bài tập quản trị nhân lực – tạo động lực cho người lao động e

Bài tập Quản trị Nhân lực – Tạo động lực cho người lao động Task done: Promoting the human factor is a huge problem and very complex How to promote the human factor to best serve the development of organizations and enterprises is a problem that requires serious research Human resources are precious resources of each country and of each enterprise It means a lot to the development of each enterprise An enterprise wants to develop must be utilized human resources Vietnam is a country which has comparative advantage in human resources, but how to take advantage of this comparison is not an easy problem As in the case of Bubba Gump Shrimp Company, though many companies have tried to motivate employees, but in fact still exist many problems to consider and resolve These problems have hindered the development of the Company For this reason, the study of solutions to motivate employees to reflect the state of the Company motivate and to offer some solutions to assist in creating motivation, contributing to maximizing human resources in the development of the company I Analysis of the actual situation and the cause of lack of motivation at the company Bubba Gump Shrimp (BGS) is an enterprise owned by the U.S in Vietnam Business activities of this enterprise is purchasing shrimp, creating brands and sell them to the U.S market The company's revenue is 30 million / year and after-tax profit margin is 15%, this is high compared to industry During this time, the company leaders are looking to increase revenues to 50 million / year but the management of the business department can not make the staff member to increase the sales He is applying for approval to recruit another 25 people to increase sales However, the personnel management department has shown an alarming fact that the company was losing its manpower by 40%, besides the cost to train a new employee is 5500 USD So the total training costs for 25 employees recruited up to $ 137,500, a figure that is not small Based on data given by the departments can see many problems are arising in the company • Loyalty of employees are low with a percentage of the loss up to 40% in the company • Existing in the business department and business support staff a stagnation, lack of motivation clearly • The inability of the management process and business management can not make the employee under increase sales • The lax management, poor labor discipline if the employee still does not work Specifically here, there are three positions of the company is facing the problems mentioned above Sales Employee Of the 50 employees of the company, number of sales employees has accounted for half Their routine work that is calling for sales to the U.S market As the statistics show that an employee can take up to 90 calls / day But in fact they only made about 10 calls / day, on this point, their operator productivity is only 1/9 Explain this, they said that this is a boring job, less flexible and they no longer feel the excitement when working The business department is part directly bring in revenue and profits for business, when they wasted about 80 business opportunities every day also means the the company has lost an equivalent opportunity to sign the the new contract The salesman have a fixed salary is 900 USD / month regardless of whether they sell more or less In Vietnam with salary 900 USD / month can be said is a higher salary than the common ground and that is the dream of many people But only available a common salary for all employees in the department have caused injustice among employees to work effectively and employees who work less It also causes dependence mentality and lack of motivation when employees think: why must sell more when the salary is always like this? Slowly, that mentality will spread to all employees, they just make enough sales, and have no intention of exceeding sales or become a leader in the sales as in other companies This psychological impact directly to of the company revenues, as it always only at about 30 million / year even though the company wanted to increase sales even higher Besides, working in an uncompetitive environment will quickly make the boring staff, and staff that has the ambition and ability leaves the company is inevitable Sales Support Employee The company has about 20 employees and business support and office work different Their main task is to support salesman make business and customer car Salary they earn is 600 USD / month However, they always complain that they "were nothing to do", and they spent most time on gaming and on personal mail Also they often spend more than hours for lunch at a place away from their the company and then nap So the staff only work in the morning, and afternoon, they are only for the rest It is not difficult to explain this problem when looking at the actual status of the salesman The main task of the support staff is to assist and support the sales staff but the business department works with 1/9 performance, so the support staff not have to is very easy to understand Besides, receiving a fixed salary and not have any additional commissions when their business success also reduces the level of enthusiasm for the job, and when the income does not make any distinction between people who good and poor work, there is no reason to push them to achieve goals at work Procurement staff It can be said, the purchasing department is the best part of three active components are listed here The number of purchasing staff is 05 people As my opinion, The number of purchasing staff is so pretty thin compared to the sales team Can also explained that business department is not effective operations, the products of the company purchasing currently supply still sufficient, however for this department work better in the stage of purchasing and quality control of the the number of staff should make at least double Although this division is still effective, but in future can not say it will not be affected by negative psychological work of two departments most likely the purchasing input productmaking them busy and not much spare time, but at a certain point, when they realize that their efforts at work are also assessed as lazy employees only Overall, the main reason here is motivating by the compensation of the company are experiencing problems led to the current situation Their salary is not low, it is possible to appeal to employees competency and enthusiasm, but it can not continue to create motivation to work for those people, it even made them become lazy, but the best people they decided to leave And another cause can be seen here that is the responsibility of each individual is too low, it seems that the company's profits and losses not affect them they only need reach minimum sales to receive a fixed salary, while the company wants to increase sales does not seem the interest them II Job descriptions for three positions on The preparation of job description is important and necessary in every business Sales Employee NO Job description / tasks Time for work Offer to search for export orders to the company 20% Responsible for negotiations with customers in number, quality, delivery time, delivery method, payment method, 10% then report back to the company leaders to ask for direction Responsible for the purchasing department to plan purchasing for export plan Responsible for receiving export orders and plan for leaders to monitor Drafting contracts for export to the Board of Directors Responsible for resolution of disputes over the quality, delivery deadlines with customers when disputes occur 5% 10% 5% 5% Responsible for search providers of transportation service, pricing negotiations, drafting contracts transportation service 10% to the Board of Directors Responsible for gathering data of sales for each customer to provide data of debt 10% Perform the import and export operations 10% 10 Reporting on the situation of shrimp export 5% 11 Oversee the delivery of export 5% 12 Ability to adapt to changes quickly and perform other necessary duties as assigned 5% Sales Support Employee NO Job description / tasks Receiving orders to check the validity of the order and respond to customers when there is a change order Enter the code for the order and transfer order to the relevant department Regular communication with the factory to support monitoring the progress of production of the order Preparation of periodic reports on the situation of activities of the responsible region Notification and monitoring the implementation of business plans, programs, general reports and send business manager Performing administrative work to support business Storage of records and papers of the department: the memorandum, the contract rules, orders, bills request delivery of goods, the debt Time for work 15% 5% 10% 10% 10% 10% report, official letters Track attendance, calculation awards of the Sales Department 5% Along with sales department monitoring the customer's debt, 10% monthly reports weekly, quarterly and annual Sum and monitoring of customer reviews 10% Supporting sales department in the business, such as searching, 10 negotiating with suppliers transportation services, supporting 10% for import and export procedures, assistance in handling complaints and problems 11 Performing other tasks arising 5% Procurement officer NO Job description / tasks To get purchase request forms from the internal units To find suppliers, get quotations, compare options to get suitable source of supply Time for work 5% 20% To make orders as considered In order to purchase, it shall be approved and consented to both quality and price by Head of 10% Purchase & Supply To update information related to the suppliers: Capacity, product, delivery time, after-sales service, payment method, the development potentiality, etc; at any time, to choose the most 10% appropriate suppliers To arrange purchasing plan, urge delivery to ensure timely meet requirements of production and business to the units 10% To Strictly control the quality of purchased goods To edit the export contracts to be reviewed by the Board of Directors 15% 5% To be responsible for searching the transport service suppliers to transport procurement cargo to the stock, pricing negotiation, drafting the contracts of the transportation service to the Board 10% of Directors for consideration 10 To complain to the suppliers about the quantity and types of cargo in case of shortage, balance, other categories (if any) To perform other tasks arising 10% 5% I Specific measures to motivate employees of the Company As discussed in Chapter 2, human resource planning of the unit is passive so, in the future, to improve human resource planning, the Unit should focus on the following issues: The issue of salary, bonus: It can be said that rigid remuneration policies of the company is one of the key issues leading to lack of motivation today The company should change this policy in order to make much more motivations, especially in the business department As they, in addition to a fixed salary, may add other sources of income more significantly due to their own labor productivity This helps to push the slack working spirit at the company apart Besides, the bonuses also contribute to improving loyalty and engagement of the employee.I hereby would like to mention a reward levels for three staff positions based on the above job description: SALARY, DISCOUNT AND BONUS SALARY, DISCOUNT AND BONUS Fixed salary (USD) BUSINESS FUNCTION Position Discount for the employee to look for the frequenty suppliers SALES DISCOUNT FUND FOR PRODUCT COMPLAINT (Purchase price) PURCHASE DISCOUNT MANAGEMENT DISCOUNT (Regional management) x 900 5% 5% x 0,5% of total revenue management Business Search, sale Direct sale Bussiness support Business support No direct sale 600 1% 2% x x x Purchasing Procuremen t of goods Supply, purchase - 1% 2% 5% x 2% • SALARY, BONUS ACCORDING TO DEDICATION TO THE COMPANY 13th Salary: - Contributing time and work at the company - more than years - 13th salary shall be received at the beginning of the 4th year 14th salary (13) - When the employee not leave and are not sick within one year – based on the solar calendar and one year from 01/01 to 31/12 of the solar calendar of one year - 13th or 14th salary will be paid on the 12th salary of the year - 13th or 14th salary is measured by a fixed salary of each employee excluding the two allowances SPECIAL BONUS - Rewarding the business staff with family holiday - with the contribution as follows: • Enjoying total turnover of all contracts of $ 50,000 – holiday of VND 8,000,000, no cash payment • Enjoying total turnover of all contracts of $ 100,000 - holiday of VND 8,000,000 VND -VND 6,000,000 (only accepted cash on vacation) SPECIAL BONUS under SALES Reviewed by the Board o Directors Reviewed by the Board o Directors Reviewed by the Board o Directors Retaining good employees by shares: One effective solution is to share the profit to motivate employees Specifically, the leadership is planning the company capitalization and the number of the shares is distributed in three internal members, but the company should consider a soluation to retain their talents by preference shares issued to individuals who have contributed many years and have made outstanding achievements in their work Creating a bigger pie seems to get smaller the percentage of the shares of the owners; however, in fact, it will turn into the much higher profits that is the desire of the owners The issuance of the preferred shares to employees, employee stock options (ESOP) in English name, is a very effective solution to retain the staff and used in many businesses around the world, especially the U.S ESOP will stimulate employees to work better, be more interested in long- term profitability of the company because they are also shareholders In contrast, if no ESOP, managers are less concerned about the increase or decrease of the company's stock price and only focus on immediate business activities rather than long-term growth objectives Therefore, the ESOP is an effective tool to improve the mechanism of the corporate governance Many of the world surveys showed that the stock activities of the ESOP planning companies shall be more efficient compared with non- ESOP companies Looking at the current situation of the company, we can see that this is an appropriate time for the companies to adopt this solution Firstly, the current Board of Directors has been paid attention to equitizing the companies Secondly, the ESOP solution is really big push for high-quality human resources during the company's stock period listed ESOP is similar to a profit- sharing plan The company shall set up a trust fund and contribute to this fund with new shares or cash to exchange for the issued shares A different version of the ESOP is borrowing money to buy the issued or issueing shares by the company, then, the company will contribute cash from the profit to pay these loans For example, in the FPT, FPT will reward the business with shares from after-tax profit and issuance equity funds for the purpose of bonus The right to buy shares at preferential rates is reserved for the FPT officials and employees with full two-year seniority of consecutive work or more The right to buy is distributed to each staff level ranging from 100 to 12,700 shares Annually, the meeting of shareholders approves the purchase of shares to the officers and employees on the basis of recommendations by the Board of Directors; the time for closing the list to buy shares is 31/12 (According to vietbao.vn) Or stock bonus program of REE (Refrigeration Electrical Engineering Compay) is applied to three main objects including senior management staff, business staff, great engineers, experts in charge and promising staff Each year, the officers and employees to participate in the bonus share program must register the action plan outlining the objectives, business plans and performance measures The target shall be different based on each level, such as: level of business managers need to meet the requirements of 80% or more of the revenue targets, ontract-signing ssales, collecting debts; salesperson just completes sales targets, etc Employees who complete the outstanding tasks shall be awarded the shard by the Board of Directors without registration REE shares applìed for each year is at the price of VND 3-50 million or higher It is expected that, by early 2009, all of the preferred stocks will be converted into common stock and freely transferable (According to vietbao.vn) ESOP can not have many weaknesses When the companies issue new shares, the shares of current shareholders, including employees enjoying ESOP, will be reduced correspondingly This decline may lead to negative impacts on motivation and benefit of exempted tax (if any) from the application of ESOP In addition, the compulsory regulations required for the companies to buy back the shares from the employee deciding to leave the company can bring the pressure of a large expenditure Some other solutions: • Using HR software: - Management of better human resources information: human resources software helps to provide information for making personnel decisions quickly, accurately and securedly; human resources information is exploited more effectively due to be processed, rendered in a variety of criteria, depending on management needs - Improving operational efficiency of the human resources department: Reasonable human resources software will significantly reduce the administrative management burden for the human resource department Thanks to the system, they not need to perform the task of recording secretary and allows them to focus on professional skills to improve performance effectivenss - Saving time, cost: appropriate human resource softward will reduce costs in many ways Staff is streamlined without many people; in addition, the stricter exploitation and human resource information management can be cut back on unnecessary spendings The process of more efficient recruitment and human resources shall reduce the cost of time and money for recruiting and training new employees - Improving efficiency of business operations: Thanks to the above benefits, the corporate shall exploit their human resources more effectively while maintaining and developing high- quality human resources and creating competitive advantage in the market The enterprises achieve higher business performance through cost reduction and revenue increase Based on the advantage brought from this solution, BGS can completely overcome the problems of existing labor discipline at the company like business activity management, working time management; in addition, it also contributes to more advancing the working responsibilities of the staff • Developing an ideal and closer working environment: It seems to be the invisible walls between the departments, between managers and employees It is easily seen when the manager makes the business staff unable to sell additional products, the staff is supported for the lunch for business trip or they can nap though other departments have started to work BGS should have solutions to solve eating and resting problems for their employees, they can arrange more rooms for lunch, buy some fast cookwares like microwave, gas stove to serve lunch for the staff The key here is to help all employees get closer in the social life and work CONCLUSION BGS Company is a leading enterprise in the field of shrimp exporters in Vietnam After years into operation, the company has huge potentiality for development.However, the company, now facing a challenge of usual staff disturbance and "" brain drain " situation; young talents come and go, affecting objectives of production and business of the company Besides, the shortage of labor force is also a disturbing problem for the company Based on theories on human resources management, it needs to focus, research, analyze and assess the status of human resources management at the BGS Company to determine the existing problems Through that, I give some suggestions and solutions on problems of salary and bonus, and ESOP solution to improve labor motivation, responsibility and loyalty of the employees to meet the strategic development goals of the company However, due to limited capacity and time, the essay also makes some mistakes Therefore, I look forward to the Teacher’s comments and whom care about this essay to make my essay more complete and be able to be aplied more effectively for the BGS company  ... • Developing an ideal and closer working environment: It seems to be the invisible walls between the departments, between managers and employees It is easily seen when the manager makes the business... managers need to meet the requirements of 80% or more of the revenue targets, ontract-signing ssales, collecting debts; salesperson just completes sales targets, etc Employees who complete the outstanding... process and business management can not make the employee under increase sales • The lax management, poor labor discipline if the employee still does not work Specifically here, there are three