Current Status of Organizations Implementing Work Motivation for Employees

Through the data in Table 2.3, it can be seen that:

- For the group of middle-level and above officials: The most important need is good welfare, followed by the need for stable work, the need for spirit is third, followed by the need for good collective relations, good working conditions. The need for "high and satisfactory income" is sixth, followed by the need for "promotion opportunities" and a job that suits one's abilities and strengths.

- Technical staff group: The need for high and satisfactory income is the most necessary and important need, the need for a job suitable to one's strengths and abilities ranks second, the need for opportunities to improve qualifications ranks third, followed by the need for opportunities for promotion and other needs.

- Administrative staff group: The need for high and satisfactory income is ranked as the most important priority, followed by the needs for good welfare, stable work, good working conditions. It can be seen that salary and bonus are still the most concerned issues among the needs of employees.

The survey results show that each group of workers has different levels of priority needs. Specifically, for the group of middle-level and above staff, the most priority need is not salary. Middle-level and above staff themselves are those who hold important positions in the company, their salary regime is always guaranteed to be worthy of the position they are in charge of. This group is more concerned with the needs of welfare regime, stable work, and spiritual needs. Meanwhile, the group of technical staff and the group of administrative staff choose the need for high and satisfactory income as the most important priority, showing that the issue of salary and bonus is always an issue that employees in the company are very interested in.

For the technical staff, this core staff is a group of young workers with high professional qualifications. Therefore, after the need for income, they have the need to work according to their strengths to fully develop their creativity. Besides, they have the youth and the spirit of progress, so they also have the need to study to improve their qualifications and have the need for promotion.

For administrative staff, after income needs, they want welfare, stable jobs, good working conditions. This group wants stable work, their needs are practical and basic.

Based on the survey results and methods as well as the ability to meet the needs of employees of Noi Bai International Airport, the port classifies the needs of employees into 2 main groups:

- The group of needs of employees can be satisfied by creating motivation through financial measures, including the need for good and stable income and the need for welfare and treatment.

- The group of needs of employees can be satisfied by creating motivation through non-financial measures (remaining needs).

2.2.2. Current status of organization and implementation of creating work motivation for employees

2.2.2.1. Current status of motivating employees to work by financial incentives

In activities to motivate employees by financial incentives, the first issue that businesses should consider is the salary regime.

a) Salary

Salary is considered an important tool to motivate and encourage employees to work. Salary is a tool that managers use to encourage employees to work enthusiastically and effectively. The Port's leaders have also recognized the importance of salary and the requirement to build and implement a salary regime based on work completion assessment; the accounting department is responsible for calculating and paying salaries to employees. Employee salaries are calculated based on the assessment of employee work completion, ensuring a balance with the labor effort of employees, encouraging employees to work better and attracting talent.

Noi Bai International Airport identifies salary as one of the most important factors affecting the working attitude of employees. Therefore, when building a salary payment regulation, it is linked between the individual's labor value and the results of the production and business targets of each collective and the entire Port, which has a direct impact on the working attitude and love for the profession of employees, thereby affecting the production and business results of the enterprise.

The Port always ensures the salary payment deadline for all employees on the 1st-10th of each month. In case it falls on a holiday or weekend, it will be transferred to the nearest next working day. The method of receiving salary is by bank transfer through Techcombank's ATM card system, creating peace of mind for employees to work and contribute.

The total salary fund of the unit is based on the following specific sources:

- Salary fund according to assigned salary unit price.

- Additional salary fund according to State regulations.

- Salary fund from production, business and service activities other than the assigned salary unit price.

- Reserve salary fund from previous years transferred over.

In 2017-2019, Noi Bai International Airport paid salaries to employees in the enterprise as follows:

Table 2.4. Total salary fund table for 2017, 2018, 2019 of Noi Bai International Airport

Year/target

Total annual turnover	Total income (million dong)	Total payroll	Average income of workers (million VND/person/month)
2017	2475	430,650	485,611	14.5
2018	2521	453,780	509,763	15
2019	2618	477,982	533,965	15.8

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(Source: Human Resources Department)

In fact, Noi Bai International Airport has not yet determined the total planned salary fund but has only determined the total salary fund implemented in the years based on the main source of revenue and salary unit price: Q = x Salary unit price (In which Q: salary fund, : revenue in the year; dg: salary unit price on approved revenue).

* Principles of management and use of salary fund

* Salary payment method

+ Basis for paying salary and bonus:

- Complete assigned tasks, ensuring quantity, quality and efficiency.

- Strictly comply with labor discipline, rules and regulations of the Port.

- Strictly comply with all policies and laws of the State.

+ Method: For officers, workers and employees of the Port's office and other units (receiving time salary)

 The time-paid department is paid according to the formula

after:

∑TL TH = ∑

TL CD + ∑

In there:

- ∑TL TH is the monthly salary fund paid to salaried employees.

Time of Noi Bai International Airport

In fact, Noi Bai International Airport applies the method of calculating the fund

Monthly salary paid to employees as follows: ∑

TL TH = Wage unit price coefficient

x Total basic salary of the month ( ∑TL CD ).

Each year, depending on the conditions of the Port, the management board will propose a suitable coefficient to ensure benefits for both employees and the Port's business.

Basic salary of employees is calculated according to the following formula:

TL CB = Salary coefficient x L min (L min of port = 3,980,000 VND)

 Salary of employee i:

TL i = TL CDi + TL CVi

In there:

- TL i : Salary of employee i

- TL CDi : Time wage according to regional minimum wage, holiday, leave, allowances... of person i based on salary coefficient, salary allowance.

∑

- TL CVi : Salary of the i-th person's job, determined by the formula

after: TL CV = (

) x NC i x H i x K i

∑

In there:

- H i : Salary coefficient of the job that the i-th employee receives

- NC i : Actual number of working days of employee i

- n: number of employees receiving time salary

- Ki : work completion coefficient of employee i

* The job wage coefficient (H i ) is determined based on the following factors:

 According to job level, required qualifications, details as in the following table:

Table 2.5. Job salary coefficient ranking

Job level requires qualifications

H i
Level 1	Level 2	Level 3	Level 4	Level 5
University	3.5	4.0	5	5.5	6
College, secondary school	2.5	3.0	4.0	4.5	5.0
Technical worker	1.5	2	2.5	3	3.5
No training	1.1	1.2	1.3	1.4	1.5

(Source: Salary Regulations)

 Employees who have held the same rank for 3 years (36 months) in the same job category are considered for promotion. When the time to hold the rank is sufficient, the employee must submit a report summarizing the performance of duties and compliance with labor discipline during the time holding the rank, confirmed by the unit, to the Director for decision.

 Employees with long-term working time and dedication will have their salary coefficient adjusted as follows:

Table 2.6. Table of H i adjustment according to seniority

Working time (years)

> 15	> 20	> 25	> 30	> 35
Extra points	0.1	0.2	0.3	0.4	0.5

(Source: Salary Regulations)

 Officials appointed to management and leadership positions will have their salary coefficient adjusted and added to their current job as follows:

+ Director: 4 points

+ Deputy Director, Chief Accountant: 3 points

+ Department Head and equivalent: 2 points (newly appointed: 1.5 points; after 12 months: 2 points)

+ Deputy Head of Department and equivalent: 1 point (newly appointed: 0.5 point; after 12 months: 1 point)

 Employees during probationary period: receive 85% of starting salary coefficient. After probation, they are ranked at level 1 in the category.

* Determine the coefficient of work completion and discipline compliance (K i ), in the following order:

1/ From the 1st to the 3rd of the month, heads of departments, divisions, and units develop work plans, work assignment tables for employees in the current month, prepare tables to evaluate work performance, compliance with labor discipline, and propose the previous month's K i coefficient of employees in their unit (according to the form in the Appendix) to report to the Director (send to the Human Resources Department for synthesis). Heads of units must assign a harmonious and reasonable amount of work among individuals in the unit. The evaluation and proposal of work completion coefficients must be fair and objective. Heads of units are responsible to the Director and employees for the assignment and evaluation of their work.

2/ The Human Resources Department is responsible for assisting the Director in checking and supervising the implementation of work plans, evaluating and proposing work completion coefficients of units.

3/ The Director decides to approve the Ki coefficient of the employees in the enterprise.

In addition, cases of proposed job classification of Grade A must be accompanied by a performance report for approval by the Director.

Job classification is an important criterion used to evaluate competition indicators, periodic and ad hoc rewards, and salary increases for employees.

* Ki is evaluated on 2 criteria:

- Ability to perform work

- Comply with labor discipline

The detailed content of the 2 criteria is mentioned in the following table.

Table 2.7. Detailed content of the criteria

Ability to perform work
1	Excellent work quality, ahead of schedule; excellent completion of unexpected work that has a great impact on production and business activities. Business of Noi Bai International Airport	10
2	Complete regular, periodic, and timely tasks well.	8
3	Work still has errors or does not ensure progress and deadlines.	5
4	Not done	0
II/	Comply with labor discipline
1	Do not violate labor discipline, be exemplary and proper at work. cooperation, solidarity, friendship with colleagues	10
2	Violation of discipline once	8
3	Violation 2 - 3 times	5
4	Frequent violations (>3 times); or violations causing consequences serious consequences, affecting business operations	0