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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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13/05/2026
123

8+ Solutions to Perfect the Recruitment Process – Increase Candidates by 50%

In the face of a fiercely competitive labor market, businesses need an effective solution to perfect their recruitment process to attract talent and build a quality workforce. Innovations and breakthroughs in recruitment will be the key to helping businesses "accelerate" in the race for talent. In the following article, 1Office will reveal 8+ tips to discover and bring in bright, potential candidates for your business. 1. The Current State of Recruitment in Vietnam 1.1. The Paradox: Graduates Can't Find Jobs, Businesses Can't Hire People Currently, every graduation season, thousands of new graduates find themselves in a state of uncertainty, unable to find a suitable position. Therefore, this potential labor pool is always in a "job-seeking" state. Despite the abundant supply of candidates, many businesses still complain about not meeting their hiring quotas. It may sound contradictory, but this is a common reality in the recruitment process. The cause of this situation stems from graduates lacking clear career orientation. They are still struggling to choose a job that suits them. This leads to students sending their CVs to many places without genuinely showing interest or investing in any specific job position. The number of candidate profiles posted on job platforms reaches hundreds or even thousands. However, many businesses are still "thirsty" for talent. Why is this the case? The reason is that businesses lack a channel to connect with students who are looking for jobs. Many HR professionals complain that when they post a job opening, many people show interest and make contact, but the number of candidates gradually "drops off" by the CV submission and interview stages. Or, by the time of the interview, candidates don't have a clear understanding of the job, lack clear career goals, or even attend the interview just for the "experience". 1.2. The Workforce Doesn't

13/05/2026
144

[Free Download] Latest 2022 Timesheet Templates for Businesses

Timekeeping and payroll calculation is a daily activity for employees in every business. The timesheet is the basis for calculating salaries and evaluating employee work frequency. So, what information does a timesheet need? How should it be designed for easy application and tracking? Let's explore the latest types of timesheets for businesses in 2022 with 1Office. I. The Importance of Standardizing Timesheets for Businesses Timesheets play a crucial role in tracking and evaluating employee work frequency. A scientific and highly accurate timesheet is easy to implement on a daily basis. However, if a timesheet is not set up reasonably, errors can easily occur, leading to incorrect salary payments, employee dissatisfaction, and disputes. Standardizing timesheets brings the following benefits to businesses in general and HR in particular: 1. Improve Employee Management Efficiency Standard timesheets will accurately provide the number of working hours as well as the work results of employees. A business's timekeeping and timesheet template creation process always needs to be seamless, continuous, and effective. If a business applies a standardized timekeeping process, it will minimize costs, time, and resources for managing employee working hours. This simplifies reporting and data extraction, optimizing the payroll process. Check out a popular solution: Most popular mobile timekeeping app in 2026 2. Professionalize the Resource Management System A standard employee timesheet creation process helps the company establish reasonable timekeeping regulations and policies. This helps establish a consistent HR time management planning process, enhancing the professionalism of the management team in general and all employees in particular. [caption id="attachment_31825" align="aligncenter" width="750"] Benefits of standardizing timesheets[/caption] Usually, at the end of each month, HR will compile employee data to calculate salaries based on timesheets. However, if the timesheet and payroll calculation templates are not standardized, it will lead to shortcomings and risks, resulting in related consequences

13/05/2026
120

5 Steps to Build a Career Path – Improving Human Resource Management

Career advancement is an initial goal every employee aims for when working at a company. Therefore, to retain talent and create a competitive environment that helps improve work productivity, businesses need a specific career path for every position in the company, especially for capable individuals. In this article, let's join 1Office to explore the 5 most effective steps to build a career path for employees. I. What is a career path for employees? A career path, also known as a promotion path, is a directional map of developmental job titles that an employee can achieve at each level, built scientifically based on evaluation criteria set by the company. For example: For an Administrative position, the titles from low to high would be: Administrative Assistant — Executive Assistant — Office Manager For Branding: Advertising Account Coordinator — Assistant Account Executive — Account Executive — Senior Account Executive A career path helps employees visualize all the routes leading to the highest possible job title they can achieve in their career. A career path not only helps employees see their professional development potential but also sets clear milestones to create work motivation. The criteria considered when compiling promotion titles include: Career aspirations Skills Expertise Experience Personal talents Achievements Based on these factors, managers will evaluate and consider promoting employees after a certain period. Read more: The Art of Retaining Talented Employees to Reduce Staff Turnover by 80% II. The role of a promotion path for the business Building a specific, detailed, and reasonable career path plays an important role for the business itself and the workforce in particular: 1. Create a healthy competitive environment, enhancing work performance By looking at the career path, each employee will know what they need to do to achieve their set goals. Based on the requirements for each position,

13/05/2026
115

Effective recruitment methods to attract the most candidates

To break through in recruitment and attract talent, businesses need to apply effective recruitment methods to expand and optimize the recruitment funnel. Each recruitment method will be suitable for different needs and job positions within the organization. Therefore, HR professionals need to clearly understand how to apply these recruitment methods to achieve the highest efficiency. Join 1Office to learn about the most highly-rated recruitment methods that can help double the number of potential candidates for your business in the following article. 1. Internal Recruitment Methods Internal recruitment is the method of sourcing human resources from within the organization. In other words, potential candidates for the company's job vacancies are the internal employees who are already working at that organization. When a staffing need arises, businesses should consider recruiting from internal sources before exploring external recruitment options. This is because this method not only helps save time and costs but also creates opportunities to develop the existing human resources within the organization. Promotion For senior management positions, the cost of external recruitment or outsourcing is often very expensive and time-consuming. Therefore, many businesses tend to choose internal promotions. Promotion is the upgrading of employees based on their performance within the organization. It is the process of moving an employee from their current position to a higher one, which comes with more responsibilities, privileges, benefits, and status. Promotion not only helps businesses develop internal human resources and train senior managers but also creates advancement opportunities for employees to fully utilize their abilities. To apply promotion for internal recruitment, recruiters should note: This method applies to employees who have sufficient seniority and qualifications to take on a higher position A clear career path needs to be established for job positions to serve as a basis for promotion nominations Factors to consider when evaluating

12/05/2026
259

Key corporate HR policies – how to build them effectively

HR policy is always an important factor that contributes to a competitive advantage and attracts talent during the recruitment process. Each business will have a different policy depending on its size and organizational structure. So, what is an HR policy in a business, and which employee management policy is suitable for every business? Let's explore the answer with 1Office in the article below. I- General Overview of HR Policies 1. What is an HR policy? A company's HR policy is a system of official rules and guidelines that a business establishes to manage its employees. It plays a crucial role in promoting fairness and consistency within an organization, as well as helping to protect the organization from legal claims. On the other hand, HR procedures are step-by-step instructions that outline the actions to be taken to comply with these policies. Evidently, defining these policies and procedures is one of the core functions of human resource management. 2. The Purpose of a Human Resources Policy Currently, HR management policies play an important role in every organization by helping to establish a code of conduct and rules for each employee. In addition to protecting your organization from legal claims, HR management policies also play a significant role in promoting culture, fairness, and inclusion. Here are some of the major benefits of an HR policy: Provides legal protection for your company. Clearly and transparently communicates employment conditions. Sets employee expectations regarding their career development. Helps resolve employee disputes and conflicts. Accelerates the decision-making process on various HR issues. Ensures all employees are treated equally and fairly. Creates a safe and healthy work environment. II - Important HR Policies in a Business Each organization will have different HR management policies depending on its location and industry. Below are the essential HR policies that every

12/05/2026
131

6 steps to standardize the employee payroll process in a business

Employee salary management is one of the top priorities in any business. It is also a complex task that requires meticulousness and absolute accuracy to ensure employee benefits and the company's reputation. How to build a scientific, systematic salary management system that ensures fairness and transparency is a concern for many HR managers and business owners. Join 1Office to learn how to optimize the employee salary management process in the following article. See more related articles: 3 steps to build the most reasonable and optimal salary and bonus policy for sales staff What is piece-rate pay? Regulations and instructions on the latest way to calculate piece-rate pay in 2023 FREE DOWNLOAD 5+ Latest employee payroll templates 2023 1. The importance of employee salary management Employee salary management is a crucial part of human resource management in every business. Salary management operations include a series of activities revolving around employee salaries, bonuses, and compensation, such as: developing policies, calculating salary based on coefficients, and salary regulations; building salary scales and grades; calculating employee salaries; finalizing taxes and various types of insurance; managing personnel information, and more. Employee salary management plays an important role in building the workforce of every business, contributing to many significant benefits for the business, such as: Attracting and retaining talent Ensuring fair and equal compensation policies for all employees Boosting productivity and improving labor quality Building and maintaining a strong relationship between the business and its employees Stabilizing the workforce, creating a solid foundation for the business to grow and thrive In particular, salary management has a significant impact on the business's productivity as it determines the level of contribution, attitude, and morale of employees. If employees feel that the salary they receive is not commensurate with their abilities and qualifications, they will tend to reduce their

12/05/2026
211

8+ Latest Salary Confirmation Templates, Free Download 2026

A salary confirmation form is an important document that helps employees prove their income when applying for bank loans, visas, credit cards, or completing personal records. However, not everyone knows how to write it correctly and include all the required information. In this article, 1Office will compile 8+ of the latest salary confirmation form templates for 2026 with detailed instructions, making it easy for readers to download and use. What is a salary confirmation form? A salary confirmation form, also known as an income verification letter, is a document used to prove financial capacity and confirm the actual monthly income an individual receives from the business, agency, or organization where they are employed. Typically, an employee will draft a request for salary confirmation and submit it to their employer to verify their actual monthly salary. This type of document is often used in cases requiring financial proof, such as applying for bank loans, visas, home purchases, or completing personal records. [caption id="attachment_60935" align="aligncenter" width="900"] What is a salary confirmation form?[/caption] See more: FREE DOWNLOAD 13+ Employee Payslip Templates (Latest 2026) What information should a salary confirmation form include? The basic content of a salary confirmation form typically includes: Title of the salary confirmation letter Information of the person requesting confirmation, such as full name Temporary or current residential address Employee's ID/Citizen ID card number Information of the current employer, including company name, address, and contact phone number Position or department within the company Type of current employment contract Start date of employment and contract term Actual income received in the last 1, 3, or 6 months as required for confirmation, including base salary, bonuses, allowances, commissions, and other income Confirmation from the business or paying entity, usually signed by an authorized person such as the director, HR manager, or chief

12/05/2026
97

Building the Latest Detailed 2026 Salary and Bonus Policy Template

A company's salary and bonus regulations need to be adjusted and changed after a certain period to improve. Besides businesses that need to change their salary regulations in the new year, many companies are still struggling to find an effective way to establish their salary and bonus policies. In today's article, 1Office will share with you how to build a detailed 2026 salary and bonus regulation template that both ensures compliance and is easy to apply for any business.  I. The Purpose of Establishing Salary and Bonus Regulations A well-invested salary and bonus regulation, built with detailed, scientific content that ensures fairness, plays a very important role for a business. The purpose of creating a salary and bonus regulation template is to ensure sustainable development in the operational structure and all activities of the company. Specifically: Ensure the livelihood of staff A salary and bonus regulation template helps ensure the livelihood of staff, serving to meet the basic living standards of the organization's members. This allows them to work with peace of mind and be ready to contribute to the company. Encourage employees to perform better The company's regulations clearly define the salary, bonuses, and benefits that employees will receive. This gives employees more motivation to work and contribute to achieving better results. Help employees clearly understand how salaries and bonuses are calculated Salary payment regulations help members of the company or organization clearly understand how bonuses, salaries, and related allowances are calculated for their respective positions. In addition, salary and bonus regulations are the basis for ensuring the rights of all members within the business. An effective salary and bonus regulation template will ensure implementation in accordance with current legal provisions on salary, bonus, and benefit policies for employees. II. Why is it necessary to update and build a

12/05/2026
195

[FREE DOWNLOAD] 8 Simple Excel & Word Payslip Templates for Employees

Excel Payslip Template is the optimal solution to help businesses manage income more accurately, transparently, and professionally. Join 1Office to explore a set of 8 beautifully designed payslip templates (Excel & Word), complete with a guide to quickly create payslips. This helps employees easily check their salaries and allowances, and saves businesses up to 90% of processing time each pay period. What is a Payslip?  A payslip (or Salary Slip) is a detailed statement of income information that an employer (the business) sends to an employee during each monthly pay period. Simply put, a payslip acts as a "document" that explains specifically how an employee's net pay is calculated. Through the payslip, employees can clearly understand parameters such as: Basic salary and wages based on actual working days. Allowances (lunch, travel, phone...). Bonuses (performance bonus, attendance bonus). Deductions (Social Insurance, Personal Income Tax, advances...). Using a standard Excel payslip template not only helps accountants easily manage data but also builds a bond of trust and transparency between the business and its employees. Why do businesses need to send payslips to employees? Sending payslips is not merely an administrative procedure but a crucial process for maintaining a sustainable relationship between the employer and the employee. [caption id="attachment_61277" align="aligncenter" width="900"] The importance of payslips for businesses and employees in payroll management[/caption] For the business For management and business owners, sending monthly payslips offers the following key benefits: Strictly comply with the 2019 Labor Code regulations on providing detailed salary notifications. Ensure transparency in income details and minimize complaints or disputes regarding wages. Enhance the professional image and reputation of the employer brand in the eyes of employees. Optimize the process of storing, managing, and reconciling monthly payroll data. Facilitate inspections, audits, and year-end tax finalization. For the employee For employees, the payslip

12/05/2026
181

What is a Human Resource Information System (HRIS)? Roles and Core Functions

The fiercely competitive market and the rapid growth of the digital economy require businesses to invest in and equip themselves with a strong workforce capable of finding competitive advantages and achieving growth targets. To do this, managers must first clearly understand their organization's human potential through a human resource information system. So, what role does a human resource management information system play in a company's resource management? Let's find out with 1Office in the following article. 1. What is a Human Resource Information System? A Human Resource Information System - or HRIS - is a software solution that helps organize and scientifically manage detailed data about employees, as well as policies and procedures related to the workforce within an organization. The data collected and stored on the system includes employee profile information, contracts, salary and benefits policies, reward and disciplinary mechanisms, work history, and more. This data is regularly compiled, analyzed, and monitored to serve as a basis for decision-making and proposing important human resource-related strategies. A human resource information management system is developed to standardize HR operations and management processes within a business, thereby helping managers effectively exploit and utilize human resources to serve the organization's operations. 2. The Role of a Human Resource Management Information System Accurately Reflecting the Organization's Human Potential People are the core factor determining a company's competitiveness and development. The workforce upholds two crucial pillars in the organization's operational machinery: providing the physical capacity to directly perform specialized tasks that cannot be automated (customer care, incident handling, etc.), and contributing intellectual power to bring value to the business (coordinating resources, allocating resources, building and executing plans, etc.). Therefore, to optimize human resources, managers must use an information management system to accurately perceive and evaluate the potential and value that this resource can bring. [caption

12/05/2026
147

7 steps to standardize the human resource management process according to ISO standards

The ISO-standard human resource management process has long been the benchmark that every business strives for to optimize its operational apparatus and enhance its competitive capabilities. Successfully implementing and maintaining the effectiveness of the ISO standard set in human resource management is the key to international integration and the foundation for building and developing a strong workforce. So, what requirements does the ISO-standard HR management process entail, and how is it implemented? All will be answered by 1Office in the following article. 1. Understanding the ISO-standard human resource management process correctly The ISO standard is a set of standards issued by the International Organization for Standardization (ISO) - a non-governmental organization responsible for establishing commercial and industrial standards applicable to all member countries, aiming to create similarity and uniformity in the standards system worldwide. Among them, the ISO 9001 standard for quality management systems is the most important central standard set, and it is also a certification that many businesses and organizations strive to achieve. Resource management is a core aspect of ISO 9001, playing a role in ensuring the quality of the operational apparatus to enhance and improve the quality of output products and services. The human resource management process according to ISO standards is the entire process of carrying out management tasks throughout the employee lifecycle (Recruiting – Training – Utilizing – Retaining – Offboarding) in a scientific, systematic manner, and in strict compliance with the principles and standards mentioned in the ISO standard set. 2. Why businesses need to implement an ISO-standard human resource management process Building a human resource management process according to ISO standards brings countless benefits to a business, such as: Optimizing human resource management Streamlining the operational apparatus by making regulations and policies transparent, clarifying the duties and authority of each individual and

12/05/2026
25

Human Resource Management Solution for Manufacturing – Increase Labor Productivity by 200%

Human resources are always the core force, the pillar of development for the manufacturing industry. Therefore, human resource management in manufacturing is a top priority investment aimed at building a sustainable, high-quality workforce. However, the overall picture of the labor market and the fluctuations in the manufacturing sector require businesses to always be ready to adapt to new demands and retain their workforce. So how can manufacturing businesses flexibly transform to effectively solve the human resource management challenge in the digital age? 1Office will provide the answer in the following article. 1. The Overall Picture of Human Resources in the Manufacturing Sector 2022 2022 marked a milestone in the resurgence of the manufacturing industry since the pandemic. The production capacity of businesses has recovered, along with positive signs from the economy with strong market demand in key sub-sectors, helping the manufacturing industry stabilize its operations after a period of being frozen by the pandemic, and signaling growth prospects for 2023. The promising signals of the overall industry trend also have a positive impact on human resource management in manufacturing. With the advantage of being a key industry invested in and prioritized for development by the state, manufacturing remains a sector with a competitive edge, creating many jobs for a large number of domestic and foreign workers. [caption id="attachment_33426" align="aligncenter" width="1024"] Digital technology creates a leap in performance for manufacturing businesses[/caption] Additionally, the 4.0 revolution, along with the emergence of "cobots" (a form of collaborative robot designed to work with humans), artificial intelligence, and automation replacing human labor, has created a leap in performance for manufacturing businesses. Guaranteed operational capacity and optimized labor productivity allow businesses to focus on investing in human resources, developing effective human resource management methods, and training to improve skills and labor quality. Besides, international human resource

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