(Luận văn thạc sĩ) một số giải pháp nâng cao hiệu quả sử dụng nguồn nhân lực tại VNPT tuyên quang

ĐẠI HỌC QUỐC GIA HÀ NỘI
KHOA QUẢN TRỊ VÀ KINH DOANH
---------------------

LÊ VĂN ĐỨC

SOME SOLUTIONS TO IMPROVE THE EFFICIENCY OF
HUMAN RESOURCE USE AT VNPT TUYEN QUANG
MỘT SỐ GIẢI PHÁP NÂNG CAO HIỆU QUẢ SỬ DỤNG
NGUỒN NHÂN LỰC TẠI VNPT TUYÊN QUANG

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

HÀ NỘI - 2020


ĐẠI HỌC QUỐC GIA HÀ NỘI
KHOA QUẢN TRỊ VÀ KINH DOANH
---------------------

LÊ VĂN ĐỨC

SOME SOLUTIONS TO IMPROVE THE EFFICIENCY OF
HUMAN RESOURCE USE AT VNPT TUYEN QUANG
MỘT SỐ GIẢI PHÁP NÂNG CAO HIỆU QUẢ SỬ DỤNG
NGUỒN NHÂN LỰC TẠI VNPT TUYÊN QUANG
Chuyên ngành: Quản trị kinh doanh
Mã số: 60 34 01 02
LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

NGƯỜI HƯỚNG DẪN KHOA HỌC: TS. PHẠM VĂN HỒNG

HÀ NỘI - 2020


DECLARATION
The author confirms that the research outcome in the thesis is the
result of author’s independent work during study and research period and it is
not yet published in other’s research and article.
The other’s research result and documentation (extraction, table,
figure, formula,

and other document) used in the thesis are cited properly

and the permission (if required) is given.
The author is responsible in front of the Thesis Assessment
Committee, Hanoi School of Business and Management, and the laws for
above-mentioned declaration.

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ACKNOWLEDGEMENT
I would like to take this opportunity to express my deepest gratitude
and appreciation to the people who have given me their assistance throughout
my studies during the preparation of this thesis. They are my teachers, my
colleagues, my family and my friends. I would like to express my great thanks
to all of them.
First of all, I would especially like to thank my advisor, Dr. Pham Van
Hong, for her continuous encouragement and especially for her academic and
creative guidance. She has been my source for inspiration thoughout my

thesis. Without her support, I would not be able to complete my thesis. And I
really appreciate her patience in reading and correcting my thesis.
Last but not least, many thanks to my family, friends and classmates for
their great love and care in both spirit and health during preparation for the
undergraduate thesis in Finance.
Finally, I have to give myself credit because I endured to the end of my
thesis instead of giving up, losing my mind or getting sick due to the stress.

ii


CONTENT

INTRODUCTION.......................................................................................................1
1. Rationale .................................................................................................................1
2. Literature review .....................................................................................................2
3. Aims of research .....................................................................................................4
4. Scope of research ....................................................................................................4
5. Research methodology ............................................................................................4
CHAPTER 1: THEORETICAL BACKGROUND ON EFFICIENCY OF HUMAN
RESOURCE USE .......................................................................................................6
1.1. Human resources in the enterprise .......................................................................6
1.1.1. Definition of human resources ..........................................................................6
1.1.2. The necessity of improving human resource ....................................................7
1.2. Improving the efficiency of human resource use .................................................8
1.2.1. Some definitions related to efficiency of human resource use .........................8
1.2.2. Contents of improving the efficiency of human resource use ........................10
1.3. Factors affecting the efficiency of human resource use .....................................11
1.3.1. External factors ...............................................................................................11
1.3.2. Internal factors ................................................................................................14

1.4. Criteria for assessing efficiency of human resource use ....................................15
1.4.1. Physical indicators ..........................................................................................15
1.4.2. Criteria assessing professional qualifications .................................................16
1.4.3. Criteria assessing skilled level ........................................................................17
1.4.4. Criteria assessing professionalism ..................................................................17
1.4.5. Moral criteria ...................................................................................................17
CHAPTER 2: ASSESSING THE SITUATION OF EFFICIENCY OF HUMAN
RESOURCE USE AT VNPT TUYEN QUANG .....................................................18
2.1 Overview about VNPT Tuyen Quang .................................................................18
2.1.1. Establishment and development ......................................................................18

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2.1.2. Functions and tasks of VNPT Tuyen Quang ..................................................19
2.1.3. Organizational structure of management apparatus of VNPT Tuyen Quang .20
2.1.4. Business results of VNPT Tuyen Quang in the period of 2016-2018 ............21
2.2. Overview of human resources of VNPT Tuyen Quang .....................................22
2.2.1. Statistics of human resources of VNPT Tuyen Quang ...................................22
2.2.2. Labor structure by age .....................................................................................23
2.2.3. Labor structure by gender ...............................................................................24
2.2.4. Labor structure by professional qualifications ................................................24
2.3. Efficiency of human resource use at VNPT Tuyen Quang ................................25
2.3.1. Current physical indicators .............................................................................25
2.3.2. Current criteria assessing professional qualifications .....................................30
2.3.3. Current criteria assessing skilled level ............................................................31
2.3.4. Current criteria assessing professionalism ......................................................34
2.3.5. Current moral criteria ......................................................................................35
2.4. Factors affecting the efficiency of human resource use at VNPT Tuyen Quang
...................................................................................................................................37

2.4.1. External factors ...............................................................................................37
2.4.2. Internal factors ................................................................................................43
2.5. Evaluating efficiency of human resource use at VNPT Tuyen Quang ..............46
2.5.1. Achievements ..................................................................................................46
2.5.2. Limitations ......................................................................................................47
2.5.3. Causes of limitations .......................................................................................49
CHAPTER 3: PROPOSAL ON SOLUTION TO IMPROVE THE EFFICIENCY
OF HUMAN RESOURCE USE AT VNPT TUYEN QUANG ...............................52
3.1. Evaluating the new context and the requirements set for improving the
efficiency of human resource use of VNPT Tuyen Quang .......................................52
3.1.1. Context impacts on improving the efficiency of human resource use of VNPT
Tuyen Quang .............................................................................................................52
3.1.2. Orientation and general targets of VNPT Tuyen Quang ................................56

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3.2. Some solutions to improve the efficiency of human resource use at VNPT
Tuyen Quang .............................................................................................................58
3.2.1. Rearranging the organizational structure ........................................................58
3.2.2. Raising awareness and management skills .....................................................59
3.2.3. Building a human resource development strategy for VNPT Tuyen Quang ..60
3.2.4. Building a job description ...............................................................................61
3.2.5. Improving the quality of recruitment and renovating training and retraining 62
3.2.6. Renewing salary and bonus policy..................................................................65
3.2.7. Renewing labor evaluation work ....................................................................66
3.2.8. Building corporate culture...............................................................................68
CONCLUSION .........................................................................................................71
REFERENCES ..........................................................................................................73

v


ABBREVIATION
HR

Human resources

VNPT

Vietnam Posts and Telecommunications Group

VND

Vietnam Dong

VT-IT

Virtualization Information Technology

vi


LIST OF FIGURES
Figure 2.1: Organizational chart of VNPT Tuyen Quang .........................................20
Figure 2.2: Training process and division in charge .................................................32

vii

LIST OF TABLES
Table 2.1: Results of the main business targets for the period of 2016-2018 ...........21
Table 2.2: Labor change data for 2016-2018 at VNPT Tuyen Quang......................22
Table 2.3: Labor structure by age for 2016-2018 at VNPT Tuyen Quang ...............23
Table 2.4: Labor structure by gender for 2016-2018 at VNPT Tuyen Quang ..........24
Table 2.5: Labor structure by professional qualifications for 2016-2018 at VNPT
Tuyen Quang .............................................................................................................24
Table 2.6: Health situation of workers in VNPT Tuyen Quang ...............................25
Table 2.7: Current health care for workers ...............................................................27
Table 2.8: Welfares of VNPT Tuyen Quang ............................................................29
Table 2.9: Division of labor by qualifications in units in 2018 ................................30
Table 2.10: Population size of Tuyen Quang for 2016- 2018...................................38

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INTRODUCTION

1. Rationale
Human resource is the most valuable and important asset in every business
and human factor always plays a very important role in deciding the production and
business efficiency. Human resources are the most important asset of an
organization, which is reflected in several aspects such as the cost of human
resources in an organization that can be considered as an investment and a benefit
because the high quality human resources are very significant. Human resources in
an organization are both a goal and a driving force for the organization's activities.
Human resources are the basic elements that constitute an organization, which is a
condition for organizations to survive and grow up. Therefore, an organization that
is assessed as strong or weak, develops or lags depends largely on the quality of its
human resources.

In the development of society as today, human needs are increasingly
demanding with the goal that prices are constantly declining and product quality is
constantly being improved. Therefore, enterprises that want to survive must pay
attention to the innovation of production technology, increase the content of gray
matter in a product, increase labor productivity and lower product costs but still
ensure quality. It requires a team of dynamic staff, always keeping up with
customers' tastes and promptly responding to that change.
Tuyen Quang Telecom (VNPT Tuyen Quang) is a member unit of Vietnam
Posts and Telecommunications Group with the function of producing, trading and
serving specialized information technology telecommunications in Tuyen Quang
Province. Over the years, the telecommunications market - information technology
has a lot of changes, telecommunications businesses must increasingly compete at a
higher level, while technological changes in this area also rapidly happen. Along
with the Vietnam Post and Telecommunications Group in the process of
restructuring under the guidelines and orientations of the Government and the

1


Ministry of Information and Communication, Tuyen Quang VNPT has to renew its
management and business thinking, especially needs to have solutions to improve
the quality of human resources to meet the requirements of management and
production and business in the new situation.
In order to contribute to the study of human management, of which resolving
the close relationship between the quality of management staff and the production
and business efficiency of enterprises, the topic "Some solutions to improve the
efficiency of human resource use at VNPT Tuyen Quang" has been chosen as a
master thesis with high urgency.
2. Literature review
Research on human resource efficiency is not a new topic. A number

of studies can be mentioned as follows:
The research work of Prof. Pham Minh Hac (2001) is "Researching people
and human resources going into industrialization and modernization", National
Political Publishing House, Hanoi. The objectives of the project are to summarize
the practical implementation of the Party's and State's lines, strategies and policies
on issues of cultural development, people and human resources to implement
industrialization and modernization of the country; study and assess the current
situation of some main aspects of culture, people and human resources in our
country in terms of market economy, globalization and international integration to
meet the requirements of the industrial career. to modernize and modernize the
country; build scientific arguments for planning views, ways, policies and solutions
to develop culture, people and human resources.
The topic of the Human Research Institute, the project leader Assoc. Prof.
Dr. Pham Thanh Nghi (2013) "Study and propose solutions to improve the
efficiency of management and use of human resources in the process of
industrialization and modernization". The project summarizes the models of human
resource management and offers solutions to improve management efficiency and

2


use of state administrative human resources, human resources in the public sector
and human resources at the enterprise level.
Thesis “Improving the quality of human resources VNPT Ha Tinh” by
Master Tran Bac (2014), University of Economics, Hanoi National University. The
thesis systemizes some theoretical issues about human resource development in
enterprises in general and telecommunications enterprises in particular; assess the
current situation of human resources at VNPT Ha Tinh, thereby analyzing,
reviewing, evaluating and finding solutions to develop human resources to ensure
development capacity for VNPT Ha Tinh and propose and recommend some issues

on promoting human resource development of VNPT Ha Tinh that are suitable with
current conditions.
Thesis “Solution to improve the quality of human resources VNPT Hanoi by
2020” of Master Bui Ngoc Anh (2016), Bach Khoa University, Hanoi. On the
theoretical basis of human resources, quality of human resources and factors to
attract and maintain human resources, the thesis focuses on analyzing and
highlighting human resources situation of VNPT Hanoi. The research also analyzes
and finds out the causes of the quality of human resources VNPT Hanoi that is not
completely high, current remuneration regime of VNPT Hanoi, VNPT Hanoi's
attractiveness or unattractive attraction with employees tablets. Finally, the thesis
proposes a number of solutions to improve the quality of human resources, thereby
improving labor productivity and business efficiency of VNPT Hanoi.
Thesis “Improving the quality of human resources at VNPT Thanh Hoa” by
Master Nguyen Thi Thuy (2014), University of Economics, Hue University. The
thesis contributes to clarify the scientific basis for improving the quality of human
resources of enterprises; analyze and assess the status of human resource quality of
VNPT Thanh Hoa, thereby pointing out the achievements, limitations and causes of
limitations in improving the quality of human resources in VNPT Thanh Hoa in the
period of 2011 – 2013. On that basis, the thesis proposes solutions to improve the
quality of human resources in VNPT Thanh Hoa in the future.

3


It can be seen that the above research works are valuable in theory and
practice for the author in improving the efficiency of human resource use and
assessing the situation of improving the efficiency of human resource use in
enterprises in general and telecommunications enterprises in particular. However,
depending on the characteristics of each enterprise, the authors have proposed
different solutions to ensure it is appropriate to specific businesses to improve the

efficiency of human resource use. However, so far, no research has been done on
the status of improving the efficiency of human resource use at VNPT Tuyen
Quang, a telecommunications branch of VNPT has much potential for development.
Therefore, the research topic that the author chooses on "Some solutions to improve
the efficiency of human resource use at VNPT Tuyen Quang" is an independent
topic in comparison with works and articles published.
3. 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.

4. Scope of research
+ Space: VNPT Tuyen Quang.
+ 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.
5. Research methodology
The thesis also uses secondary data collection method. These are the data in
the reports and studies that have been published publicly such as reports on the

efficiency of human resource use of VNPT Tuyen Quang in the period of 20162018, the development plans of the enterprise; studies such as master's thesis,

4


doctoral thesis that have been completed; articles, magazines and textbooks related
to improving the efficiency of human resource use. These data are used to analyze
and illustrate clearly the research content. The origin of these documents is clearly
noted in the "References" section.
Analytical method: Used to clarify the secondary data collected. Thereby, the
author will get the most comprehensive and objective assessment of the status of
improving the efficiency of human resource use at VNPT Tuyen Quang.
In this study, statistical methods: Used to list collected data. Thereby, it will
analyze these data and can make scientific conclusions, assessments on improving
the efficiency of human resource use at VNPT Tuyen Quang.
Comparison method: Used in this study to compare the work of improving
the efficiency of human resource use at VNPT Tuyen Quang with improving the
efficiency of human resource use at VNPT Tuyen Quang of some other branches of
VNPT and some other telecommunications businesses. It is a basis to come up with
solutions to enhance the work of improving the efficiency of human resource use in
VNPT Tuyen Quang in the future.
Synthesis method: The data after being collected, the author will conduct
synthesis, select the appropriate data. After that, these data will be processed on
Excel software. Through absolute parameters, relative, average number shown
through tables, diagrams, graphs, the author can assess the work of improving the
efficiency of human resource use at VNPT Tuyen Quang.
6. Thesis structure
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
resource use at VNPT Tuyen Quang

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CHAPTER 1: THEORETICAL BACKGROUND ON EFFICIENCY OF
HUMAN RESOURCE USE
1.1. Human resources in the enterprise
1.1.1. Definition of human resources
Unlike some other resources such as financial resources, physical resources,
technological resources,... human resources is an exceptionally indispensable
resource, which determines the success or failure of the organization. In the process
of existence as well as the development of human resources, it is not only affected
by natural and mechanical fluctuations but also influenced by the system of laws:
the law of supply and demand, competition law and etc.
Currently, there are many different views on human resources. According to
the United Nations, "Human resources are all knowledge, skills, experience,
competence and creativity of people related to the development of individuals and
countries".
The World Bank said: "Human resources are the entire human capital,
including physical strength, intelligence, occupational skills and etc. of each
individual" [p. 2]. Thus, human resources are considered as a source of capital
besides other types of physical capital such as monetary capital, technology and
natural resources.
According to the International Labor Organization (ILO), “a country's
human resources are all people of the working age. Human resources are understood
in two meanings: In a broad sense, human resources are the source of labor for

social production and human resources for development. Therefore, human
resources, including the entire population, can develop normally. In a narrow sense,
human resources are the capacity of society to work, are resources for socioeconomic development, including working-age population groups, capable of
engaging in labor and production. It means that all the specific individuals involved
in the labor process are the total of their physical and mental factors, mobilized into
the labor process”. [p. 5]

6


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 include the entire working population" [p.23]. This concept
refers to human resources as a source of labor for society. “Human resources are
understood in a narrower sense to include working-age population with working
capacity”. This concept refers to the capacity to undertake the main labor of society.
From the above concepts, approaching from the perspective of political
economy, we can understand: “Human resource is the sum of physical and mental
power existing in the entire social labor force of a country, in which crystallizes the
traditional and creative labor experience of a nation that has historically been used
to produce material and spiritual wealth for the present and future needs of the
country” [p.25].
Human resources are assessed under two angles, quantity and quality:
- Regarding the quantity: The number of human resources is calculated by
the total number of employed people, the number of unemployed and the number of
reserve laborers. However for businesses, human resources do not include people of
working age of the whole society, but only those of working age who are working at
the enterprise.
- Regarding the quality: Human resources are expressed through physical
strength, mental capacity, labor skills, morale, attitude, working consciousness and
working style.

In summary, human resource is the social labor force, the number of people
who are able and willing to participate in the activities of the social production force
and are not restricted from labor participation by the competent authority [p.3].
1.1.2. The necessity of improving human resource
It is the workers who determine the existence and development of
businesses, they are the ones who research, design, manufacture high quality
products and services, and they are the ones who choose and consume such

7


products and services. In other words, the labor force is an input that plays a
decisive role in the success or failure of an enterprise.
The job of a business manager is mainly to use people and relationships with
people to solve the problems of the business, to achieve the goals and goals of the
business. Without understanding the health, needs, capabilities, motives of workers
... in the business, it is not possible to do a good job of management. That is, must
attach special importance to strengthening the management of human resources in
enterprises.
1.2. Improving the efficiency of human resource use
1.2.1. Some definitions related to efficiency of human resource use
Efficiency of human resources: is a comprehensive concept that includes
characteristics of the state, physical strength, mental capacity, skills, ethical style,
lifestyle and spirit of human resources. In other words, it is the level of education,
health status, professional and technical qualifications, career structure, social
component ... of human resources, of which education and occupational skills are
important criteria to assess humanity human resource quality.
The efficiency of human resources represents a certain state of human
resources as a special material object and at the same time, the subject of all
economic activities and social relations. The efficiency of human resources is a

combination of characteristics that reflect the nature and specificities directly
related to human production and development activities.
Talking about the efficiency of human resources refers to human resources
and labor resources, not only expressed in quantity but also in quality, it is
expressed in the level of vocational education, professional skills of the employee,
showing that the employee has been trained and shown in the health of the
employee. Workers must be in good health to perform their jobs well. Moreover,
employees must also have a religion, a way of life reflected in their working
attitudes and responsibilities in the work they do.

8


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 state of human health manifested in biological
development, no disease, good working health in a form of labor with a certain
occupation, and health for studying and working for a long time. The weak physical
strength will greatly limit the intellectual development of individuals and the
general social community.
- Intellect: is the intellectual, mental capacity, the level of intellectual
development, a professional and technical education, a professional skill and a skill.
It largely determines the ability of human creativity. It considerably plays a decisive
role in the development of human resources, especially in this day and age when
science and technology have developed rapidly.
- Ethical lifestyle: is a reflection of social ethical standards. The values from
that standard reflect the nature of society, the moral ideal of the society, especially
in its activities, lifestyle and daily life. Human moral lifestyle is the expression of
personality and psychology of enlightenment of cultural values crystallized in
workers. Ethics is associated with the capacity to create the basic values of labor

quality personality, from the personal aspect to the social aspect and expressed in
labor consciousness and labor attitude.

In addition to physical strength, intellect,

ethical lifestyle, the efficiency of human resources is life experience, the need and
habit of applying our combined knowledge and experience to creative activities to
create new solutions to work as a cultural creation. In that sense, the efficiency of
human resources includes the richness and depth of the intellectual capacity, the
practical, organizational and managerial capacity, the resourcefulness and flexibility
of responses of people in the context of the strength of education, experience, the
expansion of social relations, the delicate acquisition of traditional cultural
influences from the family to society. It combines health (physical strength) and
leads people into the practical school of creativity and development. In other words,
the efficiency of human resources is a set of human development indicators, the

9


quality of culture itself and the society can mobilize into the creation following the
cultural values of the whole commune, for the sake of the individual and the whole
society.
1.2.2. Contents of improving the efficiency of human resource use
Improving the efficiency of human resources is the activities to improve
professional qualifications and management skills for workers when the society has
evolved, science and technology and technology have made progress.
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:
+ Improving the physical strength for employees. To do this, businesses
need to create favorable conditions for employees to improve their physical
condition, improve the working environment and working conditions as well as
improve their incomes.
+ Improving the intellectual capacity of employees. In particular, enterprises
need to provide training and retraining for their employees to improve their
professional qualifications, improve their working skills, raise their qualifications
and knowledge about public management and etc.
+ Improving morality, awareness and consciousness. The ability of the
employee to complete the job depends not only on the health conditions,
professional knowledge, but also greatly depending on the spirit of the attitude of
the employee to the business, and the assigned work. Therefore, businesses need to
strengthen education, do well in the work of thought and build an open and sociable
culture within the agency.

10


1.3. Factors affecting the efficiency of human resource use
1.3.1. External factors
External factors affecting the efficiency of human resources, also known as
the external environment, include such factors as: economic context, population and
labor force in society, laws of the state, socio-culture, science and technology,
competitors, customers.
Economic context
Economic cycle and business cycle greatly influence efficiency of human
resources. In the period of economic development, businesses wishing to expand
production therefore need to develop new workers, enhance the training and
retraining of officials and employees. Moreover, this expansion of production

requires businesses to recruit more competent people, qualifications which force
businesses to raise wages, increase welfare, improve working conditions to attract
talents.
On the contrary, when the economy is in recession, unstable and tends to go
down, enterprises need to maintain a skilled labor force on the one hand and reduce
labor costs on the other hand. Enterprises must give employees temporary or
permanent leave or reduce benefits.
Population and labor force in society
The labor force includes people who are able to work, currently or not yet
employed. The labor structure is expressed through age, gender, educational level,
understanding of the population, education and professional skills as well as
additional labor sources and etc. Quantity and social labor structure directly affects
the quantity, quality and structure of human resources in enterprises.
Our country is in the process of transitioning to a socialist-oriented market
economy, striving to become an industrialized country by 2020. The economy has
only escaped from backwardness but has not developed strongly to become a new
industrialized country. Meanwhile the population is growing very fast. The annual

11


workforce needs to work increasing day by day. It is also a big issue that businesses
need to be concerned about.
Laws
The legal environment includes legal documents related to labor and
employment. This is a legal framework for businesses to well solve the relationship
between employees and employers and is a premise for businesses to set legal
standards when forming, strengthening and developing human resources.
Socio-culture
Traditions, customs, habits, rituals, ideological and ethical norms ... create

cultural lifestyles and social activities environment of people in general and
employees in enterprises in particular. It is the social and cultural way that creates
the corporate cultural 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.
For example, changes in working and resting attitudes have made human
resource managers difficult. In most industrialized countries, workers require
reduced working hours, more time off from work, and managers have to deal well
with the interests of workers and those of enterprise. Meanwhile, in underdeveloped
countries, people are familiar with the liberalist style, which is difficult for
businesses to put them into the framework.
Science and technology
The advancement of science and technology is an objective factor that
strongly influences human resources, allowing businesses to choose policies that
use less or more labor, thereby affecting scale, quality and human resource
structure.
To be able to compete on the market, Vietnamese businesses must improve
science and technology and equipment. This change strongly affects the human

12


resources of the organization. Businesses need to train and nurture their employees
to keep up with the fast-growing momentum of modern science and technology.
Science and technology changes, some jobs and skills are no longer needed.
On the one hand, businesses have to retrain their existing workforce and recruit
more capable people, on the other hand, they need to reduce staffing and reorganize
the redundant workforce.
Competitors

Human resources are extremely valuable resources. To survive and develop
companies must find every way to attract, maintain and develop human resources.
Companies make reasonable human resource policies, leadership, encouragement
and reward, creating a corporate atmosphere ... and constantly improving the
working environment, improving welfare policies. Human resource managers need
to know how to effectively manage employees.
Customers
Customers are the goal of every business. Management levels must ensure
that their employees produce goods that match the needs and tastes of customers,
and ensure the quality of goods and services. Selling products, ensuring sales and
profits are important factors for the survival of a business. Thus, managers must
make their employees understand that without customers there is no business and
they no longer have the opportunity to work.
In order for employees to be aware of that, the task of the management levels
in particular and the entire company in general is to know how to manage human
resources effectively; while managing employees so that they satisfy customers is
not simple.
In short, the above-mentioned external factors have a great influence on the
operations of the business. After analyzing and researching the factors outside the
enterprise, set its operational objectives. From this goal, a strategy for production
and business will be proposed.

13


1.3.2. Internal factors
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
Every business has its own mission and goals. The mission or goal of an

enterprise is an internal factor affecting specialized divisions such as manufacturing,
sales, finance, marketing and human resource management. In fact, each department
has its own goals and it is set based on the mission and goals of the business.
In businesses that tend to get more people involved in management
decisions, it is more likely to attract highly qualified human resources because
workers feel respected. Therefore, businesses need a good working environment to
nurture and motivate employees to promote the initiative. Enterprises must focus on
training staff that have skills, high scientific and technical qualifications and must
have appropriate salary and benefit policies to maintain and promote employees to
promote the most initiative, devoted to the business.
While in businesses where all decisions are centralized at the management
level, it is less likely to attract competent, creative workers by employees or rarely
assert themselves with new initiatives, they feel like they are just playing a
supporting role in the business.
Policies and strategies of the business
These policies have a great influence on the work handling activities of
management levels. Today, when operating in a socialist-oriented market economy,
most businesses have policies that allow their subordinates to directly report
problems to higher levels if they are not directly dealt by the direct management.
That makes management directly try to solve the problems of their management.
Thus, the policy is a guideline and has a great influence on the management of
human resources.
The business strategy of an enterprise is a decisive factor to the success or
failure of the enterprise's production and business activities. The good

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implementation of business strategies proves that the management of human
resources is carried out effectively. Moreover, based on the proposed business

strategy, the management levels identify the need for training and retraining of
professional knowledge for the human resources department to meet the job
requirements.
Working atmosphere of the business
Corporate culture is a system of values, beliefs and habits shared within an
organization that impacts the formal structure that creates behavioral standards. In
other words, it includes elements such as business philosophy and ethics, traditions,
customs, habits, psychological atmosphere and solidarity, helping each other among
members of the labor collective. ... These factors greatly affect the quality of human
resources because they create spiritual strength through the formation of the human
culture and culture environment of enterprises.
In businesses with an open culture, decisions can be made by low-level
managers, higher and lower managers who have close relationships, close
relationships, mutual trust, extended communication and public relations. People
are encouraged to come up with ideas and solve problems.
In contrast, in closed-culture businesses, decisions are focused on senior
managers within the business. Superiors and subordinates have distance, lack of
mutual trust, employees are not encouraged to set up initiatives and solve problems
on their own.
1.4. Criteria for assessing efficiency of human resource use
1.4.1. Physical indicators
Physical strength is the basis for intellectual development, the means to
convey human knowledge and intelligence into practical activities. All officials and
employees must be in good health, no matter what they do, wherever they are.
Health is an important foundation for all activities. The quality of the staff manifests
itself in the physical, mental, spiritual, attitude, motive and working sense.

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