Strong human resources not only create competitive advantages for enterprises and organizations, but also determine their success or failure. In the knowledge economy, the competition of businesses and organizations for high-quality human resources becomes even more fierce. As a result, they all tend to build their own long-term strategies to attract and develop outstanding individuals who can lead to miraculous change, or distinct advantages over the competition. painting. Attracting talent is difficult, retaining talent is even more difficult, requiring the attention of managers in formulating and developing human resource management and compensation policies. In fact, it has been proved that the mechanism of remuneration policy is always an important fundamental issue in creating motivation to encourage employees to stick together and work more effectively. A good remuneration policy not only acts as a lever to improve productivity, quality and work efficiency, but also contributes to making strides in building corporate culture, thereby improving management capacity. as well as the competitiveness of enterprises and organizations. The current situation in foreign-invested enterprises (FDI) and private enterprises with very flexible salary policies, closely following the market mechanism, encouraging and attracting workers, The salary policy at foreign enterprises and enterprises in which the State still holds the capital share many shortcomings, causing many difficulties in attracting, retaining and developing human resources. On the basis of those analysis, the article points out some suggestions for businesses about the remuneration and salary regime in foreign-invested enterprises in Vietnam to be able to attract human resources. high quality in the current economic race for market position.