Table 4.2 Labor distribution by organizational form and nature of work
Target
Year 2009 | 2010 | 2011 | Compare (%) | ||||||
SL (People) | CC (%) | SL (People) | CC (%) | SL (People | CC (%) | 2010/2009 | 2011/2010 | BQ | |
Total | 107 | 100 | 115 | 100 | 120 | 100 | 107.48 | 104.35 | 105.90 |
1. Indirect labor | 47 | 43.93 | 49 | 42.61 | 51 | 42.5 | 104.25 | 104.08 | 104.17 |
2. Direct labor | 60 | 56.07 | 66 | 57.39 | 69 | 57.5 | 110 | 104.54 | 107.24 |
Wood PX | 17 | 15.89 | 17 | 14.78 | 18 | 15 | 100 | 105.88 | 102.90 |
Mechanical PX | 14 | 13.08 | 15 | 13.04 | 15 | 12.50 | 107.14 | 100 | 103.51 |
Plastic PX | 17 | 15.89 | 19 | 16.52 | 20 | 16.67 | 111.76 | 105.26 | 108.47 |
Warehouse | 6 | 5.60 | 8 | 6.96 | 8 | 6.67 | 133.33 | 100 | 115.47 |
Cook | 2 | 1.87 | 3 | 2.61 | 3 | 2.5 | 150 | 100 | 122.47 |
Protect | 2 | 1.87 | 2 | 1.74 | 3 | 2.5 | 100 | 150 | 122.47 |
Drive | 2 | 1.87 | 2 | 1.74 | 2 | 1.66 | 100 | 100 | 100 |
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Source: Administrative Department
56
4.1.3 Developing the Company's human resources
4.1.3.1 Current status of training to improve the quality of human resources of the Company
Human resource training
Training and development (hereinafter referred to as training) for employees is a part of the preferential policy for employees, the goal is:
is equipment
and supplement
provide workers with the necessary knowledge and
suitable in political theory, management, professional expertise, foreign languages, information technology, skills, professional qualifications, etc. to serve the work needs and bring efficiency in labor management of the Company, especially in the period of science and technology requiring increasingly high capacity of workers.
Training objects
Are workers participating in production departments, directly creating products for the company.
Are staff planned to hold key positions in the Company.
Standards, conditions, training forms
Employees must have worked at the Company for at least 1 year (12 months), have good moral qualities, work capacity, and good health.
good. must complete tasks regularly
assigned, capable
power
rise to higher positions.
Have a degree, professional certificate or are currently undertaking a job that matches the advanced training content.
The company has a need or plans to place employees in jobs that require training and development.
Training or retraining in case the Company assigns employees to jobs with expertise different from the expertise for which they have been trained.
Regulations on regimes and policies for people sent for training
Depending on job requirements, the Company can choose training forms.
after:
Short-term training
Medium-term training
Long term training.
Training classes opened by the Company
serve
for pre-need
such as: Salary increase, promotion, transfer, etc.
4.1.3.2 General assessment of the quality of the Company's human resources
Human resource capacity
Based on the needs of the production and business process, the company's human resources have ensured good physical strength, endurance in continuous and long-term working conditions with the requirement of ensuring absolute safety. Building physical standards suitable for the business sector is essential in the management of human resources of the enterprise.
According to the 2011 survey data, the physical strength of the employees in the enterprise is quite good, with 75/120 people having type 1 health, accounting for the majority of 62.5%, 39/120 people having type 2 health, accounting for 32.5%, and 6/120 people having type 3 health, accounting for 5%. This is a favorable condition for the production and business activities of the enterprise. Employees in the enterprise with good physical strength will have the endurance to meet the requirements of the process.
Continuous, long-term production process, always with alertness, refreshing spirit, highly promoting each person's creative capacity. It will gradually lead to effective work, increased labor productivity, helping businesses to well implement their business plans and strategies to develop more and more.
With the motto "Having health is having everything", the company has considered
consider health factors in their recruitment records. At the same time, in the process of using human resources, businesses still
care about the physical fitness of employees. According to the survey, every year
The company has organized periodic health check-ups once a year. This is an activity to ensure the health of employees, and at the same time helps employees detect diseases early for timely treatment.
Professional training
Level
professional
must always be concerned
First, it has a great influence on work efficiency and business results.
business. An employee works in a business if it is suitable for
specialized training plus personal initiative and effort
The assigned work is always completed and achieved effectively.
manager's desire. On the contrary, if you assign work to employees,
If employees do not care or pay little attention to their major, strengths and weaknesses, the work process will encounter many difficulties and not achieve the desired results.
The company's workforce includes direct and indirect workers.
Indirect. Direct labor is labor that directly works in the manufacturing divisions.
Factory. Indirect labor is labor working in offices and factory managers. Depending on the nature of the work, workers
Workers work in two different environments, and the managers and employers in each environment are also different.
According to table 4.3, we can see that the education and professional training level of the company's employees is not high. The company's employees have not
Anyone with post-graduate education. Direct labor of the company
accounted for a fairly large proportion of 56.07% in 2009, 57.5% in 2011 but no one
have a college or university degree, which is mainly
weak is level
vocational college
53.27% in 2009 and 55% in 2011, high school also accounted for the proportion
very little
about more than 2% per year. The good news is that the number
labour
vocational college degree holder
tend to take up the majority
rate increases over the
year, but the number of workers with only high school and junior high school diplomas is not
increase. 3 year average, number 7.61%.
skilled labor
TCN increased by
Workers working in offices and managing workshops, although they do not directly create products, are workers.
intellectually stimulating, requiring creativity and thinking in work higher than the set
direct labor. But there is a worrying thing in the company's indirect labor department: there are still employees with only high school diplomas, although the number is not large, only about 23 people, accounting for 13%. This labor rate is tending to decrease over the years, on average 3 years have decreased by 18.35%, this is a good sign for the quality of the company's indirect labor. The number of indirect workers with university and college degrees accounts for a fairly high percentage of over 30%, but the proportion of these people is tending to decrease over the years. Specifically, it was 34.58% in 2009, and only 34.17% in 2011. The reason is that,
The workforce with this level of education increases by only 1 person with a university degree and 1 person with a university degree each year.
Through the above, we can see that the professional and educational level of the company's workforce is not yet high, but is tending to be improved.
increased over the years, albeit at a rather slow pace. But this could
seen as an optimistic sign in improving the quality of the company's human resources.
Table 4.3 Education level of workers
Target
Year 2009 | 2010 | 2011 | Compare | ||||||
SL (People) | CC (%) | SL (People) | CC (%) | SL (People) | CC (%) | 2010/2009 | 2011/2010 | BQ | |
Direct labor | 60 | 56.07 | 66 | 57.39 | 69 | 57.5 | 108.33 | 104.54 | 107.23 |
University | |||||||||
CD | |||||||||
BC | 57 | 53.27 | 63 | 54.78 | 66 | 55 | 108.77 | 104.76 | 107.61 |
High School and Middle School | 3 | 2.80 | 3 | 2.61 | 3 | 2.5 | 100 | 100 | 100 |
Indirect labor | 47 | 43.93 | 49 | 42.61 | 51 | 42.5 | 106.38 | 104.08 | 104.17 |
On University | |||||||||
University | 30 | 28.04 | 31 | 26.96 | 32 | 26.67 | 103.33 | 103.22 | 103.28 |
CD | 7 | 6.54 | 8 | 6.96 | 9 | 7.5 | 114.28 | 112.5 | 113.39 |
BC | 7 | 6.54 | 7 | 6.09 | 8 | 6.67 | 100 | 114.28 | 106.90 |
High School and Middle School | 3 | 2.81 | 3 | 2.60 | 2 | 1.66 | 100 | 66.67 | 81.65 |
Total | 107 | 100 | 115 | 100 | 120 | 100 | 107.47 | 104.35 | 105.90 |
Source: Survey synthesis
62
Ethics, work style
The moral qualities and working style of workers directly affect
Next comes the quality of human resources. According to the survey of management staff according to
Score from 1 to 5, with 1 being the lowest score and 5 being the highest score, we get the results through chart 4.1.
Any business always values the desire to connect with others.
long-term employee engagement with
single
position during work.
Have attachment
long term with
company then new employee
run out of
service, peace of mind at work,
effect
work
job
will ensure and vice versa
again. But according to the data
The survey shows that employees at Khanh An Company Limited have a long-term commitment to the company at an average of 2.76 points. This is a point to pay attention to.
business, they
need practical measures
regime
money
salary, benefits
treatment
better to
hold
The feet are specially treated by the staff.
talented people, especially in today's competitive economy.
Chart 4.1: Average score of ethics and working style of employees in the enterprise