Through that, we can see that the organization of labor and wages in the company is reasonable and ensures the principle that the rate of labor productivity growth must be greater than the rate of wage growth. Because the average wage increases, the life of workers is improved. The rapid increase in labor productivity creates conditions for the company to increase accumulation and expand production investment...
Responsibility always goes hand in hand with benefits – this is the guiding principle in salary payment at the company. Increased labor productivity, high efficiency of the organization, employees will also receive corresponding increase in remuneration. In addition to the fixed salary, employees also receive some other income.
In general, increased income leads to improved living conditions for employees and their families. This in turn encourages them to be more enthusiastic about their work, creating greater efficiency in the company's production and business.
Salary calculation method currently applied at the company:
The company is operating in many fields but can be divided into two main fields: Tourism, travel and some other services, so to facilitate salary calculation and payment to employees, the company uses both forms of salary: time salary and product salary applied to the whole company.
- Period I: Time salary payment or also known as decree salary.
At Vietnam Trade Union Tourism Company Limited, time salary is calculated according to the formula:
In there:
LTG= [ HSL + HSPC ] x Ltt
22
x NC
LTG: Time wage. HSL: Salary coefficient. HSPC: Total coefficient of allowances. NC: Actual working days Ltt: Basic salary/ minimum salary
The salary coefficient according to the formula that the company is applying is calculated according to the State's regulations based on the following factors: position, degree, number of years of work. Therefore, each individual will have different remuneration levels depending on the State's regulations and allowances according to the company's regulations.
- Period II: payment of revenue salary or also known as planned salary.
Departments and units base on the unit price decided by the management to calculate salary according to the following formula:
QL = Labor x Average salary
Time:
In there:
QL: Total payroll LD: Total number of employees
DGTH: The unit price for implementation is calculated based on the percentage of completion of the set plan. Revenue salary (plan salary) will be equal to the total salary fund minus the time salary.
LKH= QL - LTG
After having the total planned salary, we calculate the unit salary price according to the following formula:
DGTL= LKH
NCTHS
DGTL: Planned salary unit price
LKH: Total planned salary of the unit
NCTHS: Total working days according to unit coefficient
NCTHS = (HSTN x DTĐ x NC)
HSTN: Responsibility coefficient DTĐ: Competition points NC: Working day With the salary unit price, we calculate the salary for the company's staff according to
recipe:
LKH = NCTHS x DGTL + Allowance (if any)
It can be seen that, in addition to strictly complying with the State's regulations on salary payment to employees, the company also makes great efforts in using salary as a tool to motivate employees. The above form of salary payment partly reflects the company's concern for employees.
Considering the average salary that employees receive at Vietnam Trade Union Tourism Company Limited and comparing it with the salaries of other companies,
Other enterprises in Hanoi found that employees at the company have a fairly good income compared to the general level. Specifically: among the types of enterprises reporting on the salary situation in 2018 in Hanoi, FDI enterprises lead in salary payments to employees, reaching 5.85 million VND/person/month; Enterprises with dominant state capital contributions reached 5.3 million VND/person/month; This figure at single-member LLCs with 100% state capital is 5.25 million VND/person/month. At Vietnam Trade Union Tourism Company Limited, the average salary is 5.6 million VND/person/month. This can be seen more clearly in the chart below:
Average salary
6
6
6
6
6
5
5
5
5
5
5
FDI enterprise block Joint stock company block Limited liability company block One member limited liability company Dominating capital contribution of member company by the state Vietnam Trade Union
country holds 100% charter capital
Average salary
Chart 3.1: Comparison of average income of companies in 2018
(Source: Author's synthesis after consulting the 18th year salary situation report in Hanoi of the Hanoi Department of Labor - Invalids and Social Affairs)
To assess the level of satisfaction with salary of employees in the company, the author conducted a survey with the question of whether employees feel satisfied with the salary they receive. The answer obtained was 9 respondents strongly agreed, 29 agreed, 42 felt normal, 16 disagreed and 5 strongly disagreed. It can be seen more clearly at:
Strongly disagree Disagree Neutral Agree
Totally agree
9; 9%5; 5%
16; 16%
29; 29%
42; 41%
Chart 3.2: Employee evaluation of company salary
(Source: Survey results in May 2019) Employee satisfaction with salary is differentiated due to the impact of many factors. The first one is the difference in working conditions and awareness of the two groups of workers, direct and indirect. The distribution of salary to employees still has limitations, the scoring to calculate the productivity coefficient is not specific, still depends a lot on the assessment of others, and the level of contribution and dedication of each person to the company is not clear. That greatly affects the fairness in salary payment, leading to a reduction in the incentive in the issue of remuneration. On the other hand, the productivity coefficient between excellent, good, fair, and average workers has a small difference, so the motivation has not been promoted.
strive for workers
Bonus mode
- Like most other state-owned companies, Vietnam Trade Union Tourism Company Limited also has bonuses on major national holidays such as: New Year, April 30 - May 1, March 10, September 2, July 8.
- Annual bonus:
Annual bonus = rate × average monthly salary
The rate is based on the employee's 12-month work performance.
Although the above bonus distribution to individuals has taken into account the work efficiency and the level of work completion of individuals, the determination of the number of bonus points for safe operation is still average, in a way of keeping the peace. This thinking has greatly affected the working spirit of employees because whether they work well or not, they all get the same bonus points. Not only that, the criteria for calculating bonus points are also general, there is no separate way to determine them in accordance with the content of each job... that has somewhat limited the encouragement for employees to work actively and improve productivity...
Benefits and services
- Mandatory benefits
These are the minimum benefits that organizations must provide to employees, protected by law. Mandatory benefits can be: types of guarantees, social insurance, unemployment benefits, health insurance. In Vietnam, mandatory benefits include 5 social insurance regimes for employees: sickness benefits, work accident or occupational disease benefits, maternity, retirement and death benefits.
These benefits are fully implemented by the company. Immediately after the employee signs an official labor contract with the company, the General - Human Resources department will immediately implement them.
- Voluntary benefits
These are the organization's own benefits, built and offered based on the company's ability to pay and the company's management's attention.
+ Guaranteed income and retirement benefits
+ Money paid to employees for time not worked.
+ Benefits for flexible work schedule
- Insurance benefits
+ Health insurance
+ Life insurance
+ Disability insurance
In addition, the company also has a number of other benefits and services such as travel allowances. Specifically, providing transportation for all levels of staff if they need to go on long business trips, and providing gas allowances for employees if their work requires travel.
Thus, it can be seen that the company is very concerned about the security and life of its employees. The benefits are always fully implemented, creating a great motivation for employees to stick with the company.
3.2.2.2. Create motivation through non-financial incentives
a. Analysis and evaluation of work performance
Job analysis
If you want to do a good job of motivating employees, you must make them clearly understand their tasks, responsibilities, authorities, working conditions and performance standards for the work they are assigned.
Job analysis process at Vietnam Trade Union Tourism Company
- Select the job to analyze
Due to the nature of the company, which mainly provides tourism products and services, the characteristics of the jobs at the company are also very specific and highly differentiated. However, the company has only selected high-ranking positions and important jobs based on subjective perceptions for clear analysis. Other positions (usually direct labor jobs) have not been analyzed in detail, there are only general job descriptions or performance standards.
- Choose how to collect relevant information
The company mainly uses two methods of information collection: using available forms and typical interviews.
- Proceed to collect relevant information
The company mainly collects information about the responsibilities and requirements of the job for employees but has not yet focused on information about the working conditions of each specific job, relationships and authority with related departments, performance standards and job evaluation.
- Processing information obtained after collection
The administrative and human resources department will collect all the forms issued to the investigated staff after they have filled out the job description information in the case of using the sample form.
- Adjust the job analysis table if necessary and approve it for use.
use
The job description results after being collected to the Organization - Human Resources department,
will be reviewed, investigated, and adjusted by the department head if necessary. These job descriptions are used for many different purposes, but all serve the purpose of strengthening the company's human resources. For example, if the company lacks employees, this table will be used to describe and recruit; serve the purpose of evaluating the performance of employees; serve as a basis for rewarding, reprimanding, or planning training, etc.
However, at Vietnam Trade Union Tourism Company Limited, job analysis activities have not been focused on. Through a practical survey, the following results were obtained on how to let employees know their tasks:
Strongly disagree Disagree Neutral Agree
Totally agree
5; 5%9; 9%
15; 15%
42; 42%
29; 29%
Chart 3.3: Survey results on criteria for employees to be analyzed for work
(Source: Survey results in May 2019) The job analysis process is sometimes not carried out according to the correct procedure, but mainly the job analysis is conducted based on the industry's labor standards. The tasks, requirements and performance standards are
given in a general way. There is no coordination or agreement between the human resources department and the direct manager in determining the tasks, responsibilities, and performance standards for employees. This leads to a situation where the tasks, responsibilities, and performance standards, although given, are not suitable for reality, and in the long run, affect the goals and motivation of employees.
Evaluation of the performance of tasks and work of employees At Vietnam Trade Union Tourism Company Limited, the evaluation of performance
The performance of the tasks and work of the staff is evaluated by the most direct leader. There are the following bases for employees to evaluate the performance of employees: the level of completion of assigned tasks of individuals in the department, the employee's outstanding achievements or contributions in the work... Normally, the direct leader will have a primary assessment to see what the employee is classified as and discuss, comment, and come to a conclusion at department and division level meetings.
The company uses the following evaluation criteria: Level and progress of task completion; number of working hours per month; level of compliance with disciplinary regulations.
Table 3.7: Evaluation table of work performance and task completion of employees according to scoring method
- Employee name
- Title
- Part
- Evaluation period from …………to…………..
Factors to consider | Rating Points | Result |
Level of task completion | Good Fair Medium Least | Labor type... |
Maybe you are interested!
-
Identify Rating Levels and Rating Scales
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zt2a3gstourism,quan lan,quang ninh,ecology,ecotourism,minh chau,van don,geography,geographical basis,tourism development,science
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of the islanders. Therefore, this indicator will be divided into two sub-indicators:
a1. Natural tourism attractiveness a2. Cultural tourism attractiveness
b. Tourist capacity
The two island communes in Quan Lan have different capacities to receive tourists. Minh Chau Commune is home to many standard hotels and resorts, attracting high-income domestic and international tourists. Meanwhile, Quan Lan Commune has many motels mainly built and operated by local people, so the scale and quality are not high, and will be suitable for ordinary tourists such as students.
c. Time of exploitation of Quan Lan Island Commune:
Quan Lan tourism is seasonal due to weather and climate conditions and festivals only take place on certain days of the year, specifically in spring. In Quan Lan commune, the period from April to June and from September to November is considered the best time to visit Quan Lan because the cultural tourism activities are mainly associated with festivals taking place during this time.
Minh Chau island commune:
Tourism exploitation time is all year round, because this is a place with a number of tourist attractions with diverse ecosystems such as Bai Tu Long National Park Research Center, Tram forest, Turtle Laying Beach, so besides coming to the beach for tourism and vacation in the summer, Minh Chau will attract research groups to come for tourism combined with research at other times of the year.
d. Sustainability
The sustainability of ecotourism sites in Quan Lan and Minh Chau communes depends on the sensitivity of the ecosystems to climate changes.
landscape. In general, these tourist destinations have a fairly high level of sustainability, because they are natural ecosystems, planned and protected. However, if a large number of tourists gather at certain times, it can exceed the carrying capacity and affect the sustainability of the environment (polluted beaches, damaged trees, animals moving away from their habitats, etc.), then the sustainability of the above ecosystems (natural ecosystems, human ecosystems) will also be affected and become less sustainable.
e. Location and accessibility
Both island communes have ports to take tourists to visit from Van Don wharf:
- Quan Lan – Van Don traffic route:
Phuc Thinh – Viet Anh high-speed boat and Quang Minh high-speed boat, depart at 8am and 2pm from Van Don to Quan Lan, and at 7am and 1pm from Quan Lan to Van Don. There are also wooden boats departing at 7am and 1pm.
- Van Don - Minh Chau traffic route:
Chung Huong high-speed train, Minh Chau train, morning 7:30 and afternoon 13:30 from Van Don to Minh Chau, morning 6:30 and afternoon 13:00 from Minh Chau to Van Don.
f. Infrastructure
Despite receiving investment attention, the issue of infrastructure and technical facilities for tourism on Quan Lan Island is still an issue that needs to be resolved because it has a direct impact on the implementation of ecotourism activities. The minimum conditions for serving tourists such as accommodation, electricity, water, communication, especially medical services, and security work need to be given top priority. Ecotourism spots in Minh Chau commune are assessed to have better infrastructure and technical facilities for tourism because there are quite complete and synchronous conditions for serving tourists, meeting many needs of domestic and foreign tourists.
3.2.1.4. Determine assessment levels and assessment scales
Corresponding to the levels of each criterion, the index is the score of those levels in the order of 4, 3, 2, 1 decreasing according to the standard of each level: very attractive (4), attractive (3), average (2), less attractive (1).
3.2.1.5. Determining the coefficients of the criteria
For the assessment of DLST in the two communes of Quan Lan and Minh Chau islands, the students added evaluation coefficients to show the importance of the criteria and indicators as follows:
Coefficient 3 with criteria: Attractiveness, Exploitation time. These are the 2 most important criteria for attracting tourists to tourism in general and eco-tourism in particular, so they have the highest coefficient.
Coefficient 2 with criteria: Capacity, Infrastructure, Location and accessibility . Because the assessment area is an island commune of Van Don district, the above criteria are selected by the author with appropriate coefficients at the average level.
Coefficient 1 with criteria: Sustainability. Quan Lan has natural and human-made ecotourism sites, with high biodiversity and little impact from local human factors. Most of the ecotourism sites are still wild, so they are highly sustainable.
3.2.1.6. Results of DLST assessment on Quan Lan island
a. Assessment of the potential for natural tourism development
For Minh Chau commune:
+ Natural tourism attractiveness is determined to be very attractive (4 points) and the most important coefficient (coefficient 3), so the score of the Attractiveness criterion is 4 x 3 = 12.
+ Capacity is determined as average (2 points) and the coefficient is quite important (coefficient 2), then the score of Capacity criterion is 2 x 2 = 4.
+ Exploitation time is long (4 points), the most important coefficient (coefficient 3) so the score of the Exploitation time criterion is 4 x 3 = 12.
+ Sustainability is determined as sustainable (4 points), the important coefficient is the average coefficient (coefficient 1), so the score of the Sustainability criterion is 4 x 1 = 4 points
+ Location and accessibility are determined to be quite favorable (2 points), the coefficient is quite important (coefficient 2), the criterion score is 2 x 2 = 4 points.
+ Infrastructure is assessed as good (3 points), the coefficient is quite important (coefficient 2), then the score of the Infrastructure criterion is 3 x 2 = 6 points.
The total score for evaluating DLST in Minh Chau commune according to 6 evaluation criteria is determined as: 12 + 4 + 12 + 4 + 4 + 6 = 42 points
Similar assessment for Quan Lan commune, we have the following table:
Table 3.3: Assessment of the potential for natural ecotourism development in Quan Lan and Minh Chau communes
Attractiveness of self-tourismof course
Capacity
Mining time
Sustainability
Location and accessibility
Infrastructure
Result
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
CommuneMinh Chau
12
12
4
8
12
12
4
4
4
8
6
8
42/52
Quan CommuneLan
6
12
6
8
9
12
4
4
4
8
4
8
33/52
b. Assessment of the potential for humanistic tourism development
For Quan Lan commune:
+ The attractiveness of human tourism is determined to be very attractive (4 points) and the most important coefficient (coefficient 3), so the score of the Attractiveness criterion is 4 x 3 = 12.
+ Capacity is determined to be large (3 points) and the coefficient is quite important (coefficient 2), then the score of the Capacity criterion is 3 x 2 = 6.
+ Mining time is average (3 points), the most important coefficient (coefficient 3) so the score of the Mining time criterion is 3 x 3 = 9.
+ Sustainability is determined as sustainable (4 points), the important coefficient is the average coefficient (coefficient 1), so the score of the Sustainability criterion is 4 x 1 = 4 points.
+ Location and accessibility are determined to be quite favorable (2 points), the coefficient is quite important (coefficient 2), the criterion score is 2 x 2 = 4 points.
+ Infrastructure is rated as average (2 points), the coefficient is quite important (coefficient 2), then the score of the Infrastructure criterion is 2 x 2 = 4 points.
The total score for evaluating DLST in Quan Lan commune according to 6 evaluation criteria is determined as: 12 + 6 + 6 + 4 + 4 + 4 = 36 points.
Similar assessment with Minh Chau commune we have the following table:
Table 3.4: Assessment of the potential for developing humanistic eco-tourism in Quan Lan and Minh Chau communes
Attractiveness of human tourismliterature
Capacity
Mining time
Sustainability
Location and accessibility
Infrastructure
Result
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
Point
DarkMulti
Quan CommuneLan
12
12
6
8
9
12
4
4
4
8
4
8
39/52
Minh CommuneChau
6
12
4
8
12
12
4
4
4
8
6
8
36/52
Basically, both Minh Chau and Quan Lan localities have quite favorable conditions for developing ecotourism. However, Quan Lan commune has more advantages to develop ecotourism in a humanistic direction, because this is an area with many famous historical relics such as Quan Lan Communal House, Quan Lan Pagoda, Temple worshiping the hero Tran Khanh Du, ... along with local festivals held annually such as the wind praying ceremony (March 15), Quan Lan festival (June 10-19); due to its location near the port and long exploitation time, the beaches in Quan Lan commune (especially Quan Lan beach) are no longer hygienic and clean to ensure the needs of tourists coming to relax and swim; this is also an area with many beautiful landscapes such as Got Beo wind pass, Ong Phong head, Voi Voi cave, but the ability to access these places is still very limited (dirt hill road, lots of gravel and rocks), especially during rainy and windy times; In addition, other natural resources such as mangrove forests and sea worms have not been really exploited for tourism purposes and ecotourism development. On the contrary, Minh Chau commune has more advantages in developing ecotourism in the direction of natural tourism, this is an area with diverse ecosystems such as at Rua De Beach, Bai Tu Long National Park Conservation Center...; Minh Chau beach is highly appreciated for its natural beauty and cleanliness, ranked in the top ten most beautiful beaches in Vietnam; Minh Chau commune is also home to Tram forest with a large area and a purity of up to 90%, suitable for building bridges through the forest (a very effective type of natural ecotourism currently applied by many countries) for tourists to sightsee, as well as for the purpose of studying and researching.
Figure 3.1: Thenmala Forest Bridge (India) Source: https://www.thenmalaecotourism.com/(August 21, 2019)
3.2.2. Using SWOT matrix to evaluate Quan Lan island tourism
General assessment of current tourism activities of Quan Lan island is shown through the following SWOT matrix:
Table 3.5: SWOT matrix evaluating tourism activities on Quan Lan island
Internal agent
Strengths- There is a lot of potential for tourism development, especially natural ecotourism and humanistic ecotourism.- The unskilled labor force is relatively abundant.- resource environmentunpolluted, still
Weaknesses- Poorly developed infrastructure, especially traffic routes to tourist destinations on the island.- The team of professional staff is still weak.- Tourism products in general
quite wild, originalintact
general and DLST in particularalone is monotonous.
External agents
Opportunity- Tourism is a key industry in the socio-economic development strategy of the province and Van Don economic zone.- Quan Lan was selected as a pilot area for eco-tourism development within the framework of the green growth project between Quang Ninh province and the Japanese organization JICA.- The flow of tourists and especially ecotourism in the world tends toincreasing
Challenge- Weather and climate change abnormally.- Competition in tourism products is increasingly fierce, especially with other localities in the province such as Ha Long, Mong Cai...- Awareness of tourists, especially domestic tourists, about ecotourism and nature conservation is not high.
Through summary analysis using SWOT matrix we see that:
To exploit strengths and take advantage of opportunities, it is necessary to:
- Diversify products and service types (build more tourism routes aimed at specific needs of tourists: experiential tourism immersed in nature, spiritual cultural tourism...)
- Effective exploitation of resources and differentiated products (natural resources and human resources)
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Average Income Per Capita Chart of Son Tay Town 2017-2020
