Building on the success of the first Workplace Culture Masterclass in 2022 in Vietnam and other Workplace Culture Masterclasses across ASEAN and ANZ, Great Place To Work® is pleased to bring the second Workplace Culture Masterclass to a new high to include an office tour at Techcombank’s brand new head office right in the centre of Hanoi as the proud host.
Leadership behaviors affect 70% of the employee experience and impact the employees perception of the workplace.
Using “9 High-Trust Leadership Behaviors Everyone Should Model” as the theme, panelists consisting of senior leaders from three 2023 Best Workplaces in Asia™ working in various industries will be talking about what specific high trust leadership practices are helping their respective businesses drive improved innovation and financial growth.
Moderated by our own senior consultant, the audience will also hear from HR2B of how those high trust leadership practices resonate with the mid to senior candidates looking for their preferred work cultures. Workplace Culture Masterclass 2 will also give the audience an opportunity to uncover Techcombank Corporate Culture journey formula and its business impacts through the stories from Techcomer Award receivers, hand picked by the chairman himself anually
Best workplaces maximize their human potential through effective leadership, meaningful values, and a deep foundation of trust with all employees, regardless of who they are or what they do. Join the masterclass and gain direct insights from high-level leaders of the 2023 Best Workplaces in Asia™. They will provide hands-on insights and real-world experiences while sharing strategies for recruiting, nurturing, and retaining high-trust leaders.
HUMAN RESOURCES DIRECTOR SEA & DIVISIONAL REWARD HEAD, COATS
HEAD OF HUMAN RESOURCES, HILTI VIETNAM
GENERAL DIRECTOR, HR2B
Techcombank’s New Head Office in Hoan Kiem District was designed by Foster&Partners, known for iconic structures like Apple’s HQ and Wembley Stadium. With an innovative design, the Office aims to provide a modern, collaborative work environment, while embodying the bank’s vision and bold statement of “Change banking, change lives”. This architectural excellence signifies our commitment to innovation and sustainability, setting a new benchmark for regional banks and promoting sustainable workstyles.
Please note during our Workplace Culture Masterclass 2, we will be discussing and utilising the data and content from 2023 Insights Report.
To ensure you get the most from this session, we kindly encourage you to download the insight report. Here are the reasons why you should attend the event:
The global authority on workplace culture.
Chau spent most of her 28 years working experience as a change and transformation facilitator in all four areas of organisation development interventions.
In addition to designing and managing learning roadmaps and certification pathways, she has developed training materials and conducted thousands of training and coaching hours to participants with diversified learning and development objectives for both internal and external customers in Vietnam, Malaysia, and Korea. Chau is the first Vietnamese to be awarded the prestigious Intel Corporate Award High Performing Instructor. Her heart is all about community commitment as she initiated, managed and co-delivered career counseling workshops for students. During the Covid-19 pandemic, Chau organised webinars on mental health and Diversity & Inclusion topics for a mixed group of professionals. Her relaxation approach is a combination of a cold beer over a Korean or Taiwanese drama or a Hollywood rom-com.
Ms. Nikki graduated with a Bachelor of Business Administration from California State University, Fullerton, USA. She is a senior professional with 29 years of international experience in the field of banking & finance, real estate, and human resources management. She has held many senior positions including Operations Manager at Bank of America; Director of Human Resources at National Credit Exchange; Resolution & Receivership Specialist at Federal Deposit Insurance Corporation (FDIC); Senior Vice President-cum-Director of Human Resources at Bank of California.
Most recently, as the Executive Vice President-cum-Chief HR Officer at Hanmi Bank, Ms. Nikki has made significant contributions including:
From Chief of Staff cum Head of Strategy and Performance Management in Technology Division, Mr. Bui Thanh Hai decided to expand his scale of work and following his passions by becoming Techcombank’s Head of Culture & Employee Experience in 2022.
His education background of Computer Science along with previous experience doesn’t go against his promoted position but on the contrary, allowing him to bring unique perspectives, break-through innovation and technology insight to unleash the untapped potential to HR field which is used to be labeled as traditional and formal in Vietnam.
Through his 10 years journey with Techcombank, he has always played a crucial role in developing Corporate Culture. He and his team contributed heavily in creating the first and most important foundational playground to promote organization’s 05 core values and has been the leader of Techcombank’s Culture & Transformation ambassador’s community.
Taking on the new challenge of the new role, he bears the ambition of developing a strong and effective culture, deliver wow employee experience and enabling employees to be greater.
Ms. Le Thi Hoang Quyen has over 26 years of experience in leading human resources strategy development at world top MNCs in various industries: British American Tobacco (BAT), Lafarge Group and most recently Coats, the world leader in thread manufacturing and structural components for apparel and footwear, as well as an innovative pioneer in performance materials, head quarter in UK.
Being a passionate and energetic person, and as a true business partner, she had led the HR teams across Asia countries to deliver optimal Coats people strategy and had made great contributions in leading and establishing a successful Great Place to Work Culture Project (GPTW) at global scale, achieved 83% of global Coats employees to be GPTW Certified in 2021. In Vietnam, Coats is listed Best Workplace 2023 by Great Place To Work Organization.
In 2014, Quyen was named The Best HR Professional of the Year, an Award by Tower Watson. Quyen is certified Global Remuneration Professional (GRP), PRINCE 2, Predictive Insight Analyst. At Coats, she also received many Awards from business leaders such as Rookie Award by Coats SEA Regional CEO, Group CEO Recognition for Improving employee well-being.
Minh is a driven and proactive professional known for her passionate ownership, learning agility, and unwavering commitment to excellence. With over 13 years of dedicated experience in HR, her expertise spans recruitment, strategic planning & operations.
From early 2010 to August 2018, Minh forged a remarkable journey at Talentnet, one of Vietnam’s premier HR consulting companies. Starting as an Assistant to the General Director and progressing through roles including Consultant, and Senior Consultant for Executive Search & Selection. Talentnet gave Minh a business overview, and fostered a strategic lens, shaping her HR trajectory.
Subsequently, Minh brought her expertise to Tetra Pak, the global leader in food processing and packaging solutions. Joining as Recruitment Manager, she quickly earned a promotion within 11 months to HR Country Representative. In this capacity, Minh effectively managed three entities for Tetra Pak and Delaval in Vietnam, showcasing her exceptional ability to oversee complex HR operations, drive for Strategy 2030, enhance employee engagement, and foster productive relationships.
Since August 2021, Minh has continued her journey at Hilti Vietnam, where she holds the position of Head of HR. Her role encompasses leadership and strategic direction, reflecting her consistent pursuit of professional growth and impact.
Minh’s trust-building acumen is exemplified by her influential relationships within the senior Finance candidate landscape in Vietnam when working in Talentnet and her rapport with key stakeholders at Tetra Pak and Hilti. Beyond her core roles, Minh’s proactive engagement extends to cross-functional projects aimed at process and system enhancement, Health & Safety, Sustainability, as well as strategic planning initiatives. Her unwavering goal is to consistently contribute and add substantial value to the organizations she serves.
Ms Hong is General Director of HR2B Vietnam, a leading Human Resource Company, helping businesses in Human Resources Management needs. Ms Hong has joined the Company since November 2005 as Branch Manager Hanoi and successfully set up the office and Executive Search/ Recruitment team there. In 2007, she returned to HCMC to lead and develop this larger Recruitment/ Executive Search team. In July 2010, her role changed to Business Development Director, covering HR services. In January 2015 her role was changed again to Managing Director HR2B Global, the Retained search business.
In January 2018, she was promoted to General Director to lead HR2B business in Vietnam. Ms Hong started her career in Human Resource Management in 2000. She was in charge of the HR role in Merck & Co., a US pharmaceutical company. Early 2003, she became HR Manager and Director role in various industries of Advertising and Retail and Financial Services.
As an active member of American Chamber of Commerce, Euro Cham, and the Vietnam HR Associations in Vietnam, Ms.Hong has developed and maintained a strong network in the HR and business community nationwide Viet Nam.
The data science behind this list from Great Place To Work®
Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.
Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.
The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.
Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.
List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace.
The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.
In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.
Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.
The data science behind this list from Great Place To Work®
Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.
Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.
The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.
Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.
List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace.
The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.
In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.
Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.
The data science behind this list from Great Place To Work®
Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.
Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.
The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.
Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company, and if they feel they make a difference and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.
List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace.
The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.
In addition to analyzing employee feedback, for National List’s for companies in the Medium and Large size categories, we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative cultures that reflect a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.
Where an industry list is being revealed (i.e. Healthcare, Technology) additional information provided from an organization in the form of a culture audit will not be considered; rather we analyze employee feedback from the Trust Index survey with the above methodology.
Because employee feedback drives these rankings, surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. To be eligible for the list, companies must be Great Place To Work Certified™, have 10 or more employees in the country they are being Certified, and be operating in the industry relevant to a specific Industry list if applicable (i.e. Healthcare, Technology). If categories are being listed within a National list, category break downs are as follows: Companies with 10-29 people were considered for the Micro category; those with 30 to 99 people for the Small category; companies with 100 to 999 employees were considered for the Medium category; and those with 1,000 or more for the Large category. Some lists in certain countries may combine categories in which case that will be specified in the list breakdown.
While essay responses provide important context for rankings, only survey data can garner a list placement.
