Báo cáo Hrm - Grade: 8.0 - Tài liệu tham khảo | Đại học Hoa Sen

5. Evaluating training programs:
Management Skills training will provide, enhance and develop practical knowledge, skills
and experience in management. Through the course, students will master the principles,
methods, and management styles that successfully apply in accordance with the
working environment and the differences between leaders.
Students will be equipped with:
- Knowledge and skills needed in management at agencies, businesses, companies
- Basic skills required in a manager
- Methods of applying skills to each of their own management tasks
- How to overcome difficulties and obstacles in the management process
- Exchange and learn from excellent managers.
Teaching methods Using diverse, modern and flexible teaching methods, students can
acquire knowledge enthusiastically, actively and immediately apply the acquired
knowledge, experience and skills. into actual work. Includes: - Lecturing - Brain Storming - Teamwork - Case study - Presentation - Video Clips Audience: - Directors, leaders - Managers, department heads - Future managers
To build a model to evaluate the training effectiveness of Vingroup's management skills
training program, the team relied on Kirkpartric's training effectiveness evaluation model.
Level 1: Response: "Does the trainee like the training program?" Time to conduct
assessment: Immediately after the course ends.
Right after the course ends, we will conduct mock assessment of students using the
questionnaire method. After developing the questionnaire and conducting research with
the participants, the results need to be collected to determine the effectiveness of the
program below the operating level
1. % The students are satisfied with the abundance program of the consumers:
- Content of the training program
- Methods used in the training program
- Organization and management of the training program
- Materials used in the training program -
Instructors of the training program.
The training program is effective when "% of participants satisfied with the training
program" to achieve> 90% on each of the criteria.
2. % Number of participants to complete the study session of the training program.
Program The training program is effective when “% of students fully participating in
the training sessions of the training program” is >90%.
Level 2: Learning: “What knowledge and skills do students gain from the training program?”
Time to conduct assessment: Immediately after the course ends.
Immediately after the training program ends, conduct a test to see if the trainees
have acquired the necessary knowledge and skills. The content of the test consists of 2 parts: + Multiple choice test. + Situation questions.
Level 3: Behavioral Assessment
- Did the student behave differently before learning?
- Do they use the knowledge and skills they have learned in practice?
- Conduct time: 1 month after the course ends
- Assessment method: Observe for 1 month after the management skills training
program ends, students will be observed behavior, behavior by 1 person. During the
observation, the observer records changes in the behavior of the observed person
(who has just finished the course) and will learn from that person's experience.
After developing the questionnaire and conducting the research, it is necessary to
determine the effectiveness of the training program according to the following criteria:
- % of managers have better performance than before.
- % of departments/groups with increased operational efficiency.
- % of managers who can solve problems related to the group increased.
The training program is assessed as effective when:
- The performance results of managers increase by 25% compared to before.
- The group's performance increased by 20% compared to before.
- Managers can solve problems related to the group with >85%
Level 4: Evaluation of results.
The extent to which the training program affects both these measures within the
company or department. Implementation period: 1 month after the training program ends.
Evaluation method: Face-to-face interview and observation.
Face-to-face interview: The interviewer sat down to talk and ask the trainees
(interviewees) in the form of a non-sample interview. However, there are some key
and necessary questions to ask such as:
- Are you satisfied with your new position?
- What is the revenue of your Department/Department this month?
- What is the labor turnover rate of your Department/Department?
- What is the professional qualification of your staff? -
Number of initiatives that help your Department/Department's work process?
Observation: Along with Direct Interview method, it is necessary to conduct
Observation to ensure accuracy and authenticity. During the observation, the
observer records changes in the behavior of the observed (who has just finished the
course). After 1 month, the observer compiled his or her notes into the scorecard. III. Conclusion: 1. Suggestion:
With the spirit of discipline, Vingroup culture, first of all, is the culture of
professionalism expressed through the 6 core values "TIN - TAM - TRI - TOC - TINH -
NHAN". The culture of high-speed, efficient and disciplined work has been instilled in
every action of the staff, creating a synergy that has brought Vingroup to a great
development in all fields of participation.
Promoting 6 core values, the Group has launched emulation programs such as the
movement “Good people do good deeds”, the emulation movement to practice
effective thrift, the 12-hour training campaign to transform for success. Programs
that help employees change the way they think and work, save time and improve
work efficiency. Vingroup always considers human resources as a core factor and a
valuable asset. With the slogan: "Vingroup – Forever the spirit of entrepreneurship",
the Group has built a lean human resources team, with enough both Germany and
Tai. The Group's recruitment objective is to attract and welcome all candidates who
wish to work in a dynamic, fast, creative and efficient environment where each
individual can maximize their abilities and expertise.
2. What we have learn from VinGroup:
ENVIRONMENT AND COMMUNITY
VinGroup with the environment:
With the goal of sustainable development, Vingroup understands the importance of
environmental protection in the process of designing, building and exploiting tourist
and urban complexes. town, office and apartment. The first projects Vingroup built
such as Vinpearl Resort Nha Trang, Vincom Center Ba Trieu tower are all green tourist
areas, ecological urban areas, and energy-saving buildings. Outstanding "green"
architectural works associated with each development mark of Vingroup.
Considering the principle of "Green" as the red thread throughout the process of
production and business activities as well as the development of projects, Vingroup
not only always tries its best in preserving and protecting the environment, but also
focus on propagating this awareness to customers and the community to jointly build
and maintain a healthy environment, worthy of the 5-star brand level of the Group.
VinGroup with the community:
The Group builds its corporate culture on pioneering aspirations with pride in the
intellectual values, bravery and humanistic traditions of the Vietnamese people. This
culture is not only reflected in the welfare policy for employees, but also in activities
for the common development of the social community.
Thien Tam Foundation is a non-profit organization of Vingroup, operating for
humanitarian and charitable purposes, in order to "quickly and effectively convey the
hearts of Vingroup people to the community". Practical experience:
+ Ensuring welfare for employees:
VinGroup employees also enjoy allowances, including: lunch, transportation, phone
money, car support to pick up employees from afar.
In addition, Vingroup employees also enjoy other benefits from the group, such as:
Giving gifts on important occasions such as birthdays, childbirth, marriage; organize
vacation and travel activities for employees; established a fund to support difficult
employees, established a mutual fund with interest-free loans, etc. Besides, Vingroup
also has its own reward system for excellent employees.
+ Each employee must be responsible for his or her work:
In Vingroup's human resources strategy, each employee must be responsible for his
or her own work. Because of that, they are the ones who are most responsible for
their own work and from there try to complete the assigned work. If an employee
does not complete well, he will be fined, disciplined, even fired. Link tham khảo:
https://123docz.net//document/2827650-danh-gia-hoat-dong-dao-tao-cua-1-to- chuc.htm
https://bachkhoaland.com/tap-doan-vin-group/