Improving the personnel remuneration policy at hoang gia education and trading joint stock company (royal chess)

LIST OF ABBREVIATIONS Acronyms Description Royal Chess Hoang Gia Education and Trading Joint Stock Company HRM Human Resource Management ILO International Labor Organization FIDE International Chess Federation S&M Sale & Marketing Dep’t Department v LIST OF TABLES Table 3.1 The human resource situation of Royal Chess in the period 2017-2019 24 Table 3.2 Personnel’s educational background in 2019 25 Table 3.3 Number of personnel needed to recruit in the first three months of 2020 26 Table 3.3 Salary grade of the training department 30 Table 3.5 Royal Chess year-end bonus table for 2019 33 Table 3.6 Types of allowances at Royal Chess 34 Table 3.7 Insurances pay rate for 2019 36 vi LIST OF FIGURES Figure 1.1: Company Organization chart Figure 1.2: Business performance of Royal Chess in the period 2017 –2019 Figure 2.1 Basic expectancy model (Fred C Lunenburg, 2011) Figure 2.2 Dimensions of Equity (Jeffery, A.M, 2003) 11 Figure 2.1 Components of Employee Remuneration (K Aswathappa, 2013) 13 Figure 2.2 Influencing Factors of Remuneration (K Aswathappa, 2013) 20 vii TABLE OF CONTENTS NHẬN XÉT CỦA GIÁO VIÊN HƯỚNG DẪN ii NHẬN XÉT CỦA GIÁO VIÊN PHẢN BIỆN iii ACKNOWLEDGMENT iv LIST OF ABBREVIATIONS v LIST OF TABLES vi LIST OF FIGURES vii TABLE OF CONTENTS viii INTRODUCTION 1 Rationale Aim of the study: Scope of the study: Method of implementing the topic: Topic layout CHAPTER 1: OVERVIEW OF THE COMPANY 1.1 Introduction about Hoang Gia Education and Trading Joint Stock Company (Royal Chess) 1.1.1 The general information 1.1.2 Vision, mission and core values 1.1.3 Educational system 1.1.4 Organizational structure 1.1.5 The company's perspective on employees 1.1.6 Business performance of Royal Chess CHAPTER 2: THEORETICAL BASIS 2.1 The fundamental theories of motivation 2.1.1 Vroom’s Expectancy theory 2.2.2 Equity theory 10 2.2 Remuneration 11 2.2.1 Definition of remuneration 11 2.2.2 Components of Employee Remuneration 12 2.3 Factors influencing employee remuneration 20 2.3.1 External Factors 21 2.3.2 Internal Factor 23 viii CHAPTER 3: ACTUAL SITUATION OF PERSONNEL REMUNERATION AT THE COMPANY 24 3.1 Human resource at the company 24 3.1.1 Labor situation of the company 24 3.1.2 Human resources planning 26 3.1.3 Recruitment and Selection 26 3.2 The actual situation of financial remuneration at Royal Chess 28 3.2.1 Direct financial remuneration 28 3.2.2 Indirect financial remuneration 35 3.3 The situation of non-financial remuneration at Royal Chess 37 3.3.1 Remuneration arises from the work itself 38 3.3.2 Remuneration related to the working environment 38 3.3.3 Remuneration relates to professional training programs 41 3.4 Overall evaluation of remuneration policy at the company 41 3.4.1 Advantages 42 3.4.2 Limit 42 CHAPTER 4: PROPOSED SOLUTIONS TO IMPROVE PERSONNEL REMUNERATION AT ROYAL CHESS 44 4.1 Solutions group of long-term nature 44 4.1.1 Improve business performance 44 4.1.2 Improve the professional qualifications of employees 44 4.1.3 Building corporate culture 45 4.2 Group of specific solutions 45 4.2.1 Salary and bonus solutions 45 4.2.2 Indirect financial Remuneration 48 4.2.3 Solutions for non-financial remuneration 48 CONCLUSION 50 REFERENCES 51 ix INTRODUCTION Rationale Human resource remuneration is an important function of human resource management An enterprise with a reasonable personnel compensation policy will bring great effects in encouraging and using human resources effectively, contributing to the overall success of the company Hoang Gia Education and Trading Joint Stock Company (Royal Chess) operates in the field of education A specific area where the human factor is of prime importance, irreplaceable and greatly affects the success of the business Human resources in this field are quite specific, mainly from former professional athletes Nowadays, with the strong development of chess movement not only in the world in general but also in Vietnam in particular, schools from private to public are gradually making chess appear in elective subjects or gifted subjects With the strong development of the chess movement today, especially young tournaments, in the near future requires a considerable amount of work force in this field However, a sad fact is that most people operating in this field for a long time are limited Therefore, retaining employees as well as creating competitive advantages in the market requires the company to have good remuneration policies to satisfy employees and attract quality human resources in the current period During the time working at Royal Chess, I found that the compensation for personnel at the company has promoted some advantages, but there are still many limitations to overcome Recognizing the importance of personnel compensation in the survival and development of the company, I decided to choose the topic "Improving the personnel remuneration policy at Hoang Gia Education and Trading Joint Stock Company (Royal Chess)" Aim of the study:  Systematize theoretical and practical basis for personnel remuneration  Analyzing the current situation of personnel remuneration policies at Hoang Gia Education and Trading Joint Stock Company  Proposing solutions and recommendations to complete the personnel compensation policy of the Company until 2023 Scope of the study:  Time range: The topic is studied based on data collected from field surveys and documents related to the topic from 2017 to 2019, taking 2020 as the year of analysis  Space range: The subject was researched at the human resources department of Hoang Gia Education and Trading Joint Stock Company Address: 47 Ho Ba Kien, Ward 15, District 10, Ward 12 District 10 Ho Chi Minh The topic is also expanding the scope of space from the fact finding in some companies operating in chess industry Method of implementing the topic:  Data collection methods: - These are necessary information for research issues such as theoretical basis, basic information about Hoang Gia Education and Trading Joint Stock Company - Gather information from the Accounting Department: Income statement, payroll - Gather information from human resources department: Organization structure, personnel situation, organizational structure  Methods of analysis: Analyze the data related to the topic and make comments based on the analysis results Topic layout The graduation thesis report consists of chapters: Chapter 1: Introducing overview about the company Chapter 2: Theoretical basis Chapter 3: Actual situation of personnel remuneration at the company Chapter 4: Proposing solutions to improve personnel remuneration at Royal Chess CHAPTER 1: OVERVIEW OF THE COMPANY 1.1 Introduction about Hoang Gia Education and Trading Joint Stock Company (Royal Chess) 1.1.1 The general information • Head office: 47 Ho Ba Kien, Ward 15, District 10, Ho Chi Minh City • Abbreviation: Royal Chess • Company's logo: • Phone: 028 6272 6182 • Tax code: 0313020614 • Website: www.royalchess.edu.vn Currently, with the success of Vietnamese chess in the international arena, this intellectual sport is gradually receiving much attention from the community The training of chess has also become a matter of social attention and encouragement of development Training a chess player to be a good player is not an easy task In addition, more than that, bringing the benefits of chess to the community is even more difficult However, only when doing both of the above, will chess training be meaningful and truly become a need, a motivation for the development of thinking as well as human development In addition, the chess playing fields at the provincial and city levels are very few; the community has not invested and cared properly The events and social activities related to chess are still lacking, not commensurate with the development of chess in Vietnam Therefore, with the motto "Creating passion, developing thinking, training personality", Hoang Gia Trading and Investment Joint Stock Company was born, in order to bring the benefits of international chess tissue to society, especially are children With a team of enthusiastic staff and teachers, with many years of experience in the training of chess for children, Hoang Gia Trading and Investment Joint Stock Company brings the chess learning environment along with personality training, development people and create playgrounds, chess events useful for society Not only wants to train good chess players, but also through learning chess to develop skills in logical thinking - creativity, analytical skills, planning ability, discipline, and confidence, independence in thinking From there, towards perfecting the human personality Along with the development of chess subjects, the size of the company is growing and the entire company wants to cooperate with those who love chess, love children and desire to develop education through the intellectual subject 1.1.2 Vision, mission and core values  Vision Become the leading chess event organizer in Vietnam and the popular and professional chess training company according to international standards It is home to a diverse community of sports enthusiasts and a diverse and leading provider of chess-related products  Mission To popularize chess subjects, bring chess and the benefits of these intellectual sports to everyone, especially children and young people To develop deeply and broadly the Vietnamese chess movement through appropriate and professionally organized events, thereby contributing to the creation of a team of dedicated and capable employees who bring services best for customers  Core values • Chess training goes hand in hand with personality training, human development • Always directing to the community and society • Service is always available and quality guaranteed • Development of human resources with the dedication to education as the foundation, work efficiency as a guide • Solidarity - Professionalism - Innovation 1.1.3 Educational system  Training general chess: teaching chess by age, general curriculum, teaching methods to create passion and bring joy to learners  Gifted chess training: advanced teaching methods, combination of general and special curriculum, methods of practicing professional chess athletes  Teachers: Well-trained to complete the work to benefit chess subjects to students 1.1.4 Organizational structure • Have good professional qualifications • Be mindful of educating people Board of Director Training Dep't Administration Office Dep't Sale - Marketing Dep't Accounting Dep't Figure 1.1: Company Organization chart • Source : Administration - Office Dep't Besides, because of its activities in the field of education, the facilities of the classrooms as well as the working environment for the employees are well implemented by the company This not only creates a comfortable environment for the staff but also for the students themselves The company always strives to bring the best products and services to its customers, thereby maintaining the current number of students and attracting more new students Compared to other activities such as construction, manufacturing in general, the working environment in the field of education has a clear advantage over the working environment b Facilities Teaching aids such as televisions, photocopiers and printers are fully equipped In addition to the indispensable tools for teaching chess such as WB standard chess set, the FIDE chess set, the standard chess clock is fully equipped in all branches  Currently, the company has main branches, cooperative branches with partners, nearly 20 schools where the center is affiliated with chess training at the school, so it is difficult to avoid the inequality between working conditions and facilities between branches However, the company always tries to equip all teaching tools 3.3.2.3 Time to work and rest The company operates in the field of education, so working time is quite different from other fields Specifically: The company works from Tuesday to Sunday, breaks on Monday Training department staff: Most teachers work in shifts, each branch and facility has a different schedule, so depending on the schedule, each teacher has a different schedule In the months of the school year, the schedule is usually in the afternoon after school dismissal Private weekends teaching schedule will be more closed, usually will end at 7pm Each shift period is quite flexible, depending on the schedule of each facility and branch Usually lasts from hours to hours per shift 40 In addition to the fixed teaching schedule at the grassroots level, teachers will be arranged to teach shifts at schools, sports centers associated with the company The teacher's schedule is flexible and the teacher can arrange to select extra tutoring sessions on campus to suit the individual's time  Unlike office workers who have to work hours a day, teachers' working time is quite flexible, because they work in shifts so they are quite active in arranging work and rest time Office workers and S&M staff: Like most office workers, the full-time employee is hours a day However, the company has adjusted to fit the Center's teaching cases Specifically, Tuesday to Friday: 9am to 12pm, 3pm to 8pm Saturday & Sunday: 8am to 12pm, 3pm to 7pm The relatively long lunch break (3 hours) has a comfortable break, due to the nature of the work the employees have to work weekend days 3.3.3 Remuneration relates to professional training programs For the personnel of the training department The company regularly organizes training courses to improve professional qualifications and skills related to children's education such as pre-school pedagogy, child psychology In addition, for the main personnel, the company create conditions for teachers to attend training sessions for a National Trainer or International Arbitration certificate These are great values that not every chess company can bring 3.4 Overall evaluation of remuneration policy at the company Overall, the company's remuneration policy is at a fairly good level This is manifested through the addition and modification of remuneration levels to suit the reality In addition to the inherent advantages such as working environment, facilities, the company has paid more attention to building evaluation system and salary system However, in the same remuneration level, there exist some objective and subjective limitations 41 3.4.1 Advantages 3.4.1.1 Non-financial remuneration a Superiors are friendly, inspiring employees and colleagues to stick With the highlight of the company's personnel structure, most of them at a very young age (from 20 to 25 years old) are not difficult to understand when a young team is always aggressive and enthusiastic in all activities of the company At work, from the Board of Directors to the key personnel in the company are always enthusiastic support, ready to help each other to complete the work as well as events organized by the company b Comfortable working environment, adequate teaching equipment The facilities are well prepared by the company, the teaching equipment is specially focused by the company c Working time and reasonable rest Working time complies with law Moreover, Royal Chess operates in the field of education, so the staff of the training department work mostly flexibly, actively arranging shifts in accordance with individual schedules For S&M employees long lunch break 3.4.1.2 Professional training program Personnel in the company are mostly at a very young age, so training programs are very necessary and rewarding Moreover, the opportunity to access and obtain national and international certificates is a major advantage compared to other centers operating in chess 3.4.2 Limit a Low wages, only at a minimum, not proactively raise wages for employees The salary for full-time employees at the company is at a minimum, not competitive and does not retain workers Compared to the salaries of other centers operating in the same field, the salary of the company is very low Therefore, the current number of full-time contracted employees at the company is very small, most of them working part-time 42 For the training department: The increase in salary among teachers is too little, does not motivate employees, in addition, the conditions for increasing the salary are not clear enough, the assessment is largely subjective of the Board of Directors A fact that still exists in the company is that the period of salary increase has not been implemented as the regulation issued by the Board of Directors Time to consider the current salary increase in the company is time/year However, the company does not proactively consider raising salaries for employees, but employees must proactively propose a raise This causes fairness among employees when employees who not ask for a raise will suffer b The form of reward is limited and unattractive The company applies only three types of bonuses Rewarding initiatives that have not been concerned by employees The form of rewarding for overcoming students is quite inadequate, as described in the Rewards section, the number of students is affected by many factors such as time of year, marketing effectiveness of the company Not yet fully shown capacity as well as motivation for teachers to their job well 43 CHAPTER 4: PROPOSED SOLUTIONS TO IMPROVE PERSONNEL REMUNERATION AT ROYAL CHESS Companies with outstanding remuneration (formally formulated based on business strategies and plans, well implemented, designed for different employee segments and differentiated businesses from competitors) are more effective than companies with only short-term regimes (not formally linked to business strategies and plans, lack of incentive strategies and integrated talent management) Currently, employees of Hoang Gia Education and Trading Joint Stock Company are working in a good environment; especially the non-financial remuneration of the company has been effective However, there are also many limitations, in order to meet the needs and desires, as well as retain employees, the Board of Directors should pay more attention to the financial remuneration work at the company 4.1 Solutions group of long-term nature 4.1.1 Improve business performance Through assessing the situation of financial remuneration work in the company, the main cause of most of the limitations is the limited financial resources of the company, although according to the business results report through The year from 2017 to 2019 shows that besides the brighter points in the profit, the business situation of the company is relatively good, of course, employees not have many allowances and benefits as expected To continue to survive, stand firm in the marketplace and specifically to overcome this limitation, the company needs to constantly improve business performance This is also the long-term goal that every business towards 4.1.2 Improve the professional qualifications of employees The company is growing and expanding, besides the chess centers are opening more and more, fiercer competition, so the quality of resources to ensure effective service delivery is a problem The company needs to pay attention, especially in the field of education that the company is operating The company is currently doing quite well this task when it regularly organizes training sessions for its employees 44 Besides, the qualification is directly related to the input quality of the company This is directly related to the company's mission, focusing on developing a universal chess movement at the school, so the required input expertise of the staff is often not too high, especially for teacher’s preschool chess Therefore, building a team of highly qualified staff requires the time and effort of the employees themselves 4.1.3 Building corporate culture Enterprise culture is naturally formed in the business, if the business focuses on and builds for the purpose of the business, it develops in the direction of positive adjustment, and if the business is indifferent it will develop naturally, spontaneously and does not make a difference in the development of the business And maybe it will develop in the direction of negatively affecting the image of the business, more profoundly affecting the business results of the business Corporate culture - That is the element that makes up the "soul" of the business, is the impetus for employees to work hard for the success of the business Enterprises must not only create a good working environment but also create an "optimal" living environment for workers A business with good culture will be the basic premise for good financial remuneration policies There are many ways to create and maintain the humane cultural environment of businesses such as organizing mass movements, entertainment, celebrating the traditional days of enterprises, the birthdays of individuals 4.2 Group of specific solutions 4.2.1 Salary and bonus solutions The company should implement flexible and flexible salary and wage policies in accordance with social circumstances, with the company's capabilities, ensuring its competitiveness with other companies in the same industry Do not apply the wage formula mechanically The need to connect the remuneration regime to the structure of the job position will make it easier to identify and explain salary decisions Because of the importance of setting competitive salaries while resources for remuneration are constantly limited, it is even more urgent for the company to make a difference in the annual salary and bonus program 45 Currently the majority of employees in the company sign short-term contracts, working part-time Therefore, employees often not have a long-term attachment to the company, the personnel situation fluctuates continuously Maintaining stable and quality human resources will reduce recruitment and training costs for the company Factors that need to pay much attention to in the company's salary system are the salary and the time of salary increase 4.2.1.1 Applying competitive wages Salary of training department staff: In order to offer competitive salaries, companies can study the salaries of other centers in the field of chess Currently, the major active chess centers that can rival Royal Chess are: Stone International Chess Center: The hourly wage is 100 000 VND / hour Dao Thien Hai Chess School: The current hourly wage is 200 000 VND / 90 minutes There are also many chess centers and other big and small clubs operating in Ho Chi Minh City  Not considering allowances, benefits and working environment, compared to competitors, the hourly wage for Royal Chess employees is much lower Therefore, the salary of other centers in the industry is an indispensable factor when implementing the salary system construction project Payroll scale For full-time employees at the company, the current basic salary is very low Although the company has arranged more school shifts to ensure employees' income, but with the current basic salary, most employees are not interested in signing a fulltime contract but choosing part-time form Proposes: 46 • For hourly wage: The company should consider adjusting the competitive salary because the difference is quite large compared to other centers operating in the industry, creating a competitive advantage in the labor market • Salary increases among teachers also need to be revised to adjust With too little current increases, workers have no incentive to try to meet the conditions for a pay rise • Rebuilding a new payroll system for full-time employees, employees signing official contracts with the company While retaining employees, while motivating them to work better 4.2.1.2 Consideration of salary increase In addition to complying with the law, the increase in salary once a year, does not really make a difference in the financial remuneration policy To motivate employees, the company needs to be more proactive and diversify wage increases Based on the results of assessing the level of job efficiency achieved with the time of valuable contribution to the organization, the company can be divided into many different salary increases Based on a general salary increase this year to calculate the salary increase as follows: Such as: • Employees who have worked for years or more: the highest increase of 11% • Senior employees aged 3-5 years: a 10% increase • Employees with a seniority of less than years: an increase of 8.5% This makes employees feel the difference between being attached to a job transfer to another environment From there, employees will stick with the organization longer 4.2.1.3 Maintain the 13th month salary bonus Although the company's bonus level is only at a basic level, it means a great spirit of encouragement The strategy of applying high year-end bonus is a 47 competitive advantage for the company and attracts the attention of workers in the labor market 4.2.2 Indirect financial Remuneration Diverse forms of bonus and allowances Rewards when students achieve achievements When students attend competitions at district, city, national level, the company should reward teachers at the branch where students are attending This not only motivates employees but also contributes to promote the image of the Company Gasoline car allowance Currently, the company is linking teaching at schools with many schools in Ho Chi Minh City, the distance between schools is relatively far The company should add this allowance to employees Allowance is calculated by number of schools / month Or can be calculated by the number of kilometers Regulations on distance: From km to under 10 km: In a month, about 10 liters to 12 liters of petrol Over 10 km: About 15 liters of petrol  Based on the fluctuation of gasoline price in the market, the company can calculate the fuel consumption according to the distance From there, determine the desired percentage of reasonable support to ensure company budgets and create motivation for employees Establishing a difficult welfare fund At present, the company does not have a difficult fund to help the workers with very difficult circumstances, relatives who are seriously ill In these cases, a company representative makes an amount of money to visit the family every year These allowances are not large, but it also clearly shows the company's interest in the lives of its employees, especially those in extremely difficult circumstances 4.2.3 Solutions for non-financial remuneration Encourage employees to get the job done 48 The company should recognize the accomplishments and efforts of its employees Managers should commend their employees directly when they complete the assigned work and commend it in front of everyone if possible As for the bigger achievements, the Board of Directors should have present gifts to reward employees Incentives can be demonstrated through promotions, promotions, and pay increases In order to achieve this in an equitable way, employees need to set specific standards and should enhance the capacity factor when promoting, avoiding promotion according to seniority factor Because it will make employees, especially young employees mentally depressed, not want to try anymore 49 CONCLUSION In an economy currently on the path of development and integration, all businesses must strive to thrive, compete and rise In order to achieve that, businesses need to have a sufficient workforce in quantity, quality assurance and structurally appropriate Human resource is the decisive factor to the development and success of every business Therefore, businesses need to increasingly perfect their remuneration policies to attract talents and retain human resources A comprehensive remuneration program ensures the following components: salaries, allowances - benefits, remuneration through the working environment and the job itself The most important and more difficult thing is that through the remuneration program, how the company shows the fairness, the satisfaction of the needs of human resources; the balance and rationality between the financial remuneration policy and the non-financial remuneration policy in each period of physical and psychological change of workers The human resource to meet the needs and to meet the needs will become a competitive weapon for businesses in the market Therefore, using labor remuneration tools is the business to 50 REFERENCES Armstrong, M., & Murlis, H ( 1988) REWARD MANAGEMENT London and Philadelphia: Kogan Page Aswathappa, K (2003) Human Resource Management New Delhi: India EFY Việt Nam (n.d.) Tỷ lệ đóng - Mức đóng - Mức lương sở - Mức lương tối thiểu vùng Retrieved from Bảo hiểm xã hội: https://baohiemxahoidientu.vn/bhxh/ty-le-dong-muc-dong-muc-luong-co-somuc-luong-toi-thieu-vung-moinhat.html?fbclid=IwAR09IuG3HWb7ik9Wv3wZe8H6wWl8iCzDtmoxBr8jcUtfrSJ6Bf65UF90xI Lunenburg, F C (2011) Expectancy Theory of Motivation Sam Houston State University Maslow, A H (1970) Motivation and personality AddisonWesley Mayo, E (1933) The human problems of an industrial civilization New York: Macmillan McGregor, D (1960) The Human Side of Enterprise New York: McGraw-Hil PETER BOXALL, J P (2007) Human Resource Management New York: Oxford University Rothwell, W J., & KAZANAS, H C (2003) Planning And Managing Human Resources U.S and Canada: HRD Press Tran Kim Dung (2011) Human Resource Management Ho Chi Minh City: Ho Chi Minh City General Publishing House Vroom, V H (1964) Work and motivation San Francisco: CA: Jossey-Bass 51 APPENDIXES Table: KPI training department No Criteria Students’ result Target % Subtraction 30 % 80% students leveling up meets the plan 1.1 student late is deducted Qualifications of 20% students who don’t meet students in charge the plan and are adjusted for 10% suitable progress (report to 1% According to quarterly reports from the branch parents) Manners and 1.2 personality training for students 1.3 Students reward 100% students improv their personality student win a prize in district level 5% Branch Management evaluation 1% student was absent for 1.4 Student 90% maintenance maintenance 10% off with objective reason no objective reason 14% except 1% According to quarterly reports from the branch 2.1 At school and at 5% home Education at school No any negative feedbacks from school 4% No any negative feedbacks 2.2 Education at home from students and their 1% parents Process, discipline, 40 interaction % 52 Get negative feedback, minus 1% Get negative feedback, minus 1% Do not be late, go home early on times / month (must ask 3.1 Ensure working time permission from immediate superior) Based on timesheets and 9% Vacation is subject to reports from branch management permission according to company rules 3.2 Student study plan 100% for all 7% and monthly reports Manage evaluation facility based on meeting and files Student interaction 3.3 Teaching activities Interact, support colleagues 7% Capability to ensure stable Branch management reviews class operation 3.4 Keep track study situation Record by notebook 3% Branch management reviews Good communication with 3.5 Report to parents parents Branch Management Regularly discuss the progress 3% evaluation based on of children who are likely to monthly meeting be behind schedule 3.6 Speaking in right 9% way Branch Management evaluation Always support the 3.7 Clean the Consultant and Facility workplace Manager to ensure facility 2% Branch Management evaluation hygiene 4.1 Teacher 20 Qualification % Study advanced Join the lesson as assigned knowledge and together by the Head of 53 6% Branch Management evaluation prepare lectures 4.2 Quarterly exams Training Department Get % of score based on ea lecture The test is prepared by 6% the Training Department School The Head of Training 4.3 Improve the level of According to the teacher competition system evaluates through 8% Chess.com and the central teacher tournament 10 Other skills % 100% of preschool children 5.1 Good teaching maintain learning preschool children Complete the teaching of 5% Branch management reviews preschool classes at the school 100% tournament of the 5.2 Successfully Center complete the event Enable to join tournaments work at the Center's held by the Center (equivalent tournaments to the Board of Directors' 5% review) Evaluation by the 10 Board of Directors % 115 Total % 54 Board of directors asessment ... the personnel remuneration policy at Hoang Gia Education and Trading Joint Stock Company (Royal Chess)" Aim of the study:  Systematize theoretical and practical basis for personnel remuneration. .. Analyzing the current situation of personnel remuneration policies at Hoang Gia Education and Trading Joint Stock Company  Proposing solutions and recommendations to complete the personnel compensation... encouraging and using human resources effectively, contributing to the overall success of the company Hoang Gia Education and Trading Joint Stock Company (Royal Chess) operates in the field of education