Experience

VNTRIP OTA

• Vietnam
• 1 - 100 Employee

• Human Resources Director

  • Apr 2019 - Present

• Human Resources Director

  • Apr 2019 - Present

  1. Corporate culture Building Corporate culture- Determining and building the core values - Building the Corporate Culture guidelines: from impressions to actions based on the core values of the corporate - Building FAQ handbook- Developing a code of conduct for the company  To implement Corporate culture:- Building monthly action plans for the company- Implementing the action programs and related activities- Conducting periodic checkpoints to ensure employees’ understanding of Corporate Culture2. Recruitment Building the process:- Recruitment process: from the time when the recruitment demand arises to the end of the recruitment- The process of receiving new personnel Recruitment deployment:- Prepare annual recruitment plan, adjust quarterly to meet the recruitment needs of the departments. - Developing recruitment channels through groups, social networks ...- Expand network with head-hunter companies, free and paid recruitment channels to achieve the highest efficiency and lowest cost3. Training Building the Process:- Training process: Internal and external, professional and skills training- Regulations on training: Number of training time for each job position- Building a capacity framework for each job position: to serve the training, training evaluation, evaluation of initial recruitment salary. Training deployment:- Making annual training plan, adjusting quarterly to meet the development of resources: training of professional processes, expertise, skills, common knowledge ....- Implement training in the form of Leadership, coaching ...- Organize periodic tests, if employees do not pass, they must retrain Show less



VNPT Epay - Online Payment

• Human Resources Director

  • Nov 2010 - Mar 2019

  Human resources management  Making decisions of HR management: - Periodic HR evaluation: to measure the quality of HR in order to conduct training or replacement - Making survey about satisfaction of employees regarding the working environment, company policies, jobs, leaders, culture… - Leadership evaluation: through periodic evaluations by employees - Making HR map in order to check the plan and restructure organization  Making decisions of policies for employees - Making regulations on distribution of salary, bonus and other preferential regimes - Conducting an annual salary survey to have a basis to regulate the income level - Bonus and honour programs ... - Developing policies and implementing welfare benefits: Medical examination, tourism, vacation, teambuilding  Building employee development programs - Building values to attract workers - Develop career roadmap for each job position - Planning key personnel and building separate coaching programs - Develop employee development processes and evaluate employee growth over the years - Develop KPI evaluation criteria for all job positions to apply monthly salary calculation for employees  Making HR documents: - Employees handbook - Mechanism to attract and retain good personnel - Create motivation for employees - Building management and organizing creative activities in the company  Making HR management procedures: - New employee welcome process, check list - Employees management: from start to finish - The procedures: recruitment, training, collaboration with departments, payroll, risk management, ISO…  Making decisions on work rotation, job transfer, appointment dismissal, etc. Show less



NETTRA

• Uruguay
• IT Services and IT Consulting
• 1 - 100 Employee

• Human Resource Manager - Secretary of the board of Director

  • Apr 2006 - Oct 2010

  Company administration:  Company orientation & control: - Participating in building the vision and mission of Company in stages: Finding new models and methods of Company administration. Organizing and deploying new management methods and models - Developing strategies and activity plans for entire Company. Building quarterly and yearly Quota, budget for departments. Evaluating and reviewing the performance of each department to give reasonable adjustment according to each business goal from time to time - Building Company organization, making personnel plan and personnel reorganization - Building functions, tasks, processes and regulations of each department - Orienting and building corporation culture, implementation of culture and working style at Company - Making list of risk issues, implementing risk assessment and giving periodic risk handling plan - Being secretary of the General Meeting, the Board of Directors Meeting - Implementing bonus plan related to performance of annual plan implementation and ESOP awards - Implementing plan related to capital raising, share issue, extract of establishment, profits distribution  Business: - Consulting on the orientation, business targets; assigning quota, budget to sales staff. Evaluation of the performance of monthly business targets - Consulting on the management of business activities: quotation, script, training, service training, market survey, customers, competitors to set up appropriate business policies  Finance: - Consulting on building data reporting systems, analysis reports, financial ratio (P&L), daily cash flow statement.  Customer care - Making surveys, collecting information, Customer service, Telesales, making customer service assessment and customer care policies Show less



KINHDO CORPORATION

• Food and Beverage Services
• 1 - 100 Employee

• Admin staff - HR staff - Admin team leader

  • Jan 2001 - Mar 2006

   Operating internal communication activities, events in the company: - Consulting on the content and organization of events and internal communications in the company: Internal news, internal newspapers, internal radios .... - Making decisions about the content and organization of events and internal communications in the company: teambuilding, vacation, commemorative events, contests, ...  Daily job operation: - Recognize and detect suboptimal points in the activity to make suggestions or improvement requests - Direct the settlement of difficult, arising and arising problems, to accelerate the progress. For example: appoint / suggest implementers, make meeting decisions, play a coordinating role with relevant units and monitor implementation - Directly implement difficult issues of expertise / skills / experience / handling level that subordinates have tried but cannot perform. Show less