FOREIGN TRADE UNIVERSITY HO

CHI MINH CITY CAMPUS

COURSE: HUMAN RESOURCE MANAGEMENT

ASSGINMENT

Student’s name: Lê Bá Thành Phú

ID: 1805025214
Class: K56-BFB

HO CHI MINH CITY, 2019

1. Summarize the purpose and the process of employment orientation
The purpose:
To Reduce Startup-Costs: Proper orientation can help the employee get “up to
speed” much more quickly, thereby reducing the costs associated with learning the
job.
1. To Reduce Anxiety: Any employee, when put into a new, strange situation, will
experience anxiety that can impede his or her ability to learn to do the job.
2. Proper orientation helps to reduce anxiety that results from entering into
an unknown situation, and helps provide guidelines for behavior and conduct, so the
employee doesn’t have to experience the stress of guessing.
3. To Reduce Employee Turnover: Employee turnover increases as employees feel
they are not valued, or are put in positions where they can’t possibly do their
jobs. Orientation shows that the organization values the employee, and helps
provide tools necessary for succeeding in the job.
4. To Save Time For Supervisor & Co-Workers: Simply put, the better the initial
orientation, the less likely supervisors and co-workers will have to spend time
teaching the employee.
5. To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction
It is important that employees learn early on what is expected of them, and what to
expect from others, in addition to learning about the values and attitudes of the
organization. While people can learn from experience, they will make many
mistakes that are unnecessary and potentially damaging.
The process:
As part of the hiring smart philosophy, orientations can be simple to prepare and
conduct. All it really takes is planning. It actually begins at the point of hire when
the offer is first presented. The offer letter can include a welcome and a brief
overview of benefits, time to report, who to report to and what to expect the first
day, week and follow-up months. By merely making sure the new employee is
listed on the company roster and in the phone system can make the first impression
very favorable.

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On the first day, the employee should be given a tour of the facility, no matter the
size, and especially those areas the employee will be most involved with during
their work day. Introduce the staff and prepare a list of their names and job
functions. Time should be made to go over the basic operations of the company and
department, such as work hours, timeliness/punctuality, explaining the time tracking
process, pay day schedules (including direct deposit information or banks used in
the area), overtime policy, lunch time or break time policies, parking, telephone and
Internet policies, security regulations and how the telephone system works. In
addition, a review of the new employee job description, the filling our of necessary
forms, and a schedule for any additional needed information – such as training.
2. List and briefly explain each of four steps in the training process
Training is one of the most profitable investments an organization can make. No
matter what business or industry you are in the steps for an effective training
process are the same and may be adapted anywhere.
If you have ever thought about developing a training program within your
organization consider the following four basic training steps. You will find that all
four of these steps are mutually necessary for any training program to be effective
and efficient.
STEP 1: ESTABLISHING A NEEDS ANALYSIS.
This step identifies activities to justify an investment for training. The
techniques necessary for the data collection are surveys, observations,
interviews, and customer comment cards. Several examples of an analysis
outlining specific training needs are customer dissatisfaction, low morale,
low productivity, and high turnover.
The objective in establishing a needs analysis is to find out the answers to the
following questions:
- “Why” is training needed?
- “What” type of training is needed?
- “When” is the training needed?
- “Where” is the training needed?

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- “Who” needs the training? and "Who" will conduct the training?
- “How” will the training be performed?
By determining training needs, an organization can decide what specific
knowledge, skills, and attitudes are needed to improve the employee’s
performance in accordance with the company’s standards.
The needs analysis is the starting point for all training. The primary objective of
all training is to improve individual and organizational performance.
Establishing a needs analysis is, and should always be the first step of the
training process.
STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.
This step establishes the development of current job descriptions and standards
and procedures. Job descriptions should be clear and concise and may serve as a
major training tool for the identification of guidelines. Once the job description
is completed, a complete list of standards and procedures should be established
from each responsibility outlined in the job description. This will standardize
the necessary guidelines for any future training.
STEP 3: DELIVER THE TRAINING PROGRAM.
This step is responsible for the instruction and delivery of the training program.
Once you have designated your trainers, the training technique must be decided.
One-on-one training, on-the-job training, group training, seminars, and
workshops are the most popular methods.
Before presenting a training session, make sure you have a thorough
understanding of the following characteristics of an effective trainer. The trainer
should have:
- A desire to teach the subject being taught.
- A working knowledge of the subject being taught.
- An ability to motivate participants to “want” to learn.
- A good sense of humor.
- A dynamic appearance and good posture.
- A strong passion for their topic.

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- A strong compassion towards their participants.
- Appropriate audio/visual equipment to enhance the training session.
For a training program to be successful, the trainer should be conscious of
several essential elements, including a controlled environment, good planning,
the use of various training methods, good communication skills, and trainee
participation.
STEP 4: EVALUATE THE TRAINING PROGRAM.
This step will determine how effective and profitable your training program has
been. Methods for evaluation are pre-and post- surveys of customer comments
cards, the establishment of a cost/benefit analysis outlining your expenses and
returns, and an increase in customer satisfaction and profits.
The reason for an evaluation system is simple. The evaluation of training
programs are without a doubt the most important step in the training process. It
is this step that will indicate the effectiveness of both the training as well as the
trainer.
There are several obvious benefits for evaluating a training program. First,
evaluations will provide feedback on the trainer’s performance, allowing them
to improve themselves for future programs. Second, evaluations will indicate its
cost-effectiveness. Third, evaluations are an efficient way to determine the
overall effectiveness of the training program for the employees as well as the
organization.
The importance of the evaluation process after the training is critical. Without it,
the trainer does not have a true indication of the effectiveness of the training.
Consider this information the next time you need to evaluate your training
program. You will be amazed with the results.
The need for training your employees has never been greater. As business and
industry continues to grow, more jobs will become created and available.
Customer demands, employee morale, employee productivity, and employee
turnover as well as the current economic realties of a highly competitive
workforce are just some of the reasons for establishing and implementing

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 training in an organization. To be successful, all training must receive support
from the top management as well as from the middle and supervisory levels of
management. It is a team effort and must be implemented by all members of the
organization to be fully successful.
3. Discuss how you would motivate trainees
1. Emphasize the Benefits
How many times have you heard people mumbling "this is a waste of time" under
their breath? In these situations, people disengage because they don't see the purpose
behind the training.
The best thing you can do for your employees is to emphasize the benefits - both to
the company and the individual. Why should they be motivated to participate? The
key here is to really know your employees and what fuels them. You'll likely need to
harp on multiple benefits in order to reach everyone.
2. Gamify the Process
Most people are motivated by competition. If there's some sort of prize or reward at
the end of the tunnel, they're more likely to fully invest in the pursuit. This is why
many training programs benefit from gamification.
Gamification doesn't have to be expensive or complex. It may be as simple as having
a leaderboard and assigning points based on correct answers and completed
objectives. Or you could simply hand out stickers or badges. If you really want to
take it to the next level, you could offer extra vacation days or small monetary
rewards. The point is that you're doing something to get people excited about the
training.
3. Make it Hands On
Sitting down at a desk and listening to someone lecture for two or three hours at a
time isn't fun. In fact, this is the quickest way to disengage your employees. If you
want to motivate people, make the training as hands-on as possible.
"While some learners may prefer to acquire knowledge through observation and
study, others prefer to be taught through videos and interactive scenarios," learning
expert Christopher Pappas says. "As such, it's important to include a wide range of

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interactive training opportunities, like podcasts, eLearning games, scenarios, and
simulations."
4. Aim for Ease and Convenience
The more convenient you can make training for your employees, the better off you'll
be. This may mean offering remote training opportunities, flexible sessions, and
lenient policies that allow employees to reschedule if necessary.
It's never a good idea to schedule training outside of normal work hours if you can
help it. This frustrates your employees and causes some natural pushback. If possible,
always incorporate training into the normal workday schedule for less resistance.
5. Develop Teams
The final tip is to develop small groups or teams. Instead of having a room filled with
20 people, you should break that room down into five groups of four and implement
small group discussions. This creates better knowledge retention and keeps people
engaged more than a large group setting where it's easy to just blend in and go
through the motions.
Put Employees First
You need to think about employee training from the perspective of your employees.
While training is ultimately about giving your organization the advantage it needs to
succeed, you're also investing in your employees as individuals. If you don't take
their needs and preferences into account, you most likely aren't motivating them to
succeed.
Keep these tips and techniques in mind as you develop forward-thinking employee
training strategies.
4. Describe and illustrate how you would identify training requirement
Any company delving into training and development of its workforce should first
learn how to properly identify and assess training needs. This is the single most
important thing that helps executives to address the gaps between the existing
training and training which will be required in the future. Here’s a brief overview of
three different needs managers should look at and three assessment methods for
identifying key training needs at any organization.

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Industry-related needs
Those are quite simple, but it can still be challenging to narrow them down when
formulating your training program. There surely exists certain pieces of industry
knowledge that employees should have. This need essentially derives from how the
organization fits into the industry.
For example, a manufacturing group which creates parts for high-tech appliances
may require the knowledge about where those parts go, what kind of appliances they
structure, and how the manufacturing of those appliances coordinated by other
companies affects the industry as a whole. When assessing this need, know how to
differentiate what needs to be known from what would be nice to know.
Job-related needs
Job related needs are those that relate directly to jobs which are part of the
organization. How to look for job-related needs? By researching whether there’s
training available for certain jobs. If not, organizations might create a complete
training program for a job.
The purpose of job-related needs is to improve the final output of the job itself. It can
be building an error-free part for a technological appliance or a completed call with
a customer. The key is to identify which aspects of the job belong to executive
positions and which ones are related to on-the-job training.
Task-related needs
A task-related need usually comes in the form of a requirement in a particular part or
output within a job or job family. Just consider your own job – it’s a combination of
different tasks and processes that create your job on a daily to yearly basis. This is
something that all jobs share.
Sometimes one or more aspects of a job aren’t working and affect the overall
productivity of a worker. Consider this example – a customer service representative
performs well in sales and customer satisfaction, but when it comes to data inputs
into the CRM system, they’re pretty hopeless. This problem might affect contact with
the customers or even the number of closed sales.
Assessment methods

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Organizational perspective: This kind of assessment is focused on the effectiveness
of the enterprise as a whole. It aims to identify any discrepancies, revealing the
knowledge and skills required to bridge gaps. Organizational assessments analyze
factors like the economy, new environmental policies and changing workforce
demographics. These assessments determine which parts of the organization require
training and whether it will fill the gaps when implemented.
Task-related perspective: Task assessments compile information about a particular
job function. It’s an analysis that identifies key tasks, competencies and skills that
are required to perform the job efficiently. It’s based on detailed job descriptions,
skill analyses and inventory questionnaires which is how key training needs can be
pinpointed. Enterprises undergoing restructuring or taking on a new direction can
greatly benefit from this assessment. It basically determines whether there are any
gaps between existing competencies and those required for improved performance.
Individual assessment: The individual assessment looks at particular employees to
discover their level of performance. This analysis identifies the existing skills and
qualifications, as well as capacity for learning. Individual assessment will show who
needs training and what kind of training is needed most. It uncovers the strengths of
employees and areas for competency improvement.
Focus on each kind of training need before moving forward and determining the best
course of action for the enterprise. Each assessment will help you improve different
aspects of the organization and build specific training programs to address important
gaps and boost the effectiveness of the company.
Focus on each kind of training need before moving forward and determining the best
course of action for the enterprise.
5. Explain how to use five training techniques
1. Classroom or Instructor-Led Training
Classroom or instructor-led training remains one of the most popular employee
training techniques, even with the numerous technological advances in the training
industry. Some people call it “old-fashioned” but as they say, “Old is Gold”. There
are different types of this training. Blackboard or whiteboard is one of the oldest

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training methods where you request feedback for what you have written on the board.
Up until now, many large organizations still use this method. Other methods include
the use of overhead projectors, PowerPoint presentations, video training, and
storytelling.
Instructor-led training is fun and interactive as employees get the opportunity to
compare results and share ideas.
2. Interactive Training Techniques
Interactive employee training techniques keep your employees engaged, which
makes them more receptive to new information. These techniques incorporate group
discussions, which is one of the best ways for more knowledgeable employees to
pass their skills onto new employees. In other words, discussions provide open
communication among the trainees and with the trainer.
Brainstorming is incorporated and any confusion is addressed. Interactive training
also uses demonstrations. Demonstrations are powerful training tools as they involve
use of tools and equipment to showcase the steps being taught or the main processes
being adopted. Other techniques under this category include use of case studies,
active summaries, quizzes, Q&A sessions, question cards, participant control, and
role playing. These training techniques make training fun and more enjoyable as
employees interact freely while still absorbing essential skills necessary for better
performance.
3. Hands-on Training Techniques
Hands-on training, also known as experiential training offers various techniques such
as coaching, which focuses on the individual needs of an employee and is less formal
than other techniques. In coaching, the supervisor, manager, or veteran employees
serve as the coaches. Apprenticeships basically give employers the opportunity to
shape new and inexperienced employees in order for them to fit perfectly for existing
and future jobs. Drills are also effective for enhancing employees’ practice skills.
One advantage of hands-on training is that they are applicable immediately to the
employees’ jobs. They are also effective for training when it comes to new business
equipment and procedures.

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4. Computer –Based Training Techniques
Computer-based training is also becoming increasingly ideal as technology becomes
widespread and easy to use. Although human interactions will always remain the
solid foundation of employee training, technological solutions are effective in
enhancing the training. Computer-based training involves use of CD-ROMs, Text-
only (self-paced training in a text-only format), Multimedia training materials that
provide audio, video, stimulating graphics, or animations, and Virtual reality, a three -
dimensional and interactive training program that is highly effective. These training
programs are effective and reliable in that the trainees can learn at their own pace
They are also easy to use and cost-effective.
5. E-Learning or Online-based Training Techniques
With the numerous technological advances, many companies mostly rely on online
resources to deliver training. According to many studies, the number of companies
using e-learning training is increasing and it is predicted that it will continue to rise
with time.
This method of training is becoming more prevalent due to the fact that the internet
is becoming increasingly accessible. One example of this type of training is WalkMe,
the guidance and engagement platform that provides immediate and direct training
for employees in the moment of need.
Additionally, it’s important to keep the employees involved and engaged in order to
encourage that they retain new information. For better results, experts recommend
using some softer training methods that are not necessarily needed to convey any
information, but are effective in making receiving data or instructions an enjoyable
experience. They include use of humor, use of attractive learning materials
(professional packaging sets a good first impression), encouraging participation, and
building self-esteem. These methods help create a win-win environment by building
the participants confidence and making the training more interesting.

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