but could not attend all the class sessions because there were still many documents to be resolved at the branch.
- The branch's training and development policy is still limited. Most of the training courses are on professional skills, there are very few soft skills training sessions for employees.
Reasons why employees are not satisfied with income
- According to BIDV's salary calculation, whether or not an employee's salary increases depends mainly on the position salary coefficient. In which, the position salary coefficient depends on the employee's salary level and salary grade. However, to increase the salary level and salary grade, employees must meet the conditions for work performance. Work results do not have clear KPI indicators to evaluate and depend heavily on the subjective comments of department leaders.
- Although according to statistics from many articles, BIDV's average income is quite high, but that income is divided equally per capita over the total number of employees, including leaders, the average income of each specialist in the branch including all salary and bonus ranges from 10 to 17 million, each employee from 5 to 10 million per month. If an employee is in the province, has to rent a house, has a family and children, then the expenses are just enough, if there are large unexpected expenses, it is difficult to ensure.
- Overtime hours are high but there is no overtime pay. BIDV BSG's average salary is much higher than other banks, however, if calculating the average salary per hour of work, this number is not high and even lower than some banks.
- Monthly salary is affected by the individual's performance rating. However, the bank currently does not have a KPI system to accurately assess the performance of each employee. The rating is based only on the evaluation of the department head, so it is often subjective and emotional. Moreover, the number of employees
Employees are evaluated as excellent or good depending on the department's rating. The rating of internal departments also depends on the rating of the business departments. For example, if a business department is rated as not performing, it will lead to at least one support department not performing even though the qualitative and quantitative indicators of the support department are all good. Therefore, there are still cases where employees do their tasks well but are still not rated highly.
Reasons why employees are not satisfied with their superiors
- Some leaders do not listen to and consult their subordinates, and their interactions with employees still follow the direction-implementation trend.
- The department head will be responsible for the department's performance to the Board of Directors and the Board of Directors will be responsible for the branch's performance to the Head Office. The higher the level of responsibility, the higher the work pressure, therefore, some leaders are unfriendly and often irritable.
- The bank does not have a KPI system that clearly defines employee evaluation criteria, so evaluation results depend largely on department leaders.
APPENDIX 6
INTERVIEW OUTLINE WITH EXPERTS SUGGESTED SOLUTIONS
Hello sir/madam!
I am TRUONG THI KIM NGAN, a graduate student of Course 24, Ho Chi Minh City University of Economics. I am currently conducting a research project on " Solutions to improve employee job satisfaction at the Joint Stock Commercial Bank for Investment and Development of Vietnam".
– North Saigon Branch ”. First of all, I would like to thank you very much for coming and participating in the discussion for my research topic. And please note that there is no right or wrong point of view, all of your points of view are helpful for this research topic. Therefore, I look forward to receiving your active participation and frank comments. Any information you provide is for research purposes only.
This discussion was conducted after I had the results of the level of job satisfaction of employees at BIDV Bac Sai Gon as well as the advantages, disadvantages and reasons why employees are not satisfied. I would like to briefly summarize the reasons why employees feel dissatisfied with their jobs, specifically as follows:
1. Employees feel unsatisfied with the nature of their work, the reasons are:
Employees feel transferred to inappropriate positions
Employees feel their work is less interesting due to high work pressure.
2. Employees feel unsatisfied with benefits, the reasons are:
Employees have not been given the opportunity to take leave when needed.
Frequency of recreational activities is still low
3. Employees feel dissatisfied with their colleagues, the reasons are:
Employees are not friendly and comfortable at work due to work pressure.
There is not enough support between some departments. The functions of each department are different and the level of work risk is high, so each department wants to protect its own interests.
Some employees do not trust their colleagues' abilities because the recruitment system is not really transparent. In many cases, employees are selected based on "children of the boss", so some employees have poor abilities.
4. Employees feel dissatisfied with working conditions, the reasons are:
High pressure work due to business targets
Employees often have to work overtime due to large workloads.
Air conditioning mode is not available to employees during overtime hours.
5. Employees feel unsatisfied with the training and development program, the reasons are:
Employees have not been given training time. Training hours often overlap with employees' working hours.
There are no professional training sessions for new employees, no soft skills training sessions for employees, especially sales staff.
Promotion conditions are not specific and clear, promotion policies are not fair because relationships still have a great influence in considering promotion.
6. Employees feel unsatisfied with their income, the reasons are:
Salary is not commensurate with employee performance because they often have to work overtime but are not paid
The bank does not have a KPI system to accurately evaluate the level of work completion of each employee. The classification is based only on the evaluation of the department head, so it is often subjective and emotional.
7. Employees feel dissatisfied with their superiors, the reasons are:
Some leaders do not listen to and consult their subordinates, and their interactions with employees still follow the direction-implementation trend.
Some leaders are not friendly, aloof, and often irritable.
Given the above situation, do you have any suggestions for solutions to overcome the shortcomings and improve employee job satisfaction?
[Interviewee response]
This concludes the interview. Thank you again for your assistance.
APPENDIX 7
LIST OF EXPERTS AND INTERVIEW RESULTS SUGGESTED SOLUTIONS
1. LIST OF EMPLOYEES PARTICIPATING IN THE INTERVIEW
STT
Full name | POSITION | |
1 | Nguyen Minh Trung | Deputy Head of Administration Department |
2 | Nguyen Thi Phuong Quynh | Deputy Head of General Planning Department |
3 | Nguyen Huy Hung | Head of Corporate Clients career |
4 | Nguyen Huu Nguyen Khanh | Head of Private Client |
5 | Truong Bao Ngan | Customer Service Manager individual |
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2. SUMMARY OF INTERVIEW RESULTS SUGGESTED SOLUTIONS
Solutions to improve job satisfaction
Rotate jobs periodically for employees: working in one position for too long will cause boredom for employees, they will no longer be interested in working.
Respond to job rotation when employees need it, not just when the rotation deadline is due. Job rotation requires discussion and approval from employees.
There are individual and group competitions to make it interesting for them. Reward and honor individuals and groups with good achievements.
Solutions to improve satisfaction with benefits
Create conditions for employees to take leave when needed. In addition to assigning specific tasks to each employee, department leaders need to assign 2 employees to work as a "support pair". The two employees in the pair must learn about each other's job requirements. Regular support back and forth helps the two members grasp each other's work, when one of the two is suddenly busy, the other can do the job well, ensuring customer satisfaction.
Add some welfare regimes for employees and relatives:
- Support health insurance for employees' relatives.
- Care about employees' lives: pregnant women or women with children under 1 year old have more flexible working hours, increase lunch break by half an hour to ensure time to handle personal work, reduce workload compared to other employees to ensure the health of these employees.
- Gifts for employees on holidays and Tet should be given to the majority of employees before deciding what to give to avoid the situation where the gifts are not used, causing waste.
Enhance recreational activities for employees:
- Every year, the branch should organize at least one program such as visiting Vietnamese heroic mothers, giving gifts to poor students, etc. combined with recreational activities for employees.
- During annual tours, branches should organize physical games and exchanges between departments to increase solidarity.
- The 11th floor of the building is used as a conference hall, only used when there are events at the branch such as 6-month business results summary, year-end summary, retail development conference, etc. Normally, the 11th floor is empty, so the male employees of the branch requested to organize table tennis after work hours here. This is also a reasonable request, participating in sports activities can help improve employees' health, help reduce stress and balance pressure at work.
Solutions to improve satisfaction with colleagues
The Board of Directors needs to have a meeting with department leaders to emphasize the need to enhance solidarity and close coordination in work to handle work as quickly as possible and best serve customers.
The recruitment process must be transparent, comply with BIDV's general regulations, candidates must meet professional qualifications standards, and minimize recruitment without official channels.
Solutions to improve satisfaction with working conditions
Design promotional product packages, promote and introduce products to consumers to support the retail sector in achieving business targets.
Recruit new staff to support the wholesale sector. According to the current debt structure, the wholesale sector's debt still accounts for a large proportion and brings high profits to the branch. The general planning department, based on statistics of continuously arising short-term transactions and large projects still in the disbursement phase, needs to propose to the head office to redefine the branch's staffing and request a decision to recruit more staff for the corporate customer sector and support departments, especially the credit management department, because most of the work arising from the corporate department is transferred to the credit management department before being completed.
The HR department is working with the building manager on the after-hours air conditioning system. Currently, the air conditioning system is only on until 6pm, while many employees still work after that.
There is a snack allowance for employees during overtime at the end of the quarter and year to help employees have more energy to continue working.
Solutions to improve satisfaction with training and advancement
Branches should organize professional training sessions for new employees, new employees can read the professional procedures and receive instructions and can practice directly with the operating staff. These training sessions can help employees get used to the job and operate quickly when exposed to real work. In addition, in addition to professional training courses, branches should have soft skills training sessions.