INDIVIDUAL ASSIGNMENT COVER SHEET

STUDENT DETAILS

Student name: NGÔ NHẬT THẢO NHI Student ID number: 21001394

UNIT AND TUTORIAL DETAILS

Unit name: Human Resource Management Unit number: HRM-T122WSB-4

Tutorial/Lecture: Class day and time: Monday- Morning
Lecturer or Tutor name: TRƯƠNG NỮ TÔ GIANG

ASSIGNMENT DETAILS

Title: Final Essay

Length: Due date: 25/04/2022 Date submitted: 25/04/2022

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Student’s signature: Ngo Nhat Thao Nhi

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 MINISTRY OF EDUCATION AND TRAINING

UNIVERSITY OF ECONOMICS HO CHI MINH CITY

INTERNATIONAL SCHOOL OF BUSINESS

HUMAN RESOURCE MANAGEMENT

CGV VIETNAM

TRAINING AND DEVELOPMENT

STUDENT NAME: NGO NHAT THAO NHI

STUDENT ID: 21001394

HO CHI MINH CITY, 2022

 TABLE OF CONTENTS
I. EXECUTIVE SUMMARY………………………………………
II. INTRODUCTION………………………………………………
III. BODY
QUESTION 1…………………………………………………
QUESTION 2…………………………………………………….
QUESTION 3……………………………………………………..
QUESTION 4…………………………………………………….
IV. CONCLUSION
V. REFERENCES
 I. EXECUTIVE SUMMARY 

As society evolves, human resources have proven to be one of the most important
departments in every business that must take into in-depth consideration. Without human
resources management, companies would be unable to efficiently attract and retain
personnel, grow and enhance the company, and maintain a healthy, acceptable workplace
culture and environment. The significance of human resource management in a business is
immense, ranging from recruiting and training to resolving conflicts, ensuring a good
work-life balance, and all payroll obligations. Human resource management not only helps
to keep workers happy and well-trained, but it also ensures that the firm is following
regulatory rules and resolving any liability concerns that may occur.

The importance of human resource management is not limited to the entertainment

business. The essay will concentrate on CGV's Compensation & Benefits Specialist, an HR
expert in charge of handling employee compensation. The primary goal is to examine the
CGV's human resource training and development process. Furthermore, this paper
incorporates the C&B Specialist's requirements assessment, training strategy, and overall
staff development.

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 II. INTRODUCTION
1. COMPANY INTRODUCTION

CJ CGV Vietnam, a CJ Group entertainment platform operator, was developed from

Megastar, which was founded in February 2005. CJ Group acquired 80% ownership in
Envoy Media Partners, the originator of Megastar, in 2011. It changed its name to CGV
after the purchase in January 2014. CJ CGV Vietnam is presently Vietnam's largest film
distributor and multiplex operator, as well as one of the country's main media firms
through its media sales division. Its mission is to become a role model firm for the
continuing development of the Vietnamese film industry. It has created a unique concept of
transforming former multiplexes into "Cultureplexes," where customers not only enjoy the
movie but also have access to diverse entertainment experiences provided by the latest
technology, as well as completely new and different F&B offerings, all while receiving the
highest quality service from CGV Cinema's staff. CGV has achieved notoriety as the
number one cinema operator and film distributor under the leadership of Mr. Sim Boom
Joem. With an average growth rate and a high market share based on credibility, CGV has
been trying to modernize its technology and improve the working quality of its staff.

2. JOB INFORMATION

The Compensation & Benefits Specialist at CGV Vietnam is primarily responsible for
assessing the company's needs to develop targeted programs and manage employee
compensation. They are totally in charge of payroll duties. Participating in the whole
payroll processing cycle to ensure that it is finished on time and correctly, developing a
payment structure, and estimating how much to reward an employee for their job title,
responsibilities, and duties are examples of tasks. Moreover, they are responsible for
researching wage and benefit possibilities to provide a competitive offering for the
organization. It also covers other relevant tasks like supervising the design and
development of tools to help workers in benefit choices and implementing benefits to
improve employee quality of life by working on and studying benefit challenges. A
Compensation & Benefits Specialist must have a Bachelor's Degree in Human Resources,
business administration, or a related subject to comprehend and implement the proper
payroll decisions. This role also necessitates 2-3 years of payroll experience, preferably in
a global firm with a large database. When working in this role, you must be familiar with

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labour legislation and regulations, SHUI and PIT, system administration, HRIS, and MS
Office.

3. THE IMPORTANCE OF THIS TOPIC

CGV must have a thorough training and development program for all of its workers to
attain the maximum level of customer satisfaction. Training is a method of ensuring that
employees, in this case, Compensation & Benefits Specialists, have the information and
abilities necessary to conduct their jobs successfully and competently. It is required when
there is a gap between desired and existing performance, and the cause of the gap is a lack
of ability or knowledge. As a result, the organization must examine the problem and
determine if training will be effective in resolving it. If training is required, CGV must also
outline the goal of the training and how it will assist staff members to become more
successful. As a result, because this topic is crucial to the human resource issue, this article
will elaborate on the topic of training and development in CGV.

III. BODY

QUESTION 1

Training Needs Assessment is the method of assessing whether or not there is a training
need and, if so, what training is necessary to fill the gap. TNA aims to precisely determine
the levels of the current situation using target surveys, interviews, observations, secondary
data, and/or workshops. The difference between the current and intended statuses may
suggest issues, which might be converted into a training need.

The ultimate strategy of CGV Vietnam is completely focused on developing top-tier

service quality. The total assessment of outcomes from comparing the company's
performance with the customer's expectations of how businesses in that industry should
perform, particularly for service organizations, is the quality of service. The growth in the
percentage of complaints about the quality of service at CGV, on the other hand, is an
indication that it is progressively losing its competitive edge. Therefore, it is critical to
create a requirements assessment for a Compensation & Benefits Specialist. This
professional position may examine a company's needs to create focused programs and
manage staff remuneration, which minimizes retention while increasing work satisfaction
and overall organizational performance.

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Employers are always on the hunt for qualified workers in compensation and benefits, so
directing your HR career in this direction is a very realistic alternative. As the employment
market in Vietnam grows more competitive, the C&B function becomes increasingly
important as it focuses on enticing potential applicants to work in the organization and
maintaining the firm's finest people. The nature of the job necessitates sharp analytical
abilities. To guarantee their firm's competitiveness in the industry, a C&B expert will be
expected to scrutinize rivals' pay schemes and reward programs. To advance to a
management position, one must possess the requisite leadership abilities to manage a team.
They must also carry out strategic projects to propel the firm ahead, as well as acquire and
retain the greatest staff possible. They are in charge of directing and supervising the
development and administration of HR specialty practices. People resourcing, reward and
compensation, as well as the formulation and execution of reward programs to attract
suitable candidates, are examples of these. To guarantee that all people's practices are
aligned with the organization's plan, good interpersonal and communication skills are
required. It is advantageous if they have good connectivity to both internal and external
networks. Being up to speed on current and future HR trends can give useful insights that
can have an influence on your company's bottom line. As a result, a high level of analytical
abilities is necessary to conduct thorough analyses of compensation schemes or benefit
packages to supply employees with. As a result, it is suggested that CGV encourages such
professionals to pursue additional training or courses to continually improve themselves.
Aside from learning new HR skills, it is also critical to maintaining a solid mix of soft and
hard talents. Professionals should be able to manage a team while also making people feel
valued and included in the business.

QUESTION 2

Before starting on a learning and development initiative, an organization definitely should

undertake a readiness assessment. On that account, CGV Vietnam must analyse the
employees' readiness to learn. A thorough learning and development plan is essential for
ensuring staff have the ability to master new abilities and refine existing ones when it
comes to training and development. One of the ultimate aims of learning and development
activities is to foster learning adoption and reinforcement. All of the obstacles at this stage
may be divided into three categories. The first is self-motivation, which is crucial for
online learning and growth and is lacking in many employees, even if they are unaware of
it. The second aspect is time management, which may be difficult for online Customer
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Success trainees. These courses need learners to balance their studies with their other
employment objectives and responsibilities. The final one is adaptability because some
learners struggle to adjust to an online learning environment and may be resistive to the
process at first. These difficulties are sometimes inherent in the learning and growth
process, making it even more important to understand where the team is beginning from
and what impediments may occur. The challenges outlined above, as well as other possible
impediments to successful learning, may be avoided by organizations.

This paragraph will provide some techniques to assist one organization in determining
whether its staff are interested in training and development programs. CGV can begin by
conducting an online skills evaluation, which allows it to discover gaps that are impeding
production. Employees may be unaware that these gaps exist in certain circumstances, and
reviews can bring them to light. Furthermore, it will be able to identify areas for
development, emphasizing the need for online training. Online skills evaluation data may
also be utilized to build personalized online training content during the development phase.
The second approach is to monitor employee motivation. CGV may perform focus groups,
interviews, and online meetings to evaluate both their degree and kind of motivation;
moreover, it can improve their motivation by encouraging online training. On-the-job
observations are the final execution CGV should evaluate. Among these benefits include
the ability to detect employee strengths, shortcomings, and performance gaps, as well as
monitor their attitudes toward their job obligations.

QUESTION 3

A skill-based training method would be the best solution for a Compensation & Benefits
Specialist. Skill-based learning focuses on building and using specific skills that may
subsequently be utilized to get the mandatory information. To assist people retain
knowledge, the classroom (or even in the real office room) atmosphere will foster
individualism as well as a blend of active learning and cooperation. This employment role,
in particular, necessitates extensive understanding of payroll, technology, and labor laws. It
is also necessary to have prior payroll expertise, especially if working for a multinational
organization with a massive database.

Simulated assignments can entail groups of people working together to assess each other's
knowledge and help them grow and learn. This type of learning is helpful for increasing
self-confidence, which will assist the person perform successfully. It also implies that they
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will be more receptive to other, maybe more difficult subjects since they will believe they
have the abilities and competence to quickly address the difficulties in front of them. It
enables employees to develop strong numerical and analytical abilities, as well as the
ability to conduct quantitative data and trend research. A specialist enrolled in this skill-
based program can develop the organizational abilities required to handle many projects at
the same time.

This training style, in my opinion, is suitable for a Compensation & Benefits Specialist
since it allows participants to access, process, and then communicate the material they
have acquired rather than simply writing it down. It not only assists the individual in
learning what they need to achieve in the course of the specific online training, but it also
assists in the development of life skills that may help the individual grow and advance. As
the employees work together to solve challenges and help each other attain the goals, they
will improve their cooperation and communication skills. Furthermore, it improves the
collaboration trait by promoting amiability at work and presenting a good-natured,
cooperative attitude while staying professional.

QUESTION 4

If the business wants to use work experience as a way of employee development, it has
several options to select from. On-the-job training, temporary worker assignments,
internships, cross-training, and promotions are some of them. Companies utilize various
ways since it allows them to educate various skills, knowledge, and competencies to
execute the job inside the workplace. Organizations must keep on top of training in order
to gain from it by improving the company's reputation and worthiness.

When it comes to employee development programs, I would personally prefer on-the-job

training. A practical learning course, in my opinion, is a method of obtaining new
competencies and abilities required for a profession in a realistic, or nearly actual, working
environment. Instead of showing employees presentations or handing out worksheets, I can
learn about the job by doing it. This training occurs in the workplace, under the supervision
of a supervisor, manager, or another knowledgeable employee. Although it is not usually
common practice, it has been shown to boost production and efficiency in some industries.
New employees who receive on-the-job training get a first-hand view of all of the work
routines they will face. I learn about workplace requirements, equipment usage, and any
other skills required to do their job well. It also allows employees like me to obtain
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experience working in conditions that are extremely similar to those they would face on a
daily basis, and they will utilize the same tools and equipment required for their profession
while being directed by an expert trainer. This sort of training can aid in speedier
onboarding and attaining a satisfactory level of performance. It enables people to
understand processes in your business more quickly and efficiently. Furthermore, because
they demonstrate capacity during the training process, on-the-job training helps firms to
discover the proper personnel for the position. Furthermore, by providing on-the-job
training, companies become more appealing to potential employees. It is considered that
this alternative is appropriate for employees to fully comprehend their actual jobs and
responsibilities.

IV. CONCLUSION

This essay focuses on the employment role of Compensation & Benefits Specialist at
CGV. To conclude, it is extremely crucial for the organization to design a needs
assessment and assessment readiness of learning for employees before implementing any
learning program for training and development. Employees can profit from training on a
personal level by pointing to the favourable impacts on their performance and capacity to
utilize their full potential. Employee training programs provide them with the skills and
information they need to execute their everyday jobs. Furthermore, training programs give
employees with significant information in their particular professions, helping them to gain
experience and become more comfortable doing their jobs. Employees that learn these
abilities will be able to increase their productivity and efficiency.

V. REFERENCES

Abdou, Y. (2021, November 25). Training Programs: Importance of Training your

Employees. Factorial Blog. Retrieved from https://factorialhr.com/blog/training-programs-
employees/

CGV. Retrieved from https://www.cgv.vn/default/about-cgv/

Human Resource Quality Remains a Challenge for Vietnam. (2019, November 19). HR
Asia. Retrieved from https://hr.asia/featured-news/human-resource-quality-remains-a-
challenge-for-vietnam/

How To Conduct a Learning & Development Readiness Assessment. (n.d.).

SuccessCOACHING. Retrieved from https://successcoaching.co/blog/learning-and-
development-readiness-assessment

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icdadmin. (2018, January 9). Skill-Based vs Knowledge-Based Online Training.
ICDTranslation. Retrieved from http://icdtranslation.com/skill-based-and-knowledge-
based-online-training/#:~:text=Skill%2DBased%20Learning%20Method&text=Definition
%3A%20Skill%2Dbased%20learning%20revolves,the%20people%20retain%20the
%20knowledge.

On-the-job training. (2021, December 7). VALAMIS. Retrieved from

https://www.valamis.com/hub/on-the-job-training

Pappas, C. (2016, August 5). 7 Ways To Gauge The Readiness Of Corporate Learners.
ELearning Industry. Retrieved from https://elearningindustry.com/gauge-readiness-
corporate-learners

Taylor, T. C. (2014, December 9). Top 10 Skills Every Compensation Manager Needs.
Payscale. Retrieved from
https://www.payscale.com/compensation-trends/top-10-skills-every-compensation-
manager-needs/

van Vulpen, E. (n.d.). The Compensation and Benefits Manager – A Full Guide. Academy
to Innovate HR. Retrieved from https://www.aihr.com/blog/compensation-and-benefits-
manager/#:~:text=If%20you%20want%20to%20be,in%20finance%20and%20statistical
%20analysis.