Introduction The capacity of an enterprise is formed by such factors as finance, facilities, intangible assets, technology, people, etc., in which people will manage, use and exploit the elements remaining. Therefore, the human factor is a sufficient condition to determine the existence and development of an enterprise. Vietnam has begun international integration. Thang Long Ha Noi 1000 Year company has prioritized investment in human capital.
It is the high- quality workforce that will contribute to increase profits for businesses. Running against foreign enterprises, many Vietnamese enterprises have launched the plan of "Attracting talents". The race to win human resources accelerated after Vietnam joined the WTO. Together with other economic sectors, the construction industry has contributed to creating a modern and civilized image of the City.
Thang Long Ha Noi 1000 Year Construction Joint Stock Company is a professional company operating in the field of investment and capital construction. Hoping to contribute to the development, increase the capacity of the company through human factor and with the consent of the Board of Directors, I choose the topic "Solutions to improve the efficiency of human resources management in Thang Long Ha Noi 1000 Year Construction Joint Stock Company ”as a graduate thesis. Research objectives Based on the analysis of the current situation of human resource management activities, to propose a number of solutions to improve the efficiency of human resource management at Thang Long Ha Noi 1000 Year Construction Joint Stock Company to develop and collect attracting, training and retaining human resources to meet the increasing scale needs of the Company. Scope of the research The scope of the research is to analyze and evaluate the human resources of Thang Long Ha Noi 1000 Year Construction Joint Stock Company in the period of 2016 - 2019.
Research Methodology The report is done by a number of methods but mainly in statistics, investigation, analysis and synthesis. Information and data collected are based on the Company's record keeping system and from many sources such as direct, internet, consult experts and relevant departments. The structure of the report Besides the introduction and conclusion, the report consists of three main chapters as follows: Chapter 1: Rationale for human resource management Chapter 2: Current situation of human resource management in the company Chapter 3: Solutions to improve the efficiency of human resource management in the company 2 Chapter 1. THEORETICAL BASIS ON HUMAN RESOURCE MANAGEMENT 1.
The concept and the role of human resources 1. Human resource management concept Depending on different understandings and approaches, there are different perspectives on human resources. From a macro perspective, human resources are the working age population. The General Statistics Office when calculating social human resources also includes people outside the working age working in national economic sectors.
From a macro perspective in an enterprise, the human resource is the labor force of each enterprise, the number of people on the list of enterprises paid by t he enterprise. “Human resources of an enterprise are formed on the basis of individuals with different roles and linked together with certain goals. Employees have different capabilities, personal characteristics, development potential, ability to form unions, trade unions to protect their rights, can assess and ask questions. With the administrator's animations, their behavior may change depending on themselves or the impact of their surroundings.
All members of the business use their knowledge, ability, conduct and ethical values to establish, maintain and develop the business. Human resources include experience, skills, training and dedication, effort or any other characteristics that create added value and competitiveness for workers' organizations. Therefore, human resource management is the overall coordination of planning, recruiting, recruiting, maintaining, developing, 3 encouraging and creating favorable conditions for human resources through organizations, in order to achieve their strategic goals and vision. The basic role of human resource management For employee service goals, managers must help their employees achieve their goals.
Within the organization, this goal is measured by job satisfaction, reflected in organizational commitment and positive work. While the classical theory of human resource management is concerned with a single quantity, which is to improve profitability for shareholders, the modern corporate governance theory of human resources focuses on harmonization and the optimal balance of quantities belongs to the following groups of beneficiaries. - Customer - Staff - Shareholder - Environment (social and ecological) 1. Basic activities of human resource management 1.
Human resource planning 1. Concept Human resource planning is a process of actually implementing plans and programs to ensure that the right agency will have the right number, the right people, the right place, the right place and the right place. Human resource planning process 4 There are 4 steps: Step 1: Set demand and forecast demand Forecast of human resources demand: after forecasting demand for production and business, the administrator will base on that forecast the demand for human resources specifically as: product units will be produced. , how much revenue and how much labor is needed.
Forecasting the availability of human resources: The administrator must determine where the personnel supply will come from. Many of the available workers in the agency will meet future needs, but there are also cases where the number of existing workers lacks skills and is unable to take on future jobs. Therefore, administrators must manage records scientifically to be able to grasp the capabilities of their employees and from there, administrators can easily forecast human resources. Step 2: Set policies After experts analyze and contrast the needs and capabilities of the company based on the information system, the human resources management department will propose some specific policies, procedures and plans.
If the company is able to supply on demand, it should apply the old policy or rearrange it. In case of redundancy, what are the company's policies and actions? And in case of a shortage of employees, the company needs to have specific policies and plans. In both cases, the HR Manager should consider and calculate to suit the company's budget and submit it to the Director for approval. 5 Step 3: Implement the plan - Employee shortage (lack of employees): In case of shortage of employees, the administrator must carry out programs such as transfer, promotion, demotion, recruitment, selection of employees in order to supplement promptly employees in accordance with the job, the ability of employees.
In short, in the company that lacks employees, managers must find ways to rearrange human resources in a reasonable manner. - Surplus staff: in the case of surplus the administrator will apply the following measures: + Restrict recruitment + Reduce labor hours + For early retirement + Stretching workers - a temporary break Step 4: Check and evaluate: At each stage, the administrator must regularly control whether the plans and programs are in line with the set goals. It is necessary to evaluate the plans to gain experience. To do the forecast job.
Administrators must use the company's information systems, records. At the same time, administrators can apply the following methods: - Analyzing trends - Using computers 6 - Judgment of the management level - Delphi Technique - Other methods 1. Concept Job analysis is a process of systematically identifying the tasks and skills necessary to perform the tasks in an organization.2 Work analysis process Define purpose, using job analysis information Gather basic information Gather job analysis information Check information with members Implement job descriptions and job standard description tables Figure 1. Job analysis procedure (Source: Nguyen Huu Than, based on Gary Dessler) 1.3 Methods of job analysis Questionnaire 8 Observe Interview Record in the diary Checklist board Coordinate methods 1.
Concept Recruiting employees is a process that attracts qualified people from a variety of sources to apply for a job application. Recruitment process 9 External environment Internal environment Human resources planning Solutions Recruitment Internal sources External Internal External Individuals are recruited Figure 1. Recruitment process (Source: Nguyen Huu Than - Human resource management, according to R. Wayne Monday and Robert M.175) When planning human resources, managers find that it is necessary to add labor.
Administrators can first find other methods to meet the needs of personnel. 10 Overtime: This is an emergency solution in the peak seasons, this solution, though expensive, helps the company not to recruit more workers. However, this also causes difficult problems: tired workers and lack of enthusiasm at work, inefficient work. Temporary employees: Hiring employees for a short time.
If applying the above measures does not solve the human resource problem, we will recruit in two directions: Internal sources When the company urgently needs to find a personnel for a department but does not have time, it is best to post notices within the company, notices in the internal meeting. This method has advantages: employees feel that the company always gives them the opportunity to be promoted and they will work hard and have a long-term commitment to the company. External sources Recruitment sources - Staff friend - Former employees (former employees of the company) - Candidate applying for a job Recruitment method - Advertisement - Dispatch recruiting staff to schools - Through referral staff - Other methods 11 1. Training and developing human resources For a newly established company, the need to train our employees is the most urgent and important task Because even if we install a sophisticated system of machinery that no one knows how to control it.
also became useless. Not to mention the intangible operations such as management skills. Concept Training: includes activities aimed at improving the skills or personal skills for the current job. Development: includes activities to prepare employees to keep up with the organizational structure as it changes and develops.
Human resource development process External environment Internal environment Define training and development needs Set specific goals Choose the appropriate method Select the appropriate means Implement training and development programs Evaluation of training and development programs Figure 1. Process of training and developing human resources (Source: Nguyen Huu Than, Human resource management according to R.wayne Monday and Robert M.) 13 Once the training and development needs are clearly defined, the administrator must set specific goals such as: "Does the company need any training?" and “What does the company want to accomplish through training?”. Training and development is an ongoing process, administrators must regularly check and evaluate that the program has met the goals and needs set yet. Methods of training and developing human resources Management training methods: - Conference method - Behavioral model method - Presentation in class - Other methods Worker training methods: - On-site training - Vocational training 1.
Salary and remuneration policy 1. Concept Salary is one of the motivations that motivate people to work hard, but at the same time it is also a cause of stagnation, contentment, or the departure of a company. It all depends on the qualifications and competencies of the administrators. 14 Salary and remuneration are all about the reward an individual receives in exchange for his labor.
Elements of a salary regime and remuneration External environment Finance Non finance Indirect Working The work environme - Insurance itself nt - Social - Delightful - assistance missions Reasonable + Retire - policy. Direct + Social Responsibili - Skillful security ty - Daily test wages + - - Co- Compensati - Monthly Opportunity working on to be salary colleagues + certified by - - Educational superiors Commission Comfortabl allowance - A sense of - Bonus e working + Services accomplish conditions - Absent pay ment - Active + Summer - Promotion working vacation opportunitie hours + Holidays s - Work + Sickness from home online Figure 1. Elements of wages and employee compensation 16 (Source: Nguyen Huu Than, Human Resource Management, Labor - Social Publishing House, 2007, page 373) Salary and remuneration include two parts: the financial and non- financial remuneration. The financial part includes direct and indirect financial items.
Direct finance includes daily wages, monthly salaries, commissions and bonuses.