BUILDING STRATEGY OF HUMAN RESOURCE DEVELOPMENT OF AN

- To develop human resources is to implement functions and management tools well to have a team of staff and employees of an enterprise suitable to quantity and high quality, their works will continuously improve business activities of an organization and become the foundation as well as basic motivation for sustainable development of such organization.

- To develop human resources is to create sustainable development for performance of each member and general efficiency of an enterprise as well, which is closely attached to the increase in quality, quantity and quality of life of human resource. It helps to bring high efficiency to an enterprise such as profit increase, quick capital turnover, market dominance…

- Development principles

Each person has their own value and ability to raise their opinions in technical development. However, in order to make everyone to exploit their creativity fully, then we need the harmonious combination between enterprise targets and employees profit. Therefore, principles of human resource development in an enterprise can include:

• Economic – social development is for humans and by humans, so every policy and plan of an enterprise must treat humans as highest target. In addition, human resource development is central matter. It means that human resource must be admitted as capital and the most important property of each kinds and each scales of enterprises. It is needed to expand and create chances for everyone, so we need fair regulations to encourage creativity of employees.

• Human development is the development to become the subject of all developments, so firstly we have to invest to develop humans, and then create favorable conditions for them to work.

• Developing human resource must follow sustainable principles; this is the target of development, meaning we cannot follow current needs and interests and

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create the shortage or loss of resources as well as development chances of next generations. This must be a regular and long-term development about physics, spirit, intellect and human personality that aim at developing the most basic power under potency to enrich and improve quality life of each person much more.

- Objectives and contents of human resource development in an enterprise

Fully utilizing human resource is the aim of human resource development.

Human resource development is the initial step to implement functions, missions voluntarily and acquire more understandings about works, creating close willingness to cooperate between individuals, and sectors in an enterprise. The development includes below missions:

• To develop a career plan and development plan suitable to each period and potency of enterprise, which are arranged by priority

• To research on human resource, analyses and evaluate needs of human resource, structure, qualifications for each job and sector

• To formulate and deploy human resource development plan for anenterprise

• To inform internally between management sectors and employees Contents of human resource development in an enterprise include:

- Training, re-training and cultivation

Training is the study process with the aims to make employees to work more effectively. This is the process to equip them with certain knowledge about professional qualifications. Training is divided as:

• New training: is for persons who do not have vocational degrees or new employees

• Retraining: is for persons who do not have proper vocational job anymore

• Advanced training: helps employees to take complicated works - Promotion and advancement

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Objectives of promotion:

• To award ability, ethnics of employees and increase their responsibility towards works as well

• To retain employees who have good qualifications, talents and encourage them to serve to the best

• To strengthen loyalty of employees towards enterprises

• To appreciate labor qualifications and reduce the fluctuation of labors

• To foster and develop employee source to assign employees to higher positions The basic of promotion: At present, the promotion depends on achievement and potency more than working years. Achievements and potency are factors, which are principal to determine the promotion. Achievements related to personal labor efficiency are at current employee position. Potency includes active potency (the capacity related to the performance when that person is assigned at current position accompanied with responsibility and rights), passive potency (qualifications, political attitude, personal prestige, relationships).

- Transfer

• Transfer is often applied to officers who hold one position and they are assigned to new place with the same position, aiming at exploiting their creativity fully.

Sometimes, the transfer is processed when a person who is working in an organization for a long time has signs of job stagnation or faction.

• For enterprises, the development of human resources is to prepare and balance lacked positions or vacancy. This work requires implementing regularly with the purposes to make an enterprise work effectively and employees have preparation to undertake new responsibilities due to the changes of laws, target, structure, techniques, and technology. More importantly, human resources development also helps to create new capacity for employees.

(Source: PHD. Chiachi Tsan, Study materials of Strategic management, Jack Stack

& Bo Burlingham .2010. Bet on employees, money comes to your hand – Phuong 27

Lan – translator, Publishing House of the National Economics University, Le Anh Cuong, Nguyen Thi Le Huyen, Nguyen Thi Mai (2005), Measures and skills in human resource management, Labor and Social Publishing House, Hanoi, Do Van Phuc (2004), Human resource management of corporations, Science and Techniques Publishing House, Hanoi and Nguyen Huu Than (2008), Human resource management, Reprint the ninth time, Labor and Social Publishing House)

- Employee evaluation

• Evaluating work completion is defined by an official system to check and evaluate the process completion of an individual periodically.

• Evaluating work completion is an important and necessary thing because it is the foundation to reward, encourage or discipline one employee in an enterprise.

Simultaneously, the evaluation of work completion helps management officers to pay salary fairly.

• The process to evaluate work completion:

(1) Identifying work plan during the evaluation period (2) Considering work done in the evaluation period (3) Evaluating work completion in the period (4) Discussing evaluation results to employees

(Source: Prof. Nguyen Huu Than (2008), Human resource management, Reprint the ninth time, Labor and Social Publishing House)

• Salary policy

In order to boost employees to work more effectively, an enterprise must build salary policy closely attached to business activities.

• Reward policy

In order to boost employees to work more effectively, an enterprise must build reward policy, which is closely attached to the evaluation process of human resources periodically.

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(Source: PHD. Chiachi Tsan, Study materials of Strategic management, Jack Stack

& Bo Burlingham .2010. Bet on employees, money comes to your hand – Phuong Lan – translator, Publishing House of the National Economics University, Le Anh Cuong, Nguyen Thi Le Huyen, Nguyen Thi Mai (2005), Measures and skills in human resource management, Labor and Social Publishing House, Hanoi, Do Van Phuc (2004), Human resource management of corporations, Science and Techniques Publishing House, Hanoi and Nguyen Huu Than (2008), Human resource management, Reprint the ninth time, Labor and Social Publishing House)

In brief, developing human resource in each enterprise is an inevitable and objective trend in the process of economic development. Therefore, if an enterprise wants to expand its business, then it must develop its own human resources.