Our approach

Besides recruitment and training, performance appraisal system plays an extremely important role in pursuing the sustainable development for the company.

"We are operating the same appraisal system as Japanese headquarter for Vietnamese branches. But it didn’t go smoothly."
"We would like to design a performance appraisal system from the start but can't do it because of lacking of experience."
Many Japanese companies which are struggling to design and operate an effective performance appraisal system have said to us. 

We are here to accompany and support you in designing and operating an appraisal system that can based on your specific request. With years of experience in staff training, we are confident to be able to help you with an effective appraisal system which can further contribute to your human resource development.

If your enterprise is facing below problems, thinking of our service before they become more serious:

Evaluation categories and criteria are so vague that a lot of employees feel unsatisfied or are in doubt about the result.

The current appraisal system does not work effectively.

The key potential staffs keep leaving the company.

The employees don't work actively, always feel that "I am forced to do the job" → unable to improve their performance or upgrade their skills.


To solve above problems, we support in:

Building up an effective evaluation system which is easily applied, even with small-medium enterprises.

Creating evaluation categories and criteria that is easy to understand for all employees

Motivating and increasing employee engagement.

Helping employees to understand management’s expectation, realizing their weakness, then striving to improve themselves


01 Evaluation categories based on purpose of developing employees’ skills

With extensive experience in training for more than 13,600 people from over 500 companies and studying your Coporate philosophy, vision, mission and personnel policy , we can understand your human resource orientation, then build up or revise the performance evaluation system to make it work effectively.

02 Clear and highly convincing evaluation criteria

In Japanese companies, that evaluation criteria are often ambiguous is one of the reasons for Vietnamese staffs’ dissatisfaction and turnover. By establishing five clear criterias (definitions) for each evaluation category, we not only make appraisee feel more satissfied with the result but also help apparisers evaluate easier.

03 Evaluation standards regards to Vietnamese viewpoint

Even if applying the Japanese performance evaluation system, it may not work properly in Vietnam. Therefore, we also stand in Vietnamese employee’s shoes and build up a system whose evaluation criteria are easy for Vietnamese employees to understand.

04 Increasing effectiveness of evaluation system through operation support

Only designing clear evaluation categories and criteria is not enough. The most important thing is putting this system into practice smooothly and effectively. By running it well, the company can reduce the different results in evaluation, improve employee’s engagement and motivation, and develop their skills.

Buildup of evaluation items & criteria

 『Clear evaluation item & criteria』

 Not only easy for appraiser to evaluate and feedback, but also useful for appraisee to understand their scope of growth in
    career path, then enhance their self-awareness.

 Understanding thoroughly employee’s strength and weakness company could conduct productive resource allocation and do training
     program for staff development in the future.

<Sample of evaluation criteria>

Contents and procedure of our service

*We can provide one stage or a whole process. For further information, please contact us.


Download "Performance Appraisal System" pamphlet (PDF version) here