Training and improving the quality of garment workers of the vit garment company

Bachelor’s Degree in Managing and Running Organization Studen’t name: Nguyen Thao Quyen Promotion: 2015-2018 Name of company: Vit Garment CO,LTD Company Address: Industrial Park Quang Minh, Me Linh, Ha Noi Working period from March 1st to May 20th 2018 INTERNSHIP REPORT TRAINING AND IMPROVE THE QUALITY OF GARMENT WORKERS OF VIT GARMENT CO.,LTD COMPANY Tutors in university Tutors in intership Mr La Tien Dung Mrs Phung Thi Muoi Human Resource Manager Ha Noi – 2018 LIST OF CONTENT Reasons for choosing topic The success or failure of many business organizations has shown that the most important resource of an organization or enterprise is the human resources factor It is one of the most important resources of socio-economic development Recognizing the importance of human resources, all individuals and organizations need to pay more attention to the training and development of human resources - the decisive task of a country, an organization to survive, develop and rise in competition, in the integration era VIT Garment is on the way of development with many staff, workers specialized in: production and business of garment The staff collective of the company is a young worker team who are professional, ambitious, passionate conquest of technology and always work hard to serve customers On the way of development, the company has been standing side by side with the customers to succeed, helping enterprises to have solutions to improve the efficiency of management, competitiveness and efficiency of production From the above arguments, it can be seen how important the human factor is That's why I decided to choose the topic: “Training and improving the quality of garment workers of the Vit Garment Company” for my internship report Company Overview Name of the Company: VIT Garment Co., Ltd Address: Quang Minh Industrial Zone, Me Linh, Hanoi, Vietnam Tel.: 02466714188 (Organization department) Website: Vitgarment.vn Business lines: Garment Representative: Nguyen Chi Dung Establish :2001 VIT - GARMENT is a garment export company with 100% foreign invested capital, invested capital of more than 13,000,000 USD With the most advanced automation equipment today such as: closed production line, sample drawing, maker making, full automatic cutting, etc Especially from 2005 to now, the company has joint venture with companies, corporations such as: Itochu, Mitsui, Iland, Unico as the leading companies in Japan and Korea specializing production and business the garment field The products of the factory made out are associated with famous brands such as: Wrangler, Lee, Edwin, Mossy, Sweet Camels, TomyHiffiger, Canifa …The total area of the factory is 39,000m2 with garment factories, factory for washing and dyeing and other auxiliary blocks 2.1 :Organizational chart (Source: HR department) 2.2: Financial statements (Unit: VND 1,000) 2014 2015 2016 2017 563,909,72 541,593,93 519,697,65 497,040,18 230,510,39 216,445,52 444,907,70 430,172,57 21,385,175 22,657,473 14,064,876 14,735,138 Financial profit -34.761 -388.124 106.415 -576.200 Other profits 900.233 205.181 38.950 Total profit before tax 15,919,912 16,169,625 7,310,106 6,016,904 Profit after tax 14,580,952 14,580,952 14,911,922 14,911,922 6,177,562 6,177,562 4,776,323 4,776,323 Revenue of Sales and Service supply Cost of goods sold Gross margin for Sales and Service supply Profit after tax of parent company The tasks assigned during the internship 3.1 Internship planning Table 2: Detail of my internship planning Step Date Tasks and obtained results - In the first one weeks, I became familiar with the environment and the rules of the company, Learn how to use basic machines (printers, 03/01 – 03/05 copiers, etc.) and perform daily tasks and looking for the subject - Research about the Company information , about all departments of the Company, on the operation of the Company.Learn the Company's regulations  Understand the Company  Get to know the Company's environment Researching about the current status of HR Dept 03/06– 03/12 Researching about the current activities of training in the company  Information about human resources and training policies Analyzing information about company’s policies 03/13-03/15 Finding the problems Giving solutions for the company to solve the problems  Solutions for the company Receiving the information about training plan for garment employees 03/16-03/20 Conducting a training plan and estimating costs for the company Summarizing training facilities and training partner  Training plan 03/21-03/30 04/01-04/30 Preparing logistics for training plan Conducting a final report about training plan for the company Preparing logistics for training plan Conducting a final report about training plan for the company  Employees and Head of Garment Dept opinions 3.2 Summarizing the First Stage of training plan Writing a report for the company about other solutions 05/01-05/05  The results of training course after month 05/05-05/20  Writing the final report Daily tasks During the first days of the internship, I was introduced to the staff in the department After greeting and getting to know each other, I was assigned by the person in charge of some administrative tasks in the office to get in touch with and familiarize with the company environment In the beginning, although still quite confused, but thanks to the enthusiasm of the staff and the desire to study, quickly I was able to keep pace with the job I was given the tasks of helping people with tasks such as photocopying, printing documents, arranging documents, then reading documents about company, about products Besides, the person in charge did not forget to remind me to observe the working way of employees  Result: I have learned how to use office machines with full functionality, smooth operation, accurate handling of large amounts of material, and learning how to handle mechanical problems Through the arrangement of materials, I learned order and care in work In addition, I also understand the company from the organizational structure, product lines, strengths and weaknesses of the company from the assigned documents 3.3 Research on the status of human resource training and development 3.3.1 Factors affecting the training and development of human resources Training and development of human resources in the company is affected by many direct and indirect factors From outside factors such as the labor market, competitors, the development of science and technology, etc to internal factors within the company such as development goals, field of activity, characteristics the current human resources in the company all affect the plan, program, purpose of the personnel training and development in the company a External Factor: Labor market: The company operates in the field of providing and trading textile products This is a potential market but still quite traditional The company needs a large number of skilled workers for the direct production block However, the quality of labor force in this field requires the ability, qualifications as well as experience to meet the exact requirements of the work, training after recruiting seems to be indispensable not only for the company but the current status in Vietnam today In the past, competition between business and production organizations was only a matter of competition in terms of capital, and then the competition for technology Today, with the trend of globalization, the most intense, strategic competition among organizations is the competition of the human factor Human resources have truly become the most valuable assets, the key to the success of every organization, every enterprise in the market economy For newly recruited employees, training and development of human resources help address immediate needs and long-term development goals, which are to help individuals prepare the knowledge and skills required by the new job Competitor: The company's closest competitors are competitors who seek to satisfy the same customers and needs and produce similar products The market of garment products is being considered as a profitable market, attracting more and more well-known people to participate in not only domestic enterprises but also many foreign enterprises, which are present and compete with the company Today, companies are facing the most intense competition in many recent decades Enterprises compete in the brand, in the product, in the level of customer satisfaction, in the recruitment phase, in the policy of attracting talented people Competitors affect the training and development of the company When doing business, it is important to understand that the competitors are an extremely important condition in order to set up effective business plans and strategies, they not only have a clear understanding of their main direct competitors, but they must also cover the potential competitors More and more competitors make the choice of employees wider The workers find any company that deals with better salaries, bonuses, incentive policies, working environment, cultural environment When a competitor carries out effective training and development programs, the enterprise itself will have an impact This is also a reason for enterprises to carry out personnel training Not only because the pressure from the human input did not meet the requirements, the nature of the work that the training helps new employees get into the culture of the company, but the training is also the policy to keep employees engaged in long-term dedication to the company, which is the company’s concern for its employees in the face of the constant competition of qualified and experienced professionals and employees working for the company to serve their companies Customer: After all, all activities of the enterprise are aimed at customer satisfaction Customers, consumers bring profit goals to the enterprise Consumers today have much higher requirements The company must ensure that product quality is acceptable with the accompanying services, otherwise it will immediately lose customers to the competitors Even current quality and service are acceptable, its future is no longer acceptable Consumers will buy the products of the companies that they can get the highest value for the customer In order to win the textile market, the company needs to keep track of customer expectations, acknowledgment results, and customer satisfaction The company also needs to monitor these issues of its competitors Therefore, customers greatly influence the training and development of human resources of the company The challenge is that the company must build a working style so that everyone in the company will act together to make the customer happy The company's human resources training programs are also influenced by customers, because of the best satisfaction for customers, because the requirements and expectations of customers are increasing State policy, guidelines: The Party and the State clearly define the importance of human resources training and development in the period of renovation and integration It is the people who will change the status of the country Therefore, many programs as well as funds focused on training human resources The policies of the Party and the State affect the training and development of human resources of the company On the other hand, the State has begun to pay attention to investment in technical facilities, investment in research and development more and more in the field of garment b Internal factors Objectives of the Company  Continue to carry out the tasks and activities of the company  Concentrate on human resources to well complete the work and tasks of the company  Offer solutions for the company to develop:  Solutions for building, selecting, implementing marketing and business strategies  Strategic solutions on organization and human resources as a bridge between Business and Marketing and financial strategy  Provide high quality products at competitive prices, many preferential policies and best service  Develop management team and staff to be capable, ethical, have team spirit  Successful application of advanced technology in the production of high quality products to satisfy the customer in the highest way  Human Resources: Develop human resources system in the right direction to promote human resources  Human resource management needs to improve the system such as organization, recruitment, training, evaluation followed by communication and finally labor contract All steps must be built under strict standards and closely linked together to form a continuous strategy Human resources in the company: Human resources in the company are evaluated as young, with professional qualifications Many skilled workers have certificates from the domestic and international prestigious training courses This creates many advantages for the training and development of human resources But it is also a challenge for the training program, policies because when the staff is qualified, the need to learn, improve the skills is higher Therefore, training programs, training needs, training costs of the company is the secret to retain employees These factors have a huge impact on the company, which makes it possible for the company to develop sustainably or to weaken the company It is therefore necessary to have policies that influence these factors to help it grow as the company grows 3.3.2 Training of the company a Basis for training and developing human resources in the company Training and development of human resources is to maximize the available human resources at the company and improve organizational effectiveness by helping workers better understand the work, understand more about their careers and perform their functions and tasks more autonomously, with better attitudes, and improve their adaptability to future jobs Training is to prepare employees to keep up with organizational changes when there is change and development in the future There are breakthroughs in the market, achieving higher business efficiency, achieving the set goals Increase the adaptability of the company to every situation, including the sense of selfconsciousness of all members of the company, coping with all difficulties and finding innovative and appropriate solutions to solve those difficulties in the most effective way In the training process, each person will be compensated for the shortages in education, be conveyed the practical abilities and experiences in the field of expertise updated knowledge and expanded understanding so that not only can complete the assigned work but can also cope with the changes of the surrounding environment affecting their work The training and development of the human resources of the company aims to equip staff with the appropriate knowledge, advanced skills and attitudes to serve customers effectively, perform well assigned tasks Simultaneously develop the potential of each employee and bring maximum efficiency to the company The company supports the training and development in all positions and considers it as necessary investment by the reasonable budget allocation At present, there are about 1600 employees at the Company Due to the need to expand its business, the company continues to recruit more staff each year to achieve its specific objectives as well as its human resource development plan for its future vision In order to carry out the training and development of human resources in the company, it is necessary to have material and technical facilities and human resources for such work; It is necessary to have rules and regulations to regulate the relationships arising in training and development between workers and enterprises as well as with organizations and individuals outside the enterprise Training funds: For each program, the training course of HR staff will be prepared a budget for the training by the company Training costs must be in line with the training budget approved annually by the Board of directors Training costs include:  Salaries for external trainers invited by the company for teaching in the company  The salary of the subjects sent to training courses according to the training regulations of the company  Tuition allowance for staff to attend training in the country and abroad  Equipment of the company for teaching and training activities The training and development fund of the company is very limited, sometimes causing many difficulties for the training and development of human resources of the company However, in recent years, the company has invested heavily in competitive human resources, maintaining and increasing the human resources training and development fund, and the departments have to plan training and training budgets to ensure good implementation of the training and development plan Therefore, the company also needs to find appropriate measures to ensure the training budget, meeting the requirements of training and development of the company with the motto of saving, improving the use effectiveness of the training fund and ensuring the quality of training as planned Training scale: 2015 250 10 Human resources scale has increasingly expanded By 2015, the company has 250 trained employees By 2017, after three years, the number of trained employees will increase by 1.2 times, ie 300 employees The company is working efficiently and many departments are formed by the actual business needs that increase the number of employees needed to recruit to meet the human resource plan Because the human resource plan is based on the business plan of the company With the scale of expanding, leading to bigger and more complicated organizational structure, the specialization of departments will create certain difficulties for the training and development of human resources, because there are many positions, it must manage, supervise the performance of the work Quality of human resources of VIT Garment: The recruitment of human resources into the company was conducted quite tightly and seriously On average, the company recruits about 25% of the labor force each year to meet new job demands Most of the back office staffs in the company have college degrees and postgraduate degrees, which is due to the fact that the recruitment process selects candidates with college degree or above Yearly data show that in current time: There are 30 people in master degree, accounting for 1.875 %, There are 120 engineers and bachelors, accounting for 7.5% 64 people with other qualifications make up 4% For direct labor block, the company currently maintains garment workshops with more than 1300 workers The level of the workers is below the middle level, most of them are employees who have attended vocational schools or have studied freely tailoring at outside establishments This is the core force of VIT Garment, which decides much on the production efficiency, business efficiency and work quality of the company Basically, the staff team is young, dynamic, enthusiastic, trained basically, qualified It can be confirmed that the quality of human resources in the back office in the company is quite high This creates many advantages for the training and development of human resources However, the quality of the direct labor force in recent times is a big problem for the company as the number of orders is increasing and the company continuously recruits large numbers of workers b Impact of the departments on the training and development of human resources Department responsible for organizing the training and development of human resources: 11 The Human Resource Department is the unit directly responsible for performing this task Production and business units are responsible for identifying training needs and developing a plan to train the workforce to meet their production and business requirements Trainees: The trainees are the whole staff of the company, from the employees, the new workers to the staff, workers with long seniority in the company The overall goal of training and development of human resources is to maximize the available human resources at the company and improve the company’s effectiveness by helping workers better understand the work, understand more about their careers and perform their functions and tasks more autonomously, with better attitudes, and improve their adaptability to future jobs The Company encourages all employees and workers to participate in the training course Depending on the level of job satisfaction as well as the recruitment purpose of the company after training, the company can support part or all of the training costs Participants of training programs can be divided into the following groups: Organize training courses for managers: At the company, regardless of the area of operation, position on the company and the size of the company, all managers must deal directly with human resources issues because they are the core issues for a manager Determining the importance of this object, the company has the policy: “Enhance the training, fostering and raising of professional qualifications for the managerial personnel to meet the requirements of the market, of science and technology, information technology, management of production and supply of products and services Open classes that match the capacity, time of each object” Organize training for employees: The ideal process for developing human resources is to start from the highest level of business and bring understanding of the bottom line of corporate organization as deep as possible Leaders must learn how to care for the heart as well as the minds of their subordinates, if they want to develop broad competitiveness across the organization Training is seen as a key element in meeting the organization's strategic goals Now the quality of staff has become one of the most important competitive advantages of agencies and units The demand for staff training in organizations has grown rapidly, with the development of cooperation and competition, advanced technology and economic and social pressures It can be said that the training needs of employees working in the company is basically high, but the driving force is the development, the promotion of the position, the increase of 12 salary and bonus, work completion and labor contract, no staff suggest to the manager that they want to participate in this training course to improve their knowledge Often corporate training courses are organized by evaluating the inability to meet the skill requirements of the staff job The desire of the manager is that the staff through training and development: stable to develop, to promote, to have favorable working positions to contribute the most, to be provided with relevant training information When their basic needs are recognized and secured, the members of the organization will be excited to work Specific training programs for employees are as follows: Technical staff: English in information technology, processing techniques, new technologies transferred to the center, technology, ,,, Garment worker: workmanship Planning staff: English in Business, Informatics, Project Process, Partner Management, Procurement Techniques, Accountant: Management software, accounting There are many training courses under requirement of the departments are proposed and approved to achieve the performance goals of each department as well as VIT Garment Co., Ltd c Training process of the company Step 1: Company determines training needs Make a list of training needs for employees in the company Direct managers are responsible for implement this task Step 2: Compare the training needs with the development plan of the company The staff of the HR - organization department in charge of the training performs this task Step 3: Develop training plan Define training objectives Estimate the source of funding and resources to implement the training plan Identify related issues, risks and propose solutions Develop training plan Personnel staffs in charge of training perform this task Step 4: Review the company's annual training plan The executors are company directors, department heads Step 5: Approval of training plan Submit the training plan to the director for approval Step 6: Start training The executor is the person in charge of the training 13 d Training results VIT Company has completed the training regulations in the company, and constantly organize short-term training courses; send staff to participate in master training at home and abroad In 2017, 17 training courses were held, with a total of 90 participants, mainly training in presentation skills, sales communication skills, procurement professional training, class of developing management skills and leadership skills At the same time, we also organized 14 internal training courses as required by the department, mainly workers at garment factories 3.3.3 Problems of the company in the training Achievements:  The company always create favorable conditions for employees to improve their education as well as their skills such as: introduce and create favorable conditions in time so that staff can attend seminars, in-service classes, skill training courses  The training method is diversified, training programs are plentiful, content is reasonable, improving the creativity of the workers There are so many training methods that trainers will choose for their own course  The company has selected a variety of in-job or out-job training methods, has incentives for staff to actively learn and improve their knowledge, improve their professional skills as well as soft skills for work as well as future positions  The budget for the training and development of personnel in the company is concerned, maintained and is increasingly increasing to ensure the minimum level Limitations:  In recent years, the training and development of personnel at the company has achieved remarkable results However, besides these successes, human resource training and development still have limitations and weaknesses due to both subjective and objective causes  Some aspects of human resource training and development have not yet been fully and formally implemented In courses or seminars, there is less exchange between trainers and trainees  For domestic and foreign certification training, the company only monitors and manages certificates and training costs  It has not synchronized in training recruitment and use after training  The training structure of the company has not been clearly defined the responsibilities of each individual, unit (who, what, what responsibilities) in the system 14  Managers not pay adequate attention to training and development personnel in the specific environment of their enterprise The person in charge of human resources does not have sufficient human resources skills to handle the job confidently, so it is difficult to convince the board of directors and other department heads  The assessment of students' level of learning as mentioned above is usually quite formal When the training evaluation is not formally organized, the lessons learned will be limited It is difficult to draw on the full and complete lessons learned for the next few sessions In addition, it is necessary to consider training as an investment, and to assess how effective the investment is, to have a better investment plan Reasons:  The Company does not have reasonable policies to harmonize the interests of the employees with the interests of the company in the implementation of personnel development Since then, it has not really encouraged employees to voluntarily and actively participate in the training process, to develop the company's personnel  There is no specific training and development strategy VIT Company has not formulated an official long-term human resource strategy Without a human resource strategy, strategic objectives are not formally available Therefore, there is no careful analysis of the business environment, no the necessary orientation for enterprises in the market economy  There is no relationship between training and human resource development with other human resource management works For effective human management, management policies need to be in sync In the work of human resource management, training should be conducted in sync with other major human management tasks such as design and analysis of work, selection, use and evaluation of work results, payment of salary and welfare It should be emphasized that in order to well the training and development, the contents of policy on human resource management must synchronize, support and promote each other  The company has not set up a standard basis to accurately assess the training program to bring benefits for trainees as well as for the company Particularly for training programs for managers, the assessment often faces the disadvantages because it is impossible to accurately measure their progress after training In addition, training programs are conducted on a large scale for all company staff, monitoring and evaluation are more difficult to implement due to over-participation If possible, the results will be inaccurate and poor  Training needs assessment is not scientific The company does not organize a formal, professional needs assessment, which is done in a relatively modest way They usually deal 15 informally with key managers, plus the observations of the director and the officer in charge of the training It is common practice to ignore the necessary steps in the training needs assessment: company analysis, job analysis and personal analysis At each stage, each step of the training needs assessment is omitted or shortened, so they often does not provide a specific and detailed list of training needs Case Study -Participate in the training plan of 200 export garment workers and evaluate the results During my internship at the company, I had the opportunity to participate in a training plan for 200 new export garment workers recruited by the company in March 2018 This is the largest addition of staff in the last two years because the company has successfully signed two brands to export to the foreign countries with great order value By showing the ability to handle the job and always achieve good performance in the job, my supervisor gave me the opportunity to participate in supporting the company’s training committee and if I have a good performance, I will be considered to be a full time HR employee Having grasped the opportunity, I first made my own plan and prepared for the content of the work that I will in the training plan: 4.1 - Make detailed plans according to the content of the training committee - Make a cost estimate for the plan - Contact the training partners, prepare the facilities for the training plan - Collect data to evaluate the results of the training plan Make detailed plans according to the content of the training committee and cost estimates Based on the agreed training plan and content after the meeting of the training committee, I have developed a detailed training plan and the cost estimate as follows: Training plan for garment workers Time Mornings of Saturday, Sunday from April 1, 2018 Location Garment workshop - VIT Garment Company Participants New employee of export garment factory Total: 200 people Committe of training, Representative of the Board of Directors evaluation Representative of Production Department Head of export garment department Three technicians from technical department trainers of the company Training content Stage 1: Basic training Lesson 1: Hand, feet and eyes combination exercise Lesson 2: Return of needle head Lesson 3: Put ball to hole 16 Training regulations Balance of training costs 4.2 Lesson 4: Identify details, technical terms of the garment industry Lesson 5: Check and identify product defects Stage 2: Training in using industrial sewing machines Lesson 1: Familiarize and control one- needle machine Lesson 2: Practice on sewing machines Lesson 3: Examination and assessment of trainees * Types of machines used: JUKI overedging sewing machin KANSAI sewing machine, LAPSIM machine - Workers must queue in order, call the roll and get uniforms accordin to the provided nameplate - Clean the machine and surrounding area before the start - In the learning process: not leave the position, keep quiet, practic and take notes as instructed by the trainer When the machin encounters a problem, it must be reported immediately to th technician and cannot be repaired - Clean machines after the end of the training period of the day Estimated cost: VND 500,000/ worker/ month Actual costs: Cost of tea, snacks and pastries: 210 rations x VND 20,000/ ration x days/ month = VND 33,600,000 Document printing costs: VND 15,000,000 Expenses for the training committee (trainers, technicians): VN 200,000/ person x persons x days / month = VND 12,800,000 Total: VND 61,400,000/ month Cost of preparation of machinery, additional facilities: VN 94,900,000 Contact the training partners, prepare the facilities I conducted a survey of the company's garment factory to calculate the number of machines needed for workers during training and found that the number of sewing machines was not enough for the workers to practice To minimize costs for the company, I met up with the head of the supplies department to obtain statistics on the number of machines reserved for the company and the number of machines serving the production If the number of machines of the company is enough, the company will not need to add sewing machines to workers Once I got the data, I found that at present the number of sewing machines of the company is not enough for the training plan even when using up the current stocking machine in the company In addition, this amount is not enough and the company will need to add them after the training plan ends for the export garment workshop I reported the situation to the management of the company and then the company decided to add 30 JUKI sewing machines to both training and production In addition, the board of directors also sent representatives of the technical department and department heads to the factory to inspect the workshop and 17 recalculate the installation location so that enough space was available for the added workforce in the coming time 4.3 Collect results, evaluate the initial quality of the training plan At the end of the first month of the training plan, my assignment was to collect training results based on assessments from workers and trainers to assess the quality of the training plan along with the issues for improvement (if any) so that the training plan in the future is better The data samples I will use for the analysis are: Evaluation form for training results by trainers, evaluation forms of workers participating in training The results are shown below: 18 • Completion rate of training programs: It can be seen that the majority of workers attending the company's training course in the first month have completed and achieved good results in basic training and skills training However, there are still a number of workers who have not yet completed the program, in particular, the trainings on identifying defective products have 36% of the workers failing, training in using garment auxiliaries also have up to 45% of workers failing to meet the requirements Based on the test results at the end of the month, I surveyed the opinions of some workers and they said that the training program of the company has very practical and attractive content However, the reason why they did not catch up with the lecture was because the trainers instructed quickly, they did not have time to practice and systematized the knowledge they had been trained • Post-training work efficiency: Summing up the first month's training plan, I met the person in charge of the garment export workshop to assess the level of work done by the workers in the workshop and the productivity of the month The results are shown in the table below: March (800 workers) 630,000 pcs April (1000 workers) 940,000 pcs Compare April/ March (%) Increase 50% Total product in the month Labor productivity (Average number of products/ one worker 787 pcs/ month 940 pcs/ month Increase 20% per month) It can be clearly seen that the company’s production capacity increased significantly in April after the company added 200 employees to the workshop, up to 50% from March The average labor productivity per worker in March was only 787 pcs per month and increased to nearly 20 per cent in April as the company added workers It can be seen that the initial training of the company has brought good results and improve the overall production efficiency throughout the workshop At the present, with the increasing number of orders from partners, the increase of production capacity is necessary to meet the requirements of partners • Evaluation of the company's training plan: I have created a survey for new employees of the company for the purpose of gathering their opinions about the training plan Here is the survey sample: 19 Satisfaction of the training course in April: How long you expect the training duration to last?  Less than months  - months  months - year  Over year Are you not satisfied with any aspect of the training program? ……………………………………………………………………………………………………………… ……………………………………………………………………………………………………………… After collecting enough comments from 200 workers, I conducted a data analysis and learned that the company is doing well in the training plan However, there is still a certain percentage of unsatisfied workers The content of the training program has the highest rate of dissatisfaction, 38% of the total Followed by the team of trainers still not satisfied with 24% of workers participating in training As I have analyzed above, for the content of the curriculum, although it is practical and attractive, but the transmission of the mass of knowledge in a short time as present without the practice will bring the opposite effect to the workers involved in training For the other two criteria, only 14% of the workers were dissatisfied with the applicability of the training and 5% were not satisfied with the performance they received after the first month of training • Sub-questions: Most staff think that the duration of the training should not last more than months Most workers commented that training should last less than months with 51% as a result of 20 the survey I think this is justified by the fact that training is essential and will help workers improve their skills and productivity However, a too long training plan will make them feel tired and bring the opposite effect The training plan should last for less than months and the company may put into other training plans for the workers after a period of time, which may prioritize focused training and specialized skills training to improve their skills and bring competitiveness, advantage when bidding orders because the company’s staff are always guaranteed and improved in time to meet all needs from partners Solutions to improve training efficiency of VIT Garment 5.1 Improve post-training evaluation efficiency Evaluator To assess the quality of training, we have six groups of people who will evaluate training effectiveness: - Personal staff (self-assessment) - Colleagues of employees - Direct managers - Administrative staff - Trainer With the assessment of these five groups, the effectiveness of post-training evaluation will be objective and avoid unnecessary trouble Assessment process Pre-training evaluation Evaluation during training Post-training evaluation Evaluation of month after Evaluation of months Evaluation of months training after training after training Pre-training evaluation Staffs and direct management are the two direct participants in the assessment Evaluation during training Staff, trainers and training officers evaluate training effectiveness together 21 Post-training evaluation Degree of the employee, assessment of the direct management level and customer are used for evaluation Evaluation of month after training: Evaluation of direct managers, colleagues Evaluation of month after training: Evaluation of direct managers, colleagues Evaluation of month after training: Direct management level, colleagues, training officers Level of assessment: - Level I - Attitude: Are learners happy with the training program, trainers and equipment? Does the course has benefits for them? Are there any achievements? Evaluation method: Asking the trainers to the Pre Test and Post Test in a relatively accurate manner to assess the participants' learning outcomes (knowledge, skills and applicability) - Level II - Learning: Qualifications and skills that the learner achieved after the course Evaluation method: Writing exam, hypothetical situations, observations, interviews - Level III - Behavior: What is the difference between behavior of learners after learning and before learning? Do they use the knowledge and skills learned in practice? Evaluation method: Collect information on the results of work from: Superiors - Same level; Subordinates - Customers - Level IV - Overall evaluation: The level of progress of the bank /unit after the training Evaluation method: Evaluation on Risks - Spirituality; Quality - Cost; Productivity Profits; Revenue Improve the connection between recruitment and training 5.2 As I see it, the development of the company's production orders is a good sign that the company is a reliable manufacturer in the market However, it is also because of the increased workload that led to the company's massive recruitment without plans and forecasts If it is prolonged, it will eventually cause the company to lose control over the employee’s overall qualification level, increase training costs and sometimes affect productivity To change the situation, I suggest: - Improve linkages between departments, production workshops with Human Resources to have continuous information on the production situation, work needs and personnel of the department to have solutions and specific plan - There are forecasts in terms of workload, long-term manufacturing activities to prepare the right workforce - Recruiting activities should be accompanied by training soon after to improve the effectiveness of the newly recruited personnel Evaluation of internship results 22 6.1 Errors and difficulties Lack of effort and logical thinking in work: While working and exploring current issues of the company, I occasionally narrowed my sources of information and lacked a deeper understanding of the information, only narrowing down on what I was exposed and afraid to study issues related to tourism specialization This made me fell depressed and fail to express great efforts in my work When I saw the pace of my work and project being affected, I was self-motivated and more dedicated to my job, studied the information I had and got back the schedule quickly Arbitrarily making decisions that not yet have consensus of the bank: The specialty of my job is to work with many other departments, check the facilities and man-day of employees Sometimes I voluntarily added production equipment without prior notification to the manager Although this did not bring any bad problems, I was reminded and needed to draw lessons in the next time Difficulties in communication: The difference in age and experience between me and the older staffs in the department of general administration led to the distance in communication and information sharing Introducing myself and getting to know the company's employees initially had some difficulties and gave me scaredness from the employees After a period of time, this problem was no longer because I demonstrated the ability in work and friendliness of people with the company 6.2 Experience gained - I had a chance of working in a professional working environment, with the skilled and enthusiastic colleagues - For the first time I was seen and participated in a system of recruiting, training the actual staff on large scale The fact there are a lot of difficulties in the process of organization and not as simple as the theory - Enhance skills of persuasion and negotiation through meetings and exchanges with colleagues - Apply the knowledge of individual subjects on regular work day and projects, such as the methods of collecting information, analyzing financial reports, planning careers Conclusion Human resources are very important factor in the success of a company For a large scale production company as VIT Garment, the development of the capacity of the production team will bring many benefits to the company and especially to the competition with other companies on production capacity By researching, surveying, and performing assigned tasks, I have identified some of the limitations on training of the company I hope with my suggestions, the company can improve the training policy in the future 23 24 ... ensure the training budget, meeting the requirements of training and development of the company with the motto of saving, improving the use effectiveness of the training fund and ensuring the quality. .. 45% of workers failing to meet the requirements Based on the test results at the end of the month, I surveyed the opinions of some workers and they said that the training program of the company. .. focused on training human resources The policies of the Party and the State affect the training and development of human resources of the company On the other hand, the State has begun to pay attention