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C: Survey Results for the Criterion “Challenging Work”



Agree

62

29.7

29.7

100.0

Totally agree

0

0

0

0


Total observations


209


100.0


100.0


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C: Survey Results for the Criterion “Challenging Work”

Table 2.3.c: Survey results for the criterion “Challenging work”




Frequency


Frequency

Valid Percentage

Cumulative Percentage


Number of valid observations

Strongly Disagree

47

22.5

22.7

22.7

Disagree

0

0

0

0

Normal

132

63.2

63.8

86.5

Agree

28

13.4

13.5

100.0

Totally agree

0

0

0

0

Total

207

99.0

100.0


Do not fill

2

1.0



Total

209

100.0




* Through practical survey, the following comments can be drawn:


- For the criterion of allowing good use of personal abilities, the average score achieved is 2.87 points, the score is above average, but the score is not high, showing that employees have not fully developed their personal abilities, the work has not fully utilized the strengths of employees. FLDC has not really promoted the strengths of employees.

- Regarding the criterion that employees are encouraged to be creative in their work, the score of 2.71 points is quite low, showing some connection with the development of each employee's capacity in the company, specifically, not promoting employee initiatives well, thereby making good use of their personal capacity.

- With the challenging work criterion, the score is 2.68 points, currently the competition in the maritime industry is quite high. Companies in the industry apply many different forms to attract customers, so all employees must make efforts to both retain old customers and develop new customers. Serving customers well is the core task of companies in the industry. Especially the road system from Vict port to the national road system is not diverse, or is hindered by agencies. Therefore, the quality of service for export and import customers, shipping lines... is focused. Thus, the work for employees is quite a challenge, which is also consistent with the survey results.

Through the analysis of the above surveys, it shows that the company has not fully utilized the potential of its employees. The company also does not have an effective task assignment tool to evaluate employees clearly and accurately. There are no processes or regulations on rewarding initiatives to promote employees' creativity and work improvement to increase the company's competitiveness.

2.5.2 Analysis of the current status of implementing the function of training and developing human resources at Joint Venture Logistics Development Company No. 1

Vocational training for employees in the company is very important, it helps employees have enough skills and knowledge necessary to perform the job. The maritime sector is a sector that often has new policies issued by the government.


The country's regulations, economic policies, and the impact of the world market always affect this field, so the company needs to regularly organize classes to update relevant knowledge for employees so that they can perform their jobs better.

Through practical research and information provided by the HR department, FLDC organized nearly 10 training courses in 2010 and 2011 with the participation of 300 employees. The training courses were mainly related to professional development, updating new regulations in the industry, SPARCS management software, etc.

For employees working at FLDC: Training is mainly to update new policies or new internal procedures without a training program to improve employee skills. Listing of competent employees for in-depth training in many professional fields for promotion to future management positions is not yet available.

For new employees: after the official recruitment decision is made, new employees will be sent directly to the departments, without going through an integration training course to understand the processes and regulations of FLDC. Issues such as labor regulations, welfare regimes, FLDC culture, general working procedures will be learned by employees themselves or directly guided by specific departments. Therefore, employees' opinions about FLDC will be more or less influenced by the departments, with little overall vision of the entire company. This is also a limitation. This leads to the same job, but each new employee after the probationary period will gain different knowledge, and the ability to perform the job will also be different.

Through a survey of employees' opinions on training at FLDC, the employee evaluation results are as follows:

Table 2.4: Training and development




Participate in programs as required by the job

Training in FLDC is effective.

You have the skills needed to do the job well.


Number of observations

Valid

208

209

209

Missing data


1


0


0

Average score

3.26

2.68

2.90


Table 2.4.a: Results of the criteria survey


“Participate in training programs according to job requirements”






Frequency

Frequency

Valid Percentage

Cumulative Percentage


Number of valid observations

Strongly Disagree

15

7.2

7.2

7.2

Disagree

46

22.0

22.1

29.3

Normal

49

23.4

23.6

52.9

Agree

66

31.6

31.7

84.6

Totally agree

32

15.3

15.4

100.0

Total

208

99.5

100.0


Do not fill

1

.5



Total

209

100.0



Table 2.4.b: Survey results on the criterion "Training at FLDC is effective"




Frequency

Frequency

Valid Percentage

Cumulative Percentage


Number of valid observations

Strongly Disagree


65


31.1


31.1


31.1

Disagree

46

22.0

22.0

53.1

Normal

29

13.9

13.9

67.0






Frequency

Frequency

Valid Percentage

Cumulative Percentage


Number of valid observations

Strongly Disagree


65


31.1


31.1


31.1

Disagree

46

22.0

22.0

53.1

Normal

29

13.9

13.9

67.0

Agree

29

13.9

13.9

80.9

Totally agree

40

19.1

19.1

100.0

Total

209

100.0

100.0


Do not fill

0

0



Total

209

100.0



Table 2.4.c: Results of the criteria survey


“You have the skills needed to do the job well”





Frequency

Frequency

Valid Percentage

Cumulative Percentage


Number of valid observations

Strongly Disagree


19


9.1


9.1


9.1

Disagree

52

24.9

24.9

34.0



Normal

68

32.5

32.5

66.5

Agree

70

33.5

33.5

100.0

Totally agree

0

0

0

0

Total

209

100.0

100.0


Do not fill

0

0



Total

209

100.0




* Through a survey of employees on training and development, the following comments can be made:

- With the criterion of participating in training programs according to job requirements, the score achieved is 3.26 points, this shows that the company will periodically or suddenly have new professional training courses for employees who are working, training on new products and services. However, with the above score, it shows that employees still do not appreciate the company's training courses, FLDC needs to have more training programs to improve employees' knowledge in specialized professional fields to improve employees' professional skills.

- Regarding the criterion of effective training at FLDC, the score achieved is 2.68 points, showing that employees do not highly appreciate the training work at the company, the knowledge of the training courses is not really useful for employees in their work, it has not brought the desired results, the company needs to have a tool to evaluate the effectiveness after training to change the training process, thereby further improving the effectiveness of training work.


- Regarding the criterion of having the necessary skills to perform the job, the average score is 2.90 points, showing that employees are equipped with working skills, but not as expected, the main reason is that the training of employees when they first start working is the responsibility of the departments themselves, so employees acquire very different knowledge, the specialized knowledge they grasp does not follow the set standards, the company has not yet systematized the teaching processes, has not established a specialized training department, the training is based on the experience of the mentor.

* Through actual surveys combined with collecting employee opinions through questionnaires, the following comments can be made:

- The current training work at FLDC is mainly training courses serving the operational plan according to each specific action program, there are no in-depth training courses to improve the knowledge of employees.

- There is no complete professional training center for new employees to help new employees systematically equip themselves with professional knowledge, characteristic of FLDC's culture, before starting work.

- Has not established a professional training department for newly integrated employees, to provide professional training for new employees working at the company for the first time, or to retrain employees who do not meet professional requirements.

- FLDC has not yet conducted a post-training evaluation to compare the costs incurred and the results achieved after training, thereby improving the training process.

2.5.3 Analysis of the current status of human resource maintenance function at Joint Venture Logistics Development Company No. 1

2.5.3.1 Evaluation of employee performance

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