THÔNG TIN TÀI LIỆU
f TRA VINH PROVINCIAL PEOPLE’S COMMITTEE TRA VINH UNIVERSITY TRAN HUNG CUONG EFFECTED FACTORS OF HUMAN RESOURCE DEVELOPMENT: SITUATION OF SMALL AND MEDIUM TRADE - SERVICE COMPANIES IN TRA VINH Major: Business Administration Number: 9340101 RECAPITULATING PH.D THESIS BUSINESS ADMINISTRATION TRA VINH, 2021 Project is completed at: Tra Vinh University Guilde searchings: Associate Professor PhD Tu Van Binh Associate Professor PhD Huynh Quang Linh Reviewer 1: …………………………… Reviewer 2: …………………………… Reviewer 3: …………………………… The thesis will be protected at the Thesis evaluation board at : Tra Vinh University At ………………………… 2021 Thesis will be available at the library: ……………………………………… ……………………………………… ……………………………………… ……………………………………… CHAPTER INTRODUCTION 1.1 REASON TO CHOOSE THE TOPIC Small and medium companies very important and indispensable for a developing country, in which provides jobs and partly ensure the social security Moreover, Vietnam has a vastly human resource in population size, young population and are tranferring to the stage of “ the golden population structure” with over 96,2 million people in which 2/3 of the population is the youth and in the working age Therefore, human resource development of small and medium enterprises is considered a central issue for the development of the country, according to Echdar's human capital theory (2013), this is one of the activities The most important thing for a business to manage human capital well is to develop that capital or develop human resources to create a sustainable competitive advantage for the business Meanwhile, Yawson (2013) said that there is a difference between theory and practice of theory and systematic thinking in research and practice on human resource development; Uaron (2017) human capital theory is the capital that companies should invest in if they believe in the future human resource investment which is the recently practical importance for with companies According to a research in 2019, Vietnam has around 508.770 small and medium companies (SMC) in the Trade - Service sector with nearly 36% labour compared to the other sectors By the end of 2019, Tra Vinh province had 2.183 enterprises, with 88.046 employees, especially SMCs in the Trade and Service sector were 1.216 enterprises, with about 10.008 employees Besides, it requires clarifying the achievements and limitations of SMC nowadays, from there as a basis to output the management function to develop human resources for SMEs in Tra Vinh province is a highly current issue and practical in the current period, so the study "Effected factors of human resource development: situation of small and medium Trade - service companies in Tra Vinh" is a practical issue in theory and practice The gaps of the research: Kunio (1989) proposed a conceptual model to analyse, support to the development of human resouce, Sredl and Rothwell (1997) developed the frame of neccesary definitions for researchers Later, a number of empirical studies on human resource development of small and medium companies continued to apply research in Europe and America The emirical studies on the effects of the factors to human resource of small and medium companies of Frank and Mridula (2018), Katarzyna (2019), Zeqir and Ymer (2019), Nguyen Thanh Vu (2015), Ha Thi Duy Linh (2019),… are suitable for the state of business development in Vietnam, therefore, it is possible to apply and approach the research models of the above authors but must adjust and add some new factors to suit the field of SMC in Tra Vinh province Most of the previous studies have not studied the factors affecting human resource development: The situations of Tra Vinh small and medium companies in the research periods In Vietnam up to this point, the author has not seen any scientific researches on the factors affecting human resource development: The case of small and medium-sized enterprises in the Trade - Service industry 1.2 ENQUIRIES AND OBJECTIVES OF THIS STUDY 1.2.1 Research enquiries In order to solve the research problems, this research looks for the answers of the following questions: What components measure human resource development of SMEs in the trade and service industry? What is the difference in the scale of human resource development of SMCs with previous and actual studies at businesses in the trade and service industry? How to quantify the factors affecting human resource development of SMCs in the trade and service industry? What should be done to improve the human resource development of SMCs in the trade and service industry in the coming time? 1.2.2 General objectives Researching on factors affecting human resource development: In case of the small and medium companies in the Trade and Service sector in Tra Vinh province, in order to analyse, evaluate and make new contributions to the theoretical base, on the basis of which proposes governance implications to perfect the admission factors to human resource development of SMCs, contributing to improving the performance of local businesses 1.2.3 Purpose in details The study aims to the following requirement and objectives: Identifying the components of human resource development of SMCs in the trade and service sector Evaluating and developing the scale components of the factors affecting the development of human resources of SMCs in the trade and service sector Test the scale and theoretical model of factors affecting the development of human resources of SMCs in the trade and service sector Proposing the governance implications for the development of human resources of SMCs in the trade and service sector 1.3 RESEARCH SUBJECTS AND SURVEY SUBJECTS 1.3.1 Research subjects Thesis researches on factors affecting human resources development of SMCs in the trade and service sector in Tra Vinh province 1.3.2 Survey Subjects Survey of SMCs in the trade and service sector operating in Tra Vinh province 1.4 RESEARCH SCOPE 1.4.1 Research Content limitation The thesis is only limited to research in the scope of human resource development and the evaluation of business owners, analyzing the relationship between factors affecting the development of human resources in SMCs in the trade and service sector of Tra Vinh province 1.4.2 Space Limitation The time of the secondary data is used for research related to SMEs in the trade and service industry of Tra Vinh province from 2017 to 2019 operating under the Enterprise Law, specifically the types of businesses without home capital the country belongs to the trade and service industry The thesis does not study state-owned enterprises, foreign-owned enterprises, cooperatives, and households 1.4.3 Time Limitation Primary data used for analysis in the thesis are collected directly from the surveyed subjects in 2019 1.5 RESEARCH METHODS This research is mainly based on two main research methods: qualitative research and quantitative analysis 1.6 RESEARCH MEANING 1.6.1 Accademical contribution This study systematizes the general theoretical issues of human resource development, additional construction, and scale adjustment that the previous studies are limited Contributing to increase the generality compared to previous studies on the level of direct impact on the development of human resources of SMCs in the trade and service sector on the business owners' vision and indirectly the province's trained workforce Identifying and testing 10 factors that directly affect the development of human resources of SMEs in the trade and service sector 1.6.2 Practical contribution Helping policy researchers, business managers (business owners) to identify and understand more thoroughly; Help the owners of SMEs in the trade and service industry have a complete and comprehensive view of human resource development for SMEs in the trade and service industry, especially when recruiting employees for businesses This research is an important basis to help SME owners in the trade and service sector determine the priority level in the strategy of finding talent to serve the business development The governance implications of this study are also useful references for further research, as well as suggestions for policy makers to have an overall view of human resource development from the central government Refer to local authorities to promulgate new policies on human resource development to suit small and medium enterprises in the trade and service sector to create conditions for business owners in this industry to have a vision and develop strategies business in the near future 1.7 THESIS STRUCTURE This thesis is devided into parts: Part 1: Introduction; Part 2: Theoretical basis and research model; Part 3: Research Design; Part 4: Research Results and discussion; Part 5: Conclusion and administrative implications PART THEORETICAL BASIS AND RESEARCH MODEL 2.1 THEORETICAL BASIS OF HUMAN RESOURCE 2.1.1 Definition of Human resource 2.1.2 Characteristics of Human resource 2.2 THEORETICAL BASIS OF QUALITY OF HUMAN RESOURCE 2.2.1 Definition of Quality of Human resource 2.2.2 Characteristics of Quality of Human resource 2.3 THEORETICAL OF HUMAN RESOURCE DEVELOPMENT 2.3.1 Definition of Human resouce Development According to Mclagan Suhadolnik (1989), human development isthe combined use of training and development, aimed at fostering work-related and long-term learning capabilities of individuals, groups and business levels to improve individual productivity or that organization Meanwhile, Garavan (1991), Stewart McGoldrick (1996), Considering that human resources development is a strategic component of training, development and learning in organizations and individuals in the context of forming business strategies and organizational competitiveness in order to improve working efficiency of individuals, groups and organizations through the specific knowledge and skills of each individual employee In Vietnam, according to Tran Xuan Cau and Mai Quoc Chanh (2009), said that human resources development is the process of developing physical strength, mental ability, cognitive ability and absorbing knowledge, skills, social dynamism and creativity of human; culture; historical tradition, 2.3.2 Human resource development characteristics of small and medium companies 2.3.3 Definition of small and medium companies 2.3.3.1 Definition of small and medium companies in some countries 2.3.3.3 Definition of small and medium companies in Vietnam 2.3.3.3 The differencee between small and medium companies in the trade and service industry with other fields 2.4 OVERVIEW OF THIS STUDY 2.4.1 Researches in other countries 2.4.2 Reasearches in Vietnam 2.4.3 Key elements of human resource development Morrison (1996), thought that human resource development is measured by 06 components: philosophy, recruitment, job description, socialization, training, evaluation and reward; Guest (1997) claims that human resource development is measured by seven components: recruitment, training, employee evaluation, salary and bonus management, job description, employee engagement, status and ensure stability at work, According to Lake (2008), Research results show 12 factors affecting human resources: Labor legislation, labor market conditions, characteristics of labor supply, policies, recruitment, training, effective management job, timely information management, workplace, job characteristics, factory location and source of raw materials,… According to Nguyen Thanh Vu, there are 09 factors related to human resource development including: socio-economic - cultural environment, individual labor quality, education and training and labor law, state support policies on labor labor, labor recruitment, training and career development, analysis and evaluation of work results, working environment and labor relations, salary and benefits; Vo Thi Kim Loan (2015), asserted that there are 04 factors affecting the development of human resources, including education and training, science and technology, culture and society, and state policies,… 2.5 THEORY AND RESEARCH MODEL 2.5.1 Development of research hypotheses 2.5.1.1 Socio-economic environment According to research by Rosemary and Jim (2000), Rajshekar (2008), Vo Thi Kim Loan (2015), Nguyen Thanh Vu (2015), the sociocultural environment is considered as a source of resources for enterprises development, it means that if the economic - cultural social environment is stable, the labor force there is very abundant, from which the ability to attract businesses to invest will increase Hypothesis proposal H1: Socio-economic environment positively affects the human resource development of small and medium-sized enterprises in the trade and service sector of Tra Vinh province 2.5.1.2 Quality of human resource Research by Lake (2008), shows that the individual labor quality of each employee is one of the factors showing the individual capacity of the employee, it is also the determinant of success or success unsuccessful in developing corporate human resources The quality of the workforce is related to physical development, knowledge, skills, and confidence in the current job and the needs of the organization Hypothesis proposal H2: The quality of the labor force affects the human resource development of small and medium enterprises in the trade and service sector of Tra Vinh province 2.5.1.3 Education - training and labour policies Lake (2008), Nguyen Thi Hong Cam (2011), Vo Thi Kim Loan (2015) all have the same viewpoint that education and training contribute to perfecting human personality Learning by conscious influences from outside, contributing to meeting the existence and development needs of people in society, step by step for learners to acquire and master knowledge, skills and careers a systematic way to prepare the person to adapt to life and the ability to take on a certain job in a business Hypothesis proposal H3: Education, training and labor law positively impact the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province 2.5.1.4 Science and technology development policy Rosemary and Jim (2000), Vo Thi Kim Loan (2015), the results suggest that the State's supporting policies on science and technology are suitable for general socio-economic development conditions and each type of business In particular, it will facilitate the development of human resources associated with the current development of science and technology in the enterprise and vice versa, it will inhibit the development of human resources if the enterprise does not improve the faculty learn technology by economy However, when the process of international integration is more and more deep and wide, it requires more and more complete state policies to adapt to the integration process Therefore, in order to have good human resources, the state must have policies to support businesses Proposed hypothesis H4: Science and technology development policy positively affects the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province 2.5.1.5 Labour market David (1995) affirmed that the labor market is always associated with the future human resource development for a country in general and that this resource serves the business in particular When the labor market develops, the owner of the enterprise can easily recruit qualified and skilled workers to meet the needs of the business production and business, workers also easily find suitable jobs with his ability and forte The relationship between labor supply and demand will affect the level of wages paid to employees Hypothesis proposal H5: The labor market positively affects the human resource development of small and medium-sized enterprises in the trade and service sector in Tra Vinh province 2.5.1.6 Recruitment Rosemary and Jim (2000), Singh (2004), Lake (2008) said that labor recruitment expresses the view on purpose, requirement, object and form of labor selection of enterprises to ensure business enterprises have enough quantity and quality of human resources with the appropriate structure to implement their goals and tasks in the present or future period However, Nguyen Thi Hong Cam (2011), Nguyen Quang Hau (2012), Bui Thi Thanh et al (2014), Nguyen Thanh Vu (2015) confirmed that an enterprise has a recruitment policy, appropriate and attractive labor, using human resources in enterprises is one of the important factors affecting the development of human resources in enterprises associated with production and business Proposed hypothesis H6: Labor recruitment positively affects the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province 2.5.1.7 Training and developing labour resource According to the theory of Knoke and Kalleberg (1994) that continuous training and development helps to improve proficiency in production as well as in return of investment in human resources, according to Holton and Baldwin (2000) asserted that in order to improve labor productivity, skills training must be transferred to the workplace, maintained over time and generalized across different contexts Proposed hypothesis H7: Training and development of labor positively affects the development of human resources of small and evaluating a set of observed variables used to measure research concepts that need to be measured; Scale assessment: Based on the experts' opinions, completing the preliminary scale, the author conducted a survey of directors / deputy directors at the small and medium-sized enterprises in the trade and service sector of Tra Vinh province , reliability test (Cronbach's alpha) 3.2 DATA PROCESSING METHODS 3.2.1 Evaluate confidence coefficients Cronbach's alpha 3.2.2 Exploratory Factor Analysis (EFA) 3.2.3 Confirmation Factor Analysis (CFA) 3.2.4 Structural Equation Modeling (SEM) 3.2.5 Acreditation Bootstrap 3.3 PRIMARY RESEARCH DESIGN 3.3.1 Primary research steps 3.3.2 Results of building draft scales From the interviewing results of experts, the author has helped the author get a scale to measure specific factors (1) scale of socioeconomic environment including 06 observed variables; (2) the labor force quality scale includes 05 observed variables; (3) the scale of education and training and labor law includes 05 observed variables; (4) science and technology development policy scale includes 05 observed variables; (5) the labor market scale includes 05 observed variables; (6) labor recruitment scale includes 05 observed variables; (7) training and labor development scale includes 05 observed variables; (8) scale of performance evaluation includes 05 observed variables; (9) scale of working environment includes 05 observed variables; (10) scale of salary, bonus and benefits includes 06 observed variables; (11) conceptual scale of human resource development includes 04 observed variables 3.3.3 Preliminary quantitative research results 3.3.3.1 Sample size statistics This preliminary quantitative study used simple random sampling to collect survey data, and conducted a preliminary survey with 112 SMEs in the trade and service sector of Tra Vinh province, the subject of the survey director/deputy director, the results of data collected, and the screening of data remained 105 questionnaires to ensure enough basis to include in preliminary quantitative research 11 3.3.3.2 The results of assessing the reliability of the scale with Cronbach's alpha coefficients The results of assessing the scale of the factors affecting the human resource development of SMEs in the trade and service industry have the reliability of Cronbach's alpha of 52 initial observed variables, eliminating one variable of the scale of the economic environment factors economy - culture - society because there is a total variable correlation coefficient SCEE1 = 0.230 0.30, Cronbach's alpha coefficients of factors> 0.8 (lowest 0.833 and highest 0.896) achieve reliability for EFA research The evaluation results measuring the concept of human resources development include 04 observed variables, all scales have Cronbach's alpha coefficients> 0.7 (minimum 0.783, maximum 0.837), the correlation coefficient of the total variable> 0.30 shows high reliability scales for analysis, used for EFA analysis 3.3.3.3 Exploratory Factor Analysis (EFA) results The results of analysis of factors affecting the human resource development of small and medium enterprises include 51 observed variables The results have 10 factors extracted with Eigenvalues 1.615 > and the total variance extracted 69.022% > 50%, showing that the scales are accepted KMO coefficient = 0.685 in the range of 0.5 ≤ KMO ≤ factor analysis is appropriate, test Bartlett with Sig = 0.000 represents a high level of significance, the load factor of the observed variables is > 0.5, so the values are accepted for inclusion in the official study The results of analyzing the human resource development conceptual scale show that the scale has the variance extracted to reach 70.360% > 50%, with Eigenvalues 2.814> 1, the coefficient KMO = 0.781 is also in the range of 0.5 ≤ KMO ≤ 1, Bartlett test with Sig = 0.000 shows a high significance level, the load factor of the observed variables are > 0.5, this result shows that the observed variables are convergent and meet the conditions for official study 12 PART RESULTS OF RESEARCH AND DISCUSSION 4.1 OVERVIEW OF HUMAN RESOURCE DEVELOPMENT OF SMALL AND MEDIUM COMPANIES IN TRADE - SERVICE SECTOR IN TRA VINH PROVINCE 4.1.1 Overview of social economic states in Tra Vinh province 4.1.2 The current situation of the operation of small and medium-sized enterprises in the Trade - Service industry in Tra Vinh province in recent years 4.1.2.1 The general situation of small and medium-sized enterprises in the Trade and Service industry in Tra Vinh province 4.1.2.2 Structure of small and medium-sized enterprises in the Trade - Service sector of Tra Vinh province by labor size 4.1.2.3 Human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province by qualifications 4.1.2.4 The contribution of small and medium enterprises in the Trade - Service sector of Tra Vinh province to the socio-economic development 4.2 OFFICIAL RESEARCH ON FACTORS AFFECTING HUMAN RESOURCE: THE CASE OF SMALL AND MEDIUM COMPANIES IN TRADE – SERVICE SECTOR 4.2.1 Official research steps The official study consists of 08 steps: Step 1: Survey directors/ deputy directors who are working in small and medium enterprises in the Commerce - Service sector in Tra Vinh province Step 2: Synthesize the answer sheets, clean, encrypt data and use SPSS and AMOS software to study the next steps Step 3: Descriptive statistics of the data collected Step 4: Assess reliability and EFA Step 5: Factor analysis confirms CFA Step 6: Analysis of the SEM linear structure model Step : Test the competition model Step 8: Analyze Bootstrap 4.2.2 Official research model After building a scale of components and scales for human resource development of small and medium-sized enterprises in the trade and service sector in Tra Vinh province; on the basis of the results of preliminary testing of the scale components, the official research model proposed by the author in Figure 4.1 13 4.3 OFFICIAL QUANTITY MEASUREMENT AND RESEARCH SAMPLE Through the preliminary study transformed there are 55 observed variables, so the minimum number of research observations in this study must ensure from 55 * = 275 observations The survey sample in the official study used probabilistic sampling (Sudman, 1976) and the stratified sampling method, the survey was conducted from October 2019 to December in 2019 Based on the research area and scale of the number of SMCs in the trade and service sector of Tra Vinh province, with the number of survey questions 387 votes, but through the data cleaning process, the survey questionnaires still to the official study is 339 votes The descriptive statistical results also showed that the respondents in the survey had the participation of groups with different qualifications, in which intermediate / college level accounted for the largest proportion of 51.6% The interviewed managers and business owners with university degrees account for 35.7% Respondents are general directors /directors accounting for 44.2% and Deputy General directors/deputy directors 55.8%, in addition, the survey also provides information of interviewed respondents come from different economic 14 sectors: limited liability companies (49%), private enterprises (44.5%), joint stock companies (6.5%) Regarding the business field of each different industry: petroleum trading 26.8%, transportation business 7.1%, travel and accommodation 3.8% and other business 62.3% 4.4 CRONBACH RELIABILITY TESTING WITH ALPHA AND EFA 4.4.1 Scale test relying on the of coefficients Cronbach's alpha Research continues to re-test the scale of human resources development components extracted by the reliability of Cronbach's alpha Analysis results of reliability Cronbach's alpha all achieve the requirements that are > 0.8 (the lowest is 0.872, the highest is 0.919) and the correlation coefficient of the total variable > 0.3 Therefore, the scales ensure reliability throughout the analysis The results of testing the reliability of the human resources development conceptual scale by Cronbach's alpha coefficients show that all scales have Cronbach's alpha weight> 0.8 (the lowest is 0.827, the highest is 0.848), the variables in each all scales have total variable correlation > 0.3 Therefore, the scales ensure reliability throughout the analysis 4.4.2 Scale test using EFA analysis The results of the EFA analysis on the scale of human resources development components of SMEs in the trade and service industry with the coefficient KMO = 0.824 > 0.5 and the Barlett test statistically significant at < 5%, so the conditions for EFA analysis, the total variance extracted is 71.888% > 50%, the eigenvalues value is 2.296 > Factor load weights are all very high (the maximum is 0.903 of the observed variable LM4, the lowest is 0.728 of the observed variable RL5) and this scale has 51 observed variables that all satisfy the conditions for inclusion in the CFA study With the results, the coefficient KMO = 0.799 > 0.5 and the Barlett test is statistically significant at < 5%, should meet the conditions for EFA analysis The results of EFA analysis show that the scale of the concept of human resource development satisfies the conditions for the number of extracted factors, with the total extracted variance equal to 69.541% > 50%, the value of eigenvalues = 2.782 > 1, the factor load factors are very high, the maximum is 0.848 of HRD2, and the lowest is 0.820 of HRD1 15 4.5 SCALE TEST USING CFA 4.5.1 CFA analysis scale of human resource development components The results of the final analysis of the scale of the impact on human resources development show that Chi-square = 1174.732, df = 900, Pvalue = 0.000, Chi-square/df = 1.305 < 2, TLI = 0.965 > 0.9, CFI = 0.968 > 0.9, RMSEA = 0.030 < 0.08, so the measurement model of the component scale is compatible and consistent with the research data 4.5.2 CFA analysis scale of human resource definition CFA analysis results for each human resource development concept scale, showing the indexes Chi-square = 2.474, df = 2, Chisquare/df = 1.237 < 2, TLI = 0.998 > 0.9, CFI = 0.999 > 0.9, RMSEA = 0.026 < 0.08, so this measurement model is compatible and warrants further study data 4.5.3 Analyze CFA critical model The results of the critical model analysis (Figure 4.4) show that the indexes Chi-square = 1305.530, df = 1025, Pvalue = 0.000, Chisquare/df = 1.274 < 2, TLI = 0.966 > 0.9, CFI = 0.969 > 0.9, RMSEA = 0.028 0.9, CFI = 0.962 > 0.9, RMSEA = 0.031 < 0.08 Therefore, the SEM measurement model is compatible and consistent with the research data Figure 4.5 Theoretical (standardized) SEM model results 4.6.2 Testing and estimating competive model The results of the structural equation model of the competition model (Figure 4.6) show that this model has Chi-square = 1416.600, df = 1070, Pvalue = 0.000, Chi-square/df = 1.324 < 2, TLI = 0.960 > 0.9, CFI = 0.962 > 0.9, RMSEA = 0.031 and have not seen a big difference with the SEM model, only measurement criteria Chi-square = 1418.892 - 1416.600 = 2.292, the competition model removes one degree of freedom but other indices such as TLI, CFI, RMSEA have not changed 17 Figure 4.6 The results of the SEM of the competition model 4.6.3 Estimating test of reearch model by Bootstrap This study used Bootstrap method with number of repeating samples N = 500 (Tho and Trang, 2008) The test results show that the estimates are statistically significant for the factors that are estimated to satisfy the conditions and it can be confirmed that this model is reliable in a larger number of samples 4.6.4 Hypothesis testing The proposed theoretical model has ten research hypotheses After testing the theoretical mode H7 H9 are rejected, the remaining eight hypothesis H1, H2, H3, H4, H5, H6, H8, H10 are accepted 4.7 DISCUSSION ABOUT THE RESULTS OF THE RESEARCH For hypothesis H1: The research results show that the relationship between the socio-economic environment has a positive relationship with the human resource development of SMEs in the trade and service industry with a standardized weight of 0.215 and is statistical 18 significance (Sig = 0.000), so hypothesis H1 is accepted This test result is consistent with the study of Rosemary and Jim (2000), Ke et al (2006), Cunningham et al (2006), Hasler et al (2006), Nguyen Huu Than (2010), Nguyen Thanh Vu (2015), Bui Thi Phuong Thao (2015),… For hypothesis H10: The results of hypothesis testing also show that the factor salary, bonus and benefits have a positive relationship with the human resource development of SMCs in the trade and service industry, with a standardized weight of 0.155, reaching the level of statistical significance of 1%, with this result also consistent with research results of Singh (2004), Schuler and Jackson (1999), Vahdat (2012), Nguyen Quang Thu et al (2005), Tran Kim Dung (2009), Bui Thi Thanh et al (2014), Nguyen Thanh Vu (2015), so the hypothesis H10 accepted in the context of this study is reasonable For hypothesis H5: Hypothesis testing results also show that the labor market factor has a positive relationship with the development of human resources of SMCs in the trade and service industry, has a standardized weight of 0.144, reaches statistical significance of 5% and is accepted take The hypothesis also shows that the labor market always positively affects the development of SMCs in the trade and service sector and is consistent with the research results of David (1995), Lake (2008),… For hypothesis H4: Research results show that science and technology development policies have a positive relationship with the development of human resources of SMCs in the trade and service sector, with a standardized weight of 0.142, reaching the statistical significance of 5% and being accepted This is also consistent with the research results of Rosemary and Jim (2000), Vo Thi Kim Loan (2015) For hypothesis H3: Education, training and labor law have a positive relationship with the development of human resources of SMCs in the trade and service industry, have a standardized weight of 0.139, reach the statistical significance of 5% and are accepted and consistent with the study by Schuler Jackson (1999), Lake (2008), Karia and Asaari (2006), Williams and Aguilera (2007), Nguyễn Thanh Vũ (2015), Võ Thị Kim Loan (2015) For hypothesis H8: Hypothesis testing results also show that the performance evaluation factor has a positive relationship with the development of human resources of SMCs in the trade and service 19 industry, has a standardized weight of 0.125, reaching statistical significance level %, with this result also consistent with the study of Morrison (1996), Guest (1997), Pfeffer (1998), Gilley et al (2002), so the accepted hypothesis H8 is reasonable in current research For hypothesis H2: The hypothetical results show that the quality of labor resources has an influence on the development of human resources However, the sign of the coefficient does not follow the law of economics, this result is included in the section "restriction of the study" On the other hand, in the quick discussion, this hypothesis may also be due to the fact that the information related to SMEs in the commerce and the service industry is mostly a family business So that work at a simpler level, respondents not appear to be paying much attention, leading to research results not being as expected For hypothesis H6: Although being accepted with a statistical significance of 10%, the standardized weight 0.101 on the fact this result is still consistent with the study of Guest (1997), Pfeffer (1998), Schuler Jackson (1999), Rosemary Jim (2000), Singh (2004), Lake (2008), bên cạnh đó, nghiên cứu của, Nguyễn Thị Hồng Cẩm (2011),… For hypothesis H7 and hypothesis H9: These estimation results show that these two hypotheses are not statistically significant, which is a suitable result in the current research context for Tra Vinh province PART CONCLUSION AND ADMINISTRATION IMPLEMENTATION 5.1 CONCLUSION Quantitative preliminary analysis with 105 questionnaires, after preliminary analysis, the results of 55 satisfactory observations were included in the official study Official research, the author conducted a survey of 387 small and medium enterprises in the trade and service industry, after cleaning the data, there were 339 questionnaires that met the requirements to be included in the official study The results of reliability analysis, exploratory factor analysis showed that the scales met the requirements to be included in the CFA study The results of the CFA test for the critical model, the indexes of Chi-square = 1305.530, df = 1025, Pvalue = 0.000, Chi-square/df = 1.274 < 2, TLI = 0.966 > 0.9, CFI = 0.969 > 0.9 and RMSEA = 0.028 < 0.08, the critical model is compatible and consistent with the research data 20 When analyzing SEM for theoretical model, the results show that Chi-square = 1418.892, df = 1071, Pvalue = 0.000, Chi-square/df = 1.325 < 2, TLI = 0.960 > 0.9, CFI = 0.962 > 0.9, RMSEA = 0.031 < 0.08, the results have 08 accepted hypotheses H1, H2, H3, H4, H5, H6, H8, H10; hypotheses H7 and H9 are rejected The comparison results show that the competition model only removes one degree of freedom but does not change the model's relevance index, thus confirming the theoretical model is acceptable with statistical significance and results The estimation results of Bootstrap method with the number of repeated samples of N = 500 show that the absolute value of CR in the model and in the relationship between factors is ≤ 2, so it can be concluded that the theoretical model can be trusted with a larger sample number 5.2 ADMINISTRATION IMPLEMENTATION 5.2.1 Under a corporating governance perspective In order to gradually improve the efficiency of human resources development in SMCs in the trade and service sector of Tra Vinh province in the context of integration and sustainable development, it is necessary to solve a number of groups of related issues to promote strength, creating a driving force for development and overcoming weaknesses of factors affecting the development of human resources of SMCs in the trade and service sector of Tra Vinh province, specifically as follows: 5.2.1.1 Social cutural economic environment It is necessary to have incentive policies for the establishment of new or raising qualified individual business households to move to SMCs (micro companies) in this sector in the Khmer ethnic minority area, this is a characteristic of the traditional culture of the locality At the same time, it is necessary to have appropriate policies to motivate SMCs in the trade and service sector to resume their operation after a long period of business suspension due to the outbreak of Covid-19 epidemic 5.2.1.2 Compute and benefits Compute and bonus policy for employees should be implemented fully, on time and performance is set in comparison with other SMCs of the same type of business Benefits can be an additional income to help employees improve their living standards, if SMCs in the trade and service sector are always interested in implementing well the benefits, 21 they will create workers' comfort and can improve labor productivity and vice versa if the SMCs in this sector perform poorly or not care, then workers are sometimes discouraged or quit their jobs, and especially qualified workers, satisfactory workmanship 5.2.1.3 Labour market Encouraging SMCs development to increase employment opportunities for employees, contribute to accelerating economic restructuring, especially labor resource structure to develop in accordance with the dual goal of both economic development and prevention anti-epidemic Covid-19 Improve institutions, policies and develop the network of employment services, encourage the expansion of training scale towards socialization; strengthening training links with reputable educational institutions at home and abroad to train high-quality labor to meet the recruitment requirements of SMCs in the trade and service sector 5.2.1.4 Development policy of science and technology It is necessary to have specific policies and development plans in parallel with the application of the current industrial revolution 4.0 for economic development, in which there should also be a separate policy for SMCs in the trade and service sector Encouraging and creating conditions for businesses to invest in building research centers in schools, creating opportunities for the training of human resources associated with the actual requirements of enterprises 5.2.1.5 Education training and labour laws The State should have mechanisms and policies in education and training activities, step by step encourage the expansion of forms of labor training according to needs at enterprises; promote curriculum reform in training institutions, especially short-term classes that need to be modularly designed In the period 2020-2025, the state should have policies to develop systems on labor and vocational training to improve the quality of the labor force and professionalize the trained workforce and the ability to adapt to work at SMEs in the trade and service industry 5.2.1.6 Evaluation of work performance Evaluating the results of work performance to support the management is to help the owner of small and medium-sized businesses in the trade and service industry to make the right decision for the employee 22 correctly On the other hand, the owners of SMCs in this industry need to perfect and offer solutions to evaluate the performance of the work to each employee, to help employees understand and understand the employers' assessment of the work assigned to them; in order for the employee to try harder to complete their jobs well 5.2.1.7 Quality of labour resource Improving the professional training system for qualified trained workers to meet the development requirements in the economic integration process For employees, honesty in work brings practical benefits to business owners and is the basis for business owners to put their trust in employees; This is also a foundation for building relationships with colleagues in the workplace In the working environment, employees and their associates need to work closely with each other to fulfill the business goals of the business and to bring the business to increasingly sustainable development 5.2.1.8 Labour recruitment In the future, it is necessary to improve the quality of labor recruitment, especially the source of qualified and highly skilled labor, especially newly graduated students from universities and colleges, in which priority is recruiting Khmer ethnic workers The recruitment of employees needs to determine the business goals or strategies of the business in the coming period, especially recruiting according to the job description Another reason for the recruitment is the employer It takes time to verify the capabilities of the employees they employ 5.2.2 Under the management perspective of the government Improving propaganda forms to SMCs in general and SMCs in the trade and service sector in Tra Vinh province in particular (microenterprise); improve the quality of education and training institutions (schools, centers) for the development of human resources to serve the cause of industrialization and modernization Focusing on pilot investment in a number of high-quality vocational training institutions, key occupations and occupations that have been planned at different levels (ASEAN region and country) Encouraging the establishment of new private vocational training institutions and vocational education institutions invested by enterprises 23 Promoting the role associated with enterprises, forming a close relationship between educational institutions, enterprises and employment service centers, guiding enterprises and other units to participate in vocational training and standardization Vocational education training for SMCs conducting self-training Promptly encourage, motivate, and reward SMCs in the trade and service sector to well implement this policy 5.3 THE LIMITATION OF THIS RESEARCH AND THE NEXT RESEARCH DIRECTION With the results of this research, it will contribute to helping SMCs in the trade and service sector as well as policy makers have a deeper and more comprehensive view of the human resource development context, but besides the contributions Successful contribution, the study also has limitations as follows: The H2 hypothesis yields results that not follow the governance rules, because the coefficient of the sign is not as expected This is a limitation of the study, as the firms surveyed in trade and services, mostly in small businesses In small enterprises, the workforce is mostly simple, does not require high skills like the manufacturing sector, leading to test results not as expected Due to the limitations of research capacity, time, conditions and funding, this study is not able to approach and evaluate completely the definitions and the related researches this is the limitations and an expansion directions for further studies on a broader range This study only focuses on analyzing 08 factors from the results of the test significance (including 05 external factors, 03 internal factors), but in fact there are still many other factors that affect the test HR development of SMCs in this sector, so it is necessary to have follow-up studies to add more factors affecting the development of human resources of SMCs in the trade and service sector Research only approaches as SMC owners in the trade and service sector in human resources development, there are other approaches such as direct access to employees or policy-makers for this type of SMCs And this is also an expansion direction for the next research 24 LIST OF PUBLISHED SCIENTIFIC WORKS OF AUTHOR No Name of works Building a theoretical model of factors affecting human resource development in SMCs in the trade and service sector in Tra Vinh province Proposing a scale of factors affecting human resource development in SMCs in the trade and service sector in Tra Vinh province Published year Name of Journal 2020 Journal of Economics and Forecasting 15(733) 2020 Journal of Economics and Forecasting 21(739) ... and service industry The thesis does not study state-owned enterprises, foreign-owned enterprises, cooperatives, and households 1.4.3 Time Limitation Primary data used for analysis in the thesis... Nguyen Thanh Vu, there are 09 factors related to human resource development including: socio-economic - cultural environment, individual labor quality, education and training and labor law, state... that the State's supporting policies on science and technology are suitable for general socio-economic development conditions and each type of business In particular, it will facilitate the development
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