Solutions to raise the quality of the training activities for human resources at deposit insurance of vietnam north west regional branch

ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - NGUYỄN XUÂN TRƯỜNG SOLUTIONS TO RAISE THE QUALITY OF THE TRAINING ACTIVITIES FOR HUMAN RESOURCES AT DEPOSIT INSURANCE OF VIETNAM NORTH WEST REGIONAL BRANCH GIẢI PHÁP NÂNG CAO CHẤT LƯỢNG HOẠT ĐỘNG ĐÀO TẠO NGUỒN NHÂN LỰC TẠI CHI NHÁNH BẢO HIỂM TIỀN GỬI VIỆT NAM KHU VỰC TÂY BẮC BỘ LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2021 ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH - NGUYỄN XUÂN TRƯỜNG SOLUTIONS TO RAISE THE QUALITY OF THE TRAINING ACTIVITIES FOR HUMAN RESOURCES AT DEPOSIT INSURANCE OF VIETNAM NORTH WEST REGIONAL BRANCH GIẢI PHÁP NÂNG CAO CHẤT LƯỢNG HOẠT ĐỘNG ĐÀO TẠO NGUỒN NHÂN LỰC TẠI CHI NHÁNH BẢO HIỂM TIỀN GỬI VIỆT NAM KHU VỰC TÂY BẮC BỘ Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS.TS NGUYỄN NGỌC THẮNG HÀ NỘI - 2021 DECLARATION The author confirms that the research outcome in the thesis is the result of author’s independent work during study and research period and it is not yet published in other’s research and article The other’s research result and documentation (extraction, table, figure, formula, and other document) used in the thesis are cited properly and the permission (if required) is given The author is responsible in front of the Thesis Assessment Committee, Hanoi School of Business, and the laws for above-mentioned declaration Hanoi, Date Author i ACKNOWLEDGMENTS Through out the process of master studying and thesis conduction, I have received valuable assistance of the Professors in Hanoi School of Business and Management – Vietnam National University, Hanoi First of all, I would like to express my sincere gratitude to the Managemen Board of HSB and the teachers for their devotion in the studying process Particularly, I would like to sincerely thank Associate Professor Hoang Dinh Phi for supporting me to obtain valuable knowledge throughout the studying at HSB I am sincerely thankful to Associate Professor Nguyen Ngoc Thang who has spent great time and effort giving me whole-hearted guidance and instruction for the graduation thesis conduction I am wholeheartedly grateful to the teachers of Hanoi School of Business and Management (HSB) – Vietnam National University, Hanoi I own deeply all members of Deposit Insurance of Vietanm North West Regional Branch for supporting, providing information and creating favourable conditions for me to complete the study work With the support from many parties, the student has put great effort to complete the thesis in the most efficient way; however, due to the certain limit of knowlewdge, I wish to receive the sympathy, contribution and supplementation of your esteemed Teachers and Readers for the thesis to be better Sincerely Thank you! Thesis Author ii TABLE OF CONTENTS DECLARATION i ACKNOWLEDGMENTS ii LIST OF ABBREVIATION v LIST OF TABLE vi LISTS OF DRAWING vii INTRODCUTION CHAPTER 1: BASIC THEORY ON HUMAN RESOURCE AND HUMAN RESOURCE TRAINING ACTIVITY 10 1.1 Basic theories on manpower and human resource 10 1.1.1 Definition of manpower 10 1.1.2 Definition of human resource 11 1.2 Basic theories on human resource training activities in deposit insurance field 13 1.2.1 Human resource training 13 1.2.2 Roles of human resource training 15 1.3 Human resource training process 17 1.2.3 Step 1: identify training demand 17 1.2.4 Step 2: Make the training plan 19 1.2.5 Step 3: Implement the training 21 1.2.6 Step 4: Evaluate training program 23 CHAPTER 2: CURRENT SITUSTION OF TRAINING WORK TO ENSURE HUMAN RESOURCE SECURITY AT THE DEPOSIT INSURANCE VIETNAM NORTH WEST REGIONAL BRANCH 24 2.1 Introduction on Deposit Insurance of Vietnam North West Regional Branch 24 2.1.1 Deposit Insurance of Vietnam 24 2.1.2 Establishment and Development process of Deposit Insurance of Vietnam North West Regional Branch 29 iii 2.2 Current situation of the human resource training at DIV Norht West Regional Branch 31 2.2.1 Work of identifying the training demand 31 2.2.2 The work of training planning 34 2.2.3 Training implementation work 38 2.2.4 Evaluation of training program 39 2.3 Evaluation on the human resource training work of Deposit Insurance of Vietnam North West Regional Branch 47 2.3.1 Achieved results 47 2.3.2 Limitations 49 2.3.3 Reasons for the limitation 51 CHAPTER 3: A NUMBER OF SOLUTIONS AND PETITIONS CONTRIBUTED TO RAISE THE HUMAN RESOURCE TRAINING AT DEPOSIT INSURANCE OF VIETNAM NORTH WEST REGIONAL BRANCH 52 3.1 General development opinion and orientation of DIV North West Regional Branch for the period 2018-2023 with vision to 2030 52 3.2 Several solutions to raise the human resource training activity at the Deposit Insurance Vietnam North West Regional Branch 57 3.2.1 Identify training demand 57 3.2.2 Formulate the training plan: 63 3.2.3 Implement the training 65 3.2.4 Evaluating training program 66 3.3 Other solutions 67 3.4 Petitions: 68 CONCLUSION 70 REFERENCE 72 APPENDIX 74 iv LIST OF ABBREVIATION DIV Deposit Insurance Vietnam Deposit Insurance Vietnam North DIV NWRB West Regional Branch Enterprise DN (Enterprise) Human Resource HR (NNL) Bank NH (Bank) State NN (State) Credit Fund QTD/ CF Credit Institution TCTD (CI) v LIST OF TABLE Table 2.1 Table of Training Plan 34 Table 2.2 Integration training content 36 Table 2.3 Compilation of the training results of Deposit Insurance of Vietnam North West Regional Branch 39 Table 2.4 Survey statistics at DIV North West Regional Branch 40 Table 2.5 Evaluation on the quality of the training course implementation at Deposit Insurance of Vietnam North West Regional Branch 42 Table 2.6: Training cost, labour productivity 2018-2019 45 Table 2.7 Professional examination result 2019 ( on the scale of 100 in rounds) 46 Table 3.1 Proposing training course for BHTG 59 vi LISTS OF DRAWING Drawing 1.1 Human resource training process 17 Drawing 2.1 Map of branches organization of Deposit Insurance Vietnam 29 Drawing 2.2 Organization Structure of DIV North West Regional Branch 31 vii INTRODCUTION Urgency of the thesis topic According to a number of recent studies: Vietnam will have to face a great amount of challenging in terms of human resource quality including the low technical level of the labour (only occupying 20% of the labour force); low labour productivity in comparison to the countries in ASEAN etc Therefore, the profession using unskilled labour at simple training level will largely be affected and will face the risk of unemployment because of the development of automation and artificial intelligence The quality of young human resources nowadays does not meet the requirements of the enterprises Newly graduated students when working at factories and companies usually have the difficulty in accessing scientific and technology equipment which are becoming more and more advanced Not only the professional skill but also the writing as well as the expression of many graduates are still weak One of their biggest disadvantages currently is the lack of thinking and creation ability and the activeness in work Normally, for each recruitment, the enterprises only receive 20% even 10% of the qualified candidates In the mean time, the distance between human resource demand – supply is getting larger and larger, which makes the competition among enterprises to obtain the high quality human resources is becoming more and more intense It is estimated that the field of finance – banking continues to be a “hotspot” with the demand index to be – times higher than the human resource supply In the current time as well as in the upcoming years, the difference between human resource supply- demand is very difficult to narrow in majority of the professions However, the investment in human resource training and development at the enterprise currently is not well prepared Most of the enterprises not have the strategy for human resource training and development, neither the 3.2.2 Formulate the training plan:  Identify the training objective: For each work, the identification of the objective is all important, the clearer the objective is, the better and more efficiently the work can be carried out The training work is not out of such trend After identify the training demand, the branch should identify the training objective for each specific program for the whole year The identification of the objective needs to be clear and suitable, the objectives need to specifically mention the result achieved after the completion of the work including the labour productivity, effect improvement, work productivity, from that create the motivation as well as the interest for the labour to strive to learn to achieve the goal For instance, the program of Coaching on the direct inspection service 2019 regarding formulation and implementation of the coaching program on direct inspection service and inspection according to the direction of SBV’s governor regarding the training objective and improvement and enhancement of the profession in the upcoming time for the officers performing the inspection work in particular and the personnel of the branch in general The direct inspection service is also considered by DIV to be one of the most critical and important operations of DIV, especially, the Directive No 06 dated October 2018 by SBV regarding reorganizing, enhancing the prevention, preparedness the law violation to ensure the security and safety in the operation of the people credit institutions and under the instruction of SBV’s governor under Document No 4767/NHNN-TTGSNH dated 24 June 2019, the role of direct inspection service is present more clearly The objective of the coaching this time is to equip the officers of the branch with the basic terms as well as the normative legal documents stipulating: (1) Several main amendments under Circular No 21/2019/TT-NHNN dated 14 November 2019 stipulating the cooperative bank, people credit fund and fund 63 ensuring the safety of the people credit fund system; (2) Inspection under the direction of the Governor of State Bank of Vietnam under Document No 4767/NHNN-TTGSNH dated 24 June 2019; (3) regarding the content of direct inspection operation, the specific contents The objective needs to be reasonable, practical, and specific The cadres and employees participating must achieve the objectives; however, the objectives should not be too easy in order to avoid the boredom for the learners The main training objective of the branch needs to be evaluated efficiency through the sanction courses - Selection of learners: Leaners are the main subjects of the training course so the selection of the correct learners as expected, the training demand will be optimized, and if the learners are not selected correctly, it will lead to waste Based on the current professional capability, demand, level, skill as well as current work that the employees are taking charge of or will be responsible for, the selection of the training subject will be based on those factors along with the results of the training program Besides, it is also necessary to test the entrance competence of the learners The Branch should formulate and implement the sanction to deal with the violation when the learners selected for training not follow the regulations The sanctions are as follows: Cadres sent or permitted to take part in the training and improvement courses but not complete the course, the final result at the end of the course does not satisfy the requirements of the training agencies, or deliberately drop the course or are forced to drop due to technical violation, besides the compensation on the training and improvement cost, depending on the characteristics, level of the violation, the suitable form of treatment will be applied including criticizing, serving a strong warning or other forms complying with regulations of laws and DIV 64 Refund amount for the training and improvement cost: In which:  Kbh is the refund cost  Tck is the commitment time for working after the completion of the training and improvement cost, rounded up to month  Tlv is the actual working time at the branch after completion of the working time, rounded up to month  Kht is the incentives (excluding the financing, scholarship etc.) From that, the refund cost can be calculated for the learners so that each person when entering the course will have the responsibility as well as the attempt for the organization - Formulating the training program and selecting the training method The courses when being formulated should ensure the utility, close to the work requirement, positive method according to a number of requirements as follows: Typical foundation knowledge of the branch and industry practical for the new personnel of the branch The teaching method must be applied immediately, the skills must be practiced during the training course : Use the standard table from that formulate the suitable program as well as select the suitable training method: 3.2.3 Implement the training The training implementation process at the Branch should be proposed to the headquarter using the form of association or hiring the prestige training units 65 or organization in Vietnam to implement the training in order to reduce the turnover period The class organization should be professional, with the harmonized cooperation between the coordinator from the Branch and the cadres of the partners The appraisal of the material and the quality of the lecturers should be emphasized, which definitely bring to the learners meaningful experience after participating in the course Proposing a prestige organization on training: Hanoi Business School (HSB), Vietnam National University, Hanoi HSB has become a new part of Vietnam National University, Hanoi, established by the pioneers, for the most excellent individuals It has a strategic position in Vietnam National University Hanoi, with the meaning as an individual organization in terms of administration with Ministry of Education and Training, creating an active, dynamic and ready working environment and operation mechanism for HSB 3.2.4 Evaluating training program The work of evaluating the training program include the official and unofficial formats The official evaluations consist of the examination before and after the course Unofficial evaluation includes the diagnosis and progress evaluation which is performed by the trainers continuously throughout the training process The branch will organize the examination at the end of the course to evaluate the level of knowledge acceptance of the learners and the efficiency of the training courses, collect the feedbacks from the learners when the training course finishes The branch will organize the grading The evaluation should be conducted at grades as follows:  Grade 1: Reaction grade– evaluation on what the learners think and feel about the Program 66  Grade 2: Immediate Grade – evaluation on what the learners learn from the program  Grade 3: Intermediate grade –Evaluation on the effect of the program with the work performance ability of the learners  Grade 4: Final grade –Evaluation on the effect of the program on the operation of the branch At grade 1, 2, the learners will perform the evaluation on the lecturers, quality of the lectures and the training supporting services in order to timely adjust the content, the teaching method as well as the service quality such as the teaching equipment, supper, temperature of the classroom etc continuously in the training process The evaluation from the learners will be collected daily and at the end of the course At Grade 3, 4, the branch will organize the final examination and request the learners to formulate the action plan to apply the knowledge learned into work practice to evaluate the knowledge acceptance of the learners and the efficiency of the training courses and collect the feedbacks from the learners when the training course finishes 3.3 Other solutions - Conduct the online survey for the training subjects for each courses The learners will receive the online survey by emails and the Branch will collect the result, compile and evaluate the results to propose the plan to implement the course as well as the training content to be the closest to the practical demand The survey result will be sent to lecturers, help the lecturers to acknowledge the issues that the learners are having, from that, step by step help the learners to resolve the difficulties encountered in their work - In order to assist the lecturers to plan the practice content to be close to the practice (discussion, case study), the Branch will arrange the meeting to understand the training demand between lecturers and learner representative ( 67 directly or indirectly) to interview and collect information necessary to design the alive situations – which are the situations actually happening at DIV These situations will be directly used in the courses as compulsory exercise for the learners to discuss, solve together to find the suitable solution to deal with such situation - It is necessary to calculate correctly and suficiently the cost estimation for human resource training The training costs include the financial cost and the opportunity cost In which: Training cost: lecturer, material, salary for management officers and officers participating in training etc Opportunity cost: cost lost when the employees participating in the course and are not be able to perform their regular work The calculation of opportunity cost helps the branch to select the most suitable training time - When the program finishes, the contractor encourages that besides the final examination, each learner should prepare an action plan to apply the knowledge, experience collected during the learning process into their practical work for at least months after the completion of the course This action plan can be use to evaluate the post training efficiency, from that, have the foundation to amend the training program content in the most suitable way for the next training packages - The team of training management cadres should graduate formally in training Besides, they should understand the deposit insurance service and learn about human resource management so that they will have sufficient ability to supervise as well as evaluate the work throughout the training procedure 3.4 Petitions: 68 - The programs requiring high demands on international, legal, new policy material should be hired from the external - The petition is to raise the efficiency of the recruitment Actually, if all the activities of the branch wish to be performed better, it depends on the human resource input All the training time will be reduced, the efficiency will be higher and the cost will be cut down if the branch has a good human resource input The branch can recruit by the headhunter agencies such as linkin.vn etc or organize the large scale recruitment - The treatment and benefit policy should be improved and supplemented regularly to be suitable with the expectation of the employees as well as to balance the benefit of the organization, from that can attract the talents as well as can hold the qualified personnel 69 CONCLUSION For an industry and a field which is relatively new to the awareness of majority of the people, the deposit insurance work is getting deeper and wider to the credit field, from that, it requires the cadres of the DI industry to update and improve the knowledge to meet the requirement of the work; therefore, the human resource training need to be invested more as well as the procedure should be improved in the most effective way With the thesis “Solutions to raise the quality of human resource training at Deposit Insurance of Vietnam North West Regional Branch”, the learner has obtained several results as follows: - Study in depth the basic theories regarding training process in the financial aspect; - Survey, compile the data collected, from that, analyze, evaluate and find out the reasons for the current situation of the training activities at the Deposit Insurance of Vietnam North West Regional Branch - From the evaluation on the current situation of the human resource training activities at Deposit Insurance of Vietnam North West Regional Branch, based on the theoretical foundation, the author provided several solutions, petitions and suggestions to contribute to enhance the human resource activity quality at at Deposit Insurance of Vietnam North West Regional Branch - Hopefully, with the support from the Management Board of DIV and with the serious cooperation from the divisions and department and each employees during the process of implementing the training at the branch in particular and DIV in general, it will contribute to the substantial development of the unit Due to the limited research time, method and knowledge, it is unavoidable for the 70 thesis to contain limitations and errors As a result, the learner wish to receive the valuable comments and supplementation of your esteemed teachers in Hanoi School of Business, Vietnam National University, Hanoi and the peers for the thesis to be better Sincerely Thank you! 71 REFERENCE Nguyen Ngoc Thang, Lessons on personnel management Nguyen Ngoc Quan, 2004 Personnel management Hanoi: Labour – Society Publisher; Tran Kim Dung, 2015 Human Resource Management Hà Nội: Education Publisher; State Bank of Vietnam, 1998 Law on Banking and Law on Credit Organization Hanoi: National Political Publisher; Phan Thi My Dung, 2012 Human Resource Training at A Chau Commercial Joint Stock Bank Master thesis, Da Nang Univerisity; Do Viet Phuong, 2012 Nam Human Resource Training and Development at Public Joint Stock Commercial Bank Vietnam Master thesis, Economics University, National University Hanoi; Tran Viet Ha 2016 Human Security in the scenario of globalization Hanoi: Nam Vietnam Social Science Journal; Bui Huy Khoat, 2009 Human Security: European notion – Issues of South East Asia Hanoi: European Research Institute; UNDP,1994 Human Development Report; 10.DIV Annual Report 2018/2019 Medium and Long Term Development Orientiation of DIV through the period 2016-2019 with orientation to 2030 11.Business Result of DIV North West Regional Branch 2018/2019 and business plan for 2020 12.Source: https://ditiep.com/phat-trien-nhan-luc-la-gi/ 13.Michael Armstrong (1996) Human resource Managament pratical 14 Nguyen Ngoc Thang & Buyens (2008) Training, organizational strategy and firm performance 72 15.Nguyen Ngoc Quan (2004), Personnel Management Text Book, Labour – Society Publisher 16.Personnel Development Experience of several nations and suggestions for Vietnam (Nguyen Thi Le Tram – Nghe Na Petrolium Mineral Corporastion, tapchitaichinh.vn) 17 Pham Thanh Nghi and Vu Hoang Ngan (2004), Human resource management in Vietnam: Several theoretical and practical issues , Social Science Publisher, Hanoi 18 Pham Minh Hac (2001), Human Study on Human and Human Resource in the era of industrialization and Modernization HNational Politics 19 Bui Van Nhon (2006), Social Human Resource Management and Development, Legal Publisher 20 Nguyen Van Le- Nguyen Van Hoa (1997), Personnel Management, Education Publisher 73 APPENDIX 01: QUESTIONNAIRE ON HUMAN RESOURCE TRAINING AT DIV NORTH WEST REGIONAL BRANCH A GENERAL INFORMATION Full name: Gender: Working unit: Age: Education level: B SURVEY CONTENT : I In order to evaluate the implementation of the training courses by DIV, please tick √ in the box to show your agreement with the questions : Is the content of the training courses designed close to the specialized content of the practical work at the unit? Yes No Are the current training format and methods suitable or not? Yes No Do the training courses help you develop your professional knowledge in the future? Yes No II Please give your opinions on the following questions: How we improve the effect of training activity at the unit? ………………………………………………………………………………… ………………………………………………………………………………… …… Please list out the training courses that you find practical for yourself in terms of work and personal health? ………………………………………………………………………………… 74 APPENDIX 02: SCENARIO FOR INTENSIVE INTERVIEW THE MANAGEMENT CADRES AT THE DEPOSIT INSURANCE OF VIETNAM NORTH WEST REGIONAL BRANCH :In order to obtain further information to complete the training work of the branch, I wish to receive your support in answering the questions bellowing: A GENERAL INFORMATION Full name: Gender: Working unit: Age: Education level: B INTENSIVE INTERVIEW CONTENT As the cadres who are in charge of the management activity at the branch, please name the current problem/ situation on the training work (training content, method and managemnent) at the unit ? In order to improve the training work, what solutions and petitions you think are needed ? 75 APPENDIX 03: STANDARD TABLE OF THE RECORED PERFORMANCE RESULT OF THE EMPLOPYEES AT DEPOSIT INSURANCE OF VIETNAM Full name: Starting working date: Specialization: Grade: No Category Performance Result Standard time Compared to Evaluation the work by performance standard … … 76 the manager APPENDIX 04: TABLE ON IDENTIFICATION OF TRAINING DEMAND AND PLAN Division: Evaluator: Evaluation time ….year … 77 ... Deposit Insurance of Vietnam North West Regional Branch - From the evaluation on the current situation of the human resource training activities at Deposit Insurance of Vietnam North West Branch, ... solutions to improve the human resource training activities at Deposit Insurance of Vietnam North West Regional Branch The thesis focuses on the solutions to develop the suitable training plan and training. .. education” The thesis provided the basic theories and the statistical data of the current situation of training in California Research objective The objective of the thesis is to propose the solutions