Các phương pháp đào tạo, phát triển nhân viên/ Employee training and development methods

To help employees better understand their tasks, work requirements and standards and improve their competencies, training is a crucial activity requiring a strong focus on implementation.

Depending on the learners and training needs, the Company or department shall select the appropriate training method.

OFF-JOB COLLECTIVE TRAINING This method focuses on theory training, in which the learners are provided with information, knowledge, and skills required to do the job. Different types of off-job collective training include: Internal training: This is a collective training method carried out by an internal trainer. Internal trainers are specialized teachers or employees in charge of teaching/training tasks. The most frequent internal training contents include directions, cultures, integration, internal rules and regulations, professional skills. Outsourced training: This is a collective training method, in which the trainers are outsourced external experts or training organizations. Outsourced training contents are usually updates on new knowledge and skills from leading organizations/experts Assigning staffs to degree/certificate granting courses: This training method is for individuals required to acquire additional specialized competence to meet the job demands or improve their expertise. Employees will actively register for an external course and submit the degree/certification of course completion to the Company. Participation in conferences/workshop: Employees may be assigned to attend local or international conferences to get to know new trends in the industry or learn from the experts.

ON-JOB TRAINING - OJT Through this on-job training method, the learners will be able to acquire essential knowledge and skills for the job, by performing the tasks under the instructions and coaching of their line managers or another experienced employee. Contents to be delivered through OJT are practical tasks applicable to the common labor departments, such as Housekeeping, Technician, Security, Kitchen, etc.

CLASSROOM OBSERVATION AND FEEDBACK This on-job training method is commonly adopted in the education field and focus on teachers. Through class observation and feedback, both observers and observed teachers can draw valuable lessons to improve their teaching quality.

COACHING This training method is closely linked to employees’ actual tasks and usually used for the development of employees, potential executives/managers and successors. Employees can select a coach for them. This person can be their line manager, another internal manager, or an external consultant having suitable competencies in the employees’ career progression.

ROTATION Rotation refers to the act of transferring employees from a position to another to help them gain new knowledge and skills in various fields across the Company. The experience and knowledge gained will enable employees to handle tasks of higher levels in the future. Three ways of rotation: Transfer the employees to another department within the Company, but keep their roles and powers unchanged; Transfer the employees to a new position outside of their existing expertise; Assign a different role to the employees, yet their field of work and the department they are working in remain unchanged.

SELF-LEARNING THROUGH IDP An Individual Development Plan (IDP) is a tool helping employees identify the competence/skills they need to acquire or improve to meet the job’s demands, thus forming a clear roadmap for training, competence improvement and personal development. Currently, applying traditional training methods alone is insufficient to yield the best outcomes, as collective training in class can hardly meet specific needs of individual learners. Therefore, along with collective training methods and on-job coaching, each employee has to have his/her own IDP to track his/her progression in alignment with personal needs.   The Company also benefits from individuals’ development plans, by aligning its mission and objectives with efforts to develop and train the employees. When appraising and approving employees’ IDPs, the managers can gain a better understanding of their career objectives, strengths and development needs. Plans for training and supporting employees will then be more practical and effective. IDP making process at Vinschool: August each year: The employees will draw up their own IDPs based on data of the previous academic year (including performance review, class observation, students’ outcomes, feedback from parents, etc.) and the school’s/Company’s directions for the new academic year. Line managers will work directly with their employees to provide feedback and review the IDPs. The employees will then complete their IDPs. Leaders at higher levels approve the IDPs of employees. From September through May: Employees carry out their IDPs as approved Line Managers have periodic direct meetings with the employees to monitor the progress and implementation results of the IDPs. Line Managers also advise and support the employees during the implementation. In January: Employees and Line Managers work together to review the mid-year IDP implementation and adjust the goals and plans for the second semester if necessary. In June: The employees and line managers shall work together for a full-year IDP implementation review. IDP example in Vinschool