Báo cáo tiếng anh Ngoại thương Strategies of human resource development of MISA JSC.doc

PREAMBLE
I would like to start the topic with a question: What is the essence value of an organization?
There are many different answers, such as capital, equipment, technology, human resource,
etc. However, in a society of integration, capital which can be mobilized and borrowed
from banks or other credit agencies; machinery, equipment and technology that are equality
between firms around the world (technology handover at home and abroad), the remaining
factor which makes a powerful difference of a firm is human resource. Therefore, in order
for an organization stably develops, there’s a need to attach special importance to
developing human resources in an organization.
During the period of probation at MISA Joint Stock Company, I found that company has a
great potential for strong development: large capital, modern technology, high-qualified
human resource, management board always has innovative and modern ideas. Thus,
developing orientation of the company in recent years focused on human resource
development. According to developing orientation of the company and study in-depth on
how to create a strong development, I research on the topic “Strategies of human resource
development of MISA JSC”
The topic goes into the details of activities, plans to manage and develop human resources
of the company, for example, recruitment, training, strategies of developing human
resources and attracting talents. The topic also researches on employee-encouraging
policies in their job to make motivation and dedication of them with the company.
The topic is studied in the following chapters:
Chapter 1. Introduction about MISA Joint Stock Company (MISA JSC)
Chapter 2. Activities of human resource management and development of MISA JSC
Chapter 3. Recommendation for promoting human resource development of MISA JSC

1


CHAPTER 1. An introduction into MISA JSC
I.

An overview about MISA JSC

Information technology (IT) plays an important role in development of national economy,
MISA Joint Stock Company (MISA JSC) was formed 25th December, 1994 – one of the
leading software units in Vietnam that has large contribution in the computerization for
administrative units and enterprises in over 16 years. MISA has now 01 head office, 01
software development center where launch software products with high quality, 05
representative offices in Hanoi, Da Nang, Buon Ma Thuot, Can Tho and HCM city.
With over 45,000 customers, MISA has become the indispensable companion of the
business community as well as the state agency. MISA has 05 representative offices
performing the promotion and implementation of MISA's products, after-sales services,
consultancy, support, organization of training courses about instructions for use software
for customers. The MISA software is introduced popularly to 63 provinces in the whole
country.
MISA is proud of one of the leading companies in the construction and deployment of
application software solutions, contributing to the development of information technology
–media of country. MISA is also the familiar product with universities, colleges, training
centers of information technology, business administration, and finance accounting in the
whole country. More than 250 universities, colleges and vocational schools have
introduced MISA software into teaching job. MISA is also the partner of Departments;
Ministry, such as Ministry of Science and Technology; Ministry of Education and
Training; Ministry of Foreign Office, and some other agencies.
II.

History of development

The precursor of MISA JSC was MISA GROUP, formed 25th December, 1994.
Development history of MISA JSC is divided into 3 stages.
Stage 1. Establishing a foothold in the market (1994-1996)
From 1994-1996, MISA established and researched on the long-term path to itself,

packaged software-building strategy was formed and developed. In fact, MISA packaged
1


software for accounting work is the foundation of products and development orientation of
MISA. MISA has found a way to develop in domestic market.
Stage 2. Taking advantage of the opportunity, brand development (1996-2001)
From 1996-2001, MISA’s target was to dominate the domestic market and build a MISA
strong brand. In the last 1990s, with the investment and promotion to develop and apply
information technology of the Party and State, software market in Vietnam was gradually
built and developed strongly in government agencies. Taking advantage of this
opportunity, MISA studied and launched business administration accounting software in
1996.
Stage 3. Developing to become the professional (2001- present)
With the new Business Law since 2000, the number of enterprises in Vietnam highly
increased. Recognizing that the majority of Vietnam enterprises are medium and small with
low management skill, low capital and knowledge of IT application is not high, MISA
determined to explore this market. Business accounting software for small and medium
enterprises was invested and developed in this context.
Besides professional products, MISA also focused on after-sales support services.
Company has staff to do consultancy work for clients, always on duty ready to answer
clients. In order to deploy product-distributing network in the whole country, in this stage,
the company has built 04 offices at Hanoi, Da Nang, HCM city and Buon Ma Thuot
III.

An overview about products

MISA JSC is one of the pioneer units of accounting software and concretizing regulations
about accounting policies for enterprises and organizations. It shows a relatively
comprehensive solution about administrative work and accounting work by information

technology. In all MISA’s products, MISA takes full advantage Microsoft’s strength to
develop new useful features for users. For over 16 years of development, MISA’s products
have been selected as reliable information technology product and won many prestigious
IT wards. In addition, MISA won ICT Cup Awards for enterprise that create software and
services best in Vietnam, top 5 of software units in Vietnam, certificate of merit from the
Prime Minister, 11 BIT Cup Gold Cup, 06 Sao Khue prizes, 12 Vietnam ICT gold medals,
1


and a lot of certificate of merit from Minister of Finance, Minister of Education and
Training, Minister of Information and Communication, Chairman of Accounting and
Auditing of Vietnam, etc are clear proofs for exertion of MISA.
MISA’s software is used popularly in the whole country with the different products in
accordance with the need of every company: For MISA SME.NET 2010 – business
accounting software when using this software, managers can monitor all aspects of finance
and business situation of subsidiaries and units directly under company. For MISA
Mimosa.NET 2012- business administrative accounting software, company’s finance is
managed concentrative to helps managers get a good hold of finance situation of their
company in anywhere. It takes a comprehensive effect towards accounting and financing
job of statistic industry. For MISA CRM.NET 2008 – client relation management
software this is to enhance mutual benefits by strengthens and upholds relations with
clients; it supports the working process from marketing, sales to after-sales support. All
these stages are coordinated closely to create a perfect client- management system. For
MISA HRM.NET 2012 – human resource management software which has automation
from the stage of human resource planning, recruitment management, personnel records
management, training and assessment to the stage of timekeeping, payment of wages,
taxes, insurance and reporting, etc. This is completely online software; thus, managers can
monitor human resource effectively in anywhere and grasp the company’s human resource
situation to make timely and efficient decisions and policies.

IV.

Organizational structure

1


Organizational structure of MISA JSC

(Source: Administration Department - 2010)

The model of organizational structure of MISA JSC is functional style. All those who
relate to functional operations are classified as the same department. Management
apparatus consist of 6 people; CEO is Mr. Lu Thanh Long who holds the most stocks of the
company (3.100.000 stocks, make up 62% the total of stocks of the company). Every
1


department undertakes their professional duty, software development center includes
software development office in charge of researching, creating and develop new products
and quality supervision office in charge of supervising and assessing new products, offices
directly under regions that include Hanoi business office and representative offices in HCM
city, Da Nang, Buon Ma Thuoy in charge of business and l market potential exploitation,
the office of head of company specializes in PR, consultancy and support for client,
accounting finance and organizational administration.
V.

Vision and mission

With efforts and creativity in science and technology, MISA desires to become the

software company that is used most popularly in the country, contributing to Vietnam to
become a nation that achieve a high rank about IT in the world. MISA’s mission is to
support and provide customers with the best software, the best solution with the most
reasonable price in order to contribute global information technology in general, and
popularity of the MISA software in particular.
MISA always aims at 3 essential values: First, MISA always puts customers in center for
all its activities, products, services always aims at customers’ need. Second, employees are
the biggest property; therefore, MISA is concerned about creating a good motivation for
employees to maximize the ability of each person. Third, knowledge for community –
MISA is ready to bring its knowledge to share with community, and bring practical
knowledge for students, and strongly participate in the work socializing education. For
new-formed enterprises; medium and small enterprises, MISA always has products for free
in order to support these enterprises. This is also a social responsibility that MISA desires
to share with.
For MISA JSC, “Human Resource” is the highest value that MISA is proud of because
human resource is key element that leads to success. MISA has built employee staffs with
high qualifications and enthusiasm. MISA’s products are crystallization of intelligence and
enthusiasm of youth. MISA’s achievement is efforts of group of officials and staff who
strive for company’s development.

1


CHAPTER 2. Strategies of human resource management and
development of MISA JSC
I.

Activities of human resource development of MISA JSC
1. Strategies of human resource development

Strategies of human resource development play an important role in long-term strategy of
MISA. The company takes advantage maximally of human resource in business production
and enhances competitive position in the software market. Strategies of the company
consist of the following ways: First, attracting talents with treatment policy and business
strategy. Second, recruiting human resource reasonably: internal human resource
recruitment, recruitment through the newspaper, recruitment through universities and
colleges; or recruitment through the questionnaire. Third, upholding current human
resource and encouraging talents by reward policy, promotion, insurance, benefits, etc.
Last, organizing training and upgrading human resources continuously according to
periodic plan and the needs of human resource development.
In short, strategies of human resource developmet of MISA JSC aim at developing
powerful human resource and creating competitive advantage for the company.
2. Strategic planning methods
2.1.

Foundation of strategic planning

MISA will carry out human resource strategic planning in long term (about 5 years), for
example, quality and quantity of human resources of 2008 that will be forecasted; and in
2003-2004 or 2008 that will forecast human resources of 2012. The difference of quality
and quantity of HR compared with estimation is quite little, except in case market changes
so highly or there is a special policy, for instance, government has launched MISA
Bamboo.NET 2008, thus, MISA have to coordinate more a large amount of human
resources to deploy this project.
Human resource planning is part of the main tasks of the manager, the human resource
department; the planning was implemented in details, it based on the following main
contents:
1

Based on business strategies of the company: Long-term HR strategy will be based on
business strategy: in the next stage, MISA expects to penetrate deeply into the development
of optimal software for private enterprises after WTO integration, research on new
software versions which are more useful and suitable. The recruitment as well as HR
development of the company focused heavily on software development center, because
here is place where researches and offers new software based on the fluctuation of market.
Product process of MISA software

(Source: Business Department – MISA JSC 2010)

Based on market demand: The market demand in the business block is relatively large,
more than 70% of enterprises do not use accounting software - a huge potential for the
company. According to the strategy of the company, accounting software will become an
essential part of all companies, MISA will minimize the cost price of a software unit so that
many companies can use software best (they are potential clients of the company when
they need to use other software for production or business purposes). In addition, the
company also provides many different kinds of software in accordance with the needs for
use of every firm, such as HR management software; client relation management software,
etc. Therefore, the company’s amount of employees will considerably increase in 5 years
later, especially is business Department’s employees.
Based on the needs and capabilities of the company: According to business strategy of
the company, the needs of the market and the abilities of the company that will clearly
1


identify the needs of the company about the number of employees for each of department,
or how to recruit in the near future. Creating equilibrium between supply and demand for
labor so that efficiency in human resource is the highest.
2.2.

Steps for strategic planning

Before conducting human resource planning, Administrative Organization Department and
HR Department that need to recruit more staff has to study plans and strategies in details,
and combines with the whole company's plans to put forth a logical human resource policy.
Human resource planning of MISA JSC includes 4 steps:
Step 1: Propose the needs of human resource
Based on business strategy, assess market needs and the ability to meet of the company and
some experience to a report about human resource needs at present. First, research on the
number of human resources that meet the current needs, the numbers of employees are
working, and the numbers of employee missing in the position? Second, the level of quality
which human resources need to achieve. Third, plans; quantity and quality of human
resources in the future (based on market fluctuation, production plans, and future business).
Then, research on ability to meet the needs of the company about finance, departments, etc.
Last, concretize the number of human resources for recruitment.
Step 2: Propose human resource plans
HR plans are proposed in the long term (from 5 to 10 years) and in the short term (quarter,
half year or a year). After conducting human resource demand forecasts by the comparison
of the market demand (the ability to develop markets in the short term), the demand of the
company (there is a campaign of product or not), and the ability is of the company.
Management board and human resource Department are responsible for providing a HR
plan report in short and long term.
Step 3: Implement human resource planning
Policies and plans are implemented by the HR Department and direct-relating Department.
The HR department in charge of recruitment, training, business and software development
Department directly train and receive new employees.

1

Step

4:

Assess

the

performance

and

the

effectiveness

of

plans.

Check the numbers of recruited staff are sufficient or not? Quality meets the demand or
not? Human resource strategy is in accordance with the strategy of the company or not?
There is a need to adjust if the performance are not in accordance with the target (the target
and strategy of the company is to put human resource in center; thus, all issues have to aim
at

people,

put

people

in

essence

of

value

and

development).

After assessing the finished goals and plans, they have to learn from experience to achieve
better results in the next plans and strategies.
3. Recruitment management
Base on process of identifying the need of human resources, the company can determine
clearly about amount of employees need to recruit. There are 2 ways to recruit employees:
Recruiting internal HR: If there has missing position in the company such as leadership
positions, manager, or team leader, the company will promote at first those who gain
achievements in work.
When internal human resources do not meet the need of the company, it will implement
external recruitment.
Recruiting external HR: Put recruiting information in newspapers, website, magazines,
or contact with job-introducing centers; organize to recruit directly at job fairs, recruiting
contacts with colleges and universities by collaborating on training and scholarships

Process of recruitment – MISA JSC

1


Supplementary research
for HR of Departments

Proposing recruitment

Approval of director

Building recruitment plans

Informing for recruitment

Receiving employees’ record

Interview

Rejecting
candidates

Period of probation

Receiving new employees
(Source: HR Department- MISA JSC 2010)

Outline above is to summarize completely steps in process of recruitment of MISA JSC
(the company can remove some above steps -- depending on work position).
After identifying the need of recruitment and recruiting proposal, the company will put a
recruiting notice on newspapers, websites because it is popular and in accordance with

1


different levels of human resources. The next step is to receive employees’ records. The
company has not carried out rejecting directly employees’ records to make more
opportunities for candidates and to ensure that the company will recruit the most talents.
Interview and test candidates’ level are two steps that reject the most candidates. After
passing the interview, candidates are considered they pass recruiting course and have to go
to have a physical check-up to ensure for the need of work. Last, candidates will
experience two-month period of probation, in probation process, candidates will be learned
about rules and workplace culture of the company. In this period of probation, the company
evaluates candidates that mainly based on sense of responsibility and inquiring mind of
them. In this step, the company still can reject candidates who are not in accordance with
targets and essence value that the company aims at.
4. Training and developing human resource
Training and cultivating plays an important role in the development of human resources in
company in general and MISA JSC in particular. For the company, regular training for staff
personnel is very important in the development strategy. In the period of international
economic integration; the period of information technology and knowledge, technology,
new inventions constantly increase, especially in the field that the company are operating.
Thus, training to update skills and knowledge, enhance professional qualifications are
essential. Designing plans, strategies, training objectives need to be careful, specific, and
clear and strategies have to be conducted seriously with diversified training for all officials
and employees. From professional-skilled training to personal-skilled training to provide
social knowledge; law, and training to enhance a sense of community. The training
programs are very useful because it enhances in both professional skills and cohesive team,
makes a connection between company’s members together, and increases solidarity
striving for personal goals and objectives of the company. Furthermore, in the training
programs, there are often overall training, meetings of the whole company, thus, employees
not only can improve their professional knowledge but also can understand more about

professional knowledge of others, that leads to the increase in coordination of work (people

1


understand and help each other to complete the work, empathy for the job and duties of
other members)
Summary of training courses and objectives
Courses- Frequency
The

whole

Objectives

company, All

twice per year

Effect

members

company

of

build

strengthen

the Creating family culture
and with high organizational

workplace model

culture
Professional skill training Enhance

professional Work more effectively

-12

skills

Leadership training-1

Conduct strategies

Achieve the target

(Source: Human Resource Department – MISA JSC 2010)

Methods of training: the company organizes courses of training with method “studyexchanges-entertainment”
With overall course: the company holds for all members of the company with main
purpose is to consolidate the solidarity between members, strengthen cultural value for the
company. The main training method is a collective activity in twice per year: First was held
at the beginning of the year to summarize old-year, propose target and orientations in New
Year. Second was held in vacation period.
With professional skill training course: the source aims at increase professional

knowledge, increase uniformity of members working in the same Department, providing
new knowledge and skills in the period of integration. When internal training about
professional skills, the former members who has longtime experience can share
experiences, working methods with new members. Specifically, Departments has different
training ways and time. Business Department often organizes training for staff when there
has a new product campaign, so that employees can learn more about key product in this
period. Software Development Department organizes training for programming staff at the
end of a product campaign to continue research on new product, or develop line of old
1


products. Especially, in the software development Department, members regularly
exchange ideas and experience with each other. For other Departments, due to training
costs are still limited, training in the form of internal training that has cost savings but
effect is not high, less new ideas and creativity.
With senior management training course: Participants in training course are as the
General Director, Vice President, and Director of Software Development, Business
Manager, Finance Director and Managers. They will be trained once per year with the form
of training is to hire foreign experts. This is an innovation of the company, there are no
small and medium firms which have held separately a summit conference and invited
foreign experts to consult, train.
- The company built a workplace culture with essence of value is human-- human beings
are the leading factor for development. Therefore, training HR is a very important and
regular work of the company. Training has to follow a process, there is a need to assess and
consider results after training process, developing training model which is effective and
finding solutions to get over disadvantages.

The process of training of MISA

1

Identify the need

Set up training plans

Consideratio
n

Approval

Organizing training

Monitor and assess

Save candidates’ records

(Source: Administration Department – MISA JSC 2010)

II.

Results of performing strategies of human resource development

Human resource structure: before learning about HR structure, we need to take an overview
of the company's human resources

Quantity of employees in the company
1

No.

Department

Quantity of employees /
person

1

Accounting

5

2

Administration

5

3

PR

7

4

Control of quality

10

5

business

50

6

Software development

15

7

Human resource

2

8

Total

94

(Source from HR Department – MISA JSC 2010)

The quantity of employees in branches at HCM city and Buon Ma Thuot are 45 people.
Thus, total of MISA’s employees now are 139 employees and 10 leaders.
After the strategies of HR development, human resource structure of MISA has achieved

certain results. According to level of employees, the company's human resources have high
professional skill. Employees who have university degree account for 81% of total
employees of the company.
1


Along with high-qualified HR structure is young human resource structure. Youth is
synonymous with the enthusiasm, creativity, the company with its human resource strategy
that has attracted employees for the firm development for future: young human resource,
high knowledge.

Employees fewer than ages of 27 MISA account for 59% -- more than half of employee
total of the company. Estimating employees under age of 34 accounted for 95% of
1


employees’ total. With figures about HR structure above, taking full advantages of human
resources will help the company develop quickly.
III.

Assessment of the work of human resource development of MISA JSC

1. Advantages
During the development of human resource, MISA has achieved the following advantages:
There conduct completely policies, strategies and plans, there has orientation for long-term
development of company in general and of human resource in particular. These strategies
and policies reflected the target and mission of company “Put people in firm foundation of
development”
There organizes regularly courses of recruitment in order to ensure the needs for human
resource development of the company. On the other hands, the company also held contacts

with universities and colleges to recruit the number of excellent-graduating students
Finally, the company clearly identified the target “put people in the center for
development” that are both the most important factor for strong development and the key
factor for human resource development of the company.
2. Disadvantages and main causes
2.1.

Disadvantages

Young leaders lack experience to build effectively model of human resource. Managers has
recognized the importance of human resource but has not invested properly, without
specific and clear plans (human resource plans has mentioned commonly without take
specific figures and make subordinates understand and apply.
There is irrelevance in the arrangement the work of employees in the same offices, there
are people who do little works, or who do a lot of works (PR office often does quite little
compared to their ability, software development office divided works irregularly, when
running projects, they have to work day and night, when they have so little works to do). In
short, there has weakness in the analysis of works and logical human resource arrangement
for works
In human resource planning: The company has had a clear foundation about the model
of human resource planning, however, not carry out in details that make the planning
1


ineffective, not identify overall target, proposed planning for recruitment come from the
departmental needs.
In recruitment work: Recruitment is very strict, but there is no recruiting board that has
professional to choose the best candidates. Recruitment of the company conducted only in
new recruitment but do not apply for recruitment purifying current human resources
(recruitment to replace those who do not meet job requirements). Recruitment process is

not methodical (there is no exam question-banking system in interview). The company
only focused on recruiting employees but not recruit executive positions or senior
executives.
In attracting talents: The Company only focused on attracting talents who are students at
universities and colleges, less focused on talents who can be used immediately, such as
people has good professional skill, good managers, highly experienced people. On the other
hand, when attracting talented students, the company does not have commitment papers.
In existing human resource development: The Company needs to organize more
concentrated-training courses for the whole company and hire companies that specialize in
organizing events and training. In addition, professional Departments need to hold
activities regularly for members to learn, share experiences to each other, to motivate the
company’s development.
2.2.

Main causes of disadvantages

The cause of all causes is limited expenditure. The company recognizes the development of
human resources is very important, but limited expenditure that restricts the program for
the development of human resources, such as hiring companies to organize large events
and regularly training for the whole company. In addition, there are also other causes such
as the leaders’ awareness of development of human resources is not still relevant, there are
no major investment decisions in the development of human resources, ability of managing
human resources is still low, HR Department’s structure is not strong and clear.
With disadvantages about strategic planning in developing human resources that have been
mentioned above, I would like to provide several recommendations for motivating human
resource development of MISA JSC.
1


CHAPTER 3. Recommendations for motivating human resource

development of MISA
I. Enhancing ability and awareness for managers and officials about human
resource issue
In any organization, the ability of managers always profoundly influences on strategies and
operations of enterprises. An enterprise which has good and visionary leaders, understand
their staff will achieve success in the future. Thus, enhancing the capacity for managers is
essential; we improve not only professional skills, leadership skill but also personal skills
of a leader. Leadership team of MISA has had the good awareness of human resource
management in organizations, however, management board need to have training courses
of personnel, HR management. Specifically, the company can invite HR management
experts, or professors of universities on the talk. If the above solution is applied, it will
bring leadership team a new professional perspective on personnel issue, leading to
decisions to develop human resources best and the most reasonably.
1


In addition, enhancing awareness of officials and employees on personnel issues is also
important in an organization. Each individual is considered in two aspects: the
qualifications (level of programming, sales, PR ...), the enthusiasm and passion in job. For
the consideration of the qualifications, the level of employees and officials is relatively
high, thus, the company should consider the remaining factor—enthusiasm, passion and
dedication to the company. The company develops according to the vision and mission
which set up before; thus, the company will develop if each individual’s objective in
accordance with the company’s objectives; or individuals have to get a good hold of the
company’s objectives to aim at all activities according to targets. In order to train personnel
on cultural issues, vision, mission, motivation, besides extracurricular activities of the
company to create cohesion, the company should hold professional training activities, such
as: training on culture, vision and mission, training in cohesion, teamwork, training on
working objectives, etc. According to some proposals of officials and employees of MISA,
the company should hire professional training units like Tam Viet GROUP, ARM,

UNICOM, etc.
II. Identifying long-term strategy about human resource issue
Human resource planning needs to make a long-term strategy (7-10 years) and short-term
strategy (1-2 years). A long-term strategy is to build based on business strategy of company
in long term; a short-term strategy is to solve human resource issues in current time.
Besides HR strategies of quantity and quality of human resource, there are strategies of
training, fostering long-term career for employees and officials.
To succeed in human resource planning, the company needs to be reference the following
process of planning in order to improve more about planning process which the company is
applying:
Step 1: Market analysis, target market segments, analyzing business strategies of company
to forecast HR demand for future
Step 2: Analyzing environment and current human resources of the company to develop
policies and training.
Step 3: Forecasting human resource needs
1


Step 4: Estimating ability to provide personnel. What sources that the company has ability
to provide personnel from any source? (New recruitment, work shift)
Step 5: Building action plan, setting up costs of action, budget of strategy
Step 6: Monitoring, assessing and adjusting plans. In the process of implementation, the
company should have a control unit to adjust and correct timely. End of each product and
business project, officials need to have responsibility of summarizing the whole process to
learn from experience for next business campaigns.
III. Investing logically for strategy of human resource development
The basic reason which is summarized in Chapter 2 is part of limited expenditure. It is the
root of all other causes: no expenditure leading to no specific strategy and plans, no
training programs to improve the quality of human resources, preferential policies and
incentives for employees will be limited; no recruitment program with large scale, there is

no investment in attracting talents.
We put back the question: people create profit or profit is not created by people? The only
answer is people create profit, leverage for the enterprise’s development. Therefore, the
main solution is human resource investment; invest in HR development strategy of the
company. MISA has identified the importance of human resources, but MISA should have
a clear investment plan. Specifically, investment expenditure should be according to the
schedule and levels of management. For example:
Levels of management

Schedule

of Expenditure

Notes

training
CEO
Board of management
Deputy

manager

Once/ quarter
Once/ 2 months
and Once/ month

manager
Team leader of project

Once/month

employees

Once/ 2 months
1


Schedule and expenditure for training

CONCLUSION
Finding out and being aware of a new way is the important factor to make foundation for
success in doing business and human factor makes the foundation for firm development.
During years, MISA Joint Stock Company has been implementing strategies to develop
human resources, and has gained achievements such as attracting a workforce with highly
qualified, young, enthusiastic, and always ready to devote for the company’s development.
However, employees leaving employment are quite high; training period to improve quality
of current human resources is low, there are no intensive training courses in skills and
awareness that were organized by companies specializing in training
Being clearly aware of the importance of HR development, MISA JSC will promote its
ability and power to apply logical methods for developing human resources (investing for
HR development: suitable expenditure, training strategies, recruitment, etc). Surely, the
company will achieve new success and become the leading unit for software.

1


REFERENCES
1. “Tre Lang” magazine – MISA JSC
2. Summary report in 5 year (2003-2007) – MISA JSC
3. Plans for four-year development (2008-2011) – MISA JSC

4. Human resource situation report – MISA JSC
5. Plans for human resource development – MISA JSC
6. Strategies of human resource development – MISA JSC
7. Organizational structure of MISA – administration Department, MISA JSC
8. Human resource assessment report of MISA in period of 2003-2007 – MISA JSC
9. website
10. website

1


TABLE OF CONTENTS

1