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1. What is the Human Resources (HR) Department?

The Human Resources department looks after the company's most precious asset, which is its workforce. In addition to ensuring that workers have everything they need to carry out their daily responsibilities, HR specialists are in charge of fostering a positive workplace culture that draws and keeps competent individuals.

In a corporate setting, the Human Resources (HR) department is responsible for vetting, hiring, and training staff, alongside managing various employee procedures. Essentially, HR oversees the entire journey of an individual within the company, from initial application to onboarding and eventual departure.

Moreover, in certain organizations, HR oversees compensation and benefits administration. The primary aim of HR departments is to enhance the organization's value by offering impartial guidance to both managers and staff on matters about personnel. This involves a blend of day-to-day assistance, project management, and strategic foresight. A proficient HR unit excels in recruiting suitable candidates and ensures their satisfaction and effectiveness within the organization.

2. What are the roles of the HR Department? 

Here are a few of the several duties that an HR department may have.

Recruitment: 

Recruitment involves all stages of hiring, from sourcing candidates to their onboarding. This entails collaborating with hiring managers to define role requirements and locating suitable candidates through various channels like job boards, social media, and referrals. Interviews are conducted, either solely by HR or in conjunction with department heads, to evaluate candidate suitability.

Upon selection, the onboarding process commences, which includes managing paperwork such as tax forms, direct deposit information, and other necessary documents. Additionally, new hire materials like orientation packets and company policy handbooks may be prepared.

Administrator

HR is primarily responsible for document management, encompassing employee records covering attendance, leave, and other pertinent data. This ensures adherence to labor regulations regarding work hours and conditions, and accurate salary and benefits allocation based on employment status and compensation agreements. 

Compensation and Benefits

Compensation and benefits management involves ensuring employees are fairly remunerated and have access to desired benefits. HR professionals oversee salary correctness and benefit provision, sometimes handling payroll directly or liaising with finance or external entities for payment processing.

In managerial HR roles, analysis of competitor benefits aids in decision-making regarding compensation. Implementing new policies, such as healthcare or retirement plans, may also fall under HR's purview. 

Training and Development

Training and development aim to enhance employees' skills and job performance. Whether conducted internally or outsourced, it's crucial to assess available training options, including external resources.

Programs typically cover mandatory topics like sexual harassment education and voluntary ones aligned with individual or company objectives. The overarching aim is to equip all employees with the necessary tools for success and increased value to the company.

Employee relations and performance management

Employee relations encompass efforts to foster a positive work environment and cultivate healthy relationships among staff. This involves engaging in discussions on policies like compensation, working conditions, and conflict resolution. In HR capacities, serving as a cultural advocate is essential. Collaboration with management to establish a supportive organizational structure aligned with strategic objectives is part of the role. Acting as a bridge between employees and managers to facilitate effective communication is also crucial.

3. HR department positions and the job description

HR Manager

HR Manager is the head position in the human resources department of an enterprise, responsible for all matters relating to human resources, including resources planning: Human resource needs, human resource supply, recruitment plan, training and development plan, use and remuneration plan for human resources.

• Recruitment: Develop recruitment plans, implement recruitment activities, evaluate candidates, and recruit personnel suitable for business needs.
• Training and development of human resources: Develop and implement training and development programs, and evaluate training and development effectiveness.
• Performance management: Implement employee performance evaluations, analyze performance evaluation results, and develop improvement measures.
• Salary and benefit management: The HR Manager needs to develop, implement and evaluate the effectiveness of salary and benefit policies.
• Labor relations: Handle the company's connection with its employees; settle labor relations-related disputes.

Salary of HR Manager in Vietnam: 25-75 million VND

HR Executive

All of the company's human resource operations fall under the purview of the HR Executive job. The principal positions consist of:

• Developing and putting into practice human resource strategies
• Supervising and assessing the efficiency of human resource-related tasks
• Overseeing lower-level human resource employees
• Advising management on matters about human resources

Salary of HR Executive in Vietnam: 12 - 27 million VND

Talent Acquisition Manager

Be responsible for the entire recruitment process and talent attraction for the company. The Talent Acquisition Manager's position involves:

• Planning and implementing recruitment strategies
• Recruiting for senior and middle-level positions
• Developing and enhancing the company's employer branding
• Evaluating the effectiveness of the recruitment process

Recruitment Specialist

The recruitment specialist is responsible for searching, selecting, and recruiting personnel for enterprises. They are the liaison between enterprises and candidates, helping enterprises find suitable talents for development needs, and helping candidates find jobs that match their abilities and interests.

• Analyzing recruitment needs of enterprises: Vacancies, job requirements, salary, benefits, etc.
• Searching for candidates: Posting job advertisements on recruitment websites, participating in job fairs, contacting recruitment service providers, etc. to find potential candidates.
• Selecting candidates: Screening resumes, and interviewing candidates to choose the most suitable ones.
• Negotiating and finalizing contracts: Negotiating salaries, benefits, etc. with candidates and finalizing employment contracts with selected candidates

Salary of Recruitment Specialist in Vietnam: 12 - 25 million VND

Compensation and Benefits Specialists

Everything concerning employee pay and benefits falls under the purview of the compensation and benefits (C&B) specialist. This comprises:

• Creating and releasing compensation and benefits policies: The C&B specialist will collaborate with pertinent departments to create and release pay and benefits policies that satisfy employees' needs and comply with labor laws.
• Determining and disbursing bonuses and salaries following labor laws and corporate policies.
• Taking care of benefit programs: insurance, paid time off, sick leave, subsidies, allowances, etc.
• Addressing issues relating to compensation and benefits: Dealing with employee complaints and inquiries, etc

Salary of Compensation and Benefits Specialists in Vietnam: 15-30 million VND

HR Administrator

The HR Administrator performs administrative tasks and supports the company's human resource management activities. Specifically, the duties of an HR Administrator include:

Supporting recruitment activities, screening resumes, interviews, employee training, and development.

• Assisting in developing and implementing policies and regulations relating to human resources, benefits, compensation, etc.
• Supporting HR administrative work such as managing employee records, payroll calculation, insurance, etc.
• Assisting other functions of the HR department such as labor market research, corporate culture management, etc

HR Assistant

Be responsible for assisting the work of the HR Executive and Talent Acquisition Manager.

• Coordinate with other departments during the recruitment process.
• Perform administrative tasks in the human resource department.
• Support employee training and development activities

Headhunter

A headhunter is a talent acquisition expert who sources and supplies professionals to companies. Specifically:

• Build and nurture a network of contacts in the industry.
• Actively scout and approach suitable candidates for potential roles.
• Work to match qualified individuals from their network with the company, helping to place top talent in organizations

Salary of Headhunter in Vietnam: 8-29 million VND

4. What are the important skills required for HR professionals?

Effective Communication: Communication stands as a vital soft skill for HR professionals. Given the nature of HR work, which includes presentations, interviews, and conflict resolution, adept verbal and written communication is essential. This encompasses crafting policy handbooks, issuing memos, and articulating thoughts clearly and proficiently.

Decision-Making: HR demands proficient decision-making, particularly evident during recruitment, where assessing candidate suitability is paramount. This entails employing intuition, experience, and strategic thinking to identify the ideal talent. Similarly, during organizational challenges like downsizing, HR personnel must make efficient decisions, even amid crises. Thus, adept decision-making is imperative for all HR professionals, especially managers, to uphold vital organizational functions. 

Training and Development: HR professionals offer employees opportunities to enhance performance and add value through various training sessions. For example, leadership and management training equips employees with diverse skills, enabling them to assume more responsibilities and foster career advancement. 

Empathy: In HR, dealing with various employee issues requires empathetic skills. Understanding the root causes before making judgments is essential. Employees might need a listening ear for their concerns or seek support for grievances. HR professionals should grasp employees' situations, feelings, and perspectives to effectively address their needs.

Financial Management: HR oversees employee benefits, compensations, social activities, performance evaluations, training, and more, all integrated into company planning and budgeting. This involves aligning with departmental projects and functions to control expenditures and prevent unnecessary overspending.

Technical Proficiency: This ranges from data analysis to integrating virtual reality into HR processes. HR professionals must excel in data analysis to make informed decisions, leveraging analytics to enhance company-wide recruitment, training, development, and retention. Additionally, proficiency in Microsoft Office is essential for HR tasks, facilitating efficient data entry and daily operations. 

5. What are the current challenges in the HR field in Vietnam?  

The HR field in Vietnam is facing some significant challenges, including:

• Highly competitive labor market: This makes talent recruitment and retention more difficult.

• Rapidly changing technology: Technologies are evolving quickly, requiring HR professionals to constantly update their skills and knowledge to meet companies' needs.

• Increasing employee demands: Employees now expect higher pay, better benefits, and a better work environment.