Trang 1 ------Student: NGUYEN PHUONG THUYGroup: CQ57/51.02GRADUATION THESISTOPIC:SOLUTIONS TO IMPROVE THE QUALITY OF HUMAN RESOURCES AT THINH QUANG EQUIPMENT COMPANY LIMITEDMajor :
Rationale of the study
Human resources are always considered a factor creating the success of any organization or country This is the most important resource, deciding productivity, quality, and efficiency in using other resources in the system of resources In the context of global economic competition, all countries consider human resources as the most important tool to improve national competitiveness Especially in the context of Vietnam nowadays, when globalization and international economic integration are trends that Vietnam has faced since becoming a WTO member, the issue of improving the quality of human resources to meet global requirements is a pressing one that must be prioritized for implementation Thinh Quang Equipment Co, Ltd has been operating for a long time, continuously growing and developing to become one of the major enterprises in the North of Vietnam To achieve high business efficiency, Thinh Quang Equipment Co, Ltd must focus on promoting all resources, in which human resources are considered as the core competence of the company This is the factor that makes a difference and brings a competitive advantage to the company Therefore, the issue of improving the quality of human resources is always the top priority of Thinh Quang Equipment Company’s administrators
In the case of Thinh Quang Equipment Co, Ltd, I have recognized that besides the successes that the business has achieved in the past, there are still limitations related to the demand for labor and the quality of human resources in the company Considering all of the above factors combining the actual process of Thinh Quang Equipment Co, Ltd the topic: ‘Solutions to improve the quality of human resources at Thinh Quang Equipment Co, Ltd” was choosen as the topic of my graduation thesis.
Aims of the study
This research is carried with following purposes:
- Giving the background knowledge about human resources and quality of human resources.
- Analyzing the current situation of human resource quality in Thinh Quang Equipment Co, Ltd.
- Finding out some solutions to improve the quality of human resources atThinh Quang Equipment Co, Ltd.
Scope of the study
Due to the limitations of time and scale, the study just focused on the quality of human resources at Thinh Quang Equipment Co, Ltd from 2020 to 2022.
Methodology of the study
To achieve the research objective, the study used the following main methods: Firstly, the researcher would like to use the method of of data collection The data on the company’s activities, human resource data such as: business results, company’s labor structure, professional qualifications, salary data, training quantity,…
Secondly, a questionnaire survey was realized to perform this study From the company’s survey questionnaire on human resource development efforts,which was delivered to 200 workers The author used the survey results to classify, test, measure, and assess the existing state of human resource development operations in order to draw conclusions Conclusions on the benefits, drawbacks, causes, and constraints of operations, with recommendations for improving operational efficiency at Thinh QuangEquipment Co, Ltd.
Organization of the study
The thesis comprises of three main chapters as follows:
CHAPTER 1: LITERATURE REVIEW It provides an overview of human resources and quality of human resources.
CHAPTER 2: THE STUDY It provides the current situation of the human resource quality at Thinh Quang Equipment Co, Ltd in the period of 2020-2022.CHAPTER 3: RECOMMENDATIONS It provides solutions to improve the quality
LITERATURE REVIEW
Overview of human resources
Human resource is a resource within every human being, including both existing and potential resources It is expressed and revealed by the ability of working, health, knowledge, psychology, consciousness, level of effort, creativity and passion In reality, it is proved that role of people in production is extremely important; manpower is the central factor in any other factors during production.
Human resource term first originated in the 80s of the twentieth century, when the way people are managed and operated in the labor economy was fundamentally altering By changing from personnel management to human resource management, great development has been made since then as more flexible and softer in order to encourage labor to bring into play the ability of working.
There are many different views and descriptions of human resource term According to the United Nations report (World development indicators) evaluating the effects of the globalization on human resources, the HR is defined as the level of skill, knowledge, experience, existent and potential ability (World Bank, 2000) It also means that HR is highly appreciated to consider human potentials as the capacity for them to manage.
On the macro scope management, human resources nowadays has become a conceptual tool for the implementation of the strategy and plan of economic development - social Human resources is the overall potential of a water labor or a local workforce that is prepared in varying degrees by the way meet the requirements of the labor restructuring, economic restructuring towards industrialization - modernization
On the other hand, in the view of businesses and organizations, HR is simply known as labor forces of all people in the organization According to Prof Dr Bui Van Nhon (2006), he mentioned that HR of an organization is the workforce of that organization and the number of people on the list of the business, salary paid by the business Similarly, labor is known as all the physical and mental abilities of the people within the organization are used in the process of labor production (William McLean, 2013)
Thus, while there may be many different views of human resources when viewed from various perspectives, all of the above concepts agree on the following core content: The source of labor power for society is human resources The human being, as a component of the productive forces, is the most important and inexhaustible resource for development, which cannot be measured solely in terms of quantity or quality It is a mix of both quantity and quality as well.
Human resources are an important and necessary resource in every business that decides whether the company succeeds or fails As a result, managers must pay attention to and nurture their human resources to guarantee that they are strong in both quality and quantity, assuring the business's development not just now but also in the future.
The human resources department of a company is made up of positions with various unique connections, but it is guided by the company's overall goals On the other hand, there is also opinion that HR is an independent income, while input sources influence to business's success, quality, cost and output products In generally, HR comprises of the following essential features:
HR is the most fundamental part of a business HR in organization is a part belonging to the total HR of a country or region Its concerned people- oriented.
HR of a business considers the combination of all working resources within the company HR is concerned with labor at all levels and categories, including workers, supervisors, officials, and managers, as well as various sorts of personnel, both organized and unorganized In other words, improving the quality of HR in an organization entails not only enhancing individual abilities but also completing and improving teamwork capabilities Some ways for improving cooperation skills include understanding appropriate roles and responsibilities, strengths, benefits systems, and a creative and active working environment.
HR is regarded as an "endogenous" resource that directs the process of socio-economic development in general and business performance in particular While each individual contributes to the organization's success, it must be planned in accordance with the business's objectives.
In order to attain and achieve the goals of the organization, besides human resources, there are many sources such as revenue, technology they all differ in the characteristics and functions of the company HR is the most complicated, because its about managing human, so depending on physiological psychology factor, and the quality might be both greater or lower than actual values; as well as, influencing efficiency of other resources within the company.
1.1.3 The role of human resources
Human resources have a role in ensuring that every source of innovation in a company is utilized Humans are the only ones who create goods, products, and services Humans, on the other hand, are the only ones who can check the production and business processes
Human resource is strategic resources Technology, capital, and raw commodities are increasingly reducing their significance as society shifts to a knowledge-based economy Furthermore, the importance of human knowledge is growing Human resources will generate beneficial values in an enterprise's development strategy since they are dynamic, creative, and intellectually active.
Human resource is an inexhaustible resources Society is becoming more imaginative and progressive, businesses are expanding, and human resources are plentiful If this resource is adequately used, it will generate a significant amount of material wealth for society, assisting in meeting people's growing demands.
The socio-economic development of a country is influenced by its human resources The human component is not only development's objective and driving force, but it also aids in the creation of conditions for human self- improvement Each stage of human growth increases the power to command nature and the driving force for economic and societal development.
Overview of quality of human resources
1.2.1 Conception of quality of human resources
The quality of human resources is understood as the value of human, values of physical and spirit word, brainpower and soul, as well as professional skills at work, all creating people with labor workforce abilities and virtuous character, to adapt nowadays social economy’ demands All the related resources and abilities within a human which made up a person’s life are known as human resource's quality.
There are factors including on quality of HR, such as, health, culture level, professional knowledge, actual ability knowledge, professional skill,flexibility at work, ethic quality, working attitude, working environment,performance and so on In general, quality is manifested in physical and mental components, which can be measured in some way by a science machine or knowledge level All of the criteria must be measured in order to determine HR quality, but this does not indicate that a person must possess all of them.
According to Prof Dr Vu Thi Ngoc Phung: “The quality of human resources is assessed by the education, expertise and skills of employees as well as their health” According to this point of view, the quality of human resources is assessed through the following criteria: education, expertise and skills (intellectual) and health (physical) These criteria are quantified by levels of education, levels of professional training that are available and can be measured relatively easily.
HR quality can alter over time, depending on the surrounding or working environment, learning, training, and experience, as well as culture. According to David L Weller (2000) “The development of all these factors could bring better outcomes and maximizing the quality of human potential, for example, development of cultural leadership in schools and university for students before working age” Moreover, according to Wilson (2005) “Learning and training can always make higher performance in the work place, therefore, in order to bloom working skills, organizations should considered to create circumstances to push their employees get into the process of learning, experiencing and competing.”
It can be seen that "quality of human resources" is a concept with very broad connotations, which is one of the factors to evaluate human resources. The quality of human resources shows the relationship between the elements constituting the internal nature of human resources, including: intellect, physical strength and mental power.
However, despite special attention and great achievements, according to the World Bank assessment, in the context of international integration, the quality of Vietnamese labor forces is still lower than many other countries,especially, lack of skilled workers high-level technical workers The WorldBank has ranked Vietnam in 11th place out of 12 Asian countries based on the quality of human resources Vietnam’s overall rating is 3.76 out of 10 while the quality score for Korean HR is 6,91; India is 5.76; Malaysia is 5.59; Thailand is 4.94.
1.2.2 Criteria assessing of the quality of human resources a Criterion on physical strength
According to the World Health Organization (WHO), “Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity" (WHO, 1948).
Physical Health: is physical well-being and comfort The more refreshing and comfortable you are, the more you prove yourself to be a healthy person. The basis of physical pleasure and comfort are: strength, agility, endurance, resistance to disease-causing factors, ability to endure harsh environmental conditions.
Mental Health: is the embodiment of social, emotional, and spiritual fulfillment It manifests itself as a sense of well-being, a pleasant sensation, happy and peaceful feelings, upbeat ideas, a love of life, positive life concepts, courage, initiative, and the ability to fight negative beliefs and unhealthy lifestyles.
Mental health is an expression of a healthy, civilized and ethical lifestyle. The basis of mental strength is balance and harmony in mental activity between reason and emotion.
Social Health: Social health is expressed in comfort in complex and entangled relationships among members: family, school, friends, villages,public places, offices It is reflected in the approval and acceptance of the society The more integrated with people, the more empathized and loved by everyone, the better social health and vice versa The basis of social health is the balance between activities and individual interests with the activities and interests of society and others.
Based on the above criteria to classify health into 5 categories according to Decision No 1613/BYT-QD dated August 15, 1997 of the Ministry of Health on health classification standard for recruitment examination for laborers:
Health is an important and indispensable factor when assessing the quality of human resources because without health people will not be able to work and create material wealth for society Human resource health has a great impact on the labor productivity of individual employees when they participate in economic activities as well as when they have not yet participated in economic activities, in study as well as in domestic work of employees The part that does not participate in economic activities, and health also directly affects the receptivity and creativity in work and study. b Criterion on Education level
The educational level of employees is an important indicator to assess the employees' intellectual capacity, and is one of the bases for assessing the quality of human resources in general It is the first knowledge base for employees to be able to grasp professional and technical knowledge to serve in the future working process It is also the basis for enterprises to conduct training and re-training to serve their activities to improve the quality of their human resources.
Raising cultural awareness is important not only for national human resource development, but it also has a favorable impact on the quality of human resources in businesses As a result, the bigger the proportion of employees who have graduated from college, university, etc., the higher the intellectual level of the company. c Criterion on Technical qualifications
Technical qualifications show knowledge and ability to practice about a certain profession or profession It is also the level of training in professional and formal schools
In assessing the quality of human resources, professional and technical qualifications are an important criterion Technical qualifications are used to assess the necessary professional knowledge and skills that employees have, as a basis for organizations and enterprises to arrange for employees to do appropriate jobs, create the highest efficiency In addition, based on professional and technical qualifications, organizations and enterprises have orientations in developing their human resources, offering appropriate solutions to improve the quality of human resources.
1.2.3 Improving quality of human resources
Improving the quality of enterprise human resources: The overall content, method, and method of changing the factors that constitute the quality of human resources in the direction of development in a reasonable manner in terms of scale (quantity) and qualifications (quality) to meet the requirements of business development goals with increasing efficiency Improving the quality of human resources is to increase the value of people; both material and spiritual values; both intellect and soul as well as professional skills, making people become laborers with capabilities and higher substances, meeting the increasing demands of socio-economic development From this perspective the author said that improving the quality of human resources is to improve working capacity, job handling skills and attitudes in the work of human resources working at enterprises.
The factors affecting quality of human resources
1.3.1 The internal factor affecting the quality of human resources in the business
Positive viewpoints and perceptions of business owners and human resource management policies on improving the quality of HR: the views and perceptions of leaders in the enterprise about "improvement of human resource quality" will affect the policy system and investment resources to varying degrees In addition, human resource management policies in the enterprise (such as policies on: recruitment, training, arrangement, labor arrangement, remuneration, salary, bonus, welfare ) have a direct impact on activities to improve the quality of human resources The effective execution of these policies will enable businesses to have sufficient human resources, both in terms of quality and quantity, to meet their objectives and strategies.
The firm's development strategy, production, and business plan: The enterprise plans on the quality of human resources, including the necessary knowledge and skills, based on the development strategy, production, and business plan, assess existing human resource quality, compare and assign the required number of personnel based on the abilities and qualifications that have satisfied the job's needs Since then, businesses have needed an advanced training strategy to increase the quality of their human resources in order to meet their production and business objectives.
Growth, innovation, and new technologies of businesses: Businesses that want to grow or develop quickly must train and recruit personnel Employees must be trained in order to gain new abilities when a company adopts new technologies Enterprises are always innovating to implement innovative measures in management and train employees.
Working environment: The functioning environment encompasses not only technical facilities, infrastructure, and equipment for work, but also interpersonal relationships, superior-subordinate relationships, atmosphere,work, style, and the business's manner of working Employees will be able to demonstrate their capability, develop themselves, devote themselves to the organization, and stay with the company for a long time if they work in a positive environment Furthermore, healthy competition that assures fairness
Employee awareness of improving human resource quality: in order to improve quality, employees must first be aware of their suitability for the job; they must have and continue to need the necessary skills, knowledge, and qualities, from which they can consciously and voluntarily learn to improve knowledge, professional skills, and skills, as well as accumulate knowledge and experience Because improving the quality of human resources in the enterprise requires not only the enterprise's efforts, but also the employees' desire and cooperative attitude in order to be simple to implement and achieve maximum efficiency.
1.3.2 The external factor affecting the quality of human resources in the business
Labor market development: Vietnam is in the period of golden population, so it can be said that the labor market of our country is quite abundant In that context, the development of the labor market as an objective factor affects the improvement of the quality of human resources in enterprises because the information on labor and employment is comprehensive, and the competition for jobs becomes more intense to attract labor with quality and quantity suitable to the production requirements of enterprises in each period Therefore, it is required that personnel in charge of human resources have recruitment communication activities, remuneration policies to attract and retain talents, and develop training and development programs for a skilled workforce for the company's operations.
Science and technology development: The distance between science and technology and production shortens as research and technology advance,production and business change constantly, and the economic structure of businesses changes as well The continuous development and scientific and technical advances have given birth to modern technologies that require high- quality human resources to operate The application of new technology allows enterprises to choose a policy of using more or less labor and requires certain labor conditions This not only affects the size and efficiency of the enterprise, but also affects the quality of human resources in the enterprise.
The development of education - training: The level of development of education and training has a significant impact on the quality of human resources in businesses; it not only determines the cultural, professional, technical, and skill levels of employees, but it also influences their health and life expectancy through factors such as income, perception and processing of socio-economic information, and decisions made by employees in their jobs. The greater the degree of education and training, and the larger the pool of high-quality human resources, the better labor productivity and enterprise efficiency.
The development of health: the medical examination, treatment, and health-care facilities systems are being invested in and modernized, which will increase employee life expectancy and health Reproductive health care, child health care, nutrition counseling, disease prevention, and other issues will be addressed, ensuring that employees and future generations have a healthy mind and body, as well as improving their physical fitness and spiritual perfection, in order to meet the requirements of providing high-quality human resources in terms of integration.
Politics and law: The laws of the State have a great influence on the development of human resources of enterprises, especially the Labor Code.These laws require enterprises to pay attention to the legitimate interests of employees, including the need for professional development and promotion opportunities Enterprises that are bound by this Code are required to have a training and human resource development program that is appropriate in terms of time and working conditions as prescribed by the Law.
THE STUDY
Overview of Thinh Quang Equipment Company Limited
Vietnamese company name: Công ty TNHH Trang Thi t B Th nhế ị ịQuang.
Company’s name in Foreign Language: Thinh Quang Equipment Company Limited.
Abbreviated name: THINH QUANG EQUIPMENT CO.LTD
Address of Head office: 15 Lane 107, Tran Quoc Vuong Street, Group
20, Dich Vong Hau Ward, Ha Noi, Ha Noi Vietnam
Legal representative: Mrs Nguyen Thi Thu
Thinh Quang Equipment Company Limited was established in 2013.The company has a transaction name as THINHQUANG CO.LTD Nearly 10 years of operation, with the enthusiastic and experienced staff in trading,manufacturing and servicing in medical equipment and anti-epidemic field,company is always available for the national medical activities The company is a reliable partner for local and overseas customers Operation fields: Producing medical Cotton Bandage gauze, disposable products in operation, delivery, first aid, anti-SARS, infectious and labor safety;Trading, importing, exporting : medical material, equipment and instrument, reagent and anti-epidemic chemical; technical scientific instrument and equipment; ambulance and other products serving for people health care, laboratory, industrial manufacturing and school.
2.1.2 Organization structure of the company.
Figure 2.1: Thinh Quang EquipmSent Company Limited’s management structure
General Meeting of Shareholders: The company's highest decision- making body, including all shareholders with voting rights, meeting at least once a year The General Meeting of Shareholders decides on issues prescribed by law and the company's charter The General Meeting of Shareholders approves the company's annual financial statements and the financial budget for the next year elects to dismiss and dismiss members of the board of directors and the company's supervisory board.
The Board of Directors: has ultimate authority in the enterprise, monitoring, evaluating, and managing personnel training, and is responsible for the organization's strategic direction and development goals The board of directors also bears the ultimate legal responsibility for ensuring that the company operates and fulfills its legal obligations.
EQUIPMENT AND MACHINERY MANAGEMENT DEPARTMENT
General Directors: The General Director is the person who manages and is responsible for all production and business activities of the company according to the resolution of the General Meeting of Shareholders, the decision of the Board of Directors, and the company's charter The General Director is the representative of the company before the law.
There are 4 functional departments (technical department, Human Resources Department, accounting and financial department, equipment and machinery management department) performing the tasks assigned by the Board of Directors, completing the assigned tasks according to task characteristics.
A technical department: is essential, especially for equipment companies that require a wide range of specialized techniques and skills First, the technical department is in charge of learning about the projects that the company will and must complete When the projects are open for bids, the technical department processes and completes the documents Finally, if the projects is accepted, the technical department will plan the implement measures, manage the quality records of the work, complete the completion documents, and evaluate the project's effectiveness.
The Human Resources Department at Thinh Quang Equipment Company
Limited primarily handles personnel matters In terms of the personnel selection process, this department will make an appropriate recruitment plan based on the needs of the unit as well as the needs of each department; approves the candidate's profile and schedules the candidate for the test and then forwards the application file to the department head for an interview with the candidate, next the candidate will be interviewed by the board of directors and in the end the board of directors will make the final decision.
The accounting department is in charge of all financial matters, books, and papers, as well as advising the board of directors on financial management,
Furthermore, the accounting department is responsible for establishing good relationships with banks and tax authorities, performing accounting operations in accordance with the legal framework, organizing the preservation process, and storing and securing accounting documents. Furthermore, the accounting department focuses on quick capital flow to avoid capital abuse affecting the company's bidding projects, as well as legal responsibility for the company's accounting process and profit distribution. The equipment and machinery management department is in charge of related responsibilities such as arranging storage locations and maintaining machinery and equipment This department also handles the replenishment and procurement of machinery and equipment, as well as inspecting and approving machine repairs on a regular basis When there is a project, the department members will take turns transferring machinery and equipment for the works and finally re-evaluate the operation results of the machinery and equipment and then send it to the accounting department for depreciation.
Production workshop: The CEO is responsible for organizing the production of goods and products according to the company's plan and complying with the approved quality, technology and designs It is an important part to ensure stable core operations of the unit.
2.1.3 Human resource management style at Thinh Quang Equipment Company Limited
Table 2.1 The number of male and female’s participation at Thinh Quang Equipment Company Limited in the period of 3 years, starting in 2020
Source: Human resource department from 2020-
From 2020 to 2022, the number of male and female employees is shown in Table 2.1 Although the number of men and women employed at Thinh Quang Equipment Company Limited was quite large in 2020, it fluctuated sharply in 2021 and 2022 Starting with 60 male employees and 10 female employees in 2020, the number of workers decreased significantly to a total of
60 workers in 2021, with 52 males and 8 females, and then further decreased to a total of 41 workers in 2022 In 2021, the total number of workers have decreased by ten This decline can be explained by the company's economic difficulties, which resulted in employee reductions This decline can be attributed to the company's financial difficulties, which resulted in personnel reductions Furthermore, in the context of Covid-19, many projects have been banned or halted to prevent the virus's spread, and some employees must take time off for long-term treatment Because heavy, and even dangerous jobs are not suitable for women in the industry, the number of male workers frequently outnumbers female workers From 2020 to 2022, the proportion of male employees has always been higher than that of female employees, with the most significant year being 2020 with 85% of male employees.
Table 2.2 The number of workers in each department of Thinh Quang
Source: Thinh Quang Equipment Company Limited ’s management structure in 2020
Because the number of jobs available throughout the year fluctuates, the proportion of long-term employee accounts for 88% of the total; the remainder are typically employees with labor contracts of less than 6 or 12 months.
Table 2.3 Labor force structure according to Age group
Source: Report of human resource from the period between 2020- 2022
Table 2.3 shows that the company has a number of employees aged 41-50 or over 50, accounting for a very small proportion of the total labor force, but they are managers, senior executives possess outstanding expertise and experience, making a significant contribution to training the newly hired workforce and motivating other employees Meanwhile, the workforce is young and dynamic (accounting for more than 80% of employees under 30 years of age and ages 31-40), reaching 81,25% at times in 2021 The majority of workers in this age group are in good health, enthusiastic about their jobs, meet the company's requirements, and successfully complete the projects that have been designed.
Table 2.4 Workforce based on education level
Source: Report of human resource from the period between 2020- 2022
Table 2.4 shows that Thinh Quang Equipment Company Limited has focused on investing more in the selection and training of skilled workers, as well as having many attractive policies to attract high-skilled workers over the last three years Table 2.4 also shows that the proportion of low-skilled workers in the industry is quite high, but workers with college and university degrees account for only 17.07% - 29.26% of the workforce, but they still play an important role in the operation of the company They are the company's core department's representative They have good skills, are skilled personnel with many years of experience, and they always bring significant benefits to the company at the present and in the future At Thinh Quang Equipment Company Limited in the period of 2020-2022, about 40% of employees have low educational qualifications or have not been trained, except for 29.26% in
2022 This poses a challenge for Thinh Quang Equipment Company Limited to appropriate training and developmental programs to help enhance the skills of this majority.
The pandemic's epicenter is in 2020 and 2021, which are also the two years that have been hardest hit in the world, even spreading to the beginning of 2022 Many firms, including many well-known brands, went bankrupt, and many sectors were forced to close some branches and segments of operations as consumers were forced to stay at home and the economy was closed to ensure safety This leads to a chain of effects on materials and labor, essential elements of projects, causing many disadvantages and obstacles to the handover of ongoing projects, the company's liquidity and the entire business function As a result, many projects were postponed or even withdrawn Thinh with declining revenue and frozen cash flow, so it was forced to make a difficult decision to reduce labor to reduce input costs to ensure business continues to grow.
Practical situation of human resources quality at Thinh Quang
2.2.1 Current situation of human resources of Thinh Quang Equipment Company Limited in the period of 2020-2022.
2.2.1.1 The current situation of Hiring and Recruiting at Thinh Quang Equipment Company Limited.
If the company encounters a labor shortfall or excess during normal operations, each department will report to the HR department in order to balance the personnel across the board and devise a plan to rotate or hire a new employee The HR department will then make a recommendation to the director for approval.
As mentioned in the previous section, the recruitment process at Thinh Quang Equipment Company Limited is quite unique Unlike most other companies, the human resources department will create a recruitment plan based on the needs of each unit and for candidates to take the test; if passed, the application will be sent to the head of the department for an interview, and the final interview and decision will be made by the board of directors.
Table 2.5 Number of candidate’s CV sent to HR department at Thinh Quang
Source: Human resource department from 2020 to 2022
The table 2.5 shows that, despite the fact that the majority of the CVs chosen are from outside sources, the company prioritizes internal sources As a result, the cost of recruiting internally is 40% less than that of external sources, according to data compiled by the HR Department Moreover, it is easier for them to be familiar with new jobs since they already understand the culture and way of working in the company Concerning internal sources, Thinh Quang Equipment Company Limited will prioritize candidates who are company employees who apply for internal recruitment positions with a limited time at the company's headquarters, those working in the company for getting promotion or changing to other positions and then consider and select candidates who meet all requirements However, most companies will recruit more from the outside by contacting universities and so on to find suitable candidates or post through recruitment channels such as the internet and the company's own website.
Regarding the preliminary screening process, the HR department will remove the dossier sets for the following reasons: there are many spelling errors, inappropriate expertise, academic results are below good level; job hopping and changing career directions constantly; exceed the specified age; family circumstances or health conditions are unsuitable for the working environment, etc.,
After the preliminary screening process is completed, the HR department will send the application to the department heads of the vacant positions to conduct face-to-face interviews on issues such as general knowledge testing, career orientation, learning and working process, other necessary skills, then compile the results and submit the list to the board of directors for further decision Finally, candidates who pass the interview rounds will be subjected to a one-month probationary period to assess their capabilities before signing an official labor contract if qualified
2.2.1.2 The current situation of Training and Development at Thinh Quang Equipment Company Limited.
After equitization, the scale of the entire corporation is quite large, but the Hanoi branch is smaller, so the need for human resource training is not as great The company emphasizes that only those who manage, supervise, and design works require specific training programs, whereas most workers will receive simpler, shorter training within 1-2 weeks The end result is to help employees adjust to their new environment and work The training program will be rotated by senior or experienced staff with practical lessons and practice handling situations, ensuring that employees have the necessary knowledge and skills The company will have a unique training program for each position The training program for new employees focuses on the company's corporate culture, rules and benefits, and employee support policies.
Table 2.6 Budget for training program from 2020 to 2022
Total revenue 2,045,314,087 2,188,054,758 3,150,896,350 expense / total revenue
Source: Report of accounting department from the period between 2020- 2022
According to Table 2.6, training costs account for a very small portion of total costs and revenue The figures for 2020 and 2021, in particular, show that the total cost is reduced and even the cost of training is reduced because the covid 19 pandemic has caused projects and works to be postponed The company receives fewer projects and works This indicates that the company has not paid much attention to employee training and has even reduced this amount when influenced by external influences to ensure the company's operation and its stability Currently, the company has nearly completed a reasonable and adequate training program in terms of knowledge, skills, and training time However, those in charge of management continue to receive the most professional development, and employees are frequently guided solely by their superiors.
2.2.1.3 Worker Safety and Retention at Thinh Quang Equipment Company Limited
Occupational safety is one of the most important tasks and responsibilities of a human resource manager As a result, the company prioritizes occupational safety, making it a visible and easily accessible item in all employment contracts, along with appropriate benefits and insurance commitments The company has done a good job of maintaining everyone's safety at work, as well as appropriate training procedures, so that the workforce is always secure and excited to come to work Furthermore, the leadership has a macro perspective and achieves a larger common goal because, deep down, doing our best to protect our workers is the golden key to helping open the door to execute successful projects, especially helping to prevent financial disasters Because the fact is that a company cannot function properly without a skilled human element in any department, finding a replacement or spending time training new people is impossible in the case of an urgent project Evidence shows that companies that fail to take critical safety precautions can face crippling financial consequences Medical costs, increased workers' compensation premiums, lost productivity while an injured worker recovers, the possibility of resulting in lawsuits from injured parties, damage to the company's reputation are all direct and indirect costs from workplace accidents.
Figure 2.2: Health status of employees at Thinh Quang Equipment Co.Ltd (period 2020 - 2022)
As a result, Thinh Quang Equipment Company Limited always prioritizes employee welfare policies such as housing, allowances, workers' hardship allowances, and other benefits In order to improve employees' living standards, these policies are frequently proposed to be adjusted or revised in meetings between directors and managers Throughout the year, the company consistently implements social policies and holidays Employees in the company fully benefit from the company's policy of overtime, vacation, labor protection, and skill-improvement training programs Furthermore, the company guarantees a full range of equipment, including protective equipment and the best working conditions Employees' attachment to the company has been strengthened by well-implemented welfare policies, which have contributed to the creation of a good working environment and have positively impacted the company's human resource attraction The company always organizes fun events and gives gifts to children and family members of employees on International Children's Day, Mid-Autumn Festival, and Lunar New Year Furthermore, the company implemented the policy of caring for the families of war invalids, war invalids, martyrs, and families in difficult circumstances by contributing efforts, money, and building houses of love The company received the support and love of the local government, as well as the company's employees, as a result of these activities.
2.2.2 Actual situation of activities to improve the quality of human resources of Thinh Quang Equipment Company Limited.
Recruitment activities have a substantial impact on the quality of the company's human resources Successful recruitment will assist the company in having human resources that are guaranteed in quantity and quality to meet the standards set forth, while also serving the existing and future operational plans Quality human resources will help the organization expand by reducing risks, increasing operational efficiency, and increasing competitiveness.
The recruitment policy of Thinh Quang Equipment Company Limited is to select from internal human resources, prioritize selection from internal sources in the industry, are relatives of employees in the company and limit recruiting workers from outside to work at the company.
Management and leadership positions are recruited from human resources inside the company These are people who are working at the company, so they know the actual situation at the company, do not take time to get acquainted Moreover, when being promoted to a higher position, themselves and other employees will see the company's recognition for their efforts From there, they have the motivation to strive at work and stick with the Company for a long time Thanks to that, the company also retains good employees.
2.2.2.2: Training activities, improving skills and professional qualifications
Thinh Quang Equipment Company Limited determines that improving the quality of human resources at the Company must first improve the capacity of each individual, in which improving skills and professional qualifications is extremely necessary As a result, the company consistently supports and provides opportunities for all employees to grow holistically through training, self-training, and information exchange The Organization and Administration Department develops a training plan each year based on work needs and proposals from department leaders.
The company's recent training activities include:
Training and fostering professional skills: Every year the company invites experts in the industry to train and foster professional skills for employees.
Training to improve professional skills: the company supports learning expenses for employees when they go to advanced training in professional knowledge and skills to meet job needs.
Training the next staff: the company prioritizes resources to train the core staff to become the next management and leadership force, serving the long-term development needs of the company.
Depending on the actual situation, the plan of production and business activities, the number of trained employees and the training budget each year are different The number of trained employees and the level of training funding are approved by the Board of Directors of the company.
Achievement and limitations of the quality of human resources at
With a view to upholding the role of human resources in the development of production and business, the company has made certain investments and concerns in improving the quality of human resources.
In terms of human resource planning, the company focuses on developing both short-term and long-term human resource plans to complete the designed works and meet the human resource needs for development orientation Each year, at the end of the fourth period, the company issues a report and develops a human resource plan for the following year Manpower requirements for the coming year, as well as reward decisions, are clearly explained to the director during human resource planning The recruitment process is strict and transparent The hiring process is in response to a staffing shortage All of the candidates chosen are appropriate for the company's needs and can complete the tasks at hand.
Employees in the company work together in a sense of solidarity and mutual support, which aids in the speeding up of the work process and
The organization is interested in and has timely award policies when workers work well and show a spirit of effort at work Furthermore, in difficult times, the company has effectively executed the remuneration system for employees, avoiding the wage debt that many other enterprises face.
According to the company's revenue, labor productivity tends to rise To raise labor productivity, the corporation has used science and technology to improve machine lines as well as personnel abilities.
Human resource management tasks have a very realistic division of labor, and scientific labor organization has established conditions for employees to maximize their professional potential At the same time, they build a team of qualified, enthusiastic employees who perform well at work.
Thinh Quang Equipment Company Limited also focuses on employee training and rewards in order to retain talents and skilled workers Managers are constantly concerned about and improving the working environment of employees in the organization in order to assist people feel safe at work and improve their sense of responsibility for their work Along with the good performance of professional activities, the unit is constantly concerned with improving the quality of material and spiritual life for the staff in order to improve working conditions, fully equipped with technological equipment, and maintain labor households; the unit also fully implements the regimes and policies to ensure the interests of employees, such as: social insurance, health insurance, unemployment insurance, salary, bonus, convalescence regime, and so on.
These practical actions of the company have contributed positively to increasing productivity and income for the company's employees, making them feel secure enough to stay with and dedicate for a long time.Furthermore, the company provides various policies such as salary management and reward policy Wage calculation is strictly followed in order increase productivity Employees always respect their managers at work, which creates favorable conditions for the management process in the unit In turn, every reasonable opinion or employee wish is listed and, where possible, satisfied.
Thinh Quang Equipment Company Limited’s success is a result of the company's personnel and employees' tireless efforts to improve production and business operations Employees can participate in a training program offered by the company Furthermore, the company focuses on training and developing employees, creating environments for employees to express themselves, devoting all of their creativity to helping the company achieve its goals, creating a strong development, and striving to become one of the most well-known enterprises in the domestic and international garment industry.
Recruiting human resources in the company still has many shortcomings, often prioritizing the recruitment of children of employees in the company Therefore, there is often a situation of working with inadequate capacity and qualifications, which also leads to the problem of inefficient use of labor.
The process of developing grading standards for employees is not specific, the evaluation method is only procedural and leveling, causing waste for each evaluation period In addition, with such an assessment, it is easy to cause dissatisfaction among members of the company, thus reducing work morale, which easily affects the overall business performance of the whole company.
The employee recruited to work at the company lack work experience, recruits children in the industry, or through acquaintances and introductions. Therefore, the quality of labor is not really good The company takes time and money to train employees.
The training has not yet followed the needs of the job and is still formal. The company's training content is not appropriate, the presentation is not attractive to employees, and training activities are still formal and have not been applied to production and business practice.
The company opened training courses for employees to improve their professional qualifications, but the employees acted in a hostile manner, leaving early, leaving early, with a poor attitude to study and implementation.
The evaluation work is not really good, not following the working process of employees The reviewer is inexperienced The employee evaluation system is a new system, the company has no experience in operating it, so the effectiveness of the system has not been brought into full play.
Labor productivity of the workers in the company is still low, compared to the common level of rival companies in the market Prolonged labor intensity leads to stress and fatigue for employees, reducing product quality, thereby increasing production costs and reducing profits.
RECOMMENDATIONS
Orientations of Thinh Quang Equipment Company Limited
3.1.1 Business development orientation of Thinh Quang Equipment Company Limited in the period from 2023- 2025.
Thinh Quang Equipment Company Limited.has set out a number of development directions for the next three years in its report on business results for the period 2020-2022, as follows:
The first step is to complete the planned plans on time, both short and long term, and to make significant changes to return to the "new normal" after the pandemic covid 19 attack The recent outbreak of the long-term outbreak is a wake-up call for the entire leadership and human resources department not to underestimate the outstanding features of technology, particularly online platforms, to ensure that work is always done and completed on time.
The best way is not to completely abandon the old one, but to innovate and alternately apply other measures, especially technology, on it All are aiming for a new, more ideal working environment, more modern and catching up with trends The result of this innovation will be a positive “double” result. Not only are tech-savvy workers at work, they are also smarter and more agile people in life out there who know how to take advantage of technology to serve their daily lives.
From 2022 to 2025, the company's development strategy is to grow into a strong company with sophisticated financial, operating, and management capabilities in order to achieve business efficiency, maximize profits, and continuously improve the lives of its employees.
Through many years of construction and growth, Thinh Quang Equipment Company Limited has achieved important achievements in the socio-economic development of the country Entering the new era, the era of information technology and knowledge, with the traditional many years development page, Thinh Quang Equipment Company Limited is confident with the bigger goals and aspirations to become a large equipment company that is reputable in the country, in the region and reaching out to the world.
Table 3.1: Level of rating and feeling about this new method
Agree Neutral Disagree Totally disagree
Necessary to change the HRM 37 74.00 6 12.00 2 4.00 4 8.00 1 2.00
Applying technology will make HRM better and more effective
Traditional management method is outdated
HRM by technology helps grow in career and become more professional
Have a positive climate since applying new method
Source: The survey was distributed to employees at the company
In addition, as previously stated, it is a competitive time; the more companies that are ahead of the trend, the faster they can move forward and are less likely to be left behind, which attracts talent and keeps talent, choosing to contribute to this company over another due to interesting, new, and good remuneration In fact, according to survey and survey data from Table 3.1,more than 80% of employees prefer to use technology and want to be equipped with technological devices at work, while the highest is 12% of management better and more effective," and the remaining less than 10% do not support or do not appreciate the change in management methods brought about by technology.
So the second goal of the company's plan is to try to improve productivity and expand the market Up to the present time, the company has carried out and the upcoming phase will continue to recruit a larger-scale workforce, better screening and more stringent requirements In particular, workers will have to go through a competency test in addition to office computer skills, which will be their understanding of technology software and spreadsheets, even photoshop skills and model design Candidates will be able to participate in a class with a real-life situation to test their ability to handle situations and with given devices, how to make choices and solutions.
Furthermore, the company must develop a detailed plan, first and foremost, a weekly and monthly plan, a training plan for each recruitment and new class of personnel, the following plan must be inherited and perfected the previous plan to complete the projects more feasible to avoid wasting capital and resources The next step is to maximize potential resources, including intellectual property, unify the team, and then find the right steps and directions in the future, including possibly entering a new market Rather than degrees, the company changed course to value and prioritize candidates with experience in project management, previous exposure to, and understanding of technology devices.
Moreover, as a common goal since its inception until now, Thinh QuangEquipment Company Limited strives to maintain growth momentum, promote investment activities to improve infrastructure, management level, and employee skills However, in order to do these things, the company will have to actively adjust in management activities, reset the administrative apparatus,and implement new salary and bonus policies, because when demanding and commensurate salary, to avoid low wages to reduce costs, but requires candidates to meet too many standards All will encourage employees and help candidates have more confidence in the business to contribute; therefore, operational efficiency to improve business.
Last but not least, the company's financial health suffered as a result of the Covid-19 pandemic As a result, in addition to measures to improve the quality of human resource management with new technology, the company will prioritize innovating its business model with technology, using intelligent software to manage and allocate resources better capital, portfolio allocation, and risk calculation, thereby improving competitiveness against competitors and ensuring job and wage security for employees.
3.2 Solutions to improve customer service at Thinh Quang Equipment Company Limited.
3.2.1 Improving the quality of recruitment activities
The company has to make the most of available recruitment opportunities and develop its own recruitment channels The company has previously prioritized internal sources, thus all jobs and titles are filled primarily through introductions from friends, and the quality of human resources is restricted It is necessary to expand recruitment sources outside of Thinh Quang Equipment Company Limited to increase the novelty in management, screening, and the opportunity to recruit highly qualified candidates in order to truly effectively exploit human resources and improve the quality of input human resources.
For external sources, the company conducts screening according to established and promulgated regulations In order to attract these applicants, in addition to widely publicizing recruiting information in the media, job fairs,trade fairs, job brokerage centers, and recruitment channels on the Internet, etc Sending individuals to job fairs and collaborating with a number of reputed job brokerage firms to find the right folks.
Furthermore, internal recruitment with suitable titles is still maintained to save money on training, familiarization, and employee orientation Invest to create recruitment sources, improve the quality of human resources right from the recruitment stage In reality, while the acceptance of students to intern at the firm is not high, the company can invest in this audience if it has a plan to accept interns Dynamism, youth, excitement, love for the job, learning spirit, not frightened of problems, and other factors all have a substantial impact on labor quality Using this recruitment source will increase labor efficiency, particularly in recruitment, and will provide an abundant source of high- quality candidates Pupils that come to the company to practice will be allocated certain jobs, and the company will analyze the assigned results in order to identify good, capable, and potential students The company can
"recruit" those students after they complete the internship program Because of their internship at the company, these students already have some understanding of the company, the position, and are familiar with the task, making it easier for them to start working full-time, and saving the company money, time, and training costs.
The company needs to pay attention to the gender structure when recruiting, giving priority to recruiting men, especially recruiting workers for the positions of technical staff, factory workers, operators and security workers: as indicated in the current situation, the sector and industry in which it operates are exposed to many harsh environmental impacts due to the peculiarities of the job that involves a lot of technical labor, but the physical requirements of the workers are also higher Meanwhile, male workers' physical fitness is often higher than female workers, and they do not take using more male workers, the work efficiency will be better In addition, the company also saves some expenses when employees take leave.
3.3.2 Improve the quality of training activities, skills and professional qualifications
Training is incredibly important, and enhancing the quality of training is always a priority for any company However, given the present problems in improving the quality of human resources (in terms of cost, time, policy planning, and execution), training must be reimagined in order to meet the training objectives Furthermore, good human resources in terms of physical, mental, and mental strength are required Human resource development is long-term and satisfies the demands of global economic integration in general and the Company's development strategy in particular.
Recommendations
The state is critical in maintaining political stability, regulating the macroeconomy, and providing opportunities for businesses to expand their operations As a result, the government must take steps to effectively manage inflation and stabilize market pricing, particularly in the consumer products market, which has a direct impact on employees' daily lives.
The government should provide labor market data to businesses so that they can forecast their human resource needs, allowing them to hire the right people for the right jobs.
Although the minimum wage has been adjusted over the years, this adjustment has yet to result in high efficiency As a result, the state should raise the general minimum wage as well as regional minimum wages by 15-20% to keep pace with society's progress so that workers may make a decent life for themselves and their families.
The government should devote greater resources to the education and training system in order to increase people's intellectual levels, raise social consciousness, and provide society, particularly businesses, with truly capable workers To achieve this, the educational system must be improved in terms of both facilities and teachers in order to train individuals in both quality and professional knowledge.
The Ministry should have policies to help businesses in business activities such as lending support when businesses are in trouble or looking for outputs to help businesses thanks to their reputation.
Ministries and localities to focus the investment in social infrastructure meet the living, study and entertainment demands of labourers, take hygiene measures at workplace and propose micro-policies to support workers They must find solutions to lift difficulties of workers and develop the model of industrial parks-urban area- services to meet demands of workers and experts
Ministries and localities must continue to finalise legal policies on employment, wages, social insurance, occupational safety and health on the basis of summarising and evaluating the practice of law implementation Learning from employment crises due to the impact of COVID-19, authorities must make amendments to wage policies.
To ensure workers’ benefits, grassroots-level trade unions at enterprises must hold negotiations and sign collective labour agreements with workers, especially agreements on wages counted based on productivity.
3.3.3 To Thinh Quang Equipment Company Limited
Development of the professional qualifications of human resource:
Development of the professional qualifications is important in improving the quality of human resource In the current trend of advancement of science and technology, workers need to be equipped with higher professional knowledge, which is the foundation for improving their skills of work, the knowledge necessary for the labor process to achieve high efficiency.
In order to improve professional skills, the company needs to implement training plans, develop short-term and long-term training programs to improve and update knowledge for the human resource.
Development of the personality and aesthetics of laborers:
Moral qualities and behavior of workers directly affect the quality of human resource Hence, development of high quality human resource not only focuses on the physical and mental aspects, but also on the ethics of the workforce
Development of the teamwork skills
Development of the teamwork skills is the development of interpersonal skills within a team, in order to effectively promote the potential development of all members For the top of group leaders, skills development should be developed to form key roles in the group, manage meetings, develop teamwork processes, create and stimulate potential For other members of the team, it is necessary to acquire the necessary skills such as problem solving, communication, negotiation, negotiation, decision making
Human resource management ensures the right quality and quantity of personnel at the workplace, and at the same time creates opportunities to create conditions and motivate individuals and groups of employees to develop and advance in their careers Motivated employees work hard to achieve their personal career goals, which directly affects the productivity of the organization Minimizing costs and maximizing profits is the essence of productivity Thinh Quang Equipment Company Limited has young and enthusiastic energy from the workforce, creating favorable conditions for long- term development However, the human resources department at Thinh Quang Equipment Company Limited still has some problems to be resolved and overcome.
To improve this, Thinh Quang Equipment Company Limited should pay applying new technological methods By doing this, the company will ensure to recruit the right candidate for the right job position and reduce many errors as well as minimize costs
Due to the limitation of knowledge and internship period, my graduation thesis inevitably has shortcomings I would be delighted to receive the teachers’ attention and suggestions for my graduation thesis
Lastly, I would like to express my very great appreciation to MA Nguyen Thi Thanh Thanh and colleagues at Thinh Quang Equipment Company Limited for their valuable and constructive suggestions during the planning and development of this research work.
1 “Personnel and Human Resource Management”, published Pulapa Subba Rao,
2 “4 External factors that affect human resource management”, by Eric Friedman- Workology.com Retrieved 2013-06-18
3 Camille Fournier, “Quản lý nhân sự trong thời đại số”, published by commercial publishing house, 11-2019
4 “Profit and loss statement of Thinh Quang Equipment Company Limited, by accounting department
5 “Reports of number of workers at Thinh Quang Equipment Company Limited, by human resource department.
6 “Income statement of Thinh Quang Equipment Company Limited by accounting department
7.https://www.uschamber.com/co/run/human-resources/human-resource- management-success, by Erik J Martin, Contributor
8 https://bakkah.com/knowledge-center/roles-functions-human-resource- management, by Bakkah Learning
9.https://www.bamboohr.com/blog/hr-in-construction-company/,by Darren Perucci, March 31, 2020
10 https://www.questionpro.com/blog/performance-evaluation/
Thank you for your participation in my survey!
My survey is carried out to understand the importance of improving the quality of human resources at Thinh Quang Equipment Co, Ltd This survey is used only for research purposes and all the information will be kept confidential.
4 What age group do you belong to?
5 What is your professional qualification?
B Level of rating and feeling about this new method
6 Do you feel it is necessary to change the human resource management method?
7 Do you think applying technology will make human resource management better and more effective?
8 Are you satisfied with the company's current human resource management?
Is the traditional management method still suitable for your construction industry?
9 Do you find that the company's traditional management method is outdated and does not meet all the current human resource problems?
10 Do you feel that human resource management by technology helps you to grow in your career and become more professional?
11 Is your current job important to you?
12 How important is the environment, landscape facilities, workplace safety to you?
13 How important is it to you that different management policies are applied by the HR department in different ways?
14 How important is it to you to be a leader who encourages employees according to the new remuneration, supervision and management regime? 1=Very important
15 How important are positive changes in the working environment (dynamism, creativity or relationships with colleagues, ) since the adoption of technology?
Supervisor: MA.Nguyen Thi Thanh Thanh
Topic: “Solution to improve the quality of human resources at Thinh Quang Equipment Company Limited”