bài tập quản trị nhân lực – tạo động lực cho người lao động e

Bài tập Quản trị Nhân lực – Tạo động lực cho người lao động

Task done:
Promoting the human factor is a huge problem and very complex. How to
promote the human factor to best serve the development of organizations and
enterprises is a problem that requires serious research. Human resources are
precious resources of each country and of each enterprise. It means a lot to the
development of each enterprise. An enterprise wants to develop must be utilized
human resources. Vietnam is a country which has comparative advantage in
human resources, but how to take advantage of this comparison is not an easy
problem. As in the case of Bubba Gump Shrimp Company, though many
companies have tried to motivate employees, but in fact still exist many
problems to consider and resolve. These problems have hindered the
development of the Company. For this reason, the study of solutions to motivate
employees to reflect the state of the Company motivate and to offer some
solutions to assist in creating motivation, contributing to maximizing human
resources in the development of the company.
I. Analysis of the actual situation and the cause of lack of motivation at the
company
Bubba Gump Shrimp (BGS) is an enterprise owned by the U.S. in Vietnam.
Business activities of this enterprise is purchasing shrimp, creating brands and
sell them to the U.S. market. The company's revenue is 30 million / year and
after-tax profit margin is 15%, this is high compared to industry. During this
time, the company leaders are looking to increase revenues to 50 million / year
but the management of the business department can not make the staff member
to increase the sales. He is applying for approval to recruit another 25 people to
increase sales. However, the personnel management department has shown an
alarming fact that the company was losing its manpower by 40%, besides the
cost to train a new employee is 5500 USD. So the total training costs for 25

employees recruited up to $ 137,500, a figure that is not small. Based on data
given by the departments can see many problems are arising in the company.
• Loyalty of employees are low with a percentage of the loss up to 40% in
the company.
• Existing in the business department and business support staff a
stagnation, lack of motivation clearly.
• The inability of the management process and business management can
not make the employee under increase sales.
• The lax management, poor labor discipline if the employee still does not
work.
Specifically here, there are three positions of the company is facing the
problems mentioned above.
1. Sales Employee
Of the 50 employees of the company, number of sales employees has
accounted for half. Their routine work that is calling for sales to the U.S. market.
As the statistics show that an employee can take up to 90 calls / day. But in fact
they only made about 10 calls / day, on this point, their operator productivity is
only 1/9. Explain this, they said that this is a boring job, less flexible and they no
longer feel the excitement when working. The business department is part
directly bring in revenue and profits for business, when they wasted about 80
business opportunities every day also means the the company has lost an
equivalent opportunity to sign the the new contract.
The salesman have a fixed salary is 900 USD / month regardless of whether
they sell more or less. In Vietnam with salary 900 USD / month can be said is a
higher salary than the common ground and that is the dream of many people.
But only available a common salary for all employees in the department have
caused injustice among employees to work effectively and employees who work
less. It also causes dependence mentality and lack of motivation when
employees think: why must sell more when the salary is always like this?
Slowly, that mentality will spread to all employees, they just make enough sales,

and have no intention of exceeding sales or become a leader in the sales as in
other companies. This psychological impact directly to of the company


revenues, as it always only at about 30 million / year even though the company
wanted to increase sales even higher. Besides, working in an uncompetitive
environment will quickly make the boring staff, and staff that has the ambition
and ability leaves the company is inevitable.
2. Sales Support Employee
The company has about 20 employees and business support and office work
different. Their main task is to support salesman make business and customer
car. Salary they earn is 600 USD / month. However, they always complain that
they "were nothing to do", and they spent most time on gaming and on personal
mail. Also they often spend more than 2 hours for lunch at a place away from
their the company and then nap. So the staff only work in the morning, and
afternoon, they are only for the rest. It is not difficult to explain this problem
when looking at the actual status of the salesman. The main task of the support
staff is to assist and support the sales staff but the business department works
with 1/9 performance, so the support staff do not have to do is very easy to
understand. Besides, receiving a fixed salary and not have any additional
commissions when their business success also reduces the level of enthusiasm
for the job, and when the income does not make any distinction between people
who do good and poor work, there is no reason to push them to achieve goals at
work.
3. Procurement staff
It can be said, the purchasing department is the best part of three active
components are listed here. The number of purchasing staff is 05 people. As my
opinion, The number of purchasing staff is so pretty thin compared to the sales
team. Can also explained that business department is not effective operations,
the products of the company purchasing currently supply still sufficient,

however for this department work better in the stage of purchasing and quality
control of the the number of staff should make at least double. Although this
division is still effective, but in future can not say it will not be affected by
negative psychological work of two departments. most likely the purchasing
input productmaking them busy and not much spare time, but at a certain point,


when they realize that their efforts at work are also assessed as lazy employees
only. Overall, the main reason here is motivating by the compensation of the
company are experiencing problems led to the current situation. Their salary is
not low, it is possible to appeal to employees competency and enthusiasm, but it
can not continue to create motivation to work for those people, it even made
them become lazy, but the best people they decided to leave. And another cause
can be seen here that is the responsibility of each individual is too low, it seems
that the company's profits and losses do not affect them. they only need reach
minimum sales to receive a fixed salary, while the company wants to increase
sales does not seem the interest them.
II. Job descriptions for three positions on
The preparation of job description is important and necessary in every business.
1. Sales Employee
NO.
1

Job description / tasks

Time for work

Offer to search for export orders to the company

20%

Responsible for negotiations with customers in number,
2

quality, delivery time, delivery method, payment method,

10%

then report back to the company leaders to ask for direction

3

4
5

6

Responsible for

the

purchasing department

to

plan

purchasing for export plan
Responsible for receiving export orders and plan for leaders
to monitor

Drafting contracts for export to the Board of Directors
Responsible for resolution of disputes over the quality,
delivery deadlines ... with customers when disputes occur

5%

10%
5%

5%


Responsible for search providers of transportation service,
7

pricing negotiations, drafting contracts transportation service

10%

to the Board of Directors
8

Responsible for gathering data of sales for each customer to
provide data of debt

10%

9

Perform the import and export operations

10%

10

Reporting on the situation of shrimp export

5%

11

Oversee the delivery of export

5%

12

Ability to adapt to changes quickly and perform other
necessary duties as assigned

5%

2. Sales Support Employee
NO.
1

2

3

4

5
6

Job description / tasks
Receiving orders to check the validity of the order and respond
to customers when there is a change order
Enter the code for the order and transfer order to the relevant
department
Regular communication with the factory to support monitoring
the progress of production of the order
Preparation of periodic reports on the situation of activities of
the responsible region
Notification and monitoring the implementation of business
plans, programs, general reports and send business manager.
Performing administrative work to support business. Storage
of records and papers of the department: the memorandum, the
contract rules, orders, bills request delivery of goods, the debt

Time for work
15%

5%

10%

10%

10%

10%


report, official letters ....
7
8
9

Track attendance, calculation awards of the Sales Department

5%

Along with sales department monitoring the customer's debt,

10%

monthly reports weekly, quarterly and annual
Sum and monitoring of customer reviews

10%

Supporting sales department in the business, such as searching,
10

negotiating with suppliers transportation services, supporting

10%

for import and export procedures, assistance in handling
complaints and problems ...

11

Performing other tasks arising

5%

3. Procurement officer

NO.
1
2

Job description / tasks
To get purchase request forms from the internal units.
To find suppliers, get quotations, compare options to get
suitable source of supply

Time for work
5%
20%

To make orders as considered. In order to purchase, it shall be
3

approved and consented to both quality and price by Head of 10%
Purchase & Supply
To update information related to the suppliers: Capacity,

4

product, delivery time, after-sales service, payment method, the
development potentiality, etc; at any time, to choose the most

10%

appropriate suppliers.

5

To arrange purchasing plan, urge delivery to ensure timely meet
requirements of production and business to the units

10%


6
7

To Strictly control the quality of purchased goods
To edit the export contracts to be reviewed by the Board of
Directors

15%
5%

To be responsible for searching the transport service suppliers
8

to transport procurement cargo to the stock, pricing negotiation,

drafting the contracts of the transportation service to the Board

10%

of Directors for consideration
9
10

To complain to the suppliers about the quantity and types of
cargo in case of shortage, balance, other categories (if any).
To perform other tasks arising

10%
5%

I. Specific measures to motivate employees of the Company
As discussed in Chapter 2, human resource planning of the unit is passive so,
in the future, to improve human resource planning, the Unit should focus on
the following issues:
1. The issue of salary, bonus:
It can be said that rigid remuneration policies of the company is one of the
key issues leading to lack of motivation today. The company should change
this policy in order to make much more motivations, especially in the
business department. As they, in addition to a fixed salary, may add other
sources of income more significantly due to their own labor productivity.
This helps to push the slack working spirit at the company apart. Besides, the
bonuses also contribute to improving loyalty and engagement of the
employee.I hereby would like to mention a reward levels for three staff
positions based on the above job description:
SALARY, DISCOUNT AND BONUS

SALARY, DISCOUNT AND BONUS


Fixed salary
(USD)

BUSINESS

FUNCTION

Position

Discount
for the
employee
to look
for the
frequenty
suppliers

SALES
DISCOUNT

FUND FOR
PRODUCT
COMPLAINT
(Purchase
price)

PURCHASE

DISCOUNT

MANAGEMENT
DISCOUNT
(Regional
management)

x

900

5%

5%

x

0,5% of total
revenue
management

Business

Search, sale

Direct
sale

Bussiness
support

Business
support

No
direct
sale

600

1%

2%

x

x

x

Purchasing

Procuremen
t of goods

Supply,
purchase

-

1%

2%

5%

x

2%

• SALARY, BONUS ACCORDING TO DEDICATION TO THE
COMPANY
13th Salary:
- Contributing time and work at the company - more than 3 years
- 13th salary shall be received at the beginning of the 4th year
14th salary (13)
- When the employee do not leave and are not sick within one year – based
on the solar calendar and one year from 01/01 to 31/12 of the solar calendar
of one year.
- 13th or 14th salary will be paid on the 12th salary of the year.
- 13th or 14th salary is measured by a fixed salary of each employee
excluding the two allowances.
SPECIAL BONUS
- Rewarding the business staff with family holiday - with the contribution as
follows:
• Enjoying total turnover of all contracts of $ 50,000 – holiday of VND
8,000,000, no cash payment
• Enjoying total turnover of all contracts of $ 100,000 - holiday of VND
8,000,000 VND -VND 6,000,000 (only accepted cash on vacation)

SPECIAL
BONUS
under
SALES

Reviewed
by
the
Board o
Directors
Reviewed
by
the
Board o
Directors
Reviewed
by
the
Board o
Directors


2. Retaining good employees by shares:
One effective solution is to share the profit to motivate employees.
Specifically, the leadership is planning the company capitalization and the
number of the shares is distributed in three internal members, but the
company should consider a soluation to retain their talents by preference
shares issued to individuals who have contributed many years and have made
outstanding achievements in their work. Creating a bigger pie seems to get
smaller the percentage of the shares of the owners; however, in fact, it will

turn into the much higher profits that is the desire of the owners. The
issuance of the preferred shares to employees, employee stock options
(ESOP) in English name, is a very effective solution to retain the staff and
used in many businesses around the world, especially the U.S. . ESOP will
stimulate employees to work better, be more interested in long- term
profitability of the company because they are also shareholders. In contrast,
if no ESOP, managers are less concerned about the increase or decrease of
the company's stock price and only focus on immediate business activities
rather than long-term growth objectives. Therefore, the ESOP is an effective
tool to improve the mechanism of the corporate governance. Many of the
world surveys showed that the stock activities of the ESOP planning
companies shall be more efficient compared with non- ESOP companies.
Looking at the current situation of the company, we can see that this is an
appropriate time for the companies to adopt this solution. Firstly, the current
Board of Directors has been paid attention to equitizing the companies.
Secondly, the ESOP solution is really big push for high-quality human
resources during the company's stock period listed.
ESOP is similar to a profit- sharing plan. The company shall set up a trust
fund and contribute to this fund with new shares or cash to exchange for the
issued shares. A different version of the ESOP is borrowing money to buy the
issued or issueing shares by the company, then, the company will contribute
cash from the profit to pay these loans.
For example, in the FPT, FPT will reward the business with shares from
after-tax profit and issuance equity funds for the purpose of bonus. The right
to buy shares at preferential rates is reserved for the FPT officials and
employees with full two-year seniority of consecutive work or more. The
right to buy is distributed to each staff level ranging from 100 to 12,700
shares. Annually, the meeting of shareholders approves the purchase of
shares to the officers and employees on the basis of recommendations by the

Board of Directors; the time for closing the list to buy shares is 31/12.
(According to vietbao.vn)
Or stock bonus program of REE (Refrigeration Electrical Engineering
Compay) is applied to three main objects including senior management staff,
business staff, great engineers, experts in charge and promising staff. Each
year, the officers and employees to participate in the bonus share program
must register the action plan outlining the objectives, business plans and
performance measures. The target shall be different based on each level, such
as: level of business managers need to meet the requirements of 80% or
more of the revenue targets, ontract-signing ssales, collecting debts;
salesperson just completes sales targets, etc. Employees who complete the
outstanding tasks shall be awarded the shard by the Board of Directors
without registration. REE shares applìed for each year is at the price of VND
3-50 million or higher. It is expected that, by early 2009, all of the preferred
stocks will be converted into common stock and freely transferable.
(According to vietbao.vn)
ESOP can not have many weaknesses. When the companies issue new
shares, the shares of current shareholders, including employees enjoying
ESOP, will be reduced correspondingly. This decline may lead to negative
impacts on motivation and benefit of exempted tax (if any) from the
application of ESOP. In addition, the compulsory regulations required for the
companies to buy back the shares from the employee deciding to leave the
company can bring the pressure of a large expenditure.
3. Some other solutions:
• Using HR software:
- Management of better human resources information: human resources
software helps to provide information for making personnel decisions
quickly, accurately and securedly; human resources information is exploited
more effectively due to be processed, rendered in a variety of criteria,

depending on management needs.
- Improving operational efficiency of the human resources department:
Reasonable human resources software will significantly reduce the
administrative management burden for the human resource department.
Thanks to the system, they do not need to perform the task of recording
secretary and allows them to focus on professional skills to improve
performance effectivenss.


- Saving time, cost: appropriate human resource softward will reduce costs
in many ways. Staff is streamlined without many people; in addition, the
stricter exploitation and human resource information management can be cut
back on unnecessary spendings. The process of more efficient recruitment
and human resources shall reduce the cost of time and money for recruiting
and training new employees.
- Improving efficiency of business operations: Thanks to the above benefits,
the corporate shall exploit their human resources more effectively while
maintaining and developing high- quality human resources and creating
competitive advantage in the market. The enterprises achieve higher business
performance through cost reduction and revenue increase.
Based on the advantage brought from this solution, BGS can completely
overcome the problems of existing labor discipline at the company like
business activity management, working time management; in addition, it also
contributes to more advancing the working responsibilities of the staff.
• Developing an ideal and closer working environment:
It seems to be the invisible walls between the departments, between
managers and employees ... It is easily seen when the manager makes the
business staff unable to sell additional products, the staff is supported for the
lunch for business trip or they can nap though other departments have started
to work. BGS should have solutions to solve eating and resting problems for

their employees, they can arrange more rooms for lunch, buy some fast
cookwares like microwave, gas stove ... to serve lunch for the staff. The key
here is to help all employees get closer in the social life and work.

CONCLUSION
BGS Company is a leading enterprise in the field of shrimp exporters in
Vietnam. After years into operation, the company has huge potentiality for
development.However, the company, now facing a challenge of usual staff
disturbance and "" brain drain " situation; young talents come and go,
affecting objectives of production and business of the company. Besides, the
shortage of labor force is also a disturbing problem for the company.
Based on theories on human resources management, it needs to focus,
research, analyze and assess the status of human resources management at
the BGS Company to determine the existing problems. Through that, I give


some suggestions and solutions on problems of salary and bonus, and ESOP
solution to improve labor motivation, responsibility and loyalty of the
employees to meet the strategic development goals of the company.
However, due to limited capacity and time, the essay also makes some
mistakes. Therefore, I look forward to the Teacher’s comments and whom
care about this essay to make my essay more complete and be able to be
aplied more effectively for the BGS company.