(Tiểu luận) human resource management – mgt1110egroup assignment chapter 8 describes the effectiveness of training and developing employees and theimportance of training in organizations

Work in groups and then answer the following Provide a brief introduction of the company. Design an employee orientation program for newcomers in the company. Identify the training pr

Student NameID studentContribution%

1 Đinh Hoàng Vân Khôi 215085409 Part 1 100

6 Phạm Ngọc Quỳnh Như 215018293 Part 2 100

HCMC, June 16 2023th

TOPIC 5

Chapter 8 describes the effectiveness of training and developing employees and the

importance of training in organizations Work in groups and then answer the following

 Provide a brief introduction of the company.

 Design an employee orientation program for newcomers in the company.

 Identify the training process appllied in this company and ít problems.

 “After completing the training programs, HR managers should measure themto identify if they are success of failure” Explain why you agree or disagree

with this statement.

PART 2 Analysis of training program of Vinamilk 12

1 Vietnam Dairy Products Joint Stock Company (Vinamilk) 12

1.1 Overview 12

1.2 History of formation and development 12

1.3 Mission, vision, core values and business philosophy 13

1.4 Business situation in recent years 14

2 Training process applied in Vinamilk 14

2.1 Training process 14

2.2 The problem about the training program of Vinamilk 16

3 Design orientation program for new employees of Vinamilk 18

3.1 Orientation program 18

3.2 Specific examples of a new employee orientation program at Vinamilk 20

4 After completing the training programs, HR managers should measure them to identify if they are success of failure 21

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T&D work is actually required to increase employee qualifications and aid in efficient employee retention in order for an enterprise's human resources to develop properly and fulfill work efficiency requirements In other words, training and development are critical HR tasks The majority of businesses consider training and development to be crucial components of the growth of their human resource base In which training is intended to enhance or develop new competencies or skills in an employee while they are performing their current duties in order to promote productivity and work efficiency Furthermore, this is a short-term process that is typically taught through seminars, lectures, and on-the-job training On the other hand, development is a long-term process intended to improve employees' all-around abilities The goal is to prepare people for future opportunities, and this is frequently achieved through training, mentoring, job rotation, and other development programs.

Businesses also engage in organizational development in addition to training and developing their workforce Organizational development is the process of enhancing and integrating strategic systems, structures, processes, etc with the goal of assisting firms in constructing the necessary competences for transformation, success, and sustainable development Each organization will have its own growth priorities, such as focusing on boosting revenues or emphasizing the value of fostering and preserving cultural values However, the major objective of every organization is to remain competitive and maintain its market position by utilizing distinctive resources and advantages.

In summary, organizational development and personnel training and development both aim to advance an organization's growth and raise its level of market competitiveness.

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PART 1 THEORETICAL BASIS

Organizational Development (OD) is a special approach to helping organizational change in which employees themselves formulate and implement the change that’s required, through which the organization desires the employee’s capacity to be more effective.

1 Human process

Organizational development interventions related to interpersonal relations, group dynamics, and organizational dynamics These were the earliest forms of interventions and are often aimed at improving communication within the workplace.

1.1 Survey research

It requires having employees throughout the organization complete attitude surveys The questions in the survey should follow SMART goals for greater effectiveness The facilitator (someone who helps a person or organization do something more easily or find the answer to a problem by discussing things and suggesting ways of doing things) then uses those data as a basis for problem analysis and action planning Surveys are a convenient way to unfreeze a company’s management and employees and make them more active These surveys provide a comparative, graphic illustration of the fact that the organization does have problems to solve.

Example: COVID-19 Pandemic Surveys: Since the outbreak of the COVID-19 pandemic, surveys have been conducted to gather information about public attitudes, behaviors, and knowledge related to the pandemic Governments and healthcare organizations have used this data to develop public health strategies and messaging.

Employee Surveys: Employers use surveys to gather feedback from employees about their work experience and overall job satisfaction This feedback is used to make changes in real-time to improve employee retention and productivity.

Source: Muhammad Hassan

1.2 Third party intervention

The involvement of a third person or organization to help solve a disagreement between an employer and employees The outside party can help improve communication, offer advice, provide resources or information, and give judgments from different points of view Generally, the third party is neutral and has no previous relationship with either of the parties involved Many conflicts within organizations can be solved by the parties directly involved; however, there are times when those involved might find that they are unable to manage their differences by themselves In these cases, a third party can be brought in to help resolve the conflict Third-party intervention can help two parties come to an agreement.

Example: Two employees are working on the same project After the project is done, one employee realizes that his or her reward is less than the other, so they start an argument In this case, the HR Department should stand out and give an explanation of why the reward is different

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Source: Nathan Mahr

2 Techno-structural

The influence of technology is increasing more and more on today’s businesses; it may even be a main factor helping almost all organizations' growth By using new technologies, organizations can improve their competitive advantage and drive growth The role of technology in organizations is to improve the effectiveness of organizations and employees performance through technology.

2.1 Work design

Work design is known as an intervention that managers use to organize the work of employees The goal of this activity is to motivate employees when working, and at the same time, it also gives employees a feeling of comfort and prevents them from getting bored in the working process.

Source: Salestinus sustyo h

For example, in addition to the work that an employee is responsible for performing, the manager can arrange other activities for employees, such as researching a certain topic, to support their work.

2.2 Total quality management

Total quality management are organization-wide programs that integrate all functions and processes of the business such that all aspects of the business, including design, planning, production, distribution, and field service, are aimed at maximizing customer satisfaction through continuous improvements.

Source: Hoang Cuong

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For example: Recently, in order to speed up car production, BMW's Regensburg factory became the first car factory in the world to apply AI technology to fully automate the inspection, processing, and evaluation of vehicles' paint surfaces.

3 Strategic applications

Strategic change interventions are actions a business takes to switch to a new organizational structure and mode of operation in order to gain a competitive edge Interventions for strategic change concentrate on restructuring and transformation to adapt an organization to changes in both its internal and external environment And there are 3 types of strategic change interventions, as below:

3.1 Continuous change

This intervention encourages businesses to make tiny, steady improvements over time A learning organization is the most well-known example of continual change Businesses that go from a top-down hierarchical structure to a learning model have a higher probability of cooperation, risk-taking, and growth and are more competitive in the always-evolving workplace Instead of punishing errors, the focus is on taking chances to learn from previous attempts that repeatedly failed as part of a continuing improvement process.

Source: Martin Tingley Example: One such company is Netflix, which uses A/B tests and shares data-gathering findings with all aspects of the corporation to leverage continuous change and build a learning culture.

3.2 Transformational change

Transformational changes are those that you implement to completely transform your business strategy and operations, which frequently cause a change in work culture Several instances of transformational transition include:

 Restructuring: Adding, eliminating, or combining departments to alter the organizational structure of your company

 Retrenchment: reducing the number of employees by closing a location or a division of the business.

 Turnaround: A failing company can turn things around by replacing all of its top management.

 Outsourcing: contracting with another organization to carry out work for your own business Customer service divisions frequently do this.

 Spin-off: The division of a firm into separate, more compact businesses

Source: Mrwhosetheboss - Youtube channel

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Source: Chris Kohler Example: Nintendo is an example of this Initially, the company started out by making card games, moved on to making electronic toys, and then took over the video game market completely

3.3 Transorganizational change

Interventions involving two or more organizations are known as transorganizational transformation This can take the form of business collaboration to accomplish goals as well as mergers and acquisitions.

Source: Miguel Hernández

Example: Starbucks and Spotify

Starbucks is a huge chain of coffee shops that has opened hundreds of branches around the world And Spotify is the music platform that has provided more than 25 billion hours of listening to the world Through the "first music ecosystem" promotion, they also brought about wonderful harmony Employees will have access to a Spotify Premium account to use with other digital services and play music in the Starbucks coffee shop Specifically, customers who have downloaded the Starbucks app and signed up for loyalty can get the music playing at that moment through Spotify and the Starbucks app Starbucks was also added to the Spotify app, and a playlist with well-known songs from the previous 20 years was created Through the strategy of promotions, loyalty programs, and valued offers exchanged back and forth, each brand benefits Spotify provides music support, and Starbucks encourages new app downloads on the platform When working together, the two always provide simultaneous assistance to one another.

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PART 2 Analysis of training program of Vinamilk 1 Vietnam Dairy Products Joint Stock Company (Vinamilk)

1.1 Overview

Established on August 20, 1976, up to now, Vinamilk has become one of the leading companies in Vietnam in processing and supplying dairy products In 2022, Vinamilk's brand value is ranked 3rd in the list of the most valuable brands in Vietnam, with an estimated value of about US$2.9 billion Vinamilk not only holds 75% of the domestic dairy market share but also exports its products to many other countries in the world such as the US, France, Canada,

Vinamilk has built a strong name and prestige brand thanks to its commitment to bring high quality and safe dairy and food products to consumers The company currently has more than 200 product lines not only with fresh milk, condensed milk, powdered milk and yogurt, but also manufactures and sells many other dairy products such as drinking yoghurt, soft drinks, etc milk, confectionery, soy drinks and other nutritional products.

Currently, the company has more than 180 distributors, more than 80,000 retail points nationwide Competitive price is also Vinamilk's strength because similar products on the market are priced higher than Vinamilk's Therefore, in the context that there are more than 40 active businesses, hundreds of dairy brands of all kinds, including many multinational corporations, fierce competition, Vinamilk still stands firm and affirms its leading position in the market dairy market in Vietnam.

1.2 History of formation and development1.2.1 Establishment and early stage (1976 - 1993)

In 1976, at its inception, Vietnam Dairy Products Company (Vinamilk) was named Southern Coffee and Milk Company, under the General Department of Food, after the government nationalized three private enterprises in the South Vietnam: Thong Nhat (belonging to a Chinese company), Truong Tho (belonging to Friesland), and Dielac

During this period, Vinamilk aims to expand export markets and improve international competitiveness The company has built partnerships with international importers and distributors, thereby accessing international markets such as the US, Japan, China, and countries in the ASEAN region Vinamilk also continues to invest in research and development of new products to meet the diversification of customers' needs.

1.2.3 Brand positioning and scaling (2011 - present)

During this period, Vinamilk focused on building and positioning a strong brand in domestic and foreign markets The company has promoted its strategy to reach consumers and build trust with high quality and reputable products At the same time, Vinamilk also continues to expand production and distribution scale, build new factories and expand infrastructure Currently, Vinamilk is a leading dairy brand not only in Vietnam but also in the international market.

1.3 Mission, vision, core values and business philosophy

Mission: Vinamilk is committed to bringing health and happiness to every family through high quality dairy and nutritional products.

Vision: Vinamilk wishes to become one of the leading dairy companies in Asia, and at the same time contribute to building a healthy and sustainable community.

Core values: Vinamilk respects, trusts and takes care of customers; promote creativity and sustainable development; respect and facilitate development for employees; and adhere to the highest quality standards and business ethics.

Business philosophy: Vinamilk always focuses on quality and creativity in all aspects of business activities The company attaches great importance to building the trust of customers, partners and the community through providing quality products and making positive contributions to the development of society.

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