RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM _ A Dissertation Presented to the Faculty of the Graduate School Southern Luzon State University, Lucban, Quezon, Philippines in Collaboration with Thai Nguyen University, Socialist Republic of Vietnam _ In Partial Fulfillment of the Requirements for the Degree Doctor of Business Administration _ By LUU THE VINH (LEO) December 2017 i APPROVAL SHEET The Dissertation of LUU THE VINH (LEO) entitled RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM Submitted in Partial Fulfillment of the Requirements for the Degree Doctor of Business Administration In the Graduate School Southern Luzon State University, Republic of the Philippines in collaboration with Thai Nguyen University, Socialist Republic of Vietnam has been approved by the Committee ẺRIBERTO A CASINO, DBA Member CHONA V CAYABAT, DBA Member DR MOSES T MACALINAO Adviser FLORMANDO P BALDOVINO, DBA External Panel MILO O PLACINO, Ph D Chairman Endorsed by: Recommended by: JOANNA PAULA A ELLAGA, DBA Adviser JOANNA PAULA A ELLAGA, DBA Dean, Graduate Program Accepted in Partial Fulfilment of the Requirements for the Degree Doctor of Business Administration _ Date MARISSA C ESPERAL, PhD, RGC Vice President for Academic Affairs ii CERTIFICATE OF ORIGINALITY This is to certify that the research work entitled “RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM” orally defended/presented under the DBA program jointly offered by Southern Luzon State University of the Republic of the Philippines and Thai Nguyen University of the Socialist Republic of Vietnam, embodies the result of original work carried out by the undersigned This dissertation does not contain words or ideas taken from published sources or written works by other persons which have been accepted as basis for the award of any degree from other higher education institutions, except where proper referencing and acknowledgement were made _ LUU THE VINH (LEO) Date Orally Defended: December 01, 2017 iii ACKNOWLEDGEMENT The Researcher sincerely extends his deepest gratitude and appreciation to the following persons who made significant contributions in the accomplishment of this research study: Dr JOANNA PAULA A ELLAGA, Dean of College of Business Administration, research adviser, for her advice, constructive criticisms, and patient encouragement; for sharing her sheer intelligence; for helping the researcher to grow and hone his skills and for being the source of encouragement, the Researcher humbly extends his gratitude; Dr MILO O PLACINO, Dr FLORMANDO P BALDOVINO, Dr MOSES T MACALINAO, Dr CHONA V CAYABAT, and Dr ERIBERTO A CASIÑO, members of the Oral Examination Committee, for their interest in the researcher’s work, inputs, and for their valuable suggestions for the improvement of this study; MANAGERS, LECTURERS AND STAFF of Hung Vuong and Tan Trao University, the respondents, for their time, cooperation, honesty in answering the questionnaire and for sharing their experiences; and RESEARCHER’S FAMILY and FRIENDS, for the love and support in one way or another, and to ALL, who have contributed to make this study a success Luu The Vinh iv DEDICATION This piece of work is humbly dedicated to my colleagues and fellow instructors, my students, my family and my relatives, my friends, my wife, and my children LTV v TABLE OF CONTENTS PAGE TITLE PAGE ……………………………………………………………… i APPROVAL SHEET ……………………………………………………… ii CERTIFICATE OF ORIGINALITY ……………………………………… iii ACKNOWLEDGEMENT ………………………………………………… iv DEDICATION v ………………………………………………….…………… TABLE OF CONTENTS ……………………………………….………… vi LIST OF TABLES ………………………………………………………… ix LIST OF FIGURES ……………………………………………………… xii ABSTRACT ………………………………………………………………… xiii CHAPTER I II III INTRODUCTION …………………………………….……… Background of the Study …………………………….….… Objectives of the Study …………………………………… 10 Hypotheses 11 Significance of the Study …………………………….…… 12 Scope and Limitation of the Study ……… … ………… 14 Definition of Terms ……………………………….………… 15 REVIEW OF RELATED LITERATURE …… ….…… 18 Conceptual Framework ………… 65 RESEARCH METHODOLOGY …………………………… 66 Locale of the Study ………………………….………….… 67 Research Design …… …………………….…….………… 68 Description of Respondents ……………………………… 68 Research Instrumentation …………………………….….… 69 Data Gathering Procedure …………………………….…… 70 Statistical Treatment …………………….… …….…… 71 vi IV RESULTS AND DISCUSSION ………… ……………… 75 Demographic Profile of Respondents …………………… 75 Recruitment Practices of the Provincial Universities in the Northern Midland and Mountainous Region of Vietnam in terms of Job Analysis, Sourcing, Screening, and Selection……………………………………………………… 80 Respondents’ Assessment on the Recruitment Practices of the Provincial Universities in the Northern Midland and Mountainous Region of Vietnam ………………………… 84 Significant difference on the recruitment practices of the provincial universities in the northern midland and mountainous region of Vietnam assessed by the respondents ………………………………………………… 110 Retention practices of the provincial universities in the northern midland and mountainous region of Vietnam in terms of growth opportunities, compensation, supports, relationship, culture and work environment ……………… 130 Respondents’ assessment on the retention practices of the provincial universities in the northern midland and mountainous region of Vietnam …………………………… 136 Significant difference on the retention practices of the provincial universities in the northern midland and mountainous region of Vietnam assessed by the respondents ………………………………………………… 170 Problem encountered by the respondents on the following practices ………………………………………… Solutions to improve the recruitment and retention practices of the provincial universities in the northern midland and mountainous region of Vietnam …………… V 195 199 SUMMARY, FINDINGS, CONCLUSIONS AND RECOMMENDATION Summary ……………….……………………….…………… 214 Findings …………………………………………………… 215 Conclusions ……………………………………………… 221 Recommendations ………………………………………… 223 vii REFERENCES …………………… ……………… ……….…….…… 225 APPENDICES ……………………………………………………….…… 233 A Letter Request for Conducting the Study …………………… 234 B Letter of Request to the Respondents ……………………… 235 C Research Instrument 240 D Data Analysis …………………………………………… … 249 CURRICULUM VITAE ……………………………………………….…… 282 viii LIST OF TABLES TABLE PAGE Number of Sample Respondents 69 Percentage Distribution of Respondents’ Profile in Terms of Age 75 Percentage Distribution of Respondents’ Profile in Terms of Sex 76 Percentage Distribution of Respondents’ Profile in Terms of Highest Educational Attainment 77 Percentage Distribution of Respondents’ Profile in Terms of Length of Work Experience 78 Percentage Distribution of Respondents’ Profile in Terms of Position 79 Perception of Three Group of Respondents of Two Universities on the Recruitment Practices in Terms of Job Analysis 85 Mean Distribution of Respondents’ Perception on the Recruitment Practices in Terms of Job Analysis 89 Perception of Three Groups of Respondents of Two Universities on The Recruitment Practices in Terms of Sourcing 93 Mean Distribution of Respondents’ Perception on the Recruitment practices in terms of Sourcing 95 Perception of Three Group of Respondents of Two Universities on The Recruitment Practices in Terms of Screening 97 Mean Distribution of Respondents’ Perception on the Recruitment practices in terms of Screening 100 Perception of Three Group of Respondents of Two Universities on The Recruitment Practices in Terms of Selection 103 Mean Distribution of Respondents’ Perception on The Recruitment Practices in Terms of Selection 106 10 11 12 13 14 15 Perception of Three Group ix Respondents of Two TABLE PAGE Universities on The Recruitment Practices 108 Mean Distribution of Respondents’ Perception on the Recruitment Practices 109 Testing of Hypothesis on Job Analysis Between Groups of Respondents of Two Universities 110 18 Testing of Hypothesis on Job Analysis 113 19 Testing of Hypothesis on Sourcing Between Groups of Respondents of Two Universities 116 20 Testing of Hypothesis on Sourcing 118 21 Testing of Hypothesis on Screening Between Groups of Respondent of the Two Universities 120 22 Testing of Hypothesis on Screening 123 23 Testing of Hypothesis on Selection Between Groups of Respondents of Two Universities 125 24 Testing of Hypothesis on Selection 128 25 Testing of Hypothesis on Recruitment Practices 130 26 Perception of Three Group Respondents of Two Universities on The Retention Practices in Terms of Growth Opportunities 137 Mean Distribution of Respondents’ Perception on the Retention practices in Terms of Growth Opportunities 142 Perception of Three Group Respondents of Two Universities on The Retention Practices in Terms of Compensation 145 Mean Distribution of Respondents’ Perception on The Retention Practices in Terms of Compensations 149 16 17 27 28 29 30 31 32 Perception of Three Group Respondents of Two Universities on the Retention Practices in Terms of Support Mean Distribution of Respondents’ Perception on the Retention Practices in Terms of Support Perception of Three Group Respondents of Two Universities on the Retention Practices in Terms of x 152 155 TABLE PAGE Relationships 158 Mean Distribution of Respondents’ Perception on the Retention Practices in Terms of Relationships 160 Perception of Three Group of Respondents of Two Universities on the Retention Practices in Terms of Culture and Work Environment 162 Mean Distribution of Respondents’ Perception on the Retention Practices in Terms of Culture and Work Environment 166 Mean Distribution of Respondents’ Perception Between Two Universities on the Retention Practices 168 Mean Distribution of Respondents’ Perception on the Retention Practices 169 Testing of Hypothesis on Growth Opportunities Between Groups Respondent of Two Universities 170 39 Testing of Hypothesis on Growth Opportunities 174 40 Testing of Hypothesis on Compensations Between Group Respondents of Two Universities 176 41 Testing of Hypothesis on Compensations 179 42 Testing of Hypothesis on Support Between Group of Respondents of The Two Universities 181 43 Testing of Hypothesis on Support 184 44 Testing of Hypothesis on Relationships Between Group of Respondents of Two Universities 186 45 Testing of Hypothesis on Relationships 188 46 47 Testing of Hypothesis on Culture and Environment Between Groups of Respondents of Two Universities Manager Testing of Hypothesis on Culture and Work Environment 48 Testing of Hypothesis on Retention Practices 33 34 35 36 37 38 xi 190 193 195 LIST OF FIGURES FIGURE PAGE Diagram of Organizational Structure 22 Sources of Recruitment 33 Recruitment Process 39 Factors Affecting Recruitment 40 IPO Model of the Recruitment and Retention Practices of the Provincial Universities in the Northern Midland and Mountainous Region of Vietnam 65 xii ABSTRACT Title of Research : RECRUITMENT AND RETENTION PRACTICES OF THE PROVINCIAL UNIVERSITIES IN THE NORTHERN MIDLAND AND MOUNTAINOUS REGION OF VIETNAM Researcher : LUU THE VINH (LEO) Degree Conferred : DOCTOR OF BUSINESS ADMINISTRATION Name and Address of Institution : Southern Luzon State University, Lucban, Quezon, Philippines and Thai Nguyen University, Socialist Republic of Vietnam Adviser : Dr Joanna Paula A Ellaga Year Written : 2017 The study intended to analyze and improve the employees’ recruitment and retention practices of the provincial universities in the northern midland and mountainous region of Vietnam Specifically, it sought to determine the recruitment practices of the provincial universities in terms of job analysis, sourcing, screening, and selection It also sought to determine the retention practices of the provincial universities in terms of growth opportunities, compensation, support, relationship, and culture and work environment Also, it determined if there is a significant difference in the recruitment and retention practices of the provincial universities as assessed by the respondents when they are grouped according to their position In addition, it also pursued to identify problems encountered by the respondents on the recruitment and retention practices to propose an intervention program for recruitment and retention practices of the provincial universities The descriptive method was used through survey to a total of 390 respondents, composed of managers and employees The instruments utilized in this research were the frequency, xiii percentage distribution, weighted mean, Regression and the One – way ANOVA Based on the data gathered and analyzed, the findings indicated that the major difficulty of the existing recruitment practices of the provincial universities in the northern midland and mountainous region of Vietnam encountered is the lack of personnel's planning Furthermore, there are areas that need to be improved such as: job analysis, source of recruitment, researching on candidates’ background, creating justice and equal opportunities in recruitment and improving the quality of recruitment announcement It also indicated that the major difficulty of the existing retention practices of the provincial universities encountered is lack of development opportunities In addition to this, there are unsuitable compensation policy, untimely supports, and poor work environment The proposed solutions are to improve the quality of the recruitment practices generally by stating job description for each position, with clear requirements and criteria Also, expand and diversify recruitment sourcing In order to, improve the employee retention practices, it must ensure an average opportunity for candidates, and create a flexible working environment Thus, the success or failure ultimately depends on the attitude, awareness of the leaders and how they will address difficulties xiv ... Recruitment Practices in Terms of Selection 10 6 10 11 12 13 14 15 Perception of Three Group ix Respondents of Two TABLE PAGE Universities on The Recruitment Practices 10 8 Mean Distribution of Respondents’... the Recruitment Practices 10 9 Testing of Hypothesis on Job Analysis Between Groups of Respondents of Two Universities 11 0 18 Testing of Hypothesis on Job Analysis 11 3 19 Testing of Hypothesis... Universities 11 6 20 Testing of Hypothesis on Sourcing 11 8 21 Testing of Hypothesis on Screening Between Groups of Respondent of the Two Universities 12 0 22 Testing of Hypothesis on Screening 12 3 23