Tóm tắt Luận án Tiến sĩ Summary of masters Thesis Business administration Effected factors of human resource development Situation of small and medium trade Service companies in Tra Vinh

Besides, it requires clarifying the achievements and limitations of SMC nowadays, from there as a basis to output the management function to develop human resources for SMEs in Tra Vinh

TRA VINH PROVINCIAL PEOPLE’S COMMITTEE

TRA VINH UNIVERSITY TRAN HUNG CUONG

EFFECTED FACTORS OF HUMAN

RESOURCE DEVELOPMENT: SITUATION

OF SMALL AND MEDIUM TRADE - SERVICE COMPANIES

IN TRA VINH Major: Business Administration

Number: 9340101

RECAPITULATING PH.D THESIS BUSINESS ADMINISTRATION

TRA VINH, 2021

ProJect 1s completed at:

Tra Vinh University Guilde searchings:

1 Associate Professor PhD Tu Van Binh

2 Associate Professor PhD Huynh Quang Linh

Reviewer Ï:

Reviewer 2:

RevieWwer 3:

The thesis will be protected at

the Thesis evaluation board at :

Tra Vinh University

CHAPTER 1 INTRODUCTION 1.1 REASON TO CHOOSE THE TOPIC

Small and medium companies very important and indispensable for a developing country, in which provides jobs and partly ensure the social security Moreover, Vietnam has a vastly human resource in population size, young population and are tranferring to the stage of “ the golden population structure” with over 96,2 million people in which 2/3 of the population is the youth and in the working age Therefore, human resource development of small and medium enterprises is considered a central issue for the development of the country, according

to Echdar's human capital theory (2013), this is one of the activities The most important thing for a business to manage human capital well

is to develop that capital or develop human resources to create a sustainable competitive advantage for the business Meanwhile, Yawson (2013) said that there is a difference between theory and practice of theory and systematic thinking in research and practice on human resource development; Uaron (2017) human capital theory is the capital that companies should invest in if they believe in the future human resource investment which is the recently practical importance for with companies

According to a research in 2019, Vietnam has around 508.770 small and medium companies (SMC) in the Trade - Service sector with nearly 36% labour compared to the other sectors By the end of 2019, Tra Vinh province had 2.183 enterprises, with 88.046 employees, especially SMCs in the Trade and Service sector were 1.216 enterprises, with about 10.008 employees Besides, it requires clarifying the achievements and limitations of SMC nowadays, from there as a basis

to output the management function to develop human resources for SMEs in Tra Vinh province is a highly current issue and practical in the current period, so the study "Effected factors of human resource development: situation of small and medium Trade - service companies

in Tra Vinh" is a practical issue in theory and practice

The gaps of the research:

Kunio (1989) proposed a conceptual model to analyse, support to the development of human resouce, Sredl and Rothwell (1997) developed the frame of neccesary definitions for researchers Later, a

number of empirical studies on human resource development of small and medium companies continued to apply research in Europe and America

The emirical studies on the effects of the factors to human resource of small and medium companies of Frank and Mridula (2018), Katarzyna (2019), Zeqir and Ymer (2019), Nguyen Thanh Vu (2015),

Ha Thi Duy Linh (2019), are suitable for the state of business development in Vietnam, therefore, it is possible to apply and approach the research models of the above authors but must adjust and add some new factors to suit the field of SMC in Tra Vinh province

Most of the previous studies have not studied the factors affecting human resource development: The situations of Tra Vinh small and medium companies in the research periods

In Vietnam up to this point, the author has not seen any scientific researches on the factors affecting human resource development: The case of small and medium-sized enterprises in the Trade - Service industry

1.2 ENQUIRIES AND OBJECTIVES OF THIS STUDY 1.2.1 Research enquiries

In order to solve the research problems, this research looks for the answers of the following questions:

What components measure human resource development of SMEs in the trade and service industry?

What is the difference in the scale of human _ resource development of SMCs with previous and actual studies at businesses in the trade and service industry?

How to quantify the factors affecting human_ resource development of SMCs in the trade and service industry?

What should be done to improve the human _ resource development of SMCs in the trade and service industry in the coming time?

1.2.2 General objectives

Researching on factors affecting human resource development: In case of the small and medium companies in the Trade and Service sector in Tra Vinh province, in order to analyse, evaluate and make new contributions to the theoretical base, on the basis of which proposes governance implications to perfect the admission factors to human resource development of SMCs, contributing to improving the performance of local businesses

1.2.3 Purpose in details

The study aims to the following requirement and objectives: Identifying the components of human resource development of SMCs in the trade and service sector

Evaluating and developing the scale components of the factors affecting the development of human resources of SMCs in the trade and service sector

Test the scale and theoretical model of factors affecting the development of human resources of SMCs in the trade and service sector

Proposing the governance implications for the development of human resources of SMCs in the trade and service sector

1.3 RESEARCH SUBJECTS AND SURVEY SUBJECTS 1.3.1 Research subjects

Thesis researches on factors affecting human_resources development of SMCs in the trade and service sector in Tra Vinh province

1.3.2 Survey Subjects

Survey of SMCs in the trade and service sector operating in Tra Vinh province

1.4 RESEARCH SCOPE

1.4.1 Research Content limitation

The thesis is only limited to research in the scope of human resource development and the evaluation of business owners, analyzing the relationship between factors affecting the development of human resources in SMCs in the trade and service sector of Tra Vinh province 1.4.2 Space Limitation

The time of the secondary data is used for research related to SMEs in the trade and service industry of Tra Vinh province from 2017

to 2019 operating under the Enterprise Law, specifically the types of businesses without home capital the country belongs to the trade and service industry The thesis does not study state-owned enterprises, foreign-owned enterprises, cooperatives, and households

1.6 RESEARCH MEANING

1.6.1 Accademical contribution

This study systematizes the general theoretical issues of human resource development, additional construction, and scale adjustment that the previous studies are limited

Contributing to increase the generality compared to previous studies on the level of direct impact on the development of human resources of SMCs in the trade and service sector on the business owners’ vision and indirectly the province's trained workforce

Identifying and testing 10 factors that directly affect the development of human resources of SMEs in the trade and service sector

1.6.2 Practical contribution

Helping policy researchers, business managers (business owners)

to identify and understand more thoroughly; Help the owners of SMEs

in the trade and service industry have a complete and comprehensive view of human resource development for SMEs in the trade and service industry, especially when recruiting employees for businesses

This research is an important basis to help SME owners in the trade and service sector determine the priority level in the strategy of finding talent to serve the business development

The governance implications of this study are also useful references for further research, as well as suggestions for policy makers

to have an overall view of human resource development from the central government Refer to local authorities to promulgate new policies on human resource development to suit small and medium enterprises in the trade and service sector to create conditions for business owners in this industry to have a vision and develop strategies business in the near future

1.7 THESIS STRUCTURE

This thesis is devided into 5 parts: Part 1: Introduction; Part 2: Theoretical basis and research model; Part 3: Research Design; Part 4: Research Results and discussion; Part 5: Conclusion and administrative implications

PART 2 THEORETICAL BASIS AND RESEARCH MODEL

2.1 THEORETICAL BASIS OF HUMAN RESOURCE 2.1.1 Definition of Human resource

2.1.2 Characteristics of Human resource

2.2 THEORETICAL BASIS OF QUALITY OF HUMAN RESOURCE

2.2.1 Definition of Quality of Human resource

2.2.2 Characteristics of Quality of Human resource

DEVELOPMENT

2.3.1 Definition of Human resouce Development

According to Mclagan và Suhadolmk (1989), human development isthe combined use of training and development, aimed at fostering work-related and long-term learning capabilities of individuals, groups and business levels to improve individual productivity or that organization Meanwhile, Garavan (1991), Stewart

va McGoldrick (1996), Considering that human resources development

is a strategic component of training, development and learning in organizations and individuals in the context of forming business strategies and organizational competitiveness in order to improve working efficiency of individuals, groups and organizations through the specific knowledge and skills of each individual employee

In Vietnam, according to Tran Xuan Cau and Mai Quoc Chanh (2009), said that human resources development is the process of developing physical strength, mental ability, cognitive ability and absorbing knowledge, skills, social dynamism and creativity of human; culture; historical tradition

2.3.2 Human resource development characteristics of small and medium companies

2.3.3 Definition of small and medium companies

2.3.3.1 Definition of small and medium companies in some countries

2.3.3.3 Definition of small and medium companies in Vietnam 2.3.3.3 The differencee between small and medium companies in the trade and service industry with other fields

2.4 OVERVIEW OF THIS STUDY

2.4.1 Researches in other countries

2.4.2 Reasearches in Vietnam

2.4.3 Key elements of human resource development

Morrison (1996), thought that human resource development is measured by 06 components: philosophy, recruitment, job description, socialization, training, evaluation and reward; Guest (1997) claims that human resource development is measured by seven components: recruitment, training, employee evaluation, salary and bonus management, job description, employee engagement, status and ensure stability at work.,

According to Lake (2008), Research results show 12 factors affecting human resources: Labor legislation, labor market conditions, characteristics of labor supply, policies, recruitment, training, effective management job, timely information management, workplace, job characteristics, factory location and source of raw materials

According to Nguyen Thanh Vu, there are 09 factors related to human resource development including: socio-economic - cultural environment, individual labor quality, education and training and labor law, state support policies on labor labor, labor recruitment, training and career development, analysis and evaluation of work results, working environment and labor relations, salary and benefits; Vo Thi Kim Loan (2015), asserted that there are 04 factors affecting the development of human resources, including education and training, science and technology, culture and society, and state policies,

2.5 THEORY AND RESEARCH MODEL

2.5.1 Development of research hypotheses

2.5.1.1 Socio-economic environment

According to research by Rosemary and Jim (2000), Rajshekar (2008), Vo Thi Kim Loan (2015), Nguyen Thanh Vu (2015), the socio- cultural environment is considered as a source of resources for enterprises development, it means that if the economic - cultural - social environment is stable, the labor force there is very abundant, from which the ability to attract businesses to invest will increase Hypothesis proposal Hi: Socio-economic environment positively affects the human resource development of small and medium-sized enterprises in the trade and service sector of Tra Vinh province

2.5.1.2 Quality of human resource

Research by Lake (2008), shows that the individual labor quality

of each employee is one of the factors showing the individual capacity

of the employee, it is also the determinant of success or success unsuccessful in developing corporate human resources The quality of the workforce is related to physical development, knowledge, skills, and confidence in the current job and the needs of the organization

Hypothesis proposal H2: The quality of the labor force affects the human resource development of small and medium enterprises in the trade and service sector of Tra Vinh province

2.5.1.3 Education - training and labour policies

Lake (2008), Nguyen Thi Hong Cam (2011), Vo Thi Kim Loan (2015) all have the same viewpoint that education and training contribute to perfecting human personality Learning by conscious influences from outside, contributing to meeting the existence and development needs of people in society, step by step for learners to acquire and master knowledge, skills and careers a systematic way to prepare the person to adapt to life and the ability to take on a certain job

in a business

Hypothesis proposal H3: Education, training and labor law positively impact the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province

2.5.1.4 Science and technology development policy

Rosemary and Jim (2000), Vo Thi Kim Loan (2015), the results suggest that the State's supporting policies on science and technology are suitable for general socio-economic development conditions and each type of business In particular, it will facilitate the development of human resources associated with the current development of science and technology in the enterprise and vice versa, it will inhibit the development of human resources if the enterprise does not improve the faculty learn technology by economy However, when the process of international integration is more and more deep and wide, it requires more and more complete state policies to adapt to the integration process Therefore, in order to have good human resources, the state must have policies to support businesses

Proposed hypothesis H4: Science and technology development policy positively affects the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province

2.5.1.5 Labour market

David (1995) affirmed that the labor market is always associated with the future human resource development for a country in general and that this resource serves the business in particular When the labor market develops, the owner of the enterprise can easily recruit qualified and skilled workers to meet the needs of the business production and business, workers also easily find suitable jobs with his ability and forte The relationship between labor supply and demand will affect the level of wages paid to employees

Hypothesis proposal Hs: The labor market positively affects the human resource development of small and medium-sized enterprises in the trade and service sector in Tra Vinh province

2.5.1.6 Recruitment

Rosemary and Jim (2000), Singh (2004), Lake (2008) said that labor recruitment expresses the view on purpose, requirement, object and form of labor selection of enterprises to ensure business enterprises have enough quantity and quality of human resources with the appropriate structure to implement their goals and tasks in the present or future period However, Nguyen Thi Hong Cam (2011), Nguyen Quang Hau (2012), Bui Thi Thanh et al (2014), Nguyen Thanh Vu (2015) confirmed that an enterprise has a recruitment policy, appropriate and attractive labor, using human resources in enterprises is one of the important factors affecting the development of human resources in enterprises associated with production and business

Proposed hypothesis He: Labor recruitment positively affects the development of human resources of small and medium-sized enterprises

in the trade and service sector of Tra Vinh province

2.5.1.7 Training and developing labour resource

According to the theory of Knoke and Kalleberg (1994) that continuous training and development helps to improve proficiency in production as well as in return of investment in human resources, according to Holton and Baldwin (2000) asserted that in order to improve labor productivity, skills training must be transferred to the workplace, maintained over time and generalized across different contexts

Proposed hypothesis H7: Training and development of labor positively affects the development of human resources of small and

medium-sized enterprises in the trade and service sector of Tra Vinh province

2.5.1.8 Evaluation of work performance

Also according to research by Morrison (1996), Rosemary and Jim (2000), Gilley et al (2002) suggest that the performance evaluation can give employees the opportunity to review their work performance His essential job-related qualities Most employees want to know the comments and assessments of the business owner on the performance of their jobs, so that the employees know the level of completing the tasks, promptly correct mistakes, click like to motivate employees to have new creativity and good job completion

Hypothesis proposal H8: Performance evaluation has positive impact on the human resource development of small and medium-sized enterprises in the trade and service sector of Tra Vinh province

2.5.1.10 Salary, bonus and benefits

Research Singh (2004), Nguyen Quang Thu et al (2005), Bui Thi Thanh et al (2014), Nguyen Thanh Vu (2015) suggest that salary, bonus and mechanical benefits The village is to attract and maintain good employees, stimulate and motivate employees to work to achieve the set goals

Hypothesis proposal Hio: Salary, bonus and benefits positively impact the human resource development of small and medium-sized enterprises in the trade and service sector of Tra Vinh province

2.5.2 Expected research model

From the above theories, the expected research model is proposed

by the author in Figure 2.1

3.1 RESEARCH METHODS

3.1.1 Qualitative research

Carrying out the above study, the author conducted the interview

by discussion method with 13 experts, the Director/Deputy Director with many years of experience in the field of SMEs in the trade and service sector of the province, the results of the discussion This helps the author adjust, type and add variables suitable to the development of human resources of SMEs in the trade and service sector so that it is suitable for the field and research object to conduct preliminary quantitative research

3.1.2 Preliminary quantitativeresearch

Building scale: According to Nguyen Dinh Tho and Nguyen Thi Mai Trang (2011), building scale is the process of designing and

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evaluating a set of observed variables used to measure research concepts that need to be measured;

Scale assessment: Based on the experts' opinions, completing the preliminary scale, the author conducted a survey of directors / deputy directors at the small and medium-sized enterprises in the trade and service sector of Tra Vinh province , reliability test (Cronbach's alpha) 3.2 DATA PROCESSING METHODS

3.2.1 Evaluate confidence coefficients Cronbach's alpha 3.2.2 Exploratory Factor Analysis (EFA)

3.2.3 Confirmation Factor Analysis (CFA)

3.2.4 Structural Equation Modeling (SEM)

3.2.5 Acreditation Bootstrap

3.3 PRIMARY RESEARCH DESIGN

3.3.1 Primary research steps

3.3.2 Results of building draft scales

From the interviewing results of experts, the author has helped the author get a scale to measure specific factors (/) scale of socio- economic environment including 06 observed variables; (2) the labor force quality scale includes 05 observed variables; (3) the scale of education and training and labor law includes 05 observed variables; (4) science and technology development policy scale includes 05 observed variables; (5) the labor market scale includes 05 observed variables; (6) labor recruitment scale includes 05 observed variables; (7) training and labor development scale includes 05 observed variables; (8) scale of performance evaluation includes 05 observed variables; (9) scale of working environment includes 05 observed variables; (/0) scale of salary, bonus and benefits includes 06 observed variables; (//) conceptual scale of human resource development includes 04 observed variables

3.3.3 Preliminary quantitative research results

3.3.3.1 Sample size statistics

This preliminary quantitative study used simple random sampling

to collect survey data, and conducted a preliminary survey with 112 SMEs in the trade and service sector of Tra Vinh province, the subject

of the survey director/deputy director, the results of data collected, and the screening of data remained 105 questionnaires to ensure enough basis to include in preliminary quantitative research

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