Enterprises need to identify a strategy to attract and retain good people suitable for the current period as well as in the long run to achieve the best business efficiency” – General Director of Human Resource Solutions Corporation L & A – Mr. Ngo Dinh Duc had a talk with the Vietnam Business Forum reporter on strategies to attract and retain good people to help businesses overcome the crisis. Jiang Xiu performance.
According to him, how high quality human resources will bring value to businesses?
The results of the survey through CEO interviews with 500 leading enterprises show that 75% of the value of enterprises is in the human capital of enterprises. All the well-known companies in the world have a good recruitment and human resource management strategy and vice versa, many big brand names in the world can still fail to maintain and develop enterprises. , Even bankrupt, disappeared from the market such as Compaq, Ericsson, SAAB …
In order for a company to grow well, the human performance indexes are: industry knowledge, industry work skills, business productivity, innovation and attitudes. Professional work must always be at a higher level than the industry average in order to create a competitive advantage.
Once a business has developed a sound business development strategy, the role of the human resource development strategy will play a key role for the success of the business. Business development is difficult, but how to protect and maintain the development of stable growth more difficult. This requires enterprises to have strategies to preserve their talents and gray matter with a long-term talent development plan and the current management platform to ensure that no gray matter losses. build.
In Vietnam, some companies have done well in building and maintaining high quality human resources such as Vinamilk, Masan, Vinasoy … When enterprises have good human resources, they always improve products, expand production. To develop the market, build up the brand name, increase the efficiency of the mining machine and position the product offering value differently than other units in the same market.
However, in the current period, Vietnamese enterprises are headache with the attraction and retention of good people. How do you rate this issue?
According to statistics from the recruiting consultants for high-level managers, 75% of people quit their jobs because they did not integrate their business culture, management system and lack of clear job objectives. Succeed in low environment.
The competition between Vietnamese enterprises and foreign invested enterprises in terms of industry experience, system management experience, financial size and technology seems to be disproportionate. The fact that the use of talents as well as the development of human resources inheritance in Vietnamese enterprises is now sketchy and derived from the subjective opinions of business owners, leading to the selection of good employees. Is done in a way. In addition, many enterprises are too dependent on one or several key personnel, so when these people do not cooperate or leave, enterprises fall into the difficult.
In addition, most businesses have not built a specific medium- and long-term business strategy, lacking in human resource development systems, which is a very important factor in achieving a strategy to retain human resources. Human resource development is fragmented, staffing inherits management positions, and strategically maintains key personnel in each phase. If so good people also see the cooperation with enterprises also depends on the time of business without a long-term commitment.
So what solutions should be made in this situation, sir?
In order to have a professional human resources development strategy, Vietnamese companies should invest in integrated HR systems that integrate with other management systems to analyze and assess the level of investment in capital. Human-specific science. Performance appraisal systems and performance appraisal systems will provide human resources with intuitive tools for planning and developing talents in the enterprise.
A good experience in foreign companies when it comes to attracting good people is to “talk” with the candidates so that they can meet clear targets, clear job responsibilities and follow the roadmap. Training develops the commitment of both from one to three years. All figures and plans are always clearly oriented so that both commitments are made.
In the process of being a candidate, the performance recognition and motivation system is the point at which employees are given the utmost care to help them maximize their abilities, leading them to share their vision. The strategy and the desire to contribute to business and society will give them more motivation and desire to win themselves in order to position themselves. Foreign companies always know how to use incentive policies worthy of the contribution and commitment of good candidates, both in material and non-material values, in which the non-material factor plays an important role.
