MINISTRY OF FINANCE ACADEMY OF FINANCE ============== Student: PHẠM DUY ĐẠI Class: CQ47/51.03 ENHANCING THE EFFECTIVENESS OF MANPOWER ADMINISTRATION ACTIVITIES IN BANK FOR INVESTMENT AND DEVELOPMENT OF VIET NAM-NORTH HANOI BRANCH GRADUATION PAPER FACULTY OF FOREIGN LANGUAGES Hanoi, May 2013 MINISTRY OF FINANCE ACADEMY OF FINANCE ============== Student: PHẠM DUY ĐẠI Class: CQ47/51.03 ENHANCING THE EFFECTIVENESS OF MANPOWER ADMINISTRATION ACTIVITIES IN BANK FOR INVESTMENT AND DEVELOPMENT OF VIET NAM-NORTH HANOI BRANCH GRADUATION PAPER FACULTY OF FOREIGN LANGUAGES Supervisor: M.A Trần Thu Hoài Hanoi, May 2012 ACKNOWLEDGEMENTS I owe a debt of gratitude to those who has helped me complete this thesis First and foremost, I would like to express my thankfulness to Mrs Trần Thu Hoài MA, my supervisor, who gave me benefit of her wisdom and her expert knowledge in grammar as well as encouraged me generously from working out the research proposal to the writing up the thesis throughout this study I take this opportunity to express my sincere thanks to all my teachers in Foreign Language Faculty at Academy of Finance for their useful lectures during my bachelor course In addition, my appreciation is also extended to the 3rd year students of Foreign Language Faculty at Academy of Finance for their kind support and warm encouragement I have received invaluable feedback from my participants, having a great influence on the study Finally, my heartfelt thanks go to my family and my beloved friends for their love, understanding, encouragement, and support throughout the course of my study ABSTRACT Human resource plays an important role in the success of every economy In Viet Nam, human resource is the vital element that helps the national economy reaches the targets of industrialization and modernization Therefore, the aim of this study is to examine the human resources management activities and provide some proper recommendations to managers of the enterprise During my internship in BIDV- North branch, I saw that the board of managers of the branch has put their effort on improving the working performance of employees But there is still some weaknesses in the management process of human resources from the recruitment process to employees’ policies Thus, I have studied about this situation and made some recommendations on this paper This paper is divided into three main sections The first section discusses the statement problem, the aim of the study, the scope of the study, the method of the study and this overview In the second section, background to the study, the study will be clarified Besides, there are some policies of the branch on human resources management In the third section, it gives a summary of advantages and disadvantages of the branch on managing human resources and some recommendation to improve it LIST OF ABBREVIATIONS ATS Applicants tracking system BIDV Bank for Investment and Development of Viet Nam HR Human resources HRP Human resource planning VND Viet Nam dong LIST OF TABLES AND FIGURES Figure 1: Organizational structure diagram of Northern Hanoi branch Figure 2: Sources of Recruitment Table 2.1: Table of capital mobilization of North Hanoi branch from 2005 to 2008 Table 2.2: Table of business results of North Hanoi branch from 2005 to 2008 Table 2.3: Table of capital using status of North Hanoi branch from 2005 to 2008 Table 2.4: Table of labor structure by level at North Hanoi branch from 2007 to 2009 Table 2.5: Table of labor structure by gender Table 2.6: Table of labor structure by age Table 2.7: Table of recruitment statistics TABLE OF CONTENTS ACKNOWLEDGEMENT i ABSTRACT ii ABBREVIATIONS iii LIST OF TABLES, CHARTS, AND FIGURES .iv PART A: INTRODUCTION RATIONALE OF THE STUDY AIMS OF THE STUDY METHOD OF THE STUDY 10 SCOPE OF THE STUDY 10 ORGANIZATION OF THE STUDY 11 SIGNIFICANCE 11 CHAPTER 1: LITERATURE REVIEW 12 General definition of manpower administration: 12 1.2 Roles of manpower administration: 13 1.3 Factors that influence the manpower administration activities 14 1.3.1.The external factors: 14 1.3.2.The internal factors: 14 1.3.2.1Staffs: 15 1.3.2.2Managers: 15 1.4 Manpower administration activities 15 1.4.1.Planning the human resources: 15 1.4.2 Analyzing and designing specific activities: 16 1.4.3.Recruitment: 17 1.4.4.Training: 21 1.4.4.1 Training needs assessment: 21 1.4.4.2 Training design: 22 1.4.4.3 Training implementation: 22 CHAPTER 2: CURRENT SITUATION OF HUMAN RESOURCES MANAGEMENT ACTIVITIES OF BIDV- NORTH HANOI BRANCH 25 2.1 An overview of BIDV- North Hanoi branch: 25 2.1.1 A brief overview of BIDV: 25 2.1.2 An overview of BIDV- North Hanoi branch: 26 2.1.2.1 History: 26 2.1.2.2 Organizational structure and main activities of the branch: 26 2.2 Human resources characteristics: 31 2.3 Human resources management policies: 33 2.3.1 Recruitment policies: 33 2.3.2 Training policies: 34 2.3.3 Welfare and incentive policies: 34 2.3.3.1 Salary and allowances: 34 2.3.3.2 Bonus: 35 2.3.3.3 Incentive and welfare: 35 2.3 Assessment on human resources management activities in North Hanoi branch: 35 2.3.1 Planning human resources: 36 2.3.2 Recruitment activities: 36 2.3.2.1 Effective recruitment: 36 2.3.2.2 Recruitment sources: 38 CHAPTER 3: RECOMMENDATIONS ON THE DEVELOPMENT OF BIDV- NORTH HANOI BRANCH 42 3.1 Advantages and disadvantages of branch’s business process: 42 3.1.1 Advantages: 42 3.1.2 Disadvantages: 43 3.2 Oriented Development of North Hanoi branch: 43 3.2.1 Development plan of capital raising sector: 43 3.2.2 Development plan of credit sector: 44 3.2.3 Development plan of service sector: 44 3.2.4 Development plan of human resources management sector: 45 3.3 Recommendation to improve human resources management activities: 45 3.3.1 Completing the recruitment process: 45 3.3.2 Completing the training process: Error! 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Bookmark not defined CONCLUSION 54 EFERENCES .v PART A: INTRODUCTION RATIONALE OF THE STUDY From the dawn of humans’ history, we-people always play a very important role in the production and business activities We are the main elements that make up the organization and determine the success or failure of the organization Thus, the manpower administration activities also become an indispensable part of any one company Nowadays, as the competition in business is becoming more and more acute, every organization needs to further improve its management of human resources Since it can promote the contribution of employees to the company and improve the labor productivity Being the top-rated bank of Viet Nam in many years, BIDV obviously knows about this problem and have many significant activities like organizing training courses monthly and annually, building more infrastructure for learning and studying… But there is the fact that the labor market of Viet Nam is being redundant This becomes a big question for the leaders of BIDV that how they can manage their workforce effectively on both the quantity and the quality Carrying out my internship period in BIDV’s North Ha Noi branch, I have a change to study the current situation of branch’s human resources management activities and find the solution to improve or overcome shortcomings that are founded I chose the study “Enhancing the effectiveness of manpower administration activities in Bank for Invesment and Development of Viet Nam- North Ha Noi branch” with the aim of having an overview of branch manpower management activities, hence be able to propose essential solutions to improve the quality of labor management activities at BIDV’s North Ha Noi branch AIMS OF THE STUDY The objectives of the Research are formulated as followed: To gain a full view of manpower management situation of almost Viet Nam’s business organizations To analyze the specific situation and shortcoming of human resources management activities of BIDV Ha Noi To find out solutions to improve the human resources management activities To draw out some recommendation to get a better management method and activities METHOD OF THE STUDY In order to perform this Research, I first choose the method of analyzing, summarizing and synthesizing materials and books to form the theoretical background Besides, I also use charts, tables and factual data for support From the collected information and data, I can assess and analyze the situation to draw conclusion and find out feasible solutions to improve the human resources management system of BIDV SCOPE OF THE STUDY This paper is intended, as the title suggests: “Drawing an overview of manpower management system, point out shortcomings and some short term as well as long term improvement in North Ha Noi branch of BIDV”, to touch upon some following issues:  The background and characteristics of using manpower in BIDV  The current situation of using manpower in the branch and shortcomings  The practical recommendations to improve the manpower management system Firstly, becoming a WTO’s member also brings to BIDV a big challenge to deal with competitiveness from famous banks in the world In addition, the unstable business environment makes difficult to BIDV in running their business In 2008, the Government had released the tight monetary policy to domestic banks so as to control inflation This policy forced domestic banks to buy obligation bonds, control credit growth and increase base interest rate (14% at June, 2008) Its consequences are lack of liquidity sources and continual increase of interest rates Last but not least, input costs put pressure on branch’s business activities so hard that they have to face with bad debts, and limit their access of capital sources In the third quarter of 2008, global financial crisis had caused recession and inflation in US and other nations, making the Government proceeds the demands stimulating plan, loosens the monetary policy and decreases the base interest rates The final disadvantage comes from inside Some trading rooms, trading points are not fully used; this leads to low efficiency and revenue reduction 3.2 Oriented Development of North Hanoi branch: Following the motto: “Quality, efficiency and stable development”, North Hanoi branch has proposed the operational objectives in general: enhance the financial capability, control the rise of bad debts, classify debts and handle debt burden Besides, branch pays its attention to customer services, develops card services and promotes credit export… to ensure profitability The branch has created the development plan based on specific sectors 3.2.1 Development plan of capital raising sector: Capital raising is one of the most important sectors of each enterprise North Hanoi branch also pays more attention to this issue By maintaining and improving traditional capital raising methods, North Hanoi branch wishes to keep their capital sources stable and abundant In addition, the branch also researches and applies new capital raising methods combined with restructuring client system, propaganda and product marketing With all these plans and strategies, the branch desires to bring their customers the best products and services 3.2.2 Development plan of credit sector: Credit activity is the basic kind of commercial banks’ business activities Traditionally, it contributes the most of bank’s assets and profit But every business activity is risky and need to be carefully implemented Being aware of the activity’s potentials and hazards, North Hanoi branch has proposed some development ideas First is adjusting the credit policies to balance between profit and risk, and ensure the safety and effectiveness The second is widening the retail system in potential places likes urban areas, industrial parks and resorts The third is improving the credit information system inside the banks, making it complete, accurate and transparent In conclusion, to run the credit activity effectively, the branch has to apply all of the above ideas and gets helps from headquarter and the State Bank of Viet Nam 3.2.3 Development plan of service sector: In the trend of industrialization and modernization, Viet Nam has to focus on developing the service sector, the most important sector of every economy in the world Service sector shows up in all enterprise and in commercial bank as well BIDV’s North Hanoi branch is developing this sector in five main directions The first direction is continuing the traditional services like guarantee, billing, foreign exchange, quick cash, and card service…The second one is researching non-credit services based on modernization basis to serve major customers like big enterprises and corporations The next one is classifying clients, focusing on building professional utilities products The fourth is strengthening the marketing job to promote Home Banking, Internet Banking, smart account and POS services The fifth direction is expanding the automatic salary payment service through ATM card and remittance payment service Due to the growing trend of BIDV and the whole economy, the branch must try their utmost in developing banking services and other services as well 3.2.4 Development plan of human resources management sector: A strong human resources system is the vital element for a stable enterprise In BIDV’s North Hanoi branch, each employee is the most valuable asset because employees are the key for each business strategy and the link between the branch and its customers Knowing this importance of human resources, the branch’s board of managers has attempted to build a complete plan for managing human resources The first attempt is making a best working condition and providing incentives to employees in order to get the highest performance After that, the branch continues completing the inner operation structure to fit with current situation of market, trying their best at planning human resources and making exact forecasts about labor situation The third attempt is improving incentive policies and perfecting recruitment policies Finally, the branch also holds discussions between employees to share their knowledge and working experiment, makes regular contests inside branch to improve employees’ creativity and experience In brief, despite of some disadvantages from both inside and outside, BIDV’s North Hanoi branch keeps managing their human resources and completes all the targets 3.3 Recommendation to improve human resources management activities: 3.3.1 Completing the recruitment process: As mentioned above, recruitment provides access for an organization to avail to a pool of talent at a single place in a single time With a high number of candidates, the organization is provided sample skills so as to choose the best one for present or future use Also, companies can target upon potential candidates and recruit them for future projects rather than striving to find the right one at the last minute Also, a well planned recruitment process helps a company to filter out the candidates who not pass their criterion and hence concentrate more on the eligible candidates As the count of people who attend recruitment drives are more, the eligible candidates would still pose a good number in spite of the eliminations Also, a huge group will possess candidates with a variety of skill set and thus the need to recruit multiple skills gets resolved in the same arena Knowing the importance of recruitment, BIDV’s North Hanoi branch should add these ideas in their recruitment process In the first place, employers may put more EQ (emotional quotient) questions to enhance their jobs As recruiters, we know that successfully landing a job is not purely based upon a candidate’s qualifications or IQ score In addition to experience, what employers want is the right personality type, who will be able to fit comfortably in with the team When we interview candidates, we go through a number of active thought processes Without realising it, we are measuring their responses, mannerisms and how well they put themselves across What we are really doing is assessing their emotional intelligence It is quality, honesty and ability to build rapport that is so often the key to them standing out from the other applicants – and this is the type of employee who ultimately helps the client to improve their staff retention and keep costs down What is important is how we implement our understanding of emotional intelligence to improve, how we increase the quality of our hires; whether we are looking for a new graduate recruitment consultant or we are sourcing the perfect candidate Furthermore, recruiters should test employees’ English level by asking some simple quiz or giving short list multiple-choice questions And lastly, in the modernizing trend of the economy, the branch should hire younger employees from universities and colleges 3.3.2 Completing the training process: Banking sector is one of the most vital sectors in Viet Nam’s economy with 1619% in GDP and 50% total social capital In the current moment, Viet Nam has State-owned commercial banks, 37 joint-stock commercial banks, 31 branches of foreign banks, joint venture banks, financial enterprises, 10 leasing enterprises, 926 credit organizations and 46 representative offices of foreign banks Therefore, the training process is an important key to each enterprise’s success Firstly, training improves efficiency and productivity of employees Well trained employees show both quantity and quality performance There is less wastage of time, money and resources if employees are properly trained Secondly, training helps the employee to get job security and job satisfaction The more satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover Moreover, training offers chance of promotion because employees acquire skills and efficiency during training They become more eligible for promotion and become an asset for the branch In short, understanding all the vitality of training; the branch should follow these recommendations as an oriented guideline To begin with, the branch is suggested to enhance the working performance and effectiveness of training team Next, they should organize more training course on foreign languages to all staff, from senior to junior Finally, the employees are advised to participate in international projects to acquire experience and working habit of big organization in the world 3.3.3 Motivation: The importance of employee motivation can be seen in the following points The first point is increasing productivity When employees are motivated from inside or from outer sources they show passion for their work and give better performance Companies that offer challenging jobs motivate their employees to work hard and reach the goal When they are given a target to achieve they give their best efforts to reach their targets and complete the given task on time or before deadline Though they are not promised any monetary compensation on the completion of their targets, they are themselves motivated to their tasks because they know that the management trust’s their ability to perform and they want to prove it by completing the given task This attitude of the employees leads to increased productivity which is very beneficial for the company The second point is helping employees to have better creativity When an employee is highly motivated they feel free to express their views and ideas, since they are passionate about their jobs They know that they are an important part of the organization and want to contribute more towards the betterment of the organization, this makes them more creative For increasing the creativity amongst the employees, managers have to design a leadership style in such a way that is encourages employees to provide more suggestions, new ideas and new cost effective ways of delivering better performance The last point is improving individual growth A motivated employee is ready to take up more tasks for the company and tries to complete it with best efforts For this they study and train themselves more, this makes them more experience in their field By taking and accomplishing more tasks they increase their individual growth and improve their knowledge They are more likely to be recognized within the organization and also outside the organization Their chances of appraisal and promotion are also increased If the branch want to motivate their employees, they have to make them feel excited to come to work every day, and to spend time with them and another And to it, let’s follow these steps: 3.3.3.1 Creating a friendly work environment: Almost employees, nowadays, spend a large chunk of their lives working in their office, so they should try to make the office look as friendly and appealing as possible If they create a friendly and comfortable atmosphere for their employees, then they will be more eager to go to work every day Here's how to it: The first way is creating a pleasant atmosphere It requires creating a space that is not too cramped and make sure the temperature in the office is not set to be too hot or too cold Employees will not be motivated if they are freezing or so hot that they can not focus After that, make sure employees have lots of natural light and position them next to windows whenever you can They will be less likely to feel stifled if they are near light and fresh air If the environment is more casual, they can set up more relaxing furniture around the office and tell their employees that they could work there from time to time as well, if they don't have to be rooted to their desks The second way is using food as incentive Do not underestimate the power of having some food around the office People will be much more excited to come to work if they know that there will be some food waiting for them Here are a few food tricks that will motivate employees: Keep a kitchen stocked with tea and coffee so employees spend more time hanging around the office instead of stepping out for coffee The last way is instituting casual dress days Casual dress days will make people more excited to go to work, and will make them feel more comfortable in the work environment They can institute a casual Friday, or randomly choose to add extra casual days to the calendar Their casual attire can also be used to highlight upcoming holidays when the time is right During Christmas, people can wear silly reindeer antlers, or people can wear orange and black around Halloween 3.3.3.2 Rewards: Setting up a system of rewards is an excellent way to motivate employees Whether they set up a contest to see who can accomplish something the fastest on a certain day, or if they have a competition to see who can generate the most revenue by the end of the month, any contest that has a reward, even if it is silly, will keep employees motivated to produce solid work Here are some great rewards to offer employees for a job well-done: Start with rewarding them with small gifts Give them two tickets to a movie, a gift certificate to a store, or even highly-coveted tickets to a sports game Make sure to check in with employees about what they think makes a good reward in advance Employees will not be as motivated if they aren't excited about the prize Then reward employees with time off They will be surprised to see how quickly employees start working when they offer to let them leave 15 or 30 minutes early, or if they give them the option of coming to work an hour late the next day Besides, Reward them with casual dress Employees love dressing casually, and that employee can earn the privilege to dress casual for any given day If they not want these above rewards, let’s reward them with lunch The employee who wins the work contest can earn a free lunch from boss an an opportunity to get to know them better 3.3.3.3 Developing great relationships in the workplace: 3.3.3.3.1 Get to know employees: They may feel like they are too busy to take the time to get to know their employees well, think again If they develop a stronger relationship with their employees, they will not only have a better sense of what makes them tick, but they will also like their bosses more and will be more motivated to work for them as a result Here are suggested steps to implement it Initiating a "coffee day" where managers spend twenty or thirty minutes chatting with an employee over coffee in their office They don't have to talk about work at all They can just get to know each other better by talking about their interests, hobbies, and families Do not be afraid to ask for feedback during these meetings Their employees can help they know what really motivates them Learning something about their employees' families Remember that employees are real people with real families and real struggles If managers know the names of their husbands, children, or even pets, they will have more to talk about, and they will look more caring when you ask about their families Learning something about employees' interests If they find out that one of their employees watches one of their favorite TV shows, they can use it as a conversational point Remember that there's a difference between building a strong relationship with employees and building an intimate friendship with employees Conversations and contact should be friendly and open, but not too personal 3.3.3.3.2 Creating social events: Having a few social events on the calendar will help people in their office get to know each other People will be much more excited to come to work and to their work if they are friendly, or even friends, with their coworkers Here's what to do: Having people go out to lunch together once a month This will help people feel less isolated during lunch time and can help them get to know each other Creating a baseball team or football league This will not only be a great way for employees to bond, but people will feel more of a sense of team spirit after working together as a part of a different kind of team Bonus points if they can play against other companies or branches of their department Having a happy hour for their employees to relax and laugh after work This may be organized by one of their employees, but not be afraid to join in if the mood is right Creating a team volunteering league Managers and employees will not only be doing a good deed, but they'll get to know each other better 3.3.3.3.3 Using theme days: Theme days are a great way for people to get to know each other and be more excited about coming to work During theme days, people are more relaxed, and have an easier time getting to know each other while working Here are a few things you can to develop stronger relationships in the workplace through fun themes: Having a food theme day Everyone will be responsible for cooking or bringing in a food from a certain type of cuisine, such as “banh cuon” or something else If they have a diverse office, they can have everyone bring in a meal from his or her culture or background Dress up for holidays Though they not want your employees smearing Halloween makeup all over their keyboards, they can let people dress up for Halloween and even have a costume contest Have a sports theme day Everyone can dress up as their favorite sports hero and team 3.3.3.4 Modernizing banking technology: Technology plays a vital role in business Almost all businesses and industries around the world are using computers ranging from the most basic to the most complex of operations.They are dependent on technology on all levels from research and development, production and all the way to delivery Without technology, the idea of globalization would never become real If we were to take away trading and commercial technology, the world will come to a standstill and the global economy would collapse In general, technology has become very important that it has become a huge industry itself from computer hardware manufacturing to software design and development and robotics That’s how important technology is in business Technology in human resource management is another application of companies using hardware and software to aid human activities Companies use all types of technology in human resource management A few different roles for the technology is hiring and selecting employees for interviews, managing employee paperwork or benefits, and securing sensitive employee files Many different types of hardware or software are available for this purpose Companies can either use an external software package or create their own, depending on their needs Many companies now use Internet-based employee applications or other technology in human resource management for finding new employees A significant benefit for online applications is the existence of knockout questions These questions prevent unqualified individuals from making it too far through the employee application process For example, if companies desires a certain level of education, an answer about earned college degrees may appear on employee applications Those who answer “no” to the question will not be included on the list of potential interviews for companies’ open job position Companies must have secure environments for storing employee documents While other companies typically have specific storage rooms devoted to this purpose, technology in human resource management can also be beneficial Here, encrypted spreadsheets or other software packages allow companies to restrict access to payroll or other sensitive documents The use of outside payroll services may result in companies using an external website for transferring sensitive documents Technology often helps companies prevent theft from payroll documents through comprised transfer methods Technology in human resource methods is not without its drawbacks Moving traditional activities from a manual to technological process can be time-consuming and expensive Additionally, the potential for hardware or software to fail is also a problem that companies may need to consider Being prepared for all technological issues is a must as failure to properly handle employee data can result in heavy fines or penalties From these advantages of technology in human resources management, the branch must upgrade their technology to catch up with the amount of employee information and the requirements of the business activities CONCLUSION Joining in WTO has brought to our country both chances and challenges in economic sectors To survive and maintain a good developing trend, each domestic enterprise of Viet Nam must have its own strategies on managing and producing In these strategies, companies’ leaders should pay their attention to the strategies on how to improve their human resources management activities because human resources are the most important element to gain success in business With this study, I expect that not only the North Hanoi branch of BIDV but also each enterprise which can read it will find the proper solutions to solve their human resources management problem REFERENCES References in Vietnamese Books Nguyen Van Don (2009) Nghiệp vụ ngân hàng thương mại NXB Đại học Thành phố Hồ Chí Minh, Hà Nội Rose S.P (2001) Quản trị ngân hàng thương mại NXB Tài Chính, Hà Nội Richard Templar (2009) Những quy tắc quản lý NXB Lao động- Xã hội, Hà Nội Legal documents: Ngân hàng Đầu tư Phát triển Việt Nam – Chi nhánh Bắc Hà Nội, Báo cáo hoạt động toán quốc tế (2008 – 2010), Hà Nội Ngân hàng Đầu tư Phát triển Việt Nam – Chi nhánh Bắc Hà Nội, Báo cáo thường niên (2008 – 2010), Hà Nội References in English Books: Robert L.Mathis- John H.Jackson (2010), Human Resource Management, South-Western Cengage Learning Susan E Jackson, Randall S Schuler, Steve Werner (2008), managing human resources, Cengage Learning Websites URL: http://www.bidv.com.vn/ URL: http://www.luanvannhansu.net/ URL: http://www.studymode.com/ URL: http://www.tailieu.vn/ REVIEWER’S JUDGEMENT Reviewer name: MA Trần Thu Hoài Comment on graduation thesis Student name: Phạm Duy Đại Class: CQ47/51.03, Academy of Finance Study: Enhancing the effectiveness of manpower administration activities in Bank for Investment and Development of Viet Nam- North Hanoi branch ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………… Mark: -In number: -In word: Hanoi, May,2013 Signature SUPERVISOR’S JUDGEMENT Supervisor name: MA Trần Thu Hoài Comment on graduation thesis Student name: Phạm Duy Đại Class: CQ47/51.03, Academy of Finance Study: Enhancing the effectiveness of manpower administration activities in Bank for Investment and Development of Viet Nam- North Hanoi branch ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………… Mark: -In number: -In word: Hanoi, May,2013 Signature ... name Bank for Investment and Construction of Vietnam From 1990 to 27/04/2012: Under the name Bank for Investment and Development of Vietnam (BIDV) From 27/04/2012 to now: Under the name Joint... for north branch On November 10 th, 2002, with the decision 80/QĐ-HĐQT, the North Ha Noi branch was officially renamed into Bank for Investment and Development of Vietnam, Northern Hanoi Branch. .. hero of Labor in renovation period, Ho Chi Minh Medal, etc 2.1.2 An overview of BIDV- North Hanoi branch: 2.1.2.1 History: The North Hanoi branch of Bank for Investment and Development of Viet Nam