1.1.

Basic Concepts of Training and Development Theory in Enterprises

* Human Resources:
The total workforce of an organization who contribute their knowledge, skills,
experience, and effort to achieve its goals.
A crucial factor for a company's success and sustainable development.
* Training:
The process of equipping employees with the knowledge, skills, and attitude
necessary to perform their assigned tasks effectively.
Includes various methods like theoretical training, skill development, job-specific
training, and management training.
* Development:
The continuous improvement of an employee's abilities, qualities, and
qualifications to meet the ever-growing demands of their role and the organization.
Encompasses activities like upskilling, job rotation, professional development, and
management skills enhancement.
* Training and Development (T&D):
A strategic investment for businesses, contributing to increased efficiency, higher
productivity, and driving sustainable growth.
Needs to be implemented systematically, thoughtfully, and effectively.
* Goals of T&D:
Enhance employee knowledge, skills, and attitude.
Meet the needs of the job and the organization.
Improve employee productivity and overall business performance.
Develop a high-quality workforce prepared for global integration.
* Theoretical Basis of T&D:
Needs Theory: People have needs they strive to fulfill. T&D helps employees
satisfy their personal needs, ultimately boosting motivation and performance.
Human Relations Theory: People are the most important factor in any business
operation. T&D elevates the quality of the workforce, leading to increased business
efficiency.
Development Theory: Individuals have inherent potential for growth. T&D
empowers employees to unlock their potential, contributing to the overall
development of the organization.
* Principles of T&D:
Scientific Basis: Content and methods should be grounded in scientific principles,
aligning with job and organizational requirements.
Practical Relevance: Training content should be directly applicable to real-world
work, allowing employees to use it immediately.
Effectiveness: T&D activities must yield high results, achieving the set goals.
Continuity: Training should be an ongoing process to adapt to changing job
demands and organizational needs.
Integration: T&D should be integrated with other human resource management
functions.
* T&D Methods:
On-the-Job Training: Employees receive training within the company, guided by
managers or instructors.
Institutional Training: Employees are sent to universities, colleges, vocational
schools, or other professional training institutions.
Self-Directed Learning: Employees independently learn and develop by studying
and researching to enhance their knowledge, skills, and qualifications.
* Importance of T&D:
For Businesses:
Boosts efficiency and productivity.
Reduces production and operational costs.
Enhances competitiveness.
Attracts and retains talent.
Fosters a positive company culture.
For Employees:
Elevates knowledge, skills, and qualifications.
1.2.Training and Development Program for Enterprises: Theoretical
Foundation of T&D
I. Objectives:
Enhance employee awareness of the significance of Training and Development
(T&D) for themselves and the company.
Equip employees with fundamental knowledge of T&D theory.
Allow employees to grasp the goals, principles, and methods of T&D within the
organization.
Develop skills for effective participation in the company's T&D programs.
II. Training Content:
* Introduction to T&D:
Definition and importance of T&D.
Objectives and benefits of T&D for both the company and employees.
Common T&D methods.
* Theoretical Foundation of T&D:
Needs Theory
Human Relations Theory
Development Theory
* Goals, Principles, and Methods of T&D in Enterprises:
Goals of T&D within the organization.
Core principles of T&D in enterprises.
Popular T&D methods used in companies.
* Skills for Participating in T&D Programs:
Identifying personal T&D needs.
Selecting appropriate T&D programs.
Actively and effectively participating in T&D programs.
Applying acquired knowledge and skills to practical work.
+ Training Methods:
Lectures
Group Discussions
Practical Activities
Case Studies
+ Target Audience:
Managers at all levels
Specialists
Staff Members
+ Training Duration:
1 or 2 days, depending on the company's needs.
+Training Materials:
T&D textbooks
Company training manuals
Additional reference materials
Conclusion
T&D is a crucial activity that contributes to elevating the quality of human
resources, leading to increased operational efficiency and competitive advantage
for the company. Businesses need to prioritize investment in T&D to cultivate a
workforce with the necessary skills, qualities, and qualifications to meet the
demands of their roles and the organization.
Here are some additional considerations for enterprises to enhance the
effectiveness of their T&D programs:
Clearly define the T&D needs of both the company and its employees.
Select T&D programs that align with the company's goals, strategies, and specific
characteristics.
Implement progressive and effective T&D methods.
Establish policies that support and encourage employee participation in T&D.
Evaluate the effectiveness of T&D programs and make adjustments as needed.
By effectively implementing T&D initiatives, companies can build a high-caliber
workforce, ultimately contributing to their sustainable growth.
1.3. Factors affecting human resource training and development
1.3.1. External Factors Influencing Human Resource Management
External factors are issues beyond a company's control but directly or indirectly
impact its operations. These factors play a crucial role in an organization's human
resource management. Changes in the labor market, politics, economy, and society
can create new challenges and opportunities that HR managers must face.
1.3.1.1 General Economic Factors
Depending on the fluctuations in the economic market, businesses must adapt
quickly to sustain and develop. As the market undergoes changes, adjusting HR
strategies becomes crucial. Prioritizing employee training for developing new
skills and deepening knowledge is essential. However, retaining skilled personnel
is a priority, ensuring that the business always has a quality workforce to expand its
business scale effectively under economic influences.

1.3.1.2 Scientific and Technological Factors

Technology is a prerequisite and crucial factor that businesses apply for
development. This gradually creates an urgent need to attract highly skilled
individuals in the fields of science and technology from outside. This poses
challenges and opportunities for businesses to optimize the strength of their
workforce and maintain competitiveness in the market.

1.3.1.3 Political Factors

Changes in national policies and laws can affect regulations on labor, taxes, and
welfare schemes. HR managers need to continually update information and adjust
internal policies to comply with new regulations.

1.3.1.4 Socio-Cultural Factors

The distinctive social and cultural characteristics of each region deeply influence
personnel management in businesses. This includes the values, beliefs, attitudes,
and behaviors of employees, as well as perspectives on work and commitment to
the business. HR managers need to understand and respect these characteristics to
create a positive and effective work environment.

1.3.1.5 Development Competition Factors

This factor has a significant and vital impact on human resource management.
Skillful strategies are needed to attract and retain skilled personnel while avoiding
the loss of valuable talent to competitive rivals.

1.3.1.6 Customer Factors

The saying 'Customer is God' has always been a solid foundation for businesses to
survive and thrive. Without customers, businesses will not have revenue, and
therefore cannot pay employees. What HR managers need to do is ensure that the
organization has enough suitable personnel to support and serve customers
efficiently.

1.3.2. Internal Factors Affecting Human Resource Management

Internal factors are within a company's control, such as internal issues,

management plans, personnel training, etc. A positive, supportive, and encouraging
work environment not only keeps employees happy but also helps them work
effectively. Some factors within the internal environment significantly affect
human resource management as follows:
Due to Corporate Policies: Policies on wages, benefits, and career advancement
affect employee satisfaction with human resource management.

Due to Business Goals: Business goals shape the overall guidance for the
organization, including development strategy, financial goals, and market
objectives. This guides HR management on the path to pursue and the goals to
achieve.

Due to Organizational Structure: The organizational structure of the business must

adapt to modern needs to create a flexible and innovative work environment. This
is also a decisive factor in how information and power are transmitted within the
organization, affecting the management and interaction of employees.

Due to Leadership Team: The leadership team plays an extremely important role in
HR management because they not only shape the culture and values of the
organization but also affect many other aspects of the work environment.

Due to Corporate Culture: Corporate culture shapes the values, beliefs, and
common behaviors within the organization, creating a work environment that
personnel management personnel desire to contribute to.
II. THỰC TRẠNG ĐÀO TẠO và PHÁT TRIỂN NHÂN LỰC TẠI FPT
2.1 Overview of FPT
FPT Corporation (FPT Joint Stock Company) is a multinational corporation
operating in the fields of technology, telecommunications and education,
headquartered in Hanoi, Vietnam. Established in 1988 with the original name of
Food Technology Joint Stock Company (formerly Hanoi Petroleum Company),
FPT has developed into one of the largest technology corporations in Vietnam with
more than 80,000 employees, operating in more than 30 countries around the
world.
FPT's main areas of activity include:
• Technology: Providing digital transformation consulting services, software
development, system integration and IT services for businesses and organizations.
• Telecommunications: Providing telecommunications services such as mobile,
fiber optic internet, cable TV and digital content.
• Education: Training from primary school to university, international links and
online training.
FPT is known for the following core values:
• Honesty - Credibility: Always act honestly, transparently and maintain credibility
in all activities.
• Innovation - Creativity: Continuously create and innovate to create new values
for customers and the community.
• Cooperation - Sharing: Create a working environment of solidarity, cooperation
and sharing of knowledge and experience.
• Responsibility - Happiness: Act responsibly to the community and bring
happiness to employees and customers.
The process of formation and development of FPT
FPT was established in 1988 under the original name of Food Technology Shares
Company. Since then, the FPT has undergone several important stages of
development:
1988-First steps with 13 members
In 1986, the Sixth Party Congress initiated the Policy of Innovation, which allowed
new economic models to work effectively, while encouraging the dynamism and
creativity of a new generation of Vietnamese entrepreneurs.On September 13,
1988, the Chief Minister of National Technology Research signed the decision to
establish the Food Technology Company (FPT's first name) and handed over to Mr.
Zhang Jae-ping as Director. A newly born company, without capital, without assets,
without cash... with only 13 young scientists, full of storms, trusting in their hands
and minds, daring to face every challenge, determined to make a big career.
1990- Choosing an Informatics Path
The contract to supply computers to the Soviet Academy of Sciences in 1989 laid
the foundation for FPT's computer business. In October 1990, the company
changed its name to Technology Development and Investment Company (FPT).
FPT's first commercial software contract was signed in late 1990. It's a seat
reservation system for the Vietnam Airlines Ticket Office. After the aviation
industry, FPT participated in computerization projects in most of Vietnam's key
sectors such as banking, public finance, telecommunications, electricity...
1994 – Entering the distribution sector with the goal of bringing new technology
products to Vietnam
FPT has to do big business, deal directly with big manufacturers like IBM,
Compaq, HP..., import in bulk and then re-distribute to domestic IT companies."
Clearly, when the US lifted the embargo in 1994, a series of computer companies
entered Vietnam, FPT quickly approached and convinced them to choose FPT as
their official agent in Vietnam. IBM, one of the first U.S. companies to open a
representative office in Vietnam, announced that FPT became its first Vietnamese
partner and shortly thereafter, Compaq, HP..., formally partnered with FPT to open
up FPT's professional technology distribution.
1997 - Engage in the Internet sector, making a breakthrough development for this
sector of Vietnam
In 1997, Vietnam connected its infrastructure to the global Internet and FPTs were
selected as equipment providers, as well as connectivity providers. (ISP). As the
only ISP not owned by Postal Telecommunications Corporation, FPT has been the
catalyst for Vietnam’s Internet to grow like a storm. Based on the experience
gained in operating the TTVN network, FPT has made a huge contribution to
making Vietnam one of the countries with the best Internet access infrastructure in
the world.
1999-Making foreign markets with the strategic direction of exporting software
The regional monetary financial crisis and the economic turmoil of Viet Nam in
the period 1997-1998 have put companies specializing in the trade of equipment,
imported products such as FPT in a disadvantageous position. In addition, after 10
years of establishment, FPT has become the largest IT company in Vietnam. The
FPT can go down the path of recession if it is satisfied with Vietnam's number one
position and without new challenges. The new challenge is globalization. FPTs will
cross national geographical boundaries, reach the world like other global
companies. The FPT will export the software. The 1998 FPT Pink Conference
planned the strategy for the next 10 years, taking software exports as a focus and
resolving to illuminate Vietnam's name on the world's intellectual map.
2001– Launch of VnExpress – one of the first electronic newspapers in Vietnam
With the dream that all the information that appears can be updated instantly on the
newspaper page and that “one day the whole of Vietnam will be on the Internet to
read the newspaper, on February 26, 2001, FPT launched VnExpress – one of
Vietnam’s first electronic newspapers.By the time VnExpress was launched, the
country had more than 50,000 Internet users with very high rates, narrow
bandwidth, and very slow transmission speeds, so it was hard to imagine a future
where tens of millions of people would access the Internet to read the
newspapers.y. However, the first content platform for the Vietnamese Internet was
formed by media, including the special contribution of VnExpre.ss. Fake news is
constantly increasing with tens of millions of regular readers from both home and
abroad (according to Google Anal statistics)Ytics) 2006-Founded FPT University
and listed on the market.Opening university training is linked to the practice and
human resources needs of the university.In 2003, FPT decided to set up a
university to solve human resources questions for itself and for the IT industry.In
September 2006, FPT University was founded and became the first business
university to be licensed.The FPT University is slowly but surely proofing its
thesis by th.Actually, 98% of students have a job within 6 months of
graduation.BiologyWell, that's okay. Professional training, proficiency in foreign
languages, physical health, mental stability, especially the rich experiences of the
internship have helped students of all sections of the University to be welcomed by
many just before graduation.

Listed on the stock market

On December 13, 2006, FPT shares were officially traded at HCM City Securities
Exchange Center (now HCM City Stock Exchange - HOSE) with 60,810,230
shares worth Rs. FPT was the first IT company to be listed and immediately
became a blue chip on the stock market. On the first day of the bidding, FPT shares
were traded at Rs. 400,000 per share and are one of the highest listed companies to
date.
2016- Pioneer partnership with the world's leading corporations to research and
develop and apply new technologies that change the way we operate and business
models in the digital economy
FPT is the first partner in the ASEAN region of General Electric Corporation (GE)
on the GE Predix platform - the world's leading IIoT platform that provides as a
Platform as a Service (PaaS) targeted mainly to industry, manufacturing, healthcare
or public services. Accordingly, FPT will partner with GE Digital (the member unit
of GE, which focuses on Digital) to bring GE's IIoT and GE Predix technology
platform into strategic markets.
2017- Launching the FPT Comprehensive Artificial Intelligence Platform.AI
The unique comprehensive AI platform provides a full range of solutions that help
optimize business processes and create new business values. FPT.AI enables
comprehensive automation of every business process from simple to complex with
a deployment model, flexible support (cloud and on-premise) to meet business
needs in all three areas: optimizing operations, boosting sales and marketing and
customer engagement.
2020- Increase Global Position

Many Made by FPT products, solutions such as akaBot, akaChain, Cloud MSP are
included in the Gartner Peer Insights list of world-renowned technology products;
akaBat is named the Top 6 popular business process automation (RPA) platforms
in the world.The first group in Southeast Asia becomes a strategic partner of the
world's leading Institute for Artificial Intelligence Research.At the same time,
overtaking hundreds of global IT companies for consultancy, deploying multi-
million-dollar comprehensive digital transformation to leading global corporations
in the U.S., Japan, and Malaysia.In the country, FPT is a strategic consulting
partner for comprehensive digital transformation of a range of organizations,
leading corporations in the energy, manufacturing, marine, finance sectors –
banking, real estate... 2022- Companion to promote digital conversion for a
resident VietnamSign a partnership to promote comprehensive digital
transformation across all three pillars of digital government, digital economy, and
digital society with 14 provinces across the country by 2022, bringing the total
number of provinces into digital conversion cooperation with FPT to numbers 25.
Become a strategic consulting partner, deploy digital transformation for Vietnam’s
leading enterprises such as Tiangong, Greenland, An Gia, Ba Huang, Gas
South,....Rise to a global position through $1 billion in signed sales from foreign
markets; expand its presence with new offices in Japan, USA, Denmark, Thailand;
invest strategically in Japan’s 20 years of experience consulting firm – LTS; Top 8
global IoT service providers by ForresterYeah.
2023 - New summits in the horizon. 35th Anniversary of the Founding and
Announcement of the MissionAustralia.
Making 04 M&As and strategic investments in companies: Intertec International
(USA), Cardinal Peak (North America), AOSIS (France), Landing AI (USA);
Opening up a series of opportunities for international cooperation in the
semiconductor industry with major U.S. technology corporations: Silvaco and
TreSemi, and receiving orders for 70 million units of chip sales.FPT Automotive is
a company specializing in software services and products for the automotive
industry. Introduction of CFS FPT solution – the first comprehensive accounting
consolidation and closure software in Vietnam, which helps standardize and
automate financial reporting2 patents related to AI technology in Japan and the
United States; akaBot – Vietnam’s first technology product entered the RPA Peak
Matrix 2023 report of the Everest Gro GroupUp.Excellent workplaces rated by
Great Place to Work® in Vietnam, USA, Japan, Singapore; Top 10 Strong Brands
by the Vietnam Economic Journal and the Central Institute for Economic
Management Research Father; Top 3 Large Capital Enterprises with IR Activity
Favourite by Investors and IR Activities Most Rated by Vietstock, VAFE
Association and FiLi Electronic Magazineức.
2.2.1. training and development goals
FPT, based on publicly available information, seems to prioritize a few key goals
for its human resource training and development:
• Equipping employees with in-demand skills: FPT recognizes the need to bridge
the gap between current employee skillsets and the requirements of the ever-
evolving tech industry. They likely aim to provide training that keeps employees
up-to-date and allows them to excel in their roles.
• Nurturing young talent: FPT appears to invest in fostering the abilities of young
employees. This could involve training programs specifically designed for recent
graduates or junior staff
• Supporting career advancement: By offering training and development
opportunities, FPT might aim to equip employees with the skills and knowledge
needed to progress within the company. This can contribute to a more engaged and
loyal workforce.
• Enhancing employee experience: Training and development initiatives can play a
role in improving employee satisfaction. FPT might utilize training to create a
culture of learning and growth, which can contribute to a positive work
environment. It's also important to note that there might be challenges like ensuring
training reaches a large geographically dispersed workforce in a cost-effective way.
2.2.2 training and development needs
FPT's human resource training and development needs likely stem from two main
forces: the evolving tech industry and their own strategic goals. Here's a
breakdown of some potential needs: Keeping Up with Tech Trends:
• New Skillsets: The tech industry is constantly changing, demanding new skillsets
from employees. FPT likely needs training programs to equip staff with in-demand
skills like cloud computing, artificial intelligence, and cybersecurity.
• Bridging the Skills Gap: There might be a gap between the current skillsets of
existing employees and the requirements of their jobs. Training can help bridge this
gap and ensure employees can perform effectively. Supporting FPT's Strategic
Goals:
• Digital Transformation: As FPT strives for digital transformation, employees
need training to adapt to new technologies and processes. This could involve
training in digital marketing, data analytics, and agile development methodologies.
• Fostering Young Talent: Nurturing young talent is crucial for FPT's future.
Training programs designed for recent graduates or junior staff can help them
develop the skills and knowledge needed to succeed.
• Career Development: To retain talent and promote from within, FPT might need
training programs focused on leadership skills, project management, and effective
communication. Additional Needs
: • Cost-Effectiveness: Delivering training to a large, geographically dispersed
workforce can be expensive. FPT might need to explore cost-effective solutions
like online learning platforms.
• Engaging Delivery: Keeping training programs engaging and relevant is
important to ensure employee participation. FPT might consider incorporating
interactive learning methods and tailoring programs to specific needs.
By addressing these training and development needs, FPT can equip its workforce
with the skills and knowledge necessary to thrive in the dynamic tech landscape
and achieve their strategic goals.
2.2.3: Forms and methods of training and developing human resources
The current status of training and human resource development at FPT is quite
comprehensive, focusing on creating a happy working environment and fostering a
culture of diversity, equity, and inclusion. As of the end of 2022, FPT's human
resource scale reached 42,408 employees across 29 countries and territories, with
the technology sector playing a significant role, accounting for 67.3% of the total
workforce.

FPT's approach to training and developing human resources includes:

*Diversity, equity, and inclusion:

Emphasizing core values like respect, innovation, teamwork, equality, exemplarity,
and lucidity, FPT aims to create an inclusive work environment where employees
are accepted for who they are and encouraged to improve self-motivation and
leadership.

* Opportunities for training and advancement:

FPT provides various training opportunities to ensure continuous learning and
career advancement for its employees.

* Competitive remuneration and benefits policies:

Offering competitive salaries and benefits to attract and retain talent.

* Physical and mental health care:

Ensuring the well-being of employees by taking care of their physical and mental
health.

* Listening, empathy, and trust:

Building a culture where employees feel heard and valued.

In line with their DC5 - 135 strategy, FPT aims to expand its workforce to one
million by 2035, emphasizing the importance of human resources in the
corporation's sustainable development. The strategy includes a focus on digital
transformation to provide valuable benefits to business owners and their personnel.

Additionally, FPT collaborates with major universities, especially those with

information technology training, to seek high-quality human resources and create
favorable conditions for students and lecturers to practice and research at
subsidiaries and affiliated companies.

This multi-faceted approach to training and development reflects FPT's

commitment to creating a supportive environment for its employees, which is
essential for the company's long-term growth and success.
2.2.4: Training and development costs
In order to promote digital transformation capacity, FPT Software invested more
than 100 billion VND to train and improve the qualifications of high-tech human
resources.
The investment helps FPT Software's technology engineers improve their
capabilities in Data, AI, Cloud, IoT, Blockchain, Security... through the online
learning platform Udacity. FPT Software engineers will have nearly 9,000
scholarships for Nanodegree courses on this platform. This scholarship is part of a
3-year cooperation agreement between FPT Software and Udacity.
FPT Software representative said that investing in human resources to bring the
best work experience to employees is one of the unit's long-term development
strategies. Evaluating AI, Big Data, Cloud, Blockchain... as technology areas that
are growing strongly in the world, businesses have invested to improve the skills
and experience of data experts to provide solutions. consulting services and
technology solutions, digital transformation services for customers.
The cooperation between FPT Software and Udacity lasts three years starting from
2021. Up to now, the two sides have agreed to expand training to new employees
and cooperate with technology training schools to bring training programs to new
employees. to students, helping them be ready to work right after graduating.
In 2021, the two sides conducted a training program for data science and data
analysis engineers with a graduation rate of 94% and more than 3,000 student
projects completed within a 12-month period. Students responded that the program
has detailed instructions and extensive support from lecturers and experts, which
are the points that make a difference to the learning program. Highly practical
courses, with graduation certificates accepted by major technology corporations,
also bring competitive advantages to businesses in general and individuals in
particular.
Udacity is a global online learning platform focused on on-demand digital
technologies, supporting students with project-based practice taught by industry
experts. Programs include real-world content for job-ready competencies in
artificial intelligence, machine learning, data science, autonomous systems, cloud
computing…
Udacity has over 100 enterprise customers including Airbus, Bertelsmann, BNP
Paribas, Leidos, Mazda.... The platform also partners with over 200 global industry
partners including Google, Mercedes-Benz and NVIDIA to increase Strengthen
technical education.
2.3. Evaluate the current status of training and human resource development
at the company
2.3.1. Advantage
To evaluate the current status of training and human resource development at the
company, you would typically assess several factors:

* Training Programs: Review the types of training programs offered, their

frequency, and their effectiveness in addressing skill gaps and employee
development needs.

* Employee Engagement: Evaluate employee engagement levels to determine if

employees feel supported and encouraged to participate in training and development
opportunities.

* Performance Management: Assess how effectively performance management

systems are being used to identify training needs and track employee progress.

* Feedback Mechanisms: Look at the feedback mechanisms in place to gather input

from employees regarding training programs and their effectiveness.
 * Resource Allocation: Examine how resources are allocated to training and
development initiatives to ensure they align with organizational goals and priorities.

* Success Metrics: Identify key metrics used to measure the success of training and
development efforts, such as improved performance, increased productivity, and
employee retention.

Advantages of investing in training and human resource development include:

* Improved Employee Performance: Training equips employees with the skills and
knowledge needed to perform their roles effectively, leading to improved productivity
and performance.

* Enhanced Employee Engagement: Investing in employee development demonstrates

a commitment to their growth and well-being, which can increase job satisfaction and
overall engagement.

* Talent Retention: Offering opportunities for growth and advancement through

training can help retain top talent by providing a clear path for career progression
within the organization.

* Adaptability and Innovation: Continuous training helps employees stay updated on

industry trends and best practices, enabling them to adapt to changes and contribute to
innovation within the company.

* Competitive Advantage: A well-trained workforce can give the company a

competitive edge by enabling it to respond quickly to market changes, deliver high-
quality products or services, and outperform competitors.

Overall, investing in training and human resource development can yield significant
benefits for the company, including improved performance, increased employee
engagement, and a stronger competitive position in the market.

2.3.2. Limited and causes

* Shortcomings and limitations:
Besides the positive aspects that the company has reaped in training, there are still
many limitations that reduce the effectiveness of training.
- The training and development of human resources at the company does not have
a long-term orientation, it is only immediate and short-term. Training planning
does not have clear orientation for departments and factories, but mainly depends
on the human resources department, and related departments do not play their
roles.
- Determining training needs still has many shortcomings, it does not really follow
the company's production and business situation, but mainly depends on the wishes
of employees. Therefore, many times the difference between training needs and
reality is quite large, wasting money and time, and there is a situation where some
go to school to chase achievements.
- The training strategy for future managers has not been given due attention, most
of them only focus on short-term temporary training.
- Training methods at the company are still simple, traditional, workplace training
forms are simple, but in fact, this form is very suitable for the company's
production situation. . However, the company's teachers still have limited skills and
pedagogical skills, and teacher selection is not really close.
* One of the company's biggest problems and difficulties is that funding for
training and human resource development is limited, so many times training plans
are created but there is not enough funding to implement them.
The company has not evaluated the economic effectiveness of training, but the
evaluation is still general and summative after training, so it is difficult to see the
weaknesses as well as benefits from training. created at the company. Evaluation
work is not regular and has not received due attention. Determining training
subjects is still limited and training objectives are not specific.
Regarding training management, the company has not yet developed regulations,
rules and regulations for training work. The company's facilities and equipment for
teaching and learning are still sketchy and lacking.
* Causes:
- The company has not yet built a long-term strategy for training and developing
human resources. The strategy is not linked to the vision and goals of training, so
training has no long-term orientation. Training goals are not specific, so it is
difficult to evaluate post-training effectiveness.
- Because the company's job analysis activities still have many shortcomings and
are not clear and specific, the identification of skills that need to be trained is not
really complete. The company's work standards do not fully reflect the
requirements for quantity and quality of completing prescribed tasks.
III. COMPLETE SOLUTIONS FOR TRAINING AND DEVELOPMENT OF
HUMAN RESOURCES AT FPT
3.1. Company development orientation and labor demand forecast of FPT
Group
FPT Group, a leading technology corporation in Vietnam, has outlined its
development orientation around Economic Development, Community Support, and
Environmental Protection in their Human Resources & Company Strategy. They
aim to balance these three factors while aligning with the UN’s sustainable
development goals and the GRI Standards. The Sustainable Development Goals
call for global actions towards a sustainable future for all countries by 2030. As a
leading technology corporation in Vietnam, FPT is ready to play its role in all 17 of
these millennium goals. However, their activities most directly affect the 08 things
mentioned below.
Quality education:

pioneering in creating an advanced, oflearner-centered educational environment.

Providing opportunities to develop lifelong positive learning tendencies for

learners.

Results:

108,100 full-time or equivalent students at all levels from primary through to

graduate schools

12,509 talent scholarships.

3,414,168 hours of in-house training for employees.

200 students from 41 provinces enrolled in the first academic year at the Hope
School.

03 female chairpersons at subsidiaries and affiliates.

Gender equality:

Non-discrimination and offering development opportunities for all employees.

Results

100% of employees participated in the collective labor agreement.

Growth 17% female employees, accounting for 38.1% of the total.

Growth 19.6% female managers and leaders, accounting for 34.6% of the total
managerial positions.

01 female member of the BOD to ensure gender diversity.

03 female chairpersons at subsidiaries and affiliates.

Affordable and clean energy:

Focusing on building a green work environment with eco-friendly campuses and

office buildings nationwide.

Results

Annually measuring the temperature, humidity, light, electromagnetic fields, and

CO2 in all our workplaces.

Reducing the use of lighting on the building’s exterior and using smart control
devices.

Decent work and economic growth:

Ensuring economic growth and job opportunities.

Results

23.4% in revenue and 20.9% in profit before tax.

42,408 stable jobs domestically and globally.

 The best workplaces in Japan, the US, Singapore.

The Best Places to Work in Information Technology, Software, Applications,

and E-commerce

Top 500 Employers in Vietnam – VBE500

Industry, innovation, and infrastructure:

Investing, researching, developing, and providing solutions, products, and

services that provide extraordinary experiences and value to individuals and
businesses.

Results

63 provinces and cities nationwide covered by FPT’s Internet infrastructure.

9,200 km of the North-South backbone axis and international

telecommunications cables, providing services to millions of domestic users.

200+ products, services, and solutions that enhance labor productivity and
customer experience while optimizing costs.

Responsible consumption and production.

Climate action.

They have been actively incorporating climate action into its human resources
management, aligning with its broader ESG (Environmental, Social, and
Governance) initiatives. Here are some of the key actions FPT Group has taken:

ESG Report Publication: FPT Corporation has published its ESG report, which
includes their commitment to creating a happy working environment and
prioritizing ESG as a key aspect of its 2024 development strategy.

Positive Employee Feedback: The company has achieved 87% positive employee
feedback, indicating that ESG orientations and priorities are vital to FPT’s
development strategies.
 Work Environment and Sustainability: FPT is committed to work environment,
environmental sustainability, social responsibility, and excellent governance. They
take actions referencing Global Reporting Initiative (GRI) Standards and
Competitive Remuneration and Benefits: The company provides comprehensive
care for employees and their families, developing a competitive, complete
remuneration policy that is fair and transparent.

Physical and Mental Wellbeing: FPT invests in comfortable campuses and

offices with utilities serving the needs of work, entertainment, study, and
accommodation. They also organize activities to promote employee engagement
and improve their spiritual health.

Communication and Trust: Regular one-on-one meetings between managers and

employees are organized to build trust and long-term commitments.

Partnerships for the goals:

Promote the development, transfer, and dissemination of green technologies.

Results

Deploying smart factory solutions for a traditional manufacturer in the German

automotive industry with 77 plants globally.
Deploying a wind power management solution to optimize operational and
maintenance practices in wind farms of a European energy company.

Developing charging station management software and embedded software running on

charging stations to solve the problem of optimal management and electricity
consumption.

Forecasting labor demand is a critical aspect of human resource planning, and it involves
predicting the future workforce needs of an organization. For a company like FPT Group,
which operates in the dynamic fields of technology and telecommunications, accurate
forecasting is essential to ensure they have the right talent to meet their strategic goals.
The process typically includes analyzing current workforce data, understanding business
trends, and considering external factors such as market conditions and technological
advancements. Techniques like the Markov model can be particularly useful in this
context, as it allows HR professionals to forecast demand probability and the number of
possible internal hires and transfers. Workload analysis is another method that can be
applied where the estimated workload is easily measurable. The total estimated
production of services/goods for a predetermined period is forecasted. The HR team then
estimates the number of employees that will be hired to fulfill the forecasted production
capacity based on past data. Thus, demand for human resources is forecasted based on
estimated total production and the contribution of each employee in producing each unit.
In the case of FPT Group, they would likely consider the specific skills and qualifications
needed in areas like informatics, telecommunications, electrical engineering, economics,
and engineering. They would also need to account for the potential obsolescence of
certain job roles and the necessity for upskilling or reskilling to keep pace with new
technologies.
While I don’t have the specific forecast data for FPT Group, these general principles and
techniques are applicable to their HR planning process. For detailed and company-
specific information, it would be best to consult FPT Group’s HR department or their
official communications.

3.2: Some solutions to improve human resource training and development at

FPT

+ In terms of in-house training:

- The Corporation continues to promote training activities that enhance workers knowledge and
experience and help them to adapt to a fast-changing environment. Regarding the form of
training, FPT combines in-person, online, and hybrid training with "social constructivism"
learning methods to provide flexibility and encourage high efficiency to our learners. In 2022,
employees of the Corporation completed 3.4 million hours of training , an average of 81 hours
per capita.

- In 2023, in addition to maintaining a high training completion rate and the average number of
hours, FPT plans to organize monthly technology-intensive training sessions, especially seminar
series’ such as TechTalk and AI. Furthermore, as a leading corporation in technology, FPT always
encourages and invests heavily in studying and taking appropriate examinations to improve the
technical capacity of employees by increasing the total number of awarded technology
certificates to 8.712.

- FPT upgrades training programs designed for middle managers, such as the Mini MBA courses,
the Master-Disciple Program, etc., to equip them with the most up-to-date and essential
management know-how. Many competitions and awards like FPT Under 35; Top 100, etc. are
promoted to nurture talent and foster future senior leadership positions.

+ The training method has two aspects:

 - On-the-job training of FPT: Focuses on the acquisition of skills within the work
environmentgenerally under normal working conditions. The company uses on-the-job training
to developemployees and typically includes verbal and written instruction,
demonstrations andobservations and hands-on practice imitation.

- Off-the-job training of FPT: Sometimes may be necessary to get away from the immediatework
environment to a place where the frustration and hustle of work is eliminated. This enablesthe
trainees to study theoretical information or be exposed to new and innovative ideas. They
include: lectures, training by managementinstitutions, conferences, seminars, case study, and
brainstorming.

Technology in the 4.0 era necessitates ongoing modification and inventiveness. Foreseeing this trend,
FPT has smartly adopted more current training techniques, such as online trainingmethods, training
technology personnel, and so on, to satisfy the need for highly qualifiedhuman resources.

+ The 4E approach of FPT:

1. Examine: Investigate the current states of the organization, identify key areas for improvements
and missing skills:
- Emotional intelligence
- Adaptability
- Creativity
- Technical skills
2. Evaluate: Evaluate employees’ knowledge and skills post training/seminars/events, measure
return on investment for the organization, track employee engagement and response.
3. Educate: Educate employees through formal training with lead experts in each area with a tailor-
made training program, seminars or networking events that allows participants to connect with
and gain insights directly from these expects.
4. Establish: Tailor-made programs or events with high engagement with participants, focusing on
learning by doing and praticing.

+ FPT Development methods:

- Regarding human resource

development policy, the
 Head of Human Resources
Department of
- FPT said that the training
of quality staff and brain
drain is inevitable for all
businesses and FPT
- is no exception. In order to
keep talented people, in
addition to the working
environment and
- remuneration, the
corporation also focuses
on corporate culture
 and opportunities for
each
- individual to develop. FPT
is running a talented intern
program. Right from the
time they are 3-4
- year students, students
who would be selected in
the program at the
corporation have direct
- experience in positions
managed by senior
leaders. In 18 months,
 each candidate can try in
3-4
- departments and gain a
huge pool of practical
knowledge and precious
experience. After 6-8
- years, the career path will
be faster and the
corporation will also save
on training costs.
- Regarding human resource
development policy, the
 Head of Human Resources
Department of
- FPT said that the training
of quality staff and brain
drain is inevitable for all
businesses and FPT
- is no exception. In order to
keep talented people, in
addition to the working
environment and
- remuneration, the
corporation also focuses
on corporate culture
 and opportunities for
each
- individual to develop. FPT
is running a talented intern
program. Right from the
time they are 3-4
- year students, students
who would be selected in
the program at the
corporation have direct
- experience in positions
managed by senior
leaders. In 18 months,
 each candidate can try in
3-4
- departments and gain a
huge pool of practical
knowledge and precious
experience. After 6-8
- years, the career path will
be faster and the
corporation will also save
on training costs.
- Regarding human resource
development policy, the
 Head of Human Resources
Department of
- FPT said that the training
of quality staff and brain
drain is inevitable for all
businesses and FPT
- is no exception. In order to
keep talented people, in
addition to the working
environment and
- remuneration, the
corporation also focuses
on corporate culture
 and opportunities for
each
- individual to develop. FPT
is running a talented intern
program. Right from the
time they are 3-4
- year students, students
who would be selected in
the program at the
corporation have direct
- experience in positions
managed by senior
leaders. In 18 months,
 each candidate can try in
3-4
- departments and gain a
huge pool of practical
knowledge and precious
experience. After 6-8
- years, the career path will
be faster and the
corporation will also save
on training costs.
- Regarding human resource
development policy, the
 Head of Human Resources
Department of
- FPT said that the training
of quality staff and brain
drain is inevitable for all
businesses and FPT
- is no exception. In order to
keep talented people, in
addition to the working
environment and
- remuneration, the
corporation also focuses
on corporate culture
 and opportunities for
each
- individual to develop. FPT
is running a talented intern
program. Right from the
time they are 3-4
- year students, students
who would be selected in
the program at the
corporation have direct
- experience in positions
managed by senior
leaders. In 18 months,
 each candidate can try in
3-4
- departments and gain a
huge pool of practical
knowledge and precious
experience. After 6-8
- years, the career path will
be faster and the
corporation will also save
on training costs.
- Regarding human resource development policy, FPT Human Resources Director said that training
quality human resources and brain drain is inevitable for every business and FPT is no exception.
To retain talented people, in addition to the working environment and remuneration, the group
also focuses on corporate culture and development opportunities for each individual. FPT is
implementing a talented intern program. From the age of 3-4, students selected for the program
at the corporation have direct experience in positions managed by senior leaders. In 18 months,
each candidate can try 3-4 faculties and accumulate a store of practical knowledge and valuable
experience. After 6-8 years, the career path will be faster and businesses will also save on
training costs.
- 4.3.3. Keeping employees
updated with Technology
- Keeping employees updated with Technology:

o Keissler (2002) argues that career development facilitates the organizations

objective ofshowing a well-articulated growth oriented yet flexible path to its
employees, informationtechnology on the other hand has been hailed as a catalyst of
human resources development.Powel (1997) investigated linkages between
information technology and performance andobserved that Information technology
alone cannot produce sustainable performance advantagesin the organization but that
firms had gained advantages, by using information technology toleverage
performance.Technology in the 4.0 era necessitates ongoing modification and
inventiveness. Foreseeingthis trend, FPT has smartly adopted more current training
techniques when it comes to buildingsolid development such as online training
methods, training technology personnel, and so on, tosatisfy the need for highly
qualified human resources.
tailor-made training
program, seminars or
networking events that
allows participants to
connect
with and gain insights
directly from these experts.
return on investment for the
organization, track employee
engagement and response.
improvements and missing
skills:
Regarding human resource
development policy, the
Head of Human Resources
Department of
FPT said that the training of
quality staff and brain drain is
inevitable for all businesses
and FPT
is no exception. In order to
keep talented people, in
addition to the working
environment and
remuneration, the
corporation also focuses
on corporate culture and
opportunities for each
individual to develop. FPT is
running a talented intern
program. Right from the time
they are 3-4
year students, students who
would be selected in the
program at the corporation
have direct
experience in positions
managed by senior leaders.
In 18 months, each candidate
can try in 3-4
departments and gain a huge
pool of practical knowledge
and precious experience.
After 6-8
years, the career path will be
faster and the corporation
will also save on training
costs.