1. Providing online connection tools and promoting equity in dialogue The need for workers to speak up is increasing and becoming one of the major limitations for businesses resistant to fostering open dialogue. Workers are unable to voice their opinions and are limited in support tools for effective and fair communication. Not having an appropriate environment for sharing information and opinions can lead to misunderstandings, limiting the ability to have open discussions and make fair decisions. 2. Training and improving workers' capacity Nowadays, numerous businesses grapple with constraints stemming from the evolving capacities and skill sets of their workforce. This comes from the the accelerated pace of technological and market advancements, which changing labor demand. Workers not only need to have specialized knowledge but also must possess essential soft skills and the ability to quickly adapt to changes. This predicament not only impacts productivity but also widens the gap in innovation and competitive positioning within the market. 3. Monitoring and assessing compliance with labor standards and labor laws Compliance with labor standards and labor laws stands as an important key to the sustainable development of businesses. Regrettably, numerous enterprises find themselves grappling with non-compliance issues, presenting challenges in attracting personnel and establishing partnerships, while concurrently risking customer loss. Lack of compliance with labor standards and labor laws heightens operational risks and affects the development of businesses, making the working environment unstable and reducing workers’ performance and morale. 4. Improving internal complaints tools The need to improve internal complaints mechanisms is of paramount importance in addressing issues of fairness and confidentiality for complainants. One of the limitations lies in the potential inadequacy of ensuring robust security for personal information, leading to concerns about loss of privacy or potential retaliation from the accused party. Not only does this compromise the principles of fairness, but it also demotivates workers who make complaints out of fear of negative consequences. 5. Improving system management Effectively managing corporate diversity, representation, and developmental support necessitates quality and rigorous monitoring. Within the landscape of changing corporate governance and internal management, the pursuit of security and uniformity emerges as paramount objectives for sustainable development. The preservation of privacy and prevention of unauthorized access demand robust security measures, particularly in situations where employee information may encompass sensitive data. Moreover, the challenges are compounded by the limitations in sustaining and continually updating information, particularly within large organizations characterized by a significant workforce. The complexity associated with this process can potentially result in information loss or data errors, thereby compromising the precision of the system.

1. Equity in dialogue In an era emphasizing heightened openness and equality in communication, the absence of online connection tools and equitable dialogue poses significant challenges in the workplace. Communication becomes ineffective when employees lack opportunities for quick idea-sharing and problem-solving discussions. Insufficient transparency in information sharing further contributes to decision-making inequities, creating gaps between departments and reducing productivity. Without dialogue platforms, conflict management becomes difficult, and employees may struggle to contribute and propose. Addressing this challenge necessitates the deployment of online connection tools, helping to increase communication, transparency, and fairness within the organization while promoting employee contribution and engagement.

2. Worker capacity development Limitations in training tools and difficulties in the assurance of workforce capacity are major challenges in today's business environment. Shortfalls in effective training systems can result in workers failing to secure their technical skills or reach their full potential. Businesses need to face the challenge of not only providing comprehensive training programs but also addressing the ongoing sustainability and efficacy of the training process. To closely monitor the quality of worker’s capabilities, businesses need a learning and training system that can assess and manage the effective learning level of workers. 3. Labor standards compliance In the context of sustainable development trends, outdated management systems often fall short in ensuring alignment with emerging environmental, social, and labor standards, and pose legal risks. Failure to comply with labor standards can create unstable work environments and cause loss of personnel and productivity. Non-compliance with environmental standards can incur severe consequences for the ecosystem, triggering community protests. At the same time, a disregard for social standards can result in loss of reputation and customers. To overcome this challenge, businesses need to establish rigorous monitoring and assessment tools, promote a positive organizational culture, and comply with social and environmental standards to create long-term and sustainable value. 4. Internal complaints One of the common problems is the lack of transparency and effectiveness of the complaints process. The internal complaints tool often falls short of providing adequate transparency, leaving complainants with a limited understanding of the process and expected resolution times. The process is unclear, and the final decision is influenced by unexpected factors or lack of transparency, creating dissatisfaction and reducing trust from workers, while also losing fairness during the complaint handling process. Furthermore, the complaint tool also has difficulty protecting the identity of the complainant, posing challenges in terms of privacy and personal information security. To enhance the functionality of complaint tools, businesses need to review and improve these dimensions to ensure transparency, fairness, and security throughout the complaint resolution process. 5. System management The management system within every enterprise, while of importance, confronts multifaceted challenges. A principal concern resides in the field of employee data security, particularly with the increase in complexity and scale of employee information. Another challenge lies in maintaining and continuously updating employee data, especially since the information may change over time. Ensuring interactivity and transparency in human resources management poses a further problem, as relevant information may become difficult for all stakeholders to access and comprehend. To address these challenges, businesses are compelled to strategically invest in online systems, process automation, and adaptable human resources management frameworks, thereby ensuring the precision and transparency of employee information.

1. Ensuring equity in dialogue through online connection platforms Come to Gopy, an online interactive platform with core values that ensure freedom of speech in alignment with community standards takes precedence. Employees can openly share their feedback and comments publicly without the apprehension of work-related repercussions through the anonymity feature when interacting. Users can use their nicknames to confidently communicate and interact with others. content shared on Gopy remains untouched – no deletions, hiding, or edits by any other individual or administrator if the user ensures compliance with community standards. Promoting fairness between superiors and subordinates, Gopy wants to create an environment where everyone is empowered to freely express their opinions.

2. Improving worker capacity through an online learning management system To effectively manage and train workers, Gopy also helps bring businesses an online learning management system with several innovative improvements. Businesses can design a diverse array of courses ranging from technical skills to soft skills to improve the competencies of lower-level employees. Gopy also provides many features that increase the vividness of the course to attract more learners. Gopy's education system is also equipped with many available and valuable courses tailored for workers. Continuously improving and constantly updating, Gopy always emphasizes the need for workers to be fully equipped with the necessary knowledge and skills before engaging in business operations. 3. Controlling level of compliance through online assessment tools Coming to Gopy's assessment system, to ensure compliance with the standards of businesses, survey and evaluation question sets are carefully prepared by Gopy according to international labor standards and Vietnam labor law aims to provide precise, comprehensive, and detailed assessment of businesses' compliance levels. Assessment tools can be applied to many different businesses at the same time and create transparency and openness by allowing many stakeholders to participate in the assessment. Based on the results of quantitative comparisons between workers and managers and accompanying evidence, evaluators can save time grading the company's activities. 4. Providing an anonymous internal complaints tool Promoting the principles of confidentiality for complainants and the fairness of the resolution process, Gopy's internal complaint system was developed to ensure the rights of workers. The system allows employees to submit complaints anonymously and directly to senior management without going through any intermediary individuals to accelerate complaint processing time as well as eliminate unnecessary biases associated with intermediaries. The entire complaint process, from handling to outcome, is handled fairly and the complainant can appeal if not satisfied with the results received. This is to promote the confidence of workers to speak up against injustice while always having their identities absolutely protected. 5. Automating business management systems Gopy offers an advanced employee management system designed to effectively structure, manage, and decentralize authority within an organization. This system incorporates automated processes, enhancing the integrity and security of internal data. With the growth of businesses, the management system can be applied to many different scales without limiting Gopy members. Businesses have the flexibility to fully customize, add, or remove employees in alignment with their prevailing human resource requirements. Gopy further supports the expeditious mass addition of new employee lists, facilitating businesses in promptly responding to their expansion direction.

“Gopy ecosystem helps us to get closer to the worker. We can provide online training courses to the workers smoothly, conveniently, and transparently. The survey and post are easy to use for workers and managers to share their opinions.” After applying and improving its system focusing on employee labor rights, VCCI has recorded a number of positive results. For management roles, VCCI has attracted more than 100 member businesses in the past year (25 in January and up to 127 in the last month of the year) to participate in the Gopy ecosystem. This has created conditions for quickly capturing internal information for members and controlling their operations closely in line with VCCI's development orientation. Many businesses have also actively participated in interactive activities on the Gopy ecosystem. With the 2023 report, for the online engagement platform, more than 6,000 interactions (coming from features like, dislike, comment, share, etc.) were recorded. Statistics show that many employees are aware of their rights to participate in expressing their personal opinions, showing that the voice of employees is more respected and their freedom is guaranteed. From then on, workers are more dedicated and devoted to the business's operations. Workers are also provided with many effective courses ranging from technical skills to soft skills and general social knowledge. Some of them include training sessions designed to enhance communication skills and teamwork skills, as well as comprehensive programs covering social aspects such as occupational safety and hygiene, sexual harassment prevention, and gender equality at work. Through these courses, workers are fully equipped with the necessary understanding to work and interact within the business in an appropriate and mutually respectful manner. In the process of completing engagement and development, the results also showed that workers are guaranteed more labor rights through proactive participation in interactive activities as well as complaints of problems around them. This clearly demonstrates the transparency and neutrality of the management system and proves that labor standards and labor laws have been fully implemented and complied with by the enterprise