Rationale
Human resources are the most valuable asset in any business, significantly influencing production and operational efficiency The investment in high-quality human resources is essential, as they serve both as a goal and a driving force behind organizational activities The strength and growth of an organization largely depend on the quality of its human resources, making them fundamental for survival and success.
In today's evolving society, human demands are rising, necessitating lower prices and improved product quality To thrive, businesses must focus on innovative production technologies, enhance product features, boost labor productivity, and reduce costs while maintaining quality This requires a dynamic team that stays attuned to customer preferences and swiftly adapts to changes in the market.
Tuyen Quang Telecom (VNPT Tuyen Quang), part of the Vietnam Posts and Telecommunications Group, specializes in producing and trading telecommunications services in Tuyen Quang Province As the telecommunications and information technology market evolves, businesses face heightened competition and rapid technological advancements VNPT Tuyen Quang remains committed to adapting and thriving alongside the Vietnam Post and Telecommunications Group in this dynamic environment.
The Ministry of Information and Communication in Tuyen Quang, VNPT, must innovate its management and business strategies, focusing on enhancing human resource quality to align with the evolving demands of management, production, and business in the current landscape.
The master's thesis titled "Some Solutions to Improve the Efficiency of Human Resource Use at VNPT Tuyen Quang" addresses the critical link between management quality and business performance This research aims to enhance human resource management practices, thereby boosting overall productivity and efficiency within the enterprise.
Literature review
Research on human resource efficiency is not a new topic A number of studies can be mentioned as follows:
In 2001, Prof Pham Minh Hac conducted research titled "Researching People and Human Resources in the Context of Industrialization and Modernization," published by the National Political Publishing House in Hanoi The project aimed to evaluate the practical implementation of the Party's and State's strategies and policies regarding cultural development, people, and human resources essential for the country's industrialization and modernization It involved assessing the current status of key cultural and human resource aspects within the framework of a market economy, globalization, and international integration The findings were intended to provide scientific foundations for developing strategic views, policies, and solutions to enhance culture, people, and human resources in alignment with national modernization efforts.
The topic of the Human Research Institute, the project leader Assoc Prof
Dr Pham Thanh Nghi's 2013 study focuses on enhancing the efficiency of human resource management amidst industrialization and modernization The project reviews various human resource management models and proposes solutions aimed at optimizing the management and utilization of human resources within state administration, the public sector, and enterprises.
The thesis titled "Improving the Quality of Human Resources at VNPT Ha Tinh" by Master Tran Bac (2014) from the University of Economics, Hanoi National University, explores key theoretical concepts related to human resource development in enterprises, with a focus on telecommunications It assesses the current state of human resources at VNPT Ha Tinh and conducts a thorough analysis to identify challenges and opportunities for enhancement The study proposes actionable solutions aimed at boosting the development capacity of VNPT Ha Tinh and offers recommendations tailored to the organization's current conditions to effectively promote human resource development.
The thesis "Solution to Improve the Quality of Human Resources at VNPT Hanoi by 2020" by Master Bui Ngoc Anh (2016) from Bach Khoa University, Hanoi, explores the theoretical foundations of human resources and the factors influencing their attraction and retention It provides a comprehensive analysis of the current human resources situation at VNPT Hanoi, identifying the underlying causes for the suboptimal quality of its workforce The research evaluates the existing remuneration system and the organization's appeal to potential employees Ultimately, the thesis offers several strategic solutions aimed at enhancing the quality of human resources, thereby boosting labor productivity and overall business efficiency at VNPT Hanoi.
The thesis titled "Improving the Quality of Human Resources at VNPT Thanh Hoa" by Master Nguyen Thi Thuy (2014) from the University of Economics, Hue University, provides a scientific foundation for enhancing human resource quality within enterprises It evaluates the current state of human resource quality at VNPT Thanh Hoa, identifying achievements, limitations, and the underlying causes of these limitations from 2011 to 2013 Based on this analysis, the thesis offers strategic solutions aimed at improving the quality of human resources at VNPT Thanh Hoa.
The existing research highlights the importance of enhancing human resource efficiency, particularly within telecommunications enterprises While various solutions have been proposed tailored to the unique characteristics of different businesses, there remains a notable gap in studies focused on VNPT Tuyen Quang, a promising branch of VNPT This underscores the significance of the author's chosen research topic, "Some Solutions to Improve the Efficiency of Human Resource Use at VNPT Tuyen Quang," as it presents a unique exploration in this under-researched area.
Aims of research
- Systematizing the theoretical basis of efficiency of human resource use;
- Analyzing and evaluating the status of efficiency of human resource use at VNPT Tuyen Quang in the period of 2016-2018;
- Proposing solutions to enhance efficiency of human resource use at VNPT Tuyen Quang in the coming time.
Scope of research
+ Time: The thesis analyzes the status of efficiency of human resource use at VNPT Tuyen Quang in the period of 2016-2018 and proposes the recommendations up to 2025
+ Content: The efficiency of human resource use at VNPT Tuyen Quang.
Research methodology
The thesis employs a secondary data collection method, utilizing publicly available reports and studies This includes analyses of the efficiency of human resource utilization at VNPT Tuyen Quang during the period from 2016 onwards.
In 2018, the enterprise's development plans included completed studies such as master's and doctoral theses, along with articles, magazines, and textbooks focused on enhancing human resource efficiency This data serves to analyze and clearly illustrate the research content, with all sources accurately cited in the "References" section.
The analytical method is employed to elucidate the secondary data gathered, enabling the author to obtain a thorough and objective evaluation of the effectiveness of human resource utilization at VNPT Tuyen Quang.
This study employs statistical methods to organize and analyze collected data, enabling the formulation of scientific conclusions and assessments aimed at enhancing the efficiency of human resource utilization at VNPT Tuyen Quang.
This study employs a comparison method to evaluate the efficiency of human resource utilization at VNPT Tuyen Quang against that of other VNPT branches and various telecommunications companies The findings will serve as a foundation for developing strategies to enhance human resource efficiency at VNPT Tuyen Quang in the future.
The author will synthesize the collected data by selecting the most relevant information and processing it using Excel software By utilizing absolute and relative parameters, as well as average values displayed through tables, diagrams, and graphs, the author can effectively evaluate the efficiency of human resource utilization at VNPT Tuyen Quang.
Besides introduction, conclusion, references and appendix, the research includes three main parts as follows:
Chapter 1: Theoretical background on efficiency of human resource use Chapter 2: Assessing the situation of efficiency of human resource use at VNPT Tuyen Quang
Chapter 3: Proposal on solutions to improve the efficiency of human
THEORETICAL BACKGROUND ON EFFICIENCY OF HUMAN
Human resources in the enterprise
Human resources are crucial for an organization's success, distinguishing them from other resources like financial, physical, and technological assets The development of human resources is shaped not only by natural and mechanical changes but also by legal frameworks, including supply and demand laws and competition regulations.
Human resources encompass the knowledge, skills, experience, competence, and creativity of individuals, which play a crucial role in the development of both individuals and nations, as highlighted by the United Nations.
According to the World Bank, human resources encompass the complete human capital of individuals, which includes physical strength, intelligence, and occupational skills This perspective positions human resources as a vital form of capital, alongside other physical assets like monetary capital, technology, and natural resources.
According to the International Labor Organization (ILO), human resources encompass all individuals of working age and can be understood in two ways Broadly, human resources represent the labor source for social production and development, highlighting the potential for the entire population to thrive More narrowly, they refer to society's capacity for work, focusing on the working-age population that can actively participate in labor and production This definition emphasizes the physical and mental attributes of individuals engaged in the labor process, which collectively contribute to socio-economic development.
According to the human resources curriculum of the University of Labor - Social Affairs by Assoc.Prof.Dr Nguyen Tiep (Chief editor), published in 2005,
Human resources encompass the entire workforce, serving as a vital labor source for society More specifically, this term refers to the working-age population that possesses the capacity to engage in essential labor activities.
From a political economy perspective, human resources encompass the total physical and mental capabilities of a nation's labor force This includes both traditional and innovative labor experiences that have been historically utilized to generate material and spiritual wealth, addressing the current and future needs of the country.
Human resources are assessed under two angles, quantity and quality:
Human resources are quantified by the total number of employed individuals, unemployed individuals, and reserve laborers However, for businesses, the definition of human resources is more specific; it includes only those individuals of working age who are currently employed within the enterprise, rather than the entire working-age population of society.
- Regarding the quality: Human resources are expressed through physical strength, mental capacity, labor skills, morale, attitude, working consciousness and working style
Human resources refer to the social labor force, encompassing individuals who are both able and willing to engage in productive activities within society This group is characterized by their unrestricted ability to participate in labor, as defined by relevant authorities.
1.1.2 The necessity of improving human resource
The workforce is crucial to the existence and growth of businesses, as employees are responsible for researching, designing, and manufacturing high-quality products and services They also play a key role in selecting and consuming these offerings In essence, the labor force is a vital input that significantly influences the success or failure of an enterprise.
A business manager's primary role is to leverage human relationships to address organizational challenges and meet business objectives Effective management hinges on a deep understanding of employees' health, needs, capabilities, and motivations Therefore, prioritizing the enhancement of human resource management is crucial for achieving success in any enterprise.
Improving the efficiency of human resource use
1.2.1 Some definitions related to efficiency of human resource use
The efficiency of human resources encompasses a broad range of characteristics, including physical strength, mental capacity, skills, ethical style, lifestyle, and overall spirit It reflects factors such as education level, health status, professional qualifications, and social components Among these, education and occupational skills are critical criteria for evaluating the quality of human resources.
The efficiency of human resources is a critical aspect that encompasses both the status of human resources as a unique material entity and their role as active participants in economic activities and social interactions It is characterized by a blend of attributes that highlight the nature and intricacies associated with human production and developmental efforts.
The efficiency of human resources encompasses both the quantity and quality of labor, emphasizing the importance of vocational education and professional skills among employees A well-trained workforce is essential, as employees must also maintain good health to perform their duties effectively Additionally, a strong sense of ethics and responsibility in their work reflects the employees' attitudes and lifestyles, contributing to overall productivity and success in the workplace.
It can be said that the efficiency of human resources is combined by three factors: physical strength, intellect and lifestyle ethics
Physical strength is a vital aspect of human health, characterized by biological development, the absence of disease, and the ability to perform work effectively in various occupations It plays a crucial role in supporting long-term health for both study and work Insufficient physical strength can significantly hinder an individual's intellectual growth and negatively impact the overall development of society.
- Intellect: is the intellectual, mental capacity, the level of intellectual development, a professional and technical education, a professional skill and a skill
Human creativity is significantly influenced by various factors, playing a crucial role in the advancement of human resources In today's rapidly evolving landscape of science and technology, this influence is more pronounced than ever.
An ethical lifestyle reflects societal moral standards and values, shaping daily activities and individual behaviors It embodies the personality and cultural enlightenment of individuals, where ethics intertwine with the quality of labor and social consciousness Beyond physical strength and intellect, an ethical lifestyle enhances human resource efficiency through life experiences and the application of knowledge in creative endeavors This efficiency encompasses intellectual depth, practical skills, and adaptability, influenced by education, social connections, and cultural heritage Ultimately, a society's cultural quality fosters creativity and development, benefiting both individuals and the community as a whole.
1.2.2 Contents of improving the efficiency of human resource use
Enhancing human resource efficiency involves activities aimed at boosting the professional qualifications and management skills of employees in response to societal evolution and advancements in science and technology.
Improving skills is perfecting the existing theoretical knowledge and practical skills of workers, making them more capable, working more effectively and qualitatively to adapt to work in the future
Specifically, improving the efficiency of human resources of an organization or enterprise is focused on the following specific contents:
To enhance employees' physical strength, businesses must foster an environment that supports their well-being This includes improving working conditions, creating a positive work environment, and ensuring competitive compensation By prioritizing these factors, companies can significantly boost their employees' physical health and overall productivity.
Enhancing employees' intellectual capacity is essential for enterprises, necessitating ongoing training and retraining programs By focusing on improving professional qualifications and working skills, organizations can elevate their employees' expertise and knowledge in public management and related fields.
Enhancing employee morality, awareness, and consciousness is crucial for job performance An employee's ability to fulfill their responsibilities is influenced not only by their health and professional expertise but also by their attitude towards the organization and their assigned tasks Therefore, businesses should prioritize educational initiatives and foster an open, sociable culture within the workplace to promote a positive mindset among employees.
Factors affecting the efficiency of human resource use
External factors that influence human resource efficiency, often referred to as the external environment, encompass various elements such as the economic landscape, demographic trends, labor market conditions, government regulations, socio-cultural dynamics, advancements in science and technology, as well as the competitive landscape and customer expectations.
The economic and business cycles significantly impact human resource efficiency During periods of economic growth, companies aiming to expand their production must focus on developing new talent and enhancing the training of existing employees This expansion necessitates the recruitment of skilled individuals, compelling businesses to offer higher wages, improved benefits, and better working conditions to attract top talent.
During an economic recession, businesses face the challenge of balancing the need to retain a skilled workforce while simultaneously cutting labor costs To achieve this, companies may implement measures such as granting employees temporary or permanent leave and reducing employee benefits.
Population and labor force in society
The labor force consists of individuals who are capable of working, whether they are currently employed or not The structure of the labor force is influenced by factors such as age, gender, education level, population understanding, and professional skills, along with additional labor resources The quantity and social structure of the labor force significantly impact the quantity, quality, and composition of human resources within organizations.
Our country is transitioning to a socialist-oriented market economy with the goal of becoming an industrialized nation by 2020 Although we have moved away from economic backwardness, we have yet to achieve robust industrial development Additionally, the rapidly growing population presents a significant challenge, as the annual workforce demands continue to rise, which is a critical concern for businesses.
The legal environment encompasses essential labor and employment documents that establish a framework for businesses to effectively manage employer-employee relationships This legal structure serves as a foundation for setting standards that guide the formation, enhancement, and development of human resources within organizations.
Traditions, customs, and rituals shape the cultural lifestyles and social dynamics of individuals, particularly within the workplace These social and cultural elements are essential in establishing a vibrant corporate culture that influences employee interactions and overall organizational atmosphere.
Changing a country's cultural values will create challenges for human resource management Good human resource management will determine the success of your business and vice versa
Changes in work and rest attitudes have posed challenges for human resource managers In industrialized nations, employees are increasingly demanding reduced working hours and more time off, requiring managers to balance the interests of both workers and the organization Conversely, in underdeveloped countries, a liberalist approach is prevalent, complicating efforts for businesses to align workers within a structured framework.
The rapid advancement of science and technology significantly impacts human resources, enabling businesses to adopt labor policies that either reduce or increase workforce size This shift influences the scale, quality, and structure of human resources within organizations.
To remain competitive in the market, Vietnamese businesses must enhance their science, technology, and equipment This transformation significantly impacts the organization’s human resources, necessitating that companies invest in the training and development of their employees to adapt to the rapid advancements in modern science and technology.
Science and technology changes, some jobs and skills are no longer needed
Businesses face a dual challenge: they must retrain their current employees and hire more skilled individuals while simultaneously reducing staff and reorganizing any redundant positions.
Human resources are vital for the success and growth of companies, making it essential to attract, retain, and develop talent Implementing effective human resource policies, strong leadership, and recognition programs fosters a positive corporate culture Additionally, continuously enhancing the work environment and employee welfare is crucial Human resource managers must possess the skills to manage employees effectively to drive organizational success.
Customers are the cornerstone of every business, making it essential for management to align employee efforts with customer needs and preferences while maintaining high-quality standards Ensuring sales and profitability is crucial for business survival, which emphasizes the importance of instilling in employees the understanding that without customers, the business cannot thrive, and their roles would cease to exist.
Effective management of human resources is crucial for employees to understand their roles, as it directly impacts customer satisfaction The challenge lies in ensuring that all management levels within the company work cohesively to achieve this goal.
External factors significantly impact business operations By analyzing these external influences, companies can establish their operational objectives These objectives then serve as the foundation for developing effective production and business strategies.
The main internal factors include: the mission and goals of the company, the policies and strategies of the business, the working atmosphere of the business
Mission and goals of the company
Criteria for assessing efficiency of human resource use
Physical strength is essential for intellectual growth and the application of knowledge in practical tasks It is crucial for all officials and employees to maintain good health, regardless of their roles or locations Health serves as a vital foundation for all endeavors, and the overall quality of staff is reflected in their physical, mental, and spiritual well-being, as well as their attitudes, motivations, and work ethics.
Health is a crucial factor in evaluating labor quality, encompassing physical, mental, and social well-being The Ministry of Health categorizes workers into three health states: Type I indicates good physical strength, Type II represents average health, and Type III denotes weak health.
Employee health requirements are essential not only during recruitment but must also be upheld throughout their employment Maintaining good health is crucial for employees to effectively manage high-pressure work environments and ensure consistent performance.
Professional qualifications are essential for executing tasks and producing quality work These qualifications encompass the knowledge and skills evaluated against specific standards, which are formally recognized in the diplomas obtained by civil servants during their educational journey.
Qualification standards are essential for categorizing employees within an organizational hierarchy, varying by industry and employee rank The evaluation of professional qualifications typically involves two distinct types of criteria.
The education level of an employee reflects their knowledge acquired through the education system, which in our country is categorized into various tiers: elementary, junior high, and high school.
Vocational training qualifications refer to the professional skills and competencies acquired by laborers through formal education, tailored to meet the requirements of their designated roles These qualifications align with the current educational degree system, which categorizes them into five levels: elementary, intermediate, college, university, and postgraduate.
The skilled level of an employee reflects their job proficiency, which is essential for evaluating overall workforce performance within an enterprise To assess employee skill levels, organizations typically focus on the average proficiency of workers and the ranking of managerial staff These skilled competencies are indicative of the job performance capabilities of employees.
Employee professionalism is demonstrated through their work performance, adaptability in overcoming challenges, and adherence to high standards of discipline This professionalism also encompasses impartiality in following and executing the law, fostering positive relationships and cooperation with colleagues, citizens, and organizations.
In today's fast-paced work environment, professionalism stands out as a crucial factor for both business success and individual career growth As a result, exhibiting professionalism in the workplace has become a highly valued trait and a primary expectation for employees.
Ethics encompasses the social principles, rules, and norms that govern and assess individuals' behavior in their interactions with one another and society at large Determining workplace morality can be challenging due to the lack of specific criteria.
Every profession is governed by its own ethical standards, while individual companies maintain moral guidelines that align with their unique cultures To foster societal progress, it is essential for professionals across all fields to adhere to fundamental ethical principles This compliance not only enhances the integrity of careers and industry products but also ensures that companies are respected within the community.
ASSESSING THE SITUATION OF EFFICIENCY OF HUMAN
Overview about VNPT Tuyen Quang
VNPT Tuyen Quang, a dependent accounting unit of VNPT Group, was established on December 6, 2007, through Decision No 695/QD-TCCB/HĐQT by the Board of Directors of VNPT Group This organization emerged from the restructuring of the Telecommunications and Information Technology Service business of the former Tuyen Quang Post Office, which dates back to August 1945, and officially commenced operations on January 1, 2008.
The establishment and growth of VNPT Tuyen Quang are closely linked to the evolution of the Tuyen Quang Provincial Post Office and the broader Vietnam Post Industry, encapsulated by the enduring values of "Loyalty - Brave - Dedication - Creativity - Affection."
Loyal to the Party, to the Fatherland, to the people and to the development of the industry
Brave to overcome all difficulties, challenges, determined to maintain communication in all situations
Dedication to work, promoting solidarity, completing all tasks with high quality and efficiency
Creativity in labor, obeying the law, building a civilized, polite and industrial style
Affection to comrades, colleagues and the deceased
VNPT Tuyen Quang is dedicated to collaborating with its member units to establish VNPT Group as the premier telecommunications and information technology leader in Vietnam, while also enhancing its reputation on the international stage, all in line with the proud legacy of the Post Office.
Vision: No 1 Vietnam - On par with the world
Philosophy: Customer-center Quality is the soul Efficiency is a measure Ethics: Trust with the State Trust with the Community Trust to Customers Trust to Workers
2.1.2 Functions and tasks of VNPT Tuyen Quang
VNPT Tuyen Quang plays a crucial role within the VNPT Group's organizational and operational framework It engages in business and public utility activities alongside other member units, contributing to a cohesive VT-IT production line nationwide The strong connections between these units enhance network organization, financial interests, and service development.
- Organizing the development, construction, management, operation, installation, exploitation, maintenance, repair of peripheral networks and infrastructure of telecommunications station houses in the province under management;
- Organizing installation, repair, maintenance, technical support for customers using telecommunications services, information technology and communication in the management area as required
- Conducting surveys, consulting, designing, installing and maintaining telecommunications, information technology and communication works as required
- Organizing business of advertising services and leasing offices, equipment, stations based on the existing resources of the unit
The Group is committed to delivering timely and accurate information to the Party, Government, and local authorities as requested, while also managing various production and business activities within its legal scope.
2.1.3 Organizational structure of management apparatus of VNPT Tuyen Quang
Experiencing stages of development, from its inception to the present, VNPT Tuyen Quang has changed its organizational structure to suit the new business environment
Currently, the organizational structure of VNPT Tuyen Quang is composed of: Management division and direct production division, namely:
- Party – Union Division (Party, Trade Union, Youth Union)
*) Division of production units, including: Information Technology Center, Information Management Center and 05 Regional Telecommunications Centers in city areas and districts
Figure 2.1: Organizational chart of VNPT Tuyen Quang
Source : Human Resources – General Department, VNPT Tuyen Quang
The organizational structure in Tuyen Quang Province is well-suited to its diverse business and operational landscape Despite the geographical distribution and varying business conditions of its member units, they all rely on a unified accounting system and benefit from the motivational policies established by the provincial Telecommunications authority.
Each center has a single director and management team, which means that the effectiveness of motivational measures can vary significantly depending on the leadership styles and decisions of the directors and area leaders within the units.
2.1.4 Business results of VNPT Tuyen Quang in the period of 2016-2018
Table 2.1: Results of the main business targets for the period of 2016-
Total subscribers available on the network
Profit after tax (VND million) 25.535 16.353 -1.434
Payment to State budget (VND million) 4,783 2,638 2,286
Source : Planning – Accounting Department, VNPT Tuyen Quang
Between 2016 and 2018, VNPT Tuyen Quang experienced significant changes in its business activities, driven by the introduction of new products and services aimed at offsetting the decline in traditional voice service revenue In response to intense competition among network operators, the company enhanced its subscriber development management and restructured its workforce to better align business and technology functions Consequently, VNPT Tuyen Quang adopted a new organizational model focused on specialization and differentiation.
The effectiveness of operations is influenced by three layers: infrastructure, service, and business, which collectively impact the unit's performance While revenue and new subscriber growth have not shown consistent improvement over the years, successful operational restructuring has led to significant profit growth, highlighting the importance of adaptability in achieving financial success.
Overview of human resources of VNPT Tuyen Quang
2.2.1 Statistics of human resources of VNPT Tuyen Quang
Table 2.2: Labor change data for 2016-2018 at VNPT Tuyen Quang Năm
Số lao động dài hạn
Số lao động hợp đồng có thời hạn
Số lao động hợp đồng ngắn hạn
Source: HR - General Department, VNPT Tuyen Quang
The data indicates that VNPT Tuyen Quang hires a limited number of seasonal employees, primarily due to the stable nature of the industry and job positions that are less influenced by seasonal changes The company primarily engages short-term labor contracts to support sales and the deployment of point-of-sale systems, particularly in specific locations such as the Lo 8B River Hydroelectric Plant and the Shoe Factory in Ham Yen, where customer demand varies over time.
In recent years, VNPT Tuyen Quang has seen a modest increase in its workforce, with 11 additional employees in 2017 compared to 2016 and 3 more in 2018 compared to 2017 This limited growth is largely due to the Group's policy restricting member units from hiring new staff while awaiting restructuring Consequently, this policy poses challenges for the unit in building a cohesive and complementary team for the future.
Table 2.3: Labor structure by age for 2016-2018 at VNPT Tuyen Quang
Source: HR - General Department, VNPT Tuyen Quang
Table 2.3 indicates that employees aged 31-50 represent a significant portion of the workforce, having largely fulfilled job requirements in the past However, due to the telecommunications industry's nature, which involves low-complexity tasks primarily focused on the repair and maintenance of peripheral networks in outdoor settings, there is a pressing need to rejuvenate the workforce over the next five years Additionally, as technology and services evolve from traditional fixed-line phone offerings to integrated solutions like broadband internet, MyTV, and various content services, it is essential to refresh and enhance knowledge and skills to meet these emerging job demands.
A diverse labor force, comprising trained, qualified, and experienced workers, offers significant advantages for businesses by enhancing their ability to meet job requirements effectively However, managing a workforce with varying qualifications, ages, and responsibilities necessitates implementing effective motivation strategies By fostering employee satisfaction and excitement, companies can encourage a sense of responsibility, proactivity, and creativity, ultimately leading to improved performance in assigned tasks.
Table 2.4: Labor structure by gender for 2016-2018 at VNPT Tuyen Quang
Source: HR - General Department, VNPT Tuyen Quang
Table 2.4 reveals that the majority of the labor force in the technical sector is male, with a noticeable decline in employee numbers over the years This shift in labor structure aligns with the business strategy during a period of technological change, where the need for labor decreases and restructuring processes take place Consequently, new hiring is limited to offsetting departures, leading to a workforce predominantly composed of men This trend underscores that the gender ratio in the telecommunications industry reflects the sector's specific characteristics.
2.2.4 Labor structure by professional qualifications
Table 2.5: Labor structure by professional qualifications for 2016-2018 at VNPT Tuyen Quang Education
Managers Direct labor & executive service
Source: HR - General Department, VNPT Tuyen Quang
A highly skilled workforce can easily adapt to their roles, enhancing work efficiency and meeting planned targets, which ultimately boosts income and supports other policies This adaptability serves as a strong motivation for employees to perform better at work Additionally, new regulations prompt unit leaders to consider effective measures for motivating their direct reports.
Efficiency of human resource use at VNPT Tuyen Quang
The telecommunications industry involves outdoor labor in various environments, from urban to remote areas, with workers frequently changing locations based on their roles Many tasks, such as constructing underground cable systems and erecting high poles, involve heavy work and often take place in hazardous conditions, including exposure to electromagnetic fields and acid vapors Additionally, workers face climate-related challenges, such as strong sunlight, rain, and wind, which can impact their health Due to the necessity of maintaining continuous communication, many positions require 24-hour shifts, necessitating night work for employees.
VNPT Tuyen Quang prioritizes the health and well-being of its employees to ensure they possess the physical endurance required for continuous production while maintaining high safety standards.
Table 2.6: Health situation of workers in VNPT Tuyen Quang Year
Total number of employees with health examination
Health type I Health type II Health type III
The data reveals a steady increase in employees undergoing health examinations over the years In 2016, 121 out of 131 workers were examined, representing 92.37%, with 60.33% classified as Health type I, 26.45% as Health type II, and 13.22% as Health type III This trend continued in 2017, with 127 out of 141 employees examined (90.07%), where 70.87% were Health type I, 19.68% Health type II, and 9.45% Health type III By 2018, the number rose to 135 out of 145 employees (93.1%), with 79.26% in Health type I, 14.81% in Health type II, and 5.93% in Health type III.
In comparison of three years, we can see that the number of employees getting health type I tended to increase; while the number of employees getting health type
II and III decreased Especially, the rate of weak health accounts for a very low rate among the examined workers, reflecting the good physical quality of VNPT Tuyen Quang
VNPT Tuyen Quang boasts a physically strong workforce, largely attributed to its relatively young age structure The organization prioritizes a positive working environment and ensures compliance with regulations by providing in-kind allowances to its employees.
VNPT Tuyen Quang prioritizes the physical well-being of its workforce by conducting health checks during recruitment and regular health assessments for employees For positions that demand physical strength, such as those involving work at heights, the company collaborates with medical units and qualified inspectors to ensure thorough evaluations These periodic health checks are essential for the early detection and treatment of common and occupational diseases, allowing for proper health classification of workers and facilitating appropriate job placements within the organization.
Table 2.7: Current health care for workers
Nursing, functional rehabilitation in Do Son,
Tour domestic and foreign tourism 39 43 56
Source: HR - General Department, VNPT Tuyen Quang
VNPT Tuyen Quang conducts regular inspections and controls of employee regimes and policies, enhancing the efficiency of production, business services, and overall income The organization ensures comprehensive implementation of material and spiritual life improvements, including health care, periodic medical examinations, convalescence, tourism, social insurance, health insurance, and unemployment insurance.
VNPT Tuyen Quang prioritizes employee welfare by offering bonuses and financial incentives, recognizing that rewarding work is essential for motivating staff both physically and mentally This approach aims to encourage employees to strive for improved performance and results Currently, VNPT Tuyen Quang implements various forms of rewards to support this initiative.
Recognizing and rewarding technical innovations among employees is essential for enhancing production and business efficiency Initiatives proposed by employees are evaluated at two levels, with subordinate unit initiatives (CS2 initiatives) receiving the highest bonuses, offering up to VND 2 million per initiative.
VND 50 million/initiative and solution Employee initiatives will be reviewed, evaluated and decided by the VNPT Tuyen Quang Initiative Council, based on the effectiveness of the initiative
The monthly emulation movement aims to motivate employees and teams by establishing specific goals and tasks across various work aspects, recognizing their achievements Individual rewards range from VND 500,000 to VND 1,000,000, while collective rewards vary from VND 1 million to VND 3 million However, the stringent criteria set for these rewards make it challenging for many to qualify, resulting in a limited number of individuals and groups receiving recognition.
To promote economic efficiency within the unit, a reward system is implemented for employees who successfully save on production and material costs while exceeding sales revenue This initiative encourages both collective and individual efforts in task performance Bonuses will be awarded quarterly, with the amount determined based on the outcomes of the emulation launches.
Bonuses are awarded during significant holidays such as Lunar New Year, New Year's Day, Mid-Autumn Festival, Victory Day on April 30, and National Day on September 2 to motivate employees Despite these incentives, the overall contribution of bonuses and benefits to employees' total income remains relatively low.
VNPT Tuyen Quang prioritizes employee welfare by not only fulfilling mandatory benefits like social and health insurance but also providing additional support such as maternity leave, marriage and retirement gifts, and allowances for female employees during childbirth The company further assists employees and their families during natural disasters, serious illnesses, and labor accidents, as well as in the unfortunate event of a death in the family These enhanced benefits exceed legal requirements, demonstrating the company's commitment to employee well-being and fostering a supportive work environment.
VNPT Tuyen Quang enhances employee well-being by offering a range of voluntary benefits, including organizing holidays for workers, providing birthday gifts, and rewarding students on special occasions like Children's Day and the Mid-Autumn Festival The company also supports employees by visiting families of those who are martyrs and offering incentives for children of laborers who achieve academic success.
Table 2.8: Welfares of VNPT Tuyen Quang
No Content of welfares Benefit level in 2018
When families encounter natural disasters, enemy sabotage or sickness (not exceeding 02 times / year)
Gifts for employees’ children on
4 Employees’ children getting good achievement at school 100.000 - 1.500.000 Depending on achievements
Source: HR - General Department, VNPT Tuyen Quang
The centralized welfare policy encompasses professional wage payment, regulations on emulation and rewards, democratic practices, and the management of welfare funds, which are regularly reviewed and updated to align with legal requirements and organizational realities This transparency fosters trust among employees and encourages them to take greater responsibility in their roles, ultimately enhancing their commitment to the organization.
The welfare regime at VNPT Tuyen Quang has significantly enhanced labor motivation by providing material incentives and improving workers' lives However, to effectively sustain and enhance this motivation in line with socio-economic advancements and industry changes, it is essential to continually adapt the welfare system to meet evolving realities.
2.3.2 Current criteria assessing professional qualifications
Factors affecting the efficiency of human resource use at VNPT Tuyen Quang
In recent years, the economy has encountered significant challenges, including downturns and instability, prompting businesses to balance the need for a skilled workforce with the necessity of reducing labor costs In this context, VNPT Tuyen Quang has primarily concentrated on addressing redundant labor, resulting in a notable lack of new hires This situation poses a limitation on the enhancement of human resource quality.
In a challenging economic climate, telecom operators are compelled to lower service prices and offer promotions to attract customers, resulting in diminished profits This financial strain limits their ability to enhance wages and improve employee benefits, making it difficult to attract and retain skilled workers.
Tuyen Quang is emerging as one of the most dynamic provinces in the country, attracting significant foreign and domestic investment Noteworthy projects include the Lo 8B River Hydroelectric Plant and a shoe factory in Ham Yen, which have collectively disbursed millions of dollars and created numerous job opportunities Additionally, VNPT Tuyen Quang has implemented various programs to meet the telecommunications needs of businesses, particularly large enterprises in the region.
* Population and labor force in society
According to the General Statistics Office, by the end of 2018, Tuyen Quang had a total population of 813,200 people, of which 84.47% lived in rural areas
Table 2.10: Population size of Tuyen Quang for 2016- 2018
According to the General Statistics Office (2016-2018), Tuyen Quang boasts a youthful population, with 70.32% of residents in the working age, providing telecommunications companies with significant access to a large workforce However, over 80% of the population resides in rural areas, highlighting the challenges posed by limited information technology infrastructure.
VNPT Tuyen Quang, like other state-owned enterprises, is significantly influenced by government laws and regulations The current framework makes it challenging to dismiss underperforming employees, while companies seeking to enhance wages or improve employee benefits encounter obstacles due to a lack of autonomy, requiring consultations with relevant ministries and departments.
Since 2005, Vietnam has enacted several key legal documents, including the Enterprise Law, Investment Law, Competition Law, Law on Information Technology, and Law on Electronic Transactions, aimed at enhancing internal resources, facilitating integration, attracting investment, and fostering competition Additionally, Vietnam's commitments to liberalize the telecommunications market following its WTO accession have come into effect.
Enhancing the legal framework for state management of telecommunications and labor management is crucial to ensure consistency within the overall legal system.
The State's previous deep intervention in telecommunications businesses contradicted the principles of a free and self-regulating market To address this, it is essential to shift from pre-inspection to post-inspection management in telecommunications Additionally, there should be greater transparency and clearly defined legislative activities to ensure the State effectively fulfills its role as a referee in a highly competitive market.
The evolving legal environment is enhancing business autonomy in production and operations while simultaneously enforcing strict compliance with regulations.
Tuyen Quang is one of the leading provinces in administrative reforms,
Firstly, attracting domestic and foreign investment for telecommunication enterprises to develop infrastructure and telecommunication services
Secondly, facilitating telecommunications businesses to develop
Thirdly, enhancing the provision of information technology and telecommunications services in remote and disadvantaged areas
Tuyen Quang province is actively implementing various policies aimed at reforming administrative procedures to enhance the efficiency of its state management system, thereby facilitating better conditions for citizens and businesses On November 25, 2016, the provincial People's Committee launched project No 3713, which focuses on modernizing the operational methods of departments, branches, and district-level People's Committees to boost the effectiveness and efficiency of governance and administration within the Provincial People's Committee.
With the increasingly complete legal system and simplified administrative procedures in Tuyen Quang, it will be a driving force for the operation of VNPT Tuyen Quang
Tuyen Quang is a province known for its strong emphasis on education, resulting in a high percentage of professionally qualified workers This educational advantage enhances the quality of the local workforce, making it an attractive region for businesses However, there is a prevailing mindset among the people of Tuyen Quang that discourages them from pursuing manual labor and hard work, while businesses often seek managerial roles rather than additional workers.
Children from Tuyen Quang often prefer not to pursue careers in their hometown, particularly those with strong skills, as they actively seek opportunities in larger cities.
Tuyen Quang remains primarily an agricultural province, resulting in a limited professional work culture However, the rapid pace of urbanization and the vigorous activities of companies are expected to enhance industrial awareness among the workforce in the near future.
The telecommunications and information technology sector is undergoing rapid transformation, necessitating continuous training and self-learning for workers to remain relevant and avoid job loss Telecommunications engineers and technical staff must stay updated with the latest knowledge, as failure to do so can lead to obsolescence in a short period This presents a significant challenge for VNPT Tuyen Quang.
In the early 1990s, Vietnam's postal industry adopted a shortcut policy that enabled rapid technological advancement, transitioning directly from outdated methods to cutting-edge technology This strategic move positioned Vietnam as a global leader in post and telecommunications development for many years.
Evaluating efficiency of human resource use at VNPT Tuyen Quang
VNPT Tuyen Quang boasts a talented team of skilled managers and technicians, blending the expertise of seasoned professionals with the innovative spirit of younger workers This dynamic combination enhances their ability to leverage new technologies, significantly contributing to the nation's industrialization and modernization efforts.
The management and leadership apparatus of the unit is gradually being streamlined and reduced, strengthening the managerial staff with professional qualifications to achieve higher work efficiency
The Board of Directors prioritizes the enhancement of professional training and retraining for managers through short-term learning programs Recognizing the significance of human resource development, VNPT Tuyen Quang allocates substantial annual funding for training courses aimed at improving the qualifications and skills of its workforce.
VNPT Tuyen Quang has gathered many party members and employees dedicated to overcoming hardships, firmly stepping the company to continue fulfilling the set goals in the coming time
The workforce is being revitalized with a younger demographic that possesses strong health, a keen willingness to engage in research, and an openness to embracing new scientific advancements and technologies.
VNPT Tuyen Quang always updates the appropriate management methods
At the same time, applying advanced technologies in business management
The professional qualifications and skills of human resources at VNPT Tuyen Quang are steadily improving, aligning with the organization's development goals This positive trend indicates a significant enhancement in the quality of human resources for the coming years.
Over 5 years of construction and development (only when separating from Tuyen Quang Post Office), with the creative dynamism of the leadership, VNPT Tuyen Quang has gathered the synergy of collective employees in the unit, always unite to innovate and promote democracy has led the unit to develop comprehensively and become one of the leading enterprises in Tuyen Quang province
In addition to the achievements that VNPT Tuyen Quang has achieved in human resource management, there are still some limitations as follows:
The inconsistent implementation of management functions in human resource development hampers cohesion between recruitment, evaluation, employment, and training, ultimately undermining personnel capacity and qualifications This disconnection negatively impacts the quality of human resource management, as training efforts often operate independently from strategic planning Despite an annual increase in training scale, the expected improvements in worker skills and capacities remain unfulfilled Additionally, there is a lack of integration between scientific research and postgraduate training, leading to inappropriate training subjects and specialization deviations.
VNPT Tuyen Quang's human resource development policy currently aligns with general regulations for state-owned enterprises, overlooking the unique characteristics of the provincial level As the economy and telecommunications networks rapidly evolve, the company faces significant competitive pressure but lacks a proactive approach to human resource sizing and development Recruitment processes are overly rigid, yielding average quality candidates due to standardized exam requirements that do not cater to specific job roles Additionally, many civil servants experience minimal skill enhancement after promotions, resulting in a mismatch between their qualifications and their ranks To address these issues, it is essential to classify labor quality effectively and adjust rank promotion mechanisms to reflect the specific needs of VNPT Tuyen Quang.
VNPT's remuneration policies have seen progress, yet they still lack the necessary appeal to ensure employee job security and motivation for continuous professional development There is a need for effective strategies to inspire civil servants to engage in scientific research, which would enhance their qualifications, boost research capabilities, and facilitate the application of scientific knowledge in their work.
Current human resource development policies are overly administrative and lack transparency, hindering collective engagement There remains a perception that responsibility lies solely with unit heads and full-time officials These policies are inadequate and inconsistent, failing to address the challenges posed by the economic renovation in Tuyen Quang and specifically within VNPT Tuyen Quang Additionally, VNPT Tuyen Quang has not been sufficiently proactive in addressing issues or providing timely, effective solutions for the Corporation's consideration.
Ineffective human resources management tools hinder the ability to guide, assess, and measure employee qualifications and skills required for specific job roles This deficiency complicates the accurate identification of staffing and training needs, as well as the evaluation of job quality.
The above shortcomings and limitations stemming from both objective and subjective reasons can summarize some of the following main reasons:
The organizational structure of VNPT Tuyen Quang has become increasingly unreasonable due to fluctuations in the information technology and telecommunication services sector While the current flexibility allows for immediate production and business tasks to be addressed, a long-term solution is necessary Establishing a consistent and stable organizational framework is essential to clearly define roles, enhance efficiency, and provide a solid foundation for employee training and performance evaluation This approach will ultimately foster an environment where employees can improve their knowledge and skills in their respective fields.
The ideological awareness of human resource development at VNPT Tuyen Quang is currently limited, despite clear policies on training, recruitment, and commendation that aim to enhance employee capabilities While encouraging mechanisms have been established, there is a lack of commitment from grassroots management levels, and human resource development is often viewed as the sole responsibility of the Organization and Personnel Department This has led to a mechanical approach to management functions, stifling creativity in developing human resources Additionally, older employees, particularly those over 45, often feel their careers are nearing an end, resulting in a lack of motivation to pursue growth opportunities within the organization Many view their roles as temporary, seeking to leverage their experience for opportunities elsewhere rather than investing in their development at VNPT Tuyen Quang.
VNPT Tuyen Quang lacks a comprehensive human resource development strategy that outlines clear short, medium, and long-term goals, along with actionable steps and specific funding solutions While the organization recognizes the importance of placing people at the center of development, it fails to implement a distinct strategy for human development Consequently, human resource activities align only with the broader development orientations of the Group, leading to short-term and reactive planning that does not effectively integrate human resource considerations into the overall development strategy.
Fourthly, the construction of job description tables for each title has been implemented but has not been completed and has only been implemented for a number of working positions
Currently, recruitment primarily relies on individual input parameters such as qualifications, certificates, and age, lacking a standardized framework to effectively assess personnel suitability Human resource training and development face significant challenges; while programs are conducted on a large scale, they often miss the target audience and lack a comprehensive master plan, resulting in short-term training initiatives that lack professionalism Additionally, many older leaders and managers, despite their experience and enthusiasm, struggle with foreign language proficiency and information technology skills, hindering their access to essential English materials and professional applications This issue is prevalent in most state-owned companies.
The current remuneration system, which includes salaries, bonuses, and incentives, is perceived as unfair and average, lacking a direct correlation to the volume, quality, and efficiency of work This inefficiency ultimately fails to motivate employees positively.