Contents

1. Introduction to Vinamilk...............................................................................................................2
1.1. The Vinamilk brand story:.....................................................................................................2
1.2. Major brands:........................................................................................................................2
1.3. Product:.................................................................................................................................2
1.4. Titles and rewards.................................................................................................................3
1.5. Organizational structure:......................................................................................................3
1.6. Organization chart and managerment structure of Vietnam Dairy Products Joint Stock
Company............................................................................................................................................3
2. Current human resources...............................................................................................................3
3. Actual human resource policy of Vinamilk.......................................................................................6
3.1. Recruitment policy......................................................................................................................6
3.2 Training and developing policy...................................................................................................9
3.3 Vinamilk Co JSC wage policy...................................................................................................10
3.4 Remuneration, welfare regimes for employees..........................................................................12
4. Human Resources plan of Vinamilk................................................................................................14
4.1. Building additional personnel plans:........................................................................................14
4.2. Other human resource plans of the company:..........................................................................16
5. Comments........................................................................................................................................17
5.1 Advantages................................................................................................................................17
5.2 Disadvantages...........................................................................................................................18
6. Solutions and suggestions................................................................................................................18
6.1 Developing suitable and efficient human resources policy and planning..................................18
6.2 Human resources policy and planning are based on agreement with executives and support
from employees...............................................................................................................................18
6.3 Focusing on training and developing internal personnel in order to improve administration and
implementation of the policy and planning......................................................................................19
6.4 Setting up a fair and suitable system on rewards, fines, insurances and bonus.........................19
7. Conclusion.......................................................................................................................................19
Reference.............................................................................................................................................20

1
1. Introduction to Vinamilk

1.1. The Vinamilk brand story:

Vinamilk is the largest dairy company in Vietnam. Based on the UNDP 2007 Top 200 largest firms in

Vietnam report, it is also the 15th largest company in Vietnam. In 2010, it is the first company in

Vietnam to be included in the Forbes Asia's 200 Best Under A Billion list that highlights 200 top-

performing small- and mid-sized companies with annual revenue under US$1 billion.

The company was established in 1976 as the state-owned Southern Coffee-Dairy Company, to

nationalize and take over the operations of three previously private dairy factories in  South Vietnam:

Thống Nhất (belonging to a Chinese company), Trường Thọ (formerly owned by Friesland Foods,

best known for its production of condensed milk that was widely distributed across the South) and

Dielac (Nestlé). It was renamed United Enterprises of Milk Coffee Cookies and Candies in 1978. It

became the Vietnam Dairy Company, formally established in 1993. In 2003, following its IPO to the

Ho Chi Minh Stock Exchange, the company legally changed its name to Vietnam Dairy Products

Joint Stock Company (Vinamilk). The principal activities of the Vinamilk are to produce and

distribute condensed milk, powdered milk, fresh milk, soya milk, yogurts, ice-cream, cheese, fruit

juice, coffee and other products derived from milk.

Vinamilk products such as powdered milk and condensed milk are also exported to the Middle East,

Cambodia, the Philippines and Australia. Exports accounted for $180m in 2012. Vinamilk's main

competitors are Dutch LadyVietnam (a division of Friesland Foods), Nestlé Vietnam, Abbott, Mead

Johnson, Friso and Nutifood. In September 2016 Vinamilk signed a strategic cooperation agreement

with Chr. Hansen to develop probiotics

1.2. Major brands:

Vinamilk, Dielac, VFresh (juice & soya milk)

2
 1.3. Product:

Vinamilk offers more than 250 product categories with the main categories: fresh milk, yoghurt,
condensed milk, powdered milk, nutritious powder, ice-cream and cheese, soy milk, soft drinks.
1.4. Titles and rewards

- Top 15 companies in Vietnam

- Top 200 small and medium enterprises in asia by Forbes asia (2010)

- Top 10 the most favorite consumer brands in VietNam

- Top 5 big private companies in VietNam

1.5. Organizational structure:

The organizational chart of Vinamilk is professionally presented and the disrtribution of the

deparment is scientific and rational, decentralizing the responsibilities of each member and

department. The organizational chart helps the business operate in the most efficient way, helping the

departments work together to create a strong Vinamilk

1.6. Organization chart and managerment structure of Vietnam Dairy Products Joint Stock

Company

3
2. Current human resources

- The total labor of Vinamilk in 2015 is 5,738 people with diverse professions, age,

professional level. Vinamilk always hold the views of respecting and treating equally to employees,

not discrimination on gender, region, religion. Every person, whether in the field or the level would

have been facilitated to express their values and are part of the general success of the organization.

- Rate the level of management/total labour: 7,1%

- Rate by gender:

Gender Amount Rate

Male 4.267 74,5%

Female 1.462 25,5%

Total 5.738 100%

- Rate by age:

Age Amount Rate

Under 30 1.727 31,1%

From 30- 40 2.428 42.31%

From 40-50 1.241 21,63%

Over 50 342 5.96%

Total 5.738 100%

- Education level:

Education level Amount Rate

By profession 2.462 42,91%
College 487 8,49%
The University 2.694 46,95%

Above the University 95 1,66%

Total 5.738 100%

4
- Through the data table above, we see the number of male workers account for more than 70%

of the total labor of Vinamilk. Moreover the number of workers under 40 years of age accounted for

more than 50%. This allows us to see the human resources of Vinamilk is a strong human resources,

are in the best age for the dedication and work.

- This is pretty high quality resources, more than 50% of the total number of workers have from

college. A majority of the workforce by the University account for 46.95%, this is an advantage of the

human resources of the company.

- Vinamilk has the experienced and enthusiastic commitment management team to the

company. Chairman Mai Kieu Lien has 30 years of experience in the dairy sector and key role in the

development process of our company until today. Other members have an average of 25 years of

experience and ambition.

- The industry’s main product survey at Vinamilk shows that the average annual product value

of Vinamilk employee is about 173 million dong, equivalent to the labor of one software engineer.

- Vinamilk has a team of engineers who have been trained aboard and both promote and apply

effectively the knowledge they have learned in school.

- Human resources is one of the important sources always Vinamilk focus and development.

Reasonable personnel policies, engaging in the areas of recruitment, training and development,

compensation and welfare. Human resources development, implementation, maintenance and

continuous improvement. In 2015, Vinamilk continues to pursue the goal of talent pool by continuing

to implement the legacy human resource planning program (SP) and the program administrator

trainee.

- Vinamilk is honored to receive the best 100 jobs in Viet Nam with the second position in the

overall and the most attractive employer brand in term of salary, bonus and welfare; Quality of work

and life in 2014.

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3. Actual human resource policy of Vinamilk

3.1. Recruitment policy

a. Grounds for construction

- Based on the plan of labor demand and the situation of production and business activities of

enterprises. On that basis, determine the human resource needs of enterprises: how many people,

qualifications, skills, quality, etc.

- Analyze the labor supply in the labor market on the basis of that analysis to determine the

sources of recruitment and potential recruitment. In order to recruit the most qualified and qualified

laborers,

- Comparing forecasts of current and future human resource needs of existing human resources

with the supply of recruiting labor force in the market to make the most reasonable recruitment plans.

- The selection of human resources from outside the organization depends on the complexity of

the job, the nature of the type of workforce to be recruited.

- When designing the steps in the recruiting process, we need to design to obtain the most

specific and reliable information from which to base the recruitment.

b. Object

- All applicants who have butt in their place wanting to apply for positions in which the

company hires both internal and external sources.

Recruitment is considered based on views regardless of race, religion, sex, and age

c. Scope of application

Encourage applicants to come from inside and outside sources of the business

d. The goal of the selection process is to select the qualified person to work, the quality of work

through impartial impartial selection process.

e. Performance content

6
- Vinamilk is aiming to diversify the source of its candidates for leadership, management and

staff, regardless of race, religion, sex and age. The objective of the recruiting process is to find the

qualification to work, the quality of work through the fair selection process.

Labor recruitment process of Vinamilk:

-   Content of the process: This process is to guide and allocate responsibilities in labor

recruitment, ensure the supply of resources in accordance with the company's planning and policies.

• Step 1: Make a recruitment request

- The unit needs to recruit the report to the Human Resources Department to submit to the

General Director for approval

- Once the Human Resources Department has been approved, it will start recruiting

• Step 2: Recruiting

- Planning recruitment

- Establish recruitment committee

- Searching for candidates from internal and external candidates

- Select profile

- Selection

- Verification of candidate information

- Final evaluation and selection

• Step 3: Integration, trial and probation

- Integration: In order for the new staff to understand the working environment and culture of

the company, the Human Resources Department will implement the integration work including:

introduction of new staff and related departments through Forms of exchange meet, email

introduction ..., disseminate to the staff policies, content and regulations of the company.

- Trial and Appraisal: Depending on the position of the recruiter, the qualifications and

experience of the new employee, the recruiting unit will coordinate with the Human Resources

7
Department to apply appropriate assessment methods. in probationary period. Qualified employees

will be officially recruited by signing a contract of employment.

Current recruitment policy:

Vinamilk's goal is to be a multidisciplinary group, a global brand with a professional workforce.

Therefore, the recruitment policy is geared towards diversifying the sources of candidates for

leadership, management and staff.

Recruitment programs of Vinamilk:

- Business Internship Program: It is one of vinamilk's recruiting programs aimed at dynamic,

energetic, ready-to-work and enthusiastic students. The program is a great opportunity for young

potential candidates to join and grow with the professional and strong team of Vinamilk. Students will

be trained the necessary skills alongside practical work experience.

- Recruitment program at universities: Every year, Vinamilk companies hold recruitment

programs at major universities nationwide. This is not only a great opportunity for students to

participate in the application but also the opportunity for you to learn, exchange experience.

- For managers: Priority will be given to children of staff who have graduated and are directly

recruited into the company.

- For key staff will be promoted, promoted from the staff in the company. Prioritizing the

recruitment of your child's employees has several benefits, including: Reduced enrollment costs.

Employees can take advantage of the experience of their employees and thus reduce their training

costs, as well as reduce the cost of training. Integrating new employees with work, creating

motivation, sticking and loyalty to longtime employees.

- Some limitations: Vinamilk has established a reasonable and reasonable recruitment process.

However, there are still some limitations such as:

Process steps are often not fully implemented, especially in the recruitment planning process. It is

forecasted that the demand for human resources and the analysis of the current situation of human

8
resources, which are required to be continuous and of a permanent nature, shall be carried out only

when there is a change in the human resources. relocation or expansion of production.

Reduce and eliminate important stages of recruiting new employees, paying attention to the costs of

recruiting and employing employees, but forget that each step of the process is of equal importance.

- The process is reduced to the maximum "select and use", lost the training period to guide

employees, new workers while the training level of Vietnam is not close to the reality of each

enterprise

- Human resources tend to be taken from the bottom to the top, rarely transverse or cross,

leading to inability to utilize labor appropriate to that position should not use the optimal source of

labor.

When promoting people who are working in the organization, the formation of a group of

"unsuccessful candidates", factional sabotage, internal conflicts that affect management and quality of

work, can not change the quality of labor, not create new life in the business

3.2 Training and developing policy

The policy are developing based on work requirements, department/division demands, company

operational situations, business plan and technological applications, etc. All employees who need to

improve their abilities and skills to qualify for work, are subjective to this policy. The objectives are

maximizing the company workforce efficiency and preparing for the development of the company. It

included specialized skills and knowledges, policies, communication and cooperation, compulsory

trainings and other improvements. The process are:

- Step 1: Determining the needs. Training and developing plan have to update and establish

annually based on requirements, improvements and developments of the job.

- Step 2: Planning for each departments. The departments register according to the following

information: List of courses, type of training (internal, external), number and staff list of the course,

needs from employees, duration, expected cost, ect. The board of directors review and approve for

each departments.

9
- Step 3: The company training and developing plan. Human resource department reviews all

the plans in term of suitability, needs, budgets, etc. After approved by the director, all the departments

have to follow and implement as planned.

3.3 Vinamilk Co JSC wage policy

a. Construction base.

- Government regulation about money to employees: This is an important foundation to

company for building an appropriate wage policy in accordance with company factual situation and

legislation.

- Company financial situation: This is a significant base to define wage fund, its formation

sources for wage policy to comply with company practical finance along with assuring the stimulation

and equitable to employees.

- Working condition and the structure of labour: base on these to determine salary grade and

coefficient for each subject of labour apply to each working condition, position and titles.

b. Applicable entities

- Entire employees, staff and managers working for company have great performance and

effort on working progress.

c. Application field

- Senior managers in board of directors, executive committee, entire staff and employess are

working in company

d. Building purpose

- Wage policy of Vinamilk company builded is high competive, aims to attract, held and

encourage employees to join in and dedicate in long – term for the development of the company.

- To every individual receives their equitable, appropriate when recognize and reward

individual, staff, employee achieves standard, ability and degree of readiness toward assignment.

- To create motivation and encouragement for company employees to pay more effort on

working and make a long – term attachment to the stable development of company.

e. Content implement

10
  Salary level and wage structure:

- The level of remuneration, wages need to attract, retain and motivate members of the Board

of management (BOM), the leadership to run your business successfully. Part of salary based on the

results of operations of the company and of each individual. When proposing the salary, the salary

and compensation Subcommittee of the company have looked to the factors on wages and jobs in the

industry, compared with the equivalent company, Vinamilk's activity results in General, as well as the

individual. Reward program every year in this business is applicable to all employees in the company.

- When proposing salary, the salary and compensation Subcommittee of the company consider

elements of wages and employment in the sector, compared with the equivalent compan ies operating

results of Vinamilk in general and also as individual members of the Board the Board of management

(BOM) and staff home the PIN, reward programs also apply to entire employees in the company.

- Be the enterprise with abundant financial resources, so the remuneration for each meeting of

board of Vinamilk is dreaming with other businesses. In the year 2015, gross benefits, salary fund of

the members of the Management Board and the Executive Board of Vinamilk reached 67.3 billion. In

particular, the remuneration for the Board is nearly 4.9 billion. Not only leaders get good

remuneration mode of generation, compensation of employees of Vinamilk is rising.

 The salary announcement

- The salary of all the members of management and the Executive Board are published

annually. The content of this publication to help investors understand the relation between the salaries

of key positions with their city. Starting wages for the workers in the production line is from 1.8

million, and for managers is 4, million.

- Vinamilk-believe that human beings are the most precious assets of Vinamilk should we see

wages is also the most efficient investment money. Thus, working at Vinamilk, you will get salary

with ability and competitive compared with the market.

- Recognizing your contributions also Vinamilk special interest. The program reviews the

working efficiency of employees and the annual bonus levels attractive expressed respectfully

11
Vinamilk's for your success and reflect equity among employees. In addition, the health insurance

program, support vehicles is also one of the featured benefits Vinamilk brought up.

3.4 Remuneration, welfare regimes for employees

a. Construction base

- Regulation of the State welfare system with workers: it is important to base the company built

the suitable remuneration policy with the real situation of the company and with the provisions of the

law.

- Financial situation of the enterprise: it is important to determine the base wage for welfare

policy is to match the financial reality of the company at the same time ensure the irritation with the

workers.

- Working conditions of employees: based on this to identify the types of allowances as toxic

allowances, allowances, periodic health examination,etc.

- The labor situation in the enterprise: to determine the number of pregnant women workers

upcoming vacation, maternity, labor’s upcoming retirement, the position titles within the company to

determine the type and level of benefits suits.

b. Applicable entities

- All the workers, employees and management staff working in public.

c. Application field

- The entire board room, parts of the company.

d. Building purpose

- Help employees to get peace of mind during your work.

- Stimulate the morale of the staff.

e. Content implement

12
- Vinamilk aware its influence to the communities and the sustainable development of society.

Vinamilk also comprehend the success of a business will not simply be the numbers of the sales on

the annual report but also the remarkable and enduring values that businesses that build and bring to

be for hotel guests and both the human resources in the company. Vinamilk has identified the human

factor is the key factor leading to the sustainable development of the company. Vinamilk has spread,

the policy for the remuneration of the worker:

 Full job guarantees for workers, the income of workers increasingly improved. In addition to

income from wages, workers also have more income from the profits are divided according to

their ownership percentage in the company if the company has several business interest. For

example, in the year 2015, the company reached revenues of 40,222, up 14.3% compared to

the year 2014. Profit after tax increased 28% to 7,769 billion when the costs of employees

amounted to 632 billion, almost double the same period.

 Vinamilk make effort to create professional working environment and not least friendly, open

to every individual to promote creativity, potential liberation itself, henceforth create

differences. The efforts of the employees are the company recognized and rewarded

promptly. That's motivation to help people interested in working and willing to embrace new

challenges.

 The full realization of the rights, the obligation for workers in accordance with the provisions

of the law. Vinamilk is committed to ensure the laborers work in conditions of safety and

health care.

 Vinamilk always fulfill the activities to ensure the health and safety for workers such as

training on occupational safety for 100% of the employees are working in factories, farms,

factory; training, fire fighting rehearsals for 100% of the workers. And fulfill the work to take

care workers health such as construction of the Medical Division at all location activity of

Vinamilk, periodic health examinations every year for employees under the collective labor

agreement : South labour once a year, the female labor: 2 times/year or use the package of

health care insurance and accidents for workers outside the insurance program under the

13
 provisions of the law to provide a better health care for workers Member of Vinamilk. In

2014, the program is open to all employees.

 Support and created all conditions for workers to participate in training courses on

knowledge, skills as well as the expertise of the experts from home and abroad to enhance

professionalism. And the company always create every opportunity for the workers always try

and want to advance in your job.

 Sports activities, arts, picnics, dancing, ... be hold by the company regularly also helps

employees have fun moments, therefore people have the opportunity to know each other and

develop effective team working spirit.

4. Human Resources plan of Vinamilk

4.1. Building additional personnel plans:

4.1.1 Evaluation factors:

In order to develop an additional personnel plan, the company must base on the following factors:

- Annual production and business plan, with special focus on:

 Total output value

 Sales revenue

 Quantity, product structure

- Plan the scale of the company's development

 Expand the existing facilities and production capacity

 Construction of new factories

 Upgrading capacity, equipment, technology

- The percentage increase in annual labor

- Number of employees decreasing natural annual: retirement, death, maternity leave…

4.1.2. Content of performance:

 Step 1: Analyzing and using human resources:

 Analysis of the lack of human resources:

14
In this step, personnel officers calculate the number of current employees in the company according to

each department and position in order to determine which departments, divisions, sections

missed. According to that, personnel officers consider to transfer employees to missed department or

recruit new workers. 

 Analysis of human resources structure:

Human Resource department determine the demand of workforce in each major by the comparison

between the demand and the number of existing human, they can see deficiency and redundancy of

labors.

 Analysis the using of professional skill, career and seniority

 Step 2: Determining the demand for human resources:

 Company determines labor demand based on factors such as:

External factors: economic situation, laws, technological changes, labor market...

Internal factors such as financial ability, production plan...

Two variant of demand forecasting in Human Resource:

 Short-term labor demand is determined on the basis of:

+ Production plan of the company:

Expanding factory to increase capacity to meet the long-term development needs of the market:

Maximize and optimize the capacity of existing plants, invest in building new plants with the newest

advanced technology in the world to maintain the quality of products up to international

standards. That ensures the equipment and technology used in Vinamilk is always modern and

advanced technology.

+ Labor standards set by the government.

 Long-term labor demand is determined by the company based on the following factors:

+ Future business plan

+ Objectives of the business

Continuing to consolidate and expand the distribution system such as opening more points of sale and

increasing distribution coverage. Vinamilk will continue to promote the development of modern

15
distribution channels and convenience stores to build image and reach out to young customers with

high income. At the same time, they remain to invest and develop rural markets.

With the objective of supplying sufficient raw milk for the production of pasteurized milk and fresh

milk, the company will develop and expand the existing farm size and invest in building new farms.

 Step 3: Make a Balance Sheet of demand and supply of Human Resources

 Identification of additional labor force needs: complementary replacement and

complementary development.

 Identification of additional labor force resources: from the enterprise itself; universities,

colleges, vocational schools; other businesses; local labor sources…

According to the balance sheet, the company will know the number of surplus or missing staffs in

each division. After that, they make decision to transfer people from surplus to missing or recruited to

supplement the lack of labor.

4.2. Other human resource plans of the company:

4.2.1. Emulation plan:

- Based on business situation and the financial situation of the company to determine the

emulation and costs for each specific plan.

- The number of employees and labor structure of the company to determine the exact object

for each emulation plan to ensure the feasibility of the plan.

For instance, Vinamilk aims to "Invest in equipment innovation, technology to improve productivity

and efficiency of enterprises", Vinamilk's leaders identified the following solutions:

- Impulsing the application of scientific and technological advances in production to raise the

categories and the quality of products; Improving the designs and packages, selecting appropriate

technologies for new product; raising the level of competition for the same products on the market;

The company has a reward policy for employees who contribute technical innovations to increase the

efficiency of business.

- In the past 5 years, the Company has invested more than 6,500 billion dongs from its own

capital to invest in building many factories with high level of automation. Currently, Vinamilk has 13

16
factories nationwide. This is the key to improving labor productivity and efficiency of Vietnamese

dairy.

4.2.2. Reward Plan:

In order to encourage employees to strive and dedicate themselves in every position, Vinamilk build a

lot of policy emulation. Collectives and individuals achieve excellent performance will be evaluated

and rewarded worthy, timely according to the agreed rules, fairness and openness.

Every year, the company will organize the year-end summation of business:

- Attendant include the leaders and staff members in the company.

- At the year-end summation, Vinamilk's board of directors together reviewed the main

activities in production and business and mass movements last year, information on the achievements,

overcome the weaknesses and task orientated for next year.

5. Comments

5.1 Advantages

- Recruitment and selection: The company applied the method of recruiting, selecting equally

and objectively, therefore, the quality of employees is qualified and suitable for the jobs. The

company recruiting and selecting policy often aims to diversify the source of candidates for managers

and staffs. Performance appraisals are done quarterly and annually by managers and staffs.

- Training and developing: The company focuses on implementing policies that ensure

reliability, stability and comfortable for all employees. The employees have chance to promote their

abilities. In addition, the rights and obligation of health insurance, social insurance and reward system

are clearly implemented.

- Creating favorable conditions for employees to work loyalty: send employees and their

children to study oversea on dairy and dairy products, automate the technological process and

production, machinery and equipment for food production, management in the dairy industry.

- Highly experienced and ambitious leadership team, proven by business performance:

Engineers who have been trained overseas, have developed and applied their knowledge effectively.

17
Many youngers have become core employees in the company's factories and the sense of building for

the company's success is very good. The industry's main product survey at Vinamilk shows that the

average of total annual product value of an employee is about 173 million VND, equivalent to the

labor of one software engineer. The experienced sales teams supported distributors, retailers and

consumers well while promoting the company's products.

- Compensation policy: Ensuring adequate work for the laborers, income of the employees is

improved. Rewarding and disciplining policies are implemented equally and immediately.

5.2 Disadvantages

- Employees are recruited mainly from nearby factories, thus some still need to train to qualify

for the job.

- Training and developing policy is not implemented completely due to the large number of

employees and applying new technology into production line. Employees are required to adapt,

develop their skills quickly and frequently.

- The company implements many actions into motivating and maximizing employees’ abilities.

However, these actions are sometimes not effectively and completely. It is required management team

to monitor closely to ensure the implementation.

6. Solutions and suggestions

6.1 Developing suitable and efficient human resources policy and planning

This is very important for any company. If the policy and planning are not based on the actual

situation of the company in terms of: financial situation, business operation situation, human

resources status of the company (in terms of both quantity and quality), it will cause misleading in the

implementation, ineffectively and costly business.

6.2 Human resources policy and planning are based on agreement with executives and support from

employees

Any human resource planning policy that does not have the support of the executives and employees,

the policy or plan will be subjective, unrealistic and inefficient.

18
6.3 Focusing on training and developing internal personnel in order to improve administration and

implementation of the policy and planning

To achieve the objectives, the company needs to step up the training and development of human

resources. However, massive trainings are considered. To improve the quality of staff training at

universities, the company should take the following measures:

- Monitoring closely and evaluating learning outcomes of the employees.

- Arranging study time properly to facilitate learning, while ensuring the working performance.

- Having a master plan of training and developing for the cadres.

- Encouraging training by providing employees with time and wages, and at the same time

offering rewards to self-training employees.

- Foreign languages, office skills, behavior and communication for work need to be provided.

6.4 Setting up a fair and suitable system on rewards, fines, insurances and bonus

Rewards, fines, bonus, insurance are one of the basic motivational measures for employees in the

company. These systems motivate employees to work, promote creativity, and encourage

implementation. Bonus is an additional wage, it motivates employees to try their best in maximizing

efficiency at work. Fines: Employees must complete the work properly on time and follow the rules,

therefore, in order to ensure fair compensation, the company should take actions.

7. Conclusion

Human resources policy and planning is one of the most important factors to any company and

business. It affects directly on the existence and development of the company. Vinamilk has a

qualified and young workforce. To maximizing workforce and achieving company’s development

goals and strategies, the company needs to establish suitable and efficient policy and planning. In

addition, attracting talents, training and developing high-qualified personnel, and motivating

employees are extremely important. Human resources policy and planning have to be established and

updated based on current financial and operational status. Investing in human is always profitable.

19
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