Summary of master's Thesis Business administration: Effected factors of human resource development - Situation of small and medium trade - Service companies in Tra Vinh

- Moreover, Vietnam has a vastly human resource in population size, young population and are tranferring to the stage of “ the golden population structure” with over 96,2 million people in which 2/3 of the population is the youth and in the working age.
- Uaron (2017) human capital theory is the capital that companies should invest in if they believe in the future human resource investment which is the recently practical importance for with companies..
- According to a research in 2019, Vietnam has around 508.770 small and medium companies (SMC) in the Trade - Service sector with nearly 36% labour compared to the other sectors.
- By the end of 2019, Tra Vinh province had 2.183 enterprises, with 88.046 employees, especially SMCs in the Trade and Service sector were 1.216 enterprises, with about 10.008 employees.
- Besides, it requires clarifying the achievements and limitations of SMC nowadays, from there as a basis to output the management function to develop human resources for SMEs in Tra Vinh province is a highly current issue and practical in the current period, so the study "Effected factors of human resource development: situation of small and medium Trade - service companies in Tra Vinh".
- Most of the previous studies have not studied the factors affecting human resource development: The situations of Tra Vinh small and medium companies in the research periods..
- In Vietnam up to this point, the author has not seen any scientific researches on the factors affecting human resource development: The case of small and medium-sized enterprises in the Trade - Service industry..
- What components measure human resource development of SMEs in the trade and service industry?.
- What is the difference in the scale of human resource development of SMCs with previous and actual studies at businesses in the trade and service industry?.
- How to quantify the factors affecting human resource development of SMCs in the trade and service industry?.
- What should be done to improve the human resource development of SMCs in the trade and service industry in the coming time?.
- Researching on factors affecting human resource development: In case of the small and medium companies in the Trade and Service sector in Tra Vinh province, in order to analyse, evaluate and make new contributions to the theoretical base, on the basis of which proposes governance implications to perfect the admission factors to human resource development of SMCs, contributing to improving the performance of local businesses..
- Identifying the components of human resource development of SMCs in the trade and service sector..
- Evaluating and developing the scale components of the factors affecting the development of human resources of SMCs in the trade and service sector..
- Test the scale and theoretical model of factors affecting the development of human resources of SMCs in the trade and service sector..
- Proposing the governance implications for the development of human resources of SMCs in the trade and service sector..
- Thesis researches on factors affecting human resources development of SMCs in the trade and service sector in Tra Vinh province.
- Survey of SMCs in the trade and service sector operating in Tra Vinh province.
- The thesis is only limited to research in the scope of human resource development and the evaluation of business owners, analyzing the relationship between factors affecting the development of human resources in SMCs in the trade and service sector of Tra Vinh province..
- The time of the secondary data is used for research related to SMEs in the trade and service industry of Tra Vinh province from 2017 to 2019 operating under the Enterprise Law, specifically the types of businesses without home capital.
- Primary data used for analysis in the thesis are collected directly from the surveyed subjects in 2019..
- Contributing to increase the generality compared to previous studies on the level of direct impact on the development of human resources of SMCs in the trade and service sector on the business owners' vision and indirectly the province's trained workforce..
- Identifying and testing 10 factors that directly affect the development of human resources of SMEs in the trade and service sector..
- Help the owners of SMEs in the trade and service industry have a complete and comprehensive view of human resource development for SMEs in the trade and service industry, especially when recruiting employees for businesses..
- This research is an important basis to help SME owners in the trade and service sector determine the priority level in the strategy of finding talent to serve the business development..
- Refer to local authorities to promulgate new policies on human resource development to suit small and medium enterprises in the trade and service sector to create conditions for business owners in this industry to have a vision and develop strategies..
- business in the near future..
- 2.3 THEORETICAL OF HUMAN RESOURCE DEVELOPMENT.
- Meanwhile, Garavan (1991), Stewart và McGoldrick (1996), Considering that human resources development is a strategic component of training, development and learning in organizations and individuals in the context of forming business strategies and organizational competitiveness in order to improve working efficiency.
- 2.3.3.3 Definition of small and medium companies in Vietnam 2.3.3.3 The differencee between small and medium companies in the trade and service industry with other fields.
- Hypothesis proposal H 1 : Socio-economic environment positively affects the human resource development of small and medium-sized enterprises in the trade and service sector of Tra Vinh province..
- 2.5.1.2 Quality of human resource.
- The quality of the workforce is related to physical development, knowledge, skills, and confidence in the current job and the needs of the organization..
- Hypothesis proposal H 2 : The quality of the labor force affects the human resource development of small and medium enterprises in the trade and service sector of Tra Vinh province..
- Hypothesis proposal H 3 : Education, training and labor law positively impact the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province.
- In particular, it will facilitate the development of human resources associated with the current development of science and technology in the enterprise and vice versa, it will inhibit the development of human resources if the enterprise does not improve the faculty.
- Proposed hypothesis H 4 : Science and technology development policy positively affects the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province..
- Hypothesis proposal H 5 : The labor market positively affects the human resource development of small and medium-sized enterprises in the trade and service sector in Tra Vinh province.
- Rosemary and Jim (2000), Singh (2004), Lake (2008) said that labor recruitment expresses the view on purpose, requirement, object and form of labor selection of enterprises to ensure business enterprises have enough quantity and quality of human resources with the appropriate structure to implement their goals and tasks in the present or future period.
- Proposed hypothesis H 6 : Labor recruitment positively affects the development of human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province..
- medium-sized enterprises in the trade and service sector of Tra Vinh province..
- Hypothesis proposal H8: Performance evaluation has positive impact on the human resource development of small and medium-sized enterprises in the trade and service sector of Tra Vinh province..
- Hypothesis proposal H 10 : Salary, bonus and benefits positively impact the human resource development of small and medium-sized enterprises in the trade and service sector of Tra Vinh province...
- Carrying out the above study, the author conducted the interview by discussion method with 13 experts, the Director/Deputy Director with many years of experience in the field of SMEs in the trade and service sector of the province, the results of the discussion.
- This helps the author adjust, type and add variables suitable to the development of human resources of SMEs in the trade and service sector so that it is suitable for the field and research object to conduct preliminary quantitative research..
- Scale assessment: Based on the experts' opinions, completing the preliminary scale, the author conducted a survey of directors / deputy directors at the small and medium-sized enterprises in the trade and service sector of Tra Vinh province.
- This preliminary quantitative study used simple random sampling to collect survey data, and conducted a preliminary survey with 112 SMEs in the trade and service sector of Tra Vinh province, the subject of the survey director/deputy director, the results of data collected, and the screening of data remained 105 questionnaires to ensure enough basis to include in preliminary quantitative research..
- The results of assessing the scale of the factors affecting the human resource development of SMEs in the trade and service industry have the reliability of Cronbach's alpha of 52 initial observed variables, eliminating one variable of the scale of the economic environment factors.
- KMO coefficient = 0.685 in the range of 0.5 ≤ KMO ≤ 1 factor analysis is appropriate, test Bartlett with Sig.
- 0.5, so the values are accepted for inclusion in the official study..
- 1, the coefficient KMO = 0.781 is also in the range of 0.5 ≤ KMO ≤ 1, Bartlett test with Sig.
- 4.1.1 Overview of social economic states in Tra Vinh province 4.1.2 The current situation of the operation of small and medium-sized enterprises in the Trade - Service industry in Tra Vinh province in recent years.
- 4.1.2.1 The general situation of small and medium-sized enterprises in the Trade and Service industry in Tra Vinh province.
- 4.1.2.2 Structure of small and medium-sized enterprises in the Trade - Service sector of Tra Vinh province by labor size.
- 4.1.2.3 Human resources of small and medium-sized enterprises in the trade and service sector of Tra Vinh province by qualifications.
- 4.1.2.4 The contribution of small and medium enterprises in the Trade - Service sector of Tra Vinh province to the socio-economic development.
- deputy directors who are working in small and medium enterprises in the Commerce - Service sector in Tra Vinh province.
- After building a scale of components and scales for human resource development of small and medium-sized enterprises in the trade and service sector in Tra Vinh province.
- The survey sample in the official study used probabilistic sampling (Sudman, 1976) and the stratified sampling method, the survey was conducted from October 2019 to December.
- Based on the research area and scale of the number of SMCs in the trade and service sector of Tra Vinh province, with the number of survey questions 387 votes, but through the data cleaning process, the survey questionnaires still to do the official study is 339 votes..
- The descriptive statistical results also showed that the respondents in the survey had the participation of groups with different qualifications, in which intermediate / college level accounted for the largest proportion of 51.6%.
- The results of the EFA analysis on the scale of human resources development components of SMEs in the trade and service industry with the coefficient KMO = 0.824 >.
- Factor load weights are all very high (the maximum is 0.903 of the observed variable LM4, the lowest is 0.728 of the observed variable RL5) and this scale has 51 observed variables that all satisfy the conditions for inclusion in the CFA study..
- For hypothesis H 1 : The research results show that the relationship between the socio-economic environment has a positive relationship with the human resource development of SMEs in the trade and service industry with a standardized weight of 0.215 and is statistical.
- For hypothesis H 10 : The results of hypothesis testing also show that the factor salary, bonus and benefits have a positive relationship with the human resource development of SMCs in the trade and service industry, with a standardized weight of 0.155, reaching the level of statistical significance of 1%, with this result also consistent with research results of Singh (2004), Schuler and Jackson (1999), Vahdat (2012), Nguyen Quang Thu et al (2005), Tran Kim Dung (2009), Bui Thi Thanh et al (2014), Nguyen Thanh Vu (2015), so the hypothesis H 10.
- accepted in the context of this study is reasonable..
- For hypothesis H 5 : Hypothesis testing results also show that the labor market factor has a positive relationship with the development of human resources of SMCs in the trade and service industry, has a standardized weight of 0.144, reaches statistical significance of 5% and is accepted.
- The hypothesis also shows that the labor market always positively affects the development of SMCs in the trade and service sector and is consistent with the research results of David (1995), Lake (2008),….
- For hypothesis H 4 : Research results show that science and technology development policies have a positive relationship with the development of human resources of SMCs in the trade and service sector, with a standardized weight of 0.142, reaching the statistical significance of 5% and being accepted This is also consistent with the research results of Rosemary and Jim (2000), Vo Thi Kim Loan (2015)..
- For hypothesis H 3 : Education, training and labor law have a positive relationship with the development of human resources of SMCs in the trade and service industry, have a standardized weight of 0.139, reach the statistical significance of 5% and are accepted and consistent with the study by Schuler và Jackson (1999), Lake (2008), Karia and Asaari (2006), Williams and Aguilera (2007), Nguyễn Thanh Vũ (2015), Võ Thị Kim Loan (2015)..
- For hypothesis H 8 : Hypothesis testing results also show that the performance evaluation factor has a positive relationship with the development of human resources of SMCs in the trade and service.
- However, the sign of the coefficient does not follow the law of economics, this result is included in the section "restriction of the study".
- On the other hand, in the quick discussion, this hypothesis may also be due to the fact that the information related to SMEs in the commerce and the service industry is mostly a family business.
- For hypothesis H 7 and hypothesis H 9 : These estimation results show that these two hypotheses are not statistically significant, which is a suitable result in the current research context for Tra Vinh province..
- Quantitative preliminary analysis with 105 questionnaires, after preliminary analysis, the results of 55 satisfactory observations were included in the official study.
- Official research, the author conducted a survey of 387 small and medium enterprises in the trade and service industry, after cleaning the data, there were 339 questionnaires that met the requirements to be included in the official study.
- The results of reliability analysis, exploratory factor analysis showed that the scales met the requirements to be included in the CFA study..
- The estimation results of Bootstrap method with the number of repeated samples of N = 500 show that the absolute value of CR in the model and in the relationship between factors is ≤ 2, so it can be concluded that the theoretical model can be trusted with a larger sample number..
- In order to gradually improve the efficiency of human resources development in SMCs in the trade and service sector of Tra Vinh province in the context of integration and sustainable development, it is necessary to solve a number of groups of related issues to promote strength, creating a driving force for development and overcoming weaknesses of factors affecting the development of human resources of SMCs in the trade and service sector of Tra Vinh province, specifically as follows:.
- It is necessary to have incentive policies for the establishment of new or raising qualified individual business households to move to SMCs (micro companies) in this sector in the Khmer ethnic minority area, this is a characteristic of the traditional culture of the locality.
- At the same time, it is necessary to have appropriate policies to motivate SMCs in the trade and service sector to resume their operation after a long period of business suspension due to the outbreak of Covid-19 epidemic..
- Benefits can be an additional income to help employees improve their living standards, if SMCs in the trade and service sector are always interested in implementing well the benefits,.
- strengthening training links with reputable educational institutions at home and abroad to train high-quality labor to meet the recruitment requirements of SMCs in the trade and service sector..
- It is necessary to have specific policies and development plans in parallel with the application of the current industrial revolution 4.0 for economic development, in which there should also be a separate policy for SMCs in the trade and service sector..
- In the period the state should have policies to develop systems on labor and vocational training to improve the quality of the labor force and professionalize the trained workforce and the ability to adapt to work.
- at SMEs in the trade and service industry..
- Evaluating the results of work performance to support the management is to help the owner of small and medium-sized businesses in the trade and service industry to make the right decision for the employee.
- Improving the professional training system for qualified trained workers to meet the development requirements in the economic integration process.
- This is also a foundation for building relationships with colleagues in the workplace..
- In the working environment, employees and their associates need to work closely with each other to fulfill the business goals of the business and to bring the business to increasingly sustainable development..
- In the future, it is necessary to improve the quality of labor recruitment, especially the source of qualified and highly skilled labor, especially newly graduated students from universities and colleges, in which priority is recruiting Khmer ethnic workers..
- The recruitment of employees needs to determine the business goals or strategies of the business in the coming period, especially recruiting according to the job description.
- 5.2.2 Under the management perspective of the government Improving propaganda forms to SMCs in general and SMCs in the trade and service sector in Tra Vinh province in particular (microenterprise).
- Promptly encourage, motivate, and reward SMCs in the trade and service sector to well implement this policy..
- With the results of this research, it will contribute to helping SMCs in the trade and service sector as well as policy makers have a deeper and more comprehensive view of the human resource development context, but besides the contributions.
- HR development of SMCs in this sector, so it is necessary to have follow-up studies to add more factors affecting the development of human resources of SMCs in the trade and service sector..
- Research only approaches as SMC owners in the trade and service sector in human resources development, there are other approaches such as direct access to employees or policy-makers for this type of SMCs.
- human resource.
- development in SMCs in the trade and service sector in Tra Vinh province..
- Proposing a scale of factors affecting human resource development in SMCs in the trade and service sector in Tra Vinh province

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