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UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business Hoang Manh Quang JOB SATISFACTION IN RSM VIETNAM Master of Business Administration Ho Chi Minh City – Year 2016 LUAN VAN CHAT[.]
UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business Hoang Manh Quang JOB SATISFACTION IN RSM VIETNAM Master of Business Administration Ho Chi Minh City – Year 2016 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com UNIVERSITY OF ECONOMICS HO CHI MINH CITY International School of Business Hoang Manh Quang JOB SATISFACTION IN RSM VIETNAM ID: 22140071 Master of Business Administration SUPERVISOR: Dr Nguyen Phong Nguyen Ho Chi Minh City – Year 2016 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com TABLE OF CONTENTS CHAPTER PROBLEM IDENTIFICATION 1.1 Problem background CHAPTER BUSINESS PROBLEM JUSTIFICATION 2.1 Justify the existence of the problem 2.2 Justify the importance of the problem .7 CHAPTER 11 CAUSE VALIDATION .11 3.1 List the potential causes of the problem 11 3.2 Cause justification 20 CHAPTER 26 SOLUTION INDENTIFICATION 26 4.1 Potential solutions development .26 4.2 Potential solution evaluation 31 4.3 Change plan design 35 CONCLUSION 38 CHAPTER 39 SUPPORTING INFORMATION 39 5.1 List of potential clues affecting job dissatisfaction existence in the Company 39 5.2 Open-interview transcript to identify the existence of the problem 39 5.3 The list of question in mini focus group to justify the root causes 43 5.4 Interview transcript in mini-focus group session 45 REFERENCE .56 i LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM TABLE OF FIGURES Figure 1.1: The initial Cause and Effect map Figure 3.1: Potential cause and effect of low level of job satisfaction Figure 3.2: The final Causes and Effect map TABLE OF TABLES Table 1.1: Turnover rate from 2011-2015 Table 3.1: The description of nine facets of job satisfaction Table 3.2: The potential causes of Low level of job satisfaction Table 4.2: Potential solution evaluation Table 4.3: Detailed implementation plan Table 5.4: Interview transcript in mini focus group session ii LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM CHAPTER PROBLEM IDENTIFICATION 1.1 Problem background RSM Vietnam with over 140 employees is one of the leading mid-tier accounting and advisory firms in Vietnam Under its core purpose of being the firm of choice for growing businesses looking for high quality and personalized services, RSM Vietnam assists clients in achieving their goals through audit, tax, advisory and outsourcing services RSM Vietnam serves clients worldwide as an independent and highly integrated member of the RSM network, which is ranked among the top seven global accounting networks with more than 35,000 minds, 718 offices in over 110 countries around the world With the practical experience and knowledge built up over working years with largest international and local accounting firms, RSM Vietnam can provide high quality services to clients with competitive professional fees Although RSM Vietnam does not belong to top four biggest companies over the world, becoming one of the giant companies in Vietnam after Big (i.e KPMG, EY, PWC, Deloite) is the leading mission of the Company all the time Each year, the senior management board has a meeting with all the management team to review, assess what the Company has done in recent years and define the development plan for the next stage Within that meeting this year, all of them have agreed that although the Company has gained lots of achievement as well as certain position in the market, but the challenges has never been seriously like this time Firstly, there are over 200 companies in this industry and they are willing to provide services with low fees with the purpose of taking up the market LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM Secondly, everyone knows that retaining current clients is difficult and seeking new one even harder Especially, with the outsourcing company like ours, the work depends too much on clients’ business health Clients earn profit; the Company also gets profit too, and vice versa So far, the world economy has not recovered completely after the crisis, it has required all companies to consider carefully about cost saving and use all internal resources to gain the competitive advantage and differentiation from competitor To gain that entire mission, the prerequisite is high-quality resources or human resources in particular In the time being, the number of high quality Vietnamese employees cannot meet market demand; the competition to attract those resources has increased day by day In that context, the retention is recognized as the top action right now Based on the Human resource report, the turnover rate has been increased significantly and it also shows that the revenue per employees drop down from time to time [from around 300 million per staff to 200 million per staff] In the period of time form October 2014 to June 2015, the turnover rate of the Company has been on uptrend and reaches speak as 20% (in comparison with the general rate of industry as 12% - 15%) The most difficult thing is that the staffs who left job have from three to eight years of work experience Moreover, on the evidence of fierce competition in human resources market, receiving other offer has accounted for half of leaving reasons in both 2014 and 2015 Table 1.1: Turnover rate from 2011 - 2015 Turnover rate Turnover rate of (%) experienced employees (%) 2011 14.3 10.4 2012 18.6 10.9 31 2013 25.6 10.6 12.7 2014 28.3 12.5 49.4 Year Other offer (%) LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM 2015 22.3 27.8 55.7 Source: RSM Vietnam Human resource Report There are many reasons for this problem As the interview with Partner of the Company, Mr Le Khanh Lam, who is responsible for the quality of delivering perfect service to clients, there are some items as below Big client has ineffectively operated business, so they decided to narrow corporate scope Decrease revenue So many companies are willing to directly compete by reducing service fees Employees feel that it is hard to be promoted and recognized (performance appraisal) Employees not put many efforts in daily work and project (achievement) Increase cost Employees not agree with company policies (salary, benefits, …) Less competitive compare with rival companies Low level of job satisfaction Employees are easy to be approached by rival companies (Brand identity) Cannot attract high quality candidates Brain drain to rival companies High turnover rate Figure 1.1: The initial Cause and effect map Firstly, started from the middle of 2014, due to ineffective business operation, some biggest clients has implemented cost reduction plan This leads to decrease the business corporate scope with RSM Vietnam, and so one-third employee has been laid off Moreover, since revenue decrease, it is needed to figure out the way to keep the business continue running, the senior management board has decided to freeze some benefits for optimizing operation expenses, for instance: Quarterly Bonus, Year-end Bonus, decrease LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM salary rising rate, etc These things make the Company becomes less competitive compared with other rival companies, particularly Big and Vietnamese giants As the effect of that, a number of high-performance resources leaving continue rising month by month At their best, each department has concentrated on finding new clients, marketing brand of the Company as well as expand business to other potential markets (FDI, Foreign companies, bank, Insurance, Real estate, etc.) in order to offset the lost revenue, but this mission is not easy at all and takes time until the certain result is gained Secondly, performance appraisal of the Company is not clear and informative Employees not feel that their contribution is discovered and recognized at right time, therefore for them; promotion is too difficult to get This also partly leads to low achievement for any job or project They not put many efforts; just mainly work in the spirit of responsibility day by day Another related problem is about dissatisfaction of the Company’s polices, chiefly in salary and benefit policies An unattractive salary package is considered as one of the critical problems, especially during this year when the Company is struggling to overcome the influences of decreasing revenue Total average salary and benefit is not as high as other second-tier companies Last but not least, local brand identity plays an important role in affecting turnover rate in the Company RSM Vietnam does not attract giant clients as fierce competitors are doing and probably talents will be easily approached by other companies, not the Company Therefore, these evidences may show that there is a business problem related to human resource management in RSM Vietnam The necessary action at the present is to find exactly the important problem In line with the internal data from the Company and the interview, the poor of job satisfaction, the employee’s commitment to organization is the factors needed to be analyzed and improved LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM CHAPTER BUSINESS PROBLEM JUSTIFICATION 2.1 Justify the existence of the problem To justifying the existence of the job satisfaction, must understand sufficiently the meaning of “job satisfaction” and what are the scale items to measure its Hoppock (1935) defined job satisfaction as any combination of psychological, physiological and environmental circumstances that cause a person truthfully to say I am satisfied with my job According to this approach although job satisfaction is under the influence of many external factors, it remains something internal that has to with the way of how the employee feels That job satisfaction presents a set of factors that cause a feeling of satisfaction In order to initially investigate the level of job satisfaction in the Company, a group of 10 (ten) employees, who are being developed into senior position (experienced), were invited to answer a list of statements that represent possible feelings that they have about the Company The interview questions are partly based on the previous research named Vocational Psychology Research, Manual for the Minnesota satisfaction questionnaire by (Weiss, 1967), however those are opened-questions to collect as many necessary information possibly leading to the existence of job dissatisfaction These questions comprise some items describing various aspects of people’s jobs (e.g “The chance to different things from time to time”, “The way my job provides for steady employment”, “The workload each employee takes over”, etc) All the interviewees aware that their identities are kept LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM confidential, and there is not any judgment for their answers Therefore, the interview result is objective and not bias Most of the interviewees said that they usually miss the deadline and their current job busy all the time They not have time for relaxing, go out with friends or take gym because they must spend more 10 hours per working day to finish daily job but never received Overtime policy In addition, the Partner acknowledge the “taking a nap in lunchtime”, means that napping is not necessary at workplace; instead, workers can improve their knowledge by reading something useful or research new issued relating to their career For half interviewees, in negative side, they prefer to take a short rest for approximately 10 to 15 minutes in order not to doze off in the rest afternoon or stay tired In order side, employees feel that the Company not care about their contributions for the Company, i.e they rarely received the appropriate praise after they a good job, but easy to be blamed when has a mistake in work In addition, the behavior make they not satisfaction with the intrinsic motivation and their supervisors When being asked about the job characteristic, most of them think that the tax and consulting job is one of most challenging job and usually due to stress in work As a characteristic of this job was that the rules, the laws could change and supplement day by day and the professional staff must be improving the knowledge by themselves through reading the updated regulations, and maintain the habit to study the customers’ documents to broaden the experience on treating the real situations However, there are 04 interviewees confess that they like to reading news or chatting via Skype instead that with the reason is they have to use this way to get out of stress and feel better LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com ... luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM ? ?Satisfaction with pay is the most obvious component of job satisfaction through which workers would express dissatisfaction with rising income inequality”... luanvanchat@agmail.com JOB SATISFACTION IN RSM VIETNAM CHAPTER PROBLEM IDENTIFICATION 1.1 Problem background RSM Vietnam with over 140 employees is one of the leading mid-tier accounting and advisory firms in Vietnam. .. the employee feels That job satisfaction presents a set of factors that cause a feeling of satisfaction In order to initially investigate the level of job satisfaction in the Company, a group