unlicensed unclear task identity in g TECH viet nam company

UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business LE QUANG KHOI UNCLEAR TASK IDENTITY IN G-TECH VIET NAM COMPANY MASTER OF BUSINESS ADMINISTRATION SUPERVISOR: DR PHAN THI MINH THU Ho Chi Minh City – Year 2019 Executive Summary In recent years, construction industry in Viet Nam has a significant change since the economic crisis in 2008 The good macroeconomic signal along with the foreign investment flows and the development of real estate market would be the evidence for the continuous growth of construction industry in the future The more developed the industry gets, the more competitive the market is Since year 2016, GTech Viet Nam has faced a tremendous problem when company profit has declined There are many factors for the financial problem of company, which may come from the external environment or within the organization One of the internal issue that could be distinctly seen is the increasing number of employees leaving company The purpose of this study is to conduct a research on what are the factors affecting employee intention to leave the job and to have a clear view about the situation of high turnover rate in G-Tech Viet Nam Company during period from year 2016 to year 2018 Researcher collects information from two data resources Firstly, the secondary data are mostly provided by Human Resources Department and other departments in company, like Accounting Department Secondly, researcher collects primary data by conducting in-depth interview with two groups of interviewees, one group concludes employees who left company in the period 2016 – 2018 and the other concludes current employee of company By synthesizing and analyzing collected data, research has found a few of factor affecting the intention to leave the job of employee and the situation of high turnover rate Unclear task identity is the significant factor influencing the job performance and job dissatisfaction of employee and employee turnover intention In the end, by meaning of this study, researcher would like to suggest potential solution to help company recognize the problem that company has faced in recent years Then, a reasonable and practical action plan would be a potential solution for company to solve the problem CONTENTS CHAPTER I: PROBLEM CONTEXT Company Introduction 2 Symptom: High turnover rate CHAPTER II: PROBLEM IDENTIFICATION Problem mess Updated Cause – Effect Map 11 Problem Justification 19 3.1 Problem Definition 19 3.2 Existence and Importance of the Problem 19 CHAPTER III: ALTERNATIVE SOLUTIONS 21 Potential causes of the problem 21 Alternative sets of solution 23 2.1 The first alternative set of solution: Writing job description for each position and orientation session 23 2.2 The second alternative set of solution: Orientation and Training session for employee 26 Implementation 27 3.1 Justifying and selecting the suitable set of solution 27 3.2 Plan design 27 CONCLUSION 33 REFERENCES 34 APPENDIX 1: THE FIRST INTERVIEW 37 APPENDIX 2: TRANSCRIPT OF THE FIRST INTERVIEW – GROUP 38 APPENDIX 3: TRANSCRIPT OF THE FIRST INTERVIEW – GROUP 42 APPENDIX 4: THE SECOND INTERVIEW 48 APPENDIX 5: TRANSCRIPT OF THE SECOND INTERVIEW 49 APPENDIX 6: THE THIRD INTERVIEW 53 APPENDIX 7: RESULT OF THE THIRD INTERVIEW 54 CHAPTER I: PROBLEM CONTEXT Company Introduction G-Tech Viet Nam Co., Ltd is a 100% foreign-invested company Forerunner of G-Tech Viet Nam is Global Technical and Construction established in 2002 Company is located in Ho Chi Minh City, Viet Nam Since its establishment, main business functions of company are industrial construction, civil construction, interior decoration, installation of the fire fighter and prevention equipment, installation of internal telecommunication system, installation of electricity – refrigeration equipment for industrial and civil uses, construction consulting and design for industrial and civil purpose Vision, Mission and Core Value of G-Tech Viet Nam: - Vision: To become a top provider in construction: civil and industrial construction, design, decoration and M&E in Viet Nam - Mission: To offer and help client so they can find G-Tech Viet Nam as a good alternative for their chosen - Core Values: o General Tech Engineering and Construction o Local Leading Company o To give full satisfaction to client’s needs o To be great in construction field o To work towards a Goal o Let’s go together Organizational Structure of G-Tech Viet Nam Figure 1: Organizational Structure of G-Tech Viet Nam (from Company profile) Symptom: High turnover rate Turnover rate is one of the most important aspect that each and every company must take a serious concern According to Price (1), turnover is defined as the ratio of the number of organizational members who have left during the period being considered divided by the average number of members in organization during the period On the other hand, turnover may be known as a process of replacing one worker with another to fill the job vacancy: when there is a blank position in organization regardless of reason, a new employee will be hired and trained Turnover rate can be calculated for any time period Each year, HR Manager have responsibility for reporting turnover rate to Board of Directors by making the Human Resources Report The turnover rate is equal to the number of employees leaving divided by the average total number of employees and this rate is calculated once a year = High turnover rate could be costly to organization and impact company revenue and profitability by increasing hiring expense, training labor cost as well as decreasing employee’s productivity Employee could leave an organization for a wide range of reasons, including: lack of development and opportunities, lack of recognition and reward from company; unsuitable company culture and working environment; dissatisfaction with manager, unclear role or work is not as expected, v.v… Recently, G-Tech Viet Nam has faced with the problem on the increase of employee turnover rate Figure below describes the percentage of employee turnover from year 2016 to 2018 Looking at the Figure 2, the statistics in HR Report have showed that the turnover rate of employees has increased from 9.1% in 2016 to 12.5% in 2017 and 15.6% in 2018 Year Number of employees leaving Average total number of employees 2016 88 2017 11 88 2018 14 90 Table 1: Statistic of the number of employees leaving in period 2016-2018 (Source: Internal Human Resource Report ) 12.50% 9.09% Figure 2: Turnover rate of G-Tech Vietnam Company during period 2016-2018 (Source: Internal Human Resource Report) The data collected for the number of employees leaving in each department in GTech Viet Nam Company are showed in the figure below Figure 3: Percentage of resigned employee during period 2016-2018 (Source: Internal Human Resource Report) The figure above showed the general view of the situation in company From year 2016 to year 2018, every department in company had employees who quit their jobs It could be seen that General Affairs Department and Q.S Department are two departments that had the highest turnover rate in company The reason for this problem is that these two department have the largest number of employees in company With smaller scope, the number of employees in other departments is only 5-10 people so the turnover rate is not high However, combined with the number of resigned employees from other departments which makes the employee turnover rate of company is quite high In accordance with the annual report of Hoa Binh Construction Group (2), turnover rates in construction industry in Viet Nam have fluctuated from 18 to 20% in the period 2016 – 2018 During that period, the turnover rates of G-Tech Viet Nam are not higher than the average rates of the industry Even though, the number of employee turnover is tending to increase rapidly every year In the global context with high competitive environment, turnover rate is one of most important factors to evaluate competiveness ability of one company And for these reasons, it is extremely necessary for company to identify and analyze all the causes affecting high turnover rate problem before this issue seriously affects operation activities of company In recent years, the competition in industrial construction market is getting higher and higher, even though the Vietnamese construction industry had a growth rate of 9.1% in 2016 and 10.8% in 2015 in accordance with the data in Construction report in Viet Nam, key trends and opportunities to 2021 (3) Construction industry is one of the most significant economic growth sector in Viet Nam The economic recovery and the trade war between China and US could bring a positive impact on construction industry in Viet Nam Even though the instruction sector has growth recently, the competition between construction companies is getting higher and higher G-Tech Viet Nam has faced the problem when the profit of Company has declined from 35.6 billion VND in 2016 to 27.5 billion VND in 2017 and 12.8 billion VND in 2018 The analysis above has showed that the business situation of G-Tech Viet Nam is getting worse: the profit decreased significantly and the turnover rate increase gradually The reasons cause to these problems might come from the low satisfaction with the human resources management of company The problem comes from organizational structure of company, the poor of communication among departments leads to conflict; inconsistency management style makes employee feel hard to follow up; or the dissatisfaction of employees on their unclear duties and responsibilities CHAPTER II: PROBLEM IDENTIFICATION Problem mess To investigate causes leading to the high turnover rate and low job performance of company, researcher conducted an interview as a method for Qualitative research to collect data to have an overview on general situation of company Interview method is particularly suitable for intensive investigation Researcher conducted a semistructured interview with a set of same question and additional questions could be asked to clarify or to expand the answer further Researcher divides participants into two group: employees who left company during the period 2016 – 2018 and employees who are currently working at company First group – Resigned employees No Full name Gender Position Department Year of leaving Seniority Nguyen Phi H Male Site Manger Q.S 2018 10 years Duong Cong K Male Site Engineer Q.S 2018 years Lam Thi T Male Site Engineer Q.S 2018 years Mr Nguyen Phi H said that the biggest reason he left the company that he did not see his future career development if he still worked for company He told that company did not have any specific regulation on job promotion According to what he said, there are only two factors could help you get promotion: first factor is the number of year you have work for company and second one is only based on decision of General Director of Company You not know when and how you can get promotion, even if you have performed good performance In addition, Mr Nguyen Phi H mentioned that his salary was very low compared to his position in rival company His salary in current company is nearly double the amount that G-Tech paid him Mr Duong Cong K said that he left company due to the lack of training and development He could not develop and learn new knowledge since he joined company One more reason that company does not provide shuttle bus for employee who works at site, each day he had to travel from 3-4 hours from his house to site and back He also mentioned another reason is that the way his manager distributed jobs was unfair among employees He explained that this problem might come from the poor management skill of his manager; also because when he started to work for company, HR Manager and his direct manager did not inform specifically his main duties and responsibilities or work process in company Mr Lam Thi T shared that there were a few reasons why he left company He mentioned that his salary level was low, and he could not enhance his professional knowledge and skills much during the time working for company He also shared that he could not understand the working process in company as well as its complication Second group – Current employees No Full name Gender Position Department Seniority Tran Huynh Ngoc T Female Accountant Account 10 Nguyen Thi P Female Plan Staff Plan Tran Thi Ai V Female Admin Staff General Affairs Bui Thi H Female Plan Staff Plan Nguyen Thanh S Male M&E Staff Q.S Ms Tran Huynh Ngoc T., an accountant of company shared her opinions about what she feels dissatisfied about the company as well as difficulties she encountered when working She mentioned that poor development in company, lack of training for employees, as well as company does not have specific regulation for reward and punishment which she felt in the way managers in company making decision In addition, she also shared that unclear working process in company is not clear and then some of other employee refused to understand the job process of her position and kept pushing them to quickly but salary is not inadequate, increase slowly and lower than other company with similar requirements Second, I think I cannot develop myself on knowledge, skill and experience if I continue to work for company Please explain to me more During years that I had worked for company, company did not organize training session to develop professional knowledge and skills I did not learn and enhance my experience much on skills like using software Autocad, Project, amount estimation Also I thought that my chance for promotion was very low, because G-Tech is smallscale company, most of manager positions were filled Is there anything else you would like to tell me? I think that company is lack of connection and support among employees in company Functions of each department are not clear, some working processes were complicated and lengthy and had to go through too many departments So how did they affect your work? In general, they made me cannot complete my jobs as I wanted, quality of construction was sometimes not guaranteed My work was not processed smoothly and I did not develop my knowledge and skills And all of that made me feel no enthusiasm to continue to work for company With all the problems you mentioned, which one affects decision to quit the job the most? I think because I am still young, I want to develop myself, to get more knowledge and skills for my career future 10 Would you like to suggest any solution for company? I hope that company could pay attention in developing staff Thank you so much Wish you the best with your new job APPENDIX 3: TRANSCRIPT OF THE FIRST INTERVIEW – GROUP Interviewee 1: Bui Thi H Could you please introduce yourself? Hello My name is Bui Thi H I’m 25 years old and I’m currently working in Plan Department for G-Tech Viet Nam Company How long have you been working for company? Until now, I have worked for years Could you please describe your main duties in company? Well, in my position I a lot of works, but now I want to tell you about some main works that I usually I responsible for making Construction Contracts and tracking Payment Status of Clients I am also in charge of making payment request document and other document related to expense matter at head office Besides that, managing company’s homepage and mail system is also one of my duties And there are many other works that I have to at company but I cannot tell you all in a short time Is there anything that make you feel difficult or dissatisfied at work? Please describe it (about salary and compensation, career, promotion, leader, work) Absolutely I have to face difficulties and even disatisfaction at work Firstly, comparing to job description at the job interview, the workload in fact is much higher During working time, there are many unnamed works assigned to me and even the work of other department For example, I also have to attend in matter of issuing and tracking invoice of accounting department, I contact with accounting department of other company while it should be handled by my company’s accounting department Although I am not professional in accounting field, my superior orders me to In case like this, it makes me lose time to solve the work And because of the overload, I have to work overtime However, my company doesn’t pay overtime salary for staff working at office Secondly, I feel it’s really unfair with other staffs who have the same position as me I have to a lot of work but my salary is lower than the one who few works In addition to this, the irresponsibility at work of other staff makes trouble for me To be more specific, after finishing thed first step of that work, I hand over to other department to proceed the next step but they refuse and push to the third person Sometimes, they ask me to the next step while it’s not my duty How does that affect your work? It is clear that these problems affect me a lot Because there is too many unnamed works, my main works are delayed And in other to meet deadline I have to work over time or work at home to complete my work More seriously, I usually get stress when working And due to the unfairness among staff, I intend to quit the job many times Do you have any suggest for company to solve that? I think the solution for this problem is that the BOD and HR Department should consider the work in detailed of staffs and assign work suitably and properly More importantly, everything should be clear at the beginning Finally, managers shouldn’t order works to unprofessional staff in that matter Because it leads to waste time and the work will not be solved effectively Interviewee 2: Tran Thi Ai V Could you please introduce about yourself? My name is Tran Thi Ai V I’m 30 years old I am working in Admin Staff in company How long have you been working for company? About years Could you please describe your main duties in company? My main duties are administrative works in office, such as follow up and pay expenses incurred in the company office; receive, send and distribute mails and other job when my manager requires me to Is there anything that make you feel difficult or dissatisfied at work? Please describe it (about salary and compensation, career, promotion, leader, work) - About salary and compensation: I think my salary level is not high Although, each year, salary increase and bonuses are considered based on the company's revenue results, however, the salary increase is based on subjective opinions, not based on employees' working capacity - Career development: Company did not have training course or create condition to develop myself - Promotion: I think promotion in company is based on the seniority not on the performance of employee, but I don’t know that I could be promoted or not Because my position is quite hard to have opportunity to be promoted And since the day I worked for company, nobody has discussed to me about this thing - Leader: In general, I think she is a good manager There is a problem is that she often changes decision and sometimes it’s really difficult to follow her decision Like I’m almost finished work she told me, and then she changed her minds, and I had to work again - Work: My fixed works are not much, but most of work assigned to me are urgent And these arisen works are much more than my fixed works and take up more time And no matter that I perform these works well, I am not recognized for my effort How does that affect your work? These arisen works overlap my fixed works and I usually have to delay my main work to those work first For that reason, it took me so much time for me to arrange my work and then affect the quality and efficiency of my work And because of these unnamed and unclear jobs, company did not evaluation my capacity well And sometimes I don't feel motivated to these jobs Do you have any suggest for company to solve that? If company could provide a detailed list of my tasks, it will help me a lot in managing my work easier, more active, save time, be more flexible, complete many tasks, but be more effective Interviewee 3: Tran Huynh Ngoc T Could you please introduce about yourself? I am Tran Huynh Ngoc T I’m 35 years old I am working as Accountant How long have you been working for company? I have worked for G-Tech for a long time, more than ten years Could you please describe your main duties in company? My job is to monitor and pay debts to subcontractors of company, make guarantee document and other jobs related to banking accountant Is there anything that make you feel difficult or dissatisfied at work? Please describe it (about salary and compensation, career, promotion, leader, work) - Chance for Career development in company is not high because of company scope I have self-cultivation and self-development only through 10 years of experience of working for company, not by trained by company - Company does not have any clear rule or regulation on reward and punishment, so managers often deal with issues by their emotion - Working procedure is not clear so that it leads to confusion or argument between employees or between departments in company, like employees at other department not understand payment process at my department, so when it comes to urgent works, they just push me to quickly but they don’t understand that there are many more steps to before I make the payment Some employees not plan their own work which affect work plan of other departments How does that affect your work? I have to solve works in passive way and feel difficult to work well and then affect to the effective of other works Do you have any suggest for company to solve that? There must be a job description of each department and new person who must be handed over the work by the old person to grasp the process and operation of each relevant department and company Interviewee 4: Ms Nguyen Thi Kim P Could you please introduce about yourself? My name is Nguyen Thi Kim P I’m 27 years old Currently I work in Plan Department How long have you been working for company? I have worked for more than years Could you please describe your main duties in company? My main job is to control contract, contact with subcontractors and make payment document Is there anything that make you feel difficult or dissatisfied at work? Please describe it (about salary and compensation, career, promotion, leader, work) My work is mainly related to contract and papers work but company does not have form or specific regulation, mostly based on the specific situation Each subcontractor or contract have different types of document and company only follows them It took me so much time and effort to finish work and also it is easy to make mistake In my department, there are two employees, but there is no specific assignment for me and my coworker And my manager also doesn't know which staff is in charge of what kind task, that’s why the situation of messy and confused work happen frequently Job of this person is handed over to the other person and vice versa And my manager usually makes decision on emotion and then change it frequently How does that affect your work? It is really annoyed and confused to work in such situation like I told you Have to the job that you not know and repeatedly make document, that is really taking so much time Do you have any suggest for company to solve that? I think my manager should assign tasks to us in detail, what are my tasks and what are under responsibilities of my coworker And he should consider the way he makes decision Interviewee 5: Ms Nguyen Thanh S Could you please introduce about yourself? I’m Nguyen Thanh S I’m 28 years old I’m an Electrical Engineer in Q.S Department How long have you been working for company? I have worked for more than years Could you please describe your main duties in company? My main duties are checking drawings, calculate electrical quantity based on drawings and support bidding process in company Is there anything that make you feel difficult or dissatisfied at work? Please describe it (about salary and compensation, career, promotion, leader, work) First, about the salary, as I know, my salary level is quite lower than other company Secondly, after two years working for company, I realized that company does not have any regulation for training employee to perform job better or enhance professional skills and knowledge It is very important for technical position like mine I also realized that employee get promoted not by his/her performance, it’s only based on decision of General Director of company, he is the one decide all the things But G-Tech is a company with small scope, management position is limited so I could understand that Finally, I usually have to tasks which are not under my responsibilities and not related to my work My manager assigned my job, but in many case I have to task of other department, especially repairing equipment and machinery in company As, I know that is duties of General Affairs Department and there is one employee taking responsibilities for this type of work But somehow, I also have to it How does that affect your work? Like I tell you, I have to other tasks not my duties that make me very uncomfortable and unhappy about this, as well as I cannot complete the work assigned because when it is not my expertise And when other coworker see I work that job, they think that is my job, and then the next time they continue to work on that job In addition, by taking time to work on these task, my main job is delayed and sometimes I have to work overtime to complete it, especially the work related to bidding process And to be honest, there are a few times I feel unmotivated to keep doing those tasks and I had thought about jumping to other company couple times Do you have any suggest for company to solve that? I think company must clarify the work of each department as well as each employee, must specify the work that they must be responsible for And managers should also support their employees by refusing to allow their employees to unrelated jobs APPENDIX 4: THE SECOND INTERVIEW INTERVIEW GUIDE Hello, nice to meet you Before we start, I would like to thank you for taking saving your time for me My name is Quang Khoi As you know, in the last interview we have discussed about the factor affecting your satisfaction to company and the difficulty you experienced while working in GTech Viet Nam After collecting and analyzing the information that you and other interviewees shared to me, I have recognized the problem about the unclear in task identity in company The purpose of this interview is to verify and investigate the impact of this problem to you and company So that your opinion will be certainly valuable and contribute to improving the situation of employee turnover This interview will only take 5-10 minutes and like the last time, this interview will also be recorded and all information will be kept confidential Personal information: Name/position in company Have you ever experienced the unclear of your work? How does it impact on you and your job? What is your suggestion to solve this problem? Thank you so much for your support today I will analyze all of the comments you share and write down After that, I will send a copy of researcher result to you APPENDIX 5: TRANSCRIPT OF THE SECOND INTERVIEW Interviewee 1: Tran Huynh Ngoc T Could you please introduce yourself one more time to me? My name is Tran Huynh Ngoc My job is Accountant of company Have you ever experienced the unclear of your work? Please describe it Of course I did Like I have mentioned you about employees at other departments did not understand the working nature as well as the process of Accounting Department So there were a lot of difficulties happening while working with them, especially in urgent case Like when bidding, they will ask for guarantee (depending on the requirements of the investor), but the dossier recipient does not share the information and assigns the work to the relevant department to prepare When it is almost time to submit a new application, make me working passively, not having much time to prepare better My duty is to make payment document when all of required documents are finished, but in many case, other manager and employee force me to collect and make those documents that are their job How does it impact on you and your job? It made me feel passive at work, unable to arrange and complete my work as I wanted And in urgent cases, I felt extremely pressured and difficult to perform my job well, while accounting was easy to lead to errors And even sometimes I felt so stress and then I thought about leaving company What is your suggestion to solve this problem? I think company must make clear about the job of each employee and make him/her have to complete the job, not push work and responsibilities to the others And manager must make decision based on rules or regulation, not on his/her emotion Interviewee 2: Tran Thi Ai V Could you please introduce yourself one more time to me? My name is Tran Thi Ai V I’m a Admin Staff in General Affairs Department Have you ever experienced the unclear of your work? Please describe it Yes, I The nature of administrative work is repetitive, and then new job arises and overlaps with old job And most of works are assigned by manager without clear delimitation Like for same job but my manager assigns the job to this person, and then assigns it to another person I don’t know that task is my responsibilities or what And other thing is that the amount of work of other people in the same department as me is not divided equally Sometimes I feel I have to work harder than they are And in many cases, managers of other departments just give me the job without knowing whether the job is in charge of me or not How does it impact on you and your job? It really affects my ability to work, takes a lot of time to finish the job that is not my job This issue repeats constantly and it make me feel very tired and just want to quit and find a better company to work What is your suggestion to solve this problem? I think company must specify the work of each employee and manager must know how to divide the work, not let an employee work hard while others have less work Interviewee 3: Bui Thi H Could you please introduce yourself one more time to me? I’m Bui Thi H I’m working in Plan Department Have you ever experienced the unclear of your work? Please describe it Yes, I The first thing is the workload between me and my coworker is divided unfairly I have to cover a lot of works in my department, and even from other departments And also there are a lot of tasks unrelated to my works but I have to them And one problem often happens is to identify that the work is under what department or which employee takes responsibilities to it When I get a job from the director, I will announce that job to the department to the job The push-up situation between departments often happens, especially the work related to maintenance and repair at the office, because there is no clear that General Affairs or Q.S Department takes responsibilities to How does it impact on you and your job? The unfair in distributing jobs of my manager makes me very uncomfortable and when I have to deal with too much work, I absolutely don't feel motivated to work and just want to quit And my work efficiency is also reduced because I have to many unrelated and inhibited jobs at work What is your suggestion to solve this problem? The manager must transfer part of my work to other employees to reduce my workload And company must clearly define the functions of each department, the work of each employee Interviewee 4: Nguyen Thi Thanh P Could you please introduce yourself one more time to me? I’m Nguyen Thi Thanh P I’m a Plan Staff Have you ever experienced the unclear of your work? Please describe it I think about the workload between me and another employee is not divided equally My manager does not know the work of each employee in the department and then he often handles the work of this person to the other How does it impact on you and your job? I feel unfair and less motivated to work For the reason that why I have to work more than other people And sometimes it’s really confused when my mangers give me the job that is not mine, and then affect my job performance What is your suggestion to solve this problem? Manager must re-divide the works in the department, specify what jobs each employee must Thus, they have grasped the work of their employees to monitor as well as the workload of each employee is equal Interviewee 5: Nguyen Thanh S Could you please introduce yourself one more time to me? I’m Nguyen Thanh S I’m an Electrical Engineer in Q.S Department Have you ever experienced the unclear of your work? Please describe it Of course I I remember that I talked about this in the last interview with you Till now, it is the biggest problem I feel while working for company My duties and responsibilities are not clear And I think other employees feel the same problem with me How does it impact on you and your job? By taking too much to finish other job, my main duties are not performed well and I usually have to take more time to finish and without support from other person This problem takes impact on my motivation to work, and I don’t really put my best effort in my work What is your suggestion to solve this problem? If my jobs and other employees are not clear enough, I think company should have a solution to make them clear It will help employee a lot by let them know what they should and what other employee should So there will be no confusion while working APPENDIX 6: THE THIRD INTERVIEW INTERVIEW GUIDE Please answer following questions: Which set of solution would you prefer to? Solution A Job Description and Orientation Explanation The content of job identification in the job description could provide necessary information: position, duties and responsibilities, what are main tasks and how to perform them, required skills and knowledge to perform Company would hold orientation session to introduce the job description the each employee First, company would have an orientation introduction to employees about their main duties B Orientation and Training and responsibilities, and their immediate manager And then, their manager would take responsible for introduce and training employee what are their jobs and how to perform them Could you please explain the reason for your answer? APPENDIX 7: RESULT OF THE THIRD INTERVIEW No Name Department Answer Question Question It is really necessary to clearly distinguish tasks between employees, so I think the job description will be better than training and instructing Bui Thi H Plan A employees Not all managers have enough ability and knowledge to train their staff As I answered you in last interview, my job has many of unnamed and unclear task which take so much time I need a job description so that Tran Thi Ai V G.A A I could know what tasks are under my duties and I could make plan to perform them properly I don’t think that human resources department and other managers Tran Huynh Ngoc T Accounting A have ability to guide and train employee to perform their job well Also they don’t have time to focus on training employees I think my manager could guide and then distribute tasks in a fair and Nguyen Thi Kim P Plan B clear way That is enough to help me to know what tasks are under my responsibilities and I could successful complete my assigned works Job description tell me exactly what my duties are, so I will know what Tran Thanh S Q.S A tasks I should as well as other employee have what type of task I don't know exactly what my job is, most of the jobs are assigned by the manager and he also instructs me to the job But I still feel that Huynh Quoc H G.A A I not really grasp the work to do, as well as arrange my work and complete them well So I think the job description can help me I think company should provide job description to me at the first day of my work But now I realize that company does not have job Tran Van D Q.S A description to tell employee what task they should So maybe it’s a little late but it is very necessary for company to that My job in design department is quite clear, a job description is Huynh Van D Design B necessary for me A training session from my manager in work could help me to solve a few difficulties in work For person who I have worked for company a long time like me, I Le Duy V Q.S B clearly know what is my job, so I don’t need job description A guidance and training from manager is good enough for me Company should provide a detailed list of main duties to employees 10 Nguyen Trung K Q.S A on the first day of working so that employees could know what task they should in their position ... unclear task identity is an important problem happening in G- Tech Viet Nam Company, especially in the period when the financial situation of company is not good Based on the findings, unclear task identity. .. working in GTech Viet Nam After collecting and analyzing the information that you and other interviewees shared to me, I have recognized the problem about the unclear in task identity in company. .. salary base in G- Tech Viet Nam is lower compared to the average salary of construction industry According to the salary survey conducted by Vietnamworks in Construction industry in Viet Nam in 2017,