Taky Food Commit:
- Transparency and equality in recruitment, building talented and effective staff
- Ensuring safe working conditions, equal rights of liberty, and occupational health care
- Create jobs that bring good income, provide welfare regimes, take care of material and spiritual life for employees
- Constantly improve the working environment, giving employees the opportunity to learn and develop
Employee's concern response:
- Safe, free working environment without discrimination
- Welfare policy, salary and good working regime
- Training and advancement opportunities
- Achievements and contributions are noted
Intergrating the UN's goal of sustainable development
- Gender equality
- Peaceful society
- Good health & happy life
- Economic growth & sustainable employment
- Peaceful society
I - Transparency and equality in recruitment
Human resources high quality are the foundation for sustainable development. Therefore, Taky Food always focuses on quality, transparency and equality in recruitment. Besides, Taky Food also balances internal and external recruitment reasonably, based on the priority of internal resources in accordance with the Company's development policy. Taky Food prioritizes suitability, respects diversity and does not discriminate in recruitment.
Taky Food recruited through many ways:
• Posting / screening from mass media: the Company's website, in collaboration with large and reputable recruitment partners in the market with the largest candidate banks in Vietnam such as Vietnamworks, Jobstreet, Anphabe…
• Job Fair with students..
Maintain stable human resources
Thanks to a good working environment, good physical and mental care, Taky Food has been very successful in attracting and retaining employees. In 2017, the Company recruited 159 new employees, while only 28 employees resigned, including 53 retired. Taky Food's resignation rate is maintained at 5.7% (2016: 3.9%), this is an ideal rate showing that Taky Food's "human health" is being maintained at a healthy level, do not affect production and business activities, but still ensure innovation and refinement.
II - Working environment sately and secure occupational health
The Company strictly complies with all relevant provisions of the Labor Law and the Law on Occupational Safety and Health:
• At the units, the Company establishes the Council of occupational safety and sanitation, assigns employees responsible for safety and health, set up teams of safety and hygiene.
• Have an annual plan for occupational safety and health. • Provide adequate personal protective equipment during the course of work.
• Periodic health checks for workers, occupational disease (or risk) disease examinations.
• Annual training for employees on occupational safety and sanitation, education of workers' awareness and responsibilities in safety, proactive detection, prevention and comments on conditions work and safety, health.
• Perform daily, monthly, and annual self-inspection, monitoring and evaluation of safety activities at each unit.
• Carry out periodic assessment program (every 06 months) for occupational safety and health of the company level for units.
• At the Company: assigning representatives of Human Resources and Production Division for general management, setting policies, regulations, guiding occupational safety and health activities for units throughout the Company ty.
• At each unit:
Establishing the Council of grassroots occupational safety and sanitation: managing and carrying out occupational safety and health activities at the unit.
Assigning full-time officials for occupational safety and sanitation: Inspecting, supervising and implementing occupational safety and health activities within the unit.
Assign Health staff: monitor daily health status of workers, handle first aid cases (if any), organize periodic health checks for workers. Establishment of the Safety and Hygiene Team: carry out inspection and supervision activities for occupational safety and health in each working area.
Labor ratio in committees on occupational safety and occupational health: 8.2%
III - Physical satisfaction, metal fullfill
Salaries, bonuses and benefits
Taky Food participates in Mercer's market salary survey every year. Since then, there have been adjustments in salaries and benefits for employees of the Company, ensuring the competition with leading companies in the FMCG industry in Vietnam.
The monthly income structure of employees consists of 02 parts: Salary based on rank, and income based on ability.
Deduct 10% of profit after tax from Bonus and Welfare Fund to reward employees according to performance evaluation; implementing the benefits agreed upon in the Collective Labor Agreement and paying for social, charitable, community activities ...
Contribution rates of employers and employees to pension funds are 14% and 8% respectively.
In addition, the Company also encourages the working spirit of employees with bonuses based on the performance of the work in the year, the employee stock ownership plan (ESOP) ...
Except for employees who are on probation, all employees, including temporary or part-time employees who have signed labor contracts, are fully entitled to the Company's welfare policies such as:
• Health insurance
• Accident insurance 24/24
• Stock option / ownership
• Maternity allowance
• Lunch allowance
• Annual vacation
• Birthday gifts, marriage
• Gifts for female employees: March 8, October 20
• Gifts for employees: June 1, Mid-Autumn Festival, Good students, ...
With the goal of evaluating employee competencies in a comprehensive, efficient, fair and transparent manner, Taky Food is currently actively improving the criteria and how to evaluate. The company has tested and assessed improvements on the management team before being widely applied throughout the Company.
Specifically:
• Since mid-2017, the Human Resources Department has held training courses to introduce the Company Competence Department and Competency Assessment skills to all management levels nationwide.
• Building Capacity Assessment Process
• In February 2018, a pilot capacity evaluation plan for 2017 was implemented for management levels
• In August, 2018, conducting a pilot evaluation of management capacity
• Up to now: 39/39 managers have conducted capacity assessment and developed a Capacity Development Action Plan.
IV – Corporate culture
A good corporate culture but on paper is just a fiction culture; and just the dream of that business. The obvious fact is that dreams are only dreams if we leave them unconscious; dreams come true when and only if businesses know how to act. On the other hand, Culture is an art category and also a scientific category. The implementation process cannot be rigid and stereotypical. It cannot be day one, day two, but it can turn everyone into the standard trajectory, can become Taky Food Man; for the deeply rooted and subconscious corporate culture of an employee to go through a long process from Learn - Awareness - Implementation - Passion - Tao is the process of a whole career that employees stick with. enterprise. That is the artistry. How to do that based on the spirit of self-discipline is not very difficult to create change; always accompanied by self-discipline is a regulatory mechanism; procedure, structure. As such; The new Taky Food slowly formed and developed in every employee. At the same time, the implementation process is also a cultural problem that requires science and logic; If rushed, or slow, fasting creates the opposite effect to employees. With this cultural process, it is necessary to apply the character-needs; Combined with the strategy "Long time wet beams". That is scientific. Doing well these two things will help Taky Food build a corporate culture imbued with the essence of the Takier people
