Training and Development Report Group 4 - Tài liệu tham khảo | Đại học Hoa Sen

BỘ GIÁO DỤC VÀ ĐÀO TẠO
TRƯỜNG ĐẠI HỌC HOA SEN
KHOA KINH TẾ - QUẢN TRỊ REPORT OF
TRAINING AND DEVELOPMENT
Topic: Training program for employees on how to
balance between work and life. Subject: Training and Developement Class: 0100
Lecturer: Nguyễn Ngọc Uyên Group: 4 ST Name Student ID T 1 Nguyễn Tiến Quân 22200039 2 Nguyễn Ngọc Sơn 22013331 3 Nguyễn Hoàng Thuận 2181162 4 Tôn Đức Anh 2182009 5 Trần Nguyên Trí 22009285 Decembe, 2023 Acknowledgements
We would like to express our sincere gratitude to Hoa Sen University and the
instructors of the Training and Development course for their support and valuable
knowledge throughout the process of completing this report.
Firstly, we extend our thanks to the lecturers and mentors who shared profound
knowledge and practical experience on training and development methods and programs.
Their dedication and guidance have helped us gain a better understanding of the role and
application of management information systems in a business environment.
We would also like to express our appreciation to the previous cohort of students
who shared their experiences and relevant information regarding this course. The insights
and suggestions provided by them have been a source of inspiration and have offered a
more practical perspective on training and development.
Lastly, we would like to thank all the members of our research group. The
collaboration, sharing of ideas, and contributions from each team member have contributed to the success of this report.
Once again, we would like to deeply thank Hoa Sen University and the instructors
of the Training and Development course for their support and the provision of valuable
knowledge throughout the process of completing this report. 1 ABSTRACT
This report presents a comprehensive analysis of a training program designed to
address work-life balance issues in the IT industry. The report begins by highlighting the
importance of work-life balance and the challenges faced in achieving it. It introduces the
organization and outlines the methods used to identify work-life balance issues among
employees. The training program is then introduced, detailing the specific skills and
behaviors targeted, as well as the training methods employed. The report further analyzes
the training program using the ADDIE model, discussing each stage from analysis to
evaluation. It evaluates the effectiveness of the program based on research results and
identifies limitations, such as the absence of practical exercises and outdoor activities.
Proposed solutions to overcome these limitations, including incorporating practical
exercises and relaxation techniques, are provided. The report concludes by emphasizing the
significance of participation and ongoing support from the company and employees in
creating an improved training program. 2 TABLE OF CONTENT
Acknowledgements............................................................................................................................1
ABSTRACT...........................................................................................................................................2
TABLE OF CONTENT............................................................................................................................3 I.
Introduction...............................................................................................................................4
a. Reason why we choose this training program?..........................................................................4
b. What is the definition of work-life balance?..............................................................................4
c. Importance of achieving work-life balance.................................................................................4
d. Challenges in achieving work-life balance..................................................................................4 II.
Introduction of the organization................................................................................................5 III.
Introduce the training program, Analyze program content...................................................5 IV.
Analyze training programs through ADDIE.............................................................................6
a. Analysis.......................................................................................................................................6
b. Design.........................................................................................................................................6
c. Developing..................................................................................................................................6
d. Implementing.............................................................................................................................7
e. Evaluating...................................................................................................................................8 V.
Evaluate the effectiveness and limitations of the training program...........................................8 VI.
Propose solutions to overcome the limitations of the training program................................9 VII.
Conclusion............................................................................................................................10 VIII.
References............................................................................................................................11 3 I. Introduction
a. Reason why we choose this training program?
The Covid-19 pandemic had a significant impact on the IT industry, driving its
growth and increasing demand for IT services. However, this growth also led to a shortage
of skilled IT professionals. According to VnEconomy, Vietnam each year has to face a
shortage in the IT workforce of about 150.000 to 200.000 people. Existing IT employees
faced heavy workloads and potential health issues, including eye strain and mental health
concerns. To address these challenges, companies must prioritize work-life balance for
their IT staff. Implementing training programs, promoting regular breaks and physical
activity, and offering flexible work arrangements can contribute to a healthier work
environment. It is also crucial to invest in ergonomic equipment and provide access to
mental health resources and support. By supporting the well-being of IT employees,
companies can retain talent, enhance productivity, and foster a positive work culture that
values work-life balance. Ultimately, prioritizing the welfare of IT professionals is key to
ensuring their long-term success and satisfaction in the industry.
b. What is the definition of work-life balance?
Work-life balance can be defined as effectively managing professional and personal
responsibilities. It is about finding a harmonious integration that allows individuals to meet
their career goals while also fulfilling personal commitments and pursuing their interests.
c. Importance of achieving work-life balance
Achieving work-life balance is important for individuals as it promotes their overall
well-being, reduces stress levels, and enhances mental and physical health. When
employees have a healthy work-life balance, they are more motivated, engaged, and
satisfied with their jobs, which in turn leads to increased productivity and higher job performance.
d. Challenges in achieving work-life balance
Achieving work-life balance is not without its challenges. Heavy workloads, long
working hours, and high job expectations make it difficult for employees to find time for
personal activities and responsibilities. The constant connectivity and blurred boundaries
brought about by technology further complicate the matter, making it challenging for
individuals to disconnect and allocate dedicated time for personal well-being. Limited
flexibility in work schedules and rigid organizational policies can also hinder work-life 4
balance. Additionally, an unsupportive work culture that prioritizes long working hours or
lacks recognition of work-life balance can create pressures and expectations that make it
challenging for employees to achieve balance. II.
Introduction of the organization.
We are TTL, a software technology company. The company has been operating for
5 years and has a team of over 110 employees. Recently, when observing the reports on
work performance for the past 6 months, we noticed a tendency of a 10 to 15% decrease in
productivity compared to the same period last year. Recognizing the issue, and after careful
consideration, our company has decided to implement a survey method and 360 assessment
method to assess the quality and satisfaction of employees regarding their work and life.
After receiving the results, we found that over 50% of employees are facing issues with
work-life balance, which has led to a decline in productivity. Based on this information and
evaluation, we have decided to create a training program for employees on balancing work and life skills. III.
Introduce the training program, Analyze program content.
To gather information about employee needs, we utilize online survey tools or
employ the 360 assessment method for more accurate results. The training program aims to
target specific skills and behaviors such as time management, personal time allocation,
purposeful use of time, work-life flexibility, and documenting the implementation process.
We have chosen direct training as our preferred method because it allows staff to
interact with trainers and fellow participants. Through these interactions, they can enhance
their knowledge and gain different perspectives. The training sessions will be conducted
once a month, with a moderate weekly frequency, providing employees with ample time to
improve their efficiency and reflect on their progress.
Self-training will also be incorporated to tailor the content according to employees'
specific needs and preferences. Aligning the training with the company culture will
enhance convenience and save costs compared to outsourcing training. Additionally, this
approach will give the business its unique identity, boosting its competitive advantage in the job market. 5 IV.
Analyze training programs through ADDIE a. Analysis
Through this training program, it will help increase work efficiency, reduce working
time, from which they will have more time for life. When considering hiring more
employees and reducing employee hours to increase efficiency, training employees to
balance work and life will be more effective. People who need training are usually both
men and women. They often encounter unexpected problems in work and life that they do
not know how to solve. When participating in the training program, students need to know
time management skills, organizational skills, problem thinking skills... Before starting the
program, they fall into a state of anxiety, dissatisfaction, frighten, confused, disoriented. b. Design
First, we need to motivate employees to participate in the program, through
listening and sharing with them, letting them know how great the results will be after they
can balance life and work. Talking about the difficulties they overcame in their previous
jobs. Next is to create a learning environment at the company, arrange work so that they
have 1-2 free days a month to participate in the program, managers and other employees
can encourage and support them when participating. education program. Training content
design is mainly related to sharing tips to achieve work goals in the shortest time, to-do list
system, combined with breaks, meals and healthy activities. strong, take time for yourself
and your family. During the training process, employees will be provided with hands-on
activities and hypothetical situations for employees to solve. Support equipment for the
program such as projectors, televisions, speakers, computers, classrooms... The training
program will have 4 sessions taking place in 4 months. c. Developing
Test the training program, collect results and perfect the training program. Develop
a program to evaluate and determine the effectiveness of the training program through
examining employee performance and their work ethic, in addition to balancing their lives. 6 d. Implementing
Implementing the training program. Use programmed learning method. The
advantage of this method is that it reduces training time, provides information and feedback
immediately, reduces the risk of errors, and can be learned at the company office. The
weakness of this method is that it needs to add more visual and vivid elements. Training Lesson content Time Trainer program
Lesson 1 Learn about the cause and 3 o'clock Training condition of the employee. -1 hour to find specialist Provide explanation and out the cause alternative direction. of the condition -Rest for 20 minutes -Time to explain and provide solutions Lesson 2 Set them goals after 3 o'clock Training
completing the course. Set up a -1 hour setup specialist
situation and see if they come plan up with a solution, then give -Rest for 30 feedback minutes 1 hour and 30 minutes to resolve the situation.
Lesson 3 Let them compare with the 3 o'clock Training
time before participating in the -1 hour for specialist and
training program. Based on the comparing Inspirational 7 comparison results, support reviews person them in applying it to work -Rest for 30 and family. minutes. -Chat to give reviews
Lesson 4 Let them test on what they 3 o'clock Training have learned and compare -1 hour for specialist goals. Summary and testing evaluation -2 hours for summative assessment e. Evaluating
Outcome of the training program is behavior, working efficiency and attitude about
work and life. The above results are based on a survey of the training program, with two
measures of whether employee work efficiency is increased, processing time is reduced,
and the working atmosphere at the company is reduced, whether employees' psychology
and work motivation have improved, and whether they can spend time with their families.
Strategy evaluation is pre-test and post-test. V.
Evaluate the effectiveness and limitations of the training program
Research results indicate that the majority of employees who participated in the
training program successfully achieved several goals. Firstly, they gained an understanding
of the importance of self-care and balancing work and personal life. Secondly, they were
able to reassess their personal goals and rediscover joy in their work. Additionally,
employees learned the skill of saying "No" when overwhelmed with work, especially in
situations where colleagues or superiors seek their assistance. Moreover, the training
program helped employees develop a positive mindset and cultivate optimistic thinking
habits. Lastly, participants acquired knowledge on how to take care of their physical and mental well-being. 8
However, there were some limitations during the training. The sessions were mostly
theoretical, and it would have been better to have some relaxing activities outside of work.
For employees who wanted to avoid burnout, training in an outdoor space after work would
have been more effective than an indoor space. VI.
Propose solutions to overcome the limitations of the training program.
To overcome the limitations of the training program, we can try a few solutions.
First, we can include practical exercises that let employees apply what they learn to their
real work situations. This will make the training more relevant. We can also use activities
like role-playing and group discussions to make the training more engaging. To help
employees relax, we can teach them relaxation techniques and mindfulness exercises. It
would be beneficial to have some training sessions outdoors after work hours to prevent
burnout and create a more relaxed learning environment. Lastly, we should provide
ongoing support, like follow-up sessions and access to additional resources, to help
employees continue their learning and development. These solutions will make the training
program more effective and beneficial for everyone involved. 9