Emulation and rewards: the annual emulation and rewards assessment is carried out according to regulation No. 399/QD-CDN dated June 7, 2007 of the Vietnam Transport Trade Union on guiding the reward regulations of the Trade Union organization with the titles of advanced workers and emulation fighters, still heavily relying on the form of meetings and voting based on emotions, not really encouraging workers to improve production.
Promotion conditions: Employees are not fully informed about the conditions for promotion, positions such as department director, department head are mainly recruited from outside, in a department there are no vacant positions such as middle management, assistant, team leader... for employees to strive for promotion. That makes employees feel that no matter how hard they try, they will only be considered excellent employees.
Working environment: Workers in some concrete production areas work in hot conditions. The toilet area for workers has been renovated but is not strictly managed. The working area for office staff is designed in an open space, making it convenient for exchanging work between departments. General information of the company is posted on the company's intranet. Outstanding news of the company will be printed and distributed to each employee in the quarterly internal newsletter, helping direct production workers to update and follow information related to the company's production and business situation.
Colleague relationships: due to the nature of the company's industry, which is concrete production, it requires the coordination of team members to complete the product well. Workers in the team will be directly managed by the team leader. The team leader is responsible for evaluating the performance of team members, and then reports directly to the Workshop Manager. However, some workers recruited to work in the workshop are mostly introduced by the Workshop Manager or Team Leader, so the evaluation is somewhat unfair among the remaining members. For employees working
In the functional departments, the Department Head will be the one to assign and arrange work according to the job description for each position. However, there is still a situation where an employee has to complete his own work while also taking on the work of other employees.
Welfare policy: In addition to implementing the regulations on social insurance, health insurance, and unemployment insurance according to the law, since the beginning of 2011, the company has also paid accident insurance with a maximum compensation of 30 months' salary/person for managers and 200 million VND/person for employees. Employees with contracts of 6 months or more will be purchased additional health insurance by the company. Each year, the company allocates a welfare fund to provide a travel account for each individual worth from 200,000 VND to 2,000,000 VND depending on the employee's working time. Every month, employees are also given gifts or money worth 200,000 VND to 600,000 VND/person depending on the company's seniority. In addition, employees are also visited in case of illness, bereavement, and receive hardship allowances...
Summary
General introduction of Beton 6 Joint Stock Company including: history of formation and development, current status of human resources at the company. At the same time, it presents some policies that the company is applying in human resource management.
Chapter 3: RESEARCH METHODOLOGY
3.1. Research design:
This study was conducted based on two methods: qualitative and quantitative.
3.1.1. Qualitative research:
This is the preliminary research phase, conducted to adjust the scale and add observation variables. This method is carried out by in-depth interviews (n=7) according to a pre-prepared content.
Information to collect:
Determine if the interviewee understands the employee's needs for the company
How? According to them, what factors make employees more loyal to the company?
Check whether the respondents understand the question correctly? Is there anything that is not mentioned in the questionnaire, what needs to be added in the content of the questions? Is the language used in the questionnaire appropriate?
Interview subject:
Based on close relationships, interviews were conducted with 5 office staff and 2 managers.
reason
The results of this preliminary study are the basis for designing a questionnaire to be included in the study.
formal research. The questionnaire will be consulted before being issued.
of the HR manager.
3.1.2. Quantitative research:
This is the official research phase with the method of collecting information by interviewing through a survey questionnaire. The collected data will be processed using SPSS 17.0 software. After coding and cleaning the data, it will go through the following steps:
First is to assess the reliability of the scales: The reliability of the scales is assessed.
evaluated by Cronbach's alpha coefficient, through which inappropriate variables will be eliminated if the coefficient
Corrected item – total correlation is less than 0.3 and the scale has
acceptable in terms of reliability if the Cronbach alpha coefficient is greater than 0.6.
Next is factor analysis to test the convergent and discriminant validity of the component variables. Variables with factor loading less than 0.5 will be eliminated. The scale will be accepted when the total variance extracted is greater than or equal to 50% and the eigenvalue is greater than 1.
Then proceed to test the model hypotheses and overall fit.
of the model.
Multivariate regression model and testing at 5% significance level
Loyalty = B 0 + B 1 * salary + B 2 * working environment + B 3 * salary
career + B 4 * rewards + B 5 * benefits + B 6 * training and advancement opportunities.
Finally, T-test and ANOVA (Analysis of variance) were used to find out the statistically significant differences between specific groups in employee loyalty.
3.1.3. Research process:
The research process is carried out as follows: first, the research objectives must be determined, then the theoretical basis of employee loyalty must be studied. Based on that theoretical basis and based on the actual situation at Beton 6 Joint Stock Company, an initial research model is proposed. Next, the research is conducted through two phases: phase 1 is qualitative research by one-on-one discussion (n = 7) to calibrate the scale of observed variables, phase 2 is quantitative research (sampling, surveying with questionnaires with n = 224). After collecting information from the survey questionnaire, the data is processed using SPSS 17.0 software based on the results of Cronbach alpha coefficient, factor analysis, multivariate regression analysis and testing the suitability of the model. Finally, conclusions and recommendations are made to the company.
Phase 1
Research objectives
Learn the theoretical basis
about loyalty
Based on the actual situation at the company
Qualitative research
n = 7
Interview by
Questionnaire
n = 224 | |
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Collect information
believe
Data processing
Software
SPSS
Conclusion and recommendations
Phase 2
One-on-one discussion
Quantitative research
Figure 3.1: Research process
3.2. Official research:
3.2.1. Sampling method:
According to Hoang Trong and Chu Nguyen Mong Ngoc (2008), in factor analysis, the number of observations (sample size) must be at least 4 or 5 times the number of variables. This thesis uses factor analysis and in the above research model there are 37 observed variables, so the minimum sample size required is n = 5 x 37 = 185. The number of samples in the official study is 224, which is considered appropriate.
The research sample was selected by convenience sampling method. The survey participants were employees currently working at the Factory and the company office in June 2011. The survey questionnaire was partly distributed directly to employees working at the workshops and partly sent via email to employees working at the office.
3.2.2. Design the scale for the questionnaire:
All observed variables in the components use a 5-point Likert scale, with choices from 1 to 5 as follows:
1. Strongly disagree
2. Disagree
3. Temporarily agreed
4. Agree
5. Strongly agree
The contents of the observed variables in the components are adjusted to suit
Actual situation at Beton 6 Joint Stock Company.
3.2.3. Expression and coding of the scale:
Employees' perceptions of salary, working environment, colleagues, rewards, benefits, and loyalty to the company are denoted as follows:
Table 3.1: Scale of components and scale coding Salary scale
Question
Symbol variable | |
1. You are highly paid. | l1 |
2. Current salary is commensurate with your working ability. | l2 |
3. The company pays very fairly. | l3 |
4. You can live well entirely on your income from the company. | l4 |
5. Compared to other companies, you feel your income is high. | l5 |
Work Environment Scale
Question
Symbol variable | |
1. The place where you work is very safe. | mtlv1 |
2. Your workplace is clean and airy. | mtlv2 |
3. You are provided with full equipment to support your work. you | mtlv3 |
4. Your working equipment is very modern. | mtlv4 |
5. The temperature, light and noise in the company are very suitable for work. you | mtlv5 |
6. You feel comfortable working with your direct manager. | mtlv6 |
7. Are you satisfied with the internal information exchange and provision process at company. | mtlv7 |
Co-worker scale
Question
Symbol variable | |
1. Your colleagues are easygoing and pleasant. | dn1 |
2. Colleagues are willing to help you with your work. | dn2 |
3. You and your colleagues work well together. | dn3 |
4. Your superiors always listen to employees' opinions. | dn4 |
5. Your superior always appears to be friendly and respectful of employees. pill | dn5 |
Reward Scale
Question
Symbol variable | |
1. Your achievements are recognized and evaluated promptly by your superiors. | kt1 |
2. You will be rewarded commensurate with your contributions and dedication. you | KT2 |
3. You will be rewarded fairly when you do a good job. | KT3 |
4. The company has a clear and effective reward policy. | KT4 |
Welfare Scale
Question
Symbol variable | |
1. The company has good social insurance and health insurance. | pl1 |
2. The company's accident and health insurance programs bring practical benefits to you. | pl2 |
3. Are you satisfied with the allowances such as lunch allowance and gifts? birthday gift | pl3 |
4. The company's welfare programs are diverse and attractive. | pl4 |
5. The benefits you receive are not inferior to other companies. other. | pl5 |