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Untitled Banking Academy of Vietnam International School of Business Subject Principles of management TOPIC ANALYSIS OF PROMOTING EMPLOYEES MOTIVATION THROUGH THE COMPENSATION SYSTEM IN NESTLÉ Lecture[.]
lOMoARcPSD|18034504 Banking Academy of Vietnam International School of Business Subject: Principles of management TOPIC: ANALYSIS OF PROMOTING EMPLOYEES MOTIVATION THROUGH THE COMPENSATION SYSTEM IN NESTLÉ Lecturer: MSc Nguyen Ngoc Mai Class: CityU 10B Students: Le Thi Ngoc Anh – CA10-032 Bui Thi Thuy Ngan – CA10-065 Nguyen Minh Ngoc – CA10-067 Tran Thi Tuyet – CA10-078 Nguyen Ngoc Khanh Van – CA10-016 Hanoi, 12th December, 2022 [1] lOMoARcPSD|18034504 TABLE OF CONTENTS ABSTRACT CONTENT .2 I Overview of Nestlé The process of formation and development Mission 3 Business principles Personnel characteristics .4 Business results II Current status of Nestlé's compensation system Financial compensation 1.1 Direct remuneration 1.2 Indirect remuneration Non-financial compensation 2.1 Mental health and wellness 2.2 Career opportunities … 2.3 Learn and Share .9 Assess strengths and weaknesses .9 3.1 Strength 3.2 Weakness 11 III Proposed Solutions .11 Good management of the relationship between employees 11 Lessen employee’s work pressure .12 Lessons 12 3.1 Employee Motivation 12 3.2 Conflict resolution for businesses 15 CONCLUSION 17 REFERENCES 18 [1] lOMoARcPSD|18034504 ABSTRACT Science and technology are continually expanding in importance in today's world development trend However, human resources are never out of date, on the contrary, they have the ability to determine the future development path of each enterprise As a result, each company must determine how to establish an appropriate remuneration system, thereby contributing to the enhancement of each individual's value Nestlé is widely recognized as a global leader in the food and beverage industries The company currently has a large production and sales network, with over 2000 brands present in 191 countries There are also 280,000 employees and 30,000 products It took a lot of effort to get to where you are now Recognizing this distinction and breakthrough, our team selects the Research topic "Analysis of Nestlé's Compensation System." We propose specific solutions to maximize strengths and minimize weaknesses based on the situation, strengths, and points of weakness in Nestlé's policy system We hope to receive your comments so that we can improve the essay due to our limited knowledge during the research process We sincerely thank you! [2] lOMoARcPSD|18034504 I OVERVIEW OF NESTLÉ FIRM The process of formation and development Nestlé Vietnam is a member of Nestlé Group operating in the field of food Products Nestlé established a sales office in Vietnam in Saigon since 1916 In 1972, Nestlé built Dielac infant formula factory, this factory went into operation in 1975 (now managed by Vinamilk) Since 1990 Nestlé has been promoting the connection activities in Vietnam through the opening of a representative office in Ho Chi Minh City in 1993 1995: Established Nestlé Vietnam Co., Ltd., factory located in Bien Hoa Industrial Park, Dong Nai 1996: Established Nestlé Vietnam Dairy Products Co., Ltd 2001: merging two companies into Nestlé Vietnam Co., Ltd under license 1152/GPDC10-BKH-KCN DN The main office is located at 41 Nguyen Thi Minh Khai, District 1, HCM In 2009, the company moved its headquarters to Etown 2013: Inaugurated Nestlé Tri An Factory specializing in the production of NESCAFÉ 2018: Inaugurated the NESCAFÉ Dolce Gusto Tablet Production Line at Tri An factory Up to now, Nestlé is operating factories and more than 2812 employees nationwide, with a total investment of more than 600 million USD by the end of 2019 With more than 120 distributors, Nestlé's 40 direct sales channels across provinces and cities, Nestlé products are present on a national scale Mission Nestlé global members share a common mission: “Nestlé is the source of nutrition in your life, Your daily food, Good product quality deserves the value” (According to the global Nestlé strategic orientation) The company's mission includes: It is critical and top priority to work closely with customers to meet their needs in the field of food production It creates an inextricably linked organic relationship between human life and Nestlé products [3] lOMoARcPSD|18034504 To foster that close relationship, Nestlé products must be of high quality and of comparable stature, this is also a significant advantage because Nestlé products are innovative and outperform competitors Sharing business profits with the development of people's lives in the country where the company operates Business principles Nestlé Vietnam actively builds a business culture close to Vietnam while following the global Nestlé culture and business principles Nestlé Vietnam commit to comply with the following business principles: Nestlé's business goals, as well as those of management and employees at all levels, are to produce and market the company's products in order to create value for consumers, shareholders, employees, business partners, and the many national economies in which Nestlé operates Nestlé does not advocate pursuing immediate profits at the expense of the company's long-term business development; the annual profit is used to maintain financial market support and to finance investment projects Nestlé believes that oftentimes the law is the most effective tool to ensure ethical conduct, although in certain areas it is important to have additional guidance for management and employees in the form of voluntary business principles is extremely helpful to ensure that the highest standards are applied throughout the company Nestlé is aware that a corporation's success is a reflection of its qualifications, professionalism, behavior and ethical values of management and employees, so that the selection of appropriate staff and a policy of ongoing training and development are critical Nestlé recognizes that consumers have the right to be concerned about the company behind the Nestlé brand, as well as how the company operates Personnel characteristics High-quality staffs [4] lOMoARcPSD|18034504 Nestlé Global, the world's largest food and beverage corporation, and Nestlé Vietnam, in particular, are formed by a team of high-quality, competent, hardworking, and professional-attitude employees These are people who have professional knowledge and expertise in the field that Nestlé has carefully chosen from the beginning Human resources are at the core of the business; they make a significant contribution to its success and enable it to grow sustainably Not only that, but Nestlé employees are also regularly trained to adapt to the everchanging economy and meet the requirements of high-quality human resources Young and dynamic staff Nestlé employees are typically young, active people who are willing to take risks and experiment with new things They have the skills, knowledge, and courage to become global citizens and represent the new economy The promotion and focus on recruiting young candidates show that Nestlé always creates opportunities for young people to have an environment in which to develop When there is a solid launch pad, which is Nestlé, the more effort they will make to break through and achieve the best outcomes Furthermore, this set of young employees will have the proper beliefs and attitudes toward the customer base that the corporation is aiming for, making it simpler to come up with ideas that will strike a chord with the client This is also a two-way relationship that Nestlé wants to achieve Culture of learning and cultivating The culture of learning and cultivation is a highlight of Nestlé Vietnam's corporate culture Regardless of their starting points or positions, Nestlé Vietnam employees all have the same awareness of the importance of always learning to enhance their skills and knowledge The spirit of inquiry is a hue of Nestlé culture as well as a beauty in Vietnamese human traits Cultural exchange Nestlé has one HR feature that everyone wishes they had: a culture of sharing Employees will learn and share their experiences here Long-term employees will [5] lOMoARcPSD|18034504 learn from young people dynamism, new skills, and knowledge to keep up with the requirements of the era when e-commerce is developing strongly On the contrary, newbies will learn the fundamentals of the job from their predecessors, including how to handle and operate instruments at work Sharing experiences with each other not only helps employees develop more comprehensively but also contributes to more open and close relationships Since then, the old and outdated concept among employees no longer exists in the working environment All will work together based on common development, towards the goal of bringing Nestlé closer to consumers Diversity in human resources In the new era, when humanity is trying to integrate, Nestlé is not out of that cycle The most obvious proof is that the personnel system here is extremely diverse No matter what country the branch is located in, there are always opportunities for qualified and competent citizens from other countries Employees at Nestlé Company come in a variety of ages Gender is also not a problem to address when both men and women, or LGBT, start at the same level and have equal prospects for advancement Many individuals arrive from many nations, each with their own religion When a person brings positive values to society, they deserve to be respected With this feature, when working together, employees will use the common language, English As a result, English is a crucial criterion to consider while hiring Employees will have more opportunities to learn from diverse cultures when working in this environment, and the route to advancement will be more open Business performance Nestlé's bird's nest emblem has become recognizable to generations of Vietnamese customers among multinational corporations doing business in the Vietnamese market Nestlé Vietnam has been operating factories in Vietnam since 1995, with a total investment capital of 730 million USD Businesses acquire 20-25% of Vietnam's total [6] lOMoARcPSD|18034504 coffee output each year to service production and export, providing around 700 million USD per year to the national economy At the end of 2021, Nestlé Vietnam has excellently marked itself as the most sustainable enterprise in Vietnam 2021 in the field of manufacturing Nestlé Vietnam has been named one of the top three most sustainable firms in Vietnam for the third year in a row According to the assessment of VCCI experts, Nestlé Vietnam has met the Sustainable Enterprise Index 2021 with 119 indicators including measures of business performance, indicators of governance processes, and environmental and social indicators Mr Khuat Quang Hung, External Affairs Director of Nestlé Vietnam, stated at the Vietnam Circular Economy Forum 2022 that the Nestlé Plan 2030 has assisted in the replanting of 53 thousand hectares of old coffee trees, which equates to 53 million seedlings funded by Nestlé Coffee tree intercropping, as well as proper watering and fertilization, assist coffee gardens to boost output, improving farmer revenue The quality of coffee beans has also increased since then, with the company now not only serving the home market but also exporting to 25 major countries across the world, including Korea, Japan, the United States, and Europe II THE STATUS OF NESTLÉ'S COMPENSATION SYSTEM Financial treatment 1.1 Direct remuneration Short-term or long-term salaries, bonuses, and additional benefits for employees are all at a high level Base salary: This is the salary paid for the position and title the employee is working for, and the employee is paid the base salary once a month The average Nestlé salary ranges from about $45,764 per year for a Microbiology Technician to $307,314 per year for a Director Nestlé's average hourly wages range from about $16 per hour for a Salesperson to $36 per hour for a Maintenance Worker (According to Glassdoor.com statistics) [7] lOMoARcPSD|18034504 Annual cash bonus: 13th and 14th month salary bonuses are paid in December every year, bonus according to business results That means when employees well, generate a lot of profit to help the company grow, the bonus they receive will increase accordingly This is one of the effective ways to motivate employees to work, increase their ability to contribute to the development of the company 1.2 Indirect remuneration In addition to being entitled to all kinds of insurance as prescribed by law as in most other companies such as: Health insurance, social insurance, employees at the company are also entitled to health care regimes top health All NESTLÉ employees receive the Generali health insurance package - medical examination and treatment in high-class hospitals and clinics In addition, the company also has many other benefits such as using Nestlé's nutritional products for free at the factory, buying Nestlé products at a more favorable price than the market, using the company's transportation company All these policies are aimed at work-life balance Besides, every year, apart from holidays and New Year, each Nestlé employee has the equivalent of working weeks In particular, Nestlé also has a maternity policy with at least 14 weeks of paid maternity leave and the right to extend the leave up to months This policy helps protect employees' jobs, does not discriminate, protects health, provides flexible work options, and supports breastfeeding Non-financial compensation 2.1 Take care of your health and spirit Every year NESTLÉ organizes teambuilding activities and challenging sports activities such as Football Champion League These are programs that show team spirit and accept challenges of each NESTLÉ employee NESTLÉ's office is designed to prioritize natural elements, making the office cool and comfortable for employees The company is also equipped with a lot of meeting rooms, along with current facilities to effectively serve the work and rest time of [8] lOMoARcPSD|18034504 employees In addition, the dining area, sports area, and relaxation room are also arranged privately so that employees can rest when they need to re-energize 2.2 Career opportunities NESTLÉ builds a clear career development path according to levels combined with a specific training program for each subject according to its own core values to promote the development of employees and empower them long-term learning opportunities At NESTLÉ, they have specific training programs such as: Literacy training for factory workers to increase labor productivity, maintain a positive working attitude, confident to argue; NESTLÉ apprenticeship training for trainees outside the company; or Local training to meet high quality human resources 2.3 Learn and share Continuous learning is a prominent part of NESTLÉ's culture Each member, regardless of position, needs to constantly learn and improve their knowledge and skills The spirit of learning is considered an indispensable condition if you want to work at NESTLÉ Each employee here has the opportunity to improve themselves, open up opportunities for growth and advancement through continuous internal training programs and consistent with work goals In addition to skills, professional knowledge, and competence, the principles: dynamic, practical, honest, hard-working and reliable are also the main criteria for each individual to have the opportunity to advance in the company Assess strengths and weaknesses 3.1 Strengths Working conditions: In order to better support and balance personal and professional lives, Nestlé is committed to offering its workers respectable working conditions, a safe and healthy work environment, and flexible employment Wherever possible, Nestlé encourages its employees to take part in extra community events and provides flexible working arrangements [9] lOMoARcPSD|18034504 Furthermore, Nestlé's dedication extends beyond its workforce All employees of Nestlé who are bound by service provider contracts to work on-site or off-site are of interest to the company In order to be eligible to work with Nestlé, it must also follow certain procedures For all levels of employees at Nestlé, developing relationships based on mutual respect and trust is crucial Any form of discrimination or harassment is not tolerated by Nestlé Regardless of place of origin, country of citizenship, religion, race, gender, or age, everyone at Nestlé is afforded equal opportunity Managers are dedicated to creating and sustaining a culture of trust with their people as a result It is guaranteed that the voices of Nestlé employees will be heard Compensation policy: It takes more than simply competitive pay and benefits to draw in new employees and keep existing ones motivated The ties with online management and Nestlé coworkers, the recognition and experience experienced working for a diversified global organization, as well as the capacity to develop and progress, are other important aspects of working for Nestlé The complete remuneration package for Nestlé workers is as follows Nestlé's compensation policies must be set in accordance with the social and legal systems of each nation, as well as any relevant collective agreements Each manager has the duty to suggest compensation to his or her staff within the bounds of corporate policy To ensure proper, transparent, and sufficient communication, enough time should be spent with each employee to explain his or her specific position regarding pay and benefits, if necessary with the help of a human resources manager Nestlé provides its employees with a dynamic wage and benefits structure that competes with the market in all areas, such as salary, short-term and/or long-term bonuses, and additional benefits to salary or benefits society According to data, 85% of the company's 2,300 employees are always satisfied with their income and benefits package [10] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 In addition, Neste arranges training sessions to spread knowledge and create professional development plans for staff members Nestlé was listed among the top three companies in Vietnam with the finest workplaces in 2016 as a result Learning and training: Nestlé gives training and development top priority Employees, line managers, and HR are all accountable for putting principles into practice Additionally, Nestlé provides a wide variety of training programs and learning opportunities to support personal development Never view going to a show as a reward, but rather as a part of continual growth 3.2 Weakness Discord and conflict of interest The fact that Nestlé is recognized as a company with numerous brands, like Nescafe, Milo, KitKat, and LaVie, will be very beneficial to business However, this will make it harder for senior administrators to their jobs, even causing friction between lower-level administrators and staff as well as conflicts of interest Work pressur For many years, Nestlé has ranked among the greatest places to work in Vietnam The company not only gives employees the chance to have a decent job, but also many prospects for long-term career growth In some recent polls, there are, in addition to the compliments, some reflections Particularly, some workers feel that there is a lot of strain at work, which has an impact on their productivity and psychology III SOLUTIONS The compensation policy of Nestlé is generally excellent Through factors like working conditions, total bonuses, employee relations, etc., Nestlé's compensation strategy amply demonstrates the company's commitment to its workforce In accordance with this policy, all Nestlé workers after You will get a lot from working in this setting, as well as the chance to fully develop yourself However, despite having a great workplace, Nestlé employees still encounter some challenges Consequently, it is [11] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 conceivable to offer some suggestions for how Nestlé should enhance its compensation system Good management of relationships between employees During the working process, it is inevitable that conflicts between employees will arise At that time, managers need to have solutions that can help employees solve problems and rebuild a good relationship between them Administrators must pay attention to what members discuss and how they feel in order to find answers Discover the root causes and motivations behind conflicts, and then collaborate with team members to develop solutions to advance each relationship In order for everyone to function and collaborate efficiently, it is also important to inspire and encourage individuals to stay impartial when there are problems In order to strengthen relationships and the quality of the work produced, managers should also establish standards of conduct and conventions in the workplace They should also keep an eye out for members' actions and attitudes that lead to conflict Lessen work pressure for employees Nestlé is consistently ranked as one of the world's leading firms in terms of the working environment Working in such an environment necessitates that employees be truly professional and bear significant obligations As a result, it is inevitable to avoid work-related pressure and stress In order to boost motivation and reduce stress, managers may consider emphasizing performance-rewarding activities Employees are always most motivated by praise and recognition Therefore, the company can demonstrate its appreciation by holding monthly meetings to recognize the accomplishments and work performance of employees Furthermore, it is vital to use and record employees' contributions to the company's current and future policies and strategies This makes employees feel respected and determine their certain important roles in the company and thereby improving worker morale Experiential lessons 3.1 Motivate employees [12] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 Work motivation refers to the power acting on a person or arising within that person, motivating them to act towards a specific goal An employee with strong work motivation, as exhibited outwardly, will be a person with high work intensity, persistent efforts, direction, and investment of energy, spirit, and time to reach the set goals within a certain time frame Therefore, the manager's task is to generate work motivation and build an effective incentive system including remuneration, financial incentives, and non-financial incentive policies 3.1.1 Financial compensation Develop explicit criteria for evaluating employee performance via KPI for each position, with clear standards and scales to correctly analyze each individual's working capability, resulting in compensation and appropriate bonus mechanism, as well as identify qualified employees to have suitable remuneration policies, and establish a great working environment for them to have the opportunity to develop and stick with them for the long term Besides, investing in information technology infrastructure to easily and accurately calculate KPI The salary system and other remuneration regimes should be consistent with the company's overall salary level The wage level should be specified, as should the requirements for a salary raise or other special treatment Furthermore, this system must provide fairness through employee evaluation criteria, which is an excellent instrument for keeping staff ready to work with a sense of cohesion and high loyalty In addition to the prescribed insurance regimes such as social insurance and health insurance, other types of insurance such as life insurance, accident insurance for employees, and a cumulative savings scheme for long-term employees should be available 3.1.2 Non-financial compensations Aside from the financial rewards for employee accomplishments, the non-financial compensations they receive from management motivate them to perform harder Nonfinancial considerations include: Work Environment: Managers are responsible for creating a work environment in which outstanding performance is rewarded with experience for employees [13] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 even without the need for salary raises and rewards Managers must also establish a working environment in which employees see that their work is in harmony with their own goals and the goals of the entire company, demonstrating to employees that their role is important, providing timely feedback on work performance, allowing employees to discuss about physical conditions at work, enriching work, and expanding work for sales staff to avoid workplace boredom Managers must also build an environment of teamwork and collective spirit in the workplace, where salespeople can not only encourage one another but also exchange tales Leadership activities: Using the right people for the proper positions, encouraging employee engagement, assigning individual responsibility at work, and allowing employees greater freedom in selecting working methods and work sequence, and tempo of work Mental Incentives: Evening receptions to honor performance, small gifts, a certificate of achievement, memorabilia, or membership in a special group's events (for example, a group of the best salespeople in the business who receive special incentives from the business) 3.1.3 Considerations when developing incentive policies Salary is a necessary and important factor, but it is not the only one It does not have to be a pay boost to motivate employees to better than they should Aside from salary, sales managers must consider other environmental aspects that influence employee motivation People are stimulated when their behavior is properly evaluated through praise (when good results) or punishment (when unsatisfactory) For a person to be motivated for a long time, he needs to be motivated regularly Employees dislike working when they are treated unfairly; when they believe they are useless or inept; when they are under rigorous control and lose their freedom; when they cannot have a good relationship with their colleagues; and when they not have the backing of their superiors Managers must pay attention to two levels of work motivation: the motivation of each employee and the motivation of the entire force Managers should avoid [14] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 inspiring one person to the detriment of another set of employees' job motivation The management ought to determine the level of motivation required at both levels when the team can achieve the goals established, as well as the most effective manner of motivating in each specific case 3.2 Resolution for businesses' conflict Conflict is inevitable in the working environment of businesses Therefore, conflict resolution is an important factor to maintain a positive working environment and improve the work efficiency of employees in any business 3.2.1 Conflict between individuals with each other Managers should have clear regulations on salary, bonus, temporary adjustment of employee's salary and bonus accordingly, and at the same time, should keep salary information confidential; fair in assigning work and dividing wages reasonably according to the workload of employees in charge, avoiding internal deductions due to unequal wages Managers must build a friendly and social working environment to minimize work pressure, increase job productivity, let employees interact more, and create conditions for employees to assist and develop one another When conflict arises, they must be treated seriously and without bias 3.2.2 Group-to-group conflict Administrators need to consult, reconcile, and be fair, objective, and unbiased Apply pressure and pressure from above: Cleverly let them see that if the problem escalates, the risk to their reputation, working position, promotion opportunities, and material and spiritual benefits will have fluctuated 3.2.3 Conflict between individuals and groups Managers need to ease the exits, making it clear that cooperation is imperative When a manager allows an employee to act in bad faith, the rest of the staff are disgruntled It is necessary to establish a broad no-tolerance policy with unreasonable objections [15] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 Find common ground: The way for managers is to make the parties blatantly separate the differences The management must emphasize the parties' shared values For example, both parties want the company to succeed, which is a common goal Managers need to make it clear that their discord is destroying that common goal [16] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 CONCLUSION Through the studies presented above, it is clear that Nestlé has taken very innovative steps in building an employee compensation structure that contributes to the development of positive personal values This is also why, despite market shifts, Nestlé remains one of the world's primary foundations of the Food & Beverage business With the rapid development of science and technology, combined with market developments, investment in human resources plays an important role and requires more attention Businesses that desire to expand and get a foothold must grasp how to naturally motivate and motivate personnel to make efforts Not only Nestlé, but also large and small firms in general, must take the process of developing a pay structure that is tailored to the performance of each individual in the organization properly [17] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 [1] (2022, 02 13) Retrieved from: Nestlé Salaries in Ho Chi Minh, Vietnam Area Glassdoor [2] Chi, P T (2021, 10 22) 9+ businesses have the best employee compensation policy Currently Retrieved from https://luatlaodong.vn/chinh-sach-dai-ngo [3] HRchannels (2021, 01 19) Differences in remuneration and benefits of corporations Retrieved from https://hrchannels.com/uptalent/su-khac-biet-veche-do-dai-ngo-phuc-retrieved-cac-tap-doan.html [4] Khoi, N (2019, 04 10) Retaining human resources by salary and bonus Retrieved from https://nld.com.vn/cong-doan/giu-nhan-luc-bang-luong-thuong20190409215756294.htm [5] Nestlé (2015, 06) Maternity Protection Policy Retrieved from: https://www.nestlé.com/sites/default/files/asset library/documents/library/documents/people/Nestlé-policy-maternityprotection.pdf [6] Nestlé (n.d.) Sustainable Development Report 2022 Retrieved from: https://www.nestlé.com.vn/sites/g/files/pydnoa216/files/2021-12/Bao-cao-phattrien ben-vung-2020-Nestlé-Viet-Nam.pdf [7] Nestlé has a dual track record of sustainability and human resources (2022, 02 17) Retrieved from https://zingnews.vn/Nestlé-dat-thanh-tich-kep-ve-phattrien-ben-vung-va-nhan-su post1296353.html [8] Nestlé (n.d.) Nestlé values and business principles Retrieved from https://www.nestlé.com.vn/en/aboutus/Nestlé-toan-cau/corporategovernance [9] Nestlé, V N (2022, 01 19) Nestlé has a dual track record of sustainability and human development events Retrieved from https://vnexpress.net/nestle-datthanh-tich-kep-ve-phat-trien-ben-vung-va-nhan-su-4416476.html [10] Nguyen, H (2021, 11 01) Some special features in the corporate culture of Nestlé Retrieved from https://timviec365.vn/blog/van-hoa-doanh-nghiep-cuaNestlé new15239.html [18] Downloaded by vu ga (vuchinhhp2@gmail.com) lOMoARcPSD|18034504 [11] Learn about Nestlé - the ideal place for young people to start their careers (2022, 0303.) Retrieved from: https://123job.vn/bai-viet/tim-hieu-ve-cong-tynestle-noi-ly-tuong-de-cac-ban-tre-bat-dau-su-nghiep-2764.html [12] TOP 10 companies with the best remuneration in Vietnam (n.d.) Retrieved from: https://mobitool.net/top-10-cong-ty-co-che-do-dai-ngo-tot-nhat-tai-vietnam.html [13] Top 10 best places to work in Vietnam with great salary and benefits (2020, 03 thirty first) Retrieved from https://dinhhuonghuongnghiep.com/top-10-noilam-viec-tot-nhat-tai viet-nam-voi-muc-luong-khung-va-dai-ngo-hap-dan/ [14] Tran, T (2019, 08 20) What is Nestlé? SWOT Analysis Nestlé 2019 Retrieved from: https://atpsoftware.vn/Nestlé-la-gi-phan-tich-swot-Nestlé2019.html [15] Nestlé Vietnam and the Journey to Becoming the Most Sustainable Enterprise in 2021 (2022, January 26) Retrieved from https://vneconomy.vn/nestle-viet-nam-va-hanh-trinh-tro-thanh-doanh-nghiep-benvung-nhat-nam-2021.htm [16] Hang, S (2022, August 04) Nestlé Vietnam Pioneers for a Reborn Future Retrieved from https://baotainguyenmoitruong.vn/nestle-viet-nam-tien-phong-vituong-lai-tai-sinh-342463.html [19] Downloaded by vu ga (vuchinhhp2@gmail.com) ... managed by Vinamilk) Since 1990 Nestlé has been promoting the connection activities in Vietnam through the opening of a representative office in Ho Chi Minh City in 1993 1995: Established Nestlé Vietnam... their colleagues; and when they not have the backing of their superiors Managers must pay attention to two levels of work motivation: the motivation of each employee and the motivation of the. .. itself as the most sustainable enterprise in Vietnam 2021 in the field of manufacturing Nestlé Vietnam has been named one of the top three most sustainable firms in Vietnam for the third year in a