Table 2.6: Sample mechanics according to general information
CHARACTERISTIC
Frequency (people) | Ratio (%) | ||
SEX | Male | 59 | 45.4 |
Female | 71 | 54.6 | |
AGE | Under 25 years old | 25 | 19.2 |
25-30 years old | 40 | 30.8 | |
31-40 years old | 51 | 39.2 | |
Over 40 years old | 14 | 10.8 | |
WORK LOCATION | Management staff | 15 | 11.5 |
Professional | 35 | 26.9 | |
Worker | 74 | 56.9 | |
Other | 6 | 4.6 | |
EDUCATION | High school | 14 | 10.8 |
Intermediate | 35 | 26.9 | |
College | 50 | 38.5 | |
University | 26 | 20.0 | |
Above university | 5 | 3.8 | |
WORK EXPERIENCE | Under 2 years | 23 | 17.7 |
From 2 - 5 years | 39 | 30.0 | |
From 5 - 10 years | 53 | 40.8 | |
Over 10 years | 15 | 11.5 |
Maybe you are interested!
-
Basis of Formation and Proposed Research Model -
Preliminary Test of Reliability of Scale in Research Model -
Theoretical Basis of Customer Satisfaction and Proposed Research Model -
Building a Scale and Research Model of Factors Affecting Customers' Decision to Choose a Bank to Deposit Savings at -
Proposed Research Model
(Source: Data processing results using SPSS 20.0)
By gender, based on the results of the table above, it can be seen that the ratio of men and women is not significantly different. Of the 130 interviewed subjects, 59 were men (45.4%) and 71 were women (54.6%). This shows that the majority of the company's workforce is female, which is understandable as the textile industry requires meticulousness and high aesthetics.
By age, the number of employees working at the company is mainly between 31 and 40 years old, accounting for the largest proportion with 51 people (accounting for 39.2% of the total 130 people surveyed). In contrast, the age group over 40 accounts for only 14 people.
corresponding to 10.8%. This shows that the majority of employees in the sample survey have worked at the company for a long time. In addition, the 29/3 Textile Company owns a team of employees who are in the "mature" stage of their careers, rich in experience, dynamic and creative in their work.
According to education level, we see that the “College” level group accounts for the largest number with 50 responses (accounting for 38.5% of the total 130 people surveyed). In contrast, the “High school” group only accounts for 14 people with 10.8%. It is understandable that the majority of employees in the sample survey are workers, so the company will focus more on skills than education level. In addition, we see that in recruitment rounds, the company still prioritizes the profiles of candidates with a college degree or higher. This is a suitable screening method combining the “degree” from the application round and the actual “level” during the interview, increasing the ability to find potential employees for the company.
According to the working position, we see that the number of workers accounts for the largest number in the sample survey with 74 respondents corresponding to 59.9%. On the contrary, the "Other" department accounts for the smallest number with only 5 people corresponding to 4.6%. Indeed, the company's main workforce comes from the production department, this is the position that requires the largest number of people, especially sewing workers, with high technical skills required to produce quality garment products for the company's market.
Based on work experience, we see that the group with 5-10 years of experience accounts for the highest percentage with 40.8% corresponding to 53 employees. On the contrary, the group with over 10 years of experience accounts for the lowest percentage with 11.5% corresponding to 15 people. This shows that the majority of employees at the company are people with seniority and experience in the field, with their capacity they are increasingly supporting and helping the company develop.
2.4.2. Scale encoding
Table 2.7: Formation of measurement scale based on proposed research model
Scale
Observation variable | Encryption | |
Training program | You are fully trained in the necessary skills. | CTDT1 |
You are informed about the training objectives. | CTDT2 | |
Practical training program | CTDT3 | |
Training content is always updated and innovated to help improve high skill at work | CTDT4 | |
The program is worth the money and time. space | CTDT5 | |
The training process is well organized and planned. planning and professionalism | CTDT6 | |
Do you want to work on building programs? regular training | CTDT7 | |
Overall, how satisfied are you with the program elements? training program | CTDT8 | |
Teaching staff | The teaching staff is highly qualified and regularly update knowledge | DNGV1 |
The lecturer teaches effectively, easily understood and enthusiastically. | DNGV2 | |
Practical lectures, attractive and engaging design | DNGV3 | |
Practiced during training and job | DNGV4 | |
Documents provided by lecturers are complete and updated. lots of new knowledge | DNGV5 | |
Overall, are you satisfied with the teaching staff? teaching | DNGV6 | |
Training program helps you make the most of it ability to proactively improve work efficiency | UDDT1 | |
The training program helps you integrate with colleagues to identify strengths and weaknesses | UDDT2 |
Training application
self | ||
The training program helps you master professional skills to apply effectively in your work. job | UDDT3 | |
You can guide other colleagues like a typical person | UDDT4 | |
Work results | Results obtained from the content of training programs help you demonstrate good professional knowledge than | KQCV1 |
The results obtained from the training program help you apply effective work problem solving skills. more fruit | KQCV2 | |
The results obtained from the training program help You plan to achieve your goals better. | KQCV3 | |
The results obtained from the training program help you develop personal capacity | KQCV4 | |
The results obtained from the training program will help you gain knowledge to consult more in your work. than | KQCV5 |
(Source: Author's investigation results in 2020)
2.4.3. Scale verification
2.4.3.1. Cronbach's Alpha reliability test
Table 2.8: Reliability test of independent variables scale
Observation variable
Total variable correlation coefficient | Cronbach's Alpha coefficient if variable is excluded | |
Training and development program: Cronbach's Alpha = 0.763 | ||
CTDT1 | 0.579 | 0.717 |
CTDT2 | 0.407 | 0.747 |
CTDT3 | 0.638 | 0.708 |
CTDT4 | 0.300 | 0.769 |
CTDT5 | 0.339 | 0.760 |
CTDT6 | 0.532 | 0.726 |
CTDT7 | 0.588 | 0.716 |
CTDT8 | 0.358 | 0.757 |
Teaching staff: Cronbach's Alpha = 0.864 | ||
DNGV1 | 0.796 | 0.816 |
DNGV2 | 0.584 | 0.854 |
DNGV3 | 0.530 | 0.863 |
DNGV4 | 0.630 | 0.851 |
DNGV5 | 0.695 | 0.835 |
DNGV6 | 0.760 | 0.823 |
Post-training application: Cronbach's Alpha = 0.824 | ||
UDDT1 | 0.646 | 0.781 |
UDDT2 | 0.623 | 0.788 |
UDDT3 | 0.712 | 0.762 |
UDDT4 | 0.504 | 0.821 |
Work results: Cronbach's Alpha = 0.851 | ||
KQLV1 | 0.704 | 0.814 |
KQLV2 | 0.560 | 0.840 |
KQLV3 | 0.702 | 0.813 |
KQLV4 | 0.445 | 0.850 |
KQCV5 | 0.684 | 0.817 |
(Source: Author's investigation results in 2020)
- The factor " Training and development program " includes 8 observed variables from "CTDT1" to "CTDT8". We can see that all observed variables have a total correlation coefficient greater than 0.3 and are all less than the total Cronbach Alpha of 0.763 (acceptable correlation coefficient), so all these observed variables are accepted for inclusion in the study.
- The factor " Teaching faculty " includes 6 observed variables from "DNGV1" to "DNGV6". We can see that all observed variables have a total correlation coefficient greater than 0.3 and are all less than the total Cronbach Alpha of 0.864 (high correlation coefficient), so all these observed variables are accepted for inclusion in the study.
- The factor “ Post-training application ” includes 4 observed variables from “UDDT1” to “UDDT4”. We can see that all observed variables have total correlation coefficients greater than 0.3 and less than total Cronbach Alpha of 0.824 (high correlation coefficient), so all these observed variables are accepted for inclusion in the study.
- The factor " Work results " includes 5 observed variables from "KQLV1" to "KQLV5". We can see that all observed variables have a total correlation coefficient greater than 0.3 and less than the total Cronbach Alpha of 0.851 (high correlation coefficient), so all these observed variables are accepted for inclusion in the study.
2.4.3.2. Employee evaluation of training and development of 29/3 Textile Joint Stock Company.
2.4.3.2.1. Employee assessment of the Training and Development Program factor group.
Table 2.9: Employee evaluation of “Training and development program”
Observation variable
1 | 2 | 3 | 4 | 5 | Test value Value) | Average value (Mean) | Sig. (2- tailed) | |
% | % | % | % | % | ||||
You are trained full of necessary skills | 7.7 | 7.7 | 22.3 | 23.8 | 38.5 | 4 | 3.78 | 0.044 |
You are known to leak Training objectives | 6.9 | 33.1 | 24.6 | 20.0 | 15.4 | 4 | 3.04 | 0.000 |
Close training program with reality | 5.4 | 28.5 | 26.9 | 20.8 | 18.5 | 4 | 3.18 | 0.000 |
Training content is always updated and innovated to help improve skills in job | 19.2 | 16.2 | 18.5 | 30.8 | 15.4 | 4 | 3.07 | 0.000 |
Worthwhile program at the cost of money and time | 12.3 | 10.0 | 26.2 | 26.9 | 24.6 | 4 | 3.42 | 0.000 |
The training process is well organized, planned and professional. career | 4.6 | 28.5 | 22.3 | 23.1 | 21.5 | 4 | 3.28 | 0.000 |
You want to work on training program development frequent | 6.9 | 21.5 | 20.0 | 32.3 | 19.2 | 4 | 3.35 | 0.000 |
Overall, how satisfied are you with the program elements? training program | 11.5 | 11.5 | 26.9 | 26.9 | 23.1 | 4 | 3.38 | 0.000 |
(Source: Results of the author's 2020 investigation) In the comments belonging to the factor group "Training and development program", we see that the comment " You are fully trained in the necessary skills " is highly appreciated.
highest with 23.8% agreeing and 38.5% strongly agreeing. On the contrary, the statement "The training process is well organized, planned and professional " was rated lowest with 23.1% agreeing and 24.5% strongly agreeing respectively. Overall, employees are still not satisfied with this group of factors, the training and development programs are still at the "fair" level, not meeting their expectations.
Assumption:
+ H ₒ : µ = 4 (Sig. 2-tailed > 0.05): Employees agree with the above statements.
+ H ₁ : µ ≠ 4 (Sig. 2-tailed < 0.05): Based on the average value to evaluate the level of agreement of employees on the above statement.
With significance level α = 0.05
+ Sig 0.05: Reject hypothesis Hₒ, accept hypothesis H₁
+ Sig > 0.05: Accept hypothesis Hₒ
From the results of the table, we can see that all 8 statements have a significance level of Sig. (2-tailed) < 0.05 (accept H₁, reject Hₒ). Therefore, the study will rely on the average value of these statements to evaluate the level of agreement of employees.
- Employees do not agree with the statements in the group of factors "Training and development programs" when the average values (Mean) do not exceed the level of agreement (Test Value = 4). Indeed, they believe that although the number of training programs of the company each year is quite large, they do not meet the requirements of output quality, are not highly applicable and do not bring immediate results. The training sessions are still "heavy" in theory and are not practical and applicable immediately in work. In addition, the training content is in-depth but has not been updated and innovated to suit current market trends. The training processes are not highly connected and interactive, and employees sometimes even say that they cannot distinguish whether they are "going to school" or "going to a meeting" when there is almost no interaction between the lecturer and the employees attending the class, there are no games or team challenges to practice right after the lecture, and there is no time for questions from employees. Therefore, the 29/3 company needs to consider and consider this issue to have a way to handle, overcome and adjust the teaching curriculum.