--- RESEARCH PROJECT (BMBR5103) RESEARCH ABOUT JOB SATISFACTION RELATIVE TO EXPECTATIONS OF BIDV (Joint Stock Commercial Bank for Investment and Development of Vietnam) STUDENT’S FULL NAME : VO THI LAN ANH STUDENT ID : CGS00019890 INTAKE : 9/2015 ADVISOR’S NAME & TITLE : DBA.NGUYEN THE KHAI March 2017 Page 1 --- Advisor’s assessment. Advisor’s signature Page 2 --- Assurance I hereby pledge to the paper "Assessment of Job Satisfaction of Employees in BIDV" is my own research. The figures in this topic are collected and used honestly. The results of the study presented in this dissertation are not copied by any dissertation and any text and has not been presented or published in any other research before.
Page 3 --- Thank you First of all, I would like to send my sincere thanks to the teachers of the University of Technology, who have taught me and taught me the precious knowledge that underlies this thesis. I would like to thank Dr. Nguyen The Khai, who has guided me and instructed me to complete my dissertation research. I also sincerely thank all colleagues at BIDV for helping me answer the survey questionnaire as a source of data for analysis and results of this thesis.
Finally, this dissertation is completed with the support and help of friends and family members. I would like to thank everyone! Page 4 --- Contents Abstract. 3 Scope of business. THE RATIONALE AND PRACTICE OF EMPLOYEE SATISFACTION RESEARCH .2 Employee satisfaction of the business .3 Research methods on satisfaction .1 Research by Foreman Facts .2 Research by Weiss, Dawis, England & Lofquist .3 Research by Smith et al.
Comparison of research models .4 Overview of satisfaction of works and factors affecting work satisfaction .1 Herzberg's Two-Factor Theory (1959).2 Abraham Maslow's Theory of Needs (1943) .3 Like Maslow's hierarchy of needs theory .4 Victor Vroom's Expectancy Theory (1964).2 Models and discussion studies on satisfaction of employees .1 Recommended research model .2 The hypothesis of the research model proposed .3 Data collection progress .1 Scale rating by Cronbach Alpha .2 Exploratory factor analysis – EFA .2 Restructuring of research and forecast recommendation. 46 Page 6 --- Abstract It can be said, at present, one of the competitive elements between These businesses are the policy to attract talent. Bring about Satisfaction for employees becomes more urgent than ever by it Also for the important purpose in the present context is to keep staff. To find out the level of satisfaction of banking industry employees for their business and their business is empowering and help banks have a basis to assess the value of their HR policies and corporate image for Labor market For BIDV - a bank focused on exploiting strengths in the human element - satisfying both internal and external customers is considered one of the key tasks in the context of fierce competition.
The open market economy has opened up more and more employment opportunities for foreign workers to enter the country. In addition, there are many challenges in human resources such as shortage of middle and high level labor force, labor quality, competitive salary and wage scandal scandal scandal. Human resources are an important factor for the success of a business, because, according to experts, competitors can "clone" their strategies, business practices, products and services. However, the current recession has led to shrinking revenue, shrinking markets, resulting in many human resources problems.: The rate of brain drain, jumping high: Job hopping is increasing (10-13% per year.
Page 1 --- Strike labor increased, resulting in many consequences such as: Manufacturing stagnation does not reach the plan, reputable business damage. Productivity and performance decrease: The cause may be due to a lack of confidence in the company's new policy, organizational change, employees feeling insecure about their future. In the era of economic integration, the competitiveness is increasingly fierce, human resources play an important role in creating competitive advantage. Especially with the development companies like BIDV, want to confirm their position in the market, the more attention must be paid to the satisfaction of employees.
Therefore, this research was conducted to "Study the satisfaction of employees at BIDV". The research results will help the company to have a scientific basis for the development and implementation of appropriate human resource policies, to overcome difficulties in the current workforce, improve the economy with banks in the region and in the world.1 About company Company introduction BIDV was established on 26 April 1957 as the Bank for Construction of Vietnam. From 1981 to 1990, it changed its name to the Bank for Investment and Construction of Vietnam. In 1990 the bank adopted new name as Bank for Investment and Development Vietnam and had operated under this name until 2012.
Since April 27th 2012 to present, it officially has become Joint Stock Commercial Bank for Investment and Delopment of Vietnam. Addess of head office: BIDV Tower, No. 35 Hang Voi Street, Hoan Kiem District, Hanoi Capital, Vietnam. Email: info@bidv.vn Scope of business Banking: BIDV has a wealth of experience in Vietnam, providing a full range of modern and convenient banking products and services including deposits, Page 3 --- loans, trade finance, payment and account services, and card services and among others.
Insurance: BIDV provides life and non-life insurance product bundles, tailored to the needs of individual customers. Securities: BIDV provides a wide range of brokerage services, investment consultancy with the ability of quickly developing a system of order receiving agents nationwide. Financial investment: BIDV contributes capital to establish companies for investment in key national projects and takes the lead in a number of significant projects such as Vietnam Aircraft Leasing Company. Position BIDV is always at the forefront of implementing major economic and monetary policies of the Government and the State Bank of Vietnam.
BIDV’s total assets, outstanding loans and deposits in 2015 were higher than those of key competitors, making it the leading bank among commercial banks. Human resources With 24,000 officers, employees and financial consultants who are well- qualified and well-trained with full experience and have been accumulated and Page 4 --- transferred for over half of a century, BIDV always brings its customers the benefits and reliability. Customers base Corporates: BIDV has established relations with nearly 200,000 corporate customers including groups, corporations, and small and medium-sized enterprises from all economic sectors. Financial institutions: BIDV has established correspondent relationships with nearly 1,700 financial institutions both local and international.
The bank is the trusted choice of major international organisations including the World Bank, ADB, JBIC and NIB.7 million individual customers currently use products and services of BIDV.2 Organizing Page 5 --- Organization Structure BIDV Organization chart Page 6 --- Organization chart of Head Page 7 --- Headquarters are categorized into 7 functional blocks: Block wholesale banking; Retail banks and networks; Block Capital Capital; Blocks of risk management; Operational block; Bloc Bloc Finance and Accounting support. At branches are arranged into five blocks: Block customer relationship; Blocks of risk management; Operational block; Block internal management and Subsidiaries. New organizational model works well as an important platform for the Bank towards becoming a modern retail banking. Along with the restructuring of the organizational structure, the management system has also been continuously strengthened, enhanced, consistent with organizational models and new development requirements.
Bank for Investment and Development has developed and perfected institutional development plans, issued the basic full text systems business, create uniform legal framework for banking activities according to the law, in line with standards and international practices. HUMAN RESOURCE With more than 18,000 officers, employees and financial consultants who are well-qualified and well-trained with full experience and have been accumulated and transferred for over half of a century, BIDV always brings its customers the benefits and reliability. In particular, there are 300 staffs with full training according requirement of business and operation at Card Centre. With strong and skillful manpower of Page 8 --- BIDV, it enhances competitiveness with leading banks and foreign banks in Vietnam.
Continue to promote the values of corporate culture, especially the Ministry issued two standards of professional ethics and code of conduct was issued in 2009, the common practice in the entire system. In the spirit of the core of the Bank's standards of conduct HONESTY - FRIENDLY - ADVANCED, or 6 "golden letters" in dealing with customers is: FRIENDLY - HEARTED - ADVANCED, so far, the Bank has 1.8 thousand highly qualified staff who have the qualifications, skills and high professionalism. Together, recruitment, staff rotation to training combines risk management; activity test, internal monitoring also contribute to the Bank has a highly qualified staff of top quality banking and financial markets at present. Focus focus on improving the quality of assets and human resources BIDV always identified as an important task, is the determining factor to promote the value of internal resources, decisions on quality, sustainable efficiency BIDV's operations.
Management model and corporate governance systems and institutions are the World Bank international consultants implementation consultants such as governance capacity building strategic management; Credit management; Enhance operational risk management oriented Basel 2 Page 9 --- BIDV always adequate attention to material life, the spirit of the employees. Besides the continued fostering of core staff for the sector, training and retraining of staff, BIDV has constantly recruiting young workforce with the knowledge and skills to meet the requirements of integration. The system has executed an employment policy is relatively uniform, worthy remuneration and performance capabilities of each individual to create an environment at the same time working with the cultural competition, encourage creativity is a member of the .3 Research problem Systematize reasoning about employee satisfaction Establish a model for assessing the satisfaction of banking staff Understand the factors that affect employee satisfaction and assess the current status of employee satisfaction. From there, we propose solutions to enhance the efficiency of banking management in the coming time.
The objective of the survey was to develop a database of employee comments, study factors and aspects that affect the satisfaction of all employees, or of a group of employees with the business. As a business trainer, management levels are responsible for increasing the level of employee satisfaction. The first step in increasing employee satisfaction is to survey the current situation.4 Research Object Object: To study staff satisfaction based on the proposed model assessment model. Main aspects of the survey • Personal capacity • Working conditions • Relationships in the workplace • Tools and systems encourage employees • Engagement with business • Communication and feedback system • Promotion opportunities 1.5 Research scope Scope: employees of BIDV in Ho Chi Minh city at the time of research (late 2016 in early 2017) Spatial scope: Study of staff satisfaction in departments Under BIDV - Time range: + Secondary data: Collect information related to the process of formation and operation The company's footage, materials from the press, internet and college thesis.
Page 11 --- + Primary data: Collected through live interviews of staff working at the departments - Content: Study on factors affecting employee satisfaction. On This basis, propose solutions to improve employee satisfaction with BIDV 1.6 Signification Complete the assessment of employee satisfaction Contribute to enrich the company's harmony assessment system as well as the basis for other banks to refer to the improvement of human resource management. As a result of the employee satisfaction survey, employees can understand more about employee or employee feedback as well as their contributions. Also through these feedbacks, new perspectives are shared that may play an important role in enhancing competitiveness or fostering business growth.
In addition, the employee satisfaction survey identifies aspects of business that need to be revised and the direction of change, as well as helps the executive make the decision regarding the business. Finally, surveys also help you build strong connections with your employees, retain good employees, and attract talented people Enhance your business competitiveness based on the efforts of highly committed and dedicated employees.