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Human resources


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Human resources

  1. 1. Business Report<br />Human Resources<br />
  2. 2. Outline<br />Introduction<br />Issues<br />Differences between two countries<br />The quality of labor market<br />Alternative Solutions<br />Recommendations<br />Employee’s selection<br />HR Assistant Officer<br />Retain Employees<br />Action Plan<br />
  3. 3. Differences between two countries<br />Culture<br />Australia – a multi-cultural country, Vietnam has united cultural values<br />Vietnam, there are 56 ethnic groups and 5 religions<br /><ul><li>a huge question about the complexity of Vietnamese culture
  4. 4. HR Department needs :</li></ul>Workers who have deep understanding about Vietnamese culture <br /> Cohesive policy must also be developed<br />
  5. 5. Labor policy<br />The highest number of strikes laid on foreign invested enterprises<br />The combination of rising inflation rate, unfair wage level and lack of social security in these <br />These strikes reduce the profit of firms, but also weaken firms’ reputation in the market. <br />Disadvantages for attracting foreign investment. <br />
  6. 6. The quality of labor market<br /><ul><li>Vietnam’s workforce is young, hard-working and quickly adaptable
  7. 7. The three highest rated qualifications of Vietnam’s workforce belong to Red River Delta, South Central Coast and South East
  8. 8. HR department will need to recruit workers from other provinces with much lower rates</li></li></ul><li>Star Industries’ Position Descriptions<br />
  9. 9. The quality of labor market<br />Turnover rate<br />employees turnover at foreign invested firms has reached 15.8 percents, which is relatively high<br /> the lack of qualified workers and other opportunities elsewhere<br /> Employees might experience pay drop or other social affairs<br />average salary in FIEs in Vietnam was reported to increase by nearly 13 percent due to higher inflation<br />
  11. 11. RECOMMENDATION<br />Employee’s selection<br />Assigning experienced people from the mother company in Australia to superior positions.<br />The cost for recruitment and training local workers will be lower<br />HR Assistant Officer and company’s lawyer needed <br />A Vietnamese lawyer needed to help company get along with Vietnamese regulation<br />Co-operate with Vietnamese HR firms for working as HR Assistant officers.<br />
  12. 12. RECOMMENDATION<br />Retain Employee<br />Provides various training and tutorial for new employees <br />Relocating Australian employees for superior positions guarantees the quality of the management an employee receives<br />Observing through training and working hours, identify and approach the potential employees<br />
  13. 13. Action Plan<br />
  14. 14. Conclusion<br />
  15. 15. Reference<br />Brown, S 2009, ‘Understanding Cultural Differences in Business: How Differences in Culture Affect Business Communication and Conduct’, suite101, viewed 22 December 2010, <br /><>.<br /> <br />Fitzgerald, W 1992, ‘Training versus Development’, Training and Development Journal, May 1992, pp. 81-84.<br /> <br />Gross, A 2007, ‘Asian Cultural Diversity in Human Resource Management’, Pacific Bridge, viewed 24 December 2010,<br /><>.<br /> <br />Hofstede, G 1994, Cultures and organizations: Software of the mind, London, McGraw Hill.<br /> <br />Investment Gateway to Vietnam 2010, Foreign invested enterprises fret over staff turnover, Invest In Vietnam, viewed 22 December 2010,<br /> <>.<br />Investment Gateway to Vietnam 2010, Vietnam’s Competitive Advantages: Human Resources, Invest In Vietnam, viewed 21 December 2010, <br /><>.<br />