Xem tất cả đánh giá về aswhite vietnam

- Work environment is good depending on team. Solid team-work within the team for the most part.

- Office has recreational perks like table-games, etc.

- Good annual leave of 20 days a year

- Work hours are convenient for early-risers, no traffic jams to deal with. Beneficial also as staff are able to perform their banking and other tasks during normal working hours.

- Team managers flexible within reason

- Company trip once a year

- Team politics is problematic.

- Lack of cooperation and inter-operability between regional offices.

- Lack of clarity and cooperation between the regional office teams.

- Lack of knowledge and knowledge transfer between teams.

- Lack of professional development opportunities, certifications, etc.

- Uncompetitive insurance benefits package that only cover the individual staff.

- Lack of oversight from executive management.

- Poor salary increment scheme, lack of staff retainment due to refusal to offer increments in advance. Employees took months to receive increments of up to 2-3% after announcement.

- Employee benefits are lacking. No dental/vision plans or Internet plans for those who rely on Internet to work from home during on-call.

- Upper management is not very involved in day-to-day operations. All information filtered via middle-management.

- Lots of promises of change, lack of change.

- No "Work From Home" policy for staff. No flexibility.

- Physical altercation between staff in the office.

- HR policy is not written down and there is no employee handbook to refer to.

- KPI review and manager review process is flawed.

Advice to Management

- Give more meaningful increments to staff

- Provide benefits to staff(travel, Internet, parking etc where applicable)

- Provide better medical/insurance benefit

- Provide staff a proper coffee machine

- Provide better-stocked pantry as some staff are required to work over the weekend and extended hours.

- Cure the indifference problem in middle-management. Exec-management should have oversight position hired in some regional offices to look into day-to-day operations

- Stop giving staff warning letters for "accountability" to clients

- Honour commitments and promises made to staff

- Provide employees with employee handbook and conduct guide

- Re-visit KPI and employee review process.