Solutions to improve human resources training at vtc digital company

NATIONAL ECONOMICS UNIVERSITY NEU BUSINESS SCHOOL gh iệ p BUSINESS SCHOOL p Tố tn Solutions to improve human resources training at VTC Digital Company : SAI THI HUONG LY Ch Student uy ên đề th ực tậ Bachelor of Business Adminitration in English (E-BBA) Thesis Class : E - BBA 4A Student ID: 11122421 Supervisor : Dr TRAN THI MINH HUONG Hanoi - 2016 ACKNOWLEDGEMENT This thesis was completed as the very last requirement of Bachelor of Business Administration in English (E-BBA program), Business School, and National Economics University Firstly, I would like to express my sincere thanks to all lectures of NEU Business School and associates, who have equipped me with a lot of valuable Dr Tran Thi Minh Huong for her immense practical help during the whole gh – iệ p knowledge and skills for my life Especially I am deeply indebted to my supervisor tn process of my thesis work Thanks for your guidance and knowledge which are of great help for the work Tố Secondly, I also would like to say thank sincerely to VTC Company for p giving me the permission to commence this thesis in the first place and allowing me tậ to the gather as many data and information as possible for my thesis Their ực feedbacks and interview answers on my survey are highly appreciated since I find it th important and necessary for me to complete my work effectively đề Finally, I would like to express my appreciation to my family, my classmates Ch uy ên and my friends who always supported and were beside me during my study Sai Thi Huong Ly Hanoi, January 2016 TABLE OF CONTENTS Ch uy ên đề th ực tậ p Tố tn gh iệ p ACKNOWLEDGEMENT LIST OF FIRGUE LIST OF TABLE EXECUTIVE SUMMARY CHAPTER 1: INTRODUCTION 1.1 Rationale 1.2 Research objectives .2 1.3 Research questions 1.4 Research methodology 1.4.1 Research process 1.4.2 Data collection .3 1.4.3 Data analysis 1.5 Research scope .4 1.5.1 Geographical scope .4 1.5.2 Subject scope 1.5.3 Time scope .4 1.6 Research structure CHAPTER 2: THEORETICAL BACKGROUND ON HUMAN RESOURCE TRAINING 2.1 Overview of human resource training .5 2.1.1 Concept of human resource training .5 2.1.2 Role of human resource training 2.2 Human resource training process 2.2.1 Establishing a needs analysis 2.2.2 Developing training programs and manuals 11 2.2.3 Deliver the training program 14 2.2.4 Evaluate the training program 15 2.3 Factors affecting human resource training 18 2.3.1 Internal factors .18 2.3.2 External factors 19 CHAPTER 3: HUMAN RESOURCE TRAINING AT VTC DIGITAL 20 3.1 Overview of VTC Digital 20 Ch uy ên đề th ực tậ p Tố tn gh iệ p 3.1.1 History of VTC Digital .20 3.1.2 Organizational structure 22 3.1.3 Features of VTC Digital influence the training of human resources .23 3.1.4 Quality of VTC’s Human Resource .30 3.2 Assessment of human resource training at VTC .34 3.2.1 Training needs assessment 34 3.2.2 Training Design: 37 3.2.3 Training Implementation .51 3.2.4 Post-training Evaluation .53 3.3 Assessment of human resources training at VTC 55 3.2.1 Assessment of the factors affecting the training and resource development workforce at the company: 55 3.3.2 Achievement 56 3.2.3 Shortcoming and reasons .57 CHAPTER 4: SOLUTIONS TO IMPROVE HUMAN RESOURCE TRAINING AT VTC 61 4.1 Development orientation of VTC 61 4.2 Solutions to improve human resource training at VTC 65 4.2.1 Improving the training of human resources 65 4.2.2 Improving the quality of HR Department’s Employees .71 4.2.3 Completing the the regulations and policies related to training of company 72 4.2.4 Some other solutions in order to improve the training of human resources in companies VTC Digital 73 CONCLUSION .74 REFERENCES .75 Appendix Survey questionares for employees 76 Appendix 2: Interview questions for managers 79 LIST OF FIRGUE Figure 1.1: The process of conducting research Figure 2.1: The process of HR trainning Figure 3.1: TV signal receiver/decoder device 21 Figure 3.2: Organizational Chart at VTC Digital 22 Figure 3.3: The percentage of employees by department at VTC Digital 25 Figure 3.4: Statistical descriptive of Age .27 iệ p Figure 3.5: Statistical descriptive of Gender 29 gh Figure 3.6: Educational background of employees at VTC 30 Figure 3.7: Statistical descriptive of english levels 32 tn Figure 3.8: Training design process at VTC 38 Tố Figure 3.9: Participation Selecting Policy .41 p Figure 3.10: Teaching Quality 48 tậ Firgue 3.11: Encourage Trainning Policy 52 ực Figure 3.12: Training Program Quality 54 Ch uy ên đề th Figure 3.13: The results of the employee training company Digital VTC 2014 55 LIST OF TABLE Table 3.1: Revenue based on packages 23 Table 3.2: The employee’s ages at VTC 26 Table 3.3: The gender of employees at VTC Digital .28 Table 3.4: Educational level of employees by positions at VTC 31 Table 3.5: Computer skills of employees at VTC 33 Table 3.6: Training demand for marketing and sales campaign in 2014 35 iệ p Table 3.7: Summing up the situation employees recruitment at VTC 35 gh Table 3.8: The training needs developing markets in 2014 36 tn Table 3.9: The training needs of VTC ( 2013-2015) 37 Tố Table 3.10: Mean of employees satisfaction on participation selection policies 40 Table 3.11: Training programs for general staff and technical staff 2014 .42 tậ p Table 3.12: Training programs for management employees in 2014 .43 ực Table 3.13: Scale training follow the training methods( 2013-2015) 44 Table 3.14: Mean of employee’s satisfaction on training methods and contents 45 th Table 3.15: Statistics of teacher training programs implemented by the company .47 đề Table 3.16: Mean of employees evaluation on teaching quality 47 ên Table 3.17: Training funds and the use of funds in the company 49 uy Table 3.18: The use of funds under the legal training of company training VTC Ch 2014 50 Table 3.19: Mean of employees satisfaction on encourage training policies 51 Table 3.20: Mean of employees evaluation on training program quality 53 EXECUTIVE SUMMARY Training human resources is very important activities to maintain and improve the quality of human resources in the development of business services at VTC Digital company, is a precondition to economic efficiency in business and creating conditions apply its technical advances in the management and implementation of the business plan At the same time, meet the needs, aspirations and maximize creativity staff, professional staff make their engagement with the company.As iệ p businesses in the service sector, as well as other businesses, VTC Online is facing gh very difficult situation in the investment of qualified staff, appropriate for corporate tn development VTC stated that, one of the most important prerequisites for growing companies, is beyond available resources, companies need to have the human Tố resources to assume the key position, able to steer and develop company p After a period of practice in company VTC , I noticed one of the factors that tậ determine success in business and production activities of the company is the ực quality of human resources So along with understanding the general activities, they th go deep into the baseline study for the training of human resources in companies đề On the basis of an assessment of the advantages and the problems still exist, they ên offer a number of measures to contribute to improve the training of human uy resources in companies The theme is based on the method of data collection is The data were collected Ch as the syllabus Employees Management, Human Resource Management is taught in the university sector in Business Administration, Human Resource Management; documents on employees, human resources management on the Internet, books and the primary information and secondary concerning employees administration gathered at VTC Digital Company Methods of analysis, synthesis: study books, professional journals, reports on the status of human resources Statistical methods and statistical analysis: statistics, detailed analysis based on actual data at VTC Digital company, the policy was implemented from 2013 to date, found the limitations so that as a basis for proposing measures to complete the construction of model solutions to improve the quality of employees resources in the company During an internship at the company, the author has found company VTC exist - No clearly defined needs and who need training - No remuneration policies encourage employees to attend the training program So not attract many participants training - Long-term training plan of the company is limited and unclear so often in the passive when there are volatile changes in production and business iệ p - After the training is still an object of less-skilled employeess, does not meet gh the requirements many drawbacks in the process of training employees tn Since then, the author has proposed some solutions to improve the quality of training of company employees: Tố    + Improving the identification of needs for training and human resource p development tậ    + Training objectives must be built specifically and clearly ực    + Improving training programs, diversity training methods develop human th resources ên + Choosing qualified teachers đề    + Select objects with appropriate training and objectivity uy    + To mobilize additional financial resources for the training program Ch    + To complete the evaluation of the results and effectiveness of the training CHAPTER INTRODUCTION 1.1 Rationale Vietnam officially joins the WTO marks a new development period - the period of comprehensive integration into the world economy That has created opportunities as well as unprecedented challenges for Vietnam enterprises to survive and grow in the fiercely competitive market It requires enterprises to iệ p Vietnam need a dynamic, creative and seize business opportunities and gh continuously improving quality product To achieve that businesses need to promote tn all resources, including the need to focus on human resources - the most important resource in an organization Tố For although our country is a country with abundant human resources, but p most are not trained, qualified skills are limited So in economies increasingly fierce tậ competition, science and technology are making progress every day, every hour; ực Businessregardless of the career training of a team of human resources with high th quality and use of human resources was the most effective way đề Training of human resources is very important activities to maintain and ên improve the quality of human resources in developing business services company uy VTC Digital shares, is conditionaldecisions to economic efficiency in the business, enabling voltage its technical advances in the management and implementation of Ch the business plan At the same time, meet the needs, aspirations and maximizecreativity staff, professional staff, creating the mountbunch of them with companies As well as other businesses, VTC Digital is facing very difficult situation in the investment of qualified staff, appropriate to the development of company VTC stated that, one of the most important prerequisites for growing companies, is beyond available resources, companies need to have the human resources to assume the key position, able to steer companies In the market economy today, all resources are limited so a company that wants to create a competitive advantage in the market, the human element of the company plays an important role Therefore, all organizations, all focused on the training of its human resources in order to improve knowledge and skills for employees contribute to increase profits and market competition Given the fact that, in time to be practicing at VTC Company i decided to choose the topic “ Solutions to improve Human Resources Tranning at VTC Digital Company” From the study of the problems exist in the training of human resources, I wish to propose iệ p some useful solutions aimed at improving the human resource trainning process, gh creating competitiveness for companies operating in the global economy tn 1.2 Research objectives Based on problem statement above, research objectives will be: Tố  Overall objective: offering complete solutions in training of human p resources at VTC Digital company, giving the company a workforce with tậ professional qualifications ực  Specific objectives: th  To determine the factors affecting HR training đề  Clarifying the rationale system of training of human resources in business ên  Analyze and evaluate the status of training of human resources in companies uy VTC Digital Ch  Analyze the cause exists and give some solutions in order to improve the training of human resources in the company 1.3 Research questions Then, research questions will be:  What are the factors affecting directly HR training at VTC ?  What is the status of HR training at VTC?  What are possible solutions to improve HR training at VTC? 4.2 Solutions to improve human resource training at VTC 4.2.1 Improving the training of human resources 4.2.1.1 Completing the identification of training needs Identify training needs of employees in the company is one of the important steps and crucial to all the training of human resources in any enterprise If identifying training needs, the consequences are not exactly happen will be very difficult to overcome Currently in the company, identifying needs not based on human resource planning; analyze and evaluate job performance In order to iệ p determine the training needs of companies is accurate and effective, companies gh need to consider the following issues: tn a) Mapping human resource planning: The training plan will identify workforce training needs of human resources of Tố the company need training how many people with skills such as how and p qualifications of the stars On that basis, the company helped establish training tậ plans specific detail Plan human resource training includes following stages: ực Stage 1: Analysis of the use of human resources and predictable supply of đề Stage 2: Prediction of human needs th manpower ên Stage 3: Balancing supply and employees demand uy Stage 4: Develop measures to implement Here are steps determine manpower plan correctly, companies comply with Ch this process will determine the planning of human resources and their manpower needs in the future, thereby determining the next training plan correctly b) Perform analytical work: The identification of training needs to be based on the analytical work of the company in order to determine the work that is currently the focus and match the production requirements of the company business From identifying key tasks in each period that could identify the skills and knowledge need training for employees of companies To perform the analysis work effectively, the company needs to build complete job description, the job performance requirements to 65 each location, job title To conduct analytical work and building descriptions, companies should perform the following steps: Step 1: Define the list of work to be analyzed depending on the nature and importance of the work that each company identified the need analytical work such as manager, accounting, production employees Step 2: Identify the resources involved in the analysis process: can the board of directors, deputy heads of departments or production teams Step 3: Gather information necessary for job analysis process through iệ p questionnaires and interviews directly to employees or through observation gh employeesers work tn Step 4: Handling of information gathered and write a job description, the job c) Completing the performance evaluation system work: Tố requirements for the job done p Review work performed provides specific information about the skills that tậ employees have no or weak during job performance From there, determine more ực precisely the employees need skills training, additional knowledge to meet the work th requirements in place It is possible that the assessment of the work performance of đề the company is still sketchy and not built system evaluation criteria So the ên evaluation of companies are not really effective To well the identification of uy training needs, companies need to build a system and method of job evaluation Methods of assessing the most effective work can mention scoring method based on Ch the standard system the work In order to assess the work done effectively, companies should pay attention to the following points: - Training of reviews: Company should train their evaluators to understand the purpose of the assessment, understanding and evaluation system operators as well as the methods of performance evaluation and information work employees There is such a performance appraisal results new job correctly, ensure fair and effective - Establish criteria for evaluation board officials and employees to each specific job function and the feedback from the employees directly 66 - Evaluation of work efficiency to bring, all must be accurately quantified in economic indicators brought 4.2.1.2 Define specific, clearly training objectives For each specific audiences, companies should set targets they need to reach duocsau each training course These goals are both specific criteria to guide the training viectrien, both as a basis for evaluating the effectiveness of training clearly tortured them after the end of creation After defining training objectives, companies need common to all the departments and officers and employees of the iệ p company work together to perform gh 4.2.1.3 Complete the identification of training objects: tn The determination of who gets training has been defined quite clearly but not well implemented has led to the identification of training objects are not accurate Tố The training program must demonstrate clearly that for? Subjects like? It is the p people who are lack of knowledge, what skills? That person can afford to acquire, tậ health and time to participate or not? The attitude of the people there how to train? ực Training is finished he will do? Use like? Answer the questions on the sure steps th targeting training at the company accurately and efficiently đề For example, long-term training will not choose the subjects were over 50 ên years old that will choose the younger age employees Because, while the ability to uy acquire knowledge will be greatly limited, employees afraid to go to school, training is complete, they will not be able to devote a lot for the company If they Ch still choose to go long-term training is very inefficient and wasteful For today's companies need to train the following subjects: - The HR Department: Need training expertise on employees, salary and knowledge of new regulations relating to officials in charge of salary - The Business and Planing Department: Needed most are still adequate financial management to analyze the financial situation correctly to figure out the strengths and weaknesses of the companies from which to advise the leaders of the the proposed business strategy - The Accounting Department: This is the department with the thinnest force 67 but the actual amount of work no more So just short training courses relating to taxation, the guidelines of tax procedures, new taxes and new tax regulations - The TV Department: Additional to the employees group quality management system receivers and product knowledge of this segment to accelerate the build system Also need to train, improve supervision of installation, the techniques of production and make TV programs etc 4.2.1.4 Completing the program and diversification of training methods, development iệ p a) Completing the program and diversification of training methods, gh development tn In recent years, companies not implement foreign language training programs and information for staff, although currently these skills are really needed Tố This is something that companies need to pay more attention in the training of the p next year tậ Contents of the training program for production staff and technical employees ực of the company should be detailed and more specific The contents include: đề + Time: concretized in each sector th + The number of people, in any unit ên + Tuition per course uy + The number of courses: theory and practice + Lessons: For example can the 50% theoretical lessons, practice lessons of Ch 50% or, depending on the object and purpose of the training school + Location of training: courses in enterprise infrastructure advantage in enterprises, or training posts in the schools where the company has a contract + Teachers + Class time: time a lesson and the lesson of the day Also, in order to bring practical results for the training program; when selected by the teacher, companies should organize workshops to disseminate the training goals and for the teachers to learn practical business and production company Training programs need to be close cooperation of teachers and employees who 68 have experienced long years Thus, a new training program to meet the training objectives of the company, has brought new knowledge to employees, to close to reality for the employees have the opportunity to apply in practice more b) Diversify training methods - Regularly open conferences and seminars to exchange experience between individuals and collectives These discussions could proceed immediately in your business, can also colemployeesate with other companies in the same industry The company should expand the scope of training to training abroad as sending people iệ p abroad to study, practice, visit the large companies overseas to learn management gh and science and technology, partly considered their knowledge to produce more tn knowledge about retraining the employees in the company - Combine Training at work and outside of work to save training costs The Tố Company may appoint department heads or staff attending promising professional tậ company of the sessions at the company or mentoring for p training courses at regular schools Then this team will be the lecturers in the ực 4.2.1.5 Improve pedagogic for the contingent of teachers in the company th The ability to convey the teachers have a great influence to the ability to đề acquire knowledge and learning spirit vien.Vi so choosing teachers had experience of human resources When selecting faculty uy success of the training program ên and pedagogical qualifications are weak very important factor contributing to the companies concern the following issues: Ch  The company however has focused on the selection of teachers in companies are those with seniority, experience However, the majority of these teachers have no pedagogical imparting knowledge so difficult So companies can send them to school classes short pedagogical training at the center -And One more thing is whether teachers choose teaching as an expert or an elite staff, the most important thing is to pay attention to issues such as enthusiasm, teaching skills, their level with people The choice is a good teacher will help successful training program to 50% 69 4.2.1.6 Mobilize and strengthen the cost of training Whatever the financial activity also plays an important role in deciding the work he has done or not? The training of the company VTC Digital is not the exception Training costs can be causes for the effective training of the company is high or low We can see current training budget of the company is limited, and depends mainly on tax profit of the business Your deduction amount for training is low (5% of profit after tax) The company should mobilize maximum financial resources to set up a training fund for the company After training, the iệ p settlement company should implement training costs for each subject and for tn 4.2.1.7 Completing the evaluate the results and efficiency of post-training gh each expense item to use this funding effectively a) Completing the evaluate the results Tố Currently, companies evaluate training results mainly on the learning p outcomes of the training and only consider academic performance of students tậ through the transcripts, certificates, diplomas and investigation through rubric ực assessment of students on training programs To the assessment results are th accurate after training; Companies should be used in conjunction with student ên assessment programs and training results đề evaluation forms and evaluation forms for teachers teaching more comprehensive uy  However, to achieve efficiency and accuracy in training, companies need to consider the construction of the training concept accurate assessment for the Ch employees and employees The management team and all officials and employees in the company to be aware of the role of evaluation, implementation activities honest objective assessment Employees need to join with state assessment sincerely, seriously, because through evaluation, management can improve management capacity, trainers can improve teaching competencies, supporting the work on target training, employees can learn a lot of knowledge, skills and attitudes more targeted In addition, companies should consult with the managers, the immediate superiors of those who received training in progress, their restrictions after the 70 training process Implementation compare the trained and untrained to see the difference Conduct interviews, examination of the knowledge and skills that students have learned to see them applied in real like Thus the company can assess the quality of comprehensive training courses b) Completing the evaluate the efficiency The evaluation of the effectiveness of training is done quite well in the company However, to evaluate the effectiveness of the training program is better, iệ p in the future need to further develop new evaluation methods and effective to add gh Especially needed studies to determine the effectiveness of the training of the real tn impact on revenue and profits companies like? The effect of spending a training contract for the collection of capital is how much revenue? If done this addition, the p 4.2.2 Improving the quality of HR Department’s Employees Tố company will assess the exact effect of training resources for staff in the employees department ực tậ 4.2.2.1 Implement training and enhance knowledge and experience in human th Organize more training courses on human resource management, training đề selection of high quality, can long-term training, the employees department staff to ên improve the efficiency of work done Strengthening the organization and uy participation in seminars and conferences on human resource management May send officials to participate in short-term training courses to update knowledge Ch 4.2.2.2 Good implementation of employees recruitment: Implementing well the employers to recruit the employees are highly qualified, especially additional employees staff for Sude's department to improve their skills to help them perform better functional training than The company should also pay attention to measures to attract outstanding students graduating specialized in construction, human resource management and employees economics in order to rejuvenate yourself further service workforce strategic objectives for the future 71 4.2.2.3 Additional training for employees Additional training for newly hired employees before adding to the other department, so newly hired staff have the skills and practical work experience more In addition, the company should have policies to attract talent and compensation they deserve to get them when they will be assured of work and his dedication to the company The remuneration policy may be on salary, bonuses, benefits, conditions and working environment, promotion opportunities if these policies certainly performed well in particular apparatus and staffing companies say General iệ p will attract and develop the full potential of this talent gh 4.2.3 Completing the the regulations and policies related to training of company tn Regulations related policies have a significant impact on the effectiveness of - Developing training regulations; p - Policies to encourage and support people to be trained; Tố training as: tậ - Policy layout and use employees after training is complete; ực - Regulation of the payoff for trained employees th Once these policies perform well will create favorable conditions for the đề employees assured, enthusiasm and satisfaction with training Improving ên regulations on training helps employees feel more equal training when all standards, uy evaluation criteria and methods are clear rules and clear Avoid suspicion envy, creating more cohesion in the team Policies to encourage and support employees Ch will help alleviate the difficulties, more convenient when attending training create and enthusiastic participation, psychological comfort so effective training will also be higher Policy payoff will encourage and enhance the responsibility of participants And policies layout using employees after training is finished, the main cause for motivation in training and employment of employees If a person knew he was promoted and this training is to help her make good the work ahead to make sure he will be happy and try my best Or theywill be very eager to receive training in a positive way when he knows after training is completed, they will be provided with 72 a lucrative job with a high salary and advancement opportunities So these policies need to be finalized and implemented in the best way to improve training efficiency 4.2.4 Some other solutions in order to improve the training of human resources in companies VTC Digital The company should take measures to alter the impact of the employee awareness training to develop knowledge for themselves to the employees actually have received proper training of human resources of the organization for iệ p themselves gh Strengthening expand cooperation with enterprises and training institutions in tn and outside the province to update the knowledge of modern training methods, while expanding colemployeesation will help companies perform more active, Tố better training programs In addition, companies can jointly organize other p businesses learn from each other to exchange experience and methods of training to tậ perfect together ực Hiring of consultants for training, development of human resources to th coordinate them find problems exist and outline more appropriate direction, Ch uy ên company even more efficient in the future đề overcome some of the problems are limited to the training and developed at the 73 CONCLUSION In fact, successful businesses are known to promote and effectively use its human resources Today, all organizations now consider human resources as the "property" of their own, but the goal of every business is profit, but the profit increase was the increase of corporate assets up So companies want to increase the "assets" of his human resources to implement that goal, training is the most effective solution iệ p VTC Digital Company is a fledgling enterprise, but the company has achieved gh remarkable progress in the development or trade Although very interesting and tn may n vomiting that have built the process of training of human resources, but there are still some limitations to overcome Tố Learn, study the issues of training at the company will be able to understand p part of this situation in the enterprise today With the enthusiastic help of employees tậ VTC Digital and apply the knowledge that I've learned, all thesis was initially ực analyze and come up with some solutions to complete the training developed in th company VTC Hopefully it will help companies in the implementation of its Ch uy ên đề training of better and more 74 REFERENCES Edward E Lawler III; John W Boudreau,2009, Achieving Excellence in Human Resources Management: An Assessment of Human ResourceFunctions Edward E Lawler III; John W Boudreau, 2012, Effective Human Resource Management: A Global Analysis John H McConnell, 2005, How to Develop Essential HR Policies and Procedures gh Evaluations, Documentation, Benefits, and Everything Else You Need to Know iệ p Max Muller, 2009, The Manager's Guide to HR: Hiring, Firing, Performance tn Ronald R., 2002, Organizational Success through Effective Human Resources Management Tố Dennis R Briscoe; Randall S Schuler Routledge, 2004, International p Human Resource Management: Policy and Practice for the Global Enterprise tậ Reports: ực VTC company, reports results of production and business activities in 2013, th 2014, 2015 đề VTC company , Financial Reports Audited 2013 2014 ên VTC company , Final Report 2014 2020 period piece uy VTC company, Planning Training and Human Resources Development 2014- Ch VTC company , Process of formation 75 Appendix Survey questionares for employees SECTION A: As a part of requirement for the award of Master of Business Administration Degree, the purpose of this study is "Improving HR training at VTC", with expectation to serve customers increasingly better Please help me complete this study Any information you provided will be treated in STRICT CONFIDENCE I truly iệ p appreciate your time and effort gh Best regards tn Section A: Demographic information Gender Tố  Male tậ p  Female Educational level ực  PhD th  Master đề  Bachelor ên  Diploma Ch Age group uy  Below  Less than 25 years old  25-30 years old  35-40 years old  40-45 years old  45-50 years old  >=50 years old 76 Department  Human resource and administration department  Internal control and compliance department  Accounting department  Business and planning department  Television Department  Customer Services Department Thank you very much for filling in the questionnaire Please read and answer each iệ p statement by circling as your response: gh SECTION B: tn Based on your experience, please rate the following question from 1-5, as 1- Strongly Agree, 5Strongly Disagree Tố Statement tậ p The policy encourages employees to participate in training programs are very reasonable ực You are excited and want to participate in the training th program of the company ên participate in training đề The company facilitates money and support you to uy Reward policy staff well trained are very properly Ch Policy selected the training participants abroad fair and clear Object selection method of training meet the needs of staff Subjects training options is reasonably necessary to participate in training Presentation skills of the instructors are good and you can easily understand Instructors have deep knowledge and experiences 10 Quality of training program is good providing practical significance 77 11 The training program was prepared carefully 12 The training program attractive and appealing, clear and easy to understand 13 The program has helped you 14 The training program in accordance with current job 15 The encourage training policies are very reasonable 16 Supporting and money for employees to take part in training iệ p is enough Ch uy ên đề th ực tậ p Tố tn 18 You agree to join the next human resources training courses gh 17 The reward for good training employees are appropriate 78 Appendix 2: Interview questions for managers How you assess the training needs of the organization for a period of organizational capacity? Does it really need to speed up the training of staff? How to think about the mission of the organization in the near future and in the long term for design traning program? The training process in the company now has a full guarantee and reasonable yet? Main changes in management's comparisons between the current period and iệ p the past is what? gh What are the main factors causing these changes? tn What is the most difficult in the management of staff training at VTC? How you can accurately assess the real capabilities of your staff? Tố VTC is focusing on the training of public employees? p Are you willing to provide support for the training is a top priority? tậ 10 Do you provide any motive or promotions or incentives for employees ực after training? th 11 Do you directly manage the selection of teachers trained? đề 12 Do you spend a lot of time appropriate to evaluate the performance of ên employees after training? Ch uy 13 What is HR Department must to improve training activities at present? 79