internship report from 1st to 5th april, 2013

LOGO INTERNSHIP REPORT

Manager: Mr. Nguyen Hoang NamInstructor: Ms. Phan Thi Thuy TrangReporter: Nguyen Phuong Uyen

From 1st March to 5th March, 2013

CONTENTS

TRAINING 1

TRAINING PROCESS 2

VRG DONGWHA TRAINING PROGRAMS 3

ON-THE-JOB TRAINING 4

LOGO

TRANING

DefinitionTypes of Training

The learning process whereby people acquire knowledge, capacities and sharpen skills to perform

jobs.

Definition

Improve effectiveness and productivity. Help employees to focus more clearly on the

organizational goals and fit the biz strategies. Employee motivation and retention.

Purpose

TRAINING

TYPES OF TRAINING

It involves introducing a new employee to its work environment:

• Introduction to colleagues

• Explaining the firm’s activities

• Procedures followed in the organization

Improve working relationship & interpersonal problems:

• Communications

• Writing skills

• Team relationships

• Conflict Resolution

Enables employees to perform their jobs well:

• Customer service

• IT systems

• Telecommunications

• Products details

Provide long-term focus to enhance individual &

organizational capacities:

• Leadership

• Career planning

• Business trends

• Performance management

TYPES OF TRAINING

LOGO

TRANING PROCESS Describes 5 steps of Training Process

2

3

4

5

TRAINING NEEDS ASSESSMENT

TRAINING DESIGN

TRAINNG DELIVERY

TRAINING EVALUATION

TRAINING PROCESS

1PLANNING FOR TRAINING

STEPS

PLANNING FOR TRAINING

“Plans allow the organization to identify what is needed for employee performance before training begins”

Is there really a need for training?

Who needs to be trained?

Who will do the training?

What form will be training take?

How will knowledge be transferred to the job?

How will the training be evaluated?

TRAINING PLAN

Analyze what training might be necessary: individual, organizational, job/ task analysis.

Training needs assessment considers issues employee & organizational performance to determine what training can help.

TRAINING NEEDS ASSESSMENT

TRAINING NEEDS

ASSESSMENT Establish Training Objectives and

Priorities: indicate the distance between organization performance and employees capacities and then determine to close the gap.

Objectives Environment Contents

• Trainer: analyzes his/ her technical, interpersonal, judgmental skills.

• Trainee: characteristic, experience, needs and expectations of the learners are important factors.

• Training climate: A good training condition creates positive perception for learner.

• Support facility: equip various required devices to support the training program.

• Topic: are classified into information, knowledge, skills, and attitudes.

• Strategies: base on training objective, trainer prepares a priority list in specific modules.

Contents are delivered in following manner:• From simple to

complex• From known to

unknown• From specific to

general• Dependent

relationshipStrategies

TRAINING DESIGN

The design of the training program can be undertaken only when a clear training objective has been produced.

Formal Training Hire external training providers to conduct in-house

training at the organization, or offer employees attend training through an external organization.

Save time from developing internal training materials, employees have interaction with managers and peers in other company.

There are 2 Training Delivery Options: INTERNAL & EXTERNAL.

INTERNAL

EXTERNAL

Informal Training The training program is conducted inside the organization

and used internal training sources ( trainer, material,…) Save cost of sending employee away & avoid cost of outside

trainers.

TRAINING DELIVERY

TRAINING DELIVERY

Delivery Options

Third party delivered training

Web conferences

Training outside locations

Educational Leave

Traditional Class

On- the- Job Training

Cross training

Group- based classroom

Mentoring/ Coaching

Teleconference

• Asks trainees to rate the value of the training, the style of instructors,..

• Measures how well trainees have learned facts, ideas, concepts, attitudes.

2. LEARNING

• Measure the effect of training on job performance through observing job performance.

• Measure the effect of training on the achievement of organizational objectives.

4. RESULTS

1. REACTION

3. BEHAVIOR

TRAINING EVALUATION

Training evaluation as a check to ensure that the training is able to fill the competency gaps. 

TRAINING EVALUATION

There are 4 level of training evaluation

LOGO

VRG DONGWHA TRAINING PROGRAMS

Training program On-the-job Training

VRG DONGWHA TRAINING PROGRAM

VRG Dongwha has carried out internal training programs:

+ First Aid,

+ Fire Fighting,

+ Labor Safety

+ On- the- Job Training

• On-job training or “learning by doing” is the most common type of training at all level in an organization

• Disadvantage: bad habit or incorrect information from the supervisor/ manager can be transferred to the trainees

• The supervisor or manager conducting the training must be able to both teach and show the employees what to do.

OJT is expressed through apprentice program for those employees still in school & new employees

• Formal Training which is training from real job in daily.

ON-THE-JOB TRAINING

STAGES FOR ON-THE-JOB TRAINING

Prepare the trainees

• Put them ease

• Find out what they know

• Get them interested

Present the Information

• Tell, show, question

• Present one point at a time

• Make sure the trainees know

Provide trainees with

Practice

• Have the trainees perform the tasks

• Ask question• Observe &

correct• Evaluate

mastery

Do Follow- Up

• Put the trainees on their own

• Check frequently

• Reduce follow-up as performance improves

LOGO

THANK YOU!