EXECUTIVE SUMMARY
The effectiveness of a work environment relies not only on ergonomic design and advanced equipment but fundamentally on the human resources that drive production (Asare-Bediako, 2008) Companies that prioritize employee well-being tend to outperform those that neglect their workforce (Mankins & Garton, 2017) Over recent decades, human resource management has evolved into a strategic partner within various business functions, including marketing, finance, and production The quality and orientation of an organization's human resources are crucial for achieving a competitive edge, as they represent the unique capabilities that cannot be easily replicated by competitors While other aspects like equipment and production methods can be copied, the distinctive qualities, innovation, knowledge, and skills of human resources remain a vital and irreplaceable asset for any business.
FPT Corporation is a leading staffing firm in Vietnam, renowned for attracting young talent, with a workforce of 22,000 employees, 67% of whom hold university or postgraduate degrees, including 300 international staff The company employs 8,500 skilled programmers, IT engineers, and technology professionals, with a significant portion of its workforce under 30 years old FPT's extensive portfolio includes ownership certificates from major tech companies like Microsoft, Cisco, and Amazon Web Services, highlighting its commitment to excellence in human resource management This raises the question of how FPT has effectively managed such a vast workforce to achieve its remarkable success in the industry.
Human resource management, as defined by Flippo, involves the strategic planning, organization, direction, and control of various aspects related to human resources to achieve individual, organizational, and societal goals This article focuses on four key tasks of human resource management at Group FPT: human resource planning, remuneration policy, training and development methods, and recruitment strategies for new employees.
INTRODUCTION
About the FPT Corporattion
Founded in 1988 by 13 visionary scientists, FPT aims to create a technology-driven company that prioritizes customer satisfaction, contributes to national prosperity, and fosters an optimal work environment for employees to achieve their full career and personal potential.
FPT, Vietnam's largest private ICT company, has experienced significant growth through continuous innovation and a commitment to delivering optimal technology solutions With over 37,180 employees, including 24,068 in technology roles, and 178 offices across 27 countries, FPT leads the market in software outsourcing, system integration, software development, and IT services.
For over 30 years, FPT has led the development of Vietnamese-branded software, enhancing technology's role in daily life and benefiting individuals and businesses alike The company has modernized key national industries and provided education and practical training for the youth As a leader in software exports, FPT has successfully showcased Vietnamese innovation globally, with most major information systems in Vietnam's state agencies and vital economic sectors being developed by the company.
FPT is a leader in Industry 4.0, focusing on innovative technologies such as Artificial Intelligence, Big Data, and Cloud Computing As a pioneering company in Vietnam, FPT collaborates with global technology giants like GE (Predix), Siemens (MinSphere), Airbus (Skywise), and Amazon AWS to develop cutting-edge digital platforms.
FPT's global reputation is underscored by a diverse clientele of over 600 major corporations, including 100 listed in the Global Fortune 500 Notable clients include industry leaders such as Toshiba, Hitachi, Airbus, Deutsche Bank, Unilever, and Panasonic.
FPT is committed to leading in research and development, focusing on the latest technology trends to drive digital transformation By leveraging advanced technologies like AI, Big Data, Blockchain, and IoT, FPT aims to create innovative solutions for smart transportation, smart healthcare, e-government, and more.
Culture
FPT’s culture is encapsulated in 6 words: “Respectful – Innovative – Team-spirited –
Objective – Exemplary – Wise”, in which:
“RESPECTFUL – INNOVATIVE – TEAM-SPIRITED” means “Respect individual –
Innovative spirit – Team spirit” are the values that all FPT members share together.
“OBJECTIVE – EXEMPLARY – WISE” means “Objectivities – Exemplarity – Wisdom” are the values FPT leaders must possess.
Vision
FPT continues to pursue the long-term goal of becoming a digital enterprise and stand in the top 50 global leading end-to-end DX solutions and services providers by 2030.
From 2021 to 2023, FPT aims to establish itself as a reliable partner for businesses by delivering exceptional digital experiences for management and operations through near real-time data platforms To reach this goal, FPT has developed a comprehensive action plan that integrates a balanced framework focusing on three key dimensions: Business, Technology, and People.
- FPT attaches special importance to technology, products, services and infrastructure based on SMAC, IoT and Digital transformation.
- FPT increases investment, improving the quality of technology experts, and building a creative work environment.
- FPT aims to develop activities for the technology community, thereby building a sustainable technology ecosystem.
- FPT attaches special importance to technology platforms and infrastructure systems.
- Digitizing services, products and solutions.
- Building strong relationships with partners.
- Developing synchronization solutions, new business models, thereby enhancing the customer experience and increasing the business efficiency and sales.
- Launching FPT Ventures, FPT Accelerator to strongly support startups, thereby building the technology ecosystem in which FPT plays a role as bridge.
- FPT has been promoting the development of highly applicable technology products and services based on new technologies such as Big Data, IoT, Cloud Computing, EnterpriseMobility, etc.
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- Big Data: FPT Data Management Platform (DMP), Fraud Detection, Personalized eCom, etc.
- Cloud: FPT Public Cloud, Citus Cloud Suite, etc.
- AI: FPT Drive, Home Security, etc.
- IoT: Rogo Alpha, Smart Transportation, ADAS, etc.
- Mobility: FPT Play, eMobiz, etc.
- Smart solution: eHospital, eGorverment, etc.
FPT has established strong partnerships with leading global technology companies, enabling it to deliver cutting-edge products and services to customers around the world As a Gold partner of Microsoft, an Advanced Consulting Partner of Amazon Web Services (AWS), and an early adopter of GE Predix, FPT is at the forefront of technological innovation.
FPT operates in 178 offices across 27 countries and territories, leveraging both internal and external resources to deliver efficient services and solutions to its customers In Vietnam, FPT's telecommunications infrastructure extends to 59 out of 63 provinces and cities, ensuring widespread connectivity.
HUMAN RESOURCES
General of FPT’s Human Resources
FPT currently employs over 37,000 individuals, with more than 20,000 in the technology sector, representing 64.7% of its workforce, alongside over 10,000 in telecommunications and nearly 3,000 in education and investment Emphasizing the importance of human management, FPT prioritizes employee development through various initiatives, adhering to the principle that "humans use rules, not rules control humans." This commitment to fostering talent has earned FPT recognition from both national and international organizations, including prestigious human resource awards Notably, 2021 marks the second consecutive year that FPT has received such honors.
"best workplace in information technology, software and applications, e-commerce" announced by Anphabe professional network community organization and intage market research company.
FPT Software has been recognized as one of the "Best Workplaces in Asia" in 2021, according to an exclusive survey by HR Asia, which included feedback from 30,000 employees across 581 companies in Vietnam, highlighting its excellence in providing IT services to international markets.
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3.1.2 Personel Structure based on age and education level
Objectives Total (people) Ratio/total
FPT boasts a youthful and highly specialized workforce, with over 50% of its employees under the age of 30 and around 80% holding university or postgraduate degrees.
FPT Human Resource Management
FPT's human resource management approach is centered on a people-first vision, integrating the strengths of theory Y and theory Z to enhance overall effectiveness This philosophy is embodied in FPT's core values: RESPECTFUL, INNOVATIVE, TEAM-SPIRITED, OBJECTIVE, EXEMPLARY, and WISE These six essential qualities are expected of all employees, guiding them to align with the company's mission and culture.
“RESPECTFUL - INNOVATIVE – TEAM-SPIRITED” and leadership positions need to have additional qualities such as “OBJECTIVE - EXEMPLARY – WISE".
At FPT, respect for individuals is paramount, emphasizing the importance of maintaining privacy while fostering a friendly work environment Employees are encouraged to express their opinions candidly, while also honoring the perspectives of their colleagues This mutual respect not only reflects self-respect but also strengthens workplace relationships Active listening is equally valued, promoting open dialogue regardless of hierarchy This culture of empowerment allows FPT leaders to inspire employees to take initiative in their work, fostering independence and collaboration.
The essence of 'INNOVATIVE' at FPT embodies a commitment to creativity and continuous learning FPT employees prioritize staying informed and enhancing their knowledge, which is crucial in technology and creative fields This dedication fosters a unique cultural identity within FPT, distinguishing its character and spirit in the industry.
At FPT, the essence of teamwork, referred to as 'TEAM-SPIRITED,' fosters a collaborative environment where individual goals align with a shared vision This collective focus enables employees to pursue their personal ambitions while contributing to common objectives Emphasizing the importance of collective intelligence, FPT promotes a culture where decisions are made collaboratively, rejecting any form of dictatorship and encouraging mutual support among team members.
A successful leader must exhibit bravery, possess the ability to discern right from wrong, and show respect for talented individuals while skillfully declining flattery All leadership decisions should stem from objective judgment, free from bias and personal grievances It is essential that individual interests align with collective goals, ensuring that personal agendas do not overshadow the greater good.
“EXEMPLARY" stands for Pattern - always a good example for each other, especially in the leader must let employees respect, follow and respect the discipline of the company
"WISE": the leader must have visionary vision, anticipate possible bad situations, and guess to come up with timely ways to handle the work.
The company consistently experiences annual employee growth, maintains high staff qualifications, and prioritizes product quality through effective management methods This approach is particularly evident in its commitment to education and training initiatives.
Each year, FPT conducts comprehensive training programs for freshers and interns, equipping them with essential knowledge, advanced technological skills, and hands-on experience This initiative presents numerous exciting and challenging opportunities for youth to explore their potential With a growing workforce and a consistent two-digit growth rate, FPT is committed to fostering and developing young talents to ensure a strong future leadership pipeline.
FPT Software Academy is a premier training program for aspiring programmers, offered by FPT Software, a subsidiary of FPT Aimed at students in the Information Technology sector nationwide, the Academy's mission is to cultivate high-quality tech talent for global projects By providing career opportunities and a professional training environment that adheres to international standards, FPT Software Academy serves as a launchpad for the future success of top IT engineers, aligning with the rapid technological advancements of the Group.
The MiniMBA training program, organized by FPT Staff Training School in collaboration with the FPT Institute of Business Administration, is designed for aspiring managers at FPT This program condenses the essential elements of a traditional MBA, aiming to enhance participants' core management knowledge and professional skills necessary for effective business leadership It fosters the development of leadership capabilities and encourages networking opportunities through a dynamic learning environment that promotes interaction between trainees and experienced consultants.
FPT – iCre Innovation is an annual program dedicated to recognizing and promoting practical innovations that have long-term viability, fostering a culture of creativity within the corporation Over the years, this innovation award has successfully uncovered numerous initiatives, harnessing FPT's creative potential These initiatives have not only been adopted within FPT but have also expanded into the external market, leading to significant successes for the corporation and delivering tangible benefits to society.
- The core staff training program helps young talents hone their knowledge, leadership skills, and management capacity then they are always ready to become the next generation of FPT’s leaders.
In 2021, FPT strengthened its commitment to fostering friendships and collaborations with universities by establishing the Hanoi University of Science and Technology Alumni Network at FPT (HUSTA – FPT) This initiative aims to connect talented young graduates with FPT, providing essential support for their professional and personal lives post-graduation, while also enhancing the solidarity among alumni from Hanoi University of Science and Technology within the FPT community.
FPT prioritizes innovation in the technology sector by enhancing employee skills and qualifications To ensure continuous professional development, all employees at levels 2, 4, and above are required to participate in the corporation's annual training program or complete at least one online course through MOOC (Massive Open Online Course).
FPT is implementing a rotation policy for leaders across its business segments to enhance diverse experiences and strengthen leadership capabilities, paving the way for future development This internal rotation has been a vital practice for years, aimed at boosting work efficiency and fostering innovation It also facilitates the growth of knowledge and management skills among staff, while identifying and nurturing potential management talent at all levels Additionally, FPT is committed to improving its remuneration and welfare policies to support this initiative.
FPT's remuneration policy includes 3 components: salary according to job title, salary according to work performance, and support costs
Salary by job title: This salary is built based on the salary survey report of some reputable
HR consulting firms globally adjust their services based on job titles, aligning with the Group's development, labor market trends, and Vietnam's inflation index (CPI) Additionally, employees benefit from a 13th-month salary, awarded during the Group's anniversary and the New Year celebrations.
FPT prioritizes recognizing and rewarding employees based on their performance, ensuring that achievements are acknowledged in a timely, fair, and transparent manner In recent years, the company has adopted a dynamic income allocation policy, allowing monthly and quarterly earnings to fluctuate according to actual work results Additionally, FPT actively promotes entrepreneurial initiatives within the business, offering highly attractive bonus rates to incentivize employees.
Advantages and disadvantages of FPT human resources management
FPT Corporation's human resource management style is centered around a humane approach that prioritizes people The company emphasizes the importance of valuing and educating employees, recognizing that their development is crucial for overall growth Leadership believes that fostering a supportive environment enhances employee roles and positions, contributing not only to individual well-being but also to the advancement of a prosperous society and the enhancement of human values.
Mr Truong Gia Binh emphasizes the importance of rich diversity in society by focusing on the values of knowledge, morality, and social standards He advocates for the education and transformation of individuals based on these evaluation criteria, aiming to cultivate ideal individuals who embody "humanity," "meaning," "rite," "wisdom," and "faith." His vision promotes a commitment to understanding and practicing morality, ultimately contributing to the establishment of a harmonious, orderly, and prosperous society.
FPT Corporation's human resource management effectively leverages human evaluation to enhance efficiency However, an overemphasis on "Human Rule" without balancing it with other methods may result in employees neglecting legal compliance.
TRAINING AND DEVELOPMENT METHODS
Definitions of terms used
Training equips employees with the necessary skills to perform tasks effectively by offering information, demonstrations, and opportunities for practice, along with valuable feedback Many business operators believe that successful job training significantly enhances their company's overall success.
Development is the systematic use of scientific and technical knowledge to meet specific objectives or requirements.
Training methods
4.2.1 The current training and development process in FPT Telecom
FPT's training programs are divided into two main categories: on-the-job training and off-the-job training On-the-job training is the most prevalent method, encompassing simple verbal instructions and demonstrations for using tools and equipment This type of training is effective in cultivating essential managerial, leadership, technical, manual, and administrative skills that enhance organizational competitiveness Its key advantages include real-time learning and the simultaneous development of expertise as trainees engage in their work.
FPT's on-the-job training emphasizes skill acquisition in a typical work environment, utilizing methods such as verbal and written instruction, demonstrations, observations, and hands-on practice This training approach aims to enhance employee development and includes various types, such as orientation or induction training, apprenticeship, and refresher training.
Off-the-job training at FPT is essential for providing a focused learning environment away from daily work distractions This training allows participants to engage with theoretical concepts and explore innovative ideas in a dedicated setting Conducted in specialized courses or training centers, it includes various formats such as lectures, management institution training, conferences, seminars, case studies, and brainstorming sessions.
In the 4.0 era, technology demands continuous adaptation and innovation Recognizing this shift, FPT has effectively embraced modern training methods, including online training and the development of technical personnel, to meet the growing demand for highly skilled human resources.
1 Examine : Investigate the current states of the organization, identify key areas for improvements and missing skills:
2 Evaluate: Evaluate employees’ knowledge and skills post training/seminars/events, measure return on investment for the organization, track employee engagement and response.
3 Educate: Educate employees through formal training with lead experts in each area with a tailor-made training program, seminars or networking events that allows participants to connect with and gain insights directly from these experts
4 Establish: Tailor-made programs or events with high engagement with participants, focusing on learning by doing and practicing
Ass Prof Truong Gia Binh: Chairman of FPT, Chairman of VINASA
Mr Phuong Tram: FPT Chief Advisor, Former DuPont CIO
Mr Do Cao Bao : Partner at FPT Digital, Former Deputy Direction of FPT
Mr Hoang Viet Anh: Chairman of FPT Digital, Vice General Director at FPT Corporation
Mr Tran Huy Bao Giang: Chief Executive of FPT Digital, FPT Chief Digital Transformation Officer
Mr.Vuong Quan Ngoc: Consulting Direction, Strategy and Technology
Mr Nguyen Duc Minh: Consulting Direction
Mr Le Vu Minh: Consulting Direction, Strategy and Innovation
Mr Pham Thanh Dai Linh: Consulting Direction, Strategy and Technology
Mr Steven Furst: Partner of FPT Digital
4.2.3 Systematic approach to training and development of FPT Telecom
4.2.4 Employee training policy a Learning with practicing
FPT Corporation prioritizes its people as its most valuable asset, fostering a culture of continuous development and customer value creation The company emphasizes comprehensive employee training and cultural activities to enhance skills and vocational quality A strong commitment from both management and staff to connect training with real-life applications is essential for cultivating high-quality human resources Consequently, FPT employees enjoy a supportive work environment that promotes their growth alongside the organization.
Trinh Thu Hong, the former Human Resources Director of FPT Corporation, emphasized that the company does not retain employees solely through salary or compensation, which she considers an unwise approach Instead, FPT focuses on integrating learning and practical experience, allowing employees to express their individuality and thrive in a collaborative environment In 2015, FPT invested VND 71.4 billion in internal training programs, offering 195,240 training sessions to enhance employee development.
The Group hosts various annual programs and contests like FPT Status, Top 100 FPT, and FPT Under 35 to recognize outstanding individuals within the organization, providing a foundation for ranking and appointing officials To foster creativity among employees, FPT has developed modern office complexes equipped with amenities such as outdoor sports areas, swimming pools, gyms, and coffee shops Additionally, the Group implements a comprehensive training policy for new employees to ensure their growth and integration into the company.
All new employees at FPT are eligible for comprehensive rookie training courses that cover company overviews, remuneration policies, and instructions for utilizing work tools and facilities Those with official contracts receive sponsorship for training, with funding levels based on position, seniority, and contract type Additionally, FPT managers play a crucial role in mentoring junior employees through on-the-job training, fostering professional development within the organization.
For the management level, the company develops its own training programs such as Leadership Building - providing soft skills; MiniMBA program; training courses or field trips abroad…
The MiniMBA program, offered by FPT Leadership Academy, is a specialized business administration training designed for FPT employees Its primary objective is to develop a team of senior managers equipped with essential managerial skills and a thorough understanding of business administration principles.
The MiniMBA program offers essential and current skills in global business administration, while also analyzing the successes and failures of FPT It provides practical knowledge for FPT leaders and serves as a foundation for evaluating leadership capabilities, identifying potential leaders, and planning the leadership structure within the group Notably, the MiniMBA represents around 35% of the credits required for an international MBA program.
Middle and senior managers participating in the MiniMBA program receive support for 90% of their training costs In 2010, FPT conducted 13 MiniMBA classes in Hanoi and Ho Chi Minh City, successfully training nearly 400 corporate leaders.
FPT Development methods
FPT's Human Resource Development Program focuses on cultivating long-term skills to drive growth and adapt to changes across physical, economic, environmental, social, and demographic aspects, ensuring alignment with the company's specific goals and requirements.
4.3.1 Building FPT as a learning organization
To achieve its annual growth and development goals, FPT President Truong Gia Binh has transformed FPT into a learning organization that fosters continuous improvement and prevents stagnation This initiative promotes a culture of learning across all levels, where education is integrated with practical application FPT provides valuable opportunities for employees and students to gain hands-on experience not only in their specific fields but also in diverse areas, aligning their personal goals with the company's objectives Moreover, those who receive training are encouraged to share their knowledge with colleagues, enhancing collective growth With nearly 23,000 employees currently and projections to exceed 100,000 by 2023, FPT recognizes that traditional training methods alone are insufficient; thus, the corporation has linked its training policy with its development strategy, mandating that each administrative officer contribute 20 to 40 hours of teaching annually This commitment will be documented in personal files and tied to salary and bonus structures, ensuring a comprehensive approach to employee development.
4.3.2 Defining development paths for employees
The Head of Human Resources at FPT emphasizes that attracting and retaining quality staff is a challenge faced by all businesses, including FPT To keep talented individuals, the company prioritizes not only competitive remuneration and a positive work environment but also a strong corporate culture and personal development opportunities FPT's talented intern program allows selected students in their third and fourth years to gain hands-on experience under the guidance of senior leaders Over an 18-month period, interns can explore 3-4 departments, acquiring valuable practical knowledge and experience This approach not only accelerates their career progression within 6-8 years but also reduces training costs for the corporation.
During the Human Resource Training and Development Workshop on April 22 in Hoa Lac, Hanoi, Trinh Thu Hong, Head of FPT's Human Resources Department, emphasized the importance of defining clear development paths for FPT members, either as managers or field experts This strategic human resource development plan is poised to enhance FPT's growth, as evidenced by the company's recognition in 2014 with the dual titles of Good Working Environment and Excellent Human Resource Development at the inaugural Vietnam HR Awards The conference, co-sponsored by FPT, aimed to share insights with the business community on maintaining corporate strength amid economic integration.
During the inauguration ceremony of FPT University in Can Tho city, Prime Minister Phuc commended FPT Corporation's strategic focus on human resource development, emphasizing the importance of integrating training with research opportunities for students.
4.3.3 Keeping employees updated with Technology
Keissler (2002) emphasizes that effective career development provides employees with a clear and adaptable growth path, aligning with organizational goals In contrast, Powel (1997) found that while information technology serves as a key driver for human resources development, it cannot independently ensure sustainable performance advantages Instead, organizations achieve competitive benefits by strategically leveraging information technology to enhance overall performance.
In the 4.0 era, technology demands continuous adaptation and innovation Recognizing this trend, FPT has effectively embraced modern training methods, including online training and the development of tech personnel, to meet the growing need for highly skilled human resources.
4.3.4 Humanity at FPT: Taking humanity - morality as the root of development policy.
For 34 years, FPT has upheld the principle that "People are the most important factor in all of FPT's success." As a leading economic group in Vietnam, FPT is committed to investing in the recruitment, training, and development of its human resources, with a particular focus on enhancing its leadership team.
FPT's remuneration policy is designed to retain talent by aligning compensation with work performance and the value of contributions to the company, ensuring a fair and transparent approach.
Encouraging open communication, leaders and employees alike are invited to share their ideas, fostering an inclusive environment where diverse perspectives are valued By embracing and implementing a variety of suggestions, the corporation can enhance collaboration and drive overall success.
Chairman Truong Gia Binh emphasizes the importance of teamwork, highlighting that effective collaboration necessitates a leader who listens, persuades, and makes decisive decisions.
Results of training and development methods of FPT
In 2014, FPT won the double title of Good Working Environment and Excellent Human
The Resource Development and Training Policy was a key focus at the inaugural Vietnam HR Awards 2014, co-sponsored by FPT This conference aimed to share valuable insights with the business community on strategies that enable corporations to thrive during economic integration.
FPT President Truong Gia Binh has transformed FPT into a dynamic learning organization to achieve annual growth and development goals, preventing stagnation This approach fosters a culture of continuous learning among employees at all levels According to Ms Hong, learning at FPT goes beyond traditional training; it integrates education with practical application Employees who receive training are encouraged to teach and share their knowledge with colleagues, creating a collaborative and enriching learning environment within the company.
With a workforce exceeding 23,000, FPT recognizes that widespread training initiatives may not yield effective results Mandating employees to attend training sessions often results in mere participation figures rather than fostering genuine knowledge retention and transfer.
By 2024, FPT is set to employ over 100,000 individuals worldwide To support employee development, every administrative officer is required to engage in 20 to 40 hours of teaching annually This training will be documented in their personal files and will be linked to their salary and bonus structures.
FPT's talent internship program offers 3-4 year students the opportunity to gain hands-on experience in roles typically held by senior leaders Over an 18-month period, interns can explore 3-4 different departments, enhancing their skill set and career prospects This strategic approach not only accelerates career advancement within 6-8 years but also reduces training costs for the corporation, as highlighted by Ms Hong.
After 34 years of establishment and development to become a leading technology corporation in Vietnam, FPT has officially surpassed 60,000 employees worldwide By the end of December 31, 2021, FPT's human resource scale increased by 21.3% over the same period, reaching 37,180 people In which, Technology Division continues to play a key role with 24,068 employees, accounting for 64.7% of the Group's total workforce, up 28.5% over the same period This is also the core force that makes an important contribution in expanding the Made by FPT ecosystem and digital transformation solution, contributing to creating a new growth engine for the Group in the long term
Technology department Telecommunication department Others
As a global technology group, FPT prioritizes not only the expansion of its operations but also the enhancement of local human resource utilization to gain a competitive edge and deepen market understanding This commitment is reflected in its diverse workforce, which comprises 37,180 employees across 26 countries and territories, representing 52 nationalities, including those from the USA, Japan, Germany, UK, France, Slovakia, Philippines, and India.
FPT employs nearly 3,000 individuals across Asia, Europe, and America, with a significant presence in Japan By leveraging a diverse workforce worldwide, FPT harnesses global talent and expertise, which plays a crucial role in the Group's sustainable development.
FPT, the leading technology company in Vietnam, consistently maintains its dominant market position across all core business areas As a pioneer in new technology trends, FPT offers a comprehensive ecosystem of platforms, solutions, products, and services tailored to meet the diverse needs of organizations and businesses of all sizes In 2021, FPT began a synergistic partnership with the corporate governance platform Base.vn, marking a significant step towards "synergizing digital transformation for a powerful Vietnam." Additionally, FPT ranks among the top three internet service providers in the country, boasting infrastructure that covers 94% of Vietnam's provinces.
In the field of education, FPT Education is an educational brand with international influence.Thanks to those unremitting efforts, FPT is honored to receive great awards from prestigious organizations.
- Best place to work in Asia in 2021 based on an exclusive survey conducted by HR Asia Magazine with 30,000 employees from 581 businesses in Vietnam.
- The leading Data Center Service Provider in Vietnam at the Cloud & Data Center 2021 awards ceremony organized by W.Media Asia Pacific.
- Top 10 listed companies with the best governance capacity and Top 10 enterprises with the best competitiveness directed by the Vietnam Chamber of Commerce and Industry.
Advantages and disadvantages of FPT training and development mehods
With the company's long-term training and human resource development, there have been achievements that every business wants:
The technology sector experienced a remarkable 34% increase in pre-tax profit, reaching VND 1,519 billion, while revenue soared to VND 13,395 billion, marking a 21% rise compared to the previous year This performance represents 110% and 104% of the annual targets, respectively The telecommunications sector played a crucial role in this growth, generating VND 8,831 billion in revenue, a 15% increase, and achieving 102% of its yearly plan, with a pre-tax profit of VND 1,458 billion, up 19% and 105% of the target Notably, telecommunications accounted for 94% of the total revenue in the technology sector.
In 2018, FPT experienced a remarkable 27% increase in profits from overseas markets, generating 9,097 billion VND in revenue, a 26% rise from the previous year This growth highlights the significance of globalization as a key driver for FPT, with foreign market revenue's contribution to total revenue climbing from 16% in 2017 to 39% in 2018 Additionally, revenue from foreign service segments reached 1,679 billion VND, reflecting a 31% increase and accounting for 20% of total software export revenue.
In 2018, FPT established a robust technology ecosystem by developing and enhancing numerous products that leverage cutting-edge technologies, including artificial intelligence, big data, and the Internet of Things (IoT), offering a range of 4.0 solutions.
The latest release of FPT.AI ver3 enhances customer interactions by enabling the creation of diverse chat scenarios, automating needs analysis, and managing customer messages efficiently Additionally, the Voice Remote Control device designed for the FPT Play Box Internet TV revolutionizes viewing experiences FPT's comprehensive digital transformation solution, akaRPA, streamlines business operations by automating processes, significantly boosting productivity while lowering labor costs Furthermore, the FPT.eHospital Smart Hospital Overall Management System version 2.0 leverages artificial intelligence to optimize healthcare management.
Intelligence, Big Data Analytics, Cloud Computing brings many conveniences to people and hospitals, thanks to that , the hospital can serve tens of millions of patients per year.
In January 2018, FPT secured its largest contract in 30 years, valued at $115 million, with the prominent European energy group Innogy SE This contract, set to be executed from 2018 to 2024, involves FPT delivering innovative solutions utilizing SAP technology, IoT, and digital transformation platforms To enhance Innogy SE's digital transformation journey, FPT introduced advanced technologies including eMobility, chatbots, and RPA in 2018.
FPT has been awarded prestigious awards by the international community:
The e-Government system of Quang Ninh province, developed by FPT Information System (FPT IS), has distinguished itself as Vietnam's sole representative honored by the Asia-Oceania Computing Industry Organization in the Digital Government category FPT IS is recognized among the Top 130 companies in Asia for providing an exceptional working environment, as voted by Asia Human Resources Magazine Additionally, the FPT Education Organization has received two prestigious awards for its outstanding brand, including the Excellent Educational Institution Brand and Excellent University, from the Asia-Pacific Brand Organization Notably, FPT University stands out as the only institution in Vietnam to receive the ASOCIO 2018 Award for "Excellent IT Training Organization."
Along with the above successes, the advantages of FPT's recruitment are very diverse, the recruitment advantages of FPT:
+ With the source of recruitment and recruitment form suitable for the company because this is a large company, the vacancy is a specialized position with high qualifications.
+ Abundant source of candidates, have the opportunity to find suitable candidates for the job requirements.
+ Dynamic, creative working environment, advanced typical corporate culture.
+ Opportunities for promotion, salary, bonus and benefits are clear.
FPT employs a significant workforce nationwide, spanning both urban and rural areas Consequently, the training and development of its human resources require substantial time, financial investment, and effort.
Inadequate human resource training and development has led to low efficiency in the workplace The training programs tend to focus heavily on theoretical concepts, which often do not align with real-world applications, leaving many participants unable to effectively apply their knowledge and skills post-training.
FPT's personnel policy predominantly features a youthful workforce; however, the existing incentive system and promotion plans lack the necessary regulations to effectively retain employees for extended periods.
FPT should implement open and equitable compensation structures along with transparent reward programs to enhance employee retention By fostering a supportive work environment, the company can significantly reduce annual training costs associated with high turnover rates.
RECRUITING NEW EMPLOYEES METHODS
The current human resource recruitment process in FPT Telecom
5.1.1 Determining human resource recruitment needs
- First, the head of FPT Corporation's department proposes the need for recruiting personnel for their departments with the HR department.
- After that, the staff in charge of recruitment synthesizes the quantity, quality, and the vacancy to be recruited and submits it to the HR director.
The HR Director oversees the recruitment team to develop a comprehensive recruitment plan, which is then submitted to the General Director for approval Upon receiving approval, the HR team communicates the recruitment plan and criteria to all departments.
- After the approval of the implementation plans, the HRs, the directors of each department and the HR Director begin the recruitment process.
The department manager submits a detailed recruitment request, including the job description, to the HR department for evaluation The HR team consolidates these requests and presents a summary of recruitment needs to the Head of HR for review and approval Following this, the HR head collaborates with senior management to finalize the recruitment strategy.
The HR department at FPT focuses on strategic human resource planning and the approval of recruitment requests Once a recruitment request is accepted, the department selects the most suitable channels for announcing job openings Typically, FPT utilizes four primary recruitment channels to reach potential candidates effectively.
- Internal recruitment channel: Information boards, announcements via employee email system, the firm website, employee exchange forums like
• FPT has an online newspaper: “Chúng ta”
This channel is designed for all FPT officers and employees seeking job transfers, offering a variety of vacancies that appeal to individuals at different levels within the organization.
FPT leverages its university enrollment channel to effectively connect with students through schools, clubs, and youth unions With FPT University as part of its network, the corporation prioritizes its students by directly recruiting those who demonstrate exceptional academic performance and outstanding contributions to youth activities FPT actively reaches out to these high-achieving individuals to present tailored job opportunities.
- Press channel, Internet: Mass announcement of the firm’s upcoming recruitment plan This channel is rarely used because of its efficiency and specificity of the target group's recruitment department.
FPT utilizes candidate data from previous rounds to identify vacancies, incorporating information from qualified candidates who were eliminated due to past negative results This approach highlights the company's commitment to valuing and nurturing its personnel.
5.1.3 Recruiting a) FPT recruitment process for Fresher
The company will provide a sample CV for candidates to use as a reference or to create their own profiles based on the information requested by the HR department Job seekers can submit their CVs directly to the company, as well as profiles obtained from recruitment events such as job fairs and career seminars.
Applications are forwarded to the appropriate HR departments, where recruitment staff collect essential documents and manage the selection process They notify the company to arrange recruitment tests and inform candidates about the test schedule Applications may be rejected if they lack required information or fail to demonstrate genuine interest in the positions at FPT.
At this stage, only 5-10% of applicants are disqualified due to ineligible documentation The resume selection process evaluates candidates' profiles against the specific requirements of the position Typically, applications are processed promptly.
15 days, all selected candidates will be informed of the test schedule.
Each department has unique requirements for its roles, leading candidates to face various assessments Specifically, in the Information Technology (IT) sector, applicants typically undergo a series of four tests.
- Graduate Management Admission Test (GMAT)
- Technical Test (corresponding to the applied position)
The score will be determined by each department The results of the exam will assess whether the candidate needs further education, has basic knowledge for the job.
The first official meeting between a candidate and the company serves as a crucial opportunity for the organization to assess the candidate's fit for the position This initial interview typically involves the hiring department head and an HR officer, utilizing a structured questionnaire prepared by the manager Key evaluation criteria include communication skills, the ability to work independently or in a team, organizational and planning capabilities, problem-solving skills, and a review of the candidate's resume, including academic qualifications and relevant experience Additionally, candidates are encouraged to ask questions about the company Depending on the role and the candidate, multiple interviews may be conducted.
The final decision regarding candidate selection rests with the department manager and HR staff, with the department manager holding the majority influence Candidates who are nominated will be notified within 10 days following their interview.
Step 4: Completing the remaining paperwork
Once candidates successfully complete the recruitment rounds, they must submit the final application requirements, which include a medical certification, CV, and relevant diploma This step serves as a secondary stage in the candidate evaluation process.
A medical certification is essential to confirm that a candidate is free from any deformities or health issues that could hinder their job performance For general employment, a medical certificate from any hospital suffices; however, for specific roles, candidates may be required to undergo health examinations at designated hospitals or have a company-appointed doctor conduct health assessments on-site.
- Other documents for the management process include: resume, notarized copies, diplomas, These records will be transferred to the HR and Organization Department for monitoring and evaluating employees.
Upon completing the necessary assessments, candidates are encouraged to sign a two-month trial work contract with the company, or a six-month apprenticeship if they lack a college degree This phase serves as employee training, where candidates engage in various projects under the guidance of supervisors This support helps them acclimate to the workplace, understand their responsibilities, and evaluate their performance levels.
Step 6: Negotiating and signing the official contract
Results of FPT recruiting new employees methods
FPT stands as the leading corporation in Vietnam with the highest concentration of IT professionals, making its skilled workforce the most valuable asset and cornerstone of its success.
- In the first 6 months of this year, FPT recruited 1,850 more employees – an average of 10 more people per day Changes in the number of FPT employees
As of June 30, 2012, FPT Corporation and its subsidiaries employed 13,790 individuals, reflecting an increase of 1,850 employees since the end of 2011, according to the company's report.
- In Q2 alone, FPT recruited 1,275 more people In the whole year of 2011, FPT only recruited
Since 2011, FPT University has seen its first graduates enter the workforce, with some finding employment at FPT However, the recruitment of additional staff from FPT University students has been limited, particularly between early 2011 and mid-2012.
- Among listed companies, FPT currently has the second largest number of employees after Vietinbank with more than 18,100 people.
The chart reveals that FPT boasts a youthful workforce, with an average age of 26.91, which has facilitated the recruitment of skilled employees dedicated to cost reduction.
The chart illustrates the growth of personnel across various sectors, highlighting the supportive role of the state and government in fostering industry development This environment benefits all companies, especially FPT, which is committed to enhancing and retaining its workforce By doing so, FPT aims to innovate new business strategies and pursue further expansion in the coming years.
Advantages and disadvantages of FPT recruitment process
FPT Telecom has established a flexible recruitment system characterized by a hierarchical structure The recruitment process involves various levels, starting from central departments to division heads and agency-level members Middle managers are responsible for hiring employees at levels 1 and 2, while top managers handle recruitment for higher positions at levels 3 and 4 Additionally, senior officer recruitment is managed by the Administrator, ensuring a streamlined and efficient hiring process across all levels.
The HR department will oversee operations, benefiting from a decentralized structure that allows for specialization within each unit Senior levels feature a complex hierarchy with distinct divisions managed by Chief Officers, while agency-level personnel structures remain simple, often comprising just 2-3 members who handle multiple responsibilities such as recruitment, training, and remuneration This operational specialization fosters a clear division of management roles, minimizing candidate overlap Recruiters at various levels possess tailored experience and recruitment procedures for specific target groups, ensuring effective and appropriate assessments.
A robust candidate evaluation system is essential for effective recruitment, focusing on a comprehensive assessment mechanism applied across all company units Human Resources monitor and evaluate candidates from the selection phase through the trial period, ensuring a thorough understanding of each candidate's qualifications This detailed tracking allows the recruitment department to identify the most suitable candidates for the job.
FPT Telecom employs a diverse recruitment process that utilizes various methods to attract distinguished candidates The recruitment procedures include resume screening, multiple-choice tests, interviews, and case studies, while recent additions like problem analysis and group discussions enhance the approach This flexible recruitment system enables FPT Telecom to effectively assess and evaluate candidates, allowing managers to actively engage in the hiring process.
FPT Telecom actively engages in approximately 15 fairs and 30 workshops and seminars annually, showcasing its commitment to the labor market This consistent involvement in recruitment initiatives not only highlights the company's dedication to attracting talent but also effectively promotes and strengthens the FPT Telecom brand image.
FPT Telecom's recruitment management structure is currently incomplete, as it relies heavily on the central staff's ability to effectively monitor and evaluate division activities The weak connection between the General HR team and subordinate personnel teams hampers communication, with reliance on written reports and meetings rather than direct observations This lack of engagement limits the support provided to various units in their operations.
FPT Telecom's recruitment methods lack high performance, as the company's approach to recruitment and selection has demonstrated poor professionalism Despite employing various procedures, the limited investment in each method has led to ineffective results, evidenced by the numerous recruitment advertisements with little success This excessive focus on quantity over quality has weakened FPT Telecom's recruitment tools, causing the company to lose prestige and attractiveness in the market, especially as competitors offer more appealing remuneration and talent attraction strategies.
FPT Telecom's recruitment efforts primarily focus on small to medium-sized programs, which hinders the company's specialization and creates a vague perception of its brand This lack of participation in larger, more prestigious events adversely impacts FPT Telecom's image in the international labor market, particularly among overseas students and foreign professionals seeking opportunities in Vietnam By better leveraging this valuable resource, the company could significantly enhance its success in achieving broader objectives both domestically and internationally.
- The company's remuneration regime is very limited, so many employees who work from 1 to 3 years eventually do not renew their contract and quit.
CONCLUSION AND RECOMMENDATION
Conclusion
Corporate culture plays a crucial role in shaping human resource development, as it significantly influences employee engagement and performance The company's charter and regulations serve as a reflection of this culture, providing employees with insights into the work environment they will be part of.
At FPT, our human resource strategy prioritizes the training and development of our workforce, viewing our employees as valuable assets We focus on building a dynamic team of young, enthusiastic individuals, offering them numerous opportunities to challenge themselves and enhance their skills.
FPT prioritizes employee satisfaction by implementing competitive remuneration policies, including salaries and bonuses that align with their needs The company is committed to providing clear career advancement opportunities while ensuring that all employee benefits are fully met.
FPT prioritizes its people as the most valuable asset, focusing all its goals on benefiting them Rather than relying solely on salary or benefits to retain talent, FPT believes in the importance of integrating "Learning" with employee development to foster a more enriching work environment.
At FPT Corporation, employees are encouraged to express their individuality and thrive in a collaborative environment, fostering a strong sense of solidarity and teamwork According to Ms Trinh Thu Hong, the Human Resources Director, this inclusive culture is essential for talent retention.
FPT's Director of Human Resources emphasized that the Group values its people as its greatest asset, guided by five core principles: respect for individuals, innovation, teamwork, fairness, and exemplary leadership This commitment fosters a training and working environment that promotes creativity, nurtures talent development, and actively supports employee-driven startup initiatives.
FPT's human resource management strategy emphasizes employee retention by fostering an open and egalitarian communication culture between subordinates and superiors Leaders at FPT actively encourage diverse opinions, promoting innovation and creativity among their talented workforce.
Human resource strategy lessons from FPT for Vietnamese businesses
FPT's human resources strategies enable Vietnamese businesses to effectively manage their workforce by implementing short-term solutions, including comprehensive job analysis Today's approach requires businesses to meticulously outline each job description, specify job requirements, and establish performance standards to ensure optimal execution of tasks.
Second, it is possible to diversify recruitment channels to find suitable personnel At the same time, build a satisfactory remuneration regime for each employee, position, and job requirements.
Enhancing the quality of human resources and fostering an innovative work environment are essential for business success By investing in professional training and creating an open workplace culture, companies empower employees to maximize their potential and appreciate the value of their contributions.
Only when employees receive the value they deserve, do they create essential benefits for the business?
Vietnamese businesses can enhance their HR practices by adopting the multi-centered HR strategy model, as demonstrated by FPT's HR strategy framework This approach has been successfully implemented by numerous companies, leading to positive outcomes.
By leveraging FPT's human resource strategy model and the insights gained from our analysis, we aim to inspire Vietnamese businesses to discover innovative long-term solutions for their HR plans and strategies.
Recommendations
6.2.1 The basis of the proposed solution
Despite significant focus on integration and cultural development to create a comfortable and friendly work environment, the company still faces certain limitations that must be addressed To overcome these challenges, the organization is committed to investing in high-quality human resources, favoring long-term contracts over short-term arrangements Additionally, some staff reductions will occur to ensure that employees are placed in more critical roles, enhancing overall efficiency and effectiveness.
Some solutions to improve the quality of human resource recruitment at FPT Joint Stock Company:
- Need to study specifically the advantages and disadvantages of recruitment sources to achieve the best effect of attracting candidates, to find qualified candidates Not focusing on internal recruitment.
- It is necessary to determine which position is vacant and how many people are When to notify the search and how many people to search.
- Can use company websites to post job vacancies without violating state regulations.
- Specify the time and term of the search.
Methods to be used to evaluate the effectiveness of new employees.
- In addition, it is necessary to have a close relationship with the company with training schools at the local and central levels to be able to recruit good people.
- Proposals to improve tools and means used in selection.
- It is necessary to develop the questions in the interview in a specific and detailed way, closely following the requirements of the position to be recruited.
- Build experience samples close to real work.
- Proposal to improve the selection process.
The dharma selection process is conducted uniformly to ensure consistency and fairness To optimize recruitment, it is essential to establish scientific regulations that guide the hiring of human resources, thereby preventing arbitrary selections that can lead to wasted time and increased costs.
- Improve the responsibility of the person assigned responsibility for recruitment Whether recruitment is successful or not depends partly on the recruiters.
- Develop professional standards because it plays a very important role in accurately determining the job to be recruited and the requirements of the job.
CONCLUDE
Recruitment is a crucial and complex aspect of human resource management and overall business operations, encompassing personnel planning, training, recruitment, and employee onboarding In today’s competitive landscape, effective recruitment is vital for an enterprise's success, as it enhances its position in the labor market and accelerates achievement At FPT Company, recruitment methods include posting job openings, collecting resumes, conducting entrance exams, grading, interviewing, and onboarding new employees While this process offers advantages such as flexible implementation and comprehensive recruitment notices, it also faces challenges, including a lack of seriousness in examinations and instances of employees remaining with the company without proper evaluation, leading to mismatches between job roles and qualifications.
To enhance recruitment efficiency, the company should implement both short-term and long-term strategies Short-term solutions include diversifying recruitment media, refining the quality of the recruitment and interview processes, and optimizing selection criteria For long-term improvements, fostering partnerships with training institutions and establishing supportive relationships will be crucial in streamlining the recruitment process.