Human Resources Management Strategies of Taiwan-based Enterprises in Vietnam

Research finding 3-1: 
The localization management could bring several advantages to Taiwanese 
companies in Vietnam such as could bring mentally encourage and working morale to 
employees as well as reduce conflict occurs in workplace, and could help company 
build up good relationship with local government.
Research finding 3-2: 
The local manager could understand what the Vietnamese employees think and 
want because they are Vietnamese and understand Vietnamese culture. 
4.4 Training and Development 
In terms of training and development, all participants showed the same response 
that company should offer suitable training and development systems depending on 
company characteristic as well as current situation in order to enhance employees’ 
performance and productivity. Furthermore, they also confessed that training program 
becomes necessary for companies in which factories set up in oversea because it fixes 
both host country culture and company’s culture.

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“Our company has assigned 
the expertise and experienced employees from Taiwan go 
to Vietnam for instructing and training Vietnamese employees. Meanwhile, we also 
assigned Vietnamese employees come to Taiwan to learn specialized skills and 
knowledge. Also, we offer free Chinese course, hope that employees could get more 
learning opportunities which let them improve” (Participant A)
“We invited Taiwanese employees who have experienced
on setting up the machinery 
and equipment served production line of company, and we teach and train to 
Vietnamese workers how to run it up afterward. Sometimes, we are also asked our 
Taiwanese customers in Vietnam who has the same field with our company come for 
helps. I think in that way, it could enhance work progress as well as the quality of 
products, especially, it meets the quality standard of Taiwan as well” (Participant B)
“We offer free Chinese course to Vietnamese employees in order to improve employees’ 
foreign language proficiency as well as reduce the mistake in communication. Also, we 
provide company’s standard operating procedure (SOP) to each department and require 
them follow it as well” (Participant C)
“Our company has assigned Vietnamese 
employees go abroad to take training which 
includes Taiwan, japan and Germany. Of course that, we have contracted with 
Vietnamese employees about the time will serve for company after finishing the 
training program. Besides, we have assigned Taiwanese expertise comes to Vietnam for 
training and education” (Participant D)

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“We have required employees attending training courses, and assigned Taiwanese 
employees from headquarter come to Vietnam training and instruction” (Participant E)
“We offer the technical t
raining program to Vietnamese employees in order to improve 
their necessary skills which benefit to company” (Participant F)
One thing was highlight in the interview contents in which training and 
developing programs are not only arranged to Vietnamese employees and workers, but 
also it is required to Taiwanese managers and employees because of highly effective. 
As one participant indicated, 
“In case of my company training program, before assigning to Vietnam to work, we 
have to take a Vietnamese language course and learn about Vietnamese culture. 
Moreover, company has invited Vietnamese teacher come to company for teaching in 
order to achieve better preparation for Taiwanese employees” (Participant D)