PHÂN TÍCH các NHÂN tố ẢNH HƯỞNG đến GIỮ CHÂN NGƯỜI LAO ĐỘNG TRONG CÔNG TY e

PHÂN TÍCH CÁC NHÂN TỐ ẢNH HƯỞNG ĐẾN GIỮ CHÂN NGƯỜI LAO ĐỘNG TRONG CÔNG TY FACTORS AFFECTING TO KEEP THE EMPLOYEES IN COMPANY Appendix I THEORETICAL OVERVIEW The rationale for choosing the theme "factors keep employees in the enterprise" Theories relating to methods and creating of dynamic foot care workers I THEORETICAL OVERVIEW The rationale for choosing the theme "factors keep employees in the enterprise "Today, in the harsh conditions of the marketplace, competition for human resources is always a hot issue at the company One of the most important issues that HR professionals can’t ignore is the planning and implementation of strategic human resource development, attract talent to work for the company to them and not less fragrant with psychological "standing at this mountain and looking another." According to results from a study of two companies and Hodson Walker Information Institute provides information on the loyalty of employees in enterprises as follows: Ø 24% of employees find that they are truly loyal, truly committed to contribute to these objectives, the activities of the company and willing to work in business at least two years Ø Up to 33% of employees in the enterprise has no commitment, a plan to survive in the long term business Ø But 39% are considered employees were reluctant to They stayed to work for some reason only that (wages, respected, you know, look for another job waiting ) but did not have a specific plan to bring benefits to the enterprise All managers, business owners are recognizing that they must always pay very high prices for the departure of key associates The study found that up to 70% of customers leave because businesses are related to the departure of key employees Besides, if constantly the departure of key figures, it will cause waves go of all the rest Currently, in Vietnam the problem of how to retain staff is a big problem for managers of enterprises in Vietnam, especially after Vietnam joined the WTO The firms wishing to expand production and business need, in addition to human resources with high quality, they must know how to retain employees who have the capacity to avoid being brain drain, this is a matter of business survival Thus, the problem posed is that businesses need to identify, consider and appreciate the factors that affect the loyalty of employees, based on which a business will have the appropriate direction in the work of human resource management, in order to have positive activities to retain talent for the enterprise to avoid brain drain phenomenon in the future That's why we have chosen the theme "The factors affecting the retention of corporate employees." II THEORIES RELATING TO METHODS AND CREATING OF DYNAMIC FOOT CARE WORKERS The factor to retain employees is quite identical to the methods and motivates employees Because, only when employees are motivated, they really work and dedication and bring value to the enterprise Especially for quality personnel, awareness and their capacity is quite high If they are not motivated to work out the risk they take is very large Therefore, the study of the factors keeping workers can not research on the theory mentioned problems and motivate employees Each theory refers to the different aspects Managers need research interests motivate the theory, the meaning of the doctrine from which to make the policies, regulations and rules in order to motivate workers to match with conditions of business, consistent with the psychological, physiological, personality of each person The theory of needs 1.1 Maslow's needs theory The behavior of an individual at a given moment is determined by the strong demand of them Thus managers need to consider the needs usually most important, dominant behavior of workers Maslow hypothesized that within every human being there exists a system of five hierarchical needs: The basic needs at the bottom of the tower must be met before thinking to the higher demand The higher demand will arise and look forward to more intensely satisfying when all basic needs at the bottom (the bottom of the tower) have been met levels in the Tower of Maslow's needs theory: • 1st level: The most basic needs of the "physical" (physiological) food, water, shelter, sex, excretion, breathing, relaxation • 2nd level: Demand for safety (safety) - need to feel assured of physical security, employment, family, health and property are guaranteed • 3rd level: The need to exchange feelings and are attached (love / belonging) - want to be in a certain community groups, want to have calm family, friends, trusted friends • 4th level: demand of being love (esteem) - need to feel respected, to love, to be believed • 5th level: The demand for self-expression itself (self-actualization) like creativity, ability to be expressed, to express themselves, their presentation, have been and are recognized as successful When this demand is basically satisfied, the next demand tame According to this theory, set out for the manager needs to master the demands of workers, firstly satisfy physiological needs of man, then will gradually increase to the higher demand 1.2 The meaning derived from the theory needs To survive and develop people always have the needs and demands must be satisfied that needs to respond to their existence and their development The theory refers to the need for different levels of human needs, but the purpose is to exploit the maximum potential from human labor in the organization and also related to retention workers Look at the theory of needs helps managers to understand the source of motivation, level of human needs, the needs governing the behavior of employees so that they can identify for and the impact should look like Human beings can exist simultaneously in many different needs, when demand is satisfied, the other will appear demands, so managers need to pay constant attention to meet the needs of workers In each condition which can satisfy the basic needs that to some degree The level of satisfaction higher as keeping employees and increase their motivation to work, people work more actively When human needs are concerned, the employee will understand that their work will benefit them to satisfy their own objectives On the business when employees feel that the attractiveness of the job, rest assured they will work more effectively, improve productivity, reduce disturbances due to changes in human resources Motivating employees is also satisfying the basic needs of workers Two-factor theory of Herzberg He said there are factors that impact on people related to job satisfaction and job dissatisfaction are: • Promoting factors: Includes those factors job satisfaction of workers, such as achievement, recognition, work itself, responsibility and advancement • Maintenance factor: Including the factors of external environment, such as policies, mechanisms of the company, the supervision, inter-personal relations, working conditions and wages From this theory helps managers should pay more attention to the second factor, two factors that combine to retain and motivate employees Managers need to see besides the physical benefits such as wages, bonuses also have a variety of other factors are responsible, achievement, advancement, the recognition they have a direct impact to the labor force When people feel their job, their responsibility for the business and feel honored, the employee will be more responsible for their work, their peace of mind, the more enthusiastic, more energetic and more efficient Desire of workers to be promoted and which is attached along with the development of the business It showed them that they become more mature through the enterprise, giving them develop their abilities in the development business development III SOLUTIONS ENTERPRISES WHICH ARE APPLICABLE TO KEEP VIETNAM WORKERS Any business will understand they need to keep the foot of the staff on how to mount them with the survival of the business Let's find out the following steps: Imagine a strategy for employee retention: Every business has its peculiarities and employee retention strategy also depends on the individual businesses We need a clear understanding of the strengths and weaknesses of the business to ensure that activities related to employee retention achieved the desired effect last key Before making employee retention strategies, we imagine the staff that we need to keep This question is sometimes considered meaningless by many businesses would answer that they want to keep all employees We need to find these groups need to retain employees and their impact on business operations when they leave Here are some specific examples so that we can refer to: Team How to determine Why we want to keep them Research and Discuss with the director of The brain drain business, loss of development research and development Group of key Discussion with department The cost of training new employees personnel managers competitive advantage to replace is high, hard to find a replacement Sales staff Discussion with sales Losing customers to competitors, manager difficult to find a replacement A special note: Just think what can fill in the column "why we want to keep their feet again" and then burn your first thought about the question: Who are the key employees? How I know they are key and they affect the operation of businesses is what? Employee retention starts with recruitment: What we say and before recruitment as important as what we say and then Managers focus on preventing employee leaves the company It's wrong! As demand increased staff rotation, retention efforts of our employees will fail if we only focus on preventing their flight Instead, we should focus on attracting the right people If the work environment and consistent with their job, they will stay firm in the long run We should not expect that things will fit best staff ever Take advantage of maximum ability and interest of each employee as long as they for us "We not recruit for current employees that make recruiting for the future." Building a healthy competitive environment We must have the necessary changes in employee retention are: Program and employee retention strategy is only a means, not the destination Strategy itself never makes a difference in employee retention strategies in the long term It is important that companies need to note that a raise or promotion is effective only temporary Companies need to improve the working environment There are many interesting projects, with the training plan simultaneously measures on building a strong brand to gain the confidence and enthusiasm among staff For the business to achieve good results, it needs a collective effort of all No one can it yourself good things, whether it's your part, so it is important to build team spirit and competition in the company folds Can choose one of two ways to create a healthy competitive environment in the company: (1) Set specific responsibilities for each job and the employee who completed their work will be rewarded; (2) Create a working environment where, rather than individual performance evaluation of employees in the group to be rewarded if good overall results The second way is hard to apply, but a healthy competitive than the first Designed to work flexible hours Young employees are generally like his work proactively, rather than confined to work eight hours a day, five days a week In fact the survey showed that, if the freedom and time to complete all the work they account for only half the time sitting in the company Let's a poll in the company, if the majority of employees agree, give them the opportunity now to work actively with their conditions to achieve high performance Do not skimp on praise Many directors only critical personnel when errors are committed, but forget to praise when employees their job well They say it is the responsibility of staff of course 10 Please improve friendship between the director and staff, and encourage them to continue striving in the form of public commendation by the material If the financial situation does not allow it a card, such as hands, or mail of thanks and encouragement also work well No arbitrary criticism When errors occur in the work, all employees are immediately concerned will be blamed Action wise than the "specified offense" means a board of directors and other employees are directly related discussions to find out the cause of errors on, then, sets out the measures needed to avoid false similar repeated Create learning opportunities To retain employees, you can show them that the Company wishes to contribute to making their lives better, They are open to new insights by generating all possible learning opportunities Any person is also interested in guiding, teaching others Build faculty on a number of important topics and tasks assigned to them imparting knowledge experience for staff If the results as well as personnel training requirements, so companies can reward teachers, and authors like no big prize citation or thank-you enough to please them The role of managers We note that our job is to represent the business The difference is the power and responsibility You must the following: * Mission: 11 The first field that you must represent the business is integrated into the business mission objectives and activities of top employees This mission can be forced to write down and integrated into the meetings with top employees If not, employees will begin to let go away the key strategic objectives of the business, eventually leading to feeling neglected between employees and businesses * The values: The second area to represent your business is to maintain the value of the business and how to give all employees follow the same core values These values are as entrenched as an important compliance Top employees often have strong core values of their own Therefore, linking the core values of our employees and business is very important to retain staff in the long term * Culture: 3rd field is the internal communication culture of the business This is difficult thing because it has difficult formational concepts Your task is to ensure that employees understand and get along with that culture Benefits of counseling and training Consulting, training and some other program is called is called coworkers program For top employees, if you assign them the following reasons: - They are stronger sense of personal development and career - They achieve more satisfying 12 - They desire to finish what they start and maintain a sustainable relationship with the consultant has been previously established - They feel more engaged with business to realize their efforts have a positive effect on the lives and careers of other employees All counseling and training in business from staff level to management level can be understood in a brief definition of "program colleagues." These programs can help your colleagues to build better relationships with their top employees IV CONCLUSION Today, the market economy the competition is getting fierce, so that businesses want to survive and thrive in this race, they must be prepared in many aspects such as financial, reputation, the material but most importantly human resources The development of competition policy to retain employees and attract qualified talent will lead to other consequences as organizations will have many new ideas work better resolution, employee loyalty organization will make businesses increase sales and significantly reduce costs some factor that is competitive with rivals Personnel management policies if built based on the actual situation will bring objectivity and feasibility The range of topics focused identification of factors affecting the loyalty of employees and organizations based on which appropriate adjustment towards the goal is: when employees loyal to the organization will focus wholeheartedly on the work and the contribution of their effort to build the organization The result gives the organization is to build positive working environment, there is healthy competition among employees in the work process, reducing the cost of 13 hiring and training new employees In addition, employees will tend to work better than what customers expect and there is high morale in the best of their ability V REFERENCE Tran Thi Kim Dung & Nguyen Thi Mai Trang (2007), The impact of organizational culture and leadership style to the job performance of employees and their loyalty to organizations, scientific research subjects Ministry, economic University of Ho Chi Minh City Two Paul Hersey & Ken Blanc Hard (2001), Organizational Behavior Management, Statistics Publisher http://vi.wikipedia.org/wiki/Tháp_nhu_cầu_của_maslow - The end - 14 ... the strengths and weaknesses of the business to ensure that activities related to employee retention achieved the desired effect last key Before making employee retention strategies, we imagine... - need to feel respected, to love, to be believed • 5th level: The demand for self-expression itself (self-actualization) like creativity, ability to be expressed, to express themselves, their... the needs and demands must be satisfied that needs to respond to their existence and their development The theory refers to the need for different levels of human needs, but the purpose is to exploit