Quan hệ lao động trong các doanh nghiệp sản xuất ô tô có vốn đầu tư nhật bản tại việt nam TT

INTRODUCTION Reason for choosing the topic In the new context, when Vietnam participates in the signing and implementation of international agreements in the ASEAN region, the Trade agreement, the new generation of the Trans-Pacific Partnership, the Free Trade agreement between Vietnam and the European Union and some standards of the International Labor Organization, etc Industrial relation is one of the indispensable conditions in the stability and development of enterprises Especially the foreign direct investment (FDI) enterprises are also being directly affected by industrial relations Among them are the Japan-invested automobile manufacturers in Vietnam with a certain number of workers in the workforce of the FDI enterprises In the last five years, industrial relations in the Japan-invested automobile manufacturers in Vietnam are still stable, and there has not been any labor dispute or strike However, with the constant development of domestic and foreign economy, and of the 4.0 industry; the industrial relations in these enterprises always have the potential risks of disagreement in industrial relations This disagreement can easily lead to an increase in unemployment and the labor force in the enterprises is likely to fluctuate Japan is not only a country with a developed economy, but it is also the country with the largest source of official development assistance (ODA) in Vietnam In general, Japanese enterprises have a good solution point of view for industrial relations In the same investment environment, with the same business conditions, in reality the Japanese FDI enterprises rarely have labor conflicts In automobile manufacturing enterprises, strikes are never allowed to happen Also, with the competitive advantage compared to other foreign-invested enterprises in Vietnam Issues related to Japanese-invested automobile manufacturing enterprises in Vietnam are a matter of great concern for many people Therefore, the postgraduate students focused on researching the topic: “ Industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam” wishes to closely evaluate the reality, producing practical solutions for the Japan-invested automobile manufacturers in particular and Vietnam’s automobile manufacturing industry in general Finally, to contribute to the stability, development of the whole car manufacturing industry in Vietnam in the period of integration and development Research purposes On the basis of theoretical and practical research, this is to propose solutions to build harmonious and progressive industrial relations in Japaninvested automobile manufacturing enterprises in Vietnam, contributing to improving labor productivity and job quality Subjects and the scope of the study 3.1 Research subjects Mostly industrial relations: subjects are industrial relations; subjects are the Japan-invested automobile manufacturing enterprises in Vietnam 3.2 The scope of the study Regarding research content: The thesis focused on researching the basic contents of industrial relations between employees (and their representatives) and employers (and their representatives) on issues of wages, labor agreements, working conditions, and labor standards issues in enterprises Spatial scope: 03 large Japan-invested enterprises in Vietnam such as: Toyota Motor Vietnam (in Vinh Phuc), Honda Vietnam (Vinh Phuc), Vietnam Suzuki limited liability company (LLC) (in Dong Nai) Scope of time: The thesis mainly takes research data from the Japaninvested automobile manufacturing enterprises in Vietnam from 2012 to 2019; proposes solutions to 2025, vision to 2030 Research Methods 4.1 Data collection method: Use primary and secondary data collection methods 4.2 Research methods - The thesis uses qualitative and quantitative research methods to serve the research progress - In addition, the thesis also uses some other research methods: statistics, description; data processing, document synthesis; comparison Scientific and practical significance of the topic 5.1 Theoretically - Generalized the concepts related to industrial relations; systematized some basic contents of industrial relations in enterprises - Analysis of factors affecting industrial relations in enterprises in the period of innovation and integration - Clarifying the Party’s view on foreign-invested enterprises in Vietnam 5.2 Practically - Assessing the current status of industrial relations at Japan-invested automobile manufacturing enterprises in Vietnam From there, make assessments and comments on the advantages and disadvantages of industrial relations in enterprises - Proposing solutions to build labor relations towards harmonious and stable industrial relations in the Japan-invested automobile manufacturing enterprises in the coming time - The thesis can be a reference for foreign-invested automobile manufacturing enterprises in Vietnam, trade unions organizations of the same type, theoretical researchers, and researchers interested in issues related to industrial relations in enterprises in the innovation period The thesis structure In addition to the introduction, conclusion, list of references and appendices, the main content of the thesis consists of chapters: Chapter Overview of research on industrial relations in enterprises Chapter Theoretical and practical basis of industrial relations at enterprises Chapter Reality of industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam Chapter Solutions to build harmonious and stable industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam Chapter OVERVIEW OF RESEARCH ON INDUSTRIAL RELATIONS IN ENTERPRISES 1.1 Overseas studies on industrial relations Studies on the concept, nature and content of industrial relations - Studies on the concept of industrial relations: In the world, industrial relations were formed very early along with labor hiring processes Industrial relations are a historical category associated with the formation and development of the labor market Right from the 17th century, scientists William Petty (1623-1687), Franỗois Quesnay (1694-1774) have studied the connotations of industrial relations In 1958, the first scientist to officially study labor relations was J.T Dunlop - a professor at Harvard University Around the end of the 19th century, the terms of industrial relations really started to appear In 2002, according to the research of Loic Cadin et al., the concept of industrial relations was proposed from a legal perspective Thus, it can be seen that many studies in the world are interested in the field of industrial relations That shows the complexity and diversity of industrial relations in the context of the market economy - Theories of industrial relations: Derived from the unitary school and the pluralist school - Research on the nature of industrial relations: K Marx, Friedrich Engels and V.I Lenin discovered the nature of the capitalist system, the reality of labor and the life of workers in the capitalist system These theoretical systems are directly related to the industrial relations between the bourgeoisie and the workers in production Researchers have pointed out the nature of industrial relations and the occurrence of strikes and strikes by workers in capitalist society - Research on the content of industrial relations: since the 1990s, many practical studies on industrial relations in countries with economies in transition have been conducted To date, the view that is considered the most comprehensive, the most widely recognized on industrial relations commonly used is that of David Macdonald and Caroline Vardenabeele (1996), representatives of the ILO, etc 1.2 Domestic research projects on industrial relations About the concept, nature, and content of industrial relations - Research on the concept of industrial relations: In Vietnam, some authors have started researching since the Doi Moi policy was introduced However, it was not until 2002 that the issue of industrial relations in the market economy really got the researchers and managers’ interests After researching and consulting with a number of scientists, experts, researchers have come up with the concept of industrial relations in enterprises as follows: Industrial relations is the relationship between employees and the collective of employees with the employer and the employer’s representative organization and is established in the labor process on the basis of the current labor law and through the implementation of agreements and negotiations on the principles of voluntariness, equality, cooperation, respect for each other’s legitimate rights and interests to fully carry out the work what the parties have committed - Research on the nature of industrial relations: Industrial relations are both economic and social in nature and governed by law In an enterprise, industrial relations are the summation of relationships between employees and employers, revolving around labor-related conditions Industrial relations show the interaction between the parties involved in the labor process There are twoway mechanisms and three-way mechanisms - Research on specific contents of industrial relations: The thesis studies labor relations through the conclusion and implementation of labor contracts; negotiate, sign and register the collective labor agreement (CBA); “Strikes and Labor Relations in Vietnam” by Chang - Hee - Lee and Simon Clarke; Le Manh Ha (2008) with the article “Strikes and Industrial Relations in Vietnam - Current Situation and Solutions”; Author Le Thanh Ha (2012) studies “Industrial relations in foreign-invested enterprises in Vietnam and the role of trade unions” etc According to the research of MOLISA-ILO (2018), the content of industrial relations includes the relations on employment, salary, labor contract, working time, rest time, social insurance, labor discipline, rights and obligations of the parties, settlement of labor disputes, etc - Research on factors affecting industrial relations: a number of studies by Tran Van Hoan and Nguyen Ba Ngoc have analyzed the factors affecting industrial relations And these factors have been more generalized in the MOLISA-ILO report (2018) Another study on industrial relations in the context of integration by Dang Thi Hai Ha (2019) “Economic issues rather than social issues”, EVFTA, etc 1.3 Gaps in the research and research direction of the thesis 1.3.1 Gaps in studies Firstly, most studies suggest that industrial relations only consist of relationships between employees and employers within the enterprise Secondly, the quality of human resources working in FDI enterprises in general and Japanese-invested automobile manufacturers in particular has not been deeply analyzed Thirdly, standing on the employee's point of view but paying little attention to the employer's point of view Fourthly: a number of solutions to build industrial relations not only need to meet the requirements of current industrial relations but more importantly need to forecast the trend of industrial relations in the future Fifth, there has been no systematic and comprehensive research on industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam 1.3.2 The research direction of the thesis - Systematize basic theoretical issues on industrial relations in the context of international economic integration, especially contents and factors affecting industrial relations The thesis will approach industrial relations within enterprises - Research the experience in maintaining and developing labor relations through the collective labor agreements of some countries and draw lessons for Japanese-invested automobile manufacturers in Vietnam - Analyze and assess the current status of industrial relations at foreigninvested enterprises in general and Japan-invested enterprises in the field of automobile production in Vietnam in particular; analyze the causes, the influencing factors, etc From that point out the achievements, limitations and causes of the above situation - Proposing some directions and solutions to build industrial relations in automobile manufacturing enterprises with Japanese investment capital 1.4 Experiences of some countries in building industrial relations 1.4.1 China’s experiences China is a country with political, economic and social institutions quite similar to Vietnam Since 2001, collective bargaining has really started to spread wide, mainly by repeating provisions in the law China has great experience in setting up a tripartite consultation mechanism 1.4.2 Japan’s experiences Japan’s industrial relations are very stable and has created the “Japan’s industrial relations model” with basic pillars: lifetime employment, senioritybased pay, and one-enterprise-union system From 1960 until now, Japan has had very few labor accidents 1.4.3 Some Southeast countries’ experience At present, Philippines industrial relations are very unstable, due to the script application of the U.S industrial relations The relations in Malaysia are quite similar to the UK and have not been successful due to the obstacles from previously formed trade unions; Singapore is a small but developed country with strict law, so the industrial relations are very stable, with few conflicts and strikes In Indonesia, the rioting situation has not although the legal system is being revised And since 1946, Thailand has built and revised the Labor Code numerous times, but trade unions have not been effective 1.5 Some lessons learned for Vietnam when building industrial relations First of all, The State should pay attention to support the Trade Union too thrive to truly represent the collective of workers and for the workers Secondly, it is necessary to build a two-party, tripartite mechanism and the parties can cooperate and support each other to ensure the rights and interests of the parties Third, the issue of recruitment, employment and salary payment for employees should pay attention to the nature of dedication, promoting employees to stick and work for a long time for enterprises Finally, not apply labor relations mechanically Sub-conclusion for chapter The thesis has focused on researching many works of domestic and foreign scientists on industrial relations with different research contents: concept, nature, content, influencing factor, etc of industrial relations Each researcher stands on many different angles, in different time periods to explain and give perspective on industrial relations in industrial relations Especially in the market economy, formed industrial relations is an inevitable relationship The postgraduates have acquired the previous researchers’ results and found gaps and research directions in the topic: Industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam At the same time, study the relations experience of some countries with similarities with Vietnam On the basis of the research, the author has drawn some lessons for Vietnam when building industrial relations in enterprises Chapter THEORETICAL AND PRACTICAL BASIS ON INDUSTRIAL RELATIONSHIP AT ENTERPRISES 2.1 Concepts related to industrial relations - Industrial relations: A relationship of rights and obligations of each party in the labor process formed through negotiation and agreement on the principles of voluntarily, equality, cooperation and mutual respect - Collective industrial relations is a social industrial relationship, formed between employees (represented by the Trade Union) and employers or employers’ organizations The subject of collective industrial relations is composed of employees and employers - Harmonious, stable and progressive industrial relations is an employment relationship in which there is a harmony of interests, mutual respect, support and cooperation in performing tasks, and the parties involved in the labor relations work together strive for the common good, for economic development and social stability - Collective labor agreement is the result of the negotiation process between the union and the employer to determine the standards of working conditions - Labor contract: is a major legal form to establish industrial relations between employees and employers, ensuring the parties have the right to freely and voluntarily choose jobs as well as the benefits to be enjoyed when participating in the contract within a certain period of time - Strike: is a temporary, voluntary and organized stop of work by the labor collective in order to meet the requirements in the process of settling labor disputes - Foreign direct investment (FDI) enterprise is an enterprise with foreign direct investment capital Including: enterprises with 100% foreign capital; Joint venture enterprises between foreign countries and domestic partners - Japan-invested automobile manufacturing enterprise in Vietnam is an enterprise established by Japanese investors to carry out foreign investment activities in the field of automobile operation, production and business in Vietnam 2.2 Some theoretical models of industrial relations Theories are developed based on two original schools, the unitary school and the pluralist school From these theories, there have been derivative theories in industrial relations, such as: Dunlop’s system theory, Kochan's strategic choice theory, Tuner's social partnership theory 2.3 Industrial relations in enterprises Within the scope of the research, the thesis only focuses on the individual industrial relations between the individual employees and the employers, and the collective industrial relations between the representatives of the collective employees and the employers (bilateral relations) and at the enterprise level 2.3.1 Subjects of industrial relations in the enterprise 2.3.1.1 Employees and employees’ representative organizations a Employee: An employee is a person aged 15 years or older, has the ability to work, works under a labor contract, is paid a salary and is subject to the management and administration of the employer b Employee representative organization is an organization recognized by law that allows to represent employees within the scope of industrial relations, has an official structure, operational objectives and is independent from the employer and the State In Vietnam, the trade union is the highest representative of the employees, has a strict organizational structure, clear objectives and is recognized by law 2.3.1.2 Employers and organizations represent employers a Employer: can be the employer or the employer’s collective, the organization representing the employer However, at the enterprise level, the employer is usually the employer, and the owner or co-owner of the enterprise 10 b Employer’s representative organization is an organization elected by members (employer), empowered or authorized when participating in industrial relations In Vietnam, the national organization that gathers and represents the business community (employer) recognized by law is the Vietnam Chamber of Commerce and Industry, the Vietnam Union of Cooperatives 2.3.2 The relationship of the parties when participating in industrial relations in the enterprise The relationship between employers and employees in labor relations is a “reciprocal” relationship and must rely on each other to pursue their own and common interests However, in this relationship there are always potential conflicts arising because core interests are always different 2.3.3 Contents of industrial relations in the enterprise Including: labor contract; exercise the rights, obligations, and responsibilities of related parties; disputes, settlement of personal disputes between employees and employers; contents related to the relationship between representatives of employees and employers 2.4 Industrial relations model and characteristics of industrial relations in Vietnam 2.4.1 Model of industrial relations in Vietnam Currently, the model of industrial relations in our country has a trade union in an enterprise The Vietnam Trade Union is the only legal organization of employees, with the function of protecting the legitimate rights and interests of employees In which, Communist Party of Vietnam was established and operated within the scope of enterprises 2.4.2 Characteristics of labor relations in Vietnam Firstly, the factors forming the industrial relations are not synchronous, still scattered and spontaneous Second, the labor relations in our country are established and implemented in the imbalanced state between labor supply and labor demand Thirdly, the labor relations are in the process of differentiation and transformation Fourth, our country's labor relations bear the common 11 characteristics of economic relations in the socialist-oriented market economy, with many forms of ownership and many economic sectors Lastly, the Vietnam Trade Union is the only representative organization of workers (until now) 2.5 Factors affecting labor relations in foreign-invested automobile manufacturing enterprises 2.5.1 Factors inside the business Including: ownership of the means of production of the enterprise, the production and business strategy of the enterprise, the culture of the enterprise, the technological level of the enterprise, the awareness of the employees in the enterprise, etc 2.5.2 Factors outside the business Including: political system, development and openness of the economy, industrial revolution 4.0, etc 2.6 Operating mechanism of industrial relations 2.6.1 Operating mechanism of industrial relations The two-way mechanism is a direct and specific way of interaction between employees and employers However, there is an impact of the market economy, especially in the 20th and 21st centuries, the government finds it necessary to intervene in this relationship, the tripartite relationship appears 2.6.2 The relationship of the tripartite mechanism in the market economy The emergence of a new mechanism has created a balance, the relative cohesion of the rights and responsibilities not only of employers and employees, but also of the Government in regulating the general relationship 2.7 Some principles need to be thoroughly implemented in the industrial relations of the market economy Including: principles of cooperation in industrial relations, principles of equality in industrial relations, principles of negotiation in industrial relations, etc 2.8 Characteristics of industrial relations in foreign-invested enterprises in Vietnam 12 Firstly, the interwoven industrial relationship between Vietnamese employees or foreigners with foreign employers or Vietnamese employees; Secondly, human resource management model, diversified production and business management, various sects, characteristics of the country of capital contribution; Thirdly, cultural differences between foreign employers and Vietnamese employees; Fourth, activities of trade unions are often influenced by the views of foreign employers; Fifth, a great conflict of interest, in which the majority of foreign investors often take the goal of maximizing profits in a short time; etc Sub-conclusion for chapter In the thesis the concepts related to industrial relations, theoretical models of labor relations in enterprises have been clarified The PhD student has focused on researching quite carefully the subjects participating in the industrial relations in the environment of the market economy In addition, the model of industrial relations in Vietnam, characteristics of industrial relations in Vietnam is continuing to study In chapter 2, especially in-depth study of factors (internal and external) affecting labor relations in Japan-invested automobile manufacturing enterprises Industrial relations are increasingly complex as the labor market develops In addition, the study of operating mechanisms, principles of thorough implementation and characteristics of industrial relations in foreign-invested enterprises in Vietnam is very important, from which to build and strengthen labor relations, to ensure the legitimate rights and interests of the parties participating in industrial relations Chapter THE REALITY OF INDUSTRIAL RELATIONS IN JAPAN-INVESTED AUTOMOBILE MANUFACTURING ENTERPRISES IN VIETNAM 3.1 Overview of socio-economic status and influencing factors 3.1.1 Socio-economic situation 13 Since 2008, Vietnam’s economy has continuously achieved a good growth rate, the economic structure has shifted positively towards reducing the proportion of agriculture, forestry and fishery; increase the proportion of industry, construction and service sectors In the period 2008-2018, the number of enterprises and employees had a positive change The number of enterprises increased more than 10 times The workforce accounts for more than 10 million people Industry workers accounted for 46.1%; construction industry accounts for 15%; trade and service sector accounted for 25.9%; transportation industry accounted for 4.7%, other industries accounted for 8.3% 3.1.2 Current situation of factors affecting industrial relations in Japaninvested automobile manufacturing enterprises 3.1.2.1 Internal factors of FDI enterprises in Vietnam, including ownership relationship of the means of production of the enterprises, the production and business strategy of the enterprises, the enterprise’s management system, the enterprise’s culture, the technological level of the enterprise, the awareness level of the employees in enterprises, the attitude of the employees in the employment relationship 3.1.2.2 External factors of enterprises, including political system, integration of the economy, tripartite mechanism, labor market (industry, region), industrial revolution 4.0 3.2 Overview of Vietnam’s automobile industry and the role of foreign-invested automobile manufacturing enterprises 3.2.1 Overview of Vietnam’s automobile industry Vietnam’s automobile industry developed about 40 years later than other countries in the region By the end of 2018: there were 358 automobile-related manufacturing enterprises nationwide The automobile industry has contributed billions of dollars to the state budget every year In addition, hundreds of thousands of workers have been employed Up to now, the domestic automobile industry is still only at simple processing and assembly steps, setting up a supplier system, and the domestic supporting industry has not yet developed 14 3.2.2 Opportunities and challenges for automobile manufacturing enterprises in Vietnam 3.2.2.1 Opportunities for automobile manufacturing enterprises in Vietnam: The trend of shifting car production from America, Europe to Asia Vietnam will begin to participate more deeply in supply chains in ASEAN and Asia expected after 2018 This period of popularizing the use of automobile by consumers in Vietnam could take place after 2020 3.2.2.2 Challenges: In addition to fierce competition from imported products, Vietnam will also face competition from the development of latecomer countries in the region such as: Laos, Cambodia and Myanmar In addition, the policies related to the automobile manufacturing industry in our country have not been stable and lack of synchronization 3.2.3 The role of automobile manufacturing enterprises with FDI capital in Vietnam Period 2012-2018: Automobile manufacturing enterprises with FDI capital in Vietnam play the role of cooperative efforts with Japan, making a significant contribution to promoting and implementing the Strategy and Planning for Industrial Development for Vietnam automobile industry to 2025 with a vision to 2035 3.2.4 Overview of Japan-invested automobile manufacturing enterprises in Vietnam - Number of Japan-invested automobile manufacturing enterprises: before 2019, Vietnam had about 50 automobile assembly enterprises with a localization rate of about 10% - 15% Among them, there are 09 Japanese automobile brands that are highly appreciated, such as: Honda, Toyota, Mitsubishi, Mazda, Nissan, Lesus, Subaru, Suzuki, Isuzu For many years, the products of these enterprises have stood firm in the Vietnamese market - Market share of Japan-invested automobile manufacturers in Vietnam’s automobile market: According to Vietinbank Securities’ 15 assessment in the 11 months of 2018, the HHI index of Vietnam's auto industry by market share has reached 1,698.57, which is considered to be at a high level - Scale of human resources, management, policies for employees at 03 large Japan-invested automobile manufacturing enterprises in Vietnam: A large number of employees are at Japanese-invested automobile manufacturing enterprises in Vietnam such as Honda (10,658 employees), Toyota (1,960 employees), Suzuki (324 employees) Management and policies for employees at 03 large Japan-invested automobile manufacturing enterprises in Vietnam: Most of these enterprises have different human resource management systems to ensure policies for employees 3.3 Situation of industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam 3.3.1 Overview of the situation of industrial relations in enterprises in Vietnam After 10 years of implementing Directive No 22-CT/TW dated June 5, 2008, on strengthening leadership, directing the building of a harmonious, stable and progressive labor relationship in enterprises and related documents, the labor relations in enterprises have had many positive changes, catching up with new trends of the times, the number of labor disputes and strikes has decreased markedly 3.3.2 Current situation of industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam 3.3.2.1 Situation overview: Industrial relations at Japan-invested automobile manufacturers in Vietnam are being maintained and have made good progress, without any strikes or strikes; harmonious, stable and progressive industrial relations Typically, a few Japan-invested automobile manufacturing enterprises have brands in Vietnam such as: Honda Vietnam, Toyota Vietnam, Suzuki, auto Mekong, etc These are resources and conditions for trade unions to successfully 16 implement the set goals, contributing to enhancing the role and position of trade unions of FDI automobile manufacturing enterprises 3.3.2.2 Analysis of the current situation of industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam a) The current situation of knowledge and awareness in industrial relations is based on the survey results at 03 enterprises, such as Honda, Toyota, Suzuki through the following contents: labor contracts; awareness of the role of trade unions; awareness of fairness in enterprises; attached factors of employees to enterprises b) The status of the role of subjects in industrial relations at enterprises c) Current situation of content of industrial relations at enterprises: sharing information on production and business activities; working conditions of enterprises; implement the basic contents of the labor relations; accommodation problems for employees; activities of local trade union; labor disputes and strikes in enterprises Survey results show that each enterprise has different evaluation results, in general, the industrial relations at Japan-invested automobile manufacturing enterprises are quite stable, harmonious, progressive, etc 3.3.3 Overall rating of attitude of subjects in industrial relations 3.3.3.1 Attitude of subjects in industrial relations is evaluated based on the employee's attitude towards the employer and the employer’s attitude towards the employee and trade union 3.3.3.2 Capacity of partners ’industrial relations is evaluated based on the adaptability of the employees to the labor market and the representative capacity of the trade unions 3.4 General assessment of the current situation of industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam 3.4.1 The positives By 2019, Japanese investors ranked second among the main investors in Vietnam with more than 3,899 projects registered for implementation Industrial 17 relations at these enterprises are quite harmonious, stable and progressive, most of them sign collective agreements on the basis of current legal regulations The local trade unions have performed its representative role well 3.4.2 Existing problems and causes 3.4.2.1 Existing problems: protecting workers’ jobs is still difficult, trade union activities are still limited and can only be carried out outside working hours or on weekends The majority of trade union officials, especially in the FDI sectors, are part-time, dependent on the employer, etc 3.4.2.2 Causes a) Subjective causes: Not fully aware of the importance of trade union activities; part-time trade union officials, especially at FDI enterprises that are under the influence of employers; the bravery in representing and protecting the legitimate and legitimate rights and interests of employees is still weak; trade union finance is limited; etc b) Objective causes: There exist a number of provisions guiding labor relations that are not specific Currently, local trade union officers in enterprises not have a complete and strict mechanism to protect trade union officials, performing their duties to protect the rights and interests of employees, etc Sub-conclusion for chapter In Chapter 3, the PhD student conducted an overview of the socioeconomic situation and factors affecting the industrial relations in Japaninvested automobile manufacturing enterprises Assess opportunities and challenges of automobile manufacturers in Vietnam The role of these enterprises in adapting or responding to the impact of factors From there, there are general assessments of the labor force participating in the automobile manufacturing industry The PhD student has made an assessment of the current situation of these enterprises (positive side, existence and causes) In short, the industrial relations at Japan-invested automobile manufacturing enterprises in Vietnam are quite stable, harmonious and progressive 18 Chapter ORIENTATIONS AND SOLUTIONS TO BUILD HARMONIOUS AND STABLE INDUSTRIAL RELATIONS IN JAPANINVESTED MANUFACTURING ENTERPRISES IN VIETNAM 4.1 Domestic and international context and development trends of industrial relations in Vietnam 4.1.1 Domestic context After 35 years of reforming the country, the macro-economy is stable, the quality of economic growth is gradually improving In addition, the economic development under the Industrial Revolution 4.0 has been deployed The Government has approved the strategy to develop the automobile industry to 2025, with a vision to 2035, with the goal of: building Vietnam’s automobile industry into an important industry, etc 4.1.2 International context In the context of many changes in the world, the process of internationalization of production, application of science and technology and division of labor takes place widely in the direction of internationalization of human resources Opening up the possibility of labor mobility between countries requires workers to have high vocational skills and the ability to work in an international environment with standards and criteria determined by the labor market 4.1.3 Perspectives and policies of the Communist Party and State of Vietnam on building industrial relations - The legal and economic environment must be improved Especially, Resolution No 20/NQ-TW dated January 28, 2008, of the Central Committee of the Party (term X) continues to build the Vietnamese working class in the period of accelerating industrialization and modernization - Strengthening leadership and directing the building of harmonious, stable and progressive industrial relations in enterprises (Directive No 22-CT/TW); continue to promote and strengthen leadership, directing the building of 19 harmonious, stable and progressive labor relations in enterprises (Conclusion No 96-KL/TW) 4.1.4 The development trend of industrial relations in enterprises under the influence of the 4.0 industrial revolution Vietnam’s international economic integration in the development period of the Fourth Industrial Revolution forces us to renew our human resource development strategy, especially for workers in FDI enterprises Therefore, it is very necessary to improve the construction of industrial relations at FDI enterprises to ensure the legitimate rights and interests of employees 4.2 Orientation for the development of industrial relations in Japaninvested automobile manufacturing enterprises in Vietnam 4.2.1 General orientation Building a harmonious, stable and progressive labor relationship in enterprises, contributing to ensuring sustainable economic growth, stabilizing the investment environment and moving towards social justice, etc 4.2.2 For Japan-invested automobile manufacturing enterprises in Vietnam Building labor relations in Japan-invested automobile manufacturing enterprises in Vietnam; Strengthen and improve the quality of collective agreements; etc This is the basis and foundation for industrial relations to develop in a positive direction, ensuring the legitimate interests of employers and employees in enterprises 4.3 Solutions for building industrial relations 4.3.1 Improve mechanisms and policies related to industrial relations at FDI enterprises Completing the tripartite mechanism in the labor relations; Continuing to supplement, amend and finalize documents guiding the implementation of the law on industrial relations; Further strengthening the independence of the local trade unions; Improving state management capacity on industrial relations; Creating and promoting the operation of the system of institutions to support industrial relations 20 4.3.2 Group of solutions for trade union system Firstly, trade unions play a more active role in industrial relations and represent workers; Secondly, effectively implement dialogue and collective bargaining in trade unions of Japan-invested automobile manufacturing and trading enterprises; Third, strengthen social dialogue and promote negotiation; Fourth, participating in building a healthy and progressive corporate culture; Fifth, building a team of employees at Japan-invested automobile manufacturing enterprises in Vietnam to represent and protect the interests of employees; etc 4.3.3 Group of solutions for employers’ representative organizations Continuously strengthen the role in the tripartite mechanism At the same time, strengthening the representativeness of employers at the national level In this work, VCCI pays special attention to the establishment of provincial and sectoral employers’ representative organizations In addition, continuing actively in propagating and mobilizing employers and businesses to comply with the law, improving the living standards for employees 4.3.4 Group of solutions for employers: Fully implement the rights and obligations of the employer Raise awareness and awareness of employers about industrial relations Strengthen cooperation and exchange of information about the situation of the unit Continuing to build corporate culture Enterprises coordinate with the FDI local trade union organizations to organize information exchanges related to Industry 4.0 4.3.5 Group of solutions for employees: Implement the rights and obligations of employees in industrial relations Employees need to improve their disciplines and industrial behaviors in enterprises 4.3.6 Recommends - For the Communist Party and State: to issue clearer orientations and directions in promoting labor relations at FDI enterprises; increase investment in 21 facilities and funds, and improve the capacity and qualifications of propaganda personnel, develop a variety of forms and improve the quality of legal advice for employees - For functional agencies: Promulgating a system of legal documents detailing the implementation of labor relations in FDI enterprises in Vietnam Creating favorable conditions for foreign employers to access the Vietnamese legal system in an international language, raising awareness and awareness of employees and employers Promulgating a mechanism to protect public employees of FDI enterprises; etc Sub-conclusion for chapter It is very important to actively study the international and domestic context as well as the development trend of industrial relations in Vietnam in the innovation period From there, quickly give strategic orientations and develop industrial relations in Japan-invested automobile manufacturing enterprises in Vietnam On the basis of the research, the PhD student proposes a number of solutions to improve industrial relations such as: perfecting mechanisms and policies related to industrial relations, offering groups of solutions towards the system of trade unions and representative organizations of employers, labor resources usage, group of solutions with employees The above groups of solutions are not separate but have a consensus with each other At the same time, PhD student also made a number of recommendations to the Communist Party, State and functional agencies to promote industrial relations at foreigninvested automobile manufacturing enterprises in general and of Japan-invested enterprises in particular CONCLUSION In recent years, industrial relations in Vietnam have become a matter of great importance to the Communist Party, State, domestic and foreign 22 organizations and enterprises In particular, industrial relations in foreigninvested enterprises in general and Japan-invested automobile manufacturing enterprises in particular are attracting the attention of the whole society From there, there is a way to view and properly evaluate the industrial relations at home and abroad; Building and strengthening the system of industrial relations through mechanisms, policies, agreements, and social dialogue is essential to ensure the legitimate rights and interests of employees Actively participate in building and improving the harmonious, stable and progressive industrial relations; more deeply aware of the importance of enhancing quality in negotiations through agreements at FDI enterprises in order to develop production and business, improve labor productivity, bring benefits to the parties to the labor relations; as well as creating general stability for the whole society./ 23 ... Spatial scope: 03 large Japan-invested enterprises in Vietnam such as: Toyota Motor Vietnam (in Vinh Phuc), Honda Vietnam (Vinh Phuc), Vietnam Suzuki limited liability company (LLC) (in Dong Nai)... of attitude of subjects in industrial relations 3.3.3.1 Attitude of subjects in industrial relations is evaluated based on the employee's attitude towards the employer and the employer’s attitude... relations In Vietnam, the national organization that gathers and represents the business community (employer) recognized by law is the Vietnam Chamber of Commerce and Industry, the Vietnam Union of