Occupational safety and health (this technical assurance not only implements common standards in enterprises participating in production and business activities; at the same time ensures occupational safety and health according to international industry standards).
Regarding communication and information work at Japanese-invested automobile manufacturing enterprises, the number of work accidents that have occurred at the enterprise is regularly updated and widely publicized. At the same time, the causes are investigated and preventive measures are proposed.
The enterprise's trade union coordinates with the grassroots trade union to develop plans, inspect and periodically monitor the implementation of occupational safety and health at the enterprise. Every year, the organization summarizes and rewards individuals with achievements in occupational safety and health work. In addition, to implement activities more widely, enterprises actively participate in occupational safety and health competitions between competing groups and between enterprises in different industries. Through these competitions, enterprises can share experiences and learn from each other.
At the Trade Union, constantly improve the quality and expand the network of safety and hygiene workers. Each safety officer is an active nucleus. There should be policies and mechanisms for the safety network. Disseminate occupational safety to employees. Require employees to strictly comply with the measures currently applied in the enterprise such as: Kaizen, 5S, ISO, ... to ensure safety at work, minimize occupational accidents. Especially fatal occupational accidents.
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For existing problems such as noise and light that workers reflect, the Trade Union at the enterprise will coordinate with the professional side to propose to the Board of Directors to conduct an inspection and re-evaluate the level of impact on the working environment (from the perspective of experts in the industry). If the working environment does not meet working standards, promptly propose and recommend to the employer to take timely remedial measures to avoid losses when the cause has been found. The role of the Trade Union in representing and having a voice for workers will contribute to improving working conditions; minimizing occupational diseases for workers in Japanese-invested manufacturing in Vietnam.
4.3.2.6. Building a team of union officials at Japanese-invested automobile manufacturing enterprises in Vietnam to represent and protect the rights of workers.
Currently, the Vietnam Trade Union organization is increasingly innovating with many
practical activities for employees. One of the important breakthroughs is to build a team of grassroots trade union cadres that meet current requirements. The same is true for grassroots trade unions in Japanese-invested automobile manufacturing enterprises. Even through recent congresses, this issue has always been considered a practical solution to promote increasingly stronger and more effective trade union activities in enterprises. This is the bridge between employers and employees. Therefore, raising awareness, will, courage and leadership and direction capacity of grassroots trade union leaders is very important. The direction and direction of trade union leaders contribute significantly to ensuring the task of representing and protecting employees and enjoying legitimate rights. Especially for union chairmen of foreign-invested enterprises, they must be comprehensively improved. Their responsibilities are more difficult and heavier than in other types of enterprises.
In addition, it is necessary to improve the capacity of the team of union officers who are both good at their profession and also good cadres. Union officers at the unit need to constantly professionalize and improve their qualifications to meet the increasing demands of FDI enterprises; Create a suitable environment to develop the mettle of union officers. Each union officer needs to be close to the workers: grasp the actual operating situation, listen to the aspirations of the workers, become their true friends, and resolve their problems. At the same time, by doing this, union officers also help to effectively propagate to each worker. Union officials are an important bridge and a link for success in building and innovating good labor relations, and always have measures to persuade employers to support and create conditions for building strong and developing grassroots union organizations. Union members constantly promote the collective intelligence of the Union Executive Committee to propose development directions for the organization to effectively perform the function of representing and protecting workers in the new situation.
Union officials need to be proactive and flexible, promoting the spirit of readiness to become lecturers. Experience after participating in training courses in areas such as: Collective Labor Agreement, Labor Relations, guidance on OSH law enforcement and other skills... These officials will be the ones participating in propaganda and training for union teams. In necessary cases, it is necessary to coordinate with the superior union to invite experts to participate in teaching to improve understanding and comments for workers.
To effectively carry out inspection, supervision and monitoring of occupational safety and health, trade union officials also need to be equipped with advanced training in professional skills and techniques to meet the requirements set forth in the inspection, supervision and monitoring process.
Building a large and strong enough union cadre team to effectively represent and protect the rights of workers at Japanese-invested automobile manufacturing enterprises in Vietnam has become an important task.
4.3.2.7. Continue to promote and improve the effectiveness of training and fostering of trade union officials.
- In the new context, especially when labor laws are adjusted, new mechanisms and policies appear, new representative organizations will appear, and union members in foreign-invested enterprises need to improve their operational capacity. Union members must be standardized, trained and fostered to improve their professional qualifications and trade union skills. For grassroots cadres in Japanese foreign-invested automobile enterprises, in addition to trade union skills, they need to be equipped with knowledge of Japanese culture and labor usage traditions in Japanese enterprises. Special attention should be paid to improving the ability to learn foreign languages such as Japanese and English. This is an effective means to help employees, enterprise managers, and grassroots union members directly communicate information to foreign employers, contributing to increasing mutual understanding and empathy. Building relationships between employees and employers, Japanese corporate culture... To achieve high efficiency in these training and development courses, it is recommended to have the participation of experts (especially Japanese experts) at automobile companies or representatives of Japanese companies in Vietnam.
To achieve high efficiency in training and fostering cadres, it is necessary to focus on innovating content, applying active methods in training (taking the trainee as the center), and training and fostering forms of cadres are classified according to the position held or within the cadre planning.
FDI enterprises often have many conflicts in labor relations. Therefore, key officials at the enterprise union need to strengthen training, improve thinking methods, develop strategic vision; always bring up emerging situations to propose many solutions. Training must be combined with practice. Therefore,
Solve problems from many angles to get a comprehensive view.
Training and development of staff must be regular and always updated with new knowledge. Expanding training types such as centralized training or applying indirect training through the use of software technology applications such as: Zoom, google meating, google docs, tearms, ... This will help employees have more choices to participate in training courses, keeping up with the trends of the current 4.0 scientific and technological revolution. If indirect training is successfully implemented, it will contribute to saving time, organization costs and efficiency, and higher practical application.
4.3.3. Group of solutions for organizations representing employers
Representing the employer is usually a trade union organization of the employer, established in an industry or within the scope of the profession. The employer trade union is established to protect the rights and interests of the employer. In particular, when signing a collective labor agreement, there must be two organizations representing and implementing it, including: the trade union (representing the employee) and the organization representing the employer.
In Vietnam, the Vietnam Chamber of Commerce and Industry (VCCI) is a national organization that brings together official representatives of the business community and employers. VCCI's main function is to represent and promote and protect the legitimate rights and interests of the business community and employers in Vietnam in domestic and international relations.
To enhance the position of employers' representative organizations (VCCI), the capacity to protect employers to improve the quality of human resources, improve the living and working environment of employees and employers in Vietnam, it is necessary to:
Continuously strengthen the role in the tripartite mechanism as a key partner; continue to promote and develop labor relations in Vietnam through activities such as: participating in the tripartite mechanism at all levels; participating in the development of labor laws (of which the most important are the Labor Code and the Trade Union Law), participating in labor institutions (National Labor Relations Committee, National Wage Council, Labor Arbitration Council, ...)
At the same time, to strengthen the national representativeness of employers, we are currently implementing and completing the construction of a system of employer representative organizations at all levels in Vietnam to create partners participating in 3-party social dialogue at all levels. In this work, VCCI pays special attention to the establishment of employer representative organizations at the provincial and industry levels.
In addition, we continue to be active in promoting and mobilizing employers and enterprises to comply with the law, improve the lives of employees, and improve the living and working conditions of workers. In particular, VCCI always encourages enterprises to establish grassroots unions, one of the most important factors in creating two-way dialogue at enterprises, moving towards harmonizing labor relations at enterprises.
Based on practice, promptly propose to the Government to have legal documents granting the authority to decide, determine and truly represent employers in dialogue and negotiation with trade unions to sign collective labor agreements, consult, reconcile, resolve labor disputes and strikes in enterprises.
Faced with the constant changes of society, organizations representing employers (VCCI, cooperative alliances) need to have more practical activities, many activities need to be innovated at the national level in the tripartite mechanism and accompany competent agencies to actively participate in policy building, investment bridges and services to help employers and the business community.
In addition to the activities of the VCCI, there is also the participation of the automobile industry association, VAMA, which plays a very important role in the development of the Vietnamese automobile industry, and at the same time promotes healthy labor relations at the enterprise level. However, in the past, this association has been operating quite lightly, seemingly not having much say in labor relations. Therefore, it is very necessary to improve the effectiveness of VAMA's operations, first of all, to perfect the organization's operating mechanism and organization. Representatives of the Association are good experts in their fields, but their understanding and trade union skills, and negotiation skills are quite limited. Therefore, it is necessary to have training courses, fostering knowledge and skills on labor relations for VAMA's staff.
4.3.4. Group of solutions on the employer side
Japanese-invested automobile manufacturing enterprises in Vietnam need to build more progressive labor relations to suit the general development of the whole society. Therefore, employers need to implement some solutions such as:
Fully implement the rights and obligations of employees
Employers must respect and strictly comply with the obligations prescribed by the host country. Employers have the right to recruit and employ workers.
activities based on the scale of production and business activities of the unit; has the right to handle disciplinary violations, organize rewards according to the provisions of law, has the right to send representatives to participate in negotiating and signing collective labor agreements in the enterprise or industry level. In addition, employers have the right to have their legitimate rights and interests protected (when their interests are violated or labor disputes occur).
Employers must have the responsibility to coordinate and collaborate with the trade union at the enterprise to discuss and agree, and jointly solve labor relations issues such as: paying attention to improving and enhancing the material and spiritual life of employees, in order to properly resolve the economic interests of employees in the enterprise, which will effectively promote the creative spirit and responsibility of employees towards the enterprise. Employers play a very important role in adjusting harmonious labor relations. To move towards the harmony of employers and employees, it is necessary to closely combine material interests and spiritual interests; balance immediate and long-term interests; and closely link the rights, interests and obligations of employees; Employees must ensure the implementation of the contents signed in the labor contract and collective labor agreement, policies ensuring employees such as: salary, wages, income to ensure living standards and other minimum living expenses, social insurance, health insurance, working time, rest time, occupational safety and health, ... In case of changes, there must be consensus from the employer, employees, and trade unions and must be communicated and announced publicly and widely throughout the enterprise. Doing well in the above shows the respect and equal treatment of the employer towards employees and the trade union.
Raising awareness and consciousness of employers about labor relations
It can be affirmed that the issue of awareness is a sensitive issue, because each person has a different level of awareness in the issue of labor relations. In recent years, when the level of labor conflicts and conflicts often occurring in labor relations has increased (including FDI enterprises), this issue has been and is receiving special attention from society. To avoid unfortunate incidents occurring at Japanese-invested automobile manufacturing enterprises in Vietnam, Japanese employers have always learned from exchanging and summarizing the experiences of other enterprises. From there, they have adjusted labor relations in Japanese-invested enterprises. In fact, the capacity of all parties in labor relations is still very limited. The cause has been investigated through a survey of Japanese-invested automobile manufacturing enterprises.
Japanese investment in Vietnam is only 18%, business owners believe that their understanding of labor laws in Vietnam is still limited. Therefore, the solution proposed to overcome this is: increase the dissemination of labor laws in Vietnam, to raise awareness for employers. This solution needs to be maintained and implemented regularly.
Strengthen cooperation and exchange of information on the production and business situation of the unit.
In Japanese-invested manufacturing enterprises in Vietnam, it is necessary to maintain and promote the exchange of information on the production and business situation at the enterprise, and the experience of labor relations of enterprises with the same type of production and business. Each enterprise has a different level of openness in sharing information between entities. In which, information sharing is the voluntary notification, announcement or transmission of information to partners on issues related to rights and interests.
Strengthen the dialogue mechanism. The mechanism has the participation of subjects in labor relations, mainly government representatives, employer representatives and employee representatives. When necessary, there may be the participation of other social partners (social organizations, socio-professional organizations and non-governmental organizations) to exchange information, consult, negotiate and reach agreements on labor relations issues, especially wages, salaries, social insurance, working hours and other working conditions, to reach consensus.
To establish a dialogue mechanism, it is necessary to carry out the following tasks: identify equal members representing each party participating in the dialogue at all levels; identify labor relations issues that require dialogue (can be direct or indirect dialogue) in each period of time, especially issues that are still contradictory, unresolved or disputed.
Diversify forms of dialogue at the enterprise level such as establishing a three-party forum; periodically (monthly, quarterly, annually) the parties meet to dialogue; maintain multi-dimensional information, especially setting up mailboxes, hotlines, etc.
Continue to build corporate culture
Employers need to pay attention to organizing and building core cultural values based on common interests between employers, employees and customers. Building culture
Enterprise culture development needs to be carried out from within the enterprise. The result of building and developing corporate culture is the result of effective and synchronous implementation of solutions to effectively implement corporate culture contents. Therefore, enterprises must proactively implement the contents of corporate culture. These contents must be closely linked to the development of the enterprise's employees. This core value must be recognized from the highest positions in the enterprise and spread to all employees in the enterprise.
Corporate culture is extremely diverse and rich, it includes the common cultural values of society, existing in each member of the enterprise and the typical cultural values created by the enterprise, typically: Business philosophy of the enterprise, common standards, rituals, behavior, communication. Corporate culture has the power to unite and regulate the behavior of all members in the enterprise, in the spirit of class friendship, helping members in the enterprise develop their personality, working style to be agile, active, dynamic, accurate, creating conditions for everyone in the enterprise to cooperate with each other, work well together and promote everyone to reach success.
Therefore, building corporate culture not only aims to create material and spiritual strength for effective production and business of enterprises, ensuring successful competition, bringing benefits to enterprises and jobs, stable income for employees. Importantly, building and developing corporate culture also contributes significantly to building and developing advanced Vietnamese culture, imbued with national identity, crystallizing the quintessence of human culture, preventing and limiting social evils and the introduction of unhealthy cultural flows.
Enterprises coordinate with FDI grassroots trade unions to organize information exchanges related to Industry 4.0
Industry 4.0 has had a strong impact on employees, helping them understand that this is an inevitable operation of society. From there, employees will be aware of raising their awareness of employment and labor relations at Japanese-invested automobile manufacturing enterprises. The selection of personnel in the coming time is very large, requiring employees at these enterprises to seriously implement labor regulations, constantly improve their skills, cultivate foreign language skills, and quickly adapt to new modern working environments.
4.3.5. Solution group for workers