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ENHANCE VALUES

ORGANIZATION AND HUMAN RESOURCES

EXECUTIVE BOARD

Share ownership
No. BOD member Position Direct Indirect
Number of shares
(as of December 31, 2024)		 Ownership rate Number of shares
(as of December 31, 2024)		 Ownership rate
1 Mr. Van Tien Thanh General Director 109,000 0.020589% 300 0.000057%
2 Mr. Tran Chi Nguyen Deputy General Director 1,600 0.000302% 0 -
3 Deputy General Director Deputy General Director 1,600 0.000302% 0 -
4 Mr. Nguyen Tuan Anh Deputy General Director 0 - 0 -
5 Ms. Nguyen Thi Hien Deputy General Director 0 - 0 -
6 Mr. Nguyen Thanh Tung Deputy General Director 5,003 0.000945% 2,900 0.000548%
7 Mr. Dinh Nhu Cuong Chief Accountant 2,900 0.000548% 0 -

CHANGES IN EXECUTIVE BOARD

In 2024, PVCFC had no change in Executive Board personnel

HUMAN RESOURCE REPORT 2024

PVCFC’s human resource policy is committed to complying with human rights with non-discrimination based on gender, religion, age or any other factor. The Company aims at building an equal and civilized working environment without forced labor.

The Company has issued regulations on human resource management stipulating in details on recruitment, expert selection, HR training and development, policies and procedures, emulation, rewards, and discipline.

The Company’s human resource management system is constantly being improved, focusing on arranging resources in an effective manner and developing human resources driven to the Company’s sustainable development strategy. This not only meets the current needs but also aims at the desires of conquering further goals in the future.

HUMAN RESOURCE OVERVIEW

AS OF DECEMBER 31, 2024, THE PARENT COMPANY HAS TOTALLY

1.155

employees

FEMALE

219

people, accounting for 18.96%

MALE

936

people, accounting for 81.04%

EMPLOYEE STRUCTURE OF PARENT COMPANY IN 2024

CLASSIFICATION BY TERM OF LABOR CONTRACT
CLASSIFICATION BY LEVEL OF EXPERTISE
CLASSIFICATION BY GENDER
CLASSIFICATION BY AGE
CLASSIFICATION BY MANAGEMENT LEVELS
CLASSIFICATION BY FUNCTIONAL DIVISIONSG
INCREASE STAFFING
REDUCE STAFFING
REGION

In 2024, the number of employees totally increased by 77 people from the ending balance of 2023 due to new hires to cover the vacancies at the divisions/departments according to human resource planning and to meet the production and business requirements. In which, 19 in 77 of new hires are female, accounting for 24.68%. There were 3 females, accounting for 17.65% among totally 17 resigned employees in 2024.

HUMAN RESOURCE STRUCTURE ANALYSIS IN 2024

Turnover rate

Resignation has trended to decrease during the year, to be specific, the number of employees resigned in 2024 decreased by 19.05% compared to 2022 and increased by 18% compared to 2023. The total number of resigned employees was 17, accounting for 0.01% of total employees of the Company, 1,155 people. PVCFC has a cohesive and inclusive human resource, showing its employee sustainability.

TIn which: Female 03/17 people, accounting for 17.65% (no female managers resigned), Male 14/17 people, accounting for 82.35%.

New-hire rate

In 2024, the Company had 77 new employees, increasing by 46,75% from 2022 and by 12% from 2023. In which, the number of females is 19 people, accounting for 24.68% (one is manager, equal to 5%); the number of males is 58 people, accounting for 75.32% (Four among them are managers, equal to 6.90%). The increase in employees is mainly due to the Company’s expansion in production, business and market share as well as making investments in R&D serving long-term strategies.

Others

To ensure a stable and quality human resource serving production and business, the Company has built and issued regulations on recruitment to acquire talented persons with specific conditions, according to Article 8 of the Regulations:

  • Employees to be hired must be of working age according to the provisions of the Law.
  • Employees must have knowledge, qualifications, experience and skills meeting the requirements as in job description.
  • Recruitment is carried out on the principle of no discrimination on the basis of nationality, religion, gender or political views.

In 2024, the Company has done well in recruiting, mobilizing, appointing and rotating personnel as well as planning human resources, evaluating and classifying employees. The Company has also fully complied with labor laws. There are no violations related to using child labor or forced labor. 100% of employees receive integration training and regular professional training.

100% of new hires have participated in both integration training and professional training in each stage.

LABOR POLICY AND CHANGES IN LABOR POLICY

Given awareness of responsibility to employees, the Company has increasingly completed and enhanced human resources policies and welfare regime to ensure stable employment, competitive income and professional working environment.

The Company has issued and implemented important regulations such as Manager Management Regulations, Collective Labor Agreement, HR Management Regulations, C&B and Welfare Regime, thereby specifying the rights, responsibilities and policies related to employees: working time, working environment, promotion opportunity, income, training, feedback/suggestions, etc.

COMPENSATION AND BENEFIT POLICY

PVCFC builds salary and welfare policies based on the principle of equality, without gender discrimination, ensuring competitiveness in the sector and conformity with the labor market. The policy is continuously improved to ensure stable income, helping employees rest in mind to engage with the Company.

The salary and bonus policy for employees not only depends on the Company’s business results in the year but also based on efficiency/level of job satisfaction, compliance issues with regulations related to ethics and other internal processes. PVCFC also reviews other long-term factors such as past performance/compliance assessment results to consider the salary and bonus. When the Company has profits or profits exceeding the plan, a part is deducted as a reward fund and spent in the following years.

C&B regime is built on salary scale of each job title. Every year, the Company reviews salary promotion to encourage, attract, and retain employees for long-term dedication to the Company. For the executive management (Board of Directors/Supervisory Board/Executive Board), the salary, bonus, and remuneration regulations clearly stipulate the payment according to a structured scale and periodic consideration for promotion based on the performance of each member.

As of December 31, 2024 the Company has 1,155 employees (including 16 people in management team). The Company always implements well the policies on labor, salary, bonus, social insurance, health insurance, unemployment insurance, occupational accident and disease insurance and others in accordance with the law, the Group’s policies and the Company’s regulations. Average salary paid in 2024 was VND 34.82 million/person/month and average income in 2024 was 42.58 million VND/ person/month.

SOCIAL INSURANCE POLICY
Types of insurance Unit 2022 2023 2024
Social insurance VND 55,738,288,840 60,271,851,530 66,078,274,063
Health insurance VND 9,956,269,170 10,640,754,935 11,673,227,686
Unemployment insurance VND 2,937,511,100 4,959,883,920 5,293,598,639
Total VND 68,632,069,110 75,872,490,385 83,045,100,388
MATERNITY LEAVE IN 2024

TOTAL EMPLOYEES OF MATERNITY LEAVE

0

people

TOTAL MATERNITY BENEFITS

VND

In 2024 Total employees returning to work after maternity leave were 05/08 people. The other 03 people will return in 2025. Return-to-work and retention rate for employees on maternity leave was 100%.

TRAINING & DEVELOPMENT POLICY

According to the Company’s sustainable development strategy, PVCFC’s management has focused on training and developing human resources since the beginning of 2024. The training courses are designed to suit each group of personnel, succession team, expert development, management and leadership skill training, professional and specialized training, regular training, work skills, foreign languages and internal training.

In particular, in 2024, PVCFC successfully deployed and is training and developing a team of 70 internal lecturers with diverse majors to meet internal training as well as bringing rights and benefits to the internal lecturers. Internal lecturers are thoroughly trained in presentation and coaching skills and are granted certificates of pedagogical training according to regulations of the Ministry of Education and Training. This is also a policy to best prepare for internal training as well as collaborate to develop human resource supply service for the units in the industry.

In addition, the Company also orients to provide training/training support to other subjects such as local students, interns, etc.

Training forms

  • Diversifying training forms: direct and online training to flexibly create the most favorable conditions for employees to participate, promoting training effectiveness and maintaining stable and good management - production - business activities.
  • Training on E-learning platform: Impact Platform
  • Coaching and mentoring training
  • Ensuring the Company’s budget meets annual training needs; ensuring the training activities are carried out effectively throughout, satisfying the work requirements and implementing the Company’s strategic orientations.
  • Guiding and training interns at the Company’s plants and departments.
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The Company’s training activities were carried out in 2024 as follows

TRAINING BUDGET IN 2024

0

billion VND

reaching100% of the plan

NUMBER OF TRAINEES

0

%

Reaching of the plan

    In which:
  • External training: 107courses
  • Internal training: 246 courses

TOTAL TRAINING HOURS IN 2024

0

hours

AVERAGE TRAINING HOURS

0

hours/person/year

TRAINING HOURS FOR SENIOR MANAGEMENT LEVEL

(Executive Board, Division Heads/ Deputy Heads and equivalents)

hours/year

TRAINING HOURS FOR MIDDLE MANAGEMENT LEVEL

(Department Heads/Deputy Heads and equivalents, Factory Shift Leader, Leaders)

hours/year

TRAINING HOURS FOR STAFF LEVEL

hours/year

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IMPROVEMENTS IN ORGANIZATIONAL STRUCTURE AND MANAGEMENT POLICIES FOR EMPLOYEES

During the year, the Company has made some improvements in salary and polices to serve the strategy of human resource development such as reviewing in Salary and Bonus Scheme applied to the positions of regional manager and customer manager of Sales Division; revising Regulations on Compensation and Benefit, Labor Regulations, etc.