Solutions to raise the quality of the training activities for human resources at deposit insurance of vietnam north west regional branch

ĐẠI HỌC QUỐC GIA HÀ NỘI
KHOA QUẢN TRỊ VÀ KINH DOANH
---------------------

NGUYỄN XUÂN TRƯỜNG

SOLUTIONS TO RAISE THE QUALITY OF THE
TRAINING ACTIVITIES FOR HUMAN RESOURCES AT
DEPOSIT INSURANCE OF VIETNAM NORTH WEST
REGIONAL BRANCH
GIẢI PHÁP NÂNG CAO CHẤT LƯỢNG HOẠT ĐỘNG
ĐÀO TẠO NGUỒN NHÂN LỰC TẠI CHI NHÁNH BẢO
HIỂM TIỀN GỬI VIỆT NAM KHU VỰC TÂY BẮC BỘ

LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

HÀ NỘI - 2021


ĐẠI HỌC QUỐC GIA HÀ NỘI
KHOA QUẢN TRỊ VÀ KINH DOANH
---------------------

NGUYỄN XUÂN TRƯỜNG

SOLUTIONS TO RAISE THE QUALITY OF THE TRAINING
ACTIVITIES FOR HUMAN RESOURCES AT DEPOSIT
INSURANCE OF VIETNAM NORTH WEST REGIONAL BRANCH
GIẢI PHÁP NÂNG CAO CHẤT LƯỢNG HOẠT ĐỘNG ĐÀO
TẠO NGUỒN NHÂN LỰC TẠI CHI NHÁNH BẢO HIỂM TIỀN
GỬI VIỆT NAM KHU VỰC TÂY BẮC BỘ

Chuyên ngành: Quản trị kinh doanh
Mã số: 8340101.01
LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH

NGƯỜI HƯỚNG DẪN KHOA HỌC: PGS.TS. NGUYỄN NGỌC THẮNG

HÀ NỘI - 2021


DECLARATION

The author confirms that the research outcome in the thesis is the result of
author’s independent work during study and research period and it is not yet
published in other’s research and article.
The other’s research result and documentation (extraction, table, figure,
formula, and other document) used in the thesis are cited properly and the
permission (if required) is given.
The author is responsible in front of the Thesis Assessment Committee, Hanoi
School of Business, and the laws for above-mentioned declaration.

Hanoi, Date

Author

i


ACKNOWLEDGMENTS

Through out the process of master studying and thesis conduction, I have
received valuable assistance of the Professors in Hanoi School of Business
and Management – Vietnam National University, Hanoi.
First of all, I would like to express my sincere gratitude to the Managemen
Board of HSB and the teachers for their devotion in the studying process.
Particularly, I would like to sincerely thank Associate Professor Hoang Dinh Phi
for supporting me to obtain valuable knowledge throughout the studying at HSB.
I am sincerely thankful to Associate Professor Nguyen Ngoc Thang who
has spent great time and effort giving me whole-hearted guidance and
instruction for the graduation thesis conduction.
I am wholeheartedly grateful to the teachers of Hanoi School of Business
and Management (HSB) – Vietnam National University, Hanoi.
I own deeply all members of Deposit Insurance of Vietanm North West
Regional Branch for supporting, providing information and creating
favourable conditions for me to complete the study work.
With the support from many parties, the student has put great effort to
complete the thesis in the most efficient way; however, due to the certain limit of
knowlewdge, I wish to receive the sympathy, contribution and supplementation
of your esteemed Teachers and Readers for the thesis to be better.
Sincerely Thank you!

Thesis Author

ii


TABLE OF CONTENTS

DECLARATION ....................................................................................................... i
ACKNOWLEDGMENTS........................................................................................... ii

LIST OF ABBREVIATION ........................................................................................ v
LIST OF TABLE ..................................................................................................... vi
LISTS OF DRAWING ............................................................................................. vii
INTRODCUTION ..................................................................................................... 1
CHAPTER 1: BASIC THEORY ON HUMAN RESOURCE AND HUMAN RESOURCE
TRAINING ACTIVITY ........................................................................................... 10
1.1. Basic theories on manpower and human resource ................................................... 10
1.1.1. Definition of manpower .................................................................................... 10
1.1.2 Definition of human resource.............................................................................. 11
1.2. Basic theories on human resource training activities in deposit insurance field. ........... 13
1.2.1. Human resource training ................................................................................... 13
1.2.2. Roles of human resource training ....................................................................... 15
1.3. Human resource training process ......................................................................... 17
1.2.3. Step 1: identify training demand ......................................................................... 17
1.2.4. Step 2: Make the training plan............................................................................ 19
1.2.5. Step 3: Implement the training ........................................................................... 21
1.2.6. Step 4: Evaluate training program ....................................................................... 23
CHAPTER 2: CURRENT SITUSTION OF TRAINING WORK TO ENSURE HUMAN
RESOURCE SECURITY AT THE DEPOSIT INSURANCE VIETNAM NORTH WEST
REGIONAL BRANCH ............................................................................................ 24
2.1. Introduction on Deposit Insurance of Vietnam North West Regional Branch .............. 24
2.1.1. Deposit Insurance of Vietnam ............................................................................ 24
2.1.2. Establishment and Development process of Deposit Insurance of Vietnam North
West Regional Branch ............................................................................................... 29

iii


2.2. Current situation of the human resource training at DIV Norht West Regional Branch.............. 31
2.2.1. Work of identifying the training demand ............................................................. 31

2.2.2. The work of training planning ............................................................................ 34
2.2.3. Training implementation work ........................................................................... 38
2.2.4. Evaluation of training program........................................................................... 39
2.3. Evaluation on the human resource training work of Deposit Insurance of Vietnam
North West Regional Branch ..................................................................................... 47
2.3.1. Achieved results .............................................................................................. 47
2.3.2. Limitations ..................................................................................................... 49
2.3.3. Reasons for the limitation .................................................................................. 51
CHAPTER 3: A NUMBER OF SOLUTIONS AND PETITIONS CONTRIBUTED TO
RAISE THE HUMAN RESOURCE TRAINING AT DEPOSIT INSURANCE OF
VIETNAM. NORTH WEST REGIONAL BRANCH.................................................... 52
3.1. General development opinion and orientation of DIV North West Regional Branch for
the period 2018-2023 with vision to 2030 .................................................................... 52
3.2.

Several solutions to raise the human resource training activity at the Deposit

Insurance Vietnam North West Regional Branch .......................................................... 57
3.2.1. Identify training demand ................................................................................... 57
3.2.2. Formulate the training plan: ............................................................................... 63
3.2.3. Implement the training ...................................................................................... 65
3.2.4. Evaluating training program .............................................................................. 66
3.3. Other solutions .................................................................................................. 67
3.4. Petitions: .......................................................................................................... 68
CONCLUSION ....................................................................................................... 70
REFERENCE ......................................................................................................... 72
APPENDIX ............................................................................................................ 74

iv

LIST OF ABBREVIATION

DIV

Deposit Insurance Vietnam

Deposit Insurance Vietnam North DIV NWRB
West Regional Branch
Enterprise

DN (Enterprise)

Human Resource

HR (NNL)

Bank

NH (Bank)

State

NN (State)

Credit Fund

QTD/ CF

Credit Institution

TCTD (CI)

v


LIST OF TABLE

Table 2.1. Table of Training Plan ........................................................................... 34
Table 2.2. Integration training content..................................................................... 36
Table 2.3 Compilation of the training results of Deposit Insurance of Vietnam North West
Regional Branch .................................................................................................. 39
Table 2.4. Survey statistics at DIV North West Regional Branch ................................ 40
Table 2.5. Evaluation on the quality of the training course implementation at Deposit Insurance
of Vietnam North West Regional Branch.................................................................... 42
Table 2.6: Training cost, labour productivity 2018-2019 ............................................ 45
Table 2.7. Professional examination result 2019 ( on the scale of 100 in 5 rounds) ......... 46
Table 3.1. Proposing training course for BHTG ........................................................ 59

vi


LISTS OF DRAWING

Drawing 1.1 Human resource training process ........................................................... 17
Drawing 2.1. Map of branches organization of Deposit Insurance Vietnam .................... 29
Drawing 2.2. Organization Structure of DIV North West Regional Branch ..................... 31

vii

INTRODCUTION
1. Urgency of the thesis topic
According to a number of recent studies: Vietnam will have to face a great
amount of challenging in terms of human resource quality including the low
technical level of the labour (only occupying 20% of the labour force); low
labour productivity in comparison to the countries in ASEAN etc. Therefore,
the profession using unskilled labour at simple training level will largely be
affected and will face the risk of unemployment because of the development
of automation and artificial intelligence. The quality of young human
resources nowadays does not meet the requirements of the enterprises. Newly
graduated students when working at factories and companies usually have the
difficulty in accessing scientific and technology equipment which are
becoming more and more advanced. Not only the professional skill but also
the writing as well as the expression of many graduates are still weak. One of
their biggest disadvantages currently is the lack of thinking and creation
ability and the activeness in work. Normally, for each recruitment, the
enterprises only receive 20% even 10% of the qualified candidates.
In the mean time, the distance between human resource demand – supply is
getting larger and larger, which makes the competition among enterprises to
obtain the high quality human resources is becoming more and more intense. It
is estimated that the field of finance – banking continues to be a “hotspot” with
the demand index to be 6 – 7 times higher than the human resource supply. In
the current time as well as in the upcoming years, the difference between human
resource supply- demand is very difficult to narrow in majority of the
professions.
However, the investment in human resource training and development at
the enterprise currently is not well prepared. Most of the enterprises do not
have the strategy for human resource training and development, neither the
1

short term or long term, in order to be suitable with their development
objectives. In order to pursue a temporary activity, many enterprises willing
to continuously cut down the training activities for their staff. Several
managers either do not consider this to be one of their work or unintentionally
forget this task because they are always busy with their business work.
Several enterprises organize training courses to improve the level, skills for
their staff; nevertheless, these does not meet the expectation because the
international standards are not applied into the training program, the contents
and the methodology. On the other hand, we are short of a great number of
training experts who possess sufficient teaching ability and
On 8th August 2010, the Government issues “ Strategy for developing the
Vietnam’s Banking industry by 2023 with vision toward 2030”, in which the
view of developing Vietnam’s banking industry to be the life-line and
essentiality of the financial system; the credit institutions or commercial
banks are treated equally, compete in compliance with laws, operate in a selfcontrol manner, are self- responsible. During the recent time, even though the
human resource of credit institutions has been improved significantly;
however, Government still has the requirements on the emphasis of the
development of the human resources for banking industry in order to ensure
the successful implementation of strategy objectives. Banking is considered to
be the lifeline of the national economy; therefore, improving the performance
ability of the banking system has always been the issues which receives great
attention from the society. Recently, facing the complete reformation of the
country, the banking industry has gained strong development regarding
technology, management capability, financial ability and human resource.
From that, it step by step meets the requirements of international economic
integration. However, to be objective, while the human resource trained from
the universities are large, there is still a lack of high quality human resource,
2

especially in the field of management, risk management, international
investment, strategy planning etc. As a result, it is critical and difficult to find a
suitable and long term method to improve the quality of human resource, in
order to meet the requirements for Vietnam’s banking system. This paper will
provide and overview of the current situation of the human resource in banking
industry in the recent years, find the reasons for the limitation, at the same time,
recommend several solutions to enhance the human resource quality for banking
industry for the upcoming time.
Consequently, both the theory and practice point out that it is essential to
improve the training activities at the joint stock commercial banks. Therefore,
during the working process at Deposit Insurance Vietnam North West
Regional Branch, based on the practical experience and the knowledge
acquired, I select the topic “Solutions to raise the quality of the training
activities for human resources at Deposit Insurance of Vietnam North West
Regional Branch” as the research work.
2. Literature review
Local Researches:
Lecture on Human Resource Management, Associate Professor Nguyen
Ngoc Thang.
Experience on human resource development of a number of countries and
suggestions for Vietnam (Nguyen Thi Le Tram – PetroNghean Mineral and
Construction Joint Stock Corporation tapchitaichinh.vn)
Singapore
In order to develop the high quality human resource, meeting the
economic development demand of the country, Singapore government issued
the “bilingual language”. Accordingly, from 1966, Singapore stipulated that
all the students at primary level were requested to study bilingual languages
(English and the mother tongue). Simultaneously, the Government of this

3


country also encouraged and mobilized the movement of learning the third
language (such as Japanese, German or French). That was the important
turning point which did not only create the national character of Singapore,
but also brought about the equality and work opportunity for the citizens of
this country.
After the economic recession in 1985, from July 1988, Singapore started
applying the flexible salary system. Accordingly, the salary mechanism of the
vicil servants was created from the components which could be adjusted
based on the efficiency of the economy, which did not have negative impacts
on the income brought back to the family. The Form of the new flexible
public service salary included: Basic salary; efficiency bonus; growth reward;
mid year award or year end reward and other annual rewards. At the same
time, Singapore government always follows the method of paying salary
according to the work performance.
Japan
Japanese government has focused on education – training and always
consider this to be the key national policy. Accordingly, the government of
this country stipulates specifically that the education programs for primary
and secondary are compulsory; accordingly, all the students within the age
from 6 to 15 are entitled to free education. Thanks to the application of this
policy, the rate of students passing the entrance examination to universities
and colleges of this countries are increasing.
This work is in order to prepare the knowledge, necessary specialized
technique for the branch, encourages the staff to contribute and utilize the
staff’s opinions in the process of making decision. In case of issues relating to
the operation of the company such as: finance, human resource, business
policy, labour board directly consult the staff’s opinion when issuing the

decision. This cooperation makes the staff feel that they are respected and
4


treated equally; as a result, they have the responsibility and be ready for
common goal.
Master thesis of Nguyen Thi Ngoc Mai (2018), Human resource training
and development at Vietnam Bank for Agriculture and Rural Development
Hai Duong province – Thanh Mien Branch, evaluated the current status of
human resource training and development; based on that, providing the
solutions and petition for training at the Bank.
Researches in the world:
Nguyen Ngoc Thang. 2009. Human resource training, organizational strategy,
and firm performance in emerging economies: The case of Vietnam. ISBN:
978-90-5864- 197-7. Published in Belgium.
Books of Dessler (2011), Ivancevich (2010), Noe and partners (2011),
Torrington and partners (2011), Carrell and partners (1995) all emphasized
that training is the process of studying in order to prepare the learners with
knowledge, skills and work performance ability; training was mentioned as
the strategic solution for enterprise activity. 4 research topics on human
resource training and the necessity of human resource training there are the
master thesis of Type Johnstone, Spring 2012 with the topic” California need
for engineers and stem education”. The thesis provided the basic theories and
the statistical data of the current situation of training in California.
3. Research objective
The objective of the thesis is to propose the solutions to improve the
human resource training activities at Deposit Insurance of Vietnam North
West Regional Branch. The thesis focuses on the solutions to develop the
suitable training plan and training programs, contributing to the improvement
of training quality. In order to obtain the research objective, the thesis identify

that the specific tasks as followed should be completed:
- Study in depth the basic theories on the training procedure in the
5


financial field.
- Survey, compile the data to analyze, evaluate, find the reasons for the
current situation of the human resource training activities at Deposit Insurance
of Vietnam North West Regional Branch.
- From the evaluation on the current situation of the human resource training
activities at Deposit Insurance of Vietnam North West Branch, based on the
theory foundation, the author provides several solutions, petitions and
recommendations in order to contribute to improve the quality of human resource
training activity at Deposit Insurance Vietnam North West Regional Branch.
4. Research subject
Research subjects: The research subjects of the thesis is the human resource
training activities at Deposit Insurance Vietnam North West Regional Branch.
5. Research Scope
Research Scope: The thesis is studied in the scope of space and time
specifically as followed:
- Research space: In the thesis, the author concentrated on studying the
human resource training activities at Deposit Insurance Vietnam North West
Regional Branch.
- Research time: The thesis focused on the collection, study and use the data
relating the human resource training activities at Deposit Insurance of Vietnam
North West Regional Branch within three recent years from 2017 to 2019.
6. Research methodology
6.1. Data collection method
6.1.1. Secondary data collection
(1) The secondary data were mainly collected by desk data. Such data

resources include:
(2) Basic theories concerning the research study such as human
resource, human resource management, training
6


(3) The domestic and international researches on this topic
(4) Journals, articles of the local and international conferences
The study of secondary data will help the student to formulate the research
model and develop the research assumption on human resource management
in the field of commercial banking, to be the foundation for the testing of the
current program and proposal of the solutions.
6.1.2. Primary data collection
a/ By questionnaire
To test the assumptions withdrawn from the research model, the author
will design and develop a quantitative questionnaire to the survey objects. The
questionnaire will include the general information in the research, the
questions involving the solutions to improve the training activities from the
propose researched and the contents collected from the answers.
Measure: Likert scale from 1 to 5 will be used for majority of the
questions in the quantitative questionnaire with 5 is the highest level and 1
equivalent to the lowest.
- Sample object: the author peformed the survey inteview with all the
employees working at the Deposit Insurance Vietnam, North West Regional
and the deep interview with the managers.
- Sample number: 100 questionnaire sheets in which 80 for the officers,
20 for the deep interview withthe managers.
- Interview tools: the author used to questionnaire to perform the survey,
interview (appendix 01), and the deep interview sample (appendix 02)
- Implementation timing: From July 2019 to December 2019.

Questionnaire design: The questionnaire was designed to be suitable
with the purpose of the thesis and the literature frame briefly and clearly. The
design procedure is as follows:

7


- Based on the objective the literature review to identify the required
information: factors, variables and scales;
- Identify the types of questions;
- Identify the content of each question;
- Identify the language use for each question;
- Identify the logic for the questions;
- Draft the questionnaire;
- Get comments from several teachers on the questionnaire;
- Submit the questionnaire to the instructor;
- Instructor review, modify and agrees to perform the survey;
Basic content of the questionnaire:
- Introduction of the thesis name: author’s name, thesis’s name, main
contents to be surveyed
- Provide explanation on wording necessary for the survey: personnel,
human resource, training
b/ Pilot survey and specialist consultation
Before the survey samples are delivered widely, the author will proceed
with the delivery of 05 answer sheets to the interviewer to have the
preliminary evaluation to see if the questions and the information are
sufficient and easy to understand, if needed, what kind of questions should be
supplemented. At the same time, the author will send the answer sheet to the
instructor, the specialists, lecturers of management for consultation and in
order to complete the questionnaire.

6.2. Data analysis method
Quantitative method: The author will use the excel software to analyze
the collected data. The purpose of quantitative analysis is to identify the value
of each training activities at Deposit Insurance of Vietnam North West
Regional Branch. From that, based on the training modal for the author is
8


provide the suitable proposals to improve the training activities of Deposit
Insurance of Vietnam, North West Regional Branch.
Qualitative method: Along with the quantitative method, the research
also use the qualitative method such as comparison, analysis, evaluation to
clarify the research issue.
7. Thesis structure
Besides the research introduction, declaration, acknowledgements, table
of contents, list of abbreviation, list of charts, drawings, conclusion,
references, appendix, the research has the structure of 3 chapters:
- Chapter 1: Literature review on manpower and human resource in the field
of deposit insurance.
- Chapter 2: Current situation of human resource training at Deposit
Insurance Vietnam North West Regional Branch.
- Chapter 3: A number of solutions and petitions in order to improve the
human resource training activities at Deposit Insurance Vietnam North
West Regional Branch.
-

9


CHAPTER 1: BASIC THEORY ON HUMAN RESOURCE AND

HUMAN RESOURCE TRAINING ACTIVITY

1.1. Basic theories on manpower and human resource
1.1.1. Definition of manpower
Quoted from: Economics Textbook on Human Resources of National
Economics University
Manpower is the human power, within each person and makes the
human work. Such power develops along with the development of human
body and at a certain level, the person will be qualified to participate in the
working process – human with labour force.
Or, Manpower is defined to include all the potentials of human within an
organization (from staff to high level leader)
In regards of “manpower”, according to Pham Thanh Nghi and Vu Hoang
Ngan” Manpower is the aggregate of human potentials – of which, the first
and foremost is the working potential – of a nation or a territory during a
certain period (5 years, 10 years etc.) suitable with the development plan and
quality [1, p.24]. In the recent materials, the term of Manpower is refered to
the people who is currently and will be supplemented to the labour fource,
including the number of students who are being nurtured and studying at the
educational institution. To sum up, manpower is the aggregate of the physical,
intelectual and personality potentials of the labour in compliance with the
socio-economic orientation in terms of quality, quantity and labour structure
of a nation, a local, a region, area during a certain period.
Manpower contains all the human potentials in an organization or society
(including the members in the enterprise management board). This means that
all the members of the enterprise use the knowledge, ability, behavior and

10

conduct value to form, maintain and develop the enterprise. Manpower is the
aggregate of the internal and external factors of each person, ensuring the
creation sources and other contents for the success and objective achievement
of the organization. Manpower is understood as the power of each person
demonstrated during the working process and this power consists of physical,
intelectual and spiritual power.
1.1.2 Definition of human resource
Human resource is man power. Such power is considered in two aspects.
First, with the meaning of origin, it is the generation place of the power.
Human resource within a human. That is also the basic difference between
human resource and other resources. Second, human resource is understood as
the total human resources of each individual. With the role of one resource of
the development process, human resource is the human power with the ability
to create material and spiritual wealth for the society which is presented as the
certain quantity and quality as a certain time.
The term human resource is widely used in the countries with economic
resource developing from the middle of XX century, with the meaning of
human power. It shows a reconsideration of the role of human factor in the
development process. Connotation of human resource does not only include
the people within working age with working ability, it also does not only
cover the quality but also contains a broader implication.
Previously, researches on human resources generally emphasized the quality
and its roles in socio-economic development. In the theory of economic
growth, human is regarded as an efficient tool to ensure the substantially
economic growth. Human even is considered to be the special capital for the
development – human capital. In terms of this aspect, Union of Nations stated
that human resource is all the human knowledge, skill and ability with
relation to the socio-economic development of the country. Nowadays, human
11

resource also covers the aspect of quantity, not only the people within the
working age but also the ones outside the working age.
In our country, the definition of human resource has been widely used since
the beginning of reformation. This matter is demonstrated clearly in the
research works on human resources. According to Professor -Academician
Pham Minh Hac, human resource is demonstrated through the population
quantity and human quality (including physical, intellectual and personality
quality). Therefore, human resource does not only consist of the quality of the
current human resource but also the human resource supply in the future.
From the above analysis, in the most general form, it is understood that
human resource is a category used to refer to the potential power of the
citizens, the mobilization ability to participate in the process of creating
material and spiritual wealth for the society at the present as well as in the
future. Such ability and power can be shown through the quantity, quality and
structure of the population, especially the quantity and quality of the people
who are qualified to participate in the social production.
Or human resource is the human power including (health, living standard
etc.), intellectual (intelligence, gift, personality etc.), spiritual (activeness,
creation, working attitude, etc.) and is considered in many aspects: According
to Bui van Nhon, human resource in an enterprise is “enterprise human
resource is the labour force of each enterprise, it is the number of people in
the list of the enterprise, paid by the enterprise” [9, p. 72]. In a narrow
meaning: it includes the group of citizens within the working age and with the
working ability, this is considered as the labour force. In wide meaning: it is
understood as the human resource of a nation, a territory, a part of the
resources with the organization mobilization to participate together in the
socio-economic development along with the material and financial resource.
Through this, it can be seen that human resource, besides the matter of being
12

the current and future labour force, it also includes the spiritual, intelligence
and physical power of individual in the community, in the nation. It can be
brought out or be able to be brought out to use in the social development
process. 8nNowadays, human is regarded as the special resource, a key
resource in the socio-economic development. Human is also the foundation
for the substantial development. Therefore, the development of qualified
human resource is the top objective of the enterprises.
1.2. Basic theories on human resource training activities in deposit
insurance field.
1.2.1. Human resource training
There are many view points on human resource training. According to
Michael Armstrong (1996), human resource training is the systematic
development of group of skills, knowledge and attitude necessary for each
individual in order to fully complete a task or a certain work. In compliance
with Nguyen Ngoc Quan (2004), training and development in the enterprises
are the activities to maintain and raise the quality of the human resources of
the organization, which is the crucial condition for the organization to be
able to sustain and win in the competitive environment. Therefore, human
resource training in a broad definition can be understood as the system of
solution used to impact the learning process in order to help people to obtain
new knowledge, skills, change the opinion or behaviour and improve the
performance capability of the individual.
Training mentions the education of the practical skills, profession or
knowledge relating to a specific field, for the learner to learn and master such
knowledge, skills and profession in a systematic manner to prepare for such
person to be able to adapt to life and have the ability to take charge of a
certain work. The definition of training normally has a narrower meaning than
the definition of education, training is generally mentioned in the latter stage,

13


when a person reaches a certain age with a certain level. There are many
kinds of training: basic training and intensive training, specialized training
and vocational training, re-training, distance training, self training etc.
Training is understood to be the learning activities with the purpose of
helping the labour to perform more efficiently their task and responsibilities.
That is the learning process to make the labour understand better about their
work, it is learning activities to improve the level and skills of the labour to
perform their labour task more effectively. Training is the human resource
development, it is the aggregate of the organized activities happening in a
certain period to change the professional behavior of the labour.
Human resource training and development: is the aggregate of all the
learning activities provided to the labour by the organization in a certain
period in order to raise the professional level and ability, as well as change the
working attitude and method of the labour to help them to perform more
effectively their tasks and duties. “human resource training and development
all are the activities with the purpose of providing the labour with knowledge,
skills and tactics to assist them to perform more efficiently their tasks and
duties. Training helps the labour to perform more efficiently the foremost
work, it also develops to prepare the labour with the knowledge and skills to
conduct effectively the more demanding work in the future. The difference
between human resource training and development is only relative, between
them, there is always a dialectical relation.
For the enterprises, the recruitment does not always satisfy the work
requirement immediately. At the same time, the difference in the culture and
working style also leads to the irreplaceability of the training activity. There
are two groups of training method: (1) Direct training at the workplace
(internal training) which are the methods in which the learners will learn the

knowledge, skills and culture necessary for the work through the practical
14


implementation of the work and the available situations at the enterprises,
generally under the instruction of the group leader or the experienced and
skillful labour; (2) work external training are the form of training in which the
learners are separated from the actual work.
1.2.2. Roles of human resource training
The objectives of human resource training is to optimize the current
human resource and enhance the profession and efficiency of the organization
by helping the labour to have better understanding of the work, master their
own profession and perform their tasks and duties in a more voluntary
manner, as well as raise their ability to adapt with the work in the future.
For the enterprises, the human resource training and development has a
certain effect and meaning which bring about the practical benefits for both
the enterprises and the labour as well as the society. These three factors are
presented clearly as follows:
For the enterprise
Create the favourable conditions for the enterprise to raise the labour
productivity and business efficiency. At the same time, maintain and enhance
the qualified human resource, create the great competitive advantage for the
enterprise in the market.
Possess the succeeding management and specialized officer, help the staff to
obtain necessary skills to get closer to the promotion opportunities, from which
they can replace the management and specialized officer when necessary.
Human resource training and development has great meanings in work
guidance for new employees. The orientation programs for the new staff will
promote them to promptly adapt to the working environment of the enterprise.
Avoid out of date management situation. Enterprise management officer

need to apple the management methods which are suitable to the changes in
the technological procedure and business environment.
15


Resolve the issues of organization including the contradicts and conflicts
among the individuals, divisions with the managers in the enterprise, build the
management policies to manage the human resource with high efficiency.
For the employees
Directly help the staff to perform the work better, especially when the
staff do not need the standard, or when the staff are assigned with the new
work.
Employees are equipped with necessary specialized skills and
knowledge, which encourages the employees to work more effectively and
passionately, get many achievements, they will want to take charge of the
challenging work with higher promotion opportunities.
Create profession and commitment between the employees and the
enterprises.
Update the new skills, trend and knowledge to the employees, from that,
the entire employees can apply successfully the technological and technical
changes in the enterprise.
Create the chance for the employees to have new outlook and thinking
for the work they are in charge of, which is the foundation to promote the
creativity of the employees.
For the society
The process of human resource training and development is regarded as
a critical issue of a nation, it directly impacts the society development,
simultaneously is one of the effective methods to fight unemployment.
Investment in training is the kind of investment which is strategic for the
prosperity of the enterprise in particular as well as for the state in general.

These are the information to help the enterprise to have more thorough
understanding of the definition, roles of the human resource development and

16