Design of HR functions and training in local companies in Vietnam
ISSUES
Over the last five years, the client had more than doubled sales growth, and they expected to grow twice as much in the next three years.
The HR function had not changed in size or structure almost five years ago and was operating a recruiting and payroll-only function.
In order to double sales in the future, the client had decided to resolve the current state issues (such as increased adoption and introduction of a new evaluation system) in parallel with the ability to equip HR with the functions and capabilities required at
OVERVIEW
While discussing with the Vice President and HR head about the HR organization structure, we reviewed the recruitment process and designed and implemented a new evaluation system and operation to solve the current problems.
In addition, to improve the HR knowledge level of HR members, training on HR function and HR operation was conducted in 5 sessions.
STEP
As-Is Analysis (e.g., visualization of current HR operations, interviews with key people, consolidation of current issues, etc.)
Define of the Ideal State (e.g., define the services and outcome levels that HR is aiming for, design the desired structure, define the future HR DX appearance, define capabilities and careers desired, etc.)
Work Design and Implementation (e.g., HR training, recruitment review, new assessment system implementation and evaluation activities)
DELIVERABLES
Streamlined and Improved Recruiting Operations (shorter lead times and reduced mismatch rates)
