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1. Personnel strategy:

Developing human forces with positive attitude and qualified capability to have the managerial system operated efficiently.

Building a skilled staff with great dedication and self-improvement on a spirit of cooperation with other colleagues to bring in a typical core value.


2. Development policies of human resources:

Human resource plays the role as one of key and precious sources.

Creating skilled human resources to best serve the company’s production activities of automobiles and further contribute to the country’s automotive industry.

BIM has carried out long-term human policies through training programs and appropriate allocation of work with an aim to provide the most favorable working environment for each individual’s development in accompanying with the company’s.

Human resources should absorb the company’s typical culture and ensure the integrity of core value that has been taken shape with the time.

3. Recruitment policies:
 

 Being consitent and public all over the system.

Recruiting based on needs and standards

Giving preference to candidates with experience in the automobile industry and to local labour forces.

Attracting high-level human resources and specialist trained abroad.



4. Training policies:
 

One of the most important mission in building and developing human resources.

Applying the diversifying coaching program:  integration, operations, improving skills, new technologies ..., internally or externally.

Focusing on training, coaching by work: superiors train subordinates, higher level specialists/workers train lower-level ones.

Using personnel rotation to train through actual works.

Training the productive personnel from the Chu Lai Truong Hai Complex Vocational College.


5.    Human Management and Development Policies:
 

Managing labours according to laws and internal rules, regulations , policies of the company.

Building good relationship between human resources by developing unions appropriate to the company’s culture.

 Managing human resources from the top units, with tight decentralization and high responsibility.

 Using job description, defining responsibility and authority to each job title.

Using promotion, reward and descipline based on the assessment of attitude and ability of each individual.


6.    Salaries, bonuses, remuneration and benefits policies:
 

Assuring that the incomes of employees are competitive and coresponding to organizations in the same industry, same region and at the same time.

Salary income includes basic salary and other allowances commensurate with the effort, responsibility and labor efficiency.

Collectives and individuals with outstanding achievements will be honored and rewarded, worthily, timely, openly and fairly.

Periodic reward regime at the middle and the end of the year, depending on the results of operations

Unscheduled reward regime based on the achievements of individuals and collectives.

 

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