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10. Business and Market Overview on Vietnam
    ECONOMY. In 1986, the Vietnamese government abandoned its Marxist economic policy and implemented "doi moi" (renovation) involving economic structural reforms. These reforms included modernising and liberalising the economy and developing more export driven industries. Vietnam joined the Association of Southeast Asian Nation (ASEAN) and became a signatory of the ASEAN Free Trade Agreement (AFTA). The US-Vietnam Bilateral Trade Agreement in 2001 has brought major changes to Vietnam's economy and hopes to become a member of the WTO in 2006.Vietnam’s GDP grew at an average of 7.3% annually in 2000-2004 and reached US$44.5 billion by 2004 and unemployment declined from 6.4% in 2000 to 5.6% in 2004. However, inflation steadily increased reaching 7.8% by 2004 and prompted Vietnam’s government to implement monetary and fiscal controls to manage inflationary pressures.The manufacturing sector contributed towards 40.1% of Vietnam's GDP in 2004 while the service sector contributed 38.2%. The agriculture sector contributed towards 38.7% of the country's GDP in 1990 but declined to 21.8% by 2004. Major industries include processed foods, garments and shoes, mining (coal and steel) cement, fertilisers, glass, tyres, paper and petroleum. Major agriculture products include rice, coffee, rubber, cotton, te

Other Recent EzineArticles from the Business:Marketing Category:

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• I'm So Unpopular I Could Cry
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Most Viewed EzineArticles in the Business:Marketing Category

1. SWOT Analysis -- Strengths, Weaknesses, Opportunities, and Threats
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10. Who’s Picking Who? A Closer Look At The Call Center Recruitment Process
    Selecting the right employees is as important to the call center industry as casting the right performers in a theatrical production!A good cast can make or break even a challenging script and the same applies to building a call center.In spite of this fact, it is surprising how often the staffing of call centers lack any systematic method for accomplishing this very important function.As consultants, we witnessed how often employees were selected for strange reasons. Nepotism can abound and employee referrals or friends who were given a ‘bye’ in the selection process, were hired because of someone they knew.Frequently, existing screening methods were pushed aside when staffing needs were critically short – and warm bodies became the only real requirement to fill call center seats as quickly as possible. In many cases, it seemed even the interviewee seized the day taking control of the hiring process and selecting the employer rather then the other way around. Hence – the question “Who’s Picking Who”?In the absence of any formal selection process, interviews turn into friendly conversations that can lead wherever the most assertive person wants to take it.We’ve all seen this play out on stage where the wrong actors are in search of the right play or in the field

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