Creating and Maintaining Social Capital Through Communication

In this chapter, the author analyzed the current situation of creating and maintaining social capital in young human resources and channels of access to inherent resources belonging to certain relationships in Hanoi and Ho Chi Minh City through social networks. Around each individual, there are many relationships, which can form networks of relationships that provide capital, which are channels of access to resources in that network of relationships. Young human resources in both Hanoi and Ho Chi Minh City create and maintain social capital through social networks. Basic social groups such as family, colleagues and friends play a key role in helping individuals create their own social capital. New findings from qualitative studies show that the trend of expanding social capital through interest groups, volunteer groups or capacity building training courses, personal development courses is a healthy trend of creating social capital for young people today.

An interesting finding from the study in Hanoi and Ho Chi Minh City is the relationship between human capital and social capital. In some cases, active and passive human capital have completely different impacts in relation to social capital. Both have a positive impact, that is, the more human capital increases, the more social capital increases. However, when analyzing the components of passive human capital such as seniority, years of experience, the impact is quite different from that of active human capital (such as education level, ability to work fluently in a foreign language, communication skills, mastery of financial management skills, project management, etc.). People who possess a variety of active human capital sources have the opportunity to participate in higher quality and more prestigious social networks, which means they have better social capital. From there, the opportunity to create diverse sources of income and the possibility of promotion is also higher than that of officials who only possess passive human capital. This finding is clearly demonstrated by the results in both Hanoi and Ho Chi Minh City.

Maintaining and strengthening the social capital of young people in Hanoi and Ho Chi Minh City also has the common characteristics of young people in Asian countries, which is the strong connection of long-term and close relationships such as family, as well as short-term but close relationships such as peer groups. Therefore, to maintain established social relationships or in other words, to maintain social capital, young people in Hanoi and Ho Chi Minh City have to:

In society, individuals in society often participate in various activities with members of groups. Research shows that young human resources not only participate in group activities but also use different means of communication to maintain their relationships with members. close through the group. The forms and means that young workers use are direct meetings, exchanging contacts with each other via phone, email, social networking sites such as Facebook, Zalo, Skype ... However, in each different social group, group members use different ways and means to communicate and exchange with each other. The difference in the two locations of Hanoi and Ho Chi Minh City is that maintaining and consolidating resources through personal relationships is stronger than resources in familiar and fixed social groups. Young human resources in Ho Chi Minh City have ways to maintain and strengthen diverse and rich capital sources from using both economic and social resources to enrich the quality of their capital sources.

Chapter 4

THE ROLE OF SOCIAL CAPITAL IN THE DEVELOPMENT OF YOUTH HUMAN RESOURCES IN HANOI AND HO CHI MINH CITY

4.1. Introduction

In his research on social capital in the labor market, American sociologist Granovetter has put forward important hypotheses about the role of social networks in the career development of individuals. He argues that many people find their jobs through exploiting information sources from social relationships in social networks. Social networks allow job seekers to gather the best information about jobs, allowing job seekers to choose better jobs, bringing higher incomes that make them satisfied. In addition, information about labor markets can be better created through "weak ties" [ Granovetter M., 1995]. Not only providing a job, social relationships also create conditions for workers to be more suitable, making them more satisfied, with higher wages. Granovetter's conclusion was supported by many studies by other scholars such as Corcoran (1980), Staiger (1990), Wegener (1991), Coverhill (1994), Jann (2003), Mongomery (1992) ... [Pham Huy Cuong, 2016]

Studies on social capital at home and abroad have confirmed the two-way impact of social capital in social networks on labor and employment. The two-way nature of social capital from the studies of Granovetter M. (1995), Corcoran (1980), Staiger (1990), Wegener (1991), Coverhill (1994), Jann (2003), Bridges et al. (1986), Mongomery (1992), has been summarized by Pham Huy Cuong as follows: “The two-way meaning of social capital is expressed in two aspects: First, originating from a common characteristic of a specific type of capital, social capital has both positive and negative impacts on the labor market. Second, based on the fundamental characteristics of common relationships in the market, social capital simultaneously affects two groups of subjects in the supply-demand relationship: workers and employers" [Pham Huy Cuong, 2016].

The positive role of social capital in the aspect of exploiting information resources is also confirmed in a number of sociological studies, studies in the market

Labor confirms a fact: exploiting information and advantages from social relationships is a popular channel in job search of workers. In his research, author Le Ngoc Hung said that "social networks have the function of connecting society and providing accurate and necessary information, thereby contributing to reducing transaction costs for network participants" [Le Ngoc Hung, 2003]. The ability to exploit information from social relationships between target groups is different, depending on the differences in demographic characteristics, the scale of social capital and other resources of each" [Pham Huy Cuong, 2016].

In addition, the negative role of social capital is also mentioned in the results of many studies on the field of labor and employment, especially in recruitment, promotion, appointment and has an impact on the advancement process of individuals. The positive and negative aspects of social capital in the field of labor and employment are controversial topics in academia and social reality due to their complex interweaving. In addition to analyzing the positive factors in the role of social capital in the development of young human resources, the thesis also approaches the negative side of the problem, that is, the negative impacts of using social capital in the work of young human resources in the state agencies. This topic is considered quite sensitive, so the qualitative information collection is only effective in raising the issue but does not specify related factors such as the field, department, unit, and specific situations. Therefore, as stated in the method section, the thesis additionally uses the press analysis method to have accurate qualitative information sources to serve this analysis section.

In this chapter, the author analyzes the positive and negative roles of social capital in recruiting young human resources; in training and appointment; in performing public duties and increasing the income of young human resources in two locations, Hanoi and Ho Chi Minh City, using qualitative and quantitative survey data. In addition, some secondary data from the analysis of press reports on actual cases of power-buying in Hanoi and Ho Chi Minh City are also used to analyze in depth the two-sided nature of social capital in labor and employment.

4.2. The role of social capital in recruiting young human resources

When studying social capital as well as its role and effectiveness in different areas of society, it can be seen that authors give different roles.

of social capital, which refers to social capital as the act of investing in social relationships and participating in social networks. Individuals in the network can access, exploit, and use social capital for personal gain. Social capital can be created for personal purposes and therefore can be converted into economic capital (within a certain time limit), human capital or social welfare. For that reason, young human resources in two large cities of Vietnam have used social capital to seek job opportunities and receive support and assistance from other social groups in their daily work.

The survey shows that there are three groups of factors related to young human resources seeking recruitment opportunities: (1) the group of social capital in the form of social resources that individuals achieve according to the regulations and requirements of employers (professional capacity, professional qualifications, seniority); (2) The group of social capital sources that individuals obtain through relationships in social networks (family/relatives, colleagues, personal history, friends, fellow countrymen) and (3) The group of social capital sources through exploiting social information (social networks, information from the internet, job introduction centers, print newspapers, radio, television).

The results of the study on the role of factors affecting the recruitment of young human resources to work at the agencies and organizations where they are currently working show that, in addition to factors of professional competence, qualifications and seniority, which are considered important in their recruitment to work at the current agency, other factors such as family/relatives, colleague relationships, personal history, and friendship relationships are also highly appreciated. Professional competence, qualifications, and seniority are the main criteria that most agencies use when recruiting, so when surveying and assessing the importance of these factors in the job search opportunities of young human resources, the high proportion of professional competence, 86.2%, and seniority, 75.1%, is completely reasonable.