Zamil Steel Vietnam website

We consider performance management and development planning as shared responsibilities of all members of the Zamil Steel Vietnam family. Performance is the driver for innovation and growth; the system of merits and rewards to be distributed to employees shall therefore be anchored on performance.

The Company’s Performance Evaluation and Development Plan (PEDP) is a results-based performance management system, reflective of business requirements vis-à-vis employee contributions.

While it increases involvement of line supervisors and managers in human resource management issues such as training, promotions, merit/rewards and transfer of employees, it also provides information on individual progress and development of each employee, thus generating an objective basis for rewards and staffing decisions.

ZSV promotes a performance-minded culture which is not only in keeping with our Core Values (note:provide link) but also challenges employees at all levels to achieve outstanding results.

At the beginning of the appraisal period, ZSV managers and employees discuss the Key Results Areas (KRAs) as defined from the employees’ Job Description, and establish Key Performance Indicators (KPIs), or the performance criteria for each KRA. During this process, specific targets and expected behavior are defined.

At each stage of the process, the manager shall document his observations and periodically discuss performance based on KPIs with each employee under his supervision. In a reciprocal manner, each employee should be responsible in communicating with his manager so that performance management becomes a dynamic process.

The performance appraisal covers the entire business year. All employees regardless of length or type of contract are covered. However, the minimum length of service of the employee to be eligible for the PEDP-based salary adjustment is six months at the time of the appraisal period.

The performance appraisal discussions conducted in ZSV have the following objectives:

Based on the scoring system, a manager will be able to rate whether the employee Consistently exceeds, Meets and Exceeds, Successfully Meets, Meets Some, or Falls Below expectations.

Based on the performance of the employee and potential growth areas identified by his manager, an employee may receive additional training or exposure as part of the program mapped out for his development. This is particularly important in creating a career path for certain employees in key positions.

Zamil Steel Vietnam believes in "promoting from within" in order to provide career growth for its employees while meeting its human resource requirements.

An employee shall be promoted without prejudice to his excellent performance in his present position or the absence of a suitable replacement in the event of a promotion. Promotion opportunities are made available regardless of race, nationality/ethnicity or religion.