Human resource training at vtc digital company

Lunghwa Universityof Scienceand Technology Department of Business Administration Thesis for a Master’s Degree Human resource training at VTC Digital Company Researcher: Tran Ngoc Anh Supervisor 1: Assoc Prof Nham Phong Tuan Supervisor 2: Assoc Prof Chu, Chih-Chung November 2018 Lunghwa University of Science and Technology Approval Certificate of Master's Degree Examination Board This is to certify that the Master’s Degree Examinations Board has approved the thesis Human Resource Training at VTC Digital Company published by Mr Tran Ngoc Anh in the Master Program of Graduate School of Department of Business Administration Master’s Degree Examination Board Board Members：Prof PhD Tsan Eric Prof., PhD Nguyen Van Dinh Dr Nguyen Thi Hong Hanh Advisors： Assoc Prof Nham Phong Tuan Assoc Prof Chu, Chih-Chung Chair： Prof PhD Tsan Eric Date：November 2018 ABSTRACT Thesis Title：Human resource training at VTC Digital Company Pages：69 University：Lunghwa University of Science and Technology Graduate School：Department of Business Administration Date：November, 2018 Degree：Master Researcher：Tran Ngoc Anh Advisors：Assoc Prof Chu, Chih-Chung & Assoc Prof Nham Phong Tuan Keywords: Human resource, training Based on actual requirement, theoretical basis, documents, preceding studies on the issue about human resource management in general and human resource training in particular, I have chosen topic for my thesis: “Human resource training at VTC company” In this thesis, I use secondary data sources from the documents, reports of the Human Resource Department and reports from other departments of the company and primary data sources from surveys with employees and interviews with the Director, Vice Directors and head managers of departments to analyze the situation of employee training at the company Research methods: In the thesis, the author uses quantitative research methods Direct interview are designed to gather information from employees and managers Accordingly, the thesis provides a view from the managerial aspects to technical aspects on the training of employees at VTC in the period 2013-2017 The author also points out the advantages, drawbacks of the training and causes of these problems The thesis concludes with the suggestions to improve employee training at VTC These recommendations are not really simple but really necessary for Joint VTC company if they want to possess a strong pool of employees The recommendations are also practical and applicable to the situation of the company Therefore I believe that my research will not only help the company to realize its current situation but find out some good solutions for its better development as well i ACKNOWLEDGEMENT Firstly, I would like to express my gratitude to the International School, Vietnam National University Hanoi and Lunghwa University of Science and Technology with all members, lecturers and staff for their great guidance, constructive contributions and valuable advice during my study Secondly, I would also want to express my sincere appreciation to my supervisors, Assoc Prof Nham Phong Tuan and Asst Prof Chu Chih - Chung for their patience, motivation, and immense knowledge Their guidance is invaluable for me to complete this MBA thesis Besides my supervisors, I would like to thank to the help of many people working at the VTC Digital company, especially the people who are fully occupied in business but still be willing to provide me with a lot of useful information Last but not the least, I would like to thank my family, my beloved ones for supporting me spiritually throughout writing this thesis and my life in general Hanoi, November 2018 Tran Ngoc Anh ii TABLE OF CONTENTS 1.INTRODUCTION 1.1 Rationale ………………………………………………………… …………….1 1.2 Research objectives ……………………………………… …………………….1 1.3 Research question ……………………………………………………………… 1.4 Research methodology …………………….………………….…………………2 1.4.1 Research Process………………………… ……………….………………2 1.4.2 Data collection 1.4.3 Analysis of data 2.LITERATURE REVIEW 2.1 Overview of human resource training 2.1.1 Concept of human resource training 2.1.2 Role of human resource training 2.2 Human resource training process 2.2.1 Conducting training need analysis Training needs analysis (TNA) addresses the problem of methodically discerning the actual gaps in the needed skills of the work force The core of any effective training program is correctly identifying what or who needs to be trained Poorly conducted needs analyses can lead to training solutions training the wrong competencies, the wrong people and the wrong learning methods 2.2.2 Training design 2.2.3 Training implementation 12 2.2.4 Evaluating the training program 12 2.3 Factors affecting human resource training 14 2.3.1 Internal factors 14 2.3.2 External factors 15 HUMAN RESOURCE TRAINING AT VTC DIGITAL COMPANY 16 3.1 Overview of VTC Digital 16 3.1.1 History of VTC Digital 16 3.1.2 Organizational structure 18 3.1.4 Features of VTC Digital that influence the training of human resources 19 3.1.5 Quality of VTC’s Human Resource 25 iii 3.2 Assessment of human resource training at VTC 29 3.2.1 Training needs assessment 29 3.2.2 Training Design: 33 3.2.3 Training Implementation 43 3.2.4 Post-training Evaluation 45 3.3 Evaluation of human resources training at VTC 47 3.3.1 Evaluation of factors affecting the training of human resources: 47 3.3.2 Achievements: 48 3.3.3 Drawbacks and reasons 49 SOLUTIONS TO IMPROVE HUMAN RESOURCE TRAINING AT VTC 52 4.1 Development orientation of VTC 52 4.2 Solutions to improve human resource training at VTC 55 4.2.1 Improving the training of human resources 55 4.2.2 Improving the quality of HR Department’s employees 60 4.2.3 Completing the regulations and policies related to training of company 61 CONCLUSION 63 REFERENCES 64 Appendix 1: Survey questionnaires for employees 66 Appendix 2: Interview questions for managers 69 iv LIST OF FIRGUE Figure 2.1: The process of HR training Figure 3.1: TV signal receiver/decoder device 17 Figure 3.2: Organizational Chart at VTC Digital 18 Figure 3.3: The percentage of employees by department at VTC Digital 21 Figure 3.4: Statistical descriptive of Age 23 Figure 3.5: Statistical descriptive of Gender 25 Figure 3.6: Educational background of employees at VTC 26 Figure 3.7: Statistical descriptive of English levels by TOEIC 28 Figure 3.8: Training design process at VTC 33 Figure 3.9: Participation Selecting Policy 35 Figure 3.10: Training Quality 41 Firgue 3.11: Encouraging Trainning Policy 44 Figure 3.12: Training Program Quality 46 Figure 3.13: The results of the employee training at VTC Digital in 2017 47 v LIST OF TABLE Table 3.1: Revenue based on packages 19 Table 3.2: The employee’s ages at VTC 22 Table 3.3: The gender of employees at VTC Digital 24 Table 3.4: Educational level of employees by positions at VTC 27 Table 3.5: Computer skills of employees at VTC 29 Table 3.6: Training demand for marketing and sales campaign in 2016 30 Table 3.7: Summing up the situation employees recruitment at VTC in past three years 30 Table 3.8: The training needs developing markets in 2016 31 Table 3.9: The training needs of VTC ( 2013-2017) 32 Table 3.10: Mean score of employees satisfaction on participation selection policies 35 Table 3.11: Training programs for administrative and technical staff in 2017 36 Table 3.12: Training programs for managers in 2017 37 Table 3.13: Scale training follow the training methods( 2015-2017) 38 Table 3.14: Mean of employee’s satisfaction on training methods and contents 39 Table 3.15: Statistics of teacher training programs implemented by the company 40 Table 3.16: Mean of employees evaluation on trainers’ training quality 41 Table 3.17: Training funds and the use of funds in the company 42 Table 3.18: The use of funds under the legal training of company training VTC in 2017 43 Table 3.19: Mean of employees satisfaction on encourage training policies 44 Table 3.20: Mean of employees evaluation on training program quality 45 vi INTRODUCTION 1.1 Rationale That Vietnam officially joined the WTO opened up a period of comprehensive integration into the world economy It has created opportunities as well as unprecedented challenges for Vietnam enterprises to survive and grow in the fiercely competitive market To compete fairly and strongly, businesses need to promote all resources, including the focus on human resources - the most important one in an organization Although our country is abundant with human resources, most are not properly trained, therefore, laborers with qualified skills are still limited In an increasingly fierce economy where science and technology are advancing every day, it is essential that enterprises cultivate a good pool of human resources in order to survive the market Training of human resources plays an important role in improving capacity of employees in enterprises to meet the need of the market economy Therefore, all organizations have the tendency to focus on the training of their human resources in order to improve knowledge and skills for employees contribute to increase profits and market competitiveness As well as other businesses, VTC Digital has been facing difficult situation in producing qualified staff for the development of the company VTC has stated that, one of the most important prerequisites for growing the company is to develop human resources who can assume key positions and are able to steer the company Given that fact, I decided to choose the topic “Human resource training at VTC Digital Company” From the study of the problems existing in the training of human resources, I wish to propose some useful solutions aimed at improving the human resource training process, creating competitiveness for companies in the global economy 1.2 Research objectives Based on issues stated above, the research objectives will be:  Overall objective: suggesting complete solutions to enhancing human resources training at VTC Digital Company, creating an improved workforce for the company with professionalism  Specific objectives:  identify the factors that affect HR training  Analyse and clarify the rationale system of training in business  Analyse and and evaluate the situation of human resources training at VTC company  Analyze the existing cause and suggest some solutions in order to improve the training of human resources in the company 1.3 Research questions Then, research questions will be:  What are the factors that directly affect HR training at VTC Digital company?  What is the current situation of HR training at VTC company?  What are practical solutions to improve HR training at VTC company? 1.4 Research methodology 1.4.1 Research Process The research process for this study is illustrated as follows threats, strengths and weaknesses, our group suggest combination of strategies for VTC Digital They are “Pay TV market entry strategy” and “Product differentiation strategy” To implement these strategies, VTC Digital needs to focus on solutions of modern technology application to develop new products and services, product upgrade to create differentiation, integration of added values for products and services and improvement of policies on marketing and customer service Besides, the company needs to find out solutions to exploit the rich resource of VTC customers to widen market share in the pay TV market They are appropriate and feasible strategies for VTC Digital in this period Besides this basic strategy implementation, VTC Digital needs to constantly monitor, check, consider and reevaluate the strategy for appropriate adjustment when business environment’s factors change dramatically, affecting basic factors related to the strategy implementation This helps ensure the strategy feasible in the company’s long term development 4.2 Solutions to improve human resource training at VTC 4.2.1 Improving the training of human resources 4.2.1.1 Completing the identification of training needs The identification of training needs of employees in the company is one of the important steps and crucial to all the training of human resources in any enterprise If this step is improperly done, the consequences will be very difficult to overcome Currently at VTC, identifying needs is not based on human resource planning; analysis and evaluation of job performance In order to improve the training needs determination, VTC should take into account the following issues: a) Mapping human resource planning: The training plan will provides a deeper look at the current workforce of VTC, Based on that, the company will know how many employees need to be trained On that basis, the company finds it easier to establish training plans in detail Plan human resource training includes following stages: Stage 1: Analysis of the use of human resources and predictable supply of manpower Stage 2: Prediction of human needs 55 Stage 3: Balancing supply and employees demand Stage 4: Develop measures to implement Those are steps to determine manpower plan correctly, VTC in particular and enterprises in general should comply with this process to determine the planning of human resources and their manpower needs in the future, thereby determining the next training plan correctly b) Performing analytical work: The identification of training should be based on the analytical work of the company in order to determine the work that is currently the focus and match the production requirements of the company business Identifying key tasks in each period could identify the skills and knowledge needed for employees To perform the analysis work effectively, the company needs to build complete job description, the job performance requirements to each location, job title To conduct analytical work and building descriptions, VTC should perform the following steps: Step 1: Define the list of work to be analyzed depending on the nature and importance of the work such as work required for manager, accounting, production employees Step 2: Identify the resources involved in the analysis process, for example the board of directors, deputy heads of departments or production teams Step 3: Gather information necessary for job analysis process through questionnaires and interviews directly to employees or through observation employees’ work Step 4: Analyze the information and write a job description, the job requirements for the job done c) Completing the performance evaluation system work: Reviewing work performance provides specific information about the skills that employees lack or are weak at during job performance Thanks to it, VTC can determine more precisely on the employees who need skills training, additional knowledge to meet the work requirements in place It is obvious that the assessment of the work performance of VTC is still sketchy and system evaluation criteria is not there, leading to evaluation not being really effective To make the identification of training needs more effective, the company needs to build a system and method of job evaluation If needed a scoring method must be built based on the standard system 56 In order to assess the work effectively, the company should pay attention to the following points: - Establish criteria for evaluation of the board of directors and employees to each specific job function and the feedback from the employees directly - Evaluation of work efficiency must be accurately quantified in economic indicators 4.2.1.2 Define specific, clear training target The determination of who will be involved in training at VTC has been defined quite clearly but not well implemented, leading to the inaccurate identification of training target The training program must clearly answer the following question: For whom is it? It is the people who lack knowledge, what skills should be added? Those persons can manage time to participate or not? The attitude of the people towards the training? How can they apply the knowledge acquired after the course and so on For example, long-term training will not involve trainees who are 50 years of age, instead choosing younger employees Old people having more limited ability to acquire knowledge, moreover they will not be able to devote a lot to the company after the training Considering the current situation of VTC, the company needs to train the following targets: - The HR Department: Staff in this department needs training expertise on organization, salary and knowledge of new regulations - The Business and Planning Department: What they need the most is adequate financial management to analyze the financial situation correctly and figure out the strengths and weaknesses of the company, basing on which they can advise the leaders on business strategy - The Accounting Department: This is the department with the smallest force and the amount of work is not great Therefore, VTC should only provide them with short training courses relating to taxation, the guidelines of tax procedures, new taxes and new tax regulations - The TV Department: Providing them with training in group quality management of system receivers and product knowledge of this segment to accelerate the built system They also need training in improving supervision of installation, the techniques of production and so on 57 4.2.1.3 Improving the program and diversification of training methods a) Completing the training program In the past years, VTC has not implemented foreign language training programs and information technology for the staff, despite the fact that these two skills are really important This is something that the company needs to pay more attention in the future The contents of the training program for production staff and technical employees of the company ought to be more detailed and specific The contents should include: + The number of people involved + Time: should be concretized in each sector + Tuition per course + The allocation of theory and practice per course For example 50% theoretical lessons, discussion and 50 % of practicality or it is flexible depending on the object and purpose of the training So far, VTC has introduced both theory and practical lessons in a training course but the participants said the balance of these two factors were not really logical In some courses on technical knowledge and skills, the theory accounted for a time frame more than needed and practical lessons were not allocated enough time + Trainers: In order to bring practical results for the training program, when selecting trainers, VTC should organize workshops to disseminate the training goals and for the trainers, emphasize that the ultimate purpose of training is on practicality so that the trainers will know how much time to spend on each sessions, what knowledge applicable should be taught in detail Training programs must be an interaction between trainers and employees Only by doing so can a training program bring new knowledge to employees and encourage them to apply what they learn in workplace b, Diversifying training methods - It is suggested that VTC should regularly open conferences and seminars to exchange experience among individuals Such discussions could be of great help because they help the employees to learn from other companies in the same industry The company should also expand the scope of training to training overseas as sending people abroad to study, practice, visit the large companies to learn their management and science and technology - The company should consider combining training at work and outside of work to save training costs VTC may appoint department heads or staff attending promising 58 professional training courses at regular schools Then this team will be the lecturers in the company’s future courses 4.2.1.4 Improve pedagogy for the contingent of teachers in the company Trainers’ ability to convey ideas well has a great influence as it helps trainees to acquire knowledge and promote learning spirit Therefore, choosing trainers having experience and pedagogical qualifications is a very important factor contributing to the success of the training program of human resources VTC, however, has focused much on the selection of teachers in the company, they have seniority, experience but the majority of them have no pedagogical training so the ability to convey knowledge is somewhat limited Overcome this difficulty, it is advised that VTC send them to short pedagogical training courses which are available in many other centers If it can so, the quality of training courses will be improved a lot 4.2.1.5 Mobilizing and strengthening the cost of training Funding is the prerequisite in deciding whether an activity can be done or not? The training at VTC Digital is not the exception Training costs can be the causes for an effective training We can see that the current training budget of the company is still limited, and depends mainly on tax profit of the business The deducted amount for training is quite low (5% of profit after tax) The company should mobilize maximum financial resources to set up a training fund for the company This can be done by cooperating with both international and local training institutions which want to invest in training activities, especially in the area of digital television 4.2.1.6 Improving the evaluation of results and efficiency of post-training a) Completing the evaluation of results Currently, companies evaluate training results mainly basing on the learning outcomes of the training and only analyze academic performance of trainees through transcripts, certificates, diplomas and investigation through assessment of students on training programs To make the assessment more accurate and comprehensive after training, the company should combine trainees’ evaluation forms and trainers’ evaluation, from which it can have a better and comprehensive look at the training Additionally, to achieve efficiency and accuracy in training evaluation, VTC needs to consider the construction of the training concept and accurate assessment for its employees The management team, all officials and employees in the company have to be aware of the role of evaluation as it is useful for future performance and training 59 Employees need to join the assessment sincerely, seriously because thanks to a good evaluation, the management capacity can be improved, trainers can improve teaching competencies, employees can learn a lot of knowledge, skills and attitudes towards this kind of activity In addition, the company should consult with the managers, the direct superiors of those who take part in the training to learn about their restrictions and improvements after the training process This is very effective in determining whether the trained employees’ capacity is improved or not Conducting interviews, examination of the knowledge and skills that students have learned to see them applied in real workplace Thus the company can comprehensively assess the quality of the training courses b) Completing the evaluation of the efficiency The evaluation of the effectiveness of training is done quite well in the company However, to evaluate the effectiveness of the training program better, in the future, VTC needs to further develop new evaluation method Especially it should have some studies to determine the effectiveness of the training by looking into the real impact on the company’s revenue and profits after necessary training; The effect of spending a training contract in return for better progress If these are done properly, the company will assess a much more exact effect of training 4.2.2 Improving the quality of HR Department’s employees 4.2.2.1 Conduct training to enhance knowledge and experience in human resources for staff in the employees department It is suggested that VTC should organize more training courses on human resource management, training selection of high quality for the employees in the HR department By doing so, they will be more aware of the significance of training and as a result become more professional in training process VTC can also involve them in seminars and conferences on human resource management or send HR officials overseas to participate in short-term training courses to update knowledge 4.2.2.2 Improving employees recruitment and selection: Good recruitment and selection will save the cost for training Once VTC has taken on qualified staff, it will invest in specialized or advanced training as those staff have already competent The training funding will be much more effectively used instead of being spread to general training for staff of mixed abilities 60 The company should also pay attention to measures to attract outstanding graduates specialized in human resource management and economics in order to rejuvenate its workforce for strategic objectives for the future 4.2.2.3 Additional training for employees Additional training for newly hired employees is necessary before assigning them the other departments By doing so, newly hired staff will be equipped with skills and more practical work experience In addition, the company should have policies to attract talent and compensation they deserve to ensure their dedication to the company The remuneration policy may be on salary, bonuses, benefits, conditions and working environment, promotion opportunities If these policies are performed well in particular apparatus and staffing companies VTC will better attract and develop the full potential of this talent 4.2.3 Completing the regulations and policies related to training of company Regulations related to policies have a significant impact on the effectiveness of training We can name such policies as: - Developing training regulations; - Policies to encourage and support people to be trained; - Policies on using employees after training; - Regulations on the payoff for trained employees Once these policies are performed well, the company will create favorable conditions for the employees and ensure their enthusiasm and satisfaction with training Improving regulations on training helps employees feel more equal in training when all standards, evaluation criteria and methods are made clear, avoiding suspicion, envy, creating more cohesion in the team Policies to encourage and support employees will help alleviate the difficulties, more convenient when attending training create and enthusiastic participation, psychological comfort so effectiveness of training will also be higher Policy on payoff will encourage and enhance the responsibility of participants And policies on using employees after training is also important, this is the main cause for motivation in training and employment of employees If a person knows he will be promoted and this training is to help him make good progress and prospect, he will surely be happy and try his best He will be very eager to receive training in a positive way when he knows after training is completed, they will be provided with a 61 lucrative job with a high salary and advancement opportunities So these policies need to be finalized and implemented in the best way to improve training efficiency 4.2.4 Some other solutions in order to improve the training of human resources in companies VTC Digital The company should take measures to alter the awareness of impact of employee training among its staff pool This is important for the staff to become more aware of the significance of training in all aspects: personal development, promotion opportunities, higher salary and so on Expanding cooperation with local and international enterprises and training institutions to update knowledge and modern training methods This should be seriously paid attention to if VTC wants to develop better training program and training methods In addition, companies can jointly organize workshops and conferences with other businesses to learn from each other and exchange experience and methods of training Moreover, in order to find out the existing problems on training, VTC could hire senior training consultants who will also help to outline more appropriate direction If VTC can soon find out its drawbacks and be determined to make innovation, its training will certainly much better in the time to come 62 CONCLUSION Reality has shown that successful enterprises are known to promote and effectively use its human resources Today, all organizations regard human resources as the "property" of their own The goal of every business is to make profit, but the profit increase is the increase of corporate assets up So if enterprises want to increase the "assets" of his human resources to implement that goal, training is the best solution VTC Digital Company is a fledgling enterprise, but the company has made remarkable progress in the industry Although being aware of training significance and having built the process of human resources training, there are still limitations to overcome In order to generate a more qualified pool of staff for better competition in the industry, VTC has to make huge changes to its training activities regarding policies, training program, methods Studying the issues of training at the company will be of great help to understand training situation in at VTC in particular and enterprises in general With the enthusiastic help of employees VTC Digital and knowledge that I've learned, the thesis has analyzed and come up with some solutions to improve the training at the company Hopefully those solutions will help company a great deal in its implementation and improvement of training of human resources 63 REFERENCES Arindam Nag (2016) The importance of training need analysis in today’s organizations Bazaz Jazayeri SA (2012) Measuring the work-life quality model of employees in an organizations Journal of Management Sciences of Iran, second year 1386;5:123–151 Dennis R Briscoe; Randall S Schuler Routledge (2004) International Human Resource Management: Policy and Practice for the Global Enterprise Edward E Lawler III; John W Boudreau (2009) Achieving Excellence in Human Resources Management: An Assessment of Human Resource Functions Edward E Lawler III; John W Boudreau (2012), Effective Human Resource Management: A Global Analysis Erica Smith (2007) The role of training in the development of human resource management in Australian organisations Eric Sokolowski (2016) How to conduct a training needs analysis in steps Oladipo Jimoh Ayanda & Abdulkadir Danlami Sani (2011) European Journal of Economics, Finance and Administrative Sciences;32 ISSN: 1450-2275 John H McConnell (2005) How to Develop Essential HR Policies and Procedures Mark A Huselid (2011) The Impact of Human Resource Management Practices on Turnover, Produce Productivity, and Corporate Financial Performance, Journal 1995 Nafiseh Rafiei and Fereshte Davari (2014), The Role of Human Resources Management on Enhancing the Teaching Skills of Faculty Members Rick Suttle (2016) Importance of Human Resource Training Vivien Martin, 2010, Managing Projects in Human Resources, Training and Development Max Muller, 2009, The Manager's Guide to HR: Hiring, Firing, Performance Evaluations, Documentation, Benefits, and Everything Else You Need to Know Majdfar M Tehran (2004) Principles of Management and Leadership Sorna publication Rachel Jean-Rene (2014) Person analysis method Ronald R., 2002, Organizational Success through Effective Human Resources Management 64 Surshi S, (2015) Difference between training and development Tajik Mitra (2012) Job satisfaction and turnover among Staff, Management article database VTC company, reports results of production and business activities in 2013, 2014, 2015, 2016 and 10 first months of 2017 VTC company , Financial Reports Audited 2013 2014, 2015, 2016 VTC company , Final Report 2016 VTC company, Planning Training and Human Resources Development 20142020 period piece VTC company , Process of formation 65 Appendix 1: Survey questionnaires for employees SECTION A: As a part of requirement for the Master of Business Administration program, I am conducting a survey to study the human resource training at VTC digital company with a view to understand the current situation and find out solutions Please help me to complete this study Any information you provided will be Strictly Confident I truly appreciate your time and effort Best regards, Section A: Demographic information Gender  Male  Female Educational level  PhD  Master  Bachelor  Diploma  Below Age group  Less than or equal to 25 years old  26-30 years old  31-35 years old  36-40 years old  41-45 years old  46-50 years old  >50 years old Department  Human resource and administration department  Internal control and compliance department  Accounting department 66  Business and planning department  Television Department  Customer Services Department Thank you very much for filling out the questionnaire Please read and answer each statement by indicating your response: SECTION B: Based on your experience, please rate the following question from 1-5, as 1- Strongly Disagree, 5- Strongly Agree Statement The policy to encourage employees to take part in training programs are very reasonable You are excited and want to participate in the training program organized by the company The company facilitates money and supports you a lot in participating in training Reward policies for well trained staff are very properly developed Policies on selecting participants for overseas training are fair and clear Object selection method for training satisfies the needs of staff Subjects training options are reasonably necessary to participate in training The trainers have good presentation skills and make the participants easily understand The trainers have deep knowledge and experience 10 Quality of training program is good and of highly practical significance 11 The training program was prepared carefully 12 The training program is attractive and appealing, clear and easy to understand 67 13 The program has helped you a great deal 14 The training program is in accordance with current job 15 The policies on encouraging training are very reasonable 16 Supported money for employees to participate in training is enough 17 The company has appropriate rewards for good training employees 18 You wish to join the next human resources training courses 68 Appendix 2: Interview questions for managers How you assess the training needs of the organization? Does it really necessary to speed up the training of staff? How you think about the mission of the organization in the near future and in the long terms of designing training program? The training process in the company now is reasonable? What are major changes in the company’s management between the current period and the past? What are the main factors causing these changes? What is the most difficult thing in the management of staff training at VTC? How you can accurately assess the real capabilities of your staff? VTC is focusing on the training of public employees? Are you willing to provide support for the training as a top priority? 10 Do you provide any motive or promotions or incentives for employees after training? 11 Do you directly manage the selection of trainers? 12 Do you spend sufficient time evaluating the performance of employees after training? 13 What should the HR Department to improve training activities at present? 69 ... 3) Chapter 3: Human resources training at VTC Digital Company 4) Chapter 4: Solutions to improve human resources training at VTC 2.LITERATURE REVIEW 2.1 Overview of human resource training 2.1.1...  What are the factors that directly affect HR training at VTC Digital company?  What is the current situation of HR training at VTC company?  What are practical solutions to improve HR training. .. Features of VTC Digital that influence the training of human resources 19 3.1.5 Quality of VTC? ??s Human Resource 25 iii 3.2 Assessment of human resource training at VTC 29 3.2.1 Training