Group assignment mgt103 topic training and developing human resources

Untitled *FPT UNIVERSITY CAMPUS CAN THO  GROUP ASSIGNMENT [MGT103] TOPIC TRAINING AND DEVELOPING HUMAN RESOURCES Name of group member Code 1 Vo Hoang Vu CS161000 2 Bui Nguyen[.]

*FPT UNIVERSITY- CAMPUS CAN THO



GROUP ASSIGNMENT [MGT103]

TOPIC: TRAINING AND DEVELOPING HUMAN RESOURCES

Name of group member Code

1 Vo Hoang Vu CS161000

2 Bui Nguyen Phu Qui CS171577

3 Le Thi Tra Mi CS170045

4 Nguyen Thi Hong Mai CS171008

5 Nguyen Minh Nhat CS171970

FPTU CanTho, 10/2022

TABLE OF CONTENTS

I Introduction and Method

1 Introduction

2 Method

II Overview of training and human resource development

1 The concept and role of training and human resource development

1.1 Concept

1.2 The role of training and development

1.3 The importance of training and human resource development

2 Principles, objectives, and processes of human resource training and development 2.1 Principles of training and human resource development

2.2 Objectives of training and developing human resources

3 Classification of forms of training and human resource development

3.1 According to the training content

3.2 In the form of the training organization

4 The importance of training and human development

4.1 Importance to business

4.2 Advantages and disadvantages of training and human development

III Human resource development strategy

IV Orientation and career development

1 The role of career orientation and development

2 The importance of career orientation

3 Steps to build a training program

V Conclusion

VI References

I Introduction and Method

1 Introduction

The problem that my group chooses is training and developing human resources This is

an issue that businesses are very interested in because society is developing in the trend

of industrialization and modernization Human resources are considered the core factor, deciding all the success of the business A team of innovative, high-quality personnel can help an organization stand out in a fiercely competitive market Therefore, the training and development of human resources should be a top priority

In particular, according to research from Mckinsey & Company (1), HR directors all agree that businesses should implement policies that focus on people and attract talent At the same time, the management should start changing the benefits packages to boost employee morale in the new market context

2 Method

Understand the methods of training and developing human resources in enterprises Apply researched theories to understand the current situation of human resource training and development in companies Draw out the remaining limitations in the training and development of human resources at companies Propose measures to improve the existing limitations and improve the mining work to create human resources

Using available and statistical information from magazine articles, books, and related information on human resource training and development

II Overview of training and human resource development

1 The concept and role of training and human resource development

1.1 Concept

Training and development are crucial

strategic tools for effective individual and

organizational performance Thus,

organizations are investing in it with

confidence that it will earn them proper

behavior and attitude, and in turn a

competitive advantage in the world of

business (Franklin, Cowden, and Karodia.,

2014; Siddiqui., 2012) Training is a

deliberate activity conducted by

organizational leaders to create necessary knowledge and skills and to improve the

behaviors of employees in a way that is reliable with organizational goals (Absar et al., 2010; Singh and Mohanty., 2012)

Training is more of a learning activity to obtain better knowledge and skill required to perform a particular task (Jacobs and Washington, 2003) Employees who have been provided with training opportunities are more pleased with their job than those who have not (Franklin et al., 2014) Therefore, training is required for better productivity,

satisfaction, and well-being in the operation of specific equipment, or required for an effective sales force, to mention a few Hence, to come up with the desired knowledge, skills, and positive behaviors from employees, that may have an impact on employees’ satisfaction, commitment, and motivation to their job According to Wright et al (2014) employees are the most asset of the organization, they can either build or break their company's reputation as well as profitability

1.2 The role of training and development

Training mainly focused on learning basic knowledge and skills necessary for a particular job or a cluster of jobs (Singh and Mohanty, 2012), while development, refers to the individual in all respects enhancing knowledge, behaviors, thoughtfulness, and

competencies for solving future challenges (Charity, 2015) According to Costen and Salazar (2011)training programs are aimed at improving and maintaining a particular current job performance while development seeks to enhance skills for future jobs and responsibilities

The development viewpoint examines the existing environment, and assists people on a team, in a department, and as part of an organization, identifying effective strategic

leadership for enhancing positive behavioral outcomes and performance According to Armstrong and Taylor, (2020) training in an organization normally involves a systematic approach, followed by a series of actions or processes

1.3 The importance of training and human resource development

Human resource is the core asset of any

organization and its training and

development will mutually benefit to

organization and individual to achieve its

mutual goals So every modern

management has to develop the

organization through human resource

development Employee training and

development is an important sub-system of

human resource development Employee

training and development is an important

function of human resource management

2 Principles, objectives, and processes of human resource training and development 2.1 Principles of training and human resource development

Training represents a significant portion of the adult education market, yet many believe the principles of training are not aligned with the principles of adult education A

literature review supports the inclusion of training within the adult education field by comparing their respective philosophies and aims, their assumptions about adult learners and the learning process, and the role that teachers play in each It concludes that the level of success of any adult learning experience is contingent on the collaboration of the learner, facilitator, and methods Organized adult learning activities that adhere to

andragogical principles must be considered adult education even if those activities are termed "training." It may be time for adult education professionals to abandon the line of demarcation between training and adult education and focus instead on combining the strengths of both to create a new definition of adult education

2.2 Objectives of training and developing human resources

Training and development is a combined role often called human resources development meaning the development of “Human” resources to remain competitive in the

marketplace in achieving objectives Training focuses on doing activities today to

develop employees for their current jobs and development is preparing employees for future roles and responsibilities It carries out an analysis that the objective of training and development is to creative learning organizations which ensure that employees

through value addition can effectively perform their jobs, gains competitive advantage and seek self-growth: this measurable performance resulting from good training and development, shall enhance organization development It is a process transferring

information and knowledge to employers It is equipping employers to translate that information and knowledge into practice with a view to enhancing organization

effectiveness and productivity, and the quality of a management of people It should be considered along with education policies and systems which are crucial to the

development of human resources

3 Classification of forms of training and human resource development

3.1 According to the training content

Job-oriented training: a formula for training skills to perform a certain type of work Enterprise-oriented training: corporate culture integration training, typical handling, skills, and working methods in enterprises

Matsuo, development is divided into two types, namely formal and informal

development Employee training and development goals and expectations according to Wulnye, Aikins, and Abdul-Fatawu, the objectives of employee training and development

are 1.) Increasing appreciation of the soul and ideology; 2.) Increase work productivity; 3.) Improve the quality of work; 4.) Improve the determination of human resource

planning; 5.) Improve moral attitudes and morale; 6.) Increase stimulation so that

employees are able to perform optimally; 7.) Improve work health and safety; 8.) Avoid obsolescence; 9.) Improve employee development [8] A system is a network of

procedures that are interconnected, gathered together to carry out an activity or complete

a particular goal

3.2 In the form of the training organization

There are a number of different types of training we can use to engage an employee These types are usually used in all steps in a training process (orientation, in-house, mentorship, and external training) The training utilized depends on the amount of

resources available for training, the type of company, and the priority the company places

on training

Training of the employees is possible if they believe that the resulting modification in the behavior is in their own interest and they can perform their job in a better way after attending the particular training program because learning is a self-activity and employee development is self-development The various types of training imparted to the

employees in an organization are as follows: Induction Training, Job Training,

Promotional Training, Apprentice Training,

4 The importance of training and human development

4.1 Importance to business

Training and development programs provide a host of benefits They enhance employee performance, boost employee productivity, reduce employee turnover, and improve company culture Explore the importance

of training and development programs for employees and employers by pursuing a career in human resources

Human resource training and development is determined that most SMEs are focusing on other departments of management that consider training an important aspect of human resource development and therefore achieve organizational goals At the same time, some organizations receive training programs based on the requirements and skills needed to do the job

The present study attempted to identify the changes in employee skills during pre-training and post-training periods, the study was carried out by taking several organizations and their employees there And has

demonstrated the effectiveness of hands-on skills training of staff in the study area

4.2 Advantages and disadvantages of human training and human development

- Advantageses:

• Up-skilling Employee: Upskilling is training your employees about new technologies or improved systems to help them advance in their current position

• Less Supervision: Supervising and supervisors are important because employees who quit are more likely leaving a bad manager than a bad company, Paycor contends Many managers assume good management requires giving employees feedback about everything they do – as often

as possible From the employees' perspective, this can feel like they're being smothered and killing their motivation to excel

• Growth Opportunities for Individuals: Personal growth is important

in many aspects of life, including your career Determining the right personal growth methods for you depends on your strengths, challenges and goals Understanding personal growth and how you can achieve it can help you use your skills efficiently in the workplace and advance professionally

• Boost in Company’s Productivity: Any task done faster, more

efficiently and better than competitors give a business an edge

Increased productivity leads to increased competitiveness With reduced operational cost, the business can provide products and services at a lower price as competitors which increases the value add to the customers

• Better use of Resources: Proper utilization of resources is important

for maintaining productivity because it prevents staff from underperforming or being overburdened by workloads and burning out

Projects can be managed with better visibility, reducing the risk of oversights

- Disadvantages:

• Training & Skill Development Cost Time and Money: After

spending time and money searching for top talent, you might not want

to hear that the work isn’t over But, training new employees is a necessary part of onboarding You must pour time and money into ensuring new hires understand their job responsibilities Improper training can lead to sloppy work or eventual employee turnover, which means repeating the whole process

• Sparing Extra time for Training can be Stressful for Workers:

Employees are oftentimes asked to participate in the skill development program after ending their shifts This extra time hard to manage as they are less likely to spend it with their families

• Lack of Interest: Job dissatisfaction refers to unhappy or negative

feelings about work or the work environment There exist many factors which may result in job dissatisfaction Some of them are poor working conditions, overwork, low levels of pay, no scope of promotion or career advancement and lack of recognition

• Switching to a New Job: There may be many reasons for leaving the company Every company has some good aspects and some bad aspects

so if you want to leave the company, you should frame your answer in such a way that it could reflect the good and bad things of the company instead of only showing the bad aspects Your balanced response will help you to get a job in a new company

III Human resource development strategy

Human resource development: Human

resource development is a process of

developing and/or unleashing human

expertise through organization development

and personnel training and development for the

purpose of improving performance Components

of human resource development: The two

major components of HRD are (1) training and

development and

(2) organization development In addition, HRD has three critical application areas: human resource management, career development, and quality improvement

Organization development: Organization development is the process of systematically implementing organizational change for the purpose of improving performance Training and development: Training and development is the process of systematically developing expertise in individuals for the purpose of improving performance Performance: There are three levels of performance: organizational, process, and individual HRD values: HRD practices should be theoretically and ethically sound HRD calls upon theories from multiple disciplines Thus, the problem of connecting sound theory and sound practice within a theoretically sound and ethical framework is an important part of HRD theory and practice

IV Orientation and career development

1 The role of career orientation and development

- For individuals: develop professional ability, have the right career choice decision

- For the company: help the administrator to recruit talented employees suitable for the job, exploit the employee's ability properly

2 The importance of career orientation

Young people today face many difficulties and challenges in choosing a career In

addition to persistent economic uncertainties, increasing competition and insecurity (MacDonald & Giazitzoglu, 2019), young people themselves are changing the

employment landscape A transition that some call creates a 'risk regime' (Beck, 2000), where individuals seek more autonomy to create their own work patterns, and where they are no longer just looking for stable jobs, but for careers that generate passion and

creativity (Beck, 2000; Forbes,

2020; Tewari & Bhattacharyya.,

2017)

Given the rapid pace of growth and

the lure of careers in business, tech,

and social media (Bayern., 2019;

Schroeder, 2020), the young

cohort, also known as the 'technical

natives' number' (Tewari &

Bhattacharyya., 2017), faced with

even more complexity and more

diverse career options to fulfill

Career guidance will help the

by setting up realistic goals As mentioned earlier, career choice will determine the future

of the students not only by providing them their dream job but also by providing them a better future with a job

3 Steps to build a training program ( Explorance., 2021)

- Assess training needs: The first step in developing a training program

is to identify and assess needs Employee training needs may already be established in the organization’s strategic, human resources or

individual development plans However, if you’re building the training program from scratch (without predetermined objectives), you’ll need to assess which areas to focus on

- Set organizational training objectives: The training needs assessment

process (organizational, task & individual) will identify any gaps in your current training initiatives and employee skill sets These gaps should be analyzed, prioritized, and turned into the organization’s training objectives The ultimate goal is to bridge the gap between current and desired performance/knowledge through the development of

a training program that has business goals at its core At the employee level, the training should match the identified areas where improvement

is needed This can be comprehensively identified through 360 feedback and evaluations

- Create a training action plan: The next step is to create a

comprehensive action plan that includes learning theories, instructional design, content, materials and other training elements Resources and training delivery methods should also be detailed While developing the program, the level of training and participants’ learning styles need to also be considered Many companies pilot their initiatives and gather feedback to make adjustments well before launching the program company-wide

- Implement training initiatives: The implementation phase is where the

training program comes to life Organizations need to decide whether training will be delivered in-house or externally coordinated Program implementation should consider employee engagement and learning KPI goals, as well as thoroughly planning the scheduling of training activities and any related resources (facilities, equipment, create questionnaire process etc.) The training program is then officially launched, promoted and conducted During training, participant progress should be monitored to ensure that the program is effective