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The First & Leading Professional Human Capital Institute in Vietnam www.viethcmi.edu.vn
The First & Leading Professional Human Capital Institute in Vietnam
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OUR UNDERSTANDING
We believe that human capital is the backbone of any successful organisation. Success lies in optimising employee efficiency and that when your employees develop, your business succeeds.
VISION
MISSION
OBJECTIVES
About VIET HCMI
To be the first and leading professional Human Capital Institute in Vietnam.
VIET HCMI is a professional institute for HR professionals and leaders in human capital management and development in Vietnam.
GETTING THE MOST OF YOUR DEVELOPMENT WITH OUR VIET HCMI
A subsidiary of Talentnet - Leading HR Consulting Firm In Vietnam
To accelerate Vietnam’s HR professional development to advance breakthrough business performance.
To offer practical courses to improve company work efficiency. To accompany you on your path to improve employee quality combined with business results. To deliver customised programmes by our global and local trustworthy partners to drive the most outstanding results.
Originating from the Human Resources Services unit of PricewaterhouseCoopers Vietnam, Talentnet is one of acknowledged as the leading HR consulting firm in the country, with nearly 20 years experience in the local labour market.
With the mission “To make a difference in every organisation and employee”, Talentnet is passionate about contributing to a better working life for Vietnamese employees through professional HR solutions designed to meet the diverse needs of Vietnamese and international clients.
Our Premium Partners
Since its inception, the Singapore Management University (SMU) has built a strong reputation as an innovative and progressive management university with a well-established interactive pedagogy incorporating business cases and seminars, and – very distinctively – strong links with business and industry. Given the rapid changes in the world of work and learning, as well as the challenges of the future economy, SMU sees the opportunity to contribute to adult education in Singapore and the region through the establishment of the SMU Academy. The Academy, with its pillars of Financial Services; Human Capital, Management & Leadership; and Technology & Intelligent Systems leverages SMU’s reputation and linkages to prepare our workforce with the competencies and career resilience required for today’s rapidly changing world.
The professional body for experts in people at work. For more
people development, as well as driving positive change in the
With hubs in the UK, Ireland, Middle East and Asia, they’re the career partner of choice for more than 145,000 members around the world. They’re the only body in the world that can award Chartered status to individual HR and L&D professionals, and their independent research and insights make them trusted advisers to governments and employers.
Established in 1965, Singapore Human Resources Institute (SHRI) is a leading, not-for-profit, professional HR body, which represents over 3,000 members, comprising individuals and organisations across various industries. In line with our vision to be the leading HR authority in Singapore, championing human capital excellence, SHRI is committed to advocating HR best practices, connecting a community of HR professionals and enhancing the HR profession.
Our Local Advisory Board
MS. TIEU YEN TRINH
MR. LE HONG PHUC
• CEO – VIET HCMI
• CEO – TALENTNET CORPORATION
• VICE PRESIDENT OF YOUNG BUSINESS ASSOCIATION (YBA)
• VICE PRESIDENT OF VIETNAM HUMAN RESOURCES ASSOCIATION (VNHR)
•MEMBER OF BOARD OF ADVISORS - VIET HCMI
• FOUNDER & PRESIDENT OF VIETNAM HUMAN RESOURCES ASSOCIATION (VNHR)
Ms TRINH has built strong relationships with C-suites, top HR Leaders and HR professionals of leading industries throughout Vietnam. With 20 years’ experience in HR services and profound insightful knowledge about the Vietnamese labour market, she has successfully led Talentnet to develop strategic partnerships with Mercer and ADP Streamline. She has also consistently achieved “Doanh Nhân Trẻ Xuất Sắc TP.Hồ Chí Minh” (the award for Best Businessperson of HCMC) in 2012, 2014 and 2016.
Mr PHUC has in-depth knowledge and a rich experience in various aspects of human resource management and leadership with over 20 years’ experience in HR management. Phuc has held senior HR leadership roles at Intel, Samsung, Avery Dennison, American Standard, ICI Paints and Novaland Group.
• MEMBER OF YOUNG PRESIDENT ORGANISATION (YPO)
• BOARD OF ADVISOR OF AIESEC
• BOARD OF ADVISOR OF SMU INTERNATIONAL ADVISORY COUNCIL IN VIETNAM
MS. NGUYEN PHUONG LOAN
MS. NGUYEN THI XUAN HUONG
• MEMBER OF BOARD OF ADVISORS, - VIET HCMI
• EX-HR VICE PRESIDENT FOR UNILEVER VIETNAM
• EX-BUSINESS LEADER FOR HOME AND PERSONAL CARE BUSINESS, UNILEVER VIETNAM
• HRBP FOR NORTH AMERICA MARKETING, FINANCE AND GLOBAL SUPPORTING FUNCTIONS – UNILEVER UNITED STATES
• MEMBER OF BOARD OF ADVISORS - VIET HCMI
• HR DIRECTOR, AKZONOBEL PAINTS VIETNAM
Ms LOAN has acquired a strong business acumen combined with a deep understanding of business management, particularly in the FMCG industry. For over 20 years Loan has delivered professional expertise in General HR and Business Partnering with her well-rounded and discerning background in business consulting services, business management and Human Resources.
LOAN’s professional passion and aspiration is to help develop an employee’s personal and professional growth thus enabling them to reach their full human potential whilst also building successful capabilities within her own HR team so they become the leaders of tomorrow.
Ms HUONG is passionate about enabling people to develop and enjoys seeing people advance. Huong equates her success by measuring the success of the people who have been developed by her and she brings more than 20 years working in human resources from across different industries and different working cultures, including Electronics and FMCG in Japanese, British and Dutch companies.
• VICE PRESIDENT OF VIETNAM HUMAN RESOURCES ASSOCIATION (VNHR)
Our Local Advisory Board (cont.)
MS. NGUYEN TAM TRANG
MS. TRAN AI LIEN
• MEMBER OF BOARD OF ADVISORS - VIET HCMI
• VICE PRESIDENT-HUMAN RESOURCES - UNILEVER VIETNAM
• MEMBER OF BOARD OF ADVISORS - VIET HCMI
• HEAD OF HR – AIA VIETNAM
Ms TRANG has more than 20 years in Human Resource Management with senior HR roles in Sanofi-Synthelabo and Unilever - one of the largest FMCG companies in the world. In 2013, Trang was awarded as the Best HR Business Partner in Vietnam by Tower Watson. In the same year, Trang was appointed as VP HR for Unilever Vietnam. Trang has played an instrumental role in leading Unilever Vietnam to becoming #1 in Vietnam’s Top 100 places to work for 4 consecutive years by Anphabe and AC Neilson. She also established Unilever as the #1 Employer of Choice – across industries by Universum. Unilever’s HR team was acknowledged with the Top Award for Vietnam HR Awards ‘HR best practice’ in 2016.
Ms LIEN has been working as a strategic HR practitioner and business partner, including consulting on and leading HR solution platforms in a digital world. She has more than 15 years as Head of Human Resources in the packaged products industry including international assignments of Regional roles in Diageo Asia Pacific – the World leading alcohol and spirits company.
MS. CONG HUYEN TON NU THIEN PHUNG• MEMBER OF BOARD OF ADVISORS - VIET HCMI
• HEAD OF VIET HCMI
Ms PHUNG has been working as a lecturer and in-house consultant specialising in HR, Leadership and as a professional HR consultant for Management consulting firms across industries and organisations. Her life philosophy is “contributing, sharing and giving my personal values to others”. With more than 20 years in Human Resource Management she is highly devoted to training and to passionately sharing her vastly acquired knowledge, experience, skills, capabilities and competencies in operational business and human resources for NGOs, SMEs, educational institutions, universities and schools.
MS. PHAM VU MINH DAN (ALEXIS)• MEMBER OF BOARD OF ADVISORS - VIET HCMI
• CHIEF HUMAN RESOURCES OFFICER, TECHCOMBANK
Ms ALEXIS is a leader who aims to deliver added value in human capital management for the companies in which she works. With a wide range of experience in human resources management spanning over 15 years in both end-market and local HR leadership roles, she specialises in Talent Management, organisational Development and HR Business Partnering. She has had a meaningful career in attracting, developing and retaining the best people for organisations across Vietnam and throughout the Asia Pacific region.
Academic Advisory Board from SHRI
AMULAY NIDHI PURANIK• MEMBER OF ACADEMIC ADVISORY BOARD - VIET HCMI
• QUALITY ASSURANCE MANAGER AND MANAGEMENT REPRESENTATIVE
Nidhi is the Quality Assurance Head of SHRI (Singapore Human Resources Institute) Academy. She also served as Quality Control and Quality Assurance Engineer at Victor Components Pvt. Ltd., India.
She has ten years of experience in the education sector in Singapore and India, as Executive, Chairman’s Office at Global Schools Foundation, Singapore; Senior Lecturer at KIIT College of Engineering and Management, India; and Lecturer at BSA Institute of Technology and Management, India.
Ms Magdalene Chai is a seasoned HR practitioner with 30 years of working experience.
Magdalene has been working as CHRO in-charge of the full spectrum HR programmes, policies and services for the northern cluster public healthcare institutions and is involved the major re-structuring of the Singapore public healthcare. She sat in company’s Board HR Committee of other hospital.
Furthermore, she helmed the HR in the Singapore’s Education sector for more than 10 years in University and Polytechnic. She handled change management in these institutions. She was also in the banking sector in which she managed international HR arena.
MS. MAGDALENE CHAI• MEMBER OF ACADEMIC ADVISORY BOARD - VIET HCMI
• CHIEF HUMAN RESOURCES OFFICER
• KHOO TECK PUAT HOSPITAL & YISHUN HEALTH
• A COUNCIL MEMBER OF SHRI
MR KOH TAT LIANG• MEMBER OF ACADEMIC ADVISORY BOARD - VIET HCMI
• EXECUTIVE DIRECTOR, SHRI
37 years, Tat Liang has held senior leadership positions at various MNCs (Symantec Asia Pacific Pte Ltd; IBM Singapore Pte Ltd; Seagate Technology International; Apple Computer Ltd; and Philips Singapore Pte Ltd) across functions spanning end-to-end
In his most recent role as Assistant Executive Director, Small and Medium Enterprise Committee (SMEC) and Capacity Building Division, at Singapore Business Federation, he led the Capacity Building Division to strategise and implement business programmes and initiatives to strengthen the business community.Tat Liang holds a Bachelor of Business
in Business Administration (Specialising in Human Resource Management) from RMIT University. He has received 5 Standing Ovation Awards for outstanding leadership, programme management and people management skills including: the Lotus/IBM Asia Pacific Manager Excellence Award in 2000; Most Valuable Virtual Player Award to the Customer Business Operations Team in 2009; and the Local Industry Upgrading Programme (LIUP) Manager Excellence Award by the Economic Development Board of Singapore in 1994.
Tat Liang has been actively involved in social programmes, as coach / mentor to top students in Tampines Junior College and tertiary students under Enactus Singapore. He also sits on the Parents’ Support Group Executive Committee
Representative of SMU Academy
DR. LIM LAI CHENG• EXECUTIVE DIRECTOR
• SMU ACADEMY
Dr Lim Lai Cheng is Executive Director of SMU Academy which oversees SMU’s skills future agenda and conducts professional and continuing education training in specialised areas for working adults. She is a Fellow of the School of Social Sciences at Singapore Management University. She was a one of a team of experts invited to Stockholm by the Asia-Europe Foundation (ASEF) in 2016 to put together recommendations to kick-start a long-term commitment among policy makers and entrepreneurs to strengthen existing and emerging efforts in boosting youth employment in Asia and Europe. Closer to home, she recently put together a report containing SMU faculty’s contribution to the Committee on the Future Economy which has a special chapter focused on future jobs and skills.
Dr Lim holds a BA (Hons) and MA from Cambridge University, a Masters in Education from the Nanyang Technological University and a Doctorate in Education from the University of London. She is advisor to a few foundations, in South Africa, Slovakia, Moscow and Stockholm where she plays a key role in designing curriculum to prepare young people for the complexities of the future world of work. She was conferred the Chevalier Dans L’ Ordre Des Palmes Academiques by the French government in 2012 for her contribution towards initiatives in the area of education and technological competency building, and collaboration between France and Singapore.
PROF. TAN HWEE HOON• ASSOCIATE PROFESSOR OF OB & HR
• AREA COORDINATOR, OB & HR
• LEE KONG CHIAN SCHOOL OF BUSINESS, SMU
Prof Tan Hwee Hoon earned her PhD in Management from the Krannert School, Purdue University in December 1996. She taught at the School of Business at the National University of Singapore from 1990 to 2005 and was the Head of the Department at NUS between 2004 to 2005. She has been with the Lee Kong Chian School of Business, Singapore Management University since December 2005.
Her research interests are in the areas of interpersonal trust, cross cultural awareness and emotional management at the workplace. She has published in many international journals, including the Academy of Management Journal, Strategic Management Journal, Journal of Applied Psychology, Human Relations and many others. She was also the Asia-Pacific Editor of the Journal of World Business from 2000-2004.
Prof Tan Hwee Hoon is also actively involved in Executive and Professional Teaching, both in English and Chinese and has trained for major organisations in Singapore and China such as the Monetary Authority of Singapore, Motorola University, IMC Corp Limited, SingTel, SIA, Kerry Oils and Alcatel Asia Pacific. She also consults for organisations such as the Singapore Tourism Board, IE Singapore and the Asia-Pacific Economic Cooperation. She has won multiple awards and recognitions for her teaching, and for her role as an educator and researcher.
Asia Faculty from CIPD
KAREN BLALREGIONAL DIRECTOR, CIPD ASIA
Karen Blal is the Regional Director of CIPD Asia. She leads the Singapore based team and is responsible for growing the CIPD’s presence in Asia through building a strong and effective team and proposition. This requires ensuring that appropriate relationships are developed at the right level with Government, local partners, customers and members.
Karen supports the team to deliver solutions to its key stakeholders and oversees the development of HR networks and communities. Another key responsibility is identifying local needs and adapting the CIPD’s services to meet those needs.
Prior to the CIPD, she was the Managing Director of Trompenaars Hampden-Turner, helping organisations and individuals work effectively across cultural boundaries. Prior to Trompenaars, she was the Managing Director for Forum Corporation (now called AchieveForum) helping businesses in leadership development, sales effectives and customer experience. Karen has worked in Singapore for over 17 years. Her background is in organisational change and learning and development.
ARNOLD CHANTRAINER, CIPD ASIA
Arnold Chan is an instructor of the CIPD Asia based in Singapore and a business management expert in private practice. He helps individuals and teams find success and personal enrichment in their respective fields. He works with corporations to maximise the potential of valuable employees and future leaders.
Arnold has led several strategic initiatives ranging from business process improvements, talent management enhancements to merger & acquisition integrations in this region. His career path has included management roles such as executive coach, talent developer, global leadership trainer, sales account manager, business relationship manager, aerospace engineer, and quality assurance project leader. While working at Standard Chartered Bank, he was the appointed regional HR business partner certification programme facilitator. He trained bankers and relationship managers in programmes like “Managing Career Growth” and
“Coaching for High Performance”. His last appointment in Standard Chartered was Senior Manager of Talent & Development. He was instrumental in preparing the Bank to win the Asia Human Capital Award for Talent Management & Succession Planning in 2010.
Prior to that, Arnold was a Vice President in Group HR at DBS Asia. He led the implementation of the HR balanced scorecard and facilitated flagship management programmes for mid to senior managers in DBS Group. As part of the HR Integration Team, Arnold was directly involved in the HR transformation projects and regional harmonisation programmes.
Arnold holds an MBA from UniSA and a BBA with Distinction from RMIT. He is a fully certified strengths coach by Gallup (USA), Coaching Skills for Empowered Workforce by DDI (USA) and a trained coach of Centre for Creative Leadership (CCL). He is qualified to administer a battery of assessments, including the Strengths Finder. Arnold is also an appointed senior judge for the Singapore HR Awards and has personally audited leading MNCs and local corporates for the various categories of HR Award over the last 5 years. On a pro bono basis, he sat on various HR committees including the revision of the Singapore WDA HR competency framework and the Financial Industry Competency Standards implementation.
ANDY CHANTRAINER, CIPD ASIA
Andy is one of CIPD’s associates based in Singapore. Andy has a 20-year demonstrable track record in People Development, spanning a spectrum of industries as well as countries and cultures. He is particularly mindful and effective at flexing his facilitation style in order to help different participants achieve their learning objectives as well as creating a fulfilling experience. Currently based in Singapore, Andy was born in Hong Kong and spent his formative years and early career in the UK. With a Master degree in Personnel Management, he has been an in-house asset with two different global manufacturing firms, before moving to a telecommunication company and eventually becoming an independent consultant.
With his in-house experience and having been an independent consultant, Andy has had the opportunity to work with all the major industries, including Oil and Gas, Manufacturing, Hi-Tech Electronics, Pharmaceutical, Financial, Telecoms, global conglomerates and Civil Services.
Andy believes that it is most important to build engagement through relationships and trust. He is customer focused and his personal agenda is for the participants to feel that their time spent together with him has been worthwhile. Over the years he has developed deep appreciation of the psychological aspect behind the cultural issues and he is very mindful of its impact on today’s business world.
Asia Faculty from CIPD (cont.)
NEIL RUSSELL, MCIPDTRAINER, CIPD ASIA
Neil Russell is a Chartered Member and the only accredited instructor by the Chartered Institute of Personnel and Development (CIPD) based in Bangkok Thailand. As a certified instructor, Neil is qualified to deliver CIPD’s qualification and development programmes in Asia aimed to professionalise HR and raise HR skills.
Neil’s career has seen him work in the Middle East and S.E. Asia and he has considerable experience in markets such as Thailand, Vietnam, Myanmar as well as working with clients and operational management not only in the rest of the region but also in Africa and Central Asia.
Neil’s early career in the UK begin in the banking sector before moving into sales and sales management with leading businesses such as Midland Bank (now HSBC), Lloyds and Pitney Bowes. It was with Lloyds’ real estate
division and Pitney Bowes where he developed his sales and marketing experience. He took this experience into the recruitment industry where he enjoyed success with clients across a range of industries in Europe and Asia.
In 1998 Neil made the decision to relocate to S.E. Asia, working with CB Richard Ellis before rejoining the recruitment industry, helping establish one of the first internet recruitment portals in Thailand. After a brief time with a Hong Kong based headhunter Neil joined Manpower to set up and establish its’ permanent recruitment division and, once he had established that and developed the management team to take it forward, he restructured the company’s contract services division in Bangkok to better align the operations to the demands of both key clients and smaller customers.
Taking an opportunity to move into an internal company’s HR Neil has helped operations establish new businesses, working with operational leaders to plan their businesses and hire and develop the right talent. This has often involved not just supporting but also challenging business leaders in improving operations and processes.
Empower organisations
Empower employees
We have courses for:
• C-SUITES• HR LEADERS• HR MID CAREER• HR PROFESSIONALS• LINE MANAGERS
Join us to build and enhance your competencies, grow your career path & company.
GLOBALLY ACCREDITED PROGRAMMES
LOCALISED BUSINESS CASES AND SCENARIOS
Comprehensive Human Capital Management and People Development Curriculum conducted by the leading Asia and Vietnamese experienced professors develop and adapt global HR practices for local HR professionals and practitioners.
Powered by a leading Board of Advisors, a team of seasoned HR Practitioners to introduce practical business cases and scenarios in Vietnam markets for your learning experiments.
Why Choose Us?
INTEGRATION OF CONCEPTUAL LEARNING AND WORK- RELATED CONTEXT
ENHANCEMENT & MAXIMISATION OF YOUR COMPETENCIES
GROWTH TOGETHER WITH OUR NETWORK
Intensive action learning methods through proactive interactive, collaborative, engaged practices and discussions that foster your conceptual knowledge to adapt with the contemporary challenging HR issues and the practical problem solving.
The course outline benchmarking with regional-based standard is designed to build and enhance HR professional and practical competency framework tailored for the lifecycle and situational HR experiences in Vietnam.
Sharing, enhancing, growing your HR knowledge, experiences and talent with VIET HCMI Alumni that attain your wide exposure from other companies, industries and peer groups.
Programme Structure
Our novelty Programme Structure is especially designed to meet the demands of your business. Each module is refined and customised to ensure the curriculum is based upon learner’s existing situational business lifecycle, industry, economy and is informed by our trusted international partners.
Foundational Concepts, Theories, Models.
CONTENT
Action Learning: Collaborative Practices, Business Cases, Group Discussion, External Exposure, Reflection & Experiential Learning.
INTERACTION & NETWORKING
Individual Reflective, Work Assignment, Work-based Action Plan.
POST-COURSE-LEARNER’S OWN DEVELOPMENT
STANDING OUT FROM THE CROWD
VIET HCMI COMPETENCY FRAMEWORKYou engage with our professional trainers who provide you with customised
advice based on your career path using our competency framework.
CORE COMPETENCIES FUNCTIONAL COMPETENCIES PURPOSES
Organisational Design & Development
Labour Policies, Legistration &
EmployeeRelations
Programmes Overview
PROFESSIONAL
PROGRAMME OBJECTIVES
PARTICIPANTS
ESTIMATED LEARNING DURATION
MODULES
ADVANCEDProfessional Human Resource Management
Intensive programme with sound foundation in HRM
• HR professionals
• HR executives
• HR officers
• Fresh graduates
Total 06 Modules
A Module lasts 03 days work-shop and 01 day action learning
1. Overview of HRM
2. Selection & Recruitment
3. Learning & Development
4. Foundation of Compensation & Benefits
5. Foundation of Employee Relations
6. Performance Management
1. Advanced HRM
2. Talent Acquisition
3. Advanced Learning & Development
4. Reward Management
5. Employee Engagement and Industrial Relation
6. Operational Excellence
Intensive programme with profound knowledge and practices in HRM
• HR senior professionals
• HR Managers
• HR Mid Careers
• Business Managers
Total 06 Modules
A Module lasts 03 days work-shop and 01 day action learning
Advanced Human Resource Management
PROGRAMME OBJECTIVES
PARTICIPANTS
ESTIMATED LEARNING DURATION
MODULES
STRATEGIC SELECTIVE
Strategic HR for C-Suites:
- Human Capital as Strategic Resource
- Aligning Human Capital Practices with Organisation Size and Structure
- Creating Organisational Culture through People Management
- HRM in Global Environment
- HR in a New World: Digital HR, Social Media, Mobility and Outsource
1. HRBP Development Programme: (4 Modules)
2. Managing Workforce Planning
3. Progressive Strategies forTalent Management
4. HR Essentials for Non HR Managers
5. HR Generalist
Customised programme with most updated Human Capital trends and challenges in Vietnam
• C-Suites
• HR Leaders
• HR Senior Managers
Total 01 Programme
Programme lasts 02 days work-shop and 01 day wrap-up
Customised short courses for specific needs from corporates, HR professionals and Non HR Managers
• HR professionals
• HR Managers
• Business Managers
• HR Leaders
Total 08 Modules
A Module lasts 02 days work-shop and 01 day wrap-up (depending on Module)
Strategic Human Resource Management
Foster/enhance specific knowledge and skillsets
OVERVIEW OF HUMAN RESOURCE MANAGEMENTProfessional Level
This is the first overall introduction of Human Resource Management (HRM) for the learners who would like to pursue and develop professionally their career in HRM.
The course provides learners with in-depth and hands-on knowledge, pragmatic & effective approach underpinned by learner’s active learning and understanding to gain the most updated and trendy insights and practices of HRM situated in the local and international contexts.
Understand the essential role & requirements of HRM within organisation;
LEARNING OUTCOMES
Understand the holistic perceptions towards HRM in local & international contexts;
Recognise the full aspects of HRM career in the 21st century, from HRM Roadmap to HR competency levels and developmental path;
Acquire foundational requirements & impacts of developing core HR policies & procedures.
SELECTION & RECRUITMENTProfessional Level
The course provides the technical aspects of selection and recruitment process from A to Z steps.
Be able to understand and define position, grading, roles, job profiles, job requirements and specifications to recruit and place the right fit in organisation;
LEARNING OUTCOMES
Develop effective recruitment process aligning with recruitment governance;
Create appropriate recruitment tools, channels, skillful selection and interviewing methods and techniques;
Handle effectively the induction and on-boarding process.
LEARNING & DEVELOPMENT Professional Level
The course enables learners to gain pragmatic knowledge & skills to handle critical training, learning, developing functions and processes of individuals and organisation.
Understand how to translate and align organisation’s goals and directions of developing human;
LEARNING OUTCOMES
Learn how to position, market and communicate the role of training & development in organisation;
Analyse individual training & development needs to integrate into effective implementation & evaluation.
FOUNDATION OF COMPENSATION &BENEFITSProfessional Level
The designed course connects learners to fundamental knowledge, competency and techniques required to effectively work with compensation & benefit programs that serve organisational management & expectation.
Acquire full understanding of Compensation & Benefit System;
LEARNING OUTCOMES
Equip learners with typical knowledge & skills facilitated Employee Database Administration, compensation, benefit & welfare functions effectively for organisation;
Understand fundamental aspects and implications of contractual employment and laws.
FOUNDATION OF EMPLOYEE RELATION Professional Level
The course introduces the contemporary roles & aspects of Employment Relations in organisations from the local and international contexts & practices. This pragmatism underpins HR practitioners to remain well-vested and up-to-date in regulatory standards to play the roles in organisation.
Be updated the situational and diverse perspectives and practices of Employee Relations;
LEARNING OUTCOMES
Be able to develop Code of Ethics & Company Work Regulations;
Understand this important function & role within HRM;
Equip with effective management & communication ability and skills handling Employee Relations;
Explore the linked functions and impacts of Employee Engagement towards Employee Relations.
PERFORMANCE MANAGEMENT Professional Level
The course aims at providing overview of entire performance management system & process from designing the performance tools kit, setting objectives to evaluating, analysing and reporting. It especially explores the latest industry trends and best practices that enable learners to perform and align this crucial functions with organisational performance.
Understand the complete functions, stages and processes of performance management;
LEARNING OUTCOMES
Be able to effectively build and manage the performance system based upon individual, team and organisation needs and objectives;
Explore different and practical best practices concerning performance management in local and international organisations;
Possess applicable tools, templates, techniques managing performance system that builds or strengthens leaner’s organisation.
enhance your performance appraisal system.
ADVANCED HUMAN RESOURCE MANAGEMENT Advanced Level
The SHRM course enables learners to explore the different perspectives, roles and functions of Human Resource Management and Strategic Human Resource Management in today organisations.
The course addresses and emphasises how SHRM could strategically influence, engage and incorporate all functions of Human Resource Management and Human Resource Development into the Dual HR and Organisastion’s mission, goals, directions, outcomes that meet today changing demands of business.
Discover the international and local concepts, views, models and practices of HR Strategy and Strategic HRM;
LEARNING OUTCOMES
Understand and identify the integrated key dual functions, roles and objectives of SHRM and organisation;
Identify the role and impact of HRM Outsourcing and how it helps HRM and organisation in return;
Learn the contextual compliance of SHRM.
TALENTACQUISITIONAdvanced Level
Provides you with deep expertise in five key pillars of Talent Acquisition strategy that can have a profound and long-term impact on the success and viability of business: Establish Direct Alignment with Business Strategy, Strategic use of talent analytics, Talent Review and Top Talent Identification, Culture Building and Transformation, Employee Experience.
Define an Employment Value Proposition that attracts highly qualified candidates;
LEARNING OUTCOMES
Define and implement Talent Acquisition strategies to meet business goals and support organisational culture;
Determine organisational gaps in critical roles to more quickly impact the bottom line;
Develop a sourcing and channel management strategy to explore talents in the market and to fill gaps with the right people at the right time;
Identify, develop, and measure candidate potential for success;
Analyse & evaluate resourcing and talent management strategies for long term planning;
Whether in corporations or SMEs, there has been an increasing trend and demands towards the role of L&D to be more business aligned. This requires a shift in thinking, measuring, evaluating and performing the roles, systems and needs of learning and development that possess a concrete business impact adding value to the needed organisations.
The course broadens comprehension and implications of assessing HRM systems, functions & practices including L&D;
Expose to the new and useful concepts, impacts and implications of Learning Organisation, Organisational Learning & Knowledge Management;
Sharpen knowledge & competencies to design effective learning and training framework that delivers L&D values to people and organisation;
Integrate and recognise the importance of L&D approaches to identify, assess, manage, develop, engage and retain talent.
ADVANCEDLEARNING &DEVELOPMENTAdvanced Level
LEARNING OUTCOMES
REWARDMANAGEMET Advanced Level
This course provides a panorama of Reward Management with process to build a reward strategy. You’ll be equipped with theory, skills and specialist knowledge needed to design and deploy effective reward strategies.
Learn strategic view between business and reward strategy;
Review your company’s current reward management system and implement innovative solutions to rewards problems;
Master the budgeting vs workforce planning and forecasting;
Establish pay levels and design internally consistent reward structures to support performance goals that recognise organisation faithness, labour market and equity constraints.
LEARNING OUTCOMES
The course is designed to enable HR professionals to manage internal complex and diverse issues, expectations of people and organisations as well as external regulatory standards and changes.
Support and sharpen learners’ knowledge, skills and abilities involving industrial procedures, regulations and requirements surrounding employee relations;
Acquire local and international perspectives, requirements, influential factors, models and strategic approaches integrated employee satisfaction, employee engagement that potentially improves positive organisational performance;
Design and lead effective Employee Engagement and Employee Satisfaction System to achieve the ultimate designed outcomes.
EMPLOYEE ENGAGEMENT & INDUSTRY RELATIONAdvanced Level
LEARNING OUTCOMES
OPERATIONAL EXCELLENCE Advanced Level
In today high demanding business world in every organisation, HR professionals are often challenged to best-in-class standards, global benchmarking and best fit. The course aims to connect critically organisational performance, employee performance and HR performance as a holistic outcome.
Shift the traditional performance appraisal to strategic 360o performance management & development approaches;
Comprehend and play the interrelated roles and responsibilities involving performance system in organisation;
Adapt and execute the inseparable factors of organisational performance and individual performance;
Expose to personal driven factors as well as motivational theories & insights to implement intrinsic and extrinsic behavioural performance and reward.
LEARNING OUTCOMES
STRAGETIC HR MANAGEMENTFor C-suites & business leaders
Human capital is key to organisational development and growth. In the midst of technology disruption, digitisation and the availability of big data in today’s businesses, insight into human capital and what makes for an engaged and high performing workforce has become more important.
In this two-day workshop and one-day action learning, we will provide insights into why an organisation’s competitive advantage lies in its human capital and how organisations can create the right environment and culture to support its human capital to thrive and win in a rapidly changing and volatile environment.
The three-day module will enable business leaders to understand what strategic HR is and how to leverage human capital for its competitive advantage; hence building a workforce that is resilient and that is able to face with the continual disruptions in the external environment.
Provide insights on the global mega trends that are shaping Human Capital Management practices in the 21st Century;
LEARNING OUTCOMES
Build business cases on how human capital is a resource that is hard to imitate and that can be a source of competitive advantage in this increasingly digitised and globalised environment;
Provide tools to enable business leaders to create an organisational culture that drives effective people management focused specifically on performance management. In the light of this, learn what motivates organisational members to go above and beyond their specific roles to move the organisations’ performance to a higher level;
Align HR practices with the organisational culture, taking into account organisation size and organisation structure;
Focus key stakeholders on their respective roles and responsibilities by aligning HR practices with the organisations’ characteristics;
HRM in a global environment & HR in a New World: Digital HR, Social Media, Mobility and Outsourcing.
HR BUSINESS PARTNERINGDEVELOPMENT programme
This new development programme will provide you with the knowledge, behaviours and skills to build effective relationships across your organisation, and the knowledge and confidence to prove the value of your HR function. Our development programme is ideal if you’re an HR professional aspiring to become, or develop, asIn order to gain maximum benefit from this programme, you should currently be in an HR role.
Be able to build more effective relationships within GEG, and increase the visibility of your HR business partners;
LEARNING OUTCOMES
Be able to demonstrate your credibility to your key stakeholders through your business savviness and agility;
Know how to focus on the areas that matter most and add greatest value to your business now and in the future;
Be able to maximise the opportunity presented to your HR function to demonstrate its worth given the current economic climate;
Develop your capability and potential as an HR leader of the future.
• Identify what business leaders want from HR in today’s workplace & apply concepts of business savviness as an HRBP.• Explore how to practically develop deep organisational insight by analysing internal and external factors impacting on the business.• Evaluate examples of where HR can make the greatest difference by concentrating on the areas that matter most to the business.• Demonstrate an understanding of how being insight-led is a critical ingredient to being an effective HR Business Partner and for developing ‘Next Generation HR’.
BUSINESS SAVVY HRBP
• Analyse why effective influencing is essential for a successful HR Business Partner.• Identify, build upon and add to existing influencing skills• Examine key tools and models to create and deliver high impact messages essential for influencing.• Demonstrate an understanding of how to identify and map key stakehoders.• Identify the elements of influencing and learn to apply these to all stakeholder arrangement particularly at senior level.
THE INFLUENTIAL PARTNERING
• Develop confidence to act consistently as an effective coach-mentor. • Build strategies for the development and improvement of coaching and mentoring.• Develop specialist skills and enhanced professional practice with teams.• Demonstrate an understanding of how to support organisational change programmes through coaching and mentoring.• Explain how to get maximum return on the investment in coaching programmes.
• Demonstrate an understanding of the importance of HR analytics as an evidence-based decision-making tool.• Describe various approach used to quantify the value added by HR programmes.• Explain the accountability of HR in the context of human capital analytics.
HRBP AS ORGANISATIONAL COACH & MENTOR
HR STRATEGIC ANALYTICS & REPORTING
MANAGING WORKFORCE PLANNING
Organisation are facing huge changes in their workforce of ever increasing skills gaps, job creation of roles to manage internal and external shortage of talent and best fit that they are slowly starting to move away from the traditional workforce planning models.
This course enables you to holistically explore different components of workforce planning with practical examples involved analysing your current workforce, identifying internal gaps, developing a strategic talent acquisition and management plan that supports the delivery of business objectives.
Define concepts, practices and strategies concerning Workforce Planning;
LEARNING OUTCOMES
Examine impacts of internal and external factors, trends and gaps on Workforce Planning in your organisation;
Mange proficiently and confidently in the business and career planning process using the most effective tools involved workforce planning then developing, implementing and evaluating actionable Workforce Plan and Succession Planning.
PROGRESSIVESTRATEGY FOR TALENT MANAGEMENT
This course is recommended for those responsible, or involved with, the talent management strategy in any organisation. As the title suggests, this is a progressive programme that deals with purposeful talent management strategies and culture change.
Learn how leading institutions and other authorities are evolving the talent management discipline, and be given the opportunity to develop practical implementation plans for your own organisation;
LEARNING OUTCOMES
Come away with a sharper understanding of the links between talent management, positive psychology and performance;
Able to share new creative ideas on talent management with other senior practitioners and managers, and define the immediate and medium-term benefits of maximizing the use of talent.
HR ESSENTIALS FOR BUSINESS MANAGERS
Operational line managers have varying degrees of involvement in HR related activities and it is critical that they understand, and operate within best practice and comply with legislation. HR for Non HR Managers is a one-day course taking the line manager through the complete employee life-cycle from pre-recruitment to post-termination as well as covering key employment legislation affecting the employer-employee relationship.
Explain the key stages of the employee life-cycle (from pre-recruitment to post termination) and the associated underpinning legal obligations of employers and rights of employees;
LEARNING OUTCOMES
Identify how HR contribute to organisational success;
Demonstrate when to consult with HR as a line manager;
Identify the importance of employee engagement and managing the ‘psychological contract’;
Identify means of establishing employee performance standards and subsequently monitor and review that performance.
HR GENERALIST
This is an interactive course enabling you to further develop the knowledge and skills required to increase your confidence and enhance your contribution towards the effectiveness of your company’s HR team.
Have an understanding and appreciation of the HR generalist role, scope and function of key HR processes and procedures;
LEARNING OUTCOMES
Develop your knowledge and skills required to increase your confidence;
Enhance your contribution towards the effectiveness of your company’s HR team.
ABOVE & BEYONDWe offer you more than the course content with our extra activities:
EXTERNAL EXPOSURE
KNOWLEDGE ENHANCEMENT
COMMUNITY OF PRACTICES
ACTION LEARNING
Build your relationships & develop with other talents in town. Exchange business experience insights with others and VIET HCMI Alumni.
Listening & learning from other experienced business leaders in sharing session to further expandyour knowledge.
Participate in VIET HCMI events, workshops organised for you and external CEOs, trainers, consultants, senior HR Heads, specialised business leaders, speakers, universities…
Apply on the spot the learned knowledge & skills to practice through group work, business case, problem-solving activities guided & coached by our senior experienced HR Leaders or Business Leaders.
OUR PROMISE
We promise to accompany you on your learning and career journey to increase your organisation’s people capabilities to drive
breakthrough business performance.
Ms Dang Mai LoanHead of Viet HCMIMobile: (84) 916 821 030Email: [email protected]
Join us to become better together now!
Further consultation about the programme, please kindly contact our VIET HCMI Academy Admission Centre and Admission Consultants as below information:
Contact:VIET HUMAN CAPITAL MANAGEMENT INSTITUTE COMPANY LTD.,
ADDRESS6th Floor, 33 Mac Dinh ChiDist.1, HCMC
