Final Course Internship Report Major International Business Economics.docx

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FOREIGN TRADE UNIVERSITY
HO CHI MINH CITY CAMPUS
FINAL COURSE INTERNSHIP REPORT
Major: International Business Economics
ASSESSMENT OF HUMAN RESOURCE
MOTIVATION AT TECHNICAL RESOURCES
AND ENVIRONMENT CO., LTD
Internee:
Student ID:
Class:
Supervisor:

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................1
1. Rationale ..................................................................................................................1
2. Research objectives..................................................................................................1
3. Object of the study ...................................................................................................1
4. Research methods and data sources.........................................................................1
5. The structure of the report........................................................................................1
CHAPTER 1: OVERVIEW OF NATURAL RESOURCES AND
ENVIRONMENTAL CO., LTD .....................................................................................3
1.1.Background information of Natural Resources & Environment Technology
Company Limited.........................................................................................................3
1.1.1.General information.........................................................................................3
1.1.2 History of formation and development............................................................3
1.1.3.Business areas..................................................................................................4
1.2. The organizational structure of the organization and its facilities and business
network.........................................................................................................................4
1.2.1. Organizational structure..................................................................................4
1.2.2. Human resource..............................................................................................5
1.3. Company performance results from 2018 to 2019 ...............................................7
1.4. The importance of motivation at a company ........................................................8
1.4.1 For employees..................................................................................................9
1.4.2 For the company ..............................................................................................9
1.5. Summary of internship period.............................................................................10
CHAPTER 2: ANALYSIS OF MOTIVATION ACTIVITIES FOR EMPLOYEES AT
NATURAL RESOURCES AND ENVIRONMENT TECHNOLOGY CO., LTD......12
2.1. Human Resources Motivation Resources at Technical Resources and
Environment Co., LTD ..............................................................................................12
2.1.1 External motivation .......................................................................................12
2.1.2. Internal motivation........................................................................................16
2.2. General assessment .............................................................................................23
2.2.1. Strength.........................................................................................................23

2.2.2. Drawbacks ....................................................................................................23
CHAPTER 3: DEVELOPMENT ORIENTATION AND SOME SOLUTIONS FOR
MOTIVATING EMPLOYEES AT NATURAL RESOURCES AND
ENVIRONMENT TECHNOLOGY CO., LTD............................................................25
3.1. Development orientation.....................................................................................25
3.2. Some suggestions to improve the company's human resource motivation.........25
3.2.1. Complete wages and allowances policies.....................................................25
3.2.2. Individual incentive measures ......................................................................26
3.2.3. Collective encouragement ............................................................................26
3.2.4. Building a new rewarding establishment, increasing the frequency of
rewards, diversifying forms of reward and reprimand ...........................................28
3.2.5. Increase benefits and services.......................................................................28
3.2.6. Create opportunities for advancement and career development...................29
CONCLUSION .............................................................................................................30
REFERENCES..............................................................................................................31

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INTRODUCTION
1. Rationale
The issue of motivating workers is getting more and more attention in state-
owned enterprises today. Organization is a group of workers in which they work
and dedicate for the common purpose of making the organization more developed
and have a position in the market. On the contrary, employees receive both finacial
and spiritual rewards from the organization. So, motivation is an investment activity
that is mutually beneficial.
In fact, the motivation for Natural Resources & Environment Technology
Company Limited has been implemented, but has not achieved the desired results
and has not stimulated employees to work hard for them. The organization’s
productivity is still at an average level. With the above problems, after the
internship at the company, I decided to choose the topic: "Creating labor motivation
for employees at Natural Resources & Environment Technology Co., Ltd." makes
your graduation internship report.
2. Research objectives
Analyze and assess the status of employee motivation activities at Natural
Resources and Environment Technology Co., Ltd.
Propose a number of motivating recommendations for employees at the
Company.
3. Object of the study
The object of the study is employee motivation activities, both physically
and mentally.
4. Research methods and data sources
The research uses a number of research methods such as dialectical
materialism, historical materialism, analysis method, synthesis method, comparison
method and evaluation method.
5. The structure of the report
Chapter 1: Overview of Natural Resources and Environmental Technology
Co., Ltd.

2
Chapter 2: Analysis of motivation activities for employees at Natural
Resources and Environment Technology Co., Ltd.
Chapter 3: Development orientation and some solutions for motivating
employees at Natural Resources and Environment Technology Co., Ltd.

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CHAPTER 1: OVERVIEW OF NATURAL RESOURCES
AND ENVIRONMENTAL CO., LTD
1.1.Background information of Natural Resources & Environment Technology
Company Limited
1.1.1.General information
Natural Resources & Environment Technology Company Limited
236 Phong Dinh Cang - Hung Dung Ward - Vinh City
Phone: 0386 250 236 - Fax: 0383 592 198
Email: kttnmt@gmail.com
1.1.2 History of formation and development
Established on 07/07/2005, Natural Resources & Environment Technology
Company Limited has been starting the first steps on the path of building a young,
dynamic company, on environmental consultancy, mine consultancy, blasting
service; topographic and cadastral measurement service ; land planning, maps
extraction...
On June 25, 2014, the Minister of Natural Resources and Environment
signed Decision No. 1236 / QD-BTNMT recognizing the Company as an eligible
unit for environmental monitoring service, code number VICERT004, as the fourth
unit of the whole country. It was also the first private unit of Nghe An and the North
Central Region achieved this certificate.
On 12/8/2014, Nghe An Provincial People's Committee issued Decision No.
3808 / QD-UBND adding that the Company was a judicial appraisal unit in the area,
with the field of judicial expertise, environmental monitoring and Environmental
analysis. Moreover, the company has had sufficient facilities to perform the task of
deep expertise in the field of resources and the environment.
Over nearly 10 years of construction and growth, the company with dynamic,
creative and enthusiastic staffs trained in a professional working environment with a
strong will has renovated the organization of management and investment in
technological equipment, maintaining and developing human resources,
diversifying trades, raising product quality, ensuring stable life for laborers,

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attaching importance to benefits t of customers and partners, perform healthy
competition and develop sustainably.
The company has confidently provided customers with the best service. They
always listen and understand to serve customers with the most enthusiastic and
thoughtful manner.
1.1.3.Business areas
Service of measuring and drawing topographic, topographical, cadastral and
geological maps; land planning; map extract; Drilling search and exploitation of
water resources; Consultancy of making reports on discharge into water sources;
Consulting on construction and technology transfer of water supply and drainage
system, water treatment, waste water, solid waste and exhaust gas; Consultancy for
making reports on environmental impact assessment, commitment, environmental
protection project, environmental rehabilitation and improvement project; Observe
sampling and analysis of water and gas; Analysis services for chemical, physical
and chemical testing, microbiology of natural resources, environment and food;
Design planning and architecture of construction works; Consulting exploration of
minerals, design of open-cast mining projects; Construction of railways and road
projects;. Installation of electrical systems;
Purchase and sale, repair of machinery, equipment and supplies surveying,
surveying; trading construction materials, electrical appliances, technical equipment
for environmental treatment. Freight transport by road; Construction of houses of all
kinds;. Exploiting stone, sand, gravel and clay (Mining, trading, processing forest
products, minerals) ;. Construction of civil engineering works (Transportation,
irrigation, water supply and drainage); Measuring shocks and blasts of air; Drainage
and waste water treatment.
1.2. The organizational structure of the organization and its facilities and
business network
1.2.1. Organizational structure
People are the biggest resources and assets of the Company. Therefore, the
company always pays attention to building a team of professional managers and
employees to make the company grow stronger and stronger.

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Director: is the head of all operations of Sao Nam Viet Co., Ltd., directly
directs Deputy General Director and Chief Accountant at work, signs economic
contracts ... Director is the legal representative of the company and is responsible
for all the problems in the company.
Deputy Director: is the person who assists Director. The Deputy Director is
on behalf of the General Director when he is away or authorized by the General
Director to deal with and manage the internal affairs.
Technical Director: runs the technical department of the company and is
responsible to technical task in the company.
Sales Director: organizes and promotes sales activities with high operational
efficiency; Reports and be responsible to the Deputy Director for the business
situation of the company.
HR Director: Be responsible for personnel management in the company
including recruiting new employees, assigning tasks, assessing employees, etc.
HR Dep.
Resource
Dep.
Environmental
Dep.
Villas 499
Dep.
Director
Deputy Director
Geodetic
Dep.
Construction
Dep.

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The chief accountant: Organizes and manages the operation of the
accounting apparatus in the company; to be responsible for matters relating to the
operation of the accounting department in the company.
Accounting Department: is the place to prepare vouchers, record data into
accounting books, report business results and declare tax before law offices, where
receive public invoices and vouchers before submitting to the Board of Directors;
keep important documents and books in the company. From there, organize and
perform the accounting work to provide economic and financial information to the
General Director, the tax office and the financial agency; accounting of the
company's production and business activities strictly according to the State
accounting law.
Sales Department: Building plan of using capital, salary, marketing and
accounting combined, management of economic contracts, goods management,
Where to find customers
Technical Department: Checking and maintaining machines and equipment
for production, where the works are designed and directly constructed.
1.2.2. Human resource
Table 1.1. Labor structure of the company by age
Unit: People
Criteria
Year 2017 Year 2018 Year 2019
Amount % Amount % Amount %
Total 78 100 95 100 117 100
Age
<30 47 60.26 67 70.5 87 74.4
30 - 45 22 28.2 21 22.1 20 17.1
>45 9 11.54 7 7.4 8 6.85
Source: HR deparment
The table shows that the majority of the company's human resources are
young people, the majority of employees under the age of 30 years old, specifically:
in 2017, there were 47 people accounting for 60.26%, in 2018 was 67 people,
accounting for 70.5% and by 2019 are 87 people, accounting for 74.4%. They are
people with good health and enthusiasm so their ability to complete the job is high

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but it is easy to change the working environment. They don't stay with the company
for a long time or just work for a while and then move on to another company. This
affects the quality of the company's labor force and the company costs money, time
to recruit and train new employees.
Table 1.2. The size and structure of the company's labor according to the
nature of the job
Unit: People
Criteria
Year 2017 Year 2018 Year 2019
Amount % Amount Amount %
Total 78 100 95 100 117 100
Direct labor 58 75 73 77 92 79
Indirect labor 20 25 22 23 25 21
According to the above table, we see that the direct labor division of the
company accounts for a high number. Specifically, in 2017 the number of direct
employees was 58 people; accounting for 75%, by 2018 was 73 people, accounting
for 77%. By 2019, the number of male employees will be 92, accounting for 79%.
Due to the characteristics of the job, the number of direct employees is greater than
the indirect group.
1.3. Company performance results from 2018 to 2019
Table 3.1. Company performance results from 2017 to 2019.
(Unit: Billion VND)
Criteria
Year
2017
Year
2018
Year
2019
2019/2018 2018/2017
Change
in
revenue
%
change
Change
in
revenue
%
change
Total revenue 126 136 154 10 7,93 18 13,23
Total cost 109 116 129 7 6,4 13 11,2

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Profit 17 20 25 3 18 5 25
(Source: Sales deparment)
The revenue from sales and service provision of the Company is relatively
high. Specifically, the revenue in 2019 reached VND 154 billion, an increase of
VND 18 billion compared to the revenue achieved in 2018 (VND 136 billion),
corresponding to an increase of 13.23% compared to the same period in 2018, in
2018, the revenue also increased. 2017 10 billion, reaching 7.93%. Such annual
revenue growth is a good thing for the company, in 2018 and in 2019 the company
has expanded its branch in Tay Ninh province, the business situation at the new
branch has been operating but brought new High turnover for the company.
The total cost of the Company in 2019 was 129 billion VND, up 13 billion
VND compared to 2018, corresponding to an increase of 11.2%. The reason the
total cost increased in 2019 is because the Company actively increases the output
due to the signing of many large contracts with foreign countries, so the cost of raw
materials increases and the cost of investment in the site. Equipment and
depreciation of modern machinery also increased. In addition, the investment cost
for the new branch fixed assets accounted for a large cost for the company in 2018-
2019.
The Company's profit in 2019 is VND 25 billion, an increase of VND 5
billion compared to 2018 of VND 20 billion, corresponding to an increase of 25%.
The company's profits in 2019 have increased rapidly, showing that the company's
production scale is expanding, increasing production of core products not only in
quantity but also in quality. increasingly creating credibility not only domestic
customers but also overseas.
The situation of profit has also increased with revenue, although in the past 2
years the cost to expand its branch, the profit situation has increased steadily every
year, showing that the company is on a favorable development. The growing profits
bring the company profits, in business, to continue to maintain its market share in
the market, the company needs to improve business performance as well as employ
employees in the company. , in addition, it is necessary to analyze the needs of

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customers to be able to catch up with the market, respond promptly and timely to
the needs of modern customers.
1.4. The importance of motivation at a company
1.4.1 For employees
People always have needs that need to be satisfied both physically and
mentally. When workers feel their needs are met, they will create good psychology
to motivate employees to work harder. For individual workers who are not
motivated, it is difficult for labor activities to achieve its goals because then they
only finish the assigned work without creativity or try, they only see the work being
done as an obligation to perform under the labor contract only. Therefore, managers
need to create motivation to motivate creativity and performance of employees.
Workers are only active when they are relatively satisfied with their needs.
This is reflected in the benefits they enjoy. When workers feel that the benefits they
receive are not commensurate with what they spend, they feel that they are not
satisfied with their needs, it will cause a feeling of depressed work. Benefits are the
means to satisfy the needs, so the benefits that workers receive must be
commensurate with what they offer to create motivation for them to work.
Labor motivation also helps employees to improve themselves. When
gaining motivation in labor, employees have greater efforts to learn and summarize
their work experiences, improve their knowledge and skills to improve themselves.
1.4.2 For the company
Labor stimulation is about creating an inner impulse of a person to work, that
impulse is created based on some objective impact on consciousness. Therefore,
when stimulating any labor activity, one must pay attention to psychological factors
such as purpose of work, needs, and interests, motivation of each individual and a
range of other individual and collective specialties so that effective stimulation can
be formed. It is possible to stimulate physical labor, communication or by satisfying
other human needs that affect behavior, namely that it can guide and adjust
individual behaviors. Motivation to stimulate labor to work:
- Create a link between employees and the organization to retain good
employees, reduce the rate of resignation.

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- Increase the level of satisfaction, trust, commitment and dedication of the
employees in the business.
- Reduce time, costs of recruiting and training new employees.
- Increasing labor productivity and labor efficiency.
- As a platform to increase sales, improve profits.
1.5. Summary of internship period
During my internship at the company, I was assigned to work in the Human
Resources department as a staff member. My main job is supporting the recruitment
process. In addition, I also recorded employees' leave and days-off, perform
timekeeping for employees, take photos every week at the request of the Deputy
Head / Head of Department and receive faxes and transfer them to related
departments.
The following is the job process to support the recruitment:
Diagram 1.2. Assigned workflow
 Process description
Step 1: Receive and check the candidate's profile
At this stage, when it is time to receive the application file, I will work with
the staff in charge of receiving and checking the candidate's profile. Self-paced.
This is the first step in screening and removing unsuitable records. If there is a lack
of paperwork in the checklist, I will ask the candidate to submit additional
documents. If the candidate does not meet the profile it will be disqualified. In case
of valid documents, I will guide candidates to follow the next steps.
Step 2: Make a list of interviews, inform candidates
I will list qualified candidates. Then submit to HR Manager for review and
interview schedule. After the HR Manager arranges the interview time and
schedule, I will conduct an invitation (or phone, email) for the candidate, invite to
Step 1: Receiving,
checking and
screening candidates'
profiles
Step 2: Make a list of
interviews and inform
candidates
Step 3: Archive the
candidate's profile

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attend the interview.
Step 3: Archive the candidate's profile
The candidate's profile will consist of two cases: the candidate's profile has
been recruited and the profile has not met the requirements. I will arrange them in
separate areas for easy searching and tracking information later

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CHAPTER 2: ANALYSIS OF MOTIVATION ACTIVITIES
FOR EMPLOYEES AT NATURAL RESOURCES AND
ENVIRONMENT TECHNOLOGY CO., LTD.
2.1. Human Resources Motivation Resources at Technical Resources and
Environment Co., LTD
2.1.1 External motivation
2.1.1.1 Salary policy
Method of payment: Pay in cash 2 times a month
- Advance payment of salaries on the 15-17 of a month
- Pay salary on the 1st - 5th of a month.
All employees in the Company are entitled to a mid-shift meal. In case of
overtime, every 3 hours of overtime is entitled to a mid-shift meal.
Basic time wage: Calculated by salary, month or hour.
+ Monthly salary: Is the salary paid according to the working month of the
employee
+ Daily salary: Often used in the case of pay for employees in the meeting,
study, ....
Daily salary =
Monthly salary+ Allowance (if applicable)
22 days
+ Hourly wage: Calculated on the basis of the daily wage divided by the
number of hours according to the daily regime (8 hours)
- Overtime salary: is a single salary in combination with a guaranteed bonus
system with the regime of day, labor time ...
For those who work as security guards, business managers, etc., the salary is
calculated:
Salary for managers or
security guards
= Basic salary * Actual wage coefficient
+ Actual wage coefficient is determined based on job title based on the
nature of each job and the work capacity of each person.

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Actual wage
coefficient
=
Coefficient of
state regulations
+
Salary ratio of the
Company
- Employees and managers are paid monthly according to the labor contract.
- Workers are paid by shift (converted to working day: one shift = 8 hours).
+ For workers who work more than 12 months, they will be paid according
to the seniority rate plus allowances (if any).
+ For newly recruited workers, workers who are on probation, Laborers
under seasonal contracts, the Company will pay 183,000 VND / shift / 8 hours.
The salaries, social benefits and working conditions paid by the Company
must not be lower than that received by employees of the respective domestic
Companies concerned.
All employees in the Company are considered to increase their salary once a
year in March of the Gregorian calendar every year. The increase depends on the
production and business plan of each year. The board of directors will make a
decision but no more than 10% of the actual salary fund.
* Overtime workers are paid as follows:
- On weekdays: To be paid at least equal to 150% of the hourly wage of a
normal working day;
- On weekends or public holidays: To be paid at least equal to 200% of the
hourly wage of a normal working day.
If the employee is entitled to additional time off work, the Company must
pay the difference from the hourly wage of the normal working day. The overtime
working company will notify the employee in advance.

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Table 2.1. Average income of employees over the years 2018-2019
Unit: VND / person
Year
Average income
Direct Indirect
2018 5500000 6500000
2019 5800000 7000000
Comment: It can be seen that salary is the most important motivation for the
company. When getting a new job, perhaps one of the top concerns of employees is
salary, if wages can ensure the lives of workers, it is considered that the company
has succeeded in recruiting again.
2.1.1.2 Allowance and welfare
a) Allowance:
As flexible wages, additional wages are easy to adjust when there are
changes in wage factors or to consider unstable factors compared to normal working
and living conditions. Allowances are often added to the salary.
The company's current allowances include: seniority PC, overtime PC,
diligent PC, skilled PC, responsible PC, toxic PC, travel allowance, communication
allowance...
Laborers who have passed the probationary period will be given gifts by the
Company on the following days: Mid-Autumn Festival, Traditional Tet; In addition,
the Company organizes tourism and festivals on April 30 or National Day on
September 2.
b) Welfare
* Social insurance:
Social insurance (social insurance): is a comprehensive social security
regime organized by the state. Social insurance premiums are mainly used to pay to
the insured on:
- Sick, sickness allowance.
- Maternity allowance.

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- Labor accident allowance (after treatment, the employee is assessed and
ranked as an injury to receive benefits).
- Retirement benefits or lump-sum benefits when quitting
- Death allowance.
In the case of workers working on a long-term basis, the company will
deduct deductions at the prescribed rate:
* Mid-shift meals:
Employees in the company are sponsored by the company for mid-shift
meals at the company's cafeteria. Currently the company has a canteen for
administrative staff and workers. The dining area is fully equipped with facilities
such as: water filtration system, fan, dining table, clean hygiene, full service staff....
Meals are properly shifted to avoid overloading and in accordance with the rest time
of the company's staff and workers.
2.1.1.3 Bonus
a) Periodic rewards:
The amount of reward will depend on the performance of your business, and
the company's specific rules.
* Rewards on major holidays:
- New Year's Day 01/01 calendar year.
- Victory day 30/04 calendar.
- Commemoration Day of Hung Vuong King 10.3 in the lunar calendar.
- International Labor Day 01/05 calendar year.
- National Day September 2 solar calendar.
Comment: With the periodic bonus policy, it shows the interest of the
company to the lives of workers. But that policy only applies to indirect labor, not
widely applied to direct labor. So the company should try to deduct a part of the
reward fund for the direct labor department of the company. Besides, the company
should also add some other holidays such as:
- International Women's Day March 8
- Vietnamese Women's Day 20/10
- International Children's Day June 1

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b) Year-end bonuses:
The year-end bonus will be based on the contribution efficiency, working
time and the sense of observance of discipline by the employees for the company.
Year-end bonuses will be based on the business status of the company to
award but not less than 1 month's salary (13th month salary).
In case the Company makes a loss, the Board of Directors will discuss and
discuss with the Executive Board of the Trade Union to get an appropriate reward.
In addition, the Company will award the following cases: Propose methods
to improve production to bring about good effects, save raw materials to increase
labor productivity; Flexibly solve incidents, prevent reduction damages to the
Company; Proposing to improve the effective management method; Diligence,
diligence and hard work ... The company will have a specific reward.
The form of reward for all these departments makes employees happy and
they feel their contribution to the achievements of the whole Company.
The Company's bonuses have encouraged the employee's creative spirit,
created a harmonious working environment and cooperation among employees,
contributing to improving labor productivity and reducing expenses and improve
service quality.
2.1.2. Internal motivation
2.1.2.1 Promotion opportunities
The company strongly encourages the form of self-training. This is the form
where the Company's employees equip themselves with professional knowledge
and report to the Company. At this time, the Company can sponsor part or all of the
tuition for employees to attend the course. The advantage of this type of training is
that it is low cost, but not all employees can choose a course that suits the job
requirements. Besides, the Company is also difficult to control and evaluate the
qualifications of its employees.
The company always attaches great importance to competent individuals and
creates favorable conditions to help them advance and develop their careers. If there
is a vacancy in the management position, the Company will consider within its own
Company who is suitable, and give its employees the opportunity to demonstrate

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competency, before announcing external recruitment. This has a significant impact
on the spirit and efforts of all employees.
2.1.2.2 Working environment
The company has created the best possible working conditions for its
employees. Each employee is fully equipped with working tools; the work content
is clearly assigned.
Working space is cool, clean, tidy, always protected with security and
prevention of fire and explosion risks. This has partly impacted on employee
motivation, giving employees an optimal working condition and promoting their
ability at work.
Time to rest and work:
* Working time:
- Office hours: 1 working day 8 hours, lunch time 1 hour not included in
working hours.
- Working in shifts
+ Shift 1: From 7 pm - 3:30 pm: The 60-minute break is divided into 2
periods (45 minutes + 15 minutes) counted into working hours.
+ Shift 2: From 15:30 - 20:45. Take a 30-minute break between working
hours.
* Workers are entitled to a leave of absence and full pay for the following
holidays:
- New Year's Day: One Day (Day 1.1 of the Gregorian Calendar).
- Victory Day: One day (April 30).
- International Labor Day: One Day (Day 1.5 Calendar).
- Hung King's death anniversary: One day (October 10 of the lunar calendar).
- Independence Day: One day (2.9 solar days).
- Ethnic New Year's Day: Four days (Day 30,1,2,3 Am)
If the above holidays coincide with the weekly rest days, the employees will
be entitled to compensatory leave on the following day.
* Own paid days off.
- 3 days off for getting married.

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- 1 day off for marriage of employees’ children
- Parents (both husband and wife) die, the spouse dies, the child dies, takes 3
days off.
- Grandparents (paternal and maternal grandparents) take 3 days off.
* Annual leave:
Employees working at the Company for 12 months are entitled to annual
leave, each year of work is entitled to 12 days annual leave and full salary. For
heavy, hazardous and dangerous jobs, the annual leave is 14 days.
The number of annual leave days is increased according to working
seniority. Increasing 1 more day off for every 5 years
2.1.2.3 Collective atmosphere
In the Company, a habit is often built for employees, it is reflected in the
attitude of the superior to the subordinates, the conduct of employees and the safe
working environment. , there is competition on the basis of emulation and progress.
In order to achieve higher efficiency in production and business, the
Company needs to build an atmosphere of mutual trust which is formed by listening
to each other and contributing ideas to each other for mutual development:
Superiors must have a gentle attitude toward subordinates should not be too
principles or too rigid to make subordinates wary of superiors, and it will adversely
affect the work.
The employees in the Company must be very sociable, create an atmosphere
and a polite attitude in the manner of speaking, walking. Besides, they all have to
create trust as well as feel their contribution in the Company. This helps the
company to do business effectively and will boost the motivation of its employees.
Resources and Environment Technology Co., Ltd. has also built its own a
safe and healthy cultural atmosphere: The company has set its founding date to be a
traditional day, with its own costumes to create the sociable atmosphere when
working and creating a strong bond between employees. The company also
organizes cultural and artistic activities; encourages visits to employees when they
are sick and creates a gratitude fund in the Company.
2.1.2.4 Arranging and using human resources

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Workers who come to work in the Company must pass probationary period,
for normal employees, the probationary period is 30 days, for employees requiring
high technical expertise (University, professional secondary school). Probationary
period is 60 days.
The salary during the probationary period is equal to 70% of the salary grade
of that job.
During the probationary period, each party has the right to cancel the
probation agreement without prior notice and without compensation if the probation
does not meet the requirements agreed by the two parties.
When the probation is satisfactory, the Company will sign an official labor
contract with the employee.
The company always creates conditions to stabilize production and maintain
routine activities, ensuring sufficient employment and income for employees.
Every year, the Company clearly and clearly disseminates, detailing the
goals, business plans of the Company in general and of each Department in
particular to all employees. It also helps them to recognize their responsibilities, and
their rights at work.
The work is properly and fairly assigned to all employees. Most employees
work according to their specialty, the percentage of employees in accordance with
the high professional because right from the recruitment stage, the Company's
leadership has required the right career of the recruiting staff.
The company also has flexible work assignments and working hours for
maternity and newborns.
The Board of Directors has also given the autonomy and control of work to
employees and departments, encouraging teamwork, allowing greater flexibility in
how to conduct, inspect and coordinate the work. This has made employees more
active in their work, they found that the results of their work depended heavily on
their efforts, initiatives and decisions; and the job results are easy to see. From there
they will be more responsible in the work, more motivated to work.
2.1.2.5 Training and human resource development

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Resources and Environment Technology Co., Ltd always encourages and
creates favorable conditions for cadres and employees to strive to study in all
aspects: Politics, economics, professional techniques and foreign languages in order
to improve The level of management, exploitation and operation of equipment
throughout the network and business effectively. Thereby, the company step by step
forms a contingent of politically qualified managers with good technical and
professional qualifications, forming a leading team of experts in various fields and a
public team. Skilled workers have high discipline, technical skills, sufficient
capacity to operate and effectively exploit information equipment on the network.
At the Company, the training received deep attention from the Board of
Directors, with a room dedicated to training with modern equipment: courtesy
desks, laptops, personal computers, Projector. , soundproof air-conditioned room,
light system allows to adjust the light level; there is also a library of books for
students to reference. These are the most convenient physical conditions for the
most effective training.
The training is not only conducted in the country, but every year, the
Company has deducted a considerable amount of money for foreign training
activities to learn advanced techniques of countries in the field of transportation.
2.1.2.6 Welfare policy
a. Season-break policy
Every year, the Company will organize vacation tours for all employees and
their relatives for the purpose of:
- Take care of the spiritual life of employees, regenerate labor and improve
labor productivity.
- Create a motivation to promote relationships of exchange, learning, sharing
experiences, a playground for people to be closer to each other, creating better
working efficiency.
- Show the attention of the Board of Directors to all employees in the
Company.

21
Social insurance, health insurance, is a subsidy and support policy for
employees working for the company is indispensable in the labor salary regime, this
is a problem that the Board Company's leaders always pay attention to.
The situation of using other benefits such as: Regularly organizing the
company's employees to go on holidays and holidays during the year. Creating
solidarity and sharing among employees about work.
Improve the life and spirit for employees
Organizing annual health check for employees of the company
There are gifts for the holidays, New Year and anniversary.
The company establishes a fund to support employees who are sick, sick, etc.
Organize regular visits, pay attention to the spiritual life of all employees of
the company
Commend and encourage officials and employees to participate in the work,
union, party.
Table 2.2 Yearly tourism results
Criteria Year 2017 Year 2018
Place Vung Tau Nha Trang
Time 07/2017 08/2018
Transportation Bus Bus
Length 2 days 3 nights 3 days 4 nights
Number of
employees
Company’s employees and their
family (Free car ticket, room
charge)
Company’s employees and their
family (Free food charge, Free
50% car ticket, Free 50% room
charge)
Funds The company bears all cost The company bears all cost
b. Business fee policy
The Company regulates specific business fee policy for each employee level,
ensuring uniformity and fairness for the purpose of:
- Meet the full benefits for employees when traveling.

22
- Provide essential needs; support Employees to complete the assigned tasks
on a business trip.
- Make employees feel comfortable, concerned, supported by the Board of
Directors and the functional departments.
d. Health care policy
In addition to the two types of compulsory insurance (health insurance,
social insurance), the Company also pays 100% of hospital fees for workers who
unfortunately have a labor accident. Every year, the Company organizes a health
examination for 100% of production workers for the purpose of:
- Ensuring the health of employees is best taken care of.
- Make workers feel safe and cared for.
e. Other welfare policies
- Meal allowance between shifts, overtime meals, overtime allowances ...
- Allowances for milk sugar against heat in the summer months.
- Shuttle staff workers away from work, cars serving business trips away.
- Health Insurance, Social Insurance after being officially signed labor
contracts.
- Welfare regimes: Birthdays, funerals, weddings, sickness, traveling
allowances when returning home ...
- Equipping full labor protection equipment, in accordance with the
provisions of law.
- Safety - Health - Complete environment policy.
- Bonus 13 months salary.
- Gifts - bonuses - money to celebrate age on holidays and New Year.
- Promotion gifts for children at the end of the school year, on occasions of
International Children's Day, Full Moon Festival.
- Regime and policies based on seniority of the Work.
- Parties at the company on festivals

23
2.2. General assessment
2.2.1. Strength
Through analysis, it can be seen that the issue of human resource
management in the Company is focused. The organization of training at the
Company has been carried out quite well; there are specific provisions on standards,
subjects and the regimes and policies to encourage employees to study. The content
of training classes held at the unit is close to the actual work requirements of
employees, making a significant contribution to improving professional skills for
employees in the unit, while at the same time limiting a lot of training costs and the
impact of working time of workers.
In parallel with the payment forms of Natural Resources and Environment
Technology Co., Ltd., the Company's allowance regime has also met the basic
requirements of: Responsibility allowance, moving allowance, allowance Danger
level
2.2.2. Drawbacks
In the course of training, the Company does not have specific regulations on
prospects for employees after completing the training program. There has not been
any analysis of related issues such as operational analysis, staff, business and
training needs
- Not really creating motivation by future prospects for workers to actively
study.
- Short-term classes have only focused on a few areas, which have not met
the needs of additional knowledge for employees and are more of a
nature to deal with real-life situations rather than training to meet future
work. The issue of training and developing management skills to help
managers meet and get used to new working methods and improve
leadership skills includes: Practical skills, practical skills Next, analytical
skills and decision making ... have not been given enough attention.
Most of the indirect workers are officials in the department and management
departments. With such a salary scheme, it will be difficult to attract and retain
good staff. In order to attract and maintain good employees, paying high salaries is

24
not enough, but it must also show the fairness within the Company, creating a
comfortable and close working environment. When employees feel that businesses
pay them unfairly, they often feel uncomfortable, inhibited and depressed, even
intending to leave the business.
But in order to stimulate and influence employees in the Company to work
better, the Company needs to know to meet the newly arising needs of workers and
go deeper into the allowance regime. Besides, it is necessary to add other regimes to
increase the stimulation not only mentally but also physically of the company's
employees.

25
CHAPTER 3: DEVELOPMENT ORIENTATION AND SOME
SOLUTIONS FOR MOTIVATING EMPLOYEES AT
NATURAL RESOURCES AND ENVIRONMENT
TECHNOLOGY CO., LTD.
3.1. Development orientation
Facing increasingly fierce competition situation among enterprises in the
same industry, Natural Resources and Environment Technology Co., Ltd. has set
the direction for the company's development in the coming years as follows:
- Improve the quality of products and services; improve facilities,
exploitation and research to produce clean products and reasonable prices for
people.
- Continuing to expand the market, exploit markets in the provinces of
Central and Northern region. Maintain and strengthen good relationships with
manufacturers, customers, and actively grasp market needs.
- There are preferential treatment regimes for officials and employees,
especially skilled employees attached to the company.
- Strengthen management; improve business performance more, especially in
managing personnel structure. The personnel structure is a very important factor for
any business. The organizational structure specifies whether the business is likely to
grow. At the same time, the rational organization of labor structure helps businesses
save labor and minimize production and business costs. Thus, an enterprise that
wants to produce effectively must first complete the personnel management
structure.
3.2. Some suggestions to improve the company's human resource motivation
3.2.1. Complete wages and allowances policies
In order to ensure that the salary truly plays its role, the Company's salary
payment regimes must ensure the following basic principles:
- Ensuring equal pay for equal workers, fairness will greatly encourage
employees, making them enthusiastic in production, contributing to improving labor
productivity and business efficiency.

26
- Ensuring labor productivity increases faster than average wages.
Make a salary increase commensurate with the performance of the employee
or based on the overall performance level, for example:
- Below average - no salary increase
- Achieve average level - increase salary by 2%
- Above average - 3% salary increase
- Excellent execution - 5% salary increase
Remuneration paid to employees is based on the results of work performed
by the employee itself: This remuneration is not fixed but may vary according to the
performance situation of the employee. As such, workers will find a strong link
between the compensation they receive and the performance of their work, thereby
stimulating them to work better for higher remuneration.
3.2.2. Individual incentive measures
The program encourages employees to participate in the decision-making
process to take full advantage of the staff's capabilities. Inviting employees to
participate in the decision-making process and increasing their level of autonomy
and control during the decision-making process will make that employee more
motivated, more devoted to the organization, and more capable, more productive
and more satisfied with his job.
Leaders of departments - divisions should also decentralize and divide the
work with responsibilities for subordinates. Since then control the performance of
their work, avoid the phenomenon of leadership to do all the work while employees
do not make the best use of their capacity and ability to work. When assigned with
responsibilities, employees will work responsibly and passionately to get the best
job done.
3.2.3. Collective encouragement
First, two issues must be solved: communication and consensus in the
collective group. The topic proposes some solutions as follows:
* Proposing solutions to improve communication relationships in groups and
collectives:

27
In many cases, the cause of conflict between individuals or groups is because
members cannot listen, each of them has an opinion and is determined to defend
their views. Therefore, it is necessary to create a favorable environment, create
conditions for members to discuss and express ideas to solve difficult problems.
Currently at the company, the group's office is just a place for the group to
hold meetings; the topic offers some suggestions to increase the efficiency of
teamwork, so that people can communicate with each other more will have the
opportunity to exchange information, problems at work so that they can be promptly
addressed. As follows:
• Periodically organize small parties in the group room. Offer a specific topic
such as about customers, about a new product that competitors have just launched to
the market ... to attract people to focus on these intimate meetings.
• Arrange lots of paper and pens in convenient locations so people can take
notes and contribute comments.
• Equipping a small refrigerator, coffee table to attract members to the room.
* Proposing solutions to complete the planning and work schedule:
Steps when planning a project:
Step 1: Build a list of specific tasks.
Step 2: State the results to be achieved for each activity, for example: sample
products for market exploration (how long should it take, at specific locations ...)
Step 3: Use those results as a basis for programming the project with actual
milestones and due dates.
Step 4: Identify the bottlenecks that can upset the schedule.
Step 5: Identify measures to eliminate the causes of stagnation.
Step 6: Establish control and communication systems to update and adjust
the schedule.
Step 7: Ensure relevant stakeholders will participate and stay informed about
the project progress, as well as any amendments to the schedule.
In addition, for the team leader, there is a need to discuss with the members
when assigning tasks, closely monitoring the implementation progress of the group
to promptly solve problems and conflicts in the group.

28
On the Company's side, it is necessary to create an environment that
encourages working groups: providing financial support, rewarding and rewarding
individuals and working groups effectively, ensuring adequate working facilities,
currently in The newly established branch still faces many difficulties in equipment,
the company needs to invest more machines and equipment so that employees can
work better. Management also needs enthusiastic support when the group faces
difficulties.
3.2.4. Building a new rewarding establishment, increasing the frequency of
rewards, diversifying forms of reward and reprimand
So far, the basis of the Company's awards is based on the ability to complete
work in teams or in groups. This will encourage everyone in the team or group to
unite with each other. However, on the other hand, it makes the efforts and efforts
of each individual limited. Everyone in a team may not try their best for the job,
generating a psychological dependence on others. Therefore, the Company should
combine both forms of reward consideration: reward based on the ability to
complete the work in groups or groups, and also reward based on the ability to
complete the work of each individual. in that group. With this new form of
rewarding, it will promote the advantages of the form of reward based on the ability
to complete the work in groups / groups, and it also motivates each employee to try
their best for work.
3.2.5. Increase benefits and services
The goal of the Company's welfare program is to align, harmonize with
human resource management policies. Leaders should consider the following types
of benefits and services:
- Services and financial benefits: to provide financial support for employees
and their families directly addressed to employees' personal finances.
- Professional services: Providing free benefits for employees such as
medical benefits, reading room, employee suggestion system.
- Entertainment services such as: organizing parties, picnics and special gifts.
This benefit needs to pay more attention to creating a comfortable and friendly way
for employees while taking advantage of the Company's rich welfare fund.

29
- Housing and transportation services such as those with cheap or free rental
accommodation and transportation allowances
- Benefits and services as prescribed by law such as social insurance, health
insurance...
3.2.6. Create opportunities for advancement and career development
Systematically analyze employees' existing skills and experience levels and
train them to suit the skills and experience needed for the next step to the career
ladder. The gap between what an employee has and what he or she needs to have
will be resolved through an integrated training plan.
From the point of view of employee retention, the career ladder is the most
effective method because it avoids the "stationary" state. Employees need to feel
they are learning and facing challenges through new responsibilities that fit them.
Employees also need to be active at work and there is no room for a footsteps in
their careers to maintain employee engagement with the company. If a promising
employee gets in the way of a career development, the manager should assign some
more challenging tasks to attract their interest and help them gain more work
experience.
For those who have the potential to advance, identify the gap between the
skills and experience they currently have and the skills and experience they need to
perform the new role. Then fill those gaps by training and assigning appropriate
tasks.

30
CONCLUSION
Motivational work for employees is a complex, difficult and long-term job,
neither quick nor rush. The given solutions cannot be implemented individually, but
must be implemented from top to bottom to achieve certain efficiency. These
solutions, affecting every aspect and every aspect of each organization, therefore, in
order to create a strong organization in all aspects, the above solutions must be
uniform and concerned by every employee in company.
Pursuing the goals stated in the preamble, the thesis has carried out the
following: based on the theoretical basis of work motivation and factors affecting
work motivation of employees at the company. From these analytical results, the
thesis offers solutions and recommendations to contribute to motivate employees of
the company as a number of policies: reward, improve teamwork efficiency,...to
encourage and motivate employees to work better.
The solutions clearly show the advantages and purpose of implementation.
These goals are very realistic, so if adjusted to the application, the feasibility of the
solutions will be higher.
However, given the emergence of new competitors, the challenges of
regional integration and globalization, the company needs to develop policies to
motivate employees with higher efficiency for business. At the same time, the
company also needs to pay more attention to the material and spiritual life of its
employees, motivate each individual to promote their full working capacity,
contribute to improving labor productivity, and attract and retain talented people,
which will boost the company's competitiveness.

31
REFERENCES
01. Dr. Nguyen Thanh Hoi - Human Resource Management, 2012, Statistical
Publishing House.
02. Dr. Ha Van Hoi, Professor Bui Xuan Phong, Dr. Vu Trong Phong -
Human Resource Management in Post and Telecommunications Enterprise, Post
and Telecommunication Publishing House.
03. Tran Kim Dung - Human Resource Management, 2012, Education
Publishing House.
04. Master Tran Van Manh - Lecture on Human Resource Management,
2014.
05. Dr. Nguyen Huu Than - Human Resource Management, 2011.
06. Mr. Le Quang Hung - Curriculum of Management Studies, 2012.
07. Dr. Ho Thi Sang - Textbook of Scientific Labor Organization, 2014.
08. The archives are at the administrative, sales department of Natural
Resources and Environment Technology Co., Ltd. And a number of other related
documents.
.

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