investment in urban development and socio-economic development GDP growth is quite high - over 19% per years Having many opportunities, Ha Tien also has to deal with challenges among which the issue of human resources is considered as the most urgent one which does need answer: How to ensure the demands of socio-economic development Especially, human resources in state organs

is the pioneering force and the leading factor in fulfilling strategies for a ready, powerful and stable socio-economic development

Human resources plays an important role in the progress of economic development, therefore, the most interested issue in setting targets for socio-economic development in one country, locality or organization is namely the real state of human resources This is a crucial issue for either success or failure Nowadays, under the pressure of the demand of socio-economic development the competitive edge seems to be bigger for every country and locality In accordance with specific human resources requirements, each country and locality has its’ own strategies for enhancing human resources In detail, high quality human resources and talents are the most concerned, since this is regarded as a rare and costly property, and a competitive advantage for development In conclusion, the topic of this paper – Strategies for enhancing human resources in the phase of socio-economic development: a case study of Ha Tien town – Kien giang province, is a pressing issue The study is based on arguments in Viet Nam and elsewhere, policies and laws of Viet Nam, The real state of human resources of Kien Giang province and Ha Tien town, specific characteristics and challenges for human resources in answering the demand of socio-economic development in Ha Tien – Kien Giang The study has started with

collecting documents and policies on human resources and attracting national and foreign human resources; collecting information, trust-worthy documents of state organs, evaluation and comments of leaders of Ha tien, reports of Ha Tien’s People’s Committee and ideas of managers in Ha Tien In order to ensure objectiveness, researchers carried out an interview with 20 leaders in administrative management in state organs and experienced experts of human resources management, results of which were drawn and analyzed so that we found out general solutions for attracting and enhancing human resources for socio-economic development

According to the results, in order to enhancing human resources in the phase of socio-economic development Ha Tien such solutions are on demand: (1) Promoting infrastructure investment, creating motivator and competitive advantage to attract investment; (2) Promoting tourism development, cultural-entertainment-spiritual activities in accordance with services for tourism and tourism development; (3) Habitation and housing land Policy; (4) Special financial support policy; (5) Policy of placement, training and employment; (6) Promoting inspection and effectiveness of management

Keywords: People’s Committee; Ha Tien; Kien Giang; Viet Nam

Photo: Ha Tien - Kien Giang, Vietnam

The Possible Solutions to Attract Human

Resources at Ha Tien Town, Kien Giang Province

from 2010 to 2015

Contents

ACKNOWLEDGMENTS I ABSTRACT III Contents V Tables VII Figures VIII

Chapter1 Introduction 1

1.1 Location of Ha Tien – Kien Giang, Viet Nam and Reasons for Writing Topic 1

1.1.1 Overview of Ha Tien – Kien Giang 1

1.1.2 Reasons for this thesis 4

1.2 Purpose of Thesis 5

1.3 Objects and Scope of Research 6

1.4 Definition 6

Chapter2 Literature Review 10

2.1 Arguments about Human Resources and the Ways of Attracting It 10

2.1.1 The role of human resources 10

2.1.2 The Interrelation between human resources and economic development 11

2.1.3 Strategies of human resources management 12

2.1.4 Attracting human resources 14

2.2 Methods and Experience in Attracting Human Resources in Other Localities in Viet Nam and Overseas 19

2.2.1 Policies on attracting human resources in Da Nang City 19

2.2.2 Policies of human resources attraction in Ha Noi city 20

2.2.3 Policies of attracting human resources in Binh Duong province 21

2.2.4 Methods of attracting human resources in Kien Giang province 22

2.3 Recent Situation of Human Resource of Kien Giang Province and Ha Tien Town 23

2.3.1 Human resources of Kien Giang province 23

2.3.2 Human resource of Ha Tien town of Kien Giang province 34

Chapter3 Research Methodology 37

3.1 Research Process 37

3.2 Interview and Survey Method 39

3.2.1 The way to proceed 39

3.2.2 The content of interview and survey question 39

3.2.3 The interview and survey subjects 40

3.2.4 The accuracy and certainty of data 41

3.3 Research Methods 41

Chapter4 Research Results and Analysis 43

4.1 General Survey on Human Resources in Government Agencies at Ha Tien – Kien Giang 43

4.1.1 Review of potential of advantages for socio-economic development in Ha Tien – Kien Giang 43

4.1.2 The major role of human resources in socio-economic development in Ha Tien – Kien Giang 44

4.1.3 The common situation of employing human resources 45

4.1.4 Problems and difficulties in period 2005-2010 45

4.2 Results of the Research 46

4.2.1 Comments and evaluations for the real state of human resources 47

4.2.2 Human resources management 49

4.2.3 Challenges and difficulties in attracting human resources 51

4.2.4 Orientations for enhancing human resources on demands of socio-economic development 53

4.3 Analyzed results 55

4.3.1 Comments and evaluations for human resources (annex 4.3.1; table 4-27) 55

4.3.2 Human resources management (annex 4.3.2; table 4-28) 61

4.3.3 Challenges, difficulties in attracting human resources (annex 4.3.3; table 4-29) 66

4.3.4 Orientations for strengthening human resources on demand for socio-economic development (annex 4.3.4; table 4-30) 74

Chapter5 Solutions, Recommendations and Conclusions 79

5.1 Conclusions 79

5.2 Solutions to Attract and Enhance Human Resources 81

References 88

Attachment 90

APPENDIX B – VIETNAMESE QUESTIONNAIRE 94

Tables

Table 2-1 AREA – Population And Population Density 2008-2009 Divided Into Districts,

Villages, Cities 24

Table 2-2 Average Population by Sex and Urban, Rural Areas 25

Table 2-3 Average Population 2008 by Age Group and Sex 26

Table 2-4 Average Population Divided into District-Towns-Urban Areas 27

Table 2-5 Average Population by Sex and Districts, Towns, Urban Areas 28

Table 2-6 Urban And Rural Average Population by Districts, Towns, Urban Areas 29

Table 2-7 Balance Inhabitants of Human Resource 30

Table 2-8 Social Labor Force Working in National Economy 31

Table 2-9 Labor Working in Government Agenciesby Branches of Economy 32

Table 2-10 Population and Labour in Ha Tien Town 2006 – 2009 34

Figures

Figure 1-1 Ha Tien – Kien Giang Location Map 2

Figure 1-2 Ha Tien– Kien Giang Administrative Boundaries Map 3

Figure 2-1 Process of Forming A Program to Manpower 18

Figure 2-2 Sea Tourism in Ha Tien - Kien Giang, Vietnam 36

Figure 3.1 Research Process 38

Figure 4-1 Professional Skills of Officers 56

Figure 4-2 Civil Servants 57

Figure 4-3 Most of Officers 58

Figure 4-4 Not Many Officers 59

Figure 4-5 There Lacks of Good Officers 60

Figure 4-6 There are not many human resources 61

Figure 4-7 In Some Agencies 62

Figure 4-8 The town has done good inspection 63

Figure 4-9 The Average of Officials 64

Figure 4-10 The Young Officials 65

Figure 4-11 Official Management 66

Figure 4-12 The Income of Officials 67

Figure 4-13 This Town Finds 68

Figure 4-14 This Town 69

Figure 4-15 Income Condition 69

Figure 4-16 It is traffic, living, learning conditions … 70

Figure 4-17 The Town 71

Figure 4-18 Every Year 72

Figure 4-19 The Town 73

Figure 4-20 There are not many policies 74

Figure 4-21 In such Conditions 75

Figure 4-22 The Town Should Have Special Financial 76

Figure 4-23 The Town Should Have Housing 77

Figure 4-24 Working Environment 78

Figure 5-1 Sea Tourism in Ha Tien - Kien Giang, Vietnam 87

The Possible Solutions to Attract Human Resources at Ha Tien Town, Kien Giang

Province from 2010 to 2015 Chapter1 Introduction

1.1 Location of Ha Tien – Kien Giang, Viet Nam and Reasons for Writing Topic 1.1.1 Overview of Ha Tien – Kien Giang

Ha Tien, which is established on 8th July 1998 by the Government, is the administration centre of Kien Giang province It is located on a part of natural territory and population of the township Ha Tien, and establishing Kien Luong and Giang Thanh districts are located on the others

Ha Tien is on the north of Kien Giang province Ha Tien is bordered with Cambodia in the north with 13,7 km long border line; borders Kien Luong district and Giang Thanh district to the east and south; and the west – Gulf of Thailand with 22km long coastline

Ha Tien is lying along the coast with all types of terrain: ponds, bays, plains, mountains, rivers, caves and islands There are a plenty of well-known landscapes here Ha Tien is a place concentrating many economical and tourist potential of Kien Giang province

Ha Tien is rich in history, the convergence of three cultures: Vietnamese, Khmer and Chinese Thus, that a special land with particular and multiform culture has made Ha tien become an attracting destination to tourists That is the reason why Ha Tien welcomes over million travellers every year

Having both land and coast border line with Cambodia, Ha Tien is also the international border gate economic zone located in the southwest of Vietnam; this border is about 60km from Cambodia and Campot provinces of Cambodia about 20km - Double port of Double city This brings advantages in developing border gate economics with Cambodia, and a relationship through sea route, air-line networks with Thailand as well: 40km from Phu Quoc island, Kien Luong – Ban Hon – Hon Chong economic zone 25km, Rach Gia city and Chau Doc township of An Giang province 98km, 330km from Ho Chi Minh city Therefore, Ha Tien has a particularly important position in triangle of key zone tourism: Rach Gia – Ha Tien – Phu Quoc

Besides, toward some Mekong Delta provinces Ha Tien is also a Seagate to some neighbouring countries, such as Cambodia, Thailand, and Malaysia As a result, Kien Giang in general and Ha Tien in particular is very convenient in the domestic as well as international economical development

Administratively, Ha Tien includes four wards: To Chau, Phao Dai, Dong Ho, Binh San and three villages: My Duc, Thuan Yen, Yen Hai Only in Tien Hai island village there are Hon Doc, Hon Giang, Hon Duoc – islands in Hai Tac archipelago Its natural area: 9890,63 ha (according to land inventory data 2005); Population: 44.975 (according to inventory data 2009, Inventory department of Kien Giang province)

Figure 1-1 Ha Tien – Kien Giang Location Map

Figure 1-2 Ha Tien– Kien Giang Administrative Boundaries Map

1.1.2 Reasons for this thesis

In the recent years, socio-economic growth of Ha Tien – Kien Giang is quite fast, annual growth of GDP is over 19% thanks to economic and tourist potential, together with preferential investing policies of the Government and of Kien Giang province for the

Ha Tien international border gate economic zone Since then, Ha Tien has become a great attraction to investors, local and foreign tourists Nowadays, there have been a great number of projects invested in Ha Tien in the fields of tourism, trade – service, urban development, industry and etc

In the orientation for social-economic development of Ha Tien in period 2010-2015,

Ha Tien will become a City of Tourism and Culture (equivalent to the 3rd class city), and

a economic, cultural and tourism centre of Province and country as well GDP growth rate makes up in a stable level over 19%, GDP per capita will increase from 1261 USD (2010)

to 3739 USD (2015) Economic structure has shifted toward services (68%); Industry –

Construction (20%); Agriculture – Forest – Fishery (12%) (Source: report on the economic situation in Ha Tien 2009 and orientation task for the five-year-socio-economic development from 2010 to 2015, announced by People’s Committee of Ha Tien)

social-Therefore, on purpose of archiving such targets of socio-economic development and urban progressing as planned, in period 2010 – 2015, it requires Ha Tien town to effort as much as possible and focus to mobilize all resources Especially, human resources are the most important factor to decide the success of process of development, stability and steadiness

At the same time, the huge number of investment projects which takes place rapidly

in Ha Tien requires a strong human resources possessing diversified careers in order to meet the demands of projects This is also to take advantages of “gold” opportunities to promote socio-economic development in a short time

Besides, there is a problem with the real state of human resources, in details, a shortage and limitation of unskilled, semiskilled and skilled workers exists in Ha Tien now Thus,

in the period of five-year-socio-economic development 2010-2015, to ensure having enough high-skilled human resources for development, with such slogan “take a short cut

to wait for chances in such a short period of 5 years”, we need solutions to attract human resources from other places

In many years, human resources development has always been considered as the most important task by Provincial People’s Committee and Town People’s Committee Meanwhile, due to particular difficulties, in the past years, Ha Tien has just prioritized the

training and retraining of local human resources, thanks to which human resources in Ha Tien have some noticeable developments Still, it is not easy to response the demand of human resources for socio-economic development in period 2010-2015, especially, in such fields as production and business Although the demand for human resources in state agencies have been basically met, Ha Tien Town also needs to attract more excellent people to serve citizens better and ensure its economic development with a lot of opportunities, potentialities, advantages as well as disadvantages and challenges In the past, Ha Tien authorities did not pay much attention to attracting human resources, as a result, hardly any solution for this issue has been found Consequently, an optimal solution which is suitable to condition and situation of town so that Ha Tien can attract more and more human resources to answer an increasing demand of town during 2010-

2015 is the most concerned issue Although some areas such as: Binh Duong, Da Nang have been successful in attracting human resources, each area has different conditions and feature For example, Binh Duong province has policy “attracting talents with desirable benefits, attracting investors with advantages”

However, until now there is no any systematical research of this issue in Ha Tien – Kien Giang Through this research, the thesis desires to contribute to the establishment of systematical solutions to support the executive management and attract many human resources to serve the demand for social-economic development of Ha Tien

in period 2010-2015 According to objective analysis based on science background, combining with surveying and estimating actual situation, development demand and local conditions, the research result will seek and provide proper solutions suitable with conditions and feature of each local area for attracting and enhancing human resources to contribute to socio-economic development quickly, strongly and stably

1.2 Purpose of Thesis

This thesis is executed with the purpose to provide solutions for attracting and enhancing human resources in Ha Tien-Kien Giang, Viet Nam to meet the demand of social-economic development period 2010-2015 Specifically, there are four following researching purposes:

This thesis includes four specific purposes as following:

First: Researching arguments about human resources; analyzing solutions and experiences in promoting socio-economic development of some localities in Viet Nam and overseas

Second: Real state and challenges in the executive human resources management

of Kien Giang province in general and Ha Tien in particular

Third: Researching and analyzing the situation of human resources and conditions

to satisfy human resources in Ha Tien – Kien Giang

Fourth: Offering strategic solutions to attract and enhance human resources in accordance with condition, feature and situation of Ha Tien in period 2010-2015

1.3 Objects and Scope of Research

1.3.1 The thesis focuses on researching actual situations of human resources in recent years 2005-2010, as well as challenges, difficulties and demands for human resources in state agencies in Ha Tien town - Kien Giang province of Viet Nam, period 2010-2015

1.3.2 The thesis only focus on some ways, methods and essential solutions which have been used in other localities and countries, as well as seek to find out satisfaction of human resources in order to find the most suitable solutions for the condition and situation of socio-economic development of Ha Tien Town – Kien Giang province, period 2010 – 2015

1.4 Definition

Human resources: human resources is a term used to describe the human

capacity which has two interpretations depending on context First, it refers to a source from which the capacity comes out That this resource can be found right inside the human being makes the basic difference between human resources and the others Second, human resources is considered as the whole capacity of every human individuals Being considered as a resource of development, human resources is the human beings’ ability to generate material and spiritual values which can be estimated at a certain quality and quantity in a certain time

Since the 50s of twentieth century, in countries possessing a developing economy, the definition of human resources which means human capacity has been used widely This showed such a reconsideration about the role of human beings in the process of development Human resources does not only indicate the quantity or quality of working-age people, who have ability to work, but there are other interpretations involved

Human resources also indicate the quantity of people outside the working age

In Vietnam, the definition of human resources has been used commonly since the renewal process was started This can be looked up in some researches on human resources According to academic Dr Pham Minh Hac, human resources refers to the quantity of population and the quality of individuals (including physical, intellectual and personal ability) In conclusion, the term human resources does imply the capacity of human beings not only in the present but also in the future

Human resources is a category used to describe the potential strength of population as well as the ability to take part in the process of generating material and spiritual values for the community in present and future That strength and ability are showed by the quantity, the quality and the structure of population, specifically, the quantity and quality of people who have ability to take part in the social production

Population quality can be estimated by an indicator: Human Development Index (HDI) based on three elements: national income per capita; intellectual level with the two criteria: Adult literacy rate and enrollment rates; average life The higher the population quality is, the more convenient to improve the quality of human resources

Quality of human resources is estimated by following indicators:

+ Health: physical and intellectual

+ Education level, professional qualifications, skilled level

+ Personal ability and qualities (sense of discipline, collaborative ability, sense of

responsibility, the dedication and so on) (source: course book: Economics of Human Resources - Associate Professor, PhD Tran Xuan Cau)

Economic growth: economic growth is the increase in output of goods and

services produced in a certain period (usually 1 year)

GNP or GDP growth is often used to represent the economic growth The growth is for the entire national economy, or the average income per capita in the next period compared with the previous one

According to the definition, the economic growth could be understood as followings:

+ Firstly, the economic growth reflects the expansion of output of an economy or one country

+ Secondly, the economic growth reflects the growth of living standards of a country or a locality through the increase of per capita output or income of an economy Thanks to the indicators of the economic growth, living standards of different countries or

localities can be compared with each other (Development Economics – Ass Prof., Dr Duong Vinh Suong)

The definition of GDP (GDP – Gross Domestic Product)

Gross domestic product is the total value of goods and services eventually produced within the boundaries of a national territory in a certain period (usually in one year)

This is the total value of goods and services produced in one national territory, regardless

of the nationality of producers (Development economics – Ass Prof., Dr Duong Vinh Suong)

Economic development: each country focuses on making overall progress The

progress of a country in a certain period should be considered according to two aspects: the economic growth and social progress Definitions of the economic development have been currently based on the two terms so far These are:

- Economic development is the progress by which the virtual per capita income of

a country increases for a long time, the number of poor people decreases and the income distribution becomes more reasonable

- Economic development is the improvement of the entire social system

-Economic development is the achievement of some “standards of the modernization” such as the labour productivity growth, the socio-economic justice, the improvement of institutions and values, a reasonable combination of policies

Thus, the economic development implies the economic growth, the progress of economic structure and the social progress

The economic development can be considered as the economic growth on all aspects, including increasing the scale of output, improving the socio-economic structure That is the progress, the prosperity and the better life (Development economics – Ass Pro, Dr Duong Vinh Suong)

Sustainable development: the concept of sustainable development, first being

used by the author Gro Harlem Brundland, means: a type of development that “meets the needs of the present without compromising the ability of future generations to meet their own needs” Another definition of sustainable development: it is the improvement of the quality of human life within the framework of ensuring the ecological system Among these definitions, sustainability could be considered as the sustained state of one or more characteristics of the process

A definition announced by the Summit on the environment and development in June 1992 at Rio de Janiero: sustainable development is the one with which the needs of future generations can be satisfied

The content of sustainable development was also stated by the Summit as followings:

- Protecting the atmosphere (preventing the climate changes, ozone layer depletion, air pollution)

- Land protecting (anti-deforestation, anti-degradation, anti-desertification and anti-drought)

- Conserving biodiversity

- Conserving freshwater resources

- Conserving oceans, seas and coastal areas, reasonable exploiting and using marine resources

- Using biotechnology good for environment and having good ecological solutions

of waste disposal

- Preventing illegal trade of toxic products and wastes

- Improving the quality of human life and health

- Improving living and working conditions of the poor by removing poverty and ending the environmental degradation

Sustainable development can be understood as a high-speed and continuous economic development based on the efficient exploitation and consumption of resources without ruining the environment, in order to meet the current needs of society but not to make the resource depletion, neither to leave bad social consequences for future generations (Development economics – Ass Pro., Dr Duong Vinh Suong)

socio-Chapter2 Literature Review

With collected materials, the chapter focuses on systematization of arguments about human resources and the ways of attracting it, methods and experience of attracting human resources in other localities and countries Since then, we will come with estimating and analyzing several methods and experience of attracting human resources for socio-economic development of other localities in Viet Nam and overseas At the same time, present conditions and challenges of human resource of Kien Giang province

in general as well as in Ha Tien in particular will be mentioned

This chapter’s content concludes: (2.1) Arguments about human resources and the ways of attracting it; (2.2) Methods and experience in attracting human resources in other localities in Viet Nam and overseas; (2.3) Present situation of human resources of Kien Giang province and Ha Tien

2.1 Arguments about Human Resources and the Ways of Attracting It

2.1.1 The role of human resources

Human resources plays an extremely important and decisive role in the process of increasing and developing economy Especially in recent years, when global economy has

a new tendency to change from market economy into knowledge economy, human resources has become the major motivation for development

Practically, after the World War II, Japan got defeat and suffered from war’s consequences, the economy of Japan had to begin at the zero with the lack of natural resources, a harsh geographical location, also natural disasters and earthquakes However, Japan’s economy has developed superlatively thanks to its reasonable policy of human resource Until now, Japan has become the world’s second largest economy Similarly, in some other countries, where economy is developing stably such as Singapore, Korea, Taiwan, Vietnam , human resources plays an excessively important role

In some provinces, which always top for the socio-economic development in Viet Nam, such as Binh Duong, Dong Nai, Da Nang, Ho Chi Minh , the contributing role of human resources can be seen clearly It said that human factor is the most decisive thing, the comparative advantage of development and success

Therefore, human resources of one country, one locality, one organization is a important and decisive factor to socio-economic development or strengthening, success of companies or organizations

2.1.2 The Interrelation between human resources and economic development

The increase or decrease of human resources depends on the size and rate of population’s growth of each country in certain period In developed countries, where people’s living is improved and birth rate is lows, there is usually a shortage of human resources for economic growth and development Meanwhile, in slow developing countries where people’s living is low and birth rate is high, human resources strongly increases with following characteristics:

+ Human resources has a large quantity, but not completely used up;

+ Human resources and other important factors for economic development (such

as capital, technology, equipment and etc.) are not suitable

+ Quality of human resources (health, professional technology level, work experience) is still limited

Therefore, in order to completely use present human resources these countries need to have suitable strategies for socio-economic development, in details, strategies of developing human resources, using completely and suitably human resources, creating material and spiritual conditions to improve quality of human resources are important points in strategy of socio-economic development for each country (Source: course book – Economics of human resources – Ass Pro, Dr Tran Xuan Cau)

It is really necessary to innovate economic management in general, human resource management in particular, in order to exploit a huge potential to promote economic development and raise people’s living standard

However, concept and practice of applying human resources management are not the same in each country In a changing economy like Vietnam, in which the technology and industrial level is still low; the economy is unstable and the Government lays down as

a policy “Developing process must be done by human and for human”, human resources management is a system of philosophies, policies and functional operation of attracting, improvement and maintaining human resources in a organization in order to gain preeminent result for both organization and staffs (Source: Human resources Management – Ass.Pro, Dr Tran Kim Dung)

2.1.3 Strategies of human resources management

Since the late 1970s, competitive problem on the market along with the change of industrial production process from age-old methods into modern technique and technology; changes in career structure and the increasing people’s needs create the new approach to human resources management in organizations and compamies The problem

of human resources management in an organization and companies is no longer administrative management The importance of cooperation of policies and practice of staff management has been emphasized Personnel management is not only the task of personnel managers or personnel admin, but of all managers in whole It is very important

to put a right people into a right position of work, in order to co-operate practice of people management with developing targets of organization or companies The term “human resources management” has gradually taken place of the “personnel management” with the major point: People are not only a factor of business, but a precious property of organizations or companies Companies have changed their states from “to economize labour expenditure to decrease price” into “to investigate in human resources to have greater competitive advantages, more profits and better results” From this view, human resources management has been developed basing on the main following principles:

+ Staff members should be improved satisfactorily in order to develop personal ability, satisfy their needs, at the same time to produce productivity and high results in work, as well as to make the best contribution to organizations

+ Administrative policies, programs and practice need to be established and carried out for both mental and physical needs of staff members

+ Working environment should be set up so that employees’ skills can be improved and used maximum

+ Functions should be combined and have an important position in business strategies of companies (Source: Human resources Management – Ass Pro, Dr Tran Kim Dung)

Strategies of human resources management in companies should be suitable to business strategies To three groups of business strategies, Poter has three correlative groups of human resource strategies:

Innovating strategies:

+ Planning work clearly shows the interrelation and cooperation of groups, also helps staff members improve skills in order to use them for other functions or jobs in company

+ Estimating process of doing long-term job along with group’s result

+ Salary system attaches more special importance to internal fairness than exterior one

+ Elementary salary is low; however, employees are allowed to become shareholders and be free to choose elements: bonus, benefits, etc So, employees have a high total salary

+ Developing careers in a large size Practically, administration focuses on improving cooperative spirit, relationship between individuals, long existence and risks agreement

Strategies for improving quality:

+ Describe work clearly and stably

+Employees’ contribution in giving decisions has connection with conditions and contents of work

+ Co-operate personal standards and groups’ to estimate working process, focus

on short-term methods, and orientation results

+ Treat fairly to employees; create a relative high level of safety in working for employees

+ Organize training skills to improve quality The type of organizing has to encourage employees to focus on company’s aim and help them to adjust to every kinds

of work in all working environment

Strategies for decreasing price/ reducing expenditure:

+ Describing work clearly and stably makes employees not to feel equivocal or worried about their work

+ Specialization and training in a narrow size helps employees to become trained quickly, to be good at working in narrow size, and to work effectively

well-+ Estimating working process has to focus on short-term aims and results Training level must be lowest (Source: Human Resources Management – Ass.Pro, Dr Tran Kim Dung)

2.1.4 Attracting human resources

To attract human resources is to increase quantity of human resources for developing targets Human resources plays an important role and position in process of economic development Thus, when giving aims for developing economy, the most interested question for a country, a locality or an organization is that how its present human resource is That success or defeat depends on human resources cannot be denied Nowadays, under pressure of socio-economic development, competition for human resources between countries, localities has become more and more severe It is certain demands for human resources that decides the way each country, locality, organization has their own human resources attraction policies Especially, attention is mostly paid for human resources with high quality and those of talent because this is the precious property, a special competitive advantage for development

Ass.pro.Dr Pham Huy Tien (Solutions for attracting talents) said that (source: electronic People newspaper – July, 2th 2009):

In history, people had great regard to methods of attracting talents and had a lot of experience about this problem Nowadays, with development of market economy, countries, corporations, organizations having strongly competed to gain advantages must pay attention to attracting talents In some countries, attracting talents has become a national policy

Principles of attracting talents

When joining in market economy and global economy, role of talent human resources is very important for development, thus, people always try to find how to attract

it However, this work is not simple First of all, it is necessary to “innovate thinking”, because ideas of giving favours will not create attraction Some localities often use such method: If doctors, masters agree to work in the locality, they will be put on the regular staff, also will they get land, house and subsidized initial amount of money Such policy

is successfully applied with masters and doctors, who still cannot find a job (of course, not all cases) In case of people who really have ability, such questions should be considered: Which job should I choose? Is the job suitable to my ability? Is working environment good or not? Am I enabled to develop my career in the future? How will I as well as my families live? How is organization culture of working environment? After having answered these questions, they could confidently come to a decision

To selectors, there are several problems needed to be clarified Try to answer these three questions in a logical order: What is attracting talents for? Attract whom? How to attract? First of all, choose person who is suitable to the job After answering the question:

“What is attracting talents for?”, answer the second one “Attract whom?” A simple way

to answer this question is choosing the person who is suitable to the job and has ability to solve problems but not consuming power and costs of employers too much The question

“Attract whom?” brings managers back to problem of using manpower mentioned before Before answering the question “How to attract?”, it is necessary to define who will be attracted There will be different answers for each person, each group, each type of works and it is impossible to find a common answer Thus, not everyone can use talents To use talents, first of all, managers must have ability to use manpower Also do staff members

in personnel administration department have ability to use manpower so that they can answer the three mentioned questions

Methods of attracting talents

According to managers’ aims as well as talents’ aspiration and condition suggested in the first and second questions, using talents will be negotiated and decided

by either of two methods:

To attract talents is to own them This is not always necessary, but sometimes it is necessary There are many reasons for owning talents and several following circumstances need to be paid attention to:

- When organization needs that person to take on responsibility for a long-term and influential job;

- When talents’ position is involved in with secrets of organization;

- When the position can be replaced;

- When competing together, competitors want to attract talents of opposite side, especially rare talents;

- When organization wants talents to have more opportunities to keep on developing, get promotions continuously; and these have affection to the development of organization On the other hand, the longer such talents work, the more profits they will create more profits for organization

Attracting talents to own it is the highest form of attracting with the highest expenditure Thus, using talents has to bring about the most positive result Owning talent should sometimes count to time which is not shown in contract Owning talents includes: whole life (no retirement regime), retirement (or after retirement a long time due to

knowing organization’s secrets), limited time owning (5 years, 10 years ) Owning sometimes makes talents feel uncomfortable, so it must be agreed by two sides

Attracting talents to use will take place in the case of lack of needs for owning or owning ability Being managed by one organization, talents are able to work for the others This is the most popular form of human resources attraction because it can solve problems of labour requirement for organization without taking care of management as well as affecting to employees’ life so much Nowadays, there are many talents working

in freelance, they do not belong to any organization In developing countries, this is a popular type of human resources attraction for normal and small companies, new established organizations because they cannot afford to own talents There are many types

of human resources attraction, and choosing which type of them depends on whether do talents belong to any organization or do they work in freelance

Nowadays in our country, it is extremely necessary to encourage scientists working at institutes to teach in universities, as well as professors and teaching staffs, who are working at universities, to do researches in order to make use of the ability, the grey mater and the facilities of both organizations This helps to improve quality of teaching and scientific researching, and makes good shortcomings of systematic structure left by plan concentrating systematic management; thus, universities and institutes can gradually work suitably to market economy Similarly, it is also necessary to attract scientists of researching institutes, universities’ professors and teachers to carry out organizations’ projects such as technique innovation, producing new breeding, transferring economic system of localities and etc

Methods of attracting talents

Today, attracting talents is regarded as the most important strategies of countries, companies and organizations, therefore, there are so many methods to attract talents Applying common and popular methods, every country and organization will try to find their own methods thanks to which they will success in attracting talents

Firstly, to highly estimate and closely combine three steps of respecting, using, treating to talents (the most popular method) Possessing different strong and weak points

as wells, the three steps should be strongly connected with each other in certain period and every field, and none of them should be ignored

That to give talents an idea of what kind of job they will deal with is the most attracting thing to them To make a good use of talents is not only the driving force of attraction, but also a way to show your respect to them The way companies answer the

question “How to attract talents” would express their attitude toward talents Then, a good treatment toward talents is a worthy recompense for their contribution The concretization

of these three steps will create general methods which seem to be the strategic methods and would take control of the others in attracting talents

Secondly, to trace for talents In the past, there were many “living no trace” talents for whom feudal reigns tried their best to search

Thirdly, to create an environment of attraction Most talents desire to do a good job and devote themselves for it Thus, it is really important to create an attracting and fascinating environment for them Dealing with this problem, the three main factors should be paid attention to:

- A good working environment includes infrastructure such as laboratories, experiment factories (for scientific and technique workers, professors ); a quick, timely, full and exact source of information; a good organization, in which people work well, get along well with each other and working environment is open-hearted, clear and democratic;

- Talents should have their rights in choosing working fields;

- Talents should be provided with a stable life

Three conditions above will provide talents with a fascinating environment, improvement and development as well Despite conditions needed to be paid, there are also free ones which only ask managers for their respect and good treatment toward talents In fields of education, science and technology, teachers, scientists have high requirements for working environment and wish to have a well-off life (Ass.pro.Dr Pham Huy Tien)

According to Ass.pro Dr Tran Kim Dung, in human resources management, first

of all it is a good plan that will help companies to have satifastion and high results in human resources attraction

To plan for human resources is to research and define needs, to formulate policies and carry out programs, to provide companies a guarantee of human resources with qualities and skills corresponding to demands of production, quality and effect of work (source: Human Resources Management - Ass.pro Dr Tran Kim Dung)

Analyse supply and demand, adjusting ability 

2.2 Methods and Experience in Attracting Human Resources in Other Localities in Viet Nam and Overseas

2.2.1 Policies on attracting human resources in Da Nang City

There are policies, initial principles of treatment for volunteers who desire to work permanently in Da Nang city and encouraging regulations to staff members, workers working there:

Objects:

Managers, scientific workers, staff members possessing university or university degrees; high ranks of education; high skills; experienced abilities and qualifications suitable to demands of socio-economic development of Da Nang, including:

post-Professors, Assistant professors

Scientific doctors, professional doctors – full-time education

Masters - full-time education (at least 3 years of working experience); Athletes who got national prizes or higher ones

Full-time students who graduated universities in country or in abroad with good and excellent rank of graduation

Conditions for being accepted and assigned:

To have qualities, good morality, good health and agree with assignment of people’s committee of Da Nang city

To be able to give ideas, suggestions and contribution for socio-economic development of the city

Age: under 50 (male), under 45 (female) Other special cases will be solved by People’s committee of the city

Policies, treatment regulations:

Being assigned works suitable to professional skills, abilities in localities, government agencies, organizations or companies of city’s ownership

Have opportunities to improve professional skills and personal abilities

Salary is according to scale of salaries or based on quantity, quality, work’s effect and product

Having free house for the first 5 years Professors, Ass.professors, scientific doctors will have a discount of 30% for buying houses or land of government ownership

50 % of the payment can be done in the next 10 years

To have priority to present wife/ husband to work in government agencies under city’s management (if that person is official staff of a executive organs or business units)

Members of family: father, mother, wife, husband, children are registered to be inhabitants of the city according to the decree № 51/NĐ-CP on 10th May 1997 of the government

After being received and assigned work, besides salary and bonus, there will be an allowance:

+ Professors, Scientific doctors: 50.000.000 VND

+ Graduated student with good, excellent degree: 5.000.000 VND

After 3 years of working, any aspiration to continue a higher level of education will be considered and subsidized, according to present regulations of Da Nang people’s committee

Those, who stop working before time without agreement of people’s committee of the city, must return all things received thanks to policies and treatment regulations to the city (source: Agreement № 86/2000/People’s committee on 2nd august 2000 by People’s committee of Da Nang city)

2.2.2 Policies of human resources attraction in Ha Noi city

Policies of attracting, using, training young talents and human resources with high qualifications of Ha Noi city:

Objects:

Students who graduated universities in top rank of graduation with majors suitable

to demands of works in executive organs and business units of the city;

Full-time students who graduated public universities with excellent rank of graduation in majors which are on demand of the city and suitable to works in executive organs and business units of the city;

People who have master’s degree or doctor’s degree of majors suitable to demands of work in executive organs and business units of the city;

People who gained prizes in the fields of art, sport, medicine and some others fields according to regulations of People’s committee of the city

Treatment regulations

The priority to be directly selected for executive organs and business units of the city without any examination, for:

Students who graduated universities in Viet Nam or aboard with excellent rank of graduation in majors suitable to the vacancy;

Full-time students who graduated public universities in Viet Nam or abroad with good rank of graduation in important majors which are on demand of the city;

People who have master’s degree at the age under 30, doctor’s degree - under 35 with majors which are on demand of the city and will be received by business units

Athletes, artists who got golden or silver medals, first or second prizes in national professional competitions; golden or silver medals, first or second prizes in regional or international competitions and will be received by administrative agencies

2.2.3 Policies of attracting human resources in Binh Duong province

Some policies of attracting human resource of Binh Duong province in recent years:

Objects:

People who have got university or post-university educations, regardless of regions, will be resigned with a long-term contract by authorized organs into an official scale of Party organizations, Unions, executive organs and business units in education-training career, information culture – sports and others of Binh Duong province to jobs being necessary to the province and need to be signed at least for 5 years

Regulations of attraction:

Universities or post-university graduates, in Viet Nam as well as abroad, will be supported to receive 100% starting salary in the scale salaries for staffs who are still on probation In detail:

University graduate with good or excellent rank of graduation (regardless of forms of training, in Viet Nam or abroad) will be subsidized one time 2.000.000 VND

Those who have professional degree with first class (regardless of forms of training, in Viet Nam or abroad) will be subsidized one time 6.000.000 VND; Those who graduated with good or excellent rank will receive an extra about 3.000.000 VND

Those who have professional degree with second class (regardless of forms of training, in Viet Nam or abroad) will be subsidized one time 10.000.000 VND; Those who graduated with good or excellent rank will receive an extra about 4.000.000 VND

In case of having master’s degree:

Masters who defended thesis in universities in Viet Nam will be subsidized one time 15.000.000 VND; for degrees with good rank there will be an extra about 4.000.000 VND

Master who defended thesis in universities in abroad (full time studying) will be subsidized one time 25.000.000 VND; degrees with good rank will receive an extra about 6.000.000 VND

In case of having doctor’s degree:

Doctors who defended thesis in universities in Viet Nam will be subsidized one time 15.000.000 VND

Doctors who defended thesis in universities abroad (full time studying abroad) will be subsidized one time 30.000.000 VND

Those who stops working before undertaken time must return a sum of money which is counted based on the quantum of time left (source: Agreement № 96/2009/ People’s committee on 31st December 2009 of Binh Duong province)

2.2.4 Methods of attracting human resources in Kien Giang province

People who are accepted as official staffs and undertake to work at the province for at least 5 years will receive the following attracting regulations:

A position in government agencies, Party organization and unions of wards, towns and cities:

+ University graduates, full-time or part-time education, with good or excellent rank will be supported to receive 100% of starting salary in the scale of staffs who are on probation A starting subsidy for graduates with good or excellent rank: 3.000.000 VND

+ Master’s degree, specialized doctor of first class will receive a starting subsidy about 20.000.000 VND

+ Professors, PhD who agree to work at universities, colleges of the province with majors being on demand will receive initial subsidy of 30.000.000 VND

+ Working in villages, wards and towns: besides being supported according to The Agreement № 88/2004/ People’s committee on 7th December 2004 of Kien Giang province about promulgating rules of appointment as well as regulations and policies for officers of wards and towns, university graduates will receive an initial subsidy:

+ College graduates: 3.000.000 VND

+ University graduates: 5.000.000 VND

In case of people who have post-education; university teacher’ rank or professional qualifications (regardless of place of resident) and a specific job in a certain time required by people’s committee of the province: Salary is paid by contract, but not over 10.000.000 VND/ month (source: Decision № 12/2010/ People’s committee on March, 22th 2010 of Kien Giang province)

2.3 Recent Situation of Human Resource of Kien Giang Province and Ha Tien Town 2.3.1 Human resources of Kien Giang province

Kien Giang Province is located in southwest of Vietnam, in the Mekong Delta region, has a strategic position of economy and national defense Kien Giang’s dimension

is about 634.626 ha, by 54 kilometers border with Cambodia, have a wide beach 60.000 km2 with 149 large and small islands The province has 15 administrative units, including

1 city (Rach Gia city); 1 town (Ha Tien town) and 13 villages; 2 islands: Phu Quoc and Kien Hai; 145 villages, wards, towns According to statistic data to 1st April 2009, Kien Giang’s population: 1.863.149; urban population: 25.9%, and rural population: 74.1%

Table 2-1 AREA – Population And Population Density 2008-2009 Divided Into Districts,

Villages, Cities

Population density (inhabitant/Km2)

2008 2009 2008 2009 2008 2009 ALL DISTRICTS 6.346,26 6.346,27 1.726.026 1.688.228 272 266

Table 2-2 Average Population by Sex and Urban, Rural Areas

2006 2007 2008 2009 TOTAL (inhabitants) 1.683.041 1.647.985 1.667.913 1.688.228

Table 2-3 Average Population 2008 by Age Group and Sex

Table 2-4 Average Population Divided into District-Towns-Urban Areas

Table 2-5 Average Population by Sex and Districts, Towns, Urban Areas

Gò Quao district 71.755 75.235 68.822 67.820 68.799 67.979 68.923 67.992

An Biên district 70.389 72.678 60.521 59.846 60.969 60.241 61.444 60.614

An Minh district 65.238 66.290 58.732 55.868 59.055 56.061 59.401 56.233 Vĩnh Thuận district 65.793 67.988 46.254 42.935 46.362 43.139 46.667 43.147 Phú Quốc district 43.573 43.486 44.100 42.117 45.180 43.235 46.369 44.301 Kiên Hải district 10.603 10.648 11.199 9.967 11.236 9.983 11.274 9.998

Table 2-6 Urban And Rural Average Population by Districts, Towns, Urban Areas

Person

Urban areas

Rural areas

Urban areas

Rural areas

Urban areas

Rural areas

Urban areas

Rural areas Total 437.298 1.245.743 438.499 1.209.486 446.180 1.221.733 453.940 1.234.288

Rạch Giá city 195.664 15.323 201.501 15.050 205.027 15.314 208.615 15.582

Hà Tiên town 30.309 13.426 28.753 13.964 29.314 14.236 29.886 14.514 Kiên Lương district 31.482 66.333 30.888 67.201 31.984 69.587 33.070 45.095 Hòn Đất district 27.398 130.555 28.941 131.222 29.535 133.911 30.124 136.673

Tân Hiệp district 19.696 131.888 19.222 122.218 19.270 122.523 19.318 122.830