HRM | Group 2

Talent
Management
Critical Success Factor for HRM in IT Industry
Table of contents

01 02
Proposal Core Current Overview
Critical Success Factor of HR situation in IT industry
HRM in Vietnam

03 04
Gap Identification Proposal
The gap between current & The leap from current to
ideal organization ideal organization
3

“Talent Management is more than just a

competitive advantage; it is a fundamental
requirement for business success.”
Silzer & Dowell,
Strategy-Driven Talent Management

Credit:
4

Proposal Core
Critical success factor for Vietnam HRM is Talent Management
Effort

Applicant's resumes do Candidates do not Candidates do not The opportunist Golden staff
not meet company’s have sufficient have sufficient soft
requirements professional skills skills & experience
↑ 5% 49% ↓
Loyalty

↓ 17% 29% ↑
55 54 30
% % %

The give up The Zombie

In 2019, 79% of employers said there was % of staff leaving the company is alarming,
The reasons behind the lack of personnel especially when the Opportunist is increasing
shortage of people to fill in their job
is low labor capability while the Golden Staff is declining
vacancies

58% Companies choose to freeze all

new hire to avoid further risk
Talent Management which increases employee capability
and reduces turnover rate is the key for HRM in Vietnam

Credit: Adecco 2019, Anphabe 2018, Vietnamwork 2019, TopCV 2020

5

Current Overview
Talent Loss Reality in IT Industry and its causes are concerning
IT personnels lack
communication
$2,1B Workers get more
24%
70% skills and fluency
in English FDI for IT sector in 2019
opportunities for
higher salary High turnover rate

1.67 yrs
70% IT fresher needs more training Average duration
for IT job changing

100k 43,3%
IT talents
IT have higher
personnel
is missing
bargaining
power
IT labor faces a huge shortage of labor quantity
→Continuous
Job hopping
Low labor quality & quantity High demand for IT in Vietnam

Credit: TopDev 2020, World Bank 2018, TopCV 2020

6

Gap Identification
Current IT business situation vs. IT Talent’s expectations has a huge gap

Income and benefits the

HowCareer
the company Compensation
company offers
supports employees to
Opportunity
develop their capability &and
Benefit
employees in the present
IT companies future Expectations of
are struggling IT employees
in Talent are high as
Management
to retain and
Standards on the
Employee
relationship between the 06 Employer
How the company is they have
higher
Relation
employer & employees
and among employees factors Reputation
known in the market

develop bargaining
high-quality power in the
personnel The quality of the board How the company labor market
of management and the Work-Life
improves the quality of
Management
way they manage
company
Quality
work and lives of its
employees

Credit: Anphabe 2020

6

Gap Identification
Current IT business situation vs. IT Talent’s expectations has a huge gap

Income and benefits the

How the company
company offers
supports employees to
employees in the present
develop their capability
IT companies and future Expectations of
are struggling IT employees
in Talent are high as
Management
to retain and
Standards on the
relationship between the
employer & employees
06 How the company is
known in the market
they have
higher
and among employees factors
develop bargaining
high-quality power in the
personnel The quality of the board How the company labor market
of management and the improves the quality of
way they manage work and lives of its
company employees

Credit: Anphabe 2020

7

Gap Identification
Current IT business situation vs. IT Talent’s expectations has a huge gap
Lack of development
Tight L&D budget
opportunity Career Opportunity
Company
43,2% 38,4% restricts ● An interesting job with a large scope of
32% their L&D work & high contribution
IT talents would be budget
happier with ● Professional coaching and training
Training & Clear Employee ● Clear career development plan
opportunity to career needs self 59% ● Fast promotion
develop skills path development
Compensation &
Benefit
The wage gap between Vietnamese
and foreign company at 3 levels
Vietnamese ● Competitive benefits
7 21 31 enterprises tend to ● Fair reward
pay lower wages
% % % than foreign ● Frequent increase in salary
companies ● Attractive future income
Unskilled Specialist Manager
labor Expert C-level
Current Ideal

Credit: TopDev 2020, Navigos 2020, Anphabe 2020, Talentnet 2020

8

Gap Identification
Current IT business situation vs. IT Talent’s expectations has a huge gap

Employer Reputation ● Ethics & Integrity

53% ● Interesting successful products & services
Weak employer ● Innovation & Rapid Development
branding - Low
● High ownership & customer oriented spirit
employer
of potential talent have no interest in attractiveness ● Good corporate social responsibility (CSR)
working for Vietnamese companies
● Environment care

Employee Relation
● Profession
● Fairness & Respect

Weak interpersonal relationships & support ● Recognition & Rewards

● Teamwork
● Dynamic & creative working environment
● Friendliness

Current Ideal

Credit: Anphabe 2020

9

Gap Identification
Current IT business situation vs. IT Talent’s expectations has a huge gap

Management ● Inspiring vision, clear strategy & effective

Top down management
Lack of strategies to utilize human
resources to satisfy market demand
business structure
● High employee engagement through
development & empowerment programs
● Effective working process & internal
communication

Work-Life Quality
Vietnam has long hour working >48 ● Wellness Programs
hours/week & low number ~12 ● Flexible work
days/year of annual leave days
● Controllable Workload
● Nice office in a convenient location
51% manager level Cannot
● Safe working environment
balance their
63% executive level work-life ● Efficient equipment & support team

Current Ideal

Credit: International Labor Organization 2019

Proposal
A competency-based system is a key to cease the
Talent Management gap
11

Proposal
Competency-based system attracts the most employees in IT industry
Redesign the job for a clear competency set
Fairness & 1 & career path
Respect

Create Motivation-based Objectives and

Ethics & 2 Coaching session using GROW Model
Integrity
Build a Competency-based grading &
3 rewarding system
Insurance &
Allowance
4 Create L&D plan based on Competency

Professionalism
Implement SCRUM method in Agile
5 software development for effective workflow
Sustainable
Development
6 Strengthen Internal Communication

Credit: Vietnamwork 2020

12

Proposal 1
Redesign the job for a clear competency set & career path

● Lack of competency
● Lack of transparency
in promotion

● Clear tasks/ job

requirements to
Reason focus and follow
● Design competency sets ● Clear career path:
according to levels of staff foresee competency
● Design tasks/ sets they need to
requirements for each acquire
competency based on How Result
levels
13

Proposal 2
Build a Competency-based grading & rewarding system

Reasons How to do Results

● Low benefits and ● Utilize competency sets for
compensation each staff level
● Demand for ● Evaluate staffs in accordance
recognition with competency sets
(Competency-based evaluation)
● Pay/Reward staff on
competency-based grading
system
● Increase in satisfaction
and retention rate
● Pay/rewards match with
staff’ capabilities
● Motivation to achieve
higher levels
14

Proposal 3
Create a L&D plan based on Competency

Reasons How to do Example

Position Training
Skills Set
32% Title Program
Company Utilize competency-based grading
tightening
their L&D Fresher Developer
budget
50% not Provide L&D training for each
change Customize
grade (Individual training plan)
Bridge employee’s
Junior System needs to suit
Build educational institutions to Engineer with the
IT personnel quality is not high provide L&D solutions (if capable) organization.
→ need extra professional (i.e FPT Uni vs FPT)
Senior
Project
training workshops Manager

Professional Soft Management

Skills Skills Skills

Credit: Navigos 2020

15

Proposal
Example for a competency-based system in IT industry
Position Competency
Training plan Rewards
Title (Initiative)

- Expertise and English

- Be willing to ask and - Working manner - Basic compensation + benefits: Salary up to
Fresher (new
Developer willing to learn - Offering close mentors 1000$
employees) - Do not hide problems - Bonus for outstanding performance
→ support, supervise, give advice

- Communication, negotiating, Commission (project), higher compensation +

Junior (can - Act & report problem-solving skills, languages etc.
work on their extra benefits:
Bridge immediately - More comprehensive training of expertise - Salary: upto 2000$
own & have System - Make recommendations (abroad training available) N3: +1 million/month
speciality on Engineer - Be willing to help
specific field) freshers - Seminars, sharing sections, workshops → N2: +2 million/month
increase expertise and expand networks - Foreign business trips

Commission (project, revenue), wider range of

- Expertise and leadership skill training C&B, promotion
Senior (can - Act & report routinely - Seminars, workshops, manager meetings → - Salary: upto 4000$
lead projects Project - Make decisions gain expertise, be more decisive - Family insurance
and people as Manager - Supervise and coach - Providing transportation
lower level staffs - Empowering to make decisions related to - Free expense for guest reception, business
manager)
projects → increase responsibilities trips
- Annual international travel

Credit: TopDev 2020

16

Proposal 4
Implement SCRUM method in Agile software development

SCRUM Definition: A framework which enables to address complex

problems while delivering high quality products with least possible efforts.
Business Owner End Users

SCRUM Method Benefits

● Plan budget & finances ● Utilize time and
Product Owner
before begin projects financial resources Optimize product
● Daily 15 minutes efficiently
meeting ● Keep track of
● Work in sprints (break elements easily
down big tasks into ● All team members are Scrum Master Scrum Team
smaller ones) involved/ engaged in Servant-leader of the Self-organized
scrum team cross-function group

75 Accelerated software delivery

64 55 Increased productivity
Enhanced ability to manage
% % %

Credit: Adeva (2019), Scrum Guide (2020), Scrumorg (2020)

17

Proposal 5
Apply Motivation-based Objectives & Coaching session (GROW Model)

Let employees set their own objectives to fit

with the company's goals without conflicting
with their personal life

Reasons
- Lack of clear career Coach employees in career orientation to
create a suitable career path for them in the
path and transparent Solution
organization
promotion
- Work-life conflict

Discuss personal objectives with employees

carefully to support them in achieving the
goals more effectively while maintaining
work-life balance
18

Proposal 6
Strengthen Internal Communication
Enhance employee engagement Reinforce business culture

SavvyCom employee gift

FPT Team Building activity

Nitori Year End Party

Credit: Nitori 2019, Savvycom 2020,

19

Proposal Summary
Career C&B Employee Employer Management Work Life
Opportunity Relation Reputation quality

SCRUM Method Competency-based

evaluation system &
clear career path
Grading & Rewarding
Evaluation System System
Competency-based
G grading & rewarding
system
W MBO R
Competency-based
Training System
O
SCRUM Method
Training System
MBO & Coaching
(GROW Model)
Competency-based
Internal
Communication

Satisfied Sufficient Not Satisfied

 Reference
○ McKinsey&Company. (2020). A leader’s guide: Communicating with teams, stakeholders, and communities during COVID-19.

Retrieved from
https://www.mckinsey.com/business-functions/organization/our-insights/a-leaders-guide-communicating-with-teams-stakeholders-an
d-communities-during-covid-19

○ Navigos. (2020). Vietnamworks publishes the report of “jobseekers’ interested factors about an employer brand”.

Retrieved from
https://www.navigosgroup.com/vietnamworks-publishes-report-jobseekers-interested-factors-employer-brand/?fbclid=IwAR1X0rWEv9
HD_7oCmPOrIqhHSnYNVwxPhGrhzPA2yx7nkiPDx5rYfrs5hL0

○ Navigos. (2011). Employer Branding Survey.

Retrieved from https://www.yumpu.com/en/document/read/20910197/employer-branding-report-fullpdf

○ Talentnet. (2020). Khảo sát lương Talentnet-Mercer tại thị trường Việt Nam.

Retrieved from https://znews-photo.zadn.vn/w960/Uploaded/rgtgtn/2021_07_03/luong_talentnet.jpg

○ TOPDev. (2020). VIETNAM IT MARKET REPORT 2020.

Retrieved from https://topdev.vn/Eng_VietnamITNation2020_ByTopDev.pdf

 Reference
○ Adeva. (2019). Adopting Agile: The Latest Reports About The Popular Mindset.

Retrieved from https://adevait.com/blog/remote-work/adopting-agile-the-latest-reports-about-the-popular-mindset

○ Anphabe. (2018). Báo cáo Nơi Làm Việc Tốt Nhất Việt Nam 2018.

Retrieved from https://www.anphabe.com/survey-report/noi-lam-viec-tot-nhat-viet-nam-2018

○ Benify. (2019). Employee Happiness Index 2019.

Retrieved from https://bitly.com.vn/8by2kt

○ Invensis. (2021). Advantages and Disadvantages of Scrum Methodology.

Retrieved from https://www.invensislearning.com/blog/scrum-methodology-pros-and-cons/

○ McKinsey&Company. (2020). COVID-19 and the employee experience: How leaders can seize the moment.

Retrieved from
https://www.mckinsey.com/business-functions/organization/our-insights/covid-19-and-the-employee-experience-how-leaders-can-seize
-the-moment
 ThanksCopyright belongs to

Group 2 | K57 JIB

Name Student ID Major task Minor task

Trần Thị Tú Uyên 1815520238 Researcher Presenter & Designer

Nguyễn Thùy Linh 1815520195 Designer Researcher

Hoàng Huyền Chi 1815520158 Researcher Designer

Nguyễn Đặng Sơn 1815520093 Researcher Designer

Nguyễn Hồng Anh 1715520005 Researcher Presenter

Nguyễn Thị Dung 1715520014 Researcher Designer

August 2021