| Abstract | Training and career development have an important role in enhancing effectiveness of any organization and experiences of employees in work. Training has indicated for health and safety and productivity at work and individual development. All organizations often organize courses to train and develop their employees. Most organizations understand training needs to output appropriate training and development programs. Such investment in training and career development can bring many benefits for the organization and its employees in the instant and future.
Therefore, it is easily explained that CLJOC has been investing in its workforce by spending about 900,000 USD per year for the training programs to improve its engineers’ competencies in order to contribute their performance to the development of CLJOC. The productivity will be increased when skills, knowledge and attitude of individual employees are improved. It also means employees will apply what they learned and obtained from the training courses for their job related to sales, production, marketing maintenance, management that will direct their attention and effort towards the supports of training development and delivery.
It can’t be denied that the training programs provided by CLJOC has had some strengths such as multi-types of training programs (in-house, local, overseas and further education), flexible training time, strong budget,… However, it has still had some weaknesses that need to be improved, like no evaluation after each training program, no priority for each training program, unfairness and dissatisfaction among engineers,… Hence, the effectiveness of training programs has not been adequate to the budget.
Throughout the data collection process, the author figured out the root problems of current training programs happening at the stages related to identification of individual development plan (IDP), plan of training programs and implementation of such programs. Thus, the author proposed some recommendations to improve the effectiveness of training programs, especially evaluation after each training programs that CLJOC is now lacking of. |