vnhrawards brochure eng version

Organisers Knowledge partner

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Strategic sponsors

Media partners

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FOREWORD

INTRODUCTION TO THE VIETNAM HR AWARDS 2014

ORGANISING COMMITTEE & KNOWLEDGE PARTNER

JUDGING PANEL

OBJECTIVES AND VALUES OF THE VIETNAMHR AWARDS 2014

AWARD CATEGORIES

ELIGIBILITY

SCORING CRITERIA

JUDGING PROCESS

JUDGING TIMELINE & APPLICATION DOCUMENTS

BENEFITS TO PARTICIPANTS

BENEFITS AND RESPONSIBILITIES OF AWARD WINNERS

CONTACT

““

MR. NGUYEN THANH PHONGEditor-in-Chief, Newspaper of Labour & Social Affairs

W W W.V I E T N A M H R A W A R D S . C O M

Endorsed by the Ministry of Labour – Invalids and Social Affairs, the Newspaper of Labour & Social Affairs and Talentnet Corporation will hold the Viet-nam HR Awards 2014 to pay tribute to enterprises in Vietnam with outstanding HR policies.

The Vietnam HR Awards 2014 will become an annual event recognizing enterprises that have a profes-sional HR investment policy, respect the important role of HR management, implement outstanding policies for employees and develop a harmonious relationship between employers and employees, creating a driver for the enterprise’s comprehensive and sustainable development. The awards provide an opportunity for enterprises to learn and share experiences, establishing common standards to recognize and honor enterprises effec-tively implementing HR policies.

It presents a good opportunity for enterprises to reflect upon their HR management strategies, employee investment, and working environment, to create a solid foundation for business growth. With a warm response from agencies, organizations, localities, and local and foreign enterprises, we are confident that the event will be a major success this year, promoting interest among Vietnamese enter-prises about HR management.

“Human resources areat the heart

of any companyor organisation

MS. TIEU YEN TRINHGeneral DirectorTalentnet Corporation

MS. TIEU YEN TRINHGeneral Director

Talentnet Corporation

““


In observing the enormous change in Vietnamese companies during each development stage of the local economy and from the experiences shared by business owners, it is my firm belief that a vigorous and sustainable HR policy provides a solid platform for enterprises to blossom. It is also clear that human resources are at the heart of any company or organi-sation.

Therefore, a long-term HR strategy and HR system that focus on the well-being of employees and recog-nize them as a core value will encourage their endeavor and motivate them to contribute their full effort to the enterprise’s success

Enterprises are already aware of the necessity of a good HR policy. It is the desire to integrate into the global economy that makes enterprises recognize that an appropriate HR strategy will create the foun-dations for them to develop a dedicated workforce that in turn leads to success.

Therefore, the holding of the Vietnam HR Awards 2014 will contribute to Vietnam’s employee commu-nity, paving the way for practical HR policies to penetrate into enterprises that are struggling to find the right direction. This is being done in line with a motto of “Joining hands to enhance the professional performance of Vietnam’s employee community”.

ORGANIZING COMMITTEE OF THE VIETNAM HR AWARDS 2014

INTRODUCTION


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Manpower is the key resource in the development of an enterprise and society as a whole. The concept has won wide acclaim in recent years and, in particular, been increasingly emphasized in the process of integration and globalization. Therefore, “talent” and “human resources management” are terms perceived as being among the main factors behind an enterprise’s success. The role of the HR Department is no longer limited to being a “business administration” unit but rather to becoming involved in key decision making that determines the survival of an enterprise. HR practitioners are proud of being gradually promoted to important positions on the Board of Directors, acting as ambassadors in recruiting talent and ensuring the devel-opment of an enterprise from within. In order to continue this positive change it is necessary to recognize those enterprises that have taken the initiative in investing in “people” by adopting sound HR policies as well as to recognize the enthusiasm of HR practitioners. This also creates an ideal and equal working environment that encourages employees to wholeheartedly dedicate their efforts to the enterprise and to society, contributing to the training and nurturing of talent around the country. There has never been, as yet, any official recognition or any award that pays tribute to enterprises with excellent HR strategies or any system of reference for employees to choose their ideal workplace. Held under the auspices of the Ministry of Labor - Invalids and Social Affairs, the Vietnam HR Awards 2014 aim to help the executive board, HR Department and employees of enterprises to acquire clear guidelines to bolster the value of human resources in Vietnam. The awards honor enterprises that appreciate the value of their human resources and introduce excel-lent HR policies, so as to share precious lessons regarding HR management.

PROFESSIONALGovernment endorsed with methodology

from a leading regional organization

VIETNAM HR AWARDS

PRESTIGIOUSBringing together a large number of CEOs and HR Directors from all over Vietnam

LONG-TERMSpanning nine months,

including post-award activities

COMPREHENSIVERecognizing winners and sharing HR practice with the HR community

THE FIRST AND ONLYon HR Strategy in Vietnam

INTRODUCTION TOTHE VIETNAM HR AWARDS 2014


The idea for the Vietnam HR Awards 2014 has been borrowed by Talentnet Corporation from the famous “Singapore HR Awards”. The awards are being held in association with the

Newspaper of Labour and Social Affairs, the official publication of the Ministry of Labour - Invalids and Social Affairs.

The awards aim to recognize and honor enterprises that have displayed excellence in planning and implementing effective HR policies, contributing to boosting business

efficiency and performance and enhancing the quality of their employees’ lives. The program has been developed since March 2013 after numerous discussions and exchanges between

experts and will be formally launched in August 2014.

The Vietnam HR Awards 2014 are proud to be a valuable and important award in Vietnam’s HR and business communities.

FEATURESOF VIETNAM HR AWARDS 2014


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Handbook of experiences and sharings from top experts in HR Management

One summary report about Vietnam HR Management together

Connection between winners and business associations for HR Practices sharings

Focusing on functions and strategies in human resources management

Assessed by a Judging Panel with extensive knowledge both locally and internationally

Applying international methods

Ensuring a transparent, practical judging process

Endorsed by the Government

Achieving widespread recognition nationwide

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ORGANISING COMMITTEE HEAD OF ORGANIZINGCOMMITTEE

GOVERNMENT ENDORSEE

MINISTRY OF LABOR - INVALIDS AND SOCIAL AFFAIRS

ORGANISERS

KNOWLEDGE PARTNER

SINGAPORE HUMAN RESOURCES INSTITUTE (SHRI),a leading non-profit organisation in Singapore since 1965

NEWSPAPER OF LABOR AND SOCIAL AFFAIRS TALENTNET CORPORATION

Mr. Nguyen Thanh Phong, Editor –in-Chief of Newspaperof Labour and Social Affairs


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Mr. Phong, born in 1960, graduated from the Hanoi University of Science and Technology, Hanoi University of Culture, and the Nguyen Du Writing School. He has taken part in many training courses in management, journalism and social affairs in a number of countries, such as John Hopkins University in the US, the FOJO Media Institute in Sweden, and the Asian Media Develop-ment Center in Thailand, among others.

In his 35 years in journalism he has had many opportuni-ties to understand the national workforce and recognize changes in the HR administrations of local and foreign enterprises. He has also provided consultancy in a wide range of projects, including those relating to labor, society and national HR administration.

He has held a substantial number of positions during his career, such as reporter for the People’s Army newspa-per, Editor-in-Chief of the People’s Public Security Publishing House, Managing Editor of the Youth Times weekly newspaper, Head of Art & Youth Department and Head of the Editorial Board of Youth Times, Deputy Editor-in-Chief of the Family and Social newspaper, and Editor-in-Chief of the Family and Children newspaper.

He is a member of Vietnam Writer’s Association, the Vietnam Journalists’ Association, and the Vietnam Fine Arts Association, and Chairman of the Hanoi Council of Poets (under the Vietnam Writers’ Association). He has also published three volumes of poetry, five volumes of literature, and 100 theatrical screenplays.

He is now Editor-in-Chief of the Labor & Social Affairs newspaper.

INTRODUCTION TOTHE ORGANISING COMMITTEE

INTRODUCTION TOKNOWLEDGE PARTNER

TALENTNET CORPORATION

SHRIKNOWLEDGE PARTNER

ORGANISER

ORGANISER

NEWSPAPER OFLABOUR & SOCIAL AFFAIRS


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The Labor & Social Affairs newspaper is official publica-tion of the Ministry of Labor, War Invalids and Social Affairs, with the responsibility of promoting the policies of the Communist Party of Vietnam (CPV) and the State.

The newspaper has for many years played an important role in disseminating the policies of the CPV and the State as well as publicizing the effects of these policies. For over 20 years, since its establishment, the newspa-per has been an important source of information for readers and has organized a range of prestigious social activities and promotional campaigns.

The Singapore Human Resources Institute (SHRI) is a not-for-profit professional organisation representing human resource professionals, key decision-makers and interests of over 750,000 employees in Singa-pore. They come from a diverse range of industries in the private and public sectors. Founded in 1965, SHRI is committed to promulgating sound, effective and appropriate human resource practices. It is also dedi-cated to promoting and maintaining high standards of professionalism in human resource management and development. SHRI has also hosted successfully The Singapore HR Awards in Singapore.

About Singapore HR Awards: hosted by SHRI since 2005 and is a prestigious HR award among Singapore and the Asia Pacific region.

Talentnet was officially established at the end of 2007 from the HR Services team of PricewaterhouseCoopers. It has since grown significantly to become a well-respected and professional strategic human resources consulting firm. With nearly 20 years of HR consulting experience in Vietnam’s labor market, serving 1,600 clients from MNCs to large local companies, Talentnet has played an important role in improving the country’s human resources and contributed significantly to Vietnam’s HR community.

JUDGING PANEL

MR. ARNOLD CHANManaging Director, Grow Talent Pte Ltd.

MS. TIEU YEN TRINHGeneral Director, Talentnet Corporation

MR. PHAM PHU NGOC TRAI CEO, Global Integration Business Consultants (GIBC)

MR. EDWARD FOONGCEO, Treino Consulting

Assistant Honorary Secretary, SHRI

MR. NGUYEN NGOC HOAChairman, Saigon Co.op

MS. PHAM THANH VANSenior Independent Consultant and Executive Coach


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MR. ARNOLD CHAN

Managing Director,Grow Talent Pte Ltd.

MR. EDWARD FOONG

CEO, Treino ConsultingAssistant Honorary Secretary, SHRI


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Edward is the CEO of Treino Consulting, a regional organization providing full spectrum HR services to clients in Asia. Services include Executive Search, Compensation & Benefits advisory services, Train-ing & Development and Organization Development.

He started his career in Sales & Marketing and subsequently moved into HR, contributing to US-based, European-based and Singapore Temasek Linked Corporation. He moved his way up in various organi-zations including IBM Singapore, Abbott Laboratories, Coca-Cola,Gemplus Technologies and before becoming an entrepreneur, he was Senior Assistant Vice President of MediaCorp, responsible for 3,000 staff across the organization.

He brings with himself more than 15 years of HR experience. He is occasionally invited to speak at conferences. He is able to facilitate leadership, sales and customer service programs in English, Mandarin and Cantonese.

Arnold is an international consultant and speaker with over 25 years of business critical experiences while working in both the public sector and global organisations with a strong Pan Asian presence. He led several strategic initiatives ranging from HR transformation, Talent Management to Mergers & Acquisitions in this region.

While at Standard Chartered Bank, he was a lead facilitator for their global leadership and talent / succession planning programmes. As a certified Gallup strengths coach he has engaged senior managers and high potentials to help them discover their signature themes and align them to business priorities. Arnold was instrumental in spearheading key global management programmes which led Standard Chartered Bank to win the prestigious Asia Human Capital Award for Talent Management and Retention in 2010.

Prior to that Arnold was the Group Vice President for Learning & Performance at DBS. He initiated the Managing Directors Leadership Programme and was instrumental in launching the Management Asso-ciate Progamme. Arnold was also actively involved in several M&A integration projects in Hong Kong and South East Asia.

While at Fuji Xerox, Arnold became the first HR Manager to ever win the prestigious Fuji Xerox Asia Pacific President’s Award. This was in recognition for his organization development efforts which helped transform Fuji Xerox Singapore from an analog to a Document Com-pany. He was a key member of the steering committee which devel-oped the first Asia Pacific Competency Development System.

At the national level, Arnold contributes actively to assessing and judging companies for their HR excellence, including the Singapore HR Award. With a strong passion for knowledge sharing, he sits on several panels including the Asia Productivity Organisation (Japan), where he serves as a HR resource expert. He has written several papers on the practices of Learning Organisations and Managing Knowledge Work-ers which were published in the APO Journals. He was also an advisor to the Workforce Development Agency in reviewing and mapping out the national HR competency framework.

He lectures at Curtin University in the Master of International Business and Bachelor of Commerce programmes. He is also the lead lecturer for the SHRI post graduate diploma in Strategic and Talent Manage-ment.

Arnold is currently an entrepreneur and managing director of Grow Talent Pte Ltd. His management services spanned across industries. From the public to the private sector and from global financial institu-tions to multinational corporations. Besides Singapore, he has devel-oped executives from Australia, Bahrain, China, Hong Kong, India, Indonesia, Korea, Malaysia, Thailand, USA and Vietnam.

MR. NGUYEN NGOC HOAChairman, Saigon Co.op

MR. PHAM PHU NGOC TRAICEO, Global Integration BusinessConsultants (GIBC)


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Pham Phu Ngoc Trai – Chairman and CEO of Global Integration Busi-ness Consultants (GIBC), a company which was established with the mission of facilitating the integration and sustainable growth of Viet-namese businesses – has more than 30 years of experience in various FMCGs businesses including state-owned enterprises, joint-ventures and foreign companies, spanning across Vietnam as well as neighbor-ing countries.

He started his professional career as a manager of Export - Import Department of Ministry of Foreign Trade in 1975. In 1991, he was appointed General Director of International Beverages Company (IBC) – a Joint Venture (JV) between SP.Co (VN) and Macondray (Singapore). Pepsico after that joining the JV when the U.S. trade embargo against Vietnam was lifted in 1994. In 2000, the JV trans-formed into a 100% foreign owned entity when PepsiCo acquired its partners’ stakes. That milestone then remarkably made him President & CEO of PepsiCo Vietnam and South East Asia. From there, Trai progressed to being Chairman & CEO of PepsiCo Indochina cum Vice President Corporate Affairs ASEAN in 2007. Trai continued to lead the businesses in Vietnam, Laos and Cambodia till early 2010.

Besides being recognized as one of thefew Vietnamese nationals to be appointed to a leader ship position at a major multinational firm, Mr.Traiis also known a sapioneer of CSR work in Vietnam. Here mains involved insuchendeavors throughhison going work with Suntory PepsiCo Viet Nam Beverageas Chairman of the Advisory Board- Corporate AffairsandasCo-chairmanof the Strategic Advisory Com-mittee at Vina Capital. Mr.Trai has been elected to leader ship post-satsever alot her charitable and business associations, including the Leading Business Club of Vietnam (a member of the Vietnam Cham-ber of Commerce and Industry - VCCI), the Saigon Times Foundation, Sponsorial Association for Poor Patients in Ho Chi Minh City, the Saigon Golf Association…

Attaching himself to Saigon Co-op since the university graduation, Mr. Nguyen Ngoc Hoa began his career in 1987 as Human Resource Execu-tive before serving as Assistant to Chairwoman. Between 1993 and 1995 he held the position of Deputy Director of Import – Export Department. Thereafter, he was appointed to Sales and Marketing Director at Oral – B Vietnam, a joint venture between Saigon Co-op and The Gillette Company. At the same time, he was nominated for ‘The International Training Program’ in the United State, Singapore and Malaysia. Coming back to Vietnam in 1998, simultaneously, Mr. Hoa was elected to become Deputy General Director of Oral – B and in charge of Marketing and Purchasing Director in the challenging and fascinating period for Saigon Co-op. With the accumulated experience and skills, a year later he is accredited to Deputy General Director and subsequently promoted to be Chief Executive Officer in 2004 and known as Chairman in 2008. Widely traveled, he has also been invited to speak at many national and international conferences and events.

In the role of a "leader" of Saigon Co-op, with 25 - year dedication for Saigon Co-op, Mr. Hoa has been glad to motivate and lead the staff to achieve the corporate goals. Saigon Co-op had just started in modern trade business in 1996 with the first supermarket named Cong Quynh Co.opmart. After more than 16 - year operation, Co.opMart chain goes up 59 and has been the supermarket leader in Ho Chi Minh City and in Vietnam. Besides, Saigon Co-op also diversifies retail concepts nation-wide including 50 Co.op Foods, 141 Co.op stores, TV Home shopping as well as Hypermarket, Shopping Mall in the future. He has been awareness of the importance of retail operation as well as spent a lot of time studying the experience of foreign retailers. In the relationship with the community and partners, Mr. Hoa has given prominence prestige, equality, sincerity, and openness. Legitimate interests of the consumer and community has always been respected and considered the target of Mr. Hoa in particular and Saigon Co-op in general. With Mr. Hoa’s contribution, Saigon Co-op has been being Top retailer in Vietnam - Top 500 Asia - Pacific Retailers during 8 consecutive years (2003 – 2012), Vietnam Top 500 Company (2008 – 2011), Golden Arch of Europe for Quality, and getting almost every national rewards and prices for corporation which are Labor Hero, First Labor Medal, Third Independent Medal, Most Favorite Brand voted by the customers.

Mr. Hoa received his Bachelor of Human Resources Management from University of Economics Ho Chi Minh City, Vietnam, and obtained his Master of Business Administration specializing in Marketing from University of Leicester, United Kingdom. Furthermore, he also success-fully defended his Ph.D. dissertation in Commerce from University of Economics Ho Chi Minh City, Vietnam.

Mr. Hoa and his family are living in Ho Chi Minh City. In spare time, he enjoys jogging, reading, researching, and watching soccer.

MS. PHAM THANH VANSenior Independent Consultantand Executive Coach

MS. TIEU YEN TRINHGeneral Director,Talentnet Corporation


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Tieu Yen Trinh, Ex-leader in charge of Indochina practice of Human Resource Services of PricewaterhouseCoopers, is currently General Director of TalentNet, a leading human resource (HR) consulting firm based in Vietnam.

With over 15 years of experience in HR services in Vietnam labour market, Trinh is considered by many as a leading HR professional in Vietnam. She has an unparalleled depth of understanding of Vietnam-ese labour market, and has strong relationships with top HR profes-sionals, industry leaders and other key contacts within this field. Being an entrepreneur with strong management and leader skills together with good vision and high adaptability level, Trinh has led Talentnet successfully to be in association with Mercer and ADP Streamline, the two leading global HR consulting firms. In addition, her company has gained trust and satisfaction from most of MNCs and big local clients with the average of 90% satisfaction.

In 2012, she was awarded “The Excellent Entrepreneur of Ho Chi Minh city 2012” organized by Ho Chi Minh People’s Committee and led the company to achieve “ The Excellent Brand 2013” by Ministry of Indus-try and Trade.

She has been recognized as one of the most active and constructive person to HR community with the passion to upgrade and build more awareness about the importance of HR to bring the differences in the lives of every employees. She is in the Management Board of Amcham HR Committee, VNHR Club and be the trustworthy connec-tor with all HR professionals.

2013 she led Talentnet to be “The Excellent Brand 2013” organized by ThờiBáoKinhTếViệt Nam and Ministry of Industry and Trade.She is enthusiastic with not only HR but also Vietnam Businesses. She is a member of WCD association, the Vice Chairman of YBA (the local leading Vietnamese Business Organization) and in the Management Board in other associations.

Appearing as a strategic people with analytical thinking and flexible management style with deep understanding about HR, she is reliable to be in the Advisor Board to provide HR advice for many local com-panies.

Trinh is a well-known HR expert, written HR articles on Vietnam Eco-nomics Times, Saigon Times, Marketing Magazine, DoanhNhan Sai Gon, and spoken at Amcham, Eurocham event, AIESEC conference, Leading Business Club, Centre Franco-Vietnamien de formation à la Gestion, VietabroaderCareerConference 2010 in New York, PACE Institution event, Vietnam Television Station, The Voice of Ho Chi Minh City People, FBNC Television Station…

Pham Thanh Van is a senior independent consultant and an executive coach. She currently works with a number of clients in Vietnam and overseas on strategic people and organizational development, as well as executive coaching.

Prior to working as a consultant, Van held the position of Vice Presi-dent Human Resources at BP Upstream, Asia Pacific Region which encompassed BP exploration and production operations in Australia, China, Indonesia, and Vietnam. She was responsible for the human resource agenda of a business that employed approximately 1500 people and generated US$3 billion in revenue. A member of the regional business and BP Upstream Global HR leadership teams, Van was one of the very few local employees within the region appointed to such a senior position. Before taking on the regional role, she was the HR director for BP Vietnam, which consisted of upstream, mid-stream, and downstream businesses that employed about 800 employees in total. In her time as the lead HR executive for BP in Vietnam, Van led the development and execution of the people and organization strategy for the US$1.2-billion Nam Con Son Natural Gas Development Project and its production operations. In total, Van spent about 20 years with BP Group in both full-time and consultant capacities.

Van has deep and broad experience in shaping and implementing human resource strategy for different stages of the business cycle. Her direct involvement in organization capability development and localization, as well as her leading role in a number of business and functional transformations have given her invaluable experience. She also gained a lot of experience in the planning and execution of the organizational and people aspects of merger and acquisition activi-ties. Van has extensive understanding and familiarity with complex matrix organizational structure and business processes, and can provide deep insights about corporate governance and delegation of authority.

Van earned a degree in biochemistry from the Lviv University in the former USSR. Later on, throughout the course of her career, she completed intensive training in strategy, business, leadership, and human resource management at institutions that include INSEAD (France), the University of Michigan (US), Henley College (UK), JMW (US), and the Communication Counsel of America. Van is certified by the Behavioral Coaching Institute as Master Coach and by the Interna-tional Finance Corporation (IFC) as a trainer for the Corporate Gover-nance Board Leadership program.

KNOWLEDGE

Vietnam HR Awardsis highly recognised in both legal

and knowledge aspects

MINISTRY OF LABOUR

– INVALIDS AND

SOCIAL AFFAIRS

Government Authority

LEGALITY

The publication ofMinistry of Labour – Invalids

and Social Affairs

Leading HR Consulting Firm Knowledge partnerfrom Singapore with more than

48 years of HR experience


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NEWSPAPER

OF LABOUR

AND SOCIAL AFFAIRS

TALENTNET SHRI

VALUESOBJECTIVES AND VALUESOF THE VIETNAM HR AWARDS 2014

OBJECTIVES

FOR THE HR COMMUNITY

FOR MNCS AND LARGE LOCAL COMPANIES

FOR SMALL AND MEDIUM-SIZED ENTERPRISES

FOR EMPLOYEES


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To raise awareness among all sectors about the impor-tance of HR

To provide reliable HR standards and measurement methods

To recognize leading corporations and HR experts with effective HR strategies

To create a venue for enterprises to gain knowledge in HR and share experiences

To set up a connection between employers and employ-ees through the recognition of the importance of HR

To contribute to professionalism in HR practices

To equip all HR professionals with HR standards and measurements

To assist employers gain a better understanding of HR

To create a venue for HR professionals to learn and share

To build employer branding by being recognized and winning an award

To improve HR practices to regional standards

To improve awareness about the importance of HR

To study and adopt better HR practices

To build HR systems and functions to become more professional

To receive more care and attention from their employer thanks to the professionalism of HR functions

To be more informed when selecting an employer

To have a better working life

AWARDCATEGORIES

Manpower Planning & Resourcing

Organizations can lodge an application for an award in all of the following categories


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Recognizing staffing, HR planning, deployment, recruitment and selection strategies and programs that seek to achieve the effective utilization and acquisition of resources to meet business needs.

(Enterprises applying for this category are encouraged to provide evidence such as HR plans for 1-3 years, including specific require-ments and necessary skills for potential staff, recruitment numbers, candidate pools, talent attraction programs, recruitment processes, and new employee orientation programs...)

Training & Human Capital Development

Recognizing training and development programs that allow employees to acquire and share knowledge that enables them to perform and contribute more effectively to the enterprise and increases their employability.

(Enterprises applying for this category are encouraged to provide evidence such as analy-ses of training demand, the general training schedule for the entire year, human resources development plans, and other in-depth analyses, if any...)

Best working environment

Emphasizing a workplace culture and environ-ment that encourages employees to work more efficiently, as well as policies and programs that build trust, understanding and collaboration between employees.

(Enterprises applying for this category are encouraged to provide descriptions of the exist-ing workplace environment, including facilities, company culture and policies, that ensures fair treatment and a friendly working environment for employees...)

Compensation & Rewards Management

Recognizing compensation, salary, benefits and rewards management programs and systems that meet business needs, such as cost effectiveness, business growth, retention, performance, and others.

(Enterprises applying for this category are encouraged to provide salary policies such as remuneration policies, bonus policies, and other polices aimed at retaining talent...)

Performance Management

Recognizing the measurements and management of employee and business performance and how these measurements have been developed and used to improve and reward performance.

(Enterprises applying for this category are encouraged to provide working principles, management methods, samples and other evidence showing that HR management plays a key role in the performance of the enterprise...)

ELIGIBILITYNumber of prizes

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15

TOP PRIZE

PRIZES OF 5 CATEGORIES

3 winners per each categoryEach organisation can be the winner in

more than one categories

Presented to organisation that:In the top 3 in the most number of categories

Gain the highest overall score

Legally operating

in Vietnam

Fully meeting tax

and insurance obligations

Employing at least 100 staff as

at August 1, 2014


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STANDARD HR SYSTEMSAND CONTRIBUTIONS TOINDUSTRY NEEDS 15 POINTS MAXIMUM

5 points

5 points

5 points

SCORING CRITERIA JUDGING IN EACH CATEGORY IS

BASED ON THE FOLLOWING CRITERIA.TOTAL SCORES ARE OUT OF 100.

COMMUNICATION15 POINTS MAXIMUM

5 points

5 points

5 points

5 points

5 points

INNOVATION Implementing innovative, unique ormodern HR initiatives

Developing mechanisms to involve employeesin the innovation and improvement of HRinitiatives

10 POINTS MAXIMUM

ORGANISATION & BUSINESS NEEDS 30 POINTS MAXIMUM

5 points

5 points

5 points

5 points

5 points

5 points

CONTRIBUTION TO EMPLOYEE NEEDS 30 POINTS MAXIMUM

5 points

5 points

5 points

5 points

5 points

5 points


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Exhibiting exceptional business facilitation and managing multiple stakeholders and/or different business segments to achieve out-comes from HR initiatives

Clearly articulating the employee value propo-sition and its link to broader business and HR goals

Exhibiting evidence of good feedback chan-nels and review programs for HR initiatives

Aligning HR initiatives with business objec-tives

Implementing action plans relating to existing economic/industry trends

Developing HR initiatives focused on the main stakeholders of the organization

Demonstrating flexibility in introducing tailored HR initiatives to suit different business needs

Showing evidence of good/improved financial performance indicators (ROI, staff turnover, leave claims, and others) through the imple-mentation of HR initiatives

Displaying evidence of having effectively managed a substantial change agenda

Developing mechanisms to involve employee participation in HR initiatives

Implementing HR initiatives that anticipate employee demands and needs

Efficiently managing changes in employee needs arising from the implementation of HR initiatives

Demonstrating on-going corporate citizenship and a commitment to improving employees’ well being

Displaying evidence of strong commitment from leaders and good employee relation

Showing evidence of strong executive sup-port and sound employee relations and good/improved non-financial performance indicators (employee satisfaction, engage-ment, morale, and others) through the imple-mentation of HR initiatives

Clearly demonstrating the direction of the organization in HR management

Implementing standard HR systems

Demonstrating achievements and contribu-tions at the industry/national level in further-ing HR initiatives

JUDGING PROCESS

FIRST ROUND

SHORT-LIST ASSESSMENTAND PROFILE EVALUATION


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Documents from enterprises will be assessed against the judging criteria. Those receiving high marks will proceed to the next round.

SECOND ROUND

PRESENTATION TO JUDGING PANEL

Two representatives from selected enter-prises are to make a presentation to the Judging Panel on their merits for receiving an award. Presentations are to be less than one hour in duration.

The Judging Panel will assess and give a mark based on the enterprise’s performance. Three Excellent Enterprises will be selected in each category.

THIRD ROUND

SITE-VISITS(OF ENTERPRISES NOMINATED AS EXCELLENT ENTERPRISES)

The Judging Panel will visit and interview the CEO, the Executive Board, the HR Director and the staff of candidates for an award.

FOURTH ROUND

DISCUSSIONS ANDEVALUATIONS

The Judging Panel will hold final discussions and evaluations to determine which enter-prises win awards. Winners will be announced at the Vietnam HR Awards 2014 ceremony held in December 2014.

JUDGING TIMELINE& APPLICATION DOCUMENTS

For one or more than one category applied, organisations are required to submit:

DOCUMENTS REQUIRED

APPLICATION FEE

JUDGING TIMELINE

A. Two hard copies of the application, consisting of:

• Application form (per the attached sample)

• Reports in both English and Vietnamese:

» Answering five questions (attached) regardingthe applicable category

» One Executive Summary containing additional information the enterprise wishes to submit(one A4 page)

• Supporting documents such as forms, tables, charts, or graphs as evidence in the relevant category

• An HR organization chart

• One copy of the business license

• Verification that tax obligations have been met

• One copy of social insurance, health insurance and unemployment insurance documents from January 2013 to June 2014

• Photographs of HR personnel, offices, factories, and other facilities

** Except for the report, other documents are able to be in either language English or Vietnamese

B. Two CDs with the abovementioned content and company logo in high resolution (.eps or .ai)

REPORT REQUIREMENTS

Reports should be typed in Arial font Size 12, double-spaced on a single side

August 21 to September 19Submission of Applications

September 22 to November 31Assessment from Junding Panel

DecemberAward Ceremony

APPLICATION VENUE Applications are to be submitted to:

MS. VO HA UYEN

Vietnam HR Awards

Talentnet Corporation (Công ty Cổ Phần Kết nối Nhân tài)

4th Floor, 33 Mac Dinh Chi, Da Kao Ward, District 1, Ho Chi Minh City

Phone: (08) 6291 4188 – 401; Fax: (08) 6291 4088

Fax: 08.6291. 4088

VND 2 million per enterprise

Organizations can make payment directly with application documents or transfer to:

Account Name: CÔNG TY CỔ PHẦN KẾT NỐI NHÂN TÀI

Address: 33 Mac Dinh Chi, Da Kao Ward,District 1, Ho Chi Minh City, Vietnam

Account Number: 140114851022044 (VND)

140114851022058 (USD)

Bank: Ngân hàng Eximbank Chi nhánh Sài Gòn

Address: 28-30 Huynh Thuc Khang, District 1, HCMC

Swift code: EBVIVNVXTTD


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BENEFITS TOPARTICIPANTS


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Enterprises will attend conferences and discussions where they can share their HR knowledge with award winners.

Enterprises will have access to the practical experience of all nominated enterprises.

The belief of staff and their pride in the enterprise in investing in HR will be enhanced.

The HR functions of the enterprise will be highlighted and prestige with investors, shareholders and the community will be height-ened.

Enterprises will be among the leading members of Vietnam’s HR community, contributing to improving the quality of HR policies so as to meet international standards.

Enterprises will be given opportunities to connect and share with other enterprises, experts and directors in the HR field.

BENEFITS AND RESPONSIBILITIESOF AWARD WINNERS

BENEFITS

RESPONSIBILITIES


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Award winners will be recognized as an “Enterprise with the Best HR Policies in Vietnam in 2014” by the Labor & Social Affairs newspaper and Talentnet Corporation, together with the Ministry of Labor, War Invalids and Social Affairs.

Award winners will have the chance to meet with leaders from the Ministry of Labor, War Invalids and Social Affairs.

Award winners can use the image and logo of the event in their promotional campaigns.

Award winners will be featured by more than 50 media organizations and promoted among nearly 3,000 enterprises in Vietnam.

The names of award winners will appear on the official website of the program as well as media articles published about the awards ceremony.

Award winners can submit one article sharing their HR functions to the program’s publication, which will be distributed to 800 enterprises.

Award winners will become well-known by millions of Vietnamese job hunters, developing their brand image and making it easier to recruit staff.

Staff will be motivated to improve the business performance of the enterprise.

The award will be evidence of the enterprise’s pro-fessionalism in HR functions to the parent company, enhancing pride in the Vietnam office.

The enterprise will be among the pioneers in Vietnam’s HR community, contributing to improving the quality of HR policies to international standards.

Award winners will have many opportunities to connect to and share with other enterprises, experts and directors in the HR field.

The names and logos of award winners will appear in the Labor & Social Affairs newspaper.

Award winners are required to participate in and support programs following the awards ceremony.

CONTACT

MS. NGUYEN THI AN HA

MS. NGUYEN THI AN HA

MS. LE PHUC NHU NHIEN

• [email protected]• (08) 6291 4188 – 400• 0908 230 580

• [email protected]• (08) 6291 4188 – 400• 0908 230 580

• [email protected]• (08) 6291 4188 – 402• 0122 9516 575

• [email protected]• (08) 6291 4188 – 401• 0984 335 910

MS. VO HA UYEN

AWARD

APPLICATION FORM AND PROCESS

MEDIA


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Organisers

Knowledge partner

Strategic sponsors

Media partners