phân tích ảnh hưởng cá nhân bởi tập đoàn google với PVI holding

PHÂN TÍCH ẢNH HƯỞNG CÁ NHÂN BỞI TẬP ĐỒN GOOGLE VỚI PVI HOLDING ANALYZING PERSONNEL IMPACT IN GOOGLE GROUP AND PVI HOLDINGS Solution: I FOREWORD Currently, Enterprises meet with a challenge that they must make all efforts to maximize performance in supplying their goods and services This requires them paying more attention to quality of goods and services and marketing method and internal management process Leading enterprises are desirous of making difference and creation in goods and services to compete with others with same fields To reach target, they base on the biggest asset, it is “human resource” Human resource management helps find out, develop and maintain staff and quality control - who are active participating in making success to Company Enterprise leaders are always desirous that the human resource management shall help them reach high performance with certain number of employees Thus, all enterprises should know how to use human resource in effective manner, it means that enterprises must use theories of creating motive force to build up regimes, policies to employees to create passion, pride, desire to strive and give promotion opportunity to all employees in enterprises II SELECTING GOOGLE COMPANY TO ANALYZE PREEMINENCE IN THE PERSONNEL WORK 2.1 Introduction to Google Google Group was established in Menlo Park, California, US (07/09/1998) with head office in Mountain View, California, US and main business lines of internet, computer software With total income in 2010 of 23,651 billion USD, net profit of 8,312 billion USD (increased by 25% compared in 2009), total assets of 40,497 billion USD and total employees of 23331 (June 2010), at present, Google has developed as a leading Group in the world Google operates in 42 countries and has had 75 representative offices which mainly based in US, running thousands of servers all over the world, meeting millions of searches per minute and approximately 1.78 million GB of data are loaded per hour To obtain this remarkable outcome, other than the perfect business strategies, Google are very interested in the strategy of human resource development and strategy for employees Senior leader of Google - Peter Drucker said “nature of management is to eliminate obstacles impacting on upholding talent of employees” This is one in the most important factors to help Google make up competitive advantage in the increasingly fierce market 2.2 Google Personnel secret of Google Strictness in recruitment In the fact, candidates participating in the interview to receive to work for Google must experience examination of at least examiners who are mainly representatives coming from management level or senior staff in the Company Their viewpoint is very clear: ensuring equality in the interview and set out very high standards Google takes much more time for its recruitment but Google can select and recruit the best employees Current success of Google has proved this way in absolutely accurate manner Satisfaction with necessary demand of employees Google’s Leadership tries to meet all necessary demands in life of each employee: canteen, play ground, wash room, personnel coach and set their mind in rest and complete well all assigned tasks Direct exchange among employees In Google, each project is in charge of a project team, all staff in a Google’s project work in a room Thus, when an engineer wants to exchange with his colleague, he can find such person without using telephone, waiting time for email exchange… Google, in addition, have many meeting rooms so that project teams can mutual discuss without troubling other persons in the department, division Effective cooperation in developing works Because members of the team work in a room, cooperation in developing works is quite easy and simple Moreover, every week, each team member must send email to notify the progress of work he is in charge to other members in the team By this mean, all members in the project team are aware of the project progress, they are easy to monitor the progress and synchronize all works in the project Self-testing Company’s product All members use tools made by Google The popular tool used is internal networks to test the Company’s projects In addition, Google can develop other many tools of information management Success of Gmail is a typical example After the successful test, Gmail is launched to the market and receive many supports from users Moreover, Gmail is continuously improved to meet the increasingly demand of users In other words, Gmail meets increasingly demand of a bunch of white-collar workers of Google Encouragement of creative spirit Engineers of Google spend 20% time find out new projects In addition, Google establishes creative box, in which, all employees of the Company can make their creative contribution through this box Then, such creations shall be selected in public manner and the most creative idea shall be selected to be carried out Of cause, there are successes but failures The most important thing is that Google takes advantage of creative brain of entire employees to serve the company’s development Homogeneity in making decision Modern enterprises usually have a “hero” who always make accurate decisions and have big influence to enterprise’s development But before making decision, new projects, Google’s leadership use contribute opinions from its employees to use as a foundation To unite these opinions, Google take much time, if doing this, the process shall bring about many wise and sound decisions Do as you say In the fact, Google have tried its best to “do as you say”, Google’s leadership tries to create a harmonious atmosphere to avoid “Do as I say, not as I do” Make careful analysis before making decision In Google, almost all decisions are made based on foundation of the careful analysis of data Google applies many systems of information management and many experts in data, standard analysis… then, decision is made basing on the orientation of the company’s development By doing this, Google rapidly keeps with the development of the age 10 Regular and effective handover On Fridays, all employees of Google concentrate in a place to discus and receive new information and resolve shortcomings… by this mean, management level can rapidly catch the situation of the Company while understand aspiration and confidence of all employees In Google, all resources and talents are gathered to serve the success of the project teams III SELECTING COMPANY OBTAINED SUCCESS IN VIETNAM AND ANALYZING PREEMINENCE OF PERSONNEL COMPANY - PVI HOLDINGS PVI Holdings was established in 1996, a member of Vietnam National Oil and Gas Group Recently, it has become a leading insurer in Vietnam Although, in the background of economic crisis of the world in last years, PVI strives for completing the expected plan which has higher outcome than that of previous year In 2011, total income reached 5,200 billion Vietnam dongs, making up 24% market share of the non-life insurance market of Vietnam and it is an enterprise with the most grown rate in the insurance market of Vietnam PVI is also the first and only enterprise of Vietnam is ranked B+ by A.M.Best and is awarded with the first labor medal and title “labor hero in renovation period” by the State of Vietnam GROWN RATE OF REVENUE OF PVI Members of PVI include: PVI Insurance Corporation and PVI Reinsurance Company, in which PVI Insurance Corporation has 25 member companies dealing in insurance in nationwide as follows: PVI Thang Long PVI Dong Do PVI Hanoi PVI South Red River PVI North Red River PVI Quang Ninh Southern PVI PVI Ho Chi Minh PVI Da Nang PVI North Central PVI Sai Gon Region PVI Shouth Central PVI Binh Duong Region PVI Vung Tau PVI Song Tien PVI Thanh Haa PVI Ca Mau PVI Tay Nguyen PVI Khanh Hoa PVI Duyen Hai PVI Hai Duong PVI Hung Vuong PVI Ben Thanh PVI Dong Nam Bo PVI Tay Nam The Corporation has associates: • PV2 Invest Joint Stock Company (PV2 Invest) • New Energy Trading and Media Joint Stock Company • Petrovietnam Sapa Tourism Joint Stock Company (PVST) • Petrovietnam Insurance Service Joint Stock Company (PVI Service) • Petrovietnam Hospital Joint Stock Company • Viet Xuan Investment Joint Stock Company In addition, presently, PVI has cooperated with Sun Life Insurance Group (Canada) and it is expected that in 2012, joint venture of PVI Sun Life Insurance shall be established Main operationof PVI are: services of non-life insurance, reinsurance, loss evaluation, investment and other activities in accordance with the regulations of law Total employees of the Company as at 31 December 2011 is 1,343 Development strategy of PVI up to 2015 and vision up to 2025 is that put PVI to become an international leading finance - insurance Group with trade mark making up the domestic market in the country and developing in the international market To have above results, other than maximum support of all aspects and absolute belief of Vietnam National Oil and Gas Group, PVI’s Leadership pays attention to personnel strategy with focus of “employees” With a bunch of staff of over 1,300, human policy of PVI helped the Enterprise reach high performance with labor productivity per capita of over billion dongs of revenue per year (the highest level in the insurance sector), making important contribution to the success of the Company in both the present and the future IV HIERARCHIES OF CREATING MOTIVE FORCE APPLIED IN ESTABLISHING PERSONNEL POLICY IN PVI HOLDINGS 4.1 Maslow’s Hierarchy of Needs Need pyramid of Maslow was interested by psychologist Abraham Maslow in 1943 which divided need of human into levels: • Basic needs • Safety needs • Social needs • Esteem needs • Self-actualizing needs Basic needs: These needs are also called as body needs or physiological needs, including basic needs of human such as eating, drinking, sleeping, breathing, sex, needs making human comfortable… these are the most basic and strongest needs of human In the pyramid, we see these needs to be ranked at the lowest level: the most basic level Maslow thinks that, needs at higher level shall not appear unless these basic needs are satisfactory and these basic needs are control, urge a person to act when these basic needs are dissatisfactory Safety, security needs: When human has met the basic needs, safety needs shall be activated These safety needs express in both material and mind These needs are affirmed though aspiration of stability in life to live in security streets and a legal society and houses… Many people seeking protection from religious and psychological faiths are from these needs This is to seek security in psychology Regimes of social insurance, pension, savings plans… also express these safety needs Social needs: These needs are also called as aspiration needs belonging to a part, an organization (belonging needs) or needs of love These needs are expressed through seeking, making friends, seeking lover, getting married, joining certain community, working, going out, participating in clubs, working in group… Esteem needs: These needs are also called as self esteem needs because it expresses at two levels: needs of esteem from other people through personal fruit and needs of personal esteem, reputation, self-respecting, self-confidence in personal ability Self-actualizing needs: Maslow described these needs: needs of a person who wants to work every thing he thinks fit In other words, these are needs to use all personal ability, potential to self-affirm, work and reach fruit in society This is to seek method which personal ability, intelligence are uphold and such person feels satisfactory with the things did However, according to a survey conducted within 20 years, 1% interviewee has been satisfactory with these needs 4.2 Two factors theory of Frederick Herzberg Factors relating to satisfaction with work are called as Motivator – internal factor and external factor and other factors relating to dissatisfaction which is called as Hygiene Factors - external factor Motivator is agent of satisfaction such as: • Obtaining wanted results • Recognition of organization, leader and colleague • Responsibility • Progress, promotion in career • Wanted growth Hygiene Factors is agent of dissatisfaction of employees in an organization, it may be: • Regime, policy of organization • Improper supervision in work • Working conditions which are not satisfactory with the expectation of employees • Unsuitable salary and compensation or they contain unequal agents • Relation with colleague has “problem” • Relation with levels (upper level, lower level) is not dissatisfactory For motivator, if this agent is settled, it shall create satisfaction and then, encourage employees to work more active and industrious If not, it shall create dissatisfactory situation but dissatisfaction While for hygiene factor, if it is not settled, it 10 shall create dissatisfaction, if it is settle, it shall create dissatisfactory situation but dissatisfaction These theories help managers understand factors causing dissatisfaction of employees and then, they can find out remedies to eliminate these factors 4.3 Relation between two theories: Maslow’s Hierarchy of Needs and Frederick Herzberg’s two factor theory Both of them has common feature, it mentions to creation of motive force, passion, excitation of creation, labor and more personal completion, especially people at working age Deeply analyzing contents of above two theories and combining their advantages are very important When enterprise sets out methods to make labor management and use more efficiency, increase capacity of making contribution of employees which shall create internal strength and is the first competitive factor with other competitors in the market V APPLYING THEORIES OF CREATING MOTIVE FORCE TO EMPLOYEES IN PVI HOLDINGS 5.1 Procedure for recruitment in PVI Working in a leading enterprise as PVI is a big pride of any candidate However, the procedure for recruitment of PVI is very strict and highly selective from preliminary selection of document with the following factors: • University degree is a compulsory requirement for all candidates; • Have experience in dealing insurance, have worked in transnational companies or leading retail companies such as P&G, Big C, at least 02 years • Foreign shareholders hold 49% stock of PVI, applicable language in daily working with partners is English so candidates can participate in interview in English and this ability is referential 11 Procedure for recruitment in PVI Holdings is as follows: 12 Procedure for recruitment - QT.01.TCNS Implemented by General Director, Personnel Manager Personnel Division, Labor Demander General Director Personal Division Personal Division Implementation process Plan on recruitment Support Division Description of steps Labor demander Recruitment request/labor introduction Approval Notice of recruitment Pre Revaluation of document Examination organizer Director, Personal Division, Labor Demander General Director Personal Division Director, Personal Division, Probationer Manager of Probationer Division, Personnel Division Recruitment examination, interview Approval of result Notice of recruitment result Probation Manager of Probationer Division Evaluation of probation General Director Decision on recruitment General Director, Personnel Manager, Task of Personnel Division Signature of labor contract 13 Above strict procedure for recruitment help PVI select the best staff and serve as an important factor for training plans and uphold the most efficiency in the company’s business activities 5.2 Preeminent personnel policies of PVI 5.2.1 Policy of salary, bonus For implementing the spirit of “Labor agreement as signed between Trade Union Chairman of PVI and General Director of PVI 2012”, up to 07/2012, income of PVI’s staff is as follows: • Average salary: 7.5 million/month • Average bonus: 4.5 million/month • Total average income: 12 million/month 5.2.2 Policy of social welfare Other than the welfare regimes for employees and insurance regime in accordance with the regulations of the State of Vietnam, PVI established special referential regime to all employees as follows: Insurane regime PVI Care: • All staff has free examination and treatment in big hospitals in the country such as Vietnam - France Hospital - Hanoi, Victory Hospital in Ho Chi Minh city… • Leaders receive examination and treatment in foreign countries such as Singapore, Germany, France… • Yearly compensation is about one hundred million for accidental injury, disease… Regime of regular vacation • For staff with labor contract from year and more: 8,000,000 VND/ person/ year • For staff with labor contract less year: 3,000,000 VND/ person/ year Other regimes: 14 • Beauty care for women: 2,500,000 VND/ person/ year • Regime of funeral, weeding, maternity, birthday and staff • Regime of scholar for children of staff in PVI who have good result of study • Regime of sickness for parents of staff… • Regime for children of wounded soldier, revolutionary martyr: 2,000,000 – 5,000,000 VND/year 5.2.3 Policy of human resource development and promotion opportunity in Enterprise Development of the Party Being a member of the Communist Party of Vietnam is a big pride of all Vietnam youth in current condition Thus, every year, Party Committee of PVI Holdings always boosts to seek and cultivate firm reasoning level The Party Executive Committee has plan on cooperating with all political centers to organize courses, namely “awareness of the Party”, “New Party Member”… to be inserted with programs on “returning to the roots”, “visiting old battlefield”… to develop new factors to the Leadership, especially young generation Above real activities excite enthusiasm of PVI’s young generation to have more struggles for the development of PVI and themselves Training: PVI made comprehensive cooperation with the Chartered Insurance Institute (UK), Insurance Institute of Malaysia and every year, the Company appoints staff to compete and awards scholar to them so that they can attend long-term courses After the graduation, above staff shall work for PVI for a long term period and they are very talented staff of the Company Some of them become leaders of member companies and make many contributions to the success of PVI In addition, the Company continuously organize short-term special courses to cultivate knowledge to leaders at department level and staff at grassroots to meet well the requirement of work 15 VI CONCLUSION Economy in 2012 meets many challenges because growth escalation is slow and inflation increases, commercial deficit is big, liabilities increase Experts consider that production situation of the enterprises in the world is very difficult in coming time At the same time, above necessary personnel policy made great contribution to the growth of Google Group and PVI Holdings This affirmed that personnel work is one in the most important factors helping enterprises increase their competitive capacity and create difference in the current complicated situation of economy 16 ... Thang Long PVI Dong Do PVI Hanoi PVI South Red River PVI North Red River PVI Quang Ninh Southern PVI PVI Ho Chi Minh PVI Da Nang PVI North Central PVI Sai Gon Region PVI Shouth Central PVI Binh... Binh Duong Region PVI Vung Tau PVI Song Tien PVI Thanh Haa PVI Ca Mau PVI Tay Nguyen PVI Khanh Hoa PVI Duyen Hai PVI Hai Duong PVI Hung Vuong PVI Ben Thanh PVI Dong Nam Bo PVI Tay Nam The Corporation... OF PVI Members of PVI include: PVI Insurance Corporation and PVI Reinsurance Company, in which PVI Insurance Corporation has 25 member companies dealing in insurance in nationwide as follows: PVI