The goals need to be achieved in a strategy to improve the human resource

- Determining the size: Establishment of Executive board to control and increase human resources for each department.

- Recruitment

• The process must be public, democratic and fair.

• Recruitment must be based on job requirements, professional standards of the vacancies.

• Those who will work in EVN Chon Thanh must be approved by Council Recruitment and pass the testing.

• Recruitment in EVN Chon Thanh must comply with the recruitment process.

- Training

• Training new staffs: It has to meet additional requirements for the shortages, ensure the three month training and trial period.

• Training staffs: Providing staffs with training for the suitable skills for each department in Chon Thanh Power Company 4 hours/week; training courses run at least 14 days/year.

Training to improve the credit management operation ensures the 100%

participation of staffs, ensuring 4 days/year.

Advanced training for qualifications and management skills is provided to those who are going to promote their positions, ensuring at least 10 days/year.

• Training team of managers: The Company organizes training courses to improve professional qualifications and business administration. At least, each staff must be trained for 30 days/year (divided into two or three parts, depending on the course). Therefore, it will have strong teams that can manage well their department.

- Assessment

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Chon Thanh Power Company must rebuild the process of the personnel assessment that has full standards. From these results, they will be ranked as A, B, C and personnel are classified.

- Salary policy

Salary policy is built through criteria of production and business activities, aiming at linking Chon Thanh Power Company to staffs as follows:

• Considering indicators on sales and business efficiency

• Considering business salary for General Planning Department based on revenue of the new customers

- Reward policy

• Types of rewards: rewards of every quarter/year/titles (Progressive Laborer, Emulation Fighter).

• Criteria for rewards: based on the positions and length of service, the results of the personnel assessment of A, B, C monthly.

4.5 SOME GENERAL SOLUTIONS TO IMPROVE EFFECT OF HUMAN RESOURCES

4.5.1. Completing the planning of human resources

Human resources is the top factor and takes an important role in the development of the Company. However, having many staffs does not mean that the Company is effectively operating. If a Company is overstaffed, it leads to the waste of human resources and the increase in the labor cost for the Company. The number of laborers in the Company has to be appropriate with the quantity of work, the scale of the Company and particular features of each Company. Therefore, human resource planning is necessary to be implemented.

Human resource planning assures to save labor cost and avoid the waste of human resources while works are ensured to be implemented effectively. Every year, power industry should have specific plans and targets to do human resource planning in the Company.

The Company should implement immediately and thoroughly by reducing the non-qualified employees and labors that do not bring the economic benefit to the hotel.

Reducing these labors would relieve the management mechanism and reduce the labor cost for the hotel.

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4.5.2. Completing the selection of human resource

Human resource selection is the first step which is very important to its management progress. If this step is implemented carefully, it would probably bring qualified human resources to the Company. If the manager makes arbitrary choice, the quality of personnel will be not good and it is not compatible with the job. Then it would influence the quality of service of the hotel. Recruitment is to find the most appropriate persons, ensure works to be one with the corresponding number of staffs; thereby, reducing the wage costs, and saving the time and training cost.

The Electric Power is a State-owned company which has staffs who mainly are relatives of employees working in that sector. Currently, human resources in the Company are still under the surplus situation that affects its effect. Surplus staff does not mean that the Company does not have the request for recruitment. The solution for the Company is to downsize non-qualified and irresponsible employees, while running the recruitment to find appropriate people. On the one hand, it is to rejuvenate human resources; on the other hand, it is to increase the business efficiency of the Company. The Company should ensure the fairness and avoid the cases of personal relationships which may affect the quality of the recruitment.

The Company should present a requirement system for staffs of each different sector to have proper orientations for the selection.

As any other business companies, if the Electric Power desires to complete the recruitment, the manager should implement tasks with following steps:

Initial welcome and preliminary interview: is the first step of the recruitment to build the relationship between candidates and recruiting officer. Through this step, the Electric Power would have preliminary assessments on candidates as well as their ability for the position.

Screening through CVs: by this step, recruiting officers may eliminate unqualified curriculum vitae and make the interview more efficient, saving the cost and avoid wasting time.

Human resource test is to bring objective results of psychological characteristics of people such as innate abilities, interests and personality of individual candidates.

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Interview: directly interview candidates to discover their ability, creativity and acumen as well as provide them with information about the company and build the relationship.

Health check: Check health for candidates to know whether they can meet the pressure requirements of work.

Direct interview: is an interacting process between direct employers and candidates to know whether candidates are consistent with job characteristics.

Verification of obtained information during the selection: this verification is a step to help the recruiting officer make the final decision, check previous working places and place issuing documents and certifications.

Work observation: After candidate passed the verification, they should have a work observation to make the final decision on acceptance of the job because employees always expect job satisfaction.

Recruitment: After checking the qualification of the candidates and the work observation is finished, the hotel will officially receive new staffs and arrange specific works in accordance with the ability of each staff.

4.5.3. Completing human resource arrangement

Human resources arrangement is very important and significant. Arranging human resources for the right job in the right time with the right task would increase the effect of human resources.

Arranging human resources should ensure the sufficient number of labors in the hotel all the time as well as the service quality and saving the labor.

To get the effect in work and avoid regrettable mistakes, it is necessary to arrange experienced staffs to work with non-experienced ones; the experienced ones will be coaching to provide the others with training.

This arrangement should be closely organized and take advantage of useful working time as well as ensure the breaking time for labors. Therefore, works are not only implemented effectively, but health of workers also has been guaranteed.

4.5.4. Completing to the activities to motivate the labors

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As we know it, human resources have an important role in the business operation of enterprises in general and electric power ones in particular. To improve the effect of human resources, the Company should have activities and policies to motivate laborers because when laborers are cared and have motivation, they will work harder. They feel respected, and find work interesting; thus, the productivity is increased.

It should motivate employees in both material and spiritual life.

In terms of material aspect, it pays salary on time in accordance with the capacity.

In addition, it should have bonuses for labors performing well at work. However, in fact, the bonus of labors in the Electric Power is still pretty low. This does not bring the enthusiastic psychology that affects business efficiency of the Company. To motivate laborers, the Company should build a rational salary scale because the motivation of any employees is income.

It thoroughly applies measures of savings in the business such as downsizing of non-qualified employees and focusing on the wage fund for staffs who work effectively.

At the same time, it implements appropriate business strategies to improve the business efficiency and the income of the hotel to raise the income for employees as well.

In terms of spiritual life, aside from satisfying the material life of employees, the Company should also care about their spirit. Nowadays, general demand of people is increasingly higher and more diversified. The Company needs to know about it to bring the satisfaction to its employees, because there is a saying that ‘You scratch my back and I will scratch yours’. If the hotel truly cares and encourages its employees, they will work with the loyal attitude and the labor productivity will be improved.

To care and to motivate employees in terms of spirit, the Company can sometimes organize a tour trip or a camping for employees. It not only improves the union but also creates the inspiration to work. Employees, who have high achievement in works or have many contributed ideas, should have the rewards in front of Management Board and the whole team to be motivated to keep working well. In addition, it actuates other workers.

It creates the community atmosphere in the Company and reduces the individuality of everyone. The service process in the Company is an integrated one, if a certain stage is condemned; there will not have the whole perceived value of customers. Thus, creating the working atmosphere and making employees work together harmoniously are to make the reputation of the service quality for the Company.

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4.5.5. Completing the assessment on job performance

The assessment on job performance is the premise for salary and bonus payment for the laborers. In the other hand, it is also a factor affecting the human resources planning.

For an objective assessment, the Electric Power should apply a method in which head of each department shall supervise and assess the laborers, employees assesses each other and a customer survey to assess fully job performance capacity of each staffs.

The Company should publish the standard point scale for the assessment;

employees should be informed about the standard. For each standard scale, there should have encouraging policies or strict sanctions to improve the discipline in the Company.

The Company should do the customer survey to know the assessment of customers on the service quality as well as the professional qualification of staffs.

The Company should build the discipline in the Company to ensure the fairness and the methodical works for each staff. In the industrial era, people are not permitted to work arbitrarily, but must follow the regulation of the Company.

The Company should create the point scale correctly and truly assess the capacity of employees, while giving the reward is also a method to improve the motivation for laborers.

4.5.6. Completing tasks of human resource training and development

To use human resources effectively, the Company not only has to maintain that human resources, but also makes them develop in terms of quality with the appropriate quantity.

Human resource training and development is an issue concerned by most of enterprises and the Company. In the recent high competitive economic environment, the capacity of the employees needs to be good enough to meet the requirements in increasingly complicated work, and the higher demand of customers as well.

Realizing the necessity of the training and development of human resources, the Electric Power also gives a specific strategic direction to enhance the quality of human resources.

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The training and development of human resources of the Electric Power need to be implemented comprehensively. Staffs are trained for professional skills and foreign language skills, qualifications as well as communication skills and problem solving skills.

To implement the training, the Company should organize classes of professional skills and foreign languages skill for staffs. Additionally, to complete the quality of staffs of the hotel, it needs to facilitate the interaction and understanding of the staffs about social culture and the art in communication.

The training and development of human resources need to be implemented regularly; if not, it will become outdated, and staffs do not make customers satisfy and the business of the Company will be inefficient.

4.6 EXPERIENCES FOR CHON THANH POWER COMPANY