Final ProjectImprove HRM towards enhancing employee

motivation of Trang An Securities JSC

Nguyen Thi HanhHa Nguyen Phuong Anh

Supervisor: Dr. Vu Dinh Hien

Content

Introduction

Findings

Recommendations

Introduction- Trang An Securities JSC

Problem Statement

Turn-over: 7.2% (2010)

De-motivation sign: Absenteeism

Spent working time for personal purpose

Carelessness

Source: TAS HR department

Introduction –Research question

Introduction –Research objectives

Methodology – Maslow theory of needs

Methodology

Secondary data Primary data

http://tas.com.vn

Questionnaire: 47 current staffs

(Scope: Ha Noi)

Short interview: who left TAS

Content Introduction

Findings

Recommendations

Key Findings

Content Introduction

Findings

Recommendations

Building Performance Appraisal

1 2 3 4 5 6 7 8 9 10 11 121 Schedule

1st timeAnnually reviewed

2 MethodObjective-oriented profit-making dept Market conditionsJob standard-oriented supportive dept

3 Appraisal Frequency4 People involved Employee, Direct supervisor, HR Manager5 Procedure5.1 Identifying desired criteria

5.2

Communicating with the entire company about performance criteria:

5.3 Measuring performance5.4 Comparing with desired criteria5.5 Discussing results

5.6Scaling results of performance appraisal into groups

6 Salary ladder * Performance appraisal

* Salary fund* Market salary and inflation rate

MonthDept/ ppl involvedDescriptionNo. Factors to be considered

Building transparent remuneration scheme

Fixed

Base salary

Linked to individualperformance skills,

performanceappraisal

Variable

Bonus

Linked toperformance

appraisal

Benefits

Cafeteria style benefits

Linked toemployee’s

choice

Building career development programTRANG AN CAREER PATH

IT AdvisoryCustomer Services

Accounting & Depository Investment HR & ADMIN.

A B C E D E

2

1

2 Highly experience in the filed function, involve in strategic planningof the Company & development of the Field. Ability to manage over

1 all company strategy & company function.

2 Support the Director manage the field function. Ability to act on behalfof Director in business and other related issues.

1

2 Highly experience in management of the field function. Managerfocus in based on setting goals and priorities. Engage over all

1 company strategy & policy development

2 Manage the field function. Allocate accountability among staff,manage the career development of others, liaise with professional

1 staffs & other managers, advise the business on related issues.

2 Support the manager manage the field function. Ability to act on behalfof manager in business and other related issues.

1

2 Experience in the field function, ability to mange & develop the fieldfunction. Well providing technical leadership

1

2 Over 2 years experiences in the field function. Ability to supervisestaff. Well developed skills & knowledge. Can work independently

1

2 University graduated. At least 2 year experience in the fieldfunction. Can work independently. Involve more complicated scope

1 of work. Aquire professional certificate.

2 College/University graduated. Experience doing the entry point ofwork. Work under limited supervision and instruction.

1

Non-Officer Non-Officer Non-Officer Non-Officer Non-Officer Non-Officer

2 College/University graduated. Perform routine activities.Work under close supervision and instruction.

1

Senior Portfolio Trader (Team

Leader)

Trainee

Trader

Trading Assistant

Deputy General Director

Finance Deputy Director

Finance Senior Manager

Research Assistant

HR & ADM Officer

HR & ADM Asst. Manager

HR & ADM Supervisor

HR & ADM Senior Officer

Investment Manager

Senior Accountant Supervisor

BO

D -

Bo

ard

of

Dir

ecto

rs

IT Manager

IT Assistant Manager

IT Director

Deputy General Director

IT Deputy Director

Gra

de

Portfolio Manager

Senior Trader

Portfolio Asst. Manager

Sen

ior

Exe

cuti

veE

xecu

tive

Admin Assistant

Senior Sys Engr (Team Leader)

Administrator

Senior Portfolio Asst. Manager

Account Associate Director

Portfolio Director

Portfolio Deputy Director

Senior Account Manager

no

n E

xecu

tive

Trainee

IT Senior Manager

System Engr (Co-Leader)

Man

ager

ial

Accountant Supervisor

Assistant Investment Manager

Senior Asst Account Manager

Asst Account Manager

Senior Account Executive

Chief Accountant

Senior Accountant

Broker

Trainee

Associate

Senior Analyst

Accountant

Trainee

Brokerage Assistant

Account Executive

Analyst

Deputy General Director

Account Director

HR & ADM Senior Manager

HR & ADM Manager

Trainee

Accounting Assistant/ Treasurer

Trainee

Senior Investment Manager

HR & ADM Assistant

Investment Director

Lev

el

Deputy General Director

Deputy General Director

HR Director

HR Deputy Director

Deputy General Director

Finance Director

Investment Deputy Director

Training:

Hard skills

Soft- skills

Company orientation to match the personal achievement with organizational target

Building career development program

Conclusion

THANK YOU!

Reason of leaving

Source: Statistic of interview

Organization chart of TAS

Source: TAS

Financial performance

Unit: Million VNDSource: TAS Prospectus report 2009, financial report 2010 not audited