Current Status of Performance Evaluation

- Open training courses on professional general management programs for managers at all levels.

And most practically, when students complete the training course, when they return to their units, they apply it to the actual work of the unit better and very practically, but the cost of this program is very expensive, but it is very effective, and is very supported by the staff and leaders of the units.

Currently, the staff at the General Management Company has a very high level of expertise and skills, which can ensure good restaurant and hotel operations in the current period. During the training process, each individual will be compensated for shortcomings in professional knowledge and be imparted with new knowledge and experience, and have their understanding expanded so that they can not only complete the assigned work well but also cope with changes in the surrounding environment that affect the work.

Human resource development:

Human resource development is the activities that support and help members, departments and the entire organization to operate more effectively, and at the same time it also allows the organization to respond promptly to changes in people, work and environment. The development process for an employee is carried out from the time he/she starts working in the business until he/she leaves. This process helps the employee integrate into the business when he/she is first recruited.

- Establish a friendly working environment: Nowadays, businesses are trying to offer high salaries and attractive benefits to attract and retain good employees. If you are paid a high salary and attractive benefits but you have to work in an environment that lacks working equipment, collaboration, trust and respect, no one will like to work there.

- Create career development opportunities: Although it is said that the Corporation only provides specialized training to managers and cadres in the planning area,

In addition, the Corporation also pays great attention to creating favorable conditions for career development for its employees such as:

 Attend short-term training courses such as certificates on bidding, valuation or certificates on accounting, construction settlement. As long as departments have a need to send staff to study, the Human Resources and Finance departments will provide maximum support in terms of time and cost;

 Organize training sessions on accounting for units;

 Organize English competitions to coordinate with the Tourism College to open English training classes according to demand;

Table 2.11 : Survey results on training and development

Question

Average value	Standard deviation	Small value best	Great value best
B1 I have attended necessary training courses. necessary to work effectively	3.13	0.95	1	5
B2 I am very optimistic about the growth potential and your success in the company	3.11	0.85	1	4
B3 I am provided with full documentation and curriculum. training to develop work skills	3.03	0.93	1	5
B4 My company invests in its employees through training and development program	2.95	0.92	1	4
B5 The company's training and promotion policy is fair	2.76	0.78	2	5

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The survey results showed that most of the staff felt dissatisfied with the current training and development policy of the Corporation.

Criterion 5 when asked about the company's training and promotion policy is fair, the average result is only 2.76. The rate of people who disagree accounts for 34% of the labor rate. This reflects that the current training and promotion policy is not suitable for the thoughts and aspirations of employees, mainly key staff or employees who are acquainted with the new leaders are subject to training and promotion. Even ordinary employees with potential find it difficult to develop.

2.3.8 Current status of work performance evaluation

The implementation of performance evaluation at Saigon Tourist Corporation is currently being carried out very seriously every year through meetings and conferences to directly collect opinions from employees, from Party and Union work at the Corporation. Departments will meet to evaluate from regular staff to leaders, then summarize the results and send them to the Board of Directors. The Board of Directors also meets to evaluate each individual and send them to the leaders of the City People's Committee. Because it is an agency with 100% state capital, in addition to professional evaluation, there is also an evaluation of Party and political work, and completion of plans assigned by the Party and the State.

Every year, the Corporation still conducts a credit assessment of senior leaders from department directors to the Board of Directors, conducts criticism and reviews of leaders with low credit and transfers leaders who have not been trusted for 2 consecutive years.

However, the evaluation of human resource management performance at the Corporation is still limited, simple in terms of unscientific evaluation methods, only implemented according to the traditional method mentioned above, and has not been implemented according to the evaluation process for each content of human resource management such as: human resource planning, recruitment, performance evaluation, remuneration, labor relations, training and development of human resources.

Table 2.12 results of job performance assessment survey

Question

Average value	Standard deviation	Small value best	Great value best
C1 Employee evaluation is carried out according to specific procedures and regulations	3.08	0.9	1	5
C2 The assessment results demonstrate fairness, Exactly	2.84	0.87	1	5
C3 The results of the assessment have really helped I improve the quality of work	3.03	0.71	2	5
C4 Performance appraisal makes me responsible working spirit	3.24	0.9	2	5

The survey results show that employees do not appreciate the work performance evaluation at the Corporation. When asked about the fairness of the results of the evaluation, the average score was only 2.84 with 34% of employees disagreeing. This also reflects the fact that the evaluation work is still heavily formalistic with the evaluation results mainly based on the feelings of managers. When asked if the survey results really help employees improve the quality of their work, up to 58% of employees answered that they had no opinion, reflecting hesitation because they do not know whether the results of the work performance evaluation will help them or not.

2.3.9 Implementing human resource mobilization and maintenance

2.3.9.1 Labor compensation

Salary:

Previously, the Corporation's salary payment mechanism followed the salary payment system of state employees, including salary codes, salary grades, and salary coefficients depending on job positions and professional qualifications. In addition, for hazardous fields, cadres

The department in charge will receive a toxic allowance, the company relies on the prescribed standards to consider making a salary report. The salary of employees at the company is calculated according to 2 types including basic salary and piecework salary .

- Basic salary = HSML x 1,150,000 VND x Nh + Allowance (lunch, parking) Including:

HSML: salary coefficient (new graduates salary coefficient is 2.34) Nh: Actual working day ( with current minimum wage of 1,150,000 VND )

- Piece rate salary: Depending on the complexity of the job and position, the professional responsibility coefficient will be determined (normal employees' professional responsibility coefficient will be 3.0).

Since January 1, 2016, the Corporation has changed to a more suitable new salary mechanism. Basically, employee salaries are still combined from 2 sources: fixed salary and responsibility allowance, but the calculation method has had many more positive changes.

- Fixed salary = fixed salary coefficient x 2,083,000 VND + Allowance (lunch money, parking money)

In which: the salary coefficient is specified in detail in the attached appendix.

The lump sum salary is the salary signed in the contract and will be used to pay for health insurance, social insurance, and unemployment insurance.

(With a minimum wage of 2,083,000 VND, the salary coefficient of university-level workers is 2.84)

- Responsibility allowance = salary coefficient x 1,200,000 VND

With the new calculation method, the salary of officers and employees will increase more than the previous calculation method, at the same time, the salary levels are also defined more clearly, creating a sense of security for employees.

However, there was a problem due to the unreasonable distribution of the salary fund when 60% of the salary would be deducted from the salary fund and 40% of the salary would be deducted from the service fee. The serious problem arose when the Inspectorate of the Ministry of Finance inspected and temporarily stopped the disbursement of the service fee of the Corporation due to incorrect accounting, leading to the salary of officers and employees since June 2016 only receiving

60% of total income, this has been causing confusion for all staff in the past time and up to now there is still no solution.

Bonus:

Bonus is essentially a supplement to salary to encourage material and spiritual benefits for employees . Based on the assessment of the emulation and reward council and based on the annual emulation title standards of each level of the company to evaluate the work performance of each staff and collective, through the following forms of bonuses:

- Bonus for exceeding labor productivity and applying initiatives when employees have initiatives, technical improvements, and find new working methods. Normally, the Corporation will pay bonuses quarterly.

- Bonus 1 month salary for all staff on New Year's Day and Lunar New Year every year.

- Year-end ABC evaluation bonus for groups and individuals who complete goals or compete.

Although there are many rewards given during the year, the level of rewards is not uniform and depends a lot on the feelings of the evaluator. Because there is no common evaluation standard and the way of evaluating rewards is still heavily based on the form of competition for achievements, some staff members are dissatisfied and feel that the rewards are not fair and transparent. There are people who do a lot of work but are only rewarded equivalent to those who do nothing.

In addition, the Company does not have a competitive salary policy to retain and attract good employees. In addition, the Company does not have a policy for using talents when the salary policy is mainly based on seniority and position.

Table 2.13 Average wage situation

Title

2014	2015	2016
Board of Directors	38,000,000	38,000,000	45,000,000
Department Directors	15,000,000	15,000,000	25,000,000
Deputy Director of Department	12,000,000	12,000,000	21,000,000
Head of departments	8,000,000	8,000,000	15,000,000
Office staff	6,500,000	6,500,000	8,500,000
Security, service staff	5,500,000	5,500,000	7,500,000

(Source: General Corporation's Finance and Accounting Department) Spiritual benefits :

In addition to material incentives through two forms: salary and bonus. Spiritual incentives are indispensable factors, without which the efficiency of labor improvement will increase. The employees in the company enjoy benefits according to the provisions of law such as social insurance, health insurance, and union funds. In addition, the company's leadership is also very interested in the spiritual life of the company's employees, which is demonstrated through many specific actions:

- Every year, the company organizes vacations and tours for employees in various forms both domestically and internationally. Implements on-site health care with social insurance funds according to new regulations.

- When workers have sudden difficulties (illness, loss, parents or relatives are sick for a long time or die), the company will provide a sudden difficulty allowance of a certain amount of money to help the worker's family.

- When an employee is sick and receives initial medical care, the company is responsible for taking them to the hospital and providing medical examination and treatment under health insurance. Sick leave days are paid by social insurance according to insurance regulations.

The company always focuses on social charity work and considers it both a responsibility and an obligation of employees. In the forms of: supporting flood victims, natural disasters, building charity houses, supporting and sponsoring Vietnamese children, taking care of grandmothers

Vietnamese heroic mothers, supporting the hardship support fund of the Ministry of Trade union. Every year, the Corporation always spends a huge amount of money (from 7 to 8 billion VND) on the fund "Saigontourist for the community" to participate in charity work with outstanding activities such as: Mid-Autumn Festival for children, Pink Vacation...

Table 2.14 : Survey results on salary, bonus, and benefits

Question

Average value	Standard deviation	Small value best	Great value best
A1 I believe my salary is very competitive. compared to the domestic labor market	2.89	0.9	1	5
A2 I am paid fairly for my responsibilities. and quality of work	2.84	0.93	1	5
A3 I get good benefits in addition to my salary. (eg: travel expenses, food, vacation...)	3.55	0.99	1	5
A4 I feel the salary and bonus in the company very fair	2.82	0.88	1	4
A5 I am very satisfied with the way the increase regime is defined. salary and other company benefits	3.08	0.93	2	5
A6 I appreciate the salary and bonus system in the company. company	3.05	0.79	1	5

The survey results show that employees are currently dissatisfied with the company's salary and bonus policy when the survey results are mainly disagreement at level 2 and no opinion at level 3. However, the welfare policy at the Corporation is very good with an average result of 3.55. In the two criteria of competitive salary compared to the market and feeling paid fairly for the job, the results of disagreement are very high. Up to 37% of employees when asked said that the current salary is not competitive and 34% said that they have not been paid.

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