Tan Hiep Phat's efforts in ensuring gender equality at workplace
	Tran Ngoc Bich- the energetic leader and gentle wind beneath THP Group’ wings
	Two gorgerous daughters in Tan Hiep Phat family: 'Vanguard sealer' and 'human resoure management treasure'

Tran Ngoc Bich, Deputy CEO of Tan Hiep Phat Beverage Group. Photo courtesy of Vietnambiz.

Laborers always pose a question: "What happens if my boss or my senior doesn't recognize my efforts?". However, at THP, the group considers each employee's efforts and rewards them based on their efforts.

THP's rating system recognized that employees who made a high effort but haven't yet achieved have same performance ranked as same as those with high achievement but a less positive attitude.

THP highly appreciates attitude, especially core values. The surrounding community values you for your core values, leading to an increase in your rating. Since then, bonuses and career prospects at THP are also raised accordingly.

In particular, in the THP, the superior managers have the same degree of influence on assessment results as those around them, not a decisive factor.

THP believes that employees working well would be realized more than superiors do by their co-workers. Even though the superiors are at close contact, they only see around 60%. The things done well by you not known by your superiors will be recognized by others.

When evaluating working result of a person, colleagues were invited to speak up about their experiences with him/her. It is this way making THP be highly appreciated by the award committee.

Tan Hiep Phat family: Ms Tran Ngoc Bich, her father Tran Quy Thanh (the Founder and CEO of the THP Beverage Company) and her older sister Ms Tran Uyen Phuong (right). Photo: Vietnambiz.

The way is still the same, the evaluation will be done by both the manager and surrounding colleagues. Therefore, in case your boss like or does not like you, the people around you still evaluate fairly based on your core values to ensure the assessed results objectively.

In addition, in order to minimize emotional or prejudice, THP's rating system is designed to take note of the actual situation, not based on opinions.

Second, the assessment only applies to situations happening in the assessment period, not bringing back stories of years ago.

Third, the rating system and the criteria, the basis were announced in advance from the beginning of the year, publicized, and applied to all members.

THP's review board is run by a neutral party, the human resources department. Surrounding members such as colleagues, customers will be invited to share their feedback. And the employees will be ranked according to general criteria.

So when someone has a low rating, they will know exactly why they did not achieve it.

This also creates motivation, incentives for the the employees to strive, and behave according to core values.

At THP, leaders commit that members can rest assured to work in the corporation, complete their work, and serve customers. They will be recognized and rewarded by the company when they gain good result.

The evaluation system must first rely on their beliefs, then on the general principles of professional performance assessment.

For a long time, THP has cooperated with A.T. Kearney to design the rating system. In fact, THP has invested a lot of time and money into building this system.

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