Complete financial remuneration supermarket block at metromart joint stock company

FINANCIAL REMUNERATION - SUPERMARKET DIVISION OF METROMART JOINT STOCK COMPANY 1.1 Overview of the company''''s supermarket personnel in the period of 2019-2021 1.1.1 Personnel fluctuation

MINISTRY OF EDUCATION AND TRAINING

HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION HCM FACULTY OF HIGH QUALITY TRAINING

***

COURSE REPORT

HUMAN RESOURCE MANAGEMENT

COMPLETE FINANCIAL REMUNERATION -

SUPERMARKET BLOCK AT METROMART JOINT STOCK COMPANY

ACKNOWLEDGMENTS

First of all, we would like to thank Mrs Phan Thi Thanh Hien - lecturer of "Human Resource Management" for enthusiastically guiding and guiding us clearly on how to implement the essay topic To be honest, she is a very enthusiastic, dedicated, caring lecturer that we have ever known, she is willing to share her knowledge and experience, answer our questions in detail despite certain time constraints, but she always answers as soon as possible Not only was she solid in her professional knowledge, but she also taught us lessons about life, about things we wouldn't have known if we hadn't met her in school It is her enthusiastic support and guidance that is a great source of motivation to help us complete the essay in the best way

And in the process of working on the essay we have a lot of errors, we hope to receive feedback from you so that we can learn from our errors and improve our knowledge, as well as our own experience and prepare for the future ahead

Finally, we wish her to always be optimistic, love life, always have a smile on her face even though life has a lot of pressure at work And wish her good health and energy, always achieve goals and directions in the present and future

Thank you very much!

HCMC, on May 19th 2023 Student

STT Full name MSSV Task Complete

1.1.2.2 Personnel structure by age + 1.2.2 Indirect financial incentives + 1.3.1.3 About insurance policies + 1.3.2 Disadvantages + 2.3 Some other solutions + 2.1 Salary solutions

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2 Nguyen Thi My Nhan 20124015

1.1.2.1 Structure of supermarket personnel by qualification + 1.2.1 Direct financial remuneration + 1.3.1.2 About allowance policy + 2.2 Material remuneration solution + 2.4.2 Indirect financial incentives + 1.3.2 Disadvantages

100%

3 Tran Nguyen Hien Van 20124348

General + 1.1.1 Situation of personnel fluctuations in supermarket + 1.1.2.3 Personnel structure by gender + 1.3.1.1 About salary policy + 2.1 Salary solutions + 2.4.1 Direct financial incentives + 2.6 Enhance advantages + 2.7 Proposal for allowances and allowances + 2.8 Welfare proposal + 2.9 Promotion issues

100%

Figure 1.1: Human resource fluctuation of supermarket sector of the company, 2019-2021 1

Figure 1.2: Summary chart of human resource structure of supermarket sector by professional level, 2019 2021 3–

Figure 1.3: Summary of human resource structure of supermarket sector by age, 2019-2021 3

Figure 1.4 Summary of the personnel structure of the supermarket sector by percentage of age in the period 2019-2021 4

Figure 1.5: Summary of human resource structure of supermarket sector by gender, 2019-2021 5 Figure 1.6: Summary of human resource structure of supermarket sector by gender by percentage, 2019-2021 6

Figure 1.7: Regulations on insurance payment 01/01/2021- 01/06/2021 10

Figure 1.8: Regulations on insurance deduction 01/07/2021- 30/09/2021 10

Figure 1.9: Regulations on insurance deduction 01/10/2021- 31/12/2021 11

ACKNOWLEDGMENTS 2

TASK ROSTER 4

TABLE CATALOG 5

TABLE OF CONTENTS 6

CHAPTER 1: ANALYSIS AND ASSESSMENT OF THE CURRENT STATUS OF FINANCIAL REMUNERATION - SUPERMARKET DIVISION OF METROMART JOINT STOCK COMPANY 1

1.1 Overview of the company's supermarket personnel in the period of 2019-2021 1

1.1.1 Personnel fluctuation situation of supermarket sector 1

1.1.2 Human resource structure of supermarkets in the period of 2019-2021 2

1.2 Current status of financial remuneration of supermarkets at MetroMart Joint Stock Company 6

1.2.1 Direct financial incentives 6

1.2.2 Indirect financial incentives 10

1.3 Evaluation of the remuneration policy of Metromart Joint Stock Company 22

1.3.1 Pros 22

1.3.2 Cons 24

CHAPTER 2: PROPOSING SOLUTIONS FOR METROMART JOINT STOCK COMPANY 27 2.1 Salary solutions 27

2.2 Material remuneration solutions 28

2.2.1 Application of the liability factor to wages 28

2.2.2 Make company salaries competitive 28

2.2.3 Allow salary advance 29

2.4 Create motivation and competitive position with financial incentives 29

2.4.1 Direct financial treatment 29

2.4.3 Setting up a gasoline allowance ratio 32

2.5 Some other solutions 33

2.5.1 Survey of employees' aspirations 33

2.5.2 Apply moderate pressure 34

2.6 Proposal for allowances and allowances 35

2.7 Welfare proposals 36

2.8 Promotion issues 36 CONCLUSION

BIBLIOGRAPHY

FINANCIAL REMUNERATION - SUPERMARKET DIVISION OF METROMART JOINT STOCK COMPANY

1.1 Overview of the company's supermarket personnel in the period of 2019-2021 1.1.1 Personnel fluctuation situation of supermarket sector

(Unit: People)

Figure 1.1: Human resource fluctuation of supermarket sector of the company, 2019-2021

(Source: Human Resources Department) Through Figure 1.1, the total personnel of the supermarket sector of the company in the period of 2019-2021 of Metro Mart Joint Stock Company has fluctuations in labor force in each year, In general, the number of employees quitting their jobs in 2019 2021 has a significant decline in – the lowest level compared to the number of employees reported at the beginning of the year, the number of new recruits, and the number of employees reported at the end of the year In contrast, the number of year-end reports increased significantly, and almost accounted for the highest proportion from 2019 to 2021 compared to the number of employees reported at the beginning of the year, the number of new recruits and the number of employees quitting their jobs The number of employees reported at the beginning of 2019 was 87 people, but by 2020 the number almost doubled compared to 2019 to 156 people, the number of employees reported the difference in

slightly by 10 people Besides, the number of new recruits was 79 people in 2019, but they decreased significantly to only 20 people in 2021, a difference of 59 people Not only that, but the number of employees also quitting their jobs accounted for the lowest rate of 10 people in 2019, and the number of people quitting their jobs only increased slightly by 6 people in 2021 In particular, the period from 2019 2021 is the outbreak of the Covid epidemic, most companies – will reduce staff salaries or even dismiss employees to meet financial worries and only retain key employees or employees who actively quit from many subjective and objective factors In general, Metro Mart Joint Stock Company in the Covid years has a small number of employees leaving their jobs, proving that the company has a very good remuneration policy for employees and business leaders to expand recruitment to inexperienced workers; at the same time pay more attention to policies, Attractive salary and bonus, good working environment, attractive remuneration policies to ensure epidemic safety to retain human resources On the other hand, the company operates in the field of essential necessities for the people, so the Covid epidemic did not have much impact on the company According to Mr Ho Ngoc Khuong (2021) during the Covid years, the company also increased revenue higher than the market in the first 6 months of 2021 with an estimate of more than VND 1800 billion, equivalent to nearly 112% of the plan Ensure strong financial resources, meet the necessary and sufficient conditions for employees However, the number of employees reported at the end of the year increased significantly from 2019 – 2021, but at this time, enterprises still lack about 25% of human resources in ensuring normal operation of production and business activities

1.1.2 Human resource structure of supermarkets in the period of 2019-2021 1.1.2.1 Structure of supermarket personnel according to qualifications

professional level, 2019 2021– (Source: Human Resources Department)

The level of personnel at the company is mostly unskilled workers (accounting for over 50%) With a convenient supermarket chain, Metro Mart needs many employees like this to arrange, supply goods, take care of and meet customer needs Although the proportion of unskilled employees decreased gradually over the years (from 77.44% to 68.09%), it still accounted for more than half of the human resource structure of the supermarket sector The proportion of college labor force accounts for the second in the human resource structure of the supermarket sector and gradually increases over the years, the year from 2019 to 2021 increased by 1.11% (from 15.38% to 16.49%) This group of workers mainly takes on the positions of assistants and shift leaders in the company The proportion of university-educated employees in the company's human resources division tended to increase more strongly than the group of college-educated workers (up 3.25%) However, it accounts for the lowest proportion of the structure, and this group of workers often takes on supermarket management or regional management positions These are positions that require high education and many years of experience, so the number of these positions will also be less than the positions below

1.1.2.2 Personnel structure by age

Figure 1.3: Summary of human resource structure of supermarket sector by age,

(Source: Human Resources Department) Unit: %

Figure 1.4 Summary of the personnel structure of the supermarket sector by percentage of age in the period 2019-2021 (Source: Human Resources Department)

Based on Figure 1.3 and Figure 1.4, the proportion of workers from 18 years old to 25 years old and from 25 years old to 30 years old increased year by year while the proportion of workers over 35 years old decreased In particular, the proportion of workers from 18 to 25 years old accounts for the most, at this age are young workers who are new to the profession, so they are often very passionate, creative in work and have good health, but they still lack practical experience Next is the age group from 25 to 35 At this age, although they are not as young as the age of 18 to 25, they have somewhat accumulated experience through working time, this is the main stage of their career, when they are both skilled and healthy Finally, there is the workforce over 35 years old, this is a workforce that has been with the business for a long time, so they are the ones with the most work experience and seniority, they have skills over a long period of time working but their health is not equal to that of young people and at the same time they also face difficulties than having to keep up with changes and new trends

workers, this is completely reasonable because the working environment of the supermarket requires health and communication, openness with customers along with agile working style Thus, the above personnel structure with mostly young people is suitable for the company and working environment

1.1.2.3 Personnel structure by gender

Figure 1.5: Summary of human resource structure of supermarket sector by gender, 2019-2021 (Source: Human Resources Department)

Unit: %

Figure 1.6: Summary of human resource structure of supermarket sector by gender by

percentage, 2019-2021 (Source: Human Resources Department)

From chart 1 5 and chart 1.6, showing that the proportion of female employees is accounting for a larger number than men with an average of more than 55.6% of the company's employees being women and the proportion of female employees tends to gradually increase from 48.72% (in 2019) to 63.30% (in 2021), whereas the proportion of male employees is tending to decrease gradually from 51.28% (in 2019) to 36.70% (in 2021), thereby showing that the company's work environment and nature will be more suitable for women This is a gendered labor structure that is quite suitable for the situation of the company The higher proportion of female workers than men indicates the need for meticulousness, care and decency in the work process, which women sometimes perform better than men At the same time, the remuneration policy for men is not high, so the attraction of male workers is limited

1.2 Current status of financial remuneration of supermarkets at MetroMart Joint Stock Company

1.2.1 Direct financial incentives 1.2.1.1 Remuneration through salary

the basic salary, it can be determined how the employee will have to deduct insurance, how much allowances and allowances must be spent on that employee according to the Labor Code 2019

a Regulations on wages in the company

According to Decree 90/2019/ND-CP, the regional minimum wage for employees working at enterprises is stipulated as follows:

Region Minimum wage

This Decree applies to employees working under labor contracts in accordance with the provisions of the Labor Code 2019 Therefore, the basic salary that the company pays for the position of supermarket staff is 4,420,000 VND/month (the company's business location in zone 1), in accordance with the law

Wages for probationary employees

Article 26 of the Labor Code 2019 stipulates that the salary that the company must pay to the probationary employee will be agreed upon by the two parties but must reach 85% of the salary at the official position of that job or more And as a probationary supermarket employee, Metro Mart will pay a salary equal to 100%, which is equal to the salary of a full-fledged supermarket employee Other positions are also paid 90% of the official salary by Metro Mart, which is already higher than the law on wages payable to probationary employees

The salary that Metro Mart pays employees when working at night, working on holidays, Tet or overtime is fully in accordance with the policy of the law Specifically, employees working at night (shift from 22h00 - 06h00) will be paid 150% (1.5 times higher than the salary of 1 official working day) Employees who work overtime during the day (shift from 06h00 - 22h00) on weekdays will be paid 150% of the salary of the official shift, holidays (including weekly holidays and paid holidays) will fluctuate at 200% - 300% compared to public holidays/ Tet will be 300% compared to the official salary Similarly, for the night shift (from 22h00 to 06h00), weekday overtime will receive a salary of 200% - 210% of the official salary, holidays will be 300% and overtime on holidays/ Tet will receive a salary equal to 390% of the official salary

b Payroll calculation process, payroll scale

Pursuant to Article 93, the Labor Code under Decree 49/2013/ND stipulates that employers must develop wage scales, wage tables and labor norms as a basis for recruitment and use and must publicly announce them before applying at the workplace However, there will be no specific regulations on the steps in a salary calculation process or payroll scale, what form the salary tier must follow, how much each salary tier must increase Wages will have 3 ways of increasing (progressive increase, steady increase and recession increase) The company has developed a payroll scale to apply to the supermarket sector That will be the basis for the recruitment department to follow to negotiate with candidates according to each title accordingly And according to the payroll scale (table 2.6), all 5 groups of positions have a similar number of salary levels And for each position, through each review and evaluation, the salary will be increased by 5% (applicable to all different positions in the supermarket sector) compared to the basic salary This steady salary increase shows that positions in the supermarket sector are relatively easy to find in the market, so Metro Mart does not need to apply a progressive increase to retain employees to stay with the company

c Payroll calculation form

Metro Mart calculates payroll by performing timekeeping The company has applied technology to record workers' working hours This will bring high accuracy and convenience in summarizing the employee's working day per month In terms of salary calculation, there are many different calculation methods in the market such as timed payroll, product-based payroll, turnover

calculate salary over time This calculation will be based on the actual working time of the employee and the initial basic salary agreement between them and the company to calculate the actual working day wage that the employee will receive That money plus allowances, allowances, overtime, after deducting payables (usually personal income tax) will produce the actual salary received by the employee This is an easy-to-understand, easy-to-apply payroll calculation and does not need to be chased by the number of products

d Payment method

Employees’ salaries are always guaranteed by Metro Mart on schedule for the purpose of ensuring the lives of employees Salaries paid through both cash deposits and ATM transfers show the flexibility of the company

e Regulations related to salary increases

The employee's salary will be considered to increase at 2 times, in 05 and 11 months depending on the time of signing the labor contract The company will rely on business results, work ethic, capacity as well as level of dedication to decide whether to increase the individual's salary or not And the conditions for a salary increase have also been specified by Metro Mart This will be the basis for showing fairness in the company Each employee will receive a salary increase if the prescribed conditions are met

1.2.1.2 Remuneration through bonuses

Like other businesses in the market, Metro Mart offers a variety of incentives in the form of bonuses In particular, the attendance bonus is 500,000 VND/month for individuals who comply with the rules, go for 26 working days, and do not go late, leave early Depending on productivity, everyone will be rewarded with an additional 0.5% in real sales, and if the supermarket meets the target, it will be rewarded In addition, there is a 13th month salary, year-end salary, and Holiday/Tet bonus according to the State's regulations Female employees will be rewarded with International Women's Day and Vietnamese Women's Day A variety of bonuses like this is to motivate and encourage the spirit of employees at work It is a way to keep employees in their company, avoiding job hopping

1.2.2.1 Benefits

Insurance

When the employee is eligible to work at the company after officially signing the labor contract The company makes insurance deductions for 100% of employees at the company with the deduction rate as prescribed by law

Figure 1.9: Regulations on insurance deduction 01/10/2021- 31/12/2021 (Source: Human Resources Department)

From table 1 7, 1 8 and 1.9 show that employees will be paid 21.5% by the company including social insurance, health insurance and unemployment insurance, the company is responsible for implementing insurance policies for employees During the period when the Covid-19 epidemic took place, which greatly affected businesses, the government issued Resolution 68 NQ-CP, from July 1, 2021, will reduce social insurance contributions for companies from 17.5% to 17%

In addition, reducing unemployment insurance premiums supports the company to overcome difficulties during the Covid-19 period Accordingly, employers are entitled to reduce the contribution from 1% to 0% of the monthly salary fund of employees subject to unemployment insurance Resolution 116/NQ-CP has many policies to support employees and employers affected by the COVID-19 pandemic from the unemployment insurance fund Accordingly, employers are entitled to reduce the contribution from 1% to 0% of the monthly salary fund of employees subject to unemployment insurance The 1% reduction in unemployment insurance contributions applies from October 1, 2021, to September 30, 2022 Thus, the company applied correctly

other allowances: sickness allowance, maternity allowance, These allowances are paid by the social insurance agency, the company will represent and be responsible for reporting and ensuring the interests of employees

Thus, every month, enterprises must pay social insurance, health insurance and accident insurance to social insurance agencies in districts at the rate of 21.5% from January 1, 2021, to June 1, 2021, before the government's support period on Covid-19 and 20% after Resolution 68 NQ-CP

According to Resolution 116/NQ-CP which supports employers affected by the COVID-19 pandemic from the Unemployment Insurance Fund Accordingly, employers are entitled to reduce the contribution from 1% to 0% of the monthly salary fund of employees subject to accident insurance In particular, the beneficiaries of a 1% reduction in accident insurance premiums (from 1.10.2021 to 30.9.2022) are employers who are participating in unemployment insurance before 1.10.2021 Therefore, the company has correctly applied the law on social insurance

➢ Social insurance

Social insurance is a regime of using contributions from employees and employers and receiving state funding and protection to ensure the health of employees when sick, maternity, accident, retirement, incapacitation, contribute to stabilizing the lives of employees and their families

The social insurance fund is formed from 17% of the total salary fund of employees deducted by the enterprise and 8% of the employee's salary, profit from the fund, state support and other sources

According to Article 4 of the Law According to Article 4 of the Law on Social Insurance 2014, the social insurance regime includes: sickness regime, maternity allowance, labor accident allowance, occupational disease, pension regime, death regime

➢ Health insurance

Pursuant to the provisions of Clause 1, Article 2 of the Law on Social Insurance 2008, amended by Clause 1, Article 1 of the amended Law on Health Insurance 2014, stipulating that health insurance is a form of compulsory insurance applied to subjects prescribed by this Law for health care, not for profit purposes organized by the State

and 2015 health insurance coverage reached 57% and 74.7% of the population respectively, by the end of May 2022, the coverage has reached about 88% of the population, corresponding to over 86.2 million participants, gradually realize the goal of universal health coverage When participating in health insurance, people will be supported when they have health problems

The health insurance fund is formed from 3% of the employee’s contributiondeducted by the employer and 1.5% of the employee's salary for regular employees or contract workers of 3 months or more

➢ Unemployment Insurance

Pursuant to the provisions of Clause 4 Article 3 of the Employment Law 2013, unemployment insurance is a regime to compensate a part of an employee's income when losing a job, support employees to learn a job, maintain their jobs and find a job based on contributions to the Unemployment Insurance Fund

According to Article 42 of the 2013 Employment Law, the unemployment insurance regime includes: unemployment allowance, counseling support, job placement, vocational training support, training support, fostering, and improving vocational skills to maintain jobs for employees

According to Article 43 of the Employment Law 2013, both employees and employers are required to participate in this type Except for employees who are receiving pensions, domestic workers are not required to participate

According to Article 57 of the Employment Law 2013, unemployment insurance contributions are regulated as follows:

Clause 1 Article 8 of Circular No 28/2015/TT-BLDTBXH stipulates that the monthly unemployment allowance of employees is determined as follows:

• Monthly unemployment allowance = Average salary of 06 consecutive months with unemployment insurance contributions before unemployment x 60%

• In case in the last months before unemployment, the employee has a period of interruption in paying unemployment insurance, the 06 months preceding the calculation of unemployment benefits are the average salary of 06 months of unemployment insurance contributions before the employee terminates the labor contract or work contract as prescribed by law

• The monthly unemployment allowance of employees must not exceed 05 times the base salary for employees subject to the wage regime prescribed by the State or not more than 05 times the regional minimum wage as prescribed by the Labor Code for employees who pay unemployment insurance according to the salary regime due to the employer decides at the time of termination of the labor contract

• The period of receiving unemployment benefits is calculated according to the number of months of unemployment insurance contributions, for every full 12 months to full 36 months, you are entitled to 03 months of unemployment benefits, then, for every additional 12 months, you are entitled to 01 additional month of unemployment benefits but not more than 12 months

• The time to receive unemployment benefits is counted from the 16th day from the date of submission of complete applications for unemployment benefits

The benefits of receiving unemployment benefits are as follows:

Enjoy health insurance during the period of unemployment insurance (article 51 of the Employment Law 2013)

• Free job consultation and introduction (article 54, Employment Law 2013) • Support for apprenticeship costs (articles 55, 56 of the Employment Law 2013) • Eligibility for unemployment insurance:

- Termination of the labor contract or work contract, except in the following cases: - The employee unilaterally terminates the labor contract or work contract illegally - Enjoy a monthly pension and incapacity allowance

For labor contracts/indefinite-term work contracts, definite-term contracts from 12 months to 36 months, unemployment insurance needs to be paid for a full 12 months or more during the 24 months before termination of the labor contract or work contract

For seasonal contracts or contracts of less than 12 months, unemployment insurance must be paid for a full 12 months or more during the 36 months before termination of the labor contract

• Have registered for unemployment and filed for benefits at the Employment Service Center

• Cannot find a job after 15 days from the date of applying for unemployment insurance, except for the following cases:

- Attend school for a term of 12 months or more

- To abide by the decision on application of measures to be sent to reformatories, educational institutions, or compulsory detoxification

- To be suspended, to serve imprisonment

- Going abroad to settle down, go to foreign workers under contracts - Die

Healthcare

For FOV Supermarkets, Truong Thanh, Ryobi, Yuwa1 and Rochdale will organize health check-ups every 6 months For the remaining supermarkets, the examination is organized 1 time/ year This is a periodic activity of the company to assess the impact of the environment in the factory on health From there, make appropriate plans, arrange work with each object, and at the same time contribute to the implementation of policies to take care of employees' lives

During the health examination, staff were carried out by medical teams and doctors of Ho Chi Minh City Medical and Pharmaceutical Hospital with general ultrasound procedures, physical examination, physical examination, clinical examination, subclinical examination, blood tests After the health examination, specialists will advise on diseases, symptoms, signs of disease, thereby grasping health conditions for effective preventive measures

The Covid-19 pandemic began to appear in Vietnam in January 2020 and has a very fast spread, so it is completely reasonable to take care of health through organizing health check-ups for employees However, given the rapid rate of transmission by airborne droplets when an infected individual coughs or sneezes and the health corrosion when an individual is infected with covid-19, during this covid period, health visits for employees should be organized more frequently by the company, specifically, testing Covid every day when arriving at the workplace to ensure the health of employees while avoiding the possibility of spreading the disease while working normally and organizing periodic health checks after the social distancing period to ensure the health of employees

Gift giving

The company gave gifts to female employees worth 200,000 / person on Women's Day 20/10 and 8/3 In addition, at the end of the year, the company will send representatives to each

year are perfectly reasonable, however, the company should also donate medical supplies such as masks, sanitizers, soap, or food to employees during Covid-19 to help them somewhat with anti-epidemic costs

1.2.2.2 Allowances

Allowance during the Covid-19 epidemic

The company always cares about the lives of employees, especially at the time of the Covid epidemic All staff are tested for Covid-19, once the results are available Employees who test negative are placed on 3 on-site jobs at the supermarket The company equips personal belongings such as mats, blankets, personal nets, antiseptic sprays, masks, gloves In addition to 3 main meals, the company adds milk, effervescent tablets for employees At the same time, supermarkets also propagandize to remind employees to strictly comply with epidemic prevention regulations, comply with the motto "5K", employees must wear masks, disinfect, distance during working and contact with customers

During that process, employees who are performing "3 on-site" at the supermarket are given an allowance of 100,000 VND / day

The company supports an allowance for employees of 100,000 VND / day and fully equips personal belongings to ensure the working conditions of employees is reasonable, creating conditions for employees to work, helping them still have income Rice allowance

For all employees working at supermarkets Each shift, the shift leader is directly responsible for preparing meals for employees according to the approved type of meal and the actual employee shift The category of goods includes the following 5 groups:

Group 1: Thao Ha kitchen at the factory, only used for the main shift, price of Thao Ha