Một số giải pháp về chiến lược quản trị nguồn nhân lực nhằm khuyến khích và tạo động lực cho người lao động tại công ty VIGLACERA tiên sơn

LUẬN VĂN THẠC SĨ Một số giải pháp chiến lược Quản trị nguồn nhân lực nhằm khuyến khích tạo động lực cho người lao động công ty VIGLACERA Tiên Sơn THESIS MBA SOLUTIONS IN HUMAN RESOURCE MANAGEMENT STRATEGY TO ENCOURAGE AND MOTIVATE WORKERS AT VIGLACERA TIEN SON JOINT STOCK COMPANY TABLE OF CONTENT ACKNOWLEDGEMENT LIST OF DIAGRAMS .5 LIST OF TABLES LIST OF CHARTS .5 OPENING CHAPTER I: THEORETIC BACKGROUND .9 1.1 Definitions of strategy and strategic administration (1) 1.1.1 Strategy 1.1.2 Strategic administration 1.1.3 Strategy system of a firm 1.1.4 Strategy planning process (3) .10 1.1.5 Tools to support strategy planning .10 1.2 Definitions of human resource management and worker motivation 11 1.2.1 Human resource management 11 1.2.2 Worker motivation (2) 11 1.3 Motivation theories based on satisfaction of need (2) .11 1.3.1 Maslow hierarchy of needs 12 1.3.2 Two-factor-theory of Herzberg 14 1.3.3 Need theory of Atkinson and McClelland 15 CHAPTER 2: ACTUAL SITUATION ON BUSINESS ACTIVITY OF VIGLACERA TIEN SON JOINT STOCK COMPANY AND ANALYSIS OF HUMAN RESOURCE MANAGEMENT AT THE FIRM 18 2.1 Introduction of Tien Son Viglacera Joint Stock Company 18 2.1.1 General information 18 2.1.2 Summary of foundation and development process 19 2.1.3 Management structure of the company 20 2.1.4 Personnel structure 21 2.2 Actual situation on business activity of Viglacera Tien Son Joint Stock Company 21 2.2.1 The main product and service .21 2.2.2 Consumption market 22 2.2.3 Distribution system .22 2.2.4 Technology 22 2.2.5 Business result of the company in three recent years 24 2.3 Business strategies of Viglacera Tien Son Joint Stock Company 25 2.3.1 The main business strategies 25 2.3.2 Specific functional strategies 25 2.4 Analysis of human resource management at the firm based on two-factor- model of Herzberg .27 2.4.1 Hygiene factors 27 2.4.2 Motivation factors 37 CHAPTER 3: SOLUTIONS TO ENCOURAGE AND MOTIVATE WORKERS AT VIGLACERA TIEN SON JOINT STOCK COMPANY 40 3.1 Summary of encouragement and motivation analysis at Viglacera Tien Son Joint Stock Company 40 3.2 Solutions to worker encouragement and motivation 42 3.2.1 Group of solutions (recommendation) .42 3.2.2 Solutions in human resources management to improve worker encouragement and motivation task (based on analysis at 3.1 section) 43 3.2.3 Solution deployment 46 3.2.4 Solution deploying examination and evaluation 47 3.3 Conclusion and suggestion 47 3.3.1 Conclusion .47 3.3.2 Limitation of research 48 3.3.3 Suggestion to research direction in the future 48 REFERENCE 50 QUESTIONNAIRE CARD APPENDIX 51 ACKNOWLEDGEMENT LIST OF DIAGRAMS Diagram 1.1: Strategy planning process 10 Diagram 1.2: Need satisfying model .12 Diagram 1.3: Need pyramic model 13 Diagram 2.1: Management structure 20 LIST OF TABLES Table 1.1: Two–factor-model of Herberg .14 Table 1.2: Summary of theories and solutions (4) 16 Table 2.1: Personnel structure 21 Table 2.2: Revenue structure 22 Table 2.3: Business result of the company in three recent years 24 Table 3.1: Summary of worker encouragement and motivation analysis 40 Table 3.2: Solutions to better worker encouragement and motivation task .42 Table 3.3: Solution deployment plan 47 LIST OF CHARTS Chart 2.1: Assess satisfaction to salary factor .29 Chart 2.2: Assess satisfaction to bonus regime 31 Chart 2.3: Assess satisfaction to allowance factor 32 Chart 2.4: Assess satisfaction to working condition regime 33 Chart 2.5: Assess satisfaction to colleague relationship factor .34 Chart 2.6: Assess satisfaction to supervision and control factors 36 Chart 2.7: Assess satisfaction to motivation factors 39 OPENING Rationale Along with nowadays globalization and information boom, economic organizations are facing big opportunity to develop and shine Besides, they have to face difficult from every direction and fierce competition on every aspect How does firm exist, develop and complete its ambition? The answer is that, first, the firm needs to gather and uphold its resources to gain competitive advantage on basis of core capacity One of these important resources is human resource Above all, corporate governance means human resources management It is absolutely important to use workforce effectively to raise labour productivity, decrease cost and increase effectiveness of organization One of things mattering most to managers is how to make staffs to work selfconsciously, enthusiastically and create more and more value added for organization and community Nowadays, there is a trend of investing into Vietnam established by foreign firms which have big financial potential and strong managing experience, causing phenomenon called “brain drain” What are solutions for that? What must be done to employ and keep good staffs; encourage their contribution? Awareness of the significance of giving answers to above questions made our group select topic “Solutions in human resource management strategy to encourage and motivate workers at Viglacera Tien Son Joint Stock Company” Research objectives In order to solve the problem identified above, the research focuses on the following targets: • Collect theories related to worker encouragement and motivation in human resource management • Analyze internal and external business environment to define strength, weakness, opportunity and threat to Viglacera Tien Son Joint Stock Company • Provide solutions to uphold, adjust, change and supplement factors related to employee encouragement and motivation in order to maximise effectiveness in human resource management and raise effectiveness in operation of the firm Scope of research Research focuses on analyzing factors related to human resource management in order to encourage and motivate employee at Viglacera Tien Son Joint Stock Company Research period includes present period and some periods in 2006, 2007, 2008 and the first months of 2009 when data were recorded Research methods 4.1 Data collecting methods 4.1.1 Data collecting through statistical figures Used to collect initial data, including statistical figures about the company, organization model, the amount of workers, achievements in business activities; information of salary, bonus, social allowances, working conditions, responsibility limit, attraction of job, acknowledgment and promotion chance in the company to gain general view of matters related to research topic 4.1.2 Data collecting through questionnaire table Relied on data need to be collected, questionnaire table are made to perform the targets of research through relevant questions The process is to choose 100 workers randomly at different positions in the firm, after then, to interview and solve collected data with Excel program Data collection method through questionaire table is a quite difficult method taking a lot of time 4.1.3 Data collecting through collecting ideas of experts When examining regulations and policies of the company, evaluation is implemented through collecting ideas of experts 4.2 Data analyzing methods To complete this research, we applied strategic administration knowledge, two factor theories of Frederick Herzberg and analysed real situation involved in employee encouragement and motivation in Viglacera Tien Son Joint Stock Company These data collecting methods allow our group to study the company generally, find strong points and weak points of the company, and assess satisfaction of workers through two factor model of Herzberg After that, the group can give reasonable solutions to human resource administration in order to encourage and motivate workers effectively Structure of project report Chapter I: Theoretical background This chapter synthetises theoretical background related to strategic management in general and human resource management, in particular, collect theories involved in worker encouragement and motivation Chapter II: Actual situation on business activity of Viglacera Tien Son Joint Stock Company and analysis of human resource management at the firm This chapter focuses on analyzing real business situation of Viglacera Tien Son Joint Stock Company That is management structure, product and service, market of the firm After that, analyze human resource management of the firm through two factor model of Frederick Herzberg that includes hygiene factors such as working regime, salary…and motivation factors such as responsibility for, attraction of job… Chapter III: Solutions to encourage and motivate employee at Viglacera Joint Stock Company In this chapter, our group draws a summary of employee encouragement and motivation analysis through SWOT matrix Base on that, gives solutions to better employee encouragement and motivation at Viglacera Tien Son Joint Stock Company CHAPTER I: THEORETIC BACKGROUND 1.1 Definitions of strategy and strategic administration (1) 1.1.1 Strategy Strategy is long - term development orientation of an organization to gain competitive advantage through forming its resources in changeable environment to meet the need of market and satisfy the expectation of partners related 1.1.2 Strategic administration Strategic administration is a set of administrative decisions and activities to define long – term performance of a firm Strategic administration includes continuous activities such as examining internal as well as external environment; planning strategies; implementing strategies, assessing and controlling them 1.1.3 Strategy system of a firm 1.1.3.1 Functional level strategies They are strategies orienting to improve effectiveness in basic activities within range of a firm such as production, marketing, material management, research and development (R&D) and human resource management 1.1.3.2 Business level strategies They are the total of commitments and actions to gain competitive advantage by exploiting core capacities of firm in itself, market and specific products 1.1.3.3 Corporate level strategies It means to define what firm must to gain competitive advantage through choosing, managing a group of different and competitive business activities in some of industries and markets 1.1.3.4 Global strategies They are strategies through which firm sells its products or services outside its domestic market 1.1.4 Strategy planning process (3) Diagram 1.1: Strategy planning process Strategic function and target of a firm (a) Internal analysis (S, W) (b) Business environment analysis (O, T) (b) Choose strategies (c) Corporate level strategies (d) Business level and functional level strategies (e) Deploy strategy implement (f) Examine and assess implementing result (g) Feedback 1.1.5 Tools to support strategy planning SWOT matrix is a useful method which generalizes and sums up results of internal as well as external analysis External analysis is to find opportunity and threat the firm has to face from outside environment Internal analysis is to find strength and weakness inside an organization (1) 10 motivate creation and result in long period culture Allowance: not have priority in poisonous penetrating foreign market pension and industrious disease compensation Working environment: microclimate conditions such as noise, dust are over allowed level Have bad influence on worker health Colleague relationship: not still have clear regime in information share and group action policy Supervising and controlling in the company: Update and supervise system are not timely Motivation factors Responsibility in job: not have responsibility regime for group of “experts” gathered form many departments to solve complicated problems Attraction of job: Tiresome in job happens in group of workers in charge of production line Achievement acknowledgement: not have proper actualisation of achievement in job difficult or realize result such as marketing task Development and promotion opportunity: have promotion cases relied on seniority, weaken improvement motivation of young staffs 41 cause difficulty in 3.2 Solutions to worker encouragement and motivation Table 3.2: Solutions to better worker encouragement and motivation task MATRIX SWOT Opportunity (O) Threat (T) Strength (S) SO ST Weakness (W) WO WT 3.2.1 Group of solutions (recommendation) 3.2.1.1 According to SO Uphold strong points to take full advantage of opportunity The company is good at doing that The proof is that the company uses most of workers from Bac Ninh and implements policies related to hygiene factors and motivation factors of two factor model of Herzberg Research result of our group shows that more than 70% feedbacks express satisfaction of employee to recruitment policy of the company 3.2.1.2 According to ST Uphold strong points to avoid threat from outside environment Similar to group of solutions SO, the company is implementing well this group of solutions However, to prevent risk, the company needs to intensify recruitment of local people and allowance policy suitable to each region As above suggested, the company is good at doing this group of solutions, so we not choose this group to recommend to the company in present period 3.2.1.3 According to WO Overcome weak points to pick up opportunity Through analysis in chapter 2, shortcomings in worker motivation activity are weak point of the company The company is good at encouraging and motivating worker, but, in order to keep excellent staffs, especially, individuals and groups directly involving in executing common strategies off the company, the company needs to eliminate mentioned 42 weak points quickly Our group knows that this group of solutions is the main strategic group of the company presently 3.2.1.4 According to WT Overcome weal points to avoid risk In order to implement this group of solutions, the first group WO needs to be completed In summary, the company should take full advantage of its strong points to overcome its weak points 3.2.2 Solutions in human resources management to improve worker encouragement and motivation task (based on analysis at 3.1 section) 3.2.2.1 Improve salary regime Current salary regime is not enough to excite employee in charge of manufacturing strategic product of the company The need of worker is higher and higher, salary level of the company presently is only suitable to labor market in Bac Ninh province This salary level is not attractive enough to have pull effect on qualified and well-educated employee from outside The company needs to make plan of raising average income for worker at over million dong/person/month level, equivalent to common salary level of top companies High salary helps to attract skillful staffs to work for the company, especially in technological and sales fields This is absolutely on basis on growth of labor productivity at 1.5 times (from million to 4.5 million m2/year) while workforce only increase at 1.2 times (from 430 persons to 529 persons) The company needs to build a reasonable salary paying system based on job evaluation with clear and specific standards Specially, to high skillful workers (in charge of making exported product), this evaluation is added with skill coefficient This coefficient can be not high, only enough to make difference to the rest of worker groups 3.2.2.2 Improve reward regime Mostly focus on improving reward criteria, secure objectiveness and encouraging achievement in long period These criteria must be built from production groups; each group has specific criteria besides other common criteria Reward is divided into parts: part for immediate reward and part for accumulation in long period (1 – year) 43 3.2.2.3 Improve allowance regime The company needs to have allowance regime prior to poisonous pension and industrious disease compensation Although government issues specific regime for granite manufacturing industry, the company needs to care more by: increase poisonous pension more 10%; pay all of cost related to industrious disease (beside of cost paid by health insurance); increase holiday time more than common regulation, to worker with working time more than 10 years, each year he is rewarded day more than in state regulation 3.2.2.4 Improve working environment Presently, microclimate conditions such as noise, dust density are higher than allowed level, influence badly on worker health This matter must be overcome immediately in order to improve worker satisfaction and satisfy working protection required by the State Noise: New equipments have been invested; the rest is that building segregation room for loud noise machines; in addition, supply worker near machines with noise preventing equipments Dust: The company needs to invest in dust treating system in workshops First, it is necessary to equip worker with dust preventing equipment Simultaneously, implement evaluation and control regime to microclimate conditions comprehensively under current state regulations and take continuous improvement to make working environment better 3.2.2.5 Better colleague relationship environment Presently, relationships in the company are quite good, however, in order to improve effectiveness of information sharing and co-operation in team working in complicated problem solving cases, the company needs to set clear regulations in which information must be shared and which information is encouraged to share Simultaneously, improve awareness and co-operation through training within worker team To managers, they must be mirror in team working and co-operation Specifically, there must be sanction to cases not sharing information or breaking team working spirit in the company Lastly, in order to raise and maintain good relationships, the highest rank of manager must launch building corporate culture in purpose 44 3.2.2.6 Increase value of supervision and control in the firm The company needs to issue advancing and initiative applying process to encourage initiatives and control advances updated and applied timely First, encourage initiatives and advances in growing labour productivity for current workforce (529 persons), raise productivity from 70% presently to possible maximum level 3.2.2.7 Increase responsibility to job The company needs to build responsibility regime for “expert” groups gathered from many departments to solve complicated problems This regime includes group managing regime in the company; reward and discipline policy to team activities; encouragement policy to unofficial groups in the company Implement team working skill training as mentioned at section 3.2.2.5 3.2.2.8 Decrease un-inspiration of particular job Most of workers find that their jobs are attractive and satisfactory; however, group of workers working directly with production line has contrary idea The company must improve working condition to reduce uninspiration in job by: taking turns working with lines (if this position does not demand experience); monthly, arranging – days for them to go out market in reality with task: collect feedback idea of consumer about product; examine marketing activity, sales of sales department; this is opportunity for production worker to understand and sympathize with sales task; give initiative and idea for marketing, product quality 3.2.2.9 Achievement acknowledgement The company needs to have kinds of achievement record to job difficult to realize as marketing through split targets of marketing in each period to assess and record achievement Besides, Setting up targets and strategies of the company has to have participation of every one, create opportunity for worker contributes to common success of the company 3.2.2.10 Manifest development and promotion opportunity To avoid promotion on seniority state or at least avoid misunderstanding of worker in promotion activity, the company needs to manifest recruitment activity to make equality for everyone to gain promotion and development Issue trust and promotion process, organise to get trust periodically as well as before promotion; set up criteria of promotion positions; set up specific criteria to enjoy profession 45 development regime Simultaneously, set up board to consider and decide problems related to promotion and development of worker 3.2.3 Solution deployment Because of limited research time, our group has not yet deployed and evaluated implementation process Nevertheless, we discussed with board of managers of the company and had agreement in following solutions deploying: Rate of process: Complete 10 solutions in months, in 10/2010 implement examination and summary We and board of managers agree that time in months, there will be preliminary evaluation of this deploying to timely adjust solutions suitably Responsibility: Sales general of director has common responsibility (member of our group), mostly, support with resources in launching process Specific responsibility: first, assign to the most responsible division to deploy job, after then, this division takes charge of planning details and gathering different individuals, departments in the company into activities This division also takes charge of scheduling expenditure and necessary resources to secure implementation process in exact rate 46 Table 3.3: Solution deployment plan Name Progress (month/2010) Resposibility Administrative Improve salary regime Dept Administrative Complete reward task Dept Administrative Improve allowance regime Dept Better working environment Technology Dept Administrative Advance corporate ralationship Dept Increase supervision and control value Board of Directors Increase responsibility in job Board of Directors Reduce uninspiration of job Production Dept Achievement acknowledgement Sales Division Administrative 10 Manifest promotion opportunity Dept 3.2.4 Solution deploying examination and evaluation Managing director of the company assigns internal quality evaluation division (a division from demand of quality managing system ISO 9001:2000 in the company) in charge of speeding up examination and evaluation time on months periodically and summing Simultaneously, report timely to managing director solution implementation in monthly Feedbacks from performance and examination process must be reported to managing director and sales general of director to support and guide timely 3.3 Conclusion and suggestion 3.3.1 Conclusion •The main business strategy of the firm focuses on cost leadership and product differentiation 47 •To complete this strategy, the firm needs to deploy a appropriate personnel strategy for example, using human resource at local; executing synchronously methods to motivate worker to contribute to job wholeheartedly, train personnel staff full of ability to provide market high quality products •Although the firm does many attempts, there are gaps in human resource administration having significant impact on deploying other strategies of the firm When considering aspects of two-factor-model, the project only considers 10 problems existing in 10 factors of two-factor-model which the firm needs to improve in order to secure effectiveness of general business strategy of the firm 3.3.2 Limitation of research Because of short research time, spread target of research to joining persons is not really detailed and specific This is also very important because if ones join in research grasp thoroughly target of research, they will express their expectation more detailed and exactly When designing investigation cards, a few of contents are not really scientific, time is not enough to examine these cards before delivering to employee Thus, a few of staffs cannot understand fully some details in questionnaires of cards Investigation cards delivering and colleting time is not suitable for staffs to able to think and answer detailed and more calmly However, this research doing helped members in our group revise, consolidate and apply knowledge given in MBA program into real conditions of the company After finishing this research our group understood more detailed theoretical basis of encouragement and motivation for workers, grasped clearer analysis, evaluation angles and methods to a research, from that, get experience for doing research better next time, specifically 3.3.3 Suggestion to research direction in the future We recommend development direction of this topic in next period below: •Common orientation: Preserve target of topic mentioned, but studying and policy setting target should be divided into groups: manager group and worker group 48 •Data collection and treating method: design simple and easy finished investigation cards (both forms and content); Note particular ideas; it is better if an independent unit takes charge of questionnaire card •Reality analysis method: analyze in detail business environment conditions having impact on personnel administration strategy of the company •Solutions: Based on project completing in table 3.1 and feedback, information from examination process,…continue to advance and complete solutions in direction of motivating worker 49 REFERENCE Le The Gioi, Nguyen Thanh Liem, Tran Huu Hai (2009), Quan tri chien luoc ( Strategic Management), Thong Ke publisher, HCMC Viet Nam Nguyen Hai San (2005), Quan tri hoc (Management), Statistic publisher, HCMC Viet Nam Ngo Kim Thanh (2009), Slides lecture subjects strategic management, Ha Noi Viet nam N.D.Eriasvili (2004), Xuat ban: quan tri va Marketing (Publication: Management & Maketing) (Dao Tan Anh, Kieu Van translate to Vietnamese), Thong Tan publisher, Hanoi Vietnam Jonhson, G., Scholes, K (1999), Exploring Corporate Strategy, 5th Edition, Prentice Hall Europe Griggs University – Global Advanced Master of Business Administration Program (2009), Curriculum subject Organizational Behavior Management Nguyen Huu Than (2004), Quan tri nhan su (Human Resource Management), 6th Edition, Thong ke Publisher, HCMC Vietnam Peter F Drucker (1974), Management: Task, Responsibilities, Practices, HarperCollin Publishers, USA Website: http://www.graniteviglacera.com.vn 50 QUESTIONNAIRE CARD APPENDIX -November, 8th, 2009 Following investigation cards aim at serving the topic: “Solutions to encourage and motivate workers at Tien Son Viglacera Joint Stock Company” Please, read carefully questionnaires and tick (X) into suitable gap All of information will be saved privately and only used for research target In investigation cards, not need to write your name and sign Thank you very much! Section I: Personal information Gender  Male  Female Age    Under 25÷35 Over 25 35  <  3÷ >7 Vicem: year year year Specialized    Post qualification Senior Interme Unive universi high diate rsity ty  3÷5 >5 Working time in school Present income  2÷3 (million dong/moth) Section II: Salary, bonus * Please give your idea about current salary paying method in the company? 51 Agree Disagree - Assess exactly job result   - Encourage staffs to work better   - Reduce average factor in salary   paying * What idea you have about current bonus regime of the company? Good Average Not effective - Bonus relied on job       effectiveness - Bonus based on annual working title and emulation movements 52 Section III: Social allowances *What idea you have about present social allowances? Satisfactory Average unsatisfactory    - Body insurance    - Holiday    - Union supports    - Annual health examination Section IV: Working conditions and environment *What evaluation you have about current working conditions and environment of the company? Satisfactory Average Bad - Working space and area    - Job finish ability    - Working equipment (table, chair,       computer, telephone, air conditioner, printer, fax, photocopy…) - Environment ( air, noise, dusk ) Section V: Relationship with colleagues *What idea you have about relationship with colleagues now? 53 Very Average Bad good - Trust in each other    - Cooperation and coordination    - Information share    Section VI: Supervising and assessing level of the company * What idea you have about present supervising and assessing level of the company? Very Average Bad       good - Managing and supervising process system - Maintain supervising and assessing process Section VII: Responsibility with job, attraction of job, acknowledgement and promotion chance *What evaluation you have about responsibility with job, attraction of job, acknowledgement and promotion chance? - Uphold sense Very Avera Unsatisf satisfactory ge actory       of responsibility - Attraction of job 54 -       Acknowledge ment - Promotion chance 55