Tiến Sĩ Criteria of Labor Relations at Enterprises in Hanoi, Vietnam

Luận án tiến sĩ năm 2013
Đề tài: Criteria of Labor Relations at Enterprises in Hanoi, Vietnam
Các tiêu chí của quan hệ lao động trong doanh nghiệp ở Hà Nội, Việt Nam

TABLE OF CONTENTS
ACKNOWLEDGEMENT . i
COMMITMENT . ii
LIST OF TABLES . v
LIST OF FIGURES . vi
ABSTRACT 01
.CHAPTER I: INTRODUCTION . 02
1.1. BACKGROUND OF THE STUDY 02
1.2. STATEMENT OF THE PROBLEM . 03
1.3. SIGNIFICANCE OF THE STUDY . 04
1.4. SCOPE AND LIMITATION OF THE STUDY 04
1.5. DEFINITION OF TERMS 06
CHAPTER II: REVIEW OF RELATED LITERATUES AND STUDIES . 09
2.1. REVIEW OF RELATED STUDIES . 09
2.2. THEORETICAL FRAMEWORK . 21
2.3. CONCEPTUAL FRAMEWORK 40
CHAPTER III: METHODOLOGY . 41
3.1. STRATIFIED CLASSIFICATION METHOD FOR CLASSIFYING LABOR
REALTION CRITERIA . 41
3.2. SECONDARY INFORMATION COLLECTION METHOD . 43
3.3. PRIMARY INFORMATION COLLECTION METHOD 44
3.4. SATISFACTION RANKING METHOD . 47
3.5. DISCRIPTIVE ANALYSIS METHOD . 47
3.6. STATISTICAL TABLE METHOD . 48
3.7. CHART ANF GRAPH METHOD 49
CHAPTER IV: CRITERIA OF LABOR RELATIONS AND THEIR
APPLICATION AT ENTERPRISES IN HANOI, VIETNAM 50
4.1. CRITERIA OF LABOR RELATIONS . 50
4.2. PROCEDURE TO APPLY LABOR RELATION CRITERIA AT AN
ENTERPRISE IN ORDER TO EVALUATE THE HARMONY OF THE WORKING
ENVIRONMENT . 68
CHAPTER V: A CASE STUDY: AN EXAMPLE OF APPLICATION OF LABOR
RELATION CRITERIA AT A SPECIFIC ENTERPRISE - DONG XUAN
KNITTING COMPANY 72
5.1. OVERVIEW OF THE EXAMPLE ENTERPRISE . 72
5.2. SURVEY RESULTS . 78
iv
5.3. SUMMARY OF THE LABOR RELATION EVALUATION USING THE
PROPOSED CRITERIA . 102
CHAPTER VI: CONCLUSIONS AND RECOMMENDATIONS 106
6.1. CONCLUSIONS 106
6.2. RECOMMENDATIONS . 108
REFERENCES . 112
APPENDIX . 116
APPENDIX A. REQUEST LETTER TO CONDUCT THE SURVEY (TO
RESPONDENTS) . 116
APPENDIX B. QUESTIONAIRRE . 117
APPENDIX C. CURRICULUM VITAE . 126

ABSTRACT
The government and enterprises always expect to build harmonious and stable
labor relations to increase productivity and to create employee‟s commitment to
business. However, so far, in Vietnam in general and Hanoi in particular, there has
been no criteria system available as a basis for evaluating the labor relations at
enterprises since it takes a long time (many years) for a Decree of the Government,
and then Circulars of Ministry of Labor, Invalids and Social Affairs to be launched
that concretize The National Assembly‟s Labor Code 2012.
The development of criteria system for evaluating the labor relations at
enterprises is very necessary. It will serve as an important basis on which both the
employers and employees can evaluate the level of the employees‟ satisfaction, hence
they can make better employment planning which enhance both the benefits of the
employees and the efficiency of the business.
Based on studies of international labor standards and related legal document of
Vietnam, this Dissertation composes and proposes a set of criteria to evaluate the
labor relations at enterprises in Vietnam. Then, the Dissertation applies the set of
proposed criteria to evaluate the labor relations at a specified enterprise in Hanoi, as
an example case study of the way to apply the criteria in the reality of an enterprise.
Dong Xuan Knitting Company (DOXIMEX). is chosen for this purpose.
Finally, recommendations are suggested to the State, the employer, the trade
union and the empoyees to introduce and implement the Criteria of Labor Relations in
the reality of a specific enterprise. The important implication of the criteria
application is to evaluate the existing labor relations at the enterprise, and to find out
solutions to improve the labor relations to ensure the rights and responsibilities of the
relating parties so as to enhance the working environment at the company.
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.CHAPTER I
INTRODUCTION
1.1. BACKGROUND OF THE STUDY
Labor relations at enterprises are the factor that largely influences business
operation, economic development, social safety, working environment, and
motivation for employees to enhance their labor productivity.
Since Vietnam has been shifting to market economy, labor relations have had
many significant changes. Employees have right to seek a job freely and employers
have right to choose, recruit workers to suit business requirements. Both the parties
have their own rights and interests in compliance with the provisions of the Labor
Code through labor contracts, collective labor agreements and other arrangements.
The Labor Code and other laws have played an important role in the above
mentioned changes. However, the labor relations in some regions are sometimes not
as expected as it should be. The phenomenon of contravening labor discipline which
does not guarantee the legitimate rights and interests of workers still occurs and
sometimes is very disturbing. Labor disputes, strikes adversely affect the labor
market. There are many reasons for these problems, but mostly they are the sense of
law respect not highly enough and lacks of full cooperation in goodwill from the both
sides. Only when a conflict has broken out in a labor dispute or strike, drawing
intervention of the authority, the labor relations are then put back in peace again.
Experiences of some cases prove that, if both the parties took the initiative of good
will to meet and have dialogues, negotiate each other in order to try to resolve the
dispute soon, the strike would be much likely not to happen and potential damages
would be smartly avoided. Labor disputes and strikes are a natural phenomenon of
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employment relationship which occurs as the consequence of the adaptation of the
labor relations in a new context of such a huge range of new requirements for the
development of the country. Thus, responses to this issue, the whole society,
including the legislature, the government, concerned organizations and individuals,
are called for. Labor disputes in Vietnam often arise from the workers‟ claims for
higher wages, better working conditions while employers want to seek profits, reduce
costs and increase competition capability. In almost cases, both the sides have their
own reasons. Therefore, the problem is how to reconcile these conflicts in a
satisfactory way for them to be able to continue the work. This is a big challenge for
the employment relationship in Vietnam.
The government and enterprises always expect to build harmonious and stable
labor relations to increase productivity and create employee‟s commitment with
business. However, so far, in Vietnam in general and Hanoi in particular, there has
been no criteria system served as a basis for evaluate labor relations at enterprises.
Thus, the theme of "Criteria of Labor Relations at Enterprises in Hanoi,
Vietnam” is chosen to study.
1.2. STATEMENT OF THE PROBLEM
To implement this study, the author answered the following questions:
- Which criteria can be used to evaluate labor relation at enterprises?
- What should be the procedure to apply the labor relation criteria in the reality
of an enterprises
- How are the criteria implemented in a specific enterprise, Dong Xuan
Knitting Company, for example?
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- What are solutions proposed to the State, the employer, the Trade Union, and
the employeess that are relating to the introduction and the implementation of the
Labor Relations Criteria in the reality?
1.3. SIGNIFICANCE OF THE STUDY
This study tries to construct a set of criteria to evaluate the labor relations at
enterprises that can be used to evaluate the level of employees‟ satisfaction of the
labor relation at enterprises. Based on that evaluation results, stakeholders would
consider, adjust, modify the existing labor relations to have better labor relations. It
also helps improve government policies and measures, mechanism relating to labor
relations.
After the formulation of the labor relation criteria, the Dissertation introduce a
procedure to apply the criteria in the reality of enterprises.
Then, the Dissertation introduce a case study as an example of how to
specifically apply the criteria in reality of a specific enterprise- Dong Xuan Knitting
Company (DOXIMEX).
1.4. SCOPE AND LIMITATION OF THE STUDY
- The related literatures on labor relations at enterprises in Hanoi in particular,
and in Vietnam in general are reviewed.
- The set of labor relation criteria and the procedure for its application are
formulated for all types of enterprises in Hanoi, Vietnam,
- An example application of the criteria in the reality of an enterprise - Dong
Xuan Knitting Company is conducted to introduce the way of criteria application.
Why are Hanoi, textile & garment industry and DOXIMEX chosen?
Hanoi is the capital of the Socialist Republic of Vietnam which is located in
the center of North Delta. Its location has many advantages, being the focal point of
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the roads, waterways, rails and airs which connect to provinces and locality in
Vietnam and other countries. Thanks to being the national political center, Hanoi has
its stably political platform, an opened and flexibly foreign economic co-operation
policies and guaranteed political security and social order. Hanoi is a place where has
a geographically advantageous position, being the center of economic transactions
and an importantly international exchange center. Hanoi is also a city which gathers
plentiful human resources and intellectuals with high-qualified scientists and
management executives of the country. With these advantages, Hanoi is a place with a
large business community. Employment relationship in enterprises in Hanoi is diverse
and complex. The construction of harmonious, stable and advanced employment
relationship in business in Hanoi helps minimize labor disputes, strikes and has a
tremendous significance to stabilize and develop society and enterprises, diminish
conflicts, ensure the employees‟ rights and benefits. It is considered as an important
target for the employers, the employees in Hanoi to implement good labor relations in
both short term and long term.
- An enterprise chosen to be an empirical example of how to apply the
formulated labor relation criteria in the reality of a specific company is the Dong
Xuan Knitting Company (DOXIMEX) – a large in textile company .
Textile industry is a key export industry, labor–intensive industry of Vietnam
Traditionally, textile industry is still considered an area which has lots of volatility in
labor relations because of low wages and longer time of work. In many cases,
companies had the goods orders but could not produce and sell the products in time
because of lacking in labor forces. The potential risk of employment relationship is
unavoidable with a branch requiring a lot of workers and always having such
volatility in labors. Therefore, the biggest challenge is to build harmonious

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