Rationale
Human resource is the most valuable and important asset in every business and human factor always plays a very important role in deciding the production and business efficiency Human resources are the most important asset of an organization, which is reflected in several aspects such as the cost of human resources in an organization that can be considered as an investment and a benefit because the high quality human resources are very significant Human resources in an organization are both a goal and a driving force for the organization's activities
Human resources are the basic elements that constitute an organization, which is a condition for organizations to survive and grow up Therefore, an organization that is assessed as strong or weak, develops or lags depends largely on the quality of its human resources
In the development of society as today, human needs are increasingly demanding with the goal that prices are constantly declining and product quality is constantly being improved Therefore, enterprises that want to survive must pay attention to the innovation of production technology, increase the content of gray matter in a product, increase labor productivity and lower product costs but still ensure quality It requires a team of dynamic staff, always keeping up with customers' tastes and promptly responding to that change
Tuyen Quang Telecom (VNPT Tuyen Quang) is a member unit of Vietnam Posts and Telecommunications Group with the function of producing, trading and serving specialized information technology telecommunications in Tuyen Quang Province Over the years, the telecommunications market - information technology has a lot of changes, telecommunications businesses must increasingly compete at a higher level, while technological changes in this area also rapidly happen Along with the Vietnam Post and Telecommunications Group in the process of
Ministry of Information and Communication, Tuyen Quang VNPT has to renew its management and business thinking, especially needs to have solutions to improve the quality of human resources to meet the requirements of management and production and business in the new situation
In order to contribute to the study of human management, of which resolving the close relationship between the quality of management staff and the production and business efficiency of enterprises, the topic "Some solutions to improve the efficiency of human resource use at VNPT Tuyen Quang" has been chosen as a master thesis with high urgency.
Literature review
Research on human resource efficiency is not a new topic A number of studies can be mentioned as follows:
The research work of Prof Pham Minh Hac (2001) is "Researching people and human resources going into industrialization and modernization", National Political Publishing House, Hanoi The objectives of the project are to summarize the practical implementation of the Party's and State's lines, strategies and policies on issues of cultural development, people and human resources to implement industrialization and modernization of the country; study and assess the current situation of some main aspects of culture, people and human resources in our country in terms of market economy, globalization and international integration to meet the requirements of the industrial career to modernize and modernize the country; build scientific arguments for planning views, ways, policies and solutions to develop culture, people and human resources
The topic of the Human Research Institute, the project leader Assoc Prof
Dr Pham Thanh Nghi (2013) "Study and propose solutions to improve the efficiency of management and use of human resources in the process of industrialization and modernization" The project summarizes the models of human resource management and offers solutions to improve management efficiency and use of state administrative human resources, human resources in the public sector and human resources at the enterprise level
Thesis “Improving the quality of human resources VNPT Ha Tinh” by Master Tran Bac (2014), University of Economics, Hanoi National University The thesis systemizes some theoretical issues about human resource development in enterprises in general and telecommunications enterprises in particular; assess the current situation of human resources at VNPT Ha Tinh, thereby analyzing, reviewing, evaluating and finding solutions to develop human resources to ensure development capacity for VNPT Ha Tinh and propose and recommend some issues on promoting human resource development of VNPT Ha Tinh that are suitable with current conditions
Thesis “Solution to improve the quality of human resources VNPT Hanoi by 2020” of Master Bui Ngoc Anh (2016), Bach Khoa University, Hanoi On the theoretical basis of human resources, quality of human resources and factors to attract and maintain human resources, the thesis focuses on analyzing and highlighting human resources situation of VNPT Hanoi The research also analyzes and finds out the causes of the quality of human resources VNPT Hanoi that is not completely high, current remuneration regime of VNPT Hanoi, VNPT Hanoi's attractiveness or unattractive attraction with employees tablets Finally, the thesis proposes a number of solutions to improve the quality of human resources, thereby improving labor productivity and business efficiency of VNPT Hanoi
Thesis “Improving the quality of human resources at VNPT Thanh Hoa” by Master Nguyen Thi Thuy (2014), University of Economics, Hue University The thesis contributes to clarify the scientific basis for improving the quality of human resources of enterprises; analyze and assess the status of human resource quality of VNPT Thanh Hoa, thereby pointing out the achievements, limitations and causes of limitations in improving the quality of human resources in VNPT Thanh Hoa in the period of 2011 – 2013 On that basis, the thesis proposes solutions to improve the
It can be seen that the above research works are valuable in theory and practice for the author in improving the efficiency of human resource use and assessing the situation of improving the efficiency of human resource use in enterprises in general and telecommunications enterprises in particular However, depending on the characteristics of each enterprise, the authors have proposed different solutions to ensure it is appropriate to specific businesses to improve the efficiency of human resource use However, so far, no research has been done on the status of improving the efficiency of human resource use at VNPT Tuyen Quang, a telecommunications branch of VNPT has much potential for development
Therefore, the research topic that the author chooses on "Some solutions to improve the efficiency of human resource use at VNPT Tuyen Quang" is an independent topic in comparison with works and articles published.
Aims of research
- Systematizing the theoretical basis of efficiency of human resource use;
- Analyzing and evaluating the status of efficiency of human resource use at VNPT Tuyen Quang in the period of 2016-2018;
- Proposing solutions to enhance efficiency of human resource use at VNPT Tuyen Quang in the coming time.
Scope of research
+ Time: The thesis analyzes the status of efficiency of human resource use at VNPT Tuyen Quang in the period of 2016-2018 and proposes the recommendations up to 2025
+ Content: The efficiency of human resource use at VNPT Tuyen Quang.
Research methodology
The thesis also uses secondary data collection method These are the data in the reports and studies that have been published publicly such as reports on the efficiency of human resource use of VNPT Tuyen Quang in the period of 2016-
2018, the development plans of the enterprise; studies such as master's thesis, doctoral thesis that have been completed; articles, magazines and textbooks related to improving the efficiency of human resource use These data are used to analyze and illustrate clearly the research content The origin of these documents is clearly noted in the "References" section
Analytical method: Used to clarify the secondary data collected Thereby, the author will get the most comprehensive and objective assessment of the status of improving the efficiency of human resource use at VNPT Tuyen Quang
In this study, statistical methods: Used to list collected data Thereby, it will analyze these data and can make scientific conclusions, assessments on improving the efficiency of human resource use at VNPT Tuyen Quang
Comparison method: Used in this study to compare the work of improving the efficiency of human resource use at VNPT Tuyen Quang with improving the efficiency of human resource use at VNPT Tuyen Quang of some other branches of VNPT and some other telecommunications businesses It is a basis to come up with solutions to enhance the work of improving the efficiency of human resource use in VNPT Tuyen Quang in the future
Synthesis method: The data after being collected, the author will conduct synthesis, select the appropriate data After that, these data will be processed on Excel software Through absolute parameters, relative, average number shown through tables, diagrams, graphs, the author can assess the work of improving the efficiency of human resource use at VNPT Tuyen Quang
Besides introduction, conclusion, references and appendix, the research includes three main parts as follows:
Chapter 1: Theoretical background on efficiency of human resource use Chapter 2: Assessing the situation of efficiency of human resource use at VNPT Tuyen Quang
Chapter 3: Proposal on solutions to improve the efficiency of human
THEORETICAL BACKGROUND ON EFFICIENCY OF HUMAN
Human resources in the enterprise
Unlike some other resources such as financial resources, physical resources, technological resources, human resources is an exceptionally indispensable resource, which determines the success or failure of the organization In the process of existence as well as the development of human resources, it is not only affected by natural and mechanical fluctuations but also influenced by the system of laws: the law of supply and demand, competition law and etc
Currently, there are many different views on human resources According to the United Nations, "Human resources are all knowledge, skills, experience, competence and creativity of people related to the development of individuals and countries"
The World Bank said: "Human resources are the entire human capital, including physical strength, intelligence, occupational skills and etc of each individual" [p 2] Thus, human resources are considered as a source of capital besides other types of physical capital such as monetary capital, technology and natural resources
According to the International Labor Organization (ILO), “a country's human resources are all people of the working age Human resources are understood in two meanings: In a broad sense, human resources are the source of labor for social production and human resources for development Therefore, human resources, including the entire population, can develop normally In a narrow sense, human resources are the capacity of society to work, are resources for socio- economic development, including working-age population groups, capable of engaging in labor and production It means that all the specific individuals involved in the labor process are the total of their physical and mental factors, mobilized into the labor process” [p 5]
According to the human resources curriculum of the University of Labor - Social Affairs by Assoc.Prof.Dr Nguyen Tiep (Chief editor), published in 2005,
"Human resources include the entire working population" [p.23] This concept refers to human resources as a source of labor for society “Human resources are understood in a narrower sense to include working-age population with working capacity” This concept refers to the capacity to undertake the main labor of society
From the above concepts, approaching from the perspective of political economy, we can understand: “Human resource is the sum of physical and mental power existing in the entire social labor force of a country, in which crystallizes the traditional and creative labor experience of a nation that has historically been used to produce material and spiritual wealth for the present and future needs of the country” [p.25]
Human resources are assessed under two angles, quantity and quality:
- Regarding the quantity: The number of human resources is calculated by the total number of employed people, the number of unemployed and the number of reserve laborers However for businesses, human resources do not include people of working age of the whole society, but only those of working age who are working at the enterprise
- Regarding the quality: Human resources are expressed through physical strength, mental capacity, labor skills, morale, attitude, working consciousness and working style
In summary, human resource is the social labor force, the number of people who are able and willing to participate in the activities of the social production force and are not restricted from labor participation by the competent authority [p.3]
1.1.2 The necessity of improving human resource
It is the workers who determine the existence and development of businesses, they are the ones who research, design, manufacture high quality products and services, and they are the ones who choose and consume such products and services In other words, the labor force is an input that plays a decisive role in the success or failure of an enterprise
The job of a business manager is mainly to use people and relationships with people to solve the problems of the business, to achieve the goals and goals of the business Without understanding the health, needs, capabilities, motives of workers in the business, it is not possible to do a good job of management That is, must attach special importance to strengthening the management of human resources in enterprises.
Improving the efficiency of human resource use
1.2.1 Some definitions related to efficiency of human resource use
Efficiency of human resources: is a comprehensive concept that includes characteristics of the state, physical strength, mental capacity, skills, ethical style, lifestyle and spirit of human resources In other words, it is the level of education, health status, professional and technical qualifications, career structure, social component of human resources, of which education and occupational skills are important criteria to assess humanity human resource quality
The efficiency of human resources represents a certain state of human resources as a special material object and at the same time, the subject of all economic activities and social relations The efficiency of human resources is a combination of characteristics that reflect the nature and specificities directly related to human production and development activities
Talking about the efficiency of human resources refers to human resources and labor resources, not only expressed in quantity but also in quality, it is expressed in the level of vocational education, professional skills of the employee, showing that the employee has been trained and shown in the health of the employee Workers must be in good health to perform their jobs well Moreover, employees must also have a religion, a way of life reflected in their working attitudes and responsibilities in the work they do
It can be said that the efficiency of human resources is combined by three factors: physical strength, intellect and lifestyle ethics
- Physical strength: is a state of human health manifested in biological development, no disease, good working health in a form of labor with a certain occupation, and health for studying and working for a long time The weak physical strength will greatly limit the intellectual development of individuals and the general social community
- Intellect: is the intellectual, mental capacity, the level of intellectual development, a professional and technical education, a professional skill and a skill
It largely determines the ability of human creativity It considerably plays a decisive role in the development of human resources, especially in this day and age when science and technology have developed rapidly
- Ethical lifestyle: is a reflection of social ethical standards The values from that standard reflect the nature of society, the moral ideal of the society, especially in its activities, lifestyle and daily life Human moral lifestyle is the expression of personality and psychology of enlightenment of cultural values crystallized in workers Ethics is associated with the capacity to create the basic values of labor quality personality, from the personal aspect to the social aspect and expressed in labor consciousness and labor attitude In addition to physical strength, intellect, ethical lifestyle, the efficiency of human resources is life experience, the need and habit of applying our combined knowledge and experience to creative activities to create new solutions to work as a cultural creation In that sense, the efficiency of human resources includes the richness and depth of the intellectual capacity, the practical, organizational and managerial capacity, the resourcefulness and flexibility of responses of people in the context of the strength of education, experience, the expansion of social relations, the delicate acquisition of traditional cultural influences from the family to society It combines health (physical strength) and leads people into the practical school of creativity and development In other words, quality of culture itself and the society can mobilize into the creation following the cultural values of the whole commune, for the sake of the individual and the whole society
1.2.2 Contents of improving the efficiency of human resource use
Improving the efficiency of human resources is the activities to improve professional qualifications and management skills for workers when the society has evolved, science and technology and technology have made progress
Improving skills is perfecting the existing theoretical knowledge and practical skills of workers, making them more capable, working more effectively and qualitatively to adapt to work in the future
Specifically, improving the efficiency of human resources of an organization or enterprise is focused on the following specific contents:
+ Improving the physical strength for employees To do this, businesses need to create favorable conditions for employees to improve their physical condition, improve the working environment and working conditions as well as improve their incomes
+ Improving the intellectual capacity of employees In particular, enterprises need to provide training and retraining for their employees to improve their professional qualifications, improve their working skills, raise their qualifications and knowledge about public management and etc
+ Improving morality, awareness and consciousness The ability of the employee to complete the job depends not only on the health conditions, professional knowledge, but also greatly depending on the spirit of the attitude of the employee to the business, and the assigned work Therefore, businesses need to strengthen education, do well in the work of thought and build an open and sociable culture within the agency.
Factors affecting the efficiency of human resource use
External factors affecting the efficiency of human resources, also known as the external environment, include such factors as: economic context, population and labor force in society, laws of the state, socio-culture, science and technology, competitors, customers
Economic cycle and business cycle greatly influence efficiency of human resources In the period of economic development, businesses wishing to expand production therefore need to develop new workers, enhance the training and retraining of officials and employees Moreover, this expansion of production requires businesses to recruit more competent people, qualifications which force businesses to raise wages, increase welfare, improve working conditions to attract talents
On the contrary, when the economy is in recession, unstable and tends to go down, enterprises need to maintain a skilled labor force on the one hand and reduce labor costs on the other hand Enterprises must give employees temporary or permanent leave or reduce benefits
Population and labor force in society
The labor force includes people who are able to work, currently or not yet employed The labor structure is expressed through age, gender, educational level, understanding of the population, education and professional skills as well as additional labor sources and etc Quantity and social labor structure directly affects the quantity, quality and structure of human resources in enterprises
Our country is in the process of transitioning to a socialist-oriented market economy, striving to become an industrialized country by 2020 The economy has only escaped from backwardness but has not developed strongly to become a new industrialized country Meanwhile the population is growing very fast The annual workforce needs to work increasing day by day It is also a big issue that businesses need to be concerned about
The legal environment includes legal documents related to labor and employment This is a legal framework for businesses to well solve the relationship between employees and employers and is a premise for businesses to set legal standards when forming, strengthening and developing human resources
Traditions, customs, habits, rituals, ideological and ethical norms create cultural lifestyles and social activities environment of people in general and employees in enterprises in particular It is the social and cultural way that creates the corporate cultural atmosphere
Changing a country's cultural values will create challenges for human resource management Good human resource management will determine the success of your business and vice versa
For example, changes in working and resting attitudes have made human resource managers difficult In most industrialized countries, workers require reduced working hours, more time off from work, and managers have to deal well with the interests of workers and those of enterprise Meanwhile, in underdeveloped countries, people are familiar with the liberalist style, which is difficult for businesses to put them into the framework
The advancement of science and technology is an objective factor that strongly influences human resources, allowing businesses to choose policies that use less or more labor, thereby affecting scale, quality and human resource structure
To be able to compete on the market, Vietnamese businesses must improve science and technology and equipment This change strongly affects the human resources of the organization Businesses need to train and nurture their employees to keep up with the fast-growing momentum of modern science and technology
Science and technology changes, some jobs and skills are no longer needed
On the one hand, businesses have to retrain their existing workforce and recruit more capable people, on the other hand, they need to reduce staffing and reorganize the redundant workforce
Human resources are extremely valuable resources To survive and develop companies must find every way to attract, maintain and develop human resources
Companies make reasonable human resource policies, leadership, encouragement and reward, creating a corporate atmosphere and constantly improving the working environment, improving welfare policies Human resource managers need to know how to effectively manage employees
Customers are the goal of every business Management levels must ensure that their employees produce goods that match the needs and tastes of customers, and ensure the quality of goods and services Selling products, ensuring sales and profits are important factors for the survival of a business Thus, managers must make their employees understand that without customers there is no business and they no longer have the opportunity to work
In order for employees to be aware of that, the task of the management levels in particular and the entire company in general is to know how to manage human resources effectively; while managing employees so that they satisfy customers is not simple
In short, the above-mentioned external factors have a great influence on the operations of the business After analyzing and researching the factors outside the enterprise, set its operational objectives From this goal, a strategy for production and business will be proposed
The main internal factors include: the mission and goals of the company, the policies and strategies of the business, the working atmosphere of the business
Mission and goals of the company
Criteria for assessing efficiency of human resource use
Physical strength is the basis for intellectual development, the means to convey human knowledge and intelligence into practical activities All officials and employees must be in good health, no matter what they do, wherever they are
Health is an important foundation for all activities The quality of the staff manifests itself in the physical, mental, spiritual, attitude, motive and working sense
Health is an important criterion for assessing the quality of labor Health is a state of physical, mental and social comfort, a combination of many factors that make up Currently, the Ministry of Health prescribes three state of health of workers: Type I is of good physical strength, Type II is medium, Type III is weak
Health requirements of employees are not only mandatory standards when recruiting, but also are required to be maintained throughout the employee's working time Employees must be in good health in order to maintain continuous work under high pressure
Professional qualification is a prerequisite for performing tasks and creating work products Qualification is the level of knowledge, skills that are identified or assessed according to certain standards shown in the diploma that civil servants receive through the learning process
Qualification standards are often used to classify employees into the hierarchy Qualification standards differ for each industry and each employee's rank Criteria for evaluating professional qualifications of employees include two types:
- Criteria of education level: employee's education level is the employee's knowledge level achieved through the education system Currently, the educational level in our country is divided into levels from low to high (elementary, junior high, high school)
- Criteria for vocational training qualifications: vocational training qualifications of laborers are the professional qualifications of laborers who have been trained through schools with professional qualifications suitable to the assigned jobs The vocational training qualifications corresponding to the current degree system are divided into elementary, intermediate, college, university and postgraduate levels
The skilled level of an employee is the job proficiency of the employee In order to assess the skilled level of employees in the enterprise, it is common to care about the average worker level of the workers and the rank for managers Skilled skills show the job performance skills of workers
The professionalism of employees is reflected in the performance of assigned work, the ability to adapt and overcome difficulties when working with high discipline, impartiality in the observance and execution of the law The law is placed in relationships and cooperation with colleagues, citizens and organizations
In a dynamic, modern working environment, professionalism is one of the top criteria determining the success of a business or the advancement of individuals
Therefore, professionalism at work is increasingly appreciated and is one of the first requirements for employees
Ethics is a set of social principles, rules and norms that regulate and evaluate the behavior of people in their relationships with each other and with society
Worker morality at work is difficult to determine by specific criteria
Each career often has a separate ethical standard Each company has a moral standard that is consistent with its culture The progress of society requires practitioners in any field to comply with basic professional ethics, in order to ensure that careers, products of the industry and companies are respected and respected by society.
ASSESSING THE SITUATION OF EFFICIENCY OF HUMAN
Overview about VNPT Tuyen Quang
VNPT Tuyen Quang is an affiliated economic unit, a dependent accounting of VNPT Group VNPT Tuyen Quang was established under Decision No 695/QD- TCCB/HĐQT dated December 6, 2007 of the Board of Directors of VNPT Group (now the Board of Members of VNPT Group), on the basis of reorganizing business units Telecommunication - Information Technology Service business of former Tuyen Quang Post Office (established in August 1945) and officially put into operation on January 1, 2008
The history of establishment and development of VNPT Tuyen Quang is inseparable from the history of construction and development of Tuyen Quang Provincial Post Office and Vietnam Post Industry; which is summed up by ten traditional golden words: "Loyalty - Brave - Dedication - Creativity - Affection"
Loyal to the Party, to the Fatherland, to the people and to the development of the industry
Brave to overcome all difficulties, challenges, determined to maintain communication in all situations
Dedication to work, promoting solidarity, completing all tasks with high quality and efficiency
Creativity in labor, obeying the law, building a civilized, polite and industrial style
Affection to comrades, colleagues and the deceased
Following the tradition, currently, VNPT Tuyen Quang is making great efforts with other member units to build VNPT Group to become the leading VT-IT and Communication Group in Vietnam, with prestige in the international arena, following the glorious tradition of the Post Office, with the spirit:
Vision: No 1 Vietnam - On par with the world
Philosophy: Customer-center Quality is the soul Efficiency is a measure
Ethics: Trust with the State Trust with the Community Trust to Customers
2.1.2 Functions and tasks of VNPT Tuyen Quang
VNPT Tuyen Quang is an integral part of the organization and operation system of VNPT Group Doing business activities and public utility activities with other member units in the unified VT-IT production line throughout the country, with the close relationships with each other on network organization, business interests finance, service development
- Organizing the development, construction, management, operation, installation, exploitation, maintenance, repair of peripheral networks and infrastructure of telecommunications station houses in the province under management;
- Organizing installation, repair, maintenance, technical support for customers using telecommunications services, information technology and communication in the management area as required
- Conducting surveys, consulting, designing, installing and maintaining telecommunications, information technology and communication works as required
- Organizing business of advertising services and leasing offices, equipment, stations based on the existing resources of the unit
- Organizing to serve and ensure timely and safe information for Party, Government and local authorities at the request; and organizing other production and business activities within the scope of the Group's permission and in accordance with the law
2.1.3 Organizational structure of management apparatus of VNPT Tuyen Quang
Experiencing stages of development, from its inception to the present, VNPT Tuyen Quang has changed its organizational structure to suit the new business environment
Currently, the organizational structure of VNPT Tuyen Quang is composed of: Management division and direct production division, namely:
- Party – Union Division (Party, Trade Union, Youth Union)
*) Division of production units, including: Information Technology Center, Information Management Center and 05 Regional Telecommunications Centers in city areas and districts
Figure 2.1: Organizational chart of VNPT Tuyen Quang
Source : Human Resources – General Department, VNPT Tuyen Quang
The current organizational structure which is considered to be suitable for the business and operation situation spread throughout the districts and cities of Tuyen Quang Province Although the member units are distributed in different geographical locations with different business conditions and characteristics, they are all dependent on accounting and enjoy the motivational policies developed by the provincial Telecommunications
However, there is only one director and management apparatus in each center, so the implementation of motivational measures is more or less affected by the directors and leaders of the areas in the units
2.1.4 Business results of VNPT Tuyen Quang in the period of 2016-2018
Table 2.1: Results of the main business targets for the period of 2016-
Total subscribers available on the network
Profit after tax (VND million) 25.535 16.353 -1.434
Payment to State budget (VND million) 4,783 2,638 2,286
Source : Planning – Accounting Department, VNPT Tuyen Quang
VNPT Tuyen Quang's business activities in the period of 2016-2018 are many changes in comparison with the previous period, due to the introduction of new products and services to supplement the volume and revenue of traditional voice services that is in a downtrend With the fierce competition among network operators, the strengthening of management in subscriber development of state restructuring of labor arrangement between business and technology; VNPT Tuyen Quang has changed organizational model, in the direction of "specialized – different
- effective", in accordance with 3 layers of infrastructure - service - business, which affects the operation of the unit Target of revenue and development of new subscribers has not grown steadily over the years However, due to the correctness of the operational restructuring, the most important indicator is that the profits still achieve high growth rates over the years.
Overview of human resources of VNPT Tuyen Quang
2.2.1 Statistics of human resources of VNPT Tuyen Quang
Table 2.2: Labor change data for 2016-2018 at VNPT Tuyen Quang Năm
Số lao động dài hạn
Số lao động hợp đồng có thời hạn
Số lao động hợp đồng ngắn hạn
Source: HR - General Department, VNPT Tuyen Quang
Looking at the above table, we can see that, the average number of seasonal employees hired by VNPT Tuyen Quang is relatively small, due to the characteristics of the industry, the job positions are stable, less dependent on the season The unit only signs a number of short-term labor contracts to serve the sale, deployment of the point of sale system through collaborators or in some special locations such as Lo 8B River Hydroelectric Plant or Shoe factory in Ham Yen, where customers fluctuate over time
In recent years, the number of employees of VNPT Tuyen Quang has increased but in a small proportion (2017 increased by 11 laborers in comparison with 2016 and 2018 increased by 03 ones in comparison with 2017), due to the Group's policy not to allow its member units to recruit workers to wait for restructuring This partly makes it difficult for the unit to create a team of inheritance and complementarity in the future
Table 2.3: Labor structure by age for 2016-2018 at VNPT Tuyen Quang
Source: HR - General Department, VNPT Tuyen Quang
Table 2.3 shows that the number of employees aged from 31-50 accounts for a high proportion, basically the past period has met the job requirements However, with the business characteristics of the telecommunications industry, a large part of the work is of low complexity and is mainly related to the repair and maintenance of peripheral networks and must work outdoors, so in next five year, there is a need to rejuvenate the workforce On the other hand, with the changing trend of technology and services which change from only fixed-line phone service business to combining with providing new services: broadband internet connection, MyTV, content services and etc., it is required to rejuvenate and update new knowledge and skills to meet the job
The above characteristics of the labor force bring back the advantages for businesses with the majority of trained workers, qualified and experienced in order to meet the job requirements better and better Nevertheless, with a workforce of many groups with different qualifications, different ages and different tasks, it requires the unit to have an effective way to motivate employees to make them satisfied and excited, responsible, proactive, creative to better perform the assigned
Table 2.4: Labor structure by gender for 2016-2018 at VNPT Tuyen Quang
Source: HR - General Department, VNPT Tuyen Quang
Through Table 2.4, we see that the proportion of male labor accounts for the majority reflecting the characteristics of the technical sector; and the number of employees has decreased over the years The labor structure reflects the business strategy of the enterprise in this period, for the reason: in the period of technological change, there is no need for labor and units in the restructuring and rearrangement process of labor, therefore, new recruits should not be recruited to offset the number of employees on leave and for termination of the contract These figures lead to the question: Men operating in the telecommunications industry are more appropriate and the fact shows that the labor ratio between men and women is consistent with the specific characteristics of the unit
2.2.4 Labor structure by professional qualifications
Table 2.5: Labor structure by professional qualifications for 2016-2018 at VNPT Tuyen Quang Education
Managers Direct labor & executive service
Source: HR - General Department, VNPT Tuyen Quang
The highly qualified workforce will adapt well and easily capture the work, thereby improving work efficiency, fulfilling planned targets, thereby increasing income and ensuring other policies It is also the motivation to motivate employees to strive more at work Besides, due to the new regulation, the heads of units who are direct workers also raise the problem of appropriate measures to motivate these subjects.
Efficiency of human resource use at VNPT Tuyen Quang
Labor in the telecommunications industry is characterized as jobs are usually carried out outdoors, on high, at deep poles (underground cable systems), geographical areas of labor stretching from urban areas to rural areas to remote areas Workers' workplace is always changing depending on the location and the working position In the telecommunication industry, there are many heavy works (such as construction of underground cable systems, construction of high poles ), of which many works are carried out in hazardous and polluted environment (electromagnetic field, acid vapor, etc.), or carried out outdoors, affected by climate, weather such as strong sunlight, rain and wind and etc, affecting the health of workers In terms of time, due to the need to ensure smooth communication, many positions have to work on duty 24 hours a day so workers need to work nights
Originating from the above factors, human resources of VNPT Tuyen Quang must ensure a good physical response and endurance in continuous production conditions with the requirement to ensure excellent safety Understanding such issues, VNPT Tuyen Quang has paid great attention to the health of its employees
Table 2.6: Health situation of workers in VNPT Tuyen Quang Year
Total number of employees with health examination
Health type I Health type II Health type III
According to the table above, the number of employees receiving health examination increases gradually over the years In 2016, there were 121/131 laborers examined their health (accounting for 92,37%), of which 73 ones (equivalent to 60,33%) got Health type I; 32 ones (equivalent to 26,45%) got Health type II and 16 people (equivalent to 13,22%) got Health type III By 2017, the number increased by 127/141 people (accounting for 90,07%), of which 90 Health type I (equivalent to 70,87%), 25 Health type II (equivalent to 19,68%) and only 20 Health type III (equivalent to 9,45%) By 2018, the number continued to go up by 135/145 (equivalent to 93,1%) with 107 health type I (accounting for 79,26%), 20 health type II (accounting for 14,81%) and 8 health type III (accounting for 5,93%)
In comparison of three years, we can see that the number of employees getting health type I tended to increase; while the number of employees getting health type
II and III decreased Especially, the rate of weak health accounts for a very low rate among the examined workers, reflecting the good physical quality of VNPT Tuyen Quang
The employees of VNPT Tuyen Quang have such physical strength due to the relatively young age structure, on the other hand, the unit always pays attention to the working environment, implements the regime of in-kind allowances in accordance with regulations
In order to continuously improve the physical quality of the workforce, VNPT Tuyen Quang is always interested in health checks when recruiting and periodic health checks At the recruitment stage, in addition to the certificate of health examination as prescribed, for some job positions that require physical strength such as working on high, the unit often requires medical units to combine with competent people of re-inspection agency Periodic health checks for employees are maintained to promptly detect and treat common diseases, occupational diseases and occupational related diseases; thereby classifying the health of workers, and this is the basis for the unit to arrange the appropriate jobs
Table 2.7: Current health care for workers
Nursing, functional rehabilitation in Do Son,
Tour domestic and foreign tourism 39 43 56
Source: HR - General Department, VNPT Tuyen Quang
In short, we can see the inspection and control of the implementation of regimes and policies for employees is conducted regularly in VNPT Tuyen Quang; thereby improving the efficiency of production and business and service, income, material and spiritual life and health care, periodic medical examination and treatment, organization of convalescence, tourism tours, and social insurance regimes and health insurance and unemployment insurance are implemented fully and promptly
In addition, VNPT Tuyen Quang also paid more attention to bonus, welfares and other financial encouragement VNPT Tuyen Quang also attaches great importance to the rewarding work as an incentive both physically and mentally to motivate employees to work hard for better results Currently, VNPT Tuyen Quang is applying the following forms:
- Rewarding technical innovations applied to employees who have initiatives to improve technology, rationalize and improve production and business efficiency
Employee initiatives are considered at two levels: subordinate unit initiatives (CS2 initiatives) by the units with the largest bonus up to VND 2 million/initiative,
VND 50 million/initiative and solution Employee initiatives will be reviewed, evaluated and decided by the VNPT Tuyen Quang Initiative Council, based on the effectiveness of the initiative
- Rewarding and encouraging monthly following the emulation movement with specific goals and tasks in each aspect of work for employees and collectives with achievements The reward for individuals is from VND 500,000 to VND 1,000,000/employee and for the collective is from VND 1-3 million However, the criteria set out are quite high, difficult to achieve so the number of individuals and groups rewarded is not much
- Reward for saving production and materials costs, exceeding sales revenue is applied to encourage the collective and individual employees to perform their assigned tasks while saving on supplies and raw materials, bringing economic efficiency to the unit This award will be conducted on a quarterly basis and the bonus level will be set according to the emulation launches
- Bonuses are also paid on the occasion of Lunar New Year, New Year's day, Mid-Autumn Festival, Victory day of April 30, National Day on September 2 to encourage employees However, the proportion of bonuses and benefits in the total income of employees is still low
Recognizing the importance of welfare to motivate employees, VNPT Tuyen Quang always ensures the implementation of mandatory benefits and additional support such as social insurance, health insurance, to treat sickness and maternity leave in accordance with the provisions of law; giving gifts upon marriage, retirement, transfer of work; allowance for female employees to give birth according to regulations, support employees and their families in the event of natural disasters, enemy sabotage, fires, long-term sickness, serious labor accidents or serious illnesses least; when having father, mother (including spouse), spouse, child dead; the employee who works, unfortunately, dies This is a more beneficial point for employees than the law and a positive side of the business that shows an interest in employees
In addition, to facilitate life care, as well as create conditions for employees to work closely with the unit, VNPT Tuyen Quang also has voluntary benefits such as: organizing workers' holidays, giving birthday gifts; rewarding employees who are good at schooling on occasions such as Children's Day 1/6, Mid-Autumn Festival; visiting and giving presents to families of employees whose relatives are merchants, martyrs, incentives for children of laborers with academic achievements
Table 2.8: Welfares of VNPT Tuyen Quang
No Content of welfares Benefit level in 2018
When families encounter natural disasters, enemy sabotage or sickness (not exceeding 02 times / year)
Gifts for employees’ children on Children's Day 1/6; Mid-Autumn Festival
4 Employees’ children getting good achievement at school 100.000 - 1.500.000 Depending on achievements
Source: HR - General Department, VNPT Tuyen Quang
The content of the centralized welfare policy is stipulated by the professional payment of wages, Regulations on emulation and reward, Regulations on democracy, Fund management and use of social policies, Welfare Funds and regularly reviewed, amended and supplemented to suit the provisions of law and reality at the unit Therefore, all are transparent with employees and gradually promote the effect of making employees stick to and enhance their responsibility in performing duties and responsibilities
Thus, it can be seen that the welfare regime of VNPT Tuyen Quang has had positive effects in creating labor motivation through material stimuli, supporting workers' lives However, along with the development of the socio-economy, the industry, the welfare regime must also be adjusted to suit the reality in order to maintain and promote the role in motivation
2.3.2 Current criteria assessing professional qualifications
As explained in 2.2.4, we can see that the contingent of officials and engineers with college degrees of VNPT Tuyen Quang account for a large proportion This ensures they are well-educated, well-trained and have good professional knowledge There are many employees who have a degree in engineering and a degree in management or economics at the same time
Table 2.9: Division of labor by qualifications in units in 2018
Division of labor Higher education College Immediate and worker
Labor at Center of Information Technology
Source: HR - General Department, VNPT Tuyen Quang
Factors affecting the efficiency of human resource use at VNPT Tuyen Quang
Over the years, the economy is facing certain difficulties Economic downturn, instability and downturn require businesses to maintain a skilled workforce on the one hand and reduce labor costs on the other hand In such conditions, in the recent time, VNPT Tuyen Quang has mainly focused on solving redundant labor, and new recruits have almost never happened This can be considered as a limitation in improving the quality of human resources
Also due to the difficult economy, limited customers' payment ability forced telecom operators to continuously reduce service prices or launch promotions to compete, leading to lower profits and fewer conditions to increase wages, increase welfare to attract and retain high-quality workers
However, Tuyen Quang is now considered as one of the provinces in the country with the most dynamic economic environment with foreign direct investment as well as domestic capital Most notably, Lo 8B River Hydroelectric Plant or Shoe factory in Ham Yen has disbursed capital of millions of dollars, with many projects attracting many human resources VNPT Tuyen Quang has also developed a number of programs to serve the telecommunications needs of businesses, especially large-scale enterprises in the province
* Population and labor force in society According to the General Statistics Office, by the end of 2018, Tuyen Quang had a total population of 813,200 people, of which 84.47% lived in rural areas
Table 2.10: Population size of Tuyen Quang for 2016- 2018
Source: General Statistics Office, 2016-2018 Tuyen Quang is one of the provinces with a young population structure, with the rate of 70.32% in the working age, so telecommunications enterprises have the advantage of accessing large human resources However, more than 80% of the population is concentrated in rural areas, because of information technology and
* Laws VNPT Tuyen Quang in particular, state-owned enterprises in general are directly affected by the system of laws and regulations of the State With the current mechanism, the dismissal of unsatisfactory workers is not easy On the other hand, enterprises wishing to raise wages or increase welfare to encourage and encourage employees also face many difficulties when they are not autonomous, but must consult with the concerned ministries and branches
From 2005 to now, many new legal documents with mechanisms and policies to promote internal resources, open the door to integration, promote investment and promote competition, such as the Enterprise Law and the Investment Law, Competition Law, Law on Information Technology, Law on Electronic Transactions, etc are enacted In addition, the commitments to open the telecommunications market when Vietnam joined the WTO took effect
The improvement of the legal corridor on state management of telecommunications on labor management to ensure the uniformity of the common legal system is of utmost importance and proper attention
Previously, the State intervened deeply in the business and production activities of telecommunication enterprises, which is contrary to the principles of the free competitive and auto-adjusted telecommunications market, so it is necessary to promote the administrative ways in the management of telecommunications, moving from pre-inspection management to post-inspection management, at the same time, need to be transparent and clearly define law- making activities to ensure the good fulfillment of the role of the State as referee in the market are highly competitive
In summary, the legal environment is increasingly being improved to help businesses be more autonomous in production and business activities, besides it also requires businesses to strictly comply with the regulations
Tuyen Quang is one of the leading provinces in administrative reforms,
Firstly, attracting domestic and foreign investment for telecommunication enterprises to develop infrastructure and telecommunication services
Secondly, facilitating telecommunications businesses to develop
Thirdly, enhancing the provision of information technology and telecommunications services in remote and disadvantaged areas
Currently, Tuyen Quang province has many policies to reform administrative procedures to improve the efficiency of the state management apparatus, creating favorable conditions for people and businesses On November 25, 2016, the provincial People's Committee issued the project No 3713 on renovating the operation methods of departments, branches and district-level People's Committees in order to improve the effectiveness, effectiveness of direction, administration and operation of the Provincial People's Committee
With the increasingly complete legal system and simplified administrative procedures in Tuyen Quang, it will be a driving force for the operation of VNPT Tuyen Quang
* Socio-culture Tuyen Quang is a province where people are traditionally fond of learning, so the percentage of workers with professional qualifications is quite high This is an advantage for attracting to improve the quality of human resources However, Tuyen Quang people always have the psychology of not wanting to be a worker, not willing to work hard, while businesses do not always need a manager
On the other hand, children of Tuyen Quang usually do not like to work in their homeland, especially those with good ability who are always looking for opportunities in big cities
Tuyen Quang is basically still an agricultural province, so the professional style of work is still very limited With the rapid urbanization speed and the strong operation of companies, it will contribute to raising the industrial awareness of all working classes in the near future
The field of telecommunications - information technology is witnessing a rapid change Because of this, workers in telecommunications businesses always require constant training, additional knowledge and constantly self-learning if they do not want to be dismissed according to the law An electronic or telecommunications engineer or a technical worker who is not updated with new knowledge will become obsolete in a short time This is a challenge for VNPT Tuyen Quang
In the early 1990s, the postal industry implemented a shortcut policy, taking the lead in technological innovation, going straight from backward technology to advanced technology without skipping intermediaries For many years thereafter, Vietnam was the world leader in post and telecommunications development
Evaluating efficiency of human resource use at VNPT Tuyen Quang
VNPT Tuyen Quang has a team of excellent managers and technicians, with a team of skilled technical workers There is a combination of experienced people with young people but have access to new technologies to contribute to the nation's construction in the process of industrialization - modernization of the country
The management and leadership apparatus of the unit is gradually being streamlined and reduced, strengthening the managerial staff with professional qualifications to achieve higher work efficiency
The Board of Directors always facilitates the strengthening of professional training and retraining for managers with short-term learning forms Being aware of the importance of developing human resources, VNPT Tuyen Quang annually invests a considerable amount of money for training courses to improve the qualifications and skills of workers
VNPT Tuyen Quang has gathered many party members and employees dedicated to overcoming hardships, firmly stepping the company to continue fulfilling the set goals in the coming time
Besides, the labor force of the unit is being rejuvenated, they have good health, are eager to learn from research and are receptive to new science and technology and technology
VNPT Tuyen Quang always updates the appropriate management methods
At the same time, applying advanced technologies in business management
Professional qualifications, skills and working skills of human resources are gradually being improved; the structure of human resources is gradually improved in accordance with the development orientation of the unit This is a good sign of the quality of human resources for the next years of VNPT Tuyen Quang
Over 5 years of construction and development (only when separating from Tuyen Quang Post Office), with the creative dynamism of the leadership, VNPT Tuyen Quang has gathered the synergy of collective employees in the unit, always unite to innovate and promote democracy has led the unit to develop comprehensively and become one of the leading enterprises in Tuyen Quang province
In addition to the achievements that VNPT Tuyen Quang has achieved in human resource management, there are still some limitations as follows:
Lack of uniformity in implementation of management functions for human resource development There is no close cohesion between recruitment, evaluation, employment as well as personnel training, affecting the ultimate goal of improving the capacity and qualifications of personnel On the other hand, it also affects the quality of each human resource management function, for example, the arrangement is used independently of the training plan, so the training scale expands annually but the skill level and the capacity of workers is not improved as expected It has not combined scientific research and postgraduate training; Phenomenon of inappropriate training subjects and specialized deviations still
Regarding mechanisms and policies to develop human resources In fact, basically the human resource development policy of VNPT Tuyen Quang is being implemented in accordance with the Group's general regulations for the State- owned enterprise sector without having paid attention to the specific characteristics of a provincial-level VNPT granted With the rapid development of the economy and the network of telecommunication networks in recent years, the pressure of competition is enormous, but VNPT Tuyen Quang is not proactive in determining the size of human resources and nurturing maintenance policy and other development The process and content of recruiting personnel follow a general rule, so it is inevitable that rigid and the result is only selected but the average quality, due to the requirements of the exam is to achieve an average score, without the focus on specific exams for different types of employers The mechanism of completing knowledge and gathering all necessary qualifications in the rank of labor quality Many civil servants after being promoted to a new rank but the real capacity does not have major changes, skills and qualifications are not commensurate with the ranks and salary levels they are enjoying In the long term, the classification of labor quality to serve the requirements of arrangement, appointment and training of personnel, should not only be based on the current input criteria but based on the ranks of the labor force Therefore, the mechanism of rank promotion and rank promotion in employment should be considered and adjusted in accordance with the characteristics of VNPT Tuyen Quang
Regarding remuneration policies to nurture resources of VNPT in general, although there have been many advances but not enough attraction; not making workers feel secure at work; not encouraging officials and employees to constantly strive to study, research and improve their qualifications There are no effective measures to guide and encourage civil servants to participate in scientific research, through researches conducted in the workplace to improve their professional qualifications, increase research capacity and apply scientific knowledge into work
In general, the current regimes and policies on human resource development are still heavily administrative, biased in terms of procedures and openness, so they cannot mobilize the collective strength There still exists the view that it is the work of the unit heads and full-time officials The policies are both insufficient and inconsistent, and do not promptly meet the problems arising in the renovation process of the economy of Tuyen Quang in general and of VNPT Tuyen Quang in particular Meanwhile, VNPT Tuyen Quang itself has not really been active, proactive, timely handling arising problems and proposed satisfactory solutions for the Corporation to consider and help
Lack of effective human resources management tools: These are tools that guide, orient, measure and test, based on standards that define qualifications and skills that an employee needs to perform his or her duties in a specific job position
The lack of support tools has made the identification of staffing needs, training needs identification, and job quality assessment inaccurate
The above shortcomings and limitations stemming from both objective and subjective reasons can summarize some of the following main reasons:
Firstly, the organizational structure is still unreasonable In recent years, due to many fluctuations in information technology telecommunication services provided to customers, VNPT Tuyen Quang has had to be very flexible in arranging and arranging the organizational structure This allows the unit to carry out the immediate production and business task, but in the long term, the unit needs a reasonable, consistent and relatively stable organizational structure, ensuring the assigned task clearly, ensuring compactness, efficiency and being the basis for arranging, training and evaluating the working efficiency of employees in order to create conditions for them to improve their knowledge and skills for assigned field of work
Secondly, the ideological awareness of human resource development is still limited The perspective on human resource development of VNPT Tuyen Quang is very clear and is concretized by the units' decisions on emulation and commendation, regulations on training, recruitment, appointment and rotation of cadres Encouraging mechanism has contributed to improving the capacity and qualifications of the workers' team in recent years However, in reality, human resource development does not have the commitment and responsibility of the specific management level at the grassroots units There is also the thought that development is the private work of the Organization and Personnel Department In their activities, there was no content to develop human resources of subordinates
Administrative thinking in human resource development is still heavy, sometimes mechanical, so the implementation of the functions of human resource development management is not creative For individual production and direct business workers: the sense of rise is uneven The number of older employees (> 45 years old) has been considered as the end of their careers so they are not encouraged to strive for quick-thinking and have good development potential is lack of attachment to the organization or taking advantage of favorable opportunities for human resource development of VNPT Tuyen Quang for further improving qualification, taking it as a "temporary stop", "learning experience to look for opportunities in other units"
Thirdly, VNPT Tuyen Quang does not have a complete human resource development strategy, with short, medium and long-term goals It is accompanied by steps to be taken with specific funding and solutions The view of people as the center of development, but to develop, it is necessary to develop a separate strategy for human development Human resource development activities are carried out in accordance with the human resource development orientations specified in the Group's development strategy, so human resources and human resource plans of VNPT Tuyen Quang are often short-term and inevitably passive, human resource planning is not really a key component of the development strategy
Fourthly, the construction of job description tables for each title has been implemented but has not been completed and has only been implemented for a number of working positions
Fifthly, recruitment is currently based mainly on the individual input parameters (qualifications, certificates, age ) without a standard framework of personnel quality to accurately assess the suitability of selected subjects Training and developing human resources still faces many shortcomings Although the training has met the requirements of "large scale" but has not reached the target audience, it is lack of a master plan for training programs, often short-term training plans, and lack of professionalism in organizing training activities In addition, the older leaders and managers have a lot of experience, enthusiasm in the work, but limited in foreign language and information technology, making it difficult to access information or materials in English and professional application informatics issues This situation exists at most state-owned companies
PROPOSAL ON SOLUTION TO IMPROVE THE EFFICIENCY
Evaluating the new context and the requirements set for improving the
3.1.1 Context impacts on improving the efficiency of human resource use of VNPT Tuyen Quang
The rapid development of modern science and technology has profoundly transformed the world economy, creating a new turning point in the history of human development, forming a knowledge economy This is not only a revolution in technology, in economics but also a revolution in concepts, in thinking, in the way of life, in the way of working, in social relations Along with the process of production force change, from the industrial economy to the knowledge economy, is the process of globalization, and in fact is shaping the global knowledge economy
It is the inevitable development trend objectively, the trend attracts all countries
Vietnam's economy in general and Tuyen Quang in particular in its development process are not outside this existing trend
One of the major characteristics of the knowledge economy is that scientific and technological knowledge (especially high technology) together with creative labor is becoming a direct production force that creates a decisive advantage to growth and development It means that in the market economy, high-tech labor, scientific and technological knowledge became the first element of the production process, resources, labor and tangible capital in the era of industrial economy in which the knowledge resources are gradually replaced the leading role
In an economy based primarily on knowledge, value added is mainly created by intellect Many economic sectors rely heavily on the fastest-growing and rapidly growing knowledge, and its products and services are capable of helping to renovate and modernize all other sectors of the economy and contribute It is also important for the economy, allowing the efficient and economical exploitation of natural resources and scarce social resources at a relatively low cost but very high value It is the locomotive that promotes and renews the entire developed economy
In the trend of knowledge economy with extremely high speed of change and applied quickly, knowledge workers develop and occupy an important position in the production process Knowledge workers are those who both produce and research, and even have products made by inventions applied immediately to production That is, their qualifications are not only for the effective use of equipped material elements, but also for the creation of new scientific and technological achievements Therefore, scientific and technological knowledge is a top requirement for them These workers are trained to be highly qualified and very proficient in handling situations arising with knowledge Their task is to directly analyze the information and make a decision or request a decision-making order at the corresponding level and everything must be immediate and have an optimal efficiency for production
VNPT Tuyen Quang has a network of telecommunications and informatics networks spread throughout the province and connects with units nationwide, forming a national information highway with a large capacity and high speed
Telecommunications - informatics - communication is one of the industries with fast change in technology The convergence of telecommunications, information technology, communication has been changing the structure of the service market as well as network equipment, the trend of information socialization also changes the concept of the network as well as service in the future
The trend of farm economics development is both an opportunity and a challenge for the development of the country in general and of VNPT Tuyen Quang in particular How do Posts and Telecommunications exist, develop, integrate and compete? These competitive forces are reflected in the quality of service, efficiency, product diversity and cost These challenges require VNPT Tuyen Quang to have a comprehensive and proactive development strategy Therefore, the demand for innovation, business and production organization renovation in the context of rapid changes in technology and integration and competition process is taking place It is very powerful to build a team of experts who are on a par with international competitors, capture and master new technology in the face of rapidly changing fields Attaching importance to building a contingent of skilled workers with high qualifications and skills to safely manage and operate the domestic post and telecommunications network and international cooperation projects
Globalization and international economic integration are not only the inevitable trend and also an existing requirement for every country in the world For a developing country in the period of accelerating industrialization - modernization like Vietnam, economic integration is more important than ever International economic exchanges not only bring the world's rich sources of goods and services to domestic consumption with high quality, low prices, great additions to science, technology and equipment, modern management experience, but also create a stimulus, arousing the available potential resources of the country, creating a vibrant atmosphere of the economy Expanding trade and investment has been and will be an opportunity, an important cause, and a lever to accelerate the process of economic reform and renovation, revitalize the country's economy, and make Vietnamese people better The country has become active, expeditious and creative in its business and daily activities, from which its international position, position and power in international trade will rise
With the economic cooperation programs, commitments to ASEAN, APEC and WTO Vietnam has laid an important foundation in the process of international integration, consistent with the trend of economic globalization
However, these are just the first steps on the path of integration, integration for development is not a simple problem, and has posed a series of challenges for Vietnam Olympics and the burden of economic integration not only weigh on the shoulders of the most senior leaders, but on the shoulders of each industry and each business Each enterprise to enhance its competitiveness must clearly recognize the advantages as well as difficulties in the integration process to take advantage of or take appropriate and flexible measures
Like other businesses, regional and international economic integration will bring VNPT Tuyen Quang advantages and disadvantages, namely:
- International economic integration, especially since Vietnam's accession to the WTO, is the driving force to remove current barriers for Vietnam in general and Tuyen QUang in particular for integration and development Tuyen Quang in recent years is one of the leading provinces in attracting FDI At this time, the integration pressure has opened up a big road with global competitive pressure Businesses that overcome the current obstacles will win, businesses that do not convert in time will lose
- VNPT Tuyen Quang is a large enterprise, has a wide network and retail system, services with a large market share, good brands, many foreign partners, professional and experienced team in the field of international cooperation in the process of renovation and development for many years, capable of strong technology and capital With the existing experience and a well-planned strategy, VNPT Tuyen Quang will quickly access to new business environment, continuing to improve competitive management and business capabilities, for successful integration and sustainable development
- Competitive pressure of competitors in the field of information and communication in the area is also very strong like Vietel
- For VNPT Tuyen Quang, the big challenge is that the business enterprise is in a centralized planning environment for many years, the transition from serving to business on a large scale takes time and faces many difficulties due to a large workforce, not familiar with competitive business, uneven qualifications, not high labor productivity
- VNPT Tuyen Quang is still doing business while ensuring public services because these two activities are not really separate Besides business activities, VNPT still serves political, security, national defense and disaster prevention tasks
VNPT Tuyen Quang is still subject to many objective and subjective pressures of large enterprises that have to strictly comply with the State's policies on rates and policies for employees in the transition process, VNPT Tuyen Quang has to explore the model and learn from experience to ensure the best transformation, so it requires a roadmap
- VNPT Tuyen Quang is always under the control, regulation and control of competition on prices and charges from the managing levels This also makes it difficult for businesses to manage their business activities while private and foreign enterprises are flexible in deciding on prices, investment, advertising, promotions
3.1.2 Orientation and general targets of VNPT Tuyen Quang