TRAINING AND CAREER DEVELOPMENT PLANS FOR EMPLOYEES IN VIETNAM Dissertation

TRAINING AND CAREER DEVELOPMENT PLANS FOR EMPLOYEES IN VIETNAM AIRLINES - Dissertation Example When asked about the improvement areas of training in terms of training phases, training design surprisingly received the highest percentage, with training needs analysis succeeding it. Eight out of the 21 soft skills which were assessed in terms of the priority accorded to them by Vietnam Airlines were rated as high priority areas by more than 50% of the sample. These soft skills include the following: drive to achieve; dealing with others effectively; managing relationships; leadership; developing people; team empowerment; strategic thinking; and effectively adapting to change. Nearly half say that they have IDPs in place, while majority have agreed that their training policy is effective. Half of the respondents claim being involved in the assessment of their training needs and how the organisation has shown how training influences job performance. Performance evaluations, which is a support mechanism to training and development, is carried out at least once a year, according to a ll of the respondents. Attendance to both in-house and external training was experienced by at least half of the respondents at least once within the past 12 months. ... Additionally, the following obstacles to training and development must be addressed: operations being given greater priority than training and development and the unclear role of training as a promotion criterion. Significant and positive correlations were yielded for both OCB and employee engagement, underscoring the critical importance of the training and development function for Vietnam Airlines, in its bid for competitiveness within the airline industry. Table of Contents Chapter 1 Introduction 7 1.1 Introduction 7 1.2 Vietnam Airlines 8 1.3 Relationship of Training, Employee Engagement and Organisation Citizenship Behaviour 12 1.4 Research Aim 14 1.5 Research Objectives 14 1.5 Overview of the Study 14 Chapter 2 Review of Related Literature 16 2.1 Review of Related Literature 16 2.2 Importance of Training and Development in the Airline Industry 16 2.3 Phases of Training Function 21 2.4 Analysis 22 2.5 Design 23 2.5 Development 24 2.6 Implementation 25 2.7 Evaluation 25 2.8 Factor s that Influence the Effectiveness of Training 26 2.8.1 Training Needs 26 2.8.2 Formal Training 28 2.8.3 Informal Training 28 2.9 Employee Engagement 34 2.10 The Constructs of Employee Engagement 38 2.10.1 The constructs of employee engagement include job satisfaction, involvement and commitment. 38 2.10.2 Organisational Citizenship Behaviour 39 2.10.3 Constructs of Organisational Citizenship Behaviour 40 Chapter 3 Methodology 47 3.1 Introduction 47 3.2 Research Approach 47 3.3 Research Design 50 3.4 Sampling Plan 51 3.5 Data Collection Procedures 52 3.6 Instrument 53 3.7 Ethical Considerations 56 3.8 Method of Data Analysis 57 3.9 Conclusion 57

Reasoning Paper Personal Statement Example | Topics and Well Written Essays - 1250 words

Reasoning Paper - Personal Statement Example In general, conflict is an affliction common to all of people, but the ways that people "struggle" with one another are quite diverse. One employee might not ever discuss important issues, yet the next will argue incessantly over minutia. There is a touch of idealism revealed in our belief that appropriate control over the process of communication may lead to more equitable, humane, and satisfying forms of conflict than are often experienced. Still, the relationship between communication and conflict is not straightforward. Sometimes the ostensibly "best" forms of communication lead to the worst consequences and vice versa (Dixit and Nalebuff 2003). My description of communication in conflict entails a logical sequence of steps. The conflict situation shows that one must be able to describe what people do when they have conflict; for example, they may lash out, apologize, sulk, laugh, or disclose. The second step in analysis is to describe the characteristics of communication systems . This involves a shift in the level of analysis from individual messages to recurring patterns of communication. System characteristics are potentially more revealing than individual styles. A particular form of communication, say a single angry outburst or even a series of outbursts, may reveal little about the interpersonal relationship that is observed until the recurring events that elicit the outbursts are understood (Hardt and Harris 2007). This is hardly a new idea but it is difficult to put into practice. It is simply easier to describe individual conflict styles than it is to describe patterns of interaction. Our discussion focuses on five properties of conflict patterns: variety, symmetry, continuity, stationarity, and spontaneity. Although individuals behave strategically at times, at other times conflicts proceed without clear goals and plans. Much conflict behavior is experienced as "just happening." The spouse who is criticized by the other may automatically respond w ith a counter complaint and not make a reflective choice about those behaviors (Hardt and Harris 2007). In this conflict situation, affect is a second important dimension. Some styles are hostile (e.g., confrontation), others are neutral or friendly (e.g., conciliatory behavior and humor), and still other styles, such as conflict avoidance, are inconsistent or unclear in the sort of emotion expressed. The implications of affect are reasonably straightforward. Generally, people who are more compatible (i.e., satisfied, well-adjusted, and the like) are more friendly to one another. For example, they make fewer confrontational statements, speak in a more positive vocal tone, sit closer together, touch one another more, and so forth (Dixit and Nalebuff 2003). During the conflict, evasive comments can occur when one employee asks a question or makes a statement about conflict and the other employee responds ambiguously. Evasive comments are related to the understanding of "disqualification." Disqualifying comments can occur when employees see themselves in a "bind" (i.e., a way to avoid a conflict situation). When given a choice between the acceptation of decision, and a disqualifying response, employees usually say that they would choose the latter (Hardt and Harris 2007). The heavy use of denial by roommates is to be expected, given the awkward and unprecedented social arrangement that roommates have