(Luận văn đại học thương mại) training and improving the quality of garment workers of the vit garment company

- Researching about the current activities of training in the company  Information about human resources and training policies 3 03/13-03/15 - Analyzing information about company’s poli

Bachelor’s Degree in Managing and Running Organization

Studen’t name: Nguyen Thao QuyenPromotion: 2015-2018

Name of company: Vit Garment CO,LTD Company

Address: Industrial Park Quang Minh,

Me Linh, Ha Noi

Working period from March 1 st to May 20 th 2018

INTERNSHIP REPORT TRAINING AND IMPROVE THE QUALITY OF GARMENT WORKERS

OF VIT GARMENT CO.,LTD COMPANY

LIST OF CONTENT

LIST OF CONTENT 1

1 Reasons for choosing topic 1

2 Company Overview 1

2.1 :Organizational chart 2

2.2: Financial statements 2

3 The tasks assigned during the internship 3

3.1 Internship planning 3

3.2 Daily tasks 4

3.3 Research on the status of human resource training and development 4

3.3.1 Factors affecting the training and development of human resources 4

3.3.2 Training of the company 7

3.3.3 Problems of the company in the training 12

4 Case Study -Participate in the training plan of 200 export garment workers and evaluate the results 14

4.1 Make detailed plans according to the content of the training committee and cost estimates 14

4.2 Contact the training partners, prepare the facilities 16

4.3 Collect results, evaluate the initial quality of the training plan 16

5 Solutions to improve training efficiency of VIT Garment 20

5.1 Improve post-training evaluation efficiency 20

5.2 Improve the connection between recruitment and training 21

6 Evaluation of internship results 21

6.1 Errors and difficulties 21

6.2 Experience gained 22

7 Conclusion 22

1 Reasons for choosing topic

The success or failure of many business organizations has shown that the mostimportant resource of an organization or enterprise is the human resources factor It is one of themost important resources of socio-economic development Recognizing the importance of humanresources, all individuals and organizations need to pay more attention to the training anddevelopment of human resources - the decisive task of a country, an organization to survive,develop and rise in competition, in the integration era

VIT Garment is on the way of development with many staff, workers specialized in:

production and business of garment The staff collective of the company is a young workerteam who are professional, ambitious, passionate conquest of technology and always workhard to serve customers

On the way of development, the company has been standing side by side with thecustomers to succeed, helping enterprises to have solutions to improve the efficiency ofmanagement, competitiveness and efficiency of production

From the above arguments, it can be seen how important the human factor is That'swhy I decided to choose the topic: “Training and improving the quality of garment workers ofthe Vit Garment Company” for my internship report

2 Company Overview Name of the Company: VIT Garment Co., Ltd Address: Quang Minh Industrial Zone, Me Linh, Hanoi, Vietnam Tel.: 02466714188 (Organization department)

Website: Vitgarment.vn Business lines: Garment Representative: Nguyen Chi Dung Establish :2001

VIT - GARMENT is a garment export company with 100% foreign invested capital,

invested capital of more than 13,000,000 USD With the most advanced automationequipment today such as: closed production line, sample drawing, maker making, fullautomatic cutting, etc Especially from 2005 to now, the company has joint venture withcompanies, corporations such as: Itochu, Mitsui, Iland, Unico as the leading companies inJapan and Korea specializing production and business the garment field The products of thefactory made out are associated with famous brands such as: Wrangler, Lee, Edwin, Mossy,Sweet Camels, TomyHiffiger, Canifa …The total area of the factory is 39,000m2 with 3garment factories, 2 factory for washing and dyeing and other auxiliary blocks

3 The tasks assigned during the internship 3.1 Internship planning

Table 2: Detail of my internship planning

1 03/01 – 03/05

- In the first one weeks, I became familiar with the environment and the rules of the company, Learn how to use basic machines (printers, copiers, etc.) and perform daily tasks and looking for the subject

- Research about the Company information , about all departments of the Company,

on the operation of the Company.Learn the Company's regulations

 Understand the Company

 Get to know the Company's environment

2 03/06– 03/12

- Researching about the current status of HR Dept

- Researching about the current activities of training in the company

 Information about human resources and training policies

3 03/13-03/15

- Analyzing information about company’s policies

- Finding the problems

- Giving solutions for the company to solve the problems

 Solutions for the company

4 03/16-03/20

- Receiving the information about training plan for garment employees

- Conducting a training plan and estimating costs for the company

- Summarizing training facilities and training partner

 Training plan

5 03/21-03/30 - Preparing logistics for training plan

- Conducting a final report about training plan for the company

- Summarizing the First Stage of training plan

- Writing a report for the company about other solutions

 The results of training course after 1 month

8 05/05-05/20  Writing the final report

3.2 Daily tasks

During the first days of the internship, I was introduced to the staff in the department

After greeting and getting to know each other, I was assigned by the person in charge of someadministrative tasks in the office to get in touch with and familiarize with the companyenvironment In the beginning, although still quite confused, but thanks to the enthusiasm ofthe staff and the desire to study, quickly I was able to keep pace with the job

I was given the tasks of helping people with tasks such as photocopying, printingdocuments, arranging documents, then reading documents about company, about products

Besides, the person in charge did not forget to remind me to observe the working way ofemployees

 Result: I have learned how to use office machines with full functionality, smooth

operation, accurate handling of large amounts of material, and learning how to handlemechanical problems Through the arrangement of materials, I learned order and care in work

In addition, I also understand the company from the organizational structure, product lines,strengths and weaknesses of the company from the assigned documents

3.3 Research on the status of human resource training and development

3.3.1 Factors affecting the training and development of human resources

Training and development of human resources in the company is affected by manydirect and indirect factors From outside factors such as the labor market, competitors, thedevelopment of science and technology, etc to internal factors within the company such asdevelopment goals, field of activity, characteristics the current human resources in thecompany all affect the plan, program, purpose of the personnel training and development inthe company

a External Factor:

Labor market:

The company operates in the field of providing and trading textile products This is apotential market but still quite traditional The company needs a large number of skilledworkers for the direct production block However, the quality of labor force in this fieldrequires the ability, qualifications as well as experience to meet the exact requirements of thework, training after recruiting seems to be indispensable not only for the company but thecurrent status in Vietnam today

In the past, competition between business and production organizations was only amatter of competition in terms of capital, and then the competition for technology Today,with the trend of globalization, the most intense, strategic competition among organizations is

the competition of the human factor Human resources have truly become the most valuableassets, the key to the success of every organization, every enterprise in the market economy

For newly recruited employees, training and development of human resources helpaddress immediate needs and long-term development goals, which are to help individualsprepare the knowledge and skills required by the new job

Competitor:

The company's closest competitors are competitors who seek to satisfy the samecustomers and needs and produce similar products The market of garment products is beingconsidered as a profitable market, attracting more and more well-known people to participate

in not only domestic enterprises but also many foreign enterprises, which are present andcompete with the company Today, companies are facing the most intense competition inmany recent decades Enterprises compete in the brand, in the product, in the level ofcustomer satisfaction, in the recruitment phase, in the policy of attracting talented people

Competitors affect the training and development of the company When doing business,

it is important to understand that the competitors are an extremely important condition inorder to set up effective business plans and strategies, they not only have a clearunderstanding of their main direct competitors, but they must also cover the potentialcompetitors More and more competitors make the choice of employees wider The workersfind any company that deals with better salaries, bonuses, incentive policies, workingenvironment, cultural environment When a competitor carries out effective training anddevelopment programs, the enterprise itself will have an impact This is also a reason forenterprises to carry out personnel training

Not only because the pressure from the human input did not meet the requirements, thenature of the work that the training helps new employees get into the culture of the company,but the training is also the policy to keep employees engaged in long-term dedication to thecompany, which is the company’s concern for its employees in the face of the constantcompetition of qualified and experienced professionals and employees working for thecompany to serve their companies

Customer:

After all, all activities of the enterprise are aimed at customer satisfaction Customers,consumers bring profit goals to the enterprise Consumers today have much higherrequirements The company must ensure that product quality is acceptable with theaccompanying services, otherwise it will immediately lose customers to the competitors Evencurrent quality and service are acceptable, its future is no longer acceptable Consumers will

buy the products of the companies that they can get the highest value for the customer Inorder to win the textile market, the company needs to keep track of customer expectations,acknowledgment results, and customer satisfaction The company also needs to monitor theseissues of its competitors Therefore, customers greatly influence the training and development

of human resources of the company The challenge is that the company must build a workingstyle so that everyone in the company will act together to make the customer happy Thecompany's human resources training programs are also influenced by customers, because ofthe best satisfaction for customers, because the requirements and expectations of customersare increasing

State policy, guidelines:

The Party and the State clearly define the importance of human resources training anddevelopment in the period of renovation and integration It is the people who will change thestatus of the country Therefore, many programs as well as funds focused on training humanresources The policies of the Party and the State affect the training and development ofhuman resources of the company On the other hand, the State has begun to pay attention toinvestment in technical facilities, investment in research and development more and more inthe field of garment

b Internal factors Objectives of the Company

 Continue to carry out the tasks and activities of the company

 Concentrate on human resources to well complete the work and tasks of thecompany

 Offer solutions for the company to develop:

 Solutions for building, selecting, implementing marketing and business strategies

 Strategic solutions on organization and human resources as a bridge betweenBusiness and Marketing and financial strategy

 Provide high quality products at competitive prices, many preferential policies andbest service

 Develop management team and staff to be capable, ethical, have team spirit

 Successful application of advanced technology in the production of high qualityproducts to satisfy the customer in the highest way

 Human Resources: Develop human resources system in the right direction topromote human resources

 Human resource management needs to improve the system such as organization,recruitment, training, evaluation followed by communication and finally labor contract Allsteps must be built under strict standards and closely linked together to form a continuousstrategy.

Human resources in the company:

Human resources in the company are evaluated as young, with professionalqualifications Many skilled workers have certificates from the domestic and internationalprestigious training courses This creates many advantages for the training and development

of human resources But it is also a challenge for the training program, policies because whenthe staff is qualified, the need to learn, improve the skills is higher Therefore, trainingprograms, training needs, training costs of the company is the secret to retain employees

These factors have a huge impact on the company, which makes it possible for thecompany to develop sustainably or to weaken the company It is therefore necessary to havepolicies that influence these factors to help it grow as the company grows

3.3.2 Training of the company

a Basis for training and developing human resources in the company.

Training and development of human resources is to maximize the available humanresources at the company and improve organizational effectiveness by helping workers betterunderstand the work, understand more about their careers and perform their functions andtasks more autonomously, with better attitudes, and improve their adaptability to future jobs

Training is to prepare employees to keep up with organizational changes when there ischange and development in the future There are breakthroughs in the market, achievinghigher business efficiency, achieving the set goals

Increase the adaptability of the company to every situation, including the sense of consciousness of all members of the company, coping with all difficulties and findinginnovative and appropriate solutions to solve those difficulties in the most effective way

self-In the training process, each person will be compensated for the shortages in education,

be conveyed the practical abilities and experiences in the field of expertise updatedknowledge and expanded understanding so that not only can complete the assigned work butcan also cope with the changes of the surrounding environment affecting their work

The training and development of the human resources of the company aims to equipstaff with the appropriate knowledge, advanced skills and attitudes to serve customerseffectively, perform well assigned tasks Simultaneously develop the potential of eachemployee and bring maximum efficiency to the company The company supports the training

and development in all positions and considers it as necessary investment by the reasonablebudget allocation.

At present, there are about 1600 employees at the Company Due to the need to expandits business, the company continues to recruit more staff each year to achieve its specificobjectives as well as its human resource development plan for its future vision

In order to carry out the training and development of human resources in the company,

it is necessary to have material and technical facilities and human resources for such work; It

is necessary to have rules and regulations to regulate the relationships arising in training anddevelopment between workers and enterprises as well as with organizations and individualsoutside the enterprise

Training funds:

For each program, the training course of HR staff will be prepared a budget for thetraining by the company Training costs must be in line with the training budget approvedannually by the Board of directors Training costs include:

 Salaries for external trainers invited by the company for teaching in the company

 The salary of the subjects sent to training courses according to the trainingregulations of the company

 Tuition allowance for staff to attend training in the country and abroad

 Equipment of the company for teaching and training activities

The training and development fund of the company is very limited, sometimes causingmany difficulties for the training and development of human resources of the company

However, in recent years, the company has invested heavily in competitive human resources,maintaining and increasing the human resources training and development fund, and thedepartments have to plan training and training budgets to ensure good implementation of thetraining and development plan Therefore, the company also needs to find appropriatemeasures to ensure the training budget, meeting the requirements of training and development

of the company with the motto of saving, improving the use effectiveness of the training fundand ensuring the quality of training as planned

Growth rate (%) 100 120

Human resources scale has increasingly expanded By 2015, the company has 250trained employees By 2017, after three years, the number of trained employees will increase

by 1.2 times, ie 300 employees The company is working efficiently and many departmentsare formed by the actual business needs that increase the number of employees needed torecruit to meet the human resource plan Because the human resource plan is based on thebusiness plan of the company

With the scale of expanding, leading to bigger and more complicated organizationalstructure, the specialization of departments will create certain difficulties for the training anddevelopment of human resources, because there are many positions, it must manage,supervise the performance of the work

Quality of human resources of VIT Garment:

The recruitment of human resources into the company was conducted quite tightly andseriously On average, the company recruits about 25% of the labor force each year to meetnew job demands

Most of the back office staffs in the company have college degrees and postgraduatedegrees, which is due to the fact that the recruitment process selects candidates with collegedegree or above Yearly data show that in current time:

There are 30 people in master degree, accounting for 1.875 %,There are 120 engineers and bachelors, accounting for 7.5%

64 people with other qualifications make up 4%

For direct labor block, the company currently maintains 5 garment workshops withmore than 1300 workers The level of the workers is below the middle level, most of them areemployees who have attended vocational schools or have studied freely tailoring at outsideestablishments This is the core force of VIT Garment, which decides much on the productionefficiency, business efficiency and work quality of the company

Basically, the staff team is young, dynamic, enthusiastic, trained basically, qualified Itcan be confirmed that the quality of human resources in the back office in the company isquite high This creates many advantages for the training and development of humanresources However, the quality of the direct labor force in recent times is a big problem forthe company as the number of orders is increasing and the company continuously recruitslarge numbers of workers

b Impact of the departments on the training and development of human resources

Department responsible for organizing the training and development of humanresources: