(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 Name ID student Contribution %

1 Đinh Hoàng Vân Khôi 215085409 Part 1 100

6 Phạm Ngọc Quỳnh Như 215018293 Part 2 100

HCMC, June 16 2023 th

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 followingquestions:

1 Based on the importance of OD, explain the following types of OD application

 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 them

to identify if they are success of failure” Explain why you agree or disagree

with this statement

Table of Contents

INTRODUCTION 3

PART 1 THEORETICAL BASIS 4

1 Human process 4

1.1 Survey research 4

1.2 Third party intervention 5

2 Techno-structural 6

2.1 Work design 6

2.2 Total quality management 7

3 Strategic applications 8

3.1 Continuous change 8

3.2 Transformational change 9

3.3 Transorganizational change 10

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

CONCLUSION 23

REFERENCES 24

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T&D work is actually required to increase employee qualifications and aid in efficientemployee retention in order for an enterprise's human resources to develop properly andfulfill work efficiency requirements In other words, training and development are critical

HR tasks The majority of businesses consider training and development to be crucialcomponents of the growth of their human resource base In which training is intended toenhance or develop new competencies or skills in an employee while they are performingtheir 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 improveemployees' all-around abilities The goal is to prepare people for future opportunities, andthis is frequently achieved through training, mentoring, job rotation, and otherdevelopment programs

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

In summary, organizational development and personnel training and development bothaim 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 organizationalchange in which employees themselves formulate and implement the change that’srequired, through which the organization desires the employee’s capacity to be moreeffective

1 Human process

Organizational development interventions related to interpersonal relations, groupdynamics, and organizational dynamics These were the earliest forms of interventionsand 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 Thefacilitator (someone who helps a person or organization do something more easily or findthe answer to a problem by discussing things and suggesting ways of doing things) thenuses those data as a basis for problem analysis and action planning Surveys are aconvenient way to unfreeze a company’s management and employees and make themmore active These surveys provide a comparative, graphic illustration of the fact that theorganization does have problems to solve

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

Employee Surveys: Employers use surveys to gather feedback from employees abouttheir 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, offeradvice, provide resources or information, and give judgments from different points ofview Generally, the third party is neutral and has no previous relationship with either ofthe parties involved Many conflicts within organizations can be solved by the partiesdirectly involved; however, there are times when those involved might find that they areunable to manage their differences by themselves In these cases, a third party can bebrought 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 anargument In this case, the HR Department should stand out and give an explanation ofwhy 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 mayeven be a main factor helping almost all organizations' growth By using newtechnologies, organizations can improve their competitive advantage and drive growth.The role of technology in organizations is to improve the effectiveness of organizationsand employees performance through technology

2.1 Work design

Work design is known as an intervention that managers use to organize the work ofemployees The goal of this activity is to motivate employees when working, and at thesame time, it also gives employees a feeling of comfort and prevents them from gettingbored 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 certaintopic, to support their work

2.2 Total quality management

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

Source: Hoang Cuong

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

3 Strategic applications

Strategic change interventions are actions a business takes to switch to a neworganizational structure and mode of operation in order to gain a competitive edge.Interventions for strategic change concentrate on restructuring and transformation toadapt an organization to changes in both its internal and external environment And thereare 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 Businessesthat go from a top-down hierarchical structure to a learning model have a higherprobability of cooperation, risk-taking, and growth and are more competitive in thealways-evolving workplace Instead of punishing errors, the focus is on taking chances tolearn from previous attempts that repeatedly failed as part of a continuing improvementprocess

Source: Martin TingleyExample: 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 ownbusiness 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 KohlerExample: 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 transorganizationaltransformation This can take the form of business collaboration to accomplish goals aswell 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 aroundthe 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 alsobrought about wonderful harmony Employees will have access to a Spotify Premiumaccount 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 forloyalty 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 fromthe previous 20 years was created Through the strategy of promotions, loyalty programs,and valued offers exchanged back and forth, each brand benefits Spotify provides musicsupport, and Starbucks encourages new app downloads on the platform When workingtogether, 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 leadingcompanies in Vietnam in processing and supplying dairy products In 2022, Vinamilk'sbrand value is ranked 3rd in the list of the most valuable brands in Vietnam, with anestimated value of about US$2.9 billion Vinamilk not only holds 75% of the domesticdairy market share but also exports its products to many other countries in the worldsuch as the US, France, Canada,

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

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

1.2 History of formation and development

1.2.1 Establishment and early stage (1976 - 1993)

In 1976, at its inception, Vietnam Dairy Products Company (Vinamilk) was namedSouthern Coffee and Milk Company, under the General Department of Food, after thegovernment 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 internationalcompetitiveness The company has built partnerships with international importers anddistributors, thereby accessing international markets such as the US, Japan, China, andcountries in the ASEAN region Vinamilk also continues to invest in research anddevelopment 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 indomestic and foreign markets The company has promoted its strategy to reachconsumers and build trust with high quality and reputable products At the same time,Vinamilk also continues to expand production and distribution scale, build new factoriesand expand infrastructure Currently, Vinamilk is a leading dairy brand not only inVietnam 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 familythrough high quality dairy and nutritional products

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

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

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

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