Over the years, the work of labor remuneration has been of interest to the leaders of the Corporation, branches, factories, and units in the Corporation. Average wages, income, bonuses, and social welfare have increased and become more reasonable; workers are increasingly assured with the remuneration they receive from the Corporation. However, the work of labor remuneration still has many limitations and shortcomings that need to be resolved promptly. The main limitations and shortcomings are: The average salary, although high compared to the market, still does not meet the needs of staff; Fairness in salary payment has not been ensured; Cash remuneration combined with in-kind remuneration causes difficulties in accounting and creates inequality in labor remuneration; Social insurance for staff is not good and has not been implemented in all branches of the Lao Electricity Corporation...etc.
From the limitations, shortcomings and causes analyzed above, on the basis of lessons learned from foreign enterprises (especially from Vietnam, Thailand, France), and the practice at the General Corporation of DLL in the context of international integration, the author proposes some specific solutions as follows:
1. There must be a full and correct awareness of labor remuneration. Labor remuneration is not only the right and benefit of employees, not only the responsibility of the leaders of the Corporation, branches, factories, and units under the Corporation, but labor remuneration must also be identified as: (i) an important human resource management tool, (ii) an important measure to encourage creativity and motivate employees in the Corporation, (iii) a decisive solution in building and developing human resources.
2. Limit and gradually eliminate the system of labor remuneration in kind, implementing labor remuneration entirely in cash. This is a difficult task due to the general situation in the Lao PDR, but it needs to be resolved to create more favorable conditions for management in general and human resource management in particular. At the same time, this is an important condition for international integration and transition to a market economy. It is necessary to develop a new remuneration policy to replace the current policy.
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3. To ensure fairness and reasonableness in salary organization, attention should be paid to:
Solutions such as: (i) Reviewing the Corporation's salary policy and system. The Corporation's salary system must be built and reviewed based on the results of Job Analysis and job ranking, (ii) Paying wages and labor remuneration must be based on the results of the Performance Evaluation of the Corporation's staff, (iii) Reviewing the labor level system and paying attention to labor standards as the basis for salary work, especially organizing piecework wages.
4. Increase the average salary of the Corporation's staff on the basis of: (i) Recalculating the income of employees on the basis of gradually limiting and eventually eliminating in-kind remuneration throughout the Corporation, (ii) Reducing management costs, business expenses, conference and meeting costs... and other costs to increase income for staff, (iii) Reviewing and rearranging labor on the basis of performing job analysis, scientifically and reasonably determining labor quotas to reduce surplus labor.
5. Expand the scope of application of the form and regime of piecework wages in the Corporation, allowing departments and units that are capable of applying the piecework wage regime to apply this wage regime. Along with expanding the piecework wage regime, it is proposed to perfect the basic conditions of the piecework wage regime such as: (i) perfecting the statistical and accounting work in units, branches, and factories; (ii) promoting the work of labor norms, applying scientific methods in building labor levels.
6. Pay attention to social insurance for employees, deploy social insurance for employees throughout the Corporation. Leaders of branches, factories, and units must really pay attention to social insurance for employees.
7. Improve the capacity of the staff working in general human resource management, paying attention to labor remuneration and salary organization. Every year, the Corporation should open training courses on salary, bonus, and social welfare for leaders of branches, factories, units, and specialized staff working in this field.
CHAPTER 3 SUMMARY
The objective of chapter 3 is to provide viewpoints and solutions to improve and innovate the Human Resource Management of the Corporation in the period of 2011-2015 and vision 2010. In this chapter, the author presented the development orientation of the Corporation, presented and analyzed the international integration movements to the Human Resource Management of the DLL Corporation. This is one of the important bases for designing and building solutions on Human Resource Management.
Based on the results of analysis and assessment of the current status of Human Resource Management of the Corporation, the theory and experience presented in Chapter 1, research on the development orientation of the Corporation, the most influential factors are international integration on this work, the author has built a system of viewpoints and solutions to improve and innovate the work of Human Resource Management. The solutions are built quite comprehensively and have a breakthrough not only in the DLL Corporation in particular but also in the Lao PDR in general.
CONCLUDE
Human resource management is decisive to the success or failure of any business.
Today, HRM is a strategy to help achieve business goals.
Human resource management is affected by environmental factors such as law, culture, socio-economics, development of science and technology, globalization and international integration, etc. Human resource management is also affected by factors related to the employees themselves such as personality, ethics, work capacity, attitude, etc. and factors related to the internal business such as corporate culture, human resources of the business, leadership style, level of application of science and technology, etc.
Applying the theory of Human Resource Management to enterprises in Lao PDR shows that: Culture has a great impact on Human Resource Management in enterprises in Lao PDR. Many cultural values are factors that hinder the application of advanced models, methods and experiences on Human Resource Management in enterprises in Lao PDR; Human Resource Management of enterprises in Lao PDR is greatly affected by international integration in both aspects, creating opportunities for the development of Human Resource Management but also creating difficulties and challenges for the development of Human Resource Management; The experience of some Vietnamese and Japanese enterprises is a good lesson for enterprises in Lao PDR.
International integration, especially international economic integration, has created changes in the economic and social life in Lao PDR, not only creating positive impacts but also creating negative impacts on the Human Resource Management of enterprises in Lao PDR, including DLL Corporation.
In recent years, especially in the period 2005-2010, Human Resource Management at DLL Corporation has been paid attention to and invested in development. Many scientific contents of Human Resource Management have been researched and put into practice at the Corporation such as: Job analysis, Job performance evaluation, Salary organization, Training and Development of Human Resources...etc. However, in reality, Human Resource Management of DLL Corporation is still
revealed many limitations and shortcomings affecting the attitude, motivation and creativity of the Corporation's staff. These problems are becoming increasingly serious in the context of international integration.
This study analyzes and evaluates the Human Resources Management of the DLL Corporation, focusing on the period 2005-2010. The study was conducted using appropriate research methods based on secondary and primary data sources. The primary data were collected by the author of the thesis through observation, interviews and surveys using questionnaires.
Based on the analysis and research, the author has concluded the assessment of the Human Resources Management of the DLL Corporation, including the characteristics, achievements and limitations and shortcomings in this work. One of the biggest conclusions in this study is that the Human Resources Management of the Corporation, although receiving attention and investment, has revealed many limitations and shortcomings that have not met the development requirements of the Corporation, especially in the context of international integration.
From the practice of Human Resource Management of DLL Corporation, research experience from Vietnam, Japan, and scientific basis of Human Resource Management, the author of the thesis has proposed viewpoints and a system of 4 major groups of solutions to innovate, improve, and promote the development of Human Resource Management of DLL Corporation in the context of international integration.
Although the research objectives have been achieved, the general research questions and specific research questions have been answered, this study still has certain limitations such as: The scope of the investigation is limited, the size of the survey sample is small (120 questionnaires), only focusing on the subjects of officers and employees working in management at the Corporation, branches, factories and units; The mutual impact between policies and activities of Human Resource Management at the Corporation has not been considered and evaluated.
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