| Author | Nguyen Hoang Minh |
| Note | A project submitted in partial fulfillment of the requirements for the
degree of Master of Business Administration (Executive) in
International Business-Management of Technology |
| Publisher | Asian Institute of Technology |
| Abstract | Vietnam has seen strong development in recent years, especially after joining the World Trade Organization. Foreign investment has steadily increased and helped create more job opportunities. Business sector has become attractive for its being dynamic and generating high income.
Increased economic growth together with decreased poverty rate has narrowed the operational area of development non-government organizations. In this circumstance, Plan is now implementing projects in the poorest areas of Vietnam, which are mountainous and remote such as Tay Bac and Tay Nguyen.
Some recent studies indicate that university graduates tend to prefer staying in big cities than to return to their home provinces or villages. This one of reasons why non-government organizations working in community development in general and Plan in Vietnam in particular are now facing difficulties in recruiting and retaining qualified staff.
To deal with the problem, Plan chose to increase remuneration level to retain qualified staff. However, salary adjustment was applied only to senior positions while a major part of staff turnover was in the CDF group over the past 3 years from 2005 - 2007.
The study discussed three main causes of this problem including: unsatisfactory and uncompetitive salary compared to other non-government organizations; lack of training opportunities; and workload. Among these causes, unsatisfactory and uncompetitive salary is the most important cause.
As a non-profit organization, Plan has constraints in terms of salary increase because this increase would affect the operating cost of the organization and consequently affect the fund raising process.
Salary increase is an important measure to reduce staff turnover. However, the question raises is to what level the salary should increase and how the compensation system should be revised. The study tries to provide some strategic solutions and proposed action plan. |
| Year | 2009 |
| Type | Project |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Academic Program/FoS | Master of Business Administration (Executive) in International Business - Management of Technology (VN/BKK)) |
| Chairperson(s) | Swierczek, Fredric W.; |
| Examination Committee(s) | Bechter, Clemens ;Sununta Siengthai; |