vietnam national university, HANOI school of business Do Manh Phuc Fostering employee training and development in InvestConsult Group master of business administration thesis Hanoi - 2007 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com vietnam national university, HANOI school of business Doan Anh Tuan Do Manh Phuc * master of business administration thesis Fostering employee training and development in Invest Consult Group Major: Business Administration Code: 60 34 05 Master of business administration thesis * 2007 Supervisors: 1. Vu Xuan Quang, Phd 2. Ha Nguyen, MBA Hanoi – 2007 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com TABLE OF CONTENTS ACKNOWLEDGEMENTS ---------------------------------------------------------------i ABSTRACT -------------------------------------------------------------------------------- ii TÓM TẮT --------------------------------------------------------------------------------- iii TABLE OF CONTENTS ---------------------------------------------------------------- iv LIST OF FIGURES ----------------------------------------------------------------------- v LIST OF TABLES ----------------------------------------------------------------------- vi ABBREVIATIONS AND ACRONYMS -------------------------------------------- vii INTRODUCTION. WHY THIS THESIS?.
Data Collection Method .6 iv LUAN VAN CHAT LUONG download : add luanvanchat@agmail. OUTLINE____________________________________________________7 CHAP TER 1 LITERATURE REVIEW _______________________________8 1. What Is Employee Training? _________________________________9 1. Competency Based Employee Training ________________________11 1.
Making Training Competency Based ______________________11 1. Models for Competency-Based Training ____________________13 1. The Needs of Employee Training and Development ______________16 1. Components of Employee Training ___________________________17 1.
Establishing Training Objectives __________________________19 1. Method of Employee Training _______________________________20 1. On-the-job-training ____________________________________20 1. Web-Based Training ___________________________________25 1.
Principles of Training _____________________________________25 1. Motivation to Achieve Personal Goals _____________________25 1. Knowledge of Results __________________________________25 1. Flow of The Training Program ___________________________26 1.
Practice and Repetition _________________________________26 iv LUAN VAN CHAT LUONG download : add luanvanchat@agmail. Spacing of Sessions____________________________________26 1. Whole or Part Training _________________________________26 1. Designing Effective Training System _________________________27 1.
Conducting Needs Assessment ___________________________28 1. Ensuring Employee’s Readiness for Training ________________32 1. Creating a Learning Environment _________________________34 1. Ensuring Transfer of Training ____________________________35 1.
Selecting Training Method ______________________________36 1. Evaluating Effectiveness of Training Programs _______________42 1. What Is Employee Development? ____________________________47 1. Why Is Employee Development so Important? __________________48 1.
Competence Based Employee Development ____________________49 1. Making Employee Development Competency Based __________49 1. Implementing Competency-Based employee Development ______49 1. The Human Resources Development Process ___________________51 1.
Development Needs Analysis and Succession Planning ________52 1. Planning and Choosing a Development Approach _____________54 CHAP TER 2 CASE STUDY OF INVESTCONSULT GROUP ___________60 2. INTRODUCTION ABOUT INVESTCONSULT GROUP ____________60 2. Business and Investment Consultancy ______________________62 iv LUAN VAN CHAT LUONG download : add luanvanchat@agmail.
Official Development Assistance Project Consultancy _________64 2. Intellectual Property Services ____________________________66 2. CASE STUDY OF METHOD __________________________________69 2. Designing and Desk Research _______________________________71 2.
Interview and Gathering Information __________________________71 2. Analysis and Recommendations _____________________________72 2. EMPLOYEE TRAINING & DEVLOPMENT PRACTICE ____________73 2. The Reasons why InvestConsult Group Invests Much in Employee Training and Development ______________________________________73 2.
Human Resources Management System within InvestConsult Group _77 2. The Function of Human Resources Department __________________86 2. Responsibility of Other Functional Departments _________________87 CHAP TER 3 RECOMMENDATION ________________________________89 3. STRENGTHENING TRAINING NEEDS ASSESSMENT ____________89 iv LUAN VAN CHAT LUONG download : add luanvanchat@agmail.
BUILDING COMPETENCY BASED EMPLOYEE TRAINING AND DEVELOPMENT. COACHING AND TRAINING FOR MANAGERS. BUILD UP ORGANIZATION CULTURE .95 iv LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com ABBREVIATIONS AND ACRONMS ASEAN : Association of Southeast Asian Nations AFTA : Asian Free Trade Area CEO : Chief Executive Officer HR : Human Resources HRM : Human Resource Management IP : Intellectual Property IDP : Individual Development Plan IPR : Intellectual Property Right ISD : Instructional Systems Design KASO : Knowledge, skills, abilities and other requirements MBA : Master of Business Administration M&A : Merge and Acquisition M&E : Monitoring and Evaluation ODA : Official Development Assistance OJT : On-Job-Training ROI : Revenue On Investments TNA : Training Needs Assessment SME : Small-Medium Enterprises SSM : Strategic systems model US BTA : United State Bilateral Trading Agreement VIM : Vietnam Institute of Management VJCC : Vietnam Japan Cooperation Center vii LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com LIST OF FIGURES Figure 1: Thesis methodology.4 Figure 2: Thesis outline.7 Figure 1-1: The relationship between HR management and other management tasks.9 Figure1-2: Training Design Process. 10 Figure 1-3: Presenting the instruction.
21 Figure 1-4: The needs Assessment process. 28 Figure 1-5: Development versus training. 48 Figure 1-6: Implementing Competency-Based Employee Development. 50 Figure 1-7: The HR Development Process in an Organization.
51 Figure 2-1: A number of consultants and experts at InvetsConsult Group. 77 Figure 2-2: Total InvestConsult Group employees have been trained in recent years 79 Figure 2-3: Budget for training at Invest Consult Group in some years. 81 Figure 2-4: Research results. 85 v LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com LIST OF TABLES Table1-1: Comparison between training and development.
10 Table1-2: Length of selected apprenticeship courses. 24 Table 1-3: Components of Instructional Design. 27 Table1-4: Implication of Business strategy for training. 30 Table 1-5: Principles of structured on-the-job training.
39 Table 1-6: Advantages and Disadvantages of Major Development Approaches. 59 Table 2-1: Lists of training courses which were supplied for InvestConsult’ s staff in 2007. 82 vi LUAN VAN CHAT LUONG download : add luanvanchat@agmail. WHY THIS THESIS? Human resource management is one of four functional sectors in business administration, it includes: marketing, finance, production and human resources, in which human resource management plays an important role to enterprise’s success and development.
It becomes more and more important in the new business environment. In human resource, training and development are not only effective tools in order to set up and maintain organization’s structure stable, but also to compete with others. Moreover, in the recent years, along with the development in Vietnam, there are more and more enterprises setting up and bankrupting. Facing this problem, Vietnamese companies pay more attention to the human resource activities and employee’s training and development.
Thus, the employees have a strong attachment to the company. Moreover, at that time many Vietnam businesses consider training and development are the most useful keys in human resource management in order to get short-term and long-term objectives in the globalization market and changeable environment. There are more and more managers and leaders considering human capital are key factors leading to the success of business so investment activities for training employees have increase quickly in recent years. However, the main problem here is that training and developing program which help business develop more is not yet good and the content are quite poor and nor developed from employee’s needs.
As a result, the effectiveness of training and developing activities is always low and they do not meet the real demand of business. According to this study, InvestConsult Group is one of leading consulting firms in Vietnam providing different consulting services from investment, law, business management, to intellectual property technology, market research. In doing business, InvestConsult Group have faced many difficulties and challenges. One of 1 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.com these difficulties is that employee training and development system.
In fact, employee training and development activities are not carried out properly. As a result, a number of employees usually move to work for big firms (joint venture, multinational, etc…) after working at InvestConsult Group for a period of time. From this problem statement, I chosen the thesis titled: “Fostering employee training and development, in InvestConsult Group”. Implementing this thesis, my expected outcome is to build up a model of employee training and development at InvestConsult Group and can apply to other local consulting companies.
Based on this, I hope my study helps Vietnam consulting enterprises manage their human resource more effectively by employees training and development activities. With the target to become a leading consulting firm in Vietnam and Asia region, InvestConsult Group sets the target to increase growth speed and develop in some new few years. In order to get this target, InvestConsult Group is implementing some programs such as increase business activities; enhance the management skills, set up new branches nationwide, etc…In order to do that, InvestConsult Group need to be improved employee training and development. Training means that managing training activities of InvestConsult Group has to change to the standardization and systemization.
Training effectiveness will be improved when it is close to the business objectives, goals and support for development of employees. To make training and development to be standard and systematical, it is important to build up specification of training and development program. Currently, training and development activities in InvestConsult Group are carried out in small level but the Board of Management want to build training and development as a continuous activity. With that purpose, that thesis will find out solutions to fostering employee training and development.
2 LUAN VAN CHAT LUONG download : add luanvanchat@agmail. RESEARCH PURPOSE The purpose of this thesis aimed to: Give out a systematical approach and theory in employee training and development; Apply theory into case of InvestConsult Group to find out the recommendation which will help InvestConsult Group managers have a guide on how to manage the employee training and development effectively in order to gain the competitive advantage; Identify some theoretical issue of employee training & development, which can apply in consultancy organization in Vietnam. RESEARCH SIGNIFICANCE Theoretical significance: This study shows that the theory and knowledge which are updated about employee training and development in recent time and in new business environment, thus this helps managers and directors realize the importance of employee training and development activities. Base on this, it helps them to make decisions in keeping their employees and developing human resource as a competitive tool in doing business.
Practical significance: Vietnam’s business environment shows Vietnamese enterprises are not aware clear of the importance of human resource management generally and employee training and development particularly. Thus, this thesis is focused on studying training & development activities in Vietnamese’s companies, especially consulting companies with the purpose of finding the solution to this problem. On the other hand, my thesis will help these companies to set up suitable and flexible training & development process. 3 LUAN VAN CHAT LUONG download : add luanvanchat@agmail.
RESEARCH AREA This study is focused on current employees’ training and development activities in InvestConsult Group, based on that I gave out recommendations and action plans to improve the training and development activities. In implementing this thesis, I used document and information which published in recent time about consultancy in Vietnam market and compare InvestConsult Group’s with other consultancy companies in consultancy industry with purpose on giving the solution which is useful and practical. METHODOLOGY Methodology usually prefers to the general approaches to research while method to techniques for gathering evidence. Therefore, methodology is a theory and analysis of how a research does or should proceed.
Specific method for the case study will be described and elaborated upon later in the chapter three of the thesis. A graphical overview is presented below as the methodology of this research: Figure 1: Thesis methodology Validity and Reliability Research Research Data Sample Data Method Strategy Collection Selection Analysis 4 LUAN VAN CHAT LUONG download : add luanvanchat@agmail. Research Method The research of this study is qualitative. Qualitative analysis is an analysis which merely determines the constituents of a substance without any regard to the quantity of each ingredient.
Qualitative research approaches have traditionally been favored when the main research objective is to improve the understanding of phenomenon; especially phenomenon is complex and deeply embedded in its context. Many methodologies and techniques have helped researchers get a better a grasp of a variety of management situations. The use of qualitative methods can counteract the perceived current imbalance between theory testing and theory generation. The distinction between qualitative and quantitative techniques is only a small part of a far wider debate about epistemology and ontology.
In qualitative research distinction between data collection and data analysis may not be clear-cut.