Trang 1 THƯƠNG MẠI UNIVERSITYFINANCIAL – BANKING – INSURANCEASSIGNMENT REPORTSUBJECT: HUMAN RESOURCE MANAGEMENT Trang 2 CONTENTSINTRODUCTORY...4I/ Actual situation of training and human
Company overview
Company formation and development
Company name: Nhat Duc Equipment Joint Stock Company
Address: No 27/40 Lach Tray Street, Lach Tray Ward, Ngo Quyen District, Hai Phong City
Business license: 0201159713 Date of issue: 21/01/2008.
+ Trading, repairing, maintaining, installing and guiding the use of medical equipment and supplies.
+ Emergency transportation services for patients, transportation of passengers and goods by road.
+ Import and export business of pharmaceuticals, cosmetics, biological products, testing chemicals, food, vocational training equipment, electrical and electronic equipment, telecommunications equipment, specialized ambulance cars, umbrellas cars, motorbikes of all kinds.
+ Consulting, trading, installing and building medical and industrial wastewater treatment systems.
+ Trading and supplying compressed air systems, pressure suction, medical oxygen, CO2, liquefied nitrogen, liquefied gas for medical and industrial use.
Nhat Duc Equipment Joint Stock Company was born on January 21, 2018 under the establishment decision No 0201159713 of the Department of Planning and Investment of Hai Phong City.
As a joint stock company, the Company's head office is at 27/40 Lach Tray, NgoQuyen, Hai Phong, the Company has its own seal and has an account at BIDV.
Nhat Duc Equipment Joint Stock Company has legal status, has statutory rights and obligations, is self-responsible for business activities registered under business law and has obligations to the state bank.
Mandates
DUCNHAT is and will bring many practical technology solutions to contribute to meeting the needs of healthcare, education, technology, hospitals, businesses and households to improve the efficiency of production activities business.
Strictly abide by the policies, laws of the state and international practices in the fields related to the transportation of goods, import and production, financial regulations, fixed assets and liquid assets.
Organize business activities throughout the company to achieve the goals set by the company.
The company must conduct business planning to submit to superiors and organize the implementation of the assigned targets.
Ensure the lives of employees, distribute income fairly and ensure safe working conditions.
Company development direction
The company will deploy access to the latest medical equipment, the most advanced technology, with affordable prices and easy accessibility to serve customers On the basis of direct relationships with world-famous equipment manufacturers, DUCNHAT is always ready to serve customers at any time, anywhere to help customers solve problems, and at the same time provide equipment quickly with a warm attitude Love, dedication to the profession ensures long-term reputation and trust of customers.
About the market: DUCNHAT provides medical equipment, testing equipment and chemicals to central hospitals, hospitals and private clinics in the northern and central markets It is expected that by the end of 2015, DUCNHAT will open a branch in Quang Binh.
DUCNHAT always has access to the latest and most advanced technologies to serve customers.
Strengthen and expand cooperation relationships with domestic and foreign firms to provide medical equipment, modern medical technology, high quality medical services and reasonable prices to meet demand increasing number of customers.
The company always believes that the success of the business depends greatly on the human factor, so the company always invests in developing human resources, focusing on recruiting and training young staff to go on training overseas, has the capacity to meet the expanding development and maintain the position of a pioneer enterprise in the fields of medical equipment, medical services, and medical technology transfer.
With a staff of university graduates and post-graduates who are experienced, enthusiastic and highly responsible at work Therefore, the company has won the hearts of many customers across the country In addition, we also have special support from foreign technical experts and collaborators who are currently masters and doctors at training and teaching schools.
The company's business results
1 Businesses that collect goods and provide services
5 Total accounting profit before tax
6 Current corporate income tax expenses
7 profit after corporate income tax
From the table above, we can see that the company's production and business activities are relatively stable, but increase unevenly over the years It is expressed through:
The total revenue of the company in 2014 was 12,883,006 thousand VND, an increase compared to 2013 (9,664,005 thousand VND) was 3,219,005 thousand VND and increased compared to 2012 (7,132,000 thousand VND) was 5,751,000 thousand VND) mainly due to the fact that in 2013, the company opened a new branch in Lang Son, because this is a new branch, the strategies and policies are not optimal, leading to insufficient sales much as well as for a reasonable price The slow consumption of products also depends on a number of objective reasons on the part of customers: purchasing power of customers, tastes, consumption habits, etc tools to regulate the company's business activities such as price policy, tax policy, etc By 2014, the company had taken appropriate measures to solve difficulties, so the company's revenue increased. compared with year 013
Profit before tax in 2014 was 965,710 thousand dong, an increase compared to 2013 (954,119 thousand dong), an increase of 11,591 thousand dong, equivalent to 1.2% From
2012 to 2013, profit before tax increased by 515,356 thousand VND, equivalent to an increase of 117% It can be seen that the growth rate of pre-tax profit in 2013-2014 was smaller than the growth rate of pre-tax profit in 2012-2013 Profit before tax in 2013-
2014 decreased due to the increase in production costs, selling and administrative expenses, so the profit decreased significantly, proving that the company's management and use of materials and labor are not suitable reason, or it may be because the company is pursuing a certain strategy in the coming years.
Profit after tax in 2014 was 724,283 thousand dong, an increase compared to 2013(686,966 thousand dong) was 37,317 thousand dong and increased compared to 2012(315,909 thousand dong) was 408,374 thousand dong.
Reality of training and human resource development of Viet Nhat
The reality of identifying training and human resource development
1.2.1.1 Training status of the company
The company relied on task analysis and job assessment to identify training needs. Specifically, the work has been carried out as follows:
- Determining the working ability and working level of employees in business activities,thereby finding out the shortcomings of their skills and qualifications such as:
+ Lack of qualifications such as expertise and skills, so it is not possible to best complete the work done.
+ Lack of necessary skills or errors when performing operations during work.
- Identify the company's needs for new knowledge and skills of employees in the company so that they have the knowledge and skills to perform work and meet the requirements of the job.
- Based on organizational change, from which to determine training needs.
- Based on human resource planning, analyze organizational issues such as productivity, quality of work performance, labor costs, etc., and assign responsibilities and obligations of each individual worker in the company company, then consider whether the assignment is reasonable or not, there are shortcomings that need to be supplemented, thereby determining the training needs.
- Identify training needs based on the company's existing funding sources from which to develop appropriate training programs.
The identification of training, retraining and management capacity improvement needs can be done in the following order:
+ Develop organizational design, design leadership development needs in the enterprise in all departments, on the basis of economic contracts or plans to expand production and business, policies and strategies of the enterprise
+ Build a job transfer table, promotion card: from which the enterprise identifies the training needs to improve the capacity of management and employees in the company as well as the potential for human resource development of the enterprise.
In the first quarter of each year, the relevant person in charge of the administrative - human resources department needs to determine the general training needs for employees and send it to his employees, to the head of the company's department Training needs can be identified on different grounds.
1.2.1.2 Regulations on training and developing human resources of the company
Nhat Duc Equipment Joint Stock Company conducts training and human resource development according to the general principles of the whole company The work is planned and trained by a team of highly qualified staff, experienced in organization, with a good sense of responsibility, always in compliance with the company's policies On the other hand, the company also has a policy to encourage employees to improve themselves, cultivate professional knowledge, and constantly innovate in the working process to help the company constantly develop.
- The standard conditions for employees sent by the company for training are the following:
+ Have professional qualifications The profession is suitable for the training program.
+ Successfully completing the assigned tasks, having self-efficacy, good qualities, and the ability to absorb new knowledge.
+ Have sufficient economic, family and health conditions.
+ Long-term commitment to the company: for those who are recruited into the company, the company must sign a retention clause after the company has trained them.
Based on the company's plan, based on the results of the business process, at the end of the year the company summarizes and makes plans for the next year.
In the first quarter of each year, based on the work needs of the company's existing human resources, the departments have training needs, make a list of employees in need or go for training.
The plan must clearly state the reason for the training, the training needs, the list of employees to be trained, the specialized training program, etc., then the HR department will make a specific training plan possible, budget and duration of training and then approved by the director.
For cases where additional training costs are incurred, they must report to the administrative - human resources department, clearly stating the reason and through the finance - accounting department to apply for more training funds.
These are the general training principles of Nhat Duc Equipment Joint Stock Company,the training programs over the years must comply with the above principles, in order to ensure the synchronization and stability throughout the company year after year.
The process of training and developing human resources in Nhat Duc
The Company collects information from three sources:
+ Source 1: The needs of officials and employees
From 2013 to 2014, the company recruited 20 more employees, including trained and untrained workers In company, the promotion and promotion takes place quarterly, any employee wants to improve management capacity, professional qualifications to be promoted.
+ Source 2: According to the company's orientation: the company gives long-term development orientation:
Create solid, competitive resources to meet the expansion in scale and quality to make the company a pioneer in the field of medical equipment and medical services Improve staff capacity through sales communication skills and foreign languages
+ Source 3: Business results of previous years
The company has considered through labor productivity, revenue, and profit over the years.
Labor productivity: in 2013 is 138.05 million VND/person, in 2014 is 143.14 million VND/person ð Through the process of aggregating resources, in 2014 the company raised the following human resource training and development needs:
- Demand for leaders: Annually appointing leaders of departments to participate in short-term professional classes and advanced classes on political theory
- Employee needs: Each department sends employees to study to improve their skills As of 2014, on average, each employee in the company was sent to train once.
Table 2.8 Employee training plan in 2014
Contents of the training program Subject Quantity
Political theory training Leading cadres 3
Take management and organization classes organizational staff 2
+ Ability to plan and organize the company
+ Set goals, develop strategies, plans to achieve those goals
+ Anticipate difficulties, obstacles and changes in the business environment.
+ Good communication and behavioral skills.
+ Create a good working environment (income, promotion opportunities)
+ Have research and preparation skills: equip employees with customer research methods to easily approach customers.
+ Diagnostic skills: equip staff to grasp customer psychology, diagnose how customers are in need of products.
+ Good communication skills: create friendly relationships with customers as well as colleagues.
+ Cooperation skills: employees create relationships with customers, expand customers. b) Knowledge
+ Have specific professional knowledge about the field of responsibility.
+ General knowledge of businesses, industries, related activities, business environment, law, politics, economy - society.
+ Knowledge of financial and quantitative analysis.
+ Proficient in using office software
+ General knowledge of the company or industry
+ Have specific professional knowledge of the assigned industry.
+ Do a good job every day.
+ Proficient in the use of office software.
First: Determine the training location
Training at enterprises: lecturers are employees at enterprises The company does not invite external lecturers to teach.
Training outside the enterprise: The company sends its employees to facilities and centers for training
Second, choose the form of training.
+ Enterprises self-train new employees
The company selects former employees with long-term experience and qualifications to guide or combine with trained and in-demand employees.
The company regularly coordinates with a number of training centers to organize courses for employees
Third, choose the training method
+ Mentoring and mentoring method: Good managers guide and directly supervise junior employees.
+ Method of sending people to study: the company sends students to the training center to learn and acquire new knowledge and skills.
Fourth, select the object to be trained.
- Training subjects are leaders, must ensure the following requirements:
+ Must have good leadership skills.
+ Successfully completed the task of leading the company to achieve the set targets. + Gain the trust of employees in the company.
- For officers, employees must meet the requirements on qualifications and qualities:
+ Have the qualifications and capacity to meet the training program
+ Have health and family conditions allow
+ Commitment to long-term commitment with the company after being sent to train by the company.
At the company, the company will send employees with long-term experience of more than 3 years, understanding and mastering all operating conditions of the company These people will work together to guide the weak new employees who need training
At the centers, teachers are selected by the center, these teachers have many years of teaching experience and are trusted by many companies. ã Sixth, estimate the cost of training.
In 2014, the enterprise had 36 trained employees, of which 34 were trained at the center (According to Table 2.8 Labor training plan in 2014) and 2 employees were trained at the enterprise.
Table 2.9 Statistics of training costs in 2014
Training content Quantity Cost/ 1 person
Advanced training in political theory, organization and management
The total cost for training in 2014 is: 62,900,000 VND, the cost for the courses on the company's basis is based on the survey results at the training institutions.
Expenses for training and developing human resources are deducted from the following funds and grants:
+ source of expenses from annual production and business activities.
+ source of support from the company's welfare fund.
+ support from the state budget or other funding sources
1.2.2.4 Implement training and development activities source core force a) Training outside the business
The company will support employees in terms of time and cost during reverse engineering In the process of employees going to training, the company also eliminates conflicts between those who take up positions, but mainly when employees go to school in the evening, it will be easier for the company's work During the training process, if there is a change, the human resources department will report to the company's leadership for timely handling. b) Training in the business
- Owner weak used for new employees of the company, new employees will quickly get used to the job, get to know colleagues as well as be able to get along with the new and possibly new team.
- Also can be applied to office blocks, sales staff when the training content create - no need ants If the system is systematic, it is possible to use the method of on-the-spot training and accompanying training.
- Here to be image the method of building a succession team through direct superiors teaching subordinates, doing so so that superiors and subordinates understand each other better, achieve higher efficiency in work and manage employees.
The company's training cost table over the years
The total cost of training
The average cost of training
Through the statistics of training costs, we can see that the total cost of training has increased steadily over the years, increasing by 33% in 2013 compared to 2012, corresponding to an increase of 10 million VND From 2014 increased 57.25% compared to 2013 corresponding to an increase of 33.9 million USD This increase increases the number of employees trained. ð In addition to training, human resources have been significantly improved and the company has realized the role and importance of the training process in order to improve the quality of human resources.
Fight price on training and human resource development force belong to
Identify training and development needs source core force
+ The company finds out the causes of bad work results such as: not training, training the wrong people for the right job, lack of automatic workers, feeling of being handled by the object or not fair.
+ Through the research process, the company has realized the importance of personnel training and development
+ Does the company build performance results? according to Love bridge ã Disadvantage:
+ Training is often based on the company's goals and not on the employee's aspirations to see if they encounter those problems at work.
+ Not have source of detailed information to assess the training needs of employees,through job descriptions, errors or omissions as well as feedback from customers to assess training needs.
Planning for training and human resource development
+ Detailed training plan, suitable to the current situation of the company.
+ The company has divided into separate levels to build training content: For important levels, training content needs to be trained outside, employees can be trained according to training methods reverse generation accompanied by pairs, so the company separated to easy manager physical
+ Set item specific goals for the company, identifying the knowledge and skills that employees need after being trained From there define a training plan designed to create goals ã Defects points:
+ Massive training, not identified training needs is an important and urgent need to focus on training first.
+ The learning method is still lacking and needs to be supplemented, the new lessons only stop at the theoretical level and have not yet gone into practice, leading to a gap between practice and theory.
+ In direction France Mentoring training, instructors are skilled employees or experienced employees in the company.
+ The company sets a high reward target compared to students going to school, so it doubles when putting pressure on students
The implementation of training and human resource development
+ The company chooses the form of training according to specific subjects.
+ The selection of reasonable and economical training methods
+ Training time is often too long.
+ Training content is more theoretical than practical
Evaluation of training and human resource development results
+ After each course, the company gives questions related to students' reactions after each course.
+ The company also has different assessment methods for each form of training, not applying a difficult assessment method.
+ After training employees can be promoted, transferred to better positions, suitable to their capacity and ability.
+ Hit price The results are not accurate yet
+ Does not accurately reflect the training results of students
+ Students have not answered objectively about the learning process as well as the results achieved
II/ TRAINING AND DEVELOPING RESOURCES ATNHAT DUC EQUIPMENT JOINT STOCK COMPANY
General orientations of the company on training and development
Objectives of training and developing human resources of the company
The company always sets a common strategy to improve the staff in both quality and quantity Determine the position of the company in the future, the direction of operation to train a team of staff who are good at professional skills, rich in work experience, have a spirit of work, always learn creatively at work.
The company has set out strategies about people such as:
+ Human resource training and development program – competition to attract talents Proper training, good recruitment will have an internal human resource with knowledge, skills and capacity to meet new development requirements At the same time, adding good people by building a policy mechanism to create attraction to meet the new requirements and tasks of the Company.
+ Program of applying software technology, computerizing all company activities Build a strategic information system, strategies, production and business solutions correctly Taking information technology as a foundation is a management tool and must be deployed at high speed.
* About the organization of activities:
The company always aims to perfect the organizational structure of the company to be the most reasonable, scientific and modern The organization of activities must be unified under the direction of the management The organization of activities includes only production and business activities, research and manufacturing of drugs but also the organization of human resource training activities in the company.
To serve the organization operating in the company, the company has launched a development strategy consisting of the following 3 parts:
+ Develop the company into a multi-industry business group, in which the pharmaceutical industry and equipment and practical tools are the main industry.
+ Set up representatives and branches of joint stock companies of cities, focusing on both domestic and foreign according to the progress of production and business development.
+ Joint venture with domestic and foreign manufacturers and medical equipment to produce a number of products suitable for domestic and export markets.
In terms of executive management, the company must have unity from top to bottom and this management is carried out under the strict supervision of the management.
In order to manage the company effectively, the company has set out programs:
+ Program of restructuring – reorganization of enterprises – modernization of management: The company operates under the Vietnam Enterprise Law in 2005 in the form of a joint-stock company, multi-ownership, the state is no longer dominant, so it is necessary to restructure in both financial and operational areas (i.e make a strategic revolution) Production and business activities must be dynamic, fast, creative, in accordance with international competition requirements Implementing orientation according to 3 economies (communication economy – knowledge economy – customer economy).
+ Technical and technological modernization program: Invest in equipment innovation, apply advanced technologies to provide high quality products at reasonable prices to meet the increasingly strict requirements of domestic and foreign markets every time they are more difficult.
+ Program to increase financial potential – competition to attract capital: improve appropriate financial management capacity in each step to expand the scale of enterprises.
The company always puts product quality first Therefore, more than any other field, in the field of health, quality must be the top priority, Nhat Duc Equipment Joint StockCompany respects human life and happiness, considers itself responsible for doing everything to provide people with high quality products and live in a healthy environment, ensure occupational safety and health of officers and employees The company is always aware that we must constantly improve our management companies,improve our techniques to improve quality and minimize adverse environmental impact factors, factors affecting occupational safety and health, employees, enriching items,reducing costs, ensuring on-time delivery.
Human resource strategy
The training and improvement of skills for human resources is necessary, because every year many young people enter the working age but have not been trained in a certain profession suitable for themselves Not only that, the economy is open, many economic sectors operate, the technological structure changes, production is growing, in the context of the technical revolution is deepening, many old professional professions are changed, many new industries are out There must be appropriate structures and various measures for improving the skill level of employees and professional staff in terms of identifying needs, methods and forms of training So the strategy of human resources needs to ensure the following main contents:
+ Improve the quality of human resources.
+ Increase the number of human resources.
+ Ensure effective funding investment, avoid waste.
+ Meet the increasing learning needs of employees in the company.
Some solutions to complete the training and development of human
For the Company's management
The Board of Directors are the leaders who take all responsibility for the company's performance and are the ones who best understand the company's goals and operating situation Therefore, in order for the training to take place smoothly and effectively, it is necessary to have the absolute support of the board of directors Concrete:
+ The board of directors should promulgate policy regulations to create favorable conditions for the human resources board to perform its functions and duties most conveniently.
+ Develop and propose business development strategies as well as human resource development strategies in a methodical, scientific and visionary way, especially long- term strategies.
+ Complete the functional structure as well as clearly define the functions and duties of those working in the human resources administrative department in general and those doing development training in particular.
+ Create favorable conditions for development training to be implemented effectively with reasonable investment funds.
For the operation of the human resources department
Perfecting its operating apparatus: Through the analysis of the situation in chapter 2, we see that the training at Nhat Duc Equipment Joint Stock Company is still limited With a high scale, development speed and annual goals, the current human resources have not met both quantity and quality, so improving the quality of human resources is a very urgent requirement One of the current measures is to improve the training and development of the organization The training and development of human resources is the activity of the specialized human resources department The human resource organizers are the ones who draw up the plan and are responsible for organizing the implementation of this activity before the general director and the board of directors Therefore, in order to complete this work well, the implementation apparatus must be good The personnel organizing committee must have a team of well-trained, knowledgeable and experienced staff to perform the work But in fact, currently, according to the results of staff qualifications of the human resources department, we see that 84% of human resources departments graduate from other majors, so they really face many difficulties. Particularly in the training department, up to 4/5 of the staff do not graduate in human resource management Not only that, the board was short of people and had to send officers to new facilities
2.2.2.2 Conducting training and improving knowledge and experience of human resources for staff in the human resources administrative department and staff of the training department
Organize high-quality training courses for staff who play a key role in human resource management activities in general and training in particular such as sending long-term training abroad As for other employees, they should conduct training courses in the country or can use the job guidance training method so that they can grasp the basic knowledge of human resource management activities in the company.
2.2.2.3 Good recruitment of human resources
The company needs to pay attention to measures to attract candidates through current information channels such as the internet, newspapers, television, to be able to attract more candidates to apply, there will be many opportunities to screen and select talents for the company Or you can find talent through seminars, through organizing talent search contests Currently, the sending of staff to universities to propagate human resources has been carried out but has not been effective because there is no good combination between businesses and schools This is a method that, if noted and focused, will bring high efficiency.
2.2.2.4 Further training for newly matriculated
Newly hired employees need to train immediately, each company has its own working environment Therefore, in order for them to be able to immediately grasp the job, it is necessary to have methods such as mentoring, on-the-job training so that they quickly catch up with new positions, new jobs.
With on-the-job training methods (often applied to engineering): Nhat Duc EquipmentJoint Stock Company has a main business field of medical equipment, requiring employees to know how to install, operate, check the operation function of machinery and equipment Therefore, the new employee will have to directly practice under the supervision and help of long-term employees to be able to acquire and grasp the skills in the best way.
New employees should also be trained in corporate culture This will make workers more aware of the organization where they work and be able to adapt well to the organization and integrate into the environment.
2.2.2.5 Develop for the training department its own principles and regulations
First, living people are fully capable of developing Everyone in the organization has the ability to grow and will try to grow regularly to sustain the growth of their business as well as their individual.
Secondly, each person has their own values Therefore, each person is a specific person, different from others and capable of contributing to initiatives.
Third, the interests of workers and the goals of the organization can be in harmony with each other.
Fourth, human resource development and employee training is an investment that will be significantly profitable because human resource training and development is the means to achieve the most effective organizational development.
Complete the training and human resource development program
As analyzed in Chapter 2, the training and human resource development program at Nhat Duc Equipment Joint Stock Company still has limitations, in order to improve the effectiveness of human resource training and development, it is necessary to complete the programs.
Identifying a need is a very important step it affects the remaining steps At the company, determining the needs to comply with the set standards means first assessing the needs of each unit and then sending the list, the leader will consider the balance and decide In which the assessment is done well, it will help to identify needs better The performance evaluation table will know for which jobs require knowledge, what qualifications and skills have been met by the employee Here the elements that need further training will be clearly defined to help determine the need more accurately To do so, it is necessary to build and perfect work analyses.
In addition, assessing the level of existing staff capacity, we can use the autograph for employees to self-assess their performance results, combined with the comments of direct leaders to make assessment conclusions for that employee The autobiography table may follow the following pattern:
3 Unit: 4.Good practices: 5.Bad aspects:
6 Causes affecting work results: 7.Aspiration needs to perform the job better:
Evaluator training: Train evaluators so that they understand the purpose of the assessment, understand and operate the assessment system as well as the methods of evaluating the performance of work and information for workers In this way, the results of the evaluation process to perform the work will be accurate, ensuring fairness and efficiency.
Develop a standard table to evaluate staff with each specific job function and accurately evaluate by having feedback from direct employees.
Evaluation must be by the efficiency of the work brought, all must be quantified accurately by the economic indicators brought.
The determination of training needs should be in line with the company's development strategy, as well as future directions At the same time, it is also based on the aspirations of workers.
+ Defining training goals must be specific to each element, not general as it is now Defining clear, specific goals for training has the effect of making learners aware of their responsibilities to the company and thereby make more efforts during the training process The company's goals need to meet some of the following factors:
+ The objectives given must be feasible i.e in accordance with the current business characteristics and capabilities of the company That goal must be appropriate and specific measures should be taken to realize the goal.
+ The goal must have specific targets to evaluate: the company aims to increase working efficiency by 10-15% compared to before working
+ There must be a limit on the number, structure of students, and duration of the training program Each department will send one person to participate in the training at the management level Regularly subject employees to school.
+ Must be unified in the company from leadership to employees.
+ Training a team of qualified staff to meet effective management Improve the education of capable employees throughout the company.
+ Train staff on additional skills needed to provide the market with many products, expand and develop customer networks, increase revenue and competitiveness in the domestic market
Who does the training program need to be clearly intended for?
The subjects selected to participate in the training must meet the criteria of the desire for physical and mental training Answer the questions:
As people who are lacking in any skills, are they healthy enough and time to participate?
What is the person's attitude towards training?
How to arrange and use them after training If you need to answer the above questions, the determination of the company's needs will be more accurate For example, for long-term training courses, it is not recommended to choose people over 50 years old, but to choose young workers Since the ability of dummies to acquire knowledge will be limited, employees who are afraid to go to school and finish training they will not be able to contribute much to the company Leading to waste and inefficiency.
2.2.3.4 Program development, method selection, selection of training teachers for students
In order to be more effective, the staff in charge of training need to actively coordinate with teaching lecturers and training centers to develop appropriate training content In order to do so, the Human Resources Board needs to send people with good negotiation ability and qualifications to implement. ã About training methods
In order to minimize unnecessary costs, the company needs to diversify the forms of training internally, in addition to applying current advanced measures such as simulation, situation handling, drama so that learners can absorb faster and have experience in handling situations. ã Contents
In training programs, in addition to professional training knowledge, training content needs to be expanded to include related knowledge to create conditions for learners to be easy to contact and receptive Help them learn the company culture, make them see the harsh difficulties of the industry, of the Company.
The training content pays special attention to skills training subjects for employees,especially managers Training skills for managers such as technical skills, human relations skills, cognitive skills.
- Human relations skills : is the ability to work with people, it is the capacity to cooperate, is the ability to participate in specific work, is the ability to create an environment in which people feel safe and easy to express their opinions For example, know how to propagate and motivate your staff to implement production and business strategies and plans They prove themselves to be role models, reliable supports for everyone They make sound, persuasive management decisions, but the executor accepts them self-consciously, making them everyone's goals and motivations.
- Cognitive skills: is the ability to see the key problem in the things that are happening, the ability to analyze, synthesize, predict, forecast It is the ability to recognize the main factors in the circumstances, to be aware of the relationships between the elements, to understand the relationship between one's organizations and the outside.
The relative importance of these skills can vary for different levels in the organizational system as human relations skills help in everyday relationships for subordinates And conversely, cognitive skills don't matter to executives.
On teacher selection there must be more in-house teachers.
A number of other measures increase the effectiveness of human
In the Company
In order to perform well in human resource training, the company needs to overcome limitations and difficulties and orient what needs to be done in the coming time The company's creation work needs to follow these steps:
Determine the right number of people who need training. ã Successfully completing human resource training, must make the staff sent for training understand their responsibilities and duties to successfully complete the training. ã Identify training needs and training goals clearly and this need must be close to purposes company situation. ã Seeing the necessary and essential role of human resource training and development, thereby adopting appropriate policies for this work. ã Regarding training funds: It is necessary to mobilize more from funding sources,support from funds, sources of business results production effective use of training funds. ã There are policies to encourage and support staff to train not only materially but also spiritually. ã Identify the right subjects to be trained: Must develop an appropriate standard system of knowledge, qualifications, occupational age, age, family conditions, health Avoid cases where people who keep going to training are not suitable for the amount of training knowledge. ã Apply the right form and method of training: Retraining requires careful research to choose another profession for employees and requires the consent of employees With the form of advanced training, it is necessary to choose the right people, the right subjects, avoid too much training that wastes the company. ã For leaders, employees and managers, units need to have a staff plan to create resources, go to training to improve their qualifications, professional compensation, etc With the form of internal training, the qualifications and responsibilities of the staff in charge of teaching must be taken care of The company needs to make the right choice, have a decision to officially divide the tasks for that person so that they simultaneously complete the assigned work and guide students in the learning process Managers need to monitor and pay attention to trainees in the process of training, looking for difficulties arising, thereby having policies to help and support them. ã For internal training methods should pay attention to the following points:
+ Dividing the training process into complete parts, the program content must be serial and the amount of information to be provided is moderate compared to the ability of employees to absorb.
+ Ask many questions to guide and attract the attention of students.
+ Give many illustrative examples => to help students easily understand and apply in practice.
+ Contact from theory to reality. ã To achieve the requirements of the course, students need to participate actively, actively and in the training process: organizing seminars, group discussions, competitions, is a highly effective form of attracting students In order to promote the great advantage of the internal training method is practical application to the training process. ã During the training process, encourage students to review and consolidate the knowledge they have learned so that they can acquire new knowledge easily Along with learning theory, to achieve high efficiency, it is possible to use situational methods, reasoning, group discussions, training for students to understand the lesson better. ã There are final and mid-term tests to motivate employees to review the knowledge they have learned and orient important knowledge to note. ã After completing the course, the company should arrange work in accordance with the professional qualifications trained and the staff planning.
The employee himself
On the part of the workers themselves, they must be aware of the role of training.
For those who are sent for training, trainees must complete the training program in accordance with the regulations of the training institution and the requirements of the company.
During the training period, students must strictly follow the rules of the training institution, the place of training, do not voluntarily drop out of school because it can be said that this is a job assigned to them by the company.
At the end of the course, students receive a certificate of graduation from the course and need to submit diplomas, certificates, course documents and report learning results to the organization department to report to the leadership, helping the staff of the organizing department to arrange work accordingly.
Employees themselves need to create conditions to develop their own abilities Employees need to understand the important role of improving their own knowledge, and must improve their professional knowledge, at the same time acquire modern advanced knowledge and skills, gain experience to gain a wider amount of knowledge to meet the needs of the job, and to make the company grow stronger.
The role of human resources in the development process of each organization is undeniable And that role became even more important and necessary in the era of scientific and technical developments and the information boom The demand for labor, especially high-quality labor, is increasing rapidly Many economic organizations and modern industrial parks were born, leading to a situation where the demand for highly qualified labor is very large, but the supply of this type of labor is still very limited Therefore, the requirement is that in order to improve the quality of human resources, the training process needs to be carried out regularly, this process takes place not only for unemployed human resources, but must continue to be done for employees.
Through the process of internship and learning about Nhat Duc Equipment Joint Stock Company, it was found that the training and development of human resources of the company performed quite well Besides the limitations and difficulties the company encountered, the company has also achieved many very good achievements The company and specifically the administration and human resources department have developed 1 training program for employees in the company quite fully and appropriately This has contributed to improving the quality of human resources, improving the ability to complete work, and also showing interest and meeting the needs and aspirations of the management for employees.
In order to gain a competitive advantage in the market, the company not only improves product quality, diversifies items but the company must also create an attraction to employees, thereby showing the attractiveness of the company's own identity Therefore, it is possible to gain a competitive advantage in the market, requiring the training and development of the company's human resources to go in the right direction, have appropriate solutions, and implement synchronously.
Despite the efforts, due to limited qualifications, capacity and time, the discussion is not immune to certain errors We look forward to the help of teachers to help our group improve their discussion.