Improving the human resources managementactivities at sunjin vietnam joint venture company

Lunghwa University of Science and Technology Graduate School of Business and Management Thesis for a Master’s Degree Improving the human resources managementactivities at Sunjin Vietnam Joint Venture Company Researcher: Su Bui Bao Ngoc Supervisor: Assoc Prof Han Hou January, 2017 Lunghwa University of Science and Technology Approval Certificate of Master's Degree Examination Board This is to certify that the Master’s Degree Examinations Board has approved the thesis Improving the human resources managementactivities at Sunjin Vietnam Joint Venture Company published by Mr.／Ms Su Bui Bao Ngoc in the Master Program of Graduate School of Department of Business Administration Master’s Degree Examination Board Board Members： Advisors： Chair： Assoc Prof Han Hou Date： ／ ／ ABSTRACT Thesis Title: Improving the human resource management activities at Sunjin Vietnam Joint Venture Company Pages：101 University：Lunghwa University of Science and Technology Graduate School：Department of Business Administration Date：September, 2017 Researcher：Su bui Bao Ngoc Degree：Master Advisor：Assoc.Prof Han Hou Keywords: Human Resouces Management (HRM), effectiveness, affecting factors, reality, impact In today's integrative context and technology transfer, human resources become a factor that bring competitive advantages for countries in general and each enterprise in particular It is a strategic tool that helps enterprises maximize their employee’s individual talent in order to bring efficiency in production and business which is most businesses expect For a long-term, stable development, it requires each business has to have an appropriate business strategy, a policy to maintain the financial stability and to wellmanage the organization's human resources Therefore thesis has focused on the HRM practices at Sunjin Vietnam Joint Venture Company to research the factors impact to the effectiveness of HRM activities in there Data used in making analysis was collected from conducting survey at Sunjin Vietnam Based on 105 valid responses from employees, the study indentified three components – “Training and development”, “Salary and compensation” and “Working environment – which explain effective level of HRM performance in this company The relationship between these HRM practices components and affecting factor is investigated through regression analysis As the result showed, these three components have positive influence on the effectiveness of HRM activities in which salary and compensation has the most significant impact on effective level of HRM performance In addition, based on these findings, the thesis also gives some suggestions for Sujin Vietnam to further improve HRM practices and increase employees’ satisfaction level to company ACKNOWLEDGEMENT During the time of preparing and completing my report, I was received numerous support and encouragement from many people In addition, this is hereby to express my sincere gratitude to them First and foremost, I would like to give my sincere thanks to the lecturers, especially to my supervisors Assoc Prof Han Hou and Dr Mai Duc Anh for their devoted attention, lessons and guidance, which have equipped me with key knowledge and essential skills throughout the course More importantly, everything I have learned here would undoubtedly help me tremendously in my work in the future Second, I wish to express my gratefulness to my colleagues at Sunjin Vietnam Joint Venture Company for their enthusiastic support and creating favorable conditions for me to have more useful information to complete this report I would also like to thank International School - Vietnam National University, Nantes University for useful supports during studying and researching to complete this paper This course has equipped and improved and added a lot of knowledge about the different areas In addition, the course also helps me to have a relationship, have the opportunity to share information and learn from other students in the program Sincere thanks! Author Su Bui Bao Ngoc TABLE OF CONTENTS Acknowledgement Error! List of Figures and Tables INTRODUCTION Bookmark not defined iv 1.1Problem identification 1.2 Research objectives, questions and scope 1.2.1 Research objectives 1.2.2 Research questions 1.3 Research scope, objects and methods 1.3.1 Objects 1.3.2 Research scope 1.3.3 Data collection methods 1.4 Contribution of the research 1.5 Structure of the thesis THEORETICAL FRAMEWORK 2.1 Conceptual framework on human resource management 2.1.1 Concepts of human resource 2.1.2 Characteristic of enterprise’s human resource 2.1.3 Concepts of human resource management 2.1.4 The role, functions and objectives of HRM 2.2 The factors impact on HRM performance 10 2.2.1 Recognition 11 2.2.2 Training and development 12 2.2.3 Salary and compensation 13 2.2.4 Working environment 14 2.3 Literature review 16 2.4 Research Model and Hypotheses 19 2.4.1 Research Model 19 i 2.4.2 Hypotheses 20 RESEARCH CONTEXT AND METHODOLOGY 21 3.1 Overview of Sunjin Vietnam Joint Venture Company 21 3.2 Organizational structure and HRM division 27 3.3 Research Methods 29 3.3.1 Research approach 29 3.3.2 Designing questionnaire 30 3.3.3 Sample and Data Collection 32 3.4 Analyzing data plan 33 3.4.1 Reliability analysis by Cronbach’s alpha 34 3.4.2 Exploratory factor analysis 35 3.4.3 Regression analysis 35 ANALYSIS THE REALITY OF HRM ACTIVITIES AT SUNJIN VIETNAM JVC AND SURVEY RESULTS 38 4.1 The business results of Sunjin Vietnam in the period from 2014-2016 38 4.2 The reality of HRM activities at Sunjin Vietnam JVC 39 4.2.1 The viewpoint on human resource management at Sunjin Vietnam JVC 40 4.2.2 Characteristics of human resource of Sunjin Vietnam JVC 41 4.2.3 The reality of HRM practices at Sunjin Vietnam JVC 44 4.2.4 Evaluating the reality of HRM activities at Sunjin Vietnam JVC 51 4.3 Research results and analysis 52 4.3.1 Data description 52 4.3.3 Reliability analysis and scale 56 4.4 Exploratory Factor Analysis 60 4.4.1 Exploratory Factor Analysis of Affecting Factors Scale 60 4.4.2 Exploratory Factor Analysis of Effectiveness of HRM performance Scale 64 4.5 Regression Analysis 65 4.5.1 Regression Analysis 65 ii 4.5.2 Research model and hypotheses tested result 69 FINDINGS AND DISCUSSIONS 71 5.1 Assessment of the effectiveness of HRM practices at Sunjin Vietnam 71 5.2 The affecting factors on the effectiveness of HRM activities at Sunjin Vietnam JVC 72 5.3 Suggestions to improve HRM performance at Sunjin Vietnam 72 5.3.1 Improve component of training and development 72 5.3.2 Improve salary and compensation component 74 5.3.3 Improve working environment component 74 CONCLUSION 76 References 77 APPENDIXES 81 iii LIST OF TABLES AND FIGURES Figure 2.1 The Michigan model 17 Figure 2.2 Research model 20 Figure 3.1 Organization structure of Sunjin Vietnam Joint Venture Company………… 29 Table 3-1: Encoded Data 33 Tabble 4.1 Sunjin Vietnam’s key performance indicator in the period of 2014-2016 38 Table 4.2 Labor structure of Sunjin Vietnam 41 Table 4.3 The growth rate of employee education at Sunjin Vietnam JVC in the period from 2014 to 2016 43 Figure 4.1 The recruitment results of Sujin Vietnam JVC from 2004 to 2016 44 Figure 4.2 The correlation between labor force and gross revenue of Sunjin Vietnam in the stage from 2004 to 2016 45 Table 4.4 Descriptive Analysis 52 Table 4.5 Gender distribution among 105 participants 54 Table 4.6 Education and seniority of 105 participants 55 Table 4.7 Reliability of scale 57 Table 4.8: Exploratory Factor Analysis of affecting factors to the effectiveness of HRM practices at Sunjin Vietnam 61 Table 4.9: Reliability statistics and exploratory factor analysis of affecting factors to the effectiveness of HRM practices at Sunjin Vietnam, 2nd time 62 Table 4.10: Exploratory Factor Analysis of the effectiveness of HRM performance Scale 64 Table 4.11: Correlations 65 Table 4.12 Collinearity Statistics 66 Figure 4.3: Regression Standardized Residual Error! Bookmark not defined Table 4.13 Regression analysis summary 67 Table 4.14: Regression analysis – the second time Error! Bookmark not defined Figure 4.4 Research module result 69 Table 4.15: Hypotheses Tested Results 70 Table 4.16 The effectiveness of HRM performance at Sunjin Vietnam 71 iv internal communication and openly communication at the workplace will help the company create flows of openly exchange information, narrow the gap between managers and employees Moreover, it will help employees update information about the company faster and improve the relationship between members in the organization Clearly communication will also avoid the psychological shock for employees and they will not misunderstand or inference the manager’s messages Secondly, stimulating positive working motivation of employees requires managers to always lead their employees with a clear vision, support adequate resources and the most important thing namely rewarding and recognizing their values; promote employees through positive thinking and motivation Thirdly, the modernization of machinery and equipment is an essential factor to enhance the business efficiency of company New technology facilitates for increasing labor productivity, thereby reduce product prices and improving product quality Modern machinery and equipment helps enterprise to automate and reduce errors in their production process and at the same time perform complicated tasks For instance, equipped and periodically maintained cooling systems (by ceiling fans, exhaust fans), dust collectors at the factory Inspecting periodically the hazardous elements at workshops ensures the prescribed standards on dust concentration, temperature and noise as well as periodically checking labor safety at all production area to avoid occupational accidents Therefore, innovating machinery and applying new technology is an urgent requirement for Sunjin Vietnam to improve its manufacturing business 75 CONCLUSION This research examined the reality of HRM activities at Sunjin Vietnam to investigate and describe the affecting factors impact to the effectiveness of HRM performance in there This research conducted quantitative method with survey questionnaire and a theoretical model used which based on HRM model with 23 observed items classified into four components of HRM practices and a component of the effectiveness The value collected data from 105 respondents was used to make reliability analysis, exploratory factor analysis and regression analysis and presented in chapter three The initial theoretical model was replaced by a new model with components of HRM practices (Training and development (TRAD), Salary and compensation (SALCO) and Working environment (WORE) and the remaining component of effectiveness The regression analysis describes the positive impact between affecting factors and the effectiveness in form of following equation: EFFECTIVENESS = 0.582TRAD + 0.751SALCO + 0.675WORE It is clear that positive effectiveness of HRM practices at Sunjin Vietnam will be driven by positive impact of Training and development (TRAD), Salary and compensation (SALCO) and Working environment (WORE) in which Training and development human resource (TRAD) is a prerequisite for organizations to survive and develop sustainable in competitive world Its goal is to maximize using the available human resources and improve the organizational professionalism and effectiveness by helping its workers better understand their jobs and perform their duties more self-consciously with better attitudes, as well as raise their adaptability to future jobs; Salary and compensation (SALCO) stands for company’s concerning and caring both spirit and material life to its employees thereby make them excited to accomplish their assigned tasks effectively Working environment (WORE) influent significantly on the employee’s productivity and quality and including facilities for work, corporate culture, incentives, labor relationships etc Findings in this research might be contribute to increasing Sunjin Vietnam managers’ awareness the 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The Cases of Electronics and Garments Commodity Chains in China, The International Journal of Human Resource Management, 20(2), pp.348-371 Michael White, Alex Bryson (2011) HRM and Workplace Motivation: Incremental and Threshold Effects London: National Institute of Economic and Social Research Nguyen Van Diem, Nguyen Ngoc Quan (2004) Human Resource Management Hanoi: Labor and Social Publishing House Nishii, L L (2008) Employee attributions of the “why” of HR practices: Their effects on employee attitudes and behaviors, and customer satisfaction Personnel Psychology, 61: 503-45 Nkomo, S (1987) Human resource planning and organizational performance: An exploratory analysis Strategic Management Journal, 8, 387-392 Nguyen Dinh Tho (2011) Methods of scientific research in business Hanoi Labor - Social Publishing House Le Anh Cuong et al, (2004) Methods and skills of human resource management Hanoi Labor - Social Publishing House 79 Le Thi My Linh (2009) Development of human resources in small and medium enterprises in Vietnam in the process of economic integration, PhD thesis in economics National Economics University Le Chien Thang and Truong Quang, 2005 Antecedents and consequences of dimensions of human resource management practices in Vietnam Int J of Human Resource Management, 16(10 October): 1830-1846 Patrick M Wright, Timothy M Gardner, Lisa M Moynihan (2003) The impact of HR practices on the performance of business units Human Resource Management Journal, 2136 Russell, J.S., Terborg, J.R., & Powers, M.L (1985) Organizational performances and organizational level training and support Personnel Psychology, 38,849–863 Sunjin Vietnam Joint Venture Company Annual Reports from 2014 to 2016 T.M.Amabile (1993) Motivational Synergy: Toward New Conceptualizations of Intrinsic and Extrinsic Motivation in the Work place Human Resource Management Review, 185201 Terpstra, D.E & Rozell, E.J (1993) The relationship of staffing practices to organizational level measures of performance Personnel Psychology, 27-48 Tran Xuan Cau and Mai Quoc Khanh Economic human resource National University of Econimics Publish House Tran Kim Dung (2011) Human reource management Hanoi Statistical Publish House Ulrich, D (1997) Measuring Human Resources: An overview of Practice and Prescription for Results New York: John Wiley & Sons, Inc Ulrich, D., Geller, A., & DeSouza, G (1984) A strat-egy, structure, human resource data base: OASIS Human Resource Management , 23, 77-90 WEBSITE http://sunjinvietnam.vn/en/services-category/dich-vu/ http://smallbusiness.chron.com/factors-affecting-human-resource-plans 80 APPENDIX A QUESTIONAIRE – VIETNAMESE VERSION Mã phiếu: NBS… PHIẾU KHẢO SÁT CÁC YẾU TỐ TÁC ĐỘNG ĐẾN HIỆU QUẢ CỦA HOẠT ĐỘNG NHÂN SỰ TẠI CÔNG TY SUNJIN VIETNAM JVC Xin chào q Anh/chị Tơi tên Sử Bùi Bảo Ngọc, học viên Khoa Quốc tế - Đại học Quốc gia Hà Nội Hiện tiến hành nghiên cứu đề tài “Nâng cao hiệu hoạt động nhân công ty liên doanh Sunjin Việt Nam” Mục đích nghiên cứu tìm hiểu yếu tố ảnh hưởng đến hiệu hoạt động nhân công ty Mọi thông tin mà Anh (Chị) trả lời sử dụng với mục đích nghiên cứu Tất thông tin Anh (Chị) cung cấp giữ kín tuyệt đối Xin Anh (Chị) vui lịng trả lời câu hỏi sau đây: Phần I: THÔNG TIN CHUNG Họ tên Anh/Chị (không bắt buộc): Giới tính: Tuổi: □ Nam □ Nữ □ 25 tuổi □ 26-30 tuổi □ 31-35 tuổi □ 36-40 tuổi □ 40 tuổi Bộ phận công tác: □ Phòng thiết kế ý tưởng □ Phòng tư vấn kiến trúc □ Trung tâm thiết kế điện □ Trung tâm thiết kế kết cấu □ Phịng dự tốn □ Khối phịng kế hoạch tổng hợp, tài kế tốn, truyền thơng Trình độ chun mơn □ Cao đẳng □ Đại học □ Trên đại học Thời gian công tác Anh/Chị công ty □ Dưới năm □ 1-3 năm □ – năm 81 □ Trên năm Phần II: CÁC YẾU TỐ TÁC ĐỘNG ĐẾN HIỆU QUẢ CỦA HOẠT ĐỘNG NHÂN SỰ TẠI CÔNG TY SUNJIN VIETNAM Hãy cho biết mức độ đồng ý Anh/chị tác động yếu tố sau đến hiệu hoạt động nhân công ty Sunjin Vietnam cách đánh dấu  vào thích hợp bên N0 1= Hồn tồn không đồng ý; 2= Không đồng ý; = Đồng ý; = Hoàn toàn đồng ý CÁC YẾU TỐ 3= Đồng ý phần; I – CÔNG NHẬN THÀNH TÍCH NHÂN VIÊN Cơng ty có quy định đánh giá khen thưởng rõ ràng, công khách quan Nhân viên nhận lời cảm ơn chân thành từ Ban giám đốc chủ tịch HĐQT sau hồn thành xuất sắc cơng việc Hình thức cơng nhận thành tích đa dạng (gửi email khen ngợi, trao khen, cơng khai thành tích trước tồn cơng ty, thưởng tiền vật có giá trị) Nhân viên tặng quà nhỏ bất ngờ ý nghĩa (phù hợp với sở thích, thói quen nhân ví dụ vé xem bóng đá, nhạc kịch, phiếu mua hàng thời trang hay quà cho nhân viên sinh nhật) Nhân viên trao số đặc quyền định xử lí cơng việc (ví dụ phép giải công việc từ xa số thời gian cụ thể, tham gia buổi tiệc lãnh đạo, tiếp cận khách hàng tiềm năng….) II – ĐÀO TẠO VÀ PHÁT TRIỂN Công ty đầu tư nhiều cho hoạt động đào tạo nâng cao lực chun mơn cho nhân viên Chương trình đào tạo, phát triển lao động cơng ty có tính liên tục chất lượng cao Nhân viên đào tạo kiến thức, kỹ cần thiết cho cơng việc Nhân viên có nhiều hội thăng tiến công việc 82 10 Chính sách đề bạt, thăng tiến cơng ty cơng III - LƯƠNG VÀ CHÍNH SÁCH ĐÃI NGỘ 11 Chính sách lương, thưởng trả cho nhân viên tương xứng với kết cơng việc 12 Chính sách lương, thưởng kích thích nỗ lực nhân viên 13 Tiền lương thưởng trả cho người lao động tương xứng với kết kinh doanh doanh nghiệp 14 Chế độ đãi ngộ cho nhân viên công ty đa dạng, hấp dẫn 15 Chế độ phúc lợi rõ ràng, công khai minh bạch cho nhân viên IV - MÔI TRƯỜNG LÀM VIỆC 16 Điều kiện thời gian làm việc an toàn, thoải mái 17 Cơ sở vật chất trang thiết bị công ty đại phù hợp với công việc 18 Yêu cầu công việc phù hợp với khả nhân viên 19 Mối quan hệ cấp cấp than thiện, tin cậy 20 Nhân viên công ty đối xử công 21 Trong công ty có liên kết, hợp tác chặt chẽ nhân viên với V – HIỆU QUẢ CỦA HOẠT ĐỘNG NHÂN SỰ 22 Các hoạt động nhân cơng ty có hiệu cao 23 Anh/Chị hài lòng với hoạt động nhân Sunjin Vietnam CHÂN THÀNH CẢM ƠN SỰ HỢP TÁC CỦA QUÝ ANH/CHỊ 83 APPENDIX B QUESTIONAIRE – ENGLISH VERSION CODE: BNS… QUESTIONAIRE FACTORS IMPACT ON THE EFFECTIVENESS OF HUMAN RESOURCE MANAGEMENT ACTIVITIES AT SUNJIN VIETNAM JVC Dear Colleague, My name is Su Bui Bao Ngoc, a graduate student of the International School - Vietnam National University Currently, I am researching the topic "Improving Human Resources activities at Sunjin Vietnam Joint Venture Company" The study aims to understand the factors affecting the effectiveness of the company's human resources performance Please spend your precious time to contribute your comments in the most objective way for this survey Your opinion will be kept confidential and will only be used for research purposes PART I: GENERAL INFORMATION Full name (non-compulsory): □ Male Gender: Age: □ Female □ < 25 years old □ 26-30 years old □ 36-40 years old □ > 40 years old □ 31-35 years old Working Department: □ Concept design department □ Architectural consultant Department □ M&E center □ Structure design center □ Construction cost estimate Department □ Departments of General plan, financial and accounting, administration, communication Education □ College □ Undergraduate □ Graduate How long you work for company? □ < year □ 1-3 years □ – years 84 □ > years PART II: THE FACTORS AFFECT ON THE EFFECTIVENESS OF HRM PERFORMANCE AT SUNJIN VIETNAM JVC Please tell us your agreement level for following statements about the factors impact on HRM practices at Sunjin Vietnam JVC by tick in the appropriate box below = strongly disagree, = somewhat disagree, = neither agree nor disagree, = somewhat agree, = strongly agree N0 FACTORS I – RECOGNITION The company has a clear, fair and objective regulation of awards Employee receives a sincere thank from the board of directors or the chairman for his/her excellent completion of work Diverse forms of achievement recognition (email compliment, award of merit, public achievements before the company, rewards money or valuable artifacts) Employee is given surprising, small gifts (suitable with their hobbies, habits such as football, musicals tickets, a fashionable voucher, or a birthdays gift for a child of an employee.) Employees are given certain privileges when dealing with the job (for example, being allowed to solve their work remotely in specific times, attending boss parties, approach potential clients etc.) II – TRAINING AND DEVELOPMENT The company invests strongly in training activities to improve the professional capacity of employees The training and development programs are continuous and high quality Employees are trained the necessary knowledge and skills for the job Employees have many advancement opportunities for career 10 Promotion, advancement policies of the company are fair III - SALARY AND COMPENSATION 11 12 The salary and bonus policies paid to employees are commensurate with their working performance The salary and bonus policies stimulate the efforts of employees 85 N0 FACTORS 14 The salary and compensation paid to employees are commensurate with the business results of the company Remuneration policy is diverse and attractive 15 A clear and transparent welfare regime for employees 13 IV - WORKING ENVIRONMENT 16 Working condition and time are safety and comfortable 17 The company’s modern facilities meet job requirement 18 Job requirement matched employees’ abilities 19 Relationship between manager and employee is friendly and reliable 20 Employees are treated fairly 21 In the company there are close links and cooperation among employees V – THE EFFECTIVENESS OF HRM PERFORMANCE 22 HRM activities of the company are highly effective 23 You are satisfied with HRM activities at Sunjin Vietnam THANKS FOR YOUR CORPORATION 86 APPENDIX C DURBIN – WATSON TABLE 87 APPENDIX D THE DISTRIBUTION RESULT OF CHI- SQUARE ALPHA Chi-Square Alpha α n 0.995 3.93E-05 0.0100 0.990 1.57E-04 0.0201 0.975 9.82E-04 0.0506 0.950 3.93E-03 0.1026 0.900 0.0158 0.2107 0.100 2.71 4.61 0.050 3.84 5.99 0.025 5.02 7.38 0.010 6.63 9.21 0.005 7.88 10.60 0.072 0.207 0.412 0.676 0.115 0.297 0.554 0.872 0.216 0.484 0.831 1.237 0.352 0.711 1.145 1.635 0.584 1.064 1.610 2.204 6.25 7.78 9.24 10.64 7.81 9.49 11.07 12.59 9.35 11.14 12.83 14.45 11.34 13.28 15.09 16.81 12.84 14.86 16.75 18.55 0.989 1.239 1.690 2.167 2.833 12.02 14.07 16.01 18.48 20.28 10 1.34 1.73 2.16 1.65 2.09 2.56 2.18 2.70 3.25 2.73 3.33 3.94 3.49 4.17 4.87 13.36 14.68 15.99 15.51 16.92 18.31 17.53 19.02 20.48 20.09 21.67 23.21 21.95 23.59 25.19 11 12 13 2.60 3.07 3.57 3.05 3.57 4.11 3.82 4.40 5.01 4.57 5.23 5.89 5.58 6.30 7.04 17.28 18.55 19.81 19.68 21.03 22.36 21.92 23.34 24.74 24.72 26.22 27.69 26.76 28.30 29.82 14 4.07 4.66 5.63 6.57 7.79 21.06 23.68 26.12 29.14 31.32 15 16 17 18 4.60 5.14 5.70 6.26 5.23 5.81 6.41 7.01 6.26 6.91 7.56 8.23 7.26 7.96 8.67 9.39 8.55 9.31 10.09 10.86 22.31 23.54 24.77 25.99 25.00 26.30 27.59 28.87 27.49 28.85 30.19 31.53 30.58 32.00 33.41 34.81 32.80 34.27 35.72 37.16 19 6.84 7.63 8.91 10.12 11.65 27.20 30.14 32.85 36.19 38.58 20 21 22 7.43 8.03 8.64 8.26 8.90 9.54 9.59 10.28 10.98 10.85 11.59 12.34 12.44 13.24 14.04 28.41 29.62 30.81 31.41 32.67 33.92 34.17 35.48 36.78 37.57 38.93 40.29 40.00 41.40 42.80 23 24 9.26 9.89 10.20 10.86 11.69 12.40 13.09 13.85 14.85 15.66 32.01 33.20 35.17 36.42 38.08 39.36 41.64 42.98 44.18 45.56 25 10.52 11.52 13.12 14.61 16.47 34.38 37.65 40.65 44.31 46.93 26 11.16 12.20 13.84 15.38 17.29 35.56 38.89 41.92 45.64 48.29 27 11.81 12.88 14.57 16.15 18.11 36.74 40.11 43.19 46.96 49.64 28 12.46 13.56 15.31 16.93 18.94 37.92 41.34 44.46 48.28 50.99 29 30 13.12 13.79 14.26 14.95 16.05 16.79 17.71 18.49 19.77 20.60 39.09 40.26 42.56 43.77 45.72 46.98 49.59 50.89 52.34 53.67 40 20.71 22.16 24.43 26.51 29.05 51.81 55.76 59.34 63.69 66.77 50 60 70 27.99 35.53 43.28 29.71 37.48 45.44 32.36 40.48 48.76 34.76 43.19 51.74 37.69 46.46 55.33 63.17 74.40 85.53 67.50 79.08 90.53 71.42 83.30 95.02 76.15 88.38 100.43 79.49 91.95 104.21 80 51.17 53.54 57.15 60.39 64.28 96.58 101.88 106.63 112.33 116.32 90 59.20 61.75 65.65 69.13 73.29 107.57 113.15 118.14 124.12 128.30 100 67.33 70.06 74.22 77.93 82.36 118.50 124.34 129.56 135.81 140.17 88 101 102 103 104 105 75.46 83.59 91.72 78.19 86.32 94.45 82.35 90.48 98.61 86.06 94.19 102.32 90.49 98.62 106.75 126.63 134.76 142.98 132.35 140.36 148.37 137.57 145.58 153.59 143.82 151.83 159.84 148.18 156.19 164.20 99.85 102.58 106.74 110.45 114.88 151.02 156.36 161.60 167.85 172021 110.71 114.87 118.58 123.01 159.03 164.39 169.61 175.86 180.22 107.98 89 ... Certificate of Master''s Degree Examination Board This is to certify that the Master’s Degree Examinations Board has approved the thesis Improving the human resources managementactivities at Sunjin Vietnam. .. appropriate business strategy, a policy to maintain the financial stability and to wellmanage the organization''s human resources Therefore thesis has focused on the HRM practices at Sunjin Vietnam Joint. .. and evaluation for their current development requirements Sunjin Vietnam Joint Venture Company is a joint venture among PIDI Company, HanViet Company of Vietnam and Sunjin E&A Corporation of