Some measures to improve the efficiency of human resource use at I-2 Sea Dredging Joint Stock Company

LIST OF TABLES AND DIAGRAM

Diagram 1: Management organization of I Sea Dredging Joint Stock Company ... 25 Diagram 2: Recruitment process of I Sea Dredging Joint Stock Company 37

Table 1: Labor structure by gender 32

Table 2: Labor structure by age 33

Table 3: Labor structure by level 34

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Table 4: Labor structure by function 35

Table 5: Labor increase and decrease over the years 35

Table 6: Table of allocation of number of employees 37

Table 7: Additional workers recruited from the company's sources in 2015 and 2016 41 Table 8: September 2016 salary at Sea Dredging Joint Stock Company I 43

Table 9: Some indicators to evaluate the efficiency of labor use at I 47 Sea Dredging Joint Stock Company

Table 10: Estimated training costs 54

Table 11. Evaluation of labor efficiency after implementing measure 55

Table 12. Evaluation of effectiveness after using measure 58

ACKNOWLEDGEMENTS

During the internship and graduation thesis with the topic "Some measures to improve the efficiency of human resource use at Dredging Joint Stock Company I", I received a lot of enthusiastic help.

First of all, I would like to sincerely thank Ms. La Thi Thanh Thuy - who directly instructed and guided me to complete this thesis well as well as her practical edits.

I would like to sincerely thank the teachers of Hai Phong Private University, especially the teachers of the Faculty of Business Administration, specializing in Enterprise Administration, for the knowledge they have taught me during my study and training at the school.

In particular, I would like to sincerely thank all the staff and employees of the Company for creating favorable conditions and enthusiastically guiding and helping me in finding documents and consulting on the business's operations during the internship and completion of this thesis.

In the process of writing the thesis, due to limited experience and time, the proposed measures are inevitably flawed. I look forward to receiving comments from teachers to improve the thesis.

Thank you very much!

PREFACE

1. Urgency of the topic.

The existence and development of a business depends largely on the effective exploitation and use of resources: capital, facilities, scientific and technical progress, and labor. These factors are closely related to each other and affect each other. Factors such as machinery and equipment, material assets, and technical technology can all be bought, learned, and copied, but people cannot. Therefore, it can be affirmed that human resource management plays an essential role in the existence and development of a business.

Human resource management contributes to solving the socio-economic aspects of the labor problem. It is a common problem of society, all economic activities in general come to one goal sooner or later, which is how to let workers enjoy the fruits of their labor.

Human resource management is associated with every organization, any organization needs to have a human resource department. Human resource management is an important component of the management function, it has roots and branches spread everywhere in every organization. Human resource management is present in all departments, any level of management has subordinates so there must be human resource management. The way of human resource management creates a cultural atmosphere for a business. This is also one of the factors that determine the success or failure of a business.

During my internship at Sea Dredging Joint Stock Company I, I was exposed to the work and more importantly, I had the opportunity to apply my knowledge into practice. Through the practical process at the company, I have studied, researched and chosen the topic: "Improving the efficiency of human resource use at Sea Dredging Joint Stock Company I" as my graduation thesis.

2. Research objectives.

- First, systematize basic theoretical issues on human resources and human resources management.

- Second, clarify the current status of human resource use at Sea Dredging Joint Stock Company I.

- Third, propose solutions to improve the efficiency of human resource use at Sea Dredging Joint Stock Company I.

3. Scope of research.

- Spatial scope: Research topic, analysis and evaluation of human resource efficiency at Sea Dredging Joint Stock Company I.

- Time scope: The data used for the thesis research were collected in 2015 and 2016 at Sea Dredging Joint Stock Company I.

- Scope of content: The thesis focuses on researching issues related to theory and practice of human resources and the efficiency of human resource use of the company and solutions to improve the efficiency of human resource use of the company in the coming time.

4. Research methods.

The thesis is conducted by the main methods of statistics, investigation, analysis and synthesis.

Information and data are collected based on the company's record keeping system. Data comes from many sources such as: direct investigation, consultation with experts and experienced people.

5. Thesis structure.

Chapter 1: General theoretical basis of human resources and human resource management.

Chapter 2: Current status of human resource utilization at Sea Dredging Joint Stock Company I.

Chapter 3: Some measures to improve the efficiency of human resource use at Sea Dredging Joint Stock Company I.

CHAPTER 1: THEORETICAL BASIS OF HUMAN RESOURCES AND HUMAN RESOURCES MANAGEMENT

1.1. Human resources

1.1.1. Concept of human resources

To build and develop the economy, each country must rely on basic resources such as: natural resources, human resources, scientific and technological potential, technical facilities, capital, in which human resources (human resources) are always the most basic and essential resource that determines the existence and development of each country. Approaching this issue from many different angles, the authors have proposed many concepts of human resources to suit the research objectives and actual conditions of each country. Human resources are understood as the entire intellectual and physical capabilities of humans used in the labor process, the most valuable resource in the production and business process of the Enterprise.

Human resources or labor resources include the number of people of working age who are able to work (except for people with disabilities or severe labor loss) and people outside of working age but are actually still working (scientific research and development institute).

Human resources of an organization are formed on the basis of individuals with different roles and are linked together according to certain goals. Human resources are different from other resources of the enterprise in the nature of people (Tran Kim Dung, 2005).

1.1.2. The role of human resources

- Human resources are the main factor in creating profits for businesses : Human resources ensure all sources of creativity in the organization. Only people can create goods and services and control the production and business process. Although equipment, assets, and financial resources are resources that organizations need to have, among them human resources -

People are especially important. Without effective people, an organization cannot achieve its goals.

- Human resources are strategic resources : In the context of society moving towards a knowledge-based economy, the role of technology, capital and raw materials is gradually decreasing. In addition, the human knowledge factor is increasingly important: Human resources are dynamic, creative and human intellectual activities are becoming increasingly important.

- Human resources are an endless resource : Society is constantly progressing, businesses are growing and human resources are endless. If we know how to exploit this resource properly, we will create a lot of material wealth for society, satisfying the increasing needs of people.

1.1.3. Basic characteristics of human resources

1.1.3.1. Number of human resources

The quantity of human resources is expressed through the indicators of scale and growth rate of human resources. The larger the population size, the slower the population growth rate, leading to the smaller the scale and growth rate of human resources. Population size represents the general population of a region, a country or different regions in the world. However, population size often fluctuates over time, it can increase or decrease depending on the most basic variables such as the number of people born, the number of people dying each year, the immigration rate (expressed in the number of people coming and going). The relationship between population and human resources is expressed over a certain period of time because at that age people are fully developed, have the ability to work and have labor contracts. According to the viewpoint of the International Labor Organization (ILO) and the viewpoint of member countries, the labor force is the working-age population who are actually employed or unemployed but have a need for work (unemployed people).

1.1.3.2. Quality of human resources

Human resource quality is a certain state of human resources expressed in the relationship between the elements that make up the internal nature of human resources, which are mental, physical and intellectual factors.

a. Physical strength of human resources

The process of industrialization and modernization is associated with the widespread application of industrial production methods and modern technological equipment, thus requiring people to have strong health and physical strength such as: having endurance to meet continuous and long-term production processes, always having alertness and mental refreshment. Health is the harmonious development of humans both physically and mentally. Human health is affected by many factors: natural, economic and social conditions and is reflected by basic health indicators such as height, weight, disease indicators, health care and protection conditions.

b. Intelligence of human resources

The intellectual factor of human resources is often considered and evaluated from three perspectives:

- About cultural level:

Cultural level is the ability of knowledge and skills to acquire basic knowledge, perform simple tasks to maintain life. Cultural level is the foundation for acquiring scientific and technological knowledge, training and vocational rehabilitation.

- Regarding technical expertise:

Professional qualifications are the knowledge and skills required to undertake positions in management, business and other professional activities to improve the efficiency of production and business for the organization in which one works. Technical workers include technical workers from level 3 and above (with or without a degree) to those with post-graduate degrees.

- On the psychological and social qualities of human resources:

In addition to physical and mental factors, the labor process requires workers to have different qualities such as discipline, self-awareness, a spirit of cooperation and industrial working style, and a high sense of responsibility in the work they undertake. Along with the development of the industrial career

Industrialization and modernization of the country requires workers to have the following basic psychological and social qualities:

+ Have industrial style (quick, urgent, punctual).

+ Have a high sense of discipline and self-awareness.

+ Have passion for career and expertise.

+ High ability to change jobs and adapt to changes in work.

1.2. Human resource management

1.2.1. Concept of human resource management

Human resource management is a system of philosophies, policies and functional activities on attracting, training - developing and maintaining people of an organization to achieve optimal results for both the organization and employees.

1.2.2. Objectives of human resource management

Human resource management studies the issues of human management in organizations at the micro level with two basic objectives:

- Effective use of human resources to improve labor productivity and enhance organizational efficiency.

- Meet the increasing needs of employees, create conditions for employees to maximize their personal abilities, be most stimulated and motivated at work and be loyal and dedicated to the business.

1.2.3. The role of human resource management

- Identify good opportunities and obstacles in achieving business goals.

- Provide a broad vision for managers as well as staff in the company.

- Stimulates new ways of thinking and new creative ideas to solve current problems.

- Foster a spirit of urgency and proactive action among employees in the enterprise.

- Check the investment process in management activities.