VIETNAM ACADEMY OF SOCIAL SCIENCES ACADMY OF SOCIAL SCIENCES MAI VAN LUONG HUMAN RESOURCE MANAGEMENT AT JOINT STOCK COMMERCIAL INVESTMENT AND DEVELOPMENT OF VIETNAM (BIDV) Major: Administration Code: 9340101 SUMMARY OF THE THESIS HANOI - 2019 The work was completed at GRADUATE ACADEMY OF SOCIAL SCIENCES Scientific Supervisor: Assoc Prof.PhD Tran Van Hoe PhD Bui Ton Hien Reviewer 1: Assoc Prof.PhD Ngo Quang Minh Reviewer 2: Assoc Prof.PhD Do Duc Binh Reviewer 3: Assoc Prof.PhD Nguyen Ngoc Thang The dissertation will be defended before the thesis review council of the Academy at the Graduate Academy of Social Sciences at hour minute, day month year The thesis can be found at: - National Library of Vietnam - Library of Graduate Academy of Social Sciences INTRODUCTION Reason to choose the topic Human resources are the most important component of the organization, a decisive factor in the success or failure of every business Whether in terms of a country or a business, want to develop successfully, stably and sustainably, human resource management is very important and necessary In the current conditions, our country has been participating in the deeper and deeper international integration process, domestic enterprises will be affected by fierce competition in many aspects and fields such as: pressure jobs, prices, intelligence, labor migration of other businesses at home and abroad In this context, the initiative of manpower, attraction and effective use of human resources is particularly important to the success or failure of a business Joint Stock Commercial Bank for Investment and Development of Vietnam (BIDV) is a special-class state-owned joint stock bank, organized in the model of corporation with a focus on serving the first activities The country's development investment, key development projects and programs have had many achievements, of which human resources and governance have also contributed to those successes However, compared with the new requirements in the trend of integration, the rapid change of the scientific and technological revolution, , the human resource management still has shortcomings, limitations and shortages Efficiency leads to new development challenges Since its establishment, many banks, credit institutions and financial companies have been launched in the market, many of which are from foreign investors, and M&A deals are on the rise strong impact on the operations of banks, resource requirements, especially the low quality of human resources and large numbers, other banks have always sought to attract the human resources working in BIDV Recognizing the importance of human resource management in the new context, the PhD student chose the topic: "Human resource management at Bank for Investment and Development of Vietnam (BIDV)" to conduct the thesis Research on human resource management at BIDV in the context of fierce competition in the banking sector and the development of financial and technological institutions will contribute to clarify the theory of human resource management in banks At the same time, it provides the basis for banks to strengthen their competitiveness as well as human resource management capacity The purpose and research tasks of the thesis topic 2.1 Research purposes On the basis of systematizing some theoretical and practical issues on human resource management in enterprises, the thesis will clarify the situation of human resources management at BIDV and propose solutions to improve and streamline the work human resource management to meet the requirements of BIDV's technology development and competitiveness in the context of increasingly intense competition from the banking and financial sector 2.2 Research mission The topic focuses on the following research questions: General question: How to improve and develop the human resource management of BIDV in the context of international integration? Specific questions are as follows: (i) Actual situation of Human Resource Management of BIDV? What are the limitations of this work? What causes these restrictions? (ii) What solutions are needed to improve and develop the work of human resources management BIDV in the future? On the basis of identifying objectives, research subjects, the thesis will focus on solving the following tasks: Firstly, systematize basic theories on human resource management for businesses; thereby building a research model of human resources management at BIDV; Secondly, analyze and assess the status of human resources management; test the impact of human resources management factors at BIDV; Thirdly, propose points of view, solutions and recommendations to complete the human resources management at BIDV in the future Research subject and scope 3.1 Research subjects The object of the research is Human Resources Management activities at BIDV Approve policies and activities that are placed in relation to the implementation of BIDV's development strategy 3.2 Research scope This study focuses on evaluating the effectiveness of human resources management and the factors affecting the efficiency of human resources management at BIDV The surveys are mainly conducted in Hanoi and Ho Chi Minh City and Binh Duong The reason is because these localities are most concentrated in BIDV's branches and units as well as major economic and financial indicators in the whole BIDV system The study will review the reality of BIDV's Human Resource Management focusing on the period of 2013 - 2018 based on surveys and analyzes at BIDV's headquarters and affiliates in Ho Chi Minh City Ho Chi Minh City, Hanoi and Binh Duong Solutions and recommendations are formulated for the period of 2020 - 2025 and vision to 2030 Research methods and data sources Introduce research design In order to identify and evaluate BIDV's human resource management activities, the thesis uses expert methods by interviewing BIDV's Board of Directors, General Director and deputy heads of departments, branches and applications Specialized position in the bank on the main activities of human resource management After that, this information was converted into criteria to build a survey of activities of human resource management functions at BIDV Survey data is designed in tabular form, divided into groups of criteria to collect the level of agreement with the criteria stated in the table There are levels of consent rating, ranging from "strongly disagree" to "strongly agree" The sample size was randomly selected from 290 surveys of officials and employees scattered throughout the branches and specialized units of BIDV (Ho Chi Minh City, Hanoi and Binh Duong) The selection rate is ẳ for management and ắ for direct employees, as the number of direct employees is four times the number of current indirect workers at the bank The results collected 263 votes, of which 250 valid votes were included in the analysis The research content includes, the study includes 42 criteria to evaluate the human resource management activities of the bank, as shown in the survey table These 42 criteria are divided into the following groups: -Group 1: Assignment and job placement, including criteria -Group 2: Income includes criteria -Group 3: Allowance, social, medical including criteria -Group 4: Pressure and working environment includes criteria -Group 5: Relations in the work, including criteria -Group 6: Training and advancement, including criteria -Group 7: Evaluation of work, including criteria Research Methods: In this study, the PhD student implemented a number of specific research methods such as: analytical methods, synthesis; Comparative research method; Case study method (Case Study); Desk research and field research - observations, interviews, surveys through questionnaires and some specific methods of human resource management science In order to carry out this research, the dissertation has conducted a survey to collect opinions of BIDV's managers and employees The questionnaire focused on collecting comments and assessments of officials and employees on human resource management, human resource management policies and activities - Data sources used in the study: In this study, the thesis exploits and uses secondary data sources and primary data sources Secondary sources include reports of BIDV, reports of the State Bank of Vietnam and relevant ministries / sectors, and domestic and international scientific research projects related to the subject matter father Primary data sources include information, data collected through observations, interviews, surveys by questionnaires conducted by the author of the thesis from 2016 to 2018 Contribution of the thesis The thesis topic is expected to have the following specific contributions: (i) Systematize theories on human resource management in enterprises and apply them to banking enterprises in the context of international integration; (ii) Clarify the status of BIDV's human resource management; (iii) Proposing practical solutions to meet the requirements of HRD development, contributing to improving operational efficiency and successfully implementing the development strategy of BIDV in the coming time; Theoretical and practical meanings of the thesis Theoretically: The thesis has synthesized and systematized the theory of human resource management, contributing to further development of the theory of human resource management Studying different concepts of human resource management, mostly from the perspective of business administration and considering it as a function of human resource management, the thesis has raised its own views on management content Human resource management as well as the impact factors in an organization in the banking and finance industry in the current period, and said that: in addition to the content of assessing the situation of human resources, planning and developing human resources perfecting the organization and management is an important content; In planning, ensuring a reasonable human resource structure is a priority goal Therefore, among the factors affecting the development and management of human resources of this organization, the business development strategy, plan and organizational model play a decisive role Based on the qualitative research results, the dissertation adds and builds a new variable for the training efficiency scale in the research model of the impact of factors on the efficiency of human resources management at BIDV In practice: The thesis analyzes systematically and comprehensively about human resource management and affects the results of this activity to business On the basis of analyzing business strategy and expected organizational model In particular, the thesis points out the need to improve the quality of human resources through capacity building, in which it is necessary to focus on improving skills, attitudes and working style for each position of human resources direct sales force, updated training on new technologies for employees and additional communication skills, customer service for employees The thesis has built an analytical model of human resources management factors at BIDV, at the same time, pointed out the key human resources management factors at BIDV Analyze and evaluate the current situation of human resources management at BIDV over the past time The thesis offers a number of solutions to further improve the HR management in BIDV in the coming time The results of this study are likely to be useful reference experiences for commercial banks in Vietnam; This is also a good reference for officials in charge of State management, lecturers, students, graduate students and graduate students Research results, testing and assessing the impact of factors on the efficiency of human resources management based on the survey The proposed solutions are supporting documents for subjects related to human resource management in the BIDV system such as directors, professional managers of human resources and employees Since then, each subject will have appropriate behaviors, leadership, management will have more data to make investment decisions for human resources management, the person in charge of human resources management has an additional tool to evaluate the effectiveness of human resources management and participants in human resources management activities will know the direction for their work in real work Helping BIDV bank to be more aware of the impact of human resources management on the efficiency of the organization Therefore, for each stage of development, the unit can proactively ensure quality human resources in the context of labor market scarcity of this resource Therefore, the results of the thesis are of great applicability to managers in the implementation of business and management goals At the sector management level, the results of this study will assist the industry in making decisions to organize support programs for banks as well as using the human resource management efficiency scale Increase the quality and effectiveness of business support programs Finally, at the state level, the results of this study contribute to more information on the general situation of the banking human resources as well as data support for financial and human resource training institutions The structure of the thesis In addition to the Introduction, Conclusion, References, Annexes, the dissertation is structured with chapters, as follows: Chapter 1: Overview of research works related to the thesis topic This chapter focuses on analyzing and systematizing researches on human resource management Chapter 2: Theoretical basis for human resource management in enterprises The thesis focuses on analyzing and re-organizing the theory of human resource management as a basis for the orientation of analysis and solving the first task of the thesis Chapter 3: Current situation of Human Resource Management at Joint Stock Commercial Bank for Investment and Development of Vietnam Presenting, analyzing and clarifying the real situation and providing research results as a basis for proposing solutions to perfect human resource management in Chapter 4, solving the second task of the thesis topic Chapter 4: Some solutions for human resource management activities at the Bank for Investment and Development of Vietnam to meet development requirements in the coming time The thesis analyzes the context and issues of human resource management and proposes a complete solution for Human Resource Management at the Bank for Investment and Development of Vietnam in the coming time, solving The third task of the thesis topic CHAPTER OVERVIEW OF RESEARCH WORKS RELATED TO THE THESIS THEMES 1.1 Research on the role of human resources The topic "On becoming a strategic partner: The role of Human resources in gaining competitive advantage" (Jay become Patrick and 1997's role as a strategic partner: The role of human resources in gaining competitive advantage) Talking about human resources in developing countries, the book "Global human resource management: managing people in developing and transitional countries" (Global human resource management: managing people in developed countries and countries in the world) the transitional period) of the authors Willy McCourt and Derek Eldridge (2008) goes quite deep into the comparison between the theory and the effective reality of the situation of human resource management "The Essential Issues of Management", 2008 Science and Technology Publishing House by Harold Koontz, Cyril Odonnell, Heinz Weirich 1.2 Research on human resource training and development With a specific approach, going into the way of designing effective human resources systems, the article "Designing strategic human resources systems" of Miles and Charles (1984) analyzed specifically on the functions of human resources management, including recruitment, recruitment, training and development, remuneration and compensation based on practical research on three companies in the electronics field Kristine Sydhagen and Peter Cunningham (2007) of Nelson Mandela Metropolitan University published their research on the concept and content of human resource development in Human Resource Development International Julia Storberg and Walker Claire Gubbins (2007) studying human social relationship with human resource development have presented the content of human resource development in different areas taking into account interconnected relationships and relationships between units within the organization and between the organization and the outside society Many recent studies on the methodology and content of human resources development have been published The best examples are authors such as Charles Cowell et al And others such as: W Clayton Allen and Richard A Swanson (2006), Timothy Mc Clernon and Paul B Roberts These studies agree that the "systematic training model of analysis, design, development, implementation and evaluation (ADDIE)" used over the past 30 years is essential core of HR development in each organization Doctoral thesis of Dinh Thi Hong Duyen (2015), with the title: "Training human resources in digital content industry enterprises in Vietnam" 1.3 Research on leadership practices in human resource management The practice of human resource management (HRM) is increasingly being considered as a major contributor to an organization's capacity and researching on HRM practices is a very important task in management and development development, especially in the field of finance and banking For nearly 25 years, the degree of impact of QA practices has been the subject of research by renowned experts and researchers such as Kramer (1994), Kouzes and Posner (1997) and Meyer & Allen (1990) ); Jeffrey Pfeffer (1998) also studies 07 practices for a successful organization, Becker and Gerhart (1996) compare different combinations of practices Some authors have grouped leadership levels when measuring the influence of individuality on leadership outcomes such as the research of Mumford, Zaccaro, Jonhson, Diana, Gilbert and Threlfall (2000) 1.4 Research on executive capacity in human resource management Dr An innovative view of Management Consulting, a new perspective with the help of comprehensive recruited tools ”(An innovative view of Management Consultancy) by Dr Koenraad Tommissen in 2007, provides theoretical and practical experience in the field of corporate governance Managing Across Cultures by Charlene Solomon Michael S Schell in 2009 offers perspectives for executives to succeed in a globalized perspective The book "Human Resource Management: International Perspectives in Hospitality and Tourism" by D 'Annunzio-Green (2000) gave a deep understanding of the weaknesses ensuring efficiency in human resource management 1.5 Theoretical research on human resource management The curriculum "Human Resource Management" by Dong Thi Thanh Phuong and Nguyen Thi Ngoc An (2012) provided background knowledge of human resource management, including attracting human resources, training and developing human resources and maintaining Human resources effectively From a fairly new perspective, Ehnert (2009) in the book "Sustainable Human Resource Management: A conceptual and exploratory analysis from a Paradox Perspective" system) has mentioned the relationship between human resource management and sustainable development, as well as the view of human resources management in a formal strategic view (Strategic HRM) In addition, Martin's book "Key Concepts in Human Chapter presents a comprehensive picture of research This is expressed through the process of an overview of the research situation, the necessity of the study This content is an important foundation for defining the underlying theory of human resource management and related theories in order to identify factors that directly impact human resource management activities and conclude employee behavior at BIDV In Chapter 1, summarizing and clarifying, inheriting the typical research works related to the dissertation topic at home and abroad, the contributions of these works, thereby identifying the research gap The study will form the theoretical basis and research direction of the thesis, generalize the framework of analyzing the research model of the thesis Through Chapter 1, students will be able to gain a comprehensive view of research topics in their thesis From there, make an important contribution to the research results of the thesis CHAPTER RATIONALE OF MANAGEMENT OF HUMAN RESOURCES IN ENTERPRISES 2.1 Concept of human resource management Human resource concept The organization is made up of members who are its people or human resources The term "human resources" only appeared in the 1980s, before it was often used the term "personnel" Human resources mean that people are the only source of resources that can increase capacity Human Resource Management Concept In this study, the author agrees to use the concept of human resources as follows: Human resources are all employees working for enterprises to implement the objectives, functions and tasks of the enterprise Human resources of an enterprise should have a number and structure suitable to the structure of the job and the job of that enterprise Human resources mean employees who are prepared, honest and able to accomplish the goals of the agency or who are in the agency capable of creating values for The management system has achieved the requirements Therefore, the agency has a duty in human resource management to carry out work for the purpose of the agency, planning according to the human management strategy for further assistance 2.2 The basic content of human resource management in enterprises 2.2.1 Design and analysis of work In the organization, due to specialization of labor, occupations are divided into jobs Each job is made up of many specific tasks and is performed by one or several workers at one or several job positions 10 1) Design the work 2) Job analysis (PTCV) 2.2.2 Human resource planning Human resource planning (HRD) is the process of assessing and determining the needs of human resources to meet the organization's work goals and developing labor plans to meet those needs 2.2.3 Recruitment and staffing Human resource recruitment is the overall policies and measures to attract and recruit candidates that best suit the requirements of the job outside the labor market to work for the organization 2.2.4 Training and developing human resources 1) The concept and role of human resource training and development Training and developing human resources or developing human resources in the broad sense are activities to maintain and improve the quality of human resources of the organization It is the overall organized learning activities conducted in certain time periods to create changes in the employees' professional behavior In terms of content, human resources development includes three types of activities: education, training and development 2) Methods of training and developing human resources - Training at work - Training outside the job 2.2.5 Evaluation of work performance Performance evaluation (PRR) is a content of human resources management and is conducted in any organization under a formal or informal system There are many different concepts and ways of calling this work such as merit evaluation, employee evaluation, job performance review 2.2.6 Labor remuneration Remuneration is both the responsibility of a business leader and an important tool used by business leaders and managers to encourage employee motivation and creativity 2.2.7 Labor relations In human social relations, the labor relationship is one of the most important It is formed between the owner of production documents and the workers, between the executive manager of the higher level and the subordinate executive manager and between the employees They are complex relationships, interwoven and interact with each other 2.3 Factors affecting human resource management 2.3.1 Factors inside the business 11 2.3.2 Factors outside the business Conclusion of chapter In this chapter, the thesis has systematized the theoretical basis and overview of theories related to human resource management in enterprises, especially theories related to evaluating the effectiveness of human resources management and impact factors to the effectiveness of human resource management from which a thesis's research model is presented 12 CHAPTER CURRENT SITUATION OF HUMAN RESOURCES MANAGEMENT AT VIETNAM DEVELOPMENT AND INVESTMENT COMMERCIAL BANK 3.1 Overview of Human Resources at Joint Stock Commercial Bank for Investment and Development of Vietnam 3.1.1 Introduction about Bank for Investment and Development of Vietnam The Bank for Investment and Development of Vietnam is a specialclass state-owned enterprise, organized in the model of a state-owned corporation The focus of the traditional operations and development of the Bank for Investment and Development of Vietnam is to serve development investment activities and projects to implement the country's key economic development programs Fully implement the professional aspects of the bank, serve all economic sectors, have close cooperation and cooperation with businesses, corporations Bank for Investment and Development of Vietnam is constantly expanding its correspondent relationship with more than 500 customers and payment relations with more than 150 banks in the world Total business capital: As of 2018, BIDV has a total capital of VND 54,566 trillion In which, from converting debt into capital, it is VND 2,140 billion Revenue and profit: Since 2013 until now, BIDV's revenue has continuously increased If in 2013, total revenue was VND 19,163 billion, by 2018, BIDV's total revenue will be VND 50,126 billion, an increase of 28.47% compared to 2017 In general, the bank's revenue increased by an average of over 22% % / year for the last years (2013-2018) On average, BIDV's profits increase by about 8%; basically, the rate of profit on annual revenue is not very large: 21.13% in 2013, 22.75% in 2014; in 2015 reached 23.88%; in 2016, it reached 20.38%, in 2017 reached 17.8% and in 2018 reached 14.98 But it can be noticed that in 2017 and 2018, the rate of profit on sales of the business was lower than in other years 3.1.2 Situation of human resources at Joint Stock Commercial Bank for Investment and Development of Vietnam 1) Number of employees and structure by gender In 2013, the number of officials and employees in the bank was 18213 people; in which female officials and employees have 8243 people In 2014, the total number of employees was 20154, of which 9210 were female From 2015-2018 the number of female workers increased steadily: 10961 people in 2015; 11437 people in 2016; 11499 people in 2017 and by December 2018 there were 12055 people In general, 13 the percentage of female workers ranges from 45% to 46% of the total number of BIDV's employees This is quite a high rate compared to commercial banks in Vietnam 2) Labor structure according to working seniority In 2015, the proportion of staff under 30 years old accounted for 33.5%, senior staff aged 30 to 40 was 47.2%, staff from 40 to 50 accounted for 13.8, the number of employees the number of employees over 50 accounts for 5.5% In general, the qualifications of BIDV's employees are quite high The data show that the qualifications of employees in BIDV from 2015 to 2018; In general, officials with university or higher degrees in 2015 accounted for 89.20%, and by 2018, the trend increased to 91.61% Intermediate employees tend to decrease from 8.0% to 6% 3.2 Factors affecting the human resource management at Joint Stock Commercial Bank for Investment and Development of Vietnam 3.2.1 Internal factors 1) Corporate culture Over the past time, corporate culture at BIDV has not been focused on building and is influenced, dominated by the culture of Vietnamese society and the practices of Vietnamese workers, so there are many points incompatible with the requirements of businesses in the integration market economy, making it difficult for Human Resource Management 2) Characteristics of human resources Human resources are the subject of HRD activities and are always the basis of BIDV's human resources policies As mentioned above, in the overall picture, BIDV has over 25,000 officials and employees working, in which women account for about 45%, workers aged 30 -40 occupy a large proportion (about 46 , 0%), post-graduate and university-level employees account for over 90% of the total number of employees, in recent years BIDV has increasingly focused on recruiting highly qualified workers 3) Leader in the system The leadership force is a decisive factor to the general policies of the enterprise, including human resources management policy A long time ago, BIDV's leaders only focused on business activities but did not pay adequate attention to Human Resource Management activities 4) Financial potential for Human Resource Management activities Any activities of the business will only thrive when properly invested resources Human resource management activities also need to be invested in finance, facilities and equipment to operate effectively BIDV has paid a certain amount of interest in investing in Human 14 Resource Management activities, but these investment activities are also subject to general limitations due to the current mechanism and financial potential of BIDV 3.2.2 External factors As a state-owned joint-stock commercial bank, BIDV is inevitably under the management of the Government, but more specifically operates under the adjustment of the administrative system Therefore, the legal environment, administrative mechanisms in Vietnam have a decisive impact on the activities of the bank, including HRD activities 3.3 Actual situation of human resource management activities at Joint Stock Commercial Bank for Investment and Development of Vietnam 3.3.1 The apparatus in charge of Human Resource Management The apparatus in charge of Human Resource Management at BIDV is the Personnel Committee In the organizational structure, BIDV classified the Personnel Committee as a specialized committee under the Board of Directors Then at the branches there is the personnel organization committee In general, BIDV's leaders and managers also lack the skills related to human management in general and Human Resource Management in particular, which are needed for leadership and management positions Some of the key skills that leaders and managers lack are: (i) Decision-making skills, (ii) Staff encouragement skills, (iii) Motivational skills, (iv) Performance evaluation skills 3.3.2 Analysis of key human resource management activities at the Bank for Investment and Development of Vietnam 1) Design and Analysis of work Job analysis is the basic content and dominates other contents of Human Resource Management Recognizing the importance of job analysis, BIDV leaders paid attention to this work In general, for the management division, BIDV has developed a job description for job titles The job description includes the following contents: (i) Name of the job title (position); (ii) Tasks to be performed; (iii) Professional and professional requirements to implementers 2) Human resource planning BIDV has paid attention to human resource planning Human resources planning is built for each period and reviewed and adjusted annually to suit the practical situation Human resources planning is defined by the bank as an important task of the entire bank and is carried out under the leadership of all levels of leadership 3) Recruitment and staffing At BIDV in recent years, it only recruited personnel from college level or higher, mainly at university level, which shows the policy on 15 human resource development at BIDV towards quality human resources high The recruitment results also show that most of the recruited officials are compensating for the shortage of manpower due to retirement and job transfer Recruitment for improving the quality of human resources, recruiting for development needs corresponding to the scale of BIDV 4) Training and Developing Human Resources Over the past time, BIDV has focused on developing its human resources, having domestic and international cooperation in human resource development activities It can be summarized that the training and development of human resources has been continuously developed, paying attention to recruiting qualified staff to be successors However, the Training and Development of human resources still has certain limitations, namely: - No long-term Training and Development Plan has been developed Training is also passive - Determining as the training bridge is still spontaneous, not based on analysis of work performance evaluation - Lack of policies strong enough to encourage staff to learn foreign languages Therefore, the common foreign language level of BIDV's staff is still weak, difficult to study and research to receive advanced technology from abroad, especially in the context of international integration 5) Evaluation of work performance Currently, BIDV mainly assesses the performance of employees' work according to the "Scoreboard method" Evaluation of work performance, currently carried out, though scientific and rational basis is available However, the fact that the leaders, managers directly assess the performance of employees without the participation of organizations such as Trade Unions easily leads to the situation of feeling, feeling and natural taste On the other hand, the criteria for evaluating work performance based solely on the work results are not reasonable, it must also have other criteria such as attitude, behavior, responsibility in labor 6) Labor remuneration About the average salary of BIDV staff The average salary per capita of BIDV in 2018 reached 17,439,000 VND / month (including basic salary + allowances, bonuses + overtime pay if any) In fact, the remuneration of the staff is not enough for the current cost of living and needs to be adjusted to suit the socio-economic situation BIDV should have a different revenue system suitable for those who perform well In addition, the social welfare policy must be consistent with the current situation, health 16 insurance services for staff are not good and not fully meet the health care needs of workers 7) Labor relations Exchange information in labor relations at BIDV In the interior, BIDV regularly has information exchanges between management and employees Consult, refer to the labor relations at BIDV BIDV also regularly has consultations and references between the two subjects of labor relations Negotiating in labor relations At BIDV, the negotiation is usually only between BIDV management and executive committee of the bank, the final result of this negotiation is the amended collective labor agreement of the bank Supplement every year 3.3.3 Current status of perceptions and views of Human Resource Management Human resource management is always considered as a key task by the Board of Directors and Board of Management of BIDV Many current contents of Human Resource Management have been researched and applied in banks such as assessing job performance, recruiting workers, encouraging motivation for employees, etc 3.4 Remarks on Human Resource Management activities at the Bank for Investment and Development of Vietnam About advantages: BIDV's human resources have experience in key banking areas Human resources in the banking sector have experienced rapid growth in quantity and quality Recognizing the importance of human resources to the business performance of the industry, BIDV has made remarkable changes, increasing investment in human resource development Human resource management and development policies as well as human resource management regulations of State-owned enterprises have not met the requirements of BIDV and need to be adjusted and strengthened Human resources management at BIDV in recent years has changed from empirical management, based on family relationships to more human resources management, Human Resource Management has been based on job requirements and capacity to perform the work; The achievements of human resource management science have been studied and gradually applied in BIDV Perspectives and policies on Human Resource Management have focused on people, being people-centered, associating employees with the organization; The views of Human Resource Management have been consistently expressed in the decisions and policies of BIDV 17 Regarding existence, limitations: Assessment of work performance and incentive system have not been really effective The evaluation of work results for employees at BIDV, mainly from the professional managers of BIDV Therefore, the evaluation is not yet objective and democratic No need for training has been identified Training costs are still low Therefore restricting the implementation of measures to improve the capacity of officials and employees The analysis and evaluation of training results, what have been and not yet been done in the training work, have not been reviewed and learned from experience, the choice of training methods has not been based on actual needs and consulted of workers There is a big difference in consciousness, working attitude, professional qualifications between the direct and indirect labor force There has not been a high stability for direct labor force The rate of labor out of the industry tends to increase The vacancies are mostly unskilled and often recommended by relatives in BIDV so the interview is relatively subjective Influence of corporate culture, workers lacking industrial discipline and discipline, lack of enthusiasm in work along with fear of fighting, being afraid of collision The inadequacies and weakness Firstly, while foreign commercial banks have been building and focusing on developing human resources management activities for a long time, at BIDV, they have started to build and rush to develop, so many inadequacies in implementation process Secondly, at BIDV, although there are many training and retraining programs, in general, it has not improved the leadership level Thirdly, human resources planning and development has not focused on corporate culture Fourthly, the excess and shortage of personnel Fifthly, the remuneration policy is still ineffective Sixth, labor turnover situation increased Seventh, the shortage of talents Eighth, not harmonious internal relationships Conclusion of chapter In chapter 3, the study presents the results of studies ranging from qualitative and quantitative studies to case studies Chapter presents the results of data analysis and testing The research results also show that the theoretical model is consistent with the survey data The study has confirmed the impact of seven factors on human resource management efficiency Factors of assigning and arranging jobs, income of employees, allowances for employees, pressure and working environment, relationship at work, training and developing human resources, evaluating jobs 18 CHAPTER SOME SOLUTIONS FOR ADMINISTRATION ACTIVITIES HUMAN RESOURCES AT VIETNAM DEVELOPMENT AND INVESTMENT COMMERCIAL BANK 4.1 Opportunities and problems for human resource management at Joint Stock Commercial Bank for Investment and Development of Vietnam in the context of international integration 1) The quality of human resources is increasingly required International integration facilitates the establishment of marketoriented labor structure, which is gradually changing the labor structure in BIDV This change occurs on many sides of the labor structure 2) Changes in corporate cultural values In the process of international integration, cultural interference takes place in all areas of life and becomes stronger in the corporate environment At BIDV, there is a fundamental change in corporate culture 3) Change in workers' perceptions The change in environment due to international integration inevitably leads to a change in workers' perceptions This has a fundamental impact on the orientation in human resource management of BIDV 4) Training and career development activities are changing in the direction of adapting to the regional and international level International integration requires Human Resources Management to pay more attention to career development training for BIDV's officials and employees 5) The labor remuneration policy has additional elements of migrant labor, labor and foreign experts Labor remuneration policy is one of the important policies in the Q&A of BIDV 6) The work performance evaluation requires publicity, transparency and fairness The evaluation of BIDV's work performance in the context of international integration is also fundamentally changing 7) Motivation for workers is greatly influenced by multinational cultural factors Motivating employees plays a very important role in Q&A and is one of the key factors to the success of the bank's operation Up to now, the issue of motivating employees in BIDV has started to be noticed, but has not been focused yet 4.2 Opportunities and problems for human resource management at Vietnam Investment and Development Joint Stock Commercial 19 Bank from the development strategy and the new market and technology context 4.2.1 Development strategy of Joint Stock Commercial Bank for Investment and Development of Vietnam in the period of 2020 - 2025 and vision to 2030 Identifying human resources, information technology (IT) skills and financial capacity are three important pillars of the bank's development strategy, over the years, BIDV has prioritized many development investment resources human resources, technology development 4.2.2 Opportunities and problems for human resource management 1) BIDV's human resources management must be organized more and more scientifically 2) Human Resource Management aims to build and develop human resources and implement BIDV's mission and development goals 3) Human Resource Management of BIDV was built and developed on the basis of promoting the positive values of the bank's culture in the context of international integration, and HRD also contributed significantly to the construction cultural values and ethical standards of BIDV 4) Human Resource Management of BIDV is systematically built and developed from headquarters to branches and units 5) Human resource management should aim to encourage creativity and motivation for employees 4.3 Proposing views and solutions to Human Resource Management activities at the Bank for Investment and Development of Vietnam to meet development requirements in the future 4.3.1 Proposing views on human resources management Firstly, human resource management is an effective investment source rather than cost, it is a solution to improve the quality of human resources Secondly, the bank needs to always associate the management of human resources with its business strategy and development strategy Thirdly, human resources management is a component of BIDV's development strategy Fourthly, establish and develop BIDV corporate culture and promote proactive working motivation of employees Fifth, attach importance to the training of new employees from the moment employees start working with orientation programs and strengthening connectivity 20 4.3.2 Some of solutions to human resource management activities at Joint Stock Commercial Bank for Investment and Development of Vietnam meet development requirements in the near future 4.3.2.1 Group of solutions to attract human resources 4.3.2.1.1 Raise awareness of the importance and capacity of Human Resource Management for leaders and managers of the whole system The awareness of Human Resource Management is first of all the right position, the role of human beings in the organization, of human resources in the bank and of Human Resource Management The awareness of the role of Human Resource Management is not only of BIDV's leaders, but also of the leaders of branches and units, and of managers at all levels in the BIDV system 4.3.2.1.2 Consolidate and professionalize the apparatus for human resource management Rebuilding the Human Resources Management Board of BIDV, in each branch, unit depending on the construction scale of Human Resource Management Department For branches and small-scale units, it is possible to combine Administration - Administration of Human Resources Clearly define the functions and tasks of the Boards, Departments and build the title structure, determine the margins, conduct job analysis, build specific job descriptions for each job position in the Board , Department of Human Resource Management Enhancing the capacity of a contingent of specialized officials in Human Resource Management 4.3.2.3.1 Implementing recruitment policies and flexibly attracting human resources Flexibility in the document review and the examination when recruiting The proportion of employees with university or higher degrees at BIDV is increasing, the age for creative positions is increasingly young Most of BIDV's affiliates are more interested in the final work efficiency and the creativity, flexibility, ability to learn, uniqueness, difference, of employees rather than qualifications , transcript comes with 4.3.2.3.2 Complete and renew the policy of developing and retaining talents Knowing how BIDV needs talent samples is a premise to redesign the recruitment methods and processes to attract the best candidates and to work with them together During the hiring process, don't be afraid to say "No" to some bright candidates even though they own excellent degrees or awards Never rush to hypothesize that a candidate with experience and qualifications in a particular field will naturally possess the personal qualities that a bank needs 4.3.2.3 Group of solutions to maintain human resources 21 4.3.2.3.1 Controlling factors affecting the efficiency of human resource management As concluded in Chapter 3, the effectiveness of human resources management at BIDV is influenced by factors such as: analysis and job placement and other factors Therefore, in order to improve the efficiency of human resources management, it is necessary to control the impact of the above factors in proportion 1) Use financial instruments 2) Build an information sharing environment, be friendly, cooperate and develop together 4.3.2.3.2 Building a culture of continuous learning in the unit and promoting the support of the leader These are two factors that belong to the business and in fact, it has an interaction with each other An enterprise with a continuous learning culture requires the leader to encourage, motivate and support workers to study and develop 4.3.2.3.3 Promote personal awareness Although personal awareness affects the efficiency of human resources management In fact, this is a factor associated with the confidence of workers, the confidence they can learn and develop, the confidence of their abilities and this helps the spirit in doing the job There are ways to develop confidence in the competence of workers 4.3.2.3.4 Innovating the evaluation of work performance Performance evaluation is a formal systematic assessment of the performance of employees' work in relation to the standards that have been developed and the evaluation is evaluated Therefore, the object is not the capacity, ethical quality, education, skills of workers but it is the performance of the work of workers 4.4 Some recommendations 4.4.1 Proposals to the state management agency for the banking and finance sector and human resources for banking and finance 4.4.1.1 Group of recommendations on policies to develop the banking and financial sector Relevant agencies and agencies should accelerate the implementation of the Master Plan for Banking Sector Development to 2025 and Orientations to 2030 in accordance with the Prime Minister's Decision No 986 / QD-TTg of August 8, 2018 Prime Minister In particular, focusing on developing, applying science and technology and developing human resources of the banking industry 4.4.1.2 Group of recommendations on human resource training policies in the banking and finance industry in general and BIDV in particular 22 Introduce the banking and finance industry and introduce the industry into the education system right from the high school level according to the admission program Invest in training programs at training institutions Providing training and consulting services Develop sets of occupational competency standards 4.4.2 Some recommendations for training facilities Training institutions need to build close and close relationships with banks (maybe BIDV is a typical case) to improve the ability to respond and integrate the job quickly of graduates Innovating training methods: The banking and finance industry develops very rapidly and constantly changes in human resources needs, not only in terms of quality, personnel thinking but also new knowledge and new skills Training methods should focus on training at work Conclusion of chapter Based on the development orientation of the banking and finance industry, the trends in the world and in Vietnam, the forecasts of human resources and the needs and development orientation of BIDV, the thesis has proposed solutions for the operation of BIDV HRD activities at BIDV and some recommendations to the relevant agencies Solutions to streamline, improve and develop human resources management at BIDV include controlling factors that affect the efficiency of human resources management and the impact on other processes of human resource management 23 CONCLUDE In recent years, Human Resources Management at BIDV has been concerned and invested in development Many scientific contents of HRD have been studied and put into practice such as: Job analysis, Assessment of work performance, Salary organization, Training and Development of human resources etc However, in reality, BIDV Human Resources Management also revealed many limitations and shortcomings affecting the attitude, motivation and creativity of employees These issues are exacerbated in the context of international integration This study goes into the analysis and evaluation of BIDV's Human Resource Management The study was conducted with appropriate research methods based on secondary data sources and primary data sources Primary data collected by the author of the dissertation through observation, interview and investigation by Questionnaire Based on analysis, research, the dissertation has made conclusions about the HR management of BIDV including characteristics, achievements and limitations and shortcomings in this work One of the biggest conclusions in this study is that although the human resources management of the bank is concerned, invested, it reveals many limitations and inadequacies that not meet the development requirements On the reality of BIDV's Human Resource Management, based on the science of Human Resource Management, the author of the thesis has proposed views and systems including large groups of solutions to innovate, improve and improve the promotion development of human resource management at BIDV The thesis achieves research objectives, answers to general research questions and specific research questions set out, this study also has certain limitations such as: Scope of survey investigation limited, the scale of the sample only focused on the cadres and employees doing management work at BIDV, typical branches in the localities of Ha Hoi, Ho Chi Minh City, Binh Duong; Haven't reviewed, assessed the impact of policies and human resource management activities at BIDV 24 ... manpower, attraction and effective use of human resources is particularly important to the success or failure of a business Joint Stock Commercial Bank for Investment and Development of Vietnam (BIDV). .. BIDV classified the Personnel Committee as a specialized committee under the Board of Directors Then at the branches there is the personnel organization committee In general, BIDV''s leaders and... reports of the State Bank of Vietnam and relevant ministries / sectors, and domestic and international scientific research projects related to the subject matter father Primary data sources include