Human resource treatment at Dong Xuan Joint Stock Company

Factors that greatly influence employee satisfaction are: performance appraisal, training, superiors and contribution to the organization.

The study by Nadeem Shiraz and Majed Rashid (2011) of the Institute of Interdisciplinary Business Research, Pakistan with the topic "The effects of reward and evaluation regulations on labor motivation and satisfaction" focused on studying the role of promotion opportunities and leadership styles in creating motivation and satisfaction for employees. The research results showed the relationship and differences in work motivation with satisfaction, more specifically the differences between promotion opportunities and leadership styles in creating labor motivation. The research results also showed that if the regulations on promotion opportunities and leadership styles for employees were changed, work motivation and satisfaction would also change accordingly.

2.2. Overview of domestic research situation

In the country, contents related to work motivation and policies for employees in enterprises have been published in the form of topics, theses, surveys and articles in magazines, newspapers, etc. Some studies can be mentioned as follows:

Nguyen Khac Hoan (2010) pointed out five factors that affect the work motivation of employees of Asia Commercial Joint Stock Bank, Hue branch, which are: Working environment, salary and benefits, job arrangement; interest in work; and development prospects at the bank. According to the author's research, all five factors above have a strong influence on the work motivation of employees, however, there are still some shortcomings in human resource management that the bank needs to pay attention to and solve in the coming time such as: the issue of sharing experiences among employees and creating conditions for employees to learn more foreign languages, computers, study for a second degree, a master's degree... has not really been paid attention to by bank leaders.

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Nguyen Quang Nhi (2016) analyzed the current situation of motivation work at CEDO Vietnam Company Limited. In the process of analyzing the current situation of motivation at the company, he found some difficulties such as: The number of employees quitting or leaving their jobs is still quite high compared to state-owned enterprises or private enterprises; The training system is not uniform, leading to the level and skills of employees not being

Unsatisfactory salary and bonus policies, working conditions and hours, etc. On that basis, he proposed a number of solutions to improve the Company's material and non-material incentives.

According to Nguyen Van Tinh (2018), motivation plays a very important role in the business activities of Hai Phong Agricultural Materials and Construction Joint Stock Company. The company has achieved certain successes in building steps to design measures to create work motivation and implement motivation for employees at the company. However, there are still some limitations in the work of creating motivation for employees that need to be overcome in determining and classifying labor needs; motivation through material incentives is still mainly based on subjective comments of managers. Therefore, the author has proposed a number of solutions to improve the identification and classification of needs; improve the design of motivation programs for employees; improve the documents guiding the implementation and evaluation of motivation for employees at the company.

The above research works on the issue of creating motivation for employees have generalized the theoretical issues of creating motivation for employees. In addition, related factors such as organizational behavior, factors affecting motivation are also mentioned through motivation models in organizations. This is a very important source of reference in the process of implementing this topic. However, up to now, there has been no research work at Tuan Long Equipment Materials Company Limited on the work of creating motivation for employees, so the research on the work of creating motivation for employees at Tuan Long Equipment Materials Company Limited is not overlapping with other studies.

3. Research objectives and tasks

The general objective is to propose main feasible solutions to improve human resource treatment policy at Dong Xuan Joint Stock Company.

To achieve the proposed research objectives, the research tasks carried out include:

- Systematize the theoretical basis of human resource treatment in enterprises.

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- Analyze and evaluate the current status of human resource treatment at Dong Nai Joint Stock Company.

- Research the company's development orientation and propose solutions to complete it.

good human resource treatment at Dong Xuan Joint Stock Company.

4. Research object and scope

4.1. Research subjects

The research object of the topic is human resource treatment in enterprises.

4.2. Scope of research

- Spatial scope: The topic was researched at Dong Xuan Joint Stock Company, head office at: 3rd floor of Dong Xuan market - Dong Xuan street - Hoan Kiem district

- Hanoi City

- Time scope: Research based on data in the period 2018-2020 and propose solutions until 2025.

- Scope of content: Research on human resource compensation tools including financial compensation (salary, bonus, welfare, allowances, subsidies) and non-financial compensation (working environment, through work...)

5. Research methods

5.1. Data collection method

Secondary data sources are collected through statistics, citing reports from departments of Dong Xuan Joint Stock Company; analyzing and synthesizing data from textbooks, documents, master's theses, doctoral theses, books, newspapers, magazines and internet media. Secondary data are analyzed and compared to draw out necessary information to illustrate the problem.

The primary data and information sources were collected through the Survey Form. Through discussions with some unit leaders and qualitative analysis, based on the research objectives and tasks, the author built the content of the Survey Form according to the measurement variables to collect the necessary information to demonstrate the problem to be studied. The Survey Form was printed and sent directly to individuals working at Dong Xuan Joint Stock Company.

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Investigation objective: Evaluation of human resource treatment at Dong Nai Joint Stock Company.

Investigation subjects: Officers and employees working at the Joint Stock Company.

Dong Xuan section.

Random sampling method.

Sample size: To ensure objectivity, students use the Slovin formula to determine the sample size:

n = N

(1 + N * e 2 )

In there:

n: Sample size

N: Size of the total (total number of employees working at the Company is 354 people).

Choose the confidence interval as 95%, so the deviation level e = 0.05 We have: n = 354 / ( 1 + 354 * 0.05 2 ) = 187.7 (people).

Because the sample size was 187.7, the students conducted a survey of 188 employees.

- Survey content: The survey consists of 2 parts:

Part 1: Information of the survey subject: Age, gender, marital status, working time...

Part 2: Respondents' assessment of employee motivation activities at Dong Xuan Joint Stock Company

- Total number of ballots issued: 188 ballots

- Total votes received: 188 votes

- Number of valid votes: 188 votes/188 votes.

5.2. Data processing method

After conducting the survey, the author synthesized the data into an excel table. Then used excel software to calculate the indexes to serve the descriptive statistics of the factors affecting the motivation of employees. The scale used in the topic is a 5-point Likert scale, corresponding to the score from low to high. The topic uses

The mean and standard deviation of the scales are used to analyze and evaluate the level of agreement of human resources on the criteria in the survey scale.

The topic applies a combination of many methods of analysis and information synthesis such as: Descriptive statistics method, comparison method... In which, the main method used is the comparison method. Comparing actual data between periods and years helps us study the rate of change and growth rate of the phenomenon. The biggest advantage of the comparison method is that it allows us to separate the common and unique features of the compared phenomena, on that basis, we can evaluate the aspects of development or underdevelopment, efficiency or inefficiency to find reasonable and optimal management solutions in each specific case. However, the application of this method also needs to comply with certain principles such as the indicators and calculation results must be equivalent in terms of reflection content and determination method.

- Descriptive statistical method: Based on the collected documents and data, the data is re-analyzed, basic statistical indicators such as growth rate, structure, proportional relationship, average value, standard deviation... are calculated to review and evaluate the trends and fluctuations of the data, thereby assessing the current status of factors affecting human resource treatment at Dong Xuan Joint Stock Company.

6. Topic layout:

In addition to the introduction and conclusion, the content of the thesis is structured into three chapters as follows:

Chapter 1: Basic theoretical issues on human resource treatment

Chapter 2: Current status of human resource treatment at Dong Xuan Joint Stock Company

Chapter 3: Some solutions to improve human resource treatment at Dong Xuan Joint Stock Company

CHAPTER 1: BASIC THEORETICAL ISSUES ON HUMAN RESOURCE TREATMENT IN ENTERPRISES

1.1. Concept of human resources and human resources in enterprises

“Human resources are one of the important factors that determine the success or failure of each country's socio-economic development. Therefore, all countries in the world are interested in developing their human resources.

Previously, the method of personnel management with the characteristics of considering employees as a practical, dependent force, needed to exploit their labor to the maximum with minimal cost. In the 80s of the 20th century, when there was a fundamental change in the method of managing and using people in the labor economy, the term human resources appeared. And from the 80s to now, with the new method, human resource management with a more flexible and agile nature, creating better conditions for employees to be able to maximize their potential and inherent abilities through natural accumulation in the process of labor development. It can be said that the appearance of the term human resources is one of the specific manifestations of the victory of the new management method over the old management method in the use of human resources" (Tran Thi Kim Dung, 2011).

There are many different definitions of human resources such as:

- “Human resources are the resources in each person of organizations (with different scales, types, functions) that have the ability and potential to participate in the development process of the organization along with the socio-economic development of the country, region, and the world. This understanding of human resources comes from the concept that human resources are resources with material and spiritual factors, creating capacity and strength to serve the general development of organizations.

- In the United Nations report assessing the impacts of globalization on human resources, it defined human resources as the actual level of skills, knowledge and capacity, along with the capacities that exist in the form of human potential. The concept of human resources according to this approach is somewhat biased towards the quality of human resources. In this concept, the highly appreciated point is that human potential is also considered as a potential capacity, from which appropriate mechanisms are developed in management and use. This concept of human resources also shows us to some extent the United Nations' approval of the new management method.

- Human resources are the sum of internal and external factors of each individual that ensure creativity and other contents for the success and achievement of the organization's goals.

- Human resources are the strength within each person, so that people can work. That strength is increasingly developed along with the development of the human body. To a certain extent, people are qualified to participate in the labor process or are called people with labor capacity.

Although there are different definitions depending on the perspective of research, the common points that we can easily see through the above definitions of human resources are: including both physical and mental strength of a person"

In short, human resources are understood as "Human resources are the resources in each person, including both physical and mental strength. It is shown on the outside by the ability to work. It includes health, intelligence, psychology, and passion" (Tran Thi Kim Dung, 2011).

From this concept we can draw the concept of enterprise human resources: "Enterprise human resources are the resources of each individual, the workers in the enterprise are shown in the aspects of work, ability, and position of each individual in the enterprise".

For each enterprise, the human resource factor or the enterprise's resources are the key factor that determines the success or failure of the enterprise's activities. In the context of society moving towards a knowledge-based economy, the role of technology, capital, and raw materials is gradually decreasing. In addition, the human knowledge factor is increasingly important. Because human resources are dynamic, creative, and human intellectual activities will create useful values in the development strategy of an enterprise.

1.2. Concept and role of human resource treatment

1.2.1. Concept of human resource treatment

Human resource treatment is one of the very important contents of Human Resource Management because it affects the working human resources of employees. The success of Japanese enterprises has proven that they are fully aware of this work. As Akio Morita - co-founder of the famous SONY group wrote: "...ensuring regular employment and improving the living standards of employees are put on top or at least close to the top". Therefore, the managers

Management needs to fully understand the scope of human resource management before implementing it in practice.

“Human resource treatment is a process that involves the entire working process of the employee and even after leaving the job.

Human resource treatment is the process of taking care of the material and spiritual life of employees so that they can complete their assigned tasks well and thereby contribute to achieving the goals of the enterprise.

Thus, human resource treatment is a process consisting of two activities closely related to satisfying two basic groups of needs of employees: caring for material life and caring for spiritual life. These two activities are limited within a specific framework, which is the goal of the enterprise.

Human resource treatment is the process in which the most basic human relations of an enterprise: the relationship between employers and employees, the relationship between managers and subordinates.

Every manager is responsible for human resource treatment within the scope of assigned responsibilities. First of all, the manager must be the one who plans the treatment policy, then organizes the implementation and more importantly, sets an example in the actions of implementing the planned treatment policy. The responsibility of truly caring for the material and spiritual life of employees is one of the five tasks of the Company's management staff that President Ho Chi Minh outlined.

Human resource treatment is closely related to other contents of human resource management such as recruitment, arrangement and use of human resources, training and development of human resources. Good treatment is an important basis to promote the remaining stages of human resource management in enterprises" (Nguyen Van Diem, 2012)

Thus, “Human resource treatment in enterprises is the recognition and recognition of the efforts of employees by enterprises. It is the process of compensating for the labor costs of employees both materially and spiritually”.

Nowadays, when society develops in the integration trend, competition becomes more and more fierce, human resource treatment has really become an urgent and inevitable issue, both a driving force and a development goal of enterprises. Human resource treatment is

Human resource treatment at Dong Xuan Joint Stock Company - 2

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