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Survey names 100 best workplaces in Vietnam

Released at: 10:22, 08/03/2015

Survey names 100 best workplaces in Vietnam

Unilever leads overall based on 46 criteria.

by Minh Tuyet

An annual survey conducted by Anphabe and Nielsen puts Unilever at the top of the list of the 100 best workplaces in Vietnam, followed by Vinamilk, Microsoft Vietnam, Abbott Laboratories Vietnam, and Nestle Vietnam.

Of the 46 criteria in the survey, salary, rewards and welfare funds were found to be of the most interest to the employees. Large, active enterprises are becoming more attractive to employees, the survey found.

Vinamilk was voted as having the best salary and reward and welfare funds, followed by Vietcombank, Samsung Vietnam, Unilever, and PetroVietnam.

The survey also identified leading companies in each sector. Nike led the way in clothing and footwear, HSBC in banking and finance, Prudential in insurance, Holcim in manufacturing, and Cargill in agriculture and forestry.

Representatives of the top performers have said that their companies always plan to raise salaries and rewards have doubled in the last five years to attract and retain talent.

The survey was conducted online from October to January on 15,578 respondents throughout Vietnam in 24 job sectors. There were 46 criteria in the survey, including salary, rewards, welfare funds, development opportunities, leadership group, job and life quality, and company brand name.

Ten trends in work motivation

1. Salary, rewards, and welfare funds are important but not everything.

2. Competitive salary accompanied by the variety of rewards in importance.

3. Expectations about promotion opportunities are not only about being promoted quickly.

4. Overall leadership quality is more important than the talent of any individual leader.

5. Experience in international jobs is a new expectation of employees.

6. Justice and respect are the most important features of company culture.

7. Job can’t be separated from living standards.

8. Company brand name is important in considering whether employment expectations may be met. 

9. Many different factors in play in talent joining and leaving companies.

10. There are gaps between employee expectations and the willingness of employers to adapt to meet them.

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