ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN NGỌC TÂN IMPROVING THE EMPLOYEE COMPETENCY OF TECHNICAL DEPARTMENT BY MULTI-TASKING WORK MANAGEMENT AT SAMSUNG DISPLAY VIETNAM CO., LTD NÂNG CAO NĂNG LỰC NGUỒN NHÂN LỰC BỘ PHẬN KỸ THUẬT BẰNG CÁCH ĐA TÁC VỤ CÔNG VIỆC TẠI CÔNG TY SAMSUNG DISPLAY VIỆT NAM LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH Hà Nội - 2024 ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN NGỌC TÂN IMPROVING THE EMPLOYEE COMPETENCY OF TECHNICAL DEPARTMENT BY MULTI-TASKING WORK MANAGEMENT AT SAMSUNG DISPLAY VIETNAM CO., LTD NÂNG CAO NĂNG LỰC NGUỒN NHÂN LỰC BỘ PHẬN KỸ THUẬT BẰNG CÁCH ĐA TÁC VỤ CÔNG VIỆC TẠI CÔNG TY SAMSUNG DISPLAY VIỆT NAM Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS. Nguyễn Ngọc Thắng Hà Nội - 2024 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.
i TABLE OF CONTENTS DECLARATION. i LIST OF TABLES. iv LIST OF FIGURES. vi CHAPTER 1: INTRODUCTION.
Objectives of the Study. Scopes of the study.4 CHAPTER 2: LITERATURE REVIEW. Review of Literature .13 CHAPTER 3:RESEARCH DESIGN AND METHODOLOGY. Population, Sample Size and Sampling Technique.
Data Gathering Procedure. Primary data gathering. Secondary data gathering. Data Processing and Data Analysis .22 CHAPTER 4: RESEARCH RESULTS.
Demographics of the respondents. Basic understanding about multitasking. Roles of multitasking at the department of technique at Samsung Display Vietnam CO. Impacts of multitasking on firm performance.
Impacts of multitasking on labor effectiveness. Impacts of multitasking on employee well-being. Perceptions of the respondents on the training activities at the department of technique Samsung Display Vietnam CO. Perceptions on on-the-job training.
Perceptions on off-the-job training. Significant differences of perceptions on multitasking between groups of employees at the technical department at Samsung Display Vietnam CO. Significant differences of perceptions on multitasking related contents between groups of employees. Significant differences of perceptions on on-the-job training between groups of employees.
Significant differences of perceptions on off-the-job training between groups of employees .47 CHAPTER 5:CONCLUSION AND SUGGESTIONS. With regard to the profile of the employees working at the department of technique at Samsung Display Vietnam CO. With regard to the basic understanding about the multitasking related issues. With regard to to the on-the-job training programs.
With regard to the off-the-job training .59 iii LIST OF TABLES Table 3.1: Measurement of the variables for questionnaire.1: Computed table of frequency and percentage of the respondents’ profile .2: Perceptions on multitasking work at the department of technique at Samsung Display Vietnam CO.3: Impacts of multitasking on firm performance by respondents .4: Impacts of multitasking on labor effectiveness .5: Impacts of multitasking on employee well-being .6: Perceptions on on-the-job training in terms of job rotation by respondents .7: Perceptions on on-the-job training in terms of coaching by respondents .8: Perceptions on on-the-job training in terms of job instructions by respondents .9: Perceptions on on-the-job training in terms of committee assignments by respondents .10: Perceptions on off-the-job training in terms of lectures by respondents .11: Perceptions on off-the-job training in terms of further studies by respondents .12: Perceptions on off-the-job training in terms of simulations by respondents .13: T-test for Equality of Means between the respondents’ genders and their perceptions on multitasking related contents .14: T-test for Equality of Means between the respondents’ job position and their perceptions on multitasking related contents .15: F-test for Equality of Means between the respondents’ ages and their perceptions on multitasking related contents .16: F-test for Equality of Means between the respondents’ education attainment and their perceptions on multitasking related contents .17: F-test for Equality of Means between the respondents’ work experience and their perceptions on multitasking related contents.18: T-test for Equality of Means between the respondents’ genders perceptions on on-the-job training .19: T-test for Equality of Means between the respondents’ job position perceptions on on-the-job training .20: F-test for Equality of Means between the respondents’ ages and their perceptions on on-the-job training.21: F-test for Equality of Means between the respondents’ education attainment and their perceptions on on-the-job training .22: F-test for Equality of Means between the respondents’ work experience and their perceptions on on-the-job training .23: T-test for Equality of Means between the respondents’ genders perceptions on off-the-job training .24: T-test for Equality of Means between the respondents’ job position perceptions on off-the-job training .25: F-test for Equality of Means between the respondents’ ages and their perceptions on off-the-job training .26: F-test for Equality of Means between the respondents’ education attainment and their perceptions on off-the-job training .27: F-test for Equality of Means between the respondents’ work experience and their perceptions on off-the-job training .50 v LIST OF FIGURES Figure 2.16 vi CHAPTER 1: INTRODUCTION 1. Research Rationale We live in a universe that is speedily evolving through technology. This progress has led to changes impacting how we function daily. The impacts of technology have become pervasive in almost every field of our society.
This has led to what we call the surge of multitasking. Multitasking, by definition, involves more than one task, each of which is associated with different goals and sub-goals (Adler & Benbunan- Fich, 2019). In their study, Kirschner & Bruyckere (2021) defined human multitasking as the ability to process two or more tasks simultaneously. In other words, 'simultaneously and/or concurrently carrying out two or more information processing (or thinking) tasks.' Each task would require information processing, such as reading email, chatting on mobile, or talking to someone.
This is similar to the view stated by Ruthruff et al. (2013), who refer to it as dual tasks which are given equal importance. In the current 4.0 technology era, the construction and development of high- tech human resources at companies has been and is a matter of great attention in many countries around the world. Because in the context that, It is human resources who are fully equipped with skills and knowledge that will contribute to the development of individuals, organizations and countries.
Vietnam currently has an abundant labor force compared to many countries in the region and the world. The total population of Vietnam in 2020 is 97,757,118 people, making it the third most populous country in Southeast Asia, of which 54.56 million people (accounting for nearly 58% of the population) are of working age. The proportion of the population participating in the labor force is highest in the 25-29 age group. Regarding the quality of human resources, Vietnam is at a low level in the international capacity ladder, with a shortage of skilled workers and workers.
high level technique. The number of people with professional and technical qualifications is only 11.39 million workers (accounting for 20.87%) who have been trained with degrees/certificates (including elementary, intermediate, college and university levels). 1 and graduate), accounting for 20.92% of the total workforce. In the past 10 years, the proportion of trained workers has increased sharply, but still 76.9% of labor force participants have not received any specialized training.
Foreign direct investment (FDI) plays an increasingly important role and is a key issue for the development of many countries, especially developing countries, including Vietnam. The human factor, specifically the quality of labor resources in Vietnam, is what FDI enterprises are most concerned about. The results of the CPI 2021 competitiveness index survey show that, in general, current labor quality is continued to be assessed by FDI enterprises as relatively meeting demand. That shows that the quality of our labor is only at an average level.
In fact, when students graduate and enter FDI enterprises, they need to go through many stages of training from about 6 months to 1 year to be able to get used to the job. After a while, they will need to continue training. Continue training in new skills to improve your skills. In the current context, automation equipment is gradually replacing manual work, so it is extremely important to grasp more advanced techniques in addition to basic technical foundation.
Samsung Display Vietnam Co. is a company with 100% Korean investment capital in Vietnam. One of the five core values of Samsung Display Vietnam is people, so respecting people is always a top priority. From 2014 to now, Samsung Display Vietnam Company has expanded production from 1 factory to 3 factories, and the number of employees of the Company has also increased significantly.
Therefore, the employees are diverse in ages, diverse in regions, diverse in education levels. Currently, Samsung Display Vietnam Company is on the way to developing and perfecting technology, machinery , and diversifying automation equipment. Therefore, the requirements for quality and diversification of qualified human resources are increasing. Recently, the company as well as the Department of technique has faced very challenging problems related to the human resources.
There has been a shortage of qualified employees for many reasons which results in unexpected outcomes at the company. Some employees quit their jobs to work for other foreign-invested firms; 2 some employees complain for their boring routine tasks – they are required to do just one task so they may face difficulty in finding their new jobs. During the Covid time, the department of technique at Samsung Display Vietnam encountered many down- times because many employees got sick and could not go to work while others could not do the tasks left by the sick ones. Being aware of the importance of multitasking, the leaders of Samsung Display Vietnam Company have invested in training and developing human resources so that the employees can multitask.
Multitasking can be beneficial to Samsung Display Vietnam CO., especially the department of technique, which is responsible for the operation and maintenance of the equipment. In order to meet the continuous change in technology and new equipment, technical human resources are not only operating, repairing and maintaining equipment, but also need to be trained in other techniques such as Robot, electricity, PLC. , Vision to multi-task during operation to improve self-efficacy and improve factory performance. Because of the above fact, I chose the topic "Improve employee competency of technical department by multitasking work at Samsung Display Vietnam CO., LTD" in order to study the actual situation of technical staff capacity improvement activities at Samsung Display Vietnam.
Samsung Display Vietnam, the results achieved and the challenges the company has to face, propose useful directions and solutions to continue improving the development of technical human resources for Samsung Display Vietnam in particular and for foreign-invested manufacturing companies in Vietnam in general, contributing to the development of Vietnam's economy. Objectives of the Study 1. General objective The study was conducted to assess the multitasking related issues at the department of technique at Samsung Display Vietnam CO. Specific objectives Specifically, the study sought: 3 1.
Determine the profile of the respondents in terms of their genders, ages, education attainments, work experiences and job positions. To determine the basic understanding about the multitasking work by the employees at the department of technique at Samsung Display Vietnam CO. To determine the perceptions of the employees on the training activities provided at this Department. To determine the significantly different perceptions on multitasking issues between the groups of employees at this Department.
To identify the strengths and weaknesses about these training programs. To propose recommendations to enhance the multitasking activities at the department of technique at Samsung Display Vietnam CO.