DIPLÔME D’UNIVERSITÉ DE NIVEAU MASTER EN MANAGEMENT DES RESSOURCES HUMAINES, « GESTION DE L’EMPLOI ET ORGANISATION DU TRAVAIL » UNIVERSITÉ PARIS OUEST NANTERRE LA DÉFENSE National Economics University Improvement of Human Resource Training at Binh Duong Department of Industry and Trade Improvement of Human Resource Training at Binh Duong Department of Industry and Trade Acknowledgement I would like to express my greatest gratitude to all those who gave me the graceful supports to complete this thesis I want to thank Professor Catherine Vincent who is my supervisor for the continuous support for the dissertation, from initial advice to contacts in the early stages of conceptual inception and through ongoing advice and encouragement to this day A special thank of mine goes to my friends and colleaguesin Vietnam for giving me permission to commence this thesis from the initial stage to the end, to the necessary research work and to use current policies and data required for my analyses My particular thank goes to my classmates and the teachers of this course in helping me to expand my knowledge in the topic in my thesis This program really brought us together to appreciate the true value of friendship and respect of each other I wish to thank my family for their precious support during my working The last but not the least I want to thank my wife who patient love and enabled me to complete this thesis in time and quality Abstract In the context of the needs for economic integration and globalization of Binh Duong province industry and trade, the Department has attached great importance to human resource training and development, implementing quality human resource policies in the period of modernization and industrialization The Department also has regular reviews of the needs of Binh Duong People’s Committee for quality personnel qualified enough for the management of industry, including small industry and trade Human resources are provided annually to help manage the sectors of mechanical engineering industry, metallurgical industry, electricity, new energy, renewable energy, chemical engineering industry, industrial explosives, mining and mineral processing, consumer industry, food processing industry, and other processing industries Besides, managerial personnel are central to the fields of provincial commodity circulation, importing and exporting, market management, competition management, trade promotion management, monopoly management, antidumping, consumer protection, electronic commerce, trade service, economyic integration, management of local industrial zones, industrial incentive, and management of public service.Binh Duong Department of Industry and Trade have eight divisions and three centers now There were 202 civil servants who are working at Department in 2013 The overarching objective of this study was to identify the factors that has been affecting to the human resource training satisfaction in Binh Duong Department of Industry and Trade which is known as a state-owned organization To fulfill this objective, the author has already examined critically the theory of human resource training and factors influencing human resource training satisfaction in Chapter II Then, the author constructed the conceptual research model that consisted of six factors namely supervisor support, training design, performance selfefficacyiencyy, training transfer, performance feedbacks, and training retention that were set in the direct impact to human resource training Additionally, the relationship between six factors above and human resource satisfaction could be measured by quantitative analysis with the application of reliability analysis for the survey scale (through Cronbach’s alpha), the exploratory factor analysis, and linear regression These analyses were carried out base on the data that was collected from an survey of questionnaire with 133 employees of Binh Duong Department of Industry and Trade The data analyses showed that only training design and training transfer factors had the significant statistical relationship with human resource training factors whether the Beta coefficient for only training design and training transfer factors were 0.835 and 0.297 meant that when only training design and training transfer factor increases by 1% separately and other components were stable, the customer satisfaction increases by 0.835% and 0.297% respectively Table of Content Acknowledgement ii Abstract iii _Toc350598656Table of Content v List of Table iii List of Figure iii Chapter I: Introduction Chapter I introduction 1.1 Background of the study .3 1.2 Roles of training in human resource development .3 1.3 Research objective and research questions _Toc3505986641.4 Scope of the study .4 _Toc3505986651.5 Structure of the study Chapter II: Literature reviews Chapter II introduction 2.1 Human resource training definition and types of training 2.1.1 Human resource training definition .3 _Toc3505986702.1.2 Types of human resource training _Toc3505986712.2 The relationship between human resource training satisfaction and its antecedents _Toc3505986722.2.1 Human resource training satisfaction _Toc3505986732.2.2 The relationship between human resource training satisfaction and supervisor support 10 _Toc3505986742.2.3 The relationship between human resource training satisfaction and training design .3 _Toc3505986752.2.4 The relationship between human resource training satisfaction and performance self-efficiency _Toc3505986762.2.5 The relationship between human resource training satisfaction and training transfer _Toc3505986772.2.6 The relationship between human resource training satisfaction and performance feedbacks _Toc3505986782.2.7 The relationship between human resource training satisfaction and training retention _Toc3505986792.3 Summary of conceptual model for this research and research hypotheses.3 _Toc350598680Chapter III: Research methodology .3 _Toc350598681Chapter III Introduction _Toc3505986823.1 Research strategy _Toc3505986833.2 Research design _Toc3505986843.3 Data collection method 21 _Toc3505986853.3.1 Primary data .21 _Toc3505986863.3.2 Secondary data 22 _Toc3505986873.4 Main survey .3 _Toc3505986883.4.1 Sampling method and sample size .3 3.4.32 Questionnaire administration .3 _Toc3505986903.5 Tool development for data analysis _Toc3505986913.5.1 Survey scale assessment .3 _Toc3505986923.5.2 Linear regression and hypothesis testing _Toc3505986933.6 Limitation of the research methodology _Toc350598694Chapter IV: Data analyses _Toc3505986954.1 Demographic information _Toc3505986964.2 Reliability analysis _Toc3505986974.2.1 Reliability analysis for supervisor support factor _Toc3505986984.2.2 Reliability analysis for training design factor _Toc3505986994.2.3 Reliability analysis for performance self-efficacy factor _Toc3505987004.2.4 Reliability analysis for training transfer factor 30 _Toc3505987014.2.5 Reliability analysis for performance feedbacks factor .31 _Toc3505987024.2.6 Reliability analysis for training retention factor 32 _Toc3505987034.2.7 Reliability analysis for human resource training satisfaction factor 32 _Toc3505987044.3 Exploratory factor analysis .3 _Toc3505987054.4 Hypotheses testing 4.5 Key findings and discussions…………………………………………………………… 39 4.5.1 Why training design and training transfer impact significantly human resource training satisfaction at Binh Duong Department of Industry and Trade……………………… 39 4.5.2 Why supervisor support, performance self-efficiency and training retention not impact significantly human resource training satisfaction at Binh Duong Department of Industry andTrade…………………………………………………………………………… .39 _Toc350598706Chapter V: Conclusions and recommendations 42 _Toc3505987075.1 Conclusions .42 _Toc3505987085.2 Recommendations to enhance human resource training in Binh Duong Province 43 _Toc3505987095.2.1 Enhancement of human resource training design 43 _Toc3505987105.2.2 Enhancement of human man resource training transfer 45 _Toc350598711Bibliography .49 _Toc350598712Appendices 55 _Toc350598713Appendix I: Survey of Questionnaire 55 _Toc350598714Appendix II: Data Analysis Output – Attracted from SPSS 18.0 61 List of Table _Toc350598555Table 1: Demographic Information _Toc350598556Table 2: Reliability analysis for supervisor support factor _Toc350598557Table 3: Reliability analysis for training design factor Table 4: Reliability analysis for performance self-efficiaency factor _Toc350598559Table 5: Reliability analysis for training transfer factor 31 _Toc350598560Table 6: Reliability analysis for performance feedbacks factor 31 _Toc350598561Table 7: Reliability analysis for training retention factor 32 _Toc350598562Table 8: Reliability analysis for human resource training satisfaction factor 32 _Toc350598563Table 9: KMO and Barlett’s Test 33 _Toc350598564Table 10: Total Variance Explained 33 _Toc350598565Table 11: Component Matrix .3 _Toc350598566Table 12: Rotated Component Matrix _Toc350598567Table 13: Model Summary _Toc350598568Table 14: ANOVA _Toc350598569Table 15: Beta Coefficients Estimation _Toc350598570Table 16: Conclusion for hypothesis testing 42 List of Figure _Toc350598571Figure 1: Training Design Process .11 _Toc350598572Figure 2: Conceptual model of the study .3 _Toc350598573Figure 3: Research Design 20 Chapter I: Introduction Chapter I introduction In this chapter, the author would like to conduct the preliminary examination on the topic about human resource training regarding to the fact that human resource training is now playing a critical role in many organizations today At the first stage, the author will summary some background information about human resource trainings and why it is so important to all organization types no matter what organizations are formed under stated-owned or private types Furthermore, the author highlighted the role of human resource training such as contributing to the improvements of skill-based levels of employees as well as the improvement of working attitudes Base on study’s background examination, the author proposed the overarching objective of this study and then broken up it to antecedents that were considered solving in later chapters Additionally, the author also asserted the scope and the structure of the study It was worth to denote that the structure of the study consisted of five chapters ranging from background information about human resource training to related literature reviews to research methodology to data analysis results to final conclusions and recommendations 1.1 Background of the study Ryder (2012) also addressed that human resource was very important to any organization.However most of Vietnamese organizations have not taken into adequate consideration of their trainings towards their employees’ satisfaction (Bekkevold et al., 2003) The weaknesses in training mechanism of Vietnamese organization consisted of the inadequate training materials and facilities due to training was wrongly considered as in lower priority compared to other goals and missions In this context, Binh Duong Department of Industry and Trade has not been the exceptional case For many years of working for Binh Duong Department of Industry and Trade as human resource manager, the author witnessed the organization was lack of training mechanisms to foster productivity of each employee and performance of overall system This argument was strongly supported by the identification of Hakkalaand Kokko(2007) in the research about the Case Processing Summary N Cases Valid Excludeda Total a Listwise deletion based on all variables in the procedure % 133 133 100.0 100.0 Reliability Statistics Cronbach's Alpha N of Items 667 Item Statistics Std Deviation Mean PS1 PS2 PS3 PS4 3.29 3.11 3.26 3.00 Scale Mean if Item 133 133 133 133 Item-Total Statistics Scale Variance if Corrected Item- Cronbach's Alpha if 9.38 9.56 9.41 9.67 Mean 12.67 Item Deleted 4.827 6.946 4.546 4.541 /VARIABLES=TT1 TT2 TT3 /SCALE('ALL VARIABLES') ALL /MODEL=ALPHA /STATISTICS=DESCRIPTIVE SCALE Reliability Total Correlation 552 123 609 546 Scale Statistics Variance Std Deviation 8.344 2.889 RELIABILITY /SUMMARY=TOTAL N 1.021 902 1.044 1.108 Deleted PS1 PS2 PS3 PS4 Item Deleted 528 775 483 527 N of Items Scale: ALL VARIABLES Case Processing Summary N Cases Valid Excludeda Total a Listwise deletion based on all variables in the procedure % 133 133 100.0 100.0 Reliability Statistics Cronbach's Alpha N of Items 577 Item Statistics Std Deviation Mean TT1 TT2 TT3 3.32 3.41 3.29 Scale Mean if Item 133 133 133 Item-Total Statistics Scale Variance if Corrected Item- Cronbach's Alpha if 6.71 6.62 6.74 Mean 10.03 Item Deleted 2.527 2.011 3.514 Total Correlation 438 597 170 Scale Statistics Variance Std Deviation 4.984 2.232 RELIABILITY /VARIABLES=PF1 PF2 /SCALE('ALL VARIABLES') ALL /MODEL=ALPHA /STATISTICS=DESCRIPTIVE SCALE /SUMMARY=TOTAL N 1.019 1.074 936 Deleted TT1 TT2 TT3 Item Deleted 394 096 752 N of Items Reliability Scale: ALL VARIABLES Case Processing Summary N Cases Valid Excludeda Total a Listwise deletion based on all variables in the procedure % 133 133 100.0 100.0 Reliability Statistics Cronbach's Alpha N of Items 553 Item Statistics Std Deviation Mean PF1 PF2 3.47 2.36 Scale Mean if Item N 1.084 1.524 133 133 Item-Total Statistics Scale Variance if Corrected Item- Cronbach's Alpha if Deleted Item Deleted Total Correlation Item Deleted PF1 2.36 2.323 405 a PF2 3.47 1.175 405 a a The value is negative due to a negative average covariance among items This violates reliability model assumptions You may want to check item codings Mean 5.83 Scale Statistics Variance Std Deviation 4.836 2.199 N of Items RELIABILITY /VARIABLES=TR1 TR2 /SCALE('ALL VARIABLES') ALL /MODEL=ALPHA /STATISTICS=DESCRIPTIVE SCALE /SUMMARY=TOTAL Reliability Scale: ALL VARIABLES Case Processing Summary N % Cases Valid Excludeda Total a Listwise deletion based on all variables in the procedure 133 133 100.0 100.0 Reliability Statistics Cronbach's Alpha N of Items 625 Item Statistics Std Deviation Mean TR1 TR2 3.32 3.02 Scale Mean if Item N 997 1.073 133 133 Item-Total Statistics Scale Variance if Corrected Item- Cronbach's Alpha if Deleted Item Deleted Total Correlation Item Deleted TR1 3.02 1.151 456 a TR2 3.32 993 456 a a The value is negative due to a negative average covariance among items This violates reliability model assumptions You may want to check item coding Mean 16.34 RELIABILITY Scale Statistics Variance Std Deviation 3.120 1.766 N of Items /VARIABLES=HR1 HR2 HR3 HR4 HR5 HR6 /SCALE('ALL VARIABLES') ALL /MODEL=ALPHA /STATISTICS=DESCRIPTIVE SCALE /SUMMARY=TOTAL Reliability Scale: ALL VARIABLES Case Processing Summary N Cases Valid Excludeda Total a Listwise deletion based on all variables in the procedure % 133 133 100.0 100.0 Reliability Statistics Cronbach's Alpha N of Items 930 Item Statistics Std Deviation Mean HR1 HR2 HR3 HR4 HR5 HR6 3.00 2.98 2.56 3.05 2.89 3.09 N 1.572 1.574 1.400 1.611 1.293 1.559 133 133 133 133 133 133 Scale Mean if Item Deleted HR1 HR2 HR3 HR4 HR5 HR6 14.58 14.60 15.02 14.53 14.68 14.49 Mean 17.58 Item-Total Statistics Scale Variance if Corrected ItemItem Deleted 40.640 41.287 52.015 39.721 42.248 39.343 Total Correlation 864 823 319 891 982 953 Scale Statistics Variance Std Deviation 60.412 7.773 Cronbach's Alpha if Item Deleted 908 913 970 904 897 895 N of Items FACTOR /VARIABLES SS1 SS2 SS3 SS4 TD1 TD2 TD3 PS1 PS3 PS4 TT1 TT2 TR1 TR2 /MISSING LISTWISE /ANALYSIS SS1 SS2 SS3 SS4 TD1 TD2 TD3 PS1 PS3 PS4 TT1 TT2 TR1 TR2 /PRINT INITIAL DET KMO EXTRACTION ROTATION /FORMAT SORT BLANK(.4) /CRITERIA MINEIGEN(1) ITERATE(25) /EXTRACTION PC /CRITERIA ITERATE(25) /ROTATION VARIMAX /METHOD=CORRELATION Factor Analysis Correlation Matrixa a Determinant = 003 KMO and Bartlett's Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy Bartlett's Test of Sphericity Approx Chi-Square Df Sig .642 735.169 91 000 Communalities Extraction Initial SS1 1.000 664 SS2 1.000 734 SS3 1.000 650 SS4 1.000 715 TD1 1.000 902 TD2 1.000 415 TD3 1.000 894 PS1 1.000 689 PS3 1.000 755 PS4 1.000 700 TT1 1.000 813 TT2 1.000 792 TR1 1.000 719 TR2 1.000 669 Extraction Method: Principal Component Analysis Total Variance Explained Component Initial Eigenvalues Extraction Sums of Squared Loadings % of Cumulative % of Cumulative Total Variance % 3.014 21.529 21.529 2.347 16.761 38.290 1.894 13.527 51.818 1.532 10.942 62.760 1.326 9.474 72.234 796 5.686 77.920 579 4.134 82.054 dimension0 512 3.658 85.711 488 3.489 89.200 10 444 3.174 92.374 11 393 2.804 95.178 12 345 2.465 97.644 13 272 1.939 99.583 14 058 417 100.000 Extraction Method: Principal Component Analysis Total 3.014 2.347 1.894 1.532 1.326 Variance 21.529 16.761 13.527 10.942 9.474 % 21.529 38.290 51.818 62.760 72.234 Total Variance Explained Rotation Sums of Squared Loadings Total % of Variance Cumulative % 2.653 18.951 18.951 2.192 15.655 34.605 2.082 14.871 49.477 1.619 11.567 61.043 1.567 11.191 72.234 Component dimension0 10 11 12 13 14 Extraction Method: Principal Component Analysis Component Matrixa Component SS2 789 SS3 753 SS4 732 SS1 730 TD3 864 TD1 851 TD2 524 PS3 -.437 PS4 -.408 PS1 -.428 TT2 TT1 TR1 TR2 Extraction Method: Principal Component Analysis a components extracted 650 578 572 793 768 -.413 684 585 Rotated Component Matrixa Component SS2 849 SS4 822 SS3 771 SS1 770 TD1 933 TD3 929 TD2 599 PS3 PS4 PS1 TT1 TT2 TR1 TR2 Extraction Method: Principal Component Analysis 862 817 794 893 886 840 803 Rotation Method: Varimax with Kaiser Normalization a Rotation converged in iterations Component Transformation Matrix Component 867 133 -.423 075 873 324 dimension0 302 -.292 762 -.088 -.219 -.289 380 -.295 229 Extraction Method: Principal Component Analysis Rotation Method: Varimax with Kaiser Normalization COMPUTE Component_1=mean(SS1,SS2,SS3,SS4) EXECUTE COMPUTE Component_2=mean(TD1,TD2,TD3) EXECUTE COMPUTE Component_3=mean(PS1, PS3,PS4) EXECUTE COMPUTE Component_4=mean(TT1,TT2) EXECUTE 031 271 289 907 -.142 -.226 232 -.400 196 834 COMPUTE Component_5=mean(TR1,TR2) EXECUTE COMPUTE HR=mean(HR1,HR2,HR3,HR4,HR5,HR6) EXECUTE REGRESSION /MISSING LISTWISE /STATISTICS COEFF OUTS R ANOVA COLLIN TOL /CRITERIA=PIN(.05) POUT(.10) /NOORIGIN /DEPENDENT HR /METHOD=ENTER Component_1 Component_2 Component_3 Component_4 Component_5 /RESIDUALS DURBIN HISTOGRAM(ZRESID) NORMPROB(ZRESID) REGRESSION /MISSING LISTWISE /STATISTICS COEFF OUTS R ANOVA COLLIN TOL /CRITERIA=PIN(.05) POUT(.10) /NOORIGIN /DEPENDENT HR /METHOD=STEPWISE Component_1 Component_2 Component_3 Component_4 Component_5 /RESIDUALS DURBIN HISTOGRAM(ZRESID) NORMPROB(ZRESID) Regression Model Variables Entered/Removeda Variables Entered Variables Removed Method Component_2 Stepwise (Criteria: Probability-of-F-toenter = 100) Stepwise (Criteria: Component_4 Probability-of-F-toenter = 100) a Dependent Variable: HR Model Model Summaryc Adjusted R R R Square Square a 495 245 240 dimension0 b 539 291 280 a Predictors: (Constant), Component_2 b Predictors: (Constant), Component_2, Component_4 c Dependent Variable: HR Std Error of the Estimate Durbin-Watson 1.12965 1.09922 1.585 ANOVAc df 131 132 130 132 Model Sum of Squares Mean Square Regression 54.341 54.341 Residual 167.171 1.276 Total 221.512 Regression 64.436 32.218 Residual 157.076 1.208 Total 221.512 a Predictors: (Constant), Component_2 b Predictors: (Constant), Component_2, Component_4 c Dependent Variable: HR F 42.583 Sig .000a 26.664 000b Coefficientsa Model Standardized Unstandardized Coefficients B Std Error (Constant) 355 407 Component_2 876 134 (Constant) -.526 499 Component_2 835 131 Component_4 297 103 a Dependent Variable: HR Coefficients Beta 495 473 215 t 874 6.526 -1.053 6.362 2.890 Sig .384 000 294 000 005 Coefficientsa Model (Constant) Component_2 (Constant) Component_2 Component_4 a Dependent Variable: HR Collinearity Statistics Tolerance VIF 1.000 1.000 989 989 1.011 1.011 xcludedVariablesc Model Beta In t Sig Partial Correlation a Component_1 093 1.216 226 106 a Component_3 125 1.660 099 144 a Component_4 215 2.890 005 246 a Component_5 108 1.421 158 124 b Component_1 086 1.153 251 101 b Component_3 110 1.492 138 130 b Component_5 108 1.467 145 128 a Predictors in the Model: (Constant), Component_2 b Predictors in the Model: (Constant), Component_2, Component_4 c Dependent Variable: HR Model Component_1 Component_3 Component_4 Component_5 Component_1 Component_3 Component_5 Excluded Variablesc Collinearity Statistics Tolerance VIF Minimum Tolerance 990 1.010 990 999 1.001 999 989 1.011 989 990 1.010 990 989 1.011 979 993 1.007 983 990 1.010 979 c Dependent Variable: HR Collinearity Diagnosticsa Model Dimension Eigenvalue dimension 1.971 029 dimension 2.918 dimension 058 024 a Dependent Variable: HR Variance Proportions Conditio (Constant Component_ Component_ n Index 1.000 8.178 1.000 7.070 11.013 ) 01 99 01 99 00 01 99 01 42 57 01 68 31 Residuals Statisticsa Minimum Maximum Mean Predicted Value 8848 4.5782 2.9298 Residual -2.14925 2.98298 00000 Std Predicted Value -2.927 2.359 000 Std Residual -1.955 2.714 000 a Dependent Variable: HR Charts Std Deviation 69868 1.09086 1.000 992 N 133 133 133 133 ... satisfaction at Binh Duong Department forof Industry and Trade Training design and training transfer is relevant to human resource training satisfaction at Binh Duong Department for of Industry and Trade. .. and Trade?  What is the strongest influence factor to human resource training in Binh Duong Department of Industry and Trade?  What is the route to Binh Duong Department of Industry and Trade. .. to human resource training satisfaction at Binh Duong Department for of Industry and Trade  Supervisor support Supervisor support is not relevant to human resource training satisfaction at Binh