Training and improving the quality of garment workers of the vit garment company

Working period from March 1st to May 20th 2018 INTERNSHIP REPORT TRAINING AND IMPROVE THE QUALITY OF GARMENT WORKERS OF VIT GARMENT CO.,LTD COMPANY... Researching about the current activ

Bachelor’s Degree in Managing and Running Organization

Studen’t name: Nguyen Thao Quyen

Promotion: 2015-2018 Name of company: Vit Garment CO,LTD Company

Address: Industrial Park Quang Minh,

Me Linh, Ha Noi.

Working period from March 1st to May 20th 2018

INTERNSHIP REPORT TRAINING AND IMPROVE THE QUALITY OF GARMENT WORKERS

OF VIT GARMENT CO.,LTD COMPANY

LIST OF CONTENT

1. Reasons for choosing topic

The success or failure of many business organizations has shown that the most important resource of an organization or enterprise is the human resources factor It is one of the most important resources of socio-economic development Recognizing the importance of human resources, all individuals and organizations need to pay more attention to the training and development 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 worker team who are professional, ambitious, passionate conquest of technology and always work hard to serve customers.

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

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

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 automation equipment today such as: closed production line, sample drawing, maker making, full automatic cutting, etc Especially from 2005 to now, the company has joint venture with companies, corporations such as: Itochu, Mitsui, Iland, Unico as the leading companies in Japan and Korea specializing production and business the garment field The products of the factory 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 3 garment factories, 2 factory for washing and dyeing and other auxiliary blocks.

3. The tasks assigned during the internship

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

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

Conducting a final report about training plan for the company

 The results of training course after 1 month

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

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 some administrative tasks in the office to get in touch with and familiarize with the company

environment In the beginning, although still quite confused, but thanks to the enthusiasm of the 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, printing documents, 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 of employees

 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 handle mechanical 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 many direct and indirect factors From outside factors such as the labor market, competitors, the development of science and technology, etc to internal factors within the company such as development goals, field of activity, characteristics the current human resources in the company all affect the plan, program, purpose of the personnel training and development in the company.

a. External Factor:

Labor market:

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

In the past, competition between business and production organizations was only a matter 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 valuable assets, the key to the success of every organization, every enterprise in the market economy

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

Competitor:

The company's closest competitors are competitors who seek to satisfy the same customers and needs and produce similar products The market of garment products is being considered 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 and compete with the company Today, companies are facing the most intense competition in many recent decades Enterprises compete in the brand, in the product, in the level of customer 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 in order to set up effective business plans and strategies, they not only have a clear understanding of their main direct competitors, but they must also cover the potential competitors More and more competitors make the choice of employees wider The workers find any company that deals with better salaries, bonuses, incentive policies, working environment, cultural environment When a competitor carries out effective training and development programs, the enterprise itself will have an impact This is also a reason for enterprises to carry out personnel training

Not only because the pressure from the human input did not meet the requirements, the nature 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 the company, which is the company’s concern for its employees in the face of the constant competition of qualified and experienced professionals and employees working for the company 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 higher requirements The company must ensure that product quality is acceptable with the accompanying services, otherwise it will immediately lose customers to the competitors Even current 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 In order 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 these issues 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 working style so that everyone in the company will act together to make the customer happy The company's human resources training programs are also influenced by customers, because of the best satisfaction for customers, because the requirements and expectations of customers are increasing.

State policy, guidelines:

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

 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 between Business and Marketing and financial strategy

 Provide high quality products at competitive prices, many preferential policies and best service.

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

 Successful application of advanced technology in the production of high quality products to satisfy the customer in the highest way.

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

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

Human resources in the company:

Human resources in the company are evaluated as young, with professional qualifications Many skilled workers have certificates from the domestic and international prestigious 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 when the staff is qualified, the need to learn, improve the skills is higher Therefore, training programs, 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 the company to develop sustainably or to weaken the company It is therefore necessary to have policies 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 human resources at the company and improve organizational effectiveness by helping workers better understand the work, understand more about their careers and perform their functions and tasks 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 is change and development in the future There are breakthroughs in the market, achieving higher 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 finding innovative 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 updated knowledge and expanded understanding so that not only can complete the assigned work but can 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 equip staff with the appropriate knowledge, advanced skills and attitudes to serve customers effectively, perform well assigned tasks Simultaneously develop the potential of each employee 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 reasonable budget allocation.

At present, there are about 1600 employees at the Company Due to the need to expand its business, the company continues to recruit more staff each year to achieve its specific objectives 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 and development between workers and enterprises as well as with organizations and individuals outside the enterprise.

Training funds:

For each program, the training course of HR staff will be prepared a budget for the training by the company Training costs must be in line with the training budget approved annually 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 training regulations 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 causing many 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 the departments have to plan training and training budgets to ensure good implementation of the training and development plan Therefore, the company also needs to find appropriate measures 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 fund and ensuring the quality of training as planned.

Training scale:

2015 250

Human resources scale has increasingly expanded By 2015, the company has 250 trained 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 departments are formed by the actual business needs that increase the number of employees needed to recruit to meet the human resource plan Because the human resource plan is based on the business plan of the company.

With the scale of expanding, leading to bigger and more complicated organizational structure, the specialization of departments will create certain difficulties for the training and development 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 and seriously On average, the company recruits about 25% of the labor force each year to meet new job demands

Most of the back office staffs in the company have college degrees and postgraduate degrees, which is due to the fact that the recruitment process selects candidates with college degree 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 with more than 1300 workers The level of the workers is below the middle level, most of them are employees who have attended vocational schools or have studied freely tailoring at outside establishments This is the core force of VIT Garment, which decides much on the production efficiency, business efficiency and work quality of the company.

Basically, the staff team is young, dynamic, enthusiastic, trained basically, qualified It can be confirmed that the quality of human resources in the back office in the company is quite high This creates many advantages for the training and development of human resources However, the quality of the direct labor force in recent times is a big problem for the company as the number of orders is increasing and the company continuously recruits large 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 human resources:

The Human Resource Department is the unit directly responsible for performing this task Production and business units are responsible for identifying training needs and developing a plan to train the workforce to meet their production and business requirements.

Trainees:

The trainees are the whole staff of the company, from the employees, the new workers

to the staff, workers with long seniority in the company The overall goal of training and development of human resources is to maximize the available human resources at the company and improve the company’s effectiveness by helping workers better understand the work, understand more about their careers and perform their functions and tasks more autonomously, with better attitudes, and improve their adaptability to future jobs.

The Company encourages all employees and workers to participate in the training course Depending on the level of job satisfaction as well as the recruitment purpose of the company after training, the company can support part or all of the training costs.

Participants of training programs can be divided into the following groups:

Organize training courses for managers:

At the company, regardless of the area of operation, position on the company and the size of the company, all managers must deal directly with human resources issues because they are the core issues for a manager.

Determining the importance of this object, the company has the policy: “Enhance the training, fostering and raising of professional qualifications for the managerial personnel to meet the requirements of the market, of science and technology, information technology, management of production and supply of products and services Open classes that match the capacity, time of each object”.

Organize training for employees:

The ideal process for developing human resources is to start from the highest level of business and bring understanding of the bottom line of corporate organization as deep as possible Leaders must learn how to care for the heart as well as the minds of their subordinates, if they want to develop broad competitiveness across the organization

Training is seen as a key element in meeting the organization's strategic goals Now the quality of staff has become one of the most important competitive advantages of agencies and units The demand for staff training in organizations has grown rapidly, with the development

of cooperation and competition, advanced technology and economic and social pressures.

It can be said that the training needs of employees working in the company is basically high, but the driving force is the development, the promotion of the position, the increase of