EXPERTIS HR 5Ps Strategic Human Resources Model Sustainable Profit Model
Prologue
In the context of a rapidly changing business environment, Vietnamese enterprises – especially small and medium enterprises (SMEs) – are facing challenges between efficiency, compliance and sustainability.
The development of technology, changes in labor behavior and pressure of international integration make the traditional human resource model no longer able to meet the needs.
From that observation, EXPERTIS HR 5Ps Sustainable Profit Door Design developed as a strategic human resource management model help businesses set up Integrated HR system between compliance, efficiency and sustainable development.
Background
In the current context, businesses must operate under the simultaneous impact of many factors:
- Economic fluctuations and highly competitive markets requires the ability to optimize resources.
- Labor market shifts and changing employee generations (Gen Y, Gen Z, Gen G) require businesses to build a human-centered management model, not just based on salary and bonuses.
- Legal framework with regulations increasingly going into nature and increasingly high applied standards, forcing businesses to ensure compliance in all human resources activities.
- The development of technology and artificial intelligence, creating pressure for innovation.
Given these factors, EXPERTIS has developed a model HR 5Ps Sustainable Profit as a comprehensive solution to help businesses:
- Establish strategic human resource thinking.
- Building a human resource operation system in the direction of measurable, directly linked to business goals.
- Maintain the balance between compliance, efficiency and sustainability.
This model aims to help managers understand correctly and do correctly in human resource management – from which it is formed Sustainable profits based on organizational capacity.
EXPERTIS HR 5Ps Strategic Human Resources Model Sustainable Profit Model
As the name suggests, this HR model is based on five core aspects: Purpose (purposes) – Policy (Policies) - Programme (Programs) - Practice (Practices) - Efficiency (Performance ).
1
PURPOSES
In the strategic human resource model EXPERTIS HR 5Ps Sustainable Profit, Purposes is the highest strategic orientation level, defining the scope and core goals of the entire human resources system in the enterprise.
Content:
(1) Establish human resource orientation linked to business strategy, ensuring human resources are developed and used as a strategic asset, not just a cost.
(2) Creating a sustainable value framework for making decisions about people, including: respect, fairness, equality and compliance with the law. Create conditions for each individual to develop their capacity, connect and contribute to the common results.
(3) Performance: Effective management the relationship between people, organizations and profits, sustainable development.
(4) Adapting to change: HR systems must be flexible enough to respond to changes in technology, markets, and the work environment.
2
POLICIES
Policies are guidelines that serve as a foundation for achieving goals and desired outcomes. They are established to provide direction, set standards, and promote consistency throughout an organization or process.
By providing a set of rules and expectations, principles help ensure that decisions are made consistently, effectively, and compliantly.
Content:
Model EXPERTIS HR 5Ps Sustainable Profit Includes four core policy groups:
(1) Compliance policy and legal obligations
Ensure that all human-related activities are carried out in accordance with the law, including: Labor - Social Insurance - Health Insurance - Unemployment Insurance (SHUI) - Personal Income Tax - Corporate Income Tax.
This group of policies helps businesses legal risk prevention, maintain transparency and protect the legitimate rights of both parties in labor relations.
(2) Organizational and cultural policies
Identify standards of conduct, core values and ethical principles within the organization.
This policy group forms the basis for professional, respectful and cooperative working environment, while maintaining a cultural identity consistent with the business's development orientation.
(3) Development policy and performance
Prescribe principles for managing, evaluating and recording employees' work results, ensuring fairness and encouragement in the human resources system.
This policy group provides a framework for implementing reward, performance appraisal and improvement programs, aiming to optimize organizational productivity.
(4) Investment policy for human resources
Human resource investment policy stipulates the direction and limits on the use of financial resources for human development activities, including: training, capacity development, providing working tools, improving the working environment and employee engagement programs.
3
PROGRAMS
In the model EXPERTIS HR 5Ps Sustainable Profit, Programs is understood as a set of measures, plans and human resources activities systematically deployed to implementing policies , and achieve the Goals of the organization.
The program is strategic implementation level, where policy principles are translated into structured, targeted, and measurable action.
Content:
The model identifies five key HR program groups, which are considered core components of sustainable profit-oriented organizational management:
(1) Program for building and developing a capacity framework
Establish a competency framework as the foundation for all HR activities. This program defines competency standards for each position, which is the basis for recruitment, training, performance evaluation and career development.
(2) Recruitment, selection and training programs and employee retention
Focus on attracting, screening and retaining personnel that meet organizational requirements.
This program ensures continuity of resources, maintains a reasonable staff structure, reduces personnel replacement costs and operational risks.
(3) Reward, treatment and recognition program
Designed to directly link between hiệu suất làm việc , and welfare policy, ensuring fairness and encouraging employee contributions.
Elements of this program may include: periodic rewards, recognition of achievements, performance-based reward mechanisms, and non-financial forms of compensation.
(4) Training and capacity development program
To improve the professional qualifications, skills and management capacity of employees, serving the organization's development strategy.
The program includes internal training, external training, on-the-job training, and succession development programs.
Each training program must have defined objectives, content, duration, costs and methods for evaluating effectiveness (ROI or equivalent criteria).
(5) Performance management and evaluation program
Built to ensure transparency, objectivity and systematization in measuring the performance of individuals, groups and the entire organization.
4
PRACTICES
In the model EXPERTIS HR 5Ps Sustainable Profit, Practices is the level that represents the operationalize the Programs through specific activities, processes and behaviors in human resource management practice.
If Policy define the rules, Program organize action, then Practice is the stage realization – where people, processes and tools are connected to create real results.
Practice makes perfect. operational maturity level of the organization, reflecting the link between strategy and reality, between direction and action.
Content:
Practice is divided into basic groups of activities, corresponding to the key functional areas of human resource management:
(1) Recruitment and integration practices
Includes recruitment, interviewing, contracting and orientation of new employees.
The goal is to help employees understand the culture, processes, and their role in the organization from day one, creating the foundation for long-term engagement.
(2) Training and development practices
Focus on implementing internal training programs and capacity development according to the established capacity framework.
Includes on-the-job training, professional development, soft skills development, succession programs and mentoring.
This activity ensures continuity in improving the organization's capacity and adaptability.
(3) Practice engagement in work environment and building organizational culture
Includes activities to maintain morale, engage teams and develop organizational culture.
Main contents include: internal communication, recognition of contributions, collective activities, and development of a positive working environment.
Ensure a safe working environment, fair welfare policies and activities to support physical and mental health.
The goal is retaining talent through experience and perceived value.
(4) Practice performance management and record results
Implement performance assessment tools and processes based on KPIs, OKRs or competency standards; provide regular feedback; recognize individual and team achievements.
Data from this activity forms the basis for rewards, promotions, and career development planning.
(5) Practice of labor relations management and salary payment
Perform timekeeping, payroll, insurance, income tax, personnel records management, and other legal obligations.
The goal is to ensure accuracy, transparency and compliance, while maintaining trust between employers and employees.
(6) Practice of resignation and transfer
Includes activities related to contract termination, job handover, exit interview, settlement and post-employment feedback.
This helps maintain a professional image, ensures legal compliance, and facilitates the maintenance of positive relationships with former employees.
5
PERFORMANCE
In the model EXPERTIS HR 5Ps Sustainable Profit, Performance is the final level, showing the overall results of the entire human resource deployment process from Goals – Policies – Programs – Practices.
Performance is not just measured individual and organizational work results, but also reflects the effectiveness of the entire human resources system in contributing to sustainable profits.
This is the floor evaluation, feedback and correction of the model, ensuring that every HR activity creates real, data-demonstrable value.
Content:
The Performance Tier includes four main assessment groups, reflecting the relationship between people – process – results – finance:
(1) Measuring individual performance
Evaluate individual performance based on work criteria, KPI/OKR goals or competency standards.
Results serve as the basis for rewards, promotions, training and position adjustments.
(2) Measuring organizational performance
Reflects the level of achievement of departmental and enterprise-wide goals, including productivity, quality, cost, time, and compliance metrics.
This result helps determine the operational efficiency and operational capacity of the human resource management system.
(3) Measuring human resource performance (HR Performance Indicators)
Focus on evaluating the performance of the human resource system. Some typical indicators include:
- Turnover rate, key employee retention rate.
- Training completion rate and competency improvement.
- Personnel costs compared to revenue.
- Employee satisfaction and engagement.
- Legal compliance and human resource data.
(4) Measuring financial and human resource performance
Reflects the financial impact of HR activities on business results. Includes analysis of the relationship between HR costs and value created, for example:
- Effective investment in training and development.
- Value added per employee.
- The impact of employee engagement on productivity and revenue.
Efficiency leaves convergence and feedback points of the entire model EXPERTIS HR 5Ps Sustainable Profit. It not only reflects the effectiveness of the human resource system, but also strategy verification and adjustment mechanism, ensuring that all human-related activities contribute directly to sustainable profit target.
Performance in this model is therefore not just about results, but intelligent data feedback system, helping businesses maintain competitiveness and develop continuously in a changing environment.
Conclusion
Model EXPERTIS HR 5Ps Sustainable Profit not just a theoretical framework on human resources, but practical thinking system help businesses realize sustainable development goals through people.
By deploying five layers synchronously: Purpose – Policy – Program – Practice – Performance, a model that helps organizations control risks, improve operational efficiency, and transform human resource activities into measurable value creation.
More than just a governance model, EXPERTIS HR 5Ps Sustainable Profit Is one systems thinking framework, helping businesses manage people as part of the fabric of sustainable profitability – where strategy, compliance and organizational capacity balanced and optimized within the same operating system.
