Professional Documents
Culture Documents
Master’s Thesis
December, 2010
i
A Thesis
Submitted to the
Graduate School of Information Management
College of Informatics
Shu-Te University
In Partial Fulfillment of the Requirements
For the Degree of
Master of Science in
Information Management
December, 2010
Yan Chao, Kaohsiung, Taiwan, Republic of China
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ABSTRACT
The purpose of this thesis is based on the orientation of socio-economic development and
job training needs of workers, analyzing the status of vocational training institutions which
assist training institutions in the province of Lang Son the professional development and
training needs of teachers and an effective way to create sustainable growth for the vocational
training institutions.
ACKNOWLEDGEMENT
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First of all, I would like to thank the University of Education -Vietnam National
University, Ha Noi has supported me during my study. Especially, I would like to thank for
the enthusiasm of Associate Prof.Dr.Gow- Minh Dong and Dr. Nguyen Huu Chau who have
supported and encouraged me in the process of learning as well as doing the research.
Information Management who have accompanied with me in the whole process of doing my
thesis.
Finally, I would like to thank my family and relatives who have shared the difficulties
Table of Contents
Abstract ……………………………………………............
Acknowledgment ……………………………………………............
Table of Contents ……………………………………………............
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List of Tables ……………………………………………............
List of Figures ……………………………………………............
Chapter 1 Introduction ……………………………………...
1.1
Research Background
I
NATURAL FEATURES
II- CHARACTERISTICS OF HUMAN
RESOURCES
Chapter 2 Literature review …………………….…………..
2.1
2.2
2.3
2.4
Chapter 3 Research Methodologies ………………………...
3.1 Introduction of existing research methods ………
3.2 The research methods of the thesis ……………...
3.3 The method to analyze and treatment information
Chapter 4 Analysis and results ……………………………...
4.1
4.2
4.3
Chapter 5 Conclusions ……………………………………...
References ……………………………………………………
List of Tables
Table 2.1
Table 2.2
Table 3.1
Table 3.2
Table 3.3
Table 4.1
Table 4.2
List of Figures
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Figure
Figure
Figure
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Chapter 1: Introduction
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To contribute to the implementation of task from 2001 Lang Son has
invested to develop vocational training establishments, after 10 years of
construction and development, from just 03 small training institutions up to
now Lang Son has 16 vocational training institutions, the development that
meets the needs of the trained employees.
However, the relationship between supply and demand, the training is
quite faint, quality human resource training is weak which led to the current
situation is that many people without a job completed, with the do but make
her profession, or be the basis of the employer receiving the labor but the
employers who have to retrain new usable. All these issues are apprentices
who suffer disadvantage due to problems from building plans, planning and
development facilities and training from quality teachers have extra training -
medium lack-weak, so just wasting of the State budget for training, both
expensive and prolonged time of the study, but the effect is very low.
Current situation of human resources and training facilities of
vocational training in Lang Son is now difficult to make the best use for these
opportunities is coming, even at risk to overcome difficult challenges in
organizing training which highlights two issues that's what training to suit
market needs and the development of teaching staff to meet the open fields.
Through the process of making the management of a vocational
training school was first established in the province of Lang Son and learning
process in training Masters in Management Information National University
and the University of Shu-Te myself for research on issues
Restructuring processes in human resources management of vocational
schools in the province of Lang Son to do scientific research with a desire to
contribute to the research results applied in the management of my school
and of training facilities in the province of Lang Son.
I. NATURAL FEATURES
Geographical location of Lang Son is particularly important forsocial -
economic development.
Lang Son is a mountainous province in northern Vietnam gateway
linking China and ASEAN countries as well as international, with 11
districts, 226 communes, wards and towns with a total area of 832,378 ha of
natural, population of 732,515 people, Lang Son province is inhabited by
many ethnic groups, which accounted for 42.95% ethnic Nung, Tay ethnic
group accounted for 35.88%, accounting for 16.52% of Kinh, Dao ethnic 3 ,
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47%, the rest are ethnic American, Hmong, San vegetarian ... very small
proportion living intermingled with other ethnic communities.
Lang Son is particularly important position in economic development,
located along the economic corridor Nanjing (China) - Lang Son - Hanoi -
Hai Phong, over 220 km border with the Republic National People's Republic
of China. Construction project the economy to Dong Dang - Lang Son is
being done here quickly, striving to Lang Son province in 2020 became the
center of industry, commerce and services, connectivity, trade between
Vietnam with China and other countries around the world.
Lang Son is a node of the economic exchanges with the western
provinces of Cao Bang, Thai Nguyen, Bac Can, with the eastern province of
Quang Ninh province, south of the Bac Giang, Bac Ninh, Hanoi capital and
to northern China. Lang Son in the future will be a pole of economic
quadrangle northern region of Vietnam: Lang Son - Hanoi - Hai Phong -
Quang Ninh.
Agriculture, forestry
Industrial
Service
Status
stage 2006-2010
5
Total
1. Ảgiculture, forestry, fisheris, equaculture
2.Ínstuction and building
3. Service
1%2%
19% 24% Urban
1. Algriculture, foretry, fisheries, equaculture
2. .Ínstuction and building
3. Service
20%
20% Rural
3%1%
1% 4% 4% 1% 1. Ảgiculture, forestry, fisheris, equaculture
2. Ínstuction and building
3. Service
Employment structure
Lang Son in recent years there are major changes in the labor force in
general and skilled labor in particular. Increasing the number of employees
and labor quality is gradually improving. Economic development create more
new jobs and income of workers have been increasingly improved. However,
compared to national status and quality of labor of Lang Son is still
inadequate: Percentage of trained labor to 35% by the end of 2010, the
percentage of trained workers reached 25%, the labor force is bigger
untrained (65%); big difference in quality of labor between urban and rural
areas, shortages of labor is greater technical expertise in the areas of high-
level requirements for new technology (mechatronics, welding, high-tech
food processing and industrial plant) of the provincial labor force
concentrated in rural areas, economic life difficult, mostly ethnic minorities.
I chose this topic because: Lang Son province has planned a network of
training facilities in the 2011-2020 period that the training facilities of Lang
Son is the initiative to organize vocational training but
There is no research that addressed the issue of the school should organize
training how
Human resources is very important teachers in the study of the
vocational training institutions.
Was the first principal of a vocational training institution's largest
province, from the practice of the organization, runs a vocational training
institution in the province I noticed, vocational training institutions to survive
and developing the institutions that must be attached to the training needs of
the society must also be teachers meet the needs of trainees. On the basis of
interpretation problems between theory and practice of "Restructuring
processes in human resources management of vocational schools in the
province of Lang Son," I want the results of the thesis will help facilities
training of the province is in the process of construction and development can
adjust the plan to build training and team building through which teachers
make the sustainable development of the unit.
Overall objectives:
Specific objectives:
Research steps:
Questionnaire design
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- Based on how to restructure the model?
- Results of the impact of restructuring of training institutions
- Proposal for general training institutions
Chapter I: Introduction
Chapter V: Conclusions
Mô hình nghiên cứu
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Chapter 2 Literature Review
Since 1945, after Viet Nam is independent, Government has started to pay attention to
“From the late 1970s to the early 1980s, a movement occurred while corporations’
acknowledged that employees are not only just parts plugged into positions, but they are
important assets. It also marked an emerging recognition that organizations should change
or stop the historical practice of considering employees as costs, rather than as vital
The term “Human resources” is defined as the available talents and energies of people
mission, vision, strategy, and goals of the organization. They can make the best use of all
types of resources within the organization. “Finance and technology can bring advantage
but are no longer capable of sustaining this advantage”. “If the human resources are well
functioning, employee productivity rises and customer service improves. The employee
productivity rise but with lower cost, meanwhile, the customer service improves which
raise the perceived value. Thus, human resources could enable the company to create more
value” (Hill and Jones, 2004). “This is the result why it is vital to manage and develop
recruitment, management, and providing direction for the employee. Human Resource
Management could absolutely also be performed by line managers by dealing with issues
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“HRM can be defined as the effective selection and utilization of employees to achieve the
goals and strategies of the organization, and also the goals and needs of employees”.
In recent years, the work on the relationships between human resource management
and organizational performance has been added as supplement by researches, which show
that human resource management is also positively linked to the motivation and well
being of employees. Add the source of the citation also show that the development of
positive psychological contracts between employees and managers are strongly affected
by the employees’ approval of the human resource management practices and the use of
human resource management. Form exploiting workers, the use of HRM creates high
levels of job satisfaction and motivation amongst workers. In addition, HRM also helps to
explain the mechanism for the positive relationship between human resource management
Four key areas of HRM are required, including: recruiting competencies, retaining
ability. Retaining competencies use training and development mechanism to upgrade skills
and retain capable employees while adopting new job design to divide core employees
into poor performers and contingent workers in order to retain core HR competencies.
advantage for organizations. Importance of managing human resources has been confirm
technological changes, intellectual capital and the never-ending changes that organizations
the strategic competition. As stated by Dowling and Schuler, strategic competition can be
divided into three categories: strategy to strengthen the quality, cost reduction strategies,
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- For the active - For the active - For less participation by
participation of workers participation of workers workers
- Analyze career shoal - Analyze career shoal - Analyze career depth
- Mobilizing external - Mobilizing the resources - The use of resources
resources outside within
- Many opportunities for - Less opportunity to - Less opportunity to
career development develop career develop career
- Apply the criteria of the - Apply the criteria on the - Apply the criteria of the
process and results results process and results
- Apply the long-term - Apply the criteria short - Apply the criteria short
criteria term is mainly Apply criteria used is the
- Apply the criteria of the - Apply the criteria of the individual
object in the same group object in the same group - Limitations apply the
- Apply a policy of - Apply the criteria policy of insurance laos
insurance laws employed - Less preferential policies
- Apply various preferential - Apply some preferential - Salary levels by
policies policies - Training less
- Wages averaged - Wages averaged - Construction of the
- Training more Building - Training more relationship managers
relationships between - Building relationships - The traditional labor
managers and employees between managers and
employees
The relationship between Information technology and HRM is that Technology can
help employees to gain completely control over their training and benefits enrolments;
Technology can help to give birth to a paperless employment office; Technology can
streamline the HR department’s work; and technology can provide knowledge for decision
support, etc (Cieri et al., 2005). In an organization Human resources are the most valuable
asset, and Human Resources (HR) department can administer these resources through
Human Resources System. In short, Human Resources System is designed so that all HR
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Generally, a HRS contains many Software applications such as, HR planning
system, called Human resource information system (HRIS), to support human resource
activities. “The key reasons for developing such a system are to follow the trend of the
processing systems gradually varied into standardized routines and packages of enterprise
resource planning (ERP) system. Generally, an ERP system integrates information about
However, a modern HRIS is different from older systems that were designed only for
the HR function, and, more importantly, can further integrate the information with other
data for decision-making (Michael Bedell, 2008). An HR system can select employees
through raising vacancy advertisements, calling for resumes, and facilitating interviews to
hire employees with good qualification. It also can identify training needs and schedule
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modules. The use of a single database is the hallmark of a successful HR system
recruiting, retention, and cost control of benefits, some issues are described as follows:
(1) difficulty of recruiting talented sales staff under high turnover of salespersons; (2)
difficulty of querying from HR files to identify good candidates for job openings in the
firm; (3) the need for having more administrative staff to maintain and update employee
and job salary history data while the paperwork supporting for HR function seems grow
day by day; (4) the need for better data on the most relevant compensation packages for
certain hard-to-find job description; (5) the need for better information system to assess
the costs and benefits of products, early retirement plan or educational program
reimbursements. These problems may affect the quality of the HR function. Most of these
result largely from lacking access to information about employees, skill sets, job
descriptions, turnover data, retention data, and benefits plan, from which managers can
make queries and generate reports for external agencies (Ashbaugh & Rowen, 2002).
decision-making by offering query and reporting tools (Ashbaugh and Rowen, 2002).
HRIS can simplify processes such as performance appraisal. The software tracks core-
competencies and provides tips on which employees need improving or coaching. It can
also alert a supervisor to orient a department, which may need training or management
places can work cooperatively and consistently across operations (Lori Bussler & Elaine
Davis, 2002).
In fact, a HRIS has different capabilities which are packaged in databases for selling.
A company can pick carefully required capabilities to implement or buy for its own HRIS.
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Summarize the table below.
guidelines. occasionally
accounting systems.
organization.
From the study of Sandeep Krishnan & Manjari Singh, the concept from Miles and
Snow (1984) implied that a strategic HRM is viewed as a HRMS that can help for the
cited in existing studies includes improving accuracy, enabling timely and quick access to
information, and saving costs (Lederer, 1984; Tetz, 1973; Wille and Hammond, 1981).
administrative and strategic advantages by using HRMS. Similarly, Beckers and Bsat
(2002) indicated, more than five reasons why companies should apply HRMS. These
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