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!