ĐẠI HỌC THIÊN FACTORS AFFECTING AND SOLUTIONS TO IMPROVE THE QUALITY OF HUMAN RESOURCES OF HISOFT VIET NAM JOINT STOCK COMPANY CÁC NHÂN TỐ ẢNH HƯỞNG VÀ MỘT SỐ GIẢI PHÁP NHẰM NÂNG CAO CHẤT LƯỢNG NGUỒN NHÂN LỰC CỦA CÔNG TY CỔ PHẦN HISOFT VIỆT NAM LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH 2024 ĐẠI HỌC THIÊN FACTORS AFFECTING AND SOLUTIONS TO IMPROVE THE QUALITY OF HUMAN RESOURCES OF HISOFT VIET NAM JOINT STOCK COMPANY CÁC NHÂN TỐ ẢNH HƯỞNG VÀ MỘT SỐ GIẢI PHÁP NHẰM NÂNG CAO CHẤT LƯỢNG NGUỒN NHÂN LỰC CỦA CÔNG TY CỔ PHẦN HISOFT VIỆT NAM LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH 2024 DECLARATION I declare that the thesis has been written by myself and that the work has not been submitted for any other degree or professional qualification. The data and results stated in the thesis are honest and have clear origins ACKNOWLEDGMENT I am grateful to Vietnam National University, Hanoi for providing me with the resources to complete this project. Finally, I'd like to thank my parents and numerous friends who supported and loved me throughout this long process. This project would not have been possible without the support of many people.
Many thanks to my instructor, Assoc. Nguyen Ngoc Thang who read my numerous revisions and helped make some sense of the confusion. Also thanks to my committee members, who offered guidance and support. TABLE OF CONTENTS DECLARATION .ii TABLE OF CONTENTS.
iii LIST OF TABLES .vi LIST OF FIGURES.vii CHAPTER 1: GENERAL INTRODUCTION. Research overview on Human resource quality. Research objectives of the topic. Data collection methods.
Data analysis methods. 9 CHAPTER 2: THEORETICAL BASIS ON QUALITY OF HUMAN RESOURCES IN ENTERPRISE. Some basic concepts. Theoretical basic of human resources.
Quality of human resources. Improvement of human resource quality. Improving the Human resources quality. The need to improve the quality of human resources in IT company.
Research models on the influence of factors affecting the quality of human resources. Research model of the authors of Dong Nai Technology University and Lac Hong University. Research model of the author Tran Manh Truong Foreign Trade University. Research model by Nair, School of Management Studies, Cochin University of Science and Technology.
22 CHAPTER 3: RESEARCH DESIGN AND METHODOLOGY. Overview of Hisoft. General information of Hisoft. Hisoft products and services.
Structure of organization, management and administration of Hisoft. Hisoft’s business situation in recent years. The current situation of Hisoft Human Resources. Introduction to the research process.
Research model proposed by the author. Questionnaires developing process. Survey form and method of investigation. 36 CHAPTER 4: RESEARCH FINDINGS.
Scale reliability testing. Cronbach Alpha of the Recruitment factor scale. Cronbach Alpha of the Training and development. Cronbach Alpha of the Support from leaders factor scale.
Cronbach Alpha of the Working environment factor scale. Cronbach Alpha of the Salary and Bonus factor scale. Cronbach Alpha of Human Resources Quality factor scale. Factor analysis and research model verification.
Independent variable factor analysis. Dependency Variable Factor Analysis. Results of factor analysis and research model verification. 56 CHAPTER 5: SOLUTIONS TO IMPROVE THE QUALITY OF HUMAN RESOURCES AT HISOFT.
Objectives and development orientation of Hisoft from now to 2030. Objectives and business strategy. Human resources improvement orientation. Solutions primarily raising Hisoft's workforce quality.
Improve the salary structure and provide diverse kinds of incentives. Give additional guidance from the leaders. Productive communication and upgrade the physical environment. Develop an extensive system for training involving utilizing several methods and clear instructional materials.
Frequently upgrade the hiring procedure and ensure recruitment efficiency. Recommendation to the board of directors at Hisoft. Recommendation to Ministry of Information and Communications. Recommendation to information technology vocational, training centers, colleges and university.
82 v LIST OF TABLES Table 3.1 An overview of Hisoft's 2019–2022 profit and loss statement .2 Hisoft employee age statistics from 2019 to 2022 .3 Hisoft employee year experience data from 2019 to 2022 .4 Employee’s qualification statistics of Hisoft from 2019 to 2022 .5 The human resource quality scales .3 Cronbach’s Alpha of Recruitment factor .4 Cronbach’s Alpha of Training and development factor .5 Cronbach’s Alpha of Support from leaders factor .6 Cronbach’s Alpha of Working environment factor .7 Cronbach’s Alpha of Salary and bonus factor .8 Cronbach’s Alpha of Human Resources Quality factor .9 Scale assessment results of 6 factors .10 KMO accreditation and Barlett’s Test .11 Total Variance Explained of independent variables .12 Rotated component matrix of independent variables .13 Total variance explained of dependent variable .14 KMO and Bartlett Test of dependent variable .15 Component matrix of dependent variable .16 Correlations between dependent variable and independent variables .20 Summary of hypothesis result .64 vi LIST OF FIGURES Figure 2.1 Framework of Doan Manh Quynh.2 Framework of Tran Manh Truong .3 Framework of Nair .1 The Hisoft structure .2 Revenue and profit chart .3 The research process proposed by author .4 A framework for factors affecting HR quality at Hisoft .4 Diagram of regression standardized Residual .5 Diagram of normal P-P Plot .6 Scatter Plot of dependent variable .54 vii CHAPTER 1: GENERAL INTRODUCTION 1. Research rationale Human resources are considered a prerequisite for the sustainable growth and success of an organization, industry, and nation. High-quality human resources contribute competence, capabilities, and ethical values to the business's core values from every aspect, from company culture to the quality of products and services for customers. Well aware of human value, many authors have researched human resources throughout the ages to explore the arising challenges and opportunities in the context of changing socio-economic conditions.
The scarcity of IT personnel is always at a high level and has become an enduring problem for the Vietnamese IT market though the salary and benefits of this industry still tend to increase and are somewhat higher than the general level. Although nearly 57,000 students enroll in IT majors, the market still suffers from lacking 150,000 to 200,000 programmers annually (TopDev report 2023). Locating high-quality personnel is even the most challenging problem. For small and medium- sized businesses, minimizing labor costs is a "survival" goal.
SME managers tend to favor candidates who are versatile and can handle tasks at an acceptable level rather than excel in a specific field. These managers also enhance internal quality through regular training, an effective working environment, or reasonable salary and bonus regimes. To stay competitive in the market, improving the quality of human resources is crucial, just like companies investing in personnel and the quality of products to gain customers. Therefore, investigate factors that influence this subject.
Hisoft Viet Nam JSC is dedicating significant efforts towards raising the caliber of its workforce as the underlying fundament for company affirmation in this competitive industry. Working spirit and service quality at work, however, still require development. Hisoft directors have grasped the main point of the business and operating situation as well as acknowledged its weaknesses and threats. Additionally, they delve into determinants influencing labor quality to take necessary 1 measures while drawing strengths to seize any business opportunities.
Thus, the key priority is to build on human resource quality. Based on the current scenario, the author has chosen “Factors affecting and solutions to improve the quality of human resources of Hisoft Viet Nam Joint Stock Company” as the topic for the master thesis. The research aims to thoroughly determine and evaluate the current factors influencing human resources quality and offer viable solutions for enhancing the overall management of human resources at Hisoft Vietnam in the future. Research overview on Human resource quality A multitude of research studies from both within Vietnam and abroad have put forward numerous methodologies for Human Resource and measuring Human Resource Quality a.
From international studies Human Resources Quality has been an area of significant interest among HRM writers as evidenced by the works of Costigan (1995), Dawson and Webb (1989), Hill (1991), Hill and Wilkinson (1995), Rosenthal et al. This is not influenced by the impact of conclusions highlighting the major contribution of “founding fathers” (Crosby, 1980; Deming, 1986; Ishikawa, 1985; Juran, 1989) of quality management toward managing efficient labor. Fundamentally, the experts believed that workers are naturally concerned and eager to improve the "quality of the work" they produce. They believed this could be achieved by providing them with the required training, resources, and a supportive workplace fostering innovation.
(1) “The analysis of human resource quality in improving employees performance: An analysis of external and internal environment” by Saharuddin (2019) considers the importance of human resource elements in the growth and development of an organization. Education, health level, and level of income related directly to human resource quality to improve performance. The author indicated competence as one of the major human resource quality issues. The study underlines the importance of employee quality for government management in autonomy.
Moreover, the author defined the quality of employees as the level of educational background, skills, experience, knowledge, and competencies required to carry out jobs. As a result, in order to measure human resources quality, the aforementioned elements must be assessed. According to the author, the major factor at the level of the microsystem that affects the formation of labor force is the personnel policy of the company. The main components of which are: the mechanism of attracting skilled personnel, availability of training, the development of an effective system of remuneration, creating an organizational culture and maintaining a positive climate in the organization.
(4) Mba Okechukwu Agwu & Tonye Ogiriki (2014) with "Human Resource Development and Organizational Performance in the Nigeria Liquefied Natural Gas Company Limited, Bonny" has discussed human resource development (HRD) and organizational effectiveness in Nigerian liquefied natural gas companies. Human resource development refers to the collective utilization of career development, organizational development, and training and development to improve the effectiveness of individuals, groups, and organizations. The study suggests that via enhancing workers' capabilities, attitudes, and manners, HRD practices either directly or indirectly improve business performance. The findings indicate a significant positive relationship between HRD practices (training and development), employee commitment/motivation, and organizational productivity in the working environment of the Nigerian liquefied natural gas company.
According to the study, the success of any organization is predominantly determined by the quality of its products and services. To accomplish this, the author advises that quality be considered a composite of three main 3 components: Product quality, Process quality, and Human resource quality. Indirect advantages do occur, primarily in the manner of changes in the quality of human resources. These benefits are reflected in significant changes across all the determinants of Human Resource Quality.
The author indicated that the Human Resource Quality Index consists of three indices: the Cultural Change Index (CCI), the Quality of Work Life Index (QWLI), and the Employee Satisfaction Index (ESI). Each index consists of numerous sub-indexes. For instance, the CCI can be measured by 5 indicators: (1) workmanship value, (2) employee motivation, (3) management attitude, (4) cohesive workforce, and (5) ability and skill attainment while the QWLI can be measured via (1) orientation and training, (2) communication effectiveness, (3) motivational programs and (4) employee responsibility. From domestic studies There exists a plethora of literature, research papers, dissertations, and scholarly articles by Vietnamese researchers that focus on enhancing operational efficiency and optimizing human resource quality and management.
Some notable studies include: (1) According to Tien Nguyen's (2020) study on “High quality human resource development approach of Vietnamese government,” human resources of the caliber can be defined as a crucial component of the workforce. They embody a vital element of social labor, characterized by educational and professional training, advanced technological proficiency, exemplary labor skills, and creative aptitude. Furthermore, these individuals exhibit the ability to adapt quickly and meet practical requirements while utilizing their acquired knowledge and expertise to generate productivity, quality, and efficiency.
