PRESENTATION HUMAN RESOURCE MANAGEMENT topic HUMAN RESOURE TRAINING AND DEVELOPMENT CASESTUDY UNILEVER

THE STATE BANK OF VIETNAM MINISTRY OF EDUCATION AND TRAINING BANKING UNIVERSITY AT HO CHI MINH CITY DEPARTMENT OF BUSINESS ADMINISTRATION PRESENTATION HUMAN RESOURCE MANAGEMENT Topic: HUMAN RESOURE TRAINING AND DEVELOPMENT CASESTUDY: UNILEVER Class Code: MAG320_211_6_L07_TA Group – FLEXI Nguyễn Ngọc Như Quỳnh 030334180210 Nguyễn Thị Thảo Nhi 050606180278 Phạm Võ Thanh Thủy 050606180385 Nguyễn Ngọc Hiền Thư 050606180393 Trần Thảo Trang 050606180418 Trần Nguyễn Phương Uyên 050606180441 Lecturer: Đặng Trương Thanh Nhàn, MBA TABLE OF CONTENTS CHAPTER 1: THEORETICAL OVERVIEW 1.1 Definition of Training and Development 1.2 Methods of training and development 1.3 Training And Development Goals 1.4 The importance of training and developing human resources: CHAPTER 2: UNILEVER ANALYSIS 2.1 Overview of Unilever 2.1.1 History and development : 2.1.2 Work environment 2.1.3 Vision 2.1.4 Mission 2.2 Training strategy and development in Unilever 2.3 Training and development methods 13 CASE STUDY: LIFELONG LEARNING FEST 14 2.4 Achievements when implementing training and development employees of Unilever 15 CHAPTER 3: CONCLUSION 17 3.1 Advantages and disadvantages of Unilever's training and development activities 17 3.1.1 Advantages 17 3.1.2 Disadvantages 18 3.2 Conclusion 19 3.2.1 Overview 19 3.2.2 Solutions to improve training and development strategies 20 REFERENCES 22 TABLE OF FIGURE Figure 1: Methods of training and development Figure 2: Vice President in charge of human resources of Unilever Vietnam Figure 3: Management Trainee Program (for Future Leaders) Figure 4: Unilever Future Leaders' League for fresh graduates 10 Figure 5: Providing skill for life 13 Figure 6: Learning Fest X Data & Analytics 15 Figure 7: Unilever Vietnam and The Gioi Di Dong took a souvenir photo after receiving the award 15 CHAPTER 1: THEORETICAL OVERVIEW 1.1 Definition of Training and Development Training and Development is one of the most important functions of Human Resource management in any organization The objective of this Training is to enhance employees’ skills, behavior and expertise by putting them into learning new techniques of doing work Employee Training and Development in HRM is defined as a system used by an organization to improve the skills and performance of the employees It is an educational tool which consists of information and instructions to make existing skills sharp, introduce new concepts and knowledge to improve the employee performance Training and development in HRM are two different activities which go hand-in-hand for the overall betterment of the employee The short term and reactive process is training which is used for operational purpose while the long term process of development is for executive purpose The aim of training & development is improvement of required skills in the employee whereas the aim of development is to improve the overall personality of the employee 1.2 Methods of training and development Figure 1: Methods of training and development [1] • On-the-job training methods: Under these methods new or inexperienced employees learn through observing peers or managers performing the job and trying to imitate their behaviour These methods not cost much and are less disruptive as employees are always on the job, training is given on the same machines and experience would be on already approved standards, and above all the trainee is learning while earning Some of the commonly used methods are: • Coaching: Coaching is one-on-one training It helps in quickly identifying the weak areas and tries to focus on them It also offers the benefit of transferring theory learning to practice The biggest problem is that it perpetuates the existing practices and styles • Mentoring: The focus in this training is on the development of attitude It is used for managerial employees Mentoring is always done by a senior inside person It is also one-to- one interaction, like coaching • Job Rotation It is the process of training employees by rotating them through a series of related jobs Rotation not only makes a person well acquainted with different jobs, but it also alleviates boredom and allows to develop rapport with a number of people Rotation must be logical • Job Instructional Technique This method is a valuable tool for all educators (teachers and trainers) It helps us: • to deliver step-by-step instruction • To know when the learner has learned • To be due diligent (in many work-place environments) [2] • Off-the-job training methods These methods are conducted separate from the job environment, study material is supplied, there is full concentration on learning rather than performing, and there is freedom of expression Important methods include: • Lectures and Conferences: Lectures and conferences are the traditional and direct method of instruction Every training programme starts with lectures and conferences It’s a verbal presentation for a large audience However, the lectures have to be motivating and creating interest among trainees The speaker must have considerable depth in the subject In colleges and universities, lectures and seminars are the most common methods used for training • Vestibule Training: Vestibule Training is a term for near-the-job training, as it offers access to something new (learning) In vestibule training, the workers are trained in a prototype environment on specific jobs in a special part of the plant • Simulation Exercises: Simulation is any artificial environment exactly similar to the actual situation There are four basic simulation techniques used for imparting training: management games, case study, role playing, and in-basket training • Sensitivity training Sensitivity training is also known as laboratory or T-group training This training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility It is the ability of an individual to sense what others feel and think from their own point of view [3] 1.3 Training And Development Goals The overall goal of human resource training and development is to make the most of existing human resources and improve the effectiveness of the organization by helping employees better understand the business, better understand about their profession and perform their functions and duties more self-consciously, with a better attitude, as well as improve their abilities and tasks more self-consciously, with a better attitude, as well as enhance their adaptability to future work Human resources are one of the most important resources, creating material and spiritual strength for businesses, especially in the current integration and competitive environment Businesses that want to develop successfully need to rely on many resources and only human resources are an important factor creating motivation for development a For Businesses: + Improve labor productivity, performance efficiency and work quality + Improve the stability and dynamism of the organization + Maintain and improve the quality of human resources + Facilitating the application of technical and managerial advances to enterprises b For employees: + Timely add the necessary knowledge and skills to complete the task + Create a bond between employees and businesses + Create the professionalism of employees + Create adaptation between employees and current and future jobs + Meet the needs and development aspirations of employees c For the social economy: Education, training and capacity development of workers have a great influence on the socio-economic development of a country It is the source of the success of a developed country and also a positive factor to help the economy go up, typically countries: the US, UK, Japan, China 1.4 The importance of training and developing human resources: a Helps improve employee productivity and efficiency [4] Implementing human resource training programs right at the working environment is to create conditions for employees to exploit new working skills, improve their own efficiency and productivity and more Moreover, it opens up many new opportunities for employees to improve their ability to be ready to face new challenges Only when fully equipped with knowledge and skills to plan work can employees confidently express themselves in the working environment and meet a variety of different job requirements from their superiors b Build relationships among employees Organizing human resource training will create an interactive space for employees in the company, create opportunities for them to talk and build a cohesive team between different departments and positions in the company This will bring about an open and friendly working environment, helping its employees to work in harmony and achieve high efficiency in the cooperation projects of the enterprise [5] CHAPTER 2: UNILEVER ANALYSIS 2.1 Overview of Unilever 2.1.1 History and development : Unilever was founded in 1929 by the merger of the Dutch margarine producer Margarine Unie and the British soapmaker Lever Brothers Nowadays, the company is one of the most international companies in the world - has some 300 operating units in 88 countries and its products – over 1,000 strong successful brands – are marketed in over 150 countries worldwide Some of Unilever’s most prominent brands are Knorr, Dove, Axe, and Lipton Unilever also has a thriving professional cleaning business, DiverseyLever, which provides cleaning and hygiene products for the industrial and institutional markets In 2019, the Unilever Group was listed as the fourth largest FMCG company worldwide in terms of sales The largest product segment of the Unilever Group is their personal care segment which generated approximately 21.1 billion Euros in revenue in 2020 2.1.2 Work environment The work environment here is friendly, open and professional Senior leaders and managers at Unilever always try to create conditions and opportunities for employees to develop their potential and capacity Unilever always has attractive remuneration for employees Employees here have a lot of opportunities to work, explore new areas to improve themselves 2.1.3 Vision Unilever’s vision is “To make sustainable living commonplace We believe this is the best long-term way for our business to grow.” The core components in Unilever’s vision includes: Commonplace sustainable living, Best long-term way, Business growth This vision aligns with Unilever’s corporate social responsibility strategy to address business stakeholders in the consumer goods industry 2.1.4 Mission [6] Unilever’s mission is “ To add vitality to life We meet everyday needs for nutrition, hygiene and personal care with brands that help people feel good, look good and get more out of life.” Their mission focuses on satisfying customers in various aspects of their lives The significant components in Unilever’s mission are Adding vitality to life, Meeting everyday needs for nutrition, hygiene, and personal care, Helping people feel good, look good, and get more out of life 2.2 Training strategy and development in Unilever In the period of world economic integration, domestic enterprises always have the opportunity to develop and compete with foreign enterprises However, to be able to reach the international level, domestic enterprises need to improve the quality of human resources in the labor market Not only that, attracting, organizing training and keeping talents is also a matter of great concern to businesses From having to hire international experts, Unilever Vietnam has become a place to train and export talents for many Unilever branches around the world In early 2016, Unilever was also in the TOP 10 enterprises with the best working environment in Vietnam, the first position according to Jobstreet What HR training strategy and development has helped Unilever to be at the top as it is today? With the slogan "People are the most important asset, the determining factor for the success of the business" - “Con người tài sản quan trọng nhất, yếu tố định thành công doanh nghiệp”, Unilever identifies the Human Resources Department as the core place to build the most effective human resource plan Training for employees at the Human Resources Department before implementing training for other departments Change HR Department to Strategic Partnerships Department Different from the Human Resources Department of other enterprises, Unilever plans the Human Resources Department to be the core place, the locomotive for the entire enterprise Unilever built the Human Resources Department into a Strategic Partnerships Department [7] Instead of just providing regular training plans, welfare support programs, and salary planning, it must also help connect businesses The Strategic Partnership Department will contribute to the business strategy, helping to improve capacity and labor productivity, which will be planned and implemented, in line with the business strategy of the enterprise Unilever's leadership shared: "Unilever's approach is to focus on building a team of personnel with deep knowledge of human and market expertise plus broad knowledge of business and business socio-economic” Department heads and team leaders must coordinate with the Strategic Partnership Department to develop a quality and effective human resource plan for each department Personnel in each department need to have a good understanding of the job, corporate culture and colleagues Managers and senior management act as catalysts and advisors to support employees to quickly adapt to the new environment Whether employees are attached to the business or not, the quality and quantity of employees will be stable and developed or not will depend on the personnel plan What is the current plan to train human resources at Unilever? Figure 2: Vice President in charge of human resources of Unilever Vietnam [8] According to Ms Nguyen Tam Trang - Vice President in charge of human resources of Unilever Vietnam, the talent development strategy at Unilever is always focused on Unilever organizes many programs to train and develop talents at the enterprise With its talent recruitment activities in Vietnam, Unilever offers programs such as: Unilever Future Leaders Program, Unilever Future Leaders' League for fresh graduates Management Trainee Program (for Future Leaders) to train interns as employees for Unilever Unilever gives the opportunity to help each employee (old or new) learn, experience working in the business At the same time, the Strategic Partnership Department expands opportunities to work and study to higher positions such as team leader, department head, and leader Figure 3: Management Trainee Program (for Future Leaders) [9] Figure 4: Unilever Future Leaders' League for fresh graduates A GRADUATE PROGRAMME THAT IGNITES THE LEADER IN YOU This two to three-year graduate programme is a development experience designed to ignite the Leader in You Over this time, you will gain excellent exposure through rotations within your function in our business and meaningful interaction with Unilever leaders Duration: 2–3 years Rotation: Every months within the function, international experience, exposure in a disruptive business model (such as Unilever International) and a cross-function rotation in Customer Development for all UFLs Functions: Finance, Marketing, Human Resources Unilever always attaches great importance to human resource development as a qualitative breakthrough for long-term sustainable development Unilever's point of view is "Development through people" - “Phát triển thông qua người”, so the company always cares about the interests of employees and is ready to support them in all areas of work Bringing to life the value of “Learning every day, applying everywhere” - “Học hỏi ngày, ứng dụng nơi” Unilever is on a mission to inspire work and support [10] employees to become the most professional, and to help them develop themselves and the Company Moreover, The Unilever company's personnel training plan is implemented through the departmental leaders in the enterprise Representatives of the departments closely coordinate with the human resources department Periodically, the departments hold meetings and discussions to improve the quality of personnel training The specific Unilever personnel policy of each department will be updated and the most suitable training recommendations will be provided The head of the department jointly proposed a plan to improve the quality of the human resources system, improve the quality of the staff and the direction of recruiting senior personnel in the future At Unilever, all learning programs are tailored to the specific needs of the Company The company encourages employees to take ownership of their own learning and career development The department head, human resources staff and training department only play the role of supporting and guiding the employee's learning and career development Ongoing learning is at the heart of their culture – and their commitment to helping people stay fit for the future of work This might involve enhancing their skills for their current role (upskilling), training to move to a different role in Unilever (reskilling), or preparing for careers and opportunities beyond the company's business Their duties are: Senior manager: • Set training requirements for personnel and training departments • Encourage and create conditions for employees to learn and develop Manager: • Encourage and support employees to apply new skills in work • Train, guide and monitor employee development Personnel: • Understand departmental needs and training needs [11] • Recommend and ensure the implementation of the annual training program of the departments • Support the head of department/head of staff development • Responsible for professional skills learning program Training department • Implement learning strategies • Building a learning environment • Implement and implement company-wide learning programs • Provide learning solutions The areas of development are the set of skills and competencies that Unilever managers and employees need to their jobs excellently In conclusion, it can be said that Unilever pays great attention to investing in training and developing employees The proof is the activeness in offering a series of very new and useful learning and training programs for employees in the company as well as attracting potential human resources of the society In each period, Unilever has specific training plans to achieve defined goals For example, in 2009 and 2010, Unilever targeted training programs in China and Russia on sales skills, while in Thailand it focused on leadership development The view of appreciating the human factor and its effects on the success or failure of the organization has made Unilever have the right awareness and move in developing the group, bringing it to a high position in the economy as well as making an important contribution to creating a significant number of jobs, supporting the training and development of human resources of the society Especially in Vietnam, Unilever Vietnam (UVN) has contributed to improving human resources UVN has implemented training and training programs in many different forms: full-time, study-by-work, domestic and international training, work abroad, exchange and secondment programs Becoming one of the five most attractive companies in Vietnam is the most typical example of UVN's success In short, Employee Training and Development plays a very important role in positioning the business, has great significance for the development of individuals as well as organizations, contributing to the existence of the company and [12] competitiveness among businesses, for Unilever in particular and businesses in general Figure 5: Providing skill for life 2.3 Training and development methods • Methods On-the-job training is delivered to employees while they perform their regular jobs Off-the-job techniques include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training Orientations are for new employees Nowadays they also provide E-learning training programs for their employees as a part of global training Normally types of methods that Unilever usually apply for training are • E learning process: Basically E learning is an online training process.50%-60% training conducted under this process It can be both on the job and off the job training For example: Audio library, Video library • ILT : ILT- instructor-led training It basically means interactive learning technique 20% training is conducted under this process It can be both on the job and off the job training [13] For example: Video conference, focus group discussion • Outside the country: 10%-20% training is conducted outside the country where regional operations of Unilever take place It is off the job training Training Hour In case of on the job, Training does not always occur in office hours It depends on the needs Unilever maintains a flexible time schedule for training For example: On the job: 30 minutes to days Off the job: 2/3days or weekly or monthly basis On an average, in one year Unilever allocates 1-1.5 months for training purposes Related Payment: In Unilever, training is known as a Learning & development session As they prioritize training up to that level, they allocate a huge budget for training purposes This is not related to salary They arrange a separate budget for that For example: On the job: On an average Unilever costs overall lakh on per individual trainee Off the job: It is more than 1-2 lakh as residential purposes are included, on average Types of Trainers: Basically Unilever focuses on professional trainers who have best market competency They also hire other trainers but they are very rare in numbers Trainers they provide such as: Internal trainers Local trainers International trainers CASE STUDY: LIFELONG LEARNING FEST Lifelong learning - The technology is powered by Israeli-based startup, InnerMobility by Gloat, which has worked closely with Unilever to create the bespoke platform By accessing the platform, Unilever employees can work on projects for a small or large proportion of time, increase and train the depth of their expertise of a current skill or build new skills and experiences Through the power of AI, people are [14] suggested opportunities that match their profile and aspirations, and at the same time, giving full visibility to all opportunities available globally across all areas of the business, ultimately democratising and giving transparency to the way the company develops talent Figure 6: Learning Fest X Data & Analytics 2.4 Achievements when implementing training and development employees of Unilever Figure 7: Unilever Vietnam and The Gioi Di Dong took a souvenir photo after receiving the award [15] At the Vietnam HR Awards 2018 that just took place in Ho Chi Minh City, 12 businesses were honored in 10 official categories, including Unilever Vietnam This is an award for companies with excellent, professional and reliable human resource management strategies, initiated by Labor & Social Newspaper in collaboration with Talentnet company, using the professional method of the award Singapore HR Awards In addition to the award from the Vietnam HR Awards, Unilever Vietnam regularly receives high praise from domestic and international organizations for its excellent human resource development strategy Before that, the company has been voted as the best place to work in Vietnam for consecutive years Figure 8: Unilever [16] CHAPTER 3: CONCLUSION 3.1 Advantages and disadvantages of Unilever's training and development activities 3.1.1 Advantages a For Businesses Reduced wastage and supervisor: When employees are trained, they will learn to make good, safe and economical use of the company's materials, tools and equipment Accidents and equipment damage will be minimized, and this will keep waste low Though training employees should not totally eliminate the need for supervision, it can significantly reduce the need for excessive supervision in the workplace Help Unilever - a large corporation to be flexible in personnel matters Employee training and development helps companies keep pace with changes in the industry: Unilever - modern companies need to develop continuously, which is why training is essential for employees The importance of employee training is paramount, particularly when you are trying to keep up with industry changes, rules, and regulations Having up-to-date knowledge about your industry will help you stay ahead of the competition Create trust for employees so that employees can devote their best and longterm Risk Management: Certain types of training are specifically designed to minimize the risk to workers and the organization in terms of accidents, safety code violations, lawsuits and customer complaints Diversity training, training about sexual harassment, workplace safety training, customer service training and other quality initiatives can all help businesses to develop their services and competitiveness while minimizing any hazards along the way => Unilever won prizes in Leadership and Growth Opportunity; and Intel in Work, Life Quality and Company Reputation.The survey showed that good benefits were one of the most important factors which connect internal employees and attract external talents, building a beautiful image of the business in the world b For worker [17] Training courses, both overseas and in Vietnam, covering professional courses, teamwork, communication, computer skills, English language and many others, provide the best conditions for UVN trainees to learn and develop their skills Increasing retention: If you show your employees that you value them enough to invest time and resources in giving them the tools they need to grow, they're more likely to stay with your company over time Not only will you make their jobs more interesting, but you will also show them that you value their work and their tenure Increase Motivation and Engagement: Giving people the knowledge, education and tools to work better, win promotions and fulfill their career potential shows employees they are valued Employees who feel appreciated tend to feel motivated in their work and are more satisfied with their jobs Naturally, this creates loyalty, engagement and enthusiasm among staff – attributes that boost performance and benefit the organization Measurability: Setting goals during training allows you to measure progress Different people learn at different rates If a worker is sent to her job being inadequately trained or unsure about some of her abilities, this can lead to errors that hamper productivity Having clear, concise learning expectations ensures that each trainee masters the required competency before moving forward and that employees have all the tools they need to their jobs 3.1.2 Disadvantages Although Unilever's training and development activities come with so many advantages, it can also have some disadvantages, which sometimes prevent some organizations from engaging in it Some of the disadvantages associated training and development activities include the following: Expense: Unilever organises several forms of training courses for local partners’ personnel, ranging from technical advice to organisational and managerial practice Depending on the targeted purpose, trainers may be foreign or domestic technicians/experts or Unilever staff Training courses may also be held in collaboration with public institutions/agencies such as universities or ICO stockholding Singapore It costs money to train and invest in your staff Whether [18] you're paying for dedicated training or diverting employee hours from tasks that are more likely to directly increase your incoming revenue, human resource planning may likely decrease your bottom line in the short term before it increases your profits in the long term Unpredictability: Although training employees has the potential to give your business a greater degree of stability by building the skills of your workforce, there is no guarantee that the workers you train will stay with your company long enough for you to reap the benefits of your investment Illusion of certain: While human resource planning (HRM) can make your workforce better able to their jobs, you may be training personnel to perform functions that become obsolete as your company and your industry evolve This can give you a false sense of security and may prevent you from reacting quickly enough to developments 3.2 Conclusion 3.2.1 Overview Nowadays business does not mean just selling and purchasing the products or services This is very important to conduct the business in an organized and effective manner A successful business needs strong, efficient, skilled and talented and a loyal workforce, who are also satisfied with their job They are to their job in the ways the organization wants to achieve its goal This is why the concept of Training and Development originated Employee training and development programs are essential to the success of businesses worldwide Not only these programs offer opportunities for staff to improve their skills, but also for employers to enhance employee productivity and improve company culture Unilever is one of the most famous and successful multinational corporations in the world and it is the duty of this company to continue the business holding that image Behind this successful journey of Unilever their training and development system has a large contribution Talent development is vital to sustainable Unilever growth and [19] success Unilever goes through lengthy processes to recruit and onboard qualified and suitable employees Unilever always attaches importance to human resource development as a qualitative breakthrough for long-term sustainable development Unilever's point of view is "Development through people", so the company always cares about the interests of employees and is ready to support them in all areas of work Bringing to life the value of “Learning every day, applying everywhere”, Unilever is always on a mission to inspire work and support employees to become the most professional people, and to help them develop themselves and the company The learning and development of employees is vital for their performance improvement as well as retention In order to improve its competitive edge, a company should have employees who can learn better and then translate that learning into action more rapidly 3.2.2 Solutions to improve training and development strategies The role of the training and development department is at a critical juncture Especially in the context of the ongoing covid-19 pandemic, Unilever has been making changes in its employee training strategy In the process of working from home because of the pandemic, Unilever has also conducted employee training courses online To ensure that employees can still connect and learn while working remotely while maintaining work performance, here are solutions to improve training strategy at Unilever - Preparing employees for change: A Strategy to Maintain Productivity – Change can be disruptive, but it doesn’t have to bring everything to a grinding halt Training in Unilever should include how to deal with potential distractions and roadblocks as you implement change, that way you don’t lose profits while you work toward change Maintaining stability in this way can also help your employees feel more secure amidst all of the change - Enhance cross-departmental collaboration in Unilever: A truly cohesive workforce that excels at cross-departmental training can help bridge the gap between cultures, give employees the opportunity to learn more about other parts of the Unilever, and encourage more empathy across the board But the truth is, most teams aren’t natural [20] collaborators Without the right structures in place to help your people to connect, some initiatives could run the risk of falling flat For example, your marketing department is aiming to enhance the company’s brand with new content but doesn’t consult with the sales or customer service teams If the marketing team isn’t fully aware of the unique pain points of their customers, the message most likely won’t resonate Although this is just one instance, a collaboration problem could lead to more detrimental results - Making sure that what is lacking is indeed training: One of the reasons training sometimes yields few results is because the solution tends to be applied to a problem that would in fact require a different one It is therefore essential to evaluate whether the problem you are attempting to solve stems from a shortcoming in terms of competencies Investing in training and development would be useless if the low output is caused by a lack of motivation, an inappropriate work environment or by difficulties at the management level Training and development of competencies is an appropriate solution if the low output is indeed caused by insufficient mastery of a certain task, and is therefore related to knowledge, know-how or behaviour - Confirming that the approach is adapted to the learner: In addition to making sure that the contents are adapted to the job in order to make the training efficient, the approach must also be adapted to the learner’s specific way of learning For instance, a learner who has a “practical” approach would appreciate concrete examples and clear visuals They seek to quickly apply the newly acquired information because they have a general tendency of learning through practice A learner who has a conceptual way of learning would prefer to have a lot of information, whether it comes in the form of a presentation or readings, and they will want to observe and reflect upon the new data before applying it Participating in conferences or webinars is very suitable for this type of individual Unilever can evaluate your employees’ learning style with psychometric tests; this will allow Unilever to offer a training that corresponds to their natural abilities in terms of learning This way, they will learn more quickly and easily [21] REFERENCES Assignment on Training and Development of Unilever (2018, May 15) From https://graduateway.com/assignment-on-training-and-development-ofunilever/ Daniels, R (2021, April 15) Methods of Training and Development in HRM From https://www.businessstudynotes.com/hrm/training-development/methodstraining-and-development/ HRchannels (2021, 09 15) Công tác đào tạo đội ngũ nhân Unilever thành công nào? From https://hrchannels.com/uptalent/cong-tac-dao-tao-doingu-nhan-su-cua-unilever-thanh-cong-the-nao.html Roy, M (n.d.) Making Sure that What is Lacking is Indeed Training From https://atmanco.com/blog/hcm/how-to-improve-efficiency-training-anddevelopment-strategy/ Tushi, S M (n.d.) Trainning Method of Unilever From https://www.scribd.com/document/156918962/Trainning-Method-ofUnilever Unilever (2019, June 24) Unilever launches new AI-powered talent marketplace From https://www.unilever.com/news/press-releases/2019/unilever-launchesai-powered-talent-marketplace.html YOUNG, J (2017, February 21) Unilever’s Vision Statement & Mission Statement (An Analysis) From http://panmore.com/unilever-vision-statement-missionstatement-analysis [22] ... Definition of Training and Development 1.2 Methods of training and development 1.3 Training And Development Goals 1.4 The importance of training and developing human resources:... own point of view [3] 1.3 Training And Development Goals The overall goal of human resource training and development is to make the most of existing human resources and improve the effectiveness... the training and development of human resources of the society Especially in Vietnam, Unilever Vietnam (UVN) has contributed to improving human resources UVN has implemented training and training