PHÁT TRIỂN NGUỒN NHÂN lực NGHIÊN cứu TÌNH HUỐNG CÔNG TY cổ PHẦN tư vấn và THIẾT kế KIẾN TRÚC VIỆT NAMe

PHÁT TRIỂN NGUỒN NHÂN LỰC: NGHIÊN CỨU TÌNH HUỐNG CƠNG TY CỔ PHẦN TƯ VẤN VÀ THIẾT KẾ KIẾN TRÚC VIỆT NAM HUMAN RESOURCE DEVELOPMENT: CASE STUDY OF VIETNAM ARCHITECTURAL DESIGN & CONSULTANCY JOINT STOCK COMPANY TABLE OF CONTENTS COMMITMENT………………………………………………………………………I TABLE OF CONTENTS………………………………………………………… …II LIST OF ABBREVIATIONS ……………………………………………………… III LIST OF TABLES ………………………………………………………………… VI LIST OF CHARTS……………………………………………………………………V INTRODUCTION…………………………………………………………………… CHAPTER I RATIONALE FOR THE HUMAN RESOURCE DEVELOPMENT IN AN ENTERPRISE 1.1 BASIC CONCEPTS 1.2 HUMAN RESOURCES DEVELOPMENT 1.2.1 Concept 1.2.2 The Target of human resource development 1.2.3 Significance of human resources development 1.3 HUMAN RESOURCE DEVELOPMENT CONTENT IN ENTERPRISE 1.3.1 The forms of Human Resource Training and Development 1.3.1.1 The forms of Human Resource Training 1.3.1.2 The forms of Human Resource Development 1.3.2 Human Resource, Development, Training and Management 1.3.2.1 Analyzing, assessing training and development needs 1.3.2.2 Scheduling human resource training and development 1.3.2.3 Organizing and implementing a HR Training and development plans 1.3.2.4 Evaluating human resource training and development Performance 1.3.3 Responsibility for career development for employees 1.3.3.1 Responsibility of enterprise in career development for employees 1.3.3.2 Responsibility of employees in career development 1.3.4 Maintaining human resources 1.3.4.1 Motivating the employees 1.4 FACTORS AFFECTING THE HUMAN RESOURCES DEVELOPMENT 1.4.1 The internal factors affecting enterprise human resource development 1.4.2 The external factors affecting enterprise human resource development CHAPTER II ANALYSIS OF THE CURRENT SITUATION IN HUMAN RESOURCES DEVELOPMENT AT VIETNAM ARCHITECTURAL DESIGN & CONSULTANCY JOINT STOCK COMPANY 2.1 OVERVIEW OF VIETNAM ARCHITECTURAL DESIGN & CONSULTANCY JOINT STOCK COMPANY 2.1.1 Business results of the DAC Company 2.2 THE REAL SITUATION IN HUMAN RESOURCES DEVELOPMENT AT VIETNAM ARCHITECTURAL DESIGN & CONSULTANCY JOINT STOCK COMPANY 2.2.1 Activities of the human resources management department 2.2.2 Professional and technical qualifications of employees 2.2.3 The training work at DAC Company 2.2.4.Evaluate achievements and shortcomings in the management of human resources 2.3 ANALYSIS OF HUMAN RESOURCES MANAGEMENT & DEVELOPMENT SITUATION AT DAC COMPANY 2.3.1 Effect of recruitment mechanism 2.3.2 Effect of labor coordination policy of the company to work performance 2.3.3 Corporate culture affects the human resource development environment 2.3.4 Effect of salary policy 2.3.5 Factors affect the human resources development at the DAC 2.3.6 Perceptions of human resource development are not timely 2.3.7 Planning staff has not implemented well 2.3.8 Not yet developed strategies of training for professional workers 2.3.9 Evaluation of the existing workforce of the company CHAPTER III SOLUTIONS FOR HUMAN RESOURCES DEVELOPMENT OF VIETNAM ARCHITECTURAL DESIGN & CONSULTANCY JOINT STOCK COMPANY 3.1 BASIS OF SOLUTIONS DETERMINATION 3.1.1 The development orientation of the Company 3.1.2 The human resource development orientation 3.2.SOLUTIONS FOR HUMAN RESOURCES DEVELOPMENT IN THE COMING YEARS 3.2.1 Objectives and Business production tasks of the Company during the period 2015 -2018 3.2.2 Solutions in order to improve the sustainable human resources development at the DAC Company 3.2.2.1 Solutions to human resource planning 3.2.2.2 Solutions to recruitment 3.2.2.3 Solutions to talent attracting and retaining 3.2.2.4 Solutions to the training and development 3.2.2.5 Building corporate culture 3.2.2.6 Solutions to salary policy 3.2.2.7 Building and applying human resources management software in the company 3.3 SUMMARY OF PROPOSED SOLUTIONS FOR SUSTAINABLE HUMAN RESOURCE DEVELOPMENT COMPLETION IN DAC COMPANY CONCLUSION ……………………………………………………………………………… REFERENCES ………… ………………………………………………………………… APPENDIX ………………………………………………………………………………… III LIST OF ABBREVIATIONS ASEAN Association of South East Asian Nations WB Word Bank WTO World Trade Organization ĐHKTQD National Economic University NNL Human Resource DAC Vietnam Architectural design & Consultancy Joint Stock Company LHQ United Nations IV LIST OF TABLE Table 1.2: Comparison between training and development Table 1.5: Record samples of analysis result about job analysis method using tasks Table 1.6: Factors affect job and learning performance outcomes Table 1.8: The classification of thinking levels Table 1.9: Four levels of training effectiveness evaluation Table 1.11: Factors affect the human resources development in the enterprise Table 2.1: Human quality statistics table Table 2.2: Financial situation in recent years V LIST OF DIAGRAMS AND MODELS Diagram 1.1: The principles of human resource development model Diagram 1.3: Training Needs Analysis Diagram 1.4: Analysis of work results of the employee Diagram 1.7: The course and learning objectives Model 1.10 Maslow's theory of needs Diagram 2.3 Control process of recruitment, training and appointment INTRODUCTION In the necessary resources to create the social and economic development of the country in general and enterprises in particular, the human resources are the core resources to create material value for the organization, creating competitive position and having the most decisions to resources In recently, human is considered a "special resource" a major force in the economic development Therefore, the human resources development becomes the most important issue, occupies a central location in the resources development system Besides building a strategy for your own enterprise, the enterprise should have an adequate human resources development strategy because human resource is a vital element and can turn into reality In recent years, Vietnam has joined many regional economic & trade associations, particularly World Trade Organization (WTO) in 2006 has created many opportunities for Vietnamese enterprises to expand the market and learn international business experiences In the process of economic integration, Vietnam enterprises in general and especially design & consultancy in particular are facing a big challenge that is what to to maintain and develop human resources to be survived and developed in an increasingly competitive environment The greatest asset of the consulting companies in general and design & consultancy companies in particular is human; it can be said that "human is 90% assets of the company", therefore, problem of "brain drain in the design & consulting companies” is considered as complex phenomenon How not professionals, engineers, architects who after being trained by the company transfer to other companies especially foreign companies with representative office in Viet Nam? Problem is that how each worker or employee wishes to dedicate and empathy and sharing difficulties with the company; besides its role in creating the best conditions for staff to dedicate The issue of human resource development in design & consulting has its own characteristics, what difficulties and how to develop human resources in the process of economic integration are questions without satisfactory explanation Therefore, the research on this issue is objective necessary Intensive research on human resource development in design & consulting enterprises will help design & consultancy enterprises better understand their difficulties in the human resources development The results of this study will help Vietnam Architectural Design & Consultancy Joint Stock Company to draw lessons for its human resources development in particular and thereby contribute to the development of Construction Consultant enterprises in general Vietnam Architectural Design & Consultancy Joint Stock Company is a company that professionally operates in the field of design & consultancy for industrial and civil construction works With the hope to contribute to the growth, increasing its capacity through human factors and with the consent of the company’s Board of Director, I chose the topic "Human Resource Development: Case Study of Vietnam Architectural Design & Consultancy Joint Stock Company as my thesis The thesis has the following research objectives: - Generalizing and developing of theories of human resource development - Applying these theories to the practices analysis and assessment to understand the strengths and shortcoming in human resource development at Vietnam Architectural Design & Consultancy Joint Stock Company - Recommending perspectives and solutions to improve human resources development at Vietnam Architectural Design & Consultancy Joint Stock Company The thesis has used the common research method of economic science such as dialectical materialism and historical materialism methods, descriptive statistical methods, synthesis comparative analysis In addition, the thesis also conducts surveys and interviews to analyze and evaluate the state of human resource development at Vietnam Architectural Design & Consultancy Joint Stock Company Collected information and data are based on document record system of the company, a direct investigation, and consult from experts and experienced people Structure of the thesis: - Chapter I Rationale of the human resources development in the enterprise: The author does research and develops theories on human resource development, in which refers to the concept of human resource development, the basic content of human resource development in the enterprise In addition, the author also studies the basic factors affecting the development of human resources in the enterprise - Chapter II Real situation analysis of human resources development at Vietnam Architectural Design & Consultancy Joint Stock Company: The author has outlined the situation of business development and analyzed characteristics affecting the human resource development, internal and external factors of the enterprise affecting the human resources development The thesis has studied in depth the human resource development real situation in the enterprise and find out the advantages and shortcomings of these issues in the enterprise - Chapter III Solutions to human resource development at Vietnam Architectural Design & Consultancy Joint Stock Company: The author has offered solutions for enterprise in order to improve the human resources development in a sustainable manner 10 identified: "It is necessary to innovate systematically the remuneration, reward policy regime for employees focus on spiritual and physical care for long term officers” Take care of the legitimate interests of employees by the implementation of equitable distribution policy, the benefits associated with the task Layout and remuneration of officials and employees must be based on specific effects, overcoming egalitarian distribution or gap in income between officers and employees Need to have policy for using human resources, salary policy and rational treatment for employees Currently, DAC Company has implemented “Regulation on salary dividend according to center, group, and production team” After applying, the BOD of the company has guidelines for appropriate adjustments The adjustments mainly focus on the fixed rate for the contracts So far, the application of this regulation is still based on the principle of flat rate to employee From the company's internal flat rate, department allocates to each subject area, this ensures fairness in wage distribution However, due to work specific, construction consultancy is not regular work, capacity of officers is different, and leading to salary funds for individuals is not always maintained at a high level Moreover, the distribution for each division are sometimes unable to accurately separate each type of product, this also leads to inconsistent opinions in some employees when participate in the contract Currently, other consulting companies in the industry apply different salary payment methods Many other companies pay according to egalitarian, resulting discourages talented people, who are good and have much contribution Method of fixed payment of DAC Company has been active in the model of joint stock companies; in addition to comply with the charter of company, leaders also need to consider more appropriately payment Old payment system begins arising many problems to encourage creation of employee and increase productivity and create competitive advantage of enterprises, attract talent One of the solutions is: - Building more specific salary payment system for each type of construction consultancy 82 - Transparency of fixed salary payment system Propaganda and popular payroll systems across the company to the employees can understand and control the transparency of corporate financial systems This is one of the issues that a joint stock company needs to so that other shareholders can feel secure when they invested in the company when needed and pay dividends at the time of payment - Apply the salary payment system through bank using card to reduce the workload for the payment departments and active for employees - Research and application information systems in enterprise (MIS) have integrated financial and salary management system The ERP system would be a suitable option at this time (This issue continues to be mentioned in the human resources application management software in the company) Implementation of the reasonable salary policy change will create motivation for employees to constantly study to meet the increasingly demanding tasks, convenient for HR arrangement 3.2.2.7 Building and applying human resources management software in the company One of the set tasks in the recent time to DAC Company is to review and update the information in the website of the company After studying, BOD of the company has agreed to build and make investment strategy plan applying information technology across the company The company is currently applying a lot of software in business production processes In professional work may include drawing software, the structure calculation, digital image processing, leveling processing ; in accounting work is accounting software But that is single software, primarily serving for the specialized tasks in business production, not a general management system software for the company Application of information technology today have to toward to the global information systems, electronic commerce and closer with the enterprise that is management in enterprise, forming an enterprise information system for all participants are required to follow a common standard However, to understand and see clearly the 83 strength of this science, the benefits that it brings for the last time is still limited Application of information technology systems management will help leaders not only get an overview of the human resources of an enterprise, but also can have a detailed report on human resources to make strategies on the efficient use of human resources, management enhancements, improve productivity and create competitive advantage In Vietnam today there are many software companies wrote and sold software specializing in human resources management Management of information technology systems in enterprises (MIS) is one of the basic skills of a modern manager In the trend of globalization strongly as present, the enterprise that process fastest and most accurate information will stay ahead of competitors Management information systems refers to planning, deploying, managing, and using information technology tools to support users in all affairs relating to the collection, processing and information management In this system, the interaction of human factors, processes and technology in building MIS strategy, learn the MIS mainly: ERP, CRM and the right approach to take for this system on general enterprise development strategy 3.3 SUMMARY OF PROPOSED SOLUTIONS FOR SUSTAINABLE HUMAN RESOURCE DEVELOPMENT COMPLETION IN DAC COMPANY No Solutions Solutions Implementer for Board human resource Directors, planning Desired results of Having plans, Office, Director according of units general Budgeting - Schedule The fourth develop quarter of 2014 to and subsequent strategy years orientation of the Solutions for Offices, recruitment and Department company Finding the right of people to meet the - The first quarter of 2015 recruitment science and business and subsequent decentralization technology, the production needs years 84 Solutions unit director for Board attracting and Director, retaining talent of the company of Maintaining key - Immediate staff, who have a departments, the passion unit director for implementation the company, and experienced officers Equipping Solutions to the Offices, training and Department development Depending of employee fourth with the course, there quarter of 2014 science and needed knowledge are proposals to and subsequent technology, the and skills Directors Building unit director Board of Create a friendly, corporate Directors, all trusted culture officers on The for years approval - Immediate working implementation and environment, and employees development Especially focus on Director of Salary units policy Office, solutions Department Finance Creating financial Building - The of transparency, quarter of 2014 and employee Accounting, motivation, Director of units convenience efficiency of The and Board and subsequent years and entire According applying manager human establishes major under the standard steps resources projects management and invite related convenient to Immediate company operates initial estimation implementation related base of software, 250.000.000 VND (available software in the departments to communication, software company to reducing approximately participate give fourth agreement intermediary price 100,000,000 85 of software Hire the costs, and increase VND However, consultant labor specializing software efficiency building in Towards building specialized ERP and web system connectivity, company access be decentralization expensive) for may more CONCLUSION Human resources development is a key solution to help enterprises achieve the development goals and overcome the challenges of economic integration The thesis has systematized theories on the human resources development and has raised an overview of the content, method and approach of human resources development in the enterprise The author has also collected information, understood and analyzed the current situation of human resource development in Vietnam Architectural Design & Consultancy Joint Stock Company, pointing out the limitations of this work Thereby we can see that the BOD has not had clear human resource development policy and strategy Training management, human resource development in the enterprise is still shortcoming; the enterprise does not perform training and development needs assessment The training and development activities mainly include work coaching and assigning The company rarely sends officers to train about assessing training effectiveness and not know to how assess basically and effectively One other highlight shortcoming is that the company has not paid attention to the professional development of staff and also not encouraged employees to take initiative in their career development planning The cause of these above shortcomings is that the Company has not appreciated human resources development and knowledge of this area is limited On the other hand, the work performance evaluation of an operation that affects to human resources development has not also effectively 86 implemented The performance evaluation purposes only salary payment, not yet associate with the goal of human resource training and development On the basis of above analysis and evaluation, the thesis has proposed a number of perspectives and the fundamental solution to build human resource development strategy to meet the goals of the company by 2018: Improving the structure of human resources and develop expertise, professional skills develop employee’s skills, improve awareness and create motivation for employees The thesis focuses on research, analysis and offering solutions for the most basic contents to contribute to the development of human resources at Vietnam Architectural Design & Consultancy Joint Stock Company I would like to receive the support and comments of lecturers, and those who care about / 87 LIST OF REFERENCES I Vietnamese references The records of Vietnam Architectural Design & Consultancy Joint Stock Company Do Duc Binh & Nguyen Thuong Lang (2008) International economics curriculum -National Economics University - National Economics Publishing House Tran Xuan Cau, Mai Quoc Chanh (2008) HR Economics Curriculum National Economics University - National Economics Publishing House Harvard Business Handbook (2006) Performance management of employee Ho Chi Minh City General Publishing House Performance management handbook (2004) – Officer coaching - Ho Chi Minh City General Publishing House Performance management handbook (2004) - Staff capacity assessment Ho Chi Minh City General Publishing House Performance management handbook (2004) - Career Development Ho Chi Minh City General Publishing House Phan Thi Minh Chau & Le Thanh Truc (2008) “Enterprises with employee retention problem”, Economic Development Magazine, No 216 October/2008 Vu Anh Tuan (2002) “Improving the competitiveness of enterprises in the integration trend”, Economic Development Magazine, No 146, December/2002 10 Vu Anh Tuan (2008) “These challenges need to be overcome after one year of becoming an official WTO member of VN”, Economic Development Magazine, No 208, Feb/2008 II English references American Society for Training and Development, Careers in Training and Development, ASTD Press, Alexandria, VA, 1990 88 Alan Coetzer (2006) “Manager as learning facilitators in small manufacturing firms” Journal of Small Business and Enterprise development Vol 13 No 3, 2006 Anntoinette D Lucia and Richard Lepsinger “The Art & Science of Competency Model: Pinpointing Critical Success Factors in Organizations” HR Magazine Jan 2000 Annette Kerr and Marilyn Mcdougall (1999) “The Small Business of Developing People”, International Small Business Journal 1999 Association of Small Business Development Centers http://www.asbdc- s.org/ Banji Oyeleran-Oyeyinka (2004) “Learning, knowledge and skills: implications fro firm-level performance in African industry”, International Journal of Technology Management and Sustainable Development Volume number Intellect Ltd 2004 Bernard Wynne, David Stringer A Competency Based Approach to Training and Development (1997) Pitman Publishing (London, UK) Casen R & Marotas G (1997) “Education and training for manufacturing development”, Skill Development for international Competitiveness, Martin Godfrey (Ed), Edward Elgar, UK 89 APPENDIX I FINANCIAL CAPACITY 1.1 capital: - Charter Capital: 12.000.000.000 VNĐ (Twelve billion VND) 1.2 Financial operation situation of recent years: Table 1: Financial operation situation of recent years No Target Total assets Current assets Fixed assets Equity Business capital Profit before tax Profit after tax Budget contribution Revenue from consulting services In 2011 (VND) 21.114.544.118 17.360.563.104 3.753.981.014 7.123.821.516 6.880.825.932 1.029.677.599 737.857.632 1.899.901.373 18.064.519.267 In 2012 (VND) 28.278.407.301 23.250.754.157 5.027.653.145 9.540.832.388 9.215.391.875 1.226.850.234 879.007.055 2.543.760.767 24.537.004.688 In 2013 (VND) 42.417.610.952 34.876.131.236 7.541.479.716 12.055.244.759 11.519.239.842 1.840.275.351 1.273.032.633 3.814.141.151 36.805.507.032 1.3 Credit and contract: - Name of bank: VIB – Cau Giay Branch - Financial credit: Do not use loans - Consulting contracts performed annually: Consulting value conducted from billion VND or more about 30-50 contracts In which many contracts have consulting value from 10 billion VND or more and some contracts have consulting value from 01 million USD or more Production of consulting services is performed annually at over 100 billion VND within the last years II EQUIPMENT CAPACITY Equipment system of the Company is equipped modernly and synchronized with highspeed network infrastructure, high technology to serve the fast operation, creating high quality products as follows: 2.1 Hardware devices: Hardware devices of Vietnam Architectural Design & Consultancy Joint Stock Company are statist iced in the following: STT A Table 3: Statistics of hardware devices Devices Unit Type Devices serve for design Technical Computer Set Compaq, HP, ĐNA Computers dedicated photographic Set IBM, Mac A4 Laser Printer Piece Singapore Amount 280 16 35 90 10 B 10 11 12 13 14 15 16 17 18 19 C 10 11 A3 Laser Printer Ao HP DJ, Epson Color inkjet printer Ricoh A3 Copiers Ricoh, Xerox Ao Copiers Proste plotters Olympya, Sanyo Projector scanner Epson, HP The Geological - Topographic Survey devices Drilling XY100 Drilling XY-1 Driller XRB-50M Driller F-60L Driller (for SPT experiment) Static machine GOUDA Movable machine RA50 Nikon gradienter DTM 330 Total station DTM 521 Total station Electric generator 2.5 3.0 kw Water pump 7.5 kw Hydraulic hoist Compressor Stone cutter Soil mixer Digital camera Kenwood Walkie-talkie Wooden boat The experiment devices in experiment room and experiment in site Concrete gun Concrete breaker Reinforcing Echograph aluminum box to Determine the moisture content Technical scale Ohaus Set to determine the liquid and plasticity limit Land cutter Gun TC ASTM ELE Density bottle Electric cooker Drying cabinet 101-1 Piece Piece Piece Piece Piece Piece Piece Singapore Japan Japan American, Japan Japan Japan Japan Set Set Set Set Set Set Set Piece Piece Piece Machine Machine Set Set Set Set Set Set Piece China Japan Russia China Russia Russia Japan Japan Japan Japan Germany South Korea Russia China China China Japan Japan Vietnam 1 1 2 1 1 25 Piece Piece Piece Set Japan Japan Japan Vietnam 3 11 Set Set American Vietnam Set Piece Set Piece Set South Korea England China Russia China 3 91 12 13 14 15 16 17 18 19 20 21 22 D E F Compressor Benkeman tube Roadbed static pressure device Sand hopper Synchronized 3m straight edge ASTM sampling oscillators Pile static pressure device Displacement meter Concrete scorpion matest C380 Concrete Ultrasound Static equipment system Hyson100KNLW Environmental, geophysical & physical measurement Devices Seismic cable ES-125, transmission PSD Depth finder Win, wage meter PH meter Azimuth machine Technical compass Heliometer 10o- 6000C, 1000 – 1500oC Pressure indicator Devices serve for transportation Car with seats Car with seats Lorry 1,2 ton Lorry 2,5 ton Electric winch 5T Mobile crane Devices for interior and exterior decoration Batch mixer 300 l Round sawmill 3,5 KW Vibrator cylinder 1,5 KW Vibratory plate compactor Adjunctive thickening machine Large sampple cutter Cropper Set Set Set Set Set Set Set Set Piece Piece Set China Vietnam Vietnam China Vietnam Vietnam Vietnam China Vietnam Italia Holland 1 1 1 Set Japan, China Set Set Piece Piece Piece Piece Set Russia Russia Japan China China Russia Russia 1 1 15 Car Car Car Car Set Car Japan, South Korea Japan South Korea South Korea China South Korea Piece Piece Piece Piece Piece Piece Piece China China Japan Japan Japan China Japan 3 4 1 1 2.2 Software programs: 92 The software programs are being used in Vietnam Architectural Design & Consultancy Joint Stock Company as following table: Table 4: The software programs serve for construction and design consultants No Subject name Architecture & Planning Subject TK transport Geological, topographic surveys Structural design software programs name Microsoft Windows XP, Vista, Windows Pro Program Design automation program of special details architectural models with specific characteristics of works (designed by engineer, Architects and Company) zwCAD Standard 2010, 2011 Program Autodesk DWG Trueview 2011, DWG Trueview 2011 x64 Program Google Sketchup Program Ubuntu 2.x; VariCAD viewer; Solid CAD process Program Google Picasa; PhotoDetail 7; 3D After Render Program Microsoft Windows XP, Vista, Windows Pro Program zwCAD Standard 2010, 2011 Program Autodesk DWG Trueview 2011, DWG Trueview 2011 x64 Program Traffic Control Plans Program Westpoint Bridge Design Program Ubuntu 2.x; VariCAD viewer Program DAC Slope Pro 2010 Program Open Office Program Transittecon Program MAPnGISPro, MicroDirect Program VietMap R Program Microsoft Windows XP Site Analysis Lite 2007 Transitecon, MAP and GIS Pro 2008, Micro Direct, Vietmap Papago R5800 Google Maps Extreme Version Microsoft Windows XP, Windows Pro Program zwCAD Standard 2010, 2011 Program Autodesk DWG Trueview 2011, DWG Trueview 2011 x64 Program Google Sketchup , Open Office Program CAD Talent, SES Professional 2010, FBEAM (Fabsec Software) Program DAC-SADS (Structural Analysis and Design Software) 2009 Program 93 Electrical electronics, supply-drainage Estimates Economics Project management Electrical, electronics calculation program Electric desingt by Siemens, Schneider (include: Easy Lux, Schneider Encodial, Busbar Elfisils) Drainage & suppying calculation program: Epanet, Winaps, Epaswmms Ventilation conditioning calculation program: HLCal, HASPro, EPPCal, CarrierBuild Microsoft Windows XP zwCAD Standard 2010 Ventilation conditioning calculation software HVAC Calculate and Design Open Office Microsoft Windows XP, Windows Pro Program Autodesk DWG Trueview 2011 Program Open Office Program SQL Lite Program Office, MySQL, 2003, 2007 Program SQL Program Microsoft Windows XP Open Office Org My SQL, SQL Lite Database Browser III HUMAN RESOURCE CAPACITY 3.1 Total: Total number of employees is 368 people (excluding branches & partners) In particular human quality as follows: 3.2 HR quality: According to educational level: professors, Doctors, 46 Masters and Postgraduate School, 314 University, High School and unskilled workers - According to seniority: 15 people of seniority with over 30 years, 35 people with over 20 years, 95 people with over 10 years, 92 people with over years, 83 people with over years and 48 trainees - According to the specialized subjects, as the following table: Table 5: Statistics of HR quality No Name of subject Work Architecture subject - Head of the subject - The main architect - Architect and designer Planning Architecture subject - Head of the subject - The main architect - Architect Designer Work structure subject No of employees University level 61 12 48 57 18 35 19 56 48 52 14 35 15 Above University level 5 4 94 10 11 12 13 14 15 16 - Head of the subject - Main engineer - Engineer and designer Road design Subject - Head of the subject - Main engineer - Engineer and designer Large tunnel & bridge design Subject - Head of the subject - Main engineer - Engineer and designer Hydraulic design Subject - Head of the subject - Main engineer - Engineer and designer electrical; electronic design subject - Head of the subject - Main engineer - Engineer and designer Water supply & drainage design - Head of the subject - Main engineer - Engineer and designer Heating ventilation design Subject - Head of the subject - Main engineer - Engineer and designer Automation & IT Design - Head of the subject - Main engineer - Engineer and designer Cost estimate & economic subject - Head of the subject - Main engineer - Cost estimate engineer topographic survey subject - Head of the subject - Main engineer - Practical Engineer, technicians Geological Survey subject Head of the subject - Main engineer - Practical Engineer Materials testing & lap subject Head of the subject - Technicians Other subjects Administrative & other indirect Total 12 51 18 32 15 16 19 12 19 12 7 30 23 30 23 19 368 12 38 32 10 11 14 12 15 12 5 28 23 29 23 3 19 314 13 12 5 4 1 1 0 0 1 1 1 0 54 95 Note: - Number of officers has the ability to be 1st class-project leader: 16 people - Number of officers participated in the assessment Council, Science Council: 12 - Number of officers has the ability to be head of subject – class 1, 2: 30 - Number of officers have practicing certificate: 70 people 96 ... ability of learners to acquire Content should be linked to reality and demonstrate ability to apply into practical work Try your best to make training situations similar to reality - Use a variety... development will contribute to change the quality of human resources in terms of mentality In many cases, in order to improve the quantity and quality of human resources, enterprise needs to hire... knowledge, skills, experience, health, ability to promote that makes people have the ability to participate in and contribute to the development of community Although there are different views depending