Luận Văn Thạc Sĩ Tiếng Anh Là Gì, Đại Học Đà Nẵng Cộng Hoà Xã Hội Chủ Nghĩa Việt

Xin giới thiệu mẫu bản dịch tiếng Anh luận văn thạc sĩ được dịch bởi đội ngũ Dịch Thuật SMS, thuận tiện tham khảo khi làm luận văn, luận án, đề án và báo cáo nghiên cứu khoa học.

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Dịch Thuật SMS chuyên nhận dịch thuật tiếng Anh cho các loại bài viết học thuật (academic paper writing) như:

tiểu luận (essay, assignment)bài nghiên cứu cuối học kỳ (term paper)bài thu hoạch và bài phê bình sách (book report, book review)bài báo cáo nghiên cứu khoa học (research paper, research article, research summary)bài phê bình nghiên cứu (review paper, review article)luận văn thạc sĩ (master thesis, MBA thesis)luận án tiến sĩ (PhD thesis)báo cáo nghiên cứu tình huống (case study), báo cáo phòng thí nghiệm (lab report)


Dịch tài liệu tiếng Anh chuyên ngành – dịch vụ mũi nhọn của Dịch Thuật SMS

Hiệu đính bản dịch luận văn, luận án có sẵn

Ngoài dịch thuật từ Anh sang Việt hoặc Việt sang Anh, chúng tôi cũng nhận hiệu đính, biên tập, chỉnh sửa bản dịch tiếng Anh có sẵn (polishing) cho luận án, luận văn, bài luận và bài viết học thuật. Công việc polishing được thực hiện bởi người bản ngữ (Anh, Mỹ, v.v.) có trình độ học vấn cao và kinh nghiệm dày dặn trong việc biên tập các tài liệu mang tính học thuật.

Các đề tài học thuật phong phú

Chúng tôi có kinh nghiệm dịch tiếng Anh luận văn và báo cáo nghiên cứu cho các đề tài đa dạng như:

Quản trị kinh doanh, quản trị nhân sự, tài chính, đầu tưLuật (Hình sự, Dân sự, Thương mại, Đầu tư…)Khoa học xã hội (các đề tài về xã hội học, văn học, triết học…)Báo chí, truyền thông, quan hệ quốc tế, ngôn ngữ Anh…Sư phạm, giáo dục – đào tạo mầm non, tiểu học, trung học, đại họcLuận văn quản lý nhà nước về đất đai, du lịch, kinh tế…Toán, vật lý, y học, công nghệ sinh học, kinh tế học, xác suất thống kê…

Để được báo giá dịch thuật thesis, essay, assignment sang tiếng Anh hoặc từ Anh sang Việt:

Mẫu bản dịch luận văn tiếng Anh

Kéo xuống để xem mẫu bản dịch tiếng Anh luận văn thạc sĩ ngành quản trị nhân sự, ở dạng đề cương tóm tắt. Lưu ý: tài liệu này chỉ mang tính chất tham khảo.

Mẫu bản dịch luận văn thạc sĩ bằng tiếng Anh

Để nhận bảng giá dịch tiếng Anh luận văn, luận án hay bài báo cáo khoa học, hãy:


Rationales of the research

The importance of Human Resource (HR) Management comes from the decisive role of human capital in company organization, business operation and economic success. Since human resources are indispensable for business activities, HR Management becomes a critical area of ​​management in every business organization. Furthermore, if an enterprise fails to manage its manpower, the management of other resources will be ineffective as well, because ultimately all management activities are carried out by the people. Economically, HR Management helps businesses to make the most of their potentials, increase productivity and competitiveness in the market. Socially, human resource management represents a progressive view on the rights of workers, emphasizes the high position and great value of workers, and focuses on harmonizing the relationships between the employer and the employee.

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Recognizing the importance of HR management, businesses are now paying serious attention to this issue. Better HR management is considered one of the key factors to successful business operation. Nevertheless, in practice, enterprises still face a lot of challenges. The greatest difficulty in business now is not lack of capital or technology, but how to manage human resources effectively.

Scholarly works in HR management have been numerous and thorough. Notable publications in Vietnam include:

“Human Resource Management” (2015) by Assoc. Prof. Tran Kim Dung, HCMC General Publishing House: The author acknowledges that effective HR management is the greatest problem for businesses during the current transitional phase of the national economy. Volatile business environment, intense competition and increasing demands of human resources in the market economy have been creating tremendous pressure, prompting Vietnamese administrators to adopt new perspectives, learn new methods, and master new human management skills.

“A Book on Human Resources Management” (2nd edition) (2012) by Assoc. Prof. Nguyen Ngoc Quan and MSc. Nguyen Van Diem, National Economics University Press. The authors provide basic and systematic knowledge of human resource management in typical organizations (e.g. governmental bodies, businesses/enterprises, educational institutions, healthcare services, entertainment agencies and social organizations) throughout an employment cycle (from when a worker enters an organzation until he/she is completely retired) corresponding to three stages: formation, human resources; maintenance and development of human resources. The book is a relatively comprehensive compilation of both thereotical knowledge and real-life practices in HR management Vietnam.

A Book on Human Resource Economics” (2012) by Ph.D. Tran Xuan Cau and Assoc. Prof. Mai Quoc Chanh, National Economics University Press. The authors give their views on human resources, including different concepts of human resources and human resource development. Therefore, they conclude that improving HR quality should be the utmost priority in HR development.

– Dissertation “Improving the quality of human resources of PetroVietnam (2015) by Doan Anh Tuan, Ho Chi Minh National Political Academy. The author synthesizes different theoretical frameworks of improving HR quality and analyzes the current practices of HR development in PetroVietnam. He also pays attention to the urgency and importance of human resource issues in the globalization era, as well as how PetroVietnam competitors have coped with the same problem. Particularly, he focuses on a number of economic policies and international trade agreements Vietnam has actively engaged in since 2016, which exert significant impacts on PetroVietnam’s business activities, thereby proposing specific solutions for practical application in the current context.

– Article “Human resource development in 2015-2020 for increasing industrialization, modernization and globalization” by Dang Xuan Hoan, former General Secretary of the National Council for Education and Human Resources, published Arpil 2015 on The Communist Journal (Tap Chi Cong San). The author asserts that in the current context of increasing industrialization, modernization and globalization, HR development is considered one of the three must-have breakthroughs in order for socio-economic reforms to be successful on the national scale. HR development will also lay the foundation for sustainable development and increase national competitiveness in the future.

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– Research paper “The Role of Human Resources in the Process of Industrialization and Modernization in Vietnam” by Assoc. Pham Van Duc, Institute of Philosophy – Institute of Social Sciences. The author emphasizes that HR is considered the most important resource, “the most valuable and the decisive factor, especially to our country where financial powers and other material resources are still limited”. It is the key to success of the industrialization and modernization process.

– Article: “Human Resource Management in Japanese Style: Lessons for Vietnamese Enterprises” by Assoc. Nguyen Ngoc Thang, Faculty of Management and Business – Hanoi National University. The author introduces various practices of human resources management in Japan from the early 1990s to now, and provides useful suggestions to improve the practices in Vietnam such as: devise long-term business development plans, create interactive working environments, and organize regular professional training and re-training sessions for employees.

Considering the significance of the research topic, as well as literature review, the researcher has decided to choose “Solutions to enhancing human resource management in Petrovietnam Construction Joint Stock Corporation” for his MBA thesis. In this project, the author wishes to apply theoretical knowledge to real-life practices to help improve the effectiveness of human resource management in Petrovietnam Construction Joint Stock Corporation (PVC). This is in line with the present business situation of the company itself and the grand scheme of re-structuring the entire Vietnam Oil and Gas Group (which houses PVC) in the period of 2016-2020.

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Objectives of the research

– Synthesize/ Recount legal issues in HR management faced by PVC.

– Analyze/ Evaluate the current situation in HR management in PVC.

– Propose solutions to improving HR management, thereby helping PVC to have high-quality workforce and achieve business goals in the future.

Subject(s) and scope of the research

Research subject: Issues in human resource (HR) management in Petrovietnam Construction Joint Stock Corporation (PVC).

– Research scope:

+ Space: Petrovietnam Construction Joint Stock Corporation

+ Time: statistics collected from 2013 to 2016.

Research methodology:

The research is designed as a secondary research. The author will collect data from various sources, such as PVC annual business reports and particular statistics from 2013 to 2016, books, journals and other academic publications in HR management, then describe, analyze and compare/contrast the information with existing theoretical frameworks and/or practical models of HR management.

– Preliminary research: Based on literature review of HR management and general data collection, the researcher will analyze PVC real-life statistics with reference to a chosen framework in order to evaluate how well HR management has been carried out in PVC.

– Self-report survey: The researcher will collect another type of data through questionnaires, given to sampled employees in PVC.

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– Interview: This method is for gathering opinions on the working environment in PVC, as well as key HR policies and solutions. Participants are mostly senior managers and directors of PVC.

– Given the literature review and overall understanding of HR management in PVC, the author seeks for more specific, accurate and up-to-date information of HR practices by conducting a questionnaire survey. The questionnaire concerns key components of HR management, such as HR planning, task analysis and allocation, regular recruitment, on-the-job training and career development, performance evaluation, salary and other rewards, and professional relationships.

– Data analysis: through Microsoft Excel.

Significance of the research

In analysing and evaluating the current practices of HR management in PVC, the researcher could point out strengths and weaknesses of the company’s operation, thereby proposing viable solutions to improving their HR management in the future.

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Limitations: Due to long-term working at PVC, the researcher might fall prey to subjective evaluation of the company’s operation. Furthermore, since the time for research is quite limited, mistakes in data analysis, final remarks of recommendations would be inevitable.

Organization of the paper

Apart from Introduction, Conclusion, Recommendations and References, contents of the paper are organized into five chapters:

Chapter 1: Literature review of HR management

Chapter 2: Current practices of HR management in PVC

Chapter 3: Research methodology

Chapter 4: Proposed solutions to improving HR management in PVC during 2016-2020

Chapter 5: Final remarks

Timeline of the research

The expected timeline of the project is as follows:





DEFINITION, IMPORTANCE AND FUNCTIONS OF HUMAN RESOURCE MANAGEMENT Definition(s)Importance of HR in businessFunctions of HR management in businessKEY COMPONENTS OF HUMAN RESOURCE MANAGEMENT IN BUSINESS Human resource planningTask analysis and allocationRecruitmentTraining and developmentPerformance evaluationSocial policiesSalary and rewardsProfessional relationshipsFACTORS INFLUENCING HUMAN RESOURCE MANAGEMENTInternal factorsExternal factorsCONCLUSION FOR CHAPTER 1



OVERVIEWPVC business history: foundation and developmentFunctions, goals and missionsProduction and business activitiesCurrent situation(s) of production and business activitiesOrganizational structureEvaluation on the company and its workforceCURRENT PRACTICES OF HUMAN RESOURCE MANAGEMENT IN PETROVIETNAM CONSTRUCTION JOINT STOCK CORPORATIONHuman resource planningTask analysis and allocationRecruiment processTraining and developmentPerformance evaluationSalary, rewards and social policiesProfessional relationshipsFACTORS INFLUENCING HUMAN RESOURCE MANAGEMENT IN PVC Internal factorsExternal factorsEVALUATION OF HUMAN RESOURCE MANAGEMENT PRACTICES IN PVC StrengthsWeaknessesCONCLUSION FOR CHAPTER 2



RESEARCH METHODSInterviewSurveyDocumentingStatisticsData synthesis and analysisCONCLUSION FOR CHAPTER 3



PVC’S DEVELOPMENT STRATEGIES AND OBJECTIVES IN THE LONG RUNLong-term development strategies and objectivesImmediate development strategies and objectives for human resource managementSOLUTIONS TO IMPROVING HUMAN RESOURCE MANAGEMENT IN PVC DURING 2016-2020Human resource planningTask analysis and allocationRecruitmentTraining and developmentPerformance evaluationProfessional relationshipsOther solutionsRECOMMENDATIONSCONCLUSION FOR CHAPTER 4






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