Luận văn thạc sĩ bằng tiếng Anh

INTRODUCTION

1. Rationales of the research

The importance of Human Resource [HR] Management comes from the decisive role of human capital in company organization, business operation and economic success. Since human resources are indispensable for business activities, HR Management becomes a critical area of ​​management in every business organization. Furthermore, if an enterprise fails to manage its manpower, the management of other resources will be ineffective as well, because ultimately all management activities are carried out by the people. Economically, HR Management helps businesses to make the most of their potentials, increase productivity and competitiveness in the market. Socially, human resource management represents a progressive view on the rights of workers, emphasizes the high position and great value of workers, and focuses on harmonizing the relationships between the employer and the employee.

Recognizing the importance of HR management, businesses are now paying serious attention to this issue. Better HR management is considered one of the key factors to successful business operation. Nevertheless, in practice, enterprises still face a lot of challenges. The greatest difficulty in business now is not lack of capital or technology, but how to manage human resources effectively.

Scholarly works in HR management have been numerous and thorough. Notable publications in Vietnam include:

Human Resource Management [2015] by Assoc. Prof. Tran Kim Dung, HCMC General Publishing House: The author acknowledges that effective HR management is the greatest problem for businesses during the current transitional phase of the national economy. Volatile business environment, intense competition and increasing demands of human resources in the market economy have been creating tremendous pressure, prompting Vietnamese administrators to adopt new perspectives, learn new methods, and master new human management skills.

A Book on Human Resources Management [2nd edition] [2012] by Assoc. Prof. Nguyen Ngoc Quan and MSc. Nguyen Van Diem, National Economics University Press. The authors provide basic and systematic knowledge of human resource management in typical organizations [e.g. governmental bodies, businesses/enterprises, educational institutions, healthcare services, entertainment agencies and social organizations] throughout an employment cycle [from when a worker enters an organzation until he/she is completely retired] corresponding to three stages: formation, human resources; maintenance and development of human resources. The book is a relatively comprehensive compilation of both thereotical knowledge and real-life practices in HR management Vietnam.

A Book on Human Resource Economics [2012] by Ph.D. Tran Xuan Cau and Assoc. Prof. Mai Quoc Chanh, National Economics University Press. The authors give their views on human resources, including different concepts of human resources and human resource development. Therefore, they conclude that improving HR quality should be the utmost priority in HR development.

Dissertation Improving the quality of human resources of PetroVietnam [2015] by Doan Anh Tuan, Ho Chi Minh National Political Academy. The author synthesizes different theoretical frameworks of improving HR quality and analyzes the current practices of HR development in PetroVietnam. He also pays attention to the urgency and importance of human resource issues in the globalization era, as well as how PetroVietnam competitors have coped with the same problem. Particularly, he focuses on a number of economic policies and international trade agreements Vietnam has actively engaged in since 2016, which exert significant impacts on PetroVietnams business activities, thereby proposing specific solutions for practical application in the current context.

Article Human resource development in 2015-2020 for increasing industrialization, modernization and globalization by Dang Xuan Hoan, former General Secretary of the National Council for Education and Human Resources, published Arpil 2015 on The Communist Journal [Tap Chi Cong San]. The author asserts that in the current context of increasing industrialization, modernization and globalization, HR development is considered one of the three must-have breakthroughs in order for socio-economic reforms to be successful on the national scale. HR development will also lay the foundation for sustainable development and increase national competitiveness in the future.

Research paper The Role of Human Resources in the Process of Industrialization and Modernization in Vietnam by Assoc. Pham Van Duc, Institute of Philosophy Institute of Social Sciences. The author emphasizes that HR is considered the most important resource, the most valuable and the decisive factor, especially to our country where financial powers and other material resources are still limited. It is the key to success of the industrialization and modernization process.

Article: Human Resource Management in Japanese Style: Lessons for Vietnamese Enterprises by Assoc. Nguyen Ngoc Thang, Faculty of Management and Business Hanoi National University. The author introduces various practices of human resources management in Japan from the early 1990s to now, and provides useful suggestions to improve the practices in Vietnam such as: devise long-term business development plans, create interactive working environments, and organize regular professional training and re-training sessions for employees.

Considering the significance of the research topic, as well as literature review, the researcher has decided to choose Solutions to enhancing human resource management in Petrovietnam Construction Joint Stock Corporation for his MBA thesis. In this project, the author wishes to apply theoretical knowledge to real-life practices to help improve the effectiveness of human resource management in Petrovietnam Construction Joint Stock Corporation [PVC]. This is in line with the present business situation of the company itself and the grand scheme of re-structuring the entire Vietnam Oil and Gas Group [which houses PVC] in the period of 2016-2020.

1. Objectives of the research

Synthesize/ Recount legal issues in HR management faced by PVC.

Analyze/ Evaluate the current situation in HR management in PVC.

Propose solutions to improving HR management, thereby helping PVC to have high-quality workforce and achieve business goals in the future.

1. Subject[s] and scope of the research

Research subject: Issues in human resource [HR] management in Petrovietnam Construction Joint Stock Corporation [PVC].

Research scope:

+ Space: Petrovietnam Construction Joint Stock Corporation

+ Time: statistics collected from 2013 to 2016.

1. Research methodology:

The research is designed as a secondary research. The author will collect data from various sources, such as PVC annual business reports and particular statistics from 2013 to 2016, books, journals and other academic publications in HR management, then describe, analyze and compare/contrast the information with existing theoretical frameworks and/or practical models of HR management.

Preliminary research: Based on literature review of HR management and general data collection, the researcher will analyze PVC real-life statistics with reference to a chosen framework in order to evaluate how well HR management has been carried out in PVC.

Self-report survey: The researcher will collect another type of data through questionnaires, given to sampled employees in PVC.

Interview: This method is for gathering opinions on the working environment in PVC, as well as key HR policies and solutions. Participants are mostly senior managers and directors of PVC.

Given the literature review and overall understanding of HR management in PVC, the author seeks for more specific, accurate and up-to-date information of HR practices by conducting a questionnaire survey. The questionnaire concerns key components of HR management, such as HR planning, task analysis and allocation, regular recruitment, on-the-job training and career development, performance evaluation, salary and other rewards, and professional relationships.

Data analysis: through Microsoft Excel.

1. Significance of the research

In analysing and evaluating the current practices of HR management in PVC, the researcher could point out strengths and weaknesses of the companys operation, thereby proposing viable solutions to improving their HR management in the future.

Limitations: Due to long-term working at PVC, the researcher might fall prey to subjective evaluation of the companys operation. Furthermore, since the time for research is quite limited, mistakes in data analysis, final remarks of recommendations would be inevitable.

1. Organization of the paper

Apart from Introduction, Conclusion, Recommendations and References, contents of the paper are organized into five chapters:

Chapter 1: Literature review of HR management

Chapter 2: Current practices of HR management in PVC

Chapter 3: Research methodology

Chapter 4: Proposed solutions to improving HR management in PVC during 2016-2020

Chapter 5: Final remarks

1. Timeline of the research

The expected timeline of the project is as follows:

• From 01/06/2017 to 30/06/2017: [Thesis briefing]
• Brainstorm ideas and choose a research topic.
• Discuss/ Consult with the Supervisor about the research [topic, organization and contents]
• Write a thesis briefing.
• From 01/07/2017 to 31/07/2017: [Thesis proposal]
• Develop the briefing into a proposal.
• Discuss/ Consult with the Supervisor about contents of the proposal.
• Write a full thesis proposal.
• From 01/08/2017 to 31/08/2017: [Chapters I III]
• Work on existing literature for the topic.
• Evaluate subject[s] and objectives of the research.
• Develop research methodology.
• From 01/09/2017 to 30/09/2017: [Chapters III IV]
• Develop recommendations/ solutions based on research results.
• Discuss/ Consult with the Supervisor about contents of the thesis paper.
• Write a full thesis paper.
• October 2017: Register for thesis defense [expected].

CHAPTER I

LITERATURE REVIEW: HUMAN RESOURCE MANAGEMENT

• DEFINITION, IMPORTANCE AND FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
  • Definition[s]
  • Importance of HR in business
  • Functions of HR management in business
• KEY COMPONENTS OF HUMAN RESOURCE MANAGEMENT IN BUSINESS
  • Human resource planning
  • Task analysis and allocation
  • Recruitment
  • Training and development
  • Performance evaluation
  • Social policies
  • Salary and rewards
  • Professional relationships
• FACTORS INFLUENCING HUMAN RESOURCE MANAGEMENT
  • Internal factors
  • External factors
• CONCLUSION FOR CHAPTER 1

CHAPTER II

CURRENT PRACTICES OF HUMAN RESOURCE MANAGEMENT IN PETROVIETNAM CONSTRUCTION JOINT STOCK CORPORATION [PVC]

• OVERVIEW
  • PVC business history: foundation and development
  • Functions, goals and missions
  • Production and business activities
  • Current situation[s] of production and business activities
  • Organizational structure
  • Evaluation on the company and its workforce
• CURRENT PRACTICES OF HUMAN RESOURCE MANAGEMENT IN PETROVIETNAM CONSTRUCTION JOINT STOCK CORPORATION
  • Human resource planning
  • Task analysis and allocation
  • Recruiment process
  • Training and development
  • Performance evaluation
  • Salary, rewards and social policies
  • Professional relationships
• FACTORS INFLUENCING HUMAN RESOURCE MANAGEMENT IN PVC
  • Internal factors
  • External factors
• EVALUATION OF HUMAN RESOURCE MANAGEMENT PRACTICES IN PVC
  • Strengths
  • Weaknesses
• CONCLUSION FOR CHAPTER 2

CHAPTER III

RESEARCH METHODOLOGY

• RESEARCH METHODS
  • Interview
  • Survey
  • Documenting
  • Statistics
  • Data synthesis and analysis
• CONCLUSION FOR CHAPTER 3

CHƯƠNG IV

PROPOSED SOLUTIONS TO IMPROVING HUMAN RESOURCE MANAGEMENT IN PVC DURING 2016-2020

• PVCS DEVELOPMENT STRATEGIES AND OBJECTIVES IN THE LONG RUN
  • Long-term development strategies and objectives
  • Immediate development strategies and objectives for human resource management
• SOLUTIONS TO IMPROVING HUMAN RESOURCE MANAGEMENT IN PVC DURING 2016-2020
  • Human resource planning
  • Task analysis and allocation
  • Recruitment
  • Training and development
  • Performance evaluation
  • Professional relationships
  • Other solutions
• RECOMMENDATIONS
• CONCLUSION FOR CHAPTER 4

CHAPTER V

FINAL REMARKS

REFERENCES

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