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Chapter 3
Analysing current situation of staff motivation in GB-I company
3.1.Introduction of GB-I company
3.2. Analysing current situation of staff motivation in GB-I company
3.2.1. Analyzing of GB-I company staff motivation based on Maslows hierarchy
of needs.
Until now, the GBI company has not formally identified the needs of workers.
Actually, the desires and aspirations of employees are mainly due to their self-
suggestion to the company leaders or reflected through management directly or
through weekly briefings. Therefore, the company does not really understand the
system of labor demand so the measures to motivate labor in the company is still
general. The main motivational measures of the company are not focused on each
group, but they create a motive spread. The company is meeting a number of
essential needs of its employees and the company has also developed measures to
meet the needs of employees. However, because there is no method to identify
needs, the company does not fully understand the needs of workers.
In order to accurately assess the needs of staff at the company, the author
conducted a survey to study the demand system through 72 questionnaires and
obtained results in the table: System Needs of staff
According to the table above, the most important needs of employees are their
physiological needs. Maslow's theory has shown that physiological needs can be
met through good and fair pay, free lunches, benefits, bonuses, etc. As such,
physical stimuli are the main contributing factor to labor motivation for employees
at the company.
Table: Needs of staff System
No Needs Result
Senior Middle Leader Staff
managers managers Amount Level
3 Belongingness Amount 4 8 5 20 37 4
and Love
needs Percent 6% 11% 7% 28% 51%
5 Self- Amount 5 6 5 22 38 3
actualisation
(Survey by author)
No Index Value
Personal income tax According to regulations
1 of the Law
Social insurance
2 8%
Health Insurance
3 1.5%
Unemployment insurance
4 1%
Union fees (if applicable)
5 1% / 0.5%
Party fee (if applicable)
6 1%
Other deductions of the individual
7 In fact
According to company regulations, each year the company will consider twice the
wages and the months of March and September, depending on the results of
personnel assessment and achievements. In addition, depending on the actual
needs, the board and management will make salary decisions, adjust for each
special case. In recent years, the company has made a one-time salary increase for
staff members, with exceptionally excellent cases that are increased four times a
year. The increase in pay is the total number of full-time employees who have
been working for more than 6 months and whose job performance in the most
recent period has been satisfactory. The direct manager will propose salary
increases, the human resources department will approve and submit to the board
for approval.
The proposed salary increase depends on:
-A result achieved department goals
- The result of evaluation of the completion of work of the employees
- Work position
-Working period
- The salary of the position of the job
Reward-rule
- Desire of employees
In these criteria, the criteria for evaluating personnel is an important criterion that
directly affects wage adjustment.
Income
No Staff Leader Middle manager Senior manager Result
Amount Percent Amount Percent Amount Percent Amount Percent Amount Percent
Less
1 than 5
million
VN 2
2 3 3%
5 10
million
2 VN 18 25% 1 1% 19 26%
10 20
million 44%
27 38% 5 7% 32
3 VN
20 30
million 10%
4 6% 3 4% 7
4 VN
5 More
than 30 17%
1 1% 1 5 7% 5 7% 12
million
VN
Total
52 72% 10 14% 5 7% 5 7% 72 100%
(Survey by author)
Based on the statistics above:
Employees with less than $ 5 million are two, accounting for just 3% of the 72
employees. These are two employees who work as courier and company
secretaries. With time and level of work, they feel satisfied with their income
- Employees with salary of VND5 million to VND10 million have 19 employees,
accounting for 26%. Of which 18 staff and 1 team leader. For employees, this is an
acceptable salary. Most of these salaried employees are senior long-term
employees working for the company or experienced recruiters in similar positions.
- Employees with a salary of 10 to 20 million dong have 32 employees, accounting
for 44% with 27 employees and 5 team leaders. This is the majority of GBI's
salary. Due to the nature of the business, this is the main revenue generator of the
company. Commissions from this group's sales are also very high.
- The group of cadres with salary from 20 to 30 million has 7 people, accounting
for 10%. Including 4 excellent employees of the sales department and 3 team
leaders.
- Employees with salary of 30 million or more are 12, accounting for 17%,
including 5 senior managers, 5 middle managers, 1 team leader and 1 employee.
We can see that the company has a clear employee classification. The company
has great incentives with excellent employees and key managers to attract and
retain talented people. However, the company should soon have the next
generation to manage risk when the key person is attracted to the entanglement, or
leave the company.
(Survey by author)
There were 32% of people are not satisfied with their salary. Most of these are staff of the
administration and accounting department. The figures above have raised the need for
further attention by the company's leaders on wage policy.
Day Coefficient
weekday 50%
Rest day or non-workingday 100%
Holiday, 200%
However, in fact, after more than 4 years of application of new salary calculation
policy, the rate of staff compensation is not high. According to statistics in 2016,
there are still over 150 overtime hours not yet compensated by the staff. The
reason is that the workers are less willing to take time off or want to take time off
work, but they do not allow work so they can not take breaks.
Therefore, in order to ensure the interests and encouragement of employees, the
company management should have a policy to adjust the overtime pay, so only full
pay, no compensation.
Independence Day
General manager, N/A 700.000 1.000.000 1.500.000
deputy general
manager,
professional director,
department manage
Team leader, pm, 600.000 750.000 1.200.000
senior specialist
Specialists, staff 500.000 600.000 700.000
13th month salary bonus for all employees of the company for more than 6 months
13th month bonus = monthly salary / 12 * working coefficient in the year
A number of holidays for women in the year as 8-3, 20-10, the company
management board will celebrate the congratulations and send greetings to the
sisters.
On the occasion of New Year's Day and Mid-Autumn Festival, the company will
send to the staffs staff a small gift: moon cakes, circus tickets ....
For female employees, at birth, the company will send a 500,000 VND gift to each
born baby. In addition, every summer, cadres with excellent academic
performance will be rewarded in time. For the staffs of the company, in addition to
the joy of pride in their children's academic achievement, they also have the
motivation to work and dedicate to the company.
Table: Formating provitutions for children
Content Bonuses
Excellent students in elementary school 200.000 VN
Good students in elementary school 100.000 VN
Excellent students in secondary school 400.000 VN
Good students in in secondary school 200.000 VN
Excellent students in high school 600.000 VN
Good students in in high school 300.000 VN
Good students of distric 1.000.000 VN
Good students of city 2.000.000 VN
National excellent students 5.000.000 VN
The above regulations are highly respected by staff members. However, at the
elementary school level, the Ministry of Education no longer evaluates the level of
good students, which has made certain difficulties in applying the policy.
Therefore, the company should timely reward the achievements of the extra-
curricular activities of the children such as chess, chess and sports.
Staff bonus will be received on the Lunar New Year, the reward per person is
different, depending on many factors:
+ The results of the company's business activities in the year
+ Results of the performance of the department in the year
+ Evaluate the annual performance of each employee
Bonus levels at the end of the year are usually 1-3 months of salary for accounting
and administration. The highest belong to the sales department, completing the
annual sales can be up to 8 months plus extra salary. Employees are very
interested in the bonus at the end of the year, more than 70% of the staff are
satisfied with the level they receive. However, last year, the pay period was
delayed more than 3 months later. This causes psychological panic, wait, affect the
motivation of employees.
*Health care staff
Every staff member who becomes an official employee of the company will be
entitled to an annual health care regimen with comprehensive screening
appointments at a quality health facility designated by the company. .
New entrants to the company are welcome friendly, open. New employees come
to the company through an appointment from email or telephone. Usually
appointment appointment falls around 9am. Personnel staff will do the same
procedures at the same time to guide and support new employees to quickly
integrate. Then, direct management of staff will introduce and allocate work.
Training brief introduction about the company and the procedures will be
completed within 1 day.
+ Training to improve the capacity of workers:
The company prioritizes training programs for its service, sales and certification
teams. With each certificate learned and successfully tested receive the incentive
1,000,000 VND. Other departments and departments have not applied the policy.
Board of Directors should consider policies to expand incentives, invest more
training budgets especially in business, R & D, accounting and human resources
departments.
+ Policies for employees when leaving the company:
Company leaders not only care about the policy of the employees working in the
company but also the policy for those who have completed working time at the
company. The company always resolved quickly procedures to ensure the interests
of employees such as payroll payment to pay the number of working days, closing
social insurance for employees, not cause difficulties for workers to find a job. At
other companies.
* Promotion at work
Promotional activities, the promotion of the company is open, open, democratic,
companies always have priority personnel on the spot. Appointment of managers
from outside sources is only possible when in-place personnel are not available or
external staff is of a high standard, in line with the intended function.
*Working conditions, working time, rest
The working and resting regime of employees is stipulated by the company as
follows. The morning is from 8:00 to 12:00 in the afternoon, from 13:00 to 17:30.
A 5-week workweek is from Monday to Friday and the first Saturday morning and
the end of the month. The labor regime has been adopted by many companies in
Vietnam, ensuring the need for rest and other activities of workers. The office is
designed in accordance with international standards modern with full of facilities:
lights, air conditioners, computers, photocopiers, stationery equipment ... fully
equipped fire extinguishers and other Fire fighting means.
The company strives to create a professional working environment, comfortable
atmosphere to create the most favorable conditions for employees at work.
3.3. Assessment of labor market dynamics at GBI
To evaluate the motivational results at the company, the research period from
2012 to 2016, can be evaluated based on the criteria mentioned above.
3.3.1. Impact of staff motivation on performance
Productivity, quality and efficiency
Productivity, quality and efficiency at the company can be calculated using the
following formula:
Labor productivity = total turnover / number of employees
The table shows that annual average productivity at constant value increases over
the years suggesting that employees tried their best in their work to accomplish
their assigned tasks. The company had a certain result in motivational work at the
company.
Labor discipline
In order to assess the sense of discipline by assessing the quality of motivation in
the company, some statistics such as the number of absenteeism, the number of
violations labor.
Table: Statistic about Conscious discipline
During the period 2011 to 2016, the number of violations is very low. In 2015,
there was only one staff left the company without reason. And in 6 years, there
were 3 cases of labor discipline violation. Thus, the sense of compliance with the
labor discipline in the company is very good, the case of violations of labor
discipline is less, proving that motivational work at the company is highly
supported by workers.
From 2011 to 2016, at the GB-I company, the number of people resigned from the
company accounts for more than 10% of the total number of employees (mostly
good personnel). . Thus, motivation in the company is still limited. The key person
is often partner or rival companies are welcome and invited to the policy increased
150% income. The number of employees who encourage a 6-year leave with only
four employees. These are the rare cases, the workers do not meet the needs of
work and the company has many difficulties should be forced to encourage rest.
Board of Amount 1 0 0 0 1
directors
Percent 1.4 0 0 0 1.4
Department Amount 2 2 1 5
leaders
Staff
Amount 10 36 13 7 66
Percent 13.9 50.0 18.1 9.7 91.7
According to the aggregate data on the satisfaction of employees on the job, the
satisfaction rate and satisfaction with the job was high, accounting for 70.9%.
They are usually managers, have good qualifications or key people, and hold key
positions in the team's performance. They are satisfied with the level of income,
on the recognition of their capacity and competence in evaluating work
performance and the opportunity to develop their career in the company. It can be
seen that the needs of different individuals are different, the company has been
interested in finding out how to create motivation suitable for workers.
However, the level of staff not satisfied with the work still accounted for 19.4%
and 9.7% of staff did not have a clear idea of their satisfaction with the work.
These are the numbers that the company management is interested in. Because
when you are not satisfied with the job or whether the job will make you satisfied
or not, any cause will have a certain impact on labor productivity. In this group,
the low income level when comparing correlation with new co-workers in the
firm, not seeing opportunities for job development and dissatisfaction with direct
management were the main reasons for this. unsatisfied. Management needs to
consider the needs of this group to meet their legitimate needs as they are the main
contributors to the development process.
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