Human resource development training instructor nguyen thi thanh tra analyze training and development activities at tnhh mtv nhung tuyen company

HO CHI MINH CITY UNIVERSITY OF FOREIGN LANGUAGES - INFORMATION TECHNOLOGY FACULTY OF INTERNATIONAL BUSINESS ADMINISTRATION HUMAN RESOURCE DEVELOPMENT TRAINING INSTRUCTOR: Nguyen Thi Th

HO CHI MINH CITY UNIVERSITY OF FOREIGN LANGUAGES -

INFORMATION TECHNOLOGY FACULTY OF INTERNATIONAL BUSINESS ADMINISTRATION

HUMAN RESOURCE DEVELOPMENT TRAINING

INSTRUCTOR: Nguyen Thi Thanh Tra

Analyze Training And Development Activities At TNHH MTV Nhung Tuyen

Company

Team 02 Course: 2023 — 2024

Team’s members : Nguyen Hoang Thien An — 21DH483449

Nguyen Thi Tuyet Trinh — 21DH482895

ACKNOWLEDGEMENTS

Through the human resource development training course, we will gain more knowledge about how to develop employees in accordance with each business's model.In addition to solving and overcoming business problems are facing at present and devise strategies for future change through improving the quality of human resources and making the most of human resources to promote the effectiveness of our strategies enterprise

CONFIRMATION LETTER

Company's name : TNHH MTV Nhung Tuyen Company

Head office : Dat Moi Hamlet, Phu Hot Commune, Nho Trach District, Dong Nai

Province

Company tax code : 3601220781

Main business sectors : Producing and processing wood and exploited forest products for

export and domestic consumption

We certify Students : Nguyén Hoang Thién An Internship at Enterprise from 31/01/2024

to 28/02/2024

Confirmation content:

Regarding approaching the actual business and operations of the Enterprise:

About spirit and attitude:

- Other comments (if any):

ABSTRACT Training is well-known for its training activities for firm personnel on Job skills, abilities, and information that are appropriate for each department and contribute to the business's

success It is essential for social growth, as well as the preservation and advancement of

civilization Training is sometimes defined as a series of deliberate, coordinated activities designed to shape and grow learners Systematically improve pupils’ knowledge, skills,

abilities, and professional competences Workers' attitudes shape their core personality,

allowing them to engage in professional labor and social life at work

TABLE OF CONTENTS

CONFIRMATION LETTER 00.0 3

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2.2.1 Human resource training program at Nhung Tuyen Company Linited 13 2.2.2 Traiming program "lmterior l)esign" - Enhancing liVig spaC© 13 VN n8 ứn ốe 14 2.2.4 Implementation methods of corporate training PrOQrAMS 0 cece 15

2.3 COMPARISON 0n ốố ố.ố.ốốố.ằằ 16 PIN G18 nốố.ốe 16

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GH HH HT TK 11k KH TK 10 1111 KH 1111 1k 01 k6 19 3.2, RECOMMENDATION FOR TRAINING PROGRAM “SALES STAFF” 19 CONCLUSION 1.44 21 REFERENCES 08T - Ú 22

LIST OF FIGURES

Figure 1.1 Image of Nhung Tuyen Company Limited staff participating in "Interior

Design" training

CHAPTER ONE: LITERATURE REVIEW

1.1, Concepts

1.1.1 What is human resource development training?

Training is known for training employees in the company on skills, abilities and job

knowledge appropriate to each department to contribute to the development of the

business In addition, Tranning not only trains and coaches employees, but this process also serves as a basis for evaluating employee quality to make a decision on whether to officially recruit to that business or not Besides, when talking about training knowledge,

it includes basic and advanced knowledge In addition, depending on the employee's

cognitive level and the difficulty of the job, the training process can be short or

long,depending on each business and different employee training strategies, not only do

new employees need to be trained, but employees already working in the company also need to be "trained" to take on new tasks Normally, new employees entering the

company will receive training because they are new do not yet fully grasp the work of the position they must undertake or have only been familiar with the job for a few days

Therefore, these employees will be directly taught by an experienced person or the L&D department to supplement their knowledge and skills, In addition, when the company

changes its business strategy or applies new business models and methods, changes

machinery and equipment, the technical department also needs to improve the quality of

its personnel in terms of professional qualifications, In addition to knowledge and

experience that employees can apply and improve their skills, it is also necessary to

organize training for employees And through that, businesses should train management

departments first to master knowledge and experience before training employees In

summary, training is the process of changing people's concepts and behaviors to

accumulate experience and professional skills through systematic and purposeful

learning, improving personal capacity and meeting the needs of people meet human

needs actual needs of organizations and society Only when the training process is

transformed into a process of active self-training and self-awareness will the training be effective Depending on the nature of preparation for life and workers, people classify

training into specialized training and vocational training

1.1.2 Human resource training and development strategy

In today's dominant modern world, businesses also have extremely fierce competition for human resources and always require knowledge and experience from each employee

And that is also a difficult problem for businesses when in many places there is a

shortage of human resources, 1n some places there is a surplus of human resources, and to

solve those cases, businesses need to outline a strategy for development and training

Human resource training creates conditions to help employees become more attached to the company, creating more motivation for employees Besides, depending on each

business, there will be different strategies for training and developing human resources, but the factors listed here will be the basic strategic steps that businesses have been

umplementing : Assess the capacity of the enterprise's human resources team, then

determine the enterprise's development strategy and determine the need for training and

development of human resources in the organization, the next step is to build a training

strategy and human resource development and after going through the identified steps,

we come to the typical practical step where we will implement the human resource

training and development strategy and finally evaluate the effectiveness of the training and development program

1.2 Previous Studies

1.2.1, Expectancy Theory

Expectancy theory was developed by Victor Vroom; professor at the Yale School of

Business Administration (and PhD from the University of Michigan) proposes and

assumes that an individual will act in a certain way based on expectations of an outcome something or the attractiveness of that result to the individual This expectancy theory

model was first introduced in 1964 and through many revisions and additions from his colleagues, the official theory was born in 1968, including scholars Porter and Lawler

The main content of this theory is about a treatise on the process of recognizing human characteristics And the theory states that the reward or result that people desire can

stimulate human behavior but does not require it It is necessary to use direct, repeated rewards for a certain behavior to create a conditioned reflex because indirect experience, prediction, and association can also create stimulation on human behavior, creating a

connection between hope and outcome That model of the cognitive process is symbolic

and is an effective tool to describe human behavior And Victor Vroom's expectation

theory includes three contents or relationships: Expectations or relationships Effort and performance system: 1s the ability of an employee to perceive that expending a certain level of effort will lead to a certain level of performance

Means or achievement-reward relationship: is the degree to which an individual believes

that performing work at a particular level will lead to obtaming a desired result Catalyst

or level of attraction of rewards: 1s the level of importance employees place on the results

or potential rewards they can achieve at work Catalyst here means the appeal of both the cause and the employee's needs And this theory is widely applied in the management

method of modern administrators: Management by goals Managers assign goals and

time limits forcing workers to complete them V Vroom's theory of hope 1s built

according to the formula: Attraction x Expectations x Means = Encouragement In which Attractiveness means reward: if I achieve the achievement, what will the company

reward? Expectations are when performing work the employee's belief that if they work hard, the task will be completed and finally the means means the employee's belief that they will receive be rewarded when the task is completed The core of this theory is

understanding personal goals and the relationship between effort and achievement,

between achievement and rewards and ultimately between rewards and personal goal

satisfaction Expectancy Theory by Victor Vroom emphasizes trade-offs or rewards As a

result, managers must believe that the rewards an organization offers must match each

individual's desires Expectancy theory points out that there is no universal principle to

explain what will motivate employees Each individual and therefore managers must

understand why employees view a certain outcome as attractive or unattractive After all, managers want to reward employees for things they consider positive

1.2.2 Social Learning Theory

Social learning theory is known to be an extremely complex process influenced by many factors For example, in learning, parents will observe and realize that the key factors in

determining What children learn is like their learning process, and in the work

environment, managers will observe the progress and work of employees to achieve the expected results Psychologist Albert Bandura proposed a social learning theory and that observation, imitation, and modeling play a key role in this process Bandura's theory

combines elements from behaviorism, which holds that all behavior is learned through

conditioning, and cognitive theories, which focus on understanding psychological

influences such as attention and memory Social learning theory has been around for a long time, and in the early years of the twentieth century, behavioral psychologists

proposed the view that learning is the result of direct experience with the environment through the processes of learning association and consolidation process Although

Bandura's theory 1s rooted in many basic concepts from traditional learning theory, he

believes that direct reinforcement cannot be effective in all forms of learning Abstractly,

His theory added a social component, arguing that people can learn new information and

behavior by observing others Known as Observational Learning, this form of learning

can be used to explain a wide range of behaviors, including those that cannot be

explained by other learning theories This theory is similar to the expectation theory, this theory needs to pay attention to the following 3 points: the theory that people can observe

and learn from what they observe and the theory also that the inner spirit of each People

are also the key to the process of applying this social learning theory and ultimately this theory recognizes that just learning something does not necessarily mean a change in

behavior will occur The author of this theory explained in his 1977 book Social Learning Theory that "Learning will become extremely difficult, if not dangerous, if people rely

only on influence brought about by behavior to decide what to do next Fortunately, most human behavior is learned visually through models: from observing others, we form

ideas about how the behavior is shaped, and in our associations about Later, this encoded information serves as a guide to action.” And this theory when applied to real life that it is used to help researchers understand how violence and aggression is transmitted through observational learning By studying media violence, researchers can gain a more

complete view of the factors that can lead children to commit aggressive acts that they see on television and in movies or even Social learning theory can be used to teach

people about positive behaviors Researchers can use this theory to understand and

understand the ways in which positive role models can be used to encourage desirable behaviors and support social change For businesses, this theory helps businesses widely apply it in internal training of businesses For employees themselves participating in

training, Social Learning helps: empower learners, attract learners at all levels different

approaches and creates higher motivation than conventional training while also

supporting both formal and informal training processes and ultimately improving

communication in the workplace.In the environment In businesses, when using this

theory, we have 4 main ways to apply it: working in groups when Social Learning is

simple but very effective, employees can form study groups with members in the same room to learn about new topics together Next, in a meeting, employees will brainstorm ideas that help best stimulate creativity At this ttme, employees or team members will

come up with ideas and solutions without needing to consider discussing it together All

Initiatives and solutions will be discussed and developed into strategies Next will be

comparison and evaluation Through the process of comparison and evaluation,

employees will unintentionally create competition internally with the aim of encouraging employees to acquire new skills to have a voice Thanks to that, employees will see their own ranking compared to their colleagues in the group However, as a manager, it is

necessary to give appropriate rewards to create motivation to learn and move forward

together, not to compare and evaluate to compete and envy each other And finally, the application of bringing social media into Social Learning helps many businesses link

social media with Social Learning to digitize training content This helps facilitate the

training and learning process, especially when the internet 1s spreading everywhere on social media platforms like it is now The introduction of social media into Social

Learning has helped eliminate barriers of geographical distance, region, profession, and religion

1.3.Models

At Nhung Tuyen Co., Ltd., company leaders operate human resources according to two

main models: Customer model In this model, leaders will be responsible for a

department's training needs or company function, in addition the traning program will

develop to suit a specific business need Trainers need to have a solid knowledge of

business and always be ready to update new things But the disadvantage of the model is

that it takes a lot of time and the results will vary depending on the training method With the matrix model, the coaching leader is responsible for betng both a training expert and a

functional expert and ensuring that the training program is tailored to the needs of your company In addition to the mentor being forced to gain expertise in understanding

specific business functions, the mentor reports to two managers, which requires more

time and creates conflict