MINISTRY OF EDUCATION AND TRAINING
UNIVERSITY OF ECONOMICS HO CHI MINH CITY
PHAM HUNG DUC
EFFECT OF HUMAN RESOURCE MANAGEMENT
PRACTICE ON COMPETITIVE ADVANTAGE AND
BUSINESS RESULTS OF ENTERPRISES: CASE STUDY
ON VNPTs IN PROVINCES AND CITIES
Major : Business Administration
Code : 9340101
DOCTORAL THESIS
SCIENTIFIC INSTRUCTOR:
ASSOC.PROF.DR TRAN HA MINH QUAN
Ho Chi Minh City- 2020
-3-
The work was completed at: University of Economics Ho Chi Minh City
The scientific instructor: Assoc.Prof. Dr Tran Ha Minh Quan
Reviewer1:
Reviewer 2:
Reviewer 3:
The thesis will be defended in front of the university-level doctoral thesis assessment
committee, held at: University of Economics Ho Chi Minh City
At ... hour ......day ......month ...... year
Thesis can be found at the library: ..
LIST OF PUBLISHED RESEARCH WORKS
RELATED TO THE THESIS
Articles published in scientific journals:
-4-
Pham Hung Duc (2019). Current situation and solutions for human resource of tourism in
Dong Nai Province in the integration period. Journal of transportation science and
technology, 34 (11).
Pham Hung Duc (2019). Current situation and solutions for developing human resource of
telecommunications (VNPT) in Dong Nai Province. Journal of Economics -
Technology, Binh Duong Economics and Technology University, 36 (12).
Pham Hung Duc (2020). Impact of human resource management practices on enterprises'
competitive advantage and business performance - A case study of Vietnam Post and
Telecommunications Group enterprises. Management Science Letters, 10 (4), 721-732.
(SCOPUS Q2).
CHAPTER 1: INTRODUCTION OF THESIS
1.1. Rationale of research issue
From practical needs:
-5-
For the telecommunications service sector, the development of the information technology
industry in the context of globalization and integration and especially the fourth industrial
revolution (Industrial revolution 4.0) has made the field of telecommunications and information
technology become an important economic sector in all countries. On the other hand, competition in
the context of integration has made human resource become the most important resources, deciding
the competitive advantage of an enterprise. Therefore, the need for research on the human resource
management practice as the basis for the completion of the human resource management regime in
enterprises, especially in the field of telecommunications and information technology service has
been receiving great attention from administrators and researchers. However, as mentioned above,
there will not be sufficient scientific basis and therefore it will not make much sense if the
completion of the human resource management regime is not linked to the competitive advantage
and business results of enterprises.
According to experts and leaders in the post and telecommunications industry, they all agree
that under current conditions with the process of deep integration into the global economy and
increasing competition, especially in the digital economy, the business environment is constantly
changing, “the challenge of environmental change requires flexibility and adaptability from the
labor force. Therefore, the labor force must simultaneously and quickly respond to the requirement
of learning and applying new skills, implementing new technology, or reorganizing work” (Snow
and Snell, 1992). Therefore, in general, the human resource management practice in enterprises,
especially enterprises operating in fields subject to the pressure of science and technology change
such as post and telecommunications, in addition to functional activities, need to lead and
encourage employees to innovate and create, and through activities encourage employees to
propose new ideas; promote initiatives, improve techniques, renovate working methods; diversify
horizontal and vertical activities to increase adaptability to the specific requirements of the business
environment such as: assigning new tasks; alternation of employees and work, etc. It means that
leading and encouraging necessary change in the components of the human resource management
practice. Furthermore, in terms of logic, the higher the employee is encouraged to change, the more
effective their work is and therefore the more efficient the organization will be. Research by Tran
Kim Dung et al (2010) in the Vietnamese market also verified that the component of encouraging
change (innovation) was positively related to the human resource management practice.
From the theoretical gap through a review of relevant researches:
Applying resource-based theory, researches in the world have integrated the theory of human
resource management at the micro level, and at the same time have proved that human resource is