contents

01 02
Individual behavior  Introduction of FPT Company 

03 04 05
Individual behavior of FPT Job satisfaction of FPT’s staff Suggestions
Company 
 II. Introduction
of FPT Company
 Introduction of FPT Company

FPT is the largest information technology service company in Vietnam with its core
business focusing on the provision of ICT-related services.

2019 Revenue Workforce

27.717 28.781
billion VND employees

Present 3
In 45 core
business
countries
sectors
The impact of
FPT's
organizational
structure on
individual
behavior

The Board of Directors reserves
the right to make decisions that
make individual actions more
uniform and simpler when
following their decisions
Positive impact
FPT has its own specialized departments
for each function so the information
processing process becomes easy and
professional, each individual will have
the opportunity to show and do his or
her own specialization.
 Leadership and power
Leadership levels are shown in the organizational structure at the top,
indicating that the business has many levels of leadership from
the highest to the lower levels.

Chairman of the Board of Directors Mr.Truong Gia Binh is a

democratic leader who often assigns his management power to
subordinates, taking advantage of the opinions of them and
getting them involved in the drafting of decisions.
 FPT is one of the enterprises
Characteristics of currently owning the no.1
Structure of FPT human human resource in IT industry
in Vietnam.
human resources structure
resources

Human resource is the core value

and a solid foundation that
helps FPT constantly create
effective added values for
customers.
 Impact of FPT human resource structure on individual behavior

Positive
FPT's human resources are generally highly
qualified with more than 60% have master
degree or higher, this motivates individuals to
behave civilly in accordance with colleagues
and superiors, and create motivation. to develop
and improve their levels.
negative
They still have young human structure and few
activities in the technology sector, however,
the most senior leaders of the company are at
high ages, this is somewhat less convincing
for employees.
JOB SATISFACTION OF
FPT’S STAFFS
 J O B S A T I S FA C T I O N

Employees' satisfaction survey (3,000 staffs)

Method: AC Nielsen's assessment method with identification of four

main factors:

• Pull index
• Push index
• Motivated factor
• De-motivated factor.
 
General outcomes
 General outcomes

FPT is an attractive company

The pull index and an incentive index

approximates the level of Asia Pacific.

>< FPT's pushing and indexing factors

are also higher than the base ground.
 General outcomes

• Nearly 50% of employees: identify long-term

commitment to FPT.

• Up to 32% of employees: willing to consider

other employment opportunities.

• Up to 57% of employees think FPT is "paying

below the market average".

=> The result of a relatively complicated salary

system of FPT.
TWO MOST IMPORTANT FACTORS
AFFECT JOB SASISFACTION
0 2 . TWO MOST IMPORTANT FACTORS AFFECT JOB SASISFACTION

 
The two most important factors
• the career development
• the working environment. (FPT satisfies
this factor)

Factors that rated well in the pull index:

Reputation of the organization
A FACTOR THAT PUSH THE EMPLOYEES
OUT OF THE COMPANY
A FACTOR THAT PUSH THE EMPLOYEES OUT OF THE COMPANY

The sense of personal vague is (No. 1 driving

force) (72). %).

FPT employees are not really aware and feel

that they have a clear career path.

=> Solution: Complementary communication

programs
the lack of a complete and comprehensive
staff assessment system (62%).
 V.
Solutions
 Solutions for managers

01 02
Provide A Clear Career Improving working
Path conditions
- Coaching and mentoring sessions - More freedom in deciding issues such as
- Map out their career goals choosing methods work, work order and
- Making employees feel responsible for the working time
work - Caring more about employees’ health
- Providing timely and accurate feedback on
the accomplishment of employees’ duties
03
reward and
recognition

- Building regular employee evaluation

system
- Gift cards to popular coffee shops or lunch
spots
- Quarterly and yearly bonuses

01
Direct themselves to right
perceptions, positive attitudes
and standard behaviors
03
Self-monitoring
Solutions for managers
02
Understand that there are many
different personality traits which link
with a range of individual behaviors at
work
04
Do not let bad moods and destructive
stress last for so long