ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- PHẠM NGỌC QUYỀN THE EFFECTIVENESS OF TRAINING ACTIVITIES IN IMPROVING EMPLOYEES’ CAPACITY AT SAMSUNG DISPLAY VIETNAM’S PRODUCTION DEPARTMENT HIỆU QUẢ CỦA HOẠT ĐỘNG ĐÀO TẠO TRONG VIỆC NÂNG CAO NĂNG LỰC CỦA NHÂN VIÊN TẠI BỘ PHẬN SẢN XUẤT CỦA CÔNG TY SAMSUNG DISPLAY VIỆT NAM LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH HÀ NỘI - 2023 ĐẠI HỌC QUỐC GIA HÀ NỘI TRƯỜNG QUẢN TRỊ VÀ KINH DOANH --------------------- PHẠM NGỌC QUYỀN THE EFFECTIVENESS OF TRAINING ACTIVITIES IN IMPROVING EMPLOYEES’ CAPACITY AT SAMSUNG DISPLAY VIETNAM’S PRODUCTION DEPARTMENT HIỆU QUẢ CỦA HOẠT ĐỘNG ĐÀO TẠO TRONG VIỆC NÂNG CAO NĂNG LỰC CỦA NHÂN VIÊN TẠI BỘ PHẬN SẢN XUẤT CỦA CÔNG TY SAMSUNG DISPLAY VIỆT NAM Chuyên ngành: Quản trị kinh doanh Mã số: 8340101.01 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS. NGUYỄN NGỌC THẮNG HÀ NỘI - 2023 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.
Date 06th –Nov-2022 Phạm Ngọc Quyen ACKNOWLEDGMENTS First of all, I would like to send sincerely thanks and gratefulness to Associate Professor Ngoc Thang Nguyen. His continuous instruction and kindly support went through the process of completion of my thesis. During difficult times when I do the thesis, he motivated and inspired me with his responsibility and enthusiasm. Especially, his guidance, feedbacks and exchange helped me to orient the right content, ensure the progress of completing this research.
My thesis has been done by contribution of international references and Vietnam author‟s researches. Secondly, I would like to thanks and express my gratitude to Mrs. Thuy Duong, the coordinator of the MBA program, who supported and helped me a lot during the course and the process of doing research. I would also like to give special thanks to my MBA classmates to their support and encouragement.
Thirdly, I would also like to show my sincerely grateful to my colleagues at Samsung Display Vietnam, especially: Mrs. Huong Tra Pham – Head of Learn and Development Department, Mr. Cong Tuyen Hoang – Manpower Manager, Mr. Quoc Phong Nguyen – Manufacturing Manager and Mr.
Van Ngoc Nguyen – Manufacturing Deputy Manager. Without their support in the process of data and survey collection at Samsung Display Vietnam company, the thesis would have been impossible to be done effectively. I have tried my best in the research process. However, the unreasonable points and limitations cannot be avoided.
Therefore, I look forward to receiving feedback and suggestion from experts, professors and colleagues so that my thesis can be most complete and applied effectively in the company. ABSTRACT In the 4.0 technology era, a key factor to ensure employee's capacity fulfill job requirements is training. In Smart factory like Samsung Display Vietnam, the Board of Director also put training as the highest priority. From 2016 to 2022, Samsung Display Vietnam has expanded from 1 to 3 factories.
The number of employees increased up to 8 times from 4500 to 40,000 in only 4 years. In terms of technology, our product is also researched and developed to a new level, upgrading from LCD to AMOLED. Production scale also grew up about 10 times, for details, in 2016, production scale was about 30 million products and in 2021, it reached 300 million products. In order to meet the quantity of shipments as well as customer‟s quality requirement, the qualified and skilled workforce have competence that meets the set targets is a special concern of the Board of Director.
Therefore, from 2019 up to now, they have come up with many strategies to improve employee competence and develop human resources. The Board of Director consider human resource training as the leading factor to improve the quality and work efficiency of employees. To improve competence and work efficiency of employees in Samsung Display Vietnam, author had been used a 650-employees sample in manufacturing department. We use a software called SPSS to descriptive statistics, reliability test of Likert scale 5 level, from there do the reliability test.
Using SPSS 20 to analyze explore factor(EFA) and linear regression. The analyze results in research show that all 5 elements conduct training program: “Training need assessment, Training commitment, Training content, Training method, Training evaluation” effect positively to competence of employees in manufacturing department of Samsung Display Vietnam. The research results also proclaim some unreasonable point of 5 elements of training program towards the competence and performance of employees of manufacturing department in Samsung Display Vietnam. From that point, the research also proposes some solutions to overcome unreasonable points and make training program of manufacturing department more effective in improving employee‟s capacity.
CONTENTS OF THESIS LIST OF TABLE. i LIST OF PICTURE. ii CHAPTER 1: INTRODUCTION .5 Research scope and period .5 CHAPTER 2: GENERALTHEORY OF TRAINING .1 BASIC CONCEPT AND DEFINITION OF TRAINING .1 Concept of training .2 Human recourse training requirement .2 THE COMPONENTS OF TRAINING AFFECT EMPLOYEE CAPACITY .1 Training needs assessment .5 Behavior of employee after training course.32 CHAPTER 3: RESEARCH MOTHODOLOGY .1 SAMPLE AND DATA COLLECTION .2 MEASURES AND QUESTIONNAIRE DEVELOPMENT .2 Exploratory factor analysis - EFA .43 CHAPTER 4: RESULTS AND DISCUSSION .1 OVERALL ABOUT SAMSUNG DISPLAY VIETNAM .2 Overview training of Samsung Display Vietnam .3 Overview about Manufacturing Department of SDV .2 DISCRIPTION OF RESEARCH DATA .3 CRONBACH‟S ALPHA RELIABILITY ANALYSIS .1 Reliability analysis of training needs assessment – T1 scale .2 Reliability analysis of the training commitments – T2 scale.3 Reliability analysis of training contents – T3 scale .4 Reliability analysis of training method – T4 scale .5 Reliability analysis of the change behavior – T5 scale .6 Reliability analysis of training effectiveness – T6 scale .4 EXLORATORY FACTORY ANALYSIS OF VARIABLE OF RESEARCH 60 4.1 Exploratory Factor Analysis of the independent variable .2 Exploratory Factor Analysis of the dependent variable .1 Pearson correlation analysis result of the medium representative .2 Linear regression model Analysis results .3 Conclusions about the hypotheses .1 Training needs assessment .5 Changing behavior of employee after training program .75 REFERENCE DOCCUMENT LIST .76 LIST OF TABLE Table 3.1 Training Needs Assessment, based on Goldstein & Ford, 2002 .2 Training Commitments, based on Hartenian, 2003 .3 Training Contents, based on Poon & Othman, 2000 .4 Training Methods, based on Barbara Ostrowski Martin, 2014.5 Behavior change after training, based on Jim Kirkpatrick, 2009 .6 Evaluate effectiveness after training, based on to Kirkpatrick, 1996 .1 Soft skills training programs of Manufacturing department of SDV .2 Regulation training programs of programs Manufacturing department of SDV .3 Knowledge and technique training programs Manufacturing department of SDV.4 Human resources by rank .6 The Reliability Statistics of the Training Needs Assessment scale .7 The Item-Total statistics of the Training Needs Assessment‟s variables .8 Statistics reliability of the Training commitments- T2 scale .9 Item-Total Statistics reliability of the Training commitment‟s variables .10 Training contents – T3 reliability statistics .11 Item-Total Statistics reliability of the Training content‟s variables .12 Training methods – T4 reliability statistics .13 Item-Total Statistics reliability of the Training method‟s variables .14 Change behavior – T5 reliability statistics.15 Item-Total Statistics reliability of the Change behavior‟s variables.16 Statistics reliability of Training Effectiveness – T6 scale .17 Item-Total Statistics reliability of the Training effectiveness‟s variables .18 KMO and Bartlett's of EFA of the independent variable.19 The total variance explained result of EFA of the independent variable 61 i Table 4.20 Communalities result of EFA of the independent variable .21 KMO and Bartlett's Test of EFA of the dependent variable .22 The total variance explained result of EFA of the dependent variable .23 Rotation matrix result of EFA of the dependent variable .24 Name The Medium Representative .25 Pearson correlation result .26 Pearson Model Summary Result .27 Appropriateness result of the regression model .28 Coefficient result of regression model analysis .29 Hierarchies of Impact Levels of Five Factors in Research Models .70 LIST OF PICTURE Figure 2.1 Steps to implement EFA .1 Regression Standardized Residual Histogram Graph .68 ii CHAPTER 1: INTRODUCTION 1.1 Background According to Evans, Pucica & Barsoux (2002), Companies and Organizations are facing increasingly fierce competition and changing in the global economic, political and technological environment, this has led companies and organizations to have a staff training strategy as one of many methods to prepare for growth and improve employee capacity and performance. It is important to acknowledge the general test of knowledge growth in the Business community over the past decade.
This growth is not only due to technological improvement and the unification of production factors, but also the Enterprise's efforts to promote people. Thus, in each organization, it is the responsibility of improving staff capacity and performance by training method is one of the most important steps that Enterprises must take. In the age of science and technology, it is important to optimize employees' contribution to the Company's goals as a way to maintain effective operations. Therefore, as recommended by Afshan, Sonia, Kamrran & Nasir (2012 p.
646), this requires Enterprises to ensure the provision of employees with soft skills, technical skills and professional development skills for specialized departments or management positions. In many cases, the question may be related to the importance of human resources. Note that human resources are the assets of each Enterprise's intellectual property, human resources have been proven to be a good source of competition (Houger 2006) and training is claimed to be the only way to develop intellectual property rights, intelligence by enhancing the capacity of employees. Organizations must have a method for effective using of human resources if they are to be successful.
Hence, they need to have a method of managing their human resources in a way that is suitable for the form of business of the Enterprise, because this factor will allow every Enterprise to achieve its goals in the future. Samsung Display Vietnam is a company with 100% Korean investment capital in Vietnam. Samsung Display Vietnam's orientation is to create people before creating products, so people are put first and are one of the company's five core 1 values. From 2014 to 2019, Samsung Display Vietnam Company expanded production from one factory to three factories, equivalent to that the number of employees of the Company also increased from 5,000 to 45,000 people.
Therefore, employees are diverse in age, regions, education levels. Currently, Samsung Display Vietnam Company is on the way of developing and perfecting technology, machinery and automation equipment. So, the requirements for the quality of human resources are increasingly high in terms of specialization and specialized skills. Aware of that, the Board of Directors of Samsung Display Vietnam Company has invested in training and developing human resources of Samsung Display Vietnam Company to meet the needs of high-tech production operations.
Especially the human resources of the production department, the department responsible for managing the output, providing enough products for customers and ensuring product quality. Every year, the production department conducts training programs to improve professional skills and in-depth skills to improve staff capacity and performance in response to the technology of new products and the increasing output of customers. Therefore, building appropriate training goals is very important to meet the ultimate goal of Samsung Display Vietnam.2 Research gap In the past few years, people have applied high technology, "especially technology 4.0" to fields such as manufacturing, health care, services. Therefore, training to improve staff capacity has become a topic of interest to scholars.
There have been many studies on the influence of training activities on the capacity and work performance of employees in organizations and enterprises.