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The qualitative research included a private session with industry experts and senior executives to assess the firm's current status and provide future recommendations The discussion highlighted the significance of human resources as a key factor and identified essential elements affecting their effectiveness, complementing the previously conducted quantitative research.
The thesis utilizes primary data collection through survey research methods, deemed the most effective for gathering insights on human resources quality from both company and individual perspectives The author engaged five experts and managers to evaluate and refine the measurement scale, creating quantitative questionnaires based on a "Likert scale" system ranging from 1 to 5 A total of 230 questionnaires were distributed among five IT companies with comparable characteristics, including size, revenue, workforce scale, and average salary for each level.
- Hisoft Viet Nam Joint Stock Company
- FTech Vietnam Technology And Services Joint Stock Company
- OWS Viet Nam Joint Stock Company
- Brontobyte Service And Education Technology Joint Stock Company
- Ora Tech Joint Stock Company
The author utilized descriptive statistics to analyze data presented in tables and charts, enhancing the clarity of essential information This analysis serves as a foundation for evaluating the current quality of human resources at Hisoft.
The survey data will be analyzed using SPSS 29 for regression analysis to identify the factors influencing the quality of human resources Furthermore, statistical testing methods will be employed to compare and assess the variance between different groups.
The topic is limited to study factors affecting human resources quality at Hisoft.
Space scope: at the Hisoft Viet Nam Joint Stock Company.
Primary data: research, survey from February 2023 to March 2023.
There are five chapters in the thesis:
This chapter offers broad overviews of this topic.
This chapter methodizes concepts and studies about Human resources quality, determinants affecting it and the measurement of these factors.
- Chapter 3: Research design and methodology
This chapter offers a comprehensive overview of the sample utilized, detailing the analytical framework applied to investigate the relationships between various influencing factors and the quality of human resources, along with the methodologies employed for data collection and analysis.
- Chapter 4: Research finding and discussion
This chapter presents the outcomes of the data analysis conducted on the survey figures, and reveals the connection between factors and the quality of the organization's human resources.
Chapter 5 presents strategies to enhance the quality of human resources at Hisoft, aiming to improve employee performance standards and reinforce the company's management system.
Research SfTUCfUTC - s19 TH TH TH HH kh 9
RESOURCES IN ENTERPRISE 2.1 Some basic concepts
2.1.1 Theoretical basic of human resources
Since the 1960s, the term "Human Resources" has gained global recognition, particularly in Western and Asian countries, due to its crucial role in workforce development In Vietnam, this concept has been in widespread use since the early 1990s and continues to be significant today.
The phrase "Human Resources" has many interpretations nowadays based on the methods and perspectives of individual writers Several concepts can be expressed as follows:
According to the United Nations Development Program, human resources encompass the skills, knowledge, and capacities of individuals that contribute to socio-economic development within a community They represent the collective labor potential of a nation, which can be mobilized for economic growth This potential includes a blend of physical, mental, and human capabilities essential for the labor market, reflecting the quantity, quality, and structure of the workforce Key factors include community health, nutritional status, and levels of intellectual and technical expertise, along with the capacity for knowledge acquisition and development Additionally, personality traits shaped by a country's historical and cultural traditions play a significant role in defining the character and resilience of its workforce.
The International Labor Organization defines a country's human resources as all individuals of working age, representing the available labor force essential for social production and development.
THEORETICAL BASIS ON QUALITY OF HUMAN RESOURCES 500542: `
RESEARCH DESIGN AND METHODOLOGY
Overview Of HISOT .- cv TH HH HH Hệ 24 1 General information Of HISOÍL - 5 + 1+3 Series 24 2 Hisoft products and S€TVIC€S Ăn ng ng ng 25 3 Structure of organization, management and administration of Hisoft
Vietnamese name: Công ty cổ phan Hisoft Việt Nam.
International transaction name: Hisoft Viet Nam Joint-stock Company.
Address: No 10, Block A, Manor Street 1, Dai Kim Ward, Hoang Mai District,
Representative: Le Viet Huy Operating date: 2019-07-03 Taxcode: 0108810715
Established in 2019, Hisoft VietNam Joint Stock Company offers a wide range of information technology solutions and services globally Our dedicated team embodies ethics, professionalism, and creativity, fostering a supportive work environment while delivering innovative solutions and outstanding services to clients We are committed to enhancing value for our customers, shareholders, and the community.
Our mission is to unite individuals with shared interests to share their expertise and knowledge, driving the growth of the knowledge business sector and significantly enhancing Vietnam's position in the global knowledge economy.
Our mission is to deliver comprehensive IT and communication solutions, driven by a steadfast commitment to ethical, professional, and innovative practices that enhance value for our employees, shareholders, and the community.
* Principle of operation of Hisoft:
- Focus on using the potential of IT expertise to help Vietnamese businesses and organizations improve their global competitiveness.
- Working together to create success in each project.
- Striving to achieve excellence in every task, with the aim of providing IT services of top-notch quality that can effectively compete at a global level.
* Hisoft Core Values: “Passion - Agility - Integrity - Excellence - Creativity"
- Passion: Hisoft's main focus is to develop software that brings added value to individuals’ lives.
- Agility: Adapting to change and responding promptly to market needs and challenges is a quality that Hisoft possesses.
- Integrity: Hisoft conducts itself with transparency, honesty, and impartiality
- Excellence: Hisosoft is committed to delivering top-quality products and services, with a focus on excellence in everything they do.
- Creativity: Initiative and creativity are highly encouraged and put into practice at Hisoft.
Hisoft offers a broad range of products and services:
- Design and develop website,support domain management and hosting services and web-based apps.
- Mobile software, web services, design games for operating systems such as
IOS , and Android., including widget mobile applications.
Desktop software encompasses various applications such as Java and WinForm, along with Windows Services, all designed to function on testing equipment and tailored to meet specific utility requirements.
- Consulting services, mapping solutions (GIS), security services, information management services, and streaming on mobile applications.
- Consulting services and the settings of ERP, accounting, e-commerce systems and financial software, and management software tailored to specific business needs.
- Manpower rental services in programming platforms like DotNet, FrontEnd,
3.1.3 Structure of organization, management and administration of Hisoft
Sales HR Chief t Technology team cam Officer
UX team | Backend DevOps | OA team | team team
Figure 3.1 The Hisoft structure The company structure comprises:
The Chief Executive Officer (CEO) is the highest authority in a company, responsible for key decision-making, resource management, and overall operations The role of the Hisoft CEO involves overseeing various aspects such as marketing and sales, legal affairs, human resources, and supervising management teams, including the Chief Technology Officer (CTO).
The Chief Technology Officer (CTO) plays a vital role in overseeing the implementation and distribution of technology solutions to clients, vendors, and customers, ultimately driving business growth This position involves managing essential teams such as User Experience (UX), Backend, DevOps, and Quality Assurance (QA) to ensure seamless technology integration and enhanced user satisfaction.
The User Experience (UX) team is crucial for a product's success, focusing on delivering a seamless user experience through exceptional usability, engaging design, and effective customer functionality This team consists of skilled professionals who work together to meet their objectives.
Typically, a UX team consists of: Leader, UX researcher, UX designer, and Frontend developers.
Each team member has specific responsibilities that contribute to the project's overall success The UX researcher focuses on analyzing user behavior and providing detailed reports to the UX designer, who then creates layouts that address both functional and technical requirements This collaboration is essential, as the researcher's insights are vital for developing user-centered designs Meanwhile, the team leader oversees the group's efforts, ensuring that designers work closely with developers to establish the necessary interface for the project.
3.1.4 Hisoft’s business situation in recent years
Total profit Million before tax (L) 335,431 -20,429 153,587
Source: Financial Report of Hisoft Vietnam Joint Stock Company for the year 2019-2022
Figure 3.2 Revenue and profit chart
Source: Financial Report of Hisoft Vietnam Joint Stock Company for the year 2019-2022
Hisoft Joint Stock Company's sales performance, as shown in Table 3.1 and Figure 3.2, revealed a significant revenue increase during the first three years, peaking with a remarkable 279% rise in 2020 compared to 2019, followed by a 274% increase in 2021 However, this growth trend reversed, resulting in a 37% decline in sales by the end of 2022 The company's profit margin has been inconsistent and volatile, reflecting the broader economic challenges posed by the COVID-19 pandemic, particularly impacting small and medium enterprises.
3.1.5 The current situation of Hisoft Human Resources
The number of employees at Hisoft by March 2023 reached 48 individuals:
- Chief Executive Officer is the topmost executive who oversees the entire operation of Hisoft and is legally responsible for the company's performance.
- Chief Technology Officer formulate and implement the company's technical strategy, oversees an organization's research and development activities, as
28 well as its technological requirements The CTO directly reports to the CEO regarding the current status of projects being handled by the company.
The Technology Team, consisting of 42 employees, is dedicated to leading and innovating in the field of information technology They focus on designing and implementing efficient technology infrastructure solutions, optimizing the performance of information systems, and delivering responsive support services for all IT needs This team manages Relay's technology infrastructure and actively engages with faculty and students to address any inquiries or concerns through various communication channels, including email, phone, and in-person meetings.
The sales team, consisting of two employees, is dedicated to fostering and maintaining robust relationships with key clients They act as the primary point of contact for all business inquiries, while also analyzing market trends and consumer demands to refine sales strategies Additionally, they are responsible for identifying and negotiating new contracts, as well as overseeing the renewal of existing agreements.
The HR team, consisting of two employees, is dedicated to evaluating recruitment software to align with the company's unique requirements while enhancing existing recruiting processes They collaborate closely with department managers to anticipate future hiring needs, stay informed on the latest labor legislation, and actively build and maintain a robust professional network for the organization.
The company's size has gradually increased since 2019, but it has slightly decreased in 2022; more information can be found in Table 3.2.
Table 3.2 Hisoft employee age statistics from 2019 to 2022
Founded in 2019 with just four employees, the company expanded rapidly, reaching 13 employees by year-end In 2020, it saw remarkable growth, nearly tripling its workforce, particularly among employees under 25, who numbered 31 by 2021 However, in 2022, the company faced a decline in sales, prompting the board of directors to maintain the employee count and halt further expansion, stabilizing the organization at its 2021 size.
Source: Financial Report of Hisoft Vietnam Joint Stock Company for the year 2019-2022
In the early years of operation, most personnel at Hisoft had less than three years of experience, as shown in Table 3.3 However, in 2021, following a period of stability, the company shifted its hiring strategy to focus on experienced candidates with three or more years in the field, aiming to maintain a 40% ratio of such employees This change aligned with Hisoft's long-term business strategy and internal quality improvement plan, resulting in a decrease in the percentage of employees with less than three years of experience to 52% by 2022.
Table 3.4 Employee’s qualification statistics of Hisoft from 2019 to 2022
Table 3.4 indicates that a majority of employees in the company hold university degrees Over the years, there has been a notable increase in the number of university graduates, while the percentage of non-graduates in the workforce has varied, leading to a decrease in their overall representation from 2019 to 2022.
3.2.1 Introduction to the research process
Establish the Evaluate Research design research rationale relevant studies and methodology
Assess results and Analyze the data Design l——] < : write report and observation questionnaire and collect data
Figure 3.3 The research process proposed by author 3.2.2 Research model proposed by the author
The research articles by Doan Manh Quynh (2017) and Tran Manh Truong
RESEARCH FINDINGS - 2G HS Hệ, 40 4.1 Descriptive SfA{ISẨICS .- 2Q Quà ghgh kh 40 hon
SOLUTIONS TO IMPROVE THE QUALITY OE HUMAN ;9:6)9)0):40569.V008s0519) 0 a4 .Ỏ 58 5.1 Objectives and development orientation of Hisoft from now to 2030
Objectives and business strate gy esceescesceceseeesneeeseecesreeeaeeeseeeeereesaes 58 5.1.2 Human resources improvement OrIenfafIOn ô+ +- ô<< s++sss2 59 5.2 Solutions primarily raising Hisoft's workforce qualIty - -‹‹ -ô<<s+ 60 5.2.1 Improve the salary structure and provide diverse kinds of incentives
Hisoft Viet Nam JSC, a dedicated IT SME, is focused on optimizing business operations in Hanoi to boost revenue and expand its reach The company aims to position itself as a trusted mid-range IT provider by enhancing its technical skills and expertise Key strategies include implementing cost-cutting measures to manage operational expenses effectively and fostering strong partnerships with core clients and business associates Hisoft is committed to exploring new markets while improving service offerings to meet the changing demands of its clients.
Hisoft aims to enhance its sales administration and customer care through advanced technology and data application solutions, including eKYC, Chatbot/VoiceBot, and upgraded internal management systems These innovations will be seamlessly integrated with core systems like ERP and M3 to accelerate project completion and ensure timely capital turnover.
Furthermore, Hisoft plans to expand our reach by establishing a new office in
Ho Chi Minh City is a vibrant hub for business opportunities, boasting a significant talent pool with 53 universities and 49 colleges, representing 22.17% of Vietnam's educational institutions As of May 2022, the city is home to approximately 268,000 active businesses, accounting for 31% of the country's total, according to the Ministry of Planning and Investment This concentration of enterprises provides companies with access to a vast customer base, enhancing potential revenue growth.
Hisoft's expansion of business operations will enhance its capabilities, promoting innovation and creativity in navigating the job market As a result, the company will be better equipped to meet the diverse needs of its clients.
5.1.2 Human resources improvement orientation a Opinion of human resources at Hisoft
Hisoft prioritizes the enhancement of its human resources as a key aspect of its business strategy, emphasizing the importance of dynamic, creative, and proactive employees These individuals must be adaptable to market changes while showcasing professionalism, coordination, and dedication This focus on employee quality reflects the company’s five core values: Passion, Agility, Integrity, Excellence, and Creativity.
Hisoft can boost profitability and lower costs by enhancing the quality of its human resources through strategic planning of development and training It is essential to balance costs and benefits to achieve optimal economic efficiency Hisoft managers should carefully assess and approve intensive labor training plans, taking into account the subjects, scale, and duration of the training Additionally, when evaluating financing support applications for employee credentialing, Hisoft must prioritize its business requirements and objectives.
To meet its strategic goals, Hisoft aims to maintain a workforce that is both adequately sized and highly skilled The company has set a target for at least 60% of its employees to possess a minimum of three years of experience, ensuring they can effectively fulfill the organization's requirements.
Hisoft recognizes the significance of improving employee qualifications and is committed to enhancing training opportunities In 2022, employees received an average of 40 training hours annually, but the company plans to increase this to 60 hours per employee by 2025 To accomplish this goal, Hisoft will implement various training methods, including online courses, co-programming, offline sessions, and partnerships with outsourced service centers.
59 to obtain 10 personnel certificates across different technology categories and soft skills required for improving work efficiency.
Hisoft is implementing recruitment strategies and training programs to attract high-quality candidates with advanced skills To enhance employee retention and commitment, the company will revise its salary and bonus structures for key personnel Furthermore, Hisoft is dedicated to organizing team-building activities that promote a positive work environment, encourage creativity, and strengthen employee solidarity and cohesion.
5.2 Solutions primarily raising Hisoft's workforce quality.
Research indicates that factors such as recruitment, training and development, leadership support, work environment, salary, and bonuses significantly enhance the quality of human resources Among these, salary and bonuses are the most influential determinants, followed by leadership support, work environment, and training and development, while recruitment has the least impact To improve Hisoft's HR quality, it is essential to focus on nurturing and developing these key determinants in alignment with current business conditions and the IT industry's potential The author provides several recommendations to achieve this improvement.
- Improve the salary structure and provide diverse kinds of incentives.
- Give additional guidance from leader
- Productive communication and upgrade the physical environment
- Develop an extensive system for training involving utilizing several methods and clear instructional materials.
- Frequently upgrade the hiring procedure and ensure recruitment efficiency.
5.2.1 Improve the salary structure and provide diverse kinds of incentives.
Research indicates that salary and bonuses significantly influence the quality of human resources, with a Beta index of 0.327 demonstrating their linear effect on Hisoft's workforce quality Consequently, it is essential to prioritize the enhancement and management of these factors to improve employee quality.
Hisoft's salary and bonus policies are currently incomplete and not easily accessible to employees, leading to diminished direction and motivation This lack of clarity hampers employees' ability to assess their career growth and maintain job satisfaction Finalizing the compensation policy is essential for enhancing employee motivation, boosting job satisfaction, and helping them reach their professional goals.
Hisoft conducts its performance evaluation system biannually, but it has been found to lack detail and specificity, as noted in APPENDIX 4 To enhance the quality of employee performance assessments, it is essential to implement thorough research, develop sample forms, provide clear instructions for use, and ensure effective communication with employees.
Hisoft's current salary floor is slightly below the technology industry average, and its bonus policies fail to adequately motivate employee performance With a maximum salary increase capped at around 20% and no specific policy for raises, the company faces challenges in retaining talent while managing costs as an SME To enhance employee dedication and performance, it is essential to upgrade compensation structures that align with individual performance metrics.
The latest TopDev’s report about the IT labor market in Vietnam shows that
IT officers under 5 years of experience can have earnings varied from $350 to slightly
Programmers with over five years of experience in the IT industry can expect a payment differential of $1,190, which largely depends on their specific job roles and responsibilities Business directors and higher-level positions typically earn a minimum of $2,300 per month, while technical managers often receive even higher monthly salaries before taxes Notably, technical directors earn at least $2,750 per month.
Give additional guidance from the leaders - - ô<< ô+++sss2 65 5.2.3 Productive communication and upgrade the physical environment
Research indicates that leader support significantly influences the quality of human resources at Hisoft, demonstrated by a Beta coefficient of 0.258, which reflects a strong linear relationship.
Current communication and delegation methods, like internal chat channels and direct task discussions, often hinder information sharing among team members This lack of experience sharing, advice, instructions, and feedback limits leaders' influence on employees To enhance this influence, Hisoft should implement improved communication and delegation strategies The author proposes several solutions aimed at strengthening the Support from Leader factor.
* Design a productive task-management system.
Hisoft's work tracking tool provides a comprehensive overview of its major projects, detailing project classification, implementation teams, durations, and responsibilities Project leaders divide workloads into manageable sections, enabling effective progress monitoring and timely feedback for team members This structured approach, with specific deadlines, helps assign responsibilities, prioritize tasks, and prevent delays and work overload.
Hisoft should create its own website or application for task management instead of relying on manual entry in Excel or personal chats Utilizing online task management tools like Jira Atlassian, Git Board, Monday.com, Trello, and M3 Info can streamline progress tracking, error identification, and product previews, allowing the team to address issues quickly With this information, Product Owners can better advise clients on visual software features and adjust project timelines as needed Regular evaluations enable leaders to provide skill training and motivation for underperforming team members, ultimately enhancing collaboration and fostering a positive work environment.
* Provide feedback assessment on work results
Providing essential feedback is crucial for smooth operations and encourages employee skill development Daily reporting serves as a vital foundation for delivering this feedback While some roles may view job-specific reporting as a burden, technology officers prioritize these responsibilities Consistency and attention to detail are essential for software and program development, as errors can be time-consuming to identify and fix To keep projects on track, the coding team must collaborate effectively, minimizing mistakes and supporting one another through regular reporting and process reviews.
Effective reporting should be concise and straightforward, ensuring that the leader understands key issues within the work environment This clarity allows for quick team orientation and the ability to address customer inquiries efficiently.
According to the report, team leads primarily assess member performance, identifying areas for improvement and providing guidance or training methods, particularly for those with lower performance levels This approach helps underperforming team members keep pace with their peers and build confidence in their work Training can be delivered through various methods, such as recommending suitable programming languages, direct instruction, or offering tutoring support.
Managers should avoid micromanaging and overly supervising their teams, as this creates a restrictive work environment that undermines employee trust Such an atmosphere can lead to demotivation and reluctance among employees to seek help or share their ideas Instead, it is crucial to provide essential guidance and engage in open conversations when needed.
Hisoft aims to enhance its work rating system alongside its task management platform, enabling managers to efficiently monitor staff performance This improved system serves as a foundation for understanding company dynamics, assessing achievements, and identifying growth opportunities, particularly for promoting high-performing employees The study introduces a criterion table for job quality (refer to APPENDIX 4), outlining specific requirements and scoring scales to refine the evaluation process This clarity helps employees understand company objectives and quality standards, fostering self-improvement and career advancement planning Evaluation results pinpoint areas for staff development, allowing managers to boost morale through targeted incentives or training programs.
To foster a culture of feedback, leaders should exemplify dedication and build trust among colleagues through positive interpersonal relationships Their approach to soft skills and interactions significantly impacts employee morale It’s essential for leaders to consistently recognize and celebrate employee achievements rather than resorting to public criticism Demonstrating trust in staff is crucial for engagement Additionally, to enhance communication, leaders should avoid excessive meetings that fail to achieve their objectives, as this can lead to employee disengagement and a lack of interest in contributing ideas.
5.2.3 Productive communication and upgrade the physical environment.
Research indicates that the Working Environment is the third most significant factor affecting Human Resource quality at Hisoft, with a standardized coefficient beta of 0.233 This suggests that Hisoft employees experience increased comfort at work due to access to improved equipment A collaborative work environment fosters effective communication among employees, support teams, and work groups, facilitating the sharing and exchange of ideas, which ultimately enhances productivity.
Hisoft's facilities adequately support the company's operational needs, yet there are significant concerns regarding the outdoor parking arrangement, which leaves vehicles exposed to weather and risks Additionally, the facility's insufficient security measures pose threats to the safety and privacy of both assets and personnel Furthermore, the absence of essential amenities like first aid kits, printers, and scanners hinders business operations and employee convenience.
Despite the generally positive atmosphere at Hisoft, new employees often hesitate to share their opinions This reluctance may stem from various factors, including a lack of trust in colleagues, fear of judgment, or a discomfort in voicing their thoughts.
The company organizes two major events annually: a summer trip and a year-end festival, along with occasional gatherings for smaller teams However, this strategy fails to foster cohesion across the organization, resulting in minimal interaction between different departments.
Hisoft occasionally organizes sports events, such as weekend badminton, to promote health and team spirit; however, there is limited promotion of after-hours activities to foster stronger bonds among employees To address these challenges and improve the overall working environment, the author suggests implementing additional initiatives that encourage social interaction and collaboration outside of regular working hours.
Develop an extensive system for training involving utilizing several
Research indicates that the training and development factor holds a Beta index of 0.201, positioning it as the fourth most influential element on the quality of Hisoft's human resources Enhancing the quality of Hisoft's training programs and processes is likely to lead to significant improvements in the overall caliber of its workforce.
Hisoft currently faces challenges in providing essential training tools, leading to confusion among new employees regarding their responsibilities The slow progress in accessing work processes and environments heavily depends on individual adaptability Recent attempts to create a comprehensive training framework have yet to yield significant improvements.
The 71 training program lacks clear training materials and supplementary resources tailored to various roles, levels, workflows, and projects Hisoft does not provide specific resources for skill development, leading staff to rely on diverse online sources for instructions and code This reliance results in inconsistent proficiency and completion times for similar tasks Additionally, there are compatibility issues with code utilization, as some codes may not work with certain programs.
Project Owners (POs) often struggle to fully grasp their team's dynamics due to varying skills and evaluation abilities among members While POs focus on customer negotiations, Project Managers (PMs) handle team structure and workflow Each task is assigned specific goals and deadlines, yet coding issues and programming errors frequently occur, necessitating contract modifications with clients and extending project timelines Consequently, POs frequently misjudge project completion dates Last year, nearly 50% of projects were delayed, harming the company's reputation and competitiveness, particularly for a small to medium-sized enterprise (SME) in the fiercely competitive IT sector.
Inefficient workforce utilization and the lack of comprehensive training programs lead to increased labor costs To combat this issue, I propose several recommendations aimed at significantly improving the effectiveness of training programs, particularly in mitigating these negative impacts.
* Establish training programs tailored to the specific job duties and level
Hisoft needs to identify the necessary training positions for its software development projects, which involve three key groups: the first group includes Business Analysts, Project Owners, Project Managers, and Human Resources; the second group consists of Development Engineers, Testers, and Coders, including interns and collaborators; and the final group encompasses all other personnel engaged in the project.
The effectiveness of a training program is significantly influenced by clear and specific learning objectives that align with organizational goals These objectives should be measurable to guarantee that training outcomes meet the desired standards It is essential for all employees, regardless of their job roles, to engage in the training program and successfully complete assessments to enhance their skills to the required level.
Each developer in the team is well-equipped to handle their respective tasks.
Assessing candidates' skill levels through an admission test is crucial during recruitment Following this assessment, a tailored training program should be implemented for each coder according to their proficiency For example, less experienced programmers require extensive training to manage basic programming tasks effectively Furthermore, the project team should receive training to grasp the project's features and develop self-improvement strategies, enhancing productivity and ensuring deadlines are met.
* Assign adequate materials and resources to each program.
Hisoft must allocate adequate resources to enhance training programs for its IT team, including access to learning materials, technology, and experienced trainers At present, the team primarily depends on self-directed learning through YouTube, online video courses, and official documents, with minimal formal training opportunities.
Hisoft should create a user-friendly app or web platform that allows staff to easily access essential resources It's crucial to establish clear definitions for programs and levels within the provided documents Furthermore, the company must offer additional resources to help employees improve their coding skills, resulting in fewer errors and reduced need for supervision.
To thrive in the competitive tech industry, Hisoft should prioritize detailed documentation on key programming languages vital for its core teams The front-end team needs proficiency in JavaScript, React, CSS, React Native, and Flutter, while the back-end team should focus on Node.js and Java Additionally, the DevOps team must enhance their skills with tools like Docker and Jenkins, ensuring a well-rounded expertise across all critical positions.
Proficiency in essential software tools is crucial for effective collaboration and project management, with design teams relying on applications like Adobe Illustrator, Figma, and Adobe Photoshop, while QA teams must be skilled in basic computer applications such as Excel, Word, PowerPoint, and Outlook, along with task management platforms like Jira and Confluence.
This documentation can help employees stay updated and informed on the latest programming techniques, which can ultimately lead to more efficient and effective software development. b Conditions
To create an effective training program, organizations can either collaborate with specialists for program design and assessment, leveraging insights from other companies, or involve project managers to gather essential feedback and input.
Hisoft should integrate the ADDIE model and Agile methodology to develop effective training programs for employees To enhance the success of these initiatives, it is crucial for leaders to foster and maintain strong relationships with domain experts and other IT industry partners.
Employees should foster strong connections with former colleagues to understand diverse training methodologies, which can enhance the customization of the Hisoft curriculum Additionally, the HR team must focus on refining their skills in candidate assessment and selection to ensure high-quality hires, ultimately minimizing training costs and boosting the efficiency and effectiveness of the recruitment process.
5.2.5 Frequently upgrade the hiring procedure and ensure recruitment efficiency.
Recommendations T11
5.3.1 Recommendation to the board of directors at Hisoft
Improving HR quality is a continuous process that demands a comprehensive strategy To stay competitive in a fast-changing technological environment and effectively attract and retain top talent, it is essential for Hisoft's board of directors to thoughtfully consider these recommendations.
Hisoft directors should enhance their recruitment protocols by focusing on continuous upskilling for their HR team to improve assessment skills Regular evaluations of the recruitment process are essential to attract top talent, particularly skilled IT professionals Furthermore, it is crucial to fill key roles at Hisoft with candidates who demonstrate excellence in both interviews and Knowledge, Skills, and Abilities assessments.
Hisoft should implement a comprehensive training program and provide sufficient resources to promote self-improvement and boost employee proficiency Establishing partnerships with universities and training centers will help attract top talent, while inviting industry experts will enable staff to acquire advanced technical skills and knowledge.
Hisoft must cultivate a positive work environment by ensuring that all employees, regardless of their work arrangement—on-site, remote, or part-time—are treated equally This approach not only underscores the importance of long-term success but also enhances effective communication, which is crucial for maintaining a collaborative culture and addressing feedback constructively.
Hisoft continually enhances its performance assessment tools and job management system, enabling directors to gain insights into overall performance This allows for targeted improvements to boost efficiency and encourages teams to adapt to project changes resulting from client negotiations.
Finally, Hisoft directors can make wage ladders more competitive by consulting recruiting trends and other IT-related organizations Hisoft must control
77 costs, maintain an efficiency reward fund, and offer monetary and non-monetary incentives to inspire staff.
5.3.2 Recommendation to Ministry of Information and Communications
Vietnam's IT industry faces a talent drain as many skilled professionals opt to work abroad or for foreign companies due to appealing benefits and career growth opportunities To combat this trend, the Ministry of Information and Communications should collaborate with the government to create policies that encourage these IT experts to return and share their knowledge with Vietnamese tech firms.
The Ministry should enhance awareness of the IT industry's potential and future job opportunities by implementing targeted campaigns directed at educational institutions and students This approach will help educational institutions cultivate greater interest in IT majors among students Furthermore, the Ministry must invest in scholarship programs to offer financial assistance to deserving students, encouraging their enrollment in the IT field.
5.3.3 Recommendation to information technology vocational, training centers, colleges and university
TopDev's research indicates that only 35% of 57,000 IT students possess the necessary skills to fulfill business demands, highlighting a significant skills gap caused by a disconnect between programmers' qualifications and industry needs To tackle this issue, the author proposes several recommendations.
To meet the growing demand for skilled professionals in software engineering, data management, and platform design, IT training centers and colleges must assess the needs of the IT market By adapting and improving their curricula, these institutions can significantly enhance graduates' employability and equip them with the essential skills required in today's competitive job landscape.
IT training centers and colleges should collaborate with IT companies to organize seminars and job fairs, fostering connections between students and recruiters Additionally, encouraging student participation in internships is essential for gaining practical experience, bridging skill gaps, and enhancing their opportunities for employment.
To ensure that graduates are well-prepared for the job market, it is crucial to standardize the skills required for students This alignment between educational output and enterprise input standards guarantees a pool of skilled human resources that meet the recruitment needs of businesses.
Training graduates in foreign language proficiency, particularly in English, is essential for expanding their global opportunities and improving job prospects in the high-tech industry Fluency in foreign languages is increasingly important, as many IT professionals face challenges in securing positions due to language barriers With a rising demand for skilled workers in international firms across multiple sectors, it is vital for IT employees to enhance their language skills to remain competitive in the job market.
To ensure a robust workforce in the IT sector, educational institutions must focus on attracting and enrolling students eager to pursue careers in this field It is essential to enhance facilities and increase the recruitment of highly qualified and experienced lecturers, as their expertise directly impacts the quality of education provided to students.
In today's competitive landscape, acquiring top-notch human resources is essential for the advancement of organizations and the broader economy The demand for skilled professionals in the IT sector has reached unprecedented levels; however, many IT companies in Vietnam struggle to find qualified candidates that align with their needs.
The author explores the critical factors influencing the quality of human resources at Hisoft Vietnam Joint Stock Company, highlighting the importance of human resource quality This research is grounded in relevant literature, including academic papers and theses from Masters and Professors, to create a solid theoretical framework and evaluation criteria The study effectively meets its research objectives, providing valuable insights into enhancing human resource quality.
- Enhance the company's human resource quality based on formalizing the fundamental theoretical concepts related to human resource quality.
- Conduct a thorough evaluation of Hisoft's current human resource condition, emphasizing the accomplishments, constraints, inadequacies, and underlying reasons.
- Identify the potential solutions and provide a direction to enhance the quality of Hisoft's human resources.