Ratio of Management Staff at Vietnam Pharmaceutical Corporation

Personnel fluctuation. The age structure is guaranteed by the continuous recruitment and training of Vietnam Pharmaceutical Corporation.

Regarding the ratio of management staff, Vietnam Pharmaceutical Corporation aims to optimize the ratio of management staff and employees. The direct labor ratio of Vietnam Pharmaceutical Corporation is presented in Table 2.3.

Table 2.4. Percentage of management staff at Vietnam Pharmaceutical Corporation

(Unit: %)

Ratio of management staff and direct production staff at Vietnam Pharmaceutical Corporation

Year	2012	2013	2014	2015	2016	2017	2018
Total number of employees	7310	7287	7271	7312	7348	7360	7377
Number of direct workers	5413	5427	5573	5710	5852	5856	5867
Number of management staff	1897	1860	1698	1602	1496	1504	1510
Multiplier pill	74.06%	74.48%	76.66%	78.1%	79.65%	79.56%	79.53%
Managerial staff ratio	26%	25.5%	23%	21%	20%	20.44%	20.47%

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Source: Annual report of Vietnam Pharmaceutical Corporation

2.2.2. Analysis of motivational strategies of Vietnam Pharmaceutical Corporation

2.2.2.1. Current status of recruitment and human resource attraction strategy

I. Analysis of strategic directions for recruitment and human resource attraction

a) About human resource recruitment

Vietnam Pharmaceutical Corporation's recruitment aims to use many different methods to ensure that the business has a team of qualified employees who are willing to work and have the desire to stay with the business for a long time.

For example: During the period from 2012 to 2013, the economy in general faced many difficulties. Vietnam Pharmaceutical Corporation quickly recognized the situation and therefore proceeded to improve the organizational structure in the direction of improving human resources qualifications, limiting recruitment and only reducing the number of employees reaching retirement age according to the regime.

The process of applying this method has helped Vietnam Pharmaceutical Corporation balance supply and demand, and this method has also helped Vietnam Pharmaceutical Corporation not to have to lay off employees or reduce working hours. From 2014 to now, the economy has recovered and grown again, the Corporation has continued to recruit employees, and the long-term human resource strategy has continued to be applied. Using a reasonable method of action has helped Vietnam Pharmaceutical Corporation always have a team of employees that meet the capacity requirements in different positions.

Regarding recruitment and human resource attraction, Vietnam Pharmaceutical Corporation aims to attract human resources capable of undertaking the work and sticking with the career path of Vietnam Pharmaceutical Corporation. The need to lay off employees due to lack of work almost never happens at Vietnam Pharmaceutical Corporation. Vietnam Pharmaceutical Corporation has applied the strategy of "Recruiting human resources with the orientation of long-term human resource use".

b) On human resource advancement in the enterprise

Regarding creating "Career development opportunities". The development plan for the Corporation's departments in each period is determined based on work needs, creating development opportunities for human resources in the enterprise.

Vietnam Pharmaceutical Corporation uses human resources according to planning, creating promotion opportunities for the workforce that has long-term commitment to the enterprise. The enterprise uses human resources based on the principles of continuity and inheritance, the work of arranging the organizational structure and improving the quality of human resources is carried out regularly. Vietnam Pharmaceutical Corporation has applied the strategy of "Creating promotion opportunities for the enterprise's human resources".

c) About building job descriptions

At Vietnam Pharmaceutical Corporation, the job content in the job description aims to build a job description system that shows detailed tasks, using the job description system as a guide for job performance evaluation, using job description as a tool to empower, check, and monitor human resources activities in positions, for example, capital representatives of companies with capital

State contribution. Job description and evaluation standards system are control tools of Vietnam Pharmaceutical Corporation.

The work of building a business's job description is carried out in the direction of specifically describing the tasks for each job position. Vietnam Pharmaceutical Corporation has applied the strategy of "Building detailed job descriptions".

d) On empowering human resources in the enterprise

At Vietnam Pharmaceutical Corporation, empowerment is achieved through establishing work requirements for individuals and departments. Empowerment combined with performance evaluation is applied to improve labor productivity, promote the search for reasonable sources of goods to reduce input costs, strengthen debt collection, monitoring and management, increase working capital turnover, increase inventory turnover, increase capital efficiency... Responsibilities are assigned specifically to each subject to avoid blaming and shirking responsibility. Empowerment is implemented with three important contents including:

The first is to delegate authority and define responsibility for capital representatives to properly manage state capital in joint stock companies, ensuring that state capital in the Corporation is always preserved and continuously developed.

Second, performance appraisal is defined as a tool to guide and monitor human resources in performing their work. Important assessments include compliance with company and industry rules and regulations, and compliance with job requirements.

Third is to apply the method of task completion limit for each individual, department and enterprise. Accordingly, the enterprise has applied management by objectives for human resources in many positions, human resources are given autonomy and required to achieve results according to the requirements of the enterprise such as sales, products produced, number of new products.

Vietnam Pharmaceutical Corporation has improved its management apparatus towards enhancing autonomy, strict organizational structure, transparent management mechanism suitable for market economy, promoting the management role of shareholders, creating motivation.

force for the common development of the enterprise and the industry. Vietnam Pharmaceutical Corporation has applied the strategy of "Empowering employees".

e) About feedback on work results

At Vietnam Pharmaceutical Corporation, performance evaluation focuses on evaluating the results and capacity of human resources. Evaluation requirements need to be determined based on job requirements at each specific time to provide the most appropriate standards. A system of direct evaluation standards is used to enhance fairness and accuracy. Performance evaluation is linked to rewards and disciplinary sanctions.

At Vietnam Pharmaceutical Corporation, the content and standards of job performance assessment are adjusted in each specific stage to ensure that they closely follow job requirements and employee capacity. The assessment tool is a measure of the level of task completion of the unit as well as the individual. Vietnam Pharmaceutical Corporation has applied the strategy of "Accurate feedback on work results".

II) Analysis of results achieved when applying strategic orientations to recruitment and human resource attraction

i) Secondary data analysis

a) On recruiting human resources with a long-term orientation

Advantage:

Recruitment has attracted a team of human resources capable of undertaking the work and sticking with the career path of the Corporation, creating a team of successor workers. By focusing on improving capacity in new recruitment rounds, it has helped new recruits improve their skills to meet the development of the enterprise. Using human resources for a long time is a premise for the enterprise to maintain continuity in age structure.

Limit:

The recruited human resources are also limited in expertise, although the newly recruited human resources have demonstrated sufficient capacity to perform daily tasks to ensure that the business operates to achieve basic goals, team capacity

The current human resources are assessed as not meeting the expectations of the Corporation. According to data from enterprises, the biggest limitation is that many managers and sales staff after recruitment do not meet the job requirements after recruitment and even after retraining. In addition to capacity limitations, recruitment is not attractive for some positions such as university pharmacists and good managers.

b) On creating promotion opportunities for human resources in the enterprise

Through the promotion solution for human resources, Vietnam Pharmaceutical Corporation has done a good job of perfecting and supplementing human resources for departments, centers for pharmaceutical science and technology research and development, branches and representative offices... Vietnam Pharmaceutical Corporation has supplemented the human resources to ensure the implementation of tasks according to the requirements of the enterprise. The promotion solution for human resources has been well combined with the recruitment of human resources with a long-term orientation, bringing good results. The figures of Vietnam Pharmaceutical Corporation show that the annual process of supplementing management human resources through promotion of Vietnam Pharmaceutical Corporation has compensated for the number of employees who quit their jobs for various reasons (retirement, job transfer, quitting, etc.).

c) On building detailed job descriptions

Through strategies and solutions for building detailed job descriptions, the job description system performs well in its role of assigning work and evaluating job performance. The job description system has performed well as a tool to guide, monitor, and inspect the activities of Vietnam Pharmaceutical Corporation.

Through the detailed job description system, the evaluation work has correctly identified the job requirements for each position, helping the enterprise to effectively complete, supplement, and train the human resources to meet the requirements of the enterprise. The results show that the senior management team representing the capital portion of member enterprises appointed by Vietnam Pharmaceutical Corporation has performed well in capital management at enterprises with capital contributions from the Corporation, the leadership team appointed at member enterprises has completed the tasks well.

Currently, through specific results, the majority of member enterprises have performed well the tasks assigned by the Corporation, the staff has basically completed the tasks as required by the enterprise...

d) On granting autonomy to human resources in the enterprise Advantages :

Vietnam Pharmaceutical Corporation empowers through the mechanism of assigning tasks and evaluating work performance to help Vietnam Pharmaceutical Corporation save costs and improve performance. When empowering autonomy combined with quality and cost requirements for the purchasing department across the Corporation, it has helped the enterprise find sources of goods with good quality and competitive prices. Empowering autonomy combined with specific requirements on time and completion level (norms) for the debt collection team has enhanced the collection, monitoring and management of receivables and payables, increasing working capital turnover... Regarding the management of professional regulations, controlling the implementation of professional regulations. Regarding quality management, the process of empowering and controlling has closely followed the quality management of human resources, thereby enhancing responsibility and quickly detecting substandard products. Regarding occupational safety and hygiene, all enterprises in the Corporation ensure fire prevention and fighting safety, occupational safety and hygiene, safety in production and business, ensure a clean and green environment, ensure safety and security to protect state assets. Also through the good implementation of the role of autonomy and control, many factories under the Vietnam Pharmaceutical Corporation have been recognized by the Drug Administration of Vietnam as meeting the standards of good practice in drug manufacturing according to the recommendations of the World Health Organization...

Limit :

Regarding the implementation process, some quantitative indicators still show shortcomings such as not reflecting the correct job requirements, the limits or evaluation cycles are still unreasonable... Besides the subjective causes from the business environment and human factors in the implementation process, based on the theoretical basis of

Human resource development strategy can see a cause that needs to be identified is that the solutions to evaluate the performance of the enterprise may not be suitable, the author hypothesizes that the human resource development strategy of Vietnam Pharmaceutical Corporation focuses too much on quantifying results, thus limiting important orientations in the process of evaluating the performance of the work.

Regarding the results achieved, although most of the units under the Vietnam Pharmaceutical Corporation have exceeded their assigned tasks, the performance of the units under the enterprise is inconsistent, and the performance has not met the expectations of the senior management team. Regarding the deadline for submitting financial reports, member companies provided annual financial reports and audited annual financial reports to the Corporation relatively late compared to the regulations of the Ministry of Finance and the requirements of the Corporation. The audited financial reports of some member companies still have many exceptions, including important exceptions related to depreciation, debt reconciliation, provisioning and handling of bad debts, and exchange rate difference assessment. Inventory is not well managed, and at many times inventory increases. Most representatives of the State capital of the Corporation are still slow in reporting according to regulations, and have not yet sought the Corporation's opinions on a number of important issues. Debt data between subsidiaries has not been fully reconciled, most subsidiaries have not separated revenue, inventory and cost of goods traded internally within the Corporation.

e) About accurate feedback on work results

Through direct assessment criteria, Vietnam Pharmaceutical Corporation has accurately assessed the results achieved by the enterprise and provided good direction for the enterprise's work implementation process, closely monitored the activities of the management team at all levels and closely monitored the activities of affiliated units. The work performance assessment has performed extremely important tasks such as supervising the implementation of key issues regarding investment activities, human resources, quality control throughout the system, controlling the responsibility of capital investors and enhancing compliance throughout the system...

The assessment tool has become a measure of the level of task completion of the unit as well as the individual, thanks to which the entire Vietnam Pharmaceutical Corporation and over 95% of its member units always complete operational goals. The successes achieved from the work performance assessment are presented below.

The Corporation has done well in emulation and reward work to promptly motivate and encourage the workforce to strive and work hard, improve initiatives in the production and business activities of the enterprise. With the reward system determined based on individual contributions and creating conditions for each individual to develop their capacity, the enterprise has achieved many successes.

ii) Primary data analysis

a) About human resource recruitment

*) Analysis of primary data on the perception of human resources working at Vietnam Pharmaceutical Corporation on "Benefits of long-term human resource solutions"

Average value

3.86
Standard deviation	0.36

Graph 2.4. Analysis results

on "Benefits for long-term human resource orientation"

The analysis results show that when evaluating "Benefits for long-term human resource orientation" the average value is 3.86, of which 86% of survey participants rated it as good and 14% rated it as average, there were no ratings at very good, not good and poor. The synthesis of analysis results shows that human resources

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