A LEADING BANK IN A GROWING ECONOMY
Ho Chi Minh City Development Joint Stock Commercial Bank (HDBank) was established in 1990 and has been operating through the economic reform and development in Vietnam. HDBank provides all financial and banking operations, products and services to all parties in the economy in accordance with the regulations of the State Bank of Vietnam.
As of 2018, HDBank places its Headquarters in Ho Chi Minh City while managing one representative office in Hanoi and 283 other branches across the country. The Bank has cemented its leading position in terms of operation, total assets, network while focusing on retailing and SME banking and consumer financing.
EMPLOYEES ARE HDBANK’S GREATEST ASSETS
Having realised human resources as its most treasured possession, HDBank has always cared for its employees and provided them with competitive and legal welfare policies. This approach helps soothe their minds while encouraging their loyalty and contributions to the Bank.
In 2018, HDBank hosted 210,000 hours’ worth of training for 23,588 participants from its staff. In overall, each employee averaged 8.9 hours of training. In addition, a total of 714 training classes, excluding online classes, was hosted. They comprised 479 introductory classes and 235 advanced classes. The Bank also organised supplementary English classes for management staff and other classes on soft skills, mind development. HDBank is building a “core staff” programme which selects and trains excellent candidates with leadership potentials to ensure its continuous development and expansion. Additionally, the Bank is developing a talent programme which discover staff and fresh graduates with promising abilities and skills before grooming them for future management posts. Moreover, HDBank has been updating its remuneration policies to attract and retain quality personnel for the Bank, to uphold its commitment for the best returns of each employee, and to become one of the highest-paying banks in Vietnam.
HDBank implements transparent remuneration policies with detailed pay scales which conform to the law, stay competitive in the market, and is associated with business plans. The Bank shows continuous attention to pay reviews, and fair and adequate remuneration, especially the competitiveness of its remuneration policies in the market which affects talent development and retention. Moreover, employees are provided with stable yet still incentive income to encourage improved productivity and completion rate.
Employees on maternity leaves are entitled to allowances equivalent to 1.5-month salary. In 2018, HDBank welcomed back 278 employees after their maternity leaves, which translated to 100% re-employment rate. Retired employees are entitled to 01 monthly salary before their official retirement. The Bank also paid for holiday costs, seniority bonuses, Tet bonuses, poverty aids, etc. Furthermore, it reviewed loan applications from eligible staff to support the improvement of their life.
HDBank strictly observes the Labour Law and other regulations related to labours’ right and responsibilities. Specifically, 100% of HDBank staff signed legal labour contracts in which information on workplace, pay grade, bonus, leaves, job description, and other related legal rights and responsibilities were detailed. Any change to the work conditions stated in labour contracts or any overtime request is always discussed with employees. Any decision regarding employees’ rights and responsibilities can only be decreed if an agreement has been reached with them.
In 2018, HDBank was highly regarded for its culture, work environment, career ladder and benefits for its employees. HR Asia selected the Bank as of the best companies to work for in Asia. In fact, HDBank Management always consults with employees before any decision is passed. For instance, professional processes, regulations and policies are developed and reviewed through emails, at direct meetings, meetings with concerned parties, or by relevant authorities before being issued. For any matter related directly to employees’ rights, including leaves, disciplinary actions, dismissals, relocations, etc., employees are always notified and consulted before any decision is officially made. Deadlines for notifications or consultation are stipulated in documents such as Collective Labour Agreement, Labour Regulations, disciplinary processes, dismissal processes.
HDBank has been improving its human resources quality and services through external customers’ satisfaction surveys while evaluating professional skills through internal satisfaction surveys. HDBank Management conducts annual reviews on employees’ abilities and completion rates to determine suitable and swiftly incentives.
Under HDBank roof, each employee can live and work in solidarity, affection and utmost support from colleagues and managers. These factors help create an ideal work environment where any employee is contented, proud and wishes for long-term association.