HR Policy & Strategy

STRATEGY AND POLICY OF PERSONNEL:

1. Personnel strategy :

• Developing human forces with positive attitude and qualified capability to have the managerial system operated efficiently.
• Building a skilled staff with great dedication and self-improvement on a spirit of cooperation with other colleagues to bring in a Thaco’s typical core value.

2.    Development policies of human resources.

• Human resource plays the role as one of key and precious sources.
• Creating skilled human resources to best serve the company’s production activities of automobiles and further contribute to the country’s automotive industry.
• Thaco has carried out long-term human policies through training programs and appropriate allocation of work with an aim to provide the most favorable working environment for each individual’s development in accompanying with the company’s.
• Human resources should absorb the company’s typical culture and ensure the integrity of core value that has been taken shape with the time.

3.    Development policies of human resources for each sector

Production sector:

• One should achieve professional skills to meet working requirements, simultaneously to keep pace with technological and scientific advances in the future.
• The creativity is required for suggestion of efficient innovations in production.
• It is necessary to raise awareness, responsibility and industrial working style.
• The company’s procedures and regulations should be respected and applied creatively.
• Showing responsibility and professional conscience for the products.

Sales sector:

• Having sufficient experience in recruitment.
• Good communication skills (presentation, negotiation, writing…), good sales skills and being able to work in group.
• Being dynamic, independent, ambitious, devoted, social, cooperative and agile.
• Having passion and knowledge for automobiles.
• All positions must be on probation before taking over the work (applied to all direct or indirect ones.)
• There should be an exchange of sale consultants, service specialists, sales team leaders, sales managers between the company’s branches.
• Maintaining a healthy competitive environment between sales consultants at the same branch.
• New branches should use available human resources in other existing branches.

Service sector:

• Always caring about colleagues and customers
• Providing the best services for customers.
• Showing love to work and trying to improve professional skills
• Being dedicated to work and customers
• Ensuring quality of all assignments.
• Honoring the hospitality.
• Being honest and willing to correct mistakes

Real estate and basic construction sector:

• Professional skills should meet requirements of the company
• Being honest and responsible for projects and work items.
• Showing good attitude to work and suggesting useful innovations to ensure reasonable expenses.
• Being confident of the progress of projects
• Being cooperative and helpful to colleagues.

Accounting, finance and investment sector:

• Good administrative skills about management of cost, financial sources, credit and prices.
• Being good at managerial work in accounting, consulting and supporting business activities.
• Dynamic and active in work
• Basic knowledge about business activities of the company (in investment, production, sales, services…) should be helpful.
• Having a sense of training and self-training to satisfy working requirements
• Strengthening the work of planning and controlling the progress of plans
• Timely informing Board of Directors about potential risks which could exert a harmful influence on benefits of the company.

4.    Recruitment policies:

• Being consitent and public all over the system.
• Recruiting based on needs and standards
• Giving preference to candidates with experience in the automobile industry and to local labour forces.
• Focusing on supporting the human resources of  Chu Lai Complex.
• Attracting high-level human resources and specialist trained abroad.

5. Coaching polocies:

• One of the most important mission in building and developing human resources.
• Applying the diversifying coaching program:  integration, operations, improving skills, new technologies ..., internally or externally.
• Focusing on training, coaching by work: superiors train subordinates, higher level specialists/workers train lower-level ones.
• Using personnel rotation to train through actual works.
• Training the productive personnel from the Chu Lai Truong Hai Complex Vocational College.

6.    Human Management and Development Policies:

• Managing labours according to laws and internal rules, regulations , policies of the company.
• Building good relationship between human resources by developing unions appropriate to the company’s culture.
• Managing human resources from the top units, with tight decentralization and high responsibility.
• Using job description, defining responsibility and authority to each job title.
• Using promotion, reward and descipline based on the assessment of attitude and ability of each individual.

7.    Salaries, bonuses, remuneration and benefits policies:

• Assuring that the incomes of employees are competitive and coresponding to organizations in the same industry, same region and at the same time.
• Salary income includes basic salary and other allowances commensurate with the effort, responsibility and labor efficiency.
• Considering salary adjustments 02 times a year.
• Collectives and individuals with outstanding achievements will be honored and rewarded, worthily, timely, openly and fairly.
• Periodic reward regime at the middle and the end of the year, depending on the results of operations
• Unscheduled reward regime based on the achievements of individuals and collectives.

Remuneration and benefits:

• Extra support for the cases of social insurance, health insurance and unemployment insurance.
• Covering lunch, accommodation, car pick.
• Providing uniforms and workwears.
• Performing periodic health checks for employees.
• Organizing holiday tours and cultural activities (Thaco Family, 8-3 ....)
• Caring for the material and spiritual life (wedding gifts, pension for difficulties, illness, funeral, scholarship, International children's day…)
• Preferential right to purchase shares according to the regulations.