Solutions to improve the efficiency of human resources management in thang long ha noi 1000 year construction joint stock company

FOREWORD Introduction The capacity of an enterprise is formed by such factors as finance, facilities, intangible assets, technology, people, etc., in which people will manage, use and exploit the elements remaining Therefore, the human factor is a sufficient condition to determine the existence and development of an enterprise Vietnam has begun international integration Thang Long Ha Noi 1000 Year company has prioritized investment in human capital It is the highquality workforce that will contribute to increase profits for businesses Running against foreign enterprises, many Vietnamese enterprises have launched the plan of "Attracting talents" The race to win human resources accelerated after Vietnam joined the WTO Together with other economic sectors, the construction industry has contributed to creating a modern and civilized image of the City Thang Long Ha Noi 1000 Year Construction Joint Stock Company is a professional company operating in the field of investment and capital construction Hoping to contribute to the development, increase the capacity of the company through human factor and with the consent of the Board of Directors, I choose the topic "Solutions to improve the efficiency of human resources management in Thang Long Ha Noi 1000 Year Construction Joint Stock Company ”as a graduate thesis Research objectives Based on the analysis of the current situation of human resource management activities, to propose a number of solutions to improve the efficiency of human resource management at Thang Long Ha Noi 1000 Year Construction Joint Stock Company to develop and collect attracting, training and retaining human resources to meet the increasing scale needs of the Company Scope of the research The scope of the research is to analyze and evaluate the human resources of Thang Long Ha Noi 1000 Year Construction Joint Stock Company in the period of 2016 - 2019 Research Methodology The report is done by a number of methods but mainly in statistics, investigation, analysis and synthesis Information and data collected are based on the Company's record keeping system and from many sources such as direct, internet, consult experts and relevant departments The structure of the report Besides the introduction and conclusion, the report consists of three main chapters as follows: Chapter 1: Rationale for human resource management Chapter 2: Current situation of human resource management in the company Chapter 3: Solutions to improve the efficiency of human resource management in the company Chapter THEORETICAL BASIS ON HUMAN RESOURCE MANAGEMENT 1.1 The concept and the role of human resources 1.1.1 Human resource management concept Depending on different understandings and approaches, there are different perspectives on human resources From a macro perspective, human resources are the working age population The General Statistics Office when calculating social human resources also includes people outside the working age working in national economic sectors From a macro perspective in an enterprise, the human resource is the labor force of each enterprise, the number of people on the list of enterprises paid by the enterprise “Human resources of an enterprise are formed on the basis of individuals with different roles and linked together with certain goals Employees have different capabilities, personal characteristics, development potential, ability to form unions, trade unions to protect their rights, can assess and ask questions With the administrator's animations, their behavior may change depending on themselves or the impact of their surroundings ” (1) From both macro and micro perspectives, it shows that human resources are all human potential in an organization or society (including members of the board of directors) All members of the business use their knowledge, ability, conduct and ethical values to establish, maintain and develop the business Human resources include experience, skills, training and dedication, effort or any other characteristics that create added value and competitiveness for workers' organizations Therefore, human resource management is the overall coordination of planning, recruiting, recruiting, maintaining, developing, encouraging and creating favorable conditions for human resources through organizations, in order to achieve their strategic goals and vision (1) (Source: Tran Kim Dung, Human Resource Management, Statistical Publishing House, 2006, page 1) 1.1.2 The basic role of human resource management For employee service goals, managers must help their employees achieve their goals Within the organization, this goal is measured by job satisfaction, reflected in organizational commitment and positive work While the classical theory of human resource management is concerned with a single quantity, which is to improve profitability for shareholders, the modern corporate governance theory of human resources focuses on harmonization and the optimal balance of quantities belongs to the following groups of beneficiaries - Customer - Staff - Shareholder - Environment (social and ecological) 1.2 Basic activities of human resource management 1.2.1 Human resource planning 1.2.1.1 Concept Human resource planning is a process of actually implementing plans and programs to ensure that the right agency will have the right number, the right people, the right place, the right place and the right place 1.2.1.2 Human resource planning process There are steps:  Step 1: Set demand and forecast demand Forecast of human resources demand: after forecasting demand for production and business, the administrator will base on that forecast the demand for human resources specifically as: product units will be produced , how much revenue and how much labor is needed Forecasting the availability of human resources: The administrator must determine where the personnel supply will come from Many of the available workers in the agency will meet future needs, but there are also cases where the number of existing workers lacks skills and is unable to take on future jobs Therefore, administrators must manage records scientifically to be able to grasp the capabilities of their employees and from there, administrators can easily forecast human resources  Step 2: Set policies After experts analyze and contrast the needs and capabilities of the company based on the information system, the human resources management department will propose some specific policies, procedures and plans If the company is able to supply on demand, it should apply the old policy or rearrange it In case of redundancy, what are the company's policies and actions? And in case of a shortage of employees, the company needs to have specific policies and plans In both cases, the HR Manager should consider and calculate to suit the company's budget and submit it to the Director for approval  Step 3: Implement the plan - Employee shortage (lack of employees): In case of shortage of employees, the administrator must carry out programs such as transfer, promotion, demotion, recruitment, selection of employees in order to supplement promptly employees in accordance with the job, the ability of employees In short, in the company that lacks employees, managers must find ways to rearrange human resources in a reasonable manner - Surplus staff: in the case of surplus the administrator will apply the following measures: + Restrict recruitment + Reduce labor hours + For early retirement + Stretching workers - a temporary break  Step 4: Check and evaluate: At each stage, the administrator must regularly control whether the plans and programs are in line with the set goals It is necessary to evaluate the plans to gain experience To the forecast job Administrators must use the company's information systems, records At the same time, administrators can apply the following methods: - Analyzing trends - Using computers - Judgment of the management level - Delphi Technique - Other methods 1.2.2 Job analysis 1.2.2.1 Concept Job analysis is a process of systematically identifying the tasks and skills necessary to perform the tasks in an organization 1.2.2.2 Work analysis process Define purpose, using job analysis information Gather basic information Gather job analysis information Check information with members Implement job descriptions and job standard description tables Figure 1.1 Job analysis procedure (Source: Nguyen Huu Than, based on Gary Dessler) 1.2.2.3 Methods of job analysis  Questionnaire  Observe  Interview  Record in the diary  Checklist board  Coordinate methods 1.2.3 Employees recruitment 1.2.3.1 Concept Recruiting employees is a process that attracts qualified people from a variety of sources to apply for a job application 1.2.3.2 Recruitment process The goal is to attract people from different sources for important positions, create healthy competition, innovation, breakthrough progress in leadership Chairing the recruitment organization is the Organization and Administration Department, the Admission Committee is the Board of Directors and a number of experts inside and outside the company (if necessary) Candidates are those selected by management and other people inside or outside the company who meet the criteria for this position (voluntary) The test includes professional knowledge for management, legal knowledge, management situation skills and environmental circumstances in the application, the plan is intended to be implemented… 3.2.2 Solutions to training process In addition to the training methods for new employees such as tutoring for technical staff, desk-based training for professional and office staff, on-site training for site workers, the current additional training programs at the company are: integration training, advanced basic professional training, skill training related to new projects …  For labor management Development training must be strategic, must train a new generation of managers with characteristics different from their predecessors Therefore, the company must develop long-term training programs for a number of capable leaders, deducting a part of the development investment fund for training, as an investment in Intangible asset value of the company 5 Each year, the manager must be assigned a project or a topic to participate in the management or make recommendations to other specialized departments besides the good completion of the work and assigned tasks Before a person is promoted to the position of head of department or above, he or she must be notified months in advance and be trained on a project to expand production and business, increasing work efficiency or improve the quality of management in the area of expertise they are about to undertake For a number of growing sectors, the company needs a policy to encourage capable employees to learn how to behave leadership  For technical workers When training practical skills for technical staff so that they have the ability to directly participate in projects and constructions, the company should create specific human resource development programs, analyze the learning situation of workers to advise them on training, understand the aspirations of those who are being trained to create conditions such as: - Increase salary for employees with qualifications and techniques to complete their tasks, reward for those with high training achievements - Promoting those who improve their labor achievements after the training process - Allow them to use the facilities and equipment in the company for the training - Financial support for those who have a long-term commitment to the company 56 2.2.3 Solutions for salary & remuneration policies Improvements should be made to remuneration to ensure fairness, maintain internal human resources and attract employees outside the company The current salary of the company has not shown fairness and does not reflect on job performance, salary increases and bonuses are based on subjective assessments Solutions to improve salary and remuneration at the company: Add job evaluation coefficient to the current salary calculation formula of the company This coefficient is based on the self-assessment and the head of the deployment assessment: Table 3.1 Evaluation table of job factors Amount of work Quality of work Time Scale point: - Excellent; - Fair; - Average; - Weak; - Poor (of which: 1, points is minus salary) 57 Current salary calculation formula of the company: TI=BS+SCW+A+O+OA TI: Total income BS: Basic salary SCW: Salary coefficient of work A: Allowance O: Overtime pay OA: Other allowances (lunch, phone, petrol ) The self-assessment encourages employees their best at work and helps managers to fairly assess their employees and the performance of each employee The job evaluation coefficient aims to ensure the equality in incomes among people who undertake the same job The increase in salary should be made depending on the performance and contribution of employees to the company's operations If the company implements well the proposed solutions, it will motivate people to make more efforts and improve the quality of their work 3.2.4 Solutions to evaluation work Labor management is an integral part of the company's production and business management system, in order to improve the efficiency of this work, the company needs to simultaneously reform many other activities such as promoting renting machines and equipment, closely managing warehouses and working time of officials and employees 58 The company needs to promote advertising, market research, improve the quality of construction works to increasingly improve the company's reputation with customers Organization of the workplace: The workplace must be airy and equipped with adequate equipment At construction works, safety and order must be ensured The task of assigning security guards at offices and attached units must be strictly carried out and ensure safety during holidays Encourage employees to work hard and provide bonuses for those who successfully complete assigned tasks Build a comfortable atmosphere in the working environment, great solidarity from the bottom to the top, promoting collective strength, arousing the creative ability of everyone in the company collective 3.2.5 Solution for organizational structure In keeping up with current development requirements, the company should use a matrix organization structure Currently, this is a very attractive model, flexible and low-cost labor rotation because management boards can exchange personnel as needed This structure requires administrators to have a great influence, so the human resource management department is essential for the company, helping to regulate personnel between the departments 59 GENERAL MEETING OF SHAREHOLDERS CONTROL BOARD ADMINISTRATIVE COUNCIL GENERAL MANAGER DEPUTY GENERAL DIRECTOR OF DEPUTY GENERAL DIRECTOR OF TECHNICAL ORGANIZATION ADMINISTRA TIVE OFFICE CONSTRUCTI FINANCIAL ACCOUNTIN G PROJECT LEADER BOARD LEGISLATION DEPARTMEN T ON TECHNICAL DEPUTY GENERAL DIRECTOR OF QUALITY IT SOLUTION S ISO SYSTEM PROJECT LEADER BOARD DEPUTY GENERAL DIRECTOR OF PLAN DEPUTY GENERAL DIRECTOR OF INVESTMENT BIDDING ROOM PR MARKETING OFFICE SUPPLIES PROJECT LEADER BOARD PROJECT LEADER BOARD 60 PROJECT LEADER BOARD Figure 3.1 Organizational structure of Thang Long 1000 Year Construction Joint Stock Company Improving professional qualifications for employee of departments: Employees of departments and boards must have skills in performing the functions of governance to be able to fulfill their roles and convey the spirit to all levels of other corporate governance in the company The training and retraining knowledge of management profession is easily carried out in close cooperation with the relevant subjects of the universities, institutes, research centers of the country or through training sessions, exchanging experiences with other units inside and outside the country Promote the application of information technology in management: Computerized information about employees, establish a data system that gathers full information about an employee and saves stored on the computer When it comes to retrieving information, such as a need for an employee who meets certain conditions, the computer will indicate the candidates are capable According to the experience of experts, the basic elements in a resume are the professional skills of the human resources put into the computer, usually including the following information: experience code in the job, job description code in the company, production knowledge, experience, education, training courses involved, foreign language skills, career interests, work achievements, Through which the company and its departments can easily manage and forecast their human resources 61 CONCLUSION Human capacity is often sustainable because it cannot be established in a short time It is related to the culture of the organization These are unwritten standards, become a way of life and conduct among members of the organization With the goals as originally stated, the internship report has achieved the following main contents: - Focus on researching documents on human resource management, based on which draws some experience applied in the company's practices - Review and analyze the human resource management policies the company is applying in combination with collecting and analyzing the necessary data to gain an overview of the company's human resource management - Conduct investigations and interviews with leaders and employees in the company to clarify the situation of human resource management of the company - Based on available data, the report presents the company's human resource management methods in the future However, the internship report is only limited to solutions aimed at better serving and improving the capacity of the company's human resources The solutions are rooted in the opinion of experts, experienced people, leaders and can be implemented at the company With these recommendations, the internship report will contribute to the company's human resource management 6 APPENDIX Survey questionnaire THANG LONG HA NOI 1000 YEAR CONSTRUCTION JOINT STOCK COMPANY EMPLOYEE POLL Thang Long Hanoi 1000-year Construction Joint Stock Company has achieved very encouraging results in production, business activities and human resource development Currently, although the Company has some basic advantages, it also faces many difficulties and challenges in the development process The current urgent requirement is that the Company needs to continue improving its production and business management skills to cope with the constant fluctuations in the business environment The company needs to determine the long-term development strategy, select the key business lines, appropriate management models and have an effective strategy for developing resources (human resources, physical resources ) Therefore, through this poll, the company hopes to receive useful, frank and sincere ideas from employees to help Company leaders devise a human source development strategy I INTRODUCTION ABOUT THE SELF Your current age: 64 ( ) From 18 - under 30 years old ( ) From 30 - under 40 years old ( ) From 40 years old and up Your gender: ( ) Male ( ) Female Be recruited through: ( ) Someone introduced ( ) Advertise on internet, radio ( ) Employment agency ( ) Students practice ( ) Other Your current job is: ( ) Technical staff ( ) Officer How long have you worked at the Company? ( ) Less than year ( ) From year to less than years ( ) From years to less than 10 years You belong to the group: ( ) Office ( ) Construction 65 Indicate your level of interest in the following: (numbered from to with 1: Most interested; 5: Least interested) ( ) High income ( ) Fine job ( ) Promotion opportunities ( ) Big company, famous in the construction industry ( ) Good working condition AI INDIVIDUAL REVIEW OF THE HUMAN RESOURCE MANAGEMENT SITUATION Depending on the level of assessment from low to high corresponding to scores from to 5, please tick the appropriate box (1: strongly disagree; 5: strongly agree) Content Comment on the company Customers appreciate the company The company treats customers well Products and services of the company are high quality The company implements the principles of occupational safety In general, the company achieved its goals effectively Comment on your work Allow good use of personal competence You are encouraged to be creative at work When you finish well your work, you will be appreciated You are guided enthusiastically at work 10 You like your job Comment on quality supervision 11 Superior supervises when there is a problem regarding your work 12 The superior encourages you to participate in making important decisions 13 Superiors always require you to work hard and effectively 14 The work is clearly defined in scope of responsibility 15 You are aware of the superior's comment on the level of work completion Comment on training and promotion issues 16 You have the skills to a good job 17 You are entitled to participate in training programs required by the job 18 You have many opportunities for promotion 67 19 The training work in the company has a good effect 20 You know the conditions for promotion at the company 21 Reward policy of the company is fair Comment on information, communication in the company 22 Changes to policies, procedures related to employees are fully and clearly informed 23 There is enough information about the job 24 Functions and tasks not overlap between parts 25 You can contribute and express opinions 26 Leaders are interested in understanding the views and thoughts of employees Comment on the working environment 27 Everyone has the cooperation to work 28 Employees have the style to work urgently and on time 29 Employees have a high sense of responsibility 30 Employees are respected and trusted at work 31 The leadership is polite and gracious 32 Employees are treated fairly and without 68 discrimination 33 You have the flexibility and the necessary powers to perform creative, highly effective work Comment on salaries and bonuses 34 Employees live off the company income 35 The salary you receive is commensurate with the results of your work Comment on the situation of employees assessment 36 The employee evaluation is fair and accurate 37 The superiors are concerned about the importance of the assessment 38 The evaluation process helps you to have a clear plan for personal career training and development 39 The assessment has really helped to improve the quality of work The company brings satisfaction to you about: 40 High income 41 Stable job 42 Promotion opportunities 43 Good working condition 44 You trust the company 69 ... 1000 YEAR THANG LONG HA NOI CONSTRUCTION JOINT STOCK COMPANY Short Name: 1000 YEAR THANG LONG HA NOI CONSTRUCTION JOINT STOCK COMPANY Abbreviated name: 1000 YEAR THANG LONG HA NOI. , JSC Headquarters:... so the the company needs to have an appropriate plan of production and business to meet the needs of the market The Management Board of Thang Long Hanoi 1000- year Construction Joint Stock Company. .. position of a reputable contractor in the construction market in general Thang Long Hanoi 1000 Year Construction Joint Stock Company operates with the following main business lines:  Construction of