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2918 - Final Front Sheet

The document is a final report for the Pearson BTEC Level 5 Higher National Diploma in Business, focusing on the management of human resources at SABECO, a leading beverage company in Vietnam. It covers topics such as the company's profile, human resource management functions, roles and responsibilities, recruitment processes, and training and development strategies. The report emphasizes the importance of effective human resource management in achieving organizational goals and maintaining a competitive edge in the market.

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0% found this document useful (0 votes)
18 views22 pages

2918 - Final Front Sheet

The document is a final report for the Pearson BTEC Level 5 Higher National Diploma in Business, focusing on the management of human resources at SABECO, a leading beverage company in Vietnam. It covers topics such as the company's profile, human resource management functions, roles and responsibilities, recruitment processes, and training and development strategies. The report emphasizes the importance of effective human resource management in achieving organizational goals and maintaining a competitive edge in the market.

Uploaded by

Bình Hoàng
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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ASSIGNMENT FINAL REPORT

Qualification Pearson BTEC Level 5 Higher National Diploma in Business

Unit number and title Unit 3: Management of Human Resources

Submission date Date Received 1st submission

Re-submission Date Date Received 2nd submission

Student Name Student ID

Class Assessor name

Plagiarism
Plagiarism is a particular form of cheating. Plagiarism must be avoided at all costs and students who break the rules, however innocently, may be
penalised. It is your responsibility to ensure that you understand correct referencing practices. As a university level student, you are expected to use
appropriate references throughout and keep carefully detailed notes of all your sources of materials for material you have used in your work,
including any material downloaded from the Internet. Please consult the relevant unit lecturer or your course tutor if you need any further advice.

Student Declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I declare that the work
submitted for assessment has been carried out without assistance other than that which is acceptable according to the rules of the specification. I
certify I have clearly referenced any sources and any artificial intelligence (AI) tools used in the work. I understand that making a false declaration is
a form of malpractice.

Student’s signature

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 Summative Feedback:  Resubmission Feedback:

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Table of content

Nội dung
Table of content..........................................................................................................................................................4
Table of Figure.............................................................................................................................................................5
A. Introduction.........................................................................................................................................................6
B. ANALYSIS THE REPORT............................................................................................................................................7
I. COMPANY’S PROFILE............................................................................................................................................7
1. About SABECO.................................................................................................................................................7
II. OVERVIEW ABOUT HUMAN RESOURCE MANAGEMENT (HRM) IN SABECO............................................................8
1. Function and Purpose of HRM.............................................................................................................................8
a. The function of HRM........................................................................................................................................8
b. The purpose of HRM........................................................................................................................................8
2. Roles and responsibilities of HRM.......................................................................................................................9
a. Workforce planning.........................................................................................................................................9
b. Recruitment and Selection..............................................................................................................................9
3. Practical application at your chosen business, results achieved........................................................................10
4. Training and development.................................................................................................................................13
5. Compensation and benefits (C&B) activities:.....................................................................................................15
6. Labor relations and corporate culture...............................................................................................................15
7. Performance Management................................................................................................................................17
III. Contribution of the recruitment department to the strategic goals of SABECO...................................................18
IV. Information technology transformation process:.................................................................................................19
RE............................................................................................................................................................................... 21
Table of Figure
A. Introduction
SABECO Joint Stock Company's full name is Saigon Beer - Alcohol - Beverage Joint Stock Company.
With a history of nearly 150 years, the Saigon Beer brand has accompanied the country and people of
Vietnam throughout the journey full of ups and downs and brilliance. Saigon Beer Company specializes in
producing beer, alcohol, and soft drinks, but the company is mainly famous for beer products such as: 333
beer, SaiGon Gold beer, SaiGon Lager beer, Lac Viet beer, .... SABECO used to be the company holding
the leading position in the beer industry in Vietnam. In 2014, Saigon Beer consumption reached 1.356
billion liters, after-tax profit reached more than 2,700 billion VND. Saigon Beer was also recognized 5
times in a row as a National Brand. According to the 2022 report, SABECO achieved net revenue of VND
34,979 billion, an increase of 32% compared to 2021, and after-tax profit of VND 5,500 billion,
equivalent to a growth of 40%. However, Saigon Beer is currently falling to second place because it is
facing a major competitor from the Netherlands, Heineken. This is the enterprise with the largest market
share in the Vietnamese market with a record revenue in 2022 of VND 36,000 billion (about 1.5 billion
USD), an increase of 50% over the same period last year. Despite facing strong competitors, SABECO is
still trying to plan to develop the company, in order to earn revenue of VND 34,397 billion by the end of
2024, with the company's after-tax profit expected to increase by 7.6% compared to 2023.
B. ANALYSIS THE REPORT
I. COMPANY’S PROFILE
1. About SABECO

No Category Company details


1 Company name Trade name: SAIGON BEER – ALCOHOL – BEVERAGE
CORPORATION
Native name: Tổng Công ty Cổ phần Bia – Rượu – Nước giải khát Sài
Gòn
Abbreviation: SABECO
2 Established year April, 1875
3 Legal representatives Mr. Koh Poh Tiong – Chairman of the Board of Directors
Mr. Neo Gim Siong Bennett – General Director
4 Corporation’s main 5th floor, Vincom Center Building, 72 Le Thanh Ton, Ben Nghe
operation office Ward, District 1, Ho Chi Minh City, Vietnam
5 Enterprise Registration 0300583659 issued by Ho Chi Minh City Department of Planning and
Certificate Investment on April 17, 2008. The 9th amendment was made on
August 7, 2018
6 Business lines Producing and trading Beer–Wine and Beverage
7 Contact number (+84) 28 3829 4081 – 3829 4083 – 3829 6342
8 Website https://www.sabeco.com.vn/trang-chu

Vision : Develop SABECO into Vietnam's leading beverage industry group, with a position in the region
and internationally. (www.sabeco.com.vn, nd)

Mission : Contribute to the development of the Vietnamese Beverage industry on par with the world.
Promote the culinary culture of Vietnamese people. Improve the quality of life by providing high-quality,
safe and nutritious beverage products. Bring practical benefits to shareholders, customers, partners,
employees and society. Satisfy and meet the beverage needs according to international food safety and
hygiene standards "Food safety and hygiene and environmental protection". Fully perform obligations to
the State on the basis of transparency in business. Actively participate in community activities. Ensure
development towards international integration. (www.sabeco.com.vn, nd)

Core value :

Traditional brand: The superiority of a traditional brand is built and affirmed over time. Customers are
always cared for and have many choices. Not fussy, not ostentatious, the closeness along with the courage
to create a difference helps SABECO have a special position in the hearts of customers.
Social responsibility: Development associated with social responsibility is the tradition of SABECO. We
provide society with safe and useful products, besides, we always want to share and shoulder
responsibilities in social work and environmental protection with practical actions.

Cooperation and development: We build "mutually beneficial" cooperative relationships, and use that as
the basis for sustainable development. We build appropriate policies for partners to participate and have a
long-term relationship with SABECO.

Attachment: Promote attachment in a friendly and sharing working environment. A place where everyone
is given the opportunity to learn, create and contribute to share the joy of success.

Continuous improvement: We are not satisfied with what we have but always dream of growing,
learning, creating and innovating to better meet the ever-increasing and constantly changing needs of the
market. Continuous learning, creating and innovating is our style. (www.sabeco.com.vn, nd)

Objective :

SABECO builds a sustainable development strategy focusing on 4 main goals: Country - Culture -
Conservation - Consumption.

Activities contribute to building the country, focusing on promoting and supporting the development of
young talents; accompanying young people in starting a business, supporting livelihoods, training and
improving competitiveness for small and medium-sized businesses, encouraging and honoring outstanding
workers.

Cultural preservation activities aim to encourage a healthy and active cultural lifestyle in the community,
such as sports activities to improve physical fitness, cultural activities to improve and enhance spiritual
life. (Báo điện tử Tiền Phong, 2022)

II. OVERVIEW ABOUT HUMAN RESOURCE MANAGEMENT (HRM) IN


SABECO
1. Function and Purpose of HRM
a. The function of HRM
Human resource management is the strategic approach to nurturing and supporting employees and
ensuring a positive workplace environment. Its functions vary across different businesses and industries,
but typically include recruitment, compensation and benefits, training and development, and employee
relations. (Laura Brown, 2021)

b. The purpose of HRM


Recruiting people with the talents, skills, and loyal that the organization needs; creates positive working
relationships between management and employees and an atmosphere of mutual trust. Use human
resources effectively, constantly improve labor productivity, and improve the organization’s overall
efficiency. Take the application of an ethical approach to people management.

2. Roles and responsibilities of HRM


a. Workforce planning
Workforce planning is the process of converting an enterprise's goals into human resource data to meet the
fulfillment of those goals. Sufficient quantity and types of workers for the right job at the right time and
the flexibility to cope with changes in the market are the main goals.
With the targets set to 2025, SABECO has managed the group's system very well, especially human
resource management. SABECO is always looking for talented, dedicated, and hardworking employees
who align with its culture. As a large corporation with more than 8,000 employees, SABECO puts its staff
quality training plan first in parallel with recruiting sufficient employees.

b. Recruitment and Selection


i. The definition

Recruitment is a company that devises policies to find potential employees and encourage them to apply
for work within the organization. This is a stepping stone for the selection of suitable personnel.
Selection is the process of identifying individuals with the necessary qualifications and competencies from
a group of people recruited to perform tasks within an organization. This is the process of choosing the
right people for the right job. (Devaro and Morita, 2013)

ii. Selection steps

Step 1: Attracting candidates

Step 2: Recruitment Strategies

Step 3: Dealing with applications

Step 4: Criteria Development and Résumé Review

Step 5: Interviewing

Step 6: Testing and Selecting

Step 7: Making the Offer

Recruiting will help provide jobs, reduce unemployment rates as well as the consequences of

unemployment. unemployment. In addition, recruiting also helps workers improve their knowledge,
improve their

qualifications and create development for society. (iRTC - tư vấn đào tạo ISO, 2022)
3. Practical application at your chosen business, results achieved.
SABECO Group's recruitment flow chart

Recruitment process

According to the recruitment flowchart and labor recruitment regulations of the company, the recruitment
process

includes the following steps:

- Determining labor needs: Based on the actual labor usage situation at

the units and the business plan, the units register labor usage plans with

the company.

- Synthesizing labor needs: After determining the labor needs at


the units, the Organization and Administration Department synthesizes and submits to the Company
Director, the Board of Directors

will approve the plan.

- Making a recruitment plan: Based on the approved plan, the Organization and Administration
Department will make a labor recruitment plan based on the assigned goals and plans; the number of
retired employees, employees who need to be replaced during the year of the

units. Recruitment sources at SABECO Group include both internal and external sources, with external
human resources being given priority.

- Recruitment announcement: At least 7 days before receiving the application, the Organization

Administration Department shall publicly announce some information about the unit; the number and job
title

to be recruited; recruitment objects; recruitment criteria; working conditions,

income; related documents and records; location, time of receiving application and organization

recruitment; other conditions on mass media such as newspapers, radio,

internet, ... announced within the company and contacted recruitment agencies, training schools,
vocational schools to invite candidates to participate in the recruitment.

- Receiving application documents and compiling the application list: After the recruitment
announcement, the Organization

Administration Department shall receive the application documents, check the legality and completeness

of the application documents according to the prescribed application document standards, then compile a
list of qualified candidates and submit it to the Recruitment Council to carry out the

Selection process

Recruitment flowchart and labor recruitment regulations of the company, the selection process

includes the following steps:

- Announcement of recruitment: The Administrative Organization Department, based on the approved list
of qualified candidates, notifies (sends letters, emails, phone calls) the interview schedule

to the candidates.

- Conducting the examination of candidate profiles and organizing interviews: After receiving
the list of qualified candidates from the Administrative Organization Department, the Recruitment Council
will

conduct the examination of candidate profiles, examine, verify and clarify information related

to the candidates. Next, the candidates will be interviewed and selected.

- Summarizing the results, approving the list of successful candidates: After the selection,

the Recruitment Council will evaluate the interview results, hold a selection meeting and make

a list of qualified candidates, advise on the job position and appropriate salary, the Company Director will
consider and decide.

Notice of acceptance of employment, signing of labor contracts: No later than 15 days from the date of the
recruitment results, the Administrative Organization Department shall notify the recruitment results

and the list of successful candidates to the candidates (in writing via post

or telephone). At the same time, the Administrative Organization Department shall notify the time and
place

of receiving and starting work specifically for the successful candidates. For unsuccessful candidates, the
Administrative Organization Department shall also call to notify

the results and keep the preliminary records of unsuccessful candidates.

- Probation: Employees recruited to work at the Company must undergo a probationary period before the
two parties agree to sign an official labor contract. No later than 15 days from the date the Recruitment
Council approves the list of successful candidates and announces the recruitment results, the
Administrative Organization Department shall

sign a probationary labor contract in accordance with the provisions of the Labor Law. Before placing the
employee in a position, the Administrative Organization Department shall notify and guide the newly
recruited employee on the contents of the relevant rules, regulations, and provisions. When assigning the
employee to the work unit, the Unit Head is responsible for training the probationary employee in
professional and technical skills. - Evaluation of probationary results: After the probationary period ends,
the relevant departments shall evaluate the probationary results of the employee. If the requirements are
not met, the Company shall issue a notice of not continuing to sign the labor contract and send a notice to
the employee. If the requirements are met, the Company and the employee must sign a labor contract. The
Company shall arrange employment for the employee, and the employee shall be responsible for
complying with the terms and conditions committed in the labor contract. The term of signing

, salary and other working conditions stated in the labor contract must be in accordance with the
provisions of the Labor Law, the Collective Labor Agreement and the Company's Salary Regulations.
- Monitoring and management: Relevant working units are responsible for monitoring

and managing their employees.

4. Training and development


Learning & Development (L&D) is the process of developing employees' knowledge and skills to improve
work performance, thereby improving the overall business performance of the enterprise. L&D is
considered an important part of human resources activities, ensuring that employees can access the latest
knowledge and develop the necessary skills to meet the needs of an increasingly complex working
environment.

Investing in human resource training and development brings many benefits to businesses such as:

Improving employee performance, from equipping new knowledge and skills to approaching work more
effectively.

Demonstrating the business's interest in the development of each individual.

Creating a positive working environment, promoting creativity and cooperation among employees.

See more: Learner-centered teaching methods - New trends in training (Thuongnt, 2024)

Human resource training and development process

Human resources are the core and foundation for the development of a business, so the company needs to
build a suitable human resource training and development process to attract talent as well as retain
employees. And to build a standard human resource training process, businesses can refer to some of the
steps below.

Clearly define the goals of the business

Determining training goals will help businesses have a suitable approach that is both effective and saves
costs and management time. At each different stage, businesses will have their own training goals and to
meet these changes, it is necessary to identify and select important goals to focus on, not being distracted
by unimportant issues.

Determine resource needs

When building a human resource training and development process, reasonable resource allocation is an
important factor. Each business will have its own requirements for the quantity, quality, skills and
qualifications of human resources suitable for the products or services they provide.
Analyze the current labor situation

To build an effective human resource training process for the organization, a detailed analysis of the
current human resource situation is very important.

Develop a plan to implement the human resource training and development process

Based on the needs and goals identified in the previous stages, the business needs to develop a clear and
detailed training and development program.

Implement the human resource training and development process

Implementing a training plan is an important step in the human resource training and development
process. After determining the goals, needs and training content, the business can conduct employee
training using two main methods: direct training and indirect training. (Thuongnt, 2024)

Step 1: Employee Orientation

Step 2: In-House Training

Step 3: Mentoring

Step 4: External training

Employee training is very meaningful and valuable to the business, employee training and

development can improve employee morale, achieve job satisfaction and security. More importantly,

Employee training also gives employees the opportunity to learn advanced skills and knowledge, giving

add a clear path and clear promotion opportunities, thereby turning them into a loyal employee of the

business and long-term commitment to the business.

SABECO Training and Development:

Step 1: Identify training needs.

Step 2: Training objectives

Step 3: Design and implement training programs.

Step 4: Evaluate the training program


5. Compensation and benefits (C&B) activities:
Theory (C&B): C&B stands for Compensation and Benefit. This is the department that specializes in
managing and monitoring the benefits of employees since signing an official labor contract. These include
salaries, bonuses, allowances, and other benefits, rewards, and disciplinary actions.

The C&B department plays an important role in attracting, retaining, and developing talent for the
business. An attractive salary and benefit policy will help the business increase labor productivity, reduce
turnover, and improve employee morale.

The role of this department is to ensure that benefits and forms of rewards and penalties are applied in
accordance with policy, handle issues related to payment, complaints about salaries, bonuses, insurance,
termination of labor contracts, leave, vacation, and other policies of employees in the company. In
addition, C&B specialists also propose solutions to overcome issues related to employee benefits to ensure
reasonableness and highest satisfaction. (Pace.edu.vn, 2021)

Actual at SABECO :

SABECO is particularly appreciated for: Safe working environment, Successful brand and reputable
products, Stable job, Good welfare and Competitive salary.

SABECO is committed to maintaining safe working conditions, caring for the physical and mental health
and welfare of employees, focusing on developing staff, attracting talent as well as respecting differences
and diversity in the workplace

Currently, SABECO has more than 8,000 employees working in 26 factories, 11 trading companies and
more than 200,000 points of sale nationwide. Welfare regimes as prescribed by law such as social
insurance, health insurance and 24-hour accident insurance are implemented 100%.

SABECO employees' welfare is also guaranteed and constantly improved through annual travel activities,
giving gifts on birthdays and holidays; Employees are provided with regular training programs to improve
their professional skills. The total number of training hours in 2023 is 14,611 hours compared to 2,957
hours in 2022.

At the same time, SABECO also focuses on a culture of management based on capacity, so the salary
structure is applied according to job position and individual achievements, helping to motivate employees
to work well. (B. Anh, 2024)

6. Labor relations and corporate culture


According to Clause 5, Article 3 of the 2019 Labor Code, labor relations are social relations arising in the
hiring, use of labor, and payment of wages between employees, employers, representative organizations of
the parties, and competent state agencies. Labor relations include:
Individual labor relations.

Collective labor relations. (Thuvienphapluat.vn, 2022)

Corporate culture is a very important concept in the modern business environment, because it affects the
behavior, attitude and effectiveness of each member in an organization. Corporate culture is also a factor
that makes each business different and unique compared to its competitors. Corporate culture is the entire
cultural values of a business built throughout the existence and development of the business, thereby
forming rules that affect the business's operations, governing the thoughts, behaviors and attitudes of each
member in the business, creating differences between businesses and being considered the unique tradition
of each business. (Ebh.vn, 2023)

Legal aspects:

Labor law: Regulations on the rights and obligations of employees can affect corporate culture. By

complying with regulations, it helps to build a fair and civilized working environment.

Anti-discrimination: Regulations on anti-discrimination based on gender, skin color, age are also

an important part of corporate culture, which helps to create a diverse working environment.

Information protection: Corporate culture must also comply with regulations on the protection of

personal information and customer data. This can create a corporate culture that is trustworthy and

respectful of privacy.

How to build a corporate culture:

• Define Core Values

• Vision and Mission

Organize Workshops and Brainstorming

Consult Customers and Partners

• Define Code of Conduct and Ethical Standards

• Leadership Style

• Work Environment and Facilities

Workspace

Facilities
• HR Policies

• Communication and Relationships

• Traditions and Rituals

What are the effective methods and skills for communicating with employees, employee

satisfaction?

Employee Communication:

• Active Listening

• Clear Communication

• Timely Feedback

Use Positive Body Language:

• Encourage Participation

• Organize Effective Meetings

• Employee Satisfaction:

• Salary and Benefits

• Working Environment

• Development Opportunities

• Recognition and Rewards

• Work-Life Balance

• Communication and Relationship with Management

• Reality at the Enterprise:

• Implementation Activities:

7. Performance Management
Performance management is a management method based on setting specific goals for each stage,
conducting performance evaluations for that stage and finally planning to improve performance for the
next stage. Traditional performance management reviews the work process of employees in specific, fixed
cycles, which can be quarterly, 6 months or even 1 year. (Admin, 2021)
Performance Management Process:

Step 1: Create a Performance Management Plan

Step 2: Set Goals for the Performance Management Process

Step 3: Develop a Performance Appraisal System

Step 4: Provide Feedback on Employee Skills

Step 5: Continuously Manage Employee Performance

Actual application of Performance Management activities at SABECO

Periodic performance assessment

SMART goal setting

Skills development and training

Continuous feedback

Linking with reward policy

Applying technology in performance management

Achievements

Improving work performance

Developing employee capacity

Engaging the human resources team

Increasing the efficiency of human resource use

III. Contribution of the recruitment department to the strategic goals of SABECO


Taking people as the center

In the business strategy towards sustainable development of Saigon Beer - Alcohol - Beverage
Corporation (Sabeco), people are one of the key pillars for the development of the enterprise. The human
factor is also identified as one of the important pillars to help Sabeco improve its competitiveness and
maintain its position when starting the transformation process in 2019.

In fact, in the context of the economy being affected by political and social fluctuations from 2020 to
present, affecting the lives of workers, Sabeco still strives to maintain jobs for more than 10,000 direct
workers in the entire system across the country. Not stopping there, the enterprise also creates all
conditions to help workers learn, practice and improve their working capacity.

Training activities and programs are always held periodically with practical content, helping to shorten
capacity gaps as well as create development motivation for all employees. Accordingly, the total number
of training hours in 2022 of Sabeco reached 2,957 hours, 11 times higher than the training time prescribed
by law.

Building a corporate culture towards a healthy and positive lifestyle

In addition to activities to improve employee capacity, Sabeco also strives to build a healthy working
environment, encouraging employees to participate in sports activities, improving physical and mental
health.

Sabeco is not only a familiar face of major domestic marathons, but also the company's employees and
members enthusiastically participate. At the VnExpress Marathon in Nha Trang last August, nearly 50
Sabeco employees responded. (News, 2023)

IV. Information technology transformation process:


Along with sustainable development efforts

The SABECO 4.0 project is a strategic initiative of the enterprise to transform the business model through
digital technology. Officially launched in 2020, SABECO 4.0 enables the enterprise to improve the way it
works by optimizing, standardizing and automating processes, starting from the supply chain, warehouse
operations, to marketing and sales systems.

SABECO has successfully transformed core business processes, promoted marketing and sales initiatives,
and improved the enterprise's operational efficiency across the entire supply chain and production. In
addition, the enterprise's cost-saving measures have also contributed to positive business results over the
past 3 years.

Now SABECO has been operating phase 2 of the transformation process since 2022 with the goal of
improving competitiveness and profitability. This phase focuses on 6 main pillars: Sales, Brand,
Production, Supply Chain, People and Unlocking supported by the SABECO 4.0 project and governance
initiatives. The Corporation focuses on expanding the domestic and international markets; Continuing to
firmly build a product portfolio that meets consumer trends, while restructuring the distribution system
and perfecting the process of bringing products to consumers.

SABECO also does not forget to invest in a brand renewal strategy. In early 2022, SABECO made an
impression with the event "Rebirth of the Legend" - Saigon Special Beer re-emerged with a new formula,
packaging and positioning. The innovation of Saigon Special beer is the concretization of the effort
towards practical and breakthrough initiatives, aiming to create many positive values for consumers,
especially young people. Currently, SABECO owns a portfolio of beer brands that are loved by
Vietnamese consumers with fresh and eye-catching designs such as: Lac Viet Beer, Saigon Chill Beer,
333 Beer, Saigon Special Beer, Saigon Export Beer, Saigon Lager Beer and Saigon Gold Beer, Saigon
Coffee-Infused Beer - Saigon Coffee Flavor Beer...

Consolidating production and business activities through digital transformation

Currently, SABECO has a wide supply chain and a large network with a system of 26 factories, 10
member trading companies and a distribution network of more than 200,000 points. Therefore, SABECO's
Board of Directors has early determined the need to bring digital transformation into production and
business activities. Only digital transformation can improve business efficiency, improve service quality
and product quality and ultimately strengthen SABECO's brand in the market.

At the same time, digital transformation helps SABECO improve the service quality of the warehouse
system, control inventory well at any time, and reduce operating costs.

After nearly 5 years since the beginning of the digital transformation process, SABECO has achieved
encouraging results. There are nearly 100 warehouses, 26 factories, more than 100 contractors and
shipping partners, more than 5,000 drivers and more than 1,000 employees using and operating the
SABECO Logistic 4.0 system. (Nguyễn Nhung Tuổi Trẻ Thủ Đô, 2023)
RE
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