BỘ GIÁO DỤC VÀ ĐÀO TẠO
TRƯỜNG ĐẠI HỌC SEN
HUMAN RESOURCE MANAGEMENT REPORT TOPIC:
ANALYSING TRAINING ACTIVITIES OF VINGROUP INSTRUCTOR : NGUYỄN THÙY GIANG COURSE NAME : HUMAN RESOURCES MANAGEMENT PREPARED BY : GROUP 2 MEMBERS : ĐẶNG THẾ QUYÊN : MAI HOÀNG ANH : NGUYỄN THÀNH TRUNG : NGUYỄN PHAN THẢO NHI : NGUYỄN MINH TẤN
BỘ GIÁO DỤC VÀ ĐÀO TẠO
TRƯỜNG ĐẠI HỌC SEN
HUMAN RESOURCE MANAGEMENT REPORT TOPIC:
ANALYSING TRAINING ACTIVITIES OF VINGROUP INSTRUCTOR : NGUYỄN THÙY GIANG COURSE NAME : HUMAN RESOURCES MANAGEMENT PREPARED BY : GROUP 2 MEMBERS : ĐẶNG THẾ QUYÊN : MAI HOÀNG ANH : NGUYỄN THÀNH TRUNG : NGUYỄN PHAN THẢO NHI : NGUYỄN MINH TẤN TABLE OF CONTENT -
Table of Contents - Acknowledgement
I.INTRODUCTION:……………………….…………….…………………….
…………………………....5
II. VINGROUP AND THEIR TRAINING ACTIVITIES:........................................................6
1. COMPANY BACKGROUND:.................................................................................................6
1.1 COMPANY FOUNDATION AND DEVELOPMENT HISTORY....................................7 1.2
MISSION, VISION AND CORE VALUES.......................................................................8 1.3 ORGANIZATIONAL STRUCTURE:
……………………………………………………………10 1.4
BUSINESS SITUATION:.................................................................................................10
2. ANALYSING VINGROUP'S TRAINING ACTIVITIES:..................................................12 2.1
TRAINING POLICY:.......................................................................................................12 2.2
TRAINING PROCESS:.....................................................................................................13 2.3
TRAINING METHODS:..................................................................................................14 2.4
TRAINING BUDGET:......................................................................................................15 2.5
TRAINING CONTENTS:.................................................................................................16
3. ASSESSMENT AND RECOMMENDATION:....................................................................18
3.1 ASSESSMENT:...............................................................................................................18 3.2 RECOMMENDATIONS ACKNOWLEDGEMENT
We express our sincere gratitude to Ms Nguyen Thuy Giang, our esteemed
instructor, for her invaluable guidance and support throughout the development of
this human resource management report. Her expertise and insightful feedback
have been instrumental in shaping the content and structure of this document. We
genuinely appreciate the time and effort Ms. Nguyen Thuy Giang has dedicated to
reviewing and providing constructive input, which has greatly enriched the quality
of this report. Commitment to fostering a conducive learning environment has been
a source of inspiration, and we are grateful for the opportunity to learn under her
mentorship. We would also like to extend our thanks to the entire human resource
team for their cooperation and contributions to this project. Their collaboration has
been crucial in compiling comprehensive insights and analysis. I. INTRODUCTION:
Human Resource Management (HRM) stands at the heart of organizational success,
shaping the workforce that drives progress and innovation. In today's rapidly evolving
business landscape, equipping future HRM professionals with the right skills and knowledge is crucial.
This report delves into the intricate training activities undertaken by HRM functions,
shedding light on how they are prepared to tackle the challenges and opportunities of
tomorrow's workplace. By comprehensively analysing the training activities at Vingroup,
one of the biggest companies in Vietnam, this report aims to provide a roadmap for future
training development and highlight the invaluable contributions of HRM education in
shaping the workforce of tomorrow. Prepare to embark on a journey through the dynamic
world of HRM training and witness how future professionals are equipped to build
thriving and inclusive training performance.
In today's dynamic business landscape, continuous learning and skill development are
critical components for organisations seeking to stay competitive. Vingroup, a prominent
leader in various industries, understands the critical importance of cultivating a culture of
innovation, adaptability, and proficiency among its employees. This report delves into
Vingroup's comprehensive training activities, aiming to highlight the company's
commitment to nurturing talent, driving professional growth, and laying the groundwork for long-term success.
As we embark on this journey through Vingroup's training landscape, we invite readers to
gain insights into the innovative methodologies, cutting-edge technologies, and strategic
partnerships that contribute to the company's commitment to fostering a learning culture.
Through this report, we aim to showcase how Vingroup's dedication to continuous
improvement training and knowledge dissemination is a testament to its role as a
trailblazer in the global business arena.
II. VINGROUP AND THEIR TRAINING ACTIVITIES: 1. COMPANY BACKGROUND: -
In 1993, Technocom Group was established in Ukraine and became the
forerunner of Vingroup. With two original strategic brands, Vinpearl and
Vincom, Technocom focused on real estate and tourist investment when it
returned to Vietnam in the early 2000s. Vingroup Corporation, which
formally operated under the Group model, was formed by the merger of
Vincom Joint Stock Company and Vinpearl Joint Stock Company in January 2012. -
Prior to the merger, Mr. Pham Nhat Vuong was the founder and a member of
the boards of Vincom and Vinpearl. Vingroup, with a market valuation of
around 16 billion US dollars, is one of the biggest private economic
groupings across many industries in Asia. The Group's three main business segments are as follows:  Technology  Industry  Trade in Services.
Vingroup wants to become the area's preeminent Technology, Industry, Trade, and
Service Group. To do this, it will continuously innovate, build an elite network of
goods and services, and raise standards. improve the Vietnamese people's quality
of life and strengthen the country's brands' standing abroad. -
DETAILED INFORMATION OF VINGROUP GROUP
 Full name: VINGroup Joint Stock Company
 Vin Group shares: VIC
 Chairman of Vin Group: Pham Nhat Vuong
 General Director of Vin Group: Pham Nhat Vuong
 Website: https://vingroup.net/ Logo of Vingroup
1.1 COMPANY FOUNDATION AND DEVELOPMENT HISTORY -
Vingroup's development process:
In January 2012, Vingroup Corporation—a new legal entity—was established by
the merger of Vinpearl Joint Stock Company and Vincom Joint Stock Company,
increasing the combined charter capital to 5,500 billion VND. Vingroup
Corporation consolidated its approach to creating and expanding its four brand groups:  Vincom real estate sector 
Vinpearl operates mainly in the field of tourism and entertainment 
Vincharm is in the field of healthcare and beauty 
Vinmec provides high-quality medical services.
January 7, 2012: Inaugurated Vinmec International General Hospital according to the hotel hospital model.
In January 2013, Vingroup joined the World Economic Forum as a founding member.
April 2013: Using the Vinschool brand and an interlevel school system spanning
from preschool to high school, the company formally entered the Vietnamese education sector.
July 2013 saw the official opening of Vincom Mega Mall, Asia's largest
subterranean entertainment complex.
November 2013: The Vinhomes brand was formally introduced with the goal of
creating product lines for upscale real estate and service housing.
September 2, 2017 saw the founding of Vinfast, a company that manufactures
automobile bodywork, auxiliary and replacement components for engines and
motor vehicles, and locomotives and vehicles. railroad, tram, vehicle, etc.
Vingroup Corporation continues to play a leadership role in setting new consumer
trends as it strives to provide goods and services that meet worldwide standards
and offer fresh perspectives on modern living, regardless of the industry.
1.2 MISSION, VISION AND CORE VALUES - Mission
“For a better life for everyone.”
Vingroup keeps growing at its best, offering goods and services that satisfy global
requirements. Ensuring that the calibre of the product satisfies the needs and
expectations of the consumer, generating enduring value. - Vision
"Vingroup aims to develop into a leading technology - industry - trade and
service corporation in the region."
Vingroup wants to become the area's preeminent Technology, Industry, Trade, and
Service Group. To do this, it will continuously innovate, build an elite network of
goods and services, and raise standards. Improve the standard of living for people
and strengthen the standing of Vietnamese companies globally. - Core values
Vingroup strives to uphold six core values: Credibility, Integrity, Creativity,
Speed, Quality and Humanity. These are described below.  Credibility
Vingroup takes great care to preserve its credibility, just as one would guard their
honor. The Group spares no effort in achieving its objectives and is perfectly
equipped to carry out its ambitions.  Integrity
VinGroup's integrity requires us to adhere to the highest ethical standards as well
as all applicable legal requirements. Thus, we must always prioritize our clients' needs.  Creativity
Vingroup's management thinks that The Group's ability to live up to its motto,
"Dare To Think, Dare To Do," is a result of creativity. All workers are encouraged
to pick up new skills under this attitude.  Speed
The Group believes that operational efficiency and speed are essential to our
success. "Fast To Decide, Fast To Invest, Fast To Deploy, Fast To Sell, Fast To
Change, and Fast To Adapt" are a few of the methods that adhere to our emphasis on speed.  Quality
Vingroup's operational philosophy of "Best in People, Best in Products and
Services, Best in Quality of Life, Best in Commitment to Society" applies to all of our offerings.  Humanity
All of the Group's stakeholders have their interests respected. Vingroup is
committed to fostering harmony among the interests of all parties involved by
placing a strong emphasis on justice, honesty, unity, and strength.
1.3 ORGANIZATIONAL STRUCTURE:
Organizational structure of Vingroup 1.4 BUSINESS SITUATION: - Vingroup ecosystem
The Vingroup ecosystem now works in eight sectors, each of which has a large
number of well-known brands and subsidiaries. It is safe to say that since Vingroup
is Vietnamese, everyone utilizes it. Utilize Vingroup's services from any location. Property Hospitality Consumer Industrial Healthcare Education Agriculture Technology and enter retail s tainment Vinhomes Vinpearl Vinmart Vinfast Vinmec Vinschool Vineco Vintech Vincity Vinpearl Vinpro Vinsmart Vinfa Vinuniversity land Vincom Vinpearl Adayroi golf Vinoffice Vintata
Brands of Vingroup corporation - Customer Segmentation
Selection of the right client segment is one of the factors that contributes to
Vingroup's success. The following is how this conformance is stated: -
Regarding the property industry:
Vingroup is a leading company in the selection of upscale real estate market
sectors, such as luxury flats, high-rise buildings, and retail malls. Customers with
high salaries, frequently prosperous businesspeople, companies with significant
financial potential,... are the ones that enterprises target. -
Regarding the retail industry
Vingroup is no longer the owner of Vinmart. But Vinmart supermarket and
Vincom retail system swiftly took over the retail industry when they were
established. Vinmart has been successful in changing people's buying behaviors by
getting them to realize the importance of utilizing clean, safe food and providing excellent customer service. - Competitors
Although there is no denying the market's potential, Vingroup faces significant
obstacles. Strong indigenous brands like Saigon CO.OP, Maximark, Citimart,
Satramart, and others have encircled every store and supermarket in the domestic retail sector. - Revenue & profit
After six months, Vingroup brought in 102,530 billion VND in revenue and made
7,936 billion VND in profit—a 128% increase over the same time in 2022. As per
the prearranged timeline, VinFast is anticipated to list in August. Vingroup
Corporation (VIC) has just released its financial statements covering the first half
of 2023 and the second quarter of 2023.
VinGroup's business results from 2021 to 2023
2. ANALYSING VINGROUP'S TRAINING ACTIVITIES: II.1 TRAINING POLICY:
- VinGroup always invests and pays attention to management and employee
training. Coming to VinGroup, each employee
- Considered as the representative image of the corporation, VinGroup trains
employees according to the "Vingroup learning" strategy. Any employee who
does not improve their expertise or training standards will have their benefits
cut. Employees must be able to learn anytime, anywhere, and learning at
everyone can be considered the first national question of the collective.
Employees recruited to VinGroup must have a sense of responsibility in work
and life. Vingroup will ensure employee welfare and improve management
efficiency through specific standards. II.2 TRAINING PROCESS:
- Vingroup will have 7 steps in its training process:
 Step 1: Prepare the working environment for new employees of the corporation.
Send documents as well as process announcements and introduce them to the
company's departments and work areas with colleagues. Employees may have
questions, and their superiors can answer the following questions. They will train
related professionals and finally evaluate and give feedback.
 Step 2: Find out and record information about new employees.
Work opinions will help businesses better understand employees and future
directions for businesses to consider and adjust according to employees' wishes so
that employees have the most comfortable working environment possible. In
addition, businesses need to learn about employees' interests and skills and enter
employee information into one document so that people in other departments can
easily look up and contact each other to support each other in their work.
 Step 3: Welcome new employees
When welcomed, they will feel the closeness and friendliness of the working
environment. During the welcome session, they can share and provide basic
information about the business.
 Step 4: Disseminate necessary information and work orientation
Introduce the departments to the information they will undertake in their work,
introduce utilities and benefits as well as inform them about their duties.
 Step 5: Move to the professional training stage
Convey professional skills, consider needs, research records, prepare necessary
documents, monitor work completion, ability and work efficiency.
 Step 6: Provide regular feedback and timely support to employees
Provide assessments, provide and support when employees encounter difficulties,
and provide guidance to employees
 Step 7: Check and evaluate the training process
Determine and design a capacity assessment table, create criteria that can be based
on the criteria to evaluate and consider the level of completion of the final job,
monitor, evaluate and give results. II.3 TRAINING METHODS:
- Vingroup, a prominent conglomerate in Vietnam, recognizes the critical
importance of its human resources and invests heavily in their development.
The company's human resource strategy is centered around nurturing a skilled
workforce that is both virtuous and talented. They focus on creating an
environment that fosters speed, creativity, and efficiency, enabling employees
to fully develop their capabilities and professional expertise.
- A significant aspect of Vingroup's approach is the collaboration with leading
global technology companies. This is exemplified by their partnership with
Intel, which focuses on developing cutting-edge technologies including AI
and smart city solutions. Such collaborations are integral to Vingroup's
strategy to enhance its technological ecosystem and bring advanced
technologies into their products and services.
- This emphasis on employee development and technology collaboration
demonstrates Vingroup's commitment to building a modern, professional
work culture. It's a strategy that not only benefits the organization but also
contributes positively to the broader Vietnamese labor market by raising the
overall quality and qualifications of its workforce. II.4 TRAINING BUDGET:
- Vingroup deducts 2% of revenue from after-tax profits to fund employee training at its corporation.
- Based on responses from nearly 80 employees undergoing training, currently 87% of
employees have all training costs covered, 11% of employees are partially supported,
and the remaining 2% pay their own training fees for themselves.
- Depending on the human resources situation as well as training needs, the human
resources department will estimate the budget for each training course for each year
and for each department. Below is the budget estimate for the "Management Skills Training Course" in May 2022: II.5 TRAINING CONTENTS:
- Regarding the training program, the company's management level will be directly
responsible for developing the content as well as implementation methods. In
addition, they will also coordinate with lecturers and human resources departments to
agree on detailed training plans.
- Regarding objectives, the training program is designed to improve employees'
professional skills and guide effective work arrangement methods to meet the
performance needs of the corporation.
- In fact, Vingroup sets a target that leaders must spend about 52 hours/year training
subordinates. Meanwhile, employees must be trained about 100 hours/year. Mr Pham
Nhat Vuong - Chairman of the Board of Directors of Vingroup - emphasised the
importance of personnel training: "It means learning anytime, anywhere, with
everyone. Academic training has become a national policy and a first requirement. For example:
- In order for the training program to achieve results, the group has been applying
diverse and flexible training methods:
 First, mentoring and mentoring: New, inexperienced employees will be assigned
to departments and guided by team leaders and experienced colleagues.
 Second, training through seminars and training classes: seminars and training
classes at the company are held monthly or quarterly, depending on the company's
training needs. However, this method requires the initiative of employees at the
company to increase efficiency.
 Third, the method of sending students to study at formal schools: every year, the
company will select and propose to send managers or workers with high
professional qualifications to study master's training programs. , or training in
management courses at major universities. II.6 TRAINERS:
- For teachers inside the company, mainly managers of departments, Skilled workers
with many years of experience and deep professional qualifications are also selected
to train in appropriate content. In case of reiterating knowledge or training to help new
employees become familiar with the new job.
- Internal teachers: managers of departments, skilled workers with many years of
experience and deep professional qualifications. They are responsible for repeating
knowledge or training new employees to get acquainted with the job.
- For part-time lecturers: those who are sent by the corporation to improve pedagogical
skills and professional qualifications with the aim of becoming the core in training
and improving the qualifications of employees.
- Regarding tasks, teachers are responsible for compiling training programs for
learners, consistent with the training objectives of the course. Responsible for
organizing inspection of training results after each course.
- Regarding benefits, part-time instructors enjoy all the same benefits as when working
during the teaching process and allowances for carrying out training work. With
training programs other than businesses, teacher selection can only be done by
selecting teachers from ministries, schools, institutes, reputable training centers or
experts; they are trained to understand the training program objectives before each training session. 3. ASSESSMENT AND RECOMMENDATION: 3.1 ASSESSMENT:
- Vingroup is a multi-industry corporation with over 20 large and small
companies operating in a variety of fields. After reviewing their training
activities, we can see that Vingroup has a very strict and systematic employee
training system across their businesses. We emphasize cultural integration in
Vingroup's training system. In addition, Vingroup also does a very good job of
training hard skills and soft skills combined with propagating the company's
internal culture together. Regardless of the department in their branches, they
all abide by a systematic roadmap and rules.
- This demonstrates that Vingroup has a professional and internationalized
human resources management system, as proven by the fact that many
employees from various countries have been trained at Vingroup and are now employed below their command.
- Vingroup likely has a well-structured onboarding process to familiarise new
employees with the company culture, policies, and tools. Integration of
technology for a seamless onboarding experience. Besides, Vingroup also
diversifies its training activities by being proactive in organizing training
projects for external candidates. Typically, the AI engineer training program
was launched on April 15, 2022: 3.2 RECOMMENDATIONS:
- Globalize and Flexible Training:
 Foster global collaboration by creating opportunities for employees from
different locations to work together on projects and share insights. Organizing
Vingroup's overseas training programs, exchanging employees and interns of
many different professions from different countries. So that employees can
learn how to adapt to different working environments in case the company
needs to transfer employees to different departments, industries, or positions.
 In addition, this helps Vingroup employees have a more general view of the
company's direction and mission, thereby contributing to helping the company
expand and get more innovation in the future.
- AI-Enhanced Personalization in Training:
 Currently, many large companies in the world are gradually testing AI features
to personalize training programs based on individual learning styles,
preferences, and job roles. This helps managers and supervisors have a general
and specific vision of applying employees to each training program appropriate
to their abilities, qualifications and personality. This supports HRM in strategic