HR Policy

STRATEGY AND POLICY OF PERSONNEL:

1. Personnel strategy :

- Developing human forces with positive attitude and qualified capability to have the managerial system operated efficiently.

- Building a skilled staff with great dedication and self-improvement on a spirit of cooperation with other colleagues to bring in a typical core value.

2.    Development policies of human resources.

- Human resource plays the role as one of key and precious sources.

- Creating skilled human resources to best serve the company’s production activities of automobiles and further contribute to the country’s automotive industry.

- BIM has carried out long-term human policies through training programs and appropriate allocation of work with an aim to provide the most favorable working environment for each individual’s development in accompanying with the company’s.

- Human resources should absorb the company’s typical culture and ensure the integrity of core value that has been taken shape with the time.

3.    Recruitment policies:

- Being consitent and public all over the system.

- Recruiting based on needs and standards

- Giving preference to candidates with experience in the automobile industry and to local labour forces.

- Attracting high-level human resources and specialist trained abroad.

4. Training policies:

- One of the most important mission in building and developing human resources.

- Applying the diversifying coaching program:  integration, operations, improving skills, new technologies ..., internally or externally.

- Focusing on training, coaching by work: superiors train subordinates, higher level specialists/workers train lower-level ones.

- Using personnel rotation to train through actual works.

- Training the productive personnel from the Chu Lai Truong Hai Complex Vocational College.

5.    Human Management and Development Policies:

- Managing labours according to laws and internal rules, regulations , policies of the company.

- Building good relationship between human resources by developing unions appropriate to the company’s culture.

- Managing human resources from the top units, with tight decentralization and high responsibility.

- Using job description, defining responsibility and authority to each job title.

- Using promotion, reward and descipline based on the assessment of attitude and ability of each individual.

6.    Salaries, bonuses, remuneration and benefits policies:

- Assuring that the incomes of employees are competitive and coresponding to organizations in the same industry, same region and at the same time.

- Salary income includes basic salary and other allowances commensurate with the effort, responsibility and labor efficiency.

- Collectives and individuals with outstanding achievements will be honored and rewarded, worthily, timely, openly and fairly.

- Periodic reward regime at the middle and the end of the year, depending on the results of operations

- Unscheduled reward regime based on the achievements of individuals and collectives.