I.

INTRODUCTION

This assignment will present the most general information about Vinagame
(VNG) as well as explain and present important contents in recruitment and
new employee orientation at VNG's HR management department. First, this
article will give a brief information about VNG company, its vision, mission
and purpose. Next, will be a clear explanation of the HR department and
how VNG recruits young talents. Finally, in terms of HR practice strategy,
how VNG will train and develop them and reward their performance in the
company.
II. MAIN CONTENT

1/ Company Profile:

VNG (short for Vinagame) is a Vietnamese technology company,

established in 2004 with 4 main product areas: Online Games, Connection
Platforms, Electronic Payment and Cloud Services. After 15 years of
operation, VNG has become the first unicorn startup in Vietnam after being
valued at US $ 1 trillion (World Startup Report).

a. History / Mission / Purpose / Strategy / Business Core:

History:

VNG has experienced 14 years of development and expansion to become

one of the leading Internet & Technology companies in Vietnam and
Southeast Asia, with more than 3200 members.

VNG's development can be summarized in five main phases: STARTUP

(2004-2005), SPEED UP (2006-2008), BRAND POSITION (2009-2012),
BRAND INCREASE (2013- 2016), and INTEGRATION (2017-Present).
Mission:

VNG's mission is to Build Technology and Develop People for a Better Life.
VNG believes in the life-changing power of the Internet and they will
constantly evolve to provide their users with meaningful experiences.

Purpose:

VNG has a goal that we often share is 2332 (by 2023 there are 320 million
customers). The most important thing now is that VNG wants to really
challenge itself to get 320 million customers globally within the next 5
years, which is a goal we call crazy, because now VNG Only about 60
million customers, of which mainly in Vietnam, only about 10% abroad.
Strategy:

VNG has started to feel the limits of development very well after 15 years
and there will be some problems in order to continue to grow. Firstly, VNG
has to raise a number of businesses to a much larger market stature than
currently. Second, but VNG has also to enter new businesses, new
products that have not been done before. Thus, all requirements of human
capacity VNG, from technology to products, to business, must continue to
be further improved.

Basically, when forming and developing businesses, they define human

development because it is a factor to ensure sustainable development for
businesses. VNG does not consider business goals as the most important
in the entire development process, but emphasizes the development of
individuals' ability to the maximum as well as the ability to work in groups.

Core business

According to Mr. Kelly Wong - Deputy General Director of VNG in charge of

operations: VNG's core values are always focused on people. People are
the premise for VNG to pursue a new mission. VNG has been and will not
only be the cradle of technology products developed by Vietnamese
engineers, but also an ideal workplace, creating learning opportunities for
each employee to reach out.
b/ Organizational chart of VNG:

(The chart of the key leaders of VNG-source: theorg.com)

 (source: Annual report of VNG, 2019)

VNG's organizational chart is presented clearly, fully and professionally, in

which departments and members of the leadership are divided neatly and
reasonably with a specific decentralization of responsibilities. This structure
helps the company operate most effectively and promotes the cooperation
among departments, thereby creating a smooth human resources
apparatus within the company.

c/ Organzational chart of HR Department

II.2.a HRM purpose and functions (HR functions, HR activities, HR
Management)

HR Functions and Roles

The HR office holds numerous significant capacities, for example, making

the correct methodology for the organization, counseling issues influencing
the board, work, learning, and advancement. The main capacity is to enlist
and choose, set the prizes and interests of every member, and keep a
connection among the executives and employees. (Michael, An and
Stephen, T. 2014).

A portion of the primary significant capacities are:

- Manage all HR the board activities of the organization including enlisting,

preparing, and keeping individuals in accordance with the organization's
fundamental requirements.

- Management of managerial activities and administration: Provide short

and long techniques to assist the organization with accomplishing its
objectives; archiving authoritative records, building faculty strategies, pay,
and rewards, and assessing representative's work execution.

- Manage shipping activities.

The HR office's essential job is to give the human asset and labor force
administrations of an organization. However, above all, the HR office
assisted VNG with making an intuitive, enabling climate by permitting
individuals to utilize their capacities and potential.

HR Purpose
The HR office's basic role for an organization is to give a productive labor
force.

We need to incorporate VNG into a worldwide brand with a group of

committed, excited, and dynamic staff. The representatives from high to
low level all work to assist the organization and general wellbeing. Thusly,
enrollment and determination are consistently exacting for VNG Company.

HR Activities

The primary exercises of the HR office, for example, HM the board. They
generally plan to locate the opportune individuals for the organization and
make ideal conditions for representatives to coordinate into the workspace
at VNG; Management information and create an association by sending
workers to partake in cutting edge courses to contribute thoughts to build
up the organization. What's more, the HR office additionally has other
significant activities, for example, arranging HR, overseeing and holding the
privileged individuals for the organization; construct connections among
workers and between representatives also, the chief.

HR Management
HR is overseen dependent on such things as arranging, sorting out,
coordinating, creating, and keeping up HR to accomplish the organization's
objectives.

The executive's concerns individuals at work and their relationship in a

business. Its motivation is to assemble and form people into a compelling
association so they can best add to the achievement of the organization
(Edwin, F 2015).

For the HR division, the asset of the executives is controlled by the HR

chief and the HR supervisor. They realize how to apportion occupations
and places of representatives suitably and can boost their exhibition. The
records, books, reports identified with representatives are filed with
present-day apparatuses. Guarantee high security and linkage. As of now,
VNG has applied Multi-Module programming as per global guidelines, to
improve the administration and working limit of the business for pioneers
and staff. Since the use of the Oracle framework to the executives, VNG
has saved a great deal of time and exertion inefficient, methodical, and
rational administration. The issues are tackled rapidly. Simultaneously, the
administration is likewise simpler gratitude to the use of IT in the new
administration model.

III. HR practices
a/ Learning and development

With only 5 people founded nearly 10 years ago, now VNG has grown with
more than 2000 employees. With an effective employee training model,
VNG has built a young and enthusiastic staff to meet the needs of long-
term development.

VNG has set up a Learning & Development (L&D) department to recruit the
right people in the right positions and help them develop their full potential.
This department is in charge of organizing activities to help employees sit
in the right position and develop their capabilities effectively such as:

- Developing VNG internal library and reading culture. Books are

purchased, collected, stored and managed as a district library with a full
range of skill development books, IT books, novels, specialized knowledge
and especially the specialized books only available at VNG.

- Employees have the option of learning staff training courses, to develop

soft skills such as management, presentation, communication and problem
solving, negotiation, planning ... to hard skills such as digital marketing,
media, game programming, writing articles, product operations, ... and of
course there must be a mention of interesting courses such as martial arts,
music, modern dance, yoga, photography...

- VNG's Strategic Human Resource Development Project: VNG often

organizes company tour programs for thousands of students in the city. In
addition, VNG has built and developed a large-scale recruitment and
training program for talented and dynamic students.
- Orientation program: At the Orientation, new employees will be provided
with an overview of VNG, core values, culture, people, related departments
... and help these employees to have a clearer access to the mission "
Internet development to change Vietnamese lives” that VNG pursues.

- In addition to the above typical activities, VNG also develops

Extracurricular Activities, Open Game Development Conference to
combine staff training with company activities.

b/ Performance management

At VNG, Performance Review is not only an opportunity for Starter to have

the opportunity to work with management to evaluate what has been done
in the past year, but also a discussion and discussion between employees
and bosses to achieve better results. in the next year.
The KPI assessment period will be evaluated by the BU Leader the
Division / Department's Performance results.

=> Evaluation period's target:

A mechanism to direct and promote the growth of Businesses and

individuals.

Is an important tool to ensure that the resources (mainly human) of VNG

are attached to the important strategy and goals of VNG / Businesses.

An opportunity for employees to see their own contributions recognized.

VNG conducts Core Values (including Collaboration, Integrity, and

Embracing Challenge) for all members and will include them in the
Performance Review.

c/ Reward management

Not just salary

At VNG, members' abilities and contributions are recognized not only by

the monthly salary, if they successfully complete the work, they can receive
bonuses from projects, products, year-end bonuses, stocks.
A special working environment

Starting from being friends to start a career, VNG always tries to maintain a
friendly and open working environment. VNG people are always ready to
share, join hands to solve all problems.

Not just a profession

VNG highly appreciates the talents of its employees. Therefore, we provide

employees with many advancement directions at VNG, and at the same
time design programs to help you develop your career in every journey.
Family Benefits

Family is the launch pad for each member's career. Therefore, in addition
to the benefits of each member, VNG also continuously expands family
care policies.

Learning opportunities

VNG offers a wide range of training courses for members of career groups
from Engineering, Marketing, Business Development and Business
Support.

Mental development

Free library and gym for all staff to study and exercise every day.

Get to play the game

Even when not making games, employees can also steal and stole in the
boss's garden or cross-swords with colleagues online is also a fun way to
take a break.

To change the world

Create an entertainment channel, build a social network or develop a

game. With the Internet, every action can bring change in the lives of so
many people.
e/ Effectiveness of those HR practices in terms of raising company
profit and productivity

VNG's HR, Learning & Development Department has a new smart and
economical strategy to build a team that is flexible and ready to face the
challenges. It is building an internal Coach Community with employees
trained in Professional Coaching skills.

When each employee is supported to find solutions for themselves, they

will promote the spirit of ownership and creativity to complete their jobs and
help VNG to be flexible and welcoming respond to new market trends and
technology.

f/ Talent management
VNG Fresher is the Recruitment & Training program to discover young,
dynamic, eager to learn and highly specialized talents to become VNG's
senior experts. This is a program that takes place every year continuously
to supplement young, qualified and enthusiastic human resources for VNG.

Participants: Students majoring in engineering or economics with good

academic records and good attitudes. Passionate about developing internet
products to create value and difference, bring practical benefits to the
community.

g/ Benefits of those HR practices

The point of using VNG personnel is that there are no bad employees, only
the mistake of putting them in the wrong position. HR department is not
only a human resource development department of the company, but also
a major contributor to building a lasting culture for VNG in the future.

Retraining resources (which limits layoffs) will save the company a lot, time
spent searching for information, setting up interviews, probing, providing
working tools, solving problems. preliminary, insurance, complete
benefits ...

"Developing the Internet to change Vietnamese lives" is not a small

mission, but VNG has started the game in such an interesting and
intelligent way.

h/ Proposed HR practices to the chosen company

HR strategies at VNG are unique and effective, there's not much left to talk
about. However, for a young and dynamic working school like VNG, there
will be no shortage of ego-related issues and perspectives between young
employees and older managers. So in order to propose human resources
method for VNG, I would like to propose William Ouchi's Japanese-style
HR management model (Z theory):

The Z theory was introduced by W. Ouchi in the 70s of the last century,
built on practice and theory, also known as Japanese-style management.
This doctrine focuses on increasing employee loyalty to the company by
creating trust and satisfaction for employees inside and outside the working
time.

- Ensure that the superiors grasp the situation of their subordinates, allow
employees to participate in decision making, promptly reflect the situation
of their superiors, let the staff make their proposals and then make
decisions by the superiors.

- Grassroots managers must have full authority to deal with grassroots

issues; have the ability to administer and coordinate employees' views; At
the same time, we encourage our employees to do their best.

- The middle-level manager must unify the opinion of the point of view,
adjust and complete the opinions of the grassroots level, report the
situation to the superiors and give their opinion.

- The company needs to ensure a long-term working regime so that

employees can feel secure in their work and increase their sense of
responsibility.
- Managers must regularly pay attention to the welfare of employees, make
them comfortable, without distinction between superiors and lower level.

- Evaluate employees comprehensively, clearly, carefully and have delicate

control measures to keep the face of the employees.

In fact, the Z doctrine is supported by many Japanese companies, for

Japanese in particular and Westerners in general, they always value their
loyalty and their self-esteem or ego. That is the method that the Japanese
use, bringing efficiency and great success to businesses.

References:

1. Vng.com.vn. 2021. VNG Corporation - Build Technologies and Grow

People. For a better life | PHÓ TỔNG GIÁM ĐỐC VNG KELLY
WONG: "GIÁ TRỊ CỐT LÕI CỦA VNG TẬP TRUNG VÀO CON
NGƯỜI". [online] Available at:
<https://www.vng.com.vn/news/news/pho-tong-giam-doc-vng-kelly-
wong-gia-tri-cot-loi-cua-vng-tap-trung-vao-con-nguoi.html> [Accessed
4 February 2021].
2. Michael, A and Stephen, T (2014) ARMSTRONG’S HANDBOOK OF
HUMAN RESOURCE MANAGEMENT PRACTICE. 13th UK: Jellyfish
P.38

3. VnEconomy. 2021. CEO VNG: “Tôi luôn hỏi ba năm nữa, điều gì có

thể làm VNG biến mất”?. [online] Available at:
<https://vneconomy.vn/ceo-vng-toi-luon-hoi-ba-nam-nua-dieu-gi-co-
the-lam-vng-bien-mat-20191108135547884.htm> [Accessed 4
February 2021].

4. Tân, H., 2021. Tìm hiểu mô hình đào tạo nhân sự của VNG -
Hachium. [online] Hachium. Available at:
<https://hachium.com/blog/tim-hieu-mo-hinh-dao-tao-nhan-su-cua-
vng/> [Accessed 4 February 2021].

5. Start.vng.com.vn. 2021. 2018 Performance Review – Không chỉ là

đánh giá kết quả công việc. [online] Available at:
<https://start.vng.com.vn/2018-performance-appraisal-khong-chi-la-
danh-gia-ket-qua-cong-viec/> [Accessed 4 February 2021].

6. Symplefy. 2021. 10 Mô Hình Quản Lý Nhân Sự Hiệu Quả Nhất Hiện

Nay | Symplefy. [online] Available at:
 <https://www.symplefy.com/vi/mo-hinh-quan-ly-nhan-su-hieu-qua/>
[Accessed 4 February 2021].

7. Clayton, M., 2021. Theory X is dead: Long live Theory X -

Management Pocketbooks. [online] Management Pocketbooks.
Available at: <https://www.pocketbook.co.uk/blog/2010/11/23/theory-
x-is-dead-long-live-theory-x/> [Accessed 4 February 2021].