Situation of Joint Stock Company 207 2.2.1. Situation of Human Resource Management at the Company

The director is authorized to replace the chairman in directing the departments of the enterprise. On the other hand, he also advises the chairman on personnel and performs administrative management, improves professional skills and arranges work for employees. He is the person who directly manages all production and business activities of the company. He is fully responsible for the company's activities. The director of the company must regularly go on business trips to grasp the work of his superiors.

Director: In charge of operating and managing departments such as: sales, accounting, warehouse

Production Manager: organizes and directs the Deputy Production Manager to arrange work for workers in departments such as: Mining team, excavator team, transportation team, operation team, and cleaning team.

Office: includes accounting staff whose function is to advise and supervise financial receipts and expenditures according to current law. Make financial balance plans, calculate business performance, organize accounting, collect and analyze the business's economic activities and 1 sales staff responsible for controlling all customer entry and exit activities and issuing sales invoices. Responsible for the following tasks:

Implement and be responsible for monitoring and managing shareholder records and documents.

staff in the company

Research and advise the General Director in the field of implementation of the labor code, labor-related policies and regulations, labor contracts, and drafting labor-related documents to guide affiliated units...

Research, disseminate and organize inspections of labor safety work at construction sites in departments. Follow up on planning, payment of social insurance, health insurance, and unemployment insurance according to the law. Investigate and report accidents in the Company.

Research and propose monthly, quarterly and annual salary payment plans and direct the implementation of emulation, reward and discipline work in the Company.

Research and propose training plans, salary increase exams, and employee selection for the Company's General Director.

Purchase, monitor the use and maintenance of office equipment. Manage stamps, outgoing and incoming documents, newspapers and other tasks as prescribed for the organization's operations.

Plan the management of the company's houses and land and the units in use, manage regular repairs and coordinate cars, manage electricity, water, telephone and other miscellaneous tasks.

The production workshop consists of a workshop manager who will control and assign tasks to other workers, in addition to monitoring the operating process of machinery and equipment to promptly repair when problems occur. Here, a large number of skilled workers are concentrated whose task is to exploit and produce finished products according to clearly assigned stages.

2.2. Situation of joint stock company 207 2.2.1. Situation of human resource management at the company

Looking at the company's workforce, in addition to young workers with formal training from economic and technical universities, there is also an experienced workforce with a fairly high level of seniority. However, the coordination between these two workforces is sometimes not smooth. The workforce directly managed at factories or at construction sites is mostly trained from previous machine operators, so their management ability is limited; the team of young engineers does not have much experience in construction as well as participating in management work at construction sites. Therefore, the management work at factories overlaps and sometimes there are conflicts between these two workforces.

Creating a favorable working environment, creating a reasonable and scientific working mechanism so that everyone feels satisfied and performs their work well, and is devoted to the company is really necessary for the company.

The company has not really cared about its employees and human resource management in the company has not been given due attention. The human resource department mainly performs administrative procedures rather than human resource management. “Employee job satisfaction” is probably a concept that is still too unfamiliar to the company's board of directors, it can also be understood that the company's goal is not to make employees satisfied.

but profit. However, bringing satisfaction to employees, increasing employee loyalty will be a huge asset to help the company achieve its goals.

Table 2.1. Labor situation in the period 2017-2019

Target

Quantity			2018/2017		2019/2018
2017	2018	2019	+/-	%	+/-	%
Total number of employees	320	300	350	-20	-6.25	50	16.7
By gender
Male	285	260	305	-25	-8.78	45	17.3
Female	35	40	45	5	14.28	5	14.28
By age
18 – 25	157	119	140	-38	-24.21	21	17.64
From 26 – 35	82	100	110	18	21.95	10	11
From 36 – 45	42	42	50	0	0	8	8.24
Over 45	39	39	50	0	0	11	28.2
By education level
Level 1,2	145	140	150	-5	3.45	10	7.1
Popular	70	75	80	5	7.1	5	6.6
Intermediate	55	45	53	-10	-18.19	8	17.7
College	30	50	50	20	66.66	0	0
University/postgraduate	20	15	17	-5	-25	2	13.33

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(Source: Human Resources 2020)

Based on the data from the table above, we can see that the total number of employees working at the Company has fluctuated strongly since 2018, accordingly, the number of employees in 2018 was 300 employees, a decrease of 20 employees compared to 2017, which was 320 people. The reason for the above change is that the Company focused on renovating the facilities, so it cut staff during the year. In 2018, the total number of employees was 300 people, a decrease of 6.25% (20 people) compared to 2017.

- Labor structure by gender:

Based on the above human resource situation table, we see that the number of male workers is very large, much larger than that of female workers due to the characteristics of manufacturing and mining companies, specifically: in 2017, the number of male workers was 285 people, 250 more than female workers; in 2018, the number of male workers was 260 people and the number of female workers was 40 people; in 2019, the number of male workers was 305 people and the number of female workers was only 45 people.

- Labor structure by age:

Due to the nature of work at industrial companies, there has been a large difference in the labor structure by age. Accordingly, at Joint Stock Company 207, over the years we see that the number of employees aged 18 to 25 is very large, the highest in 2017 with 157 employees, because the nature of the work requires young, healthy labor, so it is understandable that most of the Company's employees are young. Meanwhile, the number of employees aged 45 and over is the lowest, specifically over the years as follows: 39 employees in 2017; 39 in 2018 and 50 in 2019.

- Labor structure by education level:

At Joint Stock Company 207, the number of intermediate-level workers accounts for the majority and is most concentrated in the departments. In 2019, there were 150 workers with lower-level education (accounting for 42.86%), 80 workers with general education (accounting for 22.86%), 53 workers with intermediate education (accounting for 15.14%), 50 workers with college degrees (accounting for 14.28%) and 17 workers with university and post-graduate degrees (accounting for 4.85%).

2.2.2. Business performance results of Joint Stock Company 207 in the period 2017-2019

Table 2. 2. Business performance of Joint Stock Company 207 in the period 2017-2019

(Unit: Billion VND)

Target

2017	2018	2019	Compare
			2018/2017		2019/2018
			+/-	%	+/-	%
Revenue	15,051	18,699	25,220	3,648	1.24	6,521	34.87
Total cost	1,035	1,536	1,674	0.501	1.48	0.138	9
Gross profit	3,508	3,622	6,805	0.114	1.03	3,183	88
Profit after tax	1,776	1,356	2,406	-0.42	0.76	1.05	77.43

(Source: Accounting Department 2020)

Based on the above business performance table, it shows that the production and business activities of Joint Stock Company 207 have changed positively over the years. Accordingly, revenue in 2017 reached 15,051 billion VND with total production and business costs of 1,035 billion VND, thereby bringing in after-tax profit of 1,776 billion VND.

In 2018, we see that the Company's business performance has changed significantly, specifically: the Company's revenue reached 18,699 billion VND, an increase of 3,648 billion VND compared to 2017; total production and business costs were 1,536 billion VND, an increase of 0,501 billion VND compared to 2017; after-tax profit decreased by 42% compared to 2017, thereby bringing the Company's after-tax profit of 1,356 billion VND. The reason for such a strong change in 2018 compared to 2017 is that since 2018, the Company has been on the path of building and stabilizing the Company.

In contrast to 2018, in 2019, business performance had many major changes. Based on the table above, we can see that the Company is operating effectively, bringing in increased revenue and profit over the years, specifically: Revenue increased by 6,521 billion VND compared to 2018 and reached 25,220 billion VND; total production and business costs also increased by 0.138 billion VND compared to 2018, which was 1,647 billion VND; Profit after tax thereby increased more than 2 times compared to 2018, reaching 3,406 billion VND. Compared to 2018, in 2019, the Company had good performance in terms of revenue and profit growth, completing the goals set by the Company. We can see that the Company's profit after tax increased by one and a half times compared to the previous year, which is a desirable number.

2.3. Research results

2.3.1. Characteristics of the research sample

Table 2. 3. Characteristics of the survey sample

Criteria

Classify	Number of sentences reply	Proportion (%)	Accumulate (%)
Sex	Male	135	90	90
Sex	Female	15	10	100
Age	18-25 years old	91	60.7	60.7
	26-35 years old	22	14.7	75.3
	36-45 years old	30	20.0	95.3
	Over 45 years old	7	4.7	100
Education level	Level 1, 2	75	50.0	50.0
	General Labor	37	24.7	74.7
	High School Graduate	28	18.7	93.3
	College graduate	8	5.3	98.7
	College graduate	2	1.3	100.0
	Postgraduate	0	0	100.0
Working department	Office staff	9	6.0	6.0
	Mining Team	53	35.4	41.4
	Excavator Team	32	21.3	62.7
	Shipping Team	29	19.3	82.0
	Operations Team	12	8.0	90.0
	Toilet	15	10.0	100.0
Income	Under 5 million	0	0	0
	From 5-7 million	12	8.0	8.0
	From 7-10 million	126	84.0	92.0
	From 10 million and up	12	8.0	100.0
Working time	Under 1 year	8	5.3	5.3
	From 1 to under 3 years	29	19.3	24.7
	From 3 years to less than 5 years	62	41.3	66.0
	5 years or more	51	34.0	100.0

(Source: SPSS 20.0 data processing results)

2.3.1.1. Sample characteristics by gender

According to the survey results from the table above, out of a total of 150 employees surveyed at the company, there are 10 female employees (accounting for 10%) and 135 male employees (accounting for 90%). This shows that there is a large difference between the proportion of men and women, with the proportion of men being many times larger than that of female employees. The number of female employees here mainly does office work, while the number of employees in the factory department is very large, and the factory department is mostly male because the work here requires employees to be in good health.

2.3.1.2. Sample characteristics by age

The survey results on age structure show that: The age group from 18 to 25 years old accounts for the highest proportion with 91 people out of 150 surveyed people (accounting for 60.7%); followed by the age group from 26 to 35 years old with 22 people (accounting for 14.7%); There are 30 workers between 36 and 45 years old (accounting for 20.0%) and the lowest proportion is the age group over 45 years old with 7 people (accounting for 4.7%). The above results show that the number of young workers (from 18 to 35 years old) is the majority (accounting for 75.4% of the total 150 surveyed workers). This result is also quite understandable, because the survey subjects of the study are subjects belonging to the direct production departments at the Company, and the characteristics of the work in these departments require workers to be agile, skillful and above all, have good health, suitable for young, dynamic workers, so the Company always prioritizes recruiting young workers. In addition, some other production positions require workers to have extensive experience and expertise, however, the number of workers aged 45 and over in the production departments is not much.

2.3.1.3. Sample characteristics by educational level

Based on the educational level structure chart above, we can easily see that there is a clear difference between the two groups of general education, below general education and the group from intermediate level and above. Of which, the highest proportion with 50% of the total 150 surveyed workers is below general education, followed by general education with 37 people (accounting for 24.7%). Thus, the general and below general education groups alone account for 74.7% with a number of 112 workers. Because the nature of work in production departments does not require workers to have a high level of education like indirect work departments

The recruitment should focus on young workers such as high school graduates and skilled workers, in this level group is also distributed most concentrated in the Mining department. In addition, in other production departments such as the Accounting department and the Sales department, Warehouse, some positions require workers to have higher professional qualifications and education such as intermediate level or higher, graduated in the majors of administration, economics, ... to be able to work in these departments.

2.3.1.4. Sample characteristics by working unit

The research topic selected the survey subjects as employees working in the production departments at the Company. The survey results above had a large difference when the number of employees was mostly concentrated in the mining department with up to 53 people out of a total of 150 employees surveyed (accounting for 35.4%).

The sample characteristics of other departments are, respectively: Excavator department with 32 workers (accounting for 21.3%); Transportation department accounts for 19.3% with 29 people out of 150 surveyed workers; Cleaning department accounts for 10.0% with 15 workers and the lowest rate with 8.0% (12/150 workers) is the operation department. The reason why the surveyed workers in this department are low is due to the needs and nature of the work. Workers in this department are required to have technical qualifications to be able to operate machinery, workers in this department mainly graduated from colleges and universities.

2.3.1.5. Sample characteristics by working time

Sample characteristics according to working time at the Company, according to the survey results, we get the following results: Employees with working time over 5 years have 51 people (accounting for 34%); the most are employees with working time from 3 to under 5 years with 62 people (accounting for 41.3%); from 1 to under 3 years have 29 people accounting for 19.3% and the lowest is the group under 1 year with 8 employees (accounting for 5.3%). Because the nature of the job requires experienced employees, the company also has policies to attract more young employees and retain old employees in the company.

2.3.1.6. Sample characteristics by monthly income

Survey results are distributed according to average monthly income as follows:

With 126 people, the group with income from 7 to 10 million VND has the highest proportion (accounting for