DKSH VIETNAM
Awards and Recognition:
2020
2021
2022
2023
Company details
Address
5th Floor, Viettel Complex,
285 Cach Mang Thang Tam,
Ward 12, District 10,
Ho Chi Minh City, Vietnam
5th Floor, Viettel Complex, 285 Cach Mang Thang Tam, Ward 12, District 10, Ho Chi Minh City, Vietnam
Industry
Healthcare, Consumer Goods,
Performance Materials, and
Technology
Healthcare, Consumer Goods, Performance Materials, and Technology
Vision
Being the Trusted Partner
Head Count
5,331
Website
www.dksh.com/vn-vi/home/dksh-vietnam
Explore opportunities with us!
Business Background - Local & Regional History, Corporate Activities:
Year the company was established and where it is registered: was initially established in VN since 1890, closed due to war, came back in 1991, and was officially registered as DKSH Vietnam Co., Ltd. in 2008 in Binh Duong Province, Vietnam.Highlight interesting facts on how your organization is a good place to work:
Working place culture:We offer safe, healthy workplaces and follow fair employment practices. DKSH employees follow the principles outlined in our Code of Conduct: respecting human rights and offering equal opportunities, investing in talent, and supporting our people in their personal growth. We emphasize hands-on experience, empowerment, and stretch assignments as our primary way of developing employees.
Performance and feedback culture: Regular dialogues between managers and employees on development objectives, including constructive feedback, are also a part of their development journey at DKSH. Other than via performance dialogues, DKSH encourages periodic feedback from employees via employee engagement surveys.
Cultural tool kits: we create cultural tool kits that define our norms; the visible abilities that bring our purpose of enriching people’s lives and our values of Integrity, Empowerment, Collaboration, Entrepreneurship, and Sustainability to life; used for recruitment, management, development, and promotion of employees. Our culture set named People DNA is classified depending on the role and levels of employees, which is a guideline for employees’ behaviors.
The company’s recruitment strategies:
We have a clear recruitment strategy that is built based on business needs and manpower planning.
We honor diversity and inclusion within the workplace as well as our recruitment process. All recruiters and hiring managers are well-trained to make sure our recruitment process is balanced and non-discriminatory. We utilize an online platform to collect and filter applications based on competencies and job requirements to minimize any bias that could arise.
Policies, practices, and initiatives designed to foster a diverse and inclusive workplace:
DKSH emphasizes diversity and inclusion in its workforce, to ensure a well-rounded workplace with a healthy mix of varied perspectives and characteristics.- Women at DKSH make up: 53% of all employees, 51% of all managers
- Market leadership teams are: 73% local staff
- DKSH employees represent: 75 cultures
We have built our in-house learning and development center, “Fantree Academy”, with curricula built on the pillars of Leadership, Functional Skills, and Essential Skills. Our training curricula are complemented by programs addressing other important matters, such as ethics and compliance, employee onboarding, and health and safety.
Recognition is a key part of our approach to retaining talent. In addition to training, on-the-job opportunities for growth, and internal mobility, DKSH celebrates the employees who have most embodied our corporate values through the DKSH Fantree Awards. Individual employees or teams are encouraged to nominate colleagues at the local level. Awards are recognized and celebrated during town hall meetings and given by members of senior management.
Providing a work environment that is conducive to people performing at their best includes offering relevant benefits to the workforce. DKSH provides a variety of benefits to its employees, based on applicable policies in the countries of operation.
Employee performance is measured against mutually agreed quantitative and qualitative objectives and is linked to remuneration. Regular dialogues between managers and employees on development objectives, including constructive feedback, are also a part of their development journey at DKSH. Other than via performance dialogues, DKSH encourages periodic feedback from employees via employee engagement surveys.
Policies, practices, and initiatives designed to ensure that fair labor practices
- Policies comply with international labor standards + local standard
- The compliance standard refreshes training every year.
- Control this through the process
- Hotline for employees to report unfair
Besides, there is also a hotline for DKSH employees to report any unfair matter that they might witness or experience.
Talent development and career advancement strategy
Our learning and development programs conclude both training sessions to provide professional knowledge and helpful soft skills. More than internal training, we are having strategic partnerships with universities to offer professional learning and development paths for our employees. We have built our in-house learning and development center, “Fantree Academy”, with curricula built on the pillars of Leadership, Functional Skills, and Essential Skills. Our training curricula are complemented by programs addressing other important matters, such as ethics and compliance, employee onboarding, and health and safety.Regular dialogues between managers and employees on development objectives, including constructive feedback, are also a part of their development journey at DKSH. All employees participate in a formal annual appraisal with their managers. For management-level employees, this is carried out via the DKSH Talent Portal, an online performance and talent management solution, and includes a personal development plan.
Other than via performance dialogues, DKSH encourages periodic feedback from employees via employee engagement surveys. Our Human Resources function conducted a survey in early 2021 and most recently May 2022, covering more than half of the workforce, to better understand the perceived strengths and weaknesses of DKSH as an employer.
Career transition programs in place to support employees through role changes or departure from the company
Our strategy for growth is highly dependent on our ability to: Attract, engage, and retain talents; Strengthen people's capability; and Instill a high-performing and feedback culture. Based on the strategy, we create a Talent Review and Succession Planning Process in which we identify Mission Critical Roles (MCR) and Talents through Performance and Potential, map Talents to Mission Critical Roles, and provide Talents with customized training, mentoring, and evaluation for their own career directions. We encourage them to learn new skills even in other industries or functions for diversity, choose mentors from other industries and they may rotate their jobs after the training process. We also open the chance for local employees to work in regional teams in other markets for both the short and long term.At DKSH, we strongly believe in equality. That is why we constantly put our best efforts in creating a working place that is diversified and inclusive. It is also the key help us not only to acquire, but also to retain the best talents. Being honored as Best Companies To Work For In Asia four times in a row is a strong proof of our HR strategy with people-centric direction, in the journey of enriching people's lives in Asia and beyond.
Phillip Wray, Head Country Management
The health, safety, and well-being programs for employees:
The company designs a plan for a Health & well-being program with 4 main activities:- Serial Health Talks : being held bi-monthly to provide healthcare information for employees. We invited Doctors, Nutrition experts, Fitness experts, Meditation experts, and so on to share healthcare topics such as: How to prevent, deal with, and recover from COVID-19, how to get fit, how to create a balanced diet for family, take care of your eyes, etc.
- Health Check Days : We randomly hold Eye check and Dental check days for employees.
- Sports Sponsorship : Each employee will be sponsored 500.000 dong/year for sports activities.
- Olympic days : this is the yearly activity where we hold a sports competition and encourage our employees to do exercise and sports more often.
We developed an enhanced corporate HSE-MS that references the current leading ISO 45001 / OHSAS 18001 and ISO 14001 standards and introduced it in the first quarter of 2021. Local HSE managers are tasked with ensuring that local HSE-MS are aligned to the corporate HSE-MS as applicable. To reinforce our commitment to safe practices for contractors, we released a new Contractor Safety Management guideline in 2021. Contractors involved in higher-risk activities, such as operating forklifts, are evaluated based on their health and safety performance and processes, including injury/illness performance, special skills and training, effective work procedures, instructions, or equivalent HSE-MS, and compliance to applicable licensing, rules, and regulations. Safeguards for contractors operating on our sites include Working Instructions on Visitor Safety, Contractor Safety Permit to Work (which also covers safe driving), and Contractor Guidelines.
The company helps employees to balance their personal and professional needs
- DKSH employees have the choice to work from home 40% of their time, so they can have the flexibility to achieve work-life balance.
- Parental support: we provide maternal leaves for both mother and father, parenting training courses (how to grow your kids without tears, nutrition for your kids)
- MBA Scholarship offer for DKSH employees: we partner with universities to sponsor at least 50% of MBA in tuition fees for employees, and 75% for high-performance employees.
- Standard benefits, with some variation by market, include life insurance, healthcare, disability and invalidity coverage, statutory retirement provision, and parental leave.
The company engages with its employees and responds to key issues raised through these engagements
We listen to our employees across the entire “employee lifecycle” – meaning from onboarding to exit and at every stage in between.Onboarding survey: Onboarding is a vulnerable time for a new hire. They are trying to figure out their place in the organization and learn the skills needed to be successful. Research shows that employees who had a great onboarding experience report a 33% higher engagement than employees with poor onboarding. We run both 30-day and 90-day onboarding surveys. The survey has 15 questions available in 14 languages.
360° Feedback Survey: 360° feedback gives us a wider and more robust view of ourselves and our performance. It ensures feedback is coming from not only our line manager, but also from direct reports, fellow team members, other leaders and colleagues, and even external parties like clients, customers, and vendors.
Team Effectiveness Survey: The Team Effectiveness Survey is part of the High-Performing Teams (HPT) initiative. It measures team effectiveness and engagement, making it a useful tool to track progress as teams undergo their HPT journey. The survey is powered by Glint and launched on request by Group Capabilities.
YourVoice engagement survey: YourVoice is our survey to measure drivers of employee engagement. The most important drivers include how we make decisions, our culture, being recognized for work done, and feel free to speak without fear of negative consequences. One of our strengths at DKSH is that more than 75% of employees feel their manager provides helpful feedback that improves their performance. More than 15,000 employees responded to the May 2022 pulse survey, reflecting a 91% response rate.
