Factors Affecting the Policy of Motivating Human Resources in the Social Insurance Industry of Ninh Binh Province

However, the unit should pay more attention and listen to employees to

encourage workers to work and be creative.

In addition to the above non-financial incentives, the agency also organizes tours and vacations for its staff; organizes gifts in kind on holidays such as March 8, October 20, July 27, December 22. In addition, it also creates conditions for staff to participate in cultural, artistic, physical education and sports activities.

2.4. Factors affecting the policy of motivating human resources in the Social Insurance sector of Ninh Binh province

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2.4.1. Factors related to the human resources of the provincial Social Insurance sector

- Purpose of work

Every social insurance officer and civil servant when going to work cannot help but have certain goals. They work to achieve the goals they have set. Some people set very high goals for themselves, but others set moderate goals. The leaders of the social insurance sector of Ninh Binh province have based on those goals to have policies to motivate employees to work well. For example, for those who are ambitious, the leaders have boldly assigned difficult tasks so that they have the opportunity to show themselves and through that, the leaders also know more about the potential of their employees. As for those officers and civil servants who work without goals, the leaders have known how to inspire their working spirit.

- Concepts of values in work

Each person has a different concept of work value. Depending on those concepts, they have different behaviors. When workers are in different positions, their concepts also change, more or less. The staff in the unit are the ones who value the spirit of solidarity.

connect, help everyone. Grasping those concepts, the unit's leaders have had appropriate incentive policies. When someone is sick, or has unhappy things, or has difficulties in life, the unit has had timely incentives. This not only helps the workers but also wins the hearts of other workers.

- Labor capacity

The leaders of Ninh Binh Social Insurance pay great attention to the capacity of employees. This is the most important basis for leaders to use their employees in the best way. For employees with good professional qualifications, the unit's leaders have arranged them to work at the same level as their current qualifications so that the employees can continuously explore, learn, and improve their qualifications.

Thus, all factors related to individual employees have a significant impact on the policy of motivating employees in the provincial Social Insurance sector.

2.4.2. Factors related to the provincial Social Insurance sector

- The unit's development goals and strategies:

The provincial Social Insurance always sets out the requirements for administrative reform, improving the quality of labor and serving beneficiaries of social insurance, health insurance, and unemployment insurance policies, in order to promptly respond to the requirements of society. This also requires the unit to have a quality workforce to meet the set goals, which will be a very important resource to help the unit take new steps of development. But to achieve this, the unit must have appropriate policies, especially policies to create motivation to promote the efforts and make every effort of employees for the goals and development of the unit.

- Leader's perspective on activities to motivate human resources :

The Board of Directors always attaches importance to human issues, considering “human as the source” of development. Therefore, human resource management is of great concern and importance to the unit’s leaders. The unit’s leaders realize that in order to develop

To be strong and sustainable, the decisive factor is human resources. Therefore, we must solve two problems at the same time: meeting human resource needs for the immediate period, while preparing to build a long-term force.

To achieve the set strategic goals, the unit determined that it is necessary to have a team of professional, dynamic, qualified, passionate, enthusiastic staff in their work, working hard, and long-term commitment to the organization. Therefore, the unit has built a satisfactory remuneration policy for human resources, the close attention and direction of the unit's leaders, continued and persistently built the culture of the unit that has been built, trained and developed human resources, created promotion opportunities and created a favorable working environment for employees.

- Financial capacity:

In 2012, Ninh Binh Social Insurance has exceeded the plans assigned by Vietnam Social Insurance: increasing social insurance revenue, saving on management expenses to ensure sufficient salary and bonus sources for staff in the unit. Thus, with a fairly stable financial capacity, knowing how to manage and use the unit's budget, the unit will have the basis to invest in science and technology, modern equipment, and have the conditions to increase income and improve working conditions for employees; thereby contributing to improving job satisfaction, increasing motivation and the level of commitment of employees to the unit.

- Position and potential of the unit

Social insurance is an important link in the national political system, a major policy of the Party and the State. Social insurance is the "pillar" of the social security system, with profound humanity and humanitarianism that our Party and State pay special attention to.

In addition, the unit's leaders are also very interested in charity programs such as: Coordinating with local cultural exchanges and giving gifts to poor children, supporting flood victims, supporting education promotion funds. In addition, they also support

support funds such as: Trade Union Shelter, Agent Orange victims... This helps Ninh Binh Social Insurance receive support and favorable conditions from local authorities and promote its brand. The brand and position are increasingly affirmed as factors that make employees at the unit feel very proud, confident in sustainable development and attachment to the unit.

- Policies on labor management and use

The unit ensures full implementation of policies and regimes for employees according to the Labor Code, labor regulations and collective labor agreements. In addition, organizations such as trade unions and youth unions are organized and operate according to the law.

Labor management policies are built on the principle of fairness, strictly implementing grassroots democracy regulations. With the motto that people are the decisive factor for the success of the unit, investing in people is investing in sustainable development; the unit's leadership has always cared for and taken care of the lives of civil servants and public employees. The leadership has focused on directing the construction of a system of synchronous human resource policies; fairness, creating conditions for employees to have the best development opportunities, motivating employees to work enthusiastically.

2.4.3. Factors belonging to the external environment

- Government policies and state laws

State policies on labor, wages and other related social issues stipulated in legal documents will affect the unit's operations.

Ninh Binh Provincial Social Insurance is the agency that resolves social insurance, health insurance, and unemployment insurance policies in the entire province. Therefore, compliance with general state regulations on wages, labor, and other issues of the

Social welfare is always the top concern. The policies on salary, reward regulations, and appointment of cadres are implemented in accordance with the law. Over many years, the unit has built a strong grassroots trade union, truly caring for and protecting the rights of the collective of workers. Workers feel completely secure about the unit's compliance with the law and the state's policies and regulations for workers.

- Labor characteristics and labor market structure

Ninh Binh Social Insurance is a revenue-generating administrative agency. Regardless of which unit wants to be successful, investing in human resources is the most profitable investment activity. This is why all units must compete in many aspects, especially in human resources. Currently, units, especially foreign-invested enterprises in Vietnam, are always willing to pay high salaries and attractive remuneration policies for high-quality workers. Under the general impact of that, the provincial Social Insurance increases the pressure to have effective policies to attract and retain talent to ensure human resources to serve the unit's operations and prevent the phenomenon of high-quality workers leaving the unit.

- Economic - political - social conditions

Since the end of 2008, the world has entered a global economic crisis, and Vietnam's economy is no exception. The high inflation situation has also caused great difficulties for the lives of employees. In the context of increasing living costs, workers' lives have become increasingly difficult, making them feel insecure about their work, leading to a decrease in work efficiency.

- Competition among units in the province

For the civil servants and public employees of the Social Insurance sector of Ninh Binh province who have strong political qualities, professional qualifications, and leadership qualities, they are not lucky in their careers. Besides, other sectors

If there are special preferential policies for people like them, it is natural that these workers would request a job transfer.

The workload is increasing, the work pressure is increasing, the salary and bonus remain the same, some are even cut, leading to the failure to ensure the life of civil servants. In addition, the attraction of businesses as well as other departments, branches and sectors with attractive salaries and benefits also significantly affects the stability of the unit's human resources. Requiring the unit to have a truly effective policy to attract and retain talent.

2.5. Assessment of the current status of policies to motivate human resources in the Social Insurance sector of Ninh Binh province

2.5.1. Achievements in the policy of motivating human resources in the Social Insurance sector of Ninh Binh province

In fact, the policy of motivating employees of the Social Insurance sector of Ninh Binh province has also had certain effects on the psychology and working ability of civil servants and public employees, while improving the efficiency of the unit's work.

- Salary of civil servants and public employees in the unit: the form of salary payment is specifically stipulated in the unit's salary regulations. The salary is guaranteed to be accurate and stable, creating encouragement for officers and employees to strive.

- The average income of staff/year is quite stable and has increased continuously from 2008 to 2012, so they can work with peace of mind and not worry too much about their jobs because the unit always pays salaries and income on time according to the collective labor agreement and regulations of the Labor Code.

- Allowances and subsidies are clear and transparent according to State regulations or regulations in internal spending regulations, helping officers and civil servants to complete their work better.

- The unit has received many certificates of merit from the Provincial People's Committee and Vietnam Social Security due to the efforts of individual officers and employees; of each department; and of the entire unit. This is a factor that creates great spiritual motivation for everyone in the agency.

- The unit has created a comfortable working environment and relatively good working conditions. The unit regularly consolidates and builds Party work, enhances the solidarity of the staff in the unit, cares about their material life, helps them feel secure and stable, so the staff and civil servants of the entire unit have been dedicated to their work, passionate about their professional and technical work. The unit has found the right policies and directions for short-term and long-term work.

2.5.2. Limitations in policies to motivate human resources in the Social Insurance sector of Ninh Binh province

Currently, the unit's job analysis work is rarely paid attention to, about once a year or two years, job analysis is conducted. This has negatively affected the motivation of employees because it often does not clearly define the tasks of each job as well as the responsibilities of each person, leading to a situation where one person depends on another, and the sense of responsibility while working is not high.

The work performance evaluation of the provincial Social Insurance still has limitations.

First: Not yet correctly identified the most important goal of the evaluation work is to improve the performance of employees and make management decisions. According to the survey results, most of the respondents believe that the goal of job performance evaluation is only to calculate monthly salary and bonus, only considering it as a procedure. This way of thinking has somewhat reduced the motivation to work because employees will have a vision

Short-term and one-sided view of evaluation work and evaluation results are also not accurate.

Second: Regarding the selection of the evaluator, there is only one-sided evaluation from the emulation and reward council for employees; in the quarterly evaluation, the individual self-evaluates, which is only a comment on his/her strengths and weaknesses, but does not directly participate in voting, and this classification directly affects their interests. Therefore, it can lead to employees sometimes feeling unfair. The one-sided evaluation as above only shows the aspect of the person being evaluated from the perspective of the evaluator, there are many other aspects that need attention such as relationships with colleagues, relationships with the subject.

Training field of the unit: Creating conditions for civil servants to go to school is still passive, without a clear training plan and process.

Bonus forms are still egalitarian among workers, not clearly distinguishing which department is more effective, contributes more to the unit, and still depends on the reward rate.

The consolidation of management positions is still slow, and the resolution of policies and regimes for key officials is sometimes not timely (such as maternity regime).

2.5.3. Limitations of policies to motivate human resources in the Social Insurance sector of Ninh Binh province

The assessment of employees' capacity is not flexible and is rarely implemented, leading to the failure to fully promote the effectiveness of improving labor quality. The limitation of management skills and the use of human resources leads to rigidity in management, lack of flexibility, leading to pressure on employees. There are cases where the assessment is not close to the actual capacity.

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