Tư duy “ngược” trong quản trị nhân sự nông nghiệp

Key Concepts

• Employee Engagement: Fostering a sense of unity and commitment among farm workers.
• Employee Welfare: Addressing both professional and personal needs of employees.
• Reverse HR Management: Utilizing exit interviews conducted by leadership to understand employee concerns.
• Employee Second Chances: Providing multiple opportunities for employees to return to the company.
• Leadership by Example: Demonstrating empathy and understanding through shared experiences with employees.

Building Team Spirit at Hung Nho Farms

The core challenge discussed revolves around maintaining employee unity and motivation within the extensive network of farms operated by Hung Nho. The speaker details a unique approach to human resource management focused on employee well-being and understanding the root causes of employee turnover.

Meeting Employee Needs & Demonstrating Care

The foundation of fostering team spirit, according to the speaker, lies in fulfilling employee needs – both professionally and personally. This is achieved through consistent attention to their welfare. A key practice is the speaker’s personal involvement in farm activities, particularly during holidays. Specifically, they participate in bánh (rice cake) making with farm workers annually at each farm location. Beyond holidays, when schedules permit, the speaker makes a point to share meals with employees at least twice a year.

This commitment extends to a deliberate demonstration of empathy. The speaker emphasizes that, regardless of their position as Chairman of the Board, they consume the same meals as the farm workers – a meal costing approximately 40,000 VND. The speaker actively assesses the quality of this meal, using it as a benchmark to ensure the food provided to workers is adequate and enjoyable. The rationale is to directly experience the conditions of their employees.

Reverse Human Resource Management: Exit Interviews & Systemic Improvement

Hung Nho employs a non-traditional HR management approach. While the HR department handles initial recruitment and interviews, the speaker personally conducts exit interviews with departing employees. This “reverse HR” strategy is designed to uncover underlying issues and frustrations that contribute to turnover.

The speaker explains that these interviews provide a platform for employees to openly express their grievances without fear of reprisal. The goal is to gain a deep understanding of the employee’s experience and identify systemic problems within the organization. This information is then shared with farm directors and HR managers, with the expectation that it will lead to improved treatment and working conditions for current employees. The speaker believes this approach, not typically taught in formal education, is crucial for building a strong HR system. As stated, “Tôi nghĩ đó là một cái mà mất xích trong cái việc mà xây dựng cái hệ thống nhân sự của tàu đồng nhơ” (I think that’s a missing link in building Hung Nho’s HR system).

The "Three Chance" Policy & Re-Hiring

A significant aspect of Hung Nho’s employee relations is a policy of granting employees up to three opportunities to work for the company. The speaker believes in providing second chances, even to those who have previously left. This is based on the philosophy that individuals may need multiple opportunities to find the right fit.

The speaker specifically mentions instances of former employees returning after working for other companies for two to three years. These returning employees are highly valued, as they are seen as “people who ignite the fire” (truyền lửa) for current employees, bringing fresh perspectives and renewed enthusiasm. The speaker explicitly states they will re-hire these individuals.

Logical Connections & Synthesis

The various elements of Hung Nho’s approach are interconnected. Demonstrating care through shared experiences builds trust. The “reverse HR” system leverages that trust to identify problems. The “three chance” policy reinforces a culture of forgiveness and opportunity. This holistic approach, driven by the speaker’s personal involvement and unconventional thinking, aims to create a loyal and motivated workforce. The core takeaway is that effective employee engagement requires a genuine commitment to employee well-being, a willingness to listen to feedback, and a flexible approach to HR management.