ĐẠI HỌC QUỐC GIA HÀ NỘI TRƢỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- PHẠM THIỆN THÀNH IMPROVE HUMAN RESOURCES STAFFING PROCESS AT THE ALS CARGO TERMINAL JOINT STOCK COMPANY (ALSC) HOÀN THIỆN CÔNG TÁC BỐ TRÍ VÀ SỬ DỤNG LAO ĐỘNG TẠI CÔNG TY CỔ PHẦN NHÀ GA HÀNG HÓA ALS (ALSC) LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2023 ĐẠI HỌC QUỐC GIA HÀ NỘI TRƢỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- PHẠM THIỆN THÀNH IMPROVE HUMAN RESOURCES STAFFING PROCESS AT THE ALS CARGO TERMINAL JOINT STOCK COMPANY (ALSC) HOÀN THIỆN CÔNG TÁC BỐ TRÍ VÀ SỬ DỤNG LAO ĐỘNG TẠI CÔNG TY CỔ PHẦN NHÀ GA HÀNG HÓA ALS (ALSC) Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƢỜI HƢỚNG DẪN KHOA HỌC: PGS. NGUYỄN NGỌC THẮNG HÀ NỘI - 2023 DECLARATION The author confirms that the research outcome in the thesis is the result of author‟s independent work during study and research period and it is not yet published in other‟s research and article. The other‟s research result and documentation (extraction, table, figure, formula, and other document) used in the thesis are cited properly and the permission (if required) is given. The author is responsible in front of the Thesis Assessment Committee, Hanoi School of Business, and the laws for above-mentioned declaration.
ACKNOWLEDGEMENT During the time of studying, researching and completing the thesis, I have received the guidance and guidance of teachers, the help and encouragement of friends, colleagues and family. On the occasion of completing my thesis, allow me to express my deep respect and gratitude to Assoc. Nguyen Ngoc Thang enthusiastically guided, spent a lot of time, and created conditions for me during the study and implementation of the thesis. I would like to express my sincere gratitude to the Hanoi School of Business and Management - Hanoi National University for wholeheartedly supporting me in the process of studying, implementing the thesis and completing the thesis.
I would like to thank the leaders and staff of ALS Cargo Terminal Joint Stock Company for helping and creating conditions for me during the implementation of the thesis. I would like to thank my family, relatives, friends and colleagues for creating favorable conditions and helping me in all aspects, encouraging me to complete the thesis. CONTENTS OF THESIS LIST OF TABLE. i LIST OF FIGURE.
iii LIST OF CHART. iv CHAPTER 1: INTRODUCTION. Thesis structure: 5 chapters .5 CHAPTER 2: THEORETICAL BACKGROUND. Basic concept and definition.
Human resources management. Human resources planning. Human resources staffing .12 CHAPTER 3: RESEARCH METHODOLOGY. Data collection methods .23 CHAPTER 4: RESULTS AND RECOMMENDATIONS.
Overall about The ALS Cargo Terminal Company. Overview Human resources of ALSC. Overview Human resources staffing process of ALSC. Human resource staffing at the units in terms of number and working capacity.
The situation of using human resources in the departments. Human resources staffing process & the job involvement .83 LIST OF TABLE Table 3.1 Human resources staffing.1 Table of employees by organizational structure ALS Cargo Terminal JSC .2 Labor quality situation of ALS Cargo Terminal JSC .3 Competency matrix of positions and titles of employees Export document- Operation department .4 Human resources staffing process .5 Employees‟ Job Involvement .7 Name The Medium Representative .8 Pearson Model Summary Result Human resources staffing process & Job engagement.9 Appropriateness result of the regression modelHuman resources staffing process & Job engagement .10 Coefficient result of regression model analysis Human resources staffing process & Job engagement .11 Pearson Model Summary ResultHuman resources staffing process & Functional vitality .12 Appropriateness result of the regression modelHuman resources staffing process & Functional vitality .13 Coefficient result of regression model analysis Human resources staffing process & Functional vitality .14 Pearson Model Summary Result Human resources staffing process & Job dedication .15 Appropriateness result of the regression model Human resources staffing process & Job dedication .16 Coefficient result of regression model analysisHuman resources staffing process & Job dedication .57 ii LIST OF FIGURE Figure 2.1 Human resource process .2 Human resources planning .1 Organization chart of ALS Cargo Terminal JSC .2 Labor structure at ALS Cargo Terminal JSC over the years from 2017 to 2021 .29 iii LIST OF CHART Chart 4.1 The results of the employee survey on the degree of compatibility between yourself and your work .2 The survey results of managers on the degree of compatibility between yourself and your work .3 The results of a survey of managers' opinions on the situation of arranging and using labor according to the plan .4 Change position in accordance with the capacity of the personnel .5 The survey results on personnel arrangement at units in terms of number and working capacity .6 The results of the survey on the use of human resources in the departments .44 iv CHAPTER 1: INTRODUCTION 1. Research rationale Human resources are one of the key factors that create success and bring profits to businesses. Human resources ensure creative and innovative activities and are strategic resources of enterprises in the context that Vietnam is gradually transitioning to a knowledge-based economy.
Moreover, human resources are endless if they know how to effectively exploit them to create more surplus value for businesses. Therefore, effective recruitment and human resource management can become the leading competitiveness of enterprises. The problem is how to find personnel with high professional qualifications, good ethics, passion, dedication and suitable for the job criteria and requirements, so that the company can arrange and exploit this resource in a reasonable way. Reality shows that, if the company's arrangement and use of labor is good, there is a reasonable process, it is possible to solve the above problems, thereby creating the premise for future human resource management activities.
The ALS Cargo Terminal Joint Stock Company (ALSC), established in 2013, is one of three cargo terminals at Noi Bai international airport. Although coming into operation nearly 10 years after its competitors, the company has risen to account for a third of the total cargo volume at Noi Bai international airport. With the goal of becoming an air cargo service provider with international standards, ALS cargo terminal is improving and becoming the number one choice of airlines and customers in Noi Bai. However, in recent years, along with the increasingly fierce competition of direct competitors, as well as the volume of goods changed continuously with large amplitude due to the heavy impact of the Covid-19 pandemic.
The demand for human resources changes constantly, directly affecting the production and business activities of the Company. Two strong outbreaks at the beginning of the domestic peak period, namely the Lunar New Year and the holidays of April 30 and May 1, 2021, made the volume of air transport in the first quarter and the first half of the 1 second quarter only reaching 20- 30% compared to the same period last year. The company has refined and reduced personnel to cut costs and reduce risks due to the epidemic. However, by the end of the second quarter of 2021, the demand for medicines as well as medical supplies increased, along with that, the road and waterway transport network being tightened due to regulations on disease prevention, the demand for air freight has increased sharply.
The company just cut staff at the end of the first quarter, had to immediately add in the second quarter. During the pandemic, shortcomings and limitations in the arrangement and use of labor from the early days of establishment became more and more obvious. Many teams and groups have to transfer personnel to each other from management level to staff due to inefficient operation. The rate of employees who quit due to not meeting job requirements and employees who quit because they disagreed with changes in the company's labor policy regulations have increased.
Typically, at the end of 2018, 90% of employees (more than 30 people) of the concentrated recruitment in 2017 quit. The company's labor fluctuations are too large, leading to an urgent need to stabilize as well as develop the capacity, qualifications and skills of the workforce. Improving the quality of human resources becomes the top task of enterprises in order to restore and develop production and business after the pandemic. Aware of the above shortcomings and limitations as well as the importance of human resources to the company, the author decided to choose the topic: “IMPROVE HUMAN RESOURCES STAFFING PROCESS AT THE ALS CARGO TERMINAL JOINT STOCK COMPANY (ALSC)” to be the research topic for my master‟s thesis.
Literature review Throughout the years, there has been increasing attention to the concept of work engagement, because it contributes, as many researchers have stated, to predicting employee outcomes, organizational performance, and organizational success. Despite the importance of this behavioral outcome in achieving a sustainable competitive advantage, it has declined in recent years. Several studies have shown 2 that US companies are suffering from a so-called "involvement gap" where employees in these companies are not fully engaged or engaged in the work they undertake, this costs these companies an estimated $300 billion per year due to low productivity (Rizwan et al. The importance of being involved is that it is at the heart of functional relationships, because it refers to what individuals do and how they behave in their role and what causes them to behave in different ways to achieve both their goals and the goals of the organization, this has a positive impact on many variables such as service quality, customer satisfaction, high productivity, sales, increased profits and competitive advantage (Madi, 2014).
The need to find a term to describe an employee's emotional attachment to the organization and to the job led to the birth of the term "job involvement", where highly engaged employees are willing to invest their entire efforts for the good of the organization (Al-Abadi & Al-Jaf, 2012). Due to the fact that individuals differ in their perceptions, ideas, values and desires, organizations must be aware of the factors that enhance employee engagement and their level of commitment to both the job and the organization. Previous studies have shown that the existence of fit, especially the fit between man and his job (PJ fit) will lead to many positive behavioral outcomes such as satisfaction in work, commitment to the organization, work participation, and organizational citizenship behavior (Organ, 1988; Meyer et al., 2002; Cable & DeRue, 2002; Kirstof-Brown, Zimmerman, & Johnson, 2005; Hoffman & Woehr, 2006; Biswas & Bhatnagar, 2013; Kim et al. Memon, Salleh and Baharom (2015) defined the fit between people and jobs as “the relationship between the characteristics of the individual and the characteristics of the job”.
Abraham (2005) stated that there is also a correlation between job participation and job characteristics, that is, the more satisfied the job characteristics (the nature and content of the job) and The more those characteristics match the employee's characteristics, the This is consistent with the two-factor theory of 1957, which showed a relationship between the motivation of the individual and the job‟s nature and content and the McClelland‟s theory of needs (1985) stating that there are three needs that, if satisfied, will create the motivation required by the 3 individual; jobs provide the opportunity to satisfy such needs especially if there is a fit between the characteristics of the individual and the characteristics of the job, which in turn leads to an increase in the individual‟s job involvement in his job. Kanungo (1979) suggested that there is a correlation between work involvement and an individual's belief that his work helps satisfy his silent needs. Therefore, organizations must work to increase the efficiency of all processes so that employee-job fit can be achieved, the most important of which is the human resource process, which is mainly concerned with placing individuals in jobs that meet their requirements of knowledge, ability, and ambition.