Regularly meet, listen to opinions, and resolve problems of businesses in the production and business process; allow businesses to contribute to legal documents and regulations that they are the ones implementing.
There is a form of honoring and setting an example for successful, creative businesses that care about the interests of consumers and the interests of the whole society, and know how to build their own corporate culture. Because valuing talents must go hand in hand with treating them well so that they can fully develop their talents and intelligence to dedicate themselves to the country.
1.3 Raising public awareness of the role of entrepreneurs and the importance of corporate culture
Awareness is always the starting point for all actions. Currently, we still lack social orientations to build corporate culture, consumer culture, create an atmosphere and pressure on public opinion on this issue. The attention of social organizations and non-governmental organizations in our country has been almost absent in this field so far. Therefore, raising public awareness plays an important role in the process of building and developing corporate culture. The subject of corporate culture is entrepreneurs, and the correct and objective recognition of the role of the business community in society also has a positive impact on the development of the business community and corporate culture in Vietnam.
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The attitude of respecting and honoring heroes and praising heroic traditions has created a legitimate honor for our people, but in our society, there seems to be no custom of honoring real entrepreneurs. The attitude of respecting and honoring entrepreneurs who do good business will create a legitimate honor and pride in our people. That is a cultural characteristic, a spiritual strength that always urges the desire to get rich that we are in great need of today. An unfavorable cultural and social environment will greatly limit the process of forming new cultural values that are very necessary for
new era
It is necessary to renew the views on business, on whether party members can do private business as well as new perceptions about entrepreneurs in the current conditions. This is a rather sensitive issue but is very necessary for the development of the Vietnamese business community and creates a foundation for the construction and development of the business culture. It is necessary to see that entrepreneurs are important subjects, cells of the economy, where they create wealth for society, create jobs for workers, create added value, pay taxes to the State, and are the ones who make investments to grow the economy. Without businesses, there is no commodity economy. If there are weak or lacking businesses, there can be no hope for a sustainable economic development. Any economic policy, guideline, or measure, no matter how miraculous, will become theory if it does not directly or indirectly have a positive impact on businesses and the legal environment for entrepreneurs to do business. “Because of their own qualities, businesses create their own foundations and enrich society. Therefore, if society wants to be rich, it must support them. Businesses need a favorable environment like babies need breast milk, football players need a football field, sunflowers need sunlight… A vibrant, open business environment that motivates entrepreneurs often has to meet all the conditions. In particular, the Government has a special role with consistent, synchronous, practical, open policies, creating all favorable conditions for entrepreneurs to operate.”
When talking about the social environment that affects entrepreneurs to form a corporate culture, we cannot help but mention culture in general. In the past, people ranked social classes and attached great importance to education, which was shown through the order: "scholar, farmer, worker, merchant". The business sector was placed at the end, and it seemed that people still underestimated the business community. Nowadays, the role of businessmen
has been clearly recognized and encouraged, but many people still think that business people are "calculating" people who only care about their own interests. This attitude is not positive and does not create conditions for the formation of corporate culture. It is necessary to guide society to a new perspective on the activities of entrepreneurs, not simply for the purpose of profit, but also to see here the creative promotion of the tradition of patriotism and community spirit. They are people who know how to enrich themselves and the country, they are people who do not accept poverty, backwardness, and do not accept falling behind the rapid progress of the region and the world - those are the true patriots. That is why they need to be facilitated by all state agencies and social organizations. At the same time, we need to step up the fight against corruption in the State apparatus and the entire political system, at all levels and sectors from the central to the grassroots level, creating public opinion that honors legitimate enrichment through talent, and resolutely opposes illicit enrichment.
The respect of society for the business team makes businesses feel really confident because they know they are supported by everyone. Moreover, they will feel more responsible in combining personal interests with the interests of consumers and the whole society - that is the origin of corporate culture.
2. Micro-level solutions
From the reality of office culture and customer relations culture, it is easy to see the strengths as well as the weaknesses that still exist in the banking system in Vietnam. In order to effectively implement the orientation of building a Vietnamese commercial banking system: "solid, professional, modern, enthusiastic and caring", banks need to improve their business capacity, in which developing banking culture is also an issue that needs to be addressed.
focus. Below I would like to propose solutions to build a strong banking culture in Vietnam .
Male
2.1 Solutions to build internal culture in the Vietnamese commercial banking system
Internal bank culture is a very important component of the bank.
create a culture with its own color for each bank. In the process of research and study, the author would like to propose some solutions to build a strong internal culture, as a foundation for the bank to maximize its internal strength.
2.1.1 Must build the value system of your bank.
The value system of a bank must be considered the soul, the cornerstone in the activities of each individual employee and the entire organization in general. Each bank needs to build its own value system, which are common standards that employees can use as standards for work and action; managers use them as criteria to evaluate employees' capacity, consider rewards and discipline. These values and criteria need to be disseminated to employees right from the recruitment stage, placed in the most visible positions in the company so that employees always remember and regularly compare their behavior with them. It can be said that the value system is both a working methodology, a standard of a humane environment, and an intangible asset of the bank. Some values that banks can build are:
- Customer-centric : Banks need to require all employees to actively listen to the voices of customers and partners, and respond positively to customer requests.
- Strict discipline : Discipline given must be strictly implemented.
At all levels, leaders must be pioneers in implementing banking discipline. Here is an example: Intel, the world's largest semiconductor chip manufacturer, previously had a "notoriety-poor" 8 o'clock signing-in system: the company worked at 8 o'clock, and anyone who was just 5 minutes late had to leave their name in a specially prepared signature book before being allowed to work. I think the problem of "rubber" hours in our country's banks today can be solved by this method?
- Reputation above all : Every bank that wants to stand firm in the market must always uphold its reputation, which is demonstrated in its ability to readily meet the requirements of customers that the bank is obliged to in any situation. In addition, the bank must maintain its reputation with financial institutions, domestic and foreign banks in the fields of currency trading and banking activities through borrowing, accepting trust, etc. Reputation will be the basis for long-term and loyal customer relationships.
- Results-oriented: The value of results-oriented requires employees to set challenging and competitive goals, value results, and courageously take responsibility. During the implementation process, if there are different opinions, it is necessary to conduct effective discussions with colleagues or superiors, and finally find a solution to the problem, while ensuring strict implementation of the solution. Evaluate employees based on work results (amount of capital, number of mobilized customers, bad debt recovery rate, etc.) rather than by seniority. Deputy directors, heads, and deputy heads of departments take on this responsibility through direct supervision of employees. Monthly meetings should be held to evaluate the performance of each employee. This approach will bring high operational efficiency, encourage employee creativity, and contribute to creating value.
difference for banks.
- Create a good working environment : A good working environment allows employees to resolve and exchange opinions honestly, openly and frankly. At the same time, the bank must constantly improve the challenging working environment, build a team of employees with team spirit, respect for each other, affirm the achievements of each employee, and constantly encourage employees to bravely move forward.
+ In the relationship between leaders and employees : eliminate the situation of "avoidance" or "mechanically obeying" between leaders and subordinates. That is, subordinates are very afraid to give advice or criticize the leader. The same situation also occurs between those who have worked for many years and young employees who have just joined the bank. To do that, the bank can build a suggestion book for each member (including both employees and leaders). Other members and even customers can also give advice and criticize this member frankly if they see inappropriate behavior, lack of culture or go against the values that the bank has built. This suggestion book will be sent to each person being commented on at the end of each month or quarter to receive their feedback. Through evaluation and review, the bank will create a score sheet for each person. This score sheet will be the basis for rewards, punishments, promotions or job transfers.
+ In the relationship between employees , to eliminate the gap between the old generation - those who have worked for a long time in the bank and the young people - the new employees, it is necessary to arrange for the old people to work with the young people in the same department. Thus, the bank can exploit the experience of the long-time employees, receive new ideas from the young people, and the work will be more effective. The old people are shared
Experience also feels more fun, and young people will understand more, respect more the elders, thereby gradually eliminating the gap between them.
2.1.2 Must build a cultured and qualified human resource, constantly improve professional skills and education.
In today's era, when the whole world is rushing into the knowledge century, if not relying on intelligence and education, commercial banks cannot rise up and be able to compete with banks in the region and the world. Banks need a team of employees who know how to trade currencies and provide good banking services, a team of talented science and technology staff, and more skilled management and labor force. To have such people, education and training activities need to be prioritized at a higher level, faster, and need scientific and effective methods to access global knowledge.
- It is necessary to have a long-term human resource development strategy based on research on the bank's business goals. A modern bank must have high specialization, so employees must also be highly specialized. To be successful in competition, banks need specific goals and plans, from which they can determine which departments are lacking employees, what qualities and professional abilities these employees need, etc. The plan for training and educating employees must be specific, step by step, suitable for each subject, meeting the requirements of today and in the long term future, training employees to be proficient in both executive management and operational management, and at the same time, nurturing source staff before promoting and appointing them.
One suggestion to improve the qualifications of the leadership team is to organize exams for candidates - self-nominated or recommended (professional exams, leadership and management skills, foreign language proficiency, etc.). Currently, banks only
Based on the introduction and personal achievements to make promotion decisions. If the competition is organized, it will create a healthy competitive environment, and at the same time create opportunities for young people to demonstrate their abilities. It will be an opportunity to rejuvenate and improve the level of the leadership.
- Minimize unskilled labor in banks : currently, the unskilled labor force of banks accounts for a fairly high proportion, especially in state-owned commercial banks, which are the staff of cashiers, savings, and accountants. In the near future, the volume of cash transactions and the number of handwritten documents will gradually decrease; while the requirements of technology and modern banking services require employees with appropriate professional skills to operate necessary equipment, check, and control at a higher level. It is necessary to organize serious recruitment exams to have high-quality resources. The exam should focus on newly applied professional skills, remove traditional manual calculations, and add questions on understanding culture, politics, society, and understanding of banking culture. If the organization is recruiting staff for a specific branch, it should ask relevant questions about regional customs and culture, economic and social indicators, and political characteristics to select people who not only have high professional qualifications but also have a deep understanding of local culture, which will facilitate future customer contact work.
Post-recruitment training should also be given attention to help new employees understand the history of each bank’s development, its existence and future development, understand the mechanisms, professional regulations, labor regulations, respect superiors and cooperate with colleagues for a common goal. This is the first step to help new employees get acquainted with the bank’s culture, comply with it and contribute to its preservation and development.