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ACADEMIA VIETNAMESE SOCIAL SCIENCES ACADEMY OF SOCIAL SCIENCES Pham Van Tung INDUSTRIAL RELATIONS IN ENTERPRISES FOREIGN INVESTED CAPITAL IN VIETNAM TODAY (Case study in Thang Long Industrial Park , Hanoi) Major: Sociology Code: 93 103 01 THESIS SUMMARY DOCTORAL THESIS IN SOCIOLOGY HANOI - 2023 WORKS COMPLETED AT THE ACADEMY OF SOCIAL SCIENCES Scientific instructor: Assoc Prof, PhD Nguyen Xuan Mai Counterargument 1: Prof, PhD Nguyen Tuan Anh Counterargument 2: Assoc Prof, PhD Le Thi Thuc Counterargument 3: Assoc Prof, PhD Pham Thi Huong Tra The thesis will be defended before the Academy-level Thesis Judging Committee meeting at the Academy of Social Sciences On time .hours minutes, days month year The thesis can be found at: - National Library of Vietnam - Academy of Social Sciences Library INTRODUCTION The subject's urgency Nearly 40 years ago, under the leadership of the Party, our country carried out comprehensive and profound reform in all fields of social life, from economy, politics, culture, to science, education, health Along with that, the National Assembly passed the Law on Foreign Investment This is considered one of the historic decisions, paving the way for foreign investment flows into Vietnam From the first project licensed in 1988 for foreign joint ventures, with an investment capital of just over million USD, but up to now, the country has attracted nearly 40 thousand foreign investment projects, with a total capital of about 340 billion USD The rapid increase of foreign investment inflows has contributed to promoting the process of industrialization, modernization and promoting Vietnam's integration into the world economy However, in addition to the achieved results, the foreign investment sector has arisen many complex problems in industrial relations In some places, business owners violate labor laws, especially on insurance, wages, working and rest time, affecting the rights of employees Research on industrial relations in Viet Nam is essential, especially in the current period Therefore, the PhD student chose the topic "Industrial relations in foreign-invested enterprises in Vietnam" (Case study in Thang Long Industrial Park, Hanoi) as his thesis topic Research goals and objectives 2.1 The goal of the research Analyzing the current situation, pointing out factors affecting industrial relations in enterprises, proposing some implied recommendations on policies, contributing to building harmonious, stable and progressive industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi 2.2 Research assignments - Determine the theoretical basis andresearch methods on industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi - Assessing and analyzing the current situation of industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi - Evaluation and analysis of factors affecting industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi - Evaluate and analyze the role of grassroots trade unions in building harmonious, stable and progressive industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi - Propose a number of recommendations that imply policies in building harmonious, stable and progressive industrial relations in foreign-invested enterprises in Vietnam Research objectives, subjects, and scope 3.1 Research participants and items - Laborrelations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi - N employees and employers and trade union officials in foreign-invested enterprises in TLong Industrial Park, HàNoi 3.2 The scope of the study * About space: The topic was conducted in foreign-invested enterprises in Thang Long Industrial Park, Hanoi * About time: The project was implemented from 2015 to 2019 (collecting information in 2019) Research questions and hypotheses 4.1 Research Questions - What is the current situation of industrial relations in foreigninvested enterprises in Thang Long Industrial Park, Hanoi? - What factors affect industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi? - How is the role of building harmonious, stable and progressive industrial relations of grassroots trade unions in foreign-invested enterprises in Thang Long Industrial Park, Hanoi? - Starting from the impact factors , what recommendations and solutions can be proposed to build harmonious, stable and progressive industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi? 4.2 Research hypothesis - The current situation of industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi is basically harmonious and stable (in terms of economic benefits, working environment, spiritual culture) through the satisfactionindex (CSAT) of the parties, But the state of progress has not been achieved when there is still a part of employees who are not really satisfied, assured and working for a long time with the business - Institutional factors (policies, laws), security situation, politics, socio-economic development, labor market and characteristics of the employer (labor size, production industry, managerial capacity), the employee himself ( gender, age, working seniority, education level, professional qualifications, salary, bonus, social welfare regime, environment, working conditions) have an impact on industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi - The role of grassroots trade unions has been promoted, well performing the task of representing and protecting the legitimate rights and interests of employees, making an important contribution to building harmonious, stable and progressive industrial relations in foreigninvested enterprises in Thang Long Industrial Park, Hanoi - Improving the effectiveness and effectiveness of completing and implementing labor policies and laws of the parties (State management agencies, trade unions, employees and employers) in industrial relations is an important solution, contributing to building harmonious industrial relations, stability and progress in foreign-invested enterprises in Thang Long Industrial Park, Hanoi Research methods 5.1 Methods of document analysis: Before and during the implementation of the thesis, the PhD student conducted an overview and analysis of documents, which are publications of domestic and foreign authors; sources of statistical data, reports on the socio-economic situation; Party documents, policies and laws of the State; books, newspapers, specialized magazines, websites related to the topic 5.2 Quantitative research methods: The thesis uses structural questionnaires to investigate and collect practical information, serving the content requirements of the topic 5.3 Qualitative research methodology: In-depth interviews with grassroots trade union officials, employees and employers to capture information on issues related to industrial relations in enterprises 5.4 Sample selection method 5.4.1 Select a questionnaire survey template Out of a total of 62,500 workers, the standard error is + - 5%, and the reliability is 95%, the sample size of the thesis according to calculations is 397 samples (450 samples were actually surveyed) To conduct the survey, the thesis uses a simple random sample selection method, to select samples after the survey is finished, the questionnaires are checked, encrypted, cleaned, then data entered and processed on a computer via SPSS software 5.4.2 Select a detailed interview sample Similar to the above, PhD students use a simple random sample method to select samples: - Business manager: 02 people - Employees at enterprises: 10 people - Trade union officers at enterprises: 03 people - Superior Trade Union Officers: 01 In addition, the thesis also uses the method of observation and recording in the research area during the survey Analytical framework: The thesis systematized the analytical framework on industrial relations in foreign-invested enterprises with impact factors, such as: institutions and socio-economic situation, labor market; characteristics of employers and employees, the role of trade unions affects industrial relations at enterprises Some areas and states of labor relations in foreign-invested enterprises The thesis's new contributions - The thesis systematized the analytical framework on industrial relations in foreign-invested enterprises - The thesis has commented and analyzed the characteristics of employees, employers and factors affecting industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi - The thesis uses statistical methods to analyze and comment on the current state of industrial relations through the level of satisfaction of employees to measure their engagement with the employer - The thesis develops a set of CSAT indicators to assess the basic status of industrial relations at enterprises Both scientific and practical significance 8.1 The scientific significance: The research results of the thesis aim to assess the current situation and identify a number of factors affecting industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi 8.2 Importance in Practice: Research results are an important reference source for competent agencies in the field of investment, social security, social management, enterprises, trade unions, theoretical research, teaching social sciences Propose some solution recommendations in accordance with practice, contribute to building harmonious, stable and progressive industrial relations in foreigninvested enterprises The thesis structure In addition to the introduction, conclusion, bibliography and appendix, the thesis consists of chapters, as follows: Chapter 1: Research overview on industrial relations of some countries in the world and in Vietnam Chapter 2: Theoretical and practical basis of industrial relations in foreign-invested enterprises in Vietnam today Chapter 3: Current situation of industrial relations in foreigninvested enterprises in Thang Long Industrial Park, Hanoi Chapter 4: Factors affecting industrial relations in foreign-invested enterprises in Thang Long Industrial Park, Hanoi Chapter OVERVIEW OF INDUSTRIAL RELATIONS RESEARCH IN SOME COUNTRIES AROUND THE WORLD AND IN VIET NAM In this chapter, the author has access to many types of documents related to research topics, including books, articles, journals that are scientific research works of domestic and foreign individuals and organizations In addition, the author also references Party and State documents, final reports, articles on electronic websites in this field In general, the above topics and projects have focused on analyzing the model, characteristics and content of industrial relations But attention has not been paid to measuring the state of industrial relations, explaining how industrial relations in enterprises are currently reached Harmony, stability, progress or have all three criteria been met? What factors from employers and employees affect industrial relations have not been exploited? Just stop at describing the interaction between employers and employees without paying attention to the relationship between employees and employees at the enterprise in the process of labor and production? What impact does the capacity of an enterprise manager have on the cohesion in industrial relations between employees and employers that has also not been exploited? These are seen as gaps in industrial relations research so far Chapter INDUSTRIAL RELATIONS' THEORICAL AND PRACTICAL BASIS IN TODAY'S FOREIGN-INVESTED ENTERPRISES IN VIETNAM 2.1 Party positions, state legislation, and the function of Vietnam Trade Unions in fostering labor relations in foreigninvested businesses 2.2 A few associated ideas 2.2.1 Foreign-invested enterprises: Businesses that foreign owners have invested in Vietnam 2.2.2 Industrial relations in foreign-invested businesses: A labor contract between an employer and an employee, with the involvement of local trade unions that legally defend the rights and interests of workers at businesses 2.2.3 Workers: Individuals hired and entering into employment agreements with employers in Thang Long Industrial Park, Hanoi, who are employed by foreign investors 2.2.4 Employers: Thang Long Industrial Park, Hanoi, businesses with foreign investments 2.3 A few research-related theories 2.3.1 Theory of conflict 2.3.2 The theory of functional structures 2.3.3 The theory of rational selection 2.4 Overview of the field of study Thang Long Industrial Park, Hanoi has a scale of 302 hectares, located in Kim Chung commune, Dong Anh district, Hanoi city Compared to other industrial parks of Hanoi, here has the largest number of laborers, accounting for 42.6%; ranked second is Quang Minh I and II industrial parks, accounting for 22.1%; the third is Noi Bai industrial park, accounting for 12.8%; followed by Sai Dong B Industrial Park, Thach That – Quoc Oai, Phu Nghia and Hanoi – Taiwan, accounting for given leave by the business for the New Year and Lunar New Year; 85.4% received a holiday on the anniversary of Hung King's commemoration on March 10; 95.7% had holidays on April 30 and International Labor Day on May 1; 94.7% took the National Day holiday on September These are prescribed holidays during the year, so employers strictly comply to motivate employees 3.3 Industrial relations in the field of wages, bonuses and social insurance of employees at foreign-invested enterprises 3.3.1 Implementation of salary, bonus and welfare policies: The research results of the thesis show that the average salary of employees in Thang Long Industrial Park, Hanoi is mostly higher than the regional minimum wage of 3.76 million VND/month Specifically, 54.7% of respondents have a salary from to less than million VND; 30.2% of people have a salary from to less than million VND; 11.1% of people have a salary from to less than 10 million VND; 1.4% of people over VND 10 million or more Only 3.6% of workers working here have a salary of less than million VND, lower than the regional minimum wage set by the government Although most wages here are higher than the general level, workers still face many difficulties With an income of 6.0 million to 7.5 million VND/month, only 18.8% of respondents said their families now have accumulated Up to 58.8% said that the current income level is only enough for workers to cover their living; 19.5% of respondents said that with their current income, they have to spend frugally and miserably; 8.9% of respondents said they did not have enough to live on today's income 2.3.2 Implementation of social insurance policy: Like many countries in the world, in Vietnam, social insurance, health insurance is a pillar policy in the social security policy system In particular, employers and employees are required to participate in this type of insurance The employee's contribution rate is 8% social insurance, 1.5% health insurance, 1% unemployment insurance and similar, respectively, the 11 employer pays 18% social insurance, 3% health insurance, 1% unemployment insurance on the total salary stated in the labor contract Despite such strict regulations by law, in fact, the proportion of employees in foreign-invested enterprises in Thang Long Industrial Park, Hanoi participating in these types of insurance is not high, when only 91.5% of respondents believe that they are entitled to participate in social insurance; 97.4% participated in unemployment insurance; 84.7% have health insurance But the good news here is that up to 89.9% of respondents said they had no difficulty implementing insurance policies Compared to the general situation of the whole country, when many businesses always violate the law in the field of insurance, businesses here strictly implement this field This is also one of the factors contributing to creating a harmonious and stable labor relationship at the enterprise 3.4 Industrial relations in the context of discussing, settling, and approving collective bargaining agreements 3.4.1 Holding conversations at work: According to regulations, employers are responsible for coordinating with the representative organization of employees to organize periodic dialogues at least once a year or when there is an unexpected case However, in fact, 13.5% of employees affirmed that enterprises not organize dialogue conferences and up to 22.2% not know whether enterprises organize dialogue conferences or not The reason is partly because the grassroots trade union here has not actively coordinated with employers to organize dialogues Therefore, in the coming time, trade unions at all levels need to improve the quality of dialogues, promptly capture the thoughts and aspirations of employees, propose to employers and authorities to resolve legitimate grievances, rights and interests, etc legal for workers Thus, grassroots trade unions can really promote their role, as a representative organization, protect employees, contribute to building harmonious, stable and progressive industrial relations in enterprises 12 3.4.2 Negotiate and sign a collective labor agreement: According to regulations, before signing a collective labor agreement, the employer and the trade union must organize negotiations and collect opinions of employees However, the survey results showed that only 84.0% of respondents said, businesses have opinions And 16.0% of surveyed employees said that employers did not ask for opinions Although, the signing of a collective labor agreement is to ensure that employees enjoy regimes and policies equal to or higher than prescribed by law In fact, only 14.2% of respondents said that the contents of the collective bargaining agreement are more favorable than those prescribed by law Up to 43.3% of respondents said that the content of the collective labor agreement is equal to the provisions of law Meanwhile, 26.8% said that the content of the collective labor agreement was lower than the provisions of law; 15.8% of respondents did not know whether the content of the collective labor agreement is more beneficial or lower than prescribed by law The above results show that there are still some enterprises that have not strictly implemented the provisions of the law, a large part of employees also not care whether there is a collective labor agreement at the enterprise they work or not 3.5 Industrial relations in the areas of labor dispute resolution, working conditions, and environmental assurance at businesses 3.5.1 Ensuring the surroundings and labor conditions of staff members: In addition to housing, environmental assurance, working conditions of employees are always concerned by all levels, branches and trade unions In fact, enterprises have actively invested and innovated technology, equipment, safety technical systems, waste treatment, environmental protection, providing personal protection equipment, caring for the health of employees In addition to investing in equipment for factories, foreign-invested enterprises in Thang Long Industrial Park, Hanoi also pay great attention to investing in building a "green, clean and 13 beautiful" environmental landscape In general, employees had satisfaction with the environment and working conditions in the business they were working for Accounting for a high proportion with 52.0% of employees answering satisfaction with the environment and working conditions in the current enterprise This was followed by 38.4% of respondents who were temporarily satisfied with the environment and working conditions Only 8.2% were dissatisfied and 1.4% were very dissatisfied with the current environment and working conditions 2.5.2 Resolution of Workplace Conflicts: In fact, labor disputes only occur when there are irreconcilable conflicts between employees and employers related to the rights and interests of the parties in industrial relations The good news is that 65.7% of respondents said that their enterprises have never had labor disputes or strikes But besides, there is still a large proportion, 34.3% of respondents said that at their enterprises, there are sometimes conflicts between some workers and enterprises Although not large, mainly pressing issues in the management of working time, rest, inadequate salary and bonus But the grassroots-level trade union has promptly grasped and coordinated with the employer to settle immediately, ensuring harmony between the rights and interests of employees and employers, so it does not lead to a strike 3.6 A few fundamental measures of labor relations in foreigninvested businesses: As analyzed above, industrial relations in enterprises have broad connotations, related to the rights and interests of the parties, so it is difficult to give evaluation criteria for its status Therefore, the author has approached a number of methods and selected the scoring method according to the CSAT index to measure engagement with employers through the level of satisfaction of employees with the material and spiritual benefits of employees is most suitable The scores obtained will be compared with the predicted options, see what state of industrial relations in enterprises with wetland-owned capital reach? Analysis of survey data shows that the average CSAT achieved index is 14 56.03%, ranging from 40 to less than 60%, there is an acceptable level of employee satisfaction, material and spiritual benefits of employees are basically worthy of enterprises, labor disputes rarely occur, Industrial relations in these types of enterprises are basically harmonious and stable, but have not reached a state of progress 15 Chapter FACTORS AFFECTING INDUSTRIAL RELATIONS IN FOREIGN-INVESTED ENTERPRISES IN THANG LONG INDUSTRIAL PARK, HANOI 4.1 A group of factors related to local policies, laws, socioeconomic development, and labor market conditions 4.1.1 State policies and legislation: Having an extremely important position and role in state management and social management, acting as a legal basis affecting industrial relations, adjusting the behavior of subjects when participating in industrial relations The law stipulates the rights and obligations of employees, employers, labor standards, principles of labor use and management, wages, social insurance, occupational safety and health and policies on taxation, investment, enterprise development, etc In fact, if legal documents are developed scientifically, close to reality, it will create a suitable legal corridor for the parties to industrial relations, contributing to harmonious adjustment of interest relations in enterprises, having a positive impact on making industrial relations more and more perfect 4.1.2 Enterprise security, political situation, and socioeconomic development: Along with the system of policies, laws, security and political issues also have an impact on industrial relations a society with a developed economy, guaranteed politics, Mechanisms, policies and a stable investment environment will create incentives for economic sectors to maximize resources, expand business opportunities, and increase the number of jobs in the labor market In contrast, with a society with a poorly developed economy, political instability will negatively affect production and business activities, affecting the employment of workers 4.1.3 The labor market has an impact on enterprise industrial relations: Hanoi is the largest socio-economic and cultural center in the 16 North, developed infrastructure, considered a "promised land", annually attracts a large force of migrant workers from localities to participate in the labor market Besides, Hanoi is home to 120 universities and colleges, with nearly million students, 298 vocational education units, with 192,590 students Therefore, here, there is a huge supply of workers with higher education and technical expertise than the whole country, meeting the recruitment needs of investors However, as analyzed above, labor power is a special commodity, so in the process of performing the contract, between the employee and the employer must strictly comply with their commitments On the other hand, in the current labor market, there is always an imbalance between labor supply and demand Supply is often higher than demand, employees are often weaker than employers, employees' rights are not guaranteed, so in the process of contract performance, labor disputes are likely This is one of the factors affecting industrial relations at enterprises 4.2 A collection of variables related to topics in labor relations at Hanoi's Thang Long Industrial Park 4.2.1 Employer characteristics: In this content, ncs offers 03 groups of factors related to the characteristics of the employer such as: Labor scale; Nature of the profession; The capacity of the enterprise manager to verify correlates with cohesion in industrial relations The results show that all 03 groups of factors have an impact on industrial relations 4.2.1.1 Regarding labor scale: There is an increasing trend from low-scale enterprises to enterprises with high labor scale (P