HR round table discussion
Last week, Harvey Nash Vietnam organised a small group discussion gathering HR Directors and Managers from different sectors in Ho Chi Minh City. Mr. Alistair Copeland, Managing Director of Harvey Nash Vietnam moderated and stimulated interesting debate and discussion around the topic “How can HR add more value to the CEO?”
Mr. Alistair Copeland – Managing Director, Harvey Nash Vietnam and Participants of Harvey Nash HR Roundtable discussion
The discussion used the key findings from the latest Harvey Nash HR Survey 2016 as the fundamental points for debating.
Key findings from the survey
- 66% of the respondents think CEO undervalues the top HR Leaders
- Majority of HR Leaders in Vietnam are younger than the age of 50 yet 66% are member of the Board of Director
- Talent management, recruitment and employee engagement are the top three HR priorities.
- While the Board globally sets high priority in employee engagement (60%), the Board in Vietnam wants HR to prioritise HR system & process (61%) to improve the HR operation itself
- Recruitment remains the biggest challenge for HR professionals with 58% respondents agree, increase 3% from last year
Some of the most valuable points from the discussion
1. The increase in the level of importance in top three HR priorities – talent management, recruitment and employee engagement – represent a healthy outlook for growth: companies are recruiting, leadership teams are managing their talent to ensure that the workforce is engaged and therefore retained. In short, companies are investing in and protecting their greatest asset which is their people.
2. In Vietnam, there are two out of three HR priorities are similar with the global. However, while the Board globally sets high priority in employee engagement (60%), the Board in Vietnam wants HR to prioritise HR system & process (61%) to improve the HR operation itself. To explain this, the participants raise some of the arguments below:
a. Vietnam has recently encouraged the development of start-ups in the country. It is important for a start-up to have system in place to attract and manage employee.
b. Culture is part of the DNA of HR practice in Vietnam. A clear hierarchy system and the way the system works is very essential for a business.
c. Vietnam has a very young workforce and that is why it is a needs for policy to create the outline expectation for employee to drive them forward.
Do you have other thoughts on these discussion and debates? We would love to hear from you. Talk to us about it.
Alistair Copeland – Managing Director, Harvey Nash Vietnam
Truong Hong Tam – Director, Business Process & HR Services, Harvey Nash Vietnam
Quach Nguyen Huyen Chi – Head of HCMC HR Services, Harvey Nash Vietnam
Vu Thi Nam Ha – Head of Hanoi HR Services, Harvey Nash Vietnam
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