https://digital.lib.ueh.edu.vn/handle/UEH/42340 2026-04-17T05:52:45Z https://digital.lib.ueh.edu.vn/handle/UEH/77639 Title: Enhancing employee engagement in the corporate affairs and communications center at P group Author(s): Le Thi Thu Van Abstract: This proposal investigates the critical issue of low employee engagement at the corporate affairs and communications center within p group, as revealed by the 2024 employee engagement survey conducted by mercer. The survey results indicate that the corporate affairs and communications center had the lowest employee engagement score (ees) in the organization, raising urgent concerns among senior leadership and the human resource business partner (hrbp) department. To investigate this issue, a mixed-methods approach was employed, combining quantitative data from the mercer survey with qualitative insights from in-depth interviews with managers and employees. the analysis identified three primary problems: Ineffective leadership interventions, limited opportunities for advancement and self-development, and poor psychological conditions. The main problem identified at the corporate affairs and communications center is ineffective leadership intervention. this problem manifests as a lack of clarity in direction, insufficient feedback mechanisms, inadequate recognition of employee contributions, and a failure to create an environment that fosters motivation and safety. Several possible causes contribute to this ineffective leadership intervention, including insufficient leader capability, poor communication quality and low level of cooperation among leaders. further in-depth interviews were conducted to identify the root cause of this ineffective leadership intervention, which was found to primarily stem from insufficient leader capability, particularly from senior management. To address these challenges, an alternative solution is proposed to enhance leadership capability then improve employee engagement at the corporate affairs and communications center. The selected solution involves restructuring the corporate affairs and communications center. This restructuring will include redefining leadership roles, adding a new specialized position, enhancing communication mechanisms, and establishing clearer oversight across teams. By creating a more cohesive leadership structure, this initiative aims to foster a supportive and engaging work environment, thereby enhancing overall employee engagement at the center 2026-01-01T00:00:00Z https://digital.lib.ueh.edu.vn/handle/UEH/77638 Title: Problem solving for conducting real transit tests: A case study at FMCG company in Vietnam Author(s): Dang Huynh Minh Nghia Abstract: Binary Vietnam has recently undergone some significant operations trouble, usually in terms of extremely high DOA rates within the maiden export shipment of newly launched SKUs. The average shipment would yield 0–2% DOA, but the first shipment of new products generally has more than 6%, hitting an alarming rate of 10.9% in 2025. This has disrupted marketing planning, triggered numerous delays in market placements, as well as posing a heavy burden of rework for the R&D and Export teams. The objective of this study was not only to identify the root-or causal causes of this unraveling performance but also to determine precisely what had apparently been omitted from the organization's regular operating procedures once a new product had cleared the marketing line. Toward this end, it was made incumbent upon the research to take along with it extended interviews with the main departments involved in the export development process: Innovation, R&D, Shipping, Finance, Export Operations-and brief discussions with importers from which damaged goods were received, which would offer valuable information during the process. Further literature would be sampled from observed standards of supply chain and packaging-logistics theory. The main specific issue identified through triangulation of interview input, consultation on shipment data, and relevant theoretical background regarded a rather apparent gap in transit-test capabilities in the lifecycle of the product's development. Three possibilities were given examining this issue: (i) possible financial and system barriers to trial shipments, (ii) limited budget spending in validating trading throughout its export, and (iii) the methodological particulars in R&D research. In the end, the research attributed the root problem to the absence of lane-specific transit simulations and under-utilization of external test resources no other module or problem of less regard. This lays down the backdrop of all the chapters: the recommendations for Binary Vietnam in terms of solving the aforementioned cause to further enhance export readiness, thus reducing DOA on one hand, and long-term international business performance on the other something that will engage with the challenges all through this discussion. 2025-01-01T00:00:00Z https://digital.lib.ueh.edu.vn/handle/UEH/77637 Title: Mitigating high employee turnover through job redesign: a diagnostic study at LANA Digital Author(s): Hoang Thi Mai Lan Abstract: This study critically investigates the predominant high turnover of employees at LANA Digital, a boutique creative agency in Can Tho City, which recorded a 58.8% turnover in 2024. The study had observed high degrees of turnover in workforce turnover mainly due to the overwhelming workload in the position of account executive resulting in client attrition and revenue stagnation. Adopting Problem Solving in Organizations (PSO) framework, the study utilizes a multi-methodological diagnostic approach, which includes Business Process Modeling (BPM), Quantitative Task Analysis, and in-depth interviews in identifying the underlying causes of this problem. The findings of diagnosis suggest "Role Overload & Ambiguity" as a critical systemic shortfall. The diagnosis also explains that these personnel have resumed the role of strategic consultant, technical optimizer, and assistant at the same time. Quantitative analysis revealed that approximately 34% of an Account Executive's capability was wasted largely on non-strategic administrative work and certain technical aspects. Consequently, as mitigation strategies, the thesis proposes a "Synergistic Hybrid Strategy," with Job Redesign as the focus, specifically through Internal Reallocation together with Empowerment, which will achieve a "Zero-Cost Role Transformation" by switching administrative and technical tasks to HR and Marketing while providing Account Executives with greater decision-making empowerment. The proposed solution is expected to capture back about 29% strategic capacity to balance the workforce and improve operational efficiency without putting any extra financial load on the company. 2025-01-01T00:00:00Z https://digital.lib.ueh.edu.vn/handle/UEH/77636 Title: The cause of high turnover rate workers at CPV Food Binh Phuoc Author(s): Le Chau My Tien Abstract: This thesis investigates the primary causes of the high employee turnover rate at CPV Food Binh Phuoc, a major poultry processing subsidiary of CP Vietnam Corporation. The study identifies an alarming annual turnover rate of 35% in 2023, significantly exceeding the industry average of 20%, with the Slaughterhouse department experiencing a critical rate of 62.8% from August 2024 to May 2025. The research employs a comprehensive mixed-methods approach. The internal data collection was conducted in two phases: first, through company-wide surveys distributed to all workers and management levels to identify potential pain points; second, via in-depth interviews with key stakeholders (senior managers, HR, department heads, and former employees) to validate symptoms and explore root causes. To contextualize the findings and eliminate compensation as the primary factor, the study incorporated external benchmarking. This involved collecting data on industry and regional standards through official channels, including reports from the Binh Phuoc Provincial Department of Labour, Invalids and Social Affairs, and direct collaboration with HR departments of peer companies in the poultry industry and other manufacturing firms within the local industrial zone. A comparative salary analysis was constructed, controlling variables such as seniority, work environment, and job conditions, to objectively assess CPV Food Binh Phuoc's competitiveness in the local labor market. The integrated findings reveal that while compensation is relatively competitive, ineffective communication and poor managerial practices constitute the central problem, accounting for 60% of resignation reasons. Contributing factors include a lack of communication skills in supervisory staff, excessive working pressure due to surging export demands leading to unsustainable overtime, and an ineffective communication atmosphere exacerbated by noisy environments and limited interaction spaces. While unsafe working conditions (19%) and overtime without adequate rest (17%) are significant hygiene factors, they are secondary to the leadership and communication deficit. Guided by Herzberg’s Two-Factor Theory and Maslow’s Hierarchy of Needs, the analysis concludes that the root cause is a deficiency in supervisory emotional intelligence and communication competence. To address this, the thesis proposes and evaluates two alternative solutions: 1. Internal Communication Training Workshops, and 2. a comprehensive Professional Emotional Leadership Training program incorporating 360-degree feedback and ongoing coaching. After a cost-benefit analysis, the latter solution is recommended as the most effective and sustainable intervention to foster a culture of empathy, improve supervisory skills, and ultimately reduce turnover. The implementation of the Professional Emotional Leadership Training is projected to enhance employee engagement, improve communication efficiency, and significantly reduce the Slaughterhouse turnover rate by 40% by the end of 2025. This strategic investment aims to stabilize operations, reduce recruitment and training costs, and secure CPV Food Binh Phuoc’s competitive position in the poultry industry. The complete thesis comprises 66 pages of analysis, findings, and proposed solutions. 2025-01-01T00:00:00Z