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 No[.]
Trang 1
Bachelor’s Degree in Managing and Running Organization
Studen’t name: Nguyen Thao QuyenPromotion: 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 WORKERSOF VIT GARMENT CO.,LTD COMPANY
Tutors in university
Mr La Tien Dung
Tutors in intership
Mrs Phung Thi MuoiHuman Resource Manager
Trang 2LIST OF CONTENT
LIST OF CONTENT 1
1 Reasons for choosing topic 1
2 Company Overview 1
2.1 :Organizational chart .2
2.2: Financial statements 2
3 The tasks assigned during the internship 3
3.1 Internship planning 3
3.2 Daily tasks 4
3.3 Research on the status of human resource training and development .4
3.3.1 Factors affecting the training and development of human resources .4
3.3.2 Training of the company 7
3.3.3 Problems of the company in the training 12
4 Case Study -Participate in the training plan of 200 export garment workers andevaluate the results 14
4.1 Make detailed plans according to the content of the training committee and costestimates 14
4.2 Contact the training partners, prepare the facilities 16
4.3 Collect results, evaluate the initial quality of the training plan 16
5 Solutions to improve training efficiency of VIT Garment 20
5.1 Improve post-training evaluation efficiency 20
5.2 Improve the connection between recruitment and training 21
6 Evaluation of internship results 21
6.1 Errors and difficulties 21
6.2 Experience gained 22
Trang 31 Reasons for choosing topic
The success or failure of many business organizations has shown that the mostimportant resource of an organization or enterprise is the human resources factor It is one of themost important resources of socio-economic development Recognizing the importance of humanresources, all individuals and organizations need to pay more attention to the training anddevelopment 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 workerteam who are professional, ambitious, passionate conquest of technology and always workhard to serve customers.
On the way of development, the company has been standing side by side with thecustomers to succeed, helping enterprises to have solutions to improve the efficiency ofmanagement, competitiveness and efficiency of production
From the above arguments, it can be seen how important the human factor is That'swhy I decided to choose the topic: “Training and improving the quality of garment workers ofthe Vit Garment Company” for my internship report.
2 Company Overview
Name of the Company: VIT Garment Co., Ltd
Address: Quang Minh Industrial Zone, Me Linh, Hanoi, VietnamTel.: 02466714188 (Organization department)
Website: Vitgarment.vnBusiness lines: Garment
Representative: Nguyen Chi DungEstablish :2001
VIT - GARMENT is a garment export company with 100% foreign invested capital,
Trang 42.1 :Organizational chart
(Source: HR department)
2.2: Financial statements
(Unit: VND 1,000)
2014201520162017
Revenue of Sales and Servicesupply563,909,724519,697,653230,510,398444,907,708Cost of goods sold 541,593,93
4497,040,180216,445,522430,172,571Gross margin for Sales and
Service supply 21,385,175 22,657,473 14,064,876 14,735,138Financial profit -34.761 -388.124 106.415 -576.200
Other profits 900.233 205.181 38.950
Trang 63 The tasks assigned during the internship3.1 Internship planning
Table 2: Detail of my internship planning
StepDateTasks and obtained results
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 environment2 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
4 03/16-03/20
- Receiving the information about training plan for garment employees- Conducting a training plan and estimating costs for the company.- Summarizing training facilities and training partner
Training plan
5 03/21-03/30 - Preparing logistics for training plan
- Conducting a final report about training plan for the company6 04/01-04/30
- Preparing logistics for training plan
Conducting a final report about training plan for the company Employees and Head of Garment Dept opinions
7 05/01-05/05
- Summarizing the First Stage of training plan
- Writing a report for the company about other solutions The results of training course after 1 month
Trang 73.2 Daily tasks
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 someadministrative tasks in the office to get in touch with and familiarize with the companyenvironment In the beginning, although still quite confused, but thanks to the enthusiasm ofthe 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, printingdocuments, 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 ofemployees
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 handlemechanical 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 manydirect and indirect factors From outside factors such as the labor market, competitors, thedevelopment of science and technology, etc to internal factors within the company such asdevelopment goals, field of activity, characteristics the current human resources in thecompany all affect the plan, program, purpose of the personnel training and development inthe company.
a External Factor:Labor market:
The company operates in the field of providing and trading textile products This is apotential market but still quite traditional The company needs a large number of skilledworkers for the direct production block However, the quality of labor force in this fieldrequires the ability, qualifications as well as experience to meet the exact requirements of thework, training after recruiting seems to be indispensable not only for the company but thecurrent status in Vietnam today.
Trang 8the competition of the human factor Human resources have truly become the most valuableassets, the key to the success of every organization, every enterprise in the market economy
For newly recruited employees, training and development of human resources helpaddress immediate needs and long-term development goals, which are to help individualsprepare the knowledge and skills required by the new job.
Competitor:
The company's closest competitors are competitors who seek to satisfy the samecustomers and needs and produce similar products The market of garment products is beingconsidered as a profitable market, attracting more and more well-known people to participatein not only domestic enterprises but also many foreign enterprises, which are present andcompete with the company Today, companies are facing the most intense competition inmany recent decades Enterprises compete in the brand, in the product, in the level ofcustomer 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 inorder to set up effective business plans and strategies, they not only have a clearunderstanding of their main direct competitors, but they must also cover the potentialcompetitors More and more competitors make the choice of employees wider The workersfind any company that deals with better salaries, bonuses, incentive policies, workingenvironment, cultural environment When a competitor carries out effective training anddevelopment programs, the enterprise itself will have an impact This is also a reason forenterprises to carry out personnel training
Not only because the pressure from the human input did not meet the requirements, thenature 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 thecompany, which is the company’s concern for its employees in the face of the constantcompetition of qualified and experienced professionals and employees working for thecompany to serve their companies.
Customer:
Trang 9buy the products of the companies that they can get the highest value for the customer Inorder 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 theseissues of its competitors Therefore, customers greatly influence the training and developmentof human resources of the company The challenge is that the company must build a workingstyle so that everyone in the company will act together to make the customer happy Thecompany's human resources training programs are also influenced by customers, because ofthe best satisfaction for customers, because the requirements and expectations of customersare increasing.
State policy, guidelines:
The Party and the State clearly define the importance of human resources training anddevelopment in the period of renovation and integration It is the people who will change thestatus of the country Therefore, many programs as well as funds focused on training humanresources The policies of the Party and the State affect the training and development ofhuman resources of the company On the other hand, the State has begun to pay attention toinvestment in technical facilities, investment in research and development more and more inthe 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 thecompany
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 betweenBusiness and Marketing and financial strategy
Provide high quality products at competitive prices, many preferential policies andbest service.
Develop management team and staff to be capable, ethical, have team spirit.
Successful application of advanced technology in the production of high qualityproducts to satisfy the customer in the highest way.
Trang 10 Human resource management needs to improve the system such as organization,recruitment, training, evaluation followed by communication and finally labor contract Allsteps must be built under strict standards and closely linked together to form a continuousstrategy.
Human resources in the company:
Human resources in the company are evaluated as young, with professionalqualifications Many skilled workers have certificates from the domestic and internationalprestigious training courses This creates many advantages for the training and developmentof human resources But it is also a challenge for the training program, policies because whenthe staff is qualified, the need to learn, improve the skills is higher Therefore, trainingprograms, 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 thecompany to develop sustainably or to weaken the company It is therefore necessary to havepolicies 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 humanresources at the company and improve organizational effectiveness by helping workers betterunderstand the work, understand more about their careers and perform their functions andtasks 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 ischange and development in the future There are breakthroughs in the market, achievinghigher business efficiency, achieving the set goals.
Increase the adaptability of the company to every situation, including the sense of self-consciousness of all members of the company, coping with all difficulties and findinginnovative and appropriate solutions to solve those difficulties in the most effective way.
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 updatedknowledge and expanded understanding so that not only can complete the assigned work butcan also cope with the changes of the surrounding environment affecting their work
Trang 11and development in all positions and considers it as necessary investment by the reasonablebudget allocation.
At present, there are about 1600 employees at the Company Due to the need to expandits business, the company continues to recruit more staff each year to achieve its specificobjectives 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; Itis necessary to have rules and regulations to regulate the relationships arising in training anddevelopment between workers and enterprises as well as with organizations and individualsoutside the enterprise.
Training funds:
For each program, the training course of HR staff will be prepared a budget for thetraining by the company Training costs must be in line with the training budget approvedannually 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 trainingregulations 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 causingmany 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 thedepartments have to plan training and training budgets to ensure good implementation of thetraining and development plan Therefore, the company also needs to find appropriatemeasures to ensure the training budget, meeting the requirements of training and developmentof the company with the motto of saving, improving the use effectiveness of the training fundand ensuring the quality of training as planned.
Trang 13Human resources scale has increasingly expanded By 2015, the company has 250trained employees By 2017, after three years, the number of trained employees will increaseby 1.2 times, ie 300 employees The company is working efficiently and many departmentsare formed by the actual business needs that increase the number of employees needed torecruit to meet the human resource plan Because the human resource plan is based on thebusiness plan of the company.
With the scale of expanding, leading to bigger and more complicated organizationalstructure, the specialization of departments will create certain difficulties for the training anddevelopment 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 andseriously On average, the company recruits about 25% of the labor force each year to meetnew job demands
Most of the back office staffs in the company have college degrees and postgraduatedegrees, which is due to the fact that the recruitment process selects candidates with collegedegree 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 withmore than 1300 workers The level of the workers is below the middle level, most of them areemployees who have attended vocational schools or have studied freely tailoring at outsideestablishments This is the core force of VIT Garment, which decides much on the productionefficiency, business efficiency and work quality of the company.
Basically, the staff team is young, dynamic, enthusiastic, trained basically, qualified Itcan be confirmed that the quality of human resources in the back office in the company isquite high This creates many advantages for the training and development of humanresources However, the quality of the direct labor force in recent times is a big problem forthe company as the number of orders is increasing and the company continuously recruitslarge numbers of workers.
b Impact of the departments on the training and development of humanresources
Trang 14The Human Resource Department is the unit directly responsible for performing thistask Production and business units are responsible for identifying training needs anddeveloping 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 workersto the staff, workers with long seniority in the company The overall goal of training anddevelopment of human resources is to maximize the available human resources at thecompany and improve the company’s effectiveness by helping workers better understand thework, understand more about their careers and perform their functions and tasks moreautonomously, with better attitudes, and improve their adaptability to future jobs.
The Company encourages all employees and workers to participate in the trainingcourse Depending on the level of job satisfaction as well as the recruitment purpose of thecompany 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 thesize of the company, all managers must deal directly with human resources issues becausethey are the core issues for a manager.
Determining the importance of this object, the company has the policy: “Enhance thetraining, fostering and raising of professional qualifications for the managerial personnel tomeet the requirements of the market, of science and technology, information technology,management of production and supply of products and services Open classes that match thecapacity, time of each object”.
Organize training for employees:
The ideal process for developing human resources is to start from the highest level ofbusiness and bring understanding of the bottom line of corporate organization as deep aspossible Leaders must learn how to care for the heart as well as the minds of theirsubordinates, 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 thequality of staff has become one of the most important competitive advantages of agencies andunits The demand for staff training in organizations has grown rapidly, with the developmentof cooperation and competition, advanced technology and economic and social pressures.
Trang 15salary and bonus, work completion and labor contract, no staff suggest to the manager thatthey want to participate in this training course to improve their knowledge Often corporatetraining courses are organized by evaluating the inability to meet the skill requirements of thestaff job.
The desire of the manager is that the staff through training and development: stable todevelop, to promote, to have favorable working positions to contribute the most, to beprovided with relevant training information When their basic needs are recognized andsecured, the members of the organization will be excited to work
Specific training programs for employees are as follows:
Technical staff: English in information technology, processing techniques, newtechnologies transferred to the center, technology, ,,,
Garment worker: workmanship
Planning staff: English in Business, Informatics, Project Process, Partner Management,Procurement Techniques,
Accountant: Management software, accounting
There are many training courses under requirement of the departments are proposed andapproved to achieve the performance goals of each department as well as VIT Garment Co., Ltd
c Training process of the company
Step 1: Company determines training needs
Make a list of training needs for employees in the company Direct managers areresponsible for implement this task.
Step 2: Compare the training needs with the development plan of the company The
staff of the HR - organization department in charge of the training performs this task.
Step 3: Develop training plan
Define training objectives
Estimate the source of funding and resources to implement the training plan.Identify related issues, risks and propose solutions
Develop training plan.
Personnel staffs in charge of training perform this task
Step 4: Review the company's annual training plan.
The executors are company directors, department heads.
Step 5: Approval of training plan
Submit the training plan to the director for approval.
Step 6: Start training.
Trang 16d Training results
VIT Company has completed the training regulations in the company, and constantlyorganize short-term training courses; send staff to participate in master training at home andabroad In 2017, 17 training courses were held, with a total of 90 participants, mainly trainingin presentation skills, sales communication skills, procurement professional training, class ofdeveloping management skills and leadership skills At the same time, we also organized 14internal training courses as required by the department, mainly workers at garment factories.
3.3.3 Problems of the company in the trainingAchievements:
The company always create favorable conditions for employees to improve theireducation as well as their skills such as: introduce and create favorable conditions in time sothat staff can attend seminars, in-service classes, skill training courses
The training method is diversified, training programs are plentiful, content isreasonable, improving the creativity of the workers There are so many training methods thattrainers will choose for their own course.
The company has selected a variety of in-job or out-job training methods, hasincentives for staff to actively learn and improve their knowledge, improve their professionalskills as well as soft skills for work as well as future positions.
The budget for the training and development of personnel in the company isconcerned, maintained and is increasingly increasing to ensure the minimum level.
Limitations:
In recent years, the training and development of personnel at the company hasachieved remarkable results However, besides these successes, human resource training anddevelopment still have limitations and weaknesses due to both subjective and objectivecauses.
Some aspects of human resource training and development have not yet been fullyand formally implemented In courses or seminars, there is less exchange between trainers andtrainees
For domestic and foreign certification training, the company only monitors andmanages certificates and training costs.
It has not synchronized in training recruitment and use after training.
Trang 17 Managers do not pay adequate attention to training and development personnel inthe specific environment of their enterprise The person in charge of human resources doesnot have sufficient human resources skills to handle the job confidently, so it is difficult toconvince the board of directors and other department heads.
The assessment of students' level of learning as mentioned above is usually quiteformal When the training evaluation is not formally organized, the lessons learned will belimited It is difficult to draw on the full and complete lessons learned for the next fewsessions In addition, it is necessary to consider training as an investment, and to assess howeffective the investment is, to have a better investment plan.
Reasons:
The Company does not have reasonable policies to harmonize the interests of theemployees with the interests of the company in the implementation of personnel development.Since then, it has not really encouraged employees to voluntarily and actively participate inthe training process, to develop the company's personnel.
There is no specific training and development strategy VIT Company has notformulated an official long-term human resource strategy Without a human resource strategy,strategic objectives are not formally available Therefore, there is no careful analysis of thebusiness environment, no the necessary orientation for enterprises in the market economy.
There is no relationship between training and human resource development withother human resource management works For effective human management, managementpolicies need to be in sync In the work of human resource management, training should beconducted in sync with other major human management tasks such as design and analysis ofwork, selection, use and evaluation of work results, payment of salary and welfare It shouldbe emphasized that in order to do well the training and development, the contents of policy onhuman resource management must synchronize, support and promote each other.
The company has not set up a standard basis to accurately assess the trainingprogram to bring benefits for trainees as well as for the company Particularly for trainingprograms for managers, the assessment often faces the disadvantages because it is impossibleto accurately measure their progress after training In addition, training programs areconducted on a large scale for all company staff, monitoring and evaluation are more difficultto implement due to over-participation If possible, the results will be inaccurate and poor.
Trang 18officer in charge of the training It is common practice to ignore the necessary steps in thetraining needs assessment: company analysis, job analysis and personal analysis At eachstage, each step of the training needs assessment is omitted or shortened, so they often doesnot provide a specific and detailed list of training needs.
4 Case Study -Participate in the training plan of 200 export garment workersand evaluate the results
During my internship at the company, I had the opportunity to participate in a trainingplan for 200 new export garment workers recruited by the company in March 2018 This isthe largest addition of staff in the last two years because the company has successfully signedtwo brands to export to the foreign countries with great order value By showing the ability tohandle the job and always achieve good performance in the job, my supervisor gave me theopportunity to participate in supporting the company’s training committee and if I have agood performance, I will be considered to be a full time HR employee.
Having grasped the opportunity, I first made my own plan and prepared for the contentof the work that I will do in the training plan:
- Make detailed plans according to the content of the training committee.- Make a cost estimate for the plan.
- Contact the training partners, prepare the facilities for the training plan.- Collect data to evaluate the results of the training plan.
4.1 Make detailed plans according to the content of the training committee andcost estimates
Based on the agreed training plan and content after the meeting of the trainingcommittee, I have developed a detailed training plan and the cost estimate as follows:
Training plan for garment workers
Time Mornings of Saturday, Sunday from April 1, 2018
Location Garment workshop - VIT Garment Company
Participants New employee of export garment factoryTotal: 200 people
Committe of training,evaluation
- Representative of the Board of Directors- Representative of Production Department- Head of export garment department.
Trang 19Training content Stage 1: Basic training
Lesson 1: Hand, feet and eyes combination exerciseLesson 2: Return of needle head
Lesson 3: Put ball to hole
Lesson 4: Identify details, technical terms of the garmentindustry.
Lesson 5: Check and identify product defects.
Stage 2: Training in using industrial sewing machinesLesson 1: Familiarize and control one- needle machineLesson 2: Practice on sewing machines
Lesson 3: Examination and assessment of trainees
* Types of machines used: JUKI overedging sewing machine,KANSAI sewing machine, LAPSIM machine
Training regulations - Workers must queue in order, call the roll and get uniformsaccording to the provided nameplate.
- Clean the machine and surrounding area before the start.- In the learning process: do not leave the position, keep quiet,practice and take notes as instructed by the trainer When themachine encounters a problem, it must be reportedimmediately to the technician and cannot be repaired.
- Clean machines after the end of the training period of theday.
Balance of training costsEstimated cost: VND 500,000/ worker/ monthActual costs:
- Cost of tea, snacks and pastries: 210 rations x VND20,000/ ration x 8 days/ month = VND 33,600,000
- Document printing costs: VND 15,000,000
- Expenses for the training committee (trainers, technicians):VND 200,000/ person x 8 persons x 8 days / month = VND12,800,000
Total: VND 61,400,000/ month
Trang 204.2 Contact the training partners, prepare the facilities
I conducted a survey of the company's garment factory to calculate the number ofmachines needed for workers during training and found that the number of sewing machineswas not enough for the workers to practice To minimize costs for the company, I met up withthe head of the supplies department to obtain statistics on the number of machines reservedfor the company and the number of machines serving the production If the number ofmachines of the company is enough, the company will not need to add sewing machines toworkers Once I got the data, I found that at present the number of sewing machines of thecompany is not enough for the training plan even when using up the current stocking machinein the company In addition, this amount is not enough and the company will need to addthem after the training plan ends for the export garment workshop I reported the situation tothe management of the company and then the company decided to add 30 JUKI sewingmachines to both training and production In addition, the board of directors also sentrepresentatives of the technical department and department heads to the factory to inspect theworkshop and recalculate the installation location so that enough space was available for theadded workforce in the coming time.
4.3 Collect results, evaluate the initial quality of the training plan
At the end of the first month of the training plan, my assignment was to collect trainingresults based on assessments from workers and trainers to assess the quality of the trainingplan along with the issues for improvement (if any) so that the training plan in the future isbetter.
Trang 21 Completion rate of training programs:Basic knowledgeIdentify errorsUse industrial sewing machineUse ancillary equipment0%10%20%30%40%50%60%70%80%90%100%8664795514362145UncompletedCompleted
It can be seen that the majority of workers attending the company's training course inthe first month have completed and achieved good results in basic training and skills training.However, there are still a number of workers who have not yet completed the program, inparticular, the trainings on identifying defective products have 36% of the workers failing,training in using garment auxiliaries also have up to 45% of workers failing to meet therequirements Based on the test results at the end of the month, I surveyed the opinions ofsome workers and they said that the training program of the company has very practical andattractive content However, the reason why they did not catch up with the lecture wasbecause the trainers instructed quickly, they did not have time to practice and systematized theknowledge they had been trained.
Post-training work efficiency:
Summing up the first month's training plan, I met the person in charge of the garmentexport workshop to assess the level of work done by the workers in the workshop and theproductivity of the month The results are shown in the table below:
March (800workers)April (1000workers)Compare April/March (%)Total product in the month 630,000 pcs 940,000 pcs Increase 50%
Labor productivity (Averagenumber of products/ one workerper month)
Trang 22It can be clearly seen that the company’s production capacity increased significantly inApril after the company added 200 employees to the workshop, up to 50% from March Theaverage labor productivity per worker in March was only 787 pcs per month and increased tonearly 20 per cent in April as the company added workers It can be seen that the initialtraining of the company has brought good results and improve the overall productionefficiency throughout the workshop At the present, with the increasing number of ordersfrom partners, the increase of production capacity is necessary to meet the requirements ofpartners
Evaluation of the company's training plan:
I have created a survey for new employees of the company for the purpose of gatheringtheir opinions about the training plan Here is the survey sample:
After collecting enough comments from 200 workers, I conducted a data analysis andlearned that the company is doing well in the training plan However, there is still a certainpercentage of unsatisfied workers The content of the training program has the highest rate ofdissatisfaction, 38% of the total Followed by the team of trainers still not satisfied with 24%of workers participating in training As I have analyzed above, for the content of thecurriculum, although it is practical and attractive, but the transmission of the mass of
Satisfaction of the training course in April:
Very unsatisfiedUnsatisfiedSatisfiedVery satisfiedContent of the training program
Team of trainers
Application of training content and work
Post-training work efficiency
How long do you expect the training duration to last?
Less than 6 months 6 - 9 months 9 months - 1 year Over 1 year
Are you not satisfied with any aspect of the training program?
Trang 23knowledge in a short time as present without the practice will bring the opposite effect to theworkers involved in training
For the other two criteria, only 14% of the workers were dissatisfied with theapplicability of the training and 5% were not satisfied with the performance they receivedafter the first month of training
Content of the training programTeam of trainersApplication of the content of training into the workEfficiency of post-training work0%20%40%60%80%100%000038.5 2414 5443019.5 30.517.54666.564.5Very satisfiedSatisfiedDissatisfiedVery dissatisfied Sub-questions:52%25%18%6%
How long do you expect the training duration to last?
Under 6 months6-9 months9 months - 1 yearOver 1 year
Trang 24company may put into other training plans for the workers after a period of time, which mayprioritize focused training and specialized skills training to improve their skills and bringcompetitiveness, advantage when bidding orders because the company’s staff are alwaysguaranteed and improved in time to meet all needs from partners.
5 Solutions to improve training efficiency of VIT Garment5.1 Improve post-training evaluation efficiency
Evaluator
To assess the quality of training, we have six groups of people who will evaluatetraining effectiveness:
- Personal staff (self-assessment)- Colleagues of employees- Direct managers
- Administrative staff- Trainer.
With the assessment of these five groups, the effectiveness of post-training evaluationwill be objective and avoid unnecessary trouble.
Assessment process
Pre-training evaluation Staffs and direct management are the two direct participants inthe assessment.
Evaluation during training Staff, trainers and training officers evaluate trainingeffectiveness together.
Post-training evaluation Degree of the employee, assessment of the direct managementlevel and customer are used for evaluation
Evaluation of 1 month after training: Evaluation of direct managers, colleagues
1 Pre-training evaluation
1 Pre-training evaluation
2 Evaluation
Trang 25Evaluation of 3 month after training: Evaluation of direct managers, colleagues
Evaluation of 6 month after training: Direct management level, colleagues, trainingofficers
Level of assessment:
- Level I - Attitude: Are learners happy with the training program, trainers andequipment? Does the course has benefits for them? Are there any achievements?
Evaluation method: Asking the trainers to do the Pre Test and Post Test in a relativelyaccurate manner to assess the participants' learning outcomes (knowledge, skills andapplicability).
- Level II - Learning: Qualifications and skills that the learner achieved after the course.Evaluation method: Writing exam, hypothetical situations, observations, interviews - Level III - Behavior: What is the difference between behavior of learners after learningand before learning? Do they use the knowledge and skills learned in practice?
Evaluation method: Collect information on the results of work from: Superiors - Samelevel; Subordinates - Customers
- Level IV - Overall evaluation: The level of progress of the bank /unit after the training.Evaluation method: Evaluation on Risks Spirituality; Quality Cost; Productivity -Profits; Revenue
5.2 Improve the connection between recruitment and training
As I see it, the development of the company's production orders is a good sign that thecompany is a reliable manufacturer in the market However, it is also because of the increasedworkload that led to the company's massive recruitment without plans and forecasts If it isprolonged, it will eventually cause the company to lose control over the employee’s overallqualification level, increase training costs and sometimes affect productivity To change thesituation, I suggest:
- Improve linkages between departments, production workshops with HumanResources to have continuous information on the production situation, work needs andpersonnel of the department to have solutions and specific plan.
- There are forecasts in terms of workload, long-term manufacturing activities toprepare the right workforce.
- Recruiting activities should be accompanied by training soon after to improve theeffectiveness of the newly recruited personnel.
6 Evaluation of internship results6.1 Errors and difficulties
Lack of effort and logical thinking in work: While working and exploring current
Trang 26deeper understanding of the information, only narrowing down on what I was exposed andafraid to study issues related to tourism specialization This made me fell depressed and fail toexpress great efforts in my work When I saw the pace of my work and project being affected,I was self-motivated and more dedicated to my job, studied the information I had and got backthe schedule quickly
Arbitrarily making decisions that do not yet have consensus of the bank: The
specialty of my job is to work with many other departments, check the facilities and man-dayof employees Sometimes I voluntarily added production equipment without prior notificationto the manager Although this did not bring any bad problems, I was reminded and needed todraw lessons in the next time.
Difficulties in communication: The difference in age and experience between me and
the older staffs in the department of general administration led to the distance incommunication and information sharing Introducing myself and getting to know thecompany's employees initially had some difficulties and gave me scaredness from theemployees After a period of time, this problem was no longer because I demonstrated theability in work and friendliness of people with the company.
6.2 Experience gained
- I had a chance of working in a professional working environment, with the skilled andenthusiastic colleagues.
- For the first time I was seen and participated in a system of recruiting, training theactual staff on large scale The fact there are a lot of difficulties in the process of organizationand not as simple as the theory
- Enhance skills of persuasion and negotiation through meetings and exchanges withcolleagues
- Apply the knowledge of individual subjects on regular work day and projects, such asthe methods of collecting information, analyzing financial reports, planning careers.
7 Conclusion