THE REALITY OF MOTIVATING EMPLOYEES AT VIETTEL GROUP

BANKING UNIVERSITY OF HO CHI MINH o0o -CITY MOTIVATING EMPLOYEES AT VIETTEL GROUP Subject: HUMAN RESOURCE MANAGEMENT Teacher: Đặng Trương Thanh Nhàn Class: L13 Group: Princess TP.HCM, ngày 27 tháng năm 2022 0 MEMBER OF GROUP Nguyễn Ngọc Mai Thi Dương Thị Mỹ Linh 050607190482 050607190223 Nguyễn Thị Lan Anh 050607190033 Nguyễn Lê Duy 050607190085 Vũ Minh Anh 050606180477 Lê Thị Kim Ngân 050607190287 0 I INTRODUCTION What is motivation? II LITERATURE What are the motivation and motivational concepts? 1.1 Motivation 1.2 Motivational concept Analysis of factors affecting motivation for employees 2.1 Các yếu tố thuộc cá nhân người lao động 2.2 Factors external to the business .9 2.3 Internal factors of the business 10 The process of creating motivation for work .13 3.1 Identify employee needs 13 3.2 Construction and motivational measures 14 3.2.1 Building a fair and just salary system .14 3.2.2 Build a suitable reward system 14 3.2.3 Build an attractive welfare system 15 3.2.4 Enhance work attractiveness through job design and redesign 15 3.3 Assess employee satisfaction and adjust motivational measures 16 III THE REALITY OF MOTIVATING EMPLOYEES AT VIETTEL GROUP 17 Overview of Viettel group 17 Analysis of the current situation of factors affecting motivation for employees at Viettel group 18 Advantages and disadvantages of elements 23 3.1 Advantages .23 3.2 Disadvantages 24 Recommending solutions for Viettel Group 24 REFERENCES 26 0 I INTRODUCTION Motivation refers to forces within an individual that account for the level, direction, and persistence of effort expended at work The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal In the context of an increasingly competitive labor market, it requires human resource managers to have many skills to use and develop human resources for businesses To attract and retain talent, businesses need to meet the needs and harmonize the interests of both sides Viettel Group is one of the fast-growing and strong corporations in the telecommunications market in Vietnam From a small business to now, it has become a corporation holding the number one market share in Vietnam's telecommunications market and gradually expanding the telecommunications market to the world In today's context, increasingly fierce competition requires Enterprises must effectively use human resources, attract and motivate employees The Group has taken measures to create motivation and control the activities of the business II LITERATURE What are the motivation and motivational concepts? 1.1 Motivation Motivation is all about our internal desire to accomplish something that is important to us This motivation makes us take action Motivation is about an unmet need that we want to satisfy; it’s about a goal that we want to fulfill You cannot force motivation on anyone Motivation is a strong desire to accomplish something and it is both personal and internal 0 • It is the passion, drive, energy and fire that burns within you that keeps you moving towards a certain goal • It's the power that makes you wake up every morning full of energy, ready to start your day and work toward accomplishing your goals • Motivation means enthusiasm, eagerness, passion and excitement Motivation is created by desire and ambition, therefore, if they are absent, motivation is also absent Motivation is often triggered by external factors, such as reading about successful people, a movie, a book, a certain event, or a small talk These factors awaken a desire to take action, pursue a dream, or just perform a task 1.2 Motivational concept Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on any external pressure Intrinsic motivation has been studied by social and educational psychologists since the early 1970s - Advantages: Intrinsic motivation can be long-lasting and self- sustaining Efforts to build this kind of motivation are also typically efforts at promoting student learning Such efforts often focus on the subject rather than rewards or punishments - Disadvantages: Efforts at fostering intrinsic motivation can be slow to affect behavior and can require special and lengthy preparation Students are individuals, so a variety of approaches may be needed to motivate different students It is often helpful to know what interests one's students in order to connect these interests with the subject matter This 0 requires getting to know one's students Also, it helps if the instructor is interested in the subject Extrinsic motivation comes from outside of the individual Common extrinsic motivations are rewards like money and grades, coercion and threat of punishment Competition is in general extrinsic because it encourages the performer to win and beat others, not to enjoy the intrinsic rewards of the activity A crowd cheering on the individual and trophies are also extrinsic incentives - Advantages: Allows individuals to become easily motivated and work towards a goal - Disadvantages: Motivation will only last as long as the external rewards are satisfying Analysis of factors affecting motivation for employees 2.1 Các yếu tố thuộc cá nhân người lao động Motivation is understood as a system of policies, measures and management tips that affect employees in order to make employees motivated at work Motivating employees is the responsibility and goal of management When employees are motivated to work, it will create the potential to improve labor productivity and work efficiency Employee motivation is influenced and influenced by many factors These factors can be divided into three groups as follows: - Group of factors belonging to employees, including: Attitudes and views of employees at work and towards the organization; Employee's perception of personal values and needs; Capacity and awareness of the employee's own capacity; Employee personality traits 0 - Group of factors belonging to the job, including: The complexity of the work; The degree of specialization of the work; The risk and level of risk of the job; Job stability - Group of factors belonging to the organization, including: Organizational goals and strategies; Organization's culture; Leadership (opinion, style, method); Relationships between individuals in the organization; Policies were related to rights and obligations of employees, especially policies on human resource management 2.2 - Factors external to the business Legal environment: The legal environment, including the state's legal policies and codes of conduct on corporate social responsibility, has a great impact on employee motivation Government law, especially labor law, is an important legal basis to ensure the rights and obligations of the parties in the labor relationship, especially employees when they are in a disadvantaged position than in labor relations The law in general and the law on labor in particular, ensure that everyone has equality in the labor market, against discrimination Fair and appropriate laws create fairness, a stable and peaceful life, and employees can work with peace of mind because they will not have to fear unreasonable coercion by employers and they cannot demand excessively from the employer The Government needs to strengthen the legal system and especially the legal system on labor to ensure the rights of workers to create motivation for them to contribute to the general development of the country - Socio-economic environment: 0 Economic factors such as economic cycle, living standards, inflation trends or factors on socio-political stability can all affect labor motivation For example, when the economy is suffering from inflation, most workers will have to try to work with the motivation of keeping their jobs, and organizations must have policies to ensure job stability and income income for workers if they want to overcome the pessimism of workers in the economic downturn If workers' safety needs are satisfied, their motivation to work will be higher - Competition in the same industry: Competing enterprises in the same industry influence labor motivation activities in the enterprise through: - Competition in business dominates the market, making it difficult for businesses to compete, reducing revenue, and making low profits, which leads to a reduction in funding for motivational activities at these enterprises affect employee motivation - Policies to attract human resources, from the same industry, ways to pull human resources from enterprises in the same industry to work for them, and competing businesses in the same industry always want to take advantage of human resources that have been established trained, experienced and competent in several jobs requiring certain qualifications Therefore, enterprises must have the policy to keep trained employees or source employees through measures to motivate employees At the same time, due to the characteristics of the industry operating in a highly competitive and dynamic environment, it also requires employees to always try their best or they will be fired 2.3 Internal factors of the business Objectives and development orientation of the company: 0 Each organization sets its own development goals and strategies To achieve that goal, it is necessary to highly promote the human factor in the condition that human resources are limited Therefore, the human resource management policy in general and the labor motivation policy in particular of the organization must be towards the above goals and development directions The company's development goals and orientations are also guidelines for the internal activities of the enterprise and the behavior of employees in the enterprise Clear goals and development orientations will stimulate employees to define their own goals and tasks, and foresee their future so that they feel more secure and determined in their activities Views of company leaders on motivation: A leader is the head of an organization or a collective and has the role of leading, orienting or directing, and building relationships among members of the same collective operating under a certain system Therefore, the leader's point of view has a decisive influence on the policy-making of the organization Promulgating a policy of labor motivation must therefore be based on the employer's viewpoint on the issue of labor motivation However, employers are not always right Many leaders believe that their employees have the responsibility and obligation to complete the work, disregarding motivational activities In such cases, it is easy to cause disunity because there is no favorable working environment based on good co-worker relationships, or the enterprise's operational efficiency is not high At this point, the manager or consultant needs to demonstrate the benefits that motivation brings to the organization to convince the employer 0 The company's human resources policy: Recruitment and placement of human resources, performance appraisal, training and development, remuneration, incentive and reward, labor welfare, occupational safety, and health all have a great influence great motivation to work The development of a correct and reasonable human resource management policy is essential for the successful implementation of the Company's goals To so, human resource managers need to pay attention to human resource management and attract employees to participate in the development of human resource management policies The policies must be scientific, clear, flexible, reliable, fair, and highly stimulating Only then will it affect the motivation of employees in the Company Financial capability: The financial capacity of the business is one of the key factors to motivate employees Financial capacity helps enterprises to have the necessary material conditions to stimulate labor through financial measures such as salary, bonus, allowance or other motivational measures such as reward and organization tourism, entertainment, culture, sports This financial capacity is formed based on the revenue and profit of the enterprise from which benefits are deducted to support employees as well as perform activities related to labor motivation Corporate culture: 10 0 Over time, the requirements of production and business are increasingly changing, requiring jobs to be designed and altered accordingly to facilitate the production and business process On the other hand, after a period of working, employees will get used to and become proficient at the job, but if the job is repeated, it will lead to creating boredom and no motivation for employees to work hard job Therefore, there is a need to design and redesign jobs in order to create newness in work and bring excitement to the work for employees It is also a measure to satisfy the self-improvement needs of employees, creating conditions for employees to develop their capacity 3.3 Assess employee satisfaction and adjust motivational measures Each organization, when evaluating the effectiveness of employee motivation, needs to have specific and clear evaluation criteria: Assess the satisfaction of employees with motivational measures of the enterprise: When employees are satisfied with their work, they will be enthusiastic, interested and attached to the business for a long time Job performance results: Job performance results reflect the employee's satisfaction with the assigned work If workers satisfy their needs, the results will be good, the quality of work, the number of products will increase, the rate of defective products and defects will be less, and labor productivity will increase Employee turnover rate: Labor turnover is essentially the periodic or irregular transfer of employees from this working position to an equivalent or lower working position of the organization in order to achieve the goals of the organization common spending When workers a job regularly, it will make 15 0 them bored for a long time Therefore, employee rotation is a very necessary measure, helping to stimulate the spirit of creativity Turnover rate: Human resources, which are considered a great asset of an organization, can also become a burden if that asset is not managed effectively The turnover rate reflects the effectiveness of the organization's human resource management Calculation formula: Severance rate = total number of severances (formal employees only)/Average number of employees in the period (formal employees only) An organization's low or zero turnover rate does not indicate that the organization is doing well This represents a lack of job opportunities in the region or unclear financial constraints that prevent workers from leaving work, or a bad image of the organization, which can also have a large number of elderly workers not want to change jobs anymore, or the organization inhibits internal movement Rate of violation of labor discipline: Labor discipline is the standard that regulates the individual behavior of employees, which the organization builds on the current legal basis and social ethical standards According to the provisions of the Labor Code, labor discipline is the regulation on the observance of time, technology, production and business management in the labor regulations The goal is to maintain order in the enterprise and make employees comply with the aspects required by the enterprise After implementing measures to motivate employees, evaluate labor results through specific evaluation criteria and select factors that need to be adjusted From there, appropriate adjustments are made in time to maintain and increase motivation for employees 16 0 III THE REALITY OF MOTIVATING EMPLOYEES AT VIETTEL GROUP Overview of Viettel group Military Industry - Telecommunications Group (Viettel) is a Vietnamese telecommunications and technology corporation established on June 1, 1989, with its head office located in Hanoi The group's main industries include: telecommunications & IT services; research and production of telecommunications equipment, the defense industry, the cybersecurity industry and the digital service provision industry The most prominent product of Viettel today is the mobile network Viettel Mobile Viettel Telecom's member company is currently the network operator holding the largest market share in the Vietnamese telecommunications service market Currently, Viettel Group is led by Mr Le Dang Dung with the rank of Major General and has invested in 10 foreign markets in continents including Asia, America, and Africa Honors - International Awards: Top 15 fastest growing telecommunications enterprises in the world, Ranked 28th in the top 150 most valuable carriers in the world, with a brand value of 5.8 billion USD, ranked 1st in Southeast Asia and 9th in Asia Certificate of "Best in Test" from the world's leading telecommunications testing company Umlaut 2020 Silver Award for Best New Telecommunications Product of International Business Award 2020 for super speed data package ST15K 17 0 Service Provider of the Year in Developing Markets 2009 and Best Mobile Data Service Provider in Vietnam – 2019 (Frost & Sullivan) Silver award in the category "New Customer Service of the Year" in the international Stevie Awards 2014 award system for Ethnic Language Switchboard Services Strengths Nearly 120,000 2G-5G broadcasting stations have been installed nationwide, including in remote, border and island areas The largest 4G network in Vietnam with 45,000 broadcasting stations, coverage reaching 97% of the population The largest fiber optic cable infrastructure in Vietnam with more than 380,000km; The largest Gpon infrastructure in Vietnam with more than 11 million gates, providing 100% of the districts and islands near the shore and 95% of the communes nationwide ioneer in providing 5G services Each customer is a person – a separate individual, who needs to be respected, cared for and listened to, understood, and served separately Continuous innovation, together with customers creates more and more perfect products and services Core values Core values are Viettel's commitment to customers, partners, investors, society and ourselves These values are the guideline for all activities of Viettel to become an innovative business for people Practice is the criterion for testing the truth Grow through challenges and failures Quick adaptation is a competitive strength Creativity is vitality 18 0 Systems thinking Combine East-West Tradition and how to be a soldier Viettel is a common house Analysis of the current situation of factors affecting motivation for employees at Viettel group Work environment: Viettel is committed to developing and maintaining the positive work environment necessary to recruit and retain competent, dedicated, and caring staff There are factors to decide when selecting personnel when recruiting Viettel, which are: good at work, love work, and suitable for culture In there: - The concept of being good at work and loving at work: It is understood that each person promotes their inherent abilities with passion and enthusiasm - The concept of the right person: It is understood as the person who fits the company culture, personality, and working spirit of Viettel, who has the spirit of determination to complete the goal, and is suitable for Viettel's life values All employees, when working at Viettel, are clearly identified with their jobs and career paths The company always encourages individuals to maximize their capacity and creativity in work and every contribution from the smallest is recognized 19 0 Training and developing Viettel will arrange individuals in accordance with their capabilities, interests, qualifications, and experiences so that the individual will continue to promote their strengths and continue to self-improve what is lacking Personal training and development according to the competency framework and career path of each position and title - Training through difficult assignments: Talents can be anywhere but they have not had the opportunity, they have not been awakened To appear like good people, the first condition is having a difficult job After working hard, going through personal challenges will find you more mature - Training through staff rotation: At Viettel, staff rotation is to train and detect staff, to find the right person to fill the right position Rotation is creating a new space for individuals to create, renew themselves and discover their hidden potentials of each individual In particular, rotation from the base up is also a training method Through this method, many cadres have matured and become an important leadership force - Training form: Viettel applies the training method according to the coach mode with the expectation that employees can learn and solve problems in all circumstances, rather than know some superficial knowledge The teacher only teaches students how to think, how to study, and how to approach a problem, and students will tinker, learn, and research on their own That is, the point is not to teach them knowledge, but to give them away to learn Promotion opportunities: Viettel wishes to maintain a capable, stable, and diverse workforce, fully informed about jobs and career opportunities Viettel also seeks to promote all 20 0 development opportunities for employees and express ideas and job satisfaction through evaluating and recognizing each employee's contribution to the company At Viettel, fair career advancement opportunities for all subjects are established by a clear plan to use human resources and the career path of each position and title The search for management or expert positions is done openly and transparently with both internal and external candidates, which makes opportunities for all employees at Viettel open , just need to have good capacity and enthusiasm to build a strong Viettel Remuneration: Viettel implements a "two-peak" salary payment mechanism A top is for Managers– titles and jobs of a business and management nature The remaining top is for experts, and engineers (ie those who focus on expertise) The salary is designed to compete well with the leading companies in the Vietnamese market in the same industry Based on this mechanism, Viettel employees will not have to worry about their dedication and technical creativity, but the salary is still low because they not have a position because Viettel pays salaries according to their capacity and actual labor results of each individual A good specialist will be considered an expert and can earn the same salary as a manager Besides, other regimes and policies as prescribed by law as well as a health check for all employees, support buying annual accident and health insurance packages Union activities The Trade Union, Youth Union, and Women's Union of Viettel always take care of the lives of employees, have policies to encourage and motivate, and are an important voice with recommendations on mechanisms and policies for the Board of Directors Company leadership 21 0 In addition to the production and business emulation movements, there are collective activities, sports competitions, creative days, tourism, convalescence, etc to help bond colleagues, build a strong team, and build a strong team solidarity with the spirit that Viettel is the second happy home of every employee For example: Implement policies to support the impact of the epidemic 22 0 Partial salary support during periods of temporary work suspension During the 4th outbreak, the Viettel Group was also affected by the COVID19 pandemic Specifically, in the months of July - September 2021, there were more than 13,000 times of workers who had their work interrupted due to the impact of the epidemic insurance according to the basic salary, with a total amount of nearly 23 billion dongs 23 0 In August 2021 alone, an estimated 6,964 workers had to stop working because of the impact of the Covid-19 epidemic Which, Viettel Post Corporation has 5,581 people, accounting for more than 80% of the force that had to stop working Operations of Viettel Import-Export and Trading Company, M1 Information Company, Viettel Telecommunications Corporation, and other Viettel provinces and cities were also partially interrupted due to complicated developments of the epidemic in localities In case, employees have to be treated at medical facilities due to COVID-19 infection, they will also be supported with salary and sickness benefits according to the provisions of social insurance At the same time, Viettel has also implemented a policy to support treatment for employees and their relatives with Covid-19, including medical treatment, mechanical ventilation, and heart-lung artificial treatment (ECMO) Up to now, the Group has supported nearly 600 cases of employees and their relatives infected with Covid-19 with a total budget of more than billion VND In addition to activities to support employees during Covid, Viettel also applies many policies that directly affect the lives and health of employees and their relatives Every year, employees are entitled to a free periodical health check In 2020, Viettel spends VND 60 billion on health checks for nearly 42,000 employees Viettel also implemented a program that allows employees to buy health insurance for their loved ones at a cost 30-45% lower than buying individually Health insurance benefits for relatives According to statistics from the service provider, the total amount of insurance compensated for relatives of Viettel employees in the insurance cycle 2020 - 2021 is up to nearly billion VND In which, nearly half are paid over 24 0 100% of the premium, in some cases, they have compensated nearly 100 million dongs As of October 27, 2021, the rate of indemnification of total insurance costs is nearly 90%, higher than the market practice of 70-75% This is the result of the health insurance program for relatives of officials and employees (employees) including natural parents, parents-in-law, spouses, and children, implemented by Viettel in 2020 25 0 In 2020, alone, 2,500 Viettel employees have registered to buy insurance for more than 4,800 relatives through the Group's preferential program at a cost 30 45% lower than buying available insurance packages by themselves on the market According to each insurance package, relatives of Viettel officers and employees are entitled to life insurance benefits, accident insurance, medical examination, and treatment at 377 medical examination and treatment facilities, including many international hospitals economic In the context of complicated developments of the Covid-19 epidemic, insurance services tend to increase fees and limit benefits, Viettel's insurance incentive programs still maintain the same policy and fee as in 2020 , at the same time adding many new benefits such as paying treatment fees for people with Covid-19 who are assigned to be treated at home and online medical examination and treatment fees Advantages and disadvantages of elements 3.1 Advantages - Is a good environment for us to develop ourselves - Full training will be provided, no experience is necessary - There are high advancement opportunities - Extremely attractive remuneration regimes - The health of Viettel employees is put on top - As a strong, united team 3.2 Disadvantages The group's motivation for employees has many advantages, but there are still some limitations that need to be overcome: 26 0 ● There are many shortcomings in the identification of workers' needs and there is no periodical survey and study on how to determine the needs of employees ● Implement evaluation standards that have many common criteria for many different jobs and positions without considering the individual characteristics of each job, thus not accurately reflecting the employee's job performance labor, making unfair assessments ● The forms of salary and bonus are still average, unscientific, and not associated with business performance, leading to excess and unfair salary and bonus spending Recommending solutions for Viettel Group Viettel group's strategic orientation to 2025 will become a defense industry complex, research and manufacture strategic weapons, and high-tech weapons, contributing to increasing the national defense potential Viettel spends about 100 million USD on research each year and about 500 million USD on production And employees are an important factor to help businesses achieve their goals So in order for Viettel to complete these strategies, some solutions to motivate employees are proposed as follows: ● Continuously adjust to identify the needs of employees Human needs are diverse, and they can change with the development of the times, a lot of new human needs are born (physiological needs, social needs, selfactualization needs) Therefore, enterprises need to understand the needs of each period in order to coordinate with employees, thereby making appropriate adjustments and maintaining employees' attachment to the job Not only motivating the workforce, but also the Group's agencies, leaders of Viettel Group need to have a clear policy on understanding the needs of employees, emphasizing the needs by job position and position For specific objects, when 27 0 employees emphasize a need, measures must be taken to emphasize and prioritize satisfying that need first => To better understand the needs of employees, businesses should build software to survey the needs of employees in the Group's Department and ask everyone to it ● Continue to improve and innovate assessment standards appropriate to the era and job position Evaluating the level of work performance and achieved results is an important activity in the human resource management system, in order to accurately reflect the work performance of employees, as a basis for the leader to make a decision ● Completing appropriate salary, bonus, and welfare work Today, in addition to income from basic salary, there are many other issues that employees are more interested in such as bonuses, commission policies, and welfare policies Building human resource training and development, and actively creating and improving the working environment 28 0 REFERENCES https://tailieutuoi.com/tai-lieu/mot-so-giai-phap-tao-dong-luc-cho-nguoi-lao- dong-tai-cong-ty-co-phan-buu-chinh-viettel? fbclid=IwAR246ScmYbBldFgbyaTGxwgXp_HhHAnU0gcbxU4fHamL0pKWut 5rGSoR3xk https://www.verywellmind.com/what-is-motivation-2795378 https://vietteltelecom.vn/gioi-thieu-viettel PGS.TS Bùi Anh Tuấn, TS Phạm Thúy Hương (2009), Giáo trình hành vi tổ chức, NXB Đại học Kinh tế quốc dân, Hà Nội 29 0 ... OF MOTIVATING EMPLOYEES AT VIETTEL GROUP 17 Overview of Viettel group 17 Analysis of the current situation of factors affecting motivation for employees at Viettel group. .. resources, attract and motivate employees The Group has taken measures to create motivation and control the activities of the business II LITERATURE What are the motivation and motivational concepts?... work; The degree of specialization of the work; The risk and level of risk of the job; Job stability - Group of factors belonging to the organization, including: Organizational goals and strategies;