tag:blogger.com,1999:blog-52139486979721405382026-08-15T16:51:44.999+07:00HR2B official English language blog on Human Resources (HR) issues in Vietnam TomVhttp://www.blogger.com/profile/14881538890387006123noreply@blogger.comBlogger114125tag:blogger.com,1999:blog-5213948697972140538.post-66385830813388648882026-06-25T16:54:38.734+07:002026-06-25T16:54:38.734+07:00

The concepts of “ghost jobs” and “ghosting” have become major topics in the recruitment market in 2026. Not only are companies struggling with candidates who suddenly disappear during the hiring process, but many job seekers are also losing trust due to unclear job postings and delayed communication from employers.As a result, candidate experience has become more important than ever. So, what

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-6591451498394717222026-06-24T16:57:43.577+07:002026-06-24T16:57:43.578+07:00

As AI continues to transform the way businesses operate, the role of leadership is evolving rapidly. Organizations are no longer looking solely for managers with strong technical expertise; they increasingly prioritize leaders who can embrace technology, make data-driven decisions, and guide teams through constant change. So, what leadership capabilities will be most in demand in 2026? This

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-21870033552077408412026-06-16T16:42:22.137+07:002026-06-16T16:42:22.137+07:00

As businesses become increasingly cautious about budgets and workforce productivity, the recruitment market is shifting toward a “hire slower, hire smarter” approach. Rather than focusing on headcount growth, companies are prioritizing candidates with proven experience, diverse skill sets, and strong adaptability. This trend places greater pressure on HR professionals to identify the right talent

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-92224465895213086232026-06-12T16:41:01.247+07:002026-06-12T16:41:01.248+07:00

 In 2026, salary increases are no longer the most effective way to retain employees, as workforce expectations have evolved significantly. Beyond compensation, employees are increasingly focused on workplace culture, career development opportunities, flexible benefits, and long-term career experiences. Despite many companies continuously adjusting salaries and bonuses, turnover rates remain

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-59397679469221294882026-06-10T13:55:18.496+07:002026-06-10T13:55:18.497+07:00

Is Payroll Becoming a Burden for Your Business? Payroll is one of the most critical functions in human resource management. An accurate and well-managed payroll system not only ensures employees receive their rightful compensation but also helps businesses comply with tax regulations, social insurance requirements, and labor laws. However, as businesses grow, payroll processes become increasingly

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-50630792774436873212026-06-04T14:43:59.388+07:002026-06-04T14:43:59.389+07:00

Electronic Labor Contracts from July 1, 2026: What Should Businesses in Vietnam Prepare For?As digital transformation continues to accelerate across Vietnam, the adoption of technology in human resource management is no longer a trend but a business necessity. One of the most significant developments in 2026 is the growing shift toward Electronic Labor Contracts (e-contracts), enabling

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-50689655466752650062026-05-26T16:56:24.638+07:002026-05-26T16:56:24.639+07:00

The year 2026 marks several important changes related to salaries, insurance, and payroll management in Vietnam. These adjustments will not only directly impact labor costs but also affect payroll processes, tax management, and labor law compliance for businesses.For companies operating in Vietnam — especially in major economic hubs such as Ho Chi Minh City — staying updated on legal changes is

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-13379745701205785362026-05-26T16:00:16.760+07:002026-05-26T16:00:16.761+07:00

Vietnam’s industrial and manufacturing sector is expanding at a pace that is redefiningleadership requirements faster than leadership capacity can evolve. Production scale, foreigninvestment, and supply chain integration continue to accelerate, yet leadership structuresoften lag behind the complexity of operations they are expected to manage. The constraint isnot industrial capability. It lies in

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-48593293537692310802026-05-20T17:31:24.879+07:002026-05-20T17:31:24.879+07:00

 As businesses continue to face rising labor costs, talent shortages, and increasing pressure to improve operational efficiency, many companies are re-evaluating how they manage their workforce. One of the most common questions businesses ask today is:Should we hire employees internally or use staff outsourcing services?Both in-house hiring and staff outsourcing have their own advantages,

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-12644922481088319952026-05-18T11:49:41.072+07:002026-05-18T11:49:41.072+07:00

 Recruitment Mistakes That Cause Companies to Lose Top TalentIn today’s highly competitive job market, attracting and retaining top talent has become one of the biggest challenges for businesses. However, many companies unintentionally lose strong candidates during the hiring process because of common recruitment mistakes that are often overlooked.Especially in fast-moving markets like Ho

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-30380148180092694022026-05-15T15:19:58.055+07:002026-05-15T15:19:58.055+07:00

In today’s fast-changing business environment, companies in Vietnam are under increasing pressure to reduce operating costs, improve efficiency, and stay flexible. As a result, more businesses are turning to staff outsourcing services as a practical and strategic workforce solution.Staff outsourcing is no longer used only by multinational corporations. Today, many local and international

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-11073537708430280452026-05-13T09:17:00.000+07:002026-05-13T09:17:01.033+07:00

Succession Planning in Vietnam: Securing Leadership for GrowthIn Vietnam, leadership capacity is being stretched by the speed of business expansion,placing succession planning in Vietnam under increasing pressure. Business growth—drivenby foreign investment, manufacturing scale, and regional integration—is accelerating at apace that internal leadership development rarely matches. Leadership

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-85411793730581464292026-04-24T10:09:00.009+07:002026-05-04T14:03:31.404+07:00

Vietnam’s industrial and manufacturing sector is expanding at a pace that is redefiningleadership requirements faster than leadership capacity can evolve. Production scale, foreigninvestment, and supply chain integration continue to accelerate, yet leadership structuresoften lag behind the complexity of operations they are expected to manage. The constraint isnot industrial capability. It lies in

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-62146637427769170472026-04-07T16:16:00.003+07:002026-04-07T16:26:16.778+07:00

In recent years, Vietnam has emerged as one of Southeast Asia’s most dynamic and fast-growing economies. As businesses expand and competition intensifies, companies are under increasing pressure to remain agile, cost-efficient, and compliant with evolving labor regulations. Against this backdrop, staff outsourcing has rapidly gained traction as a strategic workforce solution—particularly in major

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-801927334189729032026-03-31T14:19:00.000+07:002026-03-31T14:19:48.955+07:00

In recent years, Vietnam has emerged as one of Southeast Asia’s most dynamic and fast-growing economies. As businesses expand and competition intensifies, companies are under increasing pressure to remain agile, cost-efficient, and compliant with evolving labor regulations. Against this backdrop, staff outsourcing has rapidly gained traction as a strategic workforce solution—particularly in major

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-70546686972821885672026-03-30T15:12:00.000+07:002026-03-30T15:12:55.113+07:00

 As Vietnam continues to position itself as a key hub for foreign investment and regional expansion, payroll management is becoming increasingly complex. From evolving labor regulations to cross-border workforce structures, businesses are under growing pressure to ensure accuracy, compliance, and efficiency. In this context, payroll outsourcing is no longer just a cost-saving option—it is a

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-26309503719484159402026-03-30T14:54:00.006+07:002026-05-04T11:53:40.536+07:00

Rapid economic expansion and increasing foreign direct investment have transformed Vietnam into one of Southeast Asia’s most important destinations for multinational companies seeking to scale manufacturing, technology, and regional operations. Over the past decade, the country has developed into a strategic hub for international businesses expanding across Asia.For boards and investors, hiring a

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-48959133457727821912026-03-16T16:40:00.002+07:002026-03-16T16:40:41.807+07:00

As Vietnam’s economy continues to integrate more deeply into the global market, the demand for senior leadership talent has been rising significantly. In particular, Ho Chi Minh City—the country’s largest economic hub—has become a highly competitive environment where companies are striving to attract experienced leaders with strong strategic vision and management capabilities. However,

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-92051968747801295012026-03-03T14:31:00.000+07:002026-03-03T14:31:34.604+07:00

Vietnam has emerged as one of Southeast Asia’s most strategically important growth markets. Accelerating foreign direct investment, large-scale manufacturing relocation, and rapid digital transformation have significantly increased demand for experienced senior leadership across the country.However, the rapid pace of economic expansion has outstripped the availability of seasoned C-level

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-65119079092177190182025-10-15T14:09:00.007+07:002025-10-15T14:09:47.551+07:00

As the labor market continues to evolve and global competition intensifies, businesses are being forced to rethink how they build their leadership teams. Beyond seeking seasoned executives, many organizations are now empowering younger leaders — those who bring fresh perspectives, strong energy, and exceptional adaptability.This shift reflects not only a change in leadership philosophy, but also

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-19299625896142642902025-10-07T14:09:00.000+07:002025-10-07T14:09:04.255+07:00

As businesses expand across borders, managing a multinational workforce becomes more complex than ever. Beyond just paying salaries on time, companies must navigate a maze of varying tax systems, labor regulations, and legal compliance requirements in each country. Without an effective strategy, businesses face significant risks — from legal penalties and financial loss to reputational damage.So

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-23037115392289606562025-10-07T13:43:00.000+07:002025-10-07T13:43:23.867+07:00

 Payroll management has always been a “tough nut to crack” for businesses – it's labor-intensive, prone to errors, and filled with legal risks. But what if there was a way to immediately cut your payroll management costs by 30%, while still ensuring employees are paid accurately, on time, and transparently? Would you be willing to make the change?This article explores why in-house payroll

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-50259198962453853892025-10-02T16:20:00.003+07:002025-10-02T16:20:58.175+07:00

The hidden leader hunting strategy enables companies to reach passive senior candidates through in-depth, confidential, and comprehensive executive search methods. This article analyzes the approach, risks, and practical KPIs for both employers and professional recruitment partners such as HR2B.1/ Who are “hidden leaders” ?In the senior talent landscape, there is a group of candidates that

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-43462062653144318622025-06-23T14:03:00.000+07:002025-06-23T14:03:42.930+07:00

 Restructuring Resources: When Should Businesses Choose HR Outsourcing? Resource restructuring is a strategic move to optimize operational efficiency and maintain competitiveness in the market. In times of economic uncertainty, digital transformation, and rising cost pressures, many businesses turn to HR outsourcing as a flexible, cost-effective, and efficient solution. So, when should a

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0tag:blogger.com,1999:blog-5213948697972140538.post-89793432994104088162025-06-13T15:26:00.001+07:002025-06-13T15:26:45.857+07:00

 Calculating Wages for Temporary Labor: The Challenge Behind Flexibility In an era of constant market fluctuations, businesses are increasingly turning to temporary labor to flexibly respond to production and operational needs. However, this flexibility comes with a significant challenge: managing and calculating wages for this special group of workers. Ensuring fairness, transparency, and

HR2Bhttp://www.blogger.com/profile/08413094222675763518noreply@blogger.com0