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 Vo Hoang Vu CS161000 Bui Nguyen Phu Qui CS171577 Le Thi Tra Mi CS170045 Nguyen Thi Hong Mai CS171008 Nguyen Minh Nhat CS171970 FPTU CanTho, 10/2022 0 TABLE OF CONTENTS I Introduction and Method Introduction Method II Overview of training and human resource development 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 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 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 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 The role of career orientation and development The importance of career orientation Steps to build a training program V Conclusion VI References [Group BA1706 GA] 0 I Introduction and Method 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 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 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) [Group BA1706 GA] 0 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 [Group BA1706 GA] 0 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 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 [Group BA1706 GA] 0 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, 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 [Group BA1706 GA] 0 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 the job 4.2 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 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 – 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 [Group BA1706 GA] 0 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 [Group BA1706 GA] 0 (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 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 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 students to fulfill their aspirations [Group BA1706 GA] 0 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 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 [Group BA1706 GA] 0 - Evaluate & revise training: As mentioned in the last segment, the training program should be continually monitored In the end, the entire program should be evaluated to determine if it was successful and met training objectives Feedback should be obtained from all stakeholders to determine program and instructor effectiveness, plus knowledge or skill acquisition Analyzing this feedback alongside an employee performance review will allow the organization to identify any weaknesses in the program and built a more robust People Insights strategy At this point, the training program or action plan can be revised or re-assessed if objectives or expectations are not being met V Conclusion Human resource training and development is the process of providing knowledge, perfecting skills, and training professional qualities for employees in an enterprise in order to meet current and current job performance requirements future Human resource training helps: - Compensating employees for their education - Provide employees with practical skills and experience in the field specialize - Update knowledge, and expand understanding Thereby helping employees to complete the assigned tasks well Human resource development is often expressed through promotion, promotion of subordinates to higher positions or positions, or assigning employees to jobs with higher or more important requirements Human resource development is not only to get a guaranteed human resource in terms of quantity and quality but also a form of employee compensation through employment VI References Desta, A G (2021) Linking human resource training and development, employee commitment and job satisfaction: The moderation role of the work environment International Journal of Management, Entrepreneurship, Social Science and Humanities, 4(1) https://doi.org/10.31098/ijmesh.v4i1.535 Puleka, D., Kakade, K S., & Pulekar, N (2018) Comparative Analysis of Training and Development Practices in Fast Food Segment – McDonalds and KFC International Journal of Advance and Innovative Research, 5(3) Galusha, J M (1998) Principles of Training and of Adult Education: A Comparison 10 [Group BA1706 GA] 0 Hammond, H., & Churchill, R Q (2018) The role of employee training and development in achieving organizational objectives: A study of Accra Technical University Akbar Hidayat, W G P., Sukesi, S., & Hadi, C (2020) The Role of Competency on The Effect of Training and Development System toward Job Productivity in The Human Resource Management Universal Corporation Sinergi : Jurnal Ilmiah Ilmu Manajemen, 10(1) https://doi.org/10.25139/sng.v10i1.2391 Kirkpatrick, D L (1977) Determining training needs: Four simple and effective approaches Training and Development Journal, 31(2), 22-25 https://www.myayan.com/advantages-and-disadvantages-of-training-and-development Anuradha, T S., & Ramesh, H N (2020) Training as an Effective Tool for Developing Performance of MSMEs- An Empirical Evidence Shanlax International Journal of Management, 7(3) https://doi.org/10.34293/management.v7i3.1630 Swanson, R A (1995) Human resource development: Performance is the key Human resource development quarterly, 6(2), 207-213 Khattab, N., Madeeha, M., Modood, T., Samara, M., & Barham, A (2022) Fragmented career orientation: the formation of career importance, decidedness and aspirations among students International Journal of Adolescence and Youth, 27(1) https://explorance.com/blog/5-steps-to-creating-effective-training-programs/ Abrahamsen, B., & Drange, I (2015) Ethnic minority students’ career expectations in prospective professions: Navigating between ambitions and discrimination Sociology, 49(2), 252–269 https://doi.org/10.1177/0038038514542494 11 [Group BA1706 GA] 0 ... articles, books, and related information on human resource training and development II Overview of training and human resource development The concept and role of training and human resource development... 1.3 The importance of training and human resource development Principles, objectives, and processes of human resource training and development 2.1 Principles of training and human resource development... Objectives of training and developing human resources 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