Solutions to improve the quality of HR through remuneration at PCSC...41CONCLUSION...44 Trang 7 LIST OF ABBREVIATIONSPCSC: Phuong Chi Software CompanyHR: Human Resources Trang 8 LIST O
LITERATURE REVIEW
Overview of HR
The term Human Resources appeared in the 80s of the twentieth century when there was a fundamental change in the method of managing and using people in the labor economy If in the 80s, the method of personnel management with the characteristics of considering employees as a subordinate and subordinate force, needs to maximize their labor with minimal costs Up to now, with a new method,
HR management is more flexible and flexible, creating better conditions for employees to maximize their potential capabilities through self-accumulation in the process of labor development It can be said that the appearance of the term
"Human Resources" is one of the specific manifestations for the dominance of the new management method over the old management method in the use of HR.
HR is the object of research of many different scientific disciplines, depending on different approaches, there are different conceptions of HR There are many different definitions of "Human Resources" On a national level, HR are those members of the population who fall within the designated age range and are able to engage in the labor force (Vu Thuy Duong, Hoang Van Hai 2008)
In the production of material wealth of mankind, human labor capacity has the main dominant effect and is a decisive factor for the development of social productive forces The more socialized production is, the more deeply divided social labor is, and the more socialized each person's labor power is In the process of socio-economic construction and development, it is necessary to give full play to
HR, promote the initiative and creativity of employees.
HR are the HR of organizations (with different sizes, types and functions) that have the ability and potential to participate in the development process of the organization along with the socio-economic development of countries, regions, and the world
[Nicholas Henry 2012, Public Administration and Public affairs, p.256] This understanding of HR comes from the concept of considering HR as a resource with material and spiritual elements creating capacity and strength for the general development of organizations;
In the United Nations report on the impact of globalization on HR, the definition of HR is given as the level of skill, knowledge, and actual capacity and capabilities that exist in the form of human potential With this approach, the concept of HR is skewed toward the quality of HR The highly appreciated point in this view is to consider human potentials as capabilities and abilities from which to have appropriate mechanisms in management and use Such a concept of HR has also shown us some agreement of the United Nations for the new management method;
HR is the sum total of internal and external factors of each individual to ensure the source of creativity and other contents for the success and achievement of the organization's goals [George T.Milkovich and John W.Boudreau - HR management, p.9]
According to the HR textbook of the University of Labour and Social Affairs edited by Associate Professor Dr Nguyen Tiep (2005) sai that HR includes the entire population with working capacity” [15.p.7] This concept refers to HR as a source of labor power for society “HR” is understood in a narrower sense, including the population of working age who are able to work [15.p.7,8] This concept refers to society's ability to undertake the main labor
According to the HR Economics textbook of the National Economics University edited by Associate Professor Dr Tran Xuan Cau and Associate Professor Dr Mai Quoc Chanh (2008) sai that HR is a HR capable of creating material and spiritual wealth for society, which is expressed as a certain quantity and quality at a certain time [2.p.12] HR is a category used to refer to the latent strength of the population, the ability to mobilize to participate in the process of creating material and spiritual wealth for the society in the present as well as in the future That strength and ability is shown through the quantity, quality and structure of the population, especially the quantity and quality of people who are qualified to participate in social production [2.p.13]
Although there are different definitions depending on the research approach, the common point that we can easily see through the above definitions of HR is the general concept that includes quantitative and qualitative factors and the structure of labor development in general both at present and in the potential future of each organization, each locality, each country, region and the world.
To sum up, HR are the labor force with certain skills to do certain jobs that society or the market needs.
Overview about HR management
The concept of HR management can be presented in many different ways HR management is one of the most important tasks of enterprises, it determines the existence and development of enterprises HR management covers both broad and narrow meanings, specifically:
In a broad sense: HR management is the process of exploiting, organizing, using modern science and technology and management theory to realize strategic organizational goals by regularly searching and creating HR, coordinating, leading, inspecting and urging the implementation of a reasonable salary, reward and punishment regime in order to exploit and use HR effectively.
In the narrow sense: HR management is the process by which a management agency performs specific tasks such as recruiting, commenting, assigning work, settling treatment and benefits, evaluating the quality of employees, in order to well implement the goals and plans of the organization.
Thus, HR management is a process of recruiting, selecting, maintaining, developing, using, motivating and providing facilities for HR through that organization It can also be understood in a simple and short way: HR management is the method of making employees work efficiently and satisfied with their work
Recruitment is the process of identifying talent gaps in a company and finding the right people to fill the roles There are four stages in the employee recruitment process:
Job analysis: At this step, the various components of a task are defined using the job description and specification Through job description, the HRM department identifies the tasks required for a specific job while the latter defines the requirements an individual needs to fulfill that job Job descriptions are essential because the information they provide to employees, managers, and personnel people influences personnel programs and practices.
Sourcing: This term refers to the various methods used by a company to attract potential candidates to fill a specific position This can be accomplished through both internal and external advertising.
Screening and selection - the process of evaluating the candidates who apply for the job The evaluation is carried out to ascertain the abilities, competencies, and prior work-related experience that possible candidates possess.
Selection of the right candidates - Onboarding is the next procedure that happens once the best applicant has been chosen This is simply helping the new recruits become productive members of the company.
Training is an activity that provides employees with the specialized knowledge and skills necessary to perform their jobs more effectively Development is an activity that prepares employees for access to new professions, opening up their potential to adapt to changes and development of the organization The process of training and developing human resources is the process of planning and organizing the implementation of training, retraining and equipping personnel with necessary professional skills to meet job requirements and aim for higher results The purpose of human resource training and development is to solve and overcome current problems and prepare for future change through improving the quality of human resources, making the most of human resources to promote the effectiveness of the organization.
In fact, there are many situations that require training and human resource development in enterprises such as: Applying new technical equipment and technologies to the working process; changes in methods and ways of working; New product line development; Changes in corporate strategy; low performance of employees; the shortage of human resources; Reducing accidents and incidents at work; Creating a multi-skill workforce that promotes job rotation A standard human resource training process in an enterprise needs to be carried out sequentially and fully according to the following steps: assessment of training needs, determination of training objectives, development of training plans, implementation of training programs and evaluation of training results.
Remuneration is the process of taking care of the material and spiritual life of employees so that they can well complete their assigned tasks and thereby contribute to the accomplishment of business goals Human resource compensation is a process where every manager is responsible for human resource treatment from formulating remuneration policies to organizing and implementing remuneration in the enterprise Remuneration of human resources must aim to satisfy the material and spiritual needs of employees It helps to achieve the enterprise's goals through the effective labor of the human resource team
Remuneration in enterprises is expressed in two basic forms: financial compensation and non-financial remuneration Financial remuneration includes:salary, bonus, allowance, allowance, etc Non-financial remuneration includes:remuneration through work and remuneration through working environment In addition, the attitude of managers towards employees as non-financial remuneration has a strong impact on the working spirit of employees and the labor collective.
Factors affecting HR management
Government Policies : the State promulgates policies to promote development in certain aspects and limit factors considered to be unfavorable in order to help society develop in a balanced and sustainable manner Regarding HR development, most countries are aware of the importance and value of its development But if the policy on HR development is reasonable, the organization will have to alter its strategies and plans so as to follow the amended laws As a result, the HR Planning procedure is also gets affected.
Situation of economic and social development: depending on the fluctuations of the economic market, enterprises must have policies to adjust personnel, so that enterprises can quickly adapt to such fluctuations When the economic market changes, businesses that want to change business products will need appropriate personnel training policies However, the priority is still to retain skilled and highly skilled personnel to always be in a state of readiness to expand the business scale.
Scientific and technical development: advances in science and technology provide organizations with increasingly synchronous and friendly support utilities, helping to handle business processes safely, quickly and accurately However, the fact that technology is applied to businesses also makes businesses need to focus on retraining staff skills as well as attracting external personnel with high skills in science and technology.
Labor market: in the case of abundant and highly qualified HR, it will be easier for organizations to assemble a quality workforce This helps reduce training costs for new employees, as well as opens up more breakthrough development prospects for HR On the contrary, if the supply of HR is limited with not high quality, while the labor market is not fully developed, it will cause more difficulties for enterprises Resources invested in human development are likely to have lower efficiency.
International integration: the international integration has advantages but at the same time creates pressures for the development of enterprises Competition in price as well as product quality requires enterprises to have appropriate production and business strategies, innovate product designs, adjust prices appropriately to be able to compete with domestic as well as foreign competitors.
The human factor is the employees working in the Company In the enterprise, each employee is a separate world, they are different in terms of management capacity, aspirations, interests so they have different needs and desires HR management must carefully study this issue to come up with the most appropriate management measures.
Along with the development of science and technology, the level of workers is also improved, and cognitive ability is also better This affects their perception of work, it also changes their requirements, satisfaction, job satisfaction and rewards. Experiencing different periods, the needs, tastes and preferences of each individual are also different, which has a great impact on HR management The task of HR is to understand these changes so that employees feel satisfied, satisfied, and attached to the business because of the success of the business in the market depends greatly on people in many different aspects.
Wages are the main employees income, it directly affects workers The purpose of the worker is to sell his or her labor power to get paid Therefore, the issue of wages attracts everyone's attention, it is a tool to attract labor In order for
HR management to be carried out effectively, salary issues must be given due attention.
The view of leaders is that those who hold the greatest decision power have a strong impact to activate, promote progress or inhibit, will positively or negatively affect HR development, even reject programs, HR development project in the organization On the other hand, a leader's level of effort to develop his or her career can be an example and encouragement for employees to follow.
Managers are responsible for setting policies and directions for the development of the business This requires managers outside of professional qualifications to have a long-term vision to be able to give appropriate orientations for the business Reality in life is always changing, managers must regularly pay attention to creating an atmosphere of intimacy and openness in the business, must make employees proud of the business and take responsibility for their work In addition, the administrator must know how to skillfully combine the two sides of the business In addition, the administrator must know how to skillfully combine the two sides of the business On the one hand, it is a profit-making organization, on the other hand, it is a community that ensures the life of the employees in the enterprise, creating the necessary opportunities so that if everyone works hard, they have the opportunity to progress and succeed.
Managers must collect and process information objectively to avoid unreasonable injustice that causes confusion and hatred within the enterprise. Managers act as means of satisfying employees' needs and wants To do this, it is necessary to study and master HR management because HR management helps managers learn how to approach employees, listen to their opinions, find a common voice with them.
Whether HR management in an enterprise brings the desired results or not depends a lot on the attitude of the administrator to the legitimate interests of the employees
THE STUDY
Overview about Phuong Chi Software Company
This section introduces information about Phuong Chi Software Company such as established history, company activities, mission, In addition, this section also presents the company's personnel structure and the company's business results in 2022
2.1.1 General introduction to Phuong Chi Software Company
Full name: Phuong Chi Software Company Limited
Trading name: Phuong Chi Software Company Limited
Short name: Phuong Chi Software Co.Ltd
Line 1: 3rd & 5th floor, building D, 22 Thanh Cong, Ba Dinh, Hanoi Line 2: G3 floor, No 51 Quan Nhan, Thanh Xuan, Hanoi
Line 3: 3rd floor, My Dinh Plaza 2 Building, No 02 Nguyen Hoang, Nam
Company type: Limited liability company
Legal representative: Nguyen Ngo Trinh
Phone: 0983401107 License date: 09/05/2013 Operation date: 09/05/2013 Business license: 0106173820
Website: www.pcsc.vn / www.cennos.com
Figure 2.1 Logo of Phuong Chi Software Company
Field of activity and company characteristics: Main field of activity is E- commerce and operational features providing BPO outsourcing services to partners operating in the field of e-commerce, including the main industries such as data processing, leasing and related activities of data management, image design, interior product perspective; activities of information technology services and services related to computers; management consulting activities; business support service activities
2.1.2 History of formation and development
The company was established in 2013, Phuong Chi Software Co., Ltd., trading name is Phuong Chi Software Company Limited (PCSC) is a company specializing in remote data processing services for foreign partners, including and not limited to manage website content; 3D design, images; design e-mail marketing; process customer billing; manage customer's marketing content via social media channels Facebook, Pinterest, Instagram
The Company's head office is located in Hanoi, the capital of Vietnam, and has made remarkable developments in terms of Economy - Science and Technology in recent years Phuong Chi is a combination of young, dynamic, enthusiastic staff, solutions and high technology to ensure providing customers with optimal solutions.
As a partner, Phuong Chi functions as a part of the customer to ensure that customers achieve their business goals.
Start-up period 2013-2014: In December 2013, Phuong Chi Software Co., Ltd was established at the head office of 40m2, with only 20 seats.
Integration period 2015-2017: in April 2016, the company had its first big customer, the company's employees were up to 550 people, there were 2 main facilities at 22 Thanh Cong, Ba Dinh, Hanoi and 51 Quan Nhan, Thanh Xuan, Hanoi.
Development period 2018 to present: 2018 marked the company's outstanding development when the number of employees reached 1135 people with different large and small projects The company has opened another facility at 02 Nguyen Hoang, My Dinh Plaza 2 Building, increasing the number of facilities to 3 locations.
The company's action motto is "EXCEPTIONAL EXPECTATIONS OF CUSTOMERS, BRING EXPERIENCE AND PROUD OF EMPLOYEES" PCSC is a combination of young, dynamic, enthusiastic staff, solutions and high technology to ensure providing customers with optimal solutions As a partner, Phuong Chi functions as an extension of customers to ensure that customers achieve their business goals.
Vision: With the strategic aspirations of sustainable development, taking customers as the center, Phuong Chi wants to become a leading Outsource company in technology and data processing in Vietnam and in both the US and European markets.
For businesses: Phuong Chi is a company specializing in providing software and data processing for e-commerce websites such as Wayfair.com, Amazon.com, Walmart.com to help companies have enough information and data to easily manage business on e-commerce websites and help customers find product information on the website The company has always maintained a very high and steady growth rate and growth in all aspects, always won the trust of customers and partners by the following policies: commitment, perfect service, fast, quality and professionalism that many other companies have not done.
For society: Phuong Chi contributes to promoting social modernization and connects the spirit of solidarity among employees, creating a professional and different working environment Phuong Chi provides customers with the best services with both dedication and goodwill, in order to bring the most convenience and efficiency for customers when cooperating.
Quality: the motto is top quality, progress and safety, constantly investing in modern equipment and advanced technology in the working process PCSC considers quality as a development factor to increase competitiveness and a cultural element of the enterprise.
Professionalism: Building a team of staff with professional working style, creativity, enthusiasm, good expertise.
Solidarity: Building a spirit of solidarity, healthy cooperation, willingness to share experiences among colleagues, between leaders and employees, between employees and partners.
Table 2.2: The organizational structure of the company
(Source: Administration and HR Department of PCSC)
Functions and duties of the departments:
Director : Responsible for the operation of the entire company, is the legal representative of the company The director is the one who makes the final decisions, policies and activities need to be approved by the director before being implemented The person who conducts the development, planning, management of the company's development strategies and goals, and business development.
Employees replaces the CEO in all work when the director is away, but is responsible to the director for the assigned work Thus, the person directly leading and operating the business is the director, below the director is the deputy director, below are the departments, each with specific tasks.
Financial Accounting : The Finance and Accounting Department is a unit of the company's management apparatus, advising the Company's Director in the field of financial management and accounting organization Their work includes: supervising the company's business activities in accordance with current accounting standards and Laws in order to promptly, accurately and fully reflect the company's business activities and the company's assets; report business results to the Board of Directors of the Company; liaise with banks and credit institutions in paying employees' salaries.
Administration - HR Department : Provide professional recruitment processes for the company, have the role of organizing entrance examinations, interviewing to find suitable candidates for the company; Coordinate with other departments to schedule training, improve professional quality for employees; Manage and coordinate with the Finance-Accounting department to pay salaries and bonuses to employees in the company; As the department that keeps and manages employee records and personnel information in the company
Factors affecting HR development at PCSC
Government Policies: Laws affecting HR management, binding the Company in recruiting and treating employees: requires a good resolution of the labor relationship Changes in social insurance and health insurance contributions as well as regional minimum wages over the years, affecting the development of the Company because the higher the contribution level, the more it means that the company's finances are also affected Therefore, regulations on Tax, social insurance and health insurance regimes for employees also require the Company to grasp and handle well Especially since the 2012 Law came into effect, the Company has to pay more attention to the remuneration of employees, avoiding the situation of labor strikes, leaving jobs affecting production.
Situation of economic and social development: Currently, the socio-economic environment in Vietnam is especially volatile This requires Phuong Chi's individuals to be equipped with a lot of knowledge and skills to meet the requirements of the new situation In which, foreign language ability and computer skills (especially excel) are the most necessary factors in the current situation.
Scientific and technical development: Technology - science and technology have profound effects on production and business activities, learning and updating new technology trends is an indispensable requirement for the existence and development of enterprises For a software company operating in the field of providing outsourced BPO services for data processing in the e-commerce industry, this is an extremely important factor affecting strategy implementation.
Labor market: The company's recruitment demand is quite large, especially for data entry staff positions However, with this job specificity, employees often do not stick around for a long time, so the company needs to recruit continuously, and there are many options to ensure production manpower for the company.
International integration: The partners operating at PCSC are mainly e- commerce platforms such as Amazon, Wayfair, etc These are very important partners that bring in the majority of the company's annual revenue International integration has created a new, more international, larger, more developed economic system and brought more opportunities for the company in general and its employees in particular It also helps to improve the quality of life of many people and contributes to the improvement of the company's business performance.
Corporate culture: PCSC is confident to be one of the companies to catch up with new trends in the field of E-commerce, with the interference and conclusion between Western creative working culture and traditional values With the beauty ofVietnam, Phuong Chi is growing more and more and always wants to create a professional, dynamic working environment with young people, always improving,catching up with the trend of the times All employees at Phuong Chi from the highest level of management are the Board of Directors to lower management levels and employees work in the same office space, regardless of rank, not divided into rooms to create Therefore, the working environment is close, friendly, bringing a family culture atmosphere.
The staff of the Company: The total number of staff of the HR Department is
15 people, accounting for 1.13% of the total number of employees in the Company. Thus, with the current size of 1337 employees, the number of HR of the HR Department is relatively large, enough to ensure the completion of the Board's tasks and tasks In addition, most of the training staff have been trained in HR Management, Economics, Business Administration, etc., majors related to the company's production and business activities, so the construction of recruitment and training programs is close to the needs and brings high efficiency.
After 10 years of construction and development, PCSC has gradually improved itself The company pays great attention to HR policy, constantly improves the quality of HR, preserves and promotes corporate culture, changes in management methods and forms to meet the change, stands firm and develops in the market The company always fully implements all labor policies in accordance with the provisions of the Labor Law.
2.3 The current situation of HR development at PCSC
2.3.1 Structure and quality of HR at PCSC
Table 2.4 Labor structure of Phuong Chi Software Company
As of 2022, the total number of employees of the company is 1333 people, of which the number of employees at university accounts for 60,4% This is considered a strengths point in terms of number of personnel compared to 2020 and
2021, which helps the company to reduce training costs and improve work quality.
In general, the number of female employees accounted for quite large, accounting for 10,3%, in 2020 and 19,7% in 2022 The number of collaborators and training contracts gradually decreased, 2022 are 4,5% and 5,3% respectively In contrast, the number of labor contracts have increased by 11% in 2022 compared to 2020 In short, by 2022 the quality of human resources in the company have reached a stable level, the company will reduce the cost of training and training time for staff
No Full Name Position Age Sex Level Major Time
Huyen Ngoc Supervisor 1992 female Masters Human resource management
2 Vu Thi Tam Right Hand 1996 female Bachelor Human resource economics 3
3 Hoang Thi Leader 1996 female Bachelor Interrnational 2
Yen Employee 1995 female Bachelor Business administration 2
Phuong Employee 1996 female Bachelor Economic 2
6 Le Trang Ly Trainer 1997 female Bachelor Human resource management 1
Employee 1997 female Bachelor Human resource management 1
Trang Luu Trainer 1991 female Bachelor Economic 3
Linh Chi Employee 1997 female Bachelor Economic 1
Tuyet Employee 1998 female Bachelor Business administration < 1
Giang Employee 1997 female Bachelor Business administration < 1
Hien collaborators 1998 female Bachelor Business administration < 1
13 Dang Duy collaborators 1998 male Bachelor Human resource < 1
Anh Employee 1997 female Bachelor Communication 1
Thao collaborators 1998 female Bachelor Human resource management < 1
Table 2.5: Information about personnel in charge of HR management at PCSC
From the above information table, we can see that 15 out of 15 staff in charge of human resource management of the company have university degrees or higher, this is the foundation for them to perform their jobs effectively Moreover, the main tasks undertaken by human resource management officers are also relatively suitable for the industry they are trained in, so they can promote their capacity.
2.3.2 Current status of recruitment activities at PCSC
For each title at PCSC, clear and detailed job descriptions and job standards are built, suitable for each position The job description and job standards are built based on the functions and tasks of the groups, developed by the Team Leader in conjunction with the recruitment department for the purpose of using in the recruitment of HR Choose the right person for the job Each job position in the company has a job description and job standards HR officers in the company always have flexible adjustments when posting recruitment information, which helps attract candidates to apply.
However, this flexible adjustment is easy to confuse candidates With the same nature of work but with many different ways of posting, there have been cases where candidates were confused and responded to the company.
Figure 2.6 Recruitment process at PCSC
The heads of the units shall base on the production and business plans and the labor fluctuations of the units to determine the labor recruitment needs and send them to the HR department.
The HR Department considers and adjusts the recruitment needs of the units based on the production plan and work plan and submits it to the Supervisor for approval If approved, the main recruitment department implements the labor recruitment plan and recruits according to the plan If not approved, the recruitment department shall review the labor needs of the units or internally transfer the units and submit them to the Supervisor for approval.
Step 3: Recruiting Identify recruitment sources:
Evaluation of HR development at PCSC
The above analysis of the situation of improving the quality of human resources shows that PCSC has obtained certain results in terms of human resources
With human resources with university and graduate degrees accounting for nearly 50% of the company's core and high-quality resources This is the strong point for the company to develop sustainably The company's recruitment process is relatively complete, the recruitment steps are clearly defined.
Training and fostering employees are always focused Every year, PCSC develops and implements plans and fosters human resource development, the company has paid a certain attention and investment in training The content and training programs are aimed at many subjects and ensure that the company has paid attention to training some skills for employees to improve the quality of human resources.
The remuneration of human resources at PCSC has been fully implemented in terms of salary, bonus and other allowances and benefits Although the remuneration regime is still not really outstanding, it has contributed to motivating employees to work, and trying to improve their own capacity and stick with the company Thereby, it shows that the company has paid certain attention to human resource development through the remuneration regime.
In the past year, Phuong Chi Trade Union continued to perform well in regularly grasping the situation of thought, life and work of officials and union members, in order to promptly help and remove difficulties and obstacles; actively pay attention to the settlement of regimes and policies; take care of and improve the living conditions and working environment conditions for staff and union members such as 100% of staff and union members in the agency who are fully insured by participating agencies in purchasing social insurance, health insurance and unemployment insurance according to regulations; check periodic health; create conditions and organize for officials and union members to visit, relax, exchange and learn experiences in order to improve their professional qualifications,experience in organizing and operating trade unions and experience in organizing emulation movements In addition, the company focuses on maintaining and upgrading computer equipment to ensure high efficiency The company also always tries to create conditions for its employees to improve their qualifications, keep pace with the changes of the surrounding environment, and at the same time always look for new high-quality human resources.
Due to the large scale of the company with more than 1000 employees, the management is very difficult if done manually Therefore, the company has used the Human Resources-Salary management software BiHRP and Fast accounting software to make it more convenient in management and calculation.
Limitations on recruitment activities at PCSC
The recruitment work at the company is not really good, recruitment activities are still formal, leading to limitations right from the input control stage In some cases, due to high demand for personnel, they automatically skipped the entrance test or low entrance test but still accepted candidates The recruitment principle is not appropriate, recruitment is not planned, the recruitment process is also affected by relationships, leading to low input quality
Limitations on training, assessment and human resource development at PCSC.
Currently, the training process of PCSC is not full of training steps, some important operations are performed only briefly and in a short time in one step of the training process Some operations are still missing and not mentioned In the process, the identification of training needs has not been done scientifically Post- employment training programs have not been properly developed for new employees The quality of staff is uneven due to the former form of training being self-training There are no standard evaluation criteria, training materials do not follow the actual work Training time and materials for new employees are still long, trainers are looking for ways to shorten the materials and teaching time The inspection and supervision of the implementation of internal rules and regulations of the company is still limited, mainly because employees of each department and unit supervise each other The evaluation of work performance is still formal and subjective, so the objectivity of the assessment is not guaranteed.Some employees are not active in improving the quality of human resources, and are passive, lingering on the company's training courses and the quality after training is not available due to the low learning consciousness of the employees.
Remuneration activities (salaries, rewards, incentives, etc.) are not really attractive, superior to other enterprises in the same market sector The payment of wages to employees at the company is associated with job titles and job completion coefficients However, the assessment of the quality of the work has not been completed, the evaluation is still subjective The development of policies and regimes related to the material and spiritual interests of employees is still passive, which has not yet boldly invested in finance for work related to labor motivation. The company currently only implements mandatory welfare regimes, spiritual activities are still monotonous and cannot create connections for employees.
The working environment still has some limitations, many old and outdated equipment and machinery need to be renewed to keep up with the development of science and technology.
RECOMMENDATIONS
Goals and direction
Building a team of staff of PCSC with good ethics, professional knowledge and skills to meet the requirements of assigned tasks.
Ensuring a reasonable structure, meeting the development requirements of the growing PCSC, on par with its position at home and abroad
To meet staff development requirements, PCSC has specific goals:
Building job positions is the premise and basis for effective management and use of staff and employees.
Amending and perfecting the regulation on labor evaluation is a basis for salary payment, reward and discipline in accordance with the regulations of the State and the PCSC Besides, it also create motivation for employees to improve and improve their professional skills
The work of training should have some factors such as fostering and developing staff, employees, equipping and supplementing with social knowledge, professional expertise, foreign languages and management, improving skills and methods of performing assigned tasks in order to build a team of staff and employees who are proficient in professional skills, with good qualifications and good expertise.
It is necessary to improve foreign language ability for staff and employees to enhance translation ability, access to new technologies and techniques, study foreign documents in their professional fields
PCSC needs to equip and improve knowledge on international integration forPCSC's staff and employees in the current new situation Training and fostering title standards and human resource development needs of the Company
Health care work continues to coordinate with PCSC Trade Union to notify and organize medical examinations for employees and Organize fun, entertainment, and vacation activities so that employees have the opportunity to relax, exchange and unite more
In order to successfully implement the set goals, the PCSC Board of Directors clearly identifies human resources as an important factor determining success. Therefore, the direction to improve the quality of human resources by 2024 is as follows:
Develop human resource development strategy in line with the company's business development strategy; Ensure the company's human resources are suitable in quantity, quality and structure to best meet the development goals of the company.
Implement human resource development strategy towards consolidating the organizational structure Organize and rearrange human resources, effectively use human resources, replace employees who are weak in terms of capacity and quality in order to improve the quality of human resources This increases business efficiency and matches the company's operating model.
Well implement policies to detect, select, and attach importance to remuneration to attract and retain high-quality workers.
Improve the healthy competitiveness among individuals in the enterprise and constantly improve the material and spiritual life of employees.
Develop and implement flexible and flexible leadership policies, improve management quality, and do well in staff planning to have a long-term training and retraining plan.
Solutions for developing HR
3.2.1 Solutions to improve the quality of HR through recruitment at PCSC
Recruitment is the first step, one of the crucial steps affecting the current and long-term quality of the company's personnel PCSC needs to develop a recruitment regulation based on recruitment principles suitable to the nature, job characteristics and characteristics of the applicant team First, recruiting according to planned needs This is a need built from the foundation of the company's business strategy and human resources strategy Second, recruiting qualified human resources right from the start, avoiding wasting resources later on operations in human resource management and human resource development of the company Third, recruitment must have clear conditions and standards The Company's recruiters need to ensure fairness and accuracy in all recruitment positions, with all individuals participating in the application Recruitment information must be complete and clear Evaluation of candidates should be complete and accurate based on work standards and behavioral competencies
The company should proceed to recruit candidates while they are still in school (the last year of each training level) because this is an essential and vibrant resource With this resource, the candidates still keep their study habits, the ability to learn quickly, and have many initiatives, youth, and enthusiasm to devote to the company's sustainable development As we all know, the number of newly graduated students from universities, colleges, intermediate schools and vocational schools in the whole country in general and in inner-city in particular is increasing every year Therefore, the solution of recruiting workers from outside, especially students from schools with basic training, is also a good measure that the company should apply.
3.2.2 Solutions to improve the quality of HR through traning at PCSC
Employee evaluation is the job of the administrator or the HR department to monitor and test employees in many aspects: work efficiency, working attitude,employee relations, and other job skills Thereby accurately knowing the employee's capacity, thereby setting development orientation or appropriate reward and punishment Businesses need to develop a reasonable and strategic recruitment plan Instead of mass recruitment, carefully screen candidates to find qualified personnel who fit the corporate culture If quantity is not associated with quality, it will only make your business pay more wages for a cumbersome and inefficient workforce.
It is necessary to measure employee performance against specific criteria The criteria for evaluating employees in each enterprise will be different for each industry as well as each employee position and level If leaders evaluate objectively, transparently, and with the right people, they will encourage good performers to maintain and strive for better Those who are not good will try to get good results If doing so, the enterprise will build a team of employees who are both professional and ethical They will be the force contributing to bringing the business up, competing with competitors Enterprises, when they want to evaluate employees on work performance, determine their capacity first, and must first grasp the principle:
Do not evaluate according to feelings or one-way evaluation Because if so, the evaluation is only subjective and does not determine the true capacity of the employee Instead, in order to objectively and accurately evaluate a manager, it is necessary to have a multi-dimensional view and evaluate on many different criteria.
In order to improve the effectiveness of training and professional development for human resources, the Company needs to develop a clear training process With specific requirements for each group of management objects The first is to identify training needs including analyzing training needs and make training plans based on related activities such as job analysis, job performance assessment and human resource planning activities The second is to clearly define the training object The training subjects are staff with poor skills, working with many mistakes, slow progress of work or young experience Before conducting the training, the company organizes a test On the other hand, to solve immediate needs, the company will conduct on-site tutoring, so that long-term, experienced and skilled employees can mentor new employees.
To ensure the requirements of the current job, the company needs to increase the opening of specialized and professional training courses and focus on the soft skills of employees The training content must be close to the job of the trained person, not to let the state of training and retraining be inconsistent with the content of the job The training program must be specific, flexible and suitable for each type of training object
The training method must be short, concise, easy to understand and highly effective, stimulating the creativity of the trainees participating in the training The training period is short so as not to greatly affect the company's business operations, while still ensuring the training and retraining requirements set forth.
3.2.3 Solutions to improve the quality of HR through remuneration at
When the company's human resource policies and activities are of high quality, it will stimulate the spirit of employees to work enthusiastically and creatively at work, attracting and retaining talents for the company For the current remuneration regime of PCSC, the thesis proposes some solutions to improve this regime, specifically:
The first is to improve the salary associated with work performance The forms of payment and the payment of wages need to be conducted in a detailed, specific, fair and accurate manner With each position, the job title has its own requirements, the company needs to develop specific criteria to evaluate the work performance of each employee At the same time, it is necessary to add more seniority criteria for employees who have been with the company for many years In addition, it is also necessary to strengthen training and improve the professional qualifications of staff in charge of salary activities The professional qualifications of the staff in charge of wages need to be constantly improved and perfected to match the development and innovation so that an accurate, reasonable and effective salary regulation can be built.
Second, PCSC needs to develop an appropriate reward and welfare regime In order to reduce costs and increase profits, the company needs to have a bonus policy for employees who know how to save electricity and stationery In addition, the decision to reward needs to be made in a timely manner: the time from when employees have achievements until they are rewarded as soon as possible If it is not possible to give rewards immediately, there must be praise and praise immediately for the excellent achievements that employees have achieved The regulations on reward and reward levels should be widely publicized for all employees to know to strive harder at work Furthermore, PCSC also needs to diversify types of benefits Currently, the company only applies compulsory benefits To further motivate employees, the company needs to diversify types of benefits Specifically, creating basic services for workers such as opening a canteen. Through this job, the Company does more business and is convenient for employees, workers can eat and drink right in the canteen In addition, the content of welfare programs should be contributed by employees to create excitement for the programs For the welfare of the workers, it is necessary to survey the opinions of the workers.
The third is to build a favorable working environment PCSC has relatively fully equipped working equipment but their quality is only average To be more effective in building a working environment for employees, the equipment needs to be regularly cleaned, checked, repaired and improved Floor mats need to be cleaned periodically to ensure fresh working air for employees The company also needs to apply information technology to work to save time and effort for employees at the company For example, time attendance software, training management software, internal documents have been compressed into the software,relevant employees need to use just download In fact, morale is always an important factor that directly affects the efficiency of employees Therefore, in order to create a friendly and united working environment, the company should organize meetings, exchanges, and share experiences at work so that employees can learn from each other, and also have opportunities to understand each other better,unite and stick together Investing in funds for organizing cultural, artistic and sports exchanges for employees will create conditions for everyone to rest and relax The company should strengthen measures to organize tours, picnics on holidays, public holidays, organize activities such as festivals 8/3, 20/10, 2/9, etc In order to promote the effectiveness of the work of motivation in labor, the company needs to come up with the right policies to suit the conditions and promptly meet the needs, thoughts and aspirations of employees.
In the era of strong development of science and technology, along with the current deep and wide integration, the role of human resources becomes more important than ever Human resources become the most valuable asset, the decisive factor for the success of the company It is considered as an intangible asset that holds a special place in the organizational structure Therefore, each country in general and each unit and organization in particular must always pay attention and focus on improving the quality of human resources to respond to the changes of the times.
Improving the quality of human resources plays a very important role for every organization The thesis "Improving the quality of human resources at PCSC" has systematized and clarified the basic theories of human resources, functions and factors affecting human resource development Hence, the thesis has collected information, researched and analyzed the current situation of the quality of human resources of PCSC.
During my internship at PCSC, I have applied a lot of knowledge learned at school to research human resource management of the Company as a basis for my thesis On the basis of analysis, evaluation, points out the successes achieved as well as limitations in the activities of improving the quality of human resources of PCSC The thesis has proposed solutions to improve the quality of human resources to ensure the company's development goals and strategies in the present as well as in the future The main solutions focus on doing well in recruitment and talent search, improving the quality of training, assessing and developing human resource; adjusting remuneration regimes such as salary, benefits and working environment to ensure the effectiveness of activities to improve the quality of human resources at the company.