| Abstract | With challenges, when the Japanese domestic market gradually declines, demand falls, aging population increases sharply, Japanese business, especially most of the small and medium enterprises in Japan, tend to invest in and exploit new markets such as Malaysia, Thailand and Vietnam. This is an opportunity for Vietnam's industrial parks to have new investors, creating momentum for economic development and appropriate policies to attract and develop supporting industries in Vietnam. However, one of the factors to help Vietnam attract Japanese businesses in industrial parks is that industrial parks should be designed as modern and environmentally friendly ones which can enable life.
To do this, Vietnam needs to have many factors such as the impact of policy on operational capacity of industrial enterprises in the management and leasing of infrastructure. In particular, the capacity of human resource management of enterprises also contributes an important role. But in the current reality, the quality of human resource management in the company does not meet the needs of this development and this is a difficult problem. In this general situation, Nhontrach 3 Industrial Park Co., Ltd is also affected.
Nhontrach 3 Industrial Park Co., Ltd is a member of Tin Nghia Corporation, founded in 1997 on fields such as management and leasing of Nhontrach 3 & 6, infrastructure of Industrial Park in Dong Nai province. In recent years, the company has achieved high results in their business activities. When performing transformation from small business model into the current Company, the Company has significant step in restructuring of the personnel management and they have brought a certain effect.
But now, facing with the challenges of intense competition from rivals in the same industry and opportunities for investment wave in Vietnam from small and medium enterprises in Japan that are gradually increasing. The company's personnel management has shown the limitations of management, typically as: lack of staff in charge of Japanese enterprises, lack of professionalism at work among a part of the employees, increasing work pressure in some employees; not many training programs, especially those in culture and style of Japanese companies; passive in distribution and monitoring of work and encouragement for staff; not unity in coordination of working among groups, teams and departments.
Therefore, based on the survey, the study aims to point out the advantages and disadvantages of human resource management, impacting factors, and simultaneously analyze the actual situation of personnel through analysis of job, recruiting, assessing, promoting, training and developing employees; based on the results, the company will provide the most suitable improvement solutions for human resource management.
Focus on the followings: human resource management system of the company, annual reports of the company, recruitment and training programs, working environment, investment information and development strategy in industrial parks. |