BCTT - ToThanhThuy 1

HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION
FACULTY OF INTERNATIONAL EDUCATION
INTERNSHIP REPORT
COMPLETING HUMAN RESOURCE

REMUNERATION AT VAN XUAN DUONG
PHARMACEUTICAL JOINT STOCK COMPANY
TO THANH THUY
Student ID: 20124228
Major: INDUSTRIAL MANAGEMENT
Advisor: NGUYEN THI THANH VAN, PhD.
Ho Chi Minh City, December 2023

INTERNSHIP REPORT
COMPLETING HUMAN RESOURCE

REMUNERATION AT VAN XUAN DUONG
PHARMACEUTICAL JOINT STOCK COMPANY
TO THANH THUY
Student ID: 20124228
Major: INDUSTRIAL MANAGEMENT
Advisor: NGUYEN THI THANH VAN, PhD.
Ho Chi Minh City, December 2023

ACKNOWLEDGEMENTS
First of all, I would like to sincerely thank Ms. Nguyen Thi Thanh Van; I would like to
sincerely thank you for always supporting and enthusiastically teaching during the
internship process, choosing the reporting topic and completing the internship report.
I would like to sincerely thank the Board of Directors of Ho Chi Minh City University of
Education and Technology, Faculty of High Quality Training, for building a training
program in Industrial Management so that I have the opportunity to study and integrate
accumulate knowledge and experience in this industry.
I would like to thank Van Xuan Duong Pharmaceutical Joint Stock Company for giving
me the opportunity to practice and gain practical exposure to practical work at the
company, to help me gain more lessons and knowledge to develop yourself. I would like
to sincerely thank the company's leadership and all employees of the company for
helping me during the internship and completing this internship report.
Although we have tried to make the internship report as good as possible, due to
limitations in knowledge and experience, we would like to receive your evaluation and
comments on this report. shortcomings can be improved and become more complete.
Finally, I would like to wish the teachers a lot of success in the teaching session. I wish
Ho Chi Minh City University of Technology and Education always develop strongly!
Best regards,
HCMC, December 2023

Student
To Thanh Thuy
LIST OF TABLE
Table 1.1: Van Xuan Duong business performance report from 2020-2022 .................7
Table 2.1: Labor structure by department of Van Xuan Duong 2020-2022.................10
Table 2.2: Labor structure by gender of Van Xuan Duong 2020-2022...
Table 2.3: Labor structure by level of Van Xuan Duong 2020-2022 ...
Table 2.4: Labor structure by age of Van Xuan Duong 2020-2022 ...
Table 2.5: Rate of unemployed workers in Van Xuan Duong 2020-2022 ...
Table 2.6: Rate of employees quitting jobs at Van Xuan Duong by department 2020-2022
...
Table 2.7: Rate of employees quitting jobs at Van Xuan Duong by gender 2020 -2022 ..
Table 2.8: Rate of employees quitting jobs at Van Xuan Duong by level 2020 - 2022.... ..
Table 2.9: Rate of employees quitting jobs at Van Xuan Duong by age 2020 -2022...
Table 2.10: Overtime salary at Van Xuan Duong company ...
Table 2.11: Bonus levels for employees on Holidays/New Year at Van Xuan Duong
Table 2.12: Contribution rate for various types of insurance at Van Xuan Duong...
LIST OF PICTURE
Picture 1.1: Logo of Van Xuan Duong ...........................................................................3
Picture 1.2: Some products of Van Xuan Duong company 5

TABLE OF CONTENT
ACKNOWLEDGEMENTS
LIST OF TABLE.................................................................................................................ii
LIST OF PICTURE............................................................................................................iii
1.Reason for choosing topic................................................................................................1
2.Objective...........................................................................................................................2
3.Scope and object...............................................................................................................2
4.Research methodology......................................................................................................2
5.Structure of report.............................................................................................................2
CHAPTER 1: INTRODUCE TO VAN XUAN DUONG PHARMACEUTICAL JOINT

STOCK COMPANY...........................................................................................................3
1.1 General Introduction..............................................................................................3
1.2 The Process of Formation and Development.........................................................3
1.3 Vision and Mission................................................................................................4
1.4 Field of Activity.........................................................................................................4
1.5 Organizational Structure............................................................................................5
1.5.1 Organizational Structure......................................................................................5
1.5.2 Functions and Tasks of Departments...................................................................6
1.6 Business Performance................................................................................................7
CHAPTER 2: THE REALITY OF REMUNERATION POLICY AT VAN XUAN

DUONG PHARMACEUTICAL JOINT STOCK COMPANY..........................................9
2.1 Human resource..........................................................................................................9
2.1.1 Number of workers..............................................................................................9
2.1.2 Labor structure by department...........................................................................10
2.1.3 Labor structure by gender..................................................................................11
2.1.4 Labor structure by level.....................................................................................12
2.1.5 Labor stucture by age.........................................................................................13

2.2 Current status of unemployed workers at Van Xuan Duong Company in the period
2020-2022.......................................................................................................................15
2.2.1 The number of employees quitting their jobs....................................................15
2.2.2 Structure of employees quitting job according to labor characteristics.............16
2.2.2.1 Quitting structure by department....................................................................16
2.2.2.2 Quitting structure by gender...........................................................................17
2.2.2.3 Quitting structure by level..............................................................................18
2.2.2.4 Quitting structure by age.................................................................................19
2.2.3 Reason for quitting job.......................................................................................20
2.3 Current status of fanancial remuneration at Van Xuan Duong company................20
2.3.1. Direct financial compensation..........................................................................20
2.3.1.1 Salary..............................................................................................................20
2.3.1.2 Bonus..............................................................................................................23
2.3.2 Indirect financial compensation.........................................................................24
2.3.2.1 Allowance.......................................................................................................24
2.3.2.2 Social assistance..............................................................................................24
2.3.2.3 Welfare............................................................................................................24
3.3.2.4 Paid absences..................................................................................................25
2.4 Current status of non-financial remuneration ai Van Xuan Duong Company.........27
2.4.1. Remuneration through work.............................................................................27
2.4.2. Remuneration through the working environment.............................................28
2.5 Factors affecting remuneration at Van Xuan Duong company................................29
2.6 Evaluate on the remuneration policy of Van Xuan Duong company......................30
2.6.1 Advantages.........................................................................................................30
2.6.1.1 Stable salary, attractive rewards.....................................................................30
2.6.1.2 Diverse allowances and benefits.....................................................................30
2.6.2. Limitation..........................................................................................................31
CHAPTER 3: RECOMMENDATIONS FOR IMPROVING THE EFFICIENCY OF
REMUNERATION AT VAN XUAN DUONG COMPANY..........................................32
3.1 Based on proposed solutions....................................................................................32
3.1.1 Objective............................................................................................................32
3.1.2 Development direction of Van Xuan Duong.....................................................32
3.2 Recommendations....................................................................................................32
3.3 Recommendations to survey employees’ thoughts and aspirations.........................34
CONCLUSION.................................................................................................................36
REFERANCES
1.Reason for choosing topic
Among the factors that lead to the success of any business, it is impossible not to mention
the factor "Human Resources" as an important contribution. Besides perfect strategies
and clear goals, strong human resources are a great strength compared to competitors in
the market. Human resources with full professionalism in skills as well as professional
knowledge are the most valuable asset of a business.
However, for most of the human resources to contribute their best to the business, the
compensation factor of the companies is obvious. Personnel compensation is very
important in attracting talent and raising morale for human resources. With Vietnam - a
developing country, most workers' living standards are at an average level, so employee
compensation is considered an important tool to promote productivity and efficiency at
work. But only a small number of enterprises pay attention to this issue and pay attention
to thoughtful implementation of human resource treatment. Right now, the human
resource compensation policy in the enterprise has become urgent, how to provide
suitable remuneration to employees in the current difficult economic times, a question
that makes businesses always I want to find out clearly to solve this problem.
Van Xuan Duong Pharmaceutical Joint Stock Company is also in this difficult situation.
After 7 years of formation and development, the company's board of directors has always
paid attention to current human resources, understanding the compensation issues that
need to be urgently resolved with the desire to have dedicated human resources,
wholeheartedly for the company. towards the long-term development and prosperity of
the company. However, during my internship and work experience at the human
resources department of Van Xuan Duong Pharmaceutical Joint Stock Company, I
noticed a number of issues that still cause difficulties in employee compensation force.
The individual's perspective will be expressed through a report with the topic
"Completing Human Resource Remuneration at Van Xuan Duong Pharmaceutical Joint
Stock Company" as the topic for the internship report. Through this topic, I hope to help
the company improve and improve efficiency in human resource compensation as shown
in the evaluations and proposed solutions with the hope that the company continues to
strong and excellent implementation of the values that the company has set out.
2. Objective
The research purpose of this topic is to clearly recognize the basic situation of
remuneration in the company at the present time, to learn in detail the unique voices of
employees towards the company, from which to evaluate the successes and shortcomings
of this compensation regime. In addition, propose a number of solutions with the desire
to improve the company's remuneration and have the company's upper management
board recognize and consider appropriate personnel remuneration policies at the company
in the current economic situation.
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3. Scope and object
3.1 Research subject
Personnel remuneration work at Van Xuan Duong Pharmaceutical Joint Stock Company.
3.2 Research scope
Focus on research on human resource compensation at Van Xuan Duong Pharmaceutical
Joint Stock Company.
4. Research methodology
Observation method: Observe the company's remuneration for human resources
throughout the internship process, make comments on the remuneration policy
Qualitative method: Interview employees currently working at the company about
remuneration policies to find out why employees always consider leaving their jobs
because of the current remuneration policy, strengths and weaknesses. The company's
limitations in remuneration.
Data collection and processing method: The company's data related to the company's
remuneration policy and business activities are collected and processed via Excel, the
information is also described in the table below, pie chart…
Document reference method: refer to books, newspapers, magazines, theses, internet...
5. Structure of report
Chapter 1: Introduce to Van Xuan Duong Pharmaceutical Joint Stock Company
Chapter 2: The Reality of Remuneration Policy at Van Xuan Duong Pharmaceutical
Joint Stock Company
Chapter 3: Recommendations for improvement The Effectiveness of Remuneration
Work at Van Xuan Duong Pharmaceutical Joint Stock Company.
2
CHAPTER 1: INTRODUCE TO VAN XUAN DUONG PHARMACEUTICAL
JOINT STOCK COMPANY
1.1 General Introduction
Company name: Van Xuan Duong Pharmaceutical Joint Stock Company.
Established time: September 12, 2016.
Industry: Traditional medicine products.
Address: 100/38 Tan Chanh Hiep 07, Tan Chanh Hiep Ward, District 12, Ho Chi Minh
City
Tax code: 0107228215
Phone: 0902796890
Email: suckhoevanxuan@gmail.com
Website: vanxuanduong.com.vn
Picture 1.1: Logo of Van Xuan Duong

Source: Marketing Department
1.2 The Process of Formation and Development
The predecessor of Van Xuan Duong Traditional Medicine Company Limited is Global
Translation and Services Company Limited, established on September 15, 2016, under
the Department of Planning and Investment of Ho Chi Minh City. Main industry is
Traditional medicine food business. Initially, the company's scale was just an office for
rent with nearly 10 employees and little capital. The company's leadership team has made
efforts with employees who have started from small projects on translating documents
from Vietnamese to English. But the competition is so fierce in the market that the
company decided to have a major breakthrough in terms of human resources as well as
business lines.
On May 30, 2018, the Company decided to change to Van Xuan Duong Traditional
Medicine Company Limited. The company has established and built its own headquarters
at 63 Nguyen Trung Nguyet, Binh Trung Dong, District 2, Ho Chi Minh City. The
3
company transformed from translation to research, production and development of
traditional medicine, focusing mainly on human health and the company's main goal is
social security and affirming prestige your brand reputation in the market.
From 2018 until now, the company has had a stable number of customers. The company's
motto is "have health, have a future". The company's leadership has realized that the
company's development is built by customers' trust in product quality and service.
Therefore, food safety and hygiene is always the target of all business activities of the
company. Conquer customers with the best quality products and services, respect and
ensure customers' rights.
Through the process of operating in the field of traditional medicine, Van Xuan Duong
Traditional Medicine Company Limited has achieved certain achievements. The proof is
that the company is trusted by many research centers, hospitals and pharmaceutical
products have been applied by the Centers and hospitals.
Not only providing traditional medicine products, the company also exports quality
products to foreign markets such as the US, Korea, Canada... Some popular products
such as F1 slimming tea, An Cung Van Xuan Duong, Detox tea…
1.3 Vision and Mission
Vision: Become one of the leading companies in Vietnam came to provide traditional
medicine food products to serve the community human life
Mission: Traditional medicine Van Xuan Duong will commit to bring providing the
community with nutritious and quality food sources love and high quality in the study of
traditional medicine with people and society.
1.4 Field of Activity
Van Xuan Duong has developed in researching, developing and applying traditional
medicine to life to care, restore and improve health. With many years of operation, the
company has researched and searched for famous ancient remedies from famous
physicians with hundreds of years of experience. With advanced technology and modern
production lines, traditional medicine recipes have been made into products that are
convenient and easy to use, absolutely safe, with high nutritional absorption while still
preserving the "essence" traditional medicine flower".
The company has produced many quality products and is circulating in the market both at
home and abroad. Positive feedback from users, fair reviews on quality and effectiveness
in supporting disease treatment such as: Tam An Lac Tien, Dich Vi Bach Quan Thuong,
Duong Luc Dan, Xa Can Tan Thong, Ha Diep Don, Dang ginseng great tonic, Cot Hoan
Vuong, Cam Thao Dich Phat Cham, Thang Ma Tan Thong, Khang Nu Hoan Nguyen
Dan, Ha Thanh Duong, Hoan Hoa Vuong...
4
Picture 1.2: Some products of Van Xuan Duong Company
Source: Marketing Department
The operating principle of Van Xuan Duong Pharmaceutical is "Only receive what is
most worthy when creating the most practical products and services" for society.
Contribute to building the country, creating jobs for workers, actively participating in
charity activities, and helping difficult situations.
1.5 Organizational Structure
1.5.1 Organizational Structure
DIRECTOR
PRODUCTION LOGISTIC HUMAN ACCOUNTING MARKETING SALES

DEPARTMENT DEPARTMENT RESOURCES DEPARTMENT DEPARTMENT DEPARTMENT
Picture 1.3: Organizational Structure of Van Xuan Duong

Source: Human Resources Department
5
1.5.2 Functions and Tasks Departments
Board of Directors: An important position is in the Board of Directors and is also the
Owner. The company's executive director and the person who decides all aspects of Van
Xuan Duong company. This is the head position of the company to advocate for policies,
directions, rules and goals to develop the company at present and in the future
Production Department: Responsible for the company's production process. The main
tasks include production planning corresponding to supply forecasts and market demand,
thereby determining production quantity and time. Production preparation includes
checking, preparing materials and adjusting machinery and equipment to carry out the
production process. Monitor the production process to ensure the production process runs
smoothly and promptly detect problems if any. Also take notes on production progress
and process changes. Periodically control quality so that product quality meets standards.
Logistics Department: Responsibility plays an important role in managing and
coordinating activities related to transportation, supply chain management... In addition,
employees in this department will perform transportation planning tasks. Transport and
monitor the transportation process from the company to the places where it is needed. In
particular, monitor and control transportation costs, research strategies to optimize the
performance of the entire hardware chain.
Human Resources Department: Responsible for implementing recruitment-related
activities, implementing human resource plans, developing compensation policies as well
as human resource training courses. In addition, always observe and support human
resources to grasp the ability to match the job to have timely solution recommendations.
In addition, the human resources department is also a bridge between the Board of
Directors and employees of the company when there are problems that they want to
report to the Board of Directors.
Marketing Department: Responsible for building and maintaining the company image,
creating demand and value to customers through advertising and marketing plans.
Specifically, jobs related to market research to identify needs, trends and competitors.
Next, we will build a marketing strategy to increase brand awareness. In addition, will
collect feedback from customers and develop products. In particular, you must monitor
your marketing costs and ensure they are operating effectively.
Accounting Department: For all projects related to financial revenue and expenditure,
the accounting department will be responsible for this activity. Jobs can be mentioned
such as paying monthly salaries for employees, managing the company's budget,
monitoring and paying related debts. In addition to the work on financial statements, the
plans for future revenue and expenditure plans will also be handled by the accounting
department.
6
Sales Department: Responsible for building and managing relationships with customers
and partners. Market research to collect information about competitors and business
development trends. Next, identify potential customers to contact and advise customers
about the company's products. From there, maintain relationships with customers to
always provide care and support when needed. Set up appointments to introduce
products, negotiate prices and sales conditions to achieve profitable transactions.
1.6 Business Performance
Table 1.1 Van Xuan Duong business performance report from 2020-2022
Unit: VND
Year 2020 2021 2022
Revenue 59,935 62,705 68,247
Expenses 28,721 30,164 33,107
Profit 31,214 32,541 35,140

Looking at the business results of Van Xuan Duong company, we see that the business
situation is still maintained at a stable level with growth in revenue and fluctuations in
profit levels over the years.
Because in 2021, the Covid-19 epidemic lasted for a long time and social distancing had
to be implemented for nearly half a year, so the company incurred many costs to maintain
the company during that period. That has greatly affected the company's profits.
In 2022, revenue levels tend to increase compared to 2021 and 2020. Because since the
beginning of the year, the epidemic has been controlled, business activities are circulating
again. Health products are more popular with people after the Covid-19 epidemic
prevention process, so revenue reached a quite high level, specifically more than 68
billion VND and profit of more than 35 billion VND.
The special situation that cannot be ignored is that in the last 6 month of 2021, the Covid-
19 pandemic occurred, affecting the whole world. To ensure the health of the entire
population, the state has implemented social distancing, which is one of the reasons
affecting all business activities. The domestic business situation faced many difficulties,
export activities also stopped for a period of time, and many workers had to temporarily
quit their jobs due to health reasons. That had negative production consequences and led
to a decline in the company's business.
7
However, around the end of 2021 - 2022, the business situation has recovered. At this
stage, the epidemic situation has been controlled and all business activities have resumed.
That is the reason why people tend to buy medical products and pharmaceuticals to
support their health after Covid - 19 prevention. The amount of goods sold in 2022 is
mainly liver and lung tonic products.
8
CHAPTER 2: THE REALITY OF REMUNERATION POLICY AT
VAN XUAN DUONG PHARMACEUTICAL JOINT STOCK
COMPANY
2.1 Human resource
2.1.1 Number of workers
According to data from Van Xuan Duong Pharmaceutical Joint Stock Company, the
number of employees of the company in the period 2020-2022 is as follows:
250
200 195
170
150 145
100
50
0
2020 2021 2022
Figure 2.1: The figure shows the total labor of Van Xuan Duong
From figure 3.1, it can be seen that the number of employees of Van Xuan Duong
company in the period 2020-2022 tends to decrease. In 2020, the company has 145
employees. By 2021, that number will jump to 195 employees, an increase of 50
employees in one year. However, the number of employees decreased to 170 employees
in 2022, down to 25 employees compared to 2021, only 25 employees higher than in
2020. The following are the reasons why employees have quit their jobs:
First, there are reasons related to personal desires so they decided to quit their job to find
new directions for development. Next are issues with company policies that some
employees feel are inconsistent with their demand. Finally, there are other problems such
as military service, pregnancy, poor health…
After the business results in 2020 achieved a stable revenue level, Van Xuan Duong
Company, with the desire to continue its success and for the sake of public health, has
carried out many activities to provide many medical and pharmaceutical products. to
everyone. Therefore, at the beginning of 2021, we received many human resources to
9
ensure that work is always carried out smoothly according to market needs. However,
things could not be foreseen. In the last 6 months of 2021, the Covid-19 epidemic
returned, causing many difficulties and leading to long-term social distancing. In that
situation, the company still complies with state policies and regulations to ensure safety
for the company and the community. During this period, the company still maintains a
certain workforce to maintain production, the company always implements the 5K policy
to ensure the health of workers during the working process, including " Mask -
Disinfection - Distance - No gathering - Medical declaration".
2.1.2 Labor structure by department
The Company's labor structure by block is summarized in the following table:
Table 2.1 Labor structure by department of Van Xuan Duong company
Unit: People
Department 2020 2021 2022
Director Department 2 2 2
Production Department 85 118 103
Logistic Department 20 27 23
Human Resources 6 6 5
Accounting Department 3 4 3
Marketing Department 7 8 7
Sales Department 22 30 27
Total 145 195 170

From table 2.1, information on labor structure by department is statistically as follows.
The production sector accounts for the highest number of employees, ranging from 85 to
more than 100 people. Ranked second is the Sales sector with a relatively high number of
employees compared to other sectors. In the lowest position is the director department,
still maintaining the number of only 2 people over the years, with no changes in the
leadership. The parameters have a big difference because Van Xuan Duong company is a
company specializing in manufacturing all kinds of medical and pharmaceutical products,
so the number of human resources in the production department is much higher than the
rest. The Office blocks are small in number, but the workers always do their jobs well
and bring a lot of value to contribute to the ever-growing company. Not just a simple
manufacturing company, Van Xuan Duong also focuses on brand promotion, always
introducing products to consumers and other service activities.
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Commenting on the labor structure changing each year among departments, it is seen that
the labor force increases in 2021 but gradually decreases from 2022. Of these, only the
Board of Directors remains the same number, the rest There are both increases and
decreases in personnel. In 2021, not only will the production department increase to 118
people, but the logistics department will also increase to 27 people and finally the sales
department will also increase to 30 people. The Accounting and Marketing departments
also increased by 1 person each.
But by 2022, the number of departments will have a worrying change. The production
department decreased to 103 people, 15 people lower than in 2021. The Logistic and
Sales departments also decreased, only slightly higher than the number of employees in
2020. The remaining departments also reduced by 1 member, the total number in 2022 is
only 170 workers. Although the epidemic has been controlled and business activities
have recovered, the number of employees in the company has decreased significantly.
This is an issue that needs to be considered immediately.
2.1.3 Labor structure by gender
The company's labor structure by gender in the period 2020-2022 is summarized in the
following table:
Table 2.2: Labor structure by gender of Van Xuan Duong 2020-2022
Unit: People
2020 2021 2022
Gender Quantity Ratio Quantity Ratio Quantity Ratio
(People) (%) (People) (%) (People) (%)
Male 98 67,58 155 79,49 125 73,53
Female 47 32,42 40 20,51 45 26,47
Total 145 100 195 100 170 100
From table 2.2, it can be seen that the labor structure by gender over each year has a
significant difference. Thereby, it can be seen that the company is having many changes
in its labor structure by gender. Although the Covid-19 epidemic occurred in the last
months of 2021 while the company recruited quite a lot of workforce in the beginning of
the year, the company still retains a certain number of employees to maintain the business
situation business and properly implement state policies to ensure health safety for
workers.
In general, the ratio of men and women has a large difference, because this is mainly in
favor of production, so the majority of male workers always account for a higher
percentage, specifically 67,58% in 2020, by 2021 increased over 10% and by 2022 will
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still account for more than half of the total number of workers.
In office blocks, female workers will account for more, compared to other years, the
difference in human resources will also fluctuate: accounting for 32,42% in 2020,
decreasing to 20,51% in the following year. and by 2022, the number of female workers
will only account for less than one-third of the total human resources.
Although the number is slightly different, Van Xuan Duong company always creates a
dynamic, united and balanced working environment between male and female colleagues.
2.1.4 Labor structure by level
The company's labor structure by level in the period 2020-2022 is summarized in the
following table:
Table 2.3: Labor structure by level of Van Xuan Duong 2020-2022
Unit: People
2020 2021 2022
Level Quantity Ratio Quantity Ratio Quantity Ratio
Master’s degree 4 2,75 5 2,56 4 2,35
University
34 23,44 40 20,51 37 21,76
degree
College degree 32 22,06 50 25,64 45 26,47
High school level 67 46,20 88 45,12 80 47,05
Junior high
8 5,55 12 6,15 4 2,35
school level
Total 145 100 195 100 170 100
From table 2.3, it can be seen that the labor structure by level in the period 2020-2022 has
the following observations: high school education always accounts for the highest
proportion, up to 46,20% in 2020, accounting for nearly half of the total number of
employees in the company. University and college degrees account for a relative
proportion of each other, only from 20% to 25%.
Ranked last, is the master's degree with an extremely low proportion, fluctuating just over
2% per year. Similarly at the lower secondary level, by 2022 the proportion will increase
to 6,15%.
From 2021 to 2022, it is seen that at the high school and college level there is a steady
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increase each year compared to 2020. At the university level, there are increased to 40
people in 2021 but decreased to 37 people the next year.
Van Xuan Duong Company is a company that mainly produces medical and
pharmaceutical products, so the workforce is at the high school level because these are
mainly workers directly participating in production activities at the factory and other
activities in the logistics sector. At the lower secondary level, there are mainly jobs such
as housekeeping, security, etc. These jobs do not require workers to have a high level of
education. The remaining qualifications are related to the Office sector, jobs that are
more about drafting contracts, meeting partners or outside commercial work, requiring
employees with appropriate qualifications, capacity and experience. new to taking on
these positions. From the labor structure by level, it shows that the company has its own
policy to attract human resources to ensure that jobs from office to production are well
maintained
2.1.5 Labor structure by age
The company's labor structure by age in the period 2020-2022 is summarized in the
following table:
Table 2.4: Labor structure by age of Van Xuan Duong 2020-2022
Unit: People
2020 2021 2022
Age Quantity Ratio Quantity Ratio Quantity Ratio
20 15 10,34 20 10,25 17 10
20+ - 30 67 46,2 104 53,33 90 57,05
30+ - 40 52 35,86 57 29,23 53 31,17
40+ 11 7,6 14 7,17 10 5,88
Total 145 100 195 100 170 100

From table 2.4, it can be seen that the labor structure by level in the period 2020-2022 has
the following observations: the labor force between the ages of 20 and 30 years old
accounts for the highest proportion each year, placing the proportion at to more than 50%
of the total number of employees in the company in 2021 and 2022. The age group from
30 to 40 years old accounts for the second highest proportion. Finally, employees over
the age of 40 account for the lowest percentage, less than 10% per year.
Workers between the ages of 20 and 30 always account for a higher proportion because at
this age, workers tend to want stable employment. They are the type of people who are
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flexible and able to adapt quickly to every job, and are especially highly creative.
Therefore, workers at this age are always looking for work a lot and want to work
seriously to have a stable life.
Workers between the ages of 30 and 40 are those who have a lot of work experience and
often stick with a certain job for a long time. They tend to become leaders, always
wanting to balance life and work.
Workers over the age of 40 are those who have become leaders or hold mentoring
positions for younger colleagues. In particular, they take advantage of their experience
and expertise to create their own path.
Workers under the age of 20 often do not have much experience, so they can only
participate in jobs that are not highly specialized, mainly outside support jobs and need to
learn and improve more skill.
2.2 Current status of unemployed workers at Van Xuan Duong Company in the
period 2020-2022
2.2.1 The number of employees quitting their jobs
Table 2.5: Rate of unemployed workers in Van Xuan Duong 2020-2022
Unit: People
Year 2020 2021 2022
Total 145 195 170
The number of employees quitting job 11 25 24
Rate of employees quitting job 7,58% 12,82% 14,11%

From table 2.5, we see that the turnover rate at Van Xuan Duong company is increasing,
thereby making the following comments: In 2020, the turnover rate at the company
reached 7,58%, which is still normal. According to Fastdo (2022), Mr. John Sullivan - the
world's leading expert in the field of human resources assessed that the figures related to
the turnover rate are less than or equal to 8%, the business is still operating normally and
has not yet reached its peak alarm level. But by 2021, the company reached a layoff rate
of 12,82%, this was a difficult year when the Covid-19 epidemic occurred, leading to
prolonged social distancing as well as many obstacles to the economic situation joint. In
particular, epidemic stress affects everyone's health. Not only affected by the epidemic,
but also a lot of pressure from the stagnant business situation, facing many difficulties
affecting the company's economy.
In 2022, although the epidemic has been controlled and business activities have
recovered, the unemployment rate reaches 14,11%, this is an alarming problem for the
company. In addition to the employee's personal reasons leading to the decision to quit,
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the company should review its remuneration policy to find the main cause leading to this
serious problem. It is necessary to introduce policies to overcome limitations to improve
remuneration to bring good benefits to employees and let them stay with the company for
a long time.
2.2.2 Structure of employees quitting job according to labor characteristics
2.2.2.1 Quitting structure by department
Table 2.6: Rate of employees quitting jobs at Van Xuan Duong by department
2020-2022
Unit: People
2020 2021 2022
Department Quantity Ratio Quantity Ratio Quantity Ratio
Director
- - - - - -
Department
Production
6 54,54 8 32 12 50
Department
Logistic
- - 5 20 4 16,66
Department
Human
- - 1 4 - -
Resources
Accounting
- - 1 4 - -
Department
Marketing
1 9,09 - - 1 4,16
Department
Sales
4 36,37 10 40 7 29,18
Department
Total 11 100 25 100 24 100
From table 2.6, it can be seen that the rate of workers quitting their jobs by department in
the period from 2020 to 2022 will change a lot, especially in 2021. In 2020, although the
proportion of workers quitting their jobs is at a low level, Normally, but looking closely,
in the production sector, the number of unemployed workers accounts for more than half
of the total, reaching 54,54%.
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By 2021, a difficult year with the epidemic occurring, the number of workers quitting in
all departments occurred. The production sector and the business sector have proportion
of employees quitting their jobs, reach 32% and 40% respectively. These two
departments both face many obstacles in work due to social distancing, causing many
negative effects, so the high turnover rate in these two blocks is obvious. Next, the
Logistics sector also accounts for more than 20%, higher than in 2020 and 2022.
In 2022, the rate of workers quitting their jobs in the manufacturing sector will account
for half of the total. In this department, there is mainly a workforce with low professional
qualifications, often with high job turnover and always wanting the opportunity to work
at another, better company; Therefore, each year, the rate of workers quitting their jobs in
this sector is always higher than in other sectors. Similarly, in the business sector, the rate
of employees quitting their jobs is nearly 30%. This job requires employees to have
patience, good communication and always be flexible in looking for potential customers,
so few employees can be suitable for this job, leading to a situation that always occurs
retired from the business sector.
In general, only the board of directors has not changed over the years, because the board
of directors is the founder and the main executive in the company. Next, in the office
sectors, the rate of workers quitting their jobs is very low. Most of the workers
undertaking these jobs are stable and quitting their jobs rarely occurs.
From the above information, the company needs to review its personnel remuneration
policy to be able to retain employees who stay with the company for a long time,
especially in the production sector because of the high rate of employee turnover in the
company. This department is very high.
2.2.2.2 Quitting structure by gender
Table 2.7: Rate of employees quitting jobs at Van Xuan Duong by gender 2020-2022
Unit: People
2020 2021 2022
Quantit Quantit
Gender Quantity Ratio
Ratio (%) y Ratio (%) y
(People) (%)
(People) (People)
Male 7 63,63 16 64 13 54,16
Female 4 36,37 9 36 11 45,84
Total 11 100 25 100 24 100
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From table 2.7, it can be seen that the proportion of male workers tends to quit their job
more than that of female workers each year, the majority of which now accounts for more
than half of the total number; in 2020 it will reach 63,63%, followed by 64% in 2021 and
the rate will gradually decrease in 2022 at 54,16%. However, the unemployment rate of
female workers tends to increase each year and reaches the highest level in 2022 of
45,84%.
In society, men often play the role of financial responsibility in the family, so male
workers often have a lot of economic and financial pressure. They always need to find
better work opportunities and are ready to do jobs with attractive income. In particular,
men always have a high level of competition in most areas of work, so male workers will
face work pressure and lead to a very high chance of quitting their jobs.
For female workers, maternity leave and family care often create pressure for them. That
makes female workers feel difficult and unbalanced in taking care of their family and
maintaining an effective job.
.2.2.2.3 Quitting structure by level
Table 2.8: Rate of employees quitting jobs at Van Xuan Duong by level 2020-2022
Unit: People
2020 2021 2022
Quantit
Level Quantity Ratio Quantity Ratio Ratio
y
(People) (%) (People) (%) (%)
(People)
Master’s degree - - - - 1 4,16
University degree 3 27,27 - - 7 29,16
College degree 3 27,27 6 24 4 16,66
High school level 5 45,46 7 28 10 41,66
Junior high school - - 12 48 2 8,36
Total 11 100 25 100 24 100
From table 2.8, it can be seen that the rate of workers quitting their jobs by level has
changed over the years. In 2021, the proportion of workers quitting jobs with University
and College degrees is equal. however, high school graduates account for nearly half of
the total, reaching 45,46%. By 2021, this rate at the general level will decrease to 28%,
but the rate of employees quitting at the junior high school level accounts for about half
of the total. In 2022, the rate of employees quitting their jobs at high school level will
increase, and the number of employees quitting their jobs will appear at the remaining
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levels. This situation needs to be considered because the proportion of workers by level
of education is increasing year by year, especially high school degrees always account for
a large proportion of the total.
During the Covid-19 outbreak in 2021, the company had to cut a number of employees
and in addition, the negative impacts of the epidemic affected the health and spirit of
workers. dynamic. Therefore, the situation of personnel at the high school and junior high
school level has a higher turnover rate than the remaining levels. For master's, university
and college degrees, there is still a normal working policy, some stay at the company to
ensure the closest quality of work, and the rest can work from home to support other
tasks.
2.2.2.4 Quitting structure by age
Table 2.9: Rate of employees quitting jobs at Van Xuan Duong by age 2020-2022
Unit: People
2020 2021 2022
Quantit
Age Quantity Ratio Quantity Ratio
y Ratio (%)
(People) (%) (People) (%)
(People)
20 5 45,45 6 24 7 29,16
20+ - 30 6 54,55 4 16 11 45,83
30+ - 40 - - 5 20 4 16,66
40+ - - 10 40 2 8,35
Total 11 100 25 100 24 100

From table 2.9, we can see that the proportion of workers quitting their jobs by age is
mainly from 20 years old to 30 years old in 2020 and 2022, the proportion is much higher
than other age groups. . However, in 2021, when the epidemic occurs, it greatly affects
the company's economy, so the company cuts a number of employees at the oldest age
group, so the rate of workers quitting their jobs over 40 years old account for 40%.
For people aged 20, the proportion will be 45,45% in 2020, accounting for nearly half of
the total number of workers quitting their jobs. From 2021 to 2022, that proportion will
be 24% and 29,16% respectively; At the age of 20, there is a relatively high number of
workers quitting their jobs. It can be seen that workers in this age group always change
jobs frequently. For those aged 30 to 40, the proportion of people quitting work is also
worth considering, accounting for 20% in 2021 and 16,66% in 2022.
From there, we can see some reasons leading to the difference in absenteeism between
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ages as follows:
From 20 years old to 30 years old is the age of young workers who always want to find a
dynamic working environment and like to explore new things, so it is obvious that job
hopping is high.
The age range from 30 to 40 is the age when people want to balance life and work and
seek stability for themselves, so over the years, unemployment at this age does not
account for a significant proportion.
At the age of 41 or older, it seems that finding work opportunities will be difficult, so
workers at this age, if they have a job, will stick with it and maintain it for a long time. In
2021 alone, because of the difficult epidemic situation, there is a high rate of absenteeism
among these workers. For 2020 and 2022, a very low proportion of workers in this age
group quit their jobs.
2.2.3 Reason for quitting job
Van Xuan Duong Company has compiled reasons for employees' resignations in labor
contract termination applications. The reasons come from two sides, one is from the
employees, the other is from the company.
Reasons from the employee side include:
Health problems
There is a new direction
Moving to a new place that is no longer convenient distance to the company
Reasons from the company's side:
Unsuitable working conditions
The remuneration regime does not meet the requirements
Few opportunities for advancement
2.3 Current status of financial remuneration at Van Xuan Duong company
2.3.1. Direct financial compensation
2.3.1.1 Salary
2.3.1.1.1 Salary structure
Fixed Salary
Currently, the company does business at a location in region I (Ho Minh City) according
to Decree 90/2019/ND-CP issued on November 15, 2019, the minimum salary of
employees is 4.420.000 VND/month. . At Van Xuan Duong company, the minimum
salary of a trained employee is 4.750.000 VND/month. Thereby, we see that the salary
that Van Xuan Duong company pays its employees is higher than the prescribed
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minimum wage. The company complies with legal policies.
Salary for probationary employees

According to Article 26 of the 2019 Labor Code, the probationary salary must be at least
85% of the salary for that job. At Van Xuan Duong company, during the probationary
process, the employee and the company will agree on the probationary salary, which
includes salary according to the job and other responsibilities. Probationary workers at
Van Xuan Duong company will receive a probationary salary equal to 85% of the salary.
During the probationary period and near the end of the probationary period, the Human
Resources department will send evaluation forms to departments for management to
evaluate the probationary process including attendance, attitude and capacity. If the
evaluation results are satisfactory, the company will sign a contract with the employee to
become an official employee of the company.
The following table is a specific example of the basic salary of a production employee at
Van Xuan Duong company.
Table 2.10 : Salary scale of production employee at Van Xuan Duong company
Unit: VND
Job position Salary scale
Production staff I II III IV V
Salary 4.750.000 4.987.500 5.236.875 5.498.718 5.773.653
The company has been proactive in building salary scales according to the provisions of
the government's labor code. Every year, the company will have a review of salary
increases for all employees working at the company according to each position and
position, each time the basic salary will increase by 5%. Through the table above, we can
see that the company has carefully observed and evaluated employees with professional
qualifications and experience. Therefore, offering salaries consistent with the excellent
characteristics of workers is a necessary policy, creating the attraction and retention of
many workers.
Overtime Salary
In order to ensure the supply of products to serve customers, workers at the company are
arranged to work overtime at the request of management or voluntarily. Although work
often involves overtime, ensure that the total number of administrative working hours and
overtime hours does not exceed 12 hours/day, does not exceed 30 hours/month, and does
not exceed 200 hours/day year.
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Table 2.11: Overtime salary at Van Xuan Duong company
Standard number of
Form of work Working day Work overtime
working days
Normal day 150%
Sunday 200%
Administrative work 26 days
Paid leave day 300%
Holidays 300%
Overtime pay is calculated as follows:
Overtime pay = Actual hourly wage for the job being done on a normal working day
x Rate of at least 150% or 200% or 300% x number of overtime hours.
If the employee works overtime or overtime on weekdays, the rate is 150% of the actual
salary paid for the job on a normal working day.
If the employee works overtime or overtime on Sunday, the rate is 200% of the actual
salary paid for the job on a normal working day.
If an employee works overtime or works overtime on a paid day off or public holiday, it
will reach 300% of the actual salary paid for work on a normal working day.
Salary calculation process
Step 1: The human resources department compiles records, salary calculation data and
exports the company's monthly timesheets
Step 2: The human resources department sends timekeeping data via Email to each
department, and the manager sends it to employees to view and give feedback.
Step 3: Prepare payroll file
Step 4: Submit to superiors for approval
Step 5: Make salary payment
2.3.1.1.2 Salary calculation form
At Van Xuan Duong company, salary is calculated through timekeeping. Employees keep
timekeeping twice a day, including arrival and departure times, to accurately record
working hours; Thereby, the results on the timesheet are exported directly from the
system to serve as a basis for fully synthesizing monthly working days, tracking overtime
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hours and absences.
The company applies the method of paying employees according to working time:
Salary = (Basic salary)/26 X NTT+ Other salaries
In which:
Basic salary: salary agreed between the employee and the company
NTT: Actual working days in the month of the employee
Other wages: Overtime pay, extra work on holidays
Actual salary received = Actual daily salary for the month + Overtime pay (if any) +
Allowances - Amounts payable
2.3.1.1.3 Payments
Salary payment time: The company finalizes salary at the end of the month, with one
payment from the 8th to the 10th of each month. In case the salary delivery date coincides
with a weekly day off or a holiday, the salary will be transferred 1 day in advance. The
company ensures salary payment on schedule, limiting salary delays that negatively
affect the lives of workers.
The actual salary received will be paid through transfer to the employee’s ATM card. In
case of new employees, the company will support making bank cards for the employee.
2.3.1.1.4.Conditions to be considered for annual salary increases
Continuous working time of at least 12 months
Successfully complete assigned rules, tasks, and goals throughout the job tenure
Have the development of professional qualifications and capabilities worthy of enjoying
a higher income
Do not violate the law, have a good attitude, and do not affect the company’s rights
Time of review
• Phase 1: May (employees with labor contracts signed from January to June).
• Phase 2: November (employees with labor contracts signed from July to December).
2.3.1.2 Bonus
Bonus according to KPI
For sales departments: productivity bonus is 0.5% of an individual’s actual sales,
regardless of whether the individual meets the target or not.
When reaching the target, employees will receive an additional monthly revenue bonus
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equal to 0.5% of the individual’s actual sales.
In other words, when the sales department meets its target, employees have double the
sales bonus.
Attendance bonus: Official employees who comply with company rules and work 26 full
days in a month will receive an attendance bonus of 500,000 VND/month.
13th month salary bonus
13th month salary bonus only applies to official employees at the company. The latest 12 th
month salary is the basis for calculating the 13th month salary.
How to calculate 13th month salary bonus:
Bonus = (Number of months worked/12) x basic salary
Time of payment: employees receive the salary in December or January of the following
year
Enjoy holidays and Tet holidays throughout the year
Employees are entitled to full paid leave on holidays according to state regulations, along
with specific bonuses as follows:
Table 2.12 : Bonus levels for employees on Holidays/New Year at Van Xuan Duong
Content Reward Note
New Year 300.000
Lucky money at the
beginning of the Lunar 500.000
New Year
Only for female workers
International Women’s Give away an additional
200.000
Day (8 March) medical product from Van
Xuan Duong company
30 April and 1 May 300.000
National Day (2
300.000
September)
Mid-Autumn Festival Gift
Vietnamese Women’s 200.000 Only for female workers
Day (20 October) Give away an additional
medical product from Van
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Xuan Duong company
2.3.2 Indirect financial compensation

2.3.2.1 Allowance
All job positions in the company receive the same allowance. Through that, we can see
the care but also very fairness from Van Xuan Duong company. Most employees in the
company need this level of support to reduce the economic burden in their lives and help
them have a better spirit while working.
Allowances during the Covid-19 epidemic period
Receive masks, antiseptics, gloves and have your health status checked every day. In
addition, employees performing "3 on-site" work at the company are supported with
blankets, mattresses, pillows and 3 main meals. In addition, during the work period
during the epidemic, workers are entitled to an allowance of 100.000 VND/day.
Lunch allowance: 20.000 VND/person/day for employees in the company
Gasoline allowance: 500.000 VND/person/month for employees in the company
Support for employees in difficult circumstances, accidents, and illnesses: minimum
200.000 to 1.000.000 VND.
2.3.2.2 Social assistance
Employees of Van Xuan Duong Company are entitled to social benefits according to
State regulations.
2.3.2.3 Welfare
Insurance
Table 2.13 : Contribution rate for various types of insurance at Van Xuan Duong
Contribution Rate (%)
No. Insurance Type
Employer Employee
1 BHXH 17,5% 8%
2 BHYT 3% 1,5%
3 BHTN 1% 1%
The company pays 21,5% including social insurance, accident insurance and health
insurance. The company is responsible for implementing insurance policies for
employees. Employees pay 10,5% of their salary including 3 types of insurance like the
24
company.
In addition, when employees are participating in insurance and still working at Van Xuan
Duong company, employees will enjoy other benefits such as maternity benefits, sickness
benefits... Insurance Agency Social insurance will pay these benefits. The company is
responsible for representing and reporting and ensuring the rights of employees.
Health care
Every year, the company organizes health checks for employees, once a year. This is a
periodic activity to help the company assess whether the factory environment has a
negative impact on workers' health or not. From there, plan appropriate plans, arrange
work suitable for employees and at the same time implement policies to support
employee life.
In addition, the employee will be given at least 2 medical and pharmaceutical products
produced by Van Xuan Duong company in a year to support the health of the employee
and help them better understand the product. company products.
In addition, during the Covid-19 epidemic prevention period, the company always
supports necessary medical equipment, checks workers' health every day and reminds
workers to always strictly follow the "5K" policy according to state regulations.
Give a gift
On holidays and New Year, all employees in the company are given bonuses or gifts.
Specifically, on the occasion of the Mid-Autumn Festival, the Board of Directors sent
each employee a box of moon cakes. Or on the occasion of women's holidays such as
March 8 and October 20, female workers will receive a lucky money envelope of
200,000 VND and a health-supporting medical product from Van Xuan Duong company.
In addition, every month the company sends 200.000 VND to departments to celebrate
birthdays for employees with birthdays that month.
3.3.2.4 Paid absences
Personal leave with full salary
Employees are entitled to personal leave but still receive full salary in the following
cases:
Marriage: 3 days off
Biological children, adopted children getting married: 01 day off
Biological/adoptive parents, biological/adoptive children die: 03 days off
Brother or sister dies: 01 day off
Employees receive full pay on days off
The company applies the provisions of the Labor Law on holiday benefits, specifically:
25
New Year's holiday: 1 day
Lunar New Year Holiday: 6 days
April 30 Feast: 1 day
International Labor Day May 1: 1 day
Hung King's death anniversary: 1 day
National Day September 2: 2 days
If the above day off falls on a weekday off, the employee will be compensated for the day
off the following day.
Maternity leave
Pregnant female employees must notify the human resources department to receive help
when necessary. Female employees are entitled to maternity benefits as prescribed in
Article 139 of the Labor Code.
Female employees are entitled to 6 months of leave before and after giving birth. In case
a female employee gives birth to twins, counting from the second child, the female
employee will be entitled to an additional month of leave. Maternity leave before giving
birth must not exceed 2 months. In addition, female employees are guaranteed a job when
returning after the prescribed maternity leave period with a salary no lower than before
the leave.
For male employees who are paying social insurance and whose wife has given birth,
they are entitled to leave and enjoy maternity benefits as follows:
05 working days
07 working days if the wife gives birth and has to have surgery during childbirth when
the child is under 32 weeks old.
If his wife gives birth to twins, the male employee is entitled to 10 working days off.
Annual leave
At Van Xuan Duong Company, after completing each year of work, employees are
entitled to 14 days of vacation. After 5 years of continuous employment (60 months from
the date of employment), 2 additional days of leave will be calculated, for a total of 16
days of leave.
In case the working period is less than 12 months, the employee will have 1 day off
corresponding to the month. In case the working time is less than 12 months in a year, the
number of days off is calculated according to the proportion of working time in that year.
2.4 Current status of non-financial remuneration ai Van Xuan Duong Company
26
2.4.1. Remuneration through work
Nowadays, workers not only work to take care of their lives, but also for the simple
desire to express their skills, qualifications and creativity. That's why the company has
developed a number of non-financial remuneration policies to help employees work with
the most enthusiasm and dedication.
Almost all workers want to find jobs suitable to their abilities and qualifications.
Therefore, the company has reasonable arrangements of jobs suitable for each employee.
Workers will be more excited and enthusiastic when assigned to the right person for the
right job.
To achieve that goal, the company must perform well in recruitment. At this stage, the
company has interview and job exchange processes to identify which candidates will be
suitable for the job. position and company standards. Next is the probationary period,
which lasts about 2 months. This is the stage for new employees to get acquainted with
the environment and culture of the company, learn work from long-time employees...
Besides, the management board will have a clearer view of their capabilities and
qualifications. and the employee's adaptation to the new environment when assigned
work. From there, the management board will have detailed and transparent assessments
to report to the board of directors.
In addition, for more difficult internal tasks, the company always encourages employees
to proactively perform them, or actively comply with the arrangements of the
management board. Thereby proving that the company always recognizes the efforts and
development of employees, assigns them difficult jobs and also wants employees to try
their best, overcome their own limits to further develop skills and abilities.
At Van Xuan Duong Company, for non-financial compensation, the company has
provided many opportunities for personal development and training when participating in
the company's general training program such as on how to use current machinery.
Currently working at the company, the necessary knowledge about products has been
present at Van Xuan Duong company... Thereby, to help improve the skills and potential
of each employee.
In addition, Van Xuan Duong Company always evaluates and recognizes employees
fairly. These are compliments to employees with excellent performance every quarter, by
giving rewards and certificates of merit. Recognition and evaluation of work are very
important, showing that their efforts are worthy and that employees will contribute their
best to help the company grow.
2.4.2. Remuneration through the working environment
Building a sociable and positive working environment is the goal that Van Xuan Duong
company aims for. With many different aspects, the company always improves and
27
enhances the working environment within the company.
Good relationship within the company
At work, there will inevitably be difficulties, sadness, and misunderstandings that are
difficult to resolve... Therefore, to limit disagreements from occurring, the leadership
team always listens and respects the opinions of subordinates. For colleagues, they
always create a happy, friendly, and helpful working atmosphere.
In a community, personal conflicts cannot be avoided, because we do not want private
matters to affect work. The company's policy is to always consider the situation clearly,
listen carefully to the employees' presentations so that the management and leadership
can come up with solutions to prevent it.
Besides, handle all matters fairly between employees, without bias, handle situations
properly, so that the relationship between colleagues, as well as the relationship between
superiors and subordinates, is always close and understand each other better.
Ensure working conditions and hours for employees
For employees, the conditions they receive while working is also one of the factors that
help them become more attached to the company. A positive, open and friendly working
environment is the only way to retain long-term employees. Working conditions at Van
Xuan Duong company for all departments are fully equipped with modern and necessary
equipment, each area is clean, creating a comfortable and ideal working space. For
production and logistics areas, the company fully equips employees with uniforms,
gloves, masks...
The company arranges reasonable and standard working hours of 8 hours a day. Morning
starts from 8:00 am to 12:00 pm and afternoon starts from 1:30 pm to 5:30 pm.
In addition, the company is also very concerned about the spiritual life of all employees,
specifically the following activities:
On September 12 every year - the founding day of Van Xuan Duong company, a party is
held on that special day, with all employees attending the party to have the opportunity to
chat and meet together later. stressful working days.
Thereby, it can be seen that the working environment and conditions are an important
factor when it comes to employee compensation. A comfortable, positive working
environment combined with suitable working conditions is a source of motivation to
motivate employees to perform their best work and confidently contribute their own
values to help the company more and more developed.
2.5 Factors affecting remuneration at Van Xuan Duong company
2.5.1 Factors outside the company
Social and economic conditions
28
Regarding employee remuneration at Van Xuan Duong Company, socio-economic
development is one of the influential factors. As in 2022, Vietnam's inflation will
increase by 3,15% compared to the average in 2021, in which some product groups have
very high price increases such as transportation, beverages, household appliances...
Therefore, Van Xuan Duong Company is forced to develop appropriate remuneration
policies for employees and attract more human resources.
Current legal conditions

Van Xuan Duong Company complies with the laws of the Vietnamese state, the company
has clearly researched the regulations related to labor regime, welfare... to come up with a
reasonable and favorable remuneration policy. in accordance with the law. The
regulations on remuneration that Van Xuan Duong company is implementing are
according to the Labor Code 2019, Social Insurance Law 2014...
2.5.2 Factors within the company
Company's ability to pay
Growth in revenue and profits will affect the company's ability to pay. When the
company reaches a stable profit level, the company is willing to pay many benefits for
employees. However, the company always considers paying salaries no lower than the
market and competitors to be able to compete and retain potential, long-term employees.
Skills and professional capacity of workers
In addition, the skills and professional capabilities of employees will be "purchased" by
the company. Therefore, employees always want to receive a salary that is appropriate
and worthy of their qualifications and knowledge. Van Xuan Duong Company has clearly
and reasonably planned a remuneration regime to suit each employee in the company, so
that employees can confidently develop their skills and qualifications.
Productivity - labor efficiency of workers
Salaries and benefits have a direct relationship with employee productivity and
performance. The company considers and offers appropriate salary and bonus regimes to
promote positive working spirit of employees, which will lead to increased productivity.
Effective employee productivity will help the company achieve its goals in revenue and
profits.
2.6 Evaluate on the remuneration policy of Van Xuan Duong company
29
2.6.1 Advantages
2.6.1.1 Stable salary
The minimum salary of employees at Van Xuan Duong company is 4.750.000
VND/month. The salary is relatively stable and in accordance with the law for workers in
the Ho Chi Minh City area.
Stable salary is a factor that helps Van Xuan Duong company attract and retain workers.
And with that stable income, it will help employees feel financially secure, reducing
monthly economic pressure. Next is fairness in salary levels, salaries commensurate with
their skills and contributions. And depending on the job position, the salary will be
different to match the value that employees contribute to help the company grow.
Salary policy plays a role in creating a professional and positive working environment.
Van Xuan Duong Company always continuously reviews and considers adjustments to
ensure flexibility, fairness and encouragement for personal development.
2.6.1.2 Diverse allowances and benefits
Employees enjoy a number of good allowances and benefits to ensure their health and
spirit, helping employees always contribute their best during work. Therefore, Van Xuan
Duong Company has many necessary allowances and benefits that meet the wishes of
employees.
Benefits during the Covid-19 epidemic: At a time when the epidemic is stressful, in
addition to business stagnation, the company still cares about the health of all employees,
always supporting them. Help and support anytime, anywhere. This helps employees
reduce anxiety and work more peacefully during the difficult epidemic period.
Gasoline allowance: in a difficult life, material prices are increasingly high, so the
company has provided support to help workers reduce difficulties.
The health of all employees in the company is examined annually, medicine and support
are provided completely free of charge.
Maternity leave benefits for female employees are important during pregnancy and after
childbirth. Besides, while taking care of their children, they enjoy these good conditions
to reduce financial pressure.
Lunch allowance is intended to provide nutrition and regenerate labor for employees,
helping them ensure good health and spirit to work effectively.
2.6.1.3 Positive working environment
At Van Xuan Duong, there is a positive working environment, creating conditions to
promote creativity and always appreciating the contributions and opinions of all
employees. The company always has mutual support and solidarity between colleagues,
management and subordinates, which helps create positive energy and a friendly working
30
environment. Always be open in communication, to help employees feel confident when
exchanging information, expressing opinions and promoting good relationships.
Flexible working policies help employees have appropriate time management, creating a
reasonable balance between time spent on work and personal life. In addition, provide
useful training programs and personal development opportunities to help employees
improve their knowledge, skills and performance. The environment at Van Xuan Duong
company is considered dynamic, creative and an opportunity to challenge yourself.
2.6.2 Limitation
There are no rewards to commend excellent employees
At Van Xuan Duong Company, we only stop at praising employees with outstanding
achievements in the process of performing work, but there are no specific rewards.
Therefore, it is necessary to be transparent and have clear information about rewards, to
help employees better understand this process and feel that the values contributing to the
company are completely worthy. Attractive rewards can increase motivation and
encourage the working spirit of all employees, thereby creating positive competition for
employees to achieve the best results.
There are no allowances for employees when doing the work of other employees
In companies, there are sometimes situations where employees do the work of other
employees, but no allowances have been proposed for employees, leading to work
pressure and lack of confidence when completing tasks... Appropriate allowances for
employees when performing the duties of other employees are intended to help enhance
the employee's value and recognize the employee's efforts during the work process.
Thereby, helping to build a fair environment and promote good cooperation in co-worker
relationships at the company.
There is no phone allowance
In each task and each department, using means of communication with customers,
partners and other things during the work process is extremely necessary. There are cases
where it is necessary to call and discuss very often. Therefore, the support for calling
costs for employees who frequently use communication devices is a necessary and
worthy amount of money, helping them pay for charges including calls, text messages...
This helps reduce the financial burden on workers, thereby helping them comfortably use
their phones to support work anytime, anywhere.
Benefits for employees with long-term employment are limited
31
During long-term employment, employees want to have benefits as well as rights
reserved for their many years of contributions. The company lacks a specific welfare
policy for long-term employees. Benefits for long-time employees help them see
recognition for their efforts from the company and always contribute worthy values to the
growing company.
There are no organized outings for employees
Existing benefits at Van Xuan Duong Company do not have plans for employees to take
vacations on days off from work. After stressful and tiring work, employees also need the
opportunity to participate in recreational activities, or go on a beach vacation together...
Not only does it help workers have more working spirit. but also helps everyone in the
company have more opportunities to connect and bond with colleagues.
There has not been a comprehensive survey to clearly understand the level of
employee satisfaction with the company’s remuneration regime over the years.
In addition to building a suitable remuneration regime for employees, the company
should have an overall observation of the level of employee satisfaction with that
remuneration policy, and a survey will be one of the ways to do this. suitable way to
collect information quickly and most conveniently. Surveys help identify aspects of
compensation that are appreciated by employees, thereby helping employees feel cared
for and increase work morale. In addition, evaluation from the survey will help the
company identify problems that have not been improved and proceed with solutions to
ensure employee satisfaction.
32
CHAPTER 3: RECOMMENDATIONS FOR IMPROVING THE
EFFICIENCY OF REMUNERATION AT VAN XUAN DUONG
COMPANY
3.1 Based on proposed solutions
3.1.1 Objective
The company's future goal is to bring products with top quality in Vietnam and export
products to many foreign markets.
3.1.2 Development direction of Van Xuan Duong
Currently, Van Xuan Duong Tap Company mainly develops domestic and foreign
products. The company aims to expand production and upgrade production facilities to
meet market demand. This may include investments in facilities, new manufacturing
technologies and increased production capacity. In addition, the company will consider
opportunities to cooperate with hospitals and other partners to improve its influence and
market access.
3.2 Recommendations
Based on the current status of the remuneration policy at Van Xuan Duong company, a
number of solutions are intended to solve limited problems, contributing to improving the
remuneration work so that the company can always achieve its goals in the future.
Develop information about rewards for excellent employees every quarter of the
year
Rewards for employees who make outstanding contributions and successfully complete
set targets. Each department has this reward and it is announced to all employees working
at the company. It is necessary to review and adjust this bonus policy to ensure
competitiveness and compatibility with the qualifications and skills of employees.
33
Rewards can be cash, or other means of reward can be applied such as travel, holidays...
to create diversity and meet the different needs of employees. Additionally, rewards can
be combined with personal development opportunities to support employees' long-term
goals.
Additional seniority allowance
Retain employees who are experienced and make significant contributions to their work,
creating motivation and promoting greater loyalty. It shows that the company recognizes
employees' contributions based on the time they have spent with the company
The company has regulations and time to consider salary increases, but in the difficult
economic situation, having to pay a lot of expenses to stabilize life, employees need to
have higher remuneration regimes, based on their experience. years working at the
company. In addition to the salary increase approved in May and October, employees
will receive seniority allowances depending on working time as follows:
Under 3 years: Keep the same

From 3 - 5 years: 2% corresponding to the basic monthly salary
From 5 years or more: 3% corresponding to the basic monthly salary
Employees will receive monthly seniority allowances from the time of eligibility. Long
service allowance will be paid along with the employee's monthly salary. In addition, this
allowance policy will be reviewed and updated according to needs and suggestions from
employees and management.
Additional phone allowance
Phone allowance is also considered an important part of the company's compensation.
Helping employees connect and communicate with work better regardless of working
remotely or on business trips, creating a positive impression of employees towards the
company and reducing the financial burden on employees.
Telephone allowance will be paid depending on the nature and position of the job the
employee is undertaking. Employees are supported with phone allowances based on the
nature and type of that company. There is no maximum limit for the phone allowance.
Therefore, employees at Van Xuan Duong company will receive monthly support when
calling and using other features to serve their work, with priority given to employees with
frequent use. High use of mobile devices. For other employees who work mainly within
the company and do not often use the phone much, there will be no phone allowance.
Add allowance for employees who do other people’s work
Encourage employees to always support and contribute to common work. Thereby, we
can see more fairness and responsibility with work that has never been done before.
34
Besides, the workload is guaranteed to be completed on time, and work productivity also
increases significantly.
For departments that have employees who are sick, pregnant,…., they must take time off
work for a period of time. The company needs to consider the benefits of the person on
leave to transfer to the employee who is taking over that employee's job. With this
regime, employees will receive another allowance called overtime allowance for the work
of other employees.
Organize outings for employees
Create opportunities for employees to interact, create connections and bond with each
other, improving relationships between colleagues. In addition, it is useful entertainment
that helps reduce stress after difficult and tiring work. Through extracurricular activities,
these activities not only create conditions for employees to cooperate and build a positive
company brand, improve the company's reputation in the market and attract more
candidates.
Every year the company should have a union fund to pay for organizing travel trips for
all employees, including production workers and office staff. Trips should be arranged on
weekends, or on holidays. The Human Resources Department will plan to propose a
number of tourist destinations for all employees to vote on; Only pay a small fee if there
are relatives accompanying you. The locations often chosen are places with the sea, cool
air, and not too far of a distance such as Vung Tau, Phan Thiet... After choosing a
specific location, the Human Resources department proceeds to plan. details for the trip
and will notify the departure time of the trip 3 weeks in advance, so that employees can
arrange their time and personal matters to be able to participate in the vacation with the
company. These trips help workers have time to relax together, chat and interact over
long working hours. At the same time, it gives workers positive energy during work and
more enthusiasm for work.
3.3 Recommendations to survey employees’ thoughts and aspirations
During the work process, there should be some survey activities to synthesize employees'
opinions about Van Xuan Duong company's remuneration policy and consider offering
appropriate solutions to their thoughts. , employee aspirations.
Depending on the actual situation, the company can refer to and adjust the content to
match the current survey.
The questions you proposed in the survey
Part 1: Survey worker information
1.Are you an employee or manager of the company?
 Yes
35
 No
2.Which department do you belong to?
 Director Department
 Production Department
 Logistic Department
 Human Resources
 Accounting Department
 Marketing Department
 Sales Department
3.Age
 20
 20+ - 30
 30+ - 40
 40+
4.Gender
 Male
 Female
5. How long have you worked at the company?
 Less than 1 year
 1-3 years
 3-5 years
 More than 5 years
Part 2: Survey content
Financial compensation at Van Xuan Duong company
CONTENT YE NO NOTE
S
Does the company organize periodic salary increases? If yes,
have you received a salary increase recently?
Does the company offer bonuses or bonuses with salary? If
yes, were you rewarded?
Do you have any ideas to improve the company's financial
compensation?
36
Do you feel that the financial compensation policy affects
your personal finances?
Do you have any comments on specific adjustments to salary
and financial benefits policies?
Do you feel the company is fair in financial compensation for
all employees?
Non-financial compensation at Van Xuan Duong company

CONTENT YE NO NOTE
S
Does the company often organize extracurricular activities
for employees? If yes, will you participate?
Does the company often organize training and career
development programs? If yes, please name some programs
in which you have participated.
Does the company have an individual or group reward
program during work?
How do you evaluate the working environment at Van Xuan
Duong company?
Have you received support from the company in your
advancement and personal development?
Do you have any comments to improve the non-financial
remuneration policy at Van Xuan Duong company?
37
CONCLUSION
Regardless of the company, the remuneration policy is quite important and has a
profound impact on the employees who are in charge of the jobs in the company. In this
internship report, I presented the current status of human resources compensation at Van
Xuan Duong company and through that, based on the company's goals and development
direction, proposed a number of solutions to complete the project. Improve personnel
remuneration policy at the company. To help the company retain employees and
contribute to company development.
The report includes three chapters:
Chapter 1: presents general information about Van Xuan Duong company to have a
clearer view of the company's scale and business fields.
Chapter 2: presents in detail the current human resources situation and personnel
remuneration policy of Van Xuan Duong Company. Besides, comment on the advantages
and disadvantages that exist in this remuneration policy.
Chapter 3: based on the company's goals and development direction, outlines a number of
solutions to overcome existing limitations and perfect the company's personnel
remuneration policy. The solutions are specific and practical, to help companies retain
employees and contribute to company development.
38
REFERENCE
1.Nguyễn Thị Thanh Hiền (2022), Hoàn thiện chính sách đãi ngộ nhân sự tại công ty
TNHH TM-DV Tân Hiệp Phát. Khóa luận tốt nghiệp, Đại học Sư phạm Kỹ thuật TP. Hồ Chí
Minh.
39

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HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION

FACULTY OF INTERNATIONAL EDUCATION

COMPLETING HUMAN RESOURCE

Major: INDUSTRIAL MANAGEMENT

Advisor: NGUYEN THI THANH VAN, PhD.

Ho Chi Minh City, December 2023

FACULTY OF INTERNATIONAL EDUCATION

COMPLETING HUMAN RESOURCE

Major: INDUSTRIAL MANAGEMENT

Advisor: NGUYEN THI THANH VAN, PhD.

Ho Chi Minh City, December 2023

FACULTY OF INTERNATIONAL EDUCATION

HCMC, December 2023

Table 2.1: Labor structure by department of Van Xuan Duong 2020-2022.................10

Table 2.2: Labor structure by gender of Van Xuan Duong 2020-2022...

Table 2.10: Overtime salary at Van Xuan Duong company ...

Picture 1.2: Some products of Van Xuan Duong company 5

1.Reason for choosing topic................................................................................................1

3.Scope and object...............................................................................................................2

CHAPTER 1: INTRODUCE TO VAN XUAN DUONG PHARMACEUTICAL JOINT

1.1 General Introduction..............................................................................................3

1.2 The Process of Formation and Development.........................................................3

1.3 Vision and Mission................................................................................................4

1.4 Field of Activity.........................................................................................................4

1.5 Organizational Structure............................................................................................5

1.5.1 Organizational Structure......................................................................................5

1.5.2 Functions and Tasks of Departments...................................................................6

1.6 Business Performance................................................................................................7

CHAPTER 2: THE REALITY OF REMUNERATION POLICY AT VAN XUAN

2.1 Human resource..........................................................................................................9

2.1.1 Number of workers..............................................................................................9

2.1.2 Labor structure by department...........................................................................10

2.1.3 Labor structure by gender..................................................................................11

2.1.4 Labor structure by level.....................................................................................12

2.1.5 Labor stucture by age.........................................................................................13

2.2.1 The number of employees quitting their jobs....................................................15

2.2.2 Structure of employees quitting job according to labor characteristics.............16

2.2.2.1 Quitting structure by department....................................................................16

2.2.2.2 Quitting structure by gender...........................................................................17

2.2.2.3 Quitting structure by level..............................................................................18

2.2.2.4 Quitting structure by age.................................................................................19

2.2.3 Reason for quitting job.......................................................................................20

2.3 Current status of fanancial remuneration at Van Xuan Duong company................20

2.3.1. Direct financial compensation..........................................................................20

2.3.2 Indirect financial compensation.........................................................................24

2.3.2.2 Social assistance..............................................................................................24

3.3.2.4 Paid absences..................................................................................................25

2.4 Current status of non-financial remuneration ai Van Xuan Duong Company.........27

2.4.1. Remuneration through work.............................................................................27

2.4.2. Remuneration through the working environment.............................................28

2.5 Factors affecting remuneration at Van Xuan Duong company................................29

2.6 Evaluate on the remuneration policy of Van Xuan Duong company......................30

2.6.1.1 Stable salary, attractive rewards.....................................................................30

2.6.1.2 Diverse allowances and benefits.....................................................................30

3.1 Based on proposed solutions....................................................................................32

3.1.2 Development direction of Van Xuan Duong.....................................................32

3.3 Recommendations to survey employees’ thoughts and aspirations.........................34

Picture 1.1: Logo of Van Xuan Duong

PRODUCTION LOGISTIC HUMAN ACCOUNTING MARKETING SALES

Picture 1.3: Organizational Structure of Van Xuan Duong

Year 2020 2021 2022

Revenue 59,935 62,705 68,247

Expenses 28,721 30,164 33,107