Summary of doctorial thesis in business administration human resources training in manuafacturing at south korea’s enterprises in vietnam

VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES NGUYEN THI OANH HUMAN RESOURCES TRAINING IN MANUAFACTURING AT SOUTH KOREA’S ENTERPRISES IN VIETNAM Major: Business Administration Major code: 34 01 01 SUMMARY OF DOCTORIAL THESIS IN BUSINESS ADMINISTRATION HA NOI - 2020 The thesis was completes at Graduate Academy of Social Sciences Academic Supervisor: Prof Dr Ngo Xuan Binh Dr Bui Ton Hien Reviewer 1: Assoc Prof Dr Nguyen Ngoc Son Reviewer 2: Assoc Prof Dr Ngo Quang Minh Reviewer 3: Assoc Prof Dr Tran Huu Cuong The thesis is defended against Academy-level Examination Board at Graduate Academy of Social Sciences Time: ………… date………month……….year 2020 The thesis can be found at: National Library of Vietnam and Library of Graduate Academy of Social Sciences LIST OF AUTHOR'S SCIENCE WORKS Demand for high quality human resources of Korean enterprises investing in Vietnam, Review Finance, Month 10/2017, ISSN: 005-56, Tr.54-56 High quality human resource training solutions for Korean enterpries investing in Vietnam, Viet Nam Trade and Industry Review, Month 11/2017, ISSN: 0866-7756, Tr.153-157 Factors affecting training production workers at enterprises in Vietnam, The international journal of business and management, Vol 7, IS 11 ISSN: 2321-8916 PREFACE Necessity of the thesis Karl Marx said that: "Human is the most important factor of labor forces", playing a critical role in the socio-economic development Today, with the science and technology development, the world has experienced the Industry 3.0 and Industry 4.0, the role of human resources is undeniable With high-quality skills, human resources plays a key role in the industrialization and modernization of the country The workforce has faced with a substantial and comprehensive transition in production activities, from manual labor to trained labor and equipped with advanced and modern technologies, devices and methods to create high labor productivity and qualitative changes in all social activities1 Industry 4.0 with technological advancements, requiring new qualitative changes in term of human resources, which was seen as unskilled human resources, not require high technology However, the current technological developments have forced them to change to go with requirements of modern production lines With a young human resources and stability, Vietnam has become an attractive and safe destination for foreign investors According to the General Statistics Office of the 125 countries and territories with new direct investment projects licensed in Vietnam in 2019, South Korea is the leader with a total investment of USD 7.92 billion, accounting for 20.8% of total investment in Vietnam The development of South Korea’s enterprises ' factories in Vietnam requiring a large amount of skilled workforce, which is a great opportunity for unskilled labor in Vietnam https://www.nhandan.com.vn/giaoduc/item/27199202-cong-nghiep-hoa-hien-daihoa-va-yeu-cau-doi-voi-giao-duc-dai-hoc-hien-nay.html However, in fact, the preparation of the above said human resources to receive employment opportunities in Vietnam is very low The physical health condition of Vietnamese workers is weak at average level, both in height, weight as well as strength and flexibility, not meet the working conditions and the requirements for operation of machineries and equipment following international standards The labor disciplines of Vietnamese people in general has not met the requirements in the industrial production process It is therefore, most big enterprises have to train employees in both knowledges, skills, and attitudes, etc before start of work Today, training courses at enterprise is the main solution which are the foreign enterprises normally conducted to assist workers adapt quickly to industrial production activities as well as improving labor productivity This training process consumes a lot of time and costs of the enterprises, but there still remains many outstandings in all activities from the organizing to content of the training such as qualifications and attitudes of those who come from low educational backgrounds or low socio-economic background; small enterprises not have a long-term training plans and trainners not have high knowledges, most of the trainnings are often mentorship The research “Human Resources Training in Manuafacturing at South Korea’s enterprises in Vietnam" is an in-depth and practical research, in order to support new South Korea’s enterprises entering the Vietnamese market and local companies to overview the current status of human resouces training in manuafacturing From lessons learnt, each enterprise will develop their own training plans and roadmaps for their employees to access quickly to the enterprise’s requirements to improve productivity in their business Training procedures at South Korea’s enterprises in Vietnam have been analyzed, typically for foreign enterprises in general, will assist Vietnamese laborers and education system to approach the basic requirements of the international enterprises for earlier and more updated preparations for the Vietnamese workforce in the integration process For that reason, the graduate students select topic "Human resources training in manuafacturing at South Korea’s enterprises in Vietnam" as the thesis for Doctor of Business Administration Purposes and task of research The thesis comprises the followings: Theoretical research: - Systematization of theoretical basis on human resources training in manuafacturing - Study the theoretical framework and analyze the factors affecting the training of human resources At the same time, proposing a research model of factors affecting the training of human resources in South Korea’s enterprises in Vietnam - Practical research: - Study on the status of human resources training in manuafacturing at South Korea’s enterprises in Vietnam - Study internal the factors affecting human resources training activities in South Korea’s enterprises in Vietnam (human resources for input production, training programs, learning culture in enterprises, learning capacity of employees, remuneration policy, etc.) - Determine the level of impacts internal of factors on activities of human resources training in manuafacturing at South Korea’s enterprises in Vietnam - Propose solutions and recommendations to enhance the human resources training in manuafacturing at South Korea’s enterprises in Vietnam and some lessons learnt for Vietnamese enterprises To achieve the purposes of research, the objectives of the thesis are as follows: - Overviewing of domestic and foreign research on issues related to the thesis These are the contents as a basis for building the research model of the thesis - Building research models on factors affecting Human resources training in manuafacturing in enterprises - Perceiving information and analyze factors affecting the Human resources training in manuafacturing at South Korea’s enterprises in Vietnam Issue general assessments activities for human resources training in manuafacturing at South Korea’s enterprises in Vietnam Objectives and scope of research 3.1 Objectives of research The objective of research is human resources training in manuafacturing at South Korea’s enterprises in Vietnam 3.2 Scope of research - Human resources at South Korea’s enterprises in Vietnam include human resourcesthat directly operating the machines and participate in printing products, embroidery clothes, PE tarpaulin and technology equipment, electronics, etc this thesis not study and train human resourceswho work to provide the maintenance and cleaning service for equipment in the workshop - The thesis of Human resource training in manuafacturing in enterprises, ie studying the training of human resources to meet the production needs of enterprises The process of training in enterprises includes skills training, vocational training, rules, etc to match with the job and the physical conditions of the enterprises - Scope of research: The thesis focuses on researching the human resources training at South Korea’s enterprises with 100% investment capital in Vietnam today particularly, the enterprises: Samsung in Thai Nguyen; LG Vietnam in Hai Phong; TE VINA Company Limited in Viet Tri - Phu Tho; VINA KOOKJE in Hanoi, Thanh Hoa; HAESUNG VINA Company in Vinh Phuc province - Scope of research: The thesis focuses on research and practical survey on human resources training in manuafacturing at South Korea’s enterprises in Vietnam from 2014 to 2018 At the same time, the thesis chooses research time research and directions, targets and solutions to develop training of human resources up to 2030 Methodologies and study of thesis 4.1 Methodologies To achieve objectives of the research, the thesis aims to respond the following questions: Question 1: What are factors affecting the human resources training in manuafacturing at South Korea’s enterprises in Vietnam? Question 2: How South Korea’s enterprises in Vietnam conduct human resources training in manuafacturing? What are the advantages, disadvantages and reason? Question 3: What solutions to develop human resources training in in manuafacturing at South Korea’s enterprises in Vietnam? Question 4: What are the lessons learnt about the human resources training in manuafacturing at Vietnamese enterprises? With scope of the thesis, the author uses the micro-level approach South Korea’s enterprises in Vietnam and uses qualitative and quantitative research methods to verify the following research hypotheses Hypotheses 1: The human resources training in manuafacturing at some South Korea’s enterprises in Vietnam has been executed in different forms and different effects Hypotheses 2: Some internal factors affecting the human resources trainingin in manuafacturing at South Korea’s enterprises: learning culture of enterprises, remuneration policies, learning capacity of employees, training programs, human resources input Hypotheses 3: Develop human resources training in manuafacturing is an important solution for South Korea’s enterprises in Vietnam 4.2 Method of research * Qualitative research: Statistical method; System method; Expert interview; sociological survey Quanlitative research Conducting a survey on assessment of human resources training in manuafacturing including two types: employees and employers The topic uses methods inheriting and using information from secondary sources, explanations and inductive methods, synthesis and analysis methods, comparison methods, methods of collecting and analyzing primary and secondary data * Data collection: Collecting primary and secondary data * Methods of analysis and data processing Sampling: primary data collected in 2017 and 2018, processed in 2018 and 2019 on the training of human resources of South Korea’s enterprises in Vietnam, the author proceeds surveys in enterprises The author has designed a questionnaire for 03 subjects, i.e managers, workers and service staff to collect primary information about the research content The total number of questionnaires collected is 282 Data processing: Using SPSS 22.0 software to analyze correlation to assess the impact of factors affecting workforce training activities of South Korea’s enterprises in Vietnam Output or contributions of the thesis First, on the basis of research and systematization of documents on human resources training in manuafacturing at enterprises; the author inherited the model of factors that affect the human resources training in manuafacturing and develop a research model on internal factors that affect the human resources trainingat enterprises Second, the thesis analyzes and identifies important factors in the internal environment of enterprises that affect the training of high-quality human resources in manuafacturing, supporting enterprises to have appropriate solutions to achieve high outcomes of the training Enterprises can evaluate the advantages, disadvantages as well as reasons in order to set up appropriate and long-term training plans Third, setting up orientation for Enterprises plans for their further finance in human resources training in manuafacturing to respond to the international economic integration and the Industry 4.0 Fourth, the solutions in the thesis are documents to support managers and staff who are in charge of training activities at their enterprises At the same time, using the scale to evaluate training activities of each training course will contribute to improving the quality and efficiency of training at enterprises Fifth, Based on the research results, the author recommends lessons learnt about human resources training in manuafacturing at enterprises in Vietnam This is a new approach of the thesis compared to previously theoretical studies on assessing the factors affecting the training human resources in manuafacturing at enterprises Theoretical and practical significance of the thesis 6.1 Theoretical significance The thesis will further clarifies employment situation and quality of human resources training at South Korea’s enterprises in Vietnam The results of the Thesis have contributed to the human resources training in manuafacturing when studying this content in many sectors, getting more lesson learnts in the way of accessing and analyzing training labor that will be provided to relevant groups 6.2 Practical significance The thesis clarifies the situation of human resources training in manuafacturing at South Korea’s enterprises; at the same time analyzing, evaluating and providing suggestions for useful solutions for references of the staff and human resources training at South Korea’s enterprises in Vietnam in order to develop appropriate training plans for each enterprise; 1.2 Gap and direction of the thesis  Gap of the thesis Until now, there is no in-depth research on human resources training in manuafacturing in general and for South Korea’s enterprises in Vietnam in particular, with the analysis of the influencing factors considering the characteristics of South Korea’s enterprises made in Vietnam In the current context, with the strong development of Industry 4.0 changing the requirements of production manpower and strong cooperation with South Korea’s enterprises, there is a need for in-depth research on human resources not only meeting the requirements of Korean enterprise but also improving the quality of human resources in Vietnam in the new time These are suggestions for implementation of the selected thesis * Direction of the thesis - In terms of theory: The thesis on human resources training in manuafacturing at enterprises, will clarify: (i) The concept and content of human resources training activities at enterprises; (ii) Factors affecting the human resources trainingof enterprises - In practical conditions: (i) The thesis will analyze and evaluate the human resources training activities in manuafacturing at South Korea’s enterprises in Vietnam on the basis of the established theory; (ii) The thesis will propose directions and solutions to human resources training in manuafacturing for South Korea’s enterprises in Vietnam and adoptions to local enterprises; (iii) The thesis gives some lessons learnt about human resources training in manuafacturing for Vietnamese enterprises In this research, the author focuses on evaluating the human resources training in manuafacturing at South Korea’s enterprises in Vietnam for human resources training in terms of knowledge, skills and attitudes With the attention, investment and implementation of each enterprise is different, therefore the training output is also different However, South Korea’s enterprises should be proactive in recruitment, training and remuneration plans to attract and maintain skilled labors 10 Chapter 2: THEORETICAL AND PRACTICAL BASIS OF HUMAN RESOURCES TRAINING AT ENTERPRISES 2.1 THEORETICAL BASIS OF HUMAN RESOURCES 2.2.1 Basic concepts Human resources can be understood as the employees working for the employers/ owners of industrial production materials, factories, enterprises and they themselves not own means of production Human is the basic workforce that directly or indirectly participates in the production process, reproduces materials, including direct and indirect human resources Human resources training in manuafacturing is to train the workforce to directly create products in the enterprise, so the human resources training is to provide thelaborers with knowledge and skills to help them to increase productivity at work Human resources training in manuafacturing may include training of technology; training skills and techniques in manipulation; training work steps and quality management processes In this thesis, the author studies human resources directly operating the machine and participating in the production of printing products, embroideries, PE tarpaulins and technology equipment, electronics, etc The thesis does not study human resources training in manuafacturing for those who work to maintain and clean equipment in the workshop, etc At the same time the author uses the viewpoint of human resources training in manuafacturing as knowledges, skills and attitudes for each employees to complete their jobs with high outcomes , and at the same time adapt to the requirements of production activities at the enterprises 2.1.2 Role of human resources training in manuafacturing *To the enterprises: - To help enterprises attract potential human resources - To help enterprises compensate for the shortage of manpower - To help enterprises improve existing human resources 11 * For employees: Update new knowledges and skills, successfully apply technological or technical changes 2.2 Human resources training process in enterprise 2.2.1 Determine objectives and assess training needs Each enterprise needs to have specific goals to improve the quality of human resources trainingin enterprises One of the basic goals of training is to change Knowledge, Behavior and Attitude towards a positive direction to improve knowledge and adaptions of the learners 2.2.2 Develop training programs The training program indicate all content that need to be trained, what the learners can achieve after joining the program; outlines the process needed to implement training content, training methods and how to test and assess learning outcomes with specific time schedule 2.2.3 Organize training activities in the enterprises  Implement training courses  Incentive policies in the training process 2.2.4 Evaluate training results and the use of human resources after training Evaluation of the training results of human resources of enterprises means assessing the level of the response to the job requirements on the practical capacity of the workers through training and the ability to develop in the future of human resources training, focusing on to the following levels: - Responding capacity to job requirements in terms of skills; - Knowledges - Labor behavior and attitudes - Ability to develop careers 2.3 Factors affecting human resources training activities in enterprises The thesis studies and evaluates training activities and analyzes the factors affecting the training of human resources , including factors: (1) The factors impacting from the environment outside the enterprise; (2) 12 Factors affecting from within enterprises The research model of the Thesis is developed on the characteristics, overview of studies, interviews of experts and employees about the factors affecting training activities of human resources of South Korea’s enterprises in Vietnam External environmental factors globaliz ation trend and Industry 4.0 Training program Learning capacity Human resource inputs Internal environment factors Learning culture Remuneration policies Sector characteristics and labor market M ec nis m an d po lic ies of the Go v Figure 2.1: Research model of factor affecting human resources training activities in the enterprises 2.3.1 External factors affecting the human resources training of the enterprises The external factors create opportunities as well as challenges for businesses For foreign investment activities in enterprises, the main factors including globalization trends and the Industry 4.0; mechanisms and policies of the Government on human resources training; sector characteristics and labor market, etc 2.3.2 Internal factors affecting the human resources training in manuafacturing of the enterprises 2.3.2.1 Input of human resources 2.3.2.2 The learning culture of the enterprise 2.3.2.3 The learning capacity of employees 13 2.3.2.4 Remuneration policy of the enterprise 2.3.2.5 Training program for employees at the enterprise 2.4 Practical situation of human resources training in manuafacturing of foreign enterprises in Vietnam 2.4.1 Toyota Vietnam 2.4.2 Unilever Vietnam 2.4.3 Honda Vietnam 2.4.4 Lessons learnt for enterprises First, implementing an enterprise training model to increase highquality human resources to meet the requirements of developing production and business activities Second, enterprises need to focus on investment to develop education and training for new and old employees, and must really consider training as the most important factor Third, human resources training following the actual needs of businesses Fourth, pay attention to create good conditions for potential human resources Fifth, build a relationship between training schools and businesses Sixth, human resources training must be based on inheriting and promoting traditional cultural values combined with receiving human cultures Chapter 3: ACTUAL SITUATION OF HUMAN RESOURCES TRAINING IN MANUAFACTURING AT SOUTH KOREA’S ENTERPRISES IN VIETNAM 3.1 General characteristics of South Korea‘s enterprise in Vietnam South Korea is the leading partner of Vietnam, first ranking in FDI and second ranking in ODA, the following is Japan, Singapore, etc Accumulative data by February 2019, the total registered investment capital of Korea reached USD 63.7 billion, accounting for 18.5% of total registered 14 FDI capital in Vietnam In 2018, South Korea had 953 projects granted investment certificates with a total registered investment capital of USD 6.8 billion, accounting for 22.3% of the total registered FDI capital in Vietnam Korean FDI enterprises employ about 70,000 people and contribute over 25% of the total export amount of Vietnam In the field of manufacturing industry, the involvement of major economic corporations as Samsung, LG (manufacturing), Kumho, Doosan, Hyundai, GS, Posco (heavy industry and shipbuilding ) has significantly impacted on the development of industries in Vietnam; especially gas, metallurgy, chemicals, electricity-electronics, plastics, etc 3.2 Some South Korea‘s Companies in Vietnam 3.2.1 Samsung Electronics Vietnam Company Limited Samsung is a leader in investment in Vietnam market In 2012, about two years after Samsung opened its first mobile device manufacturing factory in Bac Ninh, Vietnam started exporting more than it imported for the first time for 20 years After the company opening the second smartphone production factory in Thai Nguyen in 2013, 17% of Vietnam's total exports sourced from Samsung Samsung employed about 173,500 workers in Vietnam, most of them work at two smartphone factories in Bac Ninh and Thai Nguyen provinces 3.2.2 LG Electronics Vietnam LG Electronics is a leader in technology, founded in Korea in 1958, has a global scale with a presence in over 119 countries with more than 86,000 employees LG Electronics was officially present in Vietnam in 1995, the head quarter based in Hanoi The factory in Hai Phong opened in Mar 2015 on an area of 800,000 m2 and a total investment of up to USD 1.5 billion, marking the 20-year development of LG in the Vietnamese market with over 10,000 employees 3.2.3 Te wang Vina Company Te wang Vina company was established in 2003 with 100% foreign investment The company currently has 350 workers Main products 15 produced and consumed: Specializing in the production of PE tarpaulins for domestic and export markets 3.2.4 Vina Kookje Company VINA KOOK JE CO., LTD (VINA KOOK JE CO., LTD.) funded 100% of charter capital by KOOK JE (Korea), in cash and equipment Number of staff - workers at the computerized embroidery factory and the grid printing factory: 200 people The main business areas of the Company: processing products are computerized embroidery and grid printing of 100% exported garment products 3.2.5 Haesung Company Haesung Vina Co., Ltd, abbreviated name is HAESUNG VINA Co., Ltd has its office in Lot CN7, Khai Quang Industrial Park, Vinh Yen City, Vinh Phuc province Haesung Optics Company is one of the enterprises with strengths in the field of research and manufacture of optical and optoelectronic equipment Currently, there are over 4,250 experts and employees working for the Company 3.3 Actual situation of human resources training in manuafacturing at South Korea’s enterprises in Vietnam 3.3.1 Training needs and objectives At Samsung, people are always considered the most important factor Therefore, Samsung always pays special attention to training programs, developing human resources with the goal that each Samsung employee is not only good at expertise, but also has a broad cultural and social knowledge LGEVH often organize training needs assessments in a formal and methodical manner For TE Vina company and Vina Kookje company, training needs are determined by the company's managers, meeting the company's production and business objectives in each stage 3.3.2 Developing training program For large-scale companies such as Samsung, LGEVH, the training and development of human resources for production in South Korea’s enterprises in Vietnam is based on basic tasks including: assessment of 16 training needs designing training programs, implementing training programs and evaluating the outcomes of training At Samsung, they designed programs to train employees in essential skills for the job, training courses to improve skills, improve the professional qualifications of employees are strongly developed However, Heasung Vina is also a large-scale company or a small Korean company in Vietnam such as Teawang Vina, Vina Kookje, that not have periodic or annual training plans After each recruitment phase, workers will be trained in integration with businesses and guided apprenticeship in the workshop Training content at LG is always designed and communicated by lecturers in accordance with the actual work requirements; Training content of Vina Kookje company: Organization and operation charter; Labor regulations of the company; Company processes, regulations, work documentation, and other documents 3.3.3 Organizing training activities Samsung Company make agreements with associated universities and colleges so that its employees can study for free at night time in the factory They can learn English and Korean languages, as well as accounting and electronics engineering For HEASUNG, the Company periodically inspects equipment that strictly required to follow regulations on occupational safety and health and fire prevention, and rescue for all employees of the company, establishing a network of fire and explosion prevention and safety personnel arranged throughout the workshop The company also signed a cooperation agreement with the Hanoi University of Science and Technology to establish a research and development center for optoelectronics 3.3.4 Assessing the results and use of laborers after training Throughout the survey of 282 employees in companies on the training results following Kichpatrick’s 4-level model, the above results indicated that the training program of human resources of South Korea’s enterprises in Vietnam is develop and to achieve the employee's desires with a 17 satisfaction level of 83% (equivalent to 4.16 points) The ability to absorb knowledge, skills and improve employee's attitude is also quite high (81%, equivalent to 4.06 points) The level of practicality and ability to apply trained contents to a specific job is 79% (3.97 points) and the increase in labor output as assessed by managers and employees is 76% (3.8 points) This is an encouraging result and also confirms that human resources training activities are effective in enterprises 3.4 Analyzing factors affecting human resources training activities in manuafacturing at South Korea’s enterprises in Vietnam Quantitative analysis and Exploratory Factor Analysis (EFA) scale of factors affecting the training human resources in manuafacturing at South Korea’s enterprises in Vietnam include: P - Training programs, C Learning Culture of enterprises, A - Self-study capacity of employees and B - Remuneration policy The results indicated that all the variables met the requirements and the model was consistent with the study The regression equation has the form: E = -0.196 + 0.375P + 0.282 C + 0.233A + 0.157 B 3.5 General assessment of human resources training actives in manuafacturing of South Korea’s enterprises in Vietnam 3.5.1 Advantages - Training policies and procedures are relatively clear - Enterprises always create all favorable conditions for employees to improve their own education and skills - The majority of Korean businesses developed specific training procedures The training program is always carefully designed and suitable for each course and participants - The enterprise constantly innovates human resources training in manuafacturing, applying various training from on-the-job training to sending personnel for outside enterprise training has achieved good results - The contents and training methods in enterprises are relatively appropriate, closely with the actual situation for manufacturing 18 3.5.2 Disadvantages - The enterprises have not established a long-term training plan; Training methods are primarily on-site mentoring and response to immediate job requirements - Each step in the training process is not specified yet The identification of training needs is not clearly defined, as well as the development of specific needs assessment methods for each department is only based on the subjective assessment by the Head of team or group to determine training needs - The training content is mainly based on skilled human resources at enterprises; Applying the form of on-the-job training for the workers directly engaged in production and some staff in departments - The ability to coordinate internally among sections and divisions in enterprises is still limited, sometimes it has not created a uniform working sense of responsibility and there is no mutual support and sharing at work - The expenses for human resources trainingare not much be funded by enterprises - The evaluation of training performance is still general, not practical at work, it does not reflect the level of work completion, does not create motivations to encourage employees to work well - SMEs not have policies and incentives to employees who achieved with high scores in training In addition, the enterprise did not have any sanction or penalty against those who did not complete the training course 3.5.3 Reasons The training activities at South Korea’s enterprises in Vietnam still remain some limitations due to the reasons i.e it may be caused by trained employees; or by enterprises 19 Chapter 4: SOLUTIONS FOR HUMAN RESOURCES TRAINING IN MANUAFACTURING AT SOUTH KOREA’S ENTERPRISES IN VIETNAM 4.1 Context, orientation for human resources training at Korean Enterprise and local enterprise up to 2030 4.1.1 Socio-economic development in Vietnam affecting the human resources training in manuafacturing at enterprises Today with rapid development of the Industry 4.0, machines and devices can be connected without requiring human involvement and/ or intervention, about 75% of the informal labourers in Vietnam are in high risk of job loss Therefore, old methods or traditional methods of human resources training with lack of interaction, without examples of new production model, cannot be conservatively followed Training institutions/centers need to strongly shift the training from "supply" to "demand" of enterprises and the local labor market; at the same time increasing the competitiveness of human resources in the regional and international labor markets, to meet the requirements of regional and international integration 4.1.2 Orientation of activities for human resources training in manuafacturing at South Korea’s enterprises in Vietnam and local enterprises up to 2030 - Enterprises coordinate with high schools to show students to follow vocational programs or academics - Enterprises need to invest in training and provide long-term training plans for their employees - Enterprises support vocational training schools to improve teaching quality and invest in practical equipment and technology to meet the job requirements in their businesses 20 - Human resources must meet the requirements of knowledge, skills, attitudes and behavior to match with new trend of large production enterprises, 4.2 Solution for human resources training activities at Korean enterprise in Vietnam 4.2.1 Implementing effective training program In order to develop an effective training program for employees, methodical steps must be followed be enterprises: Determining training needs and objectives; fundings for training activities; design appropriate training programs; implement and manage the training program; and evaluation of training program 4.2.2 Learning culture in the enterprises South Korea’s enterprises in Vietnam is requested to promote good values, advanced Corporate Culture in Korea to establish and maintain good behaviors for their employees in Vietnam 4.2.3 Improving learning capacity of employees In order to improve the learning capacity of employees in enterprises, it is essential to improve the employees' ability in term of leaning and absorbptive capacity as well as the learning awareness and attitude of the employees 4.2.4 Remuneration policies for employees Enterprises set out long-term policies as well as regulations for employees before and after the training process, i.e policies to support funding and create favourable conditions for employees to study at local vocational training institutions/centers or abroad; employees must be assigned jobs, after being trained, to match with their qualifications and capabilities; rewards and penalties for employees and regularly priority training policies for laborers who work well and wish to develop their knowledge and have long-term commitment to the enterprise 4.3 Recommendations to the Government - Policies to attract investment capital from abroad 21 - Policies on human resources training in manuafacturing at South Korea’s enterprises in Vietnam and local enterprises 4.3.2 Recommendations to Associations, Government’s agencies Ministries of Industry and Trade, Education and Training, the General Department of Vocational Training under Ministry of Labor, Invalids and Social Affairs and Associations in Vietnam coordinate to implement policies to support training activities in enterprises - Technical and financial support for small and medium scale enterprises 4.3.3 Recommendations to training institutions/centers Training institutions/centers need to strengthen communication activities for vocational training support policies and job creation for work force; focusing on prediction of the needs of local human resources in the coming years; enhance coordination with departments, sectors, local authorities and schools in consulting recruitments, vocational training with learning cultural for students of secondary schools and high schools 4.4 Lessons learnt 4.4.1 Training contents and methodologies - Promoting efficient application of Information Technologies in teaching process - Encouraging employee to develop their self-directed learning - Motivating employees for teamwork - Regularly organizing meeting to promote the exchange or sharing experiences between employees 4.4.2 Effective training management Each course, based on the target of the enterprise, to develop specific, appropriate training programs for the trainers subjects in actual conditions 4.4.3 Fundings for training activities - Identifying the importance of human resources training affecting the sustainable development of enterprises - Investing funds and facilities and equipment for training in the company - Developing plans and arranging costs for each activity of the training 22 4.4.4 Designing internal learning environment Encouraging to integrate support policies to improve the awareness of learning cultural of human resources In order to establish an effective learning culture, the enterprises need to help laborers to learn and realize the importance of learning in combination with elements: learning space; Learning opportunities; Learning capacity CONCLUSIONS The objective of the thesis is to research and evaluate the current situation and propose solutions to human resources training in manuafacturing at South Korea’s enterprises in Vietnam The author used qualitative research methodologies such as descriptive statistics, comparison of secondary data sources, expert methods To evaluate the current situation of human resources training activities of South Korea’s enterprises in Vietnam, the author has conducted a case study in enterprises The results indicated that although attentions have been paid to the workforce of South Korea’s enterprises but not effective and still have certain limitations, not met the requirements of the enterprises in the new period Besides, the author uses quantitative analysis to handle primary data sources through questionnaire surveys, inheriting previous studies and through research, the thesis identifies four internal factors that affect the human resources training activities of South Korea’s enterprises in Vietnam, including: Training program, learning culture, remuneration policies and self-directed learning capacity of employees The research results confirm that the theoretical model is consistent with the surveyed data Based upon the current demand for human resources , the thesis proposed solutions to develop activities for human resources training in manuafacturing at South Korea’s enterprises in Vietnam and recommends some solutions for Vietnamese enterprises, provide suggestions to the Government of Vietnam to support business activities; proposals to 23 associations, government’s agencies; proposals to training institutions/centers to improve the quality of training to meet the enterprise's requirements However, the thesis still remains limitations or shortcoming, i.e sample size of 282 according to the author is not large enough Accordingly, the analysis of the effects of personal factors such as age, sexes, education level and employment records have not been studied Therefore, other studies in the future with larger sample sizes will provide a comprehensive and wide range and analysis of other aspects of the model Second, the thesis selected and analyzeed four factors within the enterprises, personal factors and corporate factors that affect the human resources training because the author wishes to suggest solutions, based on this analysis containing problems, can be solved by the enterprise Therefore, the next researches, this problem will be further analyzed by the author For the purpose of research, questionaires have been answered and clarified by the author in the thesis 24 ... affecting the training of human resources in South Korea’s enterprises in Vietnam - Practical research: - Study on the status of human resources training in manuafacturing at South Korea’s enterprises. .. affecting the Human resources training in manuafacturing at South Korea’s enterprises in Vietnam Issue general assessments activities for human resources training in manuafacturing at South Korea’s. .. thesis of Human resource training in manuafacturing in enterprises, ie studying the training of human resources to meet the production needs of enterprises The process of training in enterprises includes