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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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11/05/2026
174

What Should a Business Do When Employees Don’t Respect Poor Leadership

In any business, the relationship between leaders and employees plays a key role in maintaining stability and growth. However, when leaders lack professional expertise or management skills, employees can easily lose faith and develop a mindset of disrespect. This is not just a negative signal, but also an opportunity for the business to reflect and identify gaps in its management system. This article will clearly analyze the situation of employees disrespecting incompetent leaders: its causes, the consequences if it persists, the warning signs, and especially, solutions from the perspectives of the business, the leaders, and the employees themselves. Let's explore how to turn this challenge into an opportunity to improve the culture and management effectiveness within the organization. 1. What Does It Mean for Employees to Disrespect an Incompetent Leader? Employees "disrespecting" a leader means they have lost faith in their superior's competence and authority, and are no longer willing to follow their direction. This is not a sudden act of defiance, but a gradually accumulated feeling when employees believe their leader is not capable enough to lead. This situation often stems from two main causes. First is a lack of professional expertise: insufficient knowledge, not enough experience to make accurate decisions, or an inability to provide professional support when employees face difficulties. Second is poor management skills: poor communication, unfairness, and an inability to motivate and guide the team. From a positive perspective, employees disrespecting a leader can also have an indirect beneficial impact on the business. It serves as an early warning sign that the organization has gaps in its management team. Thanks to employee feedback, the company has an opportunity to re-evaluate leadership capabilities, and subsequently conduct training, make adjustments, or change management personnel to improve operational quality. However, on the downside, the situation of employees disrespecting

11/05/2026
173

Employee Timekeeping Issues and How to Handle Them for Businesses

Timekeeping seems like a simple task, but in reality, it gives rise to countless problems. Employees forgetting to clock in, buddy punching, time clock system errors, or timekeeping data not matching the payroll... can all make the payroll process complicated, time-consuming, and prone to disputes. These issues not only affect employee benefits but also create headaches for businesses in personnel management. In this article, we will review the most common situations employees encounter with timekeeping, analyze their impact on both employees and the business, and suggest suitable solutions. Scroll down to see the details of each issue and how to handle it. 1. When Employees Forget to Clock In In many businesses, employees forgetting to clock in is quite common. This is especially true during the morning shift when they arrive late and rush to start work, or after late overtime shifts when employees are only thinking about getting home quickly and skip clocking out. In companies still using paper timesheets or magnetic card swipe machines, the rate of forgetting to clock in is even higher due to employee oversight or unfamiliarity with the process. In a crowded work environment with many rotating shifts, it's difficult for HR to detect this immediately, leading to incomplete timekeeping data. 1.1. Challenges and Solutions for Employees Who Forget to Clock In Forgetting to clock in may seem like a small issue, but it creates many problems for the employees themselves. First, missing timekeeping data can lead to incorrect monthly salaries, reduced working hours, or unrecorded overtime. Second, employees often have to spend time explaining to their manager or the HR department, which is inconvenient and can sometimes lead to suspicions of irresponsibility. Furthermore, repeatedly forgetting to clock in can affect an individual's reputation, tarnish their image in the eyes of their direct manager,

11/05/2026
351

Top 10 Standard, Easy-to-Use Interview Evaluation Forms – Free Download

An interview evaluation form is an important tool in the recruitment process. It helps recruiters assess the abilities, skills, experience, and attitude of candidates during the interview. Based on this evaluation, recruiters can compare and select the most suitable candidate for the job position. So, let's join 1Office in listing the TOP 5 most detailed and comprehensive interview evaluation forms in this article. 1. Framework for Building an Interview Evaluation Form The candidate evaluation form for the interview round helps recruiters review the interview process. From there, they can obtain accurate information and an overview of the skills and competencies an employee needs to perform the job well. At the same time, this also helps recruiters design more suitable and effective tests, interviews, and assessments. [caption id="attachment_34886" align="aligncenter" width="1024"] Framework for building an interview evaluation form in a business[/caption] Therefore, building an interview evaluation form correctly will help make the organization's recruitment and candidate assessment decisions more accurate and effective. According to a compilation from various businesses, a basic framework for an interview evaluation template includes the following sections: Candidate and Job Position Information: Includes the candidate's name, applied position, department, interview date, interviewer's name, and other relevant information. Competency and Experience Assessment Questions: Includes questions to assess professional skills, work experience, problem-solving ability, teamwork skills, and organizational and time management skills. Character and Ethics Assessment Questions: Includes questions to assess qualities such as ethics, honesty, integrity, prudence and respect, and the ability to work in and respect a diverse environment. Overall Assessment: Includes overall evaluation criteria such as ability and suitability for the job position, ability to work in the company environment, and potential for development and progress. Summary and Decision: Includes a summary section, overall assessment, and a decision on whether to accept or reject the candidate. >>

11/05/2026
357

Top 20 situational interview questions to help select the right candidate

Job interviews are a crucial step for every business in deciding whether to select a candidate. Besides the recruiter's keen observation, the set of questions posed to the candidate also plays a key role in determining if their skills and personality are a good fit for the position the company is hiring for. In the article below, 1Office will share with you the Top 20 most specialized situational interview questions and how to evaluate candidates through their answers.  I. What are situational interview questions? Situational interview questions are questions that do not directly delve into technical expertise or explicitly ask about a specific issue. These problem-solving questions allow recruiters to evaluate a candidate's attitude, personality traits, abilities, and skills based on how they handle situations, providing a basis for hiring. The main characteristic of situational interview questions is that there is no single standard to judge an answer as RIGHT or WRONG. Recruiters must consider and observe the candidate's response and behavior to make an evaluation and decision. Situational interview questions are usually posed in 2 forms: Real-life situations that have occurred These are questions about actual activities the candidate has experienced. For example: Have you participated in this project? How did you resolve this situation?... This allows the recruiter to understand the candidate's actual experience, work style, and problem-solving skills for evaluation and consideration. Situations that have not occurred (hypothetical situations) Unlike the type of situational interview questions above, asking about hypothetical situations that might occur in the future helps recruiters grasp the candidate's vision, analytical thinking, and overview capabilities. Candidates can share how they would handle the given situation based on their knowledge, experience, and problem-solving abilities, rather than on actual past experiences. II. The role of situational interview questions in recruitment So, what role do these situational

11/05/2026
264

What Salary is Subject to Personal Income Tax? [New 2026 – Detailed Guide]

Personal income tax is a topic of interest for many employees, but not everyone clearly understands how it's calculated or at what income level it becomes payable. So, in 2026, what salary is subject to personal income tax? What is the current family circumstance deduction amount? The article below will provide a detailed guide on how to determine the income threshold for tax liability, the latest PIT calculation formula, and a quick way to check the tax payable for different actual salary levels. What Salary is Subject to Personal Income Tax? (New for 2026) According to Resolution 110/2025/UBTVQH15, effective from January 1, 2026, an employee with no registered dependents will be required to pay personal income tax if their total income (after deductions) exceeds 15.5 million VND/month (equivalent to 186 million VND/year). The income used for tax calculation is the remaining amount after deducting items such as: Compulsory insurance, voluntary pension funds, and contributions to charity, humanitarian aid, and education promotion. Tax-exempt incomes as stipulated by regulations. Certain amounts not included in taxable income, such as allowances, subsidies, mid-shift meal allowances, etc. In cases where the taxpayer has registered dependents, an additional deduction of 6.2 million VND/month per dependent will be applied when calculating personal income tax. [caption id="attachment_59053" align="aligncenter" width="900"] What salary is subject to personal income tax?[/caption] Who Qualifies as a Dependent? According to the 2025 Law on Personal Income Tax, effective from January 1, 2026, a dependent is an individual for whom the taxpayer is directly responsible for nurturing, including: Children under 18 years of age. Adult children who have lost their civil act capacity, are disabled, or are unable to work. Children attending university, college, intermediate school, or vocational training with no income or low income as prescribed. A spouse who is unable to work. Parents

11/05/2026
606

12+ Latest Appointment Decision Templates (Standard 2026)

Are you looking for a standard appointment decision template to use in your business or a state agency? Drafting one from scratch is not only time-consuming but also prone to errors in format and content according to current regulations. In this article, 1Office has compiled 12+ complete and detailed appointment decision templates. I. What is an appointment decision? An appointment decision is a decision to assign an individual or a group of people to a specific position, title, or role within an organization. These decisions are typically made and authenticated by an authorized individual or organization. These decisions are expressed through official documents, notices, or other materials in accordance with regulations. They serve as a crucial basis for the appointer and relevant parties to implement and record the appointment. [caption id="attachment_36066" align="aligncenter" width="1024"] What is an appointment decision?[/caption] II. What basic content is required for a standard appointment decision? According to Decree 30/2020/ND-CP, appointment decision documents must include the following basic content:  National emblem and motto. Name of the appointing business, agency, or unit. Decision number. Time and place of the decision. Title of the decision and its content. Basis for the appointment decision. Information of the person authorized to appoint, the appointee, and the recipient of the appointment decision. (For example: full name, gender, date of birth, ID or citizen card number, position, etc.) Recipients of the decision. Position of the person issuing the appointment decision.  Signature and full name of the person issuing the appointment decision. III. Appointment decision templates by business organization model Below are 3 appointment decision templates based on business organization models, specifically for state agencies, joint-stock companies, and limited liability companies. 1. Appointment decision template for state agencies The appointment decision template for state agencies is an important administrative document issued by an authorized

11/05/2026
317

What are current assets? 5 effective ways to manage current assets

Current assets are a crucial factor reflecting a company's liquidity and operational efficiency. Proper management of current assets such as cash, inventory, or accounts receivable will help businesses optimize cash flow and reduce financial risks. In this article, 1Office will help you understand the concept, characteristics, and 5 effective ways to manage current assets. 1. What are current assets? Current assets are highly liquid assets that can be easily converted into cash, used, or consumed within one operating cycle or one year, whichever is longer. They include cash, short-term investments, accounts receivable, inventory, and prepaid expenses. Key characteristics include: High liquidity: Can be quickly converted into cash without significant loss. Short turnover period: Current assets are used in the production and business process and are converted back into cash in a short period. High volatility: The value can change rapidly due to the influence of economic and market factors. [caption id="attachment_42707" align="aligncenter" width="1024"] What are current assets? Differentiating from long-term assets[/caption] Additionally, according to Article 112 of Circular 200/2014/TT-BTC, the regulation regarding current assets on a company's balance sheet is as follows: Current assets reflect the total value of cash, cash equivalents, and other short-term assets that can be converted into cash, sold, or used within no more than 12 months or one normal operating cycle of the business at the reporting date. This includes cash, cash equivalents, short-term financial investments, short-term receivables, inventory, and other current assets. >> See more: What Are Net Assets? Meaning, Classification & Calculation Formula 2. What do current assets include? Based on the provisions of Circular 200/2014/TT-BTC on corporate accounting standards, current assets include the following items: Cash and cash equivalents (Code 110) Cash and cash equivalents are assets available to the business at the reporting date that can be used for immediate payment.

11/05/2026
22570

5 Effective Accounting Department Organizational Models for Businesses

Organizing the accounting department is a constantly changing process that needs continuous monitoring to ensure it aligns with the business's development. Whether you are a small business or a large corporation, building and maintaining an effective accounting system will determine the financial success of that organization. So, how do you establish an effective organizational model for the accounting department? What are the legal regulations regarding the organization of the accounting department? All will be answered by 1Office in the article below. Follow along now! 1. What is organizing the accounting department? [caption id="attachment_36557" align="aligncenter" width="1024"] What is the organizational model of an accounting department?[/caption] The accounting department (also known as the accounting system) is a term used to refer to the collection of accounting personnel, tools, equipment, processes, and resources related to accounting activities within an organization. It includes the methods and procedures for collecting, processing, controlling, recording, and reporting financial and accounting information. Organizing the accounting department is the process of arranging and allocating human resources to build an accounting system that suits the operational scale and management requirements of each business. This task requires leaders to clearly define the structure and roles of departments, job titles, and responsibilities of each member within the accounting department. The organizational structure of the accounting department is usually built based on revenue, personnel size, business type, complexity of work, and the specific requirements of the organization. However, a complete accounting system will include the following positions: Chief Accountant General Accountant Accounts Payable/Receivable Accountant Internal Accountant Tax Accountant Sales Accountant By ensuring that accounting activities are carried out accurately and effectively, businesses can create transparency, reliability, and sustainability in their finances, while also creating favorable conditions for long-term development and success. >> Read more: The Matching Principle in Accounting: Concept, Content, and Application

11/05/2026
60752

15 Easy-to-Use Daily Timesheet Templates (Excel & Word Files) for 2026

The daily timesheet template is an important form in any business. It serves as the basis for evaluating the diligence and work performance of each employee in the company, and for calculating salaries. Check out 15 daily timesheet templates updated for 2026, in Excel and Word formats from 1Office, in the article below. You can download automated Excel timesheet templates in both English and Vietnamese from this article. 1. Latest Daily Timesheet Templates for 2026 The daily timesheet is a common form of attendance tracking for employees today. This method is usually performed twice a day to record the start and end times of an employee's workday, helping to accurately update the number of hours worked. Additionally, the daily timesheet template helps managers track work conveniently and motivates employees in the workplace. Below is an illustrative image of a daily timesheet for the HR department. Download daily timesheet template 1 (Excel file) Download daily timesheet template 2 (Excel timesheet file) 2. Timesheet Template according to Circular 200 This timesheet template is based on the regulations of Circular 200, including information on salary grades or ranks and positions. This template is applicable to businesses in all sectors and economic components. This document details the tracking of working hours by categories such as time-based work, product-based work, and work eligible for social insurance benefits. This helps ensure that the business maintains accuracy and transparency regarding salaries and allowances, while complying with legal regulations. Download daily timesheet template according to Circular 200 (Excel file) 3. Timesheet Template according to Circular 133 The timesheet according to form 01a-LĐTL, Circular 133/2016/TT-BTC is designed to track work by employee levels. This is a simple template that still ensures transparency in managing working hours, leave time, and overtime. This template differs from the one based on Circular 200 in that it

11/05/2026
21655

20+ HR Interview Questions You Can’t Miss

Improve recruitment efficiency with a complete set of 20+ HR interview questions of the highest quality. HR can accurately assess candidates comprehensively in terms of competency, attitude, skills, suitability, and more. Find out now! 1. 5 Ways to Ask Good HR Interview Questions for Effective Candidate Evaluation To build an effective and high-quality set of HR interview questions, you must understand the ways to ask interview questions. This is an essential condition to help HR accurately assess a candidate's competency, personality, and suitability for the job position. HR professionals should keep these 5 effective ways to ask interview questions in mind: Open-ended questions: These are free-form questions that encourage candidates to freely express their experiences and personal opinions. Hypothetical questions: These are questions based on imaginary situations to assess problem-solving abilities. Follow-up questions: These are questions that delve deeper into a specific issue. Probing questions: These are questions used to extract specific information about a particular event. Funnel questions: These start with broad questions and gradually narrow down to details to gather specific information. 2. Set of Questions to Gather Personal Information from Candidates [caption id="attachment_37560" align="alignnone" width="2560"] 20+ HR interview questions that HR can't missIn today's digital age, applying technology to work is a necessity, especially for businesses that are accelerating their digital transformation activities. Naturally, companies will require candidates to have certain abilities to apply technology in their work. A prime example is the recent emergence of ChatGPT, which has created a frenzy in the labor market for content creators, marketers, and more. Businesses are also quickly adapting and are interested in the ability to use ChatGPT at work to optimize efficiency.  Candidates who know how to apply technology will have an advantage over other candidates. This also demonstrates the candidate's agility and ability to leverage powerful tools. 

11/05/2026
17024

ISO Standard HR Recruitment Process Flowchart Template

The recruitment process is a series of activities carried out from identifying recruitment needs to onboarding new employees. An effective recruitment process helps businesses find suitable candidates and contributes to improving business efficiency. In this article, 1Office will explore the personnel recruitment process flowchart according to ISO standards and provide tips for building an effective recruitment process. 1. What is an effective recruitment process? An effective recruitment process is a well-designed system of steps aimed at connecting the right person to the right position at the right time, ensuring a balance between candidate quality, operational costs, and the speed of filling vacancies. [caption id="attachment_39685" align="aligncenter" width="1024"] ISO standard personnel recruitment process flowchart | Sample file included[/caption] In summary, a recruitment process is considered effective in a business if it meets the following 3 criteria: Effectiveness: The recruitment process must help the business find the most suitable candidates for the position, meeting the job requirements and company culture. Objectivity: The recruitment process must be conducted objectively, fairly, and without bias towards any candidate. Optimization: The recruitment process should be optimized to save time and costs. An intelligent personnel recruitment process helps managers closely monitor the recruitment process, ensuring all steps are followed correctly and avoiding errors or oversights. It also helps the business accurately assess candidates' abilities, contributing to improved business performance.  >> See also: 7-Step ISO Standard Personnel Management Process Flowchart 2. Personnel Recruitment Process Flowchart A personnel recruitment process flowchart is a general model that illustrates the main steps and activities in the recruitment process. A complete recruitment process will include the following steps: [caption id="attachment_39729" align="aligncenter" width="1024"] Personnel Recruitment Process Flowchart[/caption] Step 1: Analyze the job position Step 2: Develop a recruitment strategy Step 3: Source candidates Step 4: Screen and evaluate candidates Step 5: Conduct interviews Step

11/05/2026
66

What is an Area Sales Manager? 7 skills that every ASM needs to possess

What is an ASM? Why do all sales staff aim for this position? In the sales field, the role of Area Sales Manager (ASM) is considered one of the high-level goals that many sales employees aspire to achieve. To be promoted to the ASM position, a salesperson needs to accumulate experience not only in sales expertise but also in management. So, what is an ASM (Area Sales Manager)? How can you become a great ASM? Let's explore this role with 1Office in the article below. 1. What is the role of an ASM? [caption id="attachment_38118" align="alignnone" width="1640"] What is the role of an Area Sales Manager?[/caption] Area Sales Manager, abbreviated as ASM, is the title for a Regional Sales Director. The ASM is a mid-level management position within an organization and is extremely important in a company or business. An ASM is responsible for ensuring sales targets are met, supervising and managing sales activities, building business strategies, and coordinating business operations within a region or area such as a District, Province/City, etc., to develop and maintain the company's sales revenue. In each managed area, the ASM acts as a product expert, understanding market trends, consumer habits of the geographical area, or popular products. They also monitor competitive activities and business opportunities for the company in their managed region. Additionally, the ASM serves as a crucial link between departments, ensuring consistency in operational and business strategies. 2. Job Description of an Area Sales Manager The Area Sales Manager is the key person responsible for and representing the sales and business department throughout the entire region. They are typically involved in the following tasks: Managing the sales team Building sales strategies, setting business and sales targets for each managed area. Expanding business operations, identifying and seeking target customer groups. Monitoring and checking

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