Human resources is a key factor for the development of each company. Therefore, businesses put forth their best effort to invest in recruitment with the desire to build a team of highly qualified personnel. However, there’s a fact that leaders and administrators constantly complain about the quality of their employees. The issue should be set out is that the business owners have not yet fully evaluated the role of training in the work process. Hence, to look back on the situation of human resources in Vietnam today and point out the role of internal training are essential for businesses
Businesses concern about the quality of human resources
The quality of young human resources can not meet the current demands of the business. Graduate students who work in factories and companies often have difficulty with access to the more and more modern scientific equipment and techniques. Not only professional knowledge but also even the ability of writing and expression of many graduates is still weak. One of their biggest drawbacks is the lack of thinking ability, creativity and initiative in their work. “Very few graduates who work in Phong Phu Textile are creative, confident and should never dare to put out new ideas. They are just waiting for the assigned work and only express their opinions if being indicated by names, although they may have a lot of good ideas ,” said Tran Thi Duong, general director of Phong Phu Textile Company. Normally, Phong Phu Textile can recruit only 20%, even 10% qualified candidates for every recruitment term.
Meanwhile, the gap between Supply – Demand is growing, making race between competing firms to recruit high-quality human resources intensify. Forecast in 2008, the financial – banking sector continue to be the “hot spot” with the demand index can be 6-7 times higher than labor supply. During this time, and a few years later, the gap between supply – demand is hard to narrow down in most industries.
However, investment in training and developing human resource in enterprises is not well prepared. Most businesses do not have a human-resource training and developing strategy , including short and long term, consistent with their development objectives. To pursue a temporary activity, many businesses are willing to cut down continuously on training activities for their employees. Some managers either consider this is not a part of their job or accidentally forget this task due to always being in the hustle of the treadmill business. Some businesses offer training courses to improve skills for employees , but haven’t achieve the result they want because of lack of application of international standards on program content and training methods. On the other hand, we still lack of high-quality training experts with qualified teaching skills.
Training human resources helps attract potentials
Enterprises knowing how to create learning opportunities to develop their staff will attract young people to come to them. The opportunity for learning and personal development is a special burning desire of the new graduate students. HR consulting firm Ernst & Young (UK) recently conducted a survey of more than 1,000 students who graduated on the factors, which revealed that the valued opportunity for further training affected the choice of nearly one-half (44%) while only 18% are most interested in salaries and bonuses. Dreams, aspirations, desire to discover, experience new things and face challenges are the differences between a new-graduate employee and an adult staff or experienced workers. It dominates the choice of their future work.
Training help offset the shortage of manpower
Prepare a work force qualified enough to meet the requirements of the job is the key to shorten the gap between supply – labor demand and prepare for the demands of the labor market in the future. If we are going in the right process, the situation of imbalance between supply and demand will be relieved after 3-5 years. If business leaders do not embark on the development of key talent to their business, then he will have to rely on others, or to use higher salaries and attractive benefits to attract people that may not have knowledge and skills that make them 100% satisfied. On the other hand, when a company uses salary to entice people, sooner or later they can not keep him back.
According to Ms. Tran Thi Duong, general director of Phong Phu Textile Company, joining the WTO, the world economic groups in Vietnam, certainly not only competition in the market place but also in export markets Inland. Meanwhile, the competitiveness of Vietnam enterprises is very weak. The most important factor today is shortage of staff and senior management training as required by economic integration. Above all, the enterprise itself have to mobilize and train high-level human resources to meet the requirements of the job.
Training helps upgrade the existing human resources
Investment in human resources training is to provide effective upgrade subordinates, confirm the role and capacity of managers, establish good relationships within and develop the company image in the eyes of customers and partners.
Giving employees the skills or knowledge not only help them complete the job quickly and more effectively but also improve their level of satisfaction in work and self-motivated to increase productivity the. If Staff was instructed to do a good job, they will have a confident attitude, work independently and be more active; contrary, they become depressed, then left the company.
Managers know how to develop the capacity of staff to work also means that he expanses path of his own advancement. On the one hand, they are likely to attract good job-performers around them. On the other hand, they will prepare a team nearby, ready to replace their roles. During the training, managers skillfully organized experienced personnel to conduct training for new employees. It can also help to establish mutual teacher-student relations in the process of training.
The good training can give companies a genuine enormous advertising force about the company’s image. Many companies in Japan have arranged for staff to operate elevator in the stores for several months. This activity helps them become familiar with customers and store, get easy to give instruction to customers. After this long training, they are not only the best authorities in charge of operations personnel lifts, but in fact equivalent to the special envoy of the store.