HUMAN RESOURCE MANAGEMENT

JOB ANALYSIS OF VNG

CORPORATION’S

TEAM 1 - MARCOM 66
HUMAN RESOURCE MANAGEMENT

I - INTRODUCTION
ABOUT VNG
CORPORATION
HUMAN RESOURCE MANAGEMENT

1 - Background of VNG
Founded in 2004, VNG is Vietnam's
leading digital ecosystem, serving 100
million customers globally. Its core
businesses include online gaming,
communications & media, fintech, and
digital solutions.
HUMAN RESOURCE MANAGEMENT

Vision
VNG aims to become a global technology
company originating from Vietnam.
HUMAN RESOURCE MANAGEMENT

2 - Field of Communication
& Media
Digital Business

Activity
Online Game Fintech
Services

(VNG, 2025)
HUMAN RESOURCE MANAGEMENT

3 - Scale Market reach

Zalo

Employees
77.7 million users
4,000+ people ZaloPay
(Linkedin, 2025) 16 million users
(VNG, 2025)

Revenue International reach

9,504.8 billion VND Southeast Asia
(VNG, 2023) (VNG Careers, 2023)
HUMAN RESOURCE MANAGEMENT
Postgraduate
5%
4 - Workforce Others
3%

characteristics
Postgraduate College, vocational
education
179
144

University Other

3158 108 University

88%
(VNG, 2023)
HUMAN RESOURCE MANAGEMENT

Diversity

39% employees
are female

40% employees
are GenZ

(VNG, 2024)
HUMAN RESOURCE MANAGEMENT

Global Presence
4,000 employees

10 cities
worldwide

(VNG, 2024)
HUMAN RESOURCE MANAGEMENT

Employee
Satisfaction
96% 95% 91%
“VNG is a “Every employee at “Felt warmly
comfortable and VNG is treated fairly welcomed from
safe working regardless of gender their first days”
environment” or race”

(Great Place to Work survey, 2023)

HUMAN RESOURCE MANAGEMENT

Corporate Built on empowerment

and opportunities for
Culture promotion

Strong cohesion
Focuses on fostering
between employees
testing and creativity
and the company

(VNG, 2024)
HUMAN RESOURCE MANAGEMENT

Employee Loyalty

10%
Includes employees with over

of personnel have worked at 15 years

VNG for more than 10 years of tenure

(VNG, 2024)
HUMAN RESOURCE MANAGEMENT

5 - Structure
of the HR
department
At VNG, HR development is
a core priority.

(VNG Careers, no date)

HUMAN RESOURCE MANAGEMENT

Collaborates with department managers to

HR Business Partner Team
achieve business goals.

Organization Development Assesses work efficiency and professional

Team capacity.

Compensation Manages salaries, timekeeping, insurance,

& Benefits Team welfare, income tax, and trade union matters.

Learning & Development Oversees training plans, budgets, policies,

Team and program organization.

Handles hiring processes, workforce planning,

Recruitment Team
and talent acquisition.
HUMAN RESOURCE MANAGEMENT

II - JOB DESCRIPTION &

JOB SPECIFICATION
THEORIES
HUMAN RESOURCE MANAGEMENT

1 - Writing
Job Description
Job Description: A written statement
of what the worker actually does,
how he or she does it, and what the
job’s working conditions are.
(Dessler, 2016)
 HUMAN RESOURCE MANAGEMENT

Structure of a Job Description

Job Job title, level, salary, Responsibilities A detailed list of key tasks and
Identification department, etc. & Duties responsibilities.

Standards of Criteria for evaluating job

Brief description of the Performance
Job Summary performance.
main responsibilities.

Working Work environment and physical

Reporting lines and Conditions requirements description.
collaboration with other
Relationships
teams / external Required qualifications, skills,
Job Specification
partners. and experiences.
HUMAN RESOURCE MANAGEMENT

2 - Writing
Job Specification
Job Specification: answers the question,
“What human traits and experience are
required to do the job effectively?”
(Dessler, 2016)
HUMAN RESOURCE MANAGEMENT

Education and Certifications Personal Attributes

& Work Ethics
Experience
Work Ethics
Skills Adaptability
Professionalism
Hard skills (technical skills)
Soft skills (interpersonal skills) Special Requirements
Travel Requirements
Physical & Sensory Language Proficiency
Requirements
Unique Conditions

(Indeed, 2025; Wright State University, no date)

HUMAN RESOURCE MANAGEMENT

III - VNG CORPORATION’S

JOB DESCRIPTION &
JOB SPECIFICATION
HUMAN RESOURCE MANAGEMENT

1 - Senior Marketing Executive, Zalopay

(Communication & Activation)
HUMAN RESOURCE MANAGEMENT

1.1 - Analysis
HUMAN RESOURCE MANAGEMENT

a. Job identification Job title

Job code
Level

Work location

Department

No mention of:
Approval date
Salary range
HUMAN RESOURCE MANAGEMENT

b. Job summary
Lead & execute on & off
event strategies.

Plan, manage, optimize

merchant activations,
trade shows, product
launch events.

Use events to strengthen

brand presence and user
engagement.
HUMAN RESOURCE MANAGEMENT

c. Relationships
Internal Collab: Work
with cross-functional
teams

External Collab:
Coordinate with
external vendors,
partners, and
agencies
HUMAN RESOURCE MANAGEMENT

d. Responsibilities & Duties:

Event Strategy &
Event Execution
Planning

Engagement & Measurement &

Activation Reporting

Market Insights & Trends

HUMAN RESOURCE MANAGEMENT

e. Standard of performance
Not mentioned

f. Working conditions:
Fast-paced
environment
with tight
deadlines
 HUMAN RESOURCE MANAGEMENT

g. Job specification Qualifications & Education

Specific majors or
fields of study

Required degrees,
certifications, or
Experience professional training

No mention of
required past job
roles Soft Skills

No details on Lacks mention of:

whether internships, Problem-solving skills
freelance event
planning, or vendor-
side experience are
considered.
 HUMAN RESOURCE MANAGEMENT

g. Job specification
Hard Skills
Personal
Attributes
& Work Ethics Special
Requirements

Physical & Sensory Requirements

no reference to prolonged standing during events, visual acuity
HUMAN RESOURCE MANAGEMENT

1.2 - Comparison with

FPT’s JD & JS
HUMAN RESOURCE MANAGEMENT

Marketing Executive, FPT Software's

Job Description & Job Specification
HUMAN RESOURCE MANAGEMENT

VNG (Senior Marketing FPT Software (Marketing

Criteria
Executive, Zalopay) Executive)

Job Identification Includes: Job title, Department, Industry, Contract Type, Location

Describes tasks, role overview,

Job Summary No mention
and key functions.

Defines interdepartmental Unclear how the role fits into the

relationships and workflow. overall workflow.

Relationships Coordinates with departments

Clearly mentioned internal and and the Board of Directors but
external collaborations. lacks direct reporting
relationships.
HUMAN RESOURCE MANAGEMENT

VNG (Senior Marketing Executive, FPT Software (Marketing

Criteria
Zalopay) Executive)

Lacks management duties,

focusing on specialized functions
Modified for an executive role but like a standard staff role.
Responsibilities & “Other tasks as required by the
still involves management and
Duties department head” should be
senior leadership communication.
eliminated as it shouldn’t be
involved in a JD, which is unclear
for candidate

Standard of
No mention
Performance
HUMAN RESOURCE MANAGEMENT

VNG (Senior Marketing Executive, FPT Software (Marketing

Criteria
Zalopay) Executive)

Mentioned: Qualifications, Mentioned: Experience, technical

experience, technical and soft skills, and soft skills, personal attributes &
Job personal attributes, and special work ethics.
Not Mentioned: Qualifications &
Specification requirements.
education, physical & sensory
Not Mentioned: Physical & sensory
requirements, special requirements
requirements.
(partially mentioned as a priority).

Additional
Information & No mention Employee benefits
Benefits
HUMAN RESOURCE MANAGEMENT

1.3 - Overall assessment

a. Strengths

Clear job Well-specified

responsibilities technical requirements

Defines event-related Emphasizes event-specific skills, offline

responsibilities (event strategy, engagement strategies, merchant activation.
execution, engagement, Requires SEO, digital ads, and content
performance measurement). marketing, with a digital focus.
HUMAN RESOURCE MANAGEMENT

Focuses on event success

Emphasis on performance
optimization and metrics, KPI tracking, and data-
best practices driven insights.

Leadership and mentorship Requires close coordination with

opportunities internal teams, external vendors,
and agency partners.

Emphasizes management,
negotiation skills.
HUMAN RESOURCE MANAGEMENT

Tailors for fintech, e-wallet, and

Alignment with industry technology marketing, integrating
standards and modern online and offline engagement
development trends strategies.

Requires knowledge of merchant

activations in Retail, F&B, and e-
commerce.
HUMAN RESOURCE MANAGEMENT

b. Weaknesses and Solutions

Weaknesses Solutions
Specify a clear salary range, highlight
(JD) No mention of
additional compensation and benefits.
Salary range
(Smits and Bussche, 2024)

Add KPIs (Key Performace Indicators) - brand

(JD) No mention
awareness & engagement, return on
of Standards
investment, traffic & SEO performance.
of Performance
(Parmenter, 2010)
HUMAN RESOURCE MANAGEMENT

Weaknesses Solutions
(JS) No mention Add a detailed physical and sensory
of Physical & Sensory requirements (standing durations, visual acuity).
Requirements (Snell and Bohlander, 2013)

Add language proficiency to emphasis the role

(JS) No mention
of communication skills in leadership.
of Language Proficiency
(Northouse, 2007)
HUMAN RESOURCE MANAGEMENT

2 - Mobile
Development
Collaborator
(6-month
Contract)
HUMAN RESOURCE MANAGEMENT

2.1 - Analysis
HUMAN RESOURCE MANAGEMENT

a. Job Identification
Job title

Work Location
No mention of:
Approval date
Salary range Level of Job code
the job

Department
HUMAN RESOURCE MANAGEMENT

b. Summary
HUMAN RESOURCE MANAGEMENT

c. Relationships
Internal collbaboration

External collaboration:
No mention
HUMAN RESOURCE MANAGEMENT

d. Responsibilities
& Duties
Mobile app development
Ownership &
Troubleshooting
Technology Research

e. Standards of
Performance: No
mention

f. Working Conditions: No mention

HUMAN RESOURCE MANAGEMENT

g. Job Specification

Hard Skills
(Technical Skills)

Soft Skills
HUMAN RESOURCE MANAGEMENT

g. Job Specification

No mention of:
Qualifications &
Education
Physical & Sensory
requirements
Personal attributes &
Work ethics
Special Requirements
HUMAN RESOURCE MANAGEMENT

2.2 - Comparison with

Grab’s JD & JS
HUMAN RESOURCE MANAGEMENT

Intern, Software engineer, Grab's

Job Description & Job Specification
HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT

VNG (Mobile Developer

Criteria Grab (Software Engineer Intern)
Collaborator)

Responsibility & Clear and thorough, covering App Development, Performance

Duties Optimization, Team Collaboration, and API Integration.

Standard of
No mention
Performance

Mentioned: Technical and soft

Mentioned: Qualifications,
skills.
experience, technical and soft
Not Mentioned: Qualifications,
Job Specification skills, special requirements.
experience, physical & sensory
Not Mentioned: Physical & sensory
requirements, personal attributes,
requirements, personal attributes.
special requirements.
HUMAN RESOURCE MANAGEMENT

VNG (Mobile Developer

Criteria Grab (Software Engineer Intern)
Collaborator)

Additional Mentioned: Company culture,

Information & No mention employee benefits, diversity &
Benefits inclusion.

Number of people who clicked

Number of people who clicked
apply: over 100 (no longer
Data apply: no info
accepted applicants)
Time: 1 week
Time: 1 week
HUMAN RESOURCE MANAGEMENT

2.3 - Overall assessment

a. Strengths
Clear job responsibilities Defines development tasks (designing,
developing, optimizing mobile
applications using React Native).

Well-specified technical Outlines key technologies required

requirements (JavaScript, TypeScript, RESTful APIs,
Firebase, CI/CD tools).
HUMAN RESOURCE MANAGEMENT

Emphasis on Emphasizes optimizing app

performance optimization performance, testability, reusability.
and best practices

Industry-standard Uses precise and industry-relevant

terminology language, making the JD more
professional and aligned with modern
mobile development expectations.
HUMAN RESOURCE MANAGEMENT

b. Weaknesses and Solutions

Weaknesses Solutions

Include a "Work Conditions" section detailing

(JD) No mention of work hours, remote work policy, and expected
Working conditions workload.
(Bloom et al., 2015)

Add KPIs (code efficiency, bug resolution

(JD) No mention
time, feature completion rate, app
of Standards
performance benchmarks).
of Performance
(Parmenter, 2010)
HUMAN RESOURCE MANAGEMENT

Weaknesses Solutions

Add more soft-skill requirements

(problem-solving, communication, etc.)
(JS) No mention of
to enhance collaboration in agile
Soft skills
development environments.
(Goleman, 2006)

Include personal attributes and work ethics

(JS) No mention of
to align hiring with organizational culture
Personal Attributes
and long-term employee retention strategies.
& Work Ethics
(Schein, 2010)
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
VNG Corporation (2024). Annual report 2023
VNG Corporation (no date). About VNG. Available at:
https://www.vng.com.vn/aboutvng.html (Accessed: 3 Mar 2025)
VNG Corporation (2025). VNG Snapshot Q4.2024. Available at:
https://www.vng.com.vn/news/vng-reports/vng-snapshot-q4-2024.html
(Accessed: 3 Mar 2025)
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
VNG Careers (2023). VNGGames and Go-To-Market Strategy: From
Opportunities, Challenges, and Potentials. Available at:
https://career.vng.com.vn/blog/1703040185-vnggames-and-go-market-
strategy-opportunities-challenges-and-potentials (Accessed: 3 Mar 2025)
VNG Corporation (2024). VNG has been honored as the
'Best Workplaces' for the second consecutive year. Available
at: https://www.vng.com.vn/news/enterprise2/vng-duoc-vinh-danh-noi-
lam-viec-tuyet-voi-nam-thu-2-lien-tiep.html (Accessed: 3 Mar 2025)
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
Wellhub (2025). Everything you should know about HR department
structures. Available at: https://wellhub.com/en-us/blog/organizational-
development/hr-department-structure/ (Accessed: 3 Mar 2025)
Dessler, G. (2016). Human Resource Management (15th ed.). Pearson
Indeed (2025). Job specification: Definition, elements and examples.
Available at: https://www.indeed.com/career-advice/career-
development/job-specification (Accessed: 3 Mar 2025)
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
Wright State University (no date). Writing an Effective Job
Description. Available at: https://www.wright.edu/human-
resources/writing-an-effective-job-description (Accessed: 7 Mar 2025)
VNG Careers (2025). Senior Marketing Executive, Zalopay
(Communication & Activation). Available at:
https://career.vng.com.vn/vi/tim-kiem-viec-lam/chi-tiet/5595-senior-
marketing-executive-zalopay-daily-life-service-vi (Accessed: 3 Mar 2025)
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
FPT Software (2025). Marketing Executive. Available at: https://career.fpt-
software.com/jobs/marketing-executive-2/ (Accessed: 1 Mar 2025)
Linkedin (2025). VNG Corporation’s Senior Marketing Executive, Zalopay.
Available at: https://vn.linkedin.com/jobs/view/senior-marketing-
executive-zalopay-offline-activation-at-vng-corporation-4131093747
(Accessed: 8 Mar 2025)
Smits, A. & Bussche, B. (2024). Reward: Attracting and retaining key talent
with compelling reward
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
Northouse, P. (2007). Leadership: Theory and Practice.
Snell, S. & Bohlander, G. (2012) Managing Human Resources.
VNG Career (2025). Mobile Development Collaborator (6-month contract).
Available at: https://career.vng.com.vn/en/job-search/detail/5721-
mobile-development-collaborator (Accessed: 6 Mar 2025)
Linkedin (2025). VNG Corporation’s Mobile Development. Available at:
https://www.linkedin.com/jobs/view/4174093517 (Accessed: 6 Mar 2025)
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
Linkedin (2025). Grab’s Intern, Software Engineer, Mobile. Available at:
https://www.linkedin.com/jobs/view/4161972287 (Accessed: 6 Mar 2025)
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does Working
from Home Work? Evidence from a Chinese Experiment.
The Quarterly Journal of Economics.
Parmenter, D. (2010). Key Performance Indicators: Developing,
Implementing, and Using Winning KPIs.
Schein, E. H. (2010). Organizational Culture and Leadership.
HUMAN RESOURCE MANAGEMENT

IV - REFERENCE LIST
Goleman, D. (2006). Emotional Intelligence: Why It Can
Matter More Than IQ.
Edmondson, A. C. (2012). Teaming: How Organizations Learn,
Innovate, and Compete in the Knowledge Economy. Jossey-Bass.
HUMAN RESOURCE MANAGEMENT

THANK YOU
FOUNDER SHAREHOLDER SHAREHOLDER SHAREHOLDER GRAB SHIPPER

LE HONG MINH LE TRAN DUC MANH MANH LE GIANG NB KHANG