Criteria for Evaluating the Quality of Human Resources in Enterprises.

1.1.3.Improving the quality of human resources

For the workers themselves: "Improving the quality of human resources" means increasing human value, both material and spiritual values, both intelligence, mental strength as well as professional skills, giving workers new and higher capacities and qualities to meet the increasingly high requirements of socio-economic development.

For businesses: “Improving the quality of human resources” means carrying out certain activities that lead to changes in the quality of human resources compared to the existing quality of human resources. That is the enhancement of physical strength; level, skills, creativity of physical capacity; style, psychological attitude of the workforce to a certain level so that this workforce can complete the tasks set out in the development stages of a country, an organization, or a business.

Improving the quality of human resources is to create human potential through training, fostering, self-cultivation and retraining, taking care of physical and mental health, maximizing that potential in labor activities through recruitment, use, creating favorable conditions for the working environment (effective means of labor and reasonable policies, etc.) and cultural and social environments that stimulate the motivation and working attitude of workers, so that they can do their best to fulfill their assigned duties and tasks. The management and proper use of human resources after being trained in accordance with the capacity of each individual to serve specific jobs is a decisive factor for the success of the enterprise.

From the above perspectives, it can be understood that: "Improving the quality of human resources is to improve the level of job satisfaction of workers in terms of physical strength, intelligence and mental strength compared to specific requirements to achieve the common goals of the organization".

Maybe you are interested!

Improving intellectual capacity: (including: improving educational level, professional qualifications, working skills, working experience...). This is the fundamental factor that determines the fundamental change in the working capacity of human resources.

Improving physical strength: (including: improving health, physical strength...) The health of human resources mentioned has a great impact on the intelligence and mental strength of human resources. Without health, it is very difficult to complete work with good quality.

Raising awareness and culture of workers: (including: attitude, spirit, ability to withstand pressure, attitude and effectiveness of cooperation...). The work of assessing the current situation and raising the spirit of human resources is very difficult. Are members of the organization proactively completing the work? What is the attitude at work? How to measure? This is also affected by the intelligence, physical strength and working environment of that organization.

1.2. Criteria for evaluating the quality of human resources in enterprises.

1.2.1. Physical criteria

According to the World Health Organization WHO: "Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity" [22, p. 1]. Accordingly:

Physical Health: Generally expressed as physical comfort and well-being. The more comfortable and well-being, the more it proves that you are a healthy person. The basis of physical comfort and well-being is: strength, agility, endurance, resistance to pathogens, and the ability to endure harsh environmental conditions.

Mental Health: It is the embodiment of social, emotional and spiritual satisfaction. It is expressed in well-being, in pleasant feelings, joyful and serene emotions, in optimistic and optimistic thoughts, in positive, courageous and proactive life concepts; in the ability to resist pessimistic concepts and unhealthy lifestyles.

Mental health is the manifestation of a healthy, civilized and moral lifestyle. The basis of mental strength is the balance and harmony in mental activity between reason and emotion.

Social health is expressed in comfort in relationships.

Social health is also reflected in the approval and acceptance of society. The more integrated each person in an organization is with everyone, sympathized and loved by everyone, the better their social health is and vice versa. The basis of social health is the balance between personal activities and interests with the activities and interests of society, of other members; it is the integration between individuals, families and society.

For health indicators, it is often necessary to conduct practical tests such as weighing, performing health checks, etc., from which the results are evaluated based on certain standards. Circular 13/2007/TT-BYT dated November 21, 2007, Ministry of Health guides health examination when preparing application documents, health examination when recruiting, periodic health examination and health examination upon request for subjects that are establishments using laborers, training establishments, vocational training establishments, etc. with the examination content specified as follows:

- Physical examination (height, weight, BMI, pulse, blood pressure);

- Clinical examination (internal medicine, surgery, obstetrics and gynecology, eyes, ears - nose - throat, teeth - jaw - face, dermatology);

- Paraclinical examination (blood test, urine test, imaging diagnosis).

Accordingly, based on the above criteria, health is classified into 5 types according to Decision No. 1613/QD-BYT issued on August 15, 1997 by the Ministry of Health on health standards - classification for recruitment and periodic examination:

- Type I: Very strong.

- Type II: Healthy.

- Type III: Average.

- Type IV: Weak.

- Type V: Very weak.

It can be said that health is an indispensable factor when evaluating the quality of human resources because without health, people cannot work and create material wealth for society. Human resources health has a great impact on productivity.

The productivity of individual workers when they participate in economic activities as well as in studying, in housework of the part not participating in economic activities, health also directly affects the ability to absorb, the ability to be creative in work and study.

1.2.2. Criteria related to workers' awareness and culture

Depending on specific conditions, each organization and enterprise builds its own system of criteria for evaluating the awareness and culture of human resources: the attitude, behavior, and responsibility of employees. The level of awareness and responsibility of a person determines that person's attitude at work, influences behavior, and determines that person's work performance. Therefore, the criteria for evaluating the attitude, behavior, and responsibility of employees are indispensable criteria when evaluating the quality of human resources.

Criteria for evaluating the quality of human resources in terms of awareness and culture are shown through: Working attitude (frequency: taking leave with or without permission, being late, leaving the workplace to do personal work); working mentality and ability to withstand pressure (willing to work overtime, enthusiastic about work...).

Attitude is an internal factor of a person so it cannot be defined and measured.measurable. However, as with definitions and scales of human personality,People, we can predict a person's attitude quite accurately throughthrough their perceptions and behaviors.

This set of perceptions and behaviors is systematized in the dictionary.competency. However, although the competency dictionary must include 3 areas of knowledge, skills,Most competency dictionaries on the market only focus on skills and attitudes.Good in both knowledge and skills, but almost completely lacking in attitude.Some dictionaries also mention the attitude part but they are generally confused.through personality. Therefore, the current human resource attitude management part in companies nearas if the battlefield was still empty.

Expert of WapoGroup, a pioneer in building Thai dictionaryAn employee's work attitude does not necessarily match his or her attitude towards work.their attitude in life. There are many people whose attitude in life and work is

different, so sometimes we can not evaluate life attitude into attitudeWork attitude has its own specific elements.In WapoGroup's attitude dictionary, the measurement indicators will depend on each job.company (size, industry, stage…) but there are 6 mandatory indicators that must be measured forevery employee in companies of all sizes, including:

Compliance index: Shows self-awareness and concentrationto carry out the orders given by the superiors of the employees.At the same time, it also shows the level of employee compliance with rules and regulations.company regulations and working procedures

Work Initiative Index: Indicates the level of control over one's work.employee. It is a combination of Leadership and job management with Leadershiplead and manage yourself; or rather, take the initiative in your work.

Honesty index: honesty here is first of all honesty with heart.Be honest with superiors, colleagues and subordinates at work.Honesty here is not just not lying but honesty is not hiding anything.Hide job-related information about yourself, your work, and your results.the results of one's own work or that of others that one knows.

Cooperative spirit index with colleagues at work: Organizationis established to carry out the work of an individual or a groupA motley crew can't do it. An organization is completely different from a group.motley crew. The difference between an organization and a motley crew is in theA motley group of people each does as they please, but an organization hascooperation and unification of the will to act of all people into one,This is what makes an organization strong. If the members of an organizationThe organization is full of people working alone, lacking team spirit,Without cooperation with colleagues, the strength of the organization will be weakened.weaken.

Learning and Growth Index: The world is always changing anddevelopment, so an organization must always change and develop to catch up.keep up with the trends of the times. This means that each member of the organization also

must always change and grow. If one individual in the organization stops, thenwill become an obstacle to the development of the organization.

Work motivation index: work motivation is the factor that motivates peopleemployees work. It is governed by many other components such asneeds, values, love of work, connection to company mission, feelingAdherence to leadership, job satisfaction.

Thus, the attitude dictionary will help businesses complete their competency framework.company standards, providing accurate and agreed assessments.consensus of all employees. So the business will make better decisions.in evaluating, rewarding, training and developing employees. With a high impact rateIf the attitude factor contributes 75% to work efficiency, human resource performance willbe improved with more economical budget investment.[ Nguyen Thuy LienProSales ]

1.2.3. Intellectual criteria

The intelligence of human resources can include: educational level, professional qualifications, vocational skills, work experience, which are shown through the scale and structure of human resources. Specifically: Educational levels of all types, professional qualifications: the proportion of trained and untrained workers, the proportion of vocational training before and after entering the enterprise.

Cultural level is a person's understanding of general knowledge. This is an extremely important indicator, reflecting the quality of the labor force as well as the level of socio-economic development. The cultural level of the labor force is shown through proportional relationships such as: Number and proportion of literate and illiterate workers; Number and proportion of workers who have completed the following levels of education: primary school, junior high school, high school, vocational college, college, university, and post-graduate; Average number of years of schooling of the labor force from 25 years old and up.

In addition, the quality of human resources can also be considered through indicators showing the capacity and qualities of workers.

Soft skills: Soft skills are abilities related to leadership, training, communication, cooperation, creativity and problem solving. According to a synthesis of research from other countries and Vietnam, the top 10 important skills for Vietnamese workers in the present era are: Learning and self-learning skills; Self-leadership and personal image skills; Creative and adventurous thinking skills; Planning, organizing and managing work skills; Listening skills; Presentation skills; Communication skills; Problem solving skills; Teamwork skills; Negotiation skills. Being fully equipped with soft skills contributes to complementing and perfecting the working capacity of workers and determines the position of workers in a group. All of these factors help make work more professional and work relationships easier and smoother.

Foreign language and computer skills: Proficiency in foreign languages is gradually becoming an indispensable skill, a top criterion for large companies to recruit employees as well as promote them to management positions. Knowing foreign languages is not only a necessary requirement for highly skilled workers to meet the constantly changing technological processes, but also a necessary ability in the process of international economic integration. As well as foreign languages, employers always require candidates to have knowledge of computer science to use computers, office software, and the internet proficiently. Workers are increasingly aware that using computers and the internet proficiently will be an effective tool not only for work but also for daily life, and is the key to opening up many opportunities in today's era.

Thus, proficiency in foreign languages and information technology helps workers access advanced knowledge, effectively supporting their work. Once they have mastered foreign languages and information technology, combined with good professional skills, workers can integrate more easily into the labor market.

1.3. Activities to improve the quality of human resources in enterprises

1.3.1.Planning policy

Human resource planning is a process of forecasting, researching, and determining human resource needs in an enterprise, in order to develop policies and action plans for the future to ensure that the enterprise has enough human resources with appropriate qualities and skills to perform the tasks, in order to achieve the set goals.

Improving the quality of human resources must have a strategic vision, reflected in short-term, medium-term and long-term human resource planning closely linked to the organization's development strategy.

Human resources are the key factor that brings optimal profits to the organization, maximizes the efficiency of the organization's operations, and brings competitiveness in the market to the organization they are serving with their endless creativity. Therefore, HRM is an extremely necessary activity in every organization, they have the following roles:

- QHNNL plays a central role in strategic management of human resources, on the basis of linking human resources and organization together.

- QHNNL helps organizations clearly see the direction and method of managing their human resources. On the other hand, it ensures that the organization has the right people for the right job, at the right time to respond to fluctuations in work.

- QHNNL plays a role in regulating human resource activities. Through QHNNL, managers will calculate and evaluate the company's existing human resources as well as the efficiency of investment in human resources. It helps organizations see the need for human resources to serve production and work, thereby having a reasonable plan to arrange human resources. At the same time, it helps organizations have enough human resources to serve activities, flexibly respond to changes in the market; Helps organizations clearly see the current status of their human resources.

- QHNNL is the basis for recruitment, staffing, training and development of human resources, contributing to creating smooth coordination in the human resource management cycle.

Through analyzing the role of QHNNL, we can affirm that QHNNL is of great importance to each organization. As an important link in the HR management cycle, QHNNL helps the organization's activities to be carried out regularly, continuously and towards the set common goals, helping the

Comment