the improvement of the training and development program at bitis company in vietnam

ABSTRACT OF DOCTORAL DISSERTATION Research title: THE IMPROVEMENT OF THE TRAINING AND DEVELOPMENT PROGRAM AT BITIS COMPANY IN VIETNAM Scientific Superior: Dr.. Therefore, the improve

ABSTRACT OF DOCTORAL DISSERTATION

Research title:

THE IMPROVEMENT OF THE TRAINING AND DEVELOPMENT PROGRAM AT

BITIS COMPANY IN VIETNAM

Scientific Superior: Dr Joanna Paula A Ellaga

Ph.D Candidate: Pham Do Dung

Viet Nam, July, 2013

Thai Nguyen University

Socialist Republic of Vietnam

Southern Luzon State University Republic of Philippines

ACKNOWLEDGMENT

In grateful recognition and sincerest thanks for the encouragement, guidance and unselfish sharing of their knowledge, time, effort and skills, and for the untiring motivation that leads to the completion of this study, the Researcher acknowledges the following:

DR CECILIA N GASCON, Ph D., President of the Southern Luzon State University in the Republic of the Philippines, for her untiring effort and belief that this collaboration is possible thus enabling us to pursue the DBA degree;

DR NGUYEN THANH HAI, Vice Director of the International Training Center Thai Nguyen University of the Socialist Republic of Vietnam, for his enormous pursuit to provide the Vietnamese people an opportunity to grow through education;

DR JOANNA PAULA A.ELLAGA for his selfless guidance and assistance thereby making this paper a scholarly work;

MANAGERS and EMPLOYEES of Biti’s company, my Respondents, for their patience and cooperation in answering the questionnaire and for other data given;

MY FAMILY and FRIENDS and to all who have contributed to make this study a success

CHAPTER I: INTRODUCTION

1.1 The significance of study

People are the factors that constitute the organization, operation and determine the success or failure of the organization This is a valuable asset that every organization should know to take advantage and develop Furthermore, in integration of global economy, the training and development of human resources is considered as a vital task for every organization because strong human resources is the prerequisite to compete and survive in today's competitive environment Therefore, the improvement of training quality takes an important part in development strategy

1.2 Background of the Study

In fact, Bitis as well as other Vietnamese companies, especially the large one have invested in human resource development but it has not yet become strategic objectives of the business The recruitment, employment and training new employees is executed only in a short time yet long-term goals Many businesses have to face with the continuous jumping labour, especially during economic instability Meanwhile, training and development of human resources are principally important since the majority of Vietnam's labor lack of knowledge and skills by the education system and professional training did not meet the requirements business

BITIS have faced a difficulty regarding quality of worker, the lack of high skilled workers is another weakness point of BITIS That is the results of low level professional in recruiting human resources for company Moreover, lower awareness and less responsible made by a small part of labor forces is still adverse impacting on company development

Therefore, I have selected topics: “THE IMPROVEMENT OF THE TRAINING AND

DEVELOPMENT PROGRAM AT BITIS COMPANY” for my research With a desire to

make a small contribution to improving the quality of human resources at the company Bitis

1.3 Aims of Study

+ To evaluate the factors influence the training process at Bitis company

+ To recommend a best practice strategy for prevention of the negative influence for training

and develop human resource in organisation

+ To outline solutions for the process to improve the training and develop human resource

at Bitis company

1.4 Objectives of Study

1.1 Company – respondent

1.1.1 Historical background 1.1.2 Organization’s frame work 1.1.2 Strategies

1.1.3 Human resources and development 1.2 Worker – respondent

1.2.1 Age 1.2.2 Gender 1.2.3 Length of service 1.2.4 Department

2 To determine the worker’s perception on how the company conducts training and development program in terms of the following aspects

2.1 Policies and procedures

2.2 Awareness of employees on training process

2.3 Attendance to a formal training

2.4 Training method

2.5 Motivation to attend a training

2.6 Usefulness of the training

2.7 Gains acquired from the training

2.8 Applicability of training to specific job/tasks

2.9 Manager’s role in the training process

2.10 Influencing factors in the training process

2.11 Commitment to attend trainings

2.12 Suggestions to improved the training process

3 To design an improved training and development program for the company

1.5 Scope and limitations of Research

The study concentrated on one organisation only, Bitis company This was due to the fact that the author was unable to gain access to employees at any other organisation The study was also limited to research in one geography area, Hanoi

CHAPTER II: REVIEW OF RELATED LITERATURE

2.1 The importance of training and development

Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals Training and Development helps in increasing the job knowledge and skills of employees at each level It helps to expand the horizons of human intellect and an overall personality of the employees

2.2 Training methods

There are many training methods and new methods or variations are constantly being added The purpose of this section is not to try to list them all Instead the focus will be on the top ten training methods used in business today as reported by Lakewood Research and Training Magazine [ Joinson, C., p 55]

These top ten, listed in order from highest to lowest use, are as follows: videotapes, lectures, one-on-one instruction, role plays, games/simulation, case studies, slides, computer-based training, audio tapes, and films

2.3 The factors influence the training

In organizations where a management training centre exists, for example, the training department’s contribution is usually valued Introducing such a centre involves a good deal of initial research and evaluation and the financial commitments involved discourage the management from taking lightly the decision to provide it Moreover, if they are prepared to make such an investment, the decision may be reasonably interpreted as an acceptance that the training department is sufficiently competent to assume responsibility for all aspects of management training

The impact of government legislation on training has been considerable, in particular since the year 2008 to now, the technical, vocational education and training in Vietnam is under the administration of the two relevant ministries namely ministry of Education and Training (MOET) and Ministry of Labour, Invalids and Social Affairs (MOLISA) MOET is responsible for professional secondary Education and MOLISA is responsible for vocational training

2.4 The brief overview of the steps of the training process follows: Identify needs,

evaluate needs, select courses, develop courses, determine workload, recruit trainers, identify location and resources, finalize budget, finalize training plan, prepare courses, deliver courses, validate training, evaluate training, revise courses

CHAPTER III: RESEARCH METHODOLOGY

3.1 Research design

In this research, four questions in section A are designed as an open question and 12 quantitative questions in section B are half-closed question, using both quantitative and qualitative These questions have been sent to Bitis for pilot study They are seemed to have good evaluation, easy to answer workers, less time consuming and respondent can add comments if necessary

3.2 Research tool

The questionnaire was split into two sections, A and B Section A was designed to ask employees which group they belong to Section B was designed to investigate the training process, and evaluate the effective of training process at Bitis company and consisted of open questions giving the respondent the opportunity to include any opinions or recommendations regarding how Bitis company could improve their the training process for employees

3.3 Sampling method

The researcher employed a probability, simple random sampling technique This allowed the researcher to obtain a straightforward sampling frame of all of the people in Bitis population Questionnaires were sent in post and distributed by the Administration department

3.4 Research technique

The questionnaire consist of both open and close questions Closed questions are quick and easy to answer, they require no writing, quantification is straightforward and respondents are offered a choice of alternative replies Open questions allow participants to define and describe

a situation or event

3.5 The Pilot Study

In order to increase the validity of the questionnaire a pilot study was carried out initially Pilot questionnaires were sent to two employees at Bitis company, inviting them to constructively criticise the questionnaire The aim of the pilot study was to refine the questionnaire so that respondents would have no problems in recording the data

3.6 Procedure

Following the amendments made from the results of the pilot study, the finalised questionnaires were distributed along with a cover letter for respondents outlining the aims of the study, assurances of confidentiality and informing the individual of the right to withdraw from the study at any time

3.7 Data analysis

Author used excel to percentage calculations to establish trends in the data obtained and data was presented in the form of pie charts After that, using relative theory to analysis

CHAPTER IV: RESULTS AND DISCUSSION

4.1 The background of Bitis company

4.1.1 Historical background

BITIS, a short name of the BINH TIEN Consumption Goods Production Limited Company Established in 1982, with more than 30 years experiences manufacturing and exporting shoes, BITIS is known as one of top 10 biggest footwear companies in Vietnam BITIS is also the most famous and popular brand name in not only home country but also in many other nations

in the world Nowadays, BITIS has 5000 different types of products, from footwear using at home to senior fashionable products Each type of products has various different designs providing more options for customers

4.1.2 Organization’s framework

BITIS have two braches namely Biti’s Western Branch and Biti’s Southern Branch and four trade centers including Biti’s Highland Trade Center, Biti’s Northern Trade Center, Biti’s Lao Cai Trade Center and Da Nang Business Center Besides that BITIS have 4500 agents covering every commune in the whole country and some other regions in the world Around 9000 workers are employed in BITIS, and 10% of its have bachelor and master degree

4.1.3 Bitis strategies

BITIS has built a number of specific strategies for its development The first strategy is enhanced the position of company though increasing capital, investing in modern technology, improving management and applying quality assurance Secondly, BITIS has increased their direct interactions with potential overseas clients in order to widen its market Moreover, BITIS has provided a competitive environment for workers to develop their potential abilities

to company development Finally, building customers’ trust is another core of the BITIS strategy

4.1.4 Human Resources Management and Development

Investing in human resources development is also a basic policy applying by this company Employees benefit from improved knowledge and skills and remain with the company longer

A number of programs are in place to support workers’ long-term commitment to BITIS and to encourage continuing education and skills upgrading, including leadership, management and professional development, as well as quality, occupational health and safety and environmental standards

4.2 Worker-respondent

With pie chart above, the highest rate of age is the employees who are under 25 age,occupy 45%, in contrast, the lowest rate of age who are from 51-60 is only 5% Meanwhile, the rate

of employees who are from 26-40 and the rate of those who are 41-50 is 30% and 20% respectively

PIE CHART ILLUSTRATING THE NUMBER OF MALE AND

FEMALE EMPLOYEES AT BITIS COMPANY

40%

60%

Male Female

The result obtained revealed that 60% of respondents answered ‘Female’ , meanwhile 40% of respondents answered ‘Male’ It is disproportionate because Bitis company’ characteristic are producing and selling shoes, in addition female who has good communication ability and quickly to introduce to the customer about the feature of products Likewise, according to East’s custom the characteristic of women is pleasant, gentle, so the female is required more than male employees

PIE CHART ILLUSTRATING THE EMPLOYEE'S LENGTH OF

SERVICE AT BITIS COMPANY

With pie chart above, we see that the highest rate of length of service at Bitis company is the employees who work from 2-3 years,occupy 35%, On the contrary, the lowest rate of length of service at Bitis company is the employees who work less than 1 years is only 15% Following the rate of employees who work from 1 to 2 years and the rate of those who work more than 3 years are similar respectively achieve 25 % This shows that the labor force is not stable

PIE CHART ILLUSTRATING THE PERCENTAGE OF EMPLOYEES WORK IN DEPARTMENTS

With pie chart above, we see that the highest rate of department is the employees who work in manufacturing department, occupy 60%, in turn the selling, marketing and financial department is 18%, 12%, and 4% respectively, finally security department is only 6% This suggests that indirect labor force working in departments is large proportion This is quite common in Vietnam enterprises, demonstrating the level of corporate management Vietnam is still limited

Section B

PIE CHART ILLUSTRATING THE EXTENT TO WHICH EMPLOYEES BELIEVE THAT THERE ARE CLEAR PLANS AND

POLICIES IN TRAINING AND DEVELOP HUMAN RESOURCE

AT BITIS COMPANY

65%

35%

Yes No

The results revealed that 65% of the respondents answered ‘ Yes, I think that company has clear policies and procedures in training course’ 35% stated ‘No’ those respondents who answered ‘ No’ commented on contact with their manager but no specific examples were given The policy of training and development is not very clear

PIE CHART ILLUSTRATING THE EXTENT TO WHICH BITIS

EMPLOYEES THINK ABOUT THE TRAINING PROCESS THAT

The respondents who answered ‘ Good’ amounted to 65% of the sample population it implicate that the knowledge ,skill the employees are learned are new and useful for them, with enthusiasm of teachers

With regard to 25% stated ‘ Normal’ and 10% answered ’Not Useful’ The reason for these come from the knowledge that employees received are only theory, it is not suitable with their job And the time for training allocated was not enough for them

These objects are often indirect employees in the department Subjects were typically trained at colleges and universities When they join the training course without the knowledge or without