Aiming to accompany employees in developing sustainably, Vilai Viet puts people at the centre of our policies. Therefore, we design our compensation benefits based on the total reward framework, ensuring the best working environment possible.

People First

To Vilai Viet, sustainable development is a resonance between the growth of the company and the community. Implementing ESG into the long-term development plan, Vilai Viet puts people at the center of every policy, with a commitment to provide long-lasting value to customers, employees, and society.

To fulfill this commitment, Vilai Viet is aiming to refine the compensation benefits system following the total reward framework. Not only improving salaries but the Total Reward framework also strives for a comprehensive compensation system with synchronized benefits, transparent working environments, acknowledging the contribution of each individual, and distinct long-term development opportunities.

What is Total Reward?

Total Reward is a holistic approach to human resource management that covers the full range of values employees receive throughout their journey with a company. Unlike traditional compensation models, Total Reward goes beyond salary and financial benefits by integrating both monetary and non-monetary elements, including salary, benefits, company culture, recognition, and career development.

Salary

Salary in Total Reward consists of financial incentives that directly reward employees for their time, skills, and effort, including base salary, incentive pay, bonuses, etc.

Within this framework, base salary serves as a stable form of compensation that reflects the core responsibilities and requirements of each role, while incentive pay is designed to encourage employees to enhance their capabilities and improve performance outcomes. To ensure effective implementation, companies need to maintain transparency in the evaluation process and consistency in salary policies.

Benefits

Benefits are indirect forms of compensation that focus on improving safety, stability, and quality of life for the employees. They may include insurance, healthcare programs, vacation plans, retirement plans, support policies, etc. The policies regarding benefits in Total Reward should be flexible so that employees can customize according to their needs and priorities. Moreover, all the information must be stated clearly, while employee feedback should be considered to identify which benefits and support activities should be prioritized.

Company Culture

In Total Reward, company culture is an important factor designed to develop belonging, increase collective connection, and create an inclusive & equitable working environment to ensure work-life balance for the employees. Activities to promote company culture may include internal events, integration programs, workshops, etc. These activities demonstrate the leadership mindset of the company, thereby creating a trustworthy recruitment brand that attracts candidates with shared ideas.

Recognition

Recognition is considered to be an enhancement factor to attract and retain excellent personnel. Unlike salary or benefits, recognition depends more on management culture and capabilities. Forms of recognition may include awards, compliments, positive feedback on work results, or simply acknowledging contributions in meetings. Beyond formal company policies, direct managers play a key factor in shaping whether employees feel recognized and valued in their daily work.

Development Opportunities

According to Total Reward, development opportunities will decide whether competent personnel choose to grow with the company in the long term. This factor helps employees see clear pathways for career advancement within the organization, while also supporting their personal and professional growth. Development activities may include professional training, mentoring, exposure to diverse working experiences, etc. When the development opportunities are clearly defined, the company will attract candidates more easily and retain employees who are eager to learn and build a long-term career.

For people, by people

In recent years, as we gradually implement sustainable development strategies following the ESG standard, Vilai Viet has continuously improved our employee reward and welfare system through various initiatives, including performance-based rewards, year-end recognition, internal training programs, team-building activities, and other employee engagement programs.

In 2026, Vilai Viet officially partnered with EY Vietnam to restructure and strengthen our management system, including standardizing task assignments, salary mechanisms, and performance evaluations. The changes are expected to be applied from Q3/2026, aiming to create positive innovations in how Vilai Viet operates, help the employees gain a clearer understanding of their roles, remuneration framework, and the development orientation of the company.

For people, by people. This is the operating philosophy of Vilai Viet. Despite the upcoming changes, our employees will always remain at the center of our development. Every adjustment is made with the goal of building a more comprehensive, transparent, and sustainable reward system, where each individual can work with confidence, continue to grow, and find long-term value in their journey with Vilai Viet.