Phân tích tỷ lệ bỏ việc của người lao động tại các doanh nghiệp hiện nay e

The rating of empliyees who quit the jop in Enterprise is quite hight 1 Rationale of the discussed issues he job market in Vietnam is considered always in a state of surplus workers, underemployed This means, the number of employees have more but did not meet the job duties assigned Businesses always need a team of skilled staff, experienced and qualified However, many highly qualified labor, skilled still quit, refuse to companies and organizations working after a while This causes problems "missing" while "excess human resources" in many places What are the reasons why employees quit? There is a lot of research on the status of problem employees quit in the business Most of the research on human resources and labor for that: most employees work and leisure are not telling the truth or be covered by health reasons, family circumstances The company itself, as well as the whole organization systems not have statistics on this issue to find out what is the real cause In Vietnam, most of the reviews have said that the main reason is due to wages and income However, when going into the analysis of the nature of the real problem is not so Derived from the objective reality of the employee quit rate is increasing in the business, as well as help managers understand why employees leave current job position, the group I bravely chose the theme: “The rating of empliyees who quit the jop in Enterprise is quite hight “ for group discussion topics Through this discussion, we hope to contribute a small part of its effort to reduce these problems, improve human resource management in the current business The purpose research of discussed topics Researching the current status of quit job in the enterprise at present, most of these are doing business in Vietnam Find out the main reason why the employees quit the job, analyze and evaluate the current status On a theoretical basis, proposed a number of key measures to reduce the state out of workers, improve the efficiency of management and labor use Research Methodology Collection, survey methods Inference, predict methods Combined analysis methods to give an example The compares, combines method etc The main content of the discussion topics The content of the discussion topics include a number of key issues as follows: General issues relating to the employment problem in Vietnam Since Vietnam joined the World Trade Organization (WTO) is a good opportunity for Vietnam's further integration into the world economy, are treated equally on the "playing field" of the world Integration brought many job opportunities, especially employment towards industries with high capital, knowledge; legal barriers to migration legal entity or individual is loosened, the economic relations , foreign affairs, labor, etc are set up to facilitate Vietnamese workers to work abroad WTO accession has brought many favorable opportunities for Vietnam, especially in the field of labor and employment, in particular: WTO to facilitate expanding the international market for Vietnamese products and promote commercial development Vietnam has the opportunity to export goods to the world potential thanks enjoy the fruits of tax reduction negotiations and nontariff barriers, strengthening the WTO market access, particularly in the areas of textiles and agricultural products Equal opportunities for export has a positive impact on business activities in the country, will expand production and create more jobs for workers Create opportunities to increase the value of intangible assets for own employees and enterprises through co-operation, technology transfer with the technologically advanced countries in the world That is the norm, the model system of modern management is applied to the production enterprises Create more employment opportunities for workers and improve the quality of human resources for Vietnam's labor, especially highly qualified technical workers Vietnam's accession to WTO will speed up the process of industrialization and modernization in rural areas, will have a large number of agricultural laborers, rural youths idle, unemployed engaged in economic activities in the businesses, households, individual business units This means to bring more opportunities to change jobs and income for a large part of the current agricultural labor Furthermore, the rapid development of technology and equipment production and exchange activities between countries with Vietnamese experts will make the level of technical expertise International cooperation on labor development opportunities, thereby contributing to improving the quality of human resources, to be able to master the technology and advanced equipment in the world Create additional material resources for the development of human resources Through cooperation and investment projects of large corporations in the world in Vietnam, will produce more abundant financial resources for technological innovation and economic sectors device The international integration will facilitate and promote the establishment of structure-oriented labor market It is the employees have a high level of technical expertise While the workers not have the technical expertise to be cut Creating conditions for the country's labor force participation deeper into the division of labor and cooperation internationally Laid the foundation for the creation of a stable and sustainable With economic growth of our country in the coming years to about 6.5 to 8.5%, social investment in 2009 was about 40% of GDP, foreign direct investment into the country registered capital capital of over $ 60 billion and made $ billion, the demand for trained workers in the country will be great For the outside, expanding our cooperation on a lot of demand for trained labor exports will be significant Besides the opportunity is now, Viet Nam also faced with challenges such as: The country's economy has increased but still is a poor country with a GDP of about $ 1,000 / person (in 2008), the social and economic policies are in the process of finishing, not synchronized , the technical level, the management level there is a big difference compared to other developed countries International economic integration also poses many challenges in creating jobs, businesses less competitive, small risk of bankruptcy; unemployed, underemployed adults in the non-formal sector ; labor quality does not meet the requirements of industrialization and modernization Especially in the current situation, when the economy in crisis, employment will decline sharply and unemployment will rise Therefore, the promotion of our jobs overseas will be more difficult In the process of integration, due to the restructuring of human resources plus redundant workers from state enterprises after equitization, will create pressure on employment for workers A division of laborers in enterprises will lose their jobs due to professional qualifications not meet the new requirements set out This negative impact on society, making the unemployment rate increases, workers lose their jobs, reduced income Competition for highly qualified workers will become increasingly fierce Integration, globalization became the trend, foreign workers (especially technical workers, managerial, etc.) to participate in the labor market more Vietnam, and Vietnamese labor Men are also more moving abroad Competition becomes more intense, many businesses went bankrupt, many workers lost their jobs; rapid urbanization, farmers were unemployed or lost their jobs due to the lack of arable land In addition to raising the level of technical expertise, the level of craftsmanship, the quality requirements of human resources are in place as the new challenges It is required of foreign languages, information technology, cultural behavior and conduct industry, knowledge of the law and international practice This requires employees to quickly learn new ones, the superiority , but also need to remove the factors that inappropriate and contrary to the moral and Vietnamese culture The shift in the structure of labor and free labor movement to urban areas is a problem attracted the special attention of the authorities, many researchers and local policy makers When Vietnam joined the WTO, the situation is still going strong and involves several effects with greater degree Moreover, international economic integration can lead to an increased risk of labor income gap This contributes to the gap in benefits and social status between groups of workers In fact, international labor standards, human rights such as: regulation issues related to child labor; forced labor; against discrimination in the workplace, freedom of association and collective labor agreement This is the place for new human resource issues to be addressed, such as the cost of labor increases, the working conditions need to be better and improve investment into free associations in the industry Situation of employees quit the job in the Vietnam’s Enterprise: According to records from MTEX company, each year the company lost about 30% of the total number of employees working Employees leave the company makes a lot of pressure because it takes effort recruiting new workers to compensate Particularly from the beginning of the year, so the company does not expand production should recruit new manpower pressure decreased slightly The recruitment of workers to compensate for the labor leave the problem for now because it is very difficult to find sources of recruitment For years, workers in Nam Dinh textile industry is constantly fluctuating, causing no small influence on the production and business enterprises Step into the early months of 2012, many companies faced with the situation of workers in each leg to resign, quit, jump while recruiting many difficulties As reported by the Department of Labour, Invalids and Social Affairs, at 208 businesses using many workers in the province of Nam Dinh, in 2011 47,760 people, but by the end of 2011 the number of employees decreased by 8494 people Meanwhile, the number of workers employed is only 6895 people It is worth noting that the number of employees decreased mainly in the textile block For example, Company Limited May YoungOne Nam Dinh just recruit 1,249 workers but labor lost 2222 Limited Liability Company D.F Zin recruited 350 people but 382 people "gone." Similarly, the number of new employees recruited / quit at JSC is 101/130 This situation was also observed in both the business capital labor stability over the years as Nam Ha Garment Joint Stock Company also lost 116 employees during recruitment only compensate 37 Which is a professional mold maker with more than 200 employees are working, FUTABA Company (Tan Thuan Export Processing Zone - Ho Chi Minh City) fell into deficit direct manufacturing labor force Nguyen Dinh Si, Chief Administrative Organization of the company, said: "Every year, the company lost about 2/3 of the total number of employees working Only the recruitment of new workers to compensate for the number of employees off work we were very tired by the field of precision engineering, human capital shortages " Number of of voluntary resignation workers who make FUTABA company faced many difficulties in the implementation progress of the work, the production was interrupted, causing huge economic losses Report of the Management Board of the organization, planning parks and export processing zones in Ho Chi Minh City seen from the beginning of the year, businesses in industrial parks, export processing zones lost more than 30,000 employees Mostly employees move from one company to another company or go home According to Mr Nguyen Tan Dinh, deputy head of the Management Board of industrial zones, export processing zones in Ho Chi Minh City, formerly, the Management of the Binh Phuoc, Ben Tre, Binh Duong to find the source of labor supply for businesses but now the province is also a serious labor shortage Vietnam Salary Survey results conducted 329 enterprises by Mercer and Talennet announced that in the first six months of 2011, the rate employees quitting is 8.8% while in 2010 only 15.6 percent Should be noted that generally, labor rates stay focused on the end of the year, and the first months, employment was little changed In particular, the group sales staff to stay the most; followed by the group of unskilled workers Ms Nguyen Thi Lien, Vice President Phong Phu International Corporation, said that if the previous year, the percentage of workers now only about 10% of the current fluctuations of up to 15% "Often employees leave the labor falls on women, immigrants, especially while after they give birth Do not have a place to send children, all costs on the rise but not enough to cover wages, they often return home to live temporarily, when the big return to work " This situation not only for Phong Phu International Corporation that has become so popular today Causes of the employees quit the job: Cause of to management / leadership In a statistical study why workers leave the cause because leadership and management ranks the first There are many things that they not want to continue to work: how to manage, how to work, competence, responsibility for the work of the manager For employees, leadership and management is closely related to professional development in their future For those in leadership positions, management will determine the majority of the road would have to go If they realize they not fit the way, it will not stick, long together This is one of the main reasons employees quit rate is increasing Pressure of work Job is a very important part of life However next to each family, friends, and many other concerns If the pressure is too large, occupied much of their time on these objectives, many will choose "comfort approached" Since the basic purpose of human beings to live and work is to achieve happiness, joy, comfort, not stress, pressure Thus, the a pressure job too, will make employees bored, voluntary resignation Self-expression, self-actualization needs This is a critical need and a demand for higher perfection of the man in the tower needs of psychologist Abraham Maslow Especially when employees have a solid foundation of trust, dare to face all challenges to demonstrate and improve their desired standards The employees always want to advance in your job, they want to show all strengths of expertise and your business If subtle managers in this issue, they will exploit the maximum performance In contrast, when their staff constraints in my own opinion, the employees will be bored with the work assigned to The culture workplace Culture in the workplace is a factor that plays a large role in keeping employees continue to work at enterprises Why are we trying to find qualified candidates, take them into the company, but then they go in? That we have omitted the orientation of new employees Any company also wants new employees to quickly integrate into the work environment This will not be easy if they are not properly supported If the new employee is not receiving attention and well, the ability of new employees start there is no "fire" would be very high Long-term employees will not stick with the assigned work When a man joined the new environment, meet new people, they not know they have been accepted This feeling only be removed by the friendliness of everyone, but can also become a dividing wall when someone show a lack of good faith A handshake just superficial, makes a joke at the wrong time, a cold face much less negative impact on the psychological and spiritual work of new employees Salary and labor regimes Idea is a very important reason why employees leave, but it is not in the first cause Salaries and remuneration is very important to anyone at work Because it can help them to help them more work related When income does not meet the basic needs of life, that employees are confident that they will find a job in another organization have a higher income, they will likely leave The competitors can take advantage of this loophole to attract skilled personnel in enterprises leaving the current job, working with rival company to enjoy attractive salary But this is the reason ranked after The other reason hese reasons are very legitimate For example, for reasons of health, family, job mismatch While other problems require more interested in their work and the work behind At the conference "Housing for workers, the situation and the solution" by the 10 Ministry of Construction and the Vietnam General Confederation of Labor has held that there are about 1.6 million workers are working in the parks industry of the country, but only 20% have stable accommodation The rest have to hire temporary accommodation Also at the conference "Human resources for the development of industrial parks, export processing zones in Ho Chi Minh City," given the fact: In Ho Chi Minh City, from early 2006 to now, the only city building houses with accommodation Accommodation 6058, meet 3.3% lodging needs for workers Compared to neighboring provinces such as Binh Duong, Dong Nai, the rate for workers in Ho Chi Minh City is much lower (Binh Duong is 12.59%; Dong Nai is 8%) According to Prof Dr Tran Van Thien, Institute for Human Development University of Economics Ho Chi Minh City, while over 90% of employees to selfmanaged accommodation in the boarding house narrow, slender, not security security In addition, low-income workers by mostly unskilled labor and must pay the cost of living, eating while costs are rising too fast to make the material and spiritual life of the people workers are always poor On the other hand, industrial parks, export processing zones in Ho Chi Minh City when the building is not associated with the resolution of welfare issues such as housing, culture, entertainment, entertainment should not attract workers The necessary of keeping employees continue to work at enterprises When employees have qualified, experience certain to leave the business itself will be lost, including the cash can not be calculated The fees charged by the money including the cost of recruiting, training created for himself employees; recruitment and training costs to replace; labor contract termination benefits These costs can not be calculated in money and experience; relationships with customers How to recruit good employees? How to retain good employees? In fact, recruit good employees is difficult, keeping them doubly difficult The good employees are always assessed value itself They also know that there are many career options available to you at all times Sometimes, they are also the slightly eccentric, making management more difficult They go after training or capital firm experience is what makes the most business leaders have a headache Many people believe that the only employee 11 retention strategy is clearly demonstrated their rights and responsibilities in the labor contract But that's not the only way! Currently we can not statistically be the loss when a retired officer, but experienced statistically and of Atte Luxembourg (given in the presentation of human resources management strategy by the banks and the Bank AssociationState of Vietnam jointly held in 11/2006 in Hanoi, the cost of labor for a holiday the equivalent of 12 months salary to pay for it empirical way to calculate and analyze theclear need for measures necessary to retain workers while unit labor especially for high quality Hold labor perspective is consistent and clear: first of all need to identify and better understand the level of commitment Depending on the location, nature of the work he undertook For jobs with shorter lines such as high-performance sport athlete football, volleyball, model the long-term commitment to sometimes become difficult for business reorganization, arrangement, use after they retire Second, the view held is because cooperation, only the esteem and new longer need each other to keep and to keep people in, not keep people deliberately go Determine proper perspective keeping workers to ensure that the employer and employees to look good will, resolve definitively exist, quickly and accurately, this will also need to identify and communication built into the culture of the Bank The solution to limit employees quitjob and retain them o Find out the needs, the aspirations of the employees Before employees severance or notice of termination of the labor contract, the person responsible should meet to find out the heart, the desire to remove Analysis of the gain, the cost for employees to choose from In fact, many issues seemingly serious but can be solved easily through the exchange of candid, honest This is the principle, which is the 12 simplest measure, so it has always been important and top priority in order to resolve the dispute o In the working process, it must not have an administrator level smoothly steer employees in the quiet sea Conflicts between employees together, conflicts between employees and management level, conflicts between employees with company policy can often appear Management wise, cleverly solved the problem in a scientific way, but should be flexible, to avoid the occurrence of incidents, strike or strike And the best is still the administrator know good public relations, that win and that encourage their employees to work energetically, taking the company to the top of success o Evaluation and use of personnel Always ensure requirements impartial, objective review, using the official evaluation Especially timely, even criticism, reprimand if done the right place at the right time also have the effect of making employees feel respected, learned and matured o Always creating an atmosphere of fun, positive, in order to limit the pressure of the job Increasing product quality must be improved and increasingly lower costs 13 make up a growing pressure for workers So create a fun work atmosphere will reduce the work pressure is one of the important tasks of management and administration For foreign enterprises is one of the main tasks in the job description of leadership, management o Always reseaching the working market, pricing strategy for labor, the right policies: The manager must constantly study the market, the price of labor especially for the competitors to have a strategy, appropriate steps Coupled with wage increases need to peel the expenses of salary nature (business expenses, facilities, phone, etc.) to ensure that require higher wages but to increase income for workers That does not mean that we seek to evade tax which is actually to research tax policy to comply o Along with the improvement of working conditions need to diversify services, welfare, caring not only for employees but also to their family members both physically and mentally so that they can whole heart and mind for the job o Capacity building operating management for unit leaders to ensure the match and have interest in operating, handling work This is a solution which is a very general but extremely important Labor is one of the important factors of production in the economy intellectuals, labor quality is more important, contributing to the success of the business Vietnam officially became the 150th member of the World Trade Organization (WTO) will create competitive in the labor force, especially high-quality labor Integration roadmap, 2013, all banks barriers will be removed, if that is the real challenge for the state-owned commercial banks in the competition, keep and attract high quality workers with the "big foreign bank" has real potential High-quality labor situation go out of force majeure causes are directly related to the responsibilities of the head Capture business opportunities, the appropriate strategy, turn the challenge into an opportunity, the leaders have the heart and the match will surely win the hearts and win./ 14 CONCLUSION A company or an organization despite abundant financial resources, machinery and modern techniques to what would become meaningless if you not know HR HR method will create the beautiful, fun atmosphere, excitement or stress, gloomy in the company Living atmosphere in the company will determine your success We not deny the role of other areas such as financial management, production management, administration, accounting but obviously HR plays a very important role in every business Any administrator-level administrator must know their employees HR management is a difficult and complex area It covers issues such as psychological, social, moral It is a mixture of science and art - the art of human governance Public administration is not easy making role of managers become more important than ever A good administrator needs to know to analyze and understand the environmental factors that affect directly or indirectly to the work of human resource management The theme of this discussion, we would like to contribute a small part of his effort to improve the efficiency of human resources management in enterprises today, as well as analysis of the reasons employees give the current job On a theoretical basis, we proposed some measures to limit state workers to give up in the business today Because social learning and preparation time is limited discussion so we can not avoid the shortcomings in the text We look forward to the additional and sincere feedback from the teachers and all of you to discuss this topic more complete 15 REFERENCE HR - Tran Kim Dung, Statistical Publishing House, 2007 The key of success, young Publishers, 2007 Labor law, the policy for employees in enterprises The secret to becoming a good manager, Statistical Publishing House, 2009 Performance Management Handbook, General Publishing Dist Ho Chi Minh City, 2009 Assess staff competence, Statistical Publishing House, 2009 Haiphong labor report Other references TABLE OF CONTENT 16 1 Rationale of the discussed issues 2 The purpose research of discussed topics Research Methodology The main content of the discussion topics Situation of employees quit the job in the Vietnam’s Enterprise: Causes of the employees quit the job: Cause of to management / leadership Pressure of work Self-expression, self-actualization needs The culture workplace Salary and labor regimes 10 The other reason 10 The necessary of keeping employees continue to work at enterprises 11 The solution to limit employees quitjob and retain them .12 CONCLUSION 15 REFERENCE .16 17 ... reorganization, arrangement, use after they retire Second, the view held is because cooperation, only the esteem and new longer need each other to keep and to keep people in, not keep people... attract workers The necessary of keeping employees continue to work at enterprises When employees have qualified, experience certain to leave the business itself will be lost, including the cash can... increases need to peel the expenses of salary nature (business expenses, facilities, phone, etc.) to ensure that require higher wages but to increase income for workers That does not mean that we