About the Practicality of the Course for Students

o Can you list the non-training impacts that affect the productivity and quality of your employees' work?

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Maybe you are interested!

Mobile Phone Usage in Hanoi Inner City Area zt2i3t4l5ee zt2a3gsconsumer,consumption,consumer behavior,marketing,mobile marketing zt2a3ge zc2o3n4t5e6n7ts - Test the relationship between demographic variables and consumer behavior for Mobile Marketing activities The analysis method used is the Chi-square test (χ2), with statistical hypotheses H0 and H1 and significance level α = 0.05. In case the P index (p-value) or Sig. index in SPSS has a value less than or equal to the significance level α, the hypothesis H0 is rejected and vice versa. With this testing procedure, the study can evaluate the difference in behavioral trends between demographic groups. CHAPTER 4 RESEARCH RESULTS During two months, 1,100 survey questionnaires were distributed to mobile phone users in the inner city of Hanoi using various methods such as direct interviews, sending via email or using questionnaires designed on the Internet. At the end of the survey, after checking and eliminating erroneous questionnaires, the study collected 858 complete questionnaires, equivalent to a rate of about 78%. In addition, the research subjects of the thesis are only people who are using mobile phones, so people who do not use mobile phones are not within the scope of the thesis, therefore, the questionnaires with the option of not using mobile phones were excluded from the scope of analysis. The number of suitable survey questionnaires included in the statistical analysis was 835. 4.1 Demographic characteristics of the sample The structure of the survey sample is divided and statistically analyzed according to criteria such as gender, age, occupation, education level and personal income. (Detailed statistical table in Appendix 6) - Gender structure: Of the 835 completed questionnaires, 49.8% of respondents were male, equivalent to 416 people, and 50.2% were female, equivalent to 419 people. The survey results of the study are completely consistent with the gender ratio in the population structure of Vietnam in general and Hanoi in particular (Male/Female: 49/51). - Age structure: 36.6% of respondents are <23 years old, equivalent to 306 people. People from 23-34 years old accounting for the highest proportion: 44.8% equivalent to 374 people, people aged 35-45 and >45 are 70 and 85 people equivalent to 8.4% and 10.2% respectively. Looking at the results of this survey, we can see that the young people - youth account for a large proportion of the total number of people participating in the survey. Meanwhile, the middle-aged people including two age groups of 35 - 45 and >45 have a low rate of participation in the survey. This is completely consistent with the reality when Mobile Marketing is identified as a Marketing service aimed at young people (people under 35 years old). - Structure by educational level: among 835 valid responses, 541 respondents had university degrees, accounting for the highest proportion of ~ 75%, 102 had secondary school degrees, ~ 13.1%, and 93 had post-graduate degrees, ~ 11.9%. - Occupational structure: office workers and civil servants are the group with the highest rate of participation with 39.4%, followed by students with 36.6%. Self-employed people account for 12%, retired housewives are 7.8% and other occupational groups account for 4.2%. The survey results show that the student group has the same rate as the group aged <23 at 36.6%. This shows the accuracy of the survey data. In addition, the survey results distributed by occupational criteria have a rate almost similar to the sample division rate in chapter 3. Therefore, it can be concluded that the survey data is suitable for use in analysis activities. - Income structure: the group with income from 3 to 5 million has the highest rate with 39% of the total number of respondents. This is consistent with the income structure of Hanoi people and corresponds to the average income of the group of civil servants and office workers. Those People with no income account for 23%, income under 3 million VND accounts for 13% and income over 5 million VND accounts for 25%. 4.2 Mobile phone usage in Hanoi inner city area According to the survey results, most respondents said they had used the phone for more than 1 year, specifically: 68.4% used mobile phones from 4 to 10 years, 23.2% used from 1 to 3 years, 7.8% used for more than 10 years. Those who used mobile phones for less than 1 year accounted for only a very small proportion of ~ 0.6%. (Table 4.1) Table 4.1: Time spent using mobile phones Frequency Ratio (%) Valid Percentage Cumulative Percentage Alid <1 year 5 .6 .6 .6 1-3 years 194 23.2 23.2 23.8 4-10 years 571 68.4 68.4 92.2 >10 years 65 7.8 7.8 100.0 Total 835 100.0 100.0 The survey indexes on the time of using mobile phones of consumers in the inner city of Hanoi are very impressive for a developing country like Vietnam and also prove that Vietnamese consumers have a lot of experience using this high-tech device. Moreover, with the majority of consumers surveyed having a relatively long time of use (4-10 years), it partly proves that mobile phones have become an important and essential item in people's daily lives. When asked about the mobile phone network they are using, 31% of respondents said they are using the network of Vietel company, 29% use the network of of Mobifone company, 27% use Vinaphone company's network and 13% use networks of other providers such as E-VN telecom, S-fone, Beeline, Vietnammobile. (Figure 4.1). Figure 4.1: Mobile phone network in use Compared with the announced market share of mobile telecommunications service providers in Vietnam (Vietel: 36%, Mobifone: 29%, Vinaphone: 28%, the remaining networks: 7%), we see that the survey results do not have many differences. However, the statistics show that there is a difference in the market share of other networks because the Hanoi market is one of the two main markets of small networks, so their market share in this area will certainly be higher than that of the whole country. According to a report by NielsenMobile (2009) [8], the number of prepaid mobile phone subscribers in Hanoi accounts for 95% of the total number of subscribers, however, the results of this survey show that the percentage of prepaid subscribers has decreased by more than 20%, only at 70.8%. On the contrary, the number of postpaid subscribers tends to increase from 5% in 2009 to 19.2%. Those who are simultaneously using both types of subscriptions account for 10%. (Table 4.2). Table 4.2: Types of mobile phone subscribers Frequency Ratio (%) Valid Percentage Cumulative Percentage Valid Prepay 591 70.8 70.8 70.8 Pay later 160 19.2 19.2 89.9 Both of the above 84 10.1 10.1 100.0 Total 835 100.0 100.0 The above figures show the change in the psychology and consumption habits of Vietnamese consumers towards mobile telecommunications services, when the use of prepaid subscriptions and junk SIMs is replaced by the use of two types of subscriptions for different purposes and needs or switching to postpaid subscriptions to enjoy better customer care services. In addition, the majority of respondents have an average spending level for mobile phone services from 100 to 300 thousand VND (406 ~ 48.6% of total respondents). The high spending level (> 500 thousand VND) is the spending level with the lowest number of people with only 8.4%, on the contrary, the low spending level (under 100 thousand VND) accounts for the second highest proportion among the groups of respondents with 25.4%. People with low spending levels mainly fall into the group of students and retirees/housewives - those who have little need to use or mainly use promotional SIM cards. (Table 4.3). Table 4.3: Spending on mobile phone charges Frequency Ratio (%) Valid Percentage Cumulative Percentage Valid <100,000 212 25.4 25.4 25.4 100-300,000 406 48.6 48.6 74.0 300,000-500,000 147 17.6 17.6 91.6 >500,000 70 8.4 8.4 100.0 Total 835 100.0 100.0 The statistics in Table 4.3 are similar to the percentages in the NielsenMobile survey results (2009) with 73% of mobile phone users having medium spending levels and only 13% having high spending levels. The survey results also showed that up to 31% ~ nearly one-third of respondents said they sent more than 10 SMS messages/day, meaning that on average they sent 1 SMS message for every working hour. Those with an average SMS message volume (from 3 to 10 messages/day) accounted for 51.1% and those with a low SMS message volume (less than 3 messages/day) accounted for 17%. (Table 4.4) Table 4.4: Number of SMS messages sent per day Frequency Ratio (%) Valid Percentage Cumulative Percentage Valid <3 news 142 17.0 17.0 17.0 3-10 news 427 51.1 51.1 68.1 >10 news 266 31.9 31.9 100.0 Total 835 100.0 100.0 Similar to sending messages, those with an average message receiving rate (from 3-10 messages/day) accounted for the highest percentage of ~ 55%, followed by those with a high number of messages (over 10 messages/day) ~ 24% and those with a low number of messages received daily (under 3 messages/day) remained at the bottom with 21%. (Table 4.5) Table 4.5: Number of SMS messages received per day Frequency Ratio (%) Valid Percentage Cumulative Percentage Valid <3 news 175 21.0 21.0 21.0 3-10 news 436 55.0 55.0 76.0 >10 news 197 24.0 24.0 100.0 Total 835 100.0 100.0 When comparing the data of the two result tables 4.4 and 4.5, we can see the reasonableness between the ratio of the number of messages sent and the number of messages received daily by the interview participants. 4.3 Current status of SMS advertising and Mobile Marketing According to the interview results, in the 3 months from the time of the survey and before, 94% of respondents, equivalent to 785 people, said they received advertising messages, while only a very small percentage of 6% (only 50 people) did not receive advertising messages (Table 4.6). Table 4.6: Percentage of people receiving advertising messages in the last 3 months Frequency Ratio (%) Valid Percentage Cumulative Percentage Valid Have 785 94.0 94.0 94.0 Are not 50 6.0 6.0 100.0 Total 835 100.0 100.0 The results of Table 4.6 show that consumers in the inner city of Hanoi are very familiar with advertising messages. This result is also the basis for assessing the knowledge, experience and understanding of the respondents in the interview. This is also one of the important factors determining the accuracy of the survey results. In addition, most respondents said they had received promotional messages, but only 24% of them had ever taken the action of registering to receive promotional messages, while 76% of the remaining respondents did not register to receive promotional messages but still received promotional messages every day. This is the first sign indicating the weaknesses and shortcomings of lax management of this activity in Vietnam. 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Students Participate in Exploring the Dragons at Ngoai Gate - National Treasures at the Temple of King Dinh Tien Hoang
Managing medical ethics education for nursing students in medical colleges - 32
Adjusting Loan Policies Reasonable To Encourage And Facilitate Meeting Students' Learning Needs
Implementing credit policy for students at Vietnam Bank for Social Policies - 2

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o According to you, what is the difference in the level of achieving work goals before and after the course?

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8. About the practicality of the course for students

o Does the course directly relate to your employees' work?

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o Can you give us some examples or cases to illustrate your point?

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INTERVIEW GUIDE TO ASSESS STUDENTS' IMPACT ON THE ORGANIZATION AFTER THE COURSE

(For C manager-Attached to PV-D1 form)

First of all, our research team would like to sincerely thank you for your cooperation in answering the survey questions that we sent to you before. We would be very happy if you could share some more experiences to help us have more basis in proposing to improve the quality of EVN's CNKT training. We respect and commit to keep confidential the information received from you.

1 Manager's name: ……………….……………………………………………………………………

2 Unit: ………………………………………... 3 Working group: ……………………………….........

4 Courses: …………………………………………................................................

Pre- and post-course comparison evaluation

1a. Level of understanding of work ability before attending the course

Rating :/5

Question: How do you rate?score on the level of competence and working ability of your staff before attending the course. I understand that this assessment is very high/low…

o Can you share more details about why you chose that answer?

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o Can you list the employee competency content that you knew/ or did not know before attending the course?

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o What knowledge do you have of your employees? Did you learn it through any training program or did you learn it yourself while working at the Company?

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1b. Level of understanding of knowledge and skills after attending the course

Rating :/5

Question: How would you rate your employees' level of knowledge after attending the course? I understand that this rating is very high/low…

o Can you share more details about why you chose that answer?

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o According to you, what is the difference in knowledge of your employees before and after attending the course? Can you list some new knowledge (or more standardized) after attending the course?

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o Did you learn the knowledge from the course or from colleagues or other sources of information?

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2a. Level of knowledge and skills used in work before the course

Rating:/5

Question: How do you rate?/5 points on the extent to which your employees used the knowledge in their work before attending the course. I understand that this rating is very high/low…

o Can you share more details about why you chose this option?

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o Can you list the employee knowledge that you have used well/not well in your work?

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2b. Level of application of knowledge and skills in work after the course

Rating :/5

Question: How do you rate?/5 points on the extent to which your staff have used the knowledge in their work after attending the course. I understand that this rating is very high/low…

o Can you share more details about why you chose this option?

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o According to you, what is the difference in the level of knowledge usage between before and after the course?

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3a. Level of labor productivity increase before attending the course:

Rating:/5

Question: How do you rate?/5 points on the level of your staff using the skill before attending the course. I understand that rating is very high/low…

o Can you share more details about why you chose this option?

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o Can you list the employee skills you have used in your job?

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3b. Level of increase in labor productivity after attending the course:

Rating:/5

Question: How do you rate?/5 points on the level of your staff using the skill after attending the course. I understand that the rating is very high/low…

o Can you share more details about why you chose this option?

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o According to you, what is the difference in the level of skill use of your employees before and after attending the course?

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………………………………………………………………………………………………………………… 4a. Regarding the level of support you received at your workplace before your employees attended the course Evaluation score:/5

Question: How do you rate?/5 points on the level of support you provide to employees at work.

I understand that rating is high/low…

o Can you share more details about why you chose this option?

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o Can you list some examples of support you think is good/ or not so good from:

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o Do you think that level of support is appropriate to help your employees do their jobs well?

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………………………………………………………………………………………………………………… 4b. Regarding the level of support you provide at the workplace after your employees attend the course Evaluation score:/5

Question: How do you rate?/5 points on the level of support you have at work. I understand that rating is high/low…

o Can you share more details about why you chose this option?

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o In your opinion, what is the difference in support you received before and after attending the course?

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o Do you think that level of support is appropriate for your employees?

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5a. Level of guidance and supervision of students before attending the course

Rating:/5

Question: How do you rate?/5 points for the level of support your staff received through coaching and supervision prior to attending the course. I understand that this rating is high/low…

o Can you share more details about why you chose this option?

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o Can you list some examples of what you think is good/or bad about your practical guidance or supervision work:

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o Do you think that level of guidance and supervision is appropriate for your employees?

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5b. Level of guidance and supervision after attending the course

Rating:/5

Question: How do you rate?/5 points on the level of support your staff received through coaching and supervision after attending the course. I understand that the rating is high/low…

o Can you share more details about why you chose this option?

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o According to you, what is the difference between before and after the course?

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o Do you think that level of guidance and supervision is appropriate?

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6a. Level of use of labor equipment (equipment, working conditions...) before the course

Rating:/5

Question: How do you rate?/5 points on the extent to which your employees have access to the resources they need to do their jobs. I understand that this rating is high/low…

o Can you share more details about why you chose this option?

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o Can you list some of the employee resources you have access to that you think are good/or bad?

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o Do you think this level of access is appropriate?

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6b. Level of use of labor equipment (equipment, working conditions...) after the course

Rating:/5

Question: How do you rate?/5 points on the extent to which your employees have access to the necessary resources

to do the job. I understand that the rating is high/low…

o Can you share more details about why you chose this option?

……………………………………………………………………………………………………………………………………………

o According to you, what is the difference between before and after the course?

……………………………………………………………………………………………………………………………………………

o Do you think this level of access is appropriate?

……………………………………………………………………………………………………………………………………………

7a. Level of achievement of work goals before the course

Rating:/5

Question: How do you rate?/5 points on the level of achievement of your employee's work goals before attending the course. I understand that the assessment is high/low…

o Can you share more details about why you chose this option?

……………………………………………………………………………………………………………………………………………

o Can you list the work items that you think your employees have completed very well/not well?

……………………………………………………………………………………………………………………………………………

o In your opinion, are the job items that your employees do well/not well related to having/not having the knowledge or skills to do the job?

……………………………………………………………………………………………………………………………………………

o Can you list the knowledge & skills that have helped your employees do their jobs well/ or the knowledge & skills that need to be provided to do their jobs better?

……………………………………………………………………………………………………………………………………………

o In your opinion, is the productivity or quality of your employees' work influenced by factors other than job knowledge and skills? Is that influence significant or insignificant on your employees' work?

……………………………………………………………………………………………………………………………………………

o Can you list any non-training factors that affect your productivity or quality of work?

……………………………………………………………………………………………………………………………………………

7b. Level of achievement of work goals after the course

Rating:/5

Question: How do you rate?/5 points on the level of achievement of your employee's work goals after attending the course. I understand that the assessment is high/low…

o Can you share more details about why you chose this option?

……………………………………………………………………………………………………………………………………………

o Can you list the work items that you think your employees have completed very well/not well?

……………………………………………………………………………………………………………………………………………

o In your opinion, are the job items that your employees do well/not well related to having/not having the knowledge or skills to do the job?

……………………………………………………………………………………………………………………………………………

o Can you list the knowledge & skills that have helped your employees do their jobs well/ or the knowledge & skills that need to be provided to do their jobs better?

……………………………………………………………………………………………………………………………………………

o Do you think that the productivity and quality of your employees' work is influenced by factors other than knowledge and job skills? If so, is that impact significant or insignificant on your work?

……………………………………………………………………………………………………………………………………………

o Can you list the non-training impacts that affect the productivity and quality of your employees' work?

……………………………………………………………………………………………………………………………………………

o According to you, what is the difference in the level of achieving work goals before and after the course?

……………………………………………………………………………………………………………………………………………

8. Regarding the practicality of the course in influencing organizational change in terms of style, knowledge, skills, productivity, and work efficiency, helping the organization develop.

o Does the course directly relate to your employees' work?

……………………………………………………………………………………………………………………………………………

o Can you give us some examples or cases to illustrate your point?

……………………………………………………………………………………………………………………………………………

QUESTIONNAIRE ON THE QUALITY OF VIETNAM ELECTRICITY INDUSTRY TECHNICAL WORKERS TRAINING SCHOOL

Table A: Questionnaire for CNKT

(Criteria for assessing the quality of CNKT training)

Linking training with practical needs brings benefits to both businesses and training institutions. Through this questionnaire, the Research Team would like to receive your opinions on issues related to the quality of technical worker training (CNKT) of schools and CNKT training institutions of Electricity Industry, in order to propose policies to help improve training quality and build appropriate training and development programs. We appreciate your cooperation in answering the questions below. We respect and commit to keep confidential the information received from you.

Thank you for your cooperation!

I. Personal information:

PART 1: IDENTIFICATION INFORMATION

(Please fill in the information and tick V in the selected box)

1 Full name: ……………………….. 2 Male Female; Age: …………….

3 Years of work experience: …………………... 4 Level of worker: ……………………

5 Specialization: Elementary (< 6 months) training/Intermediate (2 years)/Vocational College: ……

6 Working group: …………………….........

7 Professional skills: QLVH; Measurement; Regulation; Other (specify): ………………

8 Position: Team Leader; Employee; Manager; Other (specify): ……………

9 Number of direct management staff, if any: ………………………………………………...

II. Course information: