ABSTRACT OF DOCTORAL DISSERTATION Research title:
THE IMPROVEMENT OF THE TRAINING AND DEVELOPMENT PROGRAM AT
BITIS COMPANY IN VIETNAM Scientific Superior: Dr. Joanna Paula A. Ellaga
Ph.D. Candidate: Pham Do Dung Viet Nam, July, 2013

Thai Nguyen University
Socialist Republic of Vietnam
advantage and develop. Furthermore, in integration of global economy, the training and
development of human resources is considered as a vital task for every organization because
strong human resources is the prerequisite to compete and survive in today's competitive
environment. Therefore, the improvement of training quality takes an important part in
development strategy
1.2 Background of the Study
In fact, Bitis as well as other Vietnamese companies, especially the large one have invested in
human resource development but it has not yet become strategic objectives of the business.
The recruitment, employment and training new employees is executed only in a short time yet
long-term goals. Many businesses have to face with the continuous jumping labour, especially
during economic instability. Meanwhile, training and development of human resources are
principally important since the majority of Vietnam's labor lack of knowledge and skills by the
education system and professional training did not meet the requirements business
BITIS have faced a difficulty regarding quality of worker, the lack of high skilled workers is
another weakness point of BITIS. That is the results of low level professional in recruiting
human resources for company. Moreover, lower awareness and less responsible made by a
small part of labor forces is still adverse impacting on company development.
Therefore, I have selected topics: “THE IMPROVEMENT OF THE TRAINING AND
DEVELOPMENT PROGRAM AT BITIS COMPANY” for my research. With a desire to
make a small contribution to improving the quality of human resources at the company Bitis.
1.3 Aims of Study
+ To evaluate the factors influence the training process at Bitis company
+ To recommend a best practice strategy for prevention of the negative influence for training
and develop human resource in organisation.
+ To outline solutions for the process to improve the training and develop human resource
at Bitis company.
1.4 Objectives of Study
1. To know the respondent’s profile in terms of the following

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CHAPTER II: REVIEW OF RELATED LITERATURE
2.1 The importance of training and development
Training and Development helps in optimizing the utilization of human resource that further
helps the employee to achieve the organizational goals as well as their individual goals.
Training and Development helps in increasing the job knowledge and skills of employees at
each level. It helps to expand the horizons of human intellect and an overall personality of the
employees.
2.2 Training methods
There are many training methods and new methods or variations are constantly being added.
The purpose of this section is not to try to list them all. Instead the focus will be on the top ten
training methods used in business today as reported by Lakewood Research and Training
Magazine [ Joinson, C., p. 55].
These top ten, listed in order from highest to lowest use, are as follows: videotapes, lectures,
one-on-one instruction, role plays, games/simulation, case studies, slides, computer-based
training, audio tapes, and films.
2.3 The factors influence the training
In organizations where a management training centre exists, for example, the training
department’s contribution is usually valued. Introducing such a centre involves a good deal of
initial research and evaluation and the financial commitments involved discourage the
management from taking lightly the decision to provide it. Moreover, if they are prepared to
make such an investment, the decision may be reasonably interpreted as an acceptance that the
training department is sufficiently competent to assume responsibility for all aspects of
management training.
The impact of government legislation on training has been considerable, in particular since the
year 2008 to now, the technical, vocational education and training in Vietnam is under the
administration of the two relevant ministries namely ministry of Education and Training
(MOET) and Ministry of Labour, Invalids and Social Affairs (MOLISA). MOET is responsible
for professional secondary Education and MOLISA is responsible for vocational training.
2.4 The brief overview of the steps of the training process follows: Identify needs,

criticise the questionnaire. The aim of the pilot study was to refine the questionnaire so that
respondents would have no problems in recording the data.
3.6 Procedure
Following the amendments made from the results of the pilot study, the finalised
questionnaires were distributed along with a cover letter for respondents outlining the aims of
the study, assurances of confidentiality and informing the individual of the right to withdraw
from the study at any time.

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3.7 Data analysis
Author used excel to percentage calculations to establish trends in the data obtained and data
was presented in the form of pie charts. After that, using relative theory to analysis.

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CHAPTER IV: RESULTS AND DISCUSSION
4.1 The background of Bitis company
4.1.1 Historical background
BITIS, a short name of the BINH TIEN Consumption Goods Production Limited Company.
Established in 1982, with more than 30 years experiences manufacturing and exporting shoes,
BITIS is known as one of top 10 biggest footwear companies in Vietnam. BITIS is also the
most famous and popular brand name in not only home country but also in many other nations
in the world. Nowadays, BITIS has 5000 different types of products, from footwear using at
home to senior fashionable products. Each type of products has various different designs
providing more options for customers.
4.1.2 Organization’s framework
BITIS have two braches namely Biti’s Western Branch and Biti’s Southern Branch and four
trade centers including Biti’s Highland Trade Center, Biti’s Northern Trade Center, Biti’s Lao
Cai Trade Center and Da Nang Business Center. Besides that BITIS have 4500 agents covering
every commune in the whole country and some other regions in the world. Around 9000
workers are employed in BITIS, and 10% of its have bachelor and master degree.

From 51 to 60

With pie chart above, the highest rate of age is the employees who are under 25 age,occupy
45%, in contrast, the lowest rate of age who are from 51-60 is only 5%. Meanwhile, the rate
of employees who are from 26-40 and the rate of those who are 41-50 is 30% and 20%
respectively.
PIE CHART ILLUSTRATING THE NUMBER OF MALE AND
FEMALE EMPLOYEES AT BITIS COMPANY
40%
60%
Male
Female

The result obtained revealed that 60% of respondents answered ‘Female’ , meanwhile 40% of
respondents answered ‘Male’. It is disproportionate because Bitis company’ characteristic are
producing and selling shoes, in addition female who has good communication ability and
quickly to introduce to the customer about the feature of products. Likewise, according to
East’s custom the characteristic of women is pleasant, gentle, so the female is required more
than male employees. 9
PIE CHART ILLUSTRATING THE EMPLOYEE'S LENGTH OF
SERVICE AT BITIS COMPANY
15%
25%
35%
25%
Less than 1 year
Between 1 to 2 years

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PIE CHART ILLUSTRATING THE EXTENT TO WHICH
EMPLOYEES BELIEVE THAT THERE ARE CLEAR PLANS AND
POLICIES IN TRAINING AND DEVELOP HUMAN RESOURCE
AT BITIS COMPANY
65%
35%
Yes
No

The results revealed that 65% of the respondents answered ‘ Yes, I think that company has
clear policies and procedures in training course’. 35% stated ‘No’ those respondents who
answered ‘ No’ commented on contact with their manager but no specific examples were
given. The policy of training and development is not very clear.

PIE CHART ILLUSTRATING THE EXTENT TO WHICH BITIS
EMPLOYEES THINK ABOUT THE TRAINING PROCESS THAT
THEY RECEIVED
65%
25%
10%
Good
Normal
Not Useful

The respondents who answered ‘ Good’ amounted to 65% of the sample population it
implicate that the knowledge ,skill the employees are learned are new and useful for them, with
enthusiasm of teachers.
With regard to 25% stated ‘ Normal’ and 10% answered ’Not Useful’. The reason for these
come from the knowledge that employees received are only theory, it is not suitable with their


With above percentage we can divide into three groups, group one is on-the-job training,
group two include in lecture, seminar, and videos and group three consist of other methods.
The methods used to train employees were on-the job training (40 per cent), lecture seminar
and video (40 percent ) and games case studies, role plays, so on (20 per cent).
The traditional methods were majority if company invite trainers teach employees at
company and it was usually 1 to 2 days so there is little time for training employees.
Meanwhile, employees attended training courses at centre training, there were facility with
modern equipment so they were taught by many variety including lectures, seminars, videos,

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games case studies, role plays,and one-on-one instruction which were interested much by
employees because it is a way to apply the knowledge from theory to specific job quickly.

PIE CHART ILLUSTRATING THE PERCENTAGE OF
EMPLOYEES FEEL MOTIVATION TO ATTEND THE TRAINING
COURSE
75%
25%
Yes
No

Results obtained revealed that 75% of the respondents who stated that ‘Yes I feel motivated
to attend training courses’ and 25 per cent who answer that ‘No’.
In relation to those who answered 25 per cent saying that ‘No I do not feel motivated to attend
training courses because some employees did not see learning as a high priority, they 'had not
got around to it'. This was particularly marked for those in low skilled jobs such as security
department or employees who attended training course, before. In respect of 75% of the
respondents answered ‘Yes’ because they want to update latest knowledge, improve their
work performance and to keep up to date in their specialist fields.

30% of respondent stated ‘Knowledge’ and 60% of respondent answered ‘Skills’ meanwhile
10% of respondent stated ‘The attitude’ was limited. The persons who answered ‘Skills’
implicate that the majority amount of employees were attended training course are workers,
they are recruited by Bitis company after they only finish the secondary school or had
graduated vocational school.
30% of respondent stated ‘knowledge’ revealed that beside their basic skills they need to have
more knowledge to meet the require of customer who are demanding high- quality products
and services especially in the fierce competition environment nowadays. Examples: In selling
department, the employees must learn the knowledge of the shop’s merchandise such as
quality, physical characteristics. 14
PIE CHART ILLUSTRATING THE TRANSFER TRAINING OF
EMPLOYEES AT BITIS COMPANY
65%
25%
10%
Yes
Not much
No

65% of respondent stated ‘Yes’ they can apply the knowledge and skills to the job reveal that
the knowledge could apply to the job and improve their performance, 25% of respondent
answered ‘Not much’ because they say it is not suitable for their current job, they do not
enough facility to apply or they would like perhaps they mean they don’t want to apply or
share it with others, do not share with colleagues and 10% of respondent stated ‘Not’ has
similar answer. In addition there were some other reason.

PIE CHART ILLUSTRATING WHETHER EMPLOYEES

process were that working such long hours or had so stressful a workload that they did not
have the time to take up a course. In addition, they do not feel enough health or tired after hard
working all day, so they are not interested in learning.

PIE CHART ILLUSTRATING THE COMMITMENT BETWEEN
EMPLOYEES AND BITIS COMPANY
25%
45%
30%
Yes
No
Do not know

The result obtained revealed that 25% of respondent stated ‘Yes I have to make commitment
with Bitis company when I attend learning course’. 45% of respondent answered ‘No’ and
30% of respondent stated ‘Do not know’.
Obviously, we see that the commitment between Bitis company and employees was not much
meanwhile the total of fees for leaning course include long time or short time were paid by
company so Bitis company need to increase the commitment with employees because

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Commitment of employees can be an important instrument for improving the performance of
organizations.

PIE CHART ILLUSTRATING THE EMPLOYEE'S IDEAS FOR
IMPROVING THE TRAINING PROCESS AT BITIS COMPANY
65%
20%
15%
Time

5.2 Conclusions
Firstly, Bitis company manufacturing and selling shoes, with its characteristic, female workers
are more than male ones, there are near two third of total employees and majority operate in
producing department, with average employee’s age is twenty six.
Secondly, with regard to plan and policy for training and develop human resource, it is not
clear, not at all employees know, and many time it is uneven.
Thirdly, 45% of employees have been attended in training course, but it is short time with
skills for producing, (certainly sewing and mending), selling , marketing and financial.
Fourth, although the employees have motivation to attend training course, but sometimes the
knowledge they received is normal and not useful, is only theory and not reality.
Fifthly, the methods for training is still traditional ones. so Bitis company need to concentrate
on- the – job training, it is effective and quickly way to apply the skills and know ledges to the
job.
Sixth, time and fund are essential factors barrier the training course. To ensure the producing
on time and effective, Bitis company usually organise the training course out the job- time
(from 5 pm to 8 pm). Obviously with hard working at all day, employees feel tired and do not
motive to learn and certainly, it is not lead to effective result. And it is waste time and fund.

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Seventh, the total of employees have made commitment with Bitis company is not much, only
have 25% of the employees, in addition, the number of employees who work under one years
leave Bitis company is 15%, so it is unstable in organise activity.
Finally, many ideas is need to create the working environment, the employees need to be
freedom and autonomy in their work, so it will built the comfortable and creative in working.
5.3 Recommendations
Resulting from the evaluation, analysis, and conclusions, Bitis board of management should
develop an improved training and development program for the company as follows
5.3.1 In respect of training policy
Bitis company need to increase notice the training plan for all of employees, or promote the
feedback to everyone could know their ability and from that there is motivation to struggle in

their strengths, weaknesses and to fix their own deviations from performance standards.
Besides that company could know how much the transfer training that employees apply to
their job and the extent to which it contributes to improved organisational performance and
effectiveness and to the quality, job satisfaction and prospects of employees.
5.3.4 In respect of commitment
The training is only to be implemented successfully if there is a co-operation and commitment
of all member of employees. In addition, this is important since training can be abortive if
there is no commitment on the part of those being trained. Part of this commitment comes from
an understanding of what the training policy is all about, hence the need to explain it carefully
to everyone.
Likewise there is necessary to increase the commitment with employees when they begin
working at company about time, condition working, training, welfare. It make employees not
hesitate in leaving company , they could spend their effort and time on working from that
there will bring the benefits for company in long-term rather than short-term perspective.
5.3.5 With respect of working environment
Company should install the internal network by e-mail, it is a way to control the step in
working process, and people are given freedom, responsibility and considerable autonomy in
how the task is achieved.
With regard to employees usually work outside, transaction with customers such as marketing
department or sale department, to work effectively, company provide mobile phone for them to
keep information with company.
With regard to employee that is move to other department, such as from selling department to
marketing department, they need to re- train to know new procedure, job process and assign a
employees have responsibility to instruct them.
To everyone has more understanding together, company usually organise some meeting, party,
or picnic, encourage everyone join in an atmosphere of playfulness and a sense of fun,

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affection, loyalty and community are developed, through that everyone could know better
each other such as family’s circumstance, custom and the needs or aspiration.

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