Báo cáo tiếng anh Ngoại thương Strategies of human resource development of MISA JSC.doc

Báo cáo tiếng anh Ngoại thương Strategies of human resource development of MISA JSC.

PREAMBLE

I would like to start the topic with a question: What is the essence value of anorganization? There are many different answers, such as capital, equipment, technology,human resource, etc However, in a society of integration, capital which can be mobilizedand borrowed from banks or other credit agencies; machinery, equipment and technologythat are equality between firms around the world (technology handover at home and

abroad), the remaining factor which makes a powerful difference of a firm is humanresource Therefore, in order for an organization stably develops, there’s a need to attach

special importance to developing human resources in an organization.

During the period of probation at MISA Joint Stock Company, I found that company hasa great potential for strong development: large capital, modern technology, high-qualifiedhuman resource, management board always has innovative and modern ideas Thus,developing orientation of the company in recent years focused on human resourcedevelopment According to developing orientation of the company and study in-depth on

how to create a strong development, I research on the topic “Strategies of human

resource development of MISA JSC”

The topic goes into the details of activities, plans to manage and develop humanresources of the company, for example, recruitment, training, strategies of developinghuman resources and attracting talents The topic also researches on employee-encouraging policies in their job to make motivation and dedication of them with thecompany

The topic is studied in the following chapters:

Chapter 1 Introduction about MISA Joint Stock Company (MISA JSC)

Chapter 2 Activities of human resource management and development of MISA JSCChapter 3 Recommendation for promoting human resource development of MISA JSC

CHAPTER 1 An introduction into MISA JSC

I An overview about MISA JSC

Information technology (IT) plays an important role in development of national economy,MISA Joint Stock Company (MISA JSC) was formed 25th December, 1994 – one of theleading software units in Vietnam that has large contribution in the computerization foradministrative units and enterprises in over 16 years MISA has now 01 head office, 01software development center where launch software products with high quality, 05representative offices in Hanoi, Da Nang, Buon Ma Thuot, Can Tho and HCM city With over 45,000 customers, MISA has become the indispensable companion of thebusiness community as well as the state agency MISA has 05 representative officesperforming the promotion and implementation of MISA's products, after-sales services,consultancy, support, organization of training courses about instructions for use softwarefor customers The MISA software is introduced popularly to 63 provinces in the wholecountry.

MISA is proud of one of the leading companies in the construction and deployment ofapplication software solutions, contributing to the development of informationtechnology –media of country MISA is also the familiar product with universities,colleges, training centers of information technology, business administration, and financeaccounting in the whole country More than 250 universities, colleges and vocationalschools have introduced MISA software into teaching job MISA is also the partner ofDepartments; Ministry, such as Ministry of Science and Technology; Ministry ofEducation and Training; Ministry of Foreign Office, and some other agencies

II.History of development

The precursor of MISA JSC was MISA GROUP, formed 25th December, 1994.Development history of MISA JSC is divided into 3 stages.

Stage 1 Establishing a foothold in the market (1994-1996)

From 1994-1996, MISA established and researched on the long-term path to itself,packaged software-building strategy was formed and developed In fact, MISA packaged

software for accounting work is the foundation of products and development orientationof MISA MISA has found a way to develop in domestic market.

Stage 2 Taking advantage of the opportunity, brand development (1996-2001)

From 1996-2001, MISA’s target was to dominate the domestic market and build a MISAstrong brand In the last 1990s, with the investment and promotion to develop and applyinformation technology of the Party and State, software market in Vietnam was graduallybuilt and developed strongly in government agencies Taking advantage of thisopportunity, MISA studied and launched business administration accounting software in1996.

Stage 3 Developing to become the professional (2001- present)

With the new Business Law since 2000, the number of enterprises in Vietnam highlyincreased Recognizing that the majority of Vietnam enterprises are medium and smallwith low management skill, low capital and knowledge of IT application is not high,MISA determined to explore this market Business accounting software for small andmedium enterprises was invested and developed in this context.

Besides professional products, MISA also focused on after-sales support services.Company has staff to do consultancy work for clients, always on duty ready to answerclients In order to deploy product-distributing network in the whole country, in thisstage, the company has built 04 offices at Hanoi, Da Nang, HCM city and Buon MaThuot

III.An overview about products

MISA JSC is one of the pioneer units of accounting software and concretizing regulationsabout accounting policies for enterprises and organizations It shows a relativelycomprehensive solution about administrative work and accounting work by informationtechnology In all MISA’s products, MISA takes full advantage Microsoft’s strength todevelop new useful features for users For over 16 years of development, MISA’sproducts have been selected as reliable information technology product and won manyprestigious IT wards In addition, MISA won ICT Cup Awards for enterprise that createsoftware and services best in Vietnam, top 5 of software units in Vietnam, certificate of

merit from the Prime Minister, 11 BIT Cup Gold Cup, 06 Sao Khue prizes, 12 VietnamICT gold medals, and a lot of certificate of merit from Minister of Finance, Minister ofEducation and Training, Minister of Information and Communication, Chairman ofAccounting and Auditing of Vietnam, etc are clear proofs for exertion of MISA.

MISA’s software is used popularly in the whole country with the different products in

accordance with the need of every company: For MISA SME.NET 2010 – business

accounting software when using this software, managers can monitor all aspects offinance and business situation of subsidiaries and units directly under company For

MISA Mimosa.NET 2012- business administrative accounting software, company’s

finance is managed concentrative to helps managers get a good hold of finance situationof their company in anywhere It takes a comprehensive effect towards accounting and

financing job of statistic industry For MISA CRM.NET 2008 – client relation

management software this is to enhance mutual benefits by strengthens and upholdsrelations with clients; it supports the working process from marketing, sales to after-salessupport All these stages are coordinated closely to create a perfect client- management

system For MISA HRM.NET 2012 – human resource management software which has

automation from the stage of human resource planning, recruitment management,personnel records management, training and assessment to the stage of timekeeping,payment of wages, taxes, insurance and reporting, etc This is completely onlinesoftware; thus, managers can monitor human resource effectively in anywhere and graspthe company’s human resource situation to make timely and efficient decisions andpolicies.

IV.Organizational structure

Organizational structure of MISA JSC

(Source: Administration Department - 2010)

The model of organizational structure of MISA JSC is functional style All those whorelate to functional operations are classified as the same department Management

apparatus consist of 6 people; CEO is Mr Lu Thanh Long who holds the most stocks ofthe company (3.100.000 stocks, make up 62% the total of stocks of the company) Everydepartment undertakes their professional duty, software development center includessoftware development office in charge of researching, creating and develop new productsand quality supervision office in charge of supervising and assessing new products,offices directly under regions that include Hanoi business office and representativeoffices in HCM city, Da Nang, Buon Ma Thuoy in charge of business and l marketpotential exploitation, the office of head of company specializes in PR, consultancy andsupport for client, accounting finance and organizational administration.

V.Vision and mission

With efforts and creativity in science and technology, MISA desires to become thesoftware company that is used most popularly in the country, contributing to Vietnam tobecome a nation that achieve a high rank about IT in the world MISA’s mission is tosupport and provide customers with the best software, the best solution with the mostreasonable price in order to contribute global information technology in general, andpopularity of the MISA software in particular

MISA always aims at 3 essential values: First, MISA always puts customers in center forall its activities, products, services always aims at customers’ need Second, employeesare the biggest property; therefore, MISA is concerned about creating a good motivationfor employees to maximize the ability of each person Third, knowledge for community –MISA is ready to bring its knowledge to share with community, and bring practicalknowledge for students, and strongly participate in the work socializing education Fornew-formed enterprises; medium and small enterprises, MISA always has products forfree in order to support these enterprises This is also a social responsibility that MISAdesires to share with.

For MISA JSC, “Human Resource” is the highest value that MISA is proud of becausehuman resource is key element that leads to success MISA has built employee staffs withhigh qualifications and enthusiasm MISA’s products are crystallization of intelligence

and enthusiasm of youth MISA’s achievement is efforts of group of officials and staffwho strive for company’s development.

CHAPTER 2 Strategies of human resource management anddevelopment of MISA JSC

I.Activities of human resource development of MISA JSC

1 Strategies of human resource development

Strategies of human resource development play an important role in long-term strategy ofMISA The company takes advantage maximally of human resource in businessproduction and enhances competitive position in the software market Strategies of thecompany consist of the following ways: First, attracting talents with treatment policy andbusiness strategy Second, recruiting human resource reasonably: internal humanresource recruitment, recruitment through the newspaper, recruitment throughuniversities and colleges; or recruitment through the questionnaire Third, upholdingcurrent human resource and encouraging talents by reward policy, promotion, insurance,benefits, etc Last, organizing training and upgrading human resources continuouslyaccording to periodic plan and the needs of human resource development

In short, strategies of human resource developmet of MISA JSC aim at developingpowerful human resource and creating competitive advantage for the company.

2 Strategic planning methods

2.1. Foundation of strategic planning

MISA will carry out human resource strategic planning in long term (about 5 years), forexample, quality and quantity of human resources of 2008 that will be forecasted; and in2003-2004 or 2008 that will forecast human resources of 2012 The difference of qualityand quantity of HR compared with estimation is quite little, except in case marketchanges so highly or there is a special policy, for instance, government has launchedMISA Bamboo.NET 2008, thus, MISA have to coordinate more a large amount of humanresources to deploy this project.

Human resource planning is part of the main tasks of the manager, the human resourcedepartment; the planning was implemented in details, it based on the following maincontents:

Based on business strategies of the company: Long-term HR strategy will be based on

business strategy: in the next stage, MISA expects to penetrate deeply into thedevelopment of optimal software for private enterprises after WTO integration, researchon new software versions which are more useful and suitable The recruitment as well asHR development of the company focused heavily on software development center,because here is place where researches and offers new software based on the fluctuationof market.

Product process of MISA software

(Source: Business Department – MISA JSC 2010)

Based on market demand: The market demand in the business block is relatively large,

more than 70% of enterprises do not use accounting software - a huge potential for thecompany According to the strategy of the company, accounting software will become anessential part of all companies, MISA will minimize the cost price of a software unit sothat many companies can use software best (they are potential clients of the companywhen they need to use other software for production or business purposes) In addition,the company also provides many different kinds of software in accordance with the needsfor use of every firm, such as HR management software; client relation management

software, etc Therefore, the company’s amount of employees will considerably increasein 5 years later, especially is business Department’s employees.

Based on the needs and capabilities of the company: According to business strategy of

the company, the needs of the market and the abilities of the company that will clearlyidentify the needs of the company about the number of employees for each ofdepartment, or how to recruit in the near future Creating equilibrium between supply anddemand for labor so that efficiency in human resource is the highest.

2.2. Steps for strategic planning

Before conducting human resource planning, Administrative Organization Departmentand HR Department that need to recruit more staff has to study plans and strategies indetails, and combines with the whole company's plans to put forth a logical humanresource policy Human resource planning of MISA JSC includes 4 steps:

Step 1: Propose the needs of human resource

Based on business strategy, assess market needs and the ability to meet of the companyand some experience to a report about human resource needs at present First, research onthe number of human resources that meet the current needs, the numbers of employeesare working, and the numbers of employee missing in the position? Second, the level ofquality which human resources need to achieve Third, plans; quantity and quality ofhuman resources in the future (based on market fluctuation, production plans, and futurebusiness) Then, research on ability to meet the needs of the company about finance,departments, etc Last, concretize the number of human resources for recruitment.

Step 2: Propose human resource plans

HR plans are proposed in the long term (from 5 to 10 years) and in the short term(quarter, half year or a year) After conducting human resource demand forecasts by thecomparison of the market demand (the ability to develop markets in the short term), thedemand of the company (there is a campaign of product or not), and the ability is of thecompany Management board and human resource Department are responsible forproviding a HR plan report in short and long term.

Step 3: Implement human resource planning

Policies and plans are implemented by the HR Department and direct-relatingDepartment The HR department in charge of recruitment, training, business and softwaredevelopment Department directly train and receive new employees.

Step 4: Assess the performance and the effectiveness of plans.Check the numbers of recruited staff are sufficient or not? Quality meets the demand ornot? Human resource strategy is in accordance with the strategy of the company or not?There is a need to adjust if the performance are not in accordance with the target (thetarget and strategy of the company is to put human resource in center; thus, all issueshave to aim at people, put people in essence of value and development).After assessing the finished goals and plans, they have to learn from experience toachieve better results in the next plans and strategies

3 Recruitment management

Base on process of identifying the need of human resources, the company can determineclearly about amount of employees need to recruit There are 2 ways to recruitemployees:

Recruiting internal HR: If there has missing position in the company such as leadership

positions, manager, or team leader, the company will promote at first those who gainachievements in work.

When internal human resources do not meet the need of the company, it will implementexternal recruitment

Recruiting external HR: Put recruiting information in newspapers, website, magazines,

or contact with job-introducing centers; organize to recruit directly at job fairs, recruitingcontacts with colleges and universities by collaborating on training and scholarships

Process of recruitment – MISA JSC

(Source: HR Department- MISA JSC 2010)

Outline above is to summarize completely steps in process of recruitment of MISA JSC(the company can remove some above steps depending on work position)

Supplementary researchfor HR of Departments

Proposing recruitment

Approval of director

Building recruitment plans

Informing for recruitment

Receiving employees’ record

Interview

Period of probation

Receiving new employees

Rejecting candidates

After identifying the need of recruitment and recruiting proposal, the company will put arecruiting notice on newspapers, websites because it is popular and in accordance withdifferent levels of human resources The next step is to receive employees’ records Thecompany has not carried out rejecting directly employees’ records to make moreopportunities for candidates and to ensure that the company will recruit the most talents.Interview and test candidates’ level are two steps that reject the most candidates Afterpassing the interview, candidates are considered they pass recruiting course and have togo to have a physical check-up to ensure for the need of work Last, candidates willexperience two-month period of probation, in probation process, candidates will belearned about rules and workplace culture of the company In this period of probation, thecompany evaluates candidates that mainly based on sense of responsibility and inquiringmind of them In this step, the company still can reject candidates who are not inaccordance with targets and essence value that the company aims at

4 Training and developing human resource

Training and cultivating plays an important role in the development of human resourcesin company in general and MISA JSC in particular For the company, regular training forstaff personnel is very important in the development strategy In the period ofinternational economic integration; the period of information technology and knowledge,technology, new inventions constantly increase, especially in the field that the companyare operating Thus, training to update skills and knowledge, enhance professionalqualifications are essential Designing plans, strategies, training objectives need to becareful, specific, and clear and strategies have to be conducted seriously with diversifiedtraining for all officials and employees From professional-skilled training to personal-skilled training to provide social knowledge; law, and training to enhance a sense ofcommunity The training programs are very useful because it enhances in bothprofessional skills and cohesive team, makes a connection between company’s memberstogether, and increases solidarity striving for personal goals and objectives of thecompany Furthermore, in the training programs, there are often overall training,

knowledge but also can understand more about professional knowledge of others, thatleads to the increase in coordination of work (people understand and help each other tocomplete the work, empathy for the job and duties of other members)

Summary of training courses and objectives

The whole company,twice per year

All members of thecompany build andstrengthen workplaceculture

Creating family culturewith high organizationalmodel

Professional skill training-12

Enhance professionalskills

Work more effectively

Leadership training-1 Conduct strategies Achieve the target

(Source: Human Resource Department – MISA JSC 2010)

Methods of training: the company organizes courses of training with method exchanges-entertainment”

“study-With overall course: the company holds for all members of the company with main

purpose is to consolidate the solidarity between members, strengthen cultural value forthe company The main training method is a collective activity in twice per year: Firstwas held at the beginning of the year to summarize old-year, propose target andorientations in New Year Second was held in vacation period.

With professional skill training course: the source aims at increase professional

knowledge, increase uniformity of members working in the same Department, providingnew knowledge and skills in the period of integration When internal training aboutprofessional skills, the former members who has longtime experience can shareexperiences, working methods with new members Specifically, Departments hasdifferent training ways and time Business Department often organizes training for staffwhen there has a new product campaign, so that employees can learn more about keyproduct in this period Software Development Department organizes training for