The document outlines the training process at VRG Dongwha, including planning training, assessing needs, designing programs, delivering instruction, and evaluating effectiveness. It describes specific training programs conducted by VRG Dongwha on topics like first aid, fire safety, and labor safety. The summary also explains that on-the-job training is a common method used at all levels of the organization to teach employees job skills through real work experiences under supervision.

1. LOGO
From 1st March to 5th March, 2013
Manager: Mr. Nguyen Hoang Nam
Instructor: Ms. Phan Thi Thuy Trang
Reporter: Nguyen Phuong Uyen

2. CONTENTS
TRAINING 1
TRAINING PROCESS 2
VRG DONGWHA TRAINING
PROGRAMS 3
ON-THE-JOB TRAINING 4

3. LOGO
 Definition
Types of Training

4. TRAINING
Definition
The learning process whereby people acquire knowledge,
capacities and sharpen skills to perform jobs.
Purpose
Improve effectiveness and productivity.
 Help employees to focus more clearly on the organizational
goals and fit the biz strategies.
 Employee motivation and retention.

5. TYPES OF TRAINING
 It involves introducing a new employee  Enables employees to perform their jobs well:
to its work environment: • Customer service
• Introduction to colleagues • IT systems
• Explaining the firm’s activities • Telecommunications
• Procedures followed in the • Products details
organization
 Provide long-term focus to
 Improve working relationship enhance individual &
& interpersonal problems: organizational capacities:
• Communications • Leadership
• Writing skills • Career planning
•Team relationships • Business trends
• Conflict Resolution • Performance management

6. LOGO
 Describes 5 steps of Training
Process

7. TRAINING PROCESS
PLANNING FOR TRAINING 1
TRAINING NEEDS ASSESSMENT 2
TRAINING DESIGN 3
STEPS
TRAINNG DELIVERY 4
TRAINING EVALUATION 5

8. PLANNING FOR TRAINING
Is there really a need for
training? What form will be training take?
TRAINING
Who needs to be trained? PLAN How will knowledge be transferred
to the job?
Who will do the training? How will the training be evaluated?

9. Training needs assessment considers issues employee &
organizational performance to determine what training can help.
 Analyze what training might be necessary:
individual, organizational, job/ task analysis.
TRAINING
NEEDS
 Establish Training Objectives and Priorities:
ASSESSMENT indicate the distance between organization
performance and employees capacities and then
determine to close the gap.

10. TRAINING DESIGN
The design of the training program can be undertaken only when a
clear training objective has been produced.
• Trainer: analyzes his/
her technical, • Training climate: A • Topic: are classified Contents are delivered
interpersonal, judgmental good training condition into information, in following manner:
skills. creates positive knowledge, skills, and • From simple to
perception for learner. attitudes. complex
• Trainee: characteristic, • Support facility: • Strategies: base on • From known to
experience, needs and equip various training objective, unknown
expectations of the required devices to trainer prepares a • From specific to
learners are important support the training priority list in specific general
factors. program. modules. • Dependent relationship
Objectives Environment Strategies Contents

11. TRAINING DELIVERY
2
 Informal Training
 The training program is conducted inside the organization and used
INTERNAL internal training sources ( trainer, material,…)
 Save cost of sending employee away & avoid cost of outside
trainers.
 Formal Training
 Hire external training providers to conduct in-house training at
EXTERNAL 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.

12. TRAINING DELIVERY
Tr adi t i onal Thi r d par t y del i ver ed
C ass
l t r ai ni ng
O t he- Job
n- W conf er ences
eb
Tr ai ni ng
C oss t r ai ni ng
r Delivery Tr ai ni ng
Options out si de
l ocat i ons
G oup- based
r Tel econf er ence
cl assr oom
M or i ng/ C
ent oachi ng Educat i onal
Leave

13. TRAINING EVALUATION
 There are 4 level of training evaluation
• Asks trainees to rate the • Measures how well trainees
value of the training, the style have learned facts, ideas,
of instructors,.. concepts, attitudes.
1. REACTION 2. LEARNING
TRAINING
EVALUATION
3. BEHAVIOR 4. RESULTS
•Measure the effect of •Measure the effect of
training on job performance training on the achievement
through observing job of organizational objectives.
performance.
 Training evaluation as a check to ensure that the training is able to
fill the competency gaps.

14. LOGO
 Training program
 On-the-job Training

15. VRG DONGWHA TRAINING
PROGRAM
VRG Dongwha has carried out internal training
programs:
+ First Aid,
+ Fire Fighting,
+ Labor Safety
+ On- the- Job Training

16. ON-THE-JOB TRAINING
• On-job training or “learning by doing” is the most
common type of training at all level in an organization
• Formal Training which is training from real
job in daily.
• 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
•Disadvantage: bad habit or incorrect information from
the supervisor/ manager can be transferred to the
trainees

17. STAGES FOR ON-THE-JOB
TRAINING
Prepare the Provide Do
Present the
trainees trainees with Follow- Up
Information
Practice
• Put the trainees
• Put them ease • Tell, show, • Have the on their own
• Find out what question trainees perform • Check
they know • Present one the tasks frequently
• Get them point at a time • Ask question • Reduce follow-
interested • Make sure the • Observe & up as
trainees know correct performance
• Evaluate improves
mastery

18. LOGO