Tiến Sĩ The improvement of the training and development program at bitis company

Luận án tiến sĩ năm 2013
Đề tài: THE IMPROVEMENT OF THE TRAINING AND DEVELOPMENT PROGRAM AT BITIS COMPANY
Nâng cao chương trình đào tạo và phát triển tại công ty Bitis Việt Nam
Luận án được viết bằng tiếng Anh


TABLE OF CONTENTS
ACKNOWLEDGMENT 1
ABSTRACT . 2
CHAPTER I . 7
INTRODUCTION . 7
1.1 The significance of study . 7
1.2 Background of the Study . 12
1.3 Aims of Study 13
1.4 Objectives of Study 14
1.5 Scope and limitations of Research . 15
CHAPTER II 16
REVIEW OF RELATED LITERATURE 16
2.1 The importance of training and development 16
2.2 Transfer of training . 20
2.2.1 Individual factors . 21
2.2.2 Motivational factors . 23
2.2.3 Environmental factors 25
2.3 Training methods 27
2.3.1 Videotapes 27
2.3.2 Lectures 28
2.3.3 One-on-one instruction 29
2.3.4 Role plays . 31
2.3.5 Games/simulation 31
2.3.6 Case studies . 32
2.3.7 Slides 33
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2.3.8 Computer-based training . 34
2.3.9 Audiotapes 35
2.3.10 Films 35
2.4 The factors influence the training . 35
2.4.1 Internal factors . 36
2.4.2 External factors 37
2.5 The brief overview of the steps of the training process follows 38
CHAPTER III . 42
RESEARCH METHODOLOGY . 42
3.1 Research design 42
3.2 Research tool . 44
3.3 Sampling method 46
3.4 Research technique . 47
3.5 The Pilot Study 47
3.6 Procedure 48
3.7 Reliability and Validity 48
3.7.1 Reliability 49
3.7.2 Validity . 49
3.8 Data analysis . 50
CHAPTER IV . 51
RESULTS AND DISCUSSION 51
4.1 The background of Bitis company 51
4.1.1 Historical background 51
4.1.2 Organization’s framework 52
4.1.3 Bitis strategies . 52
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4.1.4 Human Resources Management and Development 54
4.2 Worker-respondent . 55
4.2.1 Age 55
4.2.2 Gender . 56
4.2.3 Length of service . 57
4.2.4 Department assigned . 58
4.2.5 The worker’s perception on the company’s training and development
program in terms of policies and procedure 59
4.2.6 The worker’s perception on the company’s training and development
program in terms of awareness on training process . 60
4.2.7 The worker’s perception on the company’s training and development
program in terms of attendance to a fomal training 61
4.2.8 The worker’s perception on the company’s training and development
program in terms of training method . 62
4.2.9 The worker’s perception on the company’s training and development
program in terms of motivation to attend a training . 64
4.2.10 The worker’s perception on the company’s training and development
program in terms of usefulness of the training 65
4.2.11 The worker’s perception on the company’s training and development
program in terms of gains acquired from the training . 67
4.2.12 The worker’s perception on the company’s training and development
program in terms of applicability of training to specific job/tasks . 69
4.2.13 The worker’s perception on the company’s training and development
program in terms of manager’s role in the training process . 72
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4.2.14 The worker’s perception on the company’s training and development
program in terms of Influencing factors in the training process . 74
4.2.15 The worker’s perception on the company’s training and development
program in terms of commitment to attend trainings 76
4.2.16 The worker’s perception on the company’s training and development
program in terms of suggestions to improved the training process . 79
CHAPTER V: SUMMARY, CONCLUSIONS AND RECOMMENDATIONS 81
5.1 Summary . 81
5.2 Conclusions . 81
5.3 Recommendations . 83
5.3.1 In respect of training policy 83
5.3.2 With respect of methods training . 84
5.3.3 With regard to training evaluation 85
5.3.4 In respect of commitment . 86
5.3.5 With respect of working environment . 86
5.4 Limitations of Research 89
5.5 Further Research . 90
BIBLIOGRAPHY . 91
APPENDIX 99
CURRICULUM VITAE . 119


ABSTRACT
Dissertation mentions the necessary of training, aims and objectives of studying.
According to experts, training is crucial element, such as maintaining the absorptive
capacity of innovative firms, or a key part of the human resource management process
and even improving the quantity and quality of future entrepreneurs. Scientists also
assert that there are a number of reasons for training. In addition, the significantly
impacts of training and training benefits are also been confirmed. Finally, good results
for the company have implemented well training programs is obvious evidences to
emphasize the important of training.
A number of methods were used in this studying. Collecting primary data from books,
journals, articles, research papers and reports, and based on these data, the author do
questionnaires, sending to BITIS Company and collecting the feedbacks. Then, a
mixture of qualitative and quantitative approaches to analyzing the primary research
findings was chosen, with an emphasis on qualitative data.Questionnaires were
chosen as the main tool to carry out the research. Finally, the sampling method and
pilot study are also approached in this project.
Overview of BITIS have been mentioned covering the main background information
of company, the strength, the weakness and strategies that BITIS have done to
achieve their goals and widely recognized in global market are described and
explained. Then, analyzing the results from questionnaires feedback is analyzed.
Author has summarized the results of studying, and has confirmed that the targets of
studying has achieved. Some recommendations are suggested which hope these can
be applied in the BITIS company.


CHAPTER I
INTRODUCTION
The rapid growing and integration of global economy has extensively enhanced the
demand for training and education. Given this reason, it will be significant to
recognise the role of training in economic development, particularly for companies
which compete in competitive market. Since training plan, method and trainee
recognition is considered as the substantial predicator to measure the effectiveness
and succeed of training program. Therefore, training plan, method and trainee
recognition have been received much attention from researchers as well as board of
management in over the world;
1.1 The significance of study
People are the factors that constitute the organization, operation and determine the
success or failure of the organization. This is a valuable asset that every organization
should know to take advantage and develop. Furthermore, in integration of global
economy, the training and development of human resources is considered as a vital
task for every organization because strong human resources is the prerequisite to
compete and survive in today's competitive environment. Therefore, the improvement
of training quality takes an important part in development strategy
Training is the acquisition of knowledge, skills, and competencies as a result of the
teaching of vocational or practical skills and knowledge that relate to specific useful
competencies.
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Training has specific goals of improving one's capability, capacity, and performance.
In addition to the basic training required for a trade, occupation or profession,
observers of the labor-market recognize the need to continue training beyond initial
qualifications: to maintain, upgrade and update skills throughout working life.
Training presents a prime opportunity to expand the knowledge base of all employees,
but many employers find the development opportunities expensive. Employees also
miss out on work time while attending training sessions, which may delay the
completion of projects. Despite the potential drawbacks, training and development
provides both the company as a whole and the individual employees with benefits that
make the cost and time a worthwhile investment.
Training plan, method and trainee recognition have been received much attention
from researchers as well as board of management in over the world:
Addressing Weaknesses: Most employees have some weaknesses in their workplace
skills. A training program allows you to strengthen those skills that each employee
needs to improve. A development program brings all employees to a higher level so
they all have similar skills and knowledge. This helps reduce any weak links within
the company who rely heavily on others to complete basic work tasks. Providing the
necessary training creates an overall knowledgeable staff with employees who can
take over for one another as needed, work on teams or work independently without
constant help and supervision from others.
Improved Employee Performance: An employee who receives the necessary training
is better able to perform her job. She becomes more aware of safety practices and
proper procedures for basic tasks. The training may also build the employee's
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confidence because she has a stronger understanding of the industry and the
responsibilities of her job. This confidence may push her to perform even better and
think of new ideas that help her excel. Continuous training also keeps your employees
on the cutting edge of industry developments. Employees who are competent and on
top of changing industry standards help your company hold a position as a leader and
strong competitor within the industry.
Consistency: A structured training and development program ensures that employees
have a consistent experience and background knowledge. The consistency is
particularly relevant for the company's basic policies and procedures. All employees
need to be aware of the expectations and procedures within the company. This
includes safety, discrimination and administrative tasks. Putting all employees
through regular training in these areas ensures that all staff members at least have
exposure to the information.
Employee Satisfaction: Employees with access to training and development programs
have the advantage over employees in other companies who are left to seek out
training opportunities on their own. The investment in training that a company makes
shows the employees they are valued. The training creates a supportive workplace.
Employees may gain access to training they wouldn't have otherwise known about or
sought out themselves. Employees who feel appreciated and challenged through
training opportunities may feel more satisfaction toward their jobs.
The overall objective of the training and development of human resources is to take
advantage of existence human resources and improve the effectiveness of
organization. There are three reasons that training and development is needed


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