| Author | Vu Viet Kieu |
| Note | A project study submitted in partial fulfillment of the requirements for the
degree of Master of Business Administration (Executive) in
International Business – Management of Technology (VN), School of Management |
| Publisher | Asian Institute of Technology |
| Abstract | In recent years, Vietsovpetro, as the leading petroleum company in Vietnam is facing
problems of surplus of over-age workers and shortage of young qualified technical
engineers for implementing new servicing projects. The problems have become more
critical when the Vietnamese oil and gas industry is growing very fast with many of
foreign petroleum companies to enter the Vietnamese market and becomes Vietsovpetros
competitors. Many of technical engineers have left Vietsovpetro for other foreign
companies, making the shortage of technical staff more serious.
Being one of the managers of the Human Resource Department, the researcher shapes his
research into studying the causes of the problems facing the company. By analyzing the
data collected from HR department and Wage & Labor department and conducting
interviews with managers of Vietsovpetro and some other petroleum companies, causes
have been identified.
The surplus of over-age workers results from the provision of resources by the General
Petroleum Bureau in its early establishment in the 80s. But the main cause is the lack of
long-term strategies of human resource planning. The second problem-the shortage of
technical staff is a consequence of Vietsovpetro’s uncompetitive pay structure as well lack
of professional development training programs both short-term and long-term for technical
engineers.
Much attention of the research has been given to identifying the number of over-age staff
that needs to be transferred to other sectors, is encouraged to have early retirement or needs
to be made redundant. Funds for doing this has also be studied and suggested.
Furthermore, position of technical engineers that needs to be recruited in the coming years
has been counted. New pay structure has also been proposed in order to help recruit highly
qualified employees with new system of job description. In addition to this, training
programs for the coming years have been defined and suggested for professional
development as a way to ensure the quality of staff.
Lastly, the researcher has some suggestions to the Authorities for the improvement of
human resources in Vietsovpetro. At the company level, the researcher has proposed
changes in the Norms and regulations of recruitment and pay. It is much hoped that the
result of this research will not be limited within the use in Vietsovpetro, but can be subject
of application for many other oil enterprises. |
| Year | 2010 |
| Type | Project |
| School | School of Management (SOM) |
| Department | Other Field of Studies (No Department) |
| Chairperson(s) | Sununta Siengthai |
| Examination Committee(s) | Zimmermann, Willi;Amoussou-Guenou, Roland |
| Scholarship Donor(s) | Vietsovpetro J.V |