VN Newsletter11

8/14/2019 VN Newsletter11

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In this issue:

A returning issue in Vietnamese business is the answer to thequestion: How does our company retain its creative, productive andqualified personnel? The common belief is that money is the onlydriving force that keeps personnel, or makes them leave for a betterpaid job. Still, how come so many people I have met tell me in confi-dence, that the REAL reason is NOT money? That is often just aneasy way to cover the realreason for wanting to leave.

Many tell me the REALreason to switch jobs is:lack of career opportunities,lack of recognition of talents (including ideas for improvement),

andlack of communication with management.

They also tell me it is a cultural issue. As long as this common beliefis used as a justification for no change, many young professionals

will keep on hopping from one job to the next. Hoping to find their

dream job. To me this sounds like a vicious circle.And sure, sometimes money ISan issue. Especially when you findout that the expat next to you earns five or six times as much (plusexpenses paid), yet doesnt speak Vietnamese, and isnt really doingany task that is more responsible than yours.

(excerpt from Working in HR in Vietnam. Get the full article by writing anemail to : [email protected]. See also the article on page 4.)

TheDutch Vietnam

Management Supporter

This magazine was first pu-

blished in March 2007. It is

digitally distributed among

my Vietnamese and Dutch

business and private associa-

tes.

Purpose: to keep them infor-

med about my activities in

Vietnam.

This amazingly attractive and

energetic country has rapidly

conquered my soul, and beco-

me my home away from home.

Loek Hopstaken

Prof . Loek Hops takenEma i l :l oek@hops taken . comMobi l e :090 888 9450

February 8, 2010

4th year, no. 1

How do I retain high

producers?

News; Q&A

1

-

2

Updates:Alliance ITC andRoyal Business School

3

What do employees need

before they can produce?

4

Standing offer: freelecture

5

Contact information

Brief resume

6

Next issue:

May 2010

How do I retain my highproducers?

Happy New Year!

Chc Mng Nm Mi


2/6

Ho Chi Minh City, February 8, 2010

Dear Reader,

Tet is knocking on our front doors. The Year of the Tiger isabout to begin. Tigers have a reputation to be fearless andmighty hunters. Yet, they have become an endangered species.They havent evolved beyond their qualities. Their ignorance hasreduced them to an almost caged existence. We can safely watchthem in their living quarters in zoos around the world. No morehunting! The difference between a tiger and you & me is that we

can adapt and learn new skills.These help us to survive, andmore: to prosper and flourishin a competitive and some-times hostile environment.

We too need to be fearless andmighty to be successful in achallenging business world.If you want to know how, feelfree to contact me.

Best regards,Prof. Loek Hopstaken

PS. To receive the 2010 catalog(pdf), please write an email to:[email protected].

24th year, no. 1

TheDutch Vietnam Management

Supporter

Questions & Answers

Q. Do you provide tailor-made training programs?A. Yes. First we establish what you need and expect. Then I propose a training program to suit your needsand meet your expectations.

Q. How can I measure the results of your trainingprograms? By:a. observing positive changes in behavior,b. more on-the-job soft skills and a more cooperative attitude,c. increased efficiency and effectivity,

d. in general, a more professional attitude, ande. ultimately, a higher profitability.

Q. Do you provide a red invoice?A. Yes.

Q. Where can I find out more about your activities?A. Check my profile at http://www.linkedin.com/in/loekhopstaken. On http://www.intalli.com you canfind info about my work for Alliance ITC. My Dutch company website iswww.hopstaken.com (summary inEnglish). In 2010 I plan to upgrade this site, with translations in both Vietnamese and English.

Q. What is your planning for 2010?A. Several courses are booked. I will be in The Netherlands: March 226 and October 24November 19.

If you have any plans for a training program, let me know well in advance, while my schedule is still flexible.

Earn an International SubjectCertificate

Prof. Hopstaken is Resident Representative ofWittenborg University of Applied Sciences, TheNetherlands. He is authorized to deliver training programs & examinations; sign certificates and diplomas.For certain programs you can earn credits towardsa bachelor degree in International Business Admi-nistration. For workshops I can issue a subjectcertificate. The recipients of such an InternationalSubject Certificate will be registered at Wittenborg.For details, see page 17-18 of the catalog.

What you reward is what you will get. Michael Leboeuf


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January 12, Chancery Hotel (HCMC).230 people attend a 2,5 hour seminar for HRManagers and Directors. Host: Royal Busi-ness School. Topic: the current state ofHRM in Vietnam, and where to go from he-re. Prof. Hopstakens core message:HRM in Vietnam is

- under-estimated and under-used, while

- under-developed and under-powered.

The seminar elaborated on expanding therange of tools (in use in most subsidiairies offoreign companies) in Vietnamese compa-nies to become Full HRM. Further, Prof.

Hopstaken showed how to expand HRM into becoming a Full P&O-division: Personnel & Organization,including mapping, actualizing and (re-)designing the organizational structure, job descriptions, work pro-cedures and change management support. Only when this development is complete, HRM/P&O rightfullydeserves a seat on Board-level. On http://tinyurl.com/yaxqzsr is an account in Vietnamese.

Future projects of Loek Hopstaken & Royal Business School include:

* Examiner for Key to Success business game (VTV1)* Business Communications (July 19-23)* Public Speaking Skills (August 2-6)* Human Resource Management Programme (to be announced)Checkhttp://www.royal.vn for more information.

Also, check page 6, What is Organizational Design?

34th year, no. 1


Supporter

Full House for Seminar on Human Resource Management

Alliance ITC is Airborne

HRM will always be a one-legged affair. P&O however enables you to confidently walkthe talk, and face the often tough business weather conditions. Loek Hopstaken

Alliance International Training Corporation is taking shape.We have expanded the range of pro-grams we will offer, adjusted their names, and adapted our organization so we can deliver what we promi-se. Soon after Tet, we will offer, with CMET as partner, 4 programs:1. Integrated Program for Study Abroad (IPSA): in cooperation with UNESCO-CEP, a program to

prepare anyone who wishes to study abroad, to turn this money & time consuming effort into a suc-cessfor much less money, and in a shorter time.

2. Integrated Program for Career Development (IPCD): in cooperation with a job search company,we will train job seekers in choosing the right career and finding the right job.

3. Integrated Program for Small & Medium-sized Enterprises (IPSME): in cooperation with theAgency for Enterprise Development (Ministry of Planning & Investment), a program to further pro-fessionalize Vietnamese small & medium sized enterprises (SMEs).

4. Integrated Program for International Business (QPIB): a program to further professionalizeVietnamese companies, to prepare them for successful participation in the global market place.

For more information, visit http://www.intalli.com, or send an email to [email protected]. You willthen receive a description of all four programs, including topics, fees, certification, and our Allies.


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4th year, no. 1 4

When I ask non-HR managers this question, ca. 80% replies: money. Ca. 20% comes up with differentmeans to produce, such as know-how, materials and facilities. When I askHR managersthe same question,its reverse: 80% replies means, 20% money. For both managersHR and non-HRI suggest to considerthe following answer, provided by Rosa Say(http://tinyurl.com/6mnunk). She rightfully argues to make afew things fully clear on an employees or managers first day of employment. Tell the newbees:

Id like to add: tell EVERYONE in your company 15. If youre in doubt, honestly ask yourself:What would happen if I dont? Missingjust one of the aboveis a sure-fire recipe for disaster, small and great.

When you are a CEO or Board Member, you need assistance with executing 15. The person most fit totake care of this task is your Human Resource Manager. He or she is able to do more than hiring & firing.

The HR Managers goal is, within the framework of the companys strategy, to select and keep the rightperson on the right job position. The situation in Vietnam is bad enough with young, productive peoplejumping from one company to the next, often within 6-12 months. That is a serious waste of your time andyour companys money. Your HR Managers duty*) is to do what is humanly possible to selectingandkee-ping the good ones. Personnel retainment starts on Day One. And when you want to introduce your exis-ting personnel to 15 above (in case they dont know) turn this into a Top Priority Company-wide Pro-ject. You and HR will run the show. When done well, this will help you keep the good ones, and lotsmore.

*) To receive a free Model Job Description of the Human Resource Manager, send me an email with your request.


Supporter

What do your employees need before they can produce?

To many employees put up and shut up is the wisest strategy. Orworse, it is expected of them, when thats just not true. Rosa Say

How yourHuman

ResourceManagercan help

1. Why you hired them. Not as a qualified candidate for a job vacancy, but because of the values you share, in your eyemaking them perfectly suited to a great working partnership with you. Elevate both their self-esteem and their sense ofbelonging. Shared values are your common ground, and a business-partner mentality can be your base camp. Whenemployees clearly understand what they were hired to do all future job objectives become much more meaningful.2. How to work with you. Employees cant read your mind any better than you can read theirs: Tell them straight up whatyour working style is so they neednt go through the trial-and-error of figuring it out. Tell them which freedoms theyhaveand do not havein pushing the envelope of change and newness with you. There should be no eggshells to tiptoe

through: Landmines should be in plain sight.3. How to talk to you. Dont expect they will communicate effectively or completely with you when they havent learnedenough about you to feel they know you yet, nor have their own water wings in the company to feel safe about it. Tomany employees put up and shut up is the wisest strategy. Or worse, it is expected of them, when thats just not true.4. How you expect the customer to be treated. Both the external customers and internal ones. As far as youreconcerned, exactly what isgreat customer service? Is the customer always r ight?really?Not only must they learn how to

work with you (go back to number 2) they must learn how to work with and forthe guest and customer, their peersand associates, your suppliers and professional network of relationships. There are ground-rules in all civilized societies.

What are yours?5. Your vision for the company. Not the canned speech and company line, but what it personally means to YOU, andhow you strive to put your personal signature on it. Model the behavior you want to see; set the expectation that youllsoon ask them what theirpersonal signature will be. Bring the vision into sharper focus. Yes, its the future picture, but the

future needs to get closer every day, and theyve got to know its in their hands.


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STANDING OFFER:EXPERIENCE HOW LOEK HOPSTAKEN MAKES A DIFFERENCE

54th year, no. 1

A training serves its purposewhen it deepens someones understanding, andincreases practical skills. The English say: The proof of the pudding is in theeating. There is one way to get to know my training style: by experiencing it.

One way of getting this experience is to invite me to deliver aFREE LECTURE (11,5 hours) in your company. You choose thetopic. For ideas, see the mini-catalog (right). Three conditions:1. the participants (max. 40) should be able to understand English,2. in case the distance from my home to your location or venue is

>15 km, you take care of transportation, and3. your company provides a lecture space, projector and screen.

If you are interested, please let me know. Name the topic and theperiod in which it will be feasible for you and your team to attend thelecture. Then we can start the scheduling.

Till soon!

Loek Hopstaken For contact information, see page 6.

Loek Hopstaken has delivered services to / with:

in Vietnam: a.o. business field

Tan Thuan IPC Industrial development

HCMC University of Technology MBA program

RMIT (HCMC campus) B. of Comm. program

HCMC University of Industry (NCU) BBA program

Spectra Training

Le & Associates Training & consultancy

NutriWay Vietnam Animal food

Training House Vietnam Training & consultancy

Royal Business School Seminars & courses

in The Netherlands, a.o.

ING Bank (workshops, seminars) Financial services

Philips (workshops) Electronics

Heineken (workshops) Brewery

Voerman International (workshops,

consultancy, coaching, seminars) International relocations Campagne (workshops, consultancy,

coaching, seminars) Advertising, promotion

Damen Shipyards (consultancy, coaching) Ship & ship repair wharfs

Dutch Delta University (teaching, seminars)IBABBA, MBA

Wittenborg University (teaching, seminars) IBABBA, MBA

Royal Van Zanten (workshops,consultancy, seminars) Pot plants, cut flowers

WVL Staalbouwers (workshops) Steel construction

G&D Promotions (consultancy,workshops, coaching, seminars) Billboarding

Eurograss (workshops, consultancy) Lawns; grass seeds City of Boarnsterhiem (workshops,

consultancy, coaching) Municipality (Friesland)

Metaaldraaijerij Lebrun Metal & steel parts

MINI-CATALOG

An overview of Hopstaken services

WorkshopsA workshop is a 2-4 day group activitywith a defined purpose, where theory,practical exercise and exchange ofexperiences are the main ingredients.

Areas: HRM, PR, Communication,and Management.

Team Engineering

Communication

Commercial Communication

Public Relations

Effective Meetings

Organizational Design

Intercultural Communication

Time Management/Efficiency

Personnel Selection

ConsultingConsulting is any specified expertactivity to help solve a definedproblem. This can take the form ofcoaching, but also, conducting aresearch. By definition, it is tailor

made. Areas: HRM, Strategy, PR. Management Coach

Corporate Strategy

Personal Coach

Mediation

Executive Selection

In- & External Surveys (360)

SeminarsA seminar is a 3-4 hour interactivetransference of core know-how, oftenincluding practical assignments.

People Management

Emotions in the Workplace

Strategic Thinking

Business Ethics

The Allround Manager

The AllroundCommunicator

The Soft Skills Program

Investments (ex. VAT)Workshops: US$ 1,200 per team/day.Consulting / Coaching: US$ 90 per hr.Seminars: US$ 500 per seminar

(except the Allround / Soft Skillsprograms). US$ 250 per lecture.Train the Trainer: US$ 1,200 per day.Contact me for longterm conditions.

TheDutch Vietnam Management Supporter


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This newsletter is written & published by Loek Hopstaken.Office: 83/1 Pham Van Bach, P.15, Q. Tan Binh, HCMCEmail: [email protected] or [email protected]: 090 888 9450

Assistant: Ms. Vo Ngoc Lien HuongEmail: [email protected]: 090 888 9451

Website:www.intalli.comLoek Hopstakens company in The Netherlands:Hopstaken Bedrijfsadvies

Address: Gouden Leeuw 628, 1103 KNAmsterdam ZO. Website:www.hopstaken.com

Profile: http://www.linkedin.com/in/loekhopstaken

Who is Loek Hopstaken?

1951: born in Haarlem, Netherlands

1971: Near & Middle East travels

1972-1975: Amsterdam University

1976-1977: North & South America

1977-1993: career in banking: NCB,

Postgiro, Postbank, NMB PostbankGroup, ING Group, ING Bank

1979-1982: BA studies

1983-1988: project managerprivatization process Postgiro to

Postbank (field: P&O / HRM)

1989-1993: project manager

formation NMB Postbank Group &

ING Group (fields: PR and TQM)

1991: founding of Hopstaken

Bedrijfsadvies as a side-activity1993: left ING Bank; started career in

training and consultancy

1996-2000: business club MC

2001: started mediation career

2003-2008: combining training &

consultancy for companies withteaching at international

management schools (IBAMBA)

2005 + 2007: Professor appointments

2006: starting to explore the

Vietnamese market

2007: first 3 visits to Vietnam

2008: 4th & 5th extended stays in

Vietnam: lecturing, consulting, sur-veying, delivering workshops at 2

universities; establishment in HCMC

2009: delivering lectures, seminars,

workshops and training courses; sha-reholder Alliance ITC; 3 business

visits to The Netherlands, 1 to Russia

Full resum available.

6


Supporter

4th year, no. 1

Did you update your strategicplan? Make your New Years Reso-lutions? Consult your fortune-teller?Or did you spent many hours analy-zing business forecasts by famouseconomy gurus? Whatever you did,take Napoleon Hills advice:Patience, persistence and per-spiration make an unbeatable

combination for success.

What is Organizational Design?As Vietnamese companies have massively embraced the Americanconcept of Human Resource Management, they are missing an in-dispensable toolbox. Organizational Design is a field of manage-ment know-how, capable of vastly improving the effectiveness, effi-ciency, clarity and profitability of your enterprise.In the next issue of The Dutch Vietnamese Management Suppor-ter I will introduce you to the world ofPeople, Hats and Lines. Howto integrate HRM, Organizational Design and Change Management,to create a well equipped Personnel & Organization division.Below: how an ICT-pro looks at organizational design;-) ....

VN Newsletter11

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