Situation and solutions to increase human resource efficiency at song da corporation jsc head office

ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH - NGUYỄN VĂN THỰ SITUATION AND SOLUTIONS TO INCREASE HUMAN RESOURCE EFFICIENCY AT SONG DA CORPORATIONJSC HEAD OFFICE THỰC TRẠNG VÀ GIẢI PHÁP NÂNG CAO HIỆU QUẢ NGUỒN NHÂN LỰC TẠI CƠ QUAN TỔNG CÔNG TY SÔNG ĐÀ LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2022 ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH - NGUYỄN VĂN THỰ SITUATION AND SOLUTIONS TO INCREASE HUMAN RESOURCE EFFICIENCY AT SONG DA CORPORATIONJSC HEAD OFFICE THỰC TRẠNG VÀ GIẢI PHÁP NÂNG CAO HIỆU QUẢ NGUỒN NHÂN LỰC TẠI CƠ QUAN TỔNG CÔNG TY SÔNG ĐÀ Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: TS NGUYỄN VĂN GIÁP HÀ NỘI - 2022 DECLARATION The author confirms that the research outcome in the thesis is the result of author’s independent work during study and research period and it is not yet published in other’s research and article The other’s research result and documentation (extraction, table, figure, formular, and other document) used in the thesis are cited properly and the permission (if required) is given The author is responsible in front of the Thesis Assessment Committee, Hanoi School of Business, and the laws for above-mentioned declaration Hanoi, date………………………… INDEX LIST OF TABLES i LIST OF GRAPHS iii INTRODUCTION CHAPTER 1: THEORETICAL BASIS OF HUMAN RESOURCES EFFICIENCY IN BUSINESS 18 1.1 Concept 18 1.1.1 Human resource concept .18 1.1.2 Effective concept 19 1.1.3 The concept of human resource efficiency 20 1.2 The role of effective human resources 21 1.2.1 For Businesses .21 1.2.2 For employees .21 1.2.3 For society 22 1.3 Research model on the effectiveness of human resources in enterprises 22 1.3.1 Summary of factors determining the effectiveness of human resources in enterprises .22 1.3.2 Structural model of factors determining the effectiveness of human resources in enterprises 27 1.3.3 Proposed research model .33 1.3.4 Research hypotheses 34 1.3.5 Observable variables 35 1.4 Criteria for evaluating the effectiveness of human resources in the enterprise37 1.4.1 Responsibility for work 37 1.4.2 Proactivity and creativity at work .37 1.4.3 Quality productivity and completion of the plan 38 1.4.4 Interesting with work and willingness to contribute 38 CHAPTER 2: THE STATUS OF EFFICIENT HUMAN RESOURCES IN SONG DA CORPORATION 40 2.1 Overview of Song Da Corporation 40 2.1.1 History of formation and development 40 2.1.2 Organizational Structure .41 2.1.3 Business results 42 2.1.4 Human resource characteristics 44 2.2 Evaluation of factors determining the effectiveness of human resources at Song Da Corporation 49 2.2.1 Evaluation of the scales in the structural model of the determinants of human resource efficiency 49 2.2.2 Exploratory Factor Analysis EFA .50 2.2.3 Correlation analysis 54 2.2.4 Testing of hypotheses and model 56 2.2.5 Evaluation of factors affecting the effectiveness of human resources 61 2.2.6 Evaluation of the effectiveness of human resources 73 CHAPTER 3: ORIENTATION AND SOLUTION TO IMPROVE HUMAN RESOURCES EFFICIENCY AT SONG DA CORPRATION 76 3.1 Development orientation of Song Da Corpration 76 3.1.1 Development goals of the Corporation 76 3.1.2 Development strategy of the Corporation 76 3.2 Propose some solutions to improve the efficiency of human resources at Song Da Corporation 77 3.2.1 Improve the efficiency of human resources through improving the working environment and conditions .78 3.2.2 Increase the efficiency of the human resources through expanding training and promotion opportunities 79 3.2.3 Increase the efficiency of human resources motivation of income and benefits 82 3.2.4 Improve the efficiency of human resources by perfecting leadership style.85 3.2.5 Impove the efficiency through perfecting the nature of work 86 3.2.6 Improve the efficience of human resources through strengthening cooperation with colleagues .88 3.2.7 Improve the efficiency of human resources through perfecting the performance evaluation system 90 CONCLUSION .91 REFFERENCE 93 ANNEX LIST OF TABLES Table Sample allocation 12 Table Sample description by sex 13 Table Sample description by age 13 Table Sample description by level 14 Table Sample description by seniority 14 Table 1.1 Summary table of factors determining human resource efficiency 23 in research models 23 Table 1.2 Summary table, adjusting the factors that determine the efficiency of human resources in the enterprise 25 Table 1.3 Build observed variables 35 Table 2.1 Business result of Song Da Corporation 42 Table 2.2 Key financial indicators 43 Table 2.3 Number of employees of Song Da Corporation in the period of 20182020 44 Table 2.4 Labor structure by sex of Song Da Corporation 45 Table 2.5 Labor structure by professional qualifications of Song Da Corporation 47 Table 2.6 Analysis result of Conbach’s Alpha reliability coefficient of the scale of independent and dependent variables 49 Table 2.7 KMO and Bartlett test results of independent variables 51 Table 2.8 Total Variance Explained of the independent variables in the model 51 Table 2.9 EFA Results of the independent variables in the model 53 Table 2.10 KMO and Bartlett rest result of dependent variables 54 Table 2.11 Total Variance Explained of the dependent variables in the model 54 Table 2.12 EFA Results of the dependent variables in the model 54 Table 2.13 Correlation matrix between the variables of the model 55 Table 2.14 Evaluation for the fit of the model 56 Table 2.15 Check the fit of the model 57 i Table 2.16 Model regression result 57 Table 2.17 Statistics on annual income of employees of Song Da corporation in the period of 2018-2020 62 Table 2.18 Evaluation of income and benefits 64 Table 2.19 Evaluation about leadership style 65 Table 2.20 Statistics on training situation of Song Da Corporation in the period of 2018-2020 67 Table 2.21 Evaluation on training and development 68 Table 2.22 Evaluation on relationship of colleagues 69 Table 2.23 Evaluation of work environment 70 Table 2.24 Measure the level of evaluation of job performance evaluation 71 Table 2.25 Evaluation on nature of work 73 Table 2.26 Completion rate of business plan 73 Table 2.27 Overall assessment of human resource efficiency 74 ii LIST OF GRAPHS Figure The Job Description Index (JDI) of Smith, Kendall, and Hulin Graph Measurment Satisfaction Criteria (MSQ) of Weiss and colleagues Graph Thesis research process 10 Graphs 1.1 Research model with effetive determinants of human resources 34 Graph 2.1 Organizational structure of Song Da Corporation 42 Graph 2.2 Labor structure by age of Song Da Corporation 46 Graph 2.3 Labor structure by title of Song Da Corporation 47 Graph 2.4 Labor structure by work experience of Song Da Corporation 48 Graph 2.5 Scatter chart 59 Graph 2.6 Frequency plot of normalized residuals 60 Graph 2.7 P-Plot chart 60 iii INTRODUCTION Research rationale Every human resource is always an invaluable asset of any organization from state management to private enterprises, from a small locality to a large country The integration leads to the rise of enterprises of all economic types that have made the labor market rapidly formed One sign that is easy to see is the increasing mobility of enterprises among enterprises The situation of highly qualified and qualified employees often moves to high-wage places, better remuneration now not only happens in sectors such as banking, telecommunications, information technology, which is becoming a common problem, hurting most businesses The level of impact depends on each profession, especially since after 2011 (the 12th Party Congress), the State's economic and policy development model has changed significantly to match with the general trend of development, opening the door and creating conditions for the private economy to develop at breakneck speed Song Da Corporation - Joint Stock Company is a state-owned enterprise, with the main domestic market, the main industry is the construction and installation of big hydropower projects, there are no major works of the State in the form of assigned by the Government, must compete fairly with private enterprises while still bound by the mechanisms of a state-owned enterprise Any change in production, business or promotion of development requires qualified workers, proactively creative, using advanced technology to create new products to meet increasing customers’ needs Human resources become a measure of business efficiency, competitiveness and future development ability of enterprises In today's competitive world, efficiency on human resources are considered the most important asset for organizations, which can change within the organization and bring about fundamental results (Vaezi & Vosoughi, 2010) Therefore, human resource efficiency is an important goal of human resource management to help businesses save time and costs, reduce errors, create trust and solidarity within the enterprise Efficiency on human resources is to increase labor productivity, motivate employees, create conditions for them to develop and well as build a better image in the perspective of partners and employees community 3.2.7 Improve the efficiency of human resources through perfecting the performance evaluation system In fact, the analysis shows that the evaluation of work results at Song Da Corporation is not really thorough, properly evaluates the working efficiency of employees and is not necessarily fair This requires the Corporation to further improve the job evaluation because the assessment not only brings about the desire to improve labor efficiency but also is associated with the payment of salaries, bonuses as well as proposals vacated and appointed in the Corporation Completing the job evaluation system includes the following contents: Firstly, it is necessary to build a standard and scientific scale system, associated with each specific job group as well as each specific department of the Corporation to organize the evaluation of the employee's job performance Only then can we ensure the accuracy, objectivity and fairness in the assessment of employees At the same time, the new assessment helps to improve and enhance the productivity of employees Second, the organization of the assessment must be carried out regularly and continuously and there should be a dedicated department to perform the assessment and synthesize the evaluation results From there, it is possible to obtain timely evaluation results to provide to company leaders, as well as use the evaluation results as a basis for considering salary, bonus and appointment of positions in the company 90 CONCLUSION The topic forms a research model based on theory and all previous research works, the model includes components that affect the efficiency of human resources: income and welfare, leadership style, training and development, colleagues, employee role, working environment, performance evaluation, work nature Therefore, there are a total of independent variables and dependent variable which is “human resource efficiency” After analyzing the preliminary and official research, Cronbach's Alpha analysis, exploratory factor analysis (EFA) to test the model, evaluate the hypothesis and determine the influence of the factors (independent variables) to the efficiency of human resources at Song Da Corporation According to the results from Chapter 3, the degree of influence of factors affecting human resource efficiency from high to low is as follows: Working environment (Standardized Beta = 0.418, sig = 0.000) Training and Development (Standardized Beta = 0.238, sig=0.000) Income and Benefits (Normalized Beta = 0.196, sig = 0.000) Leadership style (normalized beta = 0.185, sig = 0.000) Nature of work (Normalized Beta = 0.146, sig = 0.000 ) Colleagues (Normalized Beta = 0.092, sig = 0.010) Performance Rating (Normalized Beta = 0.078, sig = 0.024) Thus, the study has provided a scale to measure the efficiency of human resources at Song Da Corporation, including independent variables with 26 observed variables At the same time, the research results also show that 70.625% of the variation value in human resource efficiency is explained by the above factors The actual research results show that there is a difference between the proposed research model and the theoretical model; Specifically, according to the theoretical model and the proposed research model, it shows that there are factors affecting the efficiency of human resources, but through the actual survey, only components are interested and evaluated by employees have an impact on their performance, which are: income and benefits, leadership style, training and 91 development, co-workers, working environment, performance appraisal, work nature Through the results of analysis and actual survey, the author makes some specific suggestions for the leadership of Song Da Corporation to consider in order to further improve the 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30 tuổ 30 - 40 tuổ 40 tuổi Trình độ Cơng nhân kỹ thu t Đại học ấ ẳng, Trên Đại học Thời gian làm việc Tổng Công ty Dưới n m – 10 n m Trên 10 n m C NỘI DUNG KHẢO SÁT Ông/bà đánh thu nhập phúc lợi Tổng Công ty Ơng/bà vui lịng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Không đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Tiền lương tương x ng với tính chất cơng việc l m v s c l c b Việc trả lương Tổng Công ty cơng bằng, minh bạch Các hình th c đ i ng c a Tổng Công ty đa dạng phù hợp Ông/bà đánh phong cách lãnh đạo Tổng Công ty Ông/bà vui lòng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Không đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Tôi không gặp khó kh n việc giao tiếp, trao đổi với cấp Cấp h trợ, đ ng viên cần thiết Cấp c a tơi l người có n ng l c l nh đạo Ông/bà đánh đào tạo phát triển Tổng Cơng ty Ơng/bà vui lòng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Không đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung S TT Điểm số đánh giá (1-5) Nội dung Tôi tham gia c c kho đ o tạo cần thiết để làm việc hiệu Tổng Cơng ty có ch nh s ch đ o tạo v th ng tiến công bằng, r r ng Tơi biết rõ nh ng điều kiện cần có để phát triển công việc để t đ nh gi v khẳng định thân Tổng Công ty ln khuyến khích tạo nhiều h i th ng tiến phát triển nhân viên Ông/bà đánh đồng nghiệp Tổng Cơng ty Ơng/bà vui lịng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Khơng đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Đ ng nghiệp h trợ cho lời khuyên cần Đ ng nghiệp đơn vị nh ng người hoà đ ng, thân thiết, dễ gần C c đ ng nghiệp t n tâm, t n tuỵ để hồn thành cơng việc Đ ng nghiệp l người đ ng tin c y 5 Ơng/bà đánh vai trị thân Tổng Cơng ty Ơng/bà vui lịng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Không đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Tôi x c định rõ ràng vai trò c a cơng việc, cơng ty Tơi biết có quyền hạn v nghĩa vụ Vị trí c a cần cho s hoạt đ ng c a công ty Tôi ghi nh n nh ng đóng góp Tơi ln giúp đỡ tạo điều kiện để đ ng nghiệp hồn thành nhiệm vụ Ơng/bà đánh môi trường làm việc Tổng Cơng ty Ơng/bà vui lịng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Khơng đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Thời gian làm việc m i ngày hợp lý Tôi cung cấp đầy đ trang thiết bị công cụ cần thiết cho công việc Cơ s v t chất nơi l m việc t t Nơi l m việc đảm bảo an toàn, thoải mái, Ông/bà đánh đánh giá thực công việc Tổng Cơng ty Ơng/bà vui lịng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Khơng đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Nh ng tiêu ch đ nh gi công việc c a Tổng Công ty phù hợp với th c tế Đ nh gi công việc Tổng Công ty đảm bảo minh bạch, công Đ nh gi cơng việc cơng khai có s tham gia c a nhiều thành phần Tôi ghi nh n nh ng đóng góp Ơng/bà đánh tính chất cơng việc Tổng Cơng ty Ơng/bà vui lịng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Khơng đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Công việc thú vị có nhiều thách th c Cơng việc cho phép sử dụng t t c c n ng l c cá nhân Công việc phù hợp với học vấn v tr nh đ chuyên môn S TT Điểm số đánh giá (1-5) Nội dung Tôi làm việc hiệu Ông/bà đánh hiệu cơng việc Tổng Cơng ty Ơng/bà vui lịng cho biết m c đ đ ng ý với nh n định đ y theo thang điểm từ đến 5: = Khơng đồng ý, = Ít đồng ý, = Trung lập, khơng có ý kiến, = Khá đồng ý, = Đồng ý S TT Điểm số đánh giá (1-5) Nội dung Tôi ln hồn thành t t nhiệm vụ giao
 Tơi ln c gắng tìm kiếm giải pháp sáng tạo để giải t t cơng việc Tơi ln hồn thành nhiệm vụ hạn Kết công việc c a tơi góp phần vào s phát triển c a Tổng Công ty Chân thành cảm ơn ông b ! ... of human resources in the Corporation not high Because of this concern, I chose the topic "Situation and Solutions to increase human resource efficiency at Song Da Corporation- JSC" to understand... Construction Corporation In 2002, Song Da Construction Corporation was renamed to Song Da Corporation In 2012, Song Da Corporation was reorganized into the parent company - Song Da Group and the member... human resources efficiency in business Chapter 2: The status of efficient human resources in song da corporation Chapter 3: Orientation and solution to improve human resources efficiency at Song