Society

Part 2: 'Building bridges' from understanding

Thanh Thuy - Diep Thanh • June 30, 2025 07:54

The position of the trade union is not only proven in resolving strikes and work stoppages. In Nghe An, with a methodical approach strategy, focusing on the interests of businesses and efforts to "upgrade" workers, the trade union is asserting itself as an indispensable partner, contributing to creating a sustainable investment environment.

Part 2:
Trusted Companions

The position of the trade union is not only proven in resolving strikes and work stoppages. In Nghe An, with a methodical approach strategy, focusing on the interests of businesses and efforts to "upgrade" workers, the trade union is asserting itself as an indispensable partner, contributing to creating a sustainable investment environment.

Changing the perspective of business

For most FDI enterprises, the establishment of a trade union within the enterprise is often just a formality and mandatory, because their biggest concern is the business and production situation. However, with the dedication and sincerity of the trade union staff, this perception has changed.

When first approaching, being refused to meet with FDI enterprises despite having an appointment is a "daily occurrence" for union officials who go to contact and lobby to establish grassroots organizations. Faced with this reality, the Southeast Economic Zone Union - the unit that used to manage the most FDI enterprises in Nghe An province - has built a methodical approach strategy, taking perseverance and the philosophy of "bringing benefits to enterprises" as a guiding principle. This persistence is demonstrated through real stories, when there are enterprises that union officials have to persistently go back and forth up to 5 times to be able to meet.

From the beginning, they took advantage of the support of the Southeast Economic Zone Management Board and assigned specialized staff to closely monitor each area. "Instead of demanding, we proactively sought out the difficulties of businesses to resolve them together, build a close relationship with the human resources department and provide timely legal advice. Although behind the businesses there are their own teams of experts and lawyers, they do not always understand the legal regulations of Vietnam. Especially in the early stages of establishment, the young human resources and administrative departments will encounter many difficulties. In the development stage, the union can support businesses in recruiting workers... This "giving first" approach has gradually built the reputation of the union staff. When businesses realize that the Union is a reliable partner to help stabilize production and develop businesses, they are willing to cooperate, completely changing their initial perspective" - ​​said Mr. Vuong An Nguyen, a union officer of the Southeast Economic Zone.

From his experience, Mr. Le Van Lai - Vice President of Do Luong Labor Federation shared: When they first came in, FDI implemented a fairly good but simple labor regime, doing it at the minimum level. Enterprises did not care about the contents related to spiritual life, playgrounds, holidays, Tet, even the traditional Vietnamese New Year. They did not even share or create conditions for workers... They would not listen to what the union said, they only watched what the union did. Therefore, union officials must operate professionally, organize methodically, bring real value, only then will they gain the trust and recognition of the enterprise. This is how we gained the trust of the leaders of Kido Vinh Co., Ltd. (100% Korean capital) and received their support in all activities.

Realizing this, not only in Do Luong, many union activities in units with many FDI enterprises such as the Dong Nam Economic Zone Union, Dien Chau District Labor Federation, Vinh City Labor Federation, Thai Hoa Town Labor Federation, Nghi Loc District Labor Federation... are all recognized for their meticulousness, professionalism and practicality, creating a buzz and maintaining annually.

Ms. Anna Jung - Director of Wooin Vina Co., Ltd. shared: "I support the union because I understand that the union always cares about the workers, regularly grasps the thoughts and aspirations of the workers, and together with the company promptly resolves pressing difficulties, avoiding unnecessary misunderstandings. From there, the business can be stable and develop sustainably." Ms. Anna Jung's respect for the union is also shown in the facilities. At Wooin Vina Co., Ltd., the company union has a separate, spacious and airy office, although all members of the union executive committee work part-time.

Sharing the same opinion with Ms. Anna Jung, Mr. Tat Da Nhat - Senior Director of Administration - Human Resources of Luxshare ICT Nghe An Co., Ltd. said: We have had the support of union officials since the early days of the company's establishment, 5 years ago. During the Covid-19 outbreak, union officials did not hesitate to work hard and mobilize workers to implement "3 on-site", thanks to which we did not stop production for a single day. In 2020, we started as a company with 1,000 workers, now we have 7 companies with 25,000 workers. That success has a great contribution from union officials of the Southeast Economic Zone.

Identifying the quality of cadres as a key factor to meet the requirements of the new situation, training and professional development is always considered a key task by the Nghe An Provincial Trade Union. Proactiveness and creativity are clearly demonstrated when Nghe An is one of the pioneering units in the country in implementing Resolution 02 of the Politburo, through a new form of online examination, instead of traditional propaganda. "Backbone" skills such as negotiation, dialogue, propaganda and strike resolution are regularly trained. In particular, in the face of FDI capital flows, a recent strategic step is that the Provincial Labor Federation organizes free Chinese classes for key cadres. This is not only a foreign language class, but also a tool to enhance influence, helping union cadres to be confident and proactive in working directly with businesses, affirming the position of the organization in the integration period.

Uplifting workers

In the competition to attract FDI capital, abundant labor force is always an advantage of Nghe An. However, to truly become an attractive land for high-tech industries, the problem of human resource quality is still a big challenge. Nghe An Trade Union has had creative and effective ways to improve the quality of workers.

Through the lens of a human resource manager, this picture has many contrasting colors. "Nghe An workers have the typical characteristics of the people of the Central region: diligence, hard work, and a spirit of learning and quick absorption" - Mr. Ta Kim Cuong, Human Resources Director of Luxshare ICT Nghe An Co., Ltd., frankly admitted, "However, the quality of labor in general is still low, mainly unskilled labor originating from agriculture. Therefore, the capacity and working style according to the requirements of industrialization and modernization are still limited".

Understanding this limitation, Nghe An Trade Union has cleverly implemented a two-pronged strategy: both improving the workers' level from within and changing the managers' perspective from the outside.

Not only caring for and protecting legitimate rights, the Union has proactively become a “big school” for workers. Instead of one-way propaganda sessions, in recent years, training on labor law knowledge, soft skills and industrial style has been completely renewed. Classes are designed in a two-way interactive direction, taking knowledge from practice to create attraction and real effectiveness.

At the same time, a series of quality forums and playgrounds are organized to help workers shine, express themselves and be honored. Programs such as Workers' Festival, art and sports competitions, creative labor movements, or the "Nghe An Workers Follow Uncle Ho's Words" award... are not just superficial activities. These are spaces for workers to connect and be recognized, thereby fostering confidence, self-esteem and the desire to improve themselves. They gradually shed the mentality of farmers, taking on the professionalism and pride of the modern working class.

For quality improvement efforts to be truly valuable, it is equally important to make FDI managers aware of that change. Nghe An Trade Union officials have made efforts to “pull” foreign directors and managers deeper into the lives of workers. They are not only invited to welfare events such as Tet Sum Vay or Workers’ Month, but are also encouraged to participate in skill competitions, movements, open playgrounds, etc. It is an opportunity for them to see a “different angle” of their employees: a young, dynamic worker on the art stage; an enthusiastic worker in a skill competition; a collective full of community responsibility in volunteer activities, etc.

When directly witnessing the strength, talent and progress of the team, the managers' perception gradually changes. They understand that workers are not a production cost, but a "valuable capital asset" that needs to be preserved, cherished and promoted.

This two-way interaction creates a positive cycle. When employees feel respected and cared for, they respond with effort. When businesses see the dedication and value that employees bring, they are motivated to continue to care and provide better care.

Ms. Dao Anh Nguyet, union officer of MLB Yen Thanh Co., Ltd. (100% Japanese capital) affirmed: “We always tell our union members and workers that the business has done this for us, so we should acknowledge it. Let's prove that, after every care, we will respond with more effort, diligence, and dedication in our work. Only then will the business believe that the workers deserve better care and continue to care and support.”

That is the most sustainable way to build a harmonious labor relationship, where the interests of the enterprise and the rights of the employees go hand in hand and develop together./.