Ineffective HR management at nam long investment corporation NLIC

UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business - Vuong Bich Hang Ineffective HR Management at Nam Long Investment Corporation - NLIC MASTER OF BUSINESS ADMINISTRATION Ho Chi Minh City – Year 2017 UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business - Vuong Bich Hang Ineffective HR Management at Nam Long Investment Corporation - NLIC MASTER OF BUSINESS ADMINISTRATION SUPERVISOR: DR PHAN THI MINH THU Ho Chi Minh City – Year 2017 TABLE OF CONTENTS EXECUTIVE SUMMARY I/ COMPANY INTRODUCTION II/ PROBLEM IDENTIFICATION 2.1 Symptom 2.2 Possible problem externally and Core problem 2.2.1 Possible problems externally 2.2.2 Core problem 10 2.3 Cause effect map 14 III/ ROOT CAUSE AND POSSIBLE SOLUTIONS 15 3.1 Root cause: Lack of strategic human resource management 15 3.2 Possible solutions 17 A Performance Management Development Tool (PMDT) 17 B Compensation and Benefits policy 23 C Training policy 31 IV/ ACTION PLAN 36 V/ CONCLUSION AND RECOMMENDATION 37 VI/ SUPPORTING INFORMATION 37 6.1 List of Questionnaire 37 6.2 List of respondents 38 6.3 Transcript in depth interview 38 6.4 Summary and Implication of Questionnaire and Answering 44 6.5 Reference 55 VII/ APPENDIX 57 7.1 Nam Long Group Organization chart 57 7.2 Effect of action plan 58 EXECUTIVE SUMMARY Nam Long Investment Corporation - NLIC is a Real Estate company with our mission: “Creating living environments with humane values to the community”, in order to achieve our goal to be top three leading urban developer of Vietnam best understanding and meeting customers’ expectations and top developer in affordable housing in Vietnam until 2020 We must have accountable, capable and strong in leadership human resources that obtain talent pile-line from 14 subsidiaries which are located around Ho Chi Minh area In the past years from 2013 until 2016 Nam Long Group has had labor cost increasing year by year that affected profit to whole group in business then the organization need to be considered about its competitive advantage in the specific case of human resource management effectively in term of strategic human resource management alignment with HR practices within the Group The interviews were proceeded to Subsidiaries of Nam Long Group: Nam Khang Construction Co., Ltd (NK); Nam Long Transaction Floor Co., Ltd (NLTF); Nam Long Services Corporation (NLS); Nam Long Apartment Development Corporation (ADC); Nam Long Apartment Development Corporation (ADC); Nam Long Property Management Development Co., Ltd (PMD); Nam Phan Corporation (NP); Nam Long Hong Phat Corporation (NLHP); Nguyen Son Corporation (NS); and VCD Corporation (VCD) with directors named Mr Bui Duc Khang-NK; Ms Tran Thi Tron Lanh-NLTF; Mr Truong Chi Nhan-ADC; Mr Quach Kim Dong-NP; Mr Phan Van Toan-NS and HR Managers with the name of Mr Nguyen Thanh Phong-NLS; Ms Khuong Thuy Ngu-PMD; Mr Vo Thanh Thuan and Ms Nguyen Thi Nhu Hoang In which the depth interviews have been done with the key companies of the Group like NK, NLTF, NLS to find out the supporting ideas for problem identification and solving the problem Once employees leave a company this issue will cost company certain expenses Those expenses are recruiting cost, training cost for hiring a replacement including advertising cost, administrative cost, interviewing cost… The above cost will contribute to make the profit of company is reduced Sales staff who deal with customers day to day Especially, high performance salespersons who have good relationship with customers whenever they leave they will bring experience curve out of company New staffs will take time to make acquaintance to new environment, the speed of work is slow down which affects the productivity of sales not only for filling gap of resigned staffs but morale of existing sales staffs The services to customers are not continuous to affects the repeat orders and loyalty from customer by providing inconsistent, un-high-quality service with well-trained staffs All of these things will make customers turn into another competitors Therefore, the revenue of company is decreased The above-mention issues have been affected company productivity as company can’t utilize the experience curve from employees and availability of employees to make sure constant productivity The following table will show in detail as per annual financial report through Vietstockfinane 14 Year 2013 2014 2015 2016 Number of 40 55 61 75 377 489 510 487 10.6% 11.3% 11.9% 15.4% resignation Total headcount Turnover rate With the increasing labor cost and turnover rate caused the decreasing productivity of the Group as Mr Bui Duc Khang-NK said in the interview the labor cost has been increasing over the last years from 2014 until 2016 as they have key staffs left company and they have to pay for workers overtime constantly when these questions were asked “How you think about your company labor cost over the last years?” and “why your workers need to take over time to urgent projects?” ; or Ms LanhNLTF also complained the lost good sales staffs caused the decreasing of productivity in NLTF when she was asked ” What’s affected to your company’s productivity?” and Mr Phong-NLS revealed his company still requires for skillful staffs in service industry these days From the interviews to those key persons in NK, NLTF, NLS the labor cost and headcount has been decreasing year by year due to lacking of effective HR management in strategic manner As per Elise Wile said worker availability is a common status in many companies to push high productivity, especially employees who are skillful and talent with experience curve to produce good products, services in speed with efficiency that takes less time or resources to a job and low labor cost in all cases whether a production companies or services companies For instance, in production industry, employees are almost workers or engineers deal with machines that sometimes machines need to be repaired, if un-skill workers constantly have to repair the machinery they use, their tasks will be completed in longer time On the other hand, for services industry, efficient staffs always bring good services to customers and make customers satisfy with company’s service Consequently, company will pay more to employees in case of production example and gain more profitability in case of services industry example due to repeated order from satisfied customer Through the interviews to Board of Management to Group’s Subsidiaries that the Group need to improve HR management in strategic policies of reward and performance evaluation by 66%, consideration of compensation and benefits scheme by 33%, training and development by 22% In the question of summary “What about staff performance appraisal in your company? “ almost companies perceived performance evaluation tool is very important, necessary to motivate staffs in work; there are subsidiaries of NK, NLTF, NLS who have basic regulation and on track of the tool, while, the others companies are out of the policies Similarly, compensation and benefits policy is shortage in NLS, NP, NS However, the training and development policy is just lack in companies that are NP and VCD by the questions of asking Subsidiaries “How you think about training programs? Does your company have training policy for staffs and how is often training program?” With the interviews and percentage of the response from Subsidiaries, the action plan will focus firstly on Performance Management Development Tool which measures activities of each employee for motivation, then the Compensation and Benefits policy together with Training and Development policy are also considered to develop as a strategic human resource management The policies will be composed with approval, cascaded and periodically checked to Subsidiaries to put into action in the year 2018 to improve the Nam Long Group HR strategic HR management In order to put the above-mentioned policies/ procedures cascading to Subsidiaries to improve HR management effectively, we will the matrix structure to quote the relationship between head quarter – NLIC and Subsidiaries for such project as Schnetler, R., Steyn, H., van Staden, ,P.J 13 stated in “Characteristics of matrix structures, and their effects on project success” in term of communication, collaboration between head of functional leaders in NLIC and head of departments in Subsidiaries I/ COMPANY INTRODUCTION In the year 1992, Nam Long Company Limited was established, the Company transformed into Corporation in 2005 with it vision of “Creating living environments with humane values to the community” Core value: Ownership (Self leading for the benefit of the organization), Professionalism (Maximizing our capabilities to meet the requirements of the Organization), and Integrity (Respect and implement our commitments) Nam Long Investment Corporation have invested in different business line subsidiaries of construction, trading, services and projects companies which operate separately Construction/ Services Subsidiaries: Nam Khang Construction Co., Ltd (NK): 132 staff headcount Nam Long Transaction Floor Co., Ltd (NLTF): 106 staff headcount Nam Long Services Corporation (NLS): 35 headcount Nam Long Apartment Development Corporation (ADC): 27 headcount Nam Long Property Management Development Co., Ltd (PMD): 19 headcount Local projects Subsidiaries Nam Phan Corporation (NP): headcount Nam Long Hong Phat Corporation (NLHP): headcount Nguyen Son Corporation (NS): headcount VCD Corporation (VCD): headcount Joint Venture projects Subsidiaries Kikyo Valora Co., Ltd.: headcount Kikyo Flora Co., Ltd.: headcount Fuji Co., Ltd.: headcount Mijuki Co., Ltd: headcount Nguyen Phuc Co., Ltd: headcount II/ PROBLEM IDENTIFICATION 2.1.Symptom According to Internal audit report of Human resource management in subsidiaries, there is issue that concern in increasing labor cost in Subsidiaries and cause inefficient Group human resource management in project subsidiaries The total labor cost has been increasing year by year based on HR annual operation budged report Labor cost table - Unit: VND billion Year 2013 2014 2015 2016 Total labor cost per year 350 400 500 750 +0.14 +0.25 +0.5 The increasing rate From the above-mentioned statistic, we found that the labor costs are increasing over last years with increasing rate over last year respectively from the year 2014, 2015 and 2016 is 0.14, 0.25 and 0.5 Besides the increasing of labor cost, turnover rate of Nam Long Group are also increasing over the last years as the following data Year NK NLTF NLS Others NL Group 2013 10.5% 11.2 10% 9% 10/6% 2014 12.3% 12.5% 9% 10% 11.3% 2015 12.5% 12% 10% 9.2% 11.9% 2016 15.2% 14% 16% 10.3% 15.4% 2.2.Possible problem externally and Core problem 2.2.1 Possible problems externally There are some possible problems externally cause high labor cost • Market supply and demand of labor • Government regulation in minimum salary in each area of Vietnam For external factors we are impossible to control directly, for instant, Government regulation on minimum salary in each area, however the increasing rate of minimum salary in Ho Chi Minh city area has been raising with tiny rate as table below, International Labor Organization according to Decree No 182/2013/ND9-CP th th dated 14 Nov 2013, Decree No.103/2014/ND9-CP dated 11 Nov 2014, Decree No 122/ 2015/ND9-CP th dated 14 Nov 2015 Unit: VND million Year 2013 2014 2015 2016 Minimum salary 2.7 3.1 3.5 3.5 0.14 0.12 The increasing rate According to Falmi HCMC Construction – Architecture and real estate over the year 2013 – 2016 has been still in the difficult situation Therefore, the construction field was not developed over the period and the supply-demand labor of the construction was kept decreased or unchanged As the chart below, The general labor from 2014 to 2015 is reduced 5% and between 2015 and 2016 is remaining unchanged The middle rank labor is also decreased from 2014 to 2015 The College labor is decreased from 2015 to 2016 Rate of labor workforce demand of construction require 32% 27% 23% 27% 25% 21% 16% 15% 2014 2015 General labor Middle rank labor 15% 2016 College labor Even in the structure of general labor, middle rank labor and college labor, the percentage of general labor acquired 50% of total workforce for construction industry LABOR STRUCTURE REQUIRED IN CONSTRUCTION General laborMidle rank laborCollege labor 20% 50% 30% Then we will search for internal factors that affect to labor cost by decreasing productivity Through the interviews I found that there is another internal factor that cause increasing labor costs in Subsidiaries in recently year of 2015 and 2016 like decreasing productivity According to Chitra Reddy there are some of the reasons that lead to labor cost increase in companies • Market supply and demand • Government regulation • Decreasing productivity Regarding to reasons behind increasing labor costs, there are some of the reasons that lead to labor cost increase in companies such as decreasing productivity, Government regulation, supply-demand mismatch that lead to high paid to employees in which decreasing productivity is one of the main reasons Decreasing productivity might occur due to the standard time for production has been affected by lack of availability of employees during production process This causes the un-continuous output in production The un-availability of employees may happen either in having too much attrition rate or high turnover rate or increase in idle time Increase in idle time which is the non-productive time spent by the employees during working hours These can be happened in taking longer time when having breaks of lunch or switching between shifts where employees spend a remarkable amount of productive hours in non-productive activities 2.2.2 Core problem By interviews to General Director, HR Manager of Subsidiaries, the most important thing to make high labor cost is decreasing productivity over last years with the employee competencies are not stable over last years affected by employee availability in term of performance management in the case of ineffective HR management 10 Ms Nguyen Thi Nhu Hoang- Interview location (VCD Office: Nguyen Khac Vien, Dist 7, HCMC.) Interviewer: Could you please introduce yourself? Interviewee: Hello, my name is Nguyen Thi Nhu Hoang, I am 42 years old, I am HR Manager of VCD Corporation (VCD) Interviewer: How you think about your company labor cost over the last years? Interviewee: Our labor cost was not increasing significantly over the last years Interviewer: What affect to productivity? Interviewee: To push productivity, company need to motivate employees in reward system or some recognition to them Interviewer: Do you pay over-time too much? If yes Why you need to pay overtime too much? Interviewee: Yes, we pay overtime to staffs who take to many jobs as the same time Interviewer: Do you have any salary’s scale to staff? Interviewee: No, we need salary scale too much, we are looking forward to guidance from head office Interviewer: How you think about management in HR in term of Group? Interviewee: As I said above, we need guidance from HR group management in salary scale Interviewer: What are the most important policy or procedures that you think to have in HR management? Interviewee: Salary scale is very important for our company Interviewer: How you think about training programs? Does your company have training policy for staffs and how often you training program? Interviewee: Our project has just re-opened therefore we need to focus on contract with partner We will have a plan to set up training policy/ program Interviewer: What is staff performance appraisal in your company? Do you think it is important to your staff? How you execute performance appraisal in your company? Interviewee: Actually, any company also need staff performance appraisal, our company is too However, we not have the program at the moment Interviewer: How you think about HR service center to help improvement of HR management? Interviewee: HR service center will surely help us in professionals and reduce cost of each company 6.4.Summary and Implication of Questionnaire and Answering Name of respondents Mr Bui Duc Khang Ms Tran Tron Lanh Questions/ Answers Q.1 Hello, could you please induce yourself? What company are you working for? What position you hold? Hello, my name is Bui Duc Khang, I am 57 years old, I am General Director of Nam Khang Construction company Hi, my name is Lanh, I have been working for Nam Long Implication To know well about respondents Summary Respondents are General Directors and HR Managers Mr Nguyen Thanh Phong Transaction Floor Co Ltd over 15 years I am now General Director Hi, my name is Nguyen Thanh Phong, I am HR Manager of Nam Long Nam Long Services Corporation (NLS) I am 46 years old Ms Khuong Thuy Ngu Hello, my name is Khuong Thuy Ngu, I am 41 years old I have been HR Manager for Nam Long Property Management Development Co., Ltd (PMD) over years Mr Truong Chi Nhan Hi, my name is Nhan, I am 57 years old, I am General Director of Nam Long Apartment Development Corporation (ADC) Mr Quach Kim Dong Hi, my name is Quach Kim Dong, I am 53 years old, I am General Director of Nam Phan Corporation (NP) Mr Vo Thanh Thuan Hello, I am Thuan, my age is 30 years old, I am HR manager of Nam Long Hong Phat Corporation (NLHP) Mr Phan Van Toan Hello, my name is Phan Van Toan, I am 45 years old, I hold position of General Director of Nguyen Son Corporation (NS) Ms Nguyen Thi Nhu Hoang Hello, my name is Nguyen Thi Nhu Hoang, I am 42 years old, I am HR Manager of VCD Corporation (VCD) Q2: How you think about your company labor cost over the last years? If it is increasing? Why? What is your intensive labor force? Mr Bui Duc Khang It is increasing over the last years As we need to pay for our worker wages over time Construction workers are our company intensive labor force Ms Tran Tron Lanh It is high, as sales force are required to paid high salary Sales team is very intensive in our company Mr Nguyen Thanh Phong The service nowadays is more important and it need skillful staff to service to satisfy clients Our company has been in the status of lack skillful staffs Ms Khuong Thuy Ngu Our company labor cost has been increased over the last years as we pay to employees increase Mr Truong Chi Nhan Labor cost is high as we have to spend for high skillful employees’ salary Engineer staffs, sales and marketing staff are so important to out company Mr Quach Kim Dong Mr Vo Thanh Thuan Our company labor cost has been increasing over the last years Due to our projects have been increasing over years It has been increased as we add in more staffs to support NLHP’s project To know about labor cost status and what are problems Labor cost are almost increasing in Subs over the last years? Mr Phan Van Toan Ms Nguyen Thi Nhu Hoang Mr Bui Duc Khang For Nguyen Son project, we started it just in 2015 and we spend much more money on retaining staff to acquire experience curve Our labor cost was not increasing significantly over the last years Q3: What affect to your company’s productivity? My point of view, there are many factors affect to construction productivity: employee skills low then we need to take over time to fulfil jobs, morale of employees, defective of products, and policy procedures to push productivity Ms Tran Tron Lanh Productivity of sale will be affected by product quality, negotiation and communication of salesmen Mr Nguyen Thanh Phong Rearrangement of manpower also affect into productivity for our company case As there are some period out availability of manpower Ms Khuong Thuy Ngu We pay too high compare to our company output Mr Truong Chi Nhan Actually, the lack of policy and procedure in operation then employee lost time to performance appropriately Mr Quach Kim Dong In order to increase productivity, we need to Finding the most important factors that affect to each company’s productivity Inappropriate pay, Skillful of employees, maintain the labor force constantly Mr Vo Thanh Thuan Skillful workers who are the most productivity in company Mr Phan Van Toan Productivity must be proceeded in a certain process to make sure output regularly Ms Nguyen Thi Nhu Hoang To push productivity, company need to motivate employees in reward system or some recognition to them Q.4: Do your company pay overtime too much? If yes Why you need to pay overtime too much? Mr Bui Duc Khang Yes, we As our employee need to follow some urgent projects on time Ms Tran Tron Lanh No we not pay overtime to much We not pay overtime to direct staffs (salesmen when working overtime, as it is their job to meet customers) Mr Nguyen Thanh Phong Actually, we pay much overtime to employee Because our service need to care to customers 24/7 Ms Khuong Thuy Ngu We rarely pay overtime to staffs Mr Truong Chi Nhan For some of our urgent project, we need to pay overtime to staffs Mr Quach Kim Dong We need to pay overtime to employees as one person cover too many jobs To find out any reason affect productivity Overtime also affect productivity of some companies Mr Vo Thanh Thuan Yes, we have been paying too much overtime too staffs Mr Phan Van Toan Yes, overtime pay is acquire a plenty of money from our company salary Ms Nguyen Thi Nhu Hoang Yes, we pay overtime to staffs who take to many jobs as the same time Q.5: Do you have any salary’s scale for staff? Mr Bui Duc Khang Whether company have appropriate pay to employee Almost companies not have pay appropriately Whether HR management affect productivity and company operation HR management is very important Yes, we have But we not have salary scale to workers Ms Tran Tron Lanh Mr Nguyen Thanh Phong Ms Khuong Thuy Ngu Yes we have No we have no salary’s scale Yes, we have It is on the way to build up again Mr Truong Chi Nhan Yes, we have It need to be updated to suit for our current pay situation Mr Quach Kim Dong No, salary scale was not available in our company Mr Vo Thanh Thuan Mr Phan Van Toan Yes, we have salary scale No, we not know how to make salary scale Ms Nguyen Thi Nhu Hoang Yes, we need salary scale too much, we looking forward to guidance from head office Q.6: How you think about management in HR in term of Group? Mr Bui Duc Khang As we not have procedure for worker to improvement productivity Therefore, I think HR management need to think about this Ms Tran Tron Lanh We need sales scheme for sales staff to motivate their performance HR management need to pay attention to this issue Mr Nguyen Thanh Phong We need much more management in HR Group to support our activities Ms Khuong Thuy Ngu Please help us in much more policies and procedures/ process to improve our company performance Mr Truong Chi Nhan Actually, HR management has been not efficient in term of performance system appraisal, productivity increasing Mr Quach Kim Dong Mr Vo Thanh Thuan Mr Phan Van Toan Ms Nguyen Thi Nhu Hoang Mr Bui Duc Khang We need HR Group management to build reward system for whole Group HR Group management need to support subsidiaries in performance appraisal For some HR event and activities which are shared from HR group management As I said above, we need guidance from HR group management in salary scale Q.7: What are the most important policy or procedures that you think to have in your company? I think, we need to have performance appraisal and training program for workers to improve productivity 50 The priority in policy/ procedure Performance appraisal, salary scale and training program Ms Tran Tron Lanh Salary scale, sales incentive policy and training program are most important to our workforce team Mr Nguyen Thanh Phong We need to support more in regulation for staffs, as our staffs are in charge in different location then we need more regulation to control their productivity Ms Khuong Thuy Ngu I think salary scheme, training policy are very important to our company Mr Truong Chi Nhan In order to push productivity of employee, it is necessary to have performance appraisal to be applied for all staff Mr Quach Kim Dong Reward system is critical in motivation staff for getting objectives Mr Vo Thanh Thuan I think performance appraisal is necessary for our company at the moment Mr Phan Van Toan We need compensation and benefits salary for our employees Ms Nguyen Thi Nhu Hoang Salary scale is very important for our company Q.8: How you think about training programs? Does your company have training policy for staffs and how is often training program? Mr Bui Duc Khang Training programs are very important to construction 53 The training policy status in Subsidiaries Seven subsidiaries have training policy/ programs company like Nam Khang as we need to improve technical matters overtime We did have training policy, however it must be updated Ms Tran Tron Lanh It is definitely necessary to have training program in our company Our sales team are trained frequently Mr Nguyen Thanh Phong We need training policy and training program for our staffs to develop their skill in service Ms Khuong Thuy Ngu Training policy/ programs are important to our company We did have the program annually Mr Truong Chi Nhan Yes, training policy is crucial to any company to develop their staff We have just deploy a training program for production department Mr Quach Kim Dong Actually, training policy/ program is necessary for any company We have not yet built it up at present, however we need it in future Mr Vo Thanh Thuan Training program cost us plenty of money, however it is worth to invest people We budget some training expenditures to develop staffs Mr Phan Van Toan Yes, training policy is so important Our company pay attention to training program to staff frequently Ms Nguyen Thi Nhu Hoang Our project have just re-opened therefore we need to focus on contract with partner We will have a plan to set up training policy/ program Q.9: What about staff performance appraisal in your company? Do you think it is important to your staff? How your company to proceed performance appraisal in your company? Mr Bui Duc Khang Staff performance appraisal is extremely in need in our company, especially our workers need to be motivated every quarter Ms Tran Tron Lanh Sales team is in need of something to clarify their sales volume monthly, that is sales performance appraisal, I think Mr Nguyen Thanh Phong It is necessary to have performance appraisal in our company to motivate staff We have the policy and the program Ms Khuong Thuy Ngu We not have staff performance appraisal, reward is decided by General Director personally Mr Truong Chi Nhan I appreciated performance appraisal program, however we need time and support to go ahead with this program Mr Quach Kim Dong We not use staff performance appraisal in our company I think we still need To find out what the status of performance appraisal in Subsidiaries Just three companies have the procedures that program Mr Vo Thanh Thuan Performance appraisal is a very important program to motivate employee in work, I think Mr Phan Van Toan In order to executive staff performance appraisal, I think HR Group management have to guide us to properly Ms Nguyen Thi Nhu Hoang Actually, any company also need staff performance appraisal, our company is too However, we not have the program at the moment Q.10: How you think about HR service center to help improvement of HR management? Mr Bui Duc Khang I think , Nam Khang is in need of big help from HR Group management Ms Tran Tron Lanh There are some many policies and procedures to be modified in our company, therefore, we need support form HR Group management Mr Nguyen Thanh Phong HR service center is very useful to subsidiaries in term of sharing experience and get information for Group Ms Khuong Thuy Ngu We need information and sharing experience form HR Group Mr Truong Chi Nhan It is good idea to set up HR To find out whether HR service center is suitable to apply to Subsidiaries in Nam Long Group Almost Board of Management in Subsidiaries agree with Group HR Service to support their business Service center in Group level to improve HR management Mr Quach Kim Dong I support to open HR service center in whole Group for improvement HR management Mr Vo Thanh Thuan HR service center will help HR in Subsidiaries to share experience and get new information Mr Phan Van Toan I hope HR Service center will help us more in organization HR improvement Ms Nguyen Thi Nhu Hoang HR service center will surely help us in professionals and reduce cost of each company 6.5.Reference Dean, E R., & Sherwood, M K (1994) Manufacturing costs, productivity, and competitiveness, 1979-93 Monthly Labor Review, 117(10), Retrieved from https://search.proquest.com/docview/235674970?accountid=63189 International Labour Organization Labor standard Available from: http://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=97052 Falmi HCMC From http://www.dubaonhanluchcmc.gov.vn/tin-tuc/4140.phan-tich-thi-truong-laodong-nam-2013-va-du-bao-nhu-cau-nhan-luc-nam-2014-tai-thanh-pho-ho-chi-minh.html Chitra Reddy Available from http://www.mitrefinch.ca/blog/the-reasons-behind-increasing-labourcosts/ Elise Wile has been a writer since 2003 Holding a master's degree in curriculum and Instruction http://smallbusiness.chron.com/affects-labor-costs-21137.html Sỵrbu, J., & Alexandrescu, R (2014) HUMAN RESOURCES POLICY - IMPORTANCE AND APPLICABILITY Calitatea, 15, 23-31 Retrieved from https://search.proquest.com/docview/1539235071?accountid=63189 Caldwell, R (2008) HR business partner competency models: Re-contextualising effectiveness Human Resource Management Journal, 18(3), 275 Retrieved from https://search.proquest.com/docview/199452472?accountid=63189 Hills, J (2006) MAKING IT AS AN HR BUSINESS PARTNER Personnel Today, , 26-27 Retrieved from https://search.proquest.com/docview/229971582?accountid=63189 Johnson, N D (1998) Positioning your HR organization to become a strategic business partner ACA News, 41(3), 20-23 Retrieved from https://search.proquest.com/docview/194697567?accountid=63189 10 Royes, G (2015) Performance appraisal process, job satisfaction, and job performance: Case study of employee perceptions of fairness (Order No 3731705) Available from ProQuest Central (1734861856) Retrieved from https://search.proquest.com/docview/1734861856? 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Development Corporation (ADC); Nam Long Property Management Development Co., Ltd (PMD); Nam Phan Corporation (NP); Nam Long Hong Phat Corporation (NLHP); Nguyen Son Corporation (NS); and VCD Corporation. .. Nam Long Apartment Development Corporation (Nam Long ADC Corp); 3.4 Nguyen Son Real Estate Joint Stock Company; 3.5 Nam Long VCD Corporation (Nam Long VCD Corp); 3.6 Nam Phan Investment Corporation. .. of Nam Long Group: Nam Khang Construction Co., Ltd (NK); Nam Long Transaction Floor Co., Ltd (NLTF); Nam Long Services Corporation (NLS); Nam Long Apartment Development Corporation (ADC); Nam Long