Handling Human Relations Well in the Company

cause. That may gradually improve in the coming time, when the market economy has truly brought about the element of competition on the same “flat playing field”.

Managers need to have certain standards such as: having seniority; having achievements in previous jobs; having a certain level of qualification. In the company today, the highest positions must be held by people with a university degree and 7 years or more of seniority. Promotion of lower-level managers is still based largely on sentiment and seniority.

A competent manager will greatly determine the production and business efficiency of the enterprise in general and the efficiency of human resource use in particular. Therefore, when promoting staff, the company needs to rely more on the capacity and work performance of the person being promoted in the previous period. On the other hand, it is necessary to consider the ability to perform the upcoming work to what extent. Here, we cannot ignore the factors of ideology, ethics, and working style of the person being promoted.

Along with promoting managers, the company needs to find capable people in the lower levels, even among the workers, and create conditions for their advancement by: Assigning them certain tasks depending on their current abilities, paying close attention to their work completion; creating conditions for them to participate in professional training courses, skills training courses, in-service classes, etc.

3.2.3.3. Resolve human relations well in the company

Maybe you are interested!

Today, whether a company excels or not is largely determined by the quality, level, and commitment of its employees. To achieve that, managers must help their employees solve their own problems.

First of all, managers must know what their employees require of them.

As a leader, at any level, whether it is a production team leader or a workshop manager, they need to know what their employees need, and then help them solve their problems if possible. Here are some basic issues that workers are concerned about:

For employment and working conditions, workers need:

- A safe job;

- A job where workers can use their strengths;

- A suitable working environment;

- Appropriate facilities;

- Reasonable working hours;

- Stable recruitment.

For personal benefits and wages, workers demand the following:

- Be treated with respect for human dignity;

- Feel important and needed;

- Working under the control of a superior is a person who is able to work with others;

- Be listened to by superiors;

- The right to participate in decisions that directly affect you;

- Know what superiors expect from you in completing your work;

- Performance evaluation must be based on objectivity;

- No problem of privilege and favoritism;

- Fair salary system;

- Reasonable welfare funds;

- Get paid according to your contribution to the company, factory. Promotion opportunities: workers need the following opportunities

- Opportunity to learn new skills;

- Equal promotion opportunities;

- Opportunities for training and development programs;

- Be recognized by superiors for past achievements;

- Opportunity to improve living standards;

- A job with a future.

Companies should prioritize solving human problems, must establish workers' trust in leaders - that is also an important step towards success.

In organizations in Vietnam in general and in companies in particular, relationships that are mixed between emotions and work slow down the company's activities. This problem is very difficult to overcome, but it is necessary to gradually improve it.

Vietnamese people are still considered to be hard-working and diligent by nature. However, from an agricultural country to an industrial country, people

still cannot adapt to industrial working style immediately: need to be quick; work responsibly, have the ability to work under high pressure; have a team spirit;...

We know that when subordinates work with a high sense of responsibility and freedom to plan, they learn the most, thereby promoting their creativity, improving work performance and becoming more mature. To do so, superiors need to know how to listen to subordinates and try to use those opinions. Managers need to create a working environment where employees can work with a high sense of responsibility, self-awareness and freedom to plan.

In society in general and in agencies and enterprises in particular, jealousy, envy, and division have been deeply rooted in the Vietnamese people's souls since the French colonial period, forcing us to sit down and find a way to cure them. One of the ways we can do this today is: Avoid all bias in the group; create relationships that help them care about each other; Coordinate working groups so that members of the group can complement each other's good qualities; Leaders need to know how to listen to the truth; Absolutely avoid gossiping among employees; Employees who pry into each other's private matters should be dismissed, and they should be told that the person being talked about is not necessarily a bad person, but that they themselves are the bad people, that if they continue to do such things, it will only harm their personality; In addition, it is necessary to set out some regulations on collective behavior;... When this problem is solved, then collective strength will be able to exert its effect. Leaders must pay more attention than anyone else to "gathering collective intelligence". Collective intelligence is the fundamental strength that brings out the great qualities in people.

In addition, we must also pay attention to other personnel relationships such as: Disciplinary action; dismissal; resignation; demotion; promotion; transfer; retirement; and labor dispute resolution. The handling of these relationships must be based on company regulations and laws whose contents have been disseminated throughout the company. It is necessary to handle these relationships skillfully, in a way that pleases people, avoiding causing unnecessary scandals for the people involved.

When in any company or organization, employees fear the department head; the department head fears the department head; the department head fears the director; the director fears society or in other words, each person in each position sees something scary, then each person will know how to adjust their behavior to be correct and mature.

CHAPTER 3 SUMMARY

Based on the theoretical basis in chapter 1, the analysis and evaluation of the advantages and disadvantages of human resource quality improvement activities at Social Housing Development Joint Stock Company - HUD.VN in chapter 2, to achieve the goal of improving human resource quality to meet the requirements of the work in the next stage of the company, the thesis has proposed a number of solutions, specifically:

- Solutions to improve physical fitness: Regular health check-ups for workers, increasing physical activities to improve health, allocating working time reasonably...

- Solutions to improve intelligence: Improve human resource planning, job analysis and design, recruitment, training and rational use of human resources, improve employee welfare policies...

- Solutions to improve mental strength: Improve moral qualities, working style, promote, appoint staff reasonably and objectively, resolve human relations well in the enterprise, build and maintain a modern corporate culture in a positive direction...

CONCLUDE

The entire content of the topic “Improving the quality of human resources at the Social Housing Development Joint Stock Company – HUD.VN” has been carried out by the method of analysis, synthesis, comparison… and illustrated through actual data. The theoretical basis is associated with the practical work of improving the quality of human resources in the Social Housing Development Joint Stock Company – HUD.VN.

Through the practical research process, the topic has focused on the following main issues:

Firstly , the thesis has systematized the theoretical basis of human resources and improved the quality of human resources: including the concepts of human resources and limited the scope of the research topic through improving the quality of human resources at the Social Housing Development Joint Stock Company - HUD.VN.

The thesis presents the viewpoints and urgent requirements of improving the quality of human resources for the socio-economic development of the country in general and of the Social Housing Development Joint Stock Company - HUD.VN in particular.

Second , the thesis introduces the general situation, development trends, goals and solutions to improve the quality of human resources in the Social Housing Development Joint Stock Company - HUD.VN, contributing to the socio-economic development of the country.

By outlining the current situation of human resources of Social Housing Development Joint Stock Company - HUD.VN, and studying in depth the work of improving the quality of human resources for employees in the Company, the research contents show that the work of improving the quality of human resources in Social Housing Development Joint Stock Company - HUD.VN still has shortcomings that need to be overcome, mainly due to the awareness of employees. Reality shows that employees have the need to go to school, if there are appropriate mechanisms and policies, it will arouse the potential of employees in studying to improve their professional qualifications. This is a solid foundation for employees to increase their income, improve their lives, and contribute to improving the quality of human resources for the development of the Company's production and business.

Third, the thesis has proposed some viewpoints on improving the quality of human resources through recruitment, training, solutions on mechanisms and policies for workers. These viewpoints come from the viewpoints of leaders at all levels.

within the Company and is specified by goals, directions, and solutions for the Company's production and business development strategy in the following years.

Fourthly, the thesis has proposed some basic solutions to improve the quality of human resources through professional training for workers. In which, it emphasizes solutions on mechanisms and policies for workers in the Social Housing Development Joint Stock Company - HUD.VN.

LIST OF REFERENCES

1. Ministry of Education and Training (2018), From education development strategy to human resource development, Education Publishing House, Hanoi.

2. Mai Quoc Chanh - Tran Xuan Cau (2016), Labor economics textbook , Social Labor Publishing House.

3. Dang Vu Chu, Ngo Van Que, Promoting human resources - human factors in production and business, Education Publishing House.

4. Le Anh Cuong, Nguyen Thi Le Huyen, Nguyen Thi Mai (2019), Human resource management methods and skills , Social Labor Publishing House, Hanoi.

5. Nguyen Huu Dung (2019), Effective use of human resources in Vietnam , Social Labor Publishing House, Hanoi.

6. Nguyen Van Diem and Nguyen Ngoc Quan (2020), Human Resource Management Textbook , Labor - Social Publishing House, Hanoi.

7. Pham Minh Hac (2018), Research and development of culture - people - human resources in the conditions of market economy, globalization and international integration , State-level topic KX.05.

8. Ho Chi Minh National Academy of Politics (2003), Human and human development in the concept of Marx - Engels , National Political Publishing House, Hanoi.

9. Ha Van Hoi (2015), Human resource management in enterprises , Post Publishing House.

10. Nguyen Thanh Hoi, Human resource management , Statistical Publishing House.

11. M.Hilb (2017), Human resource management in a holistic direction , Statistical Publishing House, Hanoi.

12. Pham Cong Nhat (2020), Improving the quality of human resources to meet the requirements of innovation and international integration , Electronic Communist Magazine .

13. Do Van Phuc (2015), Human resource management of enterprises , Science and Technology Publishing House, Hanoi.

14. Nguyen Thanh (2015), Human resource development to serve the country's industrialization and modernization, National Political Publishing House, Hanoi.

15. Nguyen Huu Than (2019), Human resource management , Education Publishing House.

16. Social Housing Development Joint Stock Company – HUD.VN (2017, 2018, 2019, 2020),

Production and business report .

17. Social Housing Development Joint Stock Company - HUD.VN (2020), Regulations on Labor Organization and Training Management.

18. Some electronic articles

- http://voer.edu.vn/m/chat-luong-nguon-nhan-luc/758c8b47

- https://voer.edu.vn/m/mot-so-luan-giai-ly-thuyet-ve-phat-trien-nguon-nhan-luc- thong-qua-giao-duc-va-dao-tao/8c39c8ea

- http://vcp.edu.vn/dao-tao/he-dai-han-tap-trung/153-nguon-nhan-luc-viet-nam-thuc-trang-va-giai-phap

- http://sct.haiduong.gov.vn/News/content/viewer.html?a=7818&z=184