HRM in Perspective: Vietnam

LH ResourcesLH Resources 11

HRM in Perspective: VietnamHRM in Perspective: Vietnam

Are you ready for the Next Decade?Are you ready for the Next Decade?


HRM in Vietnam: in PerspectiveHRM in Vietnam: in Perspective

A Six Part Seminar to learn:- to look at Personnel Management in Vietnam- to list the duties of a complete HR Manager- what is needed for true performance appraisal - to persuade top management of a needed change- to further professionalize HRM in your company- to look at the future of HRM in Vietnam


1. A look at Personnel Managementin Vietnam

A. HRM is underdeveloped- Lack of basic HR Tools- No experience with several HR Tools- No ‘best practice’ to learn fromB. HRM is underpowered- No HR expertise in Top Management - No strategic or tactical influence- No authority to sign contracts



HRM in Vietnam is

under-estimated and under-used

because it is

under-developed and under-powered!



HRM in Vietnam needs to be developed (= trained in use of more HR Tools)

and

empowered (= authorized to make decisions, and to be included in the

strategic and tactical process)



Which areas of HRM knowledge and skills do YOU consider to be

underdeveloped?


2. The duties of a Complete2. The duties of a CompleteHR Manager Manager

The 3 main HRM duties:

1. Providing the organization with able personnel

2. Providing accurate and actual personnel information

3.3. Informing management and personnel about Informing management and personnel about the conditions of employment, and enforcing the conditions of employment, and enforcing their application.their application.

See the ‘Model Job Description of a HR Manager’See the ‘Model Job Description of a HR Manager’


2. The duties of a Complete2. The duties of a CompleteHR ManagerHR Manager

HR Managers are expected to deal with HR Managers are expected to deal with personnel issues, but are not equipped with personnel issues, but are not equipped with organizational know-how or authority. organizational know-how or authority.

As long as this is the case, HR Managers are As long as this is the case, HR Managers are limping on one leg.limping on one leg.

There is a solution.There is a solution.


2. The 2. The duties of a Complete of a CompleteHR ManagerHR Manager

Human Resource Human Resource Management evolves into evolves into Personnel & Organization ManagementPersonnel & Organization Management


2. The duties of a Complete2. The duties of a CompleteHR ManagerHR Manager

In addition to the 3 In addition to the 3 main HR duties, add: HR duties, add:

4.4. Mapping, Mapping, actualizing and (re-)designing the and (re-)designing the organizational structure, job descriptions, structure, job descriptions, and work procedures.and work procedures.

5.5. Managing Change Processes.Managing Change Processes.


3. What is needed for true3. What is needed for truePerformance AppraisalPerformance Appraisal

“What you reward is what you will get!”

Michael Le Boeuf


3. What is needed for true3. What is needed for truePerformance Appraisal?Performance Appraisal?

Information, Analysis and Solutions to connect

PEOPLE

JOBS LINES

Jobs + Lines = Organizational Structure



4 conditions:

1. A crisp-clear P&O Vision

2. A well-defined P&O Mission

3. A set of SMART Goals

4. Well-trained Managers

AND ….



… 4 well-integrated ‘P&O’ Systems:

5. Job Evaluation System

6. Performance Appraisal System

7. Personnel Information System

8. Organization Information System


4. Persuading Top Management of a Needed Change

Top Management hires specialists to take care of things they can’t do themselves.

When you go and see a doctor, you take his advise seriously, and do as he/she recommends. You grant the doctor authority.

When you are a HR or P&O specialist, you are like you are like the doctor. the doctor.

BUT: you need authority to do your job properly.



How do YOU persuade Top Management?



Persuading Top Management requires an effective sales technique:

1. Get agreement about a problem situation. problem situation.2. Provide significant data and a brief analysis.2. Provide significant data and a brief analysis.3. Tell 3. Tell what will happen if the problem will not what will happen if the problem will not

be resolvedbe resolved;; include Time & Money. include Time & Money.4. Conclude that the problem must be addressed.4. Conclude that the problem must be addressed.5. Propose the solution, including Time & 5. Propose the solution, including Time &

Money.Money.


SAMPLE PROPOSALSAMPLE PROPOSALTo: _______________________(Top Manager)To: _______________________(Top Manager) Date: _________Date: _________From: _____________________(HR Manager)From: _____________________(HR Manager) Dear _____ ,Dear _____ ,

Situation (unwanted situation / problem / need):Situation (unwanted situation / problem / need):________________________________________________________________________________________________________________________________________________________________________________________________________________

Data (facts / analysis):Data (facts / analysis):________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________(What will happen if the situation is not taken care of:(What will happen if the situation is not taken care of:________________________________________________________________________________________________________)________________________________________________________________________________________________________)Conclusion:Conclusion:________________________________________________________________________________________________________ ________________________________________________________________________________________________________

Solution (to improve the situation / solve the problem / fill the need): Solution (to improve the situation / solve the problem / fill the need): ________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ ________________________________________________________________________________________________________ This is ok.This is ok.Signed: (HR Manager)Signed: (HR Manager)

_____________________________________________________________________________________________________________________________ ___________________________________________

AgreeAgreeDisagreeDisagree

Comments by Top Manager:Comments by Top Manager:________________________________________________________________________________________________________________________________________________________________________________________________________


5. Professionalizing HRM

Knowledge is Power, Know-How is using it. HR Managers need development:1. Training in more HR Tools (360° Feedback

Interviews; Career Planning; Personal Development Plan; Performance Appraisal; Coaching; etc.) to become Full HR

2. Training in Organizational Tools (Job Evaluation; Organizational Design; Change Management) to enable them to be Full P&O


5. Professionalizing HRM

HR Managers who are Full HR, and those who make it to Full P&O, need authority to do their job.

Empowerment is delegating power to entrusted professionals, in fields like:

• Hiring (incl. signing contracts) and firing• Career Planning• Organizational support


6. HRM in Vietnam: HRM or P&O?

Four Future Scenarios:

1. HRM remains as it is – things get worse

2. Integration of HR duties in the line manager’s job – HR is reduced to administration

3. HRM will develop into Full HRM

4. HRM will develop into Full P&O

Your choice …?


HRM in Vietnam: in Perspective

Thank you for your attention.


HRM in VietnamHRM in Vietnam

Be ready for the Next Decade!Be ready for the Next Decade!

Develop & empower yourself!Develop & empower yourself!

HRM in Perspective: Vietnam

Documents

Transcript of HRM in Perspective: Vietnam