Nurturing young talents

Developing high-quality technological human resources

The critical point in FPT’s development strategy is to identify human resources as the core value to achieve strategic business goals during the past 34 years. With a commitment to developing high-quality human resources not only for FPT but also for the Vietnamese economy, the Corporation has been training hundreds of thousands of students in the FPT Education system from high school to university and graduate level. Therefore, FPT has always focused on developing young and creative talents. In fact, they have been creating a positive motivation for the working environment, meeting the increasing needs of functional departments, and potentially joining the management team. In addition, FPT organized fresher and intern training programs every year to provide advanced technical knowledge and skills, practical work experience, and many new and exciting “issues” for young talents to unleash their ability. With an increasingly large staff size and double-digit growth rate, FPT will continue to promote the incubation and nurturing of young talents and future successors in the coming time.

Typical talent incubation programs:

• FPT Software Academy – the training program for professional developers of FPT Software (FPT’s subsidiary) for all students in the IT sector across the country. FPT Software Academy offers career opportunities and a professional training environment according to international standards with the mission of providing and training high-quality technology human resources for major global projects. This is the starting place for the successes of leading IT engineers in the future.
  
• MiniMBA – the training program for potential high-quality staff. MiniMBA shortens and distills the most quintessential content of the MBA program, organized by FPT Corporate University in collaboration with the FPT School of Business & Technology. The program aims to help learners consolidate core management knowledge as well as systematize essential and professional management skills for modern business administration and governance. It also helps improve their capacity, leadership, and business network development through the multi-dimensional exchange of experiences.
• FPT Innovation Award – iKhien is an annual award to honor practical innovations that go into long-term operation and encourage the spirit of creativity in the Corporation. The program has been continuously implemented for many years, contributing to exploiting the creative potential of FPT people. Moreover, those initiatives under the FPT innovation award were not only replicated and implemented within FPT but also went to external markets to make impacts on society.
  
• The core staff training program helps young talents hone their knowledge and skills as well as improve leadership and management capacity to become the next generation of FPT leaders.
• In 2021, in addition to promoting friendship and cooperation with domestic and foreign universities, FPT has established the Alumni Network of Hanoi University of Science and Technology at FPT (HUSTA – FPT), contributing to act as a bridge to bring young talented students to FPT and support them in their work and life after graduation. Furthermore, the network also tightened the solidarity among the Hanoi University of Science and Technology alumni community in FPT.
  

Developing into a learning organisation and encouraging personal development

Technology requires constant change and creativity. FPT has built generations of employees who constantly learn and strive to meet the requirements. All employees of level 2.4 and above must attend the annual training programs of the Corporation or complete at least one MOOC (Massive Open Online Course).

In 2021, although the prolonged pandemic challenged business operations and training activities, especially in-depth professional training, training programs were still widely deployed throughout the Corporation with 8,289 training courses, an increase of 25% YoY. In particular, the total number of training sessions on MOOCs increased by 234%. The number of new technology certificates also rose from 2,815 in 2020 to 4,768 in 2021, a corresponding increase of 69%.

Training indicators in 2021

Expansion of experience through internal rotation

In February 2021, FPT Digital Company Limited (FPT Digital) was established. Mr. Hoang Viet Anh, FPT Executive vice president, was appointed to be the Chairman of FPT Digital concurrently. In addition, Mr. Tran Huy Bao Giang was reassigned to be CEO of FPT Digital..

In 2021, FPT’s functional directors had some changes. Specifically, Mr. Vo Dang Phat, former Director of the Multi-Industry P&L Management Center (in the Korean market) under FPT Software, was appointed the Chief Marketing & Communication Officer of FPT in July 2021. In addition, Ms. Pham Thi Quynh Vi, former Head of Quality Assurance and Control Department of FPT Software, was reassigned to the Chief Quality Officer of FPT in June 2021.

Such rotation is part of FPT’s leadership development and rotational program that has been deployed since 2014 to prepare chief executives for FPT and its subsidiaries. Accordingly, FPT leaders will be rotated into various business segments to develop diverse experiences and improve leadership and management capacity, enhancing stable development for the Corporation in the upcoming years. The internal rotation has become the lifeblood of FPT for many years to increase work efficiency and promote innovation; creating conditions for the development and improvement of knowledge, leadership, and management skills of staff at all levels in FPT; Discovering, fostering, and making the next generation of managers at all levels.

Continuously improving welfare and remuneration policies

Supporting employees’ lives during the pandemic

In 2021, to cope with the severe effects of the pandemic, FPT continuously offered timely support policies to ensure each employee’s safety, health, and daily life. The remote working regime was deployed at all subsidiaries. The Corporation also quickly cooperated closely with the authorities and related parties to safely bring our people abroad back home. We also had all employees and family members vaccinated at the soonest time.

In order to ensure a stable life for employees affected by the Covid-19 pandemic, FPT issued and implemented directives and policies of financial and in-kind support throughout the organization.

It promptly implemented the “Orange-shirt soldiers” program to honor inspiring collectives and individuals with a high spirit of efforts in the pandemic.

Improving employee’s well-being through a competitive remuneration policy

More than ever, we deeply understand that human resources are the core strength to bring businesses to new heights and to achieve strategic goals.

In the coming time, FPT will focus on renewing remuneration policies, enhancing the employee experience, putting employees at the center, and taking care of employees and their families.

FPT has always focused on building a competitive remuneration policy, ensuring competitive income and bonuses. Therefore, employees are evaluated regularly and equally based on the “Work more – Earn more” criteria.

FPT’s remuneration policy includes three components: Salary by job title, Salary by individual performance, Support payment.

Salary by job title: Based on salary survey reports of some reputable human resource consulting companies globally and adjusted according to the job title in line with the Corporation’s development, labor market, and inflation index (CPI) of Vietnam. In addition, employees also receive the 13th-month Bonus paid on FPT’s birthday anniversary and New Year.

Salary by individual performance: Employees’ achievements were consistently recognized and rewarded promptly, reasonably, and transparently. Especially in recent years, FPT has implemented a policy of lump-sum income, whereby monthly/quarterly payments will change according to actual work results. In addition, FPT especially encouraged start-up activities with a commitment to a desirable bonus rate.

Support payment: Support costs for travel items, phone charges, part-time jobs, long-term work abroad were regularly reviewed under actual situations.

Along with the above remuneration policies and the welfare regimes in accordance with the Law (social/medical/unemployment insurance…), FPT also builds different welfare regimes to care for employees and their relatives. For example, the Periodic Health Checkup Program was organized annually for all employees who have signed official labor contracts. Employees who have made extraordinary contributions would be entitled to the housing support policies. Furthermore, employees and relatives would receive discounts when purchasing FPT’s services and products. In addition to the standard insurance regimes following the Law, all FPT employees have the FPT care health insurance depending on the staff level. Even their family members are also supported with health insurance packages at reasonable fees.

Incentives for high achieving employees

To evaluate personnel in a comprehensive, effective, fair, and transparent manner, the performance results of employees were assessed with clear goals and metrics. The Corporation has been monthly tracking the performance of employees using the performance management and evaluation platform (iPMS) and quarterly assessing the OKR of individuals. The “Think big” spirit in setting OKRs has become the driving force to improve employee performance.

In order to strengthen the long-term interest engagement of young senior managers with the Corporation, we also implemented an ESOP (Employee Stock Ownership Plan) for those making remarkable contributions, those of high potential and those who display long-term commitment.

Furthermore, FPT recognized employees’ achievements and efforts via Gold bonuses (1 gold = 1,000 VND) on the MyFPT application – the software developed to engage and enhance employees’ experience. Accordingly, every achievement or piece of good work was publicly recognized and awarded Gold by the reporting leaders. In 2021, the Corporation disbursed up to 50 billion VND in incentive bonuses to recognize employees’ contributions timely. Besides, FPT organized annual programs to honor individuals and teams with excellent achievements in the year at all levels. FPT Under 35, Top 100 FPT… were held on a large and creative scale, motivating staff who had made significant contributions to the Corporation. The recognition was also the gratitude to employees’ family members – who always got their back.

Compliance with the provisions of the labor law

In 2021, due to Covid-19, while many firms shrank their workforce and cut off working hours and wages, FPT maintained stable work and income for employees and complied with the Labour Code thanks to its ability to ensure business continuity and productivity excellence.

FPT has been one of the few Vietnamese enterprises with unique corporate cultural values, which creates a distinctive advantage in attracting talents and enhancing cohesion among staff members or between them and the Corporation. With the philosophy of providing each member with a great personal and professional life and the best conditions to grow, FPT is committed to a fair, transparent, diversified, and inclusive working environment, based on the principle of gender equality in recruitment, employment, training, payment, remuneration, reward, and promotion, social insurance, health insurance, unemployment insurance, working conditions, labor safety, working time, rest time, and other welfare regimes. Additionally, there was no forced labor or child labor involved in any production and business activities at FPT.

Over the past 34 years, FPT has strictly complied with the employment law to protect employees’ rightful benefits fully. 100% of FPT’s employees participated in collective labor agreements at all levels.