Description of Human Resource Management for the position of Sales Operation Officer:...63.. In which case, the position of Sales Operation Officer is one of thecrucial positions to help
Overall introduction of the company
Vietnam Dairy Products Joint Stock Company, also known as Vinamilk, was founded on August 20, 1976 After 46 years of operation, Vinamilk has grown to be the top business in Vietnam for processing and supplying milk and dairy products It is also "Vietnam's most valuable food brand" and “The 6th largest dairy brand in the world" according to Brand Finance - the leading brand valuation company in the UK. [ CITATION VIN22 \l 1033 ]
Vinamilk currently holds the top spot in the dairy market in Vietnam, accounting for more than 54.5% of the market share for liquid milk, 40.6% of the market share for powdered milk, 33.9% of the market share for drinking yogurt, 84.5% of the market share for milk sour cream, and 79.7% of the market share for condensed milk nationwide In addition to a strong domestic distribution network of more than 240,000 traditional channels, 7,800 modern channels and more than 500 stores under the "Vietnamese Milk Dream" system covering 63 provinces and cities, Vinamilk products are exported to more than 40 nations worldwide, including Southeast Asia, the Middle East, Africa, and other nations After more than 46 years of introduction to consumers, Vinamilk has constructed 13 production plants, 2 logistics, 13 international standard dairy farms To meet consumer demands, solidify its position, and build its brand, Vinamilk has consistently placed a premium on technological innovation investments, production scale expansion, and product quality improvement.
With the mission "to deliver the valuable nutrition to the community with our respect, love and responsibility for human life and society", Vinamilk continuously strives to preserve its status in the minds of consumers as the "national dairy brand”
Therefore, Vinamilk has defined its vision as "To become a world grade brand in the food and beverage industry, where people put all their trust in nutrient and health products.".
Through 46 years of constant innovation and development, Vinamilk brand has become familiar to both domestic and international consumers Vinamilk is still increasingly asserting its position as "the leading nutrition corporation in Vietnam" with the motto of continuous improvement and creativity to realize future goals,Vinamilk will develop and supply to the market nutritional products with higher quality and richer to serve the diverse needs of customers.
Description of Human Resource Management for the position of Sales Operation Officer
With over 10,000 employees in more than 35 units across the country, Vinamilk always implements efficient human resource policies and an advanced and employee- centered management model "The success that Vinamilk has after 45 years of establishment has a great contribution from the workforce," said Ms Bui Thi Huong, Executive Director of Administration, Human Resources, and External Relations at Vinamilk Because of this, Vinamilk has employed the most cutting-edge and humane human resource practices to encourage employees to commit to and grow within the firm Therefore, for sales operation officer, the company always has the appropriate management policies, specifically as follows:
- Operating and managing the administrative and personnel activities of the sales operation officer staff.
- Set up and specify plans and strategies to develop human resources in this department.
- Work closely with the sales operation officer team to comprehend the human resource situation and promptly review, support and handle this.
- Develop internal regulations and guidelines for management and human resources.
- Always provide for supervision and recurrent inspection of the sales operation officer's administrative and human resource policies' implementation.
- Provide guidance and advice to sales operation officers on matters pertaining to their rights and obligations.
Job analysis and design
Main responsibilities performed by a sales operation officer
As a sales operation officer at Vietnam Dairy Products Joint Stock Company - Vinamilk, the officer will undertake the following tasks:
Supervising and assisting with the process' implementation of the product consumption planning, updating and synthesizing the targets from the in- charge Sales Regions/Channels.
As a content creator, I can assist in rewriting your article to align with SEO rules and provide important sentences that capture the meaning of the paragraph:- **Key Sentence 1:** Support investment plans for equipment in relevant channels and regions.- **Key Sentence 2:** Actively participate in implementing, adhering to, and communicating operating procedures and ISO documentation pertaining to sales operations within the designated sales regions and channels.
Assist in budget planning, cost monitoring and budget tracking of the in-charge Sales Regions/Channels.
Summarize the evaluation table’s results and achievements of the in-charge Sales Regions/Channels.
Additionally, a sales operation officer also performs a variety of other tasks,such as coordinating with other departments to quickly resolve problems related to business operations and other issues, or carrying out other related duties as directed by superiors.
Some necessary requirements of sales operation officer
University graduate, preferably majoring in Economics such as: BusinessAdministration, Auditing, Finance and Accounting, Foreign Trade b) Experience :
- At least 2 years of professional working experience in multinational companies / large-scale companies in the dairy or food / FMCG industry.
- At least 3 years of experience in a similar position in large-scale companies or at least 3 years of experience in sales, administration and business operations. c) Specialized knowledge and skills:
- Good specialized knowledge in finance and accounting.
- Good analytical and data processing skills.
- Ability to develop good cooperative relationships with partners.
- Some basic skills at a good level: communication, persuasion, presentation, negotiation, problem solving… d) Other requirements:
- Ability to work under high pressure.
Recruitment activities for the position of Sales operation officer
Recruitment channels
Finding and recruiting talents plays a crucial role in the success of every business In particular, in order to choose the best applicants, the selection of the right and appropriate recruitment channels serves as a determinant For the position of sales operation officers in particular and for all company employees in general, Vinamilk uses the following primary recruitment channels:
Social networks: with the widespread use of social networks today, it is considered as a potentially promising recruitment channel Vinamilk has used the popular social networking site LinkedIn as a reliable, simple, and practical candidate access channel to find applicants for the vacancy in the company
Figure 2.Vinamilk posted job vacancy recruitment on LinkedIn
Websites: In addition to publishing job recruitment on Vinamilk official website, the company also takes advantage of recruitment websites to discover a large number of candidates Some job-hunting websites Vinamilk has used include: vn.indeed.com; vietnamworks.com; careerbuilder.com,
Figure 3 Recruitment news of Vinamilk on its official website and recruitment
Recruitment sources
Vinamilk recruits sales operation officer for the company through 2 main recruitment sources:
- External recruitment source a) Internal recruitment source:
The recruitment method is primarily through the introduction from officials and employees at Vinamilk to discover qualified and capable candidates who are appropriate for the vacancy. b) External recruitment channel:
Vinamilk concentrates on and primarily uses the outside human resources to fill the company's sales operation officer positions.
Future human resources who are students attending universities across the nation are of particular importance to Vinamilk In order to reach this target group, Vinamilk has employed a variety of recruitment strategies and initiatives Annually, the company organizes recruitment programs at top universities nationwide Recruitment activities taking place inside university campuses partly help students confidently present their abilities in front of recruiters.
In addition, the firm also offers the “Vinamilk Management Trainee Program 2020” and the “Annual Internship Program” to provide students with the opportunity to learn about the working environment as well as the conditions for development atVinamilk.
Vinamilk recruitment programs
Vinamilk management trainee program 2020 is where young people with talents and leadership potentials look for and gain opportunities to grow and become the future business managers.
During the 18-month training and developing period for a trainee, Vinamilk will lay out a clear schedule with many difficulties Trainees stand a chance to gain experience in a professional, dynamic and practical working environment The candidates not only experience real-world working conditions but they also have a chance to take part in many significant company projects.
Figure 4 Management trainee program 2020 of Vinamilk
Each year, Vinamilk hosts recruitment events at major universities nationwide to provide students with career exploration opportunities Through on-campus activities, students gain valuable insights about Vinamilk and its offerings, empowering them to showcase their talents and skills during interactions with recruiters These events serve as a stepping stone for students to shape their career aspirations and connect with a leading organization in the dairy industry.
Vinamilk is committed to supporting students in achieving their career aspirations and fostering their growth within the company Through its comprehensive range of programs and initiatives, Vinamilk aims to empower young talent with the skills and opportunities to succeed in their chosen fields and contribute to the company's ongoing success as a leading enterprise in Vietnam.
The Internship Program in Vinamilk creates opportunities for students to gain practical experience Because it is difficult for students to choose the suitable jobs based on their competencies and skills as well as their career aspirations, Vinamilk provides them with the annual Internship Program in order to assist students in defining the initial steps in their career path.
Students will get a chance to work in a professional environment with talented coworkers as well as approach essential information, sharpen their abilities and determine their career objectives This program is an opportunity for Vinamilk to approach and connect with enthusiastic and potential applicants.
In recent years, Vinamilk has sponsored many scholarships and created internship opportunities for outstanding students to complete their education Many talents who successfully participated in the Internship Program have been selected to work permanently for Vinamilk.
Recruitment form
- Cover letter & CV (attach picture)
- Bachelor's degree and other related qualifications
- Candidates’ applications will be screened and selected based on the match between the recruitment requirements and the candidate's qualifications shown on the application. b) Tests:
When applying to Vinamilk, applicants must undergo and pass 3 tests, including: The candidate’s leadership ability test.
The candidate’s logical thinking test.
The candidate’s strength-based assessment test.
Candidates for the leadership ability test are required to complete an essay (in either English or Vietnamese) about their leadership from a previous experience Vinamilk's employers will evaluate each applicant's writing abilities, logical presentation, inventiveness, and leadership abilities through the essay.
A test of logical thinking aims to assess the candidate's logical thinking ability and acumen The logical thinking test consists of two parts:
Part 1: Language proficiency test: Read passages and answer the questions. Part 2: Common IQ test.
The candidate will undergo a 30-40-minute strength-based assessment test The system will return the results of the top 5 strengths and candidates will utilize this information to create essays in both English and Vietnamese. c) Interview:
Direct personality assessment interview: Candidates will be asked to respond to 18 questions covering topics including beliefs, life's purpose, moral principles, goals, expectations, etc…
During the presentation interview, candidates must present the outcomes of their strength-based assessment and provide their judgment on the discrepancies between the two trials Additionally, they will reiterate their responses to the initial 18-question test.
Evaluation of human resource use and salary policy
Training activity and workflow layout
Training program to support career development and goal-achieving for sales operation officers: The company always facilitates employees in this position to take part in training programs to advance their knowledge (specialized knowledge; policies, codes of conduct, corporate culture, ) and other job requirements, as well as their skills and self-awareness that enable them to cope with any challenges and come up with innovative solutions to deal with these difficulties in the most effective manner. Several new job opportunities: As its commitment to continuous development, Vinamilk fosters favorable conditions that encourages employees in this position to try out new roles and jobs.
Vinamilk strongly believes in the transformative power of culture in fostering creativity The company recognizes that creativity drives innovation and success, and thus strives to cultivate an environment that empowers employees to unleash their potential By providing spaces and opportunities for self-expression, Vinamilk encourages employees to make significant contributions and drive organizational growth.
At Vinamilk, employees are treated with utmost respect and provided equal opportunities regardless of their background From training programs to conducive work environments, every individual is empowered to contribute to the company's success The organization values diversity, ensuring that all employees feel valued and have the platform to demonstrate their capabilities, fostering a culture of inclusivity and equality.
Human resource training and development process:
- Compulsory regulation-compliant training course: food hygiene and safety, fire prevention, and labor safety.
- Responsive training course: courses designed to help employees take charge of their roles as sales operation officers.
- Advanced training course: courses prepare individuals for this job positions in the company's human resources plan as well as in the employee's career development plan.
In 2020, Vinamilk successfully organized 647 training courses in total for all members of the company.
For personnel in this position within the organization, there are short-term training programs available to help them advance their qualifications and professional abilities both domestically and internationally.
Organize learning sessions and experience sharing sessions among officials and employees to assist everyone in learning and absorbing new ideas at work.
Training program: 18 months The task and the demands of the task will vary at each stage Therefore, the amount of work required also varies Employees will also be split up into groups to participate in corporate-level projects set out by the Strategic Planning department, which typically run between 2-3 months.
Besides, the following restrictions still apply to employee training activities in this position:
- New employees are trained at a dairy plant and then reassigned to other factories
Despite explicit guidelines for identifying training needs, the current process lacks clarity and fails to effectively assess employee training requirements This hinders the determination of training effectiveness, as there are inadequate measures in place to evaluate the impact of training programs.
- There are no standards for training quality
- The training information creates no uniformity and is methodical.
Salary, bonus, compensation and some welfare policies for sales operation officer
At Vinamilk, initial income and annual pay increment are always evaluated based on productivity, not periodically The more valuable contributions and initiatives employees have, the earlier they will receive favorable salaries.Employees in this position consistently contribute to the company because of the leverage created by considering the impact of pay increases on productivity.
Vinamilk always keeps the salary of each staff absolutely confidential for the purpose of avoiding the problem of employees frequently comparing their salaries throughout the company
Vinamilk adopts the same monthly payment calculation method:
Salary received = (Basic salary + Allowance) / 26 x Number of working days
Additionally, personnel will be informed of the date of the monthly salary payment and there is a difference between the office department and the production department.
Employees working in sales operation officer positions typically earn a basic salary of between 4,000,000 and 5,000,000 VND per month.
As an employee in this position, you can expect a comprehensive benefits package that includes performance and emulation bonuses, working allowances, phone call and meal stipends Vinamilk's employee compensation policy ensures that your minimum annual income in this sales department will always exceed 10 million Dong.
As per the Company's established Regulations, all employees are entitled to fair remuneration A substantial portion of the company's post-tax profits, 10%, is allocated to a dedicated Bonus and Welfare Fund This fund serves as a means to reward employees for their contributions, recognizing their performance through an evaluation process.
5.2.3 Compensation Criteria to determine the remuneration rate (salary, bonus) for Sales operation officers:
The remuneration rate (salary, bonus) is determined for each individual based on:
- Business performance of the company
5.2.4 Compensation and some welfare policies:
Over the years, Vinamilk has consistently valued, maintained, and improved the factor "Health and Mentality" for employees in the company; as a result, not only the position of sales operation officer but also all employees have access to a variety of welfare and compensation plans, including:
- Vinamilk constructs facilities to support and service the needs of employees' learning and working environments.
- In order to care for employees' health, create welcoming environments, boost productivity and help employees regain energy, Vinamilk also includes a variety of recreational amenities, including a swimming pool, yoga room, football field,entertainment area, and creative space…
Figure 5 Gym, yoga room, swimming pool and creative space in Vinamilk's headquarter
In terms of life welfare, Vinamilk holds sports-arts-cultural activities for employees and gives them birthday or marriage gifts On Children’s Day, Mid-Autumn Festival, Vinamilk has many special presents for employees’ children On holidays and Tet, employees will get a variety of presents in kind, including cash and paid time off. For female employees, Vinamilk offers numerous benefits, such as gifts on March 08 and October 20, childcare allowance and maternity allowance…
Vinamilk always values its workers and makes sure they receive all the benefits they are entitled to under state law and regulations:
- Pay health insurance, social insurance, unemployment insurance Additionally, the business arranges periodic health examinations for each employee and provides them with accident and health insurance such as 24/24 accident insurance.
- Invest in the construction of modern facilities so that employees can work in comfort Vinamilk also organizes several courses and seminars to improve the qualifications of all staff.
- Traveling and team building are conducted twice a year to strengthen the solidarity that exists between the individuals who hold this position and those in other departments.
For many years running, Vinamilk has been ranked as one of the best workplaces in Vietnam In addition to having a professional work atmosphere, the payment and advantages offered to employees are also the dream of many people.[CITATION VIN19 \l 1033 ]
Group comments on salaries and bonuses policies in regard to the suitability of the position's
Vinamilk's Sales Operation Officer position offers a competitive salary and bonus package commensurate with its responsibilities Employees can expect potential earnings above the base salary, and comprehensive benefits are available that vary based on individual factors such as experience, qualifications, skills, and contributions to the company's success.
Regarding the general level of the labor market: Research indicates that the basic pay for sales operation officer employees on the job market is between 4 and 10 million VND per month, and the company's allowances are quite diverse So, it is clear that working for Vinamilk would result in a higher income and receive the greatest employee welfare and care practices This is regarded as a fantastic source of motivation to encourage the spirit of learning and innovation to aid workers in achieving the desired income as well as the development of all facets of themselves,from health to intelligence.
Some things to consider when determining the sales operation officer's salary and compensation
Establishing a fair salary system is crucial to avoid disputes and asset loss This system must be based on a comprehensive assessment of employee qualifications, capacity, experience, and work performance By ensuring fairness, organizations can prevent disputes among employees and protect their assets, ultimately fostering a productive and harmonious work environment.
Employees are under pressure when their pay is slightly above market rate.They must work hard and pay close attention to detail to produce flawless work because if they make a mistake, it will harm the company's reputation It results in a possibility that they could be fired as the incompetent person will definitely have to leave.
Staffing plan
Develop a plan to supplement human resources for the position of sales operation officers:18 6.2 Other staffing plans
In order to develop a plan to supplement human resources that is comprehensive, complete and appropriate for the current situation, the Human Resources Department must base on the following criteria:
Annual production and business plan:
- Number and structure of the plan Scale development of company plan:
- Develop and construct new facility The annual labor growth rate ( the percentage of yearly increase in labor) Annual labor decrease: retirement, death, maternity, b) Conditions apply: This position is in shortage of human resources that needs to add personnel. c) Target: Timely adding human resources to meet and complete the assigned work from the superior. d) Implementation content:
Step 1: Analyze and use the existing human resources
Analysis of excess or understaffing:
The Human Resource Management department will carry out this step to calculate the number of current sales operation officers and identify any excess or lack of labor in this position With such a situation of excess or shortage , it is possible to move workers between departments or create a plan to complement human resources.
To determine excess or understaffing, the company will use the following two formulas:
- Absolute excess/understaffing: NTĐ=N1-N0 (people)
- Relative excess/understaffing: Ntđ=N1-N0.Ksl (people)
N1: number of human resource in the planned period
N0: number of human resource in the reported period
Ksl: rapid increasing coefficient of quantity
Analysis of using human resources
This step will evaluate the suitability in the company's job arrangement In order to effectively carry out this stage, Vinamilk has used the following assessment form:
Ordinal number Job title Current qualifications Job requirements
Major Professional qualification Seniority foreign language proficiency
Majo r Professional qualification Seniority foreign language proficiency 1
Step 2:Determine human resource demand: The firm not only determines human resource demand for this position, but it also needs to predict the human resource demand
- The determination of demand is based on these factors:
External factors: economic situations, law, technological development, labor market,
Internal factors: financial capacity, business plan, manufacturing plan,
- The forecast of human resources demand for this position is short-term demand and is determined on two bases.
The company's output consumption plan: Increase the scope of hiring and train the business operations team to produce high-quality resources that individuals in this position may use to build plans that are suitable with the cost and budget of the Channels/Regions in charge of consuming the company's products, invest in the world's most modern and advanced equipment to partially increase capacity to meet demand in long-term development of the market and maintain product quality. Labor levels and staffing standards are set by the state and government. Step 3: Make a balance table of human resource demand:
- Identify additional human resource demand: additional human resources to replace and additional human resources to develop.
- Determine extra human resources within the company, from nearby colleges, universities, and training facilities, as well as from other businesses.
- The company's human resource demand balance table:
Target s Number of employee s at the end of the year
Number of employee s at the beginning of the planned period
Additional demand Additional source Excess/ shortag e balance Replacemen t demand
Upon identifying a deficit in the Sales Operation Officer position after compiling a balance table, the company will address the staffing shortage by reassigning surplus employees from redundant departments or recruiting new personnel This short-term plan aims to optimize human resources allocation within the organization.
6.2 Other staffing plans: a) Company competition plan:
- Based on the production and business situation, the financial situation of the enterprise to determine the emulation plan and the cost for each specific plan.
- The number of employees and specific labor structure to determine the exact target market for each plan to ensure the effective execution of the plan. Subject: sales operation officers
- Scope of application: for all Vinamilk’s offices nationwide.
- Target: with the purpose of creating motivation to improve the quality and work consciousness of every sales operation officer.
- Type of plan: Short-term.
Launching a number of competition movements to encourage and promote self-reliance and creativity, etc The movement "Promoting initiatives and technical improvements to increase productivity and efficiency" has aided employees in various positions This easily supports the planning of equipment investment for the in-charge Channel/Region. b) Reward plan:
To examine and review the primary activities and achieved plans, the company held annual summaries of production and business operations and movements The next step is to suggest timely reward plans for individuals and groups who have contributed to the firm, while also taking action against people whose actions negatively impact the reputation of the company.
Subject: sales operation officers who make efforts and accomplish goals and achievements while working.
Target: with the purpose of encouraging and motivating employees who strive hard and dedicate themselves to their jobs so that Vinamilk will continue to develop and expand.
Recruitment plan for sales operation officer at Vinamilk
Bases
Based on the labor demand plan and the company's production and commercial activities with the need to expand the company's development scale, more and more distributors and suppliers are connected Consequently, the issue of reasonable distributor management, allocation, and control is raised On that basis, the demand for human resources to meet the position of Sales Operations Officer is increasing (quantity, professional qualifications, skills, qualities, )
Analyze the labor supply on the market to find prospective recruitment channels and places in order that companies can hire individuals with appropriate expertise and competence and save the costs.
Compare and forecast the company's present and future needs for human resources, as well as the existing state of its human resources, with the market's supply of available candidates.Then, devise the best recruitment strategy.
When recruiting human resources outside the organization, it should depend on the complexity of the job and the nature of the type of labor.
In designing the recruitment process, the judicious selection and sequencing of steps is paramount in ensuring the acquisition of accurate and reliable information This information forms the cornerstone for informed hiring decisions Therefore, it is imperative to prioritize methods that yield high-fidelity data and arrange them in a logical order to effectively screen and evaluate candidates.
Subject
- All candidates from both internal and external channels who wish to apply for the position of Sales Operations Officer
- All applicants are treated equally and fairly, regardless of their color, religion,gender, or age.
Target
Select competent, qualified and suitable candidates for the position of sales operation officer through a fair and objective selection process.
Content of recruitment process
This process aims to direct and allocate duties in hiring, ensuring the provision of resources in accordance with the company's strategies and policies.
- The Sales Department with a recruitment need for a sales operation officer must prepare a report to transfer to the Human Resources Department and submit it to the General Director for approval
- Once approved, the Human Resources Department starts the hiring process.
- Search for candidates from both internal and external recruitment channels
- Verify information about the candidate
Step 3 : Integration, probation and probationary evaluation:
- Integration: The Human Resources Department will carry out integration work to ensure that new hires will understand the company's working environment and culture This work includes introducing new employees to related departments through the following activities: exchange, meeting, introductory email, , and disseminating to the new staff the company's policies, rules, and regulations.
- Probation and probationary evaluation: The Sales Department will coordinate with the Human Resources Department to apply the most suitable assessment methods throughout the probationary period, depending on the position, qualifications, and experience of the new employee After the probationary period, the employee will become the official member of the company by the decision to sign a labor contract.
Work performance assessment for a position of sales operation officer
Evaluation criteria
Stemming from the organizational structure, basing on the characteristics and responsibilities assigned to each department and the precise job descriptions of each position, the company adopts criteria for evaluating employee performance from different departments The following are the evaluation criteria for the sales operation officer in particular or the sales department in general:
Enthusiastic, independent, agile in work.
Honesty and fairness in work
Understanding and complying with laws, policies and regulations
Take initiative in arranging, supplementing and training human resources for the company.
With the goal of evaluating employees in a comprehensive, efficient, fair and transparent manner, the employee’s performance is assessed on the basis of clear and measurable goals and indicators Vinamilk also maintains a monthly and annual employee evaluation performance system.Vinamilk always makes sure that 100% of employees are periodically assessed for their performance.In addition, the Assessment module has been integrated into the new Human Resource Management Software of the Human Resources Department to systematize the employee evaluation results,contributing to improving efficiency, quickness and accuracy to the Company’sEmployee Achievement Management System.
Group comments on company’s work performance assessment of sales operation officer: .24 8.3 Some development plans for sales operation officers
Although it is not an easy task, top managers and the departments can still accurately assess a sales operation officer’s performance if they are determined to do so It is vital to conduct appropriate and proper study and confer with experts in the field of human resource management both domestically and internationally in order to build a complete and feasible system of evaluation criteria Additionally, in order to ensure that the assessment standards are not flawed, have high coverage, and are practical for department managers and functional departments to implement in practice, there should be coordination and support from specialized functional departments and boards during the process of setting up a system of assessment criteria in order to achieve higher efficiency
The evaluation of a sales operation officer must foster employee trust and motivate them to work hard The general form of evaluation must be abandoned. Employees and managers must agree on the criteria, methods, objects, and timeframe for the evaluation In order to provide fair and accurate evaluations, the Sales manager
—who assigns work to employees must be able to regulate the content and handling of that work.
Employees must be informed of and explained the evaluation criteria because they play a role in the process Managers should involve employee participation in the evaluation process in order to easily increase employee acceptance of the outcomes and it will give the employee a sense of fairness in the evaluation.
8.3 Some development plans for sales operation officers:
With the current development strategy of the dairy industry, Vinamilk has identified the "human" factor as a key point that will determine the success or failure of the company The organization aims to invest in developing highly educated human resources and devise development plans for sales operation officer as well as other positions:
In 1993, Vinamilk signed a long-term contract with the University of Technology Moscow in the Russian Federation to send their children to study dairy technology, automation of technological processes, machinery and equipment for product manufacturing,
Vinamilk and Ho Chi Minh City University of Food Industry collaborated to plan the 27th food industry course, which began on March 30, 2010, with 134 company personnel as participants And up to now, training programs are still available for the staff of the company to meet the demand for constantly developing human resources with improved skills and professional qualifications to support Vinamilk's development and sustainability now and in the future.
Some training activities Vinamilk has been putting into practice:
The business has been preparing for the highly qualified human resources of the future by sending the children of its officials and employees to study in the fields of dairy and dairy products, automation of technological processes, production, machinery and equipment for food production, and management in the dairy industry Up to now, 50 children have received financial aid from the corporation to attend the learning
The company hires both international students who have studied abroad and top graduates or graduates classified good from domestic universities.
The organization also provides 50% of the cost of courses to employees who need it in order to advance their qualifications and professionalism.
Additionally, there are short-term training courses to improve the professionalism and qualifications of company employees.
To assist employees in learning and absorbing new ideas at work, Vinamilk also organizes learning sessions and experience sharing sessions for all officials and staff.
Vinamilk’s achievements in human resource management
Internal satisfaction
Vinamilk continues to receive positive feedback from all employees through annual surveys to measure and recognize employee satisfaction in many aspects such as job satisfaction, training and development policies, salary, bonus and welfare policies, satisfaction with superiors and cooperation from coworkers.
Figure 6 Employees satisfaction rates by aspect of survey in 2020 in Vinamilk
In early 2020, Vinamilk made adjustments to raise salaries for all workers and altered the compensation policy In addition, the Company successfully carried out epidemic prevention in 2020, ensuring jobs and stable income for employees, paying full salary and income for employees who were subject to isolation for epidemic prevention, etc As a result, the employee satisfaction rate in 2020 increased.
Vinamilk's average unit satisfaction rate increased to 91.9% in 2020 In comparison to other surveys among the years, this rate is the highest With 68.3%, the average attachment rate rose to its highest level in recent years
Survey data reveals a significant surge in attachment rates across all units in 2020 compared to 2019 Engagement rates by grade also saw a remarkable increase, with 34.1% at the management level and 27% at the specialist/employee level Notably, this represents the highest two-year growth rate observed during the survey period.
External recognition
Not only receiving the satisfaction and trust of the company employees, Vinamilk also gains recognition about human resources management from prestigious external organizations, including:
For the third consecutive year, Vinamilk has garnered the top spot in the "Top 100 Best Places to Work in Vietnam 2020." This accolade was bestowed by Anphabe, a renowned career network for management professionals and a reputable market research organization.
- Vinamilk also scored a “hat-trick” when leading in two other rankings, namely
“Top 50 Vietnamese Enterprises with attractive employer brands” and “The best workplace in the FMCG industry”.
- Vinamilk was also in Top 2 “Employers with majority of votes by employees” in 2019
- In 2021, Vinamilk officially became the “Companion Partner” of the “Top 100 Best Places to Work in Vietnam” survey.
- Vinamilk received the title “The most favorite employer in the FMCG industry in 2021” according to CareerBuilder Viet Nam.
Figure 7 Vinamilk received the award “Top 1 Vietnam 100 best places to work 2020”
Thanks to the appropriate, effective and attractive human resource management plans, the young make a decision of choosing to become the sales operation officer with a view to improving themselves and thereby creating a significant motivation to endlessly dedicate themselves to the success of the business Vinamilk has a strong human resource that is at the best age to dedicate, so it is essential to develop efficient strategies and plans to take advantage of its resources and fulfill all the target goals and strategies that the company devises For sales operation officers in particular and all departments in general, attracting talents, training high- qualified human resources or motivating employees through the remuneration and compensation policies are significantly important and urgent Additionally, the firm must pay close attention to financial and human resources conditions in order to deliver the best and most comprehensive plans and policies Because humans serve as a foundation for the growth and success of the enterprise, investing in humans is definitely profitable.
Figure 1.Vinamilk Company Logo 4 Figure 2.Vinamilk posted job vacancy recruitment on LinkedIn 8 Figure 3.Recruitment news of Vinamilk on its official website and recruitment website vietnamworks.com 8
Figure 4 Management trainee program 2020 of Vinamilk 10
Figure 5 Gym, yoga room, swimming pool and creative space in Vinamilk's headquarter 15
Figure 6 Employees satisfaction rates by aspect of survey in 2020 in Vinamilk 21
Figure 7 Vinamilk received the award “Top 1 Vietnam 100 best places to work 2020” 23
- adh.edu.vn (2023, 2 13) BẢNG LƯƠNG CỦA CÔNG TY VINAMILK, CHÍNH
SÁCH TIỀN LƯƠNG CỦA CÔNG TY SỮA VINAMILK Retrieved from adh.edu.vn: https://adh.edu.vn/bang-luong-cua-cong-ty-vinamilk/
- AMIS, M (2023, 2 11) Quy trình tuyển dụng nhân sự của Vinamilk thu hút nhiều nhân tài Retrieved from MISA AMIS: https://amis.misa.vn/82869/quy- trinh-tuyen-dung-nhan-su-cua-vinamilk/
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NGHIEP: https://nhansudoanhnghiep.com/quy-trinh-tuyen-dung-cua-vinamilk- va-kinh-nghiem-de-thanh-cong-cho-ung-vien/
Quy trình đánh giá thực hiện công việc tại Vinamilk là một quy trình hệ thống, đảm bảo tính khách quan và hiệu quả trong việc đánh giá năng lực của nhân viên Quy trình này bao gồm các bước xác định mục tiêu đánh giá, xây dựng tiêu chí đánh giá, thu thập thông tin đánh giá, phân tích và đánh giá thông tin, đưa ra kết quả đánh giá và cuối cùng là sử dụng kết quả đánh giá để đưa ra các quyết định về tuyển dụng, đào tạo, khen thưởng và kỷ luật.
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TÌM HIỂU VỀ PHƯƠNG THỨC ỨNG TUYỂN NĂM 2022 Retrieved from
VIECOI.VN: https://viecoi.vn/cam-nang-nghe-nghiep/chi-tiet-tim-hieu-ve- phuong-thuc-tuyen-dung-cua-cong-ty-vinamilk-903.html
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- VINAMILK (2022, 9 22) Vinamilk là thương hiệu thực phẩm có giá trị nhất
Việt Nam và là thương hiệu Sữa lớn thứ 6 Thế giới Retrieved from Vinamilk là thương hiệu thực phẩm có giá trị nhất Việt Nam và là thương hiệu Sữa lớn thứ 6 Thế giới: https://www.vinamilk.com.vn/vi/tin-tuc-su-kien/2459/vinamilk-la- thuong-hieu-thuc-pham-co-gia-tri-nhat-viet-nam-va-la-thuong-hieu-sua-lon- thu-6-the-gioi
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