Survey Data on Educational Level of Enterprises

Source: NCS 2011 survey

Table 2.8. Ratio of education level of human resources of Vietnamese SMEs

Regarding the quality of human resources through the number of professionally trained human resources, there are still certain limitations. Human resources with university and college degrees in the enterprises of the specialized training sector account for only 4.4%, intermediate level about 15.92% while human resources with university degrees in enterprises of all sectors are 6.52%, intermediate level is 17.75%. The rest are the majority of non-professional laborers and the specialized training sector accounts for 79.64%. The proportion of female human resources participating in the enterprises of the specialized training sector is relatively high, on average about 51.5%.

Table 2.8. Survey data on education level of human resources of Vietnamese enterprises

Target

Total	Female number	Level
Total	Female number	College, University and on university	TC	Labor Union
Number of indirect and direct NNL next (person)	439	226	21	73	346
Percentage	100	51.45	4.72	16.57	78.71
Average income (thousand VND)	2715		3530	2710	1905

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Source: NCS 2011 survey

When compared with the human resources in the Vietnam Oil Corporation, the human resources with college, university and above degrees account for 47.67%. The proportion of human resources with university and above degrees accounts for 40.75% and the proportion of human resources with college degrees is less than 7% of the total human resources of the Corporation. The number of technical workers with intermediate and intermediate qualifications accounts for 52.33% but the number of workers with intermediate qualifications accounts for 2.22% [57] . Thus, the number of intermediate and intermediate qualifications is about 50% and is much lower than the human resources in the Vietnam Oil and Gas Group enterprises. This proves that the human resources in the oil and gas industry have low educational levels and workers who have not received professional training account for a large proportion.

large and trained NNL accounts for a very low proportion.

Table 2.9. Some indicators of production and business performance of Vietnamese enterprises

Yearly Target

2000	2005	2010	2011
Average number of employees/enterprise (people)	85	64	99	99
Average capital/enterprise (billion VND)	5	7	7.6	7.6
Average net revenue/labor (million VND)	70	118	157	188
Average monthly income/person (thousand VND)	712	1026	2524	2579

Source: Viforest 2011 and Enterprise Status - General Statistics Office 2011

The average salary of workers in the woodworking industry was about 2.5 million VND/person/month in 2010. However, direct production workers who are temporary workers receive lower monthly wages and salaries. In addition, most of these temporary workers do not participate in health insurance and sign short-term labor contracts. The remuneration regime for workers in the woodworking industry has not really attracted highly qualified workers to join the industry.

If using the structure of university, college and intermediate graduation rates as a criterion for intellectual quality, the CNCBG industry is not outside the general situation of ineffective structure. More specifically, a processing industry certainly needs technical human resources who work directly in factories. However, in reality, the difference in training rates in our country is too large. In the world, on average, for every 1 university or college graduate, there are 4 intermediate graduates and 10 technical workers. In Vietnam, this ratio is 1-1.16-0.92 (according to the survey of the World Economic Forum 2005). Particularly in technical industries, this ratio is 1-4-7 (Sweden); the ratio is 1-5-10 (China); Vietnam currently is: 1-2.5-0.5. What is the reason for such a large difference in the number of human resources participating in economic activities in Vietnam, causing an imbalance in the number of human resources participating in economic activities and leading to low quality of human resources? Compared to the total number of about 600 universities and colleges in the country, about 30 schools participate in training on forestry and forest product processing in general, but not all schools have training on CNCBG. Some schools have just upgraded from intermediate to college and from college to university. This is a very modest number in training human resources for the forest product processing industry in general and CNCBG in particular.

2.2.1.2. Professional skills

Vocational skills can be considered as a component of CLNNL, within the scope of the thesis the author uses it to analyze and evaluate CLNNL in the BNDNCBG.

Cut/Split Seaweed 26

Dream Parasol 35 57

Milling 36

B L is assembly and completion .

Good 133

150

100

Preliminary processing

Refining Assembly and Finishing

good

Modern carpentry production has been divided into specific stages, so the organization of training to improve skills and train skills for employees in modern carpentry enterprises is carried out for each specific type of object. Based on product quality requirements, technical standards and specific ordering criteria from customers, enterprises conduct training and training of vocational skills for employees in each specific and separate stage. Each enterprise does not necessarily have identical stages and production. There are enterprises that carry out the purchase of round wood and then proceed to make blanks and assemble; there are enterprises that purchase pre-dried materials, glued or pressed into artificial boards and only process the products... so when calculating each enterprise separately, there will be stages and the order of stages that are not completely the same.

Source: NCS 2011 survey

Table 2.9. Number of direct workers trained in vocational skills

Newly recruited human resources are often trained on the job, once they have certain skills, every year direct human resources can be trained, coached, trained for promotion exams, improve their skills and practice more skills. In state-owned enterprises and medium and large-sized private enterprises, workers have worker ranks and job ranks, while small-sized private enterprises and limited liability companies often do not care about the ranks of production workers and do not classify direct human resources according to worker ranks or job ranks. There are enterprises that organize in a systematic way and take that as the goal of improving the quality of human resources for the enterprise (Truong Thanh-TTF Group), there are enterprises that send human resources to vocational training courses organized by the Timber and Forest Products Association every year, to study at vocational training centers organized by localities for short-term classes. However, not all enterprises send people to attend classes organized by these units. Partly because of the impact on working time at the company, partly because of the after-effects.

The participation rate of NNL in these classes is not high. Therefore, these classes do not really attract all NNL in Vietnamese SMEs.

There are many different opinions on the effectiveness of short-term training courses organized outside the enterprise. Enterprises in the industry are not very interested in this form of vocational training, and the workers themselves see it as just a form of increasing social skills. As for improving skills, in fact, practical forms of learning and training at the enterprise are more effective.

Table 2.10. Teamwork skills of direct employees in modern wood processing industrial enterprises in Vietnam

Level of coordination

Number of employees	Percentage
very tight	28	7.6
Tight	184	48.7
Normal	154	41.6
reluctantly	4	1.1
Total	370	100

Source: NCS 2011 survey

Reluctantly, 1.1

Very tight, 7.6

Normal, 41.6

Tight , 48.7

Ability to work in a team

Source: NCS 2011 survey

Table 2.10. Teamwork coordination skills of human resources in modern wood processing industrial enterprises in Vietnam

For modern enterprises, annual vocational training is organized to improve vocational skills for production workers. However, improving those skills does not only come from vocational training. Working together harmoniously among workers in teams and work groups also demonstrates the ability to coordinate work and solidarity in a common space, a common workplace. The level of close coordination

( 48.7 %) according to the assessment of the people working in the enterprises themselves. Thus, it can be considered that the coordination skills of human resources in modern enterprises with the level of tightness have not reached the average level , even stopping at the normal coordination level. This shows the waste in the use of human resources and working time of human resources, the efficiency of using human resources is not high.

Understanding chemicals in the production process of modern wooden products is equally important. That shows whether the human resources are properly, thoroughly and in detail trained in their profession or not. If trained in depth, the human resources must know which chemicals are used in which stage, which types of wood use those chemicals, the life of the product is also affected by the use of chemicals and the time of exposure to chemicals... (According to Mr. Hoang Trung Truc (2011), director of PISICO Forestry Export Enterprise).

Table 2.11 shows that the rate of poor understanding and use of chemicals in the industry is 58.9%. Even the rate of not knowing anything about chemicals in the industry is 28.1%. On the one hand, it shows the difficulty of rotating jobs between departments and stages in the production chain at modern BCG enterprises. On the other hand, it is the understanding of the industry of direct production workers that is very sketchy, a lack of knowledge about the industry and the result of unsystematic training.

Table 2.11. Knowledge of chemicals in the industry of human resources in modern wood processing industrial enterprises in Vietnam

Level of understanding

Number of people		Percentage
Direct	Indirect	Percentage
Many (> 7 types)	8	2	2.2
Many (3 to 6 types)	40	7	10.8
Few (< 3 types)	218	41	58.9
Don't know	104	19	28.1
Total	370	69	100

Source: NCS 2011 survey

Although this criterion is not an important criterion to evaluate professional skills, it is a part to demonstrate the understanding of the profession of the employee, reflecting

The quality of human resource management in an industry still has much to improve.

58.9

28.1

2.2

10.8

A lot A lot A little Don't know

Source: NCS 2011 survey

Table 2.11. Knowledge of chemicals in the industry of human resources in modern wood processing industrial enterprises in Vietnam

Another criterion to evaluate the skills of human resources is through the working attitude of human resources. Although the effort and enthusiasm may be very high, the ability to solve problems or difficulties may not be high due to poor professional qualifications and skills, so the ability to handle difficult situations is also not high. The rate of people trying very hard to solve difficult situations at work is only 11.9%; the level of effort is also only 48%. Thus, the enthusiasm for work of human resources has not reached the average level. What is the cause of this lack of enthusiasm?

Maybe , 10.3

No, 89.7

Source: NCS 2011 survey

Table 2.12. Product design skills of human resources in modern Vietnamese woodworking enterprises . In addition, over 80% of direct production workers are not able to design woodworking products. That is the lack of professional knowledge and skills, so even if they try, they will not get results; is that a manifestation of lack of motivation in labor? The inability to design woodworking products may also be related to limited knowledge of fine arts or creative thinking. All of these require managers and researchers to find the causes to improve the quality of human resources for modern Vietnamese woodworking enterprises.

Thus, there may be many criteria to evaluate the working skills of human resources in modern SMEs, however, within the scope of this thesis, the researcher cannot present all the criteria for analysis and evaluation. With the analysis of skills in teamwork coordination, understanding of chemicals in work as well as the ability to design products, all show that the human resources skills in modern SMEs are low, not reaching the average level. Therefore, it is possible to evaluate the current status of human resources in modern SMEs through the skills of direct production human resources as not high, showing low human resources.

2.2.1.3. Professional knowledge

According to Mr. To Dinh Su - Management Board of Industrial Parks of Binh Dinh Province (NCS interview 2011), about 80% of workers in the industrial parks are temporary workers. Because the salary of temporary workers is very low, the phenomenon of leaving and moving to other jobs is relatively common. Therefore, enterprises have to continuously recruit new workers every year, provide vocational guidance and organize annual vocational training. With the proportion of temporary workers accounting for the majority of modern industrial parks. Because they do not receive long-term formal training, enterprises often organize annual training for this workforce at production facilities.

Table 2.12. Vocational training rate of human resources in modern Vietnamese enterprises

Unit: person

Criteria

Have		Are not		Total
Quantity	Percentage	Quantity	Percentage	Total
CBG Training
before entering the company	62	14.1	377	85.9	439
- Direct	52		318		(100%)
- Indirect	10		59
Vocational training (short term) immediately after entering the enterprise - Direct - Indirect	338 284 54	76.8	101 86 15	23.2	439 (100%)

Source: NCS 2011 survey, in fact, more than 85% of employees working in enterprises have not been trained in CBG. The rate of vocational training immediately after joining the enterprise is 76.8%. There are some who join the enterprise without any vocational training but can do it immediately after joining the enterprise. These are employees who do the work of packaging products, cleaning, loading and unloading, and transporting.

goods. Enterprises organize vocational training for all employees every year, reaching 96.2% of the employees participating and the annual training costs are paid by enterprises. However, short-term training is just a formal measure, this does not help employees improve their vocational skills. In these training sessions, the main purpose is to provide general information about the profession, create opportunities for exchange, increase solidarity and cohesion among members of the enterprise, between stages and production stages in the enterprise better.

Table 2.13. Number of employees receiving long-term training in wood processing after entering the enterprise

Criteria

Number (people)

Rate (%)

Total

Sent for training over 1 year on CBG

7.02

370 (100%)

In which: - Company supports time

- The company supports the whole

61.69

42.31

26 (100%)

Source: NCS 2011 survey

For those who are committed to the enterprise, the enterprise creates conditions to improve their knowledge, qualifications and skills. The number sent for long-term training is mainly foremen and heads of production departments in the enterprise. However, this number is not completely accurate because there are people who go to long-term training but cannot be counted. These are people who go to study outside of working hours in different fields in order to improve their qualifications, and sometimes to wait for a better job opportunity than working as a production worker in the industrial and trade enterprises, especially in private enterprises and limited liability companies. In these enterprises, workers are not really attached to the enterprise due to many reasons: low benefits such as low salary, working conditions that do not ensure health, medical examination and treatment are not taken care of... Therefore, workers consider it as having a place to stay, a stop to prepare the necessary conditions for themselves to find another opportunity in the future. This cannot be blamed on them because they have the right to choose the best workplace and benefits for their career and life when given the opportunity.

According to the Decision of the Ministry of Agriculture and Rural Development promulgating the Regulation on Reviewing and Approving Network Planning and Granting Licenses for Wood and Other Forest Products Processing, it is stipulated that one of the conditions for establishing a wood and forest products processing facility requires technical staff and workers to have a worker level of level 4 or higher [18] . In addition, currently

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