Báo Cáo Thực Tập Tiếng Anh Đào Tạo Nhân Sự, 9 Điểm.docx

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TRƯỜNG ĐẠI HỌC NGOẠI THƯƠNG
KHOA …………………..
BÁO CÁO THỰC TẬP GIỮA KHÓA
Chuyên ngành
HUMAN RESOURCE TRAINING AND DEVELOPMENT AT
IVYPREP ACADEMIC JOINT STOCK COMPANY
Hà Nội, tháng 07 năm 2022

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ACKNOWLEDGEMENT
After the past two months, for me, although it is only a short period of time, being an
internship at Ivy Prep Academic Joint Stock Company is a very meaningful and
precious thing. As a student who only learns knowledge through theory, I feel
extremely appreciate the time being intern in the position of human resource assistant
of Ivy Prep Academic Joint Stock Company when I can better understand my field of
study. How is it used in practice, these things help me a lot in accessing my future
work.
Thanks to the guidance and support from my colleagues in the company, especially
those in the human resources department, I have acquired extremely valuable industry
knowledge, basic knowledge to knowledge. In addition, I am also very happy to be
able to successfully complete the assigned tasks from my internship.
However, there are still shortcomings that I find and need to overcome after my
internship at the company. I need to add to myself the knowledge of human resources.
The useful things that I have the opportunity to experience at Ivy Prep Academic Joint
Stock Company will be the precious luggage I have had during the summer.

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TABLE OF CONTENT
ACKNOWLEDGEMENT.......................................................................................................i
TABLE OF CONTENT......................................................................................................... ii
INTRODUCTION...................................................................................................................1
1. Study background .....................................................................................................1
2. Reason of choosing study topic ..............................................................................1
3. Structure of the report ..............................................................................................2
Chapter 1: Introduction to IvyPrep Academic Joint Stock Company...............................4
1.1. Overview of Ivy Prep Academic Joint Stock Company ......................................4
1.2. Organizational structures and functions.................................................................5
1.3. Operational area ........................................................................................................6
1.4. Business environment analysis ...............................................................................7
1.5. Business results .........................................................................................................7
Chapter 2: Human resource training and development at IvyPrep Academic Joint
Stock Company........................................................................................................................9
2.1. Human resource management at IvyPrep Academic Joint Stock Company .....9
2.1.1. Human resource statistic...............................................................................9
2.1.2. Salary and remuneration ............................................................................ 10
2.1.3. Annual training budget............................................................................... 10
2.2. Significance of human resource training and development ............................. 11
2.2.1. Importance of human resource training and development .................... 11
2.2.2. Training and development planning......................................................... 12
2.3. Current implementation policies and practices of human resource training and
development at IvyPrep Academic Joint Stock Company.......................................... 14

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2.3.1. New hire training ........................................................................................ 15
2.3.2. Product training........................................................................................... 16
2.3.3. Management training.................................................................................. 17
2.3.4. Factors that affect training ......................................................................... 17
2.4. Success and shortcomings of human resource training and development
practice and result at IvyPrep Academic Joint Stock Company................................. 18
2.4.1. Successful results........................................................................................ 18
2.4.2. Shortcomings and reasons ......................................................................... 19
Chapter 3: Recommendation to improve human resource training and development at
IvyPrep Academic Joint Stock Company.......................................................................... 21
3.1. Human resource development orientation at IvyPrep Academic Joint Stock
Company............................................................................................................................ 21
3.2. Recommendation ................................................................................................... 21
3.2.1. Training evaluation procedures and practices......................................... 21
3.2.2. Align training and development with the company's short-term and
long-term goals............................................................................................................. 22
3.2.3. Diversify training programs and training methods with cost
effectiveness ......................................................................................................................
23
3.2.4. Setting training objectives and training plan........................................... 24
Conclusion............................................................................................................................. 26
Summary of the mid-term Internship................................................................................. 27
Assigned tasks .................................................................................................................. 27
Achieved result ................................................................................................................. 27
Schedule tasks and work arrangement ...................................................................... 27
Weakness ...................................................................................................................... 28

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Evaluation from IvyPrep Academic Joint Stock Company ........................................ 30
References ............................................................................................................................. 31

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INTRODUCTION
1. Study background
The fourth industrial revolution has been strongly impacting all areas of socio-
economic life, especially in the context of labor force instability due to the current
Covid-19 pandemic. The problem of streamlining and optimizing existing resources,
attracting and recruiting talents, increasing productivity, saving time, and cutting costs
is always a matter of concern to all businesses.
At any epoch in history, the human factor determines the productive forces in
particular and society in general. Therefore, attaching importance to the human factor
and training human resources is the secret to the success of each country. With the
trend of international economic integration, the increasingly fierce competitive
environment requires businesses to innovate, grow stronger and more stable to create
their own voice. The success or failure of an enterprise is largely determined by the
people in that organization, because employees directly determine the quality of
products and results of production and business. For that reason, businesses
increasingly focus on improving the qualifications of employees to learn how to do
the job most effectively, in other words, human resource training is an indispensable
job in every workplace.
However, not all businesses know how to find, use and exploit this resource most
effectively, especially for Vietnamese enterprises. Therefore, in order to improve
efficiency in business operations, to improve the quality of human resource
management, human resource training to have a highly qualified and ethical human
resource. On the basis of studying the current situation of the company's personnel
training and development, discovering the advantages and remaining aspects to
propose some measures to further improve the quality of recruitment human
resources, helping businesses have a high-quality labour force.
2. Reasonofchoosing study topic
In the past time, basically, human resource training at Ivy Prep Academic Joint Stock
Company has timely met the needs of human resources, and supplemented necessary

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skills for employees to improve the human resource level of the company to carry out
the plan. The planning, development of policies, training regulations, regulations on
the use of human resources, etc. are carried out in detail and specificity by the
organization system, implemented independently and in accordance with the
conditions of Ivy Prep Academic Joint Stock Company.
Realized that Ivy Prep Academic Joint Stock Company pays great attention to human
resource training, considers human resources as a key and decisive factor to fulfil its
mission. The author of the report has deeply researched and selected the topic:
"Human resource training at Ivy Prep Academic Joint Stock Company" as his research
topic.
The purpose of the thesis is based on theory and practice to analyze, clarify and
evaluate the current situation of human resource training at Ivy Prep Academic Joint
Stock Company and propose solutions to improve human resource training at Ivy Prep
Academic Joint Stock Company.
To research the topic, the methods studied in this report are mainly: Observation
method, and method of collecting actual information from the company. With the
method of collecting information directly at the Company, I have consulted the
retained labor data documents of the previous years, the documents of the Company.
Direct guidance and help from company leaders. The knowledge learned from
lectures, textbooks, documents of lecturers inside and outside the school, information
on the internet, dissertations, and internship reports of students in previous years.
3. Structure of the report
In addition to the introduction, conclusion, table of contents, list of diagrams, tables,
list of abbreviations, list of references and appendices, the main content of the thesis is
combined with three chapters as follows:
- Chapter 1: Introduction to IvyPrep Academic Joint Stock Company
- Chapter 2: Human resource training and development at IvyPrep Academic
Joint Stock Company

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- Chapter 3: Recommendation to improve human resource training and
development at IvyPrep Academic Joint Stock Company

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Chapter 1: Introduction to IvyPrep Academic Joint Stock Company
1.1.Overview of Ivy Prep Academic Joint Stock Company
Ivy Prep was established in 2003, with the goal of providing study abroad counselling
programs, US scholarships for PhD, Master, and University and high school levels.
Along with academic English training programs, certification exam preparation, and
study abroad strategy consulting with scholarships, Ivy Prep offers an early study
abroad training program for students from 6 to 18 years old. The training route
throughout from 6 to 18 years old is built for each student towards the highest goal of
studying abroad for scholarships to top schools in the US. The pioneer unit focuses on
training study skills, 21st century soft skills to help students apply in life and study.
The curriculum is specially developed, suitable for each level and age in order to
evenly develop English skills; Get ready for standardized tests and essays.
IvyPrep Education is a member of EQuest Education Organization - one of the largest
private educaVietnam's largest private educational institutions EQuest English
Academy and Vietnamese-American English, VATC is the two most prestigious
brands in Hanoi and Ho Chi Minh City. In Ho Chi Minh City, so far IvyPrep
Education has over 17 years of experience, 100% of IvyPrep Education graduates
have been studying abroad at leading universities in the US and around the world.
Vision
IvyPrep Education has become the most prestigious CollegePrep training center
system in Vietnam, where parents and students think first when choosing to study in
the US.
Mission
 Bringing the best educational experience to students, students and training you
to be ready to step into the industrial revolution 4.0 as a global citizen.
 Provide a world-class education at an affordable cost.
 Contribute to change Vietnam to become a bilingual country.

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 Help future leaders attend the world's top schools. Design learning paths
tailored to the needs and conditions of each student with a variety of academic
programs from elementary to high school to ensure the most effective learning
outcomes.
1.2.Organizationalstructures and functions
 Shareholder Meetings:
The General Meeting of Shareholders of the company has the right to elect the Board
of Directors. The Board of Directors may appoint one of its members to serve as the
Chairman of the Board of Directors.
 Board of Management:
Shareholder
Meetings
Board of
Management
Board of Director
Vice President
General Manager
of ESL and
EdTech Division
General Manager
of High School
General Manager
Of Academic
Consultant

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This is the people who directly run the company. This board has CEO as the highest
executive, specialized fields have CIO (information technology), CFO (finance), COO
(operations)…
 Board of Director:
A board of directors' primary role, whether it serves a publicly listed corporation, a
privately held firm, or a nonprofit organization, is to offer leadership and supervision
so that the organization may meet its objectives and fulfill its mission.
 Vice President
He has primary leadership responsibilities for planning, implementing, and
coordinating the educational programs of the College. In assuming these
responsibilities, the Vice President must work closely with Academic Deans, other
administrators, and members of the faculty.
 General Manager of ESL and EdTech Division
She plays an integral role in the development and success of the Edtech block that
currently has hundreds of thousands of users.
 General Manager of High School
Mr. Dam Quang Minh has held the position of Chairman of the School Council and
Rector of Phu Xuan University, a division of EQuest's Universities and Colleges.
 General Manager Of Academic Consultant
He is a consultant who helps parents or students and organizations with educational
planning. He direct the activities of educational consultants and other professional and
nonprofessional staff, who consult and/or provide technical assistance to education
officials in general education programs, special education, higher education, school
districting, education research, vocational education or education guidance programs.
1.3.Operationalarea
With the name meaning "ready to enter a leading university in the US" - IvyPrep
Education is the first education system in Vietnam to deploy the CollegePrep training

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model to help students study abroad successfully in the US and around the world.
world. IvyPrep Education's training program does not teach English as a mere foreign
language, but uses English to help students learn, acquire knowledge and practice
many other skills. Up to now, IvyPrep Education has had over 15 years of experience,
100% of graduates at IvyPrep Education have studied abroad at leading universities in
the US and other countries around the world.
At IvyPrep, students are not only equipped with a comprehensive learning path
suitable for each level, but also are trained to take part in international standardized
tests such as IELTS, TOEFL, SSAT/SAT and skills. of the 21st century such as:
Rhetoric, Critical Thinking, Writing Workshop, Leadership skills, Presentation skills,
Teamwork skills, in addition to participating in extracurricular activities, great
competitions international and volunteer activities.
1.4.Business environment analysis
During the past 3 years, IvyPrep has faced many challenges, especially the Covid 19
epidemic since the beginning of 2020. After the decision to cut down from 10 to 7
facilities, IvyPrep quickly transformed the model from an offline teaching model to
blended learning model and online learning. The reason the company can adapt to the
situation quickly is because Ivy Prep has been prepared to apply information
technology to the teaching model since its inception. The flexibility in applying the e-
learning model has helped Ivy Prep students in the following aspects:
 Students do not need to change their study plans or study routes during the
quarantine period, especially for students preparing to study abroad.
 Support students in developing and strengthening self-discipline and self-
discipline skills.
 Helps reduce costs for students and parents during an economic downturn.
1.5.Business results
2021 is an extremely difficult year for all employees of Ivy Prep in particular and
businesses in Vietnam in general when facing many challenges from the 4th Covid-19
outbreak when all production business stopped. In the above context, the Company

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has made great efforts to achieve business results with good growth compared to the
operating results of 2020.
STT Criteria 2020 2021
1 Total revenue 607956 686749
2 Profits from operation 49146 49955
3 Profit before tax 49563 50322
4 Net profit (after tax) 37670 38255
(unit: million VND)
Specifically, the total revenue in 2021 increased by more than 12% compared to 2020,
this can be considered a remarkable achievement in the year when the prolonged
social distancing situation, production stagnation for 6 months caused many
businesses to negative growth or bankruptcy.

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Chapter 2: Human resource training and development at IvyPrep
Academic Joint Stock Company
2.1.Human resource managementat IvyPrep Academic Joint Stock
Company
2.1.1. Humanresource statistic
No. Department Female Male
1 Management Board 10 10
2 Human resource 20 10
3 Finance 5 10
4 Sale and Marketing 89 20
5 Academic team 600 59
6 Project management 20 10
Total 744 119
Through the above data, it shows that the proportion of female employees is much
higher than that of male workers, with the proportion more than three times. The cause
of the fluctuation and large disparity between the number of men and women in the
company is the nature of the work.
Educational level 863
Master’s 200
Bachelor’s 350
College 200
Vocational 50
General 63
According to the statistic, it indicates the educational levels of employees at Ivy Prep
most currently.
- Master’s degrees is accounted for 200 personal
- Bachelor’s degrees are the highest personnel with 350 people in the workforce
- Colleges are accounted for 200 people

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- Other lover education level respectively 50 and 63 people in the workforce.
This proves that the company is increasingly focusing on improving the capacity of its
staff and focusing on recruiting more qualified new employees to modernize its
workforce.
2.1.2. Salaryand remuneration
The company has developed a salary and bonus policy suitable for each job position,
skills and qualifications of employees in order to properly recognize the capacity and
work results of each individual, and at the same time create motivation. encourage
employees to promote their capacity and responsibility to improve productivity,
quality and work efficiency. The table below determines the salary with remuneration
of employees at IvyPrep in different departments.
Department Average Remuneration and
commission
Sales 6 – 15 million VND
Academic 8 – 16 million VND
HR and admin 3 – 20 million VND
Accountant 9 – 20 million VND
Marketing 8 – 15 million VND
Managers 20 – 60 million VND
According to the statistics, Manager received the highest earnings reflecting their
working experience and industry knowledge. In the meantime, other departments
show inconsistency of their earning which rely upon the commission and their
personal experiences.
2.1.3. Annualtrainingbudget
The company always focuses on building effective human resource development
policies to stimulate personal capacity development. Ensure the stability and improve

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the quality of the staff for the enterprise, always organize training courses on
professional knowledge and professional skills to help employees improve their
personal capacity and support employees to successfully complete the tasks. assigned
work. The company has also implemented a training program for resource personnel,
including identifying potential candidates, facilitating participation in practical
training programs, and giving opportunities to promote their capacity and develop
their skills, a long and sustainable career with the Company.
Training session No. Cost per
employee
Total cost
High-level training in political theory and
organizational management.
500 2.500.000 125.000.000
Professional training 100 1.800.000 180.000.000
Informatics training 100 1.500.000 150.000.000
foreign languages training 50 2.000.000 100.000.000
The total cost for training in 2017 is: 555,000,000 VND, the cost of the courses on the
company is based on the results of the survey at the training institutions.
Funding for human resource training and development is extracted from the following
funds and grants:
- Source of expenses from annual production and business activities.
- Source of support from the company's welfare fund.
- Support from the State budget or other sources of funding
2.2.Significance ofhuman resource training and development
2.2.1. Importanceof human resource trainingand development
Training is understood as a purposeful and organized process of activities aimed at
systematically forming and developing knowledge, skills, professional skills and
attitudes of employees in order to build personality for each individual, creating
conditions for them to participate in professional labor in social life. Thus, training is a
process of transforming people's perceptions and behaviors through systematic and

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purposeful learning in order to acquire experience, professional skills, and improve
personal and professional capabilities meet the actual needs of the organization and
society. Only when the training process is turned into an active and self-disciplined
self-training process will the training be effective. Depending on the nature of
preparation for life and workers, training is classified as: professional training and
vocational training.
2.2.2. Training anddevelopmentplanning
2.2.2.1. Human resource planning
This is a particularly important stage in the training process, identifying the right
training needs will create high efficiency in implementing the next steps of the
training process. Enterprises are likely to be at risk if the investment in training is not
effective, wasting costs without a thorough analysis of the need to conduct training or
not. For employees, if the training is not appropriate to their needs, it will cause
negative attitudes of the trained people and reduce their desire to participate in future
training courses.
Determining training needs is to answer the questions: when to conduct training,
which department, what type of labor, what kind of knowledge and skills need to be
acquired, how many people need to be trained. . This is a very important step that
cannot be taken lightly. Therefore, a needs assessment is needed to rule out
inappropriate training programmes, to identify appropriate unmet training needs, and
to define training objectives for approved programs. describe. The basis for
determining training needs is through the analysis of the organization's labor needs,
the knowledge and skills requirements necessary to perform the job, and the analysis
of qualifications, knowledge and skills of existing employees.
2.2.2.2. Training need planning
To assess training needs, it is necessary to pay attention to 3 main factors:
organizational analysis, job analysis and individual analysis Organizational analysis:
to determine the appropriateness of training activities compared to development
strategy of the unit, including the following contents:

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 Consider the mission and strategy of the organization: providing priorities for
training, businesses need to build their own mission, vision and development
strategy.
 Considering resources and resource allocation: a part of resources (human and
financial) has been spent on training and development activities.
 Analyse the factors of the internal environment: organizational structure,
management system, human resources... see if that is the cause of the problem
of job performance. If training is needed, the influence of these factors on the
performance of the training activity.
Job analysis: is the analysis of the requirements to perform the job in the organization,
job analysis must focus on the things that are important and central. The analyzed
work must show the skills and knowledge that the employees have not yet done,
thereby determining the training objectives.
Job analysis involves looking at what tasks are needed to perform a particular job
effectively. It requires identifying the tasks to be performed, the extent of the work to
be completed, and the knowledge, skills, and attitudes required to do the job. Job
analysis also needs to predict the difficulties employees face when performing the job.
After analysing the importance of the task to the job performance, it is necessary to
evaluate the importance of knowledge, skills and attitudes to complete the job at the
time of hiring, this is the basis just to pay for labour.
Personal analysis (also known as people analysis): this is the process associated with
job analysis, after job analysis, it is necessary to analyze the employees who are doing
or can do that job. What is the level in the future? From there, it is possible to
determine how to train and focus on training employees more on skills and knowledge
to suit job performance.
Individual analysis of employees on job performance to determine: the degree of
weakness in job performance due to lack of knowledge, skills, abilities, work
motivation or job design unreasonable; identify development potentials; determine
who needs training and determine the readiness of workers for training.

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In summary, the collection of training needs assessment information is divided into
three types of information: organization, job, and individual. However, when
performing this analysis many types of information are closely related and can be
collected at the same time. For example, when interviewing subjects for job analysis,
we can collect information about obstacles to job performance (i.e. organizational
analysis). Or in individual analysis, when we look at information about job
performance and compare the similarities and differences in job performance, we can
identify the organizational causes that affect the performance. on job performance as
well as the causes of employee knowledge, skills and attitudes.
In order to assess training needs effectively, it is very important that the development
of employees is considered by both individuals and organizations. This usually
happens when the organization has and implements a periodic development review
process, allowing individuals to provide input into the process (self-assessment),
appreciating those who spend time developing subordinates and provide training and
mentoring opportunities necessary for employee development.
2.2.2.3. Training objectives
The identification of training objectives will contribute to improving the effectiveness
of human resource training and is the basis for assessing the professional
qualifications of employees in the organization. Training objectives should be clearly
defined, specific and measurable. Training can be assessed at four levels: response,
knowledge after training, employee behavior on the job, and results. Similarly,
objectives can also be interpreted and presented for each of these levels. For example,
consider the level of “reaction”, i.e. find out how the trainees feel about the training,
feeling satisfied with the training program attended. The response goal can be
assessed according to 3 levels of learner satisfaction such as: very satisfied, not very
satisfied and not satisfied. The end result of training is measurable at the group or
organizational level
2.3.Current implementation policies and practices ofhuman resource
training and development at IvyPrep Academic Joint Stock
Company

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As with any business, the workforce is the fundamental determinant of success or
failure. It is the main factor generating profits, a strategic resource. Deeply aware of
this issue, at IvyPrep Academic Joint Stock Company is always interested in the
workforce, constantly enhancing both the quantity and quality of human resources.
The company regularly sends officials and workers to participate in courses and
classes on management, technology, and quality control to meet the company's
constant development needs; encourage and receive a team of young professionals
who are skilled and acquire modern science and technology
2.3.1. New hire training
The company's new employee training process is considered as a stepping stone in
building and developing a strong future workforce. Through each recruitment round,
depending on the situation of the company, the organization can recruit 1 additional
position or "change the blood" of the entire human resources system. Without
focusing on training new employees, businesses are at risk of facing many risks.
When coming to a new environment, there are still many surprises, not everyone can
easily or quickly adapt. Therefore, it is the employer's responsibility to prepare
carefully and carefully in the process of training new employees.
In detailing the steps to implement the new employee training process, the human
resources department will be the department responsible for the main role. Tasks to
implement the integration training process for new employees include:

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2.3.2. Product training
Product training is a critical component of an organization's success. A marketing
team cannot reach the correct market without value-added product training, and a
sales team cannot answer the crucial questions clients want. Poor product training may
result in significant financial loss for a company, therefore it is critical to review the
program already in place to ensure that staff are receiving good product training.
Product knowledge is the first condition for employees to have. Sales staff need to
know very well information about the product: benefits, uses, main customers, etc. In
addition, sales staff also need to know other relevant information such as: direct
selling points, distributors, accompanying services that customers often use, etc.
• The recruitment department needs to send
an email to the departments to unify the
training plan.
Preparing for the welcome
process
• This process makes employees feel that
they are respectedin the workplace.
Introduction step to welcome
staff
• This is an orientation training process
where businesses can convey their
expectations to the younger generation of
employees.
Bring the company's mission
to new employees
• The training and instruction for new
employees on professional knowledge and
skills is a must-have requirement. Managers
need to find the right person to directly
participate in training.
Professional skills training

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Understanding the product helps the consultant to be more effective and confident in
the sales process.
At Ivy Prep, product training is educated to employees via knowledge base method. A
knowledge base refers to an online database of all the internal knowledge, resources,
processes, etc. that the employees need to know to effectively carry out their role.
Knowledge bases empower your employees to quickly lookup common answers to
product-specific questions. Furthermore, weekly meeting, in which employees and
managers share their concerns and issues with the products to improve their
knowledge during the operation. This gives staffers the chance to learn all about the
creative uses, real-world benefits, and usage instructions.
2.3.3. Managementtraining
This form of training is developed to apply to all levels of administrators from senior
administrators to junior administrators. Management capacity training to improve
management ability by imparting knowledge to change views or improve management
practice capacity. Training to improve management capacity is very necessary for an
enterprise, because managers play a very important role in the success or failure of
business and production activities of enterprises. In addition to professional skills, Ivy
Prep also train soft skills, management skills, and hire external partners to provide
additional training for leaders and directors.
2.3.4. Factors that affect training
Along with the development of the current economy of Vietnam, the needs of the
people are increasing, so the need to study to improve their knowledge and
qualifications is more and more focused to meet the needs of businesses and increase
business growth, their earning capacity. Understanding that, universities, colleges and
centers in turn open short-term professional skills improvement courses to meet the
needs of employees. In 2021, the prolonged COVID-19 epidemic has caused many
businesses to face the risk of bankruptcy, broken supply chains, along with a sharp
decrease in labor resources, negatively affecting the situation.

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Because there are many different sources of training, but mainly focus on degrees, not
on professional skills when employees join the course. Reduce the effectiveness of
current training.
Overall, the training and development of IvyPrep apparently relies upon the general
requirements and procedures of the business. There are inconsistency planning and
designed objectives to training and development for long-term strategies. Especially,
as per impact of COVID-19 pandemic, the training for employees become challenges
due costs and employees’ engagement.
2.4.Successand shortcomings ofhuman resource training and
development practice and result at IvyPrep Academic Joint Stock
Company
2.4.1. Successful results
According to the survey results on the reason why the knowledge of the workers
learned is applied in practice, more than 50% of the opinions said that learning skills
are suitable for the job, most of the employees think that because the learning skills
are suitable for the job. It is suitable for their own ability and there are some opinions
that because of the study skills applied to the job, they can meet their own
development needs. It can be said that the majority of employees believe that the
company has identified a relatively suitable training object and sent them to study the
right professional knowledge that they need for their job and effectively train and
foster human resources. In the company, the efficiency is quite high when through the
survey results, more than 80% of employees find themselves to be "clearly" improved
in their job performance.
After the course, managers and employees noticed that their working ability increased,
better than before the training course. Only a small part of the trainees remained the
same after the training course. That shows that the quality of the course is relatively
good, meeting the job requirements set by the company.
The company has built a uniform training process throughout the company and over
the years. The training program is quite specific for each object to help employees get

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a more comprehensive training program. The identification of training subjects in each
training program has relatively specific standards: managers and employees. The
company knows how to exploit the strengths and potentials of people and considers
the human factor to be indispensable in all activities of the company. The
implementation of the training program is generally organized according to the plan,
supervised, flexible and changed when necessary.
2.4.2. Shortcomingsand reasons
Evaluation of training quality at Ivy Prep has not been paid enough attention. Usually,
after each course, the assessment and testing of semployees' knowledge is directly
checked by supervisors. However, the fact shows that because employees are working
people, they are afraid to study, so sometimes the efficiency is not high, and the
assessment and examination are respectful of the supervisors, so the actual quality is
not high. Assessments are sometimes not realistic. In order to avoid wasting training
costs, Ivy Prep also needs to pay attention to evaluating the quality of training by
testing the capacity of staff after the course.
The company has not performed well in job analysis and employee needs analysis. In
the needs assessment, the company still uses other methods such as face-to-face
interviews with employees and review available documents (job descriptions,
employee survey results...), mainly based on suggestions from managers. Employees
are often sent to training when needed and satisfied, not depending much on
determining the difference between the required performance and current
performance.
The company has not built a long-term training strategy. The most important goal is to
build training by title that has not been implemented synchronously and effectively.
The determination of training objectives is not specific to each subject, each training
course, and is not specific to each period. The selection of training subjects is still far
from the results of employees' work performance, not associated with the knowledge
and skills shortages of human resources in the company because the department heads
have not really paid attention and evaluated carefully performance of the employees.

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The cause of the limitation is also found in other limitations (due to the relationship
between functions). Sometimes, starting with one initial limitation can lead to many
other restrictions. For example, the lack of effective measurement tools adversely
affects the ability to evaluate. Inaccurate assessment, then, can expose a range of
activities such as compensation, control, training, recruitment and human resources to
potential risks.

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Chapter 3: Recommendation to improve human resource training and
development at IvyPrep Academic Joint Stock Company
3.1.Human resource developmentorientation at IvyPrep Academic
Joint Stock Company
Every enterprise must have a plan on personnel and officers in the enterprise so that
each individual has the opportunity to try his or her best, to reveal his or her abilities
to have the opportunity to advance. Human resource development is a regular job of
each enterprise, stemming from the requirements of the business goals of the business,
helping the enterprise to have enough human resources. In addition, human resource
development also helps employees find their own direction, creating a favorable
environment for them to work better.
Training and improving the skills of human resources is necessary because every year
many young people enter the working age but have not been trained in a certain
profession suitable for themselves. Not only that, the economy is open, many
economic sectors operate, the technological structure changes, production is
increasingly developed, in the context of the deepening technical revolution, many old
specialized professions changed, many new professions appeared. Thereby, the skill
level needs to be improved in accordance with production requirements. There should
be appropriate structures and different measures for improving the skills of employees
and professionals in terms of training needs, methods and forms. Therefore, the
strategy on human resources needs to ensure the following main contents:
- Improve the quality of human resources.
- Increase the number of human resources.
- Ensure effective investment of funds, avoiding waste.
- Meet the increasing learning needs of employees in the company.
3.2.Recommendation
3.2.1. Training evaluation procedures and practices
In the process of implementing strategies, planning and human resource development
plans, evaluation is always considered the most important link. At the company, the

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evaluation system needs to have more effective measurements. Accordingly, the
system must be able to identify, describe and thoroughly estimate the intangible
values that employees contribute to the organization through their work efforts to
develop a customer base, foster Build a corporate culture or guide and help
colleagues.
Usually in a company, for employees, the manager is their direct head of the
department, the head of the department is responsible for reporting the results to the
head of the human resources department, who is the main person responsible for
human resources, from which to withdraw. experience for the next training session.
This proves that although the company's leadership clearly understands the
importance of training, has focused on training, but has not really paid attention to the
final effectiveness of the training. The evaluation of training results should be based
on the following bases:
 For employees who are trained outside the enterprise, at schools and training
centers, the assessment will be based on certificates and certifications of the
training place after each course.
 For training programs at the unit, the results are through the quality of work
after the training process.
On the basis of the evaluations, the departments based on the evaluation form to know
the work results of each employee. Then, summarize the results and send them to the
department, the department has the authority to decide. If employees have good job
performance, the company should have an appropriate reward policy, if not, the
company should consider conducting training to improve their skill level. To arrange
and assign suitable jobs to new employees, contributing to promoting their existing
forte, creating comfort and love for the assigned work. This is a factor that has a great
effect on the working process and affects the employee's attachment to the company.
On the other hand, this is the basis for developing training and promotion plans for
employees.
3.2.2. Align training anddevelopmentwiththe company'sshort-term
and long-term goals

23 | P a g e
Firstly, it is important to analyze the company's development goals, including short-
term and long-term goals, which are the factors that determine the overall training
needs. Then, the second stage is to analyze the company's human resource needs,
including the quantity and quality of human resources that the company needs to
achieve development goals in the next few years.
Ivy Prep must determine its training needs based on the analysis of human resource
goals as well as business strategy. This will provide an orientation for the company to
train what types of employees are reasonable, prioritizing training to bring the highest
efficiency to the company.
3.2.3. Diversify trainingprogramsand trainingmethods withcost
effectiveness
The solution to expand the forms of concentrated training to improve the capacity of
employees should be considered. The company needs to combine training methods to
bring more efficiency to the training.
Regularly open conferences and seminars to exchange experiences between
individuals and groups. These exchanges can take place within your own business, or
in cooperation with other companies in the same industry.
Ivy Prep should develop regulations on encouraging self-study which enhance cost
effective to the firm. It should determining specific conditions for receiving financial
support, reward, promotion, salary increase, and regulations on responsibility for
monitoring, evaluating and controlling self-study results in the labor collective. Ivy
Prep should ensure that self-study is encouraged but must be fair and transparent in
order to promote the highest effectiveness of this program.
At the company, it is necessary to clearly state the responsibilities of the head of the
department as well as of the employees in the process of training and self-training to
develop themselves and develop their careers. The human resources department needs
guidance and support to help employees self-assess their strengths, weaknesses, and
position themselves. That is the right starting point for development. The company
also needs to equip employees with methods and criteria for them to self-assess their

24 | P a g e
development process. Meanwhile, on the staff side, it is necessary to set requirements
to develop individual and group development plans associated with the responsibility
of monitoring and supporting the team leader.
Training at the company should be combined with challenging work assignments,
helping individuals to be trained, experienced and mature. In addition, it is possible to
encourage and facilitate these personnel to participate in professional associations
outside the company.
3.2.4. Setting trainingobjectivesand trainingplan
In the future, the following goals need to be achieved:
 Firstly: Human resource training must go hand in hand with development. We
know that human resource training in the company is an important issue, but it
is impossible to separate human resource training from human resource
development because it is an element of sustainable development of the
company.
 Second: Human resource training must be implemented comprehensively, not
only at the company's leadership department, but also the departments must
self-regulate. Human resource training in the company is considered a basic
element to meet the requirements and strategic goals. Currently, the quality of
labor has become one of the most important competitive advantages of the
company. Reality has proven that investment in human resources can bring
higher efficiency than investment in innovation of technological equipment as
well as other elements of the production and business process.
 Third: The clearer and more detailed the company's career development
policies are, the more clearly employees define their direction and, of course,
the level of motivation they work to achieve the company's goals. will be
higher. The company must have a human resource development strategy for 5-
10 years or longer. Especially, it is necessary to support in building a career
development path for employees, opportunities for advancement and status
enhancement, always promoting strengths in promoting employees to be more

25 | P a g e
attached to the job. company, because when they see the future of career
development, there will be decisions and long-term commitments to work for
the company.
 Fourth: build a regime to attract and retain good managers and skilled workers.
In addition, there are also sanctions for those who commit violations that
adversely affect the company's image activities.

26 | P a g e
Conclusion
Employees are the backbone of the business. But to comply with the requirements you
set, they must first master the knowledge related to the job. In other words, they need
training. No exaggeration, to train employees, businesses will have to pay a rather
expensive price initially.
In order to have a competitive advantage in the market, the company not only
improves product quality, diversifying products, etc. guide with the company's own
identity. Therefore, in order to have a competitive advantage in the market, it is
required that the company's human resource training work needs to go in the right
direction, have appropriate solutions, and implement synchronously.
Ivy Prep Academic Joint Stock Company has a young, capable and highly qualified
workforce, but in the development trend of science and technology, it is necessary to
continue to have reasonable training and development policies to improve quality of
human resources and bring into full play the capacity of employees in the company.
Because of the limited time and knowledge, on the basis of the introduction of human
resource training, the solutions proposed in the report are the intern’s subjective
opinion, inevitably the shortcomings in perception, review, evaluate. The intern
expects that management board of Ivy Prep Academic Joint Stock Company will
consider and, depending on convenient conditions, have a plan to implement in the
near future in order to contribute to the stabilization and development of the
company's workforce.

27 | P a g e
Summary of the mid-term Internship
Assignedtasks
The position and tasks that I was assigned during the internship at Ivy Prep Academic
Joint Stock Company was recruitment assistant. There are some responsibilities and
procedures I need to follow.
Recruitment assistant is a person who directly coordinates with HR management to
find out the recruitment needs of customers and businesses. I also assist in selecting,
screening candidate profiles, introducing and following candidates throughout the
working process. Job duties include contacting potential candidates, scheduling
interviews, following up during the recruitment process, and updating employee
records. The most important goal of a recruiter is to select a qualified and suitable
staff with the company's needs. The responsibilities and daily tasks of mine at Ivy
Prep are:
- Receive recruitment needs of departments in the Company
- Prepare internal recruitment notices and job posting content on recruitment
channels, and post recruitment
- Connect with potential candidates through career groups on social media and in
events
- Screen job applications and candidate profiles
- Keep track of recruitment data, including recruitment time, end time and
candidate source.
- Follow candidates closely during the recruitment process.
- Update potential candidate database for job vacancies in the future
Achieved result
Scheduletasks and work arrangement
This internship is a growing experience for me. I have learned the value of trading
experience and relationship experience. I have learned the universality of many
beliefs. Not everyone believes what I do, but as we all know, when you have the goals

28 | P a g e
you want, you will work harder. All the lessons I learned on SeaStar can and will be
used for all future challenges. I am fortunate to be able to draw these conclusions early
in my life because there are still some adults working hard.
Planning is the process of setting goals and determining the best way to effectively
implement them. When you have planning skills, you will equip yourself with a
systematic mindset to go through assigned tasks one at a time and focus on the
important job goals. Planning skills also require accuracy and regularly check the
work so as not to make mistakes when performing.
Work plans help you break your work into small tasks that are easy to do and clarify
the goals of each task. Work plans are made up for many different reasons. Defining
the purpose of planning in advance helps you to plan better. Next, Goals and targets
are related because they all indicate what you want to achieve in your work plan. After
identifying and answering those fundamental questions, you need to aim your goal
important tofor work. One skill for effective job planning is to specify where the job
is done, who checks it. Work is shown when, when is the deadline, when it needs to
be done. To determine the deadline to work, you need to accurately define the urgency
and importance of the job.
Planning skills will help each individual or manager to achieve work goals in the
shortest time and most effectively.
Weakness
After the internship at the center, with the help and suggestions from the workplace, I
realized my own weaknesses and strhs. Since then, I realized the necessary plans to
improve myself as well as limit weaknesses.
 Communication competencies: Interpersonal skills are one of the most
important soft skills, determining my level of determine my career and in life.
Improving commuation skills is something that almost every candidate has a
headache trying to improve when looking for a suitable job for me. In order to
communicate effectively in a corporate environment, 3 factors are required.
First of all, everyone involved must have the right skills and know how to

29 | P a g e
communicate well. Effective communication also requires full attention. If you
are interested and always make an effort to improve communication, the staff
will feel the importance of the issue mentioned. Conversely, if you take the
problem lightly and lightly communicate, the staff will react similarly.
Listening skills help me to grasp problems, gather information and improve my
ability to interact with others. This is a skill that must be practiced for a long
time to master.
 Team work: For more thanTeamworkk, teamwork skills are important.
Teamwork brings together people to achieve a shared purpose. Successful team
work is very important for success, efficiency, morality and retention. As a
company without strong coordination in the workplace, developments are
mainly difficult. Therefore, improving teamwork skill is essential for sskillss.
However, I realized that, time management and communication skill become
strategic iskillsroving teamwork competencies.
For the practice process to take place smoothly and limit difficulties, everyone should
prepare in advance the necessary knowledge. Learn the basics before practicing.
Therefore, you should thoroughly understand the company with basic information
such as: fields and business strengths, departments, specialties, plans and products ...
So that when assigned tasks I can easily catch work without being clumsy I need to
proactively research the work and ask people around. Because no one will notice if
you just sit there waiting for the job. In addition, I need to practice how to create good
relationships with superiors and colleagues. Get rid of the habits and carefree behavior
of students to immerse yourself in the collective community.
Work pressures exist with time pressures and workplace relationships. With the heavy
workload from the two tasks so I mostly run after the deadline so the main thing to
learn is to control the workload and time. Sometimes I have to make use of the small
amount of time, change jobs that have become my habit to ensure the completion of
tasks. Late work is hard to accept even though I am a trainee. So I need to practice and
allocate time properly to balance these two tasks at the same time, try to take

30 | P a g e
advantage of time effectively, change habits accordingly. Though the first stage of
habit change is extremely difficult.
Evaluation from IvyPrep Academic Joint Stock Company

31 | P a g e
References
A. Vietnamese materials
Bùi, H.L., 2017. Quản trị nhân sự.
Nguyễn Minh Đường, Phan Văn Kha (2006), Training human resources to meet the
requirements of industrialization and modernization in the context of the globalized
market economy and international integration, National University Publishing House,
Hanoi.
Trần Thị Thu (2008), Improving the efficiency of using human resources in
Enterprises, Journal of Economics and Development, No. 132.
Tiến, V.X., 2010. Một số vấn đề về đào tạo và phát triển nguồn nhân lực. Tạp chí
Khoa học và Công nghệ, 40, pp.263-269.
B. English materials
Abdullah, H., 2009. Major challenges to the effective management of human resource
training and development activities. Journal of International Social Research, 2(8).
George T. Mikovich and Tohn W. Boudreau (1997), Human Resours Management,
IrResourcesA.
Khan, R.A.G., Khan, F.A. and Khan, M.A., 2011. Impact of training and development
on organizational performance. Global journal of management and business
research, 11(7).
Mikołajczyk, K., 2021. Changes in the approach to employee development in
organisations as a result of the COVID-19 pandemic. European Journal of Training
and Development.
Sal, A. and Raja, M., 2016. The impact of training and development on employees
performance and productivity. International Journal of Management Sciences and
Business Research, 5(7).

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Sudhakar, R. and Basariya, S.R., 2017. Perspectives and the factors influencing
effectiveness of training and development on employees’ performance. International
Journal of Civil Engineering and Technology, 8(9), pp.135-141.
Wilson, J.P. ed., 2005. Human resource development: learning & training for
individuals & organizations. Kogan Page Publishers.

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