Internship Report _ Draft 1

8/12/2019 Internship Report _ Draft 1

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Table of ContentsIntroduction ............................................................................................................................................................................. 2

Chapter 1 Literature review on Training ..................................................................................................................... 3

1.1. Definition of training ......................................................................................................................................... 3

1.2. Rationale of training .......................................................................................................................................... 31.3. Steps in Training (Addie’s model): 5 steps ............................................................................................... 4

1.3.1. Analyze the training needs ...................................................................................................................... 4

1.3.2. Design the overall training program ................................................................................................... 5

1.3.3. Develop the course ...................................................................................................................................... 5

1.3.4. Implement training .................................................................................................................................... 6

1.3.5. Evaluate the course’s effectiveness ....................................................................................................... 6

1.4. Benefits of training ............................................................................................................................................. 7

1.4.1. For the company ......................................................................................................................................... 7

1.4.2. For the employees ....................................................................................................................................... 7

1.5. Factors affecting Training ................................................................................................................................ 7

1.5.1. Outside factors ............................................................................................................................................. 7

1.5.2. Inside factors ................................................................................................................................................ 8

1.6. Roles and responsibility for the trainers ................................................................................................... 8

Chapter 2: Analyses and findings on Training at Delta Sport Joint Stock Company .................................. 8

2.1. Company introduction ...................................................................................................................................... 8

2.1.1. Company overview (name, type of business, legal base) ............................................................ 8

2.1.2. History ............................................................................................................................................................ 9

2.1.3. Business Areas ............................................................................................................................................10

2.1.4. Policy .............................................................................................................................................................10

2.1.5. Organizational structure .......................................................................................................................10

2.1.6. Achievements ..............................................................................................................................................11

2.2. Analysis and finding on Training at Delta Sport Joint Stock Company........................................11

2.3. Evaluation ............................................................................................................................................................11

2.3.1. Advantages .................................................................................................................................................11

2.3.2. Disadvantages ...........................................................................................................................................11

Chapter 3: Solutions and Recommendations ...........................................................................................................11

3.1. Growth Orientation of Delta Sport Joint Stock Company ..................................................................11

3.2. Solutions ...............................................................................................................................................................11

Conclusion ..............................................................................................................................................................................11

Reference ................................................................................................................................................................................11

Appendix .................................................................................................................................................................................11



Topic: Training at Delta Sport Joint Stock Company

Introduction

Rationale of Study (Importance of training)

- Driven economic, high competency between companies High quality human

resource plays an important role (competitive advantage) in helping the

company to become successful and gain more profit

- Training becomes more and more important and effective training activities

become more necessary.

- Training in Delta Sport Joint Stock Company has always been noticed and highly

invested, but still there are some weaknesses.

Objective of the study - Talking about Training Process and different methods of training

- Analyzing the process and methods of training at Delta Sport Joint Stock

Company; recommendation and solution for the weakness of the company.

Scope of study

Training process and methods used at the company

SpaceHead office Thị trấn Bút Sơn – Hoằng Hóa – Thanh Hóa – Việt Nam

SĐT: (84)37 3643 725

Fax: (84)37 3643724

Time

- From 2011 to 2013

Research methodology

Research, observation, interview, analyze information (table, chart,) on primary

sources and secondary sources (writings from e – journal websites)

Structure of the study

Chapter 1 Literature review on Training



Chapter 2 Analyzes and findings on Training at Delta Sport Joint Stock Company

Chapter 3 Solutions and Recommendations

Chapter 1 Literature review on Training

1.1. Definition of training

- Training means giving new or current employees the skills that they need to

perform their jobs.1

- In many crafts and guilds the purpose of training was to enable indentured

apprentices to work for a period of years under the supervision of a master

craftsperson. Eventually, the apprentices learned the skills required of that

occupation and would produce a complex piece of work, a “masterpiece”,incorporating much of what they had learned. This would then enable them to

become members of the specific guild. 2

- A planned process to modify attitude, knowledge or skill behavior through

learning experience to achieve effective performance in an activity or range of

activities. Its purpose, in the work situation, is to develop the abilities of the

individual and to satisfy the current and future needs of the organization.

(Manpower Services Commission’s)3

- Activity or program of activities designed to teach the skills and knowledge

required for particular kinds of work.4

1.2. Rationale of training

- Increase productivity of the company: Higher skilled HR higher productivity

(managers: better managing and running the company; employees: maintaining

the quality of the products)

- Improve quality of the products gaining more customers

1 Sách trang 246

2

http://books.google.com.vn/books?id=zpNc_GZIiikC&printsec=frontcover&dq=training+human+resource&hl=en&sa=X

&ei=IymxU_X_GYH78QX7hILIAw&ved=0CC8Q6AEwAA#v=onepage&q&f=false3 Nhu 2

4 Nhu 2



- Changing in techniques and technology: modern technology more

opportunities for the company but more difficulties for employees need to

train

- Effective training helps the company to attract more potential employees since

they can develop themselves in a good working environment- Trained employees can shorten time of keeping up with new environment

they feel more updated

- Better management: the company can reduce the cost of supervising or fixing the

default products better to control.

- Minimizing the accidents in working.

1.3. Steps in Training (Addie’s model): 5 steps

1.3.1. Analyze the training needs

Addressing the employer’s strategic/longer term training needs and/or its current

training needs

- Strategic training needs analysis:

o focuses on identifying the training that employees will need to fill these

new future jobso Strategic training needs analysis is tied to succession planning. The latter

means identifying the training and development that employees need to

fill the firm’s key positions, and then formulating plans to ensure that

high-potential employees get the training and development to fill the firm

s future positions

- Current training needs analysis:

o deter-mine what the job entails and to break it down into subtasks

o asking questions and determining whether training is a potential solution

- Task analysis: Analyzing new employees’ training needs:

o with lower-level workers, it ’s common to hire inexperienced personnel

and train them: give these new employees the skills and knowledge they

need to do the job



o deter-mine what the job entails and to break it down into subtasks, each of

which you then teach to the new employee

o job descriptions and job specifications are essential

- Talent management: Using profiles and competency models:

o Using the same competencies profile or model for recruiting the employeeas for selecting, training, appraising, and paying him or her.

o For training, the models can be summarized as follows:

Strategy Employee Behaviors Employee Competencies Training

and Development Needs Training Implementation and Evaluation

o The model is to identify and compile in one place the competencies for

executing the job

- Performance analysis: Analyzing current Employees’ Training needs:

o process of verifying that there is a performance deficiency and

determining whether the employer should correct such deficiencies

through training or some other means (like transferring the employee)

1.3.2. Design the overall training program

- Setting learning objectives

- Creating a motivational learning environment

- Making the learning meaningful

- Making skills transfer obvious and easy

- Reinforcing the learning

- Ensuring transfer of learning to the job

1.3.3. Develop the course

Program development means actually assembling/creating the program s training

content and materials:

- choosing the actual content the program will present,

- designing/choosing the specific instructional methods (lectures, cases, Web-

based, etc.)



1.3.4. Implement training

- Types of training: On-the-Job Training (OJT), Informal Learning, Job Instruction

Training, Programmed Learning, Lectures, etc.

- OJT training process:

o Step 1: Prepare the Learnero Step 2: Present the Operation

o Step 3: Do a Tryout

o Step 4: Follow-Up

1.3.5. Evaluate the course’s effectiveness

Main purpose: determine whether the training program reached the company’s

objectives

- Collect participant feedback by measuring:

o Reaction: Evaluate trainees reactions to the program. Did they like the

program? Did they think it worthwhile?

o Learning: Test the trainees to determine whether they learned the

principles, skills, and facts they were supposed to learn.

o Behavior: Ask whether the trainees on-the-job behavior changed because

of the training program.

o Results: What results did we achieve, in terms of the training objectives

previously set? If the training program doesn’t produce measurable

results, then it probably hasn’t achieved its goal.

take the information to learn how to improve the program

- Make the changes necessary for that improvement.

- Continually assess the impact that the training is having on the employees, the

department, and the organization.



1.4. Benefits of training

1.4.1. For the company

- The company can adapt more quickly to the changes of the economic and has

more competitive advantage in order to grow and develop

- The company can reduce the cost of

o Training for the employees when producing new products since they have

already had the basic skills and knowledge (they can learn new things

faster)

o Supervising and fixing default products since trained employees make less

mistakes than untrained ones.

o Waste materials economy of operation

- Increase productivity since training helps employees to do the work faster.

- Higher loyalty: Training creates better attitudes among employees reduce

turnover

1.4.2. For the employees

- Self - development:

o Self – confidence: employees feel more comfortable in handling new skills

o Chance to learn new skills which help them a lot in their daily life

o More chances for new jobs.

o Better understanding of safety at work and raise self-awareness protect

them from accident at work place.

- Higher earnings

- Resilience to change: better adaptability when working in new environment and

circumstances, learn new skills and new technology quickly.

1.5. Factors affecting Training

1.5.1. Outside factors

- Politic, Society, and Economy: Stable in economy and politic companies can

growth in a safety environment

- Legal law in labor force: create healthy and safety working environment



- Development of technology: Need to train employees continuously to keep them

updated.

- Customer Demands: the increase in demands for higher quality products

necessary of training employees to ensure and enhance the quality of products.

- Competitors: High skilled employees thrust the growth of a company.

1.5.2. Inside factors

- The employees:

o Ability to learn new techniques and skills

o Salary and Benefits expectation

o Development expectation

- The companies:

o Salary policy (motivation for the employees)

o Training budget (not enough money on training not as expected

results/ineffective)

o Arrangement of after – training employees and how the companies use

them (if the employees can work in an environment which they can use

what they have learnt higher productivity and better results)

1.6. Roles and responsibility for the trainers

Chapter 2: Analyses and findings on Training at Delta Sport Joint

Stock Company

2.1. Company introduction

2.1.1. Company overview (name, type of business, legal base)

- Name:

o Vietnamese name: Công ty cổ phần dụng cụ thể thao Delta

o International business name: Delta Sport Joint Stock Company

- Foundation: 05/08/2002

- Address:



o Head office, Ball Factory and Garment Factory 2: Bút Sơn – Hoằng Hóa –

Thanh Hóa – Việt Nam

o The Delta Production and Welfare Complex Zone:

o Representative office:

- Tax code: 2800702548- Business Registration License: 2800702547

- Capital: 12.000.000 USD

- Ownership 100% Vietnamese

2.1.2. History

- Founded on February 5th 2002, manufactured sport balls, exported to Hungary

and the Eastern European countries.

- 2004 change in material used to make balls (from cow skin to artificial

materials) big change that helped the company entering the international

market.

- 2006:

o Expanded the range of products: started Garment business, producing

sportswear for Challenger Sport Teamwear LLC

o New big partners from other countries started to work with the company:

1st shipments to Volt Company of Mexico and Bigma Company of Sweden

- From 2007 to 2010: Set up the garment factory with 12 sewing lines (6 lines for

knitting garment + 6 lines for woven garment) and all of sport wear order are

produced at Delta Garment factory.

- From Jan 2010: Started cooperating with Itochu Corporation from Japan (4 lines

for producing sport wears as the subcontracting factory)

- From June 2010: Started producing working wear for Visitec Workwear from

Australia

- From November 2011: 1st shipment to Visitec Workwear at FOB price

- From January to December 2012: Set up 10 new sewing lines (total lines

increased to 22: 12 woven sewing lines + 10 knitting sewing lines)



- July 2012: Started constructing the Delta Garment and Textile Company (76

sewing lines) – investment of 35 million USD. Estimated time for finishing: July

2015

- From December 2013: a new garment factory started working with 20 lines.

2.1.3. Business Areas

- Main products:

o Garments in knitting and wearing: Sportswear, fashion garment, working

wear, etc.

o Sporting products: All kinds of ball and accessories

- Export markets: Japan, USA, Australia, Europe (German, Italy, Spain, etc.), Brazil

2.1.4. Policy

2.1.5. Organizational structure

- Board of directors:

- Organizational structure:



2.1.6. Achievements

- 2011:

- 2012:

o Prime Minister’s award for the whole employees of Delta Sport Joint Stock

Company and for the Chairman of the board Mr. Nguyen Trong Thauo ISO 9001:2008

o SA 8000:2008

2.2. Analysis and finding on Training at Delta Sport Joint Stock Company

2.3. Evaluation

2.3.1. Advantages

2.3.2. Disadvantages

Chapter 3: Solutions and Recommendations

3.1. Growth Orientation of Delta Sport Joint Stock Company

3.2. Solutions

Conclusion

Reference

Appendix

Documents

Internship Report _ Draft 1