HIDA Journal 2017 SPRING No.10

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5No. 10 SPRING 2017salaries. Therefore, the Japanese thinking leads to “… if so, all company employees shall work together to improve prot.” On the other hand, a Vietnamese may think, “… if so, I shall quit this company and nd a better paying company.” Impact of the education an employee received in past is strong; and changing his/her value is not an easy job. We also see economic gaps widening educational gap among employees received.Let me share another episode of personnel assignment change in Vietnam. Each employee’s scope of work is clearly stated on his/her employment contract. That, and due to strong sectionalism among the employees, generally, employee’s scope of work never changes. However, as we thought it a good idea to move a good worker to a position where he/she could use his/her abilities better, we added a new proviso to our employees’ contracts, stating an employee’s scope of work may completely change in future. All our employees signed their contracts with this change several years ago. We heard local based voices commenting how bold our move was. Though, in the end, no one left our company. Actually, once, we tried to promote a leader at security ofce to a leader in the QC department. However, when we told him, we were going to move him up; he mistook the news and thought we were going to dismiss him. He pleaded with us, “Please do not re me until end of Tết (a major holiday week in Vietnam).” We explained, “You are not dismissed. This is a promotion.” To that he responded, “I’m too old to change job (even he was only in his 30s).” “Everyone hates me. I won’t be able to work at another department,” so on and on. We managed to persuade him by telling him, “It’s better to be hated to work at QC.” He is now doing a great job on the frontline.They often say, if you are to dress down a Vietnamese, do not do it in public. Meet him in private and tell him in person; if you are to praise him, do it in front of everyone. However, when we deal with staff or a leader, we do it in public. Their culture is very good at self-defense, in one way or another. For that reason, we believe, public dressing down ensures the cause is transparent, and helps the person better understand why. I would like to develop an open culture in this company.Can you share us which direction your human resource development will take?We would like our local staff to acquire the level of skills that give them sufcient competitiveness in overseas market; though they may not get to the level of Japanese counterpart. For that purpose, we need to build a framework of human resource devel-opment and to enhance our education system further. We believe we were able to launch our own human resource development system through utilizing HIDA’s EDP and TPIJ.As I shared before, we dispatched an expert, introduced to us by HIDA, to Vietnam to provide instructions to our employees with a focus to improve their basic skills. It was timely, because, it was decided two examinations of Japanese qualications, Lathe Work, (Japan) National Trade Skill Testing and Certication Examination Class 2 (rst in Vietnam) and Class 3, were going to be held in Vietnam. We were suggested to have our local employees sit the exam. The examinations were a joint effort by Japan International Cooperation Agency (JICA) and Japan Vocational Ability Development Association (JAVADA). We heard that, while preparing to run the examination, they were having a trouble nding experts for practical skills instructions. Lecturers at the local engineering college also expressed their wish to challenge the certication exams. Therefore, it was decided our expert would go to the engineering college and provide skills instructions for preparation towards the certication exams, as the additional guidance component under HIDA’s EDP: the Technical Guidance for the Local Company.*2 The result of the high level Class 2 exam, held in November, was, unfortunately, disappointing, with only one lecturer from the engineering college passing. However, those who were going to sit the Class 3 exam, to be held in December (at the time of interview), are working hard for their nal preparations. We hope some of our employees would also pass. As only a limited number can sit each round of the examination, we are going to select candidates from our employees.*3 Our candidates are using their own time during lunch breaks and after work to prepare for the exam. Their effort and attitude are impressive. We believe those certication examinations have given us a very effective opportunity for us to raise overall skill levels at our company. It is also an excellent opportunity to motivate our employees and raise their condence.We only just started our human resource development effort in Vietnam. We would like to continue utilizing HIDA’s programs, both EDP and TPIJ, effectively to raise local employees’ skill levels, as well as to help grow both the company and all of its employees, so as to make contribution to development of indus-tries in Vietnam.Thank you very much for sharing with us your inspiring story today. I can see very well how your policy of utilizing good things with the Vietnamese way, along with the Japanese way, guides your human resource development effort of your local workforce through accumulation of dialogs.*1:HIDA has a register of experts in respective elds of technology, who has abundant expertise and teaching experience, as well as understanding and passion for technical cooperation in a developing country. If a company does not have an expert for such an assignment, as with the case in this story, HIDA can nd a suitable candidate for the project among its expert register and introduce to the company.*2:If the Japanese company’s investment exceeds 50% of the receiving company, to which the expert will be dispatched, HIDA mandates the expert spends 1/8–1/4 of all number of days scheduled for guidance on Technical Guidance for a local company, a local university or similar, with business relation with the receiving party.*3:The results of examination were published at the end of December 2016. Two from Vietnam passed the practical component of the Class 3 examina-tion, including one employee of PREC, VN CO., LTD. Congratulations!Expert (left) giving Technical Guidance for the Local Company

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