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Title Page
Contents
ABSTRACT 12
CHAPTER 1. OVERVIEW OF THE TOPIC 15
1.1. Reasons for choosing the topic 15
1.2. Research objects 16
1.3. Research scope 17
1.4. Research methods 17
1.5. Limitations of the topic 17
1.6. Structure of the topic 17
CHAPTER 2. THEORETICAL BASIS OF HUMAN RESOURCES 19
2.1. Overview of Thanh Hoa 19
2.1.1. Some natural features of Thanh Hoa 19
2.1.2. The objectives of socio-economic development Thanh Hoa by 2020 22
2.2. Concept of human resources 25
2.2.1. Concept 25
2.2.2. Classification 26
2.3. The role and importance of human resources 27
2.3.1. Human resources – main objectives and motivation of development 27
2.3.2. Human resources – center of development 28
2.4. Motivate employees 31
2.4.1. Concept of working motivation. 31
2.4.2. Characteristics of working motivation. 32
2.4.3. Factors affecting motivation of employees 33
2.4.4. Some motivational theories. 36
2.4.5. The need to motivate employees in enterprises 39
2.5. Factors affecting employees' benefits 40
2.6. Contents of performing employees' benefits 41
2.6.1. Financial instruments group 41
2.6.2. The group of non-financial instruments 46
CHAPTER 3. RESEARCH METHODOLOGY 48
3.1. Research model 48
3.2. Research hypothesis 48
3.3. Identify the research process 48
3.4. Identify research framework 51
3.4.1. Implementation methods 51
3.4.2. Contents of questionnaire 52
3.4.3. Distribute the survey 52
3.5. Methods of statistical analysis - Using SPSS software 53
CHAPTER 4. RESEARCH DATA AND EXPLORE'S FINDINGS 54
4.1. Appraising the general reliability coefficient Cronbach Alpha 54
4.2. Assessing importance of factors affecting employees' job satisfaction by method of reviewing chart % 54
4.2.1. The importance of monetary reward 54
4.2.2. Importance of policy 56
4.2.3. Importance of working 58
4.2.4. Importance of job evaluation 60
4.3. Evaluating ability to perform factors affecting employees' job satisfaction by method of reviewing chart 62
4.3.1. The importance of monetary reward 62
4.3.2. The importance of Policy 65
4.3.3. Importance of working 67
4.3.4. Importance of job evaluation 69
CHAPTER 5. PROPOSE SOLUTION AND CONCLUSION 72
5.1. Perspective, the object of Thanh Hoa Tax Department about human resource development 72
5.2. Some solutions to improve the quality of human resources in Thanh Hoa Tax Department 74
5.2.1. Solutions to improve monetary reward 74
5.2.2. Solutions to improve policy 76
5.2.3. Solutions to improve working 79
5.2.4. Solutions to improve job evaluation method 83
5.3. Supporting solution Group 90
CONCLUSION 97
REFERENCES 98
APPENDICES 100
[Table 4-1] Synthesize results from appraising the reliability 54
[Table 4-2] Findings from analyzing the importance of monetary reward 54
[Table 4-3] Findings from the importance of Policie 56
[Table 4-4] Findings from analyzing the importance of working 58
[Table 4-5] Findings from analyzing the importance of job satisfaction 60
[Table 4-6] Findings from analyzing ability to perform monetary reward 63
[Table 4-7] Findings from analyzing ability to perform policies 65
[Table 4-8] Findings from analyzing ability to perform working 67
[Table 4-9] Findings from analyzing ability to perform of job evaluation 69
[Figure 2-1] Maslow's theory of needs 37
[Figure 2-2] David. C Mc. Celland's motivation theory 39
[Figure 2-3] Factors affecting employees' benefits 41
[Figure 3-1] Research diagram of the topic 50
[Figure 4-1] Chart of the importance of monetary reward 55
[Figure 4-2] Chart of the importance of policies 57
[Figure 4-3] Chart of the importance of working 60
[Figure 4-4] Chart of the importance of performance job evaluation 61
[Figure 4-5] Chart of ability to perform monetary reward 64
[Figure 4-6] Chart of ability to perform Policies 66
[Figure 4-7] Chart of ability to perform working 68
[Figure 4-8] Chart of ability to perform performance job evaluation 70
초록보기 더보기
By 2020, human development objectives of tax sector are to build staff, civil servants and employees of this sector with morality, political level, sufficient quantity, quality assurance, reasonable structure, professional and high qualifications in order to meet new demands of international economic integration. Public service activity of tax sector is different from other normal activities, this activity is based on using state power. It is secured by state power and aim at using that power to perform management tasks of the state.
Thanks to harmonious development of human resources, Tax sector has met requirements for development and characteristics of the sector. Developing balanced job structure to ensure effective implementation of the development goals were set out by the sector.
For these reasons, I have boldly chosen the toptic How to improve the quality of human resources in tax department in Thanh Hoa city to do my master's thesis.
The topic is focued on researching some contents as follows:
To evaluate the importance of some factors affecting benefits regime for employees, to evaluate ability to perform some factors affecting benefits regime for employees of Enterprise
To identify research motivation; To identify research objectives; Summary of documents related to the research topic; To design framework; To design Questionaire table (Total survey : N 〉 m*5); To conduct surveys and investigations; To collect primary information; To analysis and interpret data; In addition, the author also propose supportive solutions such as: Training and
retraining staff; conducting workplace culture - promoting human resources of the organization...
Conclution: Currently, improving quality of human resource becomes an urgent issue, especially socio-economic development in the period of international economic integration. Improving human resources with a reasonable and dynamic level structure to rapidly adapt to the development needs of the country and the world; enhancing the sector's workforce to gradually keep pace with tax sector's human resources of advanced countries in the region and in the world. In the near future, Thanh Hoa City Tax department will actively continue innovate management mechanism and strive to improve the quality of staff both in professional and political ethics, build "both red and expert" tax staff. Public servants and staff in Thanh Hoa City Tax Department achieved standards with morality, political level, sufficient quantity, quality assurance, reasonable structure, professional and high qualifications in order to meet new demands of international economic integration
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