ORIOLED HUB: TALENT – STRENGTH – RESPONSIBILITY

Mission

Answering the ‘Why’ question of the organization, also known as the organization’s core purpose and reasons for survival.

Orioled Hub was born to serve medicine users in Vietnam and Southeast Asian countries by providing valuable and quality products registered in Europe at reasonable prices.

Vision

Answering the ‘What’ question of the organization. It’s a picture of the future that the organization is seeking to reach.

Steering Orioled Hub to aim at the Top 1,000 Pharmaceutical Companies by 2027, maintaining the No. 1 company providing EU GMP services to all partners operating in VN and becoming the first Vietnamese company to own the highest registration numbers of Generics manufactured in VN to the EU market.

Core values

Answering the question “How” of the organization. These are the core principles of how employees should act to achieve the organization’s vision.

Function of core values

1. Help distinguish Orioled Hub from other organizations.
2. Provide employees a collective social identity (Who we are and what we stand for?).
3. Simulate team focus and commitment to the overall goals of the organization.
4. Ensure stability and control (conduct regulations).
5. Create a sense of value and mission for each employee (explaining why my job exists).

Orioled Hub always aware that each employee is a talent of the organization. Focusing on talent development is similar to the sustainable development of the organization. The 7 core values that each employee shall remember and constantly cultivate are expressed through three levels: Employee (Talent) – Company (Strength) – Society (Responsibility) as below:

1. COMPETENCE

Purpose	Description	Action plan
Focus on developing yourself bigger than problem -> To make problem become smaller	– Comprehensive development (thinking, expertise, health, skills) and continuous development – Replace bad habits with good ones – Review on what you’ve done	– Sport – Charity – English – Presentation – Reading – Technology integration

2. PLANNING

Purpose	Description	Action plan
Planning = No Urgency	Planning (daily – weekly – monthly) and publicize to all personnels in deparment	– Planning according to 5W-3H-2C method – Checking, making report and evaluating employees weekly
Mastering your time	Prioritize the three (3) most important things of a day
Estimating time	Specify the execution time for each task
Respect each other’s time	Have the best preparation
Build up the professionalism	Finish task as planned

3. COMMITMENT

Purpose	Description	Action plan
You are YOUR WORD (showing integrity)	– Don’t say one thing and do another – When a consensus on a plan is reached, action is required to be taken	Commitment is required in writing
Long-term companion	The spirit of “Never give up” is expressed through facing difficulties, conflicts, inadequacies but not easily giving up	Upgrade yourself to increase your ability and inner strength (mentioned in the 1st value)

4. SHARING

Purpose	Description	Action plan
Each individual is an “Influencer”	Actively share to develop together	Usually share experiences, useful topics in work and life
	Branding for company through personal branding	– Create short videos to share on social platforms – Organize internal speaker contests
Improve employee’s problem-solving ability and work motivation	Persist in training and re-training so that employees can master the process	Build up an appropriate training plan based on: – Existing bugs – Level, job position – General skills
Carry out incurred work productively	Frankly discuss difficulties and problems	The relevant departments must work together to find out the cause and solutions. – NO individual processing. – DO NOT assign work without clearly stating purpose, reason. – DO NOT create karma (need to behave properly and care about the next job recipient).

5. DATA-DRIVEN

Purpose	Description	Action plan
Employees confidently and boldly make suggestions -> Leaders make better decisions	Proposals must be associated with specific data and statistics	– Establish the habit of reading and analyzing data. – Learn to make reports using Power BI.
Identify where the individual/department/organization is, is doing well/bad, and what needs to be improved	Align the organization’s development goals with department’s goals based on data and evaluation	– Periodic reports of each department. – Evaluation system, competency framework.

6. SUCCESSION

Purpose	Description	Action plan
When someone quits, our company is not chaotic	– Do not concentrate too much workload on one person. – Process is an asset of organiztion	– Sharing mindset as the 4th value – Workflow must be constantly updated
Liberate leaders	Training and building the next generation to help liberate leaders	– Establish career path for each employee – Talent management

7. CONTRIBUTION

Purpose	Description	Action plan
Live to give	Responsibility for taking care of customers, environment, and surrounding community	– Every employee, regardless of department, must have a certain understanding of the company’s products and customers. – Everyone must have a mindset to protect the environment and be charitable towards difficult situations.