Phát triển nguồn nhân lực quản trị tại các doanh nghiệp nhỏ và vừa trên địa bàn tỉnh phú thọ tt teengs anh

VIETNAM ACADEMY SOCIAL SCIENCE GRADUATE CADEMY OF SOCIAL SCIENCES NGUYEN THI HONG THUY HUMAN RESOURCE DEVELOPMENT MANAGEMENT IN SMALL AND MEDIUM ENTERPRISES IN PHU THO PROVINCE LOCATION Branch: Business administration Code: 34 01 01 SUMMARY OF THE BUSINESS ADMINISTRATION THESIS HA NOI, 2019 The work was completed at: Graduate cademy of Social Sciences SCIENCE INSTRUCTOR Associate Prof Dr BUI VAN HUYEN Associate Prof Dr NGUYEN AN HA Reviewer 1: Assoc Prof Dr Ngo Xuan Binh Reviewer 2: Assoc Prof Dr Nguyen Quoc Thai Reviewer 3: Assoc Prof Dr Hoang Van Hai The thesis will be protected before the Doctoral Dissertation Committee meets at: Graduate cademy of social sciences giờ, ngày tháng năm 2019 The thesis can be found at: Library of Graduate cademy of social science LIST OF WORKS HAVE DISCLOSED BY THE AUTHOR Nguyen Thi Hong Thuy (2018), "Factors affecting the development of human resource management in small and medium enterprises in Phu Tho province", Economic and Forecast magazine, No 36 ( 12/2018): ISSN 0866-7120, p.119-122 Assoc Prof Dr Bui Van Huyen, Nguyen Thi Hong Thuy (2018), "Developing Vietnamese small and medium enterprises in the context of the Fourth Industrial Revolution", Journal of Political Theory Information Science - Ho Chi Minh National Political Academy, No 10 (47) 2018: ISSN 2354 - 1040, p.14 - 20 Nguyen Thi Hong Thuy (2018), "Improving the competitiveness of small and medium enterprises in Vietnam during the integration period", Journal of Social Sciences Human Resources, Academy of Social Sciences 60 (5-2018): ISSN 0866 - 756X, p.32 - 38 Nguyen Thi Hong Thuy (2017), "International experience in developing human resource management in small and medium enterprises", Journal of Economics and Management - Institute of Economics, National Political Academy Ho Chi Minh City No 21 (32017): ISSN 1859 - 4565, p.67-71 Nguyen Thi Hong Thuy (2017), "Improving the quality of human resources in small and medium enterprises", Market magazine prices, Ministry of Finance, March 2017: ISSN 2354 - 1490 , p.34 - 36 PREAMBLE The urgency of the topic The rapid development of science and technology, international economic integration has become more and more extensive, the global business and competitive environment has been posing a great challenge and demand for human resources in general, human resources for corporate governance in particular Located in that general context, improving management capacity for business managers, especially for small and medium enterprises is an urgent issue Enterprises in Phu Tho province account for more than 96% of the total number of enterprises in the province, which are key contributors to the economic growth, investment and budget collection of the province, contributing to creating jobs for local laborers directions, development of social security However, the business owners and managers have limited knowledge and management skills, especially advanced business management skills Stemming from the above reasons, to propose feasible solutions to the development of management human resources in small and medium enterprises in Phu Tho province, contributing to socio-economic development In the province in particular and the country in general, the fellows selected the topic "Developing human resources for management in small and medium enterprises in Phu Tho province" as the research topic Research purposes and tasks 2.1 Research purposes First, build a theoretical system of human resource management in small and medium-sized enterprises in Phu Tho province, Secondly, proposing solutions, proposing the development of management human resources in small and medium enterprises in Phu Tho province 2.2 Research tasks + Clarify the theoretical and methodological basis for developing human resource management in small and medium enterprises + Study and consult experiences on developing human resources for small and medium enterprise management, then draw lessons on human resource development for small and medium enterprises in Phu Tho province + Analyzing the current situation of human resource development management by practical data to make martial arts strengths, weaknesses, opportunities and challenges, propose solutions and persistence to perfect human resources for management in small and medium enterprises in Phu Tho province Subjects and scope of research 3.1 Research subjects Research object of the thesis: Current situation of human resource management in small and medium enterprises in Phu Tho province 3.2 Research scope Human resources for management: In this study, there are: heads of all levels of the enterprise (director, deputy director); deputy heads of functional departments; supervisors, business managers Research content: Limiting research and development on the quality of management resources in the quality of human resources in small and medium enterprises Research on development activities, factors affecting human resource development for management of small and medium enterprises in Phu Tho province How to approach management human resource development including the development activities of enterprises About space: Research on developing human resources for management in non-state small and medium enterprises without State capital About time: The thesis focuses on researching the status of human resource management development with the main data from 2010 to 2017 in small and medium enterprises in Phu Tho province The period of selection for research provides the orientation, objectives and solutions for development until 2030 Research Methodology + Qualitative research method: Research secondary documents, discuss with business owners and some business managers to collect data on the status of human resource development in corporate governance small and mediumsized enterprises, discover, adjust and supplement observed variables, build scales of factors affecting human resource development in corporate governance Using a combination of methods: Collection, information processing, descriptive statistics, general analysis, investigation, + Quantitative research method: Surveying the status of quality of human resources in management at 394 small and medium enterprises in Phu Tho province Survey data will be processed and analyzed on SPSS statistical software 20 New scientific contributions of the thesis Understanding international and domestic experiences, successfully applying and transforming management capacity scales used in studies in Vietnam and abroad into research in small and medium enterprises in Phu Tho province Proposing some research variables Proposing and building a model to measure the influence of factors on human resource development management, analyzing the influencing factors The theoretical and practical significance of the thesis 6.1 Reasoning meaning The dissertation contributes a part of the theory of developing human resources for management in enterprises to a province, hoping that this contribution will enrich the theoretical and experienced sources for the development of management human resources enterprise At the same time, the author hopes to provide information to other scientists interested 6.2 Practical significance In fact, the quality of management human resources in small and medium enterprises in Phu Tho province is still limited, enterprises will face many difficulties in the integration process The author's thesis has further clarified the quality of human resources for small and medium enterprise management, finding out the causes, limitations and solutions Structure of the thesis Chapter 1: Overview of research situation Chapter 2: Theoretical and practical basis for developing human resource management in small and medium enterprises Chapter 3: Current situation of human resource management in small and medium enterprises in Phu Tho province Chapter 4: Solutions to develop human resources for management in small and medium enterprises in Phu Tho province Chapter RESEARCH OVERVIEW 1.1 Overview of foreign research on human resource management in small and medium enterprises Foreign studies related to HRD management in SMEs are very rich in many different aspects, confirming the role and importance of HRD in management of SMEs These are the materials referenced by the researchers in the research process 1.2 Overview of research related to human resource management development in small and medium enterprises in Vietnam (1) Focusing on analysis of governance capacity of governance; (2) studies of training and development activities; (3) research on influencing factors; (4) experience of countries in developing human resources for management in SMEs Among the research works, there are some research works are doctoral dissertations, monographs, articles published in specialized journals, provincial decisions and websites 1.3 Comments from the research overview and research orientation of the thesis Research on the quality of SMEs' managers with the trend of management capacity based on factors of knowledge, skills, behavior, attitudes, qualities and authors choose according to the approaching trend However, in the context of globalization and international economic integration along with the continuous progress of science and technology, on the basis of inheriting the author built some new scales for management capacity of enterprise administrators 1.4 Questions and research process Question 1: What is the quality of human resources management in SMEs in Phu Tho province? Question 2: What is the content of HRD management in SMEs in Phu Tho province? Question 3: What is the current situation of human resources development management in SMEs in Phu Tho province? What were the results? Question 4: What factors affect the development of HR management in SMEs in Phu Tho province? How are the weak impact factors? Question 5: What causes the limitations of HRD in SME management in Phu Tho province? Question 6: To develop human resources for management in SMEs in Phu Tho province, what solutions are needed? * Research process of the thesis: Based on the overview of related research works, the author provides research process and research hypotheses as follows: Hypothesis 1: The quality of human resources managed in SMEs in Phu Tho province is not good Hypothesis 2: Actual situation of human resources development management in SMEs in Phu Tho province is not really effective Hypothesis 3: There are factors that positively affect HRD in SME governance Hypothesis 4: Developing human resources management is an important solution to SME development in Phu Tho province Chapter RATIONALE AND PRACTICE ON HUMAN RESOURCE DEVELOPMENT MANAGEMENT IN SMALL AND MEDIUM ENTERPRISES 2.1 Some theoretical issues about developing human resource management in small and medium enterprises 2.1.1 Theoretical basis for small and medium enterprises There are many different concepts about SMEs in Vietnam However, up to now, the Decree No 39/2018 / ND-CP dated 11/3/2018 on "Detailed provisions on some articles of the supporting law in small and medium enterprises" has set the determination criteria SMEs - The role of SMEs: SMEs contribute significantly to economic growth, solve a large number of jobs for the population, increase income for workers, contribute to poverty reduction Mobilizing resources in the population - Characteristics of SMEs: Small and micro enterprises account for the majority of SMEs Small businesses often have limited production and business capacity - Advantages of SMEs: Easy to adapt when the market fluctuates The efficiency of capital use is relatively high because it is easy to attract labor with low cost - Limitations of SMEs: Production capacity is limited because the number of employees in SMEs is often low, not enough skills to effectively compete in markets with increasing levels of liberalization and capacity low production 2.1.2 Perspectives on human resources for corporate governance despite being limited by many factors of time time when human resources management must solve all problems of enterprises 2.2.2 Forms of human resource management development * Developing personal human resources for management: Enterprises want to retain good managers must implement personal development programs Oriented research and personal development to help individuals discover individual abilities, have the right to choose the right career, create value for each human resource manager with aptitude suitable for work, exploitation their ability * Promoting human resources for management: Promotion (promotion) is to bring workers into a job position with higher wages, greater reputation and responsibility, better working conditions and more development opportunities (3) Recruitment: There are many sources of candidates to fill vacancies or vacancies of enterprises such as: Candidates from within enterprises and sources of candidates from outside enterprises Unlike promotion, appointment, internal recruitment is done publicly, with clear standards for all candidates from within the enterprise The form of internal recruitment is usually prioritized due to the following advantages compared to recruitment from outside 2.3 The main factors affecting management human resource development in small and medium enterprises Overview of research on the theory of human resources development management in SMEs, an overview of the influencing factors, on the basis of inheriting and combining with the research object of the thesis, the thesis has developed photo elements enjoy the development of human resources for 10 management in SMEs in Phu Tho province including external factors: (1) Macro factors; (2) The advancement of science and technology; Internal factors: (3) Educational and training institutions; (4) Business awareness about managing human resources management; (5) Policies for HRD management of enterprises; (6) intrinsic factor of individual NNL governance; (7) Financial ability of enterprises 2.4 Experience in developing human resource management in small and medium enterprises Lessons learned for small and medium enterprises in Phu Tho province Countries like Japan, England, USA, Sweden, Taiwan, Korea as well as in Vietnam [1], [77], [14], [46], [44], [72], [74] , [57], [88] are all countries with a high number of SMEs in the economy, and also indicate the forms of training and development of management human resources The selection of appropriate training and development forms plays an important role in the development of human resources in general and the management human resources in particular of SMEs Chapter CURRENT SITUATION OF DEVELOPING HUMAN RESOURCE MANAGEMENT IN SMALL AND MEDIUM ENTERPRISES IN PHU THO PROVINCE 3.1 Current situation of small and medium enterprises in Phu Tho province 3.1.1 Characteristics of small and medium enterprises * Enterprise size: The SMEs of the province are mostly small and super small businesses Micro enterprises and small businesses are dominant 11 Regarding the structure of different types of enterprises, limited companies are dominant * Regarding occupational structure: enterprises in the trade and service sector account for the highest proportion and tend to increase gradually over the years 3.1.2 Advantages and disadvantages and requirements for human resource development in small and medium enterprises in Phu Tho province SMEs in Phu Tho province are mainly small and super small scale, compact organizational model will be flexible and flexible in business, easy to change in accordance with market demand However, the technology level is outdated, the level of labor is low, the ability to access foreign markets is weak, affecting the economic efficiency In the context of globalization, human resource management capacity has posed significant challenges and limitations for SMEs, so improving the capacity of governance is essential 3.2 Human resource management activities in small and medium enterprises in Phu Tho province 3.2.1 Training human resources for management in small and medium enterprises * About the number of management human resources: According to the annual survey data of Phu Tho Statistical Office, the total number of human resources managing enterprises in 2010 was 5,158 people and increased by 2017 with the number of 9,756 people NNL governance tends to increase due to the increase in the number of SMEs However, in terms of scale, average management human resources / enterprises have no changes 12 * About the level of human resources education management: According to the survey results of the Department of Statistics of Phu Tho province in 2016 and 2017 on the qualifications of SMEs: SMEs with university / postgraduate qualifications in 2016 accounted for 35.03 % of all SME owners, 45.04% in 2017; the college and intermediate level in 2016 is 37.12%, in 2017 it is 36.39% The rate of business owners with college and intermediate level accounts for a high proportion, especially the rate of employers has not yet trained 3.2.2 Form of human resource development management in small and medium enterprises * Personal development of management human resources: According to survey results, most businesses attach great importance to the contribution of human resources management in order to have timely encouragement and remuneration policies (average score = 3.73) Businesses perform relatively well to provide feedback from the leaders of enterprises about the work that managing HR is undertaking (average score = 3.71) In addition, enterprises underestimated the fact that enterprises have appropriate personal development plans for each officer so that they can study and improve their qualifications and capabilities * Promoting human resources for management The majority of enterprises with 71.3% (average score = 3.71) surveyed all made promotions according to the superior mechanism of appointing their subordinates 66.3% of total enterprises (Average score = 3.69) participated in the survey to make promotions based on job requirements 51.3% of enterprises (Average score = 3.30) perform promotion based on knowledge, capacity and attitude / quality of officials and employees 13 * Assessing the effectiveness of training and development: Most interviewees are well aware of the role of training to the development of human resources management and development of the company The perception of human resources management on training effectiveness: Through surveys, nearly half of the management human resources were very satisfied with the training courses they attended, the low dissatisfaction rate Evaluation of human resources management on the effectiveness of training and development: Most of the interviewees agreed that after being trained their management capacity is enhanced, they are more confident and professional * Recruitment reality in SMEs: According to the survey results, most SMEs not have recruitment activities due to characteristics of enterprises in Phu Tho province, mostly small and super small enterprises The remaining enterprises have recruitment and source of internal candidates, accounting for the highest proportion (17.5%), followed by friends of employees (15.3 &) and the lowest is candidates from establishments training (8.2%) 3.3 Factors affecting the development of human resource management in small and medium enterprises in Phu Tho province As studied in Chapter 2, there are factors affecting the development of human resources in management of SMEs in Phu Tho province 3.3.1 Preliminary research: The results of the reliability analysis show that the total correlation coefficients show that the observed variables have variable correlation coefficients - quite a tight sum between observed variables 3.3.2 Official research 14 From the research results, the multivariate regression equation has the following form: PT = 0.245+ 0.111 * VM + 0.094 * CN + 0.148 * GD + 0.210 * NT + 0.188 * CS + 0.209 * BT + 0.157 * TC The priority, or magnitude of the factors affecting the development of human resource management in small and medium enterprises and showing the priority from large to small as follows: NT: Awareness of enterprises on human resource management; BT: Internal factors of human resources for management; TC: Financial ability of the enterprise; Education: Education and training establishments; CS: Policies for developing human resources for corporate governance; VM: Macro factor; CN: The advancement of science and technology 3.4 Overall assessment of human resource development management in small and medium enterprises in Phu Tho province From the analysis of the situation and the factors affecting the development of human resources management in SMEs in Phu Tho province, SWOT model can be used to summarize the advantages, opportunities and challenges for development Development of human resources in SME management in Phu Tho province Causes of weaknesses - On the business side SMEs have not set up plans and orientations for developing businesses to meet the trend of international economic integration Activities of recruiting human resources for management in SMEs are not really effective because the candidates are mainly from internal enterprises Candidates recruiting from low training institutions show that the 15 ability to link between enterprises and training institutions is not high, SMEs have not taken advantage of opportunities to reduce training costs from training institutions - On the side of human resources management SMEs said that some officials and employees in the enterprise have not actively sought opportunities for development, they also rarely assess their own strengths and weaknesses - Causes from the system and training policies Training only focuses on quantity achievement but not on output, not towards practical knowledge and skills The skills needed to apply in practice are both weak and weak As a result, there is a lack of qualified staff, good management capacity to meet the work requirements There is no close link between SMEs in Phu Tho province and training institutions Universities, colleges and vocational schools provide labor resources for businesses in one direction - Causes from the policy mechanism of the State and Phu Tho province Although the State is becoming more and more interested in human resources training programs for SMEs However, with the number of about 500,000 SMEs across the country in general and more than 2700 SMEs in Phu Tho province in particular, funding for program implementation is still limited Not to mention the quality and content of training has not really been interested and focused on training to improve corporate governance capacity - Chapter 16 SOLUTIONS FOR DEVELOPING HUMAN RESOURCE MANAGEMENT IN SMALL AND MEDIUM ENTERPRISES IN PHU THO PROVINCE 4.1 Orientation and viewpoint of developing human resources for management in small and medium enterprises 4.1.1 International economic integration and requirements for managing human resource management in small and medium enterprises International economic integration, protection barriers, both tariffs and non-tariffs, preferential policies are gradually being eliminated, instead a competitive and fair market Vietnam has many opportunities to promote trade development Business and production activities are expanded, creating more jobs for employees The context of strong globalization, the development of science and technology, especially the CMCN 4.0, is going to bring fierce competition pressure to the SMEs in Phu Tho province, which requires human resources to be available High quality meets integration requirements 4.1.2 Orientation of human resource management in small and medium enterprises of the State The Prime Minister issued Decision No 1231QD-TTg dated September 7, 2012 on the SME Development Plan for the period of 2011-2015 SMEs development plan provides groups of solutions, in which solution group is: Developing human resources for small and medium enterprises, focusing on improving governance capacity for small businesses and fit Decree No 39/2018 / ND-CP of the Government: Regarding detailed regulations on a number of articles of the law to support small and medium enterprises, 17 including the following contents: support training to start business and administration business; vocational training support; direct training support in SMEs 4.1.3 The viewpoint of developing human resources for management in small and medium enterprises in Phu Tho province Implementing the mechanism of communication in training from primary and intermediate to vocational colleges so that employees have more opportunities to study, step by step forming a team of skilled technical workers, skilled employees in the branches and field 4.1.3 The viewpoint of developing human resources for management in small and medium enterprises in Phu Tho province Implementing the mechanism of communication in training from primary and intermediate to vocational colleges so that employees have more opportunities to study, step by step forming a team of skilled technicians and skilled employees in the branches and field • Perspectives on HRD governance in SMEs First, need to be aware of human resources development in general, human resources management in particular is a core issue, is the most basic condition for SMEs to survive and develop sustainably Human resources management team is a valuable asset, the most powerful impetus for promoting business development Secondly, HR Management must recognize the role and importance of management capacity in managing and operating enterprises to be responsible for improving and improving their management capacity to meet the requirements job demand and international integration Thirdly, NNL management development needs to be implemented synchronously with many solutions and professionalization Fourthly, HRD 18 management comes from specific conditions of SMEs to promote their potentials and advantages Fifthly, HRD management firstly takes advantage of opportunities to overcome all challenges of the process of international economic integration, while preserving and developing traditional values and cultural identities ethnic and cultural enterprises 4.2 Solutions to develop human resources for management in small and medium enterprises in Phu Tho province 4.2.1 Control the factors affecting the development of human resource management in small and medium enterprises * Raising positive awareness of small and medium-sized business leaders in developing human resources for management There should be proper awareness about the importance of developing the overall capacity of officials and employees, discovering potential capacities to properly invest in development activities Business owners need to identify human resources as an important and valuable asset for businesses to grow in scale and improve competitiveness, especially in the context of economic integration their challenges and difficulties and proactively develop plans for managing NNL management with a vision of at least 5-10 years * Developing policies for human resource management of enterprises Along with the change in awareness in the context of international economic integration, enterprises need to develop policies to develop human resources management in accordance with business strategies, in accordance with their "financial health" Enterprises need to invest in building policies to develop human resources in a methodical and textual manner, in which the contents of managing human resources management determine the roles and responsibilities of enterprises and individuals in development; standards and 19 procedures for selecting staff to develop Enterprises need policies on training and developing human resources management * Improve the personal quality of human resource management Improve problem solving skills and conflict resolution: Solving problems is an activity that HR management always faces in most activities of enterprises Improve skills of using power and influence: To well implement this skill, management human resources need: Professional expertise, personal attraction, effort and respect for the legal value of enterprises * Financial solution Regularly proactively making financial plans for managing human resources management Enterprises should establish development investment funds Costs for training and development of management human resources will be taken from this fund Training costs are large or small depending on the size and operating status of each enterprise and must always be at a reasonable level, the cost is not large but not too low, affecting the effectiveness of training and delivery development of management NNL * Enhancing the application of science and technology to enterprise management: The speed of technology development is put into production and business management is very fast, if not adaptable, businesses will not be able to develop, especially when the world is changing itself with the industrial revolution 4.0, want "Healthy living" in addition to access to capital, SMEs need to promote the application of new technologies * Strengthening the role of training institutions: Renovate training methods to reduce theory, increase practical practice, improve the quality of teachers and lecturers Attach training to the needs of 20 economic, social and business organizations, local socio-economic development needs Increasing investment in equipment to gradually improve the quality of training 4.2.2 Completing the management of human resource management in small and medium enterprises * Building management human resources development plan: Developing training and capacity development programs, equipping skills and knowledge suitable to the mission requirements of enterprises, which are the top concerns of each enterprise * Complete training activities - Determining training needs: Training and development is expensive but if it is determined that the training and development needs are not met, not only can the organization not gain benefits, but it may also fall into the real situation The benefits such as the unreasonableness of labor structure become more serious, the enthusiasm and belief of employees for organizations are reduced - Implementation of training: After identifying training needs, the organization of implementing training is very important Assessing the effectiveness of training and development: After implementing the training, businesses will have to assess the economic effectiveness of training through evaluating the costs and results of the training program There are levels of evaluation of training results * Implementing personal development activities and recommending management NNL Businesses need to create conditions for human resources management to contact and cultivate more experience in other jobs besides the work they 21 undertake There are pre-preparations to help them advance and develop their individual as they wish 4.3 Proposals 4.3.1 Proposals to the State Perfecting the completion of macro policies to encourage SMEs development, formation of human resources development fund, continue to implement the training program for human resources training, diversify SME support activities The State needs to create a synchronous legal basis, a favorable business environment for SMEs' production and business activities Strengthening the propaganda of the Party's and State's views and policies in the development of SMEs to reach the people There is a policy of encouragement and encouragement to promote and honor the business owners with management capacity to achieve high business results and strictly abide by the law Forming support consultancy centers at different levels to meet the needs of timely and effective assistance to SMEs Extensive reform of the national education and training system, training support, educational equipment and basic socio-economic, cultural and legal knowledge for SMEs managers The State and organizations and associations strengthen support for knowledge and knowledge about international integration for SMEs including the legal system, incentives and legal sanctions To strongly develop business support services of enterprises and entrepreneurs, such as information and forecasting systems; service system for business development and business development; nurseries DN Associations need to organize training courses for members or regularly organize exchange activities to communicate experiences among members 22 Supplement funding and improve the quality of human resources development training programs for SMEs, especially for managing human resources The issue of physical strength and the size of human resources in general and human resources management in particular should be paid more attention to meet the requirements of industrial production as well as international economic integration process 4.3.2 Recommendation to Phu Tho Province Expanding international cooperation to develop human resources for corporate governance, with mechanisms and policies to encourage SMEs, industry clubs, product introduction fairs, participation in advanced workshops Competitiveness for SMEs, visiting and learning experiences from successful local and national enterprises There is a policy of high quality and attracting high quality human resources CONCLUDE Firstly, the thesis has clarified and systematized a number of theoretical issues about HRD management in SMEs in Phu Tho province, thereby giving the author's personal judgment on managing human resources development value in SMEs Secondly, on the basis of the theories on HRD management in SMEs as well as the content of development activities, the dissertation calculates the status of human resources development management in SMEs in Phu Tho province (about managing human resources management capacity) treatment, training activities, development of factors affecting human resources management development has shown weak capacity of human 23 resources management and limitations in the management of human resources development Third, from the study of theory and on the basis of investigating and analyzing the current situation of human resources development in SMEs, the thesis has proposed a number of views, solutions for SMEs, recommendations for the House State, State management agencies at provincial level, there are related parties (SMEs Association, training institutions) to facilitate the support and development of management capacity of the management NNL, thereby improving the ability SMEs' competition in the context of international economic integration In addition to the achieved results, the thesis is limited in both theoretical and practical research on the development of human resources management in SMEs: Macro factors affect the development of human resources management and some results have not been analysis clarifies as desired by deriving from time constraints as well as research capacity, business practices and analytical skills, using the author's statistical software The dissertation topic only researches and develops human resources for management in SMEs in Phu Tho province with the main types being limited companies, private enterprises, joint stock companies without State and foreign capital The subject of HRD management of the thesis is limited to SMEs The above limitations are the orientation for the next studies of the thesis 24 ... Assoc Prof Dr Hoang Van Hai The thesis will be protected before the Doctoral Dissertation Committee meets at: Graduate cademy of social sciences giờ, ngày tháng năm 2019 The thesis can be found... managers with the trend of management capacity based on factors of knowledge, skills, behavior, attitudes, qualities and authors choose according to the approaching trend However, in the context... when the market fluctuates The efficiency of capital use is relatively high because it is easy to attract labor with low cost - Limitations of SMEs: Production capacity is limited because the number