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Human Resources Management

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13/05/2026
111

8 Human Resource Management Lessons from Steve Jobs

Steve Jobs is known as an icon associated with the world-famous bitten apple logo. Besides creating distinctive products, Steve Jobs also had a very unique art of personnel management. Let's join 1Office to explore 8 noteworthy lessons from Steve Jobs' management style! 1. Tech Engineers are the Operators The people involved in Apple's daily operations are the engineers, not any other management component. The company's project teams are divided into small groups, and most members of these projects are tech engineers. According to long-time HR managers at Apple, most of the company's managers started as tech engineers. This is because they have a deep understanding of technology, know what the project needs, and make the process of working with other members easier. 2. A Culture of Mutual Respect Between Managers and Employees This is an unwritten rule in personnel management. Here, the concept of "subordinates obeying superiors" does not exist. Instead, a very special culture is present everywhere: mutual respect between managers and employees. This is because both managers and employees have a certain understanding and experience in technology. They support and interact with each other within a team to complete projects, and this is one of the key reasons for Apple's success. 3. Employees Have the Freedom to Build and Develop Products Unlike most other businesses, Steve Jobs' policy allowed his employees to freely correct their own mistakes without going through any procedures. Therefore, sometimes the most outstanding results bear the strong personal mark of the employees. 4. Creating Challenges for Employees Steve Jobs was truly talented at managing his employees and equipping them with the necessary skills for self-development within the company. Each of his employees might be assigned tasks that exceeded their capabilities to encourage them to be creative, complete the work, and thereby gain more motivation

13/05/2026
100

Secrets to Retaining Talent for Startups

Low salaries and bonuses, non-standardized work processes, and even an uncertain future for the company... these obstacles are real barriers for startups. How to retain talent? Let's explore ways to retain talented employees with 1Office! 1. Be an Inspirer to Retain Talent "In small and medium-sized startups, I believe the most important factor determining whether an employee stays or leaves is their boss," shares Ms. Vu Ha – HR Director of Harvey Nash Vietnam. According to Ms. Ha, a startup owner will succeed in stabilizing their workforce if they know how to use internal communication to help employees understand the challenges the company must overcome and show them how important their contributions are. "Material incentives are indeed difficult for small startups to use as 'bait' to keep employees, but boosting morale is entirely within reach." [caption id="attachment_1922" align="aligncenter" width="564"] How to manage talent in a startup?[/caption] From failures in retaining talent, Mr. Vu Anh Duc - co-founder of Abbycard, a mobile membership card management application, also concluded that: if a startup wants employees to stay long-term, the boss must first ignite the spirit of "building a company together, not just getting paid to work." According to Mr. Duc, this spirit helps employees understand that they are a part of the company and its development. Even though the startup is small and faces many difficulties, if you can inspire enthusiasm in your employees, they will always be ready to share the hardships with the company. To achieve this goal, startup leaders should not hesitate to share their vision for the company with their employees. When both sides are looking in the same direction, the employee's commitment to the company becomes stronger. Equally important is building employees' belief in the startup's future, because if they think the company will not achieve the

13/05/2026
131

HR Management Lessons from the Story of “The Ant”

"The Elephant and the Ant" is a fable specifically for Human Resource Management. But in reality, it's not just about the singular perspective of HR management, but also about System Operations Management. This is a classic story that everyone in HRM must read. Join 1Office in following this interesting fable and discover some fascinating HR lessons! Every day, the Ant went to work very early and started working right away. The Ant was a great worker and was always happy. His boss, a Lion, was surprised to see the Ant working without any supervision. The Lion thought that if the Ant were supervised, he would surely be more productive. [caption id="attachment_1897" align="aligncenter" width="600"] A classic fable about human resource management[/caption] So the Lion hired a Cockroach as a supervisor. After being hired, the Cockroach's first decision was to install a wall clock to monitor punctuality. The Cockroach also needed a secretary to write notes and reports for him, so he hired a Spider to manage reports and answer calls. The Lion was very pleased with the Cockroach's reports and asked him to create charts to track output and analyze market trends, so he could present them at the Board of Directors meeting. So, the Cockroach bought a new laptop and a laser printer, then hired a Fly to manage the IT department. As for the Ant, who used to be a diligent and relaxed worker, he was now very annoyed by the paperwork and useless meetings that wasted all his time! Meanwhile, the boss Lion concluded that it was necessary to appoint a manager for the entire department where the Ant was working. This junior manager position was given to a Cicada. The Cicada's first decision was to immediately buy a beautiful carpet and a very comfortable chair for his

13/05/2026
173

How to Calculate Probationary Salary Under the Latest 2026 Regulations: What Employees Need to Know

Probationary salary is a topic of great interest to many employees when starting a new job, especially regarding the actual amount received, the probationary period, and legal rights. However, not everyone clearly understands how to calculate probationary salary. In this article, 1Office will provide detailed instructions on how to calculate the latest probationary salary for 2026 according to current regulations so that both employees and businesses can easily apply it. How is probationary salary calculated? Below are some of the most common methods for calculating probationary salary used by businesses in 2026. Calculated based on the official salary (Most common) This is the most common method and is applied in accordance with the 2019 Labor Code. Accordingly, the minimum probationary salary must be at least 85% of the official salary for the job position after signing the official labor contract. Formula: Probationary salary = Official salary x 85% For example:If the official salary for an accountant position is 10,000,000 VND/month, the company must pay a minimum of 8,500,000 VND/month during the probationary period. Calculating Probationary Salary Based on Work Performance Some businesses in the sales, business, or service sectors often apply a performance-based salary structure during the probationary period. Accordingly, the employee's income typically includes: Agreed-upon base salary Commissions, sales bonuses, or KPI bonuses based on actual work performance Formula: Total Salary = Base Salary + (KPI Bonus + % Sales Commission) For example:A probationary sales employee receives a basic salary of 5,000,000 VND/month plus a 2% sales commission. If they achieve a revenue of 300,000,000 VND in the month, the commission received will be 6,000,000 VND. In this case, the employee's total probationary salary is 11,000,000 VND/month. See more: The Latest Basic Salary Calculation Formula 2026 Calculating Probationary Salary for Overtime and Holiday Work Even during the probationary period,

13/05/2026
193

How to Calculate Holiday Pay in 2026 According to the Latest Labor Regulations

According to current regulations, during public holidays and Tet, employees are still entitled to their full salary as stipulated in their labor contract. This is one of the important benefits aimed at ensuring employee welfare. Therefore, understanding how to calculate holiday pay, especially when working or doing overtime on these days, is essential to ensure the legitimate rights of every employee. What are the statutory public holidays in Vietnam? The public holidays throughout the year are clearly defined by law to ensure the rights and welfare benefits of employees. In cases of working or doing overtime on a holiday, the salary is calculated under a special scheme and is usually significantly higher than a regular workday's pay. According to Article 112 of the 2019 Labor Code, employees are entitled to paid leave on the following public holidays and Tet: New Year's Day: 01 day (January 1st) Lunar New Year (Tet): 05 days Reunification Day (April 30th): 01 day International Workers' Day (May 1st): 01 day National Day (September 2nd): 02 days Hung Kings' Commemoration Day (10th day of the 3rd lunar month): 01 day For foreign employees working in Vietnam, in addition to the holidays mentioned above, they are also entitled to an additional: 01 day for their country's traditional New Year 01 day for their country's National Day Additionally, depending on the year and actual circumstances, the Prime Minister will decide the specific holiday schedule for the Lunar New Year and National Day. [caption id="attachment_62397" align="aligncenter" width="900"] What are the statutory public holidays in Vietnam?[/caption] How to calculate holiday pay according to the latest regulations How to calculate holiday pay when employees do not work According to the Labor Code, if an employee takes leave on a statutory public holiday or Tet and is still legally employed by the

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12/05/2026
36

15 best payroll management software for businesses

In today's increasingly complex and competitive business environment, managing employee salaries has become more important than ever. This poses many challenges regarding accuracy, efficiency, and compliance with compensation regulations. Therefore, payroll management software has emerged to replace manual processes, helping businesses manage human resources effectively. Let's explore the software options in this article with 1Office! 1. Benefits of Using Payroll Management Software [caption id="attachment_39318" align="aligncenter" width="1024"] 15 best payroll management software for businesses[/caption] Payroll management software is a useful tool that helps businesses optimize their payroll calculation and management processes. This software provides many features to help businesses save time, resources, and improve work efficiency. Here are some benefits of using payroll management software: Enhances accuracy, speed, and minimizes errors in the employee payroll calculation process. Automates the timekeeping and payroll process, saving time and effort for the HR and accounting departments. Easily track the salary fund and employee payment status, providing a comprehensive overview of compensation within the business. Ensures transparency and fairness in salary payments, increasing employee satisfaction. >> Read more: Deli Food Company optimizes timekeeping and payroll with 1Office 2. Top 15 Most Effective Payroll Management Software in 2024 No. Software Name Key Features Business Mobile Desktop Free/Paid 1 1Office HRM Customizable salary formulas and automated timekeeping-payroll process All types and sizes of businesses x x Free demo available or paid based on features and number of users 2 FTSHRM Track HR management and payroll tasks Medium and large enterprises in manufacturing and commerce x x Paid, contact for a quote 3 Tanca HR Manage shift scheduling, timekeeping, and task assignment Suitable for the service and education sectors x x Free: limited features Paid: contact us 4 Misa SalaGov Calculate salaries, create budgets, and reform payroll Medium and large enterprises x x 19,900,000 VND Package/year 5 Ecount

12/05/2026
359

What is Kanban? Applying Kanban in Work Management

In the process of work management, each business and manager will apply a unique management method that suits their company's characteristics and model. There are quite a few methods for managing work, such as Kanban, the Scrum model, MBO, etc. In this article, let's explore the Japanese work management method, Kanban. So, what is Kanban? And how is the Kanban method applied in managing work and projects? Let's find out in the content of the article below. 1. What is Kanban? 1.1. The Concept of the Kanban Method Kanban is a work management system that helps plan for lean manufacturing. This method was discovered by Taiichi Ohno to solve the problem of when to produce and when to stop, after he realized that workers at Toyota had a "produce as much as possible" mindset, even though it caused waste and led to company losses. 1.2. The Essence of the Kanban Method Kanban - Derived from the Japanese word ( カンバン) meaning "billboard," originated at Toyota in the 1940s. Kanban is a work management method that helps you break down tasks to track and visualize the current status of a project. Through Kanban, individuals can also determine the work progress and capacity of a group of workers on the same campaign. Today, Kanban and the Scrum model are two methods widely applied by many businesses in modern project work management. What is the Kanban method? 1.3. What is a Kanban board? The Operating Principles of Kanban What is a Kanban board? A Kanban board is a visual work management tool that helps teams track and control workflow according to actual statuses. The board is usually structured into columns representing process stages, for example: To Do → Doing → Done. Each task is represented by a card (Kanban card) and moves across

12/05/2026
179

7 Effective, Easy-to-Apply Employee Evaluation Methods

Employee evaluation in an organization is the process of assessing job performance against a set of standards to identify strengths for encouragement, recognition, or rewards, as well as weaknesses for correction, change, or disciplinary action. Evaluation results also serve as a basis for developing employee potential, planning opportunities, and guiding career development. Therefore, selecting an employee evaluation method that aligns with the organization's culture, scale, and the nature of the work is essential. Below are 7 comprehensive and effective personnel evaluation methods for businesses. 1. Rating Method This is the simplest employee evaluation method. The manager scores employees based on a form divided into performance categories. The graphic rating scale is a widely used tool where the evaluator rates employee performance on a continuous scale. This method is simple and easy to implement, making it suitable for businesses with a large workforce. However, evaluators are prone to errors due to over-reliance on the employee evaluation form itself to determine performance. See more: A collection of 80+ of the most impartial employee evaluation comments 2. Checklist-Based Evaluation Another tool is the evaluation checklist, which outlines employee characteristics and performance. The list may contain typical statements such as 'expected to complete work on time,' 'rarely agrees to work overtime,' 'is cooperative and helpful,' 'accepts criticism,' and 'strives for self-improvement...' See more: 11 common methods for evaluating employee job performance 3. Comparison Method Comparing the performance of employees doing the same job or in the same workgroup is often aimed at fostering competition among members. Ranking is the most common method, which involves periodically listing all employees from highest to lowest performance. In some special cases, such as for distributing bonuses, the performance of each member can be compared with every other member in the group. To avoid the drawback of not being

12/05/2026
143

5 Effective Ways to Evaluate and Develop Middle Management Competency

Middle management competency is a crucial factor in ensuring the sustainable development of a business. Department heads not only need the ability to perform tasks but also need leadership skills to inspire and motivate employees. In this article, we will explore effective ways to assess and develop middle management competencies. Why is it necessary to enhance middle management competencies? Middle management acts as a bridge between senior leadership and employees, helping to translate major strategies into specific actions. When this competency is enhanced, it not only improves individual performance but also contributes to optimizing work processes within the organization. A competent middle manager can detect and resolve issues from the outset, thereby preventing potential risks. They can also create a more positive work environment, fostering creativity and innovation within the team. Furthermore, enhancing middle management competency helps strengthen the corporate culture. A strong management team that knows how to coordinate and lead employees will build trust, thereby reducing turnover rates and boosting morale. Essential competencies for a middle manager To become an effective middle manager, there are several fundamental competencies they need to possess. These competencies include planning, monitoring, evaluating performance, motivating employees, task delegation and authorization skills, as well as problem-solving and decision-making abilities. As a manager, you not only need to complete tasks but also need to develop leadership skills and support employees in their daily work. A good middle manager must know how to combine professional skills with leadership skills to achieve the best results. Planning Planning skills are the foundation for any manager. First, planning helps define specific goals and assign tasks to each team member. A good plan will include specific steps to be taken, completion deadlines, and necessary resources. Additionally, planning helps managers anticipate potential risks and challenges, allowing for timely preventive measures. Planning

12/05/2026
153

7 Simple Steps to Build a Career Path for Employees

According to a recent Gallup survey, up to 73% of employees say they would leave a company because they see no future in their job. In a fiercely competitive landscape, building a career path for employees is not just a way to retain talent but also a strategy to enhance team capabilities and optimize business performance. But how can you establish a clear path that both motivates employees to advance and aligns with the company's long-term vision? This article by 1Office will provide CEOs and managers with a systematic formula and method for building a career path in a structured and professional manner. 1. What is a career path? A career path is a detailed and strategic plan designed to guide the professional development of employees within an organization. This path acts as a roadmap, helping employees identify the steps they need to take to reach higher positions or take on greater responsibilities within the organization. Moreover, a career path ensures that an employee's personal goals are aligned with the organization's overall objectives, fostering engagement and sustainable growth. 2. The importance of building a career path for employees Building a career path for employees not only helps guide their personal development but also brings significant benefits to the organization. Retain and motivate employees  When employees see clear opportunities for advancement, they feel valued and are motivated to stay with the organization long-term. This is especially important for reducing turnover, particularly among highly skilled and competent employees. Improve work performance  A well-structured career path helps employees clearly understand the goals and specific requirements needed to achieve career milestones. This encourages them to enhance their skills, improve their job performance, and contribute more to the organization. Attract talent  In a competitive labor market, having a clear career path is a major advantage

12/05/2026
119

Year End Party: 7 Ideas for an Impressive Year-End Event

A Year End Party is not only an occasion to summarize and look back on the year's journey but also an opportunity to connect members and build, strengthen corporate culture. For those in internal communications and human resources, organizing a successful year-end party is a way to convey messages of appreciation from the company's leadership, boost morale, and leave a lasting impression on every employee. Join 1Office in this article to explore creative, unique, professional, and suitable ideas and methods for organizing a Year End Party for your business! 1. What is a Year End Party? A Year End Party is a special event that many companies, organizations, or groups of employees organize at the end of the year to summarize a year of work, celebrate achievements, and thank employees. It is considered an occasion for all company staff to meet, interact, relax, and show solidarity and cohesion. [caption id="attachment_48446" align="alignnone" width="1920"] What is a Year End Party?[/caption] The key elements that make up a Year End Party include: Year-end review: This is an occasion for the business or organization to summarize and look back on the successes and challenges overcome in the past year, as well as to set out plans for the coming year. Awards and recognition: Individuals, teams, or departments with outstanding work achievements will be honored and receive awards from the leadership. Relaxation and fun: A Year End Party is an opportunity for members of the organization to "de-stress" after a year of hard work, relaxing through entertainment activities, games, dining, or enjoying performances. Team bonding: This is an occasion for employees from different departments within the business to meet, interact, and build better relationships outside the formal work environment. Gifts and games: At Year End Parties, companies often organize games, give gifts, or hold lucky

12/05/2026
189

What is Internal Communications? Role and 7-Step Process

Countless messages are sent out with no response, and important announcements fail to reach the right people. Meanwhile, leaders are frustrated because they can't clearly communicate major plans to their teams. As a result, everyone pulls in different directions, and morale plummets. In reality, the root of these problems lies in a crucial yet often overlooked factor: Internal Communication. A well-structured internal communication strategy not only helps teams understand and connect better but also builds collective strength to overcome any challenge. So, how can internal communication become the key to business success? Let's explore the secrets with 1Office in this article! 1. What is Internal Communication?  According to a study from the Institute of Internal Communication (IoIC), internal communication is defined as: “The process of promoting effective two-way communication between leadership and employees to create clarity, engagement, and alignment with the organization's goals.” Thus, Internal Communication can be simply understood as the process of conveying information, ideas, policies, and values from leadership to employees, as well as among employees within an organization. The goal of internal communication is to build mutual understanding, foster team cohesion, and boost work performance. This includes: The process of conveying information: This is not just about one-way information delivery but also about building two-way communication channels between all levels of the business. The goal of communication is to ensure information is conveyed accurately, clearly, and to the right audience. Creating engagement: Effective internal communication helps build trust between employees and leadership, creating a positive and unified work environment. Employees feel heard and involved in the organization's important decisions. Aligning with business goals: Internal communication acts as a bridge, helping employees clearly understand the company's vision, mission, and strategy. This ensures that all departments and employees are aligned and working towards common goals. 2. The Importance

12/05/2026
123

What is Operation? Complete Information About the Operations Department

What is Operation? To better understand the role and function of this department, let's explore the details with 1Office in the article below. What is Operation? Operation is the operations department, responsible for planning and executing activities related to the production and business of an enterprise. The Operation department plays an extremely important role for a business. This is where business development plans, strategies, and directions are built, for both the short and long term. The implementation of business activities is not only a source of revenue but also the main source of profit for the company. Without these activities, the business cannot survive and grow. The Operation department is tasked with managing internal activities, ensuring the business always operates at its best. Whether the business operates in commerce, manufacturing, or service provision, paying attention to operational activities is mandatory. Specific activities will depend on the business sector and the development stage of the company. What are the tasks of the Operation department? This department holds a very important role in the business operations of a company, so their tasks are highly specialized. Below are some of the main activities of the Operations department: Business Planning The Operation department is responsible for creating annual plans, as well as short-term, mid-term, and long-term business plans for the company. These plans need to be built in a detailed and comprehensive manner, ensuring they align with the company's business goals for each period. Executing Business Plans Besides business planning, the Operation department also undertakes the organization and implementation of approved business plans. They are also responsible for directing and monitoring the plan implementation process, as well as evaluating the results of those plans. Implementing Marketing Strategies, Market Research, and Development To ensure business results for the company, the Operation department must promote marketing

12/05/2026
175

What is a Workforce Chart? A Detailed A-Z Guide to Creating One

A human resource chart is an important tool in project management, helping managers get an overview of the personnel situation to make more accurate decisions during project execution. Using this chart not only helps track the performance of each individual but also supports the rational allocation of resources. 1. What is a human resource chart? A human resource chart is a visual tool used to manage and track the allocation of human resources in a project. It helps manage projects more effectively by showing the number of employees needed, their working hours, and their capacity for each project phase.  The role of a human resource chart in project management is crucial, as it helps project managers easily allocate human resources in a balanced and effective manner, ensuring the project is completed on schedule and within budget. 2. Why are human resource charts important in project management? 2.1. Improve time management Human resource charts help manage time more effectively by showing the number of employees needed and their working hours for each project phase. This helps ensure the project stays on schedule and avoids unnecessary downtime. 2.2. Allocate human resources in a balanced way Human resource charts help allocate human resources in a balanced and effective manner, ensuring that each part of the project has enough personnel to be completed. This helps avoid situations of resource shortages or surpluses at any stage of the project. 2.3. Minimize project risks Human resource charts help identify and mitigate risks related to personnel, such as staff shortages, work overload, or misaligned resource allocation. This helps the project run more smoothly and reduces the likelihood of encountering unforeseen problems. 2.4. Enhance understanding and communication A human resource chart is a visual tool that helps project managers and employees better understand the project's personnel situation. This

12/05/2026
185

What is a Probationary Contract? A Compilation of Standard Forms

A probationary contract is an essential part of the recruitment process, ensuring the rights and obligations of both the employer and the employee. It not only helps the business evaluate the candidate's capabilities but also helps the candidate get acquainted with the work environment before officially signing an employment contract. To learn more details about probationary contracts and related legal regulations, please refer to the 1Office article below. 1. What is a probationary contract? A probationary contract is not specifically defined in the law, but according to the provisions in Clause 1, Article 24 of the 2019 Labor Code, it is stated as follows: “The employer and the employee may agree on the probationary content to be included in the employment contract or agree on the probation by entering into a probationary contract”. From this regulation, it can be understood that A probationary contract is an agreement between an employee and an employer regarding a trial period before confirming an official employment position. During the probationary period, both parties must comply with the regulations, terms, and obligations agreed upon in the contract. 2. Essential contents of a probationary contract The probationary contract form should be presented clearly and include all basic contents to ensure the rights of both the candidate and the business. According to Clause 1, Article 23 of the 2019 Labor Code, a probationary contract must include the following contents: Name and address of the employer. Employee's information, including full name, gender, date of birth, residential address, citizen identification card number, or passport number. Details of the job to be performed and the workplace location. The duration of the probation period as stipulated in the contract. Probationary salary, payment method, and payment schedule. Regulations on working hours and rest periods. Protective equipment that will be provided to the

12/05/2026
205

What is HR Planning? The A-Z Planning Process

For any business, human resources play a core role in determining the success or failure of the organization. Building a quality workforce helps a business execute all its established plans and strategies. Therefore, a well-structured HR plan is essential to help the organization achieve all its goals quickly and easily. So, what is an HR plan, and what are its benefits and the steps to create a human resource management plan? Let's explore this in the content below. [caption id="attachment_26647" align="aligncenter" width="800"] What is an HR plan? The role and benefits of an HR plan in a business[/caption] Why do businesses need an HR plan? According to a recent report by Mercer, 52% of high-growth companies state that one of the biggest risks to their workforce is taking too long to fill open positions. High-growth businesses know that it's crucial to keep up with the pace of change. The Mercer report recommends that businesses should have a “long-term view of what people need to inform short-term decisions… This can include moving people to higher-earning business areas, testing new technology, relocating offices closer to key talent pools, or investing in non-traditional talent by creating new pathways into skilled jobs.” Businesses can successfully implement this by building an HR plan in advance. Let's consider what it takes to develop an HR plan and why high-growth businesses like yours are using them to meet changing talent needs, business goals, and market trends, as well as to better inform their recruitment plans. I - General Overview of HR Planning 1. What is an HR plan? An HR plan is a strategic process undertaken by the HR department to assess and determine the organization's personnel needs. In other words, a good human resource management plan helps you understand the number and type of employees your

12/05/2026
199

How to create a simple timesheet in Excel

A timesheet is a crucial element in any business or company as it is one of the basic tools for tracking and evaluating employees during their work process. However, not everyone knows how to create a complete timesheet with a scientific and user-friendly interface. In the article below, 1Office will share with you how to create a simple timesheet in Excel. 1. Determine the overall layout of the employee timesheet Determining the overall layout of the timesheet is the first step you need to take. In other words, you need to visualize what rows, columns, and content the timesheet in Excel will include. Once you have a clear picture of the overall layout and model, it will be very easy to create the sheet using formulas. Currently, the most popular model that large enterprises often use to set up a timesheet consists of 2 main parts: Employee list area This includes columns such as: Number (No.), Full Name, Employee ID, Date of Birth, Start Date, ID Card Number, etc. Among these, the Employee ID is the most important data to pay attention to during creation to avoid cases of duplicate names and prevent potential confusion during tracking and timekeeping. Timekeeping area This is the main area with the days of the month and the attendance status of each employee. The HR department will continuously update the data daily to summarize work hours, which is then used to calculate the month-end salary. When creating a timesheet, there are also some notes to avoid confusion and errors during the process: Use different and consistent timekeeping symbols for each employee throughout a year of timekeeping. In the date area, Saturdays and Sundays should be highlighted in a different color for distinction. The timesheet file should include 13 sheets; each sheet will correspond to

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