ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN THỊ BÍCH THỦY RESEARCH ON HUMAN RESOUCE MANAGEMENT IN UNICEF WITH A FOCUS ON MANAGEMENT OF EXPERT AND CONSULTANTS IN UNICEF VIET NAM NGHIÊN CỨU QUẢN TRỊ NGUỒN NHÂN LỰC TẠI UNICEF, TẬP TRUNG VÀO HOẠT ĐỘNG QUẢN LÝ CHUYÊN GIA, TƯ VẤN Ở UNICEF VIỆT NAM LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2020 TIEU LUAN MOI download : skknchat@gmail.com ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN THỊ BÍCH THỦY NGHIÊN CỨU QUẢN TRỊ NGUỒN NHÂN LỰC TẠI UNICEF, TẬP TRUNG VÀO HOẠT ĐỘNG QUẢN LÝ CHUYÊN GIA, TƯ VẤN Ở UNICEF VIỆT NAM RESEARCH ON HUMAN RESOUCE MANAGEMENT IN UNICEF WITH A FOCUS ON MANAGEMENT OF EXPERT AND CONSULTANTS IN UNICEF VIET NAM Chuyên ngành: Quản trị kinh doanh Mã số: 60 34 01 02 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS. NGUYỄN NGỌC THẮNG HÀ NỘI - 2020 TIEU LUAN MOI download : skknchat@gmail.com DECLARATION I assure that the data and research findings in this Thesis « Research on Human resource with a focus on management of experts and consultants in UNICEF Vietnam” are truthful and are my own research findings. Materials and data used in this Thesis were partially collected from functional sections, departments, from specialists and staff who have been working with UNICEF Vietnam, and partially collected by the author through surveys with co- workers and desk review of publicized documents, etc. Quotes were cited clearly.
i TIEU LUAN MOI download : skknchat@gmail.com ACKNOWLEDGEMENT During the preparation of the Thesis “Research on Human resource with a focus on management of experts and consultants in UNICEF Vietnam”, I received the instruction, support, and encouragement of many individuals and collective groups. I would like to express my deepest acknowledgement to all individuals and collective groups who facilitated and supported me during my research. I would like to thank the Hanoi School of Business and Management (HSB), Hanoi National University for facilitating me in all aspects during my learning and completion of this Thesis. I would like to express my sincere thank to the Instructing Lecture, Ass.
Nguyen Ngoc Thang for instructing and supporting me enthusiastically during my preparation of this Thesis. Also I want to thank for the encouragement, supports from my friends and family for me to complete this Thesis. My sincere thanks go to all of your precious support. AUTHOR Nguyen Thi Bich Thuy ii TIEU LUAN MOI download : skknchat@gmail.com TABLE OF CONTENTS DECLARATION.
Rationale for topic selection. Object and scope of the research. Structure of the Thesis. 3 CHAPTER 1: THEORIES ON HUMAN RESOURCE MANAGEMENT.
Some relevant definitions. Human Resource Management (HRM). Objectives, meaning of HR management. Basic contents of HR management.
Health care and protection for employees. Factors affecting HRM in an organization. 36 iii TIEU LUAN MOI download : skknchat@gmail. Data analysis method.
Overview of UNICEF Vietnam. UNICEF Vietnam’s operation viewpoint. Organizational structure and function. Recruitment, use and assessment of experts.
Recruitment process, assessment of performance of consultants, experts and benefits. Comments/assessment on the HRM over consultants/experts .3 Verifying the scale of HRM factors in UNICEF Vietnam. 47 Characteristics of surveyed respondents. Descriptive statistics with factors of expert - HRM in UNICEF Vietnam.
48 CHAPTER 4: CONCLUSION AND RECOMMENDATIONS. Contribution by the research. Contribution in terms of theory. Contribution in terms of experiment.
Viewpoint on expert management of UNICEF Vietnam. Some HRM solutions in UNICEF Vietnam. Improving quality of recruitment work. Solutions to improve quality of trainings, fostering professional skills.
Solutions to improve quality of employee arrangement. Solutions on policies to assess work performance. Solutions to improve effectiveness of remuneration policy. Developing corporate culture .nam iv TIEU LUAN MOI download : skknchat@gmail.nam v TIEU LUAN MOI download : skknchat@gmail.nam LIST OF ACCRONYMS AEC ASEAN Economic Community CBPA Competency-Based Performance Appraisal CR Compensation and Rewards CRBP Children’s Rights and Business Principles UN United Nations MOE Margin of error RS Recruitment and Selection TD & E Training, Development & Education WC Work Conditions (LUAN.nam vi TIEU LUAN MOI download : skknchat@gmail.nam LIST OF TABLES Table 2.1: Summarized HRM policies defined .2: Scale to measure HRM policy.
33 LIST OF FIGURES Figure 3.1: Organizational structure of UNICEF Vietnam .2: Number of experts/consultants recruited .3: Statistical characteristics of respondents .4: Descriptive statistics on HRM factors .nam vii TIEU LUAN MOI download : skknchat@gmail. Rationale for topic selection Human resource (HR) plays important role in the activities of enterprises or organizations, therefore the good use of this resource to serve the business development and social development is an important task in the management of organizations and enterprises. HR management requires understanding of many aspects of human, with a viewpoint that human is the central element of development. HR management techniques aim at facilitating human to promote their full potential, at reducing resource waste and increasing the effectiveness of the organization.
Effective HR management is one of the biggest challenges to each organizations in the market economy. Strong fluctuation in business environment, fierce competition and the need to meet increasing HR demand have put great pressure on the managers in Vietnam, requiring them to have new thinking in HR management. In the past years, UNICEF Office in Vietnam has highly appreciated of the role and importance of HR to the existence and development of the organization, thus from its establishment, HR management has always been the top priority of the organization’s leaders. As a development organization, UNICEF provides counseling and technical assistance for its partners being Government agencies, therefore, the organization need to develop a workforce of expert and consultants having good professional expertise and experience.
However, the HR management is still facing some challenges and difficulties with regards to the expert management. With a wish to learn more about the situation of HR management in the past time and propose solutions to complete HR management work, the author decided to select the thesis topic “Research on Human resource with a focus on management of experts and consultants in UNICEF Vietnam” as the final paper for my Master degree. HR is a crucial element to a development organization like UNICEF, and human element, especially experts, play key role to the success of UNICEF in its operation (LUAN.nam 1 TIEU LUAN MOI download : skknchat@gmail.nam in Vietnam. However, there are three short comings in the management of experts in UNICEF i.
Recruitment, Use of and Compensation and Rewards for employees. Overall objectives This research aims at understanding, analyzing HR management work, and also surveying, analyzing experts’ comments and assessments on HR management work in UNICEF, with a focus on the management of experts and consultants in UNICEF Vietnam. Based on that, comments and assessments on the effectiveness of HR management work in the organization could be made, together with recommendations and solutions to complete and improve the quality of HR management in UNICEF Vietnam. Specific objectives: - Review the theories on human resource (HR) and human resource management (HRM).
- Analyze, assess the current situation of HRM (on the experts, consultants in UNICEF Vietnam) - Determine the importance of recruitment, use of, compensation and rewards for and motivation for experts and consultants in UNICEF Vietnam. - Propose some feasible solutions to improve effectiveness of HRM over the experts and consultants in UNICEF Vietnam. Object and scope of the research 3. Research object: Recruitment, using, retention, and motivation in HRM.
Scope of the research: Research location: HRM over experts and consultants in UNICEF Vietnam - Surveyed persons: experts, consultants working in UNICEF Vietnam: assess on the recruitment, use, retention and generating motivation in HR management in UNICEF Vietnam. - Reference to cases, solutions to complete the HR management in the organizations, enterprises, etc. Research duration: Find out about data, information on HR management (LUAN.nam 2 TIEU LUAN MOI download : skknchat@gmail.nam issues (recruitment, use, retention, generating motivation) in UNICEF Vietnam in the period 2016-2018. Data are for the period 2015-2019.
Method of document research: Collecting documents from various sources: Scientific articles, research topics and other related documents. Through general theoretical analysis, systematizing classification and generalization of the theory from which to draw scientific conclusions is the theoretical basis for the topic. Method of sociological survey by questionnaire: Methods of survey by questionnaire: The questionnaire was built based on the overview of documents to collect information and analyze the current situation of human resource management of experts and consultants in Unicef Vietnam. Mathematical statistical methods: Using mathematical statistical methods to process data and test scales Data analysis process: - Descriptive statistics.
- Assessing the reliability of the scale by Cronbach alpha reliability coefficient. Structure of the Thesis In addition to the introduction, conclusion, list of references, and attached appendices, the structure of this Paper consists of four Chapters, including: Chapter 1: Theories on human resource management Chapter 2: Research methodology Chapter 3: Research findings Chapter 4: Conclusions and recommendations (LUAN.nam 3 TIEU LUAN MOI download : skknchat@gmail.nam CHAPTER 1: THEORIES ON HUMAN RESOURCE MANAGEMENT 1. Some relevant definitions 1. Human resource Human resource (HR) is the internal resource of each person, including visible and potential resources.
HR is reflected by the work capacity, includes health, competence, psychology, level of efforts, creativity, or passion, etc. It has been proved in reality that human role in production is crucial, HR is the key element among all production elements. Without human, all other elements cannot be operated, and used in production. “Human resource” term appeared since 1980s when there was basic change in management method which used human in the work economy.
Previously staff was considered as those obeying tasks who were dependent, whose labor should be exploited at maximum level, at minimum cost, but since 1980, HR management (HRM) with new method has been more flexible and better facilitated laborers so that they could promote their fullest potential accumulated through the work and development. There have been various different viewpoints on HR such as: “HR is all the knowledge, skills, experience, competence and creativity of human that relate to the development of each individual and of the whole country. “HR is human resource in generating physical and mental assets for the society, reflected as the certain quantity and quality at some certain time” according to Mai Quoc Chanh (2008). “HR is a category used to show the potential strengths of the population, the ability to mobilize in the process of producing physical and mental properties for the society, at present and in the future.
The strengths and ability are reflected via the quantity and quality, and structure of population, especially the quantity and quality of people who are capable of joining the social production.” According to Pham Minh Hac (2001), “HR is the synergy of all work potential of a country or a province, i. workforce prepared (at different levels) to be ready to take some job, i. laborers having skills (or capacity in general), by meeting the (LUAN.nam 4 TIEU LUAN MOI download : skknchat@gmail.nam requirements of the labor structure shifting mechanism, and the economic structure in the orientation of industrialization and modernization.” The above viewpoints approach HR from macro perspective, and from the perspective of an organization or enterprise, there are different viewpoints on HR as follows: “HR of an enterprise is the workforce of the enterprise, is the number of people in the list of the enterprise, paid by the enterprise” according to Bui Van Nhon (2006). Hence, from different perspectives, there could be different concepts of HR, yet these above mentioned concepts are similar in basic content: HR is the source to provide labor to the society.