AIG HUMAN RESOURCES
DEVELOPMENT STRATEGY
INTRODUCTION
As a leading group in foods & food ingredients in a developing country with high
growth rate economic, AIG has many good potential and opportunities to make
significant and sustainable growth.
In order to make the leap, we need not only a good business strategy but also a
capable manpower to execute that strategy and execute it excellently.
By creating and excellent executing a good HRD plan, we establishing and
maintaining a qualified and engaged workforce, developing and supporting our
people who are key factor for AIG long term sustainable development.
SWOT Analysis
Strengths: Weaknesses:
- Employer brand awareness and attractiveness in labor
- Strong business foundation; market is not strong;
- Experienced and capable senior management; - Remuneration policy is not really competitive;
- Young man power with high potential for further - Next generations (Middle level and below) lack of
development. leadership & management skills/experience, not ready for
moving up to higher level;
- Absence of necessary policy and tools for effective
development of man power.
Opportunities: Threats:
- Availability of pool of young, well educated man power in - Risk of losing talents to competitors if we do not have a
the market; good retention policy;
- A part of senior people from MNC tend to seek for - Talent pool of this industry is quite small thus limit our
opportunities in local companies to contribute and build choice and chance for hiring good people;
their long-term career development; -
OBJECTIVE (2019 – 2021)
Build a capable, dedicated, fully engaged manpower in delivering superior business
results and achieving organization’s objectives for sustainable development.
GOAL
•>90% employees qualified to their job (meet with key requirements).
• Qualified successor of 60% senior positions & 80% middle position available.
• Employee satisfaction & engagement rate >80% overall.
• Strengthen HR function to be an effective business partner
STRATEGIES STRATEGIES STRATEGIES STRATEGIES
Continuously develop Proactive recruitment Improve employee Develop an effective and
manpower capability - Build detail yearly headcount Engagement efficient organization
- Build competency framework, plan together with budgeting . - Develop a strong company - Continuous improve
development roadmap and - Develop a clear and attractive culture with clear vision, mission, organization structure and
career path for every positions employer brand core values and code of conduct. working processes for adapting
- Conduct yearly competency & - Develop effective recruitment - Improving HR policies to be more with business model/strategy as
KPIs based performance tools and maximize hiring competitive & fair. well as man power capability.
evaluation channels. - Improve internal communication, - Right people in the right place
- Develop, deploy and maintain - Build mass candidates database encourage 2 ways at the right time.
programs “Talent Development” for key and high demand communication across the Group.
& “Succession Plan” for entire positions. - Create and encourage learning
Group and every member - Proactive approach targeted culture across the Group.
company candidates.
Human Resources Committee
❖ Form HRC with members from BOD of AIG, CEO of member companies, AIG
CPO and selected members.
❖ HRC is responsible for developing/approving long term HR development
strategy of AIG and member companies; leveraging man power across the
Group, selecting/nominating/appointing senior positions.
Develop man power capability
Competency framework
❑ Competency framework:
• A competency is generally defined as a combination of skills, knowledge, attributes
and behaviors that enables an individual to perform a task or an activity successfully
within a given job. Competencies are observable behaviors that can be measured
and evaluated, and thus are essential in terms of defining job requirements and
recruiting, retaining and developing staff.
• A competency framework is a combination of required competencies to perform
successfully a given job.
• A competency framework usually includes 2 components: Core Competencies &
Functional Competencies. It may also include Core Values of the Company.
Competency framework development roadmap
Matching job
Develop job Define & Describe
competencies Evaluate and
Functional description for functional
and develop development
competency competencies for
all job positions training plan
each function
roadmap
Core Define & core competencies & Describe core Evaluate and
competency training roadmap competencies training plan
Succession plan
Succession plan is a program/process for identifying and developing
new leaders who can replace old/senior leaders when they move up to
higher position or leave.
By developing and implementing successfully the Succession Plan will
ensure Company has the qualified leaders for sustainable development.
Succession plan roadmap
Identify key positions & develop
competency frameworks
Identify interested and potential
candidates and evaluate their
competency
Create candidate’s profile,
development plan and appoint
Coach & Mentor
Implement and evaluate
Talent development program
Talent development is a program for identifying and developing young
talent people (who are under 35 and not/not yet successor candidate)
for further and sustainable development of the AIG.
Talent development roadmap
Identify Key Business Area &
positions
Identify interested and potential
candidates and evaluate their
competency
Create candidate’s profile,
development plan and appoint
mentor
Implement and evaluate
Formal training
Annual performance appraisal &
competency evaluation
Gap analysis & TNA
Annual training plan
Deliver in class training
After training implementation &
follow up
Evaluate & record
Coaching/on-the-job training
Training “coaching kill” for all
managers
Set annual coaching KPI for all
managers
Monthly/quarterly
performance review to identify
gaps and coaching need
Monthly coaching plan and
implement
Evaluate and record
Individual Development Plan - IDP
IDP help every employees plan and implement their personal
development along with company’s development.
IDP also help line manager and company provide appropriate
support to employee’s growth and professional development.
Individual Development Plan - IDP
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6
Self Career Goal setting Gap analysis Develop IDP Implement &
assessment exploration periodic
review
Proactive
recruitment
Employer Branding
➢ Improve/upgrade employer/hiring brand of AIG:
▪ Improve website to be a formal and effective channel of external
communication and employer branding.
▪ Branding our employer brand at selected websites, seminars, job fairs . . .
▪ Corporate with selected universities, support them on career orientation,
scholarship sponsor, internship for their students; select outstanding
students for our trainee programs . . .
▪ Adjust remuneration policies to increase our competitiveness and
attractiveness to candidates - focus on middle-high positions.
Proactive and effective recruitment
▪ Develop long term and annual headcount plan align with business and
development plan.
▪ Proactive approach and attract targeted candidates.
▪ Partnership with selected recruitment agents who can provide qualified
candidates pool.
▪ Create/develop candidate database from all possible sources: recommendation
by our staffs, candidate’s reference, proactive candidates, recruitment websites,
industrial exhibitions, job fairs . . .
▪ Train to improve hiring skill of all Managers.
Improve employee engagement
The importance of employee engagement
Employee engagement makes significant affect to staff turn over
rate, working productivity and efficiency, customer satisfaction and
retention and company’s profit. More importantly, engaged
employees are happier, both at work and in their life.
Develop a strong culture
Create clear and engaged:
- Vision & Mission Group Leaders
- Core Values
- Code of conduct
• Leadership share and inspire by
Communicate and inspire to all acting as model
employees • Internal communication channels
• HR Team
• Recognize and reward right behaviors
Continuous strengthen & • Do the right recruitment & onboarding
improve • Improve leadership and management
• Review and revise if needed
Improve internal communication
Internal communication
Top Management Line Managers
Team
• Proactive communicate • Encourage 2 ways • Develop appropriate
with employees, both communication with communication channels
formal and informal subordinates by proactive and tools
• Open talk to employees giving feedback, coaching, • Create “room” for 2 ways
periodic to share and recognizing and motivating. and cross functions/
inspire them with vision, • Listen to and open discuss businesses communication
business objectives, with subordinate whenever /interaction.
expectation . . .and listen to they need • Ensure all necessary
them information be transferred
through out the
organization fully, accuracy
and timely.
In order to implement successfully this strategy, we need:
✓ Strong commitment and proactive involve of AIG Leaders and Top
Management of member companies in developing people.
✓ Spend money on people development is investment, not cost.
✓ Strong HR Team with capable and passion people.
