SUCCESS REQUIRES
THE POWER OF EFFORTS
OPERATIONAL SITUATION IN 2023
- Situation of production and business activities in 2023
- Situation of project investment and implementation
- Organization and human resources
- Shareholder structure, change in owner’s investment capital
- Report of the Executive Board
- Report and assessment of the Board of Directors
- Report of the Supervisory Board
ORGANIZATION
AND human resources
EXECUTIVE BOARD
| No. | Full name | Position | Number of shares owned at period closing | Shares ownership ratio at period closing |
|---|---|---|---|---|
| 1 | Mr. Van Tien Thanh | General Director | 109.000 | 0.020589% |
| 2 | Mr. Tran Chi Nguyen | Deputy General Director | 1,600 | 0.000302% |
| 3 | Mr. Le Ngoc Minh Tri | Deputy General Director | 1,600 | 0.000302% |
| 4 | Mr. Nguyen Tuan Anh | Deputy General Director | 0 | 0.000000% |
| 5 | Ms. Nguyen Thi Hien | Deputy General Director | 0 | 0.000000% |
| 6 | Mr. Nguyen Thanh Tung | Deputy General Director | 5,003 | 0.000945% |
| 7 | Mr. Dinh Nhu Cuong | Chief Accountant | 2,900 | 0.000548% |
CHANGES IN EXECUTIVE BOARD
In 2023, PVCFC had no change in Executive Board personnel.
Human resource report 2023
Company's HR policy is always in regulatory compliance with human rights without any gender or religious discrimination, nor political opinions or age, without child labor, forced or compulsory labor.
The Company has issued regulations on labor recruitment, clearly defining standards for candidates based on the Company’s HR policy.
The company has issued regulations on staff management, clearly stipulating the process of appointment, reappointment, arrangement and evaluation of staff to ensure compliance with needs and development orientations of the Company.
Overview of the workforce
As of December 31 2023, the Company has a total number of
1,096 employees
Female
203 employees
Male
893 employees
The Company's labor structure is shown as follows:
Classification by term of labor contract
- Failure to sign a labor contract (appointed by PVN and concurrently appointed by KSV ...)
- Labor contract with indefinite term
- Labor contract with a definite term of 01 - 03 years
- Short-term contract term of less than 01 year
Classification by level of expertise
- Post graduate
- Graduate
- College, occupational intermediate schools, occupational elementary schools
- Unskilled laborers
Classification by gender
- Male
- Female
Classification by age
- Over 55
- 50 - 55
- 40 - 49
- 30 - 39
- Under 30
Classification by management levels
- Executive Board
- Head/ Deputy head of division and equivalent
- Head/ Deputy head of department and equivalent
- Workshop shift head, teamleader, factory shift leader
- Staff
Classification by functional divisions
- Executive Management Board
- Sales division
- Production division
- Management division
- Branches
Increase staffing
- Male
- Female
Reduce staffing
- Male
- Female
Region
- North
- Southeast
- Central region
- Southwest (Ca Mau: 35.04%, Other provinces: 14.06%)
- Abroad
In 2023, a number of additionally recruited employees for divisions and branches increased by 68 employees compared to 2022: inadequate recruitment for divisions/units as planned & labor demand in business and production activities. 20/68 are female employees accounting for 29.41%; female employee ratio decreased by 2/14 accounting for 14.29% of total employees decreased in 2023.
The Company is committed to providing a policy without any gender-age or political opinion-based discrimination, etc.
The company is against all forms of child labor, forced or compulsory labor as stipulated in recruitment mechanisms and regulations of the Company (Clause 8.2, Article 8 of recruitment regulations).
Staffing: receiving, transferring, appointing, reappointing, etc. staff planning, evaluation and classification of cadres are in compliance with procedures, regulations depending on actual needs, appointed officers have well performed their roles and missions, contributed to the process of construction and development of the Company.
Newly recruited personnel are eligible for a 100% training program in each period. In 2023, the Company coordinated with trade unions to organize training programs for newly recruited staff and interns to attend programs such as factory tours, U Minh Forest, Uncle Ho Memorial House and direct dialogue between staff and the General Director.
Employee welfare policy
Being aware of its responsibility for employees, the Company always sets up welfare regimes and policies, support programs to ensure employment and health for employees.
The Company has issued regulations on personnel management, collective labor agreements, employee policy, salary and bonus regulations as well as welfare regimes, regulations on rights, responsibilities and other regimes for employees such as working hours, rest time, working environment, promotion opportunities, income, training, feedback/recommendation, etc.
- Remuneration, bonus policies and other welfare regimens of PVCFC are continuously improved to ensure stable income for employees and to increase their commitment and engagement.
- The salary and bonus policy for employees not only depends on the Company's business results in the year but also based on efficiency/level of job satisfaction, compliance issues with regulations related to ethics and other internal processes. PVCFC also reviews other long-term factors such as past performance/compliance assessment results to consider the salary and bonus. When the Company has profits or profits exceeding the plan, a part is deducted as a reward fund and spent in the following years.
PVCFC fully retains employee policies as stipulated, providing full insurance regimes as stipulated by Labor Code and the Law on Social Insurance such as Social Insurance, Health Insurance, unemployment insurance, retirement benefits, maternity allowance, etc.
| Insurance payment | Unit | Year 2021 | Year 2022 | Year 2023 |
|---|---|---|---|---|
| Social insurance | VND | 53,532,779,655 | 55,738,288,840 | 60,271,851,530 |
| Health insurance | VND | 9,547,281,420 | 9,956,269,170 | 10,640,754,935 |
| Unemployment insurance | VND | 3,910,995,569 | 2,937,511,100 | 4,959,883,920 |
Total employees
entitled to maternity
leave were:
13 people
with total
maternity pay of
1,236,803,300
VND
Total employees returned to work after parental leave were 08/13, 05/13 people will return to work in 2024 according to regulations, rate of employees returning to office after parental leave and retention rate in 2023 was 100%.
PVCFC always puts a strong focus on human resource training and development, on a yearly basis, the Company builds human resource training and development plans including in-depth management training courses, regular training courses for working skills, foreign language as well as other internal training course for employees to improve their professional skills, knowledge, professional qualifications to ensure business and production activities. Additionally, PVCFC also organizes orientation/support training programs for local students, intern support programs, etc.
Types of training
- Sending employees on training courses organized by units/institutes/professional training schools; offering internal training courses by direct sharing, coaching, online or e-learning, creating the best conditions for employees to attend and uphold training efficiency as well as improve business and production process.
- Providing internship resource guide and training course at the factory/divisions, departments of the Company.
- Giving scholarships to local students and students of universities/colleges.
-
Some of typical training programs implemented in 2023 include:
-
The average training hours is
26 hours/person/year
-
High-level leaders (The Executive Board, Head/ Deputy head of division and equivalent)
996 hours/year
-
Middle-level leaders (Head/Deputy head of Department and equivalent, Head of Workshop, Team Leader)
1,690 hours/year
-
Employees
27,011 hours/year
-
Number of training courses:
External
140
courses
Internal
237
courses
In 2023, PVCFC made renovation of salary policy and other regimes to develop its human resource development strategy including: salary and bonus review policy for titles of regional managers, customer service managers of Sales Division; draft amendments on salary, bonus and welfare management regimes, employee policy, etc.
