HSC Annual Report 2011
The Distinction of Excellence
Feature on Human Capital
Building
leadership culture
- Strengthening
leadership
succession team
Having identified human capital
and succession planning as key
drivers for future business growth,
HSC has embraced a build-fromwithin leadership culture, creating a
conducive environment to inspire and
nurture future leaders.
In 2011, HSC kicked off a key
initiative to embody the leadership
culture which is used as “a compass”
for building Leadership Succession
Team. The company has partnered
with CBE Vietnam to establish its
Leadership Competency Framework
in this project.
CBE Group was established in the
Netherlands in 1987. CBE Vietnam
is a member of CBE Group. It was
established to develop business
consulting services in Business
Strategy, Human Resources
Management, and High Performance
focus in a global context. Its
advantage lies in the highly qualified
and professional consultants, both
national and international, as well as
the extensive international network
within the CBE Group.
Notably, CBE Vietnam is the only
institution in Vietnam with a lecturer
qualified in leadership training skills
accredited by Zenger Folkman. The
aforesaid lecturer is Ms. Hoang Thi
My Dung, Business Development
Manager of CBE. The US-based
Zenger Folkman is at the forefront
of leadership training programs
for some of the world’s biggest
companies. Zenger Folkman training
programs are packed with actionoriented information grounded in
hard science and proven to increase
leadership effectiveness, aiming
to help clients boost employee
productivity, strengthen employee
commitment, and improve bottom-line
profitability.
With economies of scale, strong
capabilities and professional track
record of CBE Vietnam, HSC
Photo: Team briefing for Quarter III, 2011 at Head Office
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Strategy
Distinction
Excellence
Financials
Feature on Human Capital
positively believes in its partnership
with CBE in the HSC Leadership
Development Framework project. The
project was first implemented in the
beginning of Q4/2011, and officially
rolled out across the entire company
towards the beginning of Q2/2012.
The HSC Set of Leadership
Competency Framework is grouped
into three clusters comprising seven
behavioral competencies.
The Framework helps to align
company targets, schedule a
roadmap of succession building
and succession development, draft
suitable trainings of leadership
building/ development for talents/
potentials, as well as build up
Leadership Awareness and
Succession Build-up Awareness
from different levels of management.
In short, the Framework sets the
platform for sustainable development
in the future.
Photo: Trinh Huyen Anh - HR Director,
Truong Thi Anh Huong - Senior C&B Officer and
Diep The Anh - IT Director
“Hoang Thi My Dung - Lead Consultant for Phase 1 of HSC Leadership
Competency Framework Development Project - said: “HSC is the first
securities firm in Vietnam that attaches special importance to strategically
build a future leadership succession team through training and development.
CBE Vietnam is honored to partner with HSC - the leading securities firm, to
implement the strategy of developing the Leadership Competency Framework
and communicate it to every employee. With practical input and strong support
from HSC management and director boards, CBE Vietnam has completed the
first phase of the project and expects to continue to support HSC in the next
phases. Sincere thanks to HSC Management and Director Boards”.
LEADING PEOPLE
• Develops others
• Communicates powerfully
and prolifically
LEADING SELF
LEADING BUSINESS
• Displays self-discipline, high
• Drives for results
integrity and honesty
• Takes initiative
• Solves problems and
analyzes issues
• Develops strategic
perspective
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HSC Annual Report 2011
The Distinction of Excellence
Feature on Human Capital (cont’d)
Empowering our
People to support
growth strategies
Photo: Tran Thi My Linh - Associate who obtained the
Chartered Financial Analyst (CFA) Certificate - Level 3 in
2011 and colleagues of Investment Banking Division
TALENT RETENTION
The HSC Employee Stock Ownership Plan (ESOP) is
an employee benefit program which allows our qualified
employees and managers to own HSC shares as part of
their performance bonus reward or at preferential price in
recognition of their significant contribution to the company.
The ESOP motivates our people to take pride in “taking
the ownership” in what they do, in going the extra mile for
our customers and other stakeholders, not just because
it is their job, but because HSC is their enterprise and
they are passionate to make HSC the most enterprising
concept business it can be.
HSC is a pioneer in the ESOP in Vietnam, having
implemented it since 2007. It is a key strategic HR program
to attract, engage and retain talent based on employee’s
work capabilities and career development plan.
In 2012, HSC issued 1 million bonus shares with a total
worth of VND 10 billion at par value, for the 2011 ESOP
program. Up till now, HSC has implemented our third
ESOP program, which has been an effective tool in
retaining talent, rewarding performance and enhancing
employee engagement.
ENSURING WELLNESS OF EMPLOYEES AND
THEIR FAMILY
Employee welfare, especially employee health and
wellness programs, have always been a key priority of
the company.
HSC constantly seeks professional services that provide
superior healthcare benefits to our employees and their
direct family. On top of the mandatory national health
insurance policy required under the Labor Law, HSC also
provides our employees with additional health insurance
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coverage from reputable insurance companies and
carries out annual health screening for employees.
In 2011, following a review on our health insurance
program, HSC chose Gras Savoy Willis, which
proposed a solution from Groupama to enhance health
insurance benefits for our employees. Gras Savoye
Willis, is a merger of Gras Savoye (largest in France)
and Willis (3rd largest worldwide).
The new partnership with Gras Savoye Willis and
Groupama has enhanced the health insurance
coverage, providing extensive benefits for HSC
employees and their family. It helps to reduce their high
healthcare expenses by emphasising on coverage,
especially for severe accidents and serious illnesses
which often carry higher costs.
In addition, HSC also carries out annual health
screening for our staff at reputable hospitals known for
quality and service with the aim of promoting health
among all HSC employees through wellness and
prevention activities.
HSC has also set up and sponsored a number
of sports activities including football, badminton,
yoga, etc. to encourage healthy living through
physical activities and enhance teamwork among
our employees. These sports activities provide an
opportunity for HSC employees to show their athletic
side and compete with their counterparts from partners
like Dragon Capital, Ho Chi Minh City Finance and
Investment State-owned Company (HFIC), VietFund
Management (VFM), Vietnam Securities Depository
(VSD), HOSE and HNX, as well as the Press, and our
customers.
Strategy
Distinction
Excellence
Financials
Feature on Human Capital (cont’d)
BUILDING EFFECTIVE COMMUNICATION
AND EFFECTIVE TEAMS
HSC organizes regular activities such as luncheon
meetings with the Board of Management, quarterly Team
Briefing session, Team-building events, Year-end Party
and other social and recreational activities celebrating
the birthday of employees, International Women’s Day,
Children’s Day, Mid-Autumn festival, etc. Such activities
promote collaboration and camaraderie among the team,
provide opportunities for them to meet and dialogue with
Senior Management, allow them to align their targets,
exchange ideas on developing the company, and create
a conducive working environment to maximize the team’s
abilities, and allow them to contribute to the company’s as
well as their self development.
Photo: Athletes of HSC, Dragon Capital, HFIC at
HSC Tour Finals 2011 - December 17th, 2011
PERSONNEL STRUCTURE
At HSC, nearly 90% of our employees hold at least a
Bachelor Degree. We encourage our management and
staff to constantly upgrade themselves, enhance their
professionalism and widen their knowledge. They have
received recognition and accolades, including international
awards such as the #1 and #3 Best Analyst in Vietnam
awarded by AsiaMoney, ACCA certificate, CFA level 3, etc.
In 2011, despite weakness in the stock market, HSC’s
headcount is 330 permanent employees as well as many
others on a project basis, who are awaiting to join the
company on a permanent basis when the market recovers.
The turnover rate of employees who resign from the job
after 3 years of service is kept at just 8%, which is very
low in the industry.
Photo: HSC staff participated in Team Building
“Set fire - Conquer Index” 2011 at Dalat
Staff statistics:
Years
Number of
Employees
Diplomas
2007
2008
2009
2010
2011
112
171
212
416
330
4.24%
Others
7.28%
Masters
9.7%
Bachelors
78.72%
Chart of education level
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