CHAPTER 4: SOLUTIONS TO IMPROVE HUMAN RESOURCE
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
Identify 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 identifying training needs, the consequences are not exactly happen will be very difficult to overcome. Currently in the company, identifying needs not based on human resource planning; analyze and evaluate job performance. In order to determine the training needs of companies is accurate and effective, companies need to consider the following issues:
a) Mapping human resource planning:
The training plan will identify workforce training needs of human resources of the company need training how many people with skills such as how and qualifications of the stars. On that basis, the company helped establish training plans specific detail. Plan human resource training includes 4 following stages:
Stage 1: Analysis of the use of human resources and predictable supply of manpower.
Stage 2: Prediction of human needs.
Stage 3: Balancing supply and employees demand.
Stage 4: Develop measures to implement.
Here are 4 steps determine manpower plan correctly, companies comply with this process will determine the planning of human resources and their manpower needs in the future, thereby determining the next training plan correctly.
b) Perform analytical work:
The identification of training needs to 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. From identifying key tasks in each period that could identify the skills and knowledge need training for employees of companies. To perform the analysis work effectively, the company needs to build complete job description, the job performance requirements ... to
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each location, job title. To conduct analytical work and building descriptions, companies should perform the following steps:
Step 1: Define the list of work to be analyzed depending on the nature and importance of the work that each company identified the need analytical work such as manager, accounting, production employees. ..
Step 2: Identify the resources involved in the analysis process: can 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 employeesers work.
Step 4: Handling of information gathered and write a job description, the job requirements for the job done.
c) Completing the performance evaluation system work:
Review work performed provides specific information about the skills that employees have no or weak during job performance. From there, determine more precisely the employees need skills training, additional knowledge to meet the work requirements in place. It is possible that the assessment of the work performance of the company is still sketchy and not built system evaluation criteria. So the evaluation of companies are not really effective. To well the identification of training needs, companies need to build a system and method of job evaluation.
Methods of assessing the most effective work can mention scoring method based on the standard system do the work.
In order to assess the work done effectively, companies should pay attention to the following points:
- Training of reviews: Company should train their evaluators to understand the purpose of the assessment, understanding and evaluation system operators as well as the methods of performance evaluation and information work employees. There is such a performance appraisal results new job correctly, ensure fair and effective.
- Establish criteria for evaluation board officials and employees to each specific job function and the feedback from the employees directly.
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- Evaluation of work efficiency to bring, all must be accurately quantified in economic indicators brought.
4.2.1.2. Define specific, clearly training objectives
For each specific audiences, companies should set targets they need to reach duocsau each training course. These goals are both specific criteria to guide the training viectrien, both as a basis for evaluating the effectiveness of training clearly tortured them after the end of creation. After defining training objectives, companies need common to all the departments and officers and employees of the company work together to perform.
4.2.1.3. Complete the identification of training objects:
The determination of who gets training has been defined quite clearly but not well implemented has led to the identification of training objects are not accurate.
The training program must demonstrate clearly that for? Subjects like? It is the people who are lack of knowledge, what skills? That person can afford to acquire, health and time to participate or not? The attitude of the people there how to train?
Training is finished he will do? Use like? ... Answer the questions on the sure steps targeting training at the company accurately and efficiently.
For example, long-term training will not choose the subjects were over 50 years old that will choose the younger age employees. Because, while the ability to acquire knowledge will be greatly limited, employees afraid to go to school, training is complete, they will not be able to devote a lot for the company. If they still choose to go long-term training is very inefficient and wasteful.
For today's companies need to train the following subjects:
- The HR Department: Need training expertise on employees, salary and knowledge of new regulations relating to officials in charge of salary.
- The Business and Planing Department: Needed most are still adequate financial management to analyze the financial situation correctly to figure out the strengths and weaknesses of the companies from which to advise the leaders of the the proposed business strategy. .
- The Accounting Department: This is the department with the thinnest force
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but the actual amount of work no more. So just short training courses relating to taxation, the guidelines of tax procedures, new taxes and new tax regulations.
- The TV Department: Additional to the employees group quality management system receivers and product knowledge of this segment to accelerate the build system. Also need to train, improve supervision of installation, the techniques of production and make TV programs ..etc.
4.2.1.4. Completing the program and diversification of training methods, development
a) Completing the program and diversification of training methods, development
In recent 2 years, companies do not implement foreign language training programs and information for staff, although currently these skills are really needed.
This is something that companies need to pay more attention in the training of the next year.
Contents of the training program for production staff and technical employees of the company should be detailed and more specific. The contents include:
+ The number of people, in any unit + Time: concretized in each sector + Tuition per course
+ The number of courses: theory and practice
+ Lessons: For example can the 50% theoretical lessons, practice lessons of 50% or, depending on the object and purpose of the training school.
+ Location of training: courses in enterprise infrastructure advantage in enterprises, or training posts in the schools where the company has a contract.
+ Teachers
+ Class time: time a lesson and the lesson of the day.
Also, in order to bring practical results for the training program; when selected by the teacher, companies should organize workshops to disseminate the training goals and for the teachers to learn practical business and production company.
Training programs need to be close cooperation of teachers and employees who
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have experienced long years. Thus, a new training program to meet the training objectives of the company, has brought new knowledge to employees, to close to reality for the employees have the opportunity to apply in practice more.
b) Diversify training methods
- Regularly open conferences and seminars to exchange experience between individuals and collectives. These discussions could proceed immediately in your business, can also colemployeesate with other companies in the same industry. The company should expand the scope of training to training abroad as sending people abroad to study, practice, visit the large companies overseas to learn management and science and technology, partly considered their knowledge to produce more knowledge about retraining the employees in the company.
- Combine Training at work and outside of work to save training costs. The Company may appoint department heads or staff attending promising professional training courses at regular schools. Then this team will be the lecturers in the company of the sessions at the company or mentoring for.
4.2.1.5. Improve pedagogic for the contingent of teachers in the company
The ability to convey the teachers have a great influence to the ability to acquire knowledge and learning spirit vien.Vi so choosing teachers had experience and pedagogical qualifications are weak very important factor contributing to the success of the training program of human resources. When selecting faculty companies concern the following issues:
The company however has focused on the selection of teachers in companies are those with seniority, experience. However, the majority of these teachers have no pedagogical imparting knowledge so difficult. So companies can send them to school classes short pedagogical training at the center. -And One more thing is whether teachers choose teaching as an expert or an elite staff, the most important thing is to pay attention to issues such as enthusiasm, teaching skills, their level with people ... The choice is a good teacher will help successful training program to 50%.
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4.2.1.6. Mobilize and strengthen the cost of training .
Whatever the financial activity also plays an important role in deciding the work he has done or not? The training of the company VTC Digital is not the exception. Training costs can be causes for the effective training of the company is high or low. We can see current training budget of the company is limited, and depends mainly on tax profit of the business. Your deduction amount for training is low (5% of profit after tax). The company should mobilize maximum financial resources to set up a training fund for the company. After training, the
settlement company should implement training costs for each subject and for each expense item to use this funding effectively.
4.2.1.7. Completing the evaluate the results and efficiency of post-training a) Completing the evaluate the results
Currently, companies evaluate training results mainly on the learning outcomes of the training and only consider academic performance of students through the transcripts, certificates, diplomas and investigation through rubric assessment of students on training programs ... To the assessment results are accurate after training; Companies should be used in conjunction with student evaluation forms and evaluation forms for teachers teaching more comprehensive assessment programs and training results.
However, to achieve efficiency and accuracy in training, companies need to consider the construction of the training concept accurate assessment for the employees and employees. The management team and all officials and employees in the company to be aware of the role of evaluation, implementation activities honest objective assessment. Employees need to join with state assessment sincerely, seriously, because through evaluation, management can improve management capacity, trainers can improve teaching competencies, supporting the work on target training, employees can learn a lot of knowledge, skills and attitudes more targeted.
In addition, companies should consult with the managers, the immediate superiors of those who received training in progress, their restrictions after the
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training process. Implementation compare the trained and untrained to see the difference.
Conduct interviews, examination of the knowledge and skills that students have learned to see them applied in real like. Thus the company can assess the quality of comprehensive training courses.
b) Completing the evaluate 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 is better, in the future need to further develop new evaluation methods and effective to add.
Especially needed studies to determine the effectiveness of the training of the real impact on revenue and profits companies like? The effect of spending a training contract for the collection of capital is how much revenue? If done this addition, the company will assess the exact effect of training .