Title Page

Contents

ABSTRACT 10

CHAPTER 1. OVERVIEW OF THESIS 15

1.1. Reason for title selection 15

1.2. Object of research 16

1.3. Scope of research 16

1.4. Research methodology 17

1.5. Restrictions of title 17

1.6. Structure of title 17

CHAPTER 2. LITERATURE REVIEW OF HUMAN RESOURCE 18

2.1. Concept of human resource 18

2.1.1. Concept of human resource in an organization. 18

2.1.2. Concept of human resource use. 21

2.1.3. Concept of human resource effective use. 23

2.1.4. Role of human resource in corporate. 25

2.2. Some criteria of evaluation of human resource effective use. 27

2.2.1. Criteria of mean labor productivity. 27

2.2.2. Criteria of salary effective use. 27

2.2.3. Criteria of salary efficiency. 27

2.2.4. Criteria of profitability of an employee. 27

2.3. Factors affecting quality improvement of human resource 27

2.4. Necessity of improving human resource efficiency. 34

2.4.1. Current requirements on human resource 34

2.4.2. Necessity of improving human resource efficiency. 35

CHAPTER 3. DATA AND RESEARCH METHODOLOGY 37

3.1. Data of research 37

3.1.1. Thanh Hoa Construction Department in general 37

3.1.2. Tasks and authorities 38

3.2. Research model and research hypothesis 50

3.3. Research Process 51

3.4. Survey subjects 52

3.5. Survey instruments 52

CHAPTER 4. FINDINGS AND DISCOVERY 55

4.1. Inspect synthetic reliability coefficient Cronbach Alpha 55

4.2. Results from analyzing general information 56

4.3. Assess the importance of factors affecting quality of human resource by assessing % chart 58

4.3.1. Importance of recruitment process 58

4.3.2. Importance of training strategy 60

4.3.3. Importance of the evaluation of human resource 62

4.3.4. Importance of investing in facilities 64

4.3.5. Importance of salary paying policies 66

4.3.6. Importance of other issues 68

4.4. Assess the importance of factors affecting quality of human resource by MEAN function 70

4.4.1. Importance of recruitment process 70

4.4.2. Importance of training strategies 71

4.4.3. Importance of using human resource 73

4.4.4. Importance of investing in facilities 74

4.4.5. Importance of salary regime 75

4.4.6. Importance of other issues 76

CHAPTER 5. PROPOSED SOLUTIONS AND CONCLUSION 77

5.1. Viewpoints - Objectives to improve quality of human resource 77

5.1.1. Viewpoint of increase in human resource quality 77

5.1.2. Goal of improving the quality of human resource 78

5.2. Some measures to improve the quality of human resource 79

5.2.1. Improving recruitment 79

5.2.2. Strategies for training human resource 81

5.2.3. Using human resource sensibly 85

5.2.4. Investment in more modern equipments. 86

5.2.5. Complete the wages system. 87

5.3. Supporting solutions 88

CONCLUSION 92

REFERENCES 93

APPENDICES 95

Table 4-1. Summary of reliability assessment 55

Table 4-2. Results from analyzing general information 56

Table 4-3. Results from analyzing the importance of recruitment process 59

Table 4-4. Results from analyzing the importance of training strategies 60

Table 4-5. Results from analyzing the importance of using human resource 62

Table 4-6. Results from analyzing the importance of investing in facilities 64

Table 4-7. Results from analyzing the importance of salary regime 66

Table 4-8. Results from analyzing the importance of other issues 68

Table 4-9. Mean function for the importance of recruitment process 70

Table 4-10. Mean function for the importance of training strategies 71

Table 4-11. Mean function for the importance of using human resource 73

Table 4-12. Mean function for the importance of investing in facilities 74

Table 4-13. Mean function for the importance of salary regime 75

Table 4-14. Mean function for the importance of other issues 76

Figure 3-1. Research process 51

Figure 4-1. Chart of results from analyzing genders 56

Figure 4-2. Chart of results from analyzing titles 57

Figure 4-3. Chart of results from analyzing age 57

Figure 4-4. Chart of the importance of recruitment process 59

Figure 4-5. Chart of the importance of training strategies 61

Figure 4-6. Chart for the importance of using human resource 63

Figure 4-7. Chart for the importance of investing in facilities 65

Figure 4-8. Chart for the importance of salary regime 67

Figure 4-9. Chart for the importance of other issues 69

Figure 4-10. Mean function for the importance of recruitment process 70

Figure 4-11. Mean function for assessing the importance of training strategies 71

Figure 4-12. Mean function for the importance of using human resource 73

Figure 4-13. Mean function for the importance of investing in facilities 74

Figure 4-14. Mean function for the importance of salary regime 75

Figure 4-15. Mean function for the importance of other issues 76

Figure 5.1. Process of recruiting employees 80

Figure 5-2. Steps for training and development of human resource 85

Modern economic theories have pointed out that human resource is the most important one of a nation, especially in an organization. Human resource is the most important property of an organization, this is expressed in some aspects such as: Expense for human resource in an organization is one which is very difficult to estimate, its benefit taken from this is indefinite and it can reach a very large value. Human resource is an organization is both objective and motivation for its activities. Human resource in an organization is a basic factor instituting an organization, a condition for its existence and growth. Hence, some organizations are valued strongly or weakly, developed or behind the times depending on its human resource quality.

In the current condition of social development, demand of human is getting bigger than that requires the price getting lower and product quality getting higher. Hence, for existing, enterprises must pay attention to the renovation of production technology, increase in drain-brain content in a product in order to increase labor productivity and lower cost but still assure quality. To do this, this requires a bunch of dynamic staff following closely to the customer taste and timely meeting such change as soon as possible.

Nowadays, on the other hand, technology and science rapidly change, technology as well as product life cycle trends shorter. Hence, enterprise always assures that its employees are rapidly satisfied with such change.

For the said reasons, we can affirm that increase in human resource quality in an organization is very important and necessary for any organization. High quality labor power is always a sustainable competitiveness of enterprises. In other aspect, investment in human is considered as an effective one that decides rapid and sustainable growth of an entity, enterprise, assuring its workmanship of its employees and increasing business result and decreasing occupational accident.

For the aforesaid reasons, I presume to select “Enhancing human resource quality in Quality Inspection Department - Thanh Hoa Construction Department” as the title of my thesis’s master.

The title aims to research on some main contents as follows

Definite current status of human resource in Quality Inspection Department - Thanh Hoa Construction Department

And then evaluating importance of factors affecting the enhancing human resource quality.

Factors affecting human resource treatment regime and evaluating performance of factors affecting the enhancing human resource quality in Quality Inspection Department - Thanh Hoa Construction Department.

Evaluating corporate performance of factors affecting human resource treatment regime

Factors affecting human resource treatment regime and evaluating performance of factors affecting human resource treatment regime of Thanh Hoa Quality Inspection Centre. For conducting the research, the author uses the research methodology comprising the following steps:

Defining research motivation; Defining objective of research; Listing preliminarily materials relating to the research title; Designing working framework; Designing questionnaire (Collection of survey forms: N > m*5); Conducting survey, investigation; Collecting primary information; Analyzing and interpreting data; Concluding and proposing resolutions.

From the data defined, the author designs questionnaire of human resource treatment regime in Thanh Hoa Quality Inspection Centre. These survey forms aim at employees of Thanh Hoa Quality Inspection Centre and experts of the relevant Thanh Hoa Constructions departments and sectors in Thanh Hoa province. Content of questions focuses on understanding the human resource treatment regime in Thanh Hoa Quality Inspection Centre. The questions are designed in conformity with each survey object as well as the content of main research of the title. There are two types of question, namely closed question and open question with 3 main contents (See Appendix).

The first content, it is for the purpose of understanding and filtering survey objects.

The second content, the author uses 5-level scale questions by Rensis .

The third content, the author uses open question to further understand factors affecting human resource treatment regime in Thanh Hoa Quality Inspection Centre.

After filtering 90 eligible questionnaires of two aforesaid objects, the author uses SPSS program to analyze and evaluate. This is a base for analyzing, evaluating, then proposing some solutions for the title.

Conclution: In the period of strong and rapid economic growth, the human resource is the most important factor determining the success or failure of businesses and organizations, this has been proven. So how to protect and promote the most valuable human resource is becoming a problem attracting the attention of most human resource managers. In integration trend, retaining employees and talents is important and necessary than ever.

The target of this project is to study and propose solutions to improve the quality of human resource at Quality Inspection Department. The solutions on recruiting, training, using, arranging and maintaining human resource through the survey method of factors affecting human resource' quality of Quality Inspection Department. Through this, we can apply the knowledge learned and combine practical issues to make personal recommendations to contribute to improve human resource' quality at Quality Inspection Department.

Due to limited ability and level of research, the research topic will not avoid certain shortcomings. The author wishes to sincerely receive the opinions and thank the teachers in the Council and classmates.