human resources for industrialization and modernization associated

Transcription

HO CHI MINH NATIONAL ACADEMY OF POLITICS AND
PUBLIC ADMINISTRATION
------------------------------
HA THI HANG
HUMAN RESOURCES FOR INDUSTRIALIZATION
AND MODERNIZATION ASSOCIATED WITH
KNOWLEDGE - BASED ECONOMIC DEVELOPMENT
IN THUA THIEN HUE NOWADAYS
THE DOCTORAL THESIS IN ECONOMICS
HA NOI – 2013
HO CHI MINH NATIONAL ACADEMY OF POLITICS AND
PUBLIC ADMINISTRATION
------------------------------
HA THI HANG
HUMAN RESOURCES FOR INDUSTRIALIZATION
AND MODERNIZATION ASSOCIATED WITH
KNOWLEDGE - BASED ECONOMIC DEVELOPMENT
IN THUA THIEN HUE NOWADAYS
Major
Code
: Political Economy
: 62 31 01 01
THE DOCTORAL THESIS IN ECONOMICS
Scientific instructors: 1. Associate Prof.Dr.Tran Quang Lam
2. Dr. Vu Thi Thoa
HA NOI – 2013
CERTIFICATE OF ORIGINALITY
I here by declare that the research paper titled “Human Resources
For Industrialization And Modernization Associated With Knowledgebased Economic Development In Thua Thien Hue Nowadays” my own
work and to the best of my knowledge. Data and materials used in the
thesis are real with obvious origins; findings in this thesis are studied
results of the writer.
AUTHOR OF THE THESIS
Ha Thi Hang
LIST OF ABRREVIATIONS
CNH
CNH, HĐH
CMKT
CNTT
CNXH
CNKT
CĐ
ĐH
FDI
GD - ĐT
GS
KTTT
KTTTh
KT - XH
KH - CN
KCN
LLLĐ
LLSX
LĐ
NCS
NNL
NNLCLC
NNLKH - CN
PGS
SC
SX - KD
THCS
THPT
THCN
Ths
TCCN
TC
TCH
UBND
Industrialization
Industrialization, Modernization
Technical expertise
Information technology
Socialism
Technical worker
Junior College
University
Foreign Direct Investment
Education- Training
Professor
Market economy
Knowledge-based economy
Socio-economy
Science-technology
Industrial Zone
Labor force
Production labor force
Labor
Postgraduate
Human resource
High-quality Human resource
Scientific-technological Human resource
Associate Professor
Elementary
Production-Business
Sencondary School
High School
Vocational school
Master
Vocational Intermediate
Intermediate
Globalization
People’s Committee
TABLE OF CONTENT
Page
INTRODUCTION
CHAPTER 1:
AN OVERVIEW OF RESEARCH INTO HUMAN RESOURCE FOR
INDUSTRIALIZATION AND MODERNIZATION ASSOCIATED
WITH KNOWLEGDE- BASED ECONOMIC DEVELOPMENT
1.1
The research works into human resources for industrialization and
1
7
7
modernization.
1.2
The research works into high- quality human resources in the
19
knowledge-based economy
2.1
CHAPTER 2:
RATIONALE AND REALITY OF HUMAN RESOURCES FOR
INDUSTRIALIZATION AND MODERNIZATION ASSOCIATED
WITH KNOWLEGDE- BASED ECONOMIC DEVELOPMENT
28
Human resources for industrialization and modernization associated
28
with the development of the knowledge-based economy
2.1.1
Human resources and characteristics of human resources for
industrialization
2.1.2
and
modernization
associated
with
28
the
development of the knowledge-based economy
Industrialization and modernization associated with the
development of knowledge-based economy and requirements of
35
human resources
2.2
Regularity
in
industrialization
2.2.1
human
and
resource
structural
modernization
shift
associated
towards
with
the
Factors affecting structural shift of human resources towards
industrialization
and
modernization
associated
with
48
49
the
2.2.2
Trends and regularity in the human resource structural shift towards
industrialization and modernization associated with the
51
2.3
Experience of some countries and some provinces in the country in
59
human resource development
2.3.1
Experience in the development of human resources in some East
59
2.3.2
Asian countries
Experience in the development of human resources in some
68
provinces in Vietnam
2.3.3
Lessons for Thua Thien Hue province in the development of human
73
resources for industrialization and modernization associated with
the development of the knowledge-based economy
3.1
CHAPTER 3:
THE CURRENT SITUATION OF HUMAN
RESOURCE FOR
INDUSTRIAL INDUSTRIALIZATION AND MODERNIZATION
ASSOCIATED WITH THE DEVELOPMENT OF KNOWLEDGEBASED ECONOMY IN THUA THIEN HUE PROVINCE
76
Natural conditions, Socio-economic characteristics of Thua Thien
76
Hue affecting the formation and development of human resources
for industrialization and modernization associated with the
3.1.1
Natural conditions of Thua Thien Hue Province affecting the
formation and development of human resources for industrialization
76
and modernization associated with the development of the
3.1.2
Socio- economic conditions of Thua Thien Hue affecting the
78
formation and development of human resources for industrialization
and modernization associated with the development of the
3.1.3
Evaluation of natural conditions, socio- economic situations
80
influencing the formation and development of human resources for
industrialization
and
modernization
associated
with
the
development of knowledge-based economy in the province of Thua
3.2
Thien Hue
Development and movement of human resources structure for
development of knowledge-based economy in Thua Thien Hue
Province
83
3.2.1
Actual situation of the scale and quality of human resources for
industrialization
and
modernization
associated
with
83
the
3.2.2
Thien Hue
Actual situation of structural shift of human resources for
industrialization
and
modernization
associated
with
90
the
Thien Hue
3.2.3
Actual situation of training system of human resources for
112
industrialization and modernization associated with knowledge3.3
based economy in the province of Thua Thien Hue
Overall Assessment of human resources for industrialization and
118
modernization associated with the development of knowledge-based
economy in the province of Thua Thien Hue
3.3.1
Advantages, benefits in the development and structural shift of
119
human resources for industrialization and modernization associated
with the development of knowledge-based economy in the province
of Thua Thien Hue
3.3.2
Restrictions, causes of limitations and issues raised in the
development and structural shift of human resources for
industrialization
and
modernization
associated
with
122
the
CHAPTER 4:
133
VIEWPOINTS AND SOLUTIONS TO HUMAN RESOURCES
DEVELOPMENT FOR INDUSTRIALIZATION AND MODERNIZATION
ASSOCIATED WITH THE DEVELOPMENT OF KNOWLEDGE-BASED
ECONOMY IN THUA THIEN HUE PROVINCE
4.1
Viewpoints and forecasts on the development of human resources
Thien Hue
133
4.1.1
Forecasting the demand of human resources for industrialization
133
and modernization associated with the development of knowledgebased economy in the province of Thua Thien Hue in 2020.
4.1.2
The basic viewpoints in human resource development for
135
Thien Hue
4.2
Solutions to the human resource development for industrialization
143
and modernization in association with development of knowledgebased economy in the province of Thua Thien Hue
4.2.1
Group of solutions to development of human resources for
industrialization and modernization associated with development of
143
knowledge-based economy in the province of Thua Thien Hue
4.2.2
Group of solutions to direct training and retraining of human
150
resources for industrialization and modernization associated with
the development of knowledge-based economy in the province of
Thua Thien Hue
4.2.3
Group of solutions to exploit and effectively use human resources
166
Thien Hue
CONCLUSION
LIST OF REFERENCES
APPENDIX
175
LIST OF TABLES AND FIGURES
Number sign
Table 2.1
Name of table and figure
Informatics’ Labor force in the total labor force of
Page
56
developed countries
Table 2.2
Labor force in the field of software in developed countries
56
Table 2.3
Work development in economic sectors in advanced
57
countries
Table 3.1
The structure of the working age population by educational
88
level
Table 3.2
The intelligentsia of Thua Thien Hue Province to 2010
89
Table 3.3
Scientific- Technical Staff of Hue University in 2001 - 2011
90
Table 3.4
Labor force working in the IT field in 2009
92
Table 3.5
Agencies' ratings on labor’s ability of creativeness at work
94
Table 3.6
Population aged from 15 and over with Technical Expertise
102
divided by grade of training
Table 3.7
Labor force aged from 15 and over divided by training field
104
in 2011
Table 3.8
Labor with employment aged from 15 and over by
105
Technical Expertise level and Field of Training in 2011
Table 3.9
The number of employed labors divided by career
111
Table 3.10
Vocationally trained Labor force in Thua Thien Hue
115
Province in 2001 - 2010
Figure 3.1
Human resources structure by levels of Technical Expertise
99
in 1999 - 2011
Figure 3.2
Labor structure by economic lines in 1999 - 2010
107
Figure 3.3
Labor structure with employment divided by sector in 1999
109
- 2011
1
INTRODUCTION
1. The urgency of the theme
Theory and practice have confirmed the critical role of human resources,
especially High-Quality Human Resources for the socio-economic development in
general and industrialization and modernization in particular. In fact, nations and
locals paying interest in training and rationally effective use of human resources
have reaped success. The rapid recovery of Germany after World War II, or the
miraculous development of the countries and territories with the advanced industry
in Asia like Japan, Korea, and Singapore ... is clear evidence.
Human resources plays a decisive role, but different levels of development
pose different requirements for human resources. In the context of the scientific and
technological revolution, the trend of globalization and the rapid spread of the
knowledge-based economy, Vietnam can not make industrialization, modernization
in the "traditional" way but "taking a short-cut and wait in front" instead, ie
industrialization, modernization are associated with the development of the
knowledge-based economy. The Resolution of the Tenth Party Congress confirmed
"Seize the favorable advantages created by the international context and the
potential, advantages of the country to shorten the process of industrialization and
modernization in the country as socialist-oriented, socialism associated with the
development of the knowledge-based economy". To accomplish this goal, in the
strategy of socio-economic development to the year 2020, the Party identified three
breakthroughs and one of them is rapid development of human resources, especially
high-quality human resources.
Thua Thien Hue is a Province in the Central Region with relatively harsh
natural conditions and limited resources for the socio-economic development.
Recognizing the importance of human resource development, High-Quality Human
Resources for the socio-economic growth and development, Thua Thien Hue
Province has so far formed the Project 02/TU/2008 for training doctors and masters
abroad; Project 03/TU/2008 for training of key staff in communes, wards and town
2
by titles; Planning for Education- Training development by 2015 and orientations to
2020; Project for development of vocational training in the period of 2011-2015 and
prospect to 2020… The education level of the population in working age has a
positive change: the literacy rate of employment in 2005 was 83% by 2010
increased to 93.5%; the rate of educated workers from secondary school and high
school is increasing with high density, in 2001 accounted for 33.6% and in 2010,
49.5%. Along with the increasing education level of workers, the knowledge trend
to form High-Quality Human Resources is increasingly is very clear: in 2010 the
number of people with postgraduate degrees was 2,024 people, 41,744 people with
university degrees, 13,505 people with college degrees, 34,198 people at
intermediate level, technical workers, 202,860 at primary level, 148 professors and
associate professors, 106 meritorious People’s teachers, 15 meritorious People’s
physicians, 16 meritorious artisDr. In addition, the capacity, the ability to create,
manipulate the knowledge, skills, training in scientific research, teaching,
leadership, management, labor, manufacturing, health care, community were raised:
in 2006 there were 98 scientific researchers awarded the Ancient Capital prize in
science-technology; in the period 2003 – 2008, 13,100 scientific researchs,
innovation and creativity of workers and employees were applied… However, the
human resources of the Province is not commensurate with the requirements of
industrialization and modernization associated with the development of the
knowledge-based economy. Major manifestations are: 1) Workers from 15 or older
not having the technical expertise account for relatively high proportion (87.4% in
2009), the number of employees with technical expertise was only 12.6%; 2) The
level of training takes time to change; 3) The qualifications training structure
between vocational levels was inadequate: elementary vocational training and
equivalent accounted for more than 84%; while Vocational Intermediate and
equivalent accounted for only 14%, while vocational college training was too low,
only 1.79%; 4) The staff of the commune, ward or township has limited capacity,
3
professional expertise: more than 50% of the commune, ward or township does not
meet the standard ...
The question is, to absorb and apply the achievements of human knowledge, to
create new knowledge and implement the Conclusion 48/KL - TW dated 25/5/2009
of the Political Bureau on building and development of Thua Thien Hue Province
by 2020, it requires the Province to focus on human resource development, highquality human resources. This is a big challenge for Thua Thien Hue Province
where the majority of the population living on agriculture with backward production
level of mainly simple and unskilled labor. Therefore, development of human
resources to meet the requirements of industrialization and modernization
associated with the development of the knowledge-based economy should be
studied deeply both in theory and practice to get the consistency in awareness, as
well as the way to do it.
Deriving from the above reasons, the postgraduate student chooses the topic
"Human resources for industrialization and modernization associated with the
development of knowledge-based economy in the Province of Thua Thien Hue at
the present time" for the doctoral thesis.
2. Objectives and research tasks of the dissertation
2.1. Research objectives
On the basis of the systematizing theoretical and practical issues in human
resources for industrialization and modernization associated with the development
of the knowledge-based economy, the thesis analyses, assesses the situation of
human resources for industry of modernization associated with the development of
the knowledge-based economy in the Province of Thua Thien-Hue. It has proposed
a number of measures to develop human resources for industrialization and
modernization associated with the development of the knowledge-based economy in
the Province of Thua Thien Hue in the near future.
2.2. Research tasks
With the above objectives, the thesis has the following main tasks:
4
Firstly, systematize and analyze the theoretical and practice basis of human
of the knowledge-based economy.
Secondly, the empirical study of a number of countries and a number of
Provinces in the country in the development of human resources, the thesis draws
out lessons useful and valuable reference for learning, model selection and
development of human resources to meet the requirements of industrialization and
the Province of Thua Thien-Hue.
Thirdly, analysis of
the current status
of
human resources for
knowledge-based economy in the Province of Thua Thien-Hue. On that basis, the
thesis provides viewpoints and proposes some solutions in order to develop human
of the knowledge-based economy in the Province of Thua Thien-Hue from now to
the year 2020.
3. The object and scope of the study
3.1. Studying Object of the thesis
The dissertation studies the human resources for industrialization and
view of scientific political economy, which mainly studies the state of development
and the movement of human force structure in the Province of Thua Thien-Hue,
from which proposes solutions to build human resources for industrialization and
modernization associated with the development of knowledge-based economy in
Thua Thien-Hue from now to 2020.
3.2. The scope of research topic
Space: Studying human resources for industrialization and modernization
associated with the development of the knowledge-based economy in the Province
of Thua Thien-Hue.
5
Time: Studying human resources for industrialization and modernization
associated with the development of the knowledge-based economy in the Province
of Thua Thien Hue with the data limited in the period from 1999 to 2012 and the
solutions made for the period up to 2020.
4. Research Methodology
- The thesis is based on the theoretical basis of Marxism-Leninism and Ho Chi
Minh’s Ideology, viewpoints, guidelines and policies of the Communist Party, the
State's policy on human resource development and the relating economic theories.
Factual basis of the thesis is to analyze the experience of some countries and
localities of our country and evaluate the development status and shift the structure
of human resources in Thua Thien-Hue.
- On the theoretical basis of dialectical materialism and historical materialism
of Marxism-Leninism, the thesis uses specific methods: analysis - synthesis method,
information collecting and processing method; at the same time, inherits the
research results related to the thesis.
- In particular, questionnaire survey is used to collect opinions of employees
on issues related to human resources. Due to limitations in time and expense, the
thesis only surveyed 500 labors including workers in enterprises (100 samples),
labors doing management work (100 samples); labors in the fields of Finance,
Banking and Insurance (100 samples); labors doing Education- Training tasks (100
samples) and labors in Construction, IT and Telecommunication (100 samples). In
addition, the thesis uses expert method to interview 80 people working in
leadership, human resource management in many agencies and businesses located
in the Province and has direct discussion with a number of scientists to clarify the
theoretical and practical issues related to the thesis.
5. New scientific contribution of the thesis
- Introducing the concept of human resources, human resources for
knowledge-based economy on the basis of absorbing the thoughts of C. Marx on
6
labor, the previous studies and clarifying the characteristics of human resources for
knowledge-based economy.
- Clarifying the characteristics of industrialization and modernization
associated with the development of the knowledge-based economy. Since then the
thesis confirms different levels of development pose different requirements for
human resources. In the model of industrialization and modernization associated
with the development of the knowledge-based economy, human resources must
meet certain requirements in terms of quantity, quality and structure.
- Clarifying the impact factors, trends and regularity in human resource
structure shifting towards industrialization and modernization associated with the
development of the knowledge-based economy.
- On the basis of the empirical study of human resource development in a
number of East Asian countries and Provinces in the country, the thesis draws some
useful lessons for developing human resources for industrialization modernization
associated with the development of the knowledge-based economy in Thua Thien-Hue.
- Clarifying the development status and shift of human resource structure
towards industrialization and modernization associated with the development of the
knowledge-based economy in Thua Thien Hue with its own specific characteristics
of a Province located in the key economic zone of the Central region.
- Based on the characteristics of natural, human and human resource situation,
the thesis states six (06) viewpoints and proposes three (03) major solutions to
develop human resources for industrialization and modernization associated with the
development knowledge-based economy in the Province of Thua Thien Hue to 2020.
6. Structure of the thesis
In addition to the introduction, conclusion and a list of references, the thesis is
structured into four (04) chapters, eight (08) sections.
7
Chapter 1
OVERVIEW OF RESEARCH ON HUMAN RESOURCES FOR
INDUSTRIALIZATION, MODERNIZATION ASSOCIATED WITH
KNOWLEDGE-BASED ECONOMIC DEVELOPMENT
In the recent years, Human resources, High-Quality Human Resources is the
issue in which many scientists in and outside the country have had interest and done
a lot of valuable scientific research widely publicized in forms of reference books,
dissertations, scientific articles ... To ensure the inheritance and affirm the
contributions of the thesis, the dissertation divides the scientific works into two
groups of issues: the studies of human resources for industrialization and
modernization and research about High-Quality Human Resources in the
knowledge-based economy. On such basis, the thesis has chosen and generalized
the relating works to the thesis as follows:
1.1.
THE
STUDIES
INTO
HUMAN
RESOURCES
FOR
INDUSTRIALIZATION AND MODERNIZATION
1.1.1. Reference Books and Monographs
- Nolwen Henaff, Jean - Yves Martin scientific editor (2001), Labor,
Employment and Human Resources in Vietnam in 15 years of innovation, World
Publisher, Hanoi. This is a collection of articles written by scientists in the nation
and abroad about: educational policy, employment, economic restructuring,
business development, human resources development ... by such researchers as: Dr.
Nolwen Henaff, Dr. Jean - Yves Martin, Professor Geoffrey B.Hainsworth, Dr.
Fiona Howell, Dr. Nguyen Huu Dung, Dr. Tran Duc Khanh, Associate Prof. Vo Dai
Luoc , Dr. Tran Tien Cuong ... Of which, notably is the article by Professor
Geoffrey B.Hainsworth "Development of human resources to meet the challenges of
the strong globalization process and an economy based on the new
understandings". The author has a unique approach when asking questions like:
How to expand the career options and life prospects for rural population - those who
8
are holding the greatest undiscovered resources of the country? How can they
receive special attention of policy makers and donors? Thereby, the author analyzes
three issues to find answers:
1) The scope of education and vocational training. The author asserts,
Vietnam’s culture always has the tradition of highly appreciating knowledge, before
the renovation though it was very difficult, Vietnam achieved a very special level of
literacy and gender equality, however, when switching to market economy, there
was a high drop-out rate at the secondary level. Thereby, the author argues that:
tuition fees, the chronic shortage of new teachers into the profession at every level
of education, low wages compared to other professions ... limit the scope of
Education - Vocational Training; 2) The increasing use of labor force and
expanding career choice. The author said that although the relative proportion of
GDP in agriculture is lower than in industries and services, the structural changes in
the labor use are virtually unchanged in terms of employment. So, according to the
author it is necessary to have training programs and other educational reforms
including increasing the number of classrooms, the number of teachers and
upgrading equipment for teaching, wages. .. 3) In terms of sectors, technology
options and business ownership. The author argues that for a country in the early
stage of industrialization like Vietnam, it is vital to develop manufacturing,
processing and attached services; also, should not choose high- technology but the
suitable one like software technology, basic research…
- StiTechnical expertise tava M / P (1997), Human resource planning:
Approach needs assessments and Priorities in manpower planning, Manak
Publishing House, New Delhi. Approach in terms of economic development, the
author considers HR is the whole human capital with which human is considered a
special capital for the production process, a form of property can increase the
economic wealth; human capital includes the skills, knowledge and experience
accumulated through the working process; the costs of Education - Training ,
Medical ... are viewed as the cost of production inputs in order to improve the
9
ability, production capacity of human resources. From this approach, the author has
pointed out the practical benefits of human resources if we know and respect: 1)
Human capital is a special capital possible to produce sources of income in the
future, so investment in human resources will bring higher rate of return, the more
this capital is widely used, the greater the value is, the more wealth is created,
bringing prosperity to the society; 2) Human capital doesn’t have the regularity like
other sources: depreciation of capital invested in the property and other type of
materials; human capital after investment will maintain and develop without
creating pressure on the volume of capital required in a short time; being the capital
with skills, knowledge, experience and creative ability. Thus, if there is investment
in human capital, the perTechnical expertise ive effect will be great that no other
capital can match. With this approach the author offers suggestions for the thesis
analyzing the requirements of human resources, especially High-Quality Human
Resources for the industrialization and modernization associated with the
development of knowledge-based economy.
- Le Thi Ai Lam (2003), Development of human resources through education
- Training - Experience of East Asian Countries, Socio-Science Publishing House,
Hanoi. The book is meticulous scientific research work applying approach by the
world economy major and international economic relations, is divided into three
sections: the first section, the author provides theoretical treatise about HRD
through Education - Training by presenting HRD concepts, human development,
relationships between human resources development and industrialization. At the
same time the author gives a theoretical framework with such main points as:
human resources for economic growth, human resources for improvement of labor
productivity, increase income, reduce poverty and inequality; the trend of
knowledge-based economy development and globalization create public demand for
High-Quality Human Resources ... to interpret the role of improving the quality of
human resources through Education – Training; the second part, with 4 chapters,
the author focuses on analysis of practical development through Education-
10
Training in East Asia. Chapter 2: The role of human resources development
through Education - Training in East Asia. The author analyzes the role of human
resources development through Education - Training with practical evidence from
the economies, the industries and companies which has proven the author’s
viewpoint is proper and highly convincing. Chapter 3: Industrialization Strategy
and mutual conformity with the development of human resources through Education
– Training in East Asia. In this chapter, the author presents four external favorable
conditions and internal advantages for the East Asian countries to build
industrialization strategies. In particular, the author outlines four stages of
industrialization and different requirements of human resources. These sketches will
be interesting clues for the postgraduate to adopt and develop during this thesis
completion. Chapter 4: Adjust HRD through Education - Training in East Asia.
Based on the sketch of 4 stages of industrialization, the author states each stage has
different requirements for human resources development and education should be
appropriately adjusted. Therefore, the author studies the adjustment process in East
Asia in the following aspects: expanding opportunities as well as considering the
factors leading to receive education in the process of industrialization; development
of Education – Vocational Training system; building high- quality university
educational system. Chapter 5: Problems and solutions to the current HRD through
Education – Training in East Asia. The author analyzes some of the problems in the
HRD system through Education - Training in East Asia. Notably, the author
presents solutions to human resources development for the knowledge-based
economy in the East Asian: increase social awareness of lifelong learning;
emphasize retraining and advanced training; reform regular educational system to
encourage and develop the system of irregular education; the third part is the
totalization of lessons learned from practices analyzed in chapter 3, 4, 5. There are 5
lessons drawn and analyzed in Chapter 6 and Chapter 7 providing some notes about
the context of human resources development through Education - Training in
Vietnam today, comparing the similarities and differences in the development of
11
human resources through Education - Training in East Asia and Vietnam, from
which outlining six suggestions for the development of human resources through
Education - Training in Vietnam until 2010. In this research, the valuable
experience of the East Asian countries in High-Quality Human Resources
development is inherited and selected.
- Dr. Nguyen Thanh (2005), Development of human resources for
industrialization and modernization of the country, National Political Publishing
House, Hanoi. Approaching philosophical perspective, the author derives from the
standpoint of Marxism – Leninism, Ho Chi Minh’s Ideology and relies on the
Party's viewpoint on human development, the role of education in order to confirm
of Education - Training as "a top national policy" to develop quality human
resources. The book is structured into three parts: the first part, the author outlines
the concept of Marxism – Leninism, Ho Chi Minh’s Ideology and relies on the
Party's viewpoint on human development, human resources development, from
which the author suggests that the role of human resources is critical to the process
of industrialization and modernization in our country; the second part, the author
makes an overall assessment on the status of human resources in our country in
such aspects as: quantity, structure, intellectual resources, technical expertise... on
this basis, the author offers orientation for the development of quality human
resources to meet the demands of industrialization and modernization including:
HRD associated with accelerating socio- economic development; human resources
development associated with democratization process, the social and cultural life,
effectively exploiting the value of traditional and modern culture; improve the
quality and efficiency of Scientific- Technological staff; formulation of human
strategy on that basis, develop quality human resources for industrialization and
modernization; the third part, clarifying the role of education as a determinant of
human development, quality HRD strategy for industrialization and modernization
in our country.
12
- Dr. Doan Van Khai (2005), Human Resources in the process of
industrialization and modernization in Vietnam, Political Theory Publisher, Hanoi.
With several studies in human resource issues in both theory and practice, the
author has new points of view about people in industrialization compared with
previous old-style notions. In Chapter 1 and Chapter 2 of this study, the author
focuses on clarifying the theoretical issues. In Chapter 1, the author analyzes some
common problems of industrialization and modernization, but the most notable is
the generalization of industrialization models in the world. In Chapter 2, the author
introduces the concept of human resources with broad connotation including 6 basic
aspects and derived from the position and characteristics of human resources in
comparison relations, relations with the impact on other resources and emphasizes
the role of human resources in the knowledge-based economy being multiplied by
promoting intellectual power and becoming the resource of all. Based on theoretical
analysis, in Chapters 3 and 4, the author comprehensively evaluates the status and
characteristics of the human resources in our country from 2001 to 2005 in the
number, structure, quality and draws 6 comments, from which the author said that
the human resources of our country did not meet the requirements of
industrialization and modernization. To meet the requirements of industrialization
and modernization labors are required to have creative energy, adaptability and
excellent working skills, thus the author proposes 3 major groups of solutions to
effectively exploit and use human resources to meet the requirements of
industrialization and modernization: the solution group for rational and efficient
exploitation of human resources; solutions group for human resources development
to meet the requirements of industrialization and modernization; solution group for
building favorable social environment for the exploitation and efficient use of
human resources.
- Dr. Vu Ba The (2005), Promoting human resources for industrialization and
modernization - International experience and practices in Vietnam, Labor - Society
Publishing House, Hanoi. The book is approached by the specialized world
13
economy and international economic relations, focuses on analysis and clarification
of the rationale related to HR, HRD experience of some advanced countries such as
Japan, America, the Asia - Pacific region in terms of policies, strategies, objectives
...; assess the current status of human resources in our country in terms of size,
speed, quality of human resources and draws achievements, limitations, cause of the
limitations of HRD; proposes 4 solutions to Vietnam's human resources
development in the future: solution group to develop secondary education; solution
group for development of Colleges, University and Postgraduate; group improving
efficiency of using existing human resources; advanced solutions group to improve
health of Human resources.
- Dr. Mac Van Tien (2005), Social Security and HRD, Labor - Society
Publisher. The book is a collection of 100 articles in 10 years referring to a number
of content and different aspects of social security and human resources
development. The book is divided into 3 parts: the first part is a collection of
articles on social security; the second part is a collection of articles on social
insurance; the third part is a collection of articles on HRD. In the third part, there
are several articles for the researcher to refer to, inherit and develop in this research
process, such as a number of issues in the development of human resources in our
country; development of human resources and human resource development policy
of some countries; HRD and HRD policy in the period of industrialization and
modernization; the actual quality of human resources in Vietnam ... Of which, the
most remarkable article is: Role of HR in the Knowledge-based economy.
According to the author, humanity is standing on the threshold of a new
development of human society moving into the Knowledge-based economy, but for
Vietnam initially conducting modernization, it is necessary to take a short-cut and
wait in front otherwise we will be far left behind compared with other countries in the
world. This can only be done when we have proper investment strategies in HRD.
1.1.2. Scientific topics, Doctoral theses
- Vu Duy Du (Project manager) (2005), Evaluation of human resources in
Thua Thien Hue and research solutions for use and promotion, Topics in Science-
14
technology. In this research work, notably from the assessment criteria of Human
resources and data collecting methods (surveys of households and businesses ...),
the author assesses the situation of human resources development in Thua Thien
Hue province in 1999 - 2004 on the following aspects: current status of human
resources; the actual use of human resources (employment situation of the labor
force in the three sectors; the situation of 4 Labor groups); labor conditions, labor
market institutions, the status of Education - Training system; staff situation in the
political system at all levels; the labor force working in enterprises. On such basis,
the author provides estimates of the labor demand - supply in the period 2005 2015 and proposes some solutions to human resources development policy in Thua
Thien Hue province in 2015.
- Phan Thanh Tam (2000), Main measures to improve the quality of human
resources for the needs of industrialization and modernization of the country, Ph.
D. Thesis in Economics. The author presents the concept of human resources, HR
quality; analyzes a number of factors affecting the quality of human resources.
According to the author, Education - Training is not the only factor directly
influencing, improving the quality of human resources in terms of mentality power
of human resources, but also having impacts on health, ability to acquire
technology, attracting investment, creating jobs; researching experience of the U.S.,
Japan and other Asian countries to improve the quality of human resources and
draw lessons for Vietnam. On the basis of analyzing the general problems of HR,
the author uses depth analysis of the actual quality of HR in Vietnam from 1989 to
1999; the factors affecting the quality of human resources in terms of mentality
power of the resources include training capacity to provide human resources of the
education-training system, investing state budget for Education - Training,
Education-Training planning mechanisms - Phone, Policy for using labor with
Technical expertise; particularly the author gives bases for building solutions to
improve the quality of human resources and proposes four solutions to develop
education and use, retraining staff to improve the quality of human resources.
15
- Bui Sy Loi (2002), Human resources development in the period of
industrialization and modernization in Thanh Hoa province in 2010, Ph. D. Thesis
in Economics. The author focuses on clarifying the general issues of human
resources: the construction of the concept of manpower, human, human resources
and human resources development; outlines the basic characteristics of human
resources; analyzes 3 factor groups affecting HRD: group of natural factors, group
of socio-economic factors, group of elements related to political mechanism;
analyzes dialectical relationship between human resources development and
transformation of economic structure, of labor structure and for industrialization and
modernization; presents the experience of developing countries (Thailand,
Malaysia), the countries in the transition (India) and countries with advanced
industries (Japan) from which draws 7 lessons that can be applied to Vietnam in
general and to Thanh Hoa in particular. The thesis deeply assesses the state of
human resources development in Thanh Hoa province in 1996-2000. On this basis,
the author generally assesses the situation of the development of human resources
and achievements, the shortcomings and their causes, offers 4 viewpoints and
proposes 5 solution groups for HRD during the period of industrialization and
modernization in Thanh Hoa to 2010.
- Nguyen Dinh Luan (2003), Some solutions to HRD in the Mekong Delta
towards industrialization and modernization by 2010, Ph. D. Thesis in Economics.
The author presents the theoretical and practical issues of human resources
development from concept, position to the components of HR, HRD experience of
the countries. Particularly, with throughout approach, the author focuses on the
factors affecting the development of human resources towards industrialization and
modernization as a basis to analyze the situation of human resources and proposes
solutions to the human resources development in the Mekong Delta in Chapter 3.
Based on the theoretical framework, the author analyzes the current status of human
resources in the Mekong Delta in the direction of industrialization and
modernization in such aspects as: Actual condition of Education-Training in human
16
resources development; the Science - Technology situation in HRD; Socio-Cultural
condition in HRD. Thereon, the author draws comments, reviews and suggests 3
major solution groups for HRD in the Mekong Delta towards industrialization and
modernization by 2020.
- Dao Quang Vinh (2006), Development of human resources for the
agriculture and rural industrialization and modernization, Doctoral thesis in
Economics. The author presents some theoretical and practical issues in the
development of human resources for agriculture and rural industrialization and
modernization such as concepts of human resources and human resources
development; content and criteria for HRD for agriculture and rural industrialization
and modernization; some experience in human resources development for
agriculture and rural industrialization and modernization. In particular the author
analyzes the dialectical relationship between human resources development with
industrialization and modernization in agriculture and rural areas and outlines the
rules of movement of human resources in the industrialization and modernization in
agriculture and rural areas. At the same time, the author analyzes the current status
of human resources, human resources development and factors influencing the
development of human resources for the agriculture and rural industrialization and
modernization in Vietnam in 1990, an overview of the achievements, constraints
and suggests five issues need to be addressed in priority to human resources
development and agriculture and rural industrialization and modernization. On the
basis of the situation and the dominant ideology in which the people are the most
important resource, the author offers 5 viewpoints and proposes 7 solution groups to
develop human resources for the agriculture and rural industrialization and
modernization in Vietnam in the coming years
- Duong Hoang Anh (2008), Development of human resources for
industrialization and modernization in Da Nang, Doctoral thesis in Philosophy.
Approaching in philosophical perspective, the author has inherited the knowledge of
previous scientists to complete and supplement the research on the issues: the
17
concept of human resources and two basic elements constituting HR: the quality
and quantity of human resources; introduces the concept of HRD; experience
analysis of the human resources development in some countries and especially the
author has drawn 3 similarities and 3 differences in the HRD between Vietnam and
other countries in the region from which to draw four lessons on the development of
human resources for Vietnam in general and Da Nang in particular; clarifies four
basic characteristics of industrialization and modernization process in Danang and
according to the author such characteristics define HRD strategies of Da Nang; a
situational analysis of HRD and offering 5 pressing issues in the development of
human resources that need to be resolved in Danang, offering 3 points of
orientations and 4 proposed solutions to the human resources development for
industrialization and modernization in Da Nang in the near future, namely: socioeconomic development, improve the Education – Training quality, Sciencetechnology Development and forming civilized urban lifestyle.
- Pham Van Moi (2010), Solution to Science-Technology Human Resource
Development in Hai Phong for the industrialization and modernization, Ph.D.
Thesis in Economics. The thesis has researched and resolved theoretical and
practical issues: the concept of human, scientific-technological manpower,
scientific-technological workforce development and defined when studying the
manpower, Scientific-technological Human resource and scientific-technological
workforce development, it is necessary to consider all three elements of quantity,
quality and structure; analyzed and confirmed HRD in Science-Technology has an
important role in the industrialization and modernization; analyzed 5 factors
affecting Scientific-technological HRD; experience analysis of countries and
domestic locals in Scientific-technological HRD. Based on analyzed theoretical
framework, the author delves into analysis of potentials, actual status of Scientifictechnological HR in Hai Phong in 2001 - 2010 in such content as quantity, quality
and structure of Scientific-technological HR, especially analyzes Scientifictechnological HR by groups; evaluated achievements, constraints and causes of
18
such limitations in Scientific-technological HRD; analyzed domestic and
international context having impact on Scientific-technological HRD; offered 3
oriental viewpoints and 6 solutions to Scientific-technological HRD in Hai Phong in
the future.
1.1.3. The articles published in professional journals
- Pham Cong Nhat (2008), "Improving the quality of human resources to meet
the requirements of innovation and economic integration'', Communist Review No.
7. On the basis of analyzing the situation of human resources in Vietnam, the author
points out: compared with the requirements of economic development in the context
of deeper international integration, the quality of our human resources is still
insufficient and limited due to low per capita income, weak planning and human
resources development, obsolete content and teaching methods ... Thereby, the
author offers the following solutions: clearly aware of the importance of building,
developing and improving the quality of human resources; continue promoting
innovation process, first of all innovation in the field of economy towards
industrialization and modernization and active in deeper integration into the world
economy; build and deploy human resources development strategy in Vietnam to
2020 and vision to 2030 ...
- MA. Le Thi Kim Phuong (2009), Promoting the role of the young
intelligentsia in Thua Thien Hue at present, Journal of Political Theory 6. The
author argues the role of intellectuals in the development of society, especially in
this age - the age of explosion of Science-Technology and the development of
knowledge-based economy. Particularly, the author analyzes the actual situation of
the intelligentsia in general, young intellectuals of Thua Thien Hue in particular on
the quantity, quality and structure. In addition, the author has pointed out the need
to overcome weaknesses and provides solutions to further promotion of the role of
young intellectuals in Thua Thien Hue in the near future. With its rich and reliable
data sources, objective assessments of the author has been inherited by the
postgraduate during this research.
19
- Associate Prof. Ngo Doan Vinh (2011), Discussion on the use of analysis
criteria and quality assessment of Vietnam’s manpower, Journal of Economics and
Forecasting No 7. The author argues that the quality of human resources is the most
important factor for development. Particularly, the author suggests points need
studying by pointing out the quantitative criteria to analyze, evaluate the quality of
human resources including: group of directly reflecting criteria (physical, mentality
, intelligence capabilities, the ability to conduct, communication skills, presentation
ability); group of targets indirectly reflecting the quality of human resources (labor
productivity, investment efficiency, electrical power and land, years of schooling,
the quality of the educational system, the number of educated people)
- Associate Prof. Ha Nhat Thang (2011), Talents training - a critical issue of
educational strategy in the period of industrialization and modernization, Journal of
Education No 269. On a basis of comparing requirements for HRD among
civilizations, the author points out, in the Knowledge-based economy human is
required a much higher level. According to the author, for our country talent
training is one of the foci of the educational strategy in the period of
industrialization and modernization and that human resource strategy must be
implemented by a strict process from the stage of detection, recruitment, training
and use.
1.2. THE STUDY OF HIGH QUALITY HUMAN RESOURCES IN
KNOWLEDGE-BASED ECONOMY
1.2.1. Reference Books and Monographs
- Prof.Dr. Nguyen Ngoc Phu (chief editor) (2010), The current situation of
human resources and talents of the country: Problems - Solution, National
University Publishing House, Hanoi. The book collects articles by many authors,
such as Prof. Dr. Nguyen Ngoc Phu, DSc. Trinh Thi Kim Ngoc, Associate.Prof.
Nguyen Phuong Ngoc, Associate Prof. Trinh Quang Tu, Associate Prof. Ha The
Truyen ... Most of the articles focus on the analysis of human resources, HighQuality Human Resources such as skilled human resources development,
20
characteristics of High-Quality Human Resources; Training talents in universities;
High-Quality Human Resources situation ... In particular, Dr. Cao Xuan Trung with
The basic features of High-Quality Human Resources, initially outlined five
characteristics of High-Quality Human Resources: 1) Socio-political motivations,
stable career, 2) Occupational capacity to meet the development of ScienceTechnology; 3) Skills of living, collaboration with colleagues in work; 4) Self-study
skills, self-improvement in professional and personality; 5) Good health, style
responding to requirements of professional activities. Dr. Dang Quoc Thanh with
High quality Manpower and solutions to High-Quality Human Resources
socialization and training for the country at present, has introduced the concept of
High-Quality Human Resources and analyzed the 5 aspects: High-Quality Human
Resource is a basic and the important part of human resources; are people with
intellectual operation capacity, adaptability and creativity in their work; are labors
with discipline, industrial working style and responsible; are Labor s active in
international integration; are those with physical strength, good health. These are
useful suggestions for the postgraduate to inherit during this research. At the same
time, the author considers there are many solutions to improve the quality of HighQuality Human Resources team, of which solution to socialization of training is
very important. Dr. Nguyen Van Phan with Construction and development of HighQuality Human Resources in universities and colleges in our country at present has
assessed the status of teaching staff in Universities and Junior College - a division
of High-Quality Human Resources in our country today. The author asserts, in the
universities and colleges the building, development of teaching staff is a crucial
stage, so the author proposes 4 solutions considers such solutions must be
implemented uniformly and mutually interacted to create quality teaching staff to
meet the requirements of high quality human resources education for the country in
the new period.
- Prof. Hoang Van Chuong (Chief Editor), (2006), Talents in Knowledgebased economy and globalization, Publishing House of Culture - Information,
21
Hanoi. This book is a collection of devoted essays by the leading scientists in
Education - Training and typical art culture such as Prof. Hoang Tuy, Prof. Nguyen
Duy Quy, Prof. Truong Luu, Prof. Nguyen Canh Toan, Prof. Do Nguyen Phuong,
Prof. Dang Huu ... In this book, there are notable presentations: 1) Talents in
Knowledge-based economy and globalization by Prof. Hoang Tuy. The Professor
has outlined the formation of human resources through historical periods; cited
solutions to talent development in an era of globalization and knowledge-based
economy such as working environment to retain talent, the author considers talent is
a special resource that is very fastidious if not being used, so if not being used in a
place whether it is hometown, it tends to find somewhere else with more favorable
conditions for development; it is necessary to grab talents in globalization,
according to the author, knowledge-based economy is based on talents, while
globalization leads to liberalization - the movement of capital and the most valuable
one is talents, so the inevitable trend is talents will move to wealthier nations, this
trend makes rich nations richer, the poor countries even poorer; it is necessary to
gather and use talents, the author wanted to assert that if a nation wants to be
wealthy, the important role of leaders is appreciating and boldly using resources
including talents, even more talented than themselves; it is necessary to reform
education to bring knowledge to people and enhance creative potentials; 2) Training
Human resources, fostering talents for the request of Knowledge-based economy
development by Prof. Dang Huu. The author raised 4 conditions for Knowledgebased economy development including: High-Quality Human Resources with
national Science-technology capability strong enough; advanced information
infrastructure, clean and strong apparatus. The author compared the difference
between industrial economy and Knowledge-based economy, thus affirmed in the
Knowledge-based economy knowledge capital becomes the most important
resource of production and creativity, innovation becomes the direct driving force
of the development. On that basis, Prof. Dang Huu considered to develop
Knowledge-based economy, shorten the process of industrialization and
22
modernization in our country, the most important premise is the basic reform of the
current education by: The State must have policies to appreciate talents; promote
educational socialization, educational reform ...
1.2.2. Scientific topics, Doctoral theses
- Dr. Hoang Thi Thanh (Project manager) (2002), Some orientations prepared
to meet the requirements of human resources development of Knowledge-based
economy steps in Vietnam the first decades of the twenty-first century, the scientific
theme, Hanoi. Chapter 1, the author presents the theoretical and practical issues: 1)
Asserting Knowledge-based economy the inevitable trend of development of human
society and the opportunities for Vietnam to accelerate industrialization and
modernization; 2) Offering the 5 groups of indicators of Knowledge-based economy
development: index on innovative capability of enterprises; index on the basis of
knowledge; index on the infrastructure of information technology (IT) and
telecommunications; index on economic structure; index on the role of government;
3) Pointing out original the premise and difficulties for Vietnam to develop
Knowledge-based economy; 4) Figuring the key resources including ScientificTechnological infrastructure capital, human capital, social capital and the role of
human resources in developing Knowledge-based economy; 5) Giving experiences
of some developing countries in human resource development such as Korea,
Singapore. Chapter 2, the authors used depth analysis of the human resource
situation in our country and HR of Hanoi for requests of gradually developing
Knowledge-based economy and confirmed the highly increasing HM scale is a large
internal strength but also creates great pressure on training and employment, human
resources quality has generally been improved but hasn’t met the requirements of
socio - economic development in general and Knowledge-based economy
development particular. Chapter 3, the authors offered five orientations to prepare
human resources for the development of Knowledge-based economy in our country:
a basic innovation in standpoint, structure and investment policies for human
resources development; improving quality and efficiency of Education- Training,
23
considering it the principal method to develop human resources and expand the
scope of Education- Training based on training quality assurance, increasing
emphasis on the training scale to ensure that HR is reasonably structured; strongly
developing IT to enhance the ability to receive information and provide
opportunities for lifelong learning for HR; priorities for HRD in high-tech
industries. At the same time the authors proposed five basic measures to prepare
human resources for the development of Knowledge-based economy in our country.
- Le Thi Ngan (2004), Improving the quality of human resources in Vietnam in
approaching Knowledge-based economy, Ph.D. Thesis in Economics. The author has
addressed the theoretical and practices issues to improve the quality of human
resources when approaching Knowledge-based economy: giving a viewpoint on
human resources, quality of human resources, improving the quality of human
resources in approaching Knowledge-based economy; coming up with criteria for
assessing the quality of human resources; analysis of the factors affecting the quality of
human resources; interpretation of the role of High-Quality Human Resources in
Knowledge-based economy as knowledge - products of HR is the direct factor in the
process of production and improving quality of human resources is the main driving
force approaching and developing Knowledge-based economy; confirming the need to
improve the quality of HR in approaching Knowledge-based economy; analysis of
experience to improve the quality of human resources in China and South Korea. The
thesis also analyzes the actual quality of human resources and improvement of the
human resources quality in approaching Knowledge-based economy from 1990 to
2003 on the changes of the quality of human resources, the factors having direct impact
on improving the quality of human resources in Vietnam. On this basis, the authors
assert: human resources in our country abundant in quantity, and have achieved a
certain level of quality. However, to meet the requirements for Knowledge-based
economy development there remain a number of shortcomings the authors state 7
viewpoints, propose three solution groups to improve the quality of human resources in
approaching Vietnam’s Knowledge-based economy.
24
- Le Thi Hong Diep (2010), Development of High-Quality Human Resources to
form the Knowledge-based economy in Vietnam, PhD Thesis in Economics. The author
presents the common problems of High-Quality Human Resources to form
Knowledge-based economy: the concept of High-Quality Human Resources; assertion
of the pioneering role of High-Quality Human Resources; High-Quality Human
Resources demarcation criteria; the experience in improving human resources of the
United States, Singapore, and lessons drawn for Vietnam. At the same time, the author
outlines the Party's viewpoints on High-Quality Human Resources development over
stages; situation analysis of High-Quality Human Resources development; and
evaluation of the situation of High-Quality Human Resources development in Vietnam
as well as the achievements and limitations and their causes. The author has also given
4 points and proposed 3
solution groups to High-Quality Human Resources
development to form the Knowledge-based economy .
1.2.3. The articles published in the professional journals
- Dr. Nguyen Huu Dung (2002), Development of High-Quality Human Resources
in the industrialization and modernization of the country and international economic
integration, Journal of Political Theory 8. From the approach of the United Nations and
the economists, the author introduces the concepts of HR, HRD, High-Quality Human
Resources. Especially, the author prompts a new research direction for the postgraduate
when stating there is a close relationship between human resources quality and HighQuality Human Resources, which is the relationship between the general and the
particular. High-Quality Human Resource is a quintessential component of the human
resources quality, so it is impossible to separate High-Quality Human Resources from
the quality of human resources .
- Prof. Dang Huu (2005), Human Resource Training for industrialization and
modernization based on Knowledge-based economy in our country today, the
Communist Review No. 4. The professor confirms that most of the most fundamentality
element to develop Knowledge-based economy is High-Quality Human Resources based
on advanced education and interprets Knowledge-based economy has fundamentality
25
differences from industrial economy on the three following aspects: intellectual capital
(the most important factor of production over the labor and resources), creativeness (the
most important motivation), rapid pace of innovation. According to the author, in order
to shorten the process of industrialization and modernization, it is required to consider
Education - Training the top priority national policy and the education must complete
these 3 tasks: enhancing the intellectual standards, training High-Quality Human
Resources and focusing on improving talents.
- Prof. Pham Thanh Nghi (2007), Development of human resources for the
Knowledge-based economy, Human Research Journal 2. The author said that Vietnam
has abundant but low quality labor resources, the question is, to shorten the route of
industrialization and modernization and prepare for the development of the Knowledgebased economy it is necessary to invest in human development. The author poses a
number of central issues to the development of human resources for the Knowledge-based
economy: the types of labor play the most important role in the Knowledge-based economy,
lifelong learning issues and strategic learning. Of which, the author cites particularly the
ideas of Wolff and Baumol dividing Labor into 2 main categories: informative and noninformative labors. In addition, the author points out, Labor in social science and humanity
often thought having no close relationship with the development of the Knowledge-based
economy. The delineation is useful suggestion for the thesis research.
- Dr. Bui Viet Phu (2010), Training of highly qualified human resources to
participate in the Knowledge-based economy, Journal of Education 233. The author
argues that, in the context of Knowledge-based economy development, training highly
qualified human resources is the key issues in the development strategy of each country
to actively participate in the Knowledge-based economy. Accordingly, the author
proposes some ideas to build a team trained overseas with high quality such as having a
unified state management of this sector, diversification of fostering talents way,
improving and strengthening the system of legal documents in the direction of creating
an open corridor for agents involved in foreign training, implementing remuneration
and rational use of talents.
***
26
Conclusions and issues for further research of the thesis
On the basis of the main content and results of the research works relating to
human resources and High-Quality Human Resources issues, the thesis initially
draws some conclusions:
Firstly, during the last time, human resources, High-Quality Human Resources
is one of the topics not only attracting several scientists to study, but also becomes
the subject for graduate students and postgraduates selected in researching for their
theses.
Secondly, synthesis of researches on human resources, High-Quality Human
Resources issues as presented above, it is obvious that the works on human
resources for the industrialization and modernization associated with the
Knowledge-based economy development are limited. Particularly, in Thua Thien
Hue province, there are only a few research works on human resources by such
authors as Vu Duy Du, Le Thi Kim Phuong in 1999 - 2004, and there has been no
research about human resources for industrialization and modernization associated
with the Knowledge-based economy development in Thua Thien Hue province,
especially in the long term. Therefore, on the basis of inheriting and acquiring
research results of scientists going ahead, the addition to the incomplete issues left
open to further improve the theoretical and practical issues on human resources for
industrialization and modernization associated with the development of knowledgebased economy is determined the direction for further research development.
Thirdly, the studies have mentioned problems related to human resources,
High-Quality Human Resources. However, the thesis considers that there are some
issues need further studying:
- It is necessary to clarify the different concepts of human resources, human
resources for industrialization and modernization associated with Knowledge-based
economy development and the different characteristics of human resources for
industrialization and modernization associated with Knowledge-based economy
development with other traditional models of industrialization.
27
-. Characteristics of human resources for industrialization and modernization
associated with the development of knowledge-based economy should be drawn
and considered to see that such characteristics have impact on the human resources
required for industrialization and modernization associated with the development of
knowledge-based economy.
- Such issues
as the human resources required for industrialization and
modernization associated with the development of Knowledge-based economy, the
influential factors, trends and regularity in HR structural shift towards
industrialization and modernization associated with the development of Knowledgebased economy remain the relatively new problems that need more thorough study.
- Researching and evaluating the situation of human resources for
industrialization and modernization in association with the development of a local
knowledge-based economy in a long time, on such basis searching for solutions to
develop human resources to meet the requirements of industrialization and
modernization in association with knowledge-based economy development are
essential and have not been studied.
Those are suggestions for the thesis "Human resources for industrialization
and modernization associated with the development of knowledge-based economy
in the province of Thua Thien Hue at current time" to be selected for
implementation.
28
Chapter 2
THEORETICAL AND PRACTICAL BASIS OF HUMAN RESOURCES FOR
INDUSTRIALIZATION, MODERNIZATION ASSOCIATED WITH
KNOWLEDGE ECONOMIC DEVELOPMENT
2.1.
HUMAN
RESOURCES
FOR
INDUSTRIALIZATION
AND
MODERNIZATION ASSOCIATED WITH THE DEVELOPMENT OF THE
KNOWLEDGE-BASED ECONOMY
2.1.1. Human resources and the characteristics of human resources for
2.1.1.1. Standpoint of HR, HR for industrialization and modernization
associated with the development of the knowledge-based economy
The term “Human resources” or “manpower resources” was initially used int
the decades of 60th in the 20th century in Western and some Asian countries. It can
be said, this was a period marking the jump in awareness of the role and position of
humans in socio- economic development, from human labor was seen as a tool
became the 1st determining factor, especially in the conditions of knowledge-based
economy development. In Vietnam since 90s of the twentieth century to the present,
this resource has been considered particularly important, so the term HR has been
widely used by scientists, policy makers for in-depth study and wide use. Therefore,
there are several different notions of the concept of human resources, but in the
final, HR is approached in two basic perspectives:
- In the perspective of studying human resources as potential, the general
human resources, there are some noteworthy concepts as follow:
1) Associate Prof. Hoang Chi Bao said that HR is a combination of strength
and willpower showing the creativity, quality, performance and new development
perspectives of human [4, 14].
2) In the scientific study of State level (KX - 07) "Vietnamese Humans - the
objectives and motivations of the socio - economic development", Associate Prof.
29
Pham Minh Hac and his colleagues believed that HR is the number and quality of
the population, including physical and mentality health and quality of intellectual
capacity [54, 328].
3) Recently, Dr. Nguyen Duc Binh emphasized that human resources are
resources in in every human being. It is overall organic unity between Labor
potential and the working capacity of human forming their labor capacity [51, 26].
Although the objects and purposes of human resources studies are different,
HR is understood in the following aspects: human resource is a factor in addition to
other types of material factors (financial capital, natural resources, technology,
public institution, ...) for the social process of production; human resources are
specific people with labor capacity, capable of working; HR is a combination of
strength, willpower, knowledge, skills and dignity of every human being, the human
resources are manpower resources including potential resource and existing
resources; human resources exist as an entity capable of creative labor; human
resources is the human working ability affecting the development of each individual
and society.
- In the perspective of studying human resources as the overall human
resources in units and throughout the country, with the typical conceptions:
According to the concept of the International Labor Organization (ILO),
human resource of a country is all people at working age [100, 61]. This concept is
understood in two ways: 1) Connotation, HR is labor power supply for the
production of society, providing human resources for development, so human
resources include all population can grow normally; 2) Narrow sense, HR is the
working ability of the society, including the population groups at working ages
likely to participate in working - production, ie all individuals can participate in the
working process, the overall physical elements, their mentalityity are used in the
working process. The concept of human resources in this sense is commonly used in
the theories of social labor and surveys on Labor - employment.
30
According to UNDP, the concept of HR is the overall capacity (the ability and
intellect) of people mobilized into the production process, energy source - the
human inner capacity is also the power of the society [92, 13].
According to the opinion of the Ministry of Labor - Invalids - Social Affairs,
HR is the labor potential for a defined period of a nation, in some extent can be
determined on scope of a local, an industry or a region [9, 13].
According to the concept of economic development in the theory of human
capital, human resources are primarily considered as an element of the production
process, a means for socio-economic development, in addition, considering the
needs of people from demand for resources development [170, 138]. That means,
investment in people is the same as investment in other material resources, so must
take into account the effect of such investmen. This view is now being commonly
used in many countries.
Thus, the study of human resources as the overall human resources has a
number of concepts and different manifestations, but in the final human resources of
a national reflect the most important characteristics, namely: 1) HR is manpower
resources, 2) The basic elements determining the manufacturing process, and 3) The
human resources are a part of of population providing labor power for the society so
the surplus and shortage of labor force has impact on the speed of economic growth;
4) HR is an integration between social competence and dynamism of human; 5) HR
is the potential, strength of the human; 6) HR reflects possibility of working of a
society; 7) HR is the integration of physical and mentality capacity of labor force.
From such approaches, we can see most of the concepts of human resources
are recognized and approached in the perspective of Development Economics or
Socio-economic Management, and in the perspective of political economy, the
thesis considers: human resources of a country are all those who will participate in
the labor force working in all sectors of the national economy with all the physical ,
mentality abilities and related to the development of each individual and that
country. In other words, human resources are the total sum of physical ability and
31
mentality capacity existing in the entire labor force and those who will be able to
supplement labor participating in working process of a country, in which the
physical, mentality abilities, ethics, working experience, working styles ... are
applied to the operation of Socio-economic activities to create material wealth and
the spirit of service to society.
With this approach of the thesis, the concept of human resources fully reflects
the aspects: 1) The quantity criteria of human resources, including those who are
and will be engaged in the economic sectors of a nation; 2) The quality criteria of
human resources, such as physical, mentality, mind power, 3) The determinants of
human resources that are all physical abilities and mentality capacity of Labor.
From the common concept of human resources, can understand broadly that
human resources for industrialization and modernization associated with the
development of Knowledge-based economy: A synthesis of physical and mentality
capacity existing in all people who will join the social labor force and capable of
fulfilling the objectives and tasks of the process, in which the growth of the capacity
to endure the pressure of work and creative energy as well as the structure of the
labor force must be consistent with the growth rate of technical infrastructure and
the structural shift of the economy in boom conditions of Science- technology and
international economic integration.
Approach to HR for industrialization and modernization associated with the
development of Knowledge-based economy as above has pointed out: firstly, in
accordance with the approach of HR of Political Economy Major, secondly, fully
reflects the basic content of HR; thirdly, in consistent with the demands of the
industrialization and modernization process associated with the development of
Knowledge-based economy and international economic integration.
2.1.1.2. Specific characteristics of human resources for industrialization and
modernization associated with the development of knowledge-based economy
Industrialization is an inevitable development stage of the countries and
depending on the circumstances and conditions that each country chooses the
32
appropriate model of industrialization. In the context of globalization and the
development of Knowledge-based economy, being a latecomer to shorten the
process of industrialization Vietnam determines to implement industrialization and
modernization associated with the development Knowledge-based economy. Unlike
the traditional model of industrialization, the pattern of industrialization and
modernization associated with the development of Knowledge-based economy that
our country is implementing will make the methods, scope and structure of HR
completely changed in the quality of human resources leading to new
characteristics:
Firstly, in the model of industrialization and modernization associated with the
development Knowledge-based economy, complex labor rate is much higher than
unskilled labor. Industrialization and modernization process associated with the
development of Knowledge-based economy is the combination of industrialization
and modernization with Knowledge-based economy development process that
essentially it is the process of using knowledge in all economic sectors and the
demand for intellectual labor will be growing up. Complicated Labor is an elite part
of HR with highly technical expertise, skillful that can better meet the demands of
modern manufacturing. In our country, this complex labor tend to increase in order
to meet requirements to accelerate the industrialization and modernization process
associated with the development of Knowledge-based economy. Currently in our
country, complex Labor tends to increase rapidly: the intelligentsia in Vietnam
includes 2.5 million people (accounting for 2.15% of the population), of which
according to the statistics from the Ministry of Education and Training there are
over 14 thousand scientific doctors and in statistics from the Council of Titles, State
professors to 11-2011, there were 1459 professors and 8048 associate professors;
leadership and management at all levels included 544 thousand people, including
97% College degree or higher [76, 60]. We can confirm, the impact of the scientific
–technological revolution and the requirements of use of the knowledge of the
economy makes the model of human resources for industrialization and
33
modernization associated with the development of Knowledge-based economy have
peculiarities with the previous industrialization models.
Secondly, in the model of industrialization and modernization associated with
the development of Knowledge-based economy, not only the key economic sectors,
the new high-tech industries require skilled labor with highly technical expertise but
also in all industries, all sectors Labor are required not only to have certain
knowledge, but also must have high knowledge and skills, which means they must
have technical expertise and professional level. In our country, industrialization and
modernization associated with the development of Knowledge-based economy is
not the immediate transfer of the traditional economic sectors to high-tech industries
as many countries have done, in fact, it must depend on knowledge and application
of Science - Technology to improve the traditional economic sectors towards
increasing knowledge content in products. Thus, traditional economic sectors such
as industry, agriculture, services also require skilled laborers with technical
expertise and knowledge. This is because the new scientific and technological
progress applied in the fields, industries is very complex, modern, laborers must have
knowledge to capture operation process and apply it. For example, Flora Co., Ltd. in
Hanoi Vietnam deployed the model of growing flowers with high technology in 10,000
m2 including greenhouse systems, greenhouse, modern machinery and brought in
revenue of about 10 billion dongs/year, created 100 jobs to regular labor, gradually built
brand in the luxury flower market. Or industrial flowers farm in Dalat, Hasfarm applying
automatic planting , fertilizing process completely controlled by computers from the
phase of temperature, humidity assurance to fertilizer regulations, nutrient supply, in
2004 its revenue was $ 8.5 million.
Thirdly, the specific characteristics of human resources in the model of
industrialization and modernization associated with the development of Knowledgebased economy require labor to have ability to create new things. As a latecomer, to
avoid the risk of falling behind, leapfrog Vietnam implements industrialization and
modernization associated with the development of Knowledge-based economy
34
actually by applying new knowledge in all economic sectors in order to increase the
added value of the products, reduce material and labor costs, improve productivity
and product quality, fast shift economic structure towards modernization. A key
factor to ensure the success of this strategy is to promote innovative capacity of
human resources and so on, HR in industrialization and modernization associated
with the development of Knowledge-based economy are creative human resources
rather than a part of the machinery system on the production line of enterprises.
Currently, with the impact of scientific-technological revolution, technology has
been innovated with rapid speed, thereby shortened the a life cycle of technology
and technology is often outdated very fast so businesses, countries with rapid pace
of innovation, they have an competition advantage. Therefore, to achieve
industrialization and modernization associated with the development of Knowledgebased economy, our country needs more mechanisms and policies in order to
promote the creative abilities of human resources.
Fourthly, in the pattern of industrialization and modernization associated with
the development of Knowledge-based economy, the role and status of intellectual
division of labor in the HR structure is highly appreciated. In the traditional model
of industrialization, the lack of capital is so common that people with big sum of
money are owners of businesses. While in the model of industrialization and
modernization associated with the development of Knowledge-based economy,
capital source no longer plays a decisive role, because in the conditions of economic
globalization, especially in the world currency markets constantly completing
leading to highly redundant world capital. Therefore, the position of capital owners
is reduced while the position of the knowledge owners is gradually increasing, more
and more intellectual people are participating in the ownership, operating businesses
and who owns more intellectual property, he will be the winner in the economic
competition.
Fifthly, in the model of industrialization and modernization associated with the
development of Knowledge-based economy, there is the structural shift towards
35
knowledge. In the process of shifting economic structure is always faster, because
the formation of a new economic sector require skilled Labor with equivalent
technical expertise. Therefore, to maintain and develop key economic sectors, the
HR structure must be moved in the direction of knowledge, which forms HighQuality Human Resources.
2.1.2.
Industrialization
and
modernization
associated
with
the
development of knowledge-based economy and human resource requirements
2.1.2.1. Characteristics of industrialization and modernization associated
with the development of the knowledge-based economy
Industrialization is indispensable step in the development of a country.
However, depending on the circumstances and different periods of history that
every nation has different step and implementation model of industrialization. Being
a backward agricultural country to socialism ignoring capitalist stage of
development, our Party has defined industrialization and modernization the central
task, throughout the period of transition to socialism, but under conditions of
revolutionary
scientific-technological
explosion
and
the
development
of
Knowledge-based economy, Vietnam can not perform Industrialization sequentially
as many countries, but undergoes industrialization and modernization associated
with the development of Knowledge-based economy. Industrialization and
Modernization associated with the development of Knowledge-based economy has
the following characteristics:
Firstly, industrialization and modernization associated with the development
of Knowledge-based economy in our country substantially the shortened
industrialization based on knowledge. Today, the trend of economic globalization
and the development of knowledge-based economy is making drastic changes in the
content and steps of the industrialization and modernization process in developing
countries like Vietnam. In the present context, being a latecomer, to avoid the risk
of falling behind, our country must implement industrialization and modernization
36
associated with the development of Knowledge-based economy. The Ninth National
Congress of Communist Party of Vietnam has identified:
The path of industrialization and modernization of our country needs and may
shorten the time, both has the sequential steps and leaps. Promoting the advantages
of the country, taking advantage of every possibility to reach the advanced level of
technology, especially information technology and biotechnology, making use of
more and more, at higher levels and more common the new achievements in
Science-Technology, step by step developing Knowledge-based economy [42, 91].
Thus, the essence of industrialization and modernization associated with the
development of knowledge-based economy our country's ongoing is shortened
industrialization based on knowledge. Shortening here is to combine both processes
of moving from agricultural economy to industrial economy and from the industrial
economy to Knowledge-based economy. Unlike the foregoing countries, these are
two independent , successive processes that means
after completing basic
industrialization, then switching to Knowledge-based economy, but with the
advantage of being a latecomer, in our country these two processes are integrated
into each other, support each other, take place in parallel and must be done
simultaneously.
Secondly,
industrialization
and
modernization
associated
with
the
development of Knowledge-based economy in our country is the development of
traditional industries as well as development of key industries in the way of shortcut
towards modern technology. Industrialization and modernization associated with the
development of Knowledge-based economy requires rapid growth, selective
knowledge-based economic sectors and high technology for short-cut to the modern
technology and avoid the risk of being lagged behind other countries in the region
and the world, namely: IT, Biotechnology, new materials technology, new energy
technology ... However, starting as an agricultural country, our country has
implemented industrialization and modernization associated with the development
of Knowledge-based economy without immediately transferring the traditional
37
industries to high-tech ones as many countries but based on the knowledge and
application of Science - Technology for the development of traditional industries
having absolute advantage in labor and resources towards increasing the knowledge
content of products. Therefore, besides the development of high-tech industries, the
traditional industries should focus on investment and development, namely:
- For agriculture. Agriculture is a traditional economic sector, starting as a
backward agricultural country, Our Party and State have asserted in a long time it is
still an important economic sector in the economy of our country. So, in terms of
development of knowledge-based economy, for agriculture to become an important
production, it is necessary to apply scientific-technological progress like IT,
biotechnology to agriculture, such as alternating forms of outdated traditional
technical production methods; alternating traditional means and production methods
with modern methods and facilities; constructing high-tech agricultural production
zones based on biotechnology (genetic engineering) ....
- For industry. Industry is also a traditional sector that needs both sequential
steps and jump. Currently, in all industries, knowledge and technological innovation
are necessary to improve productivity, quality and value of products, take advantage
of the available facilities and labor force, resolve jobs, raise incomes for laborers
- For the service sector. In the trend of world economic integration and
development of Knowledge-based economy, service sector is required to rapidly
develop and modernize. IT has a tremendous impact on the development and
modernization of services. In the last 5 years, by using e-commerce, the Internet,
transactions are more convenient and quick, transaction costs much reduce. Ecommerce development has reduced the cost of developing economy trillions of
dollars and also developed tourism and promoted export activities, contributed to
economic growth.
Thirdly, industrialization and modernization associated with the development
of Knowledge-based economy is taking place in our country in the context of
globalization and international economic integration. Globalization and economic
38
integration in the world is an objective trend, creating opportunities for developing
countries, especially promoting the development of Labor force, economic growth
and economic restructuring ... Particularly, globalization and international economic
integration allow latecomer to receive achievements in Science - Technology, HRD
experiences of countries that have completed industrialization and modernization
and is entering the development of Knowledge-based economy. For Vietnam,
globalization and international economic integration have a positive impact on
improving the quality of human resources in two aspects: firstly, globalization
promotes the rapid of scientific-technological development, allows Vietnam to
acquire scientific-technological achievements of advanced countries in the world,
thus urges laborers to improve access and use of scientific-technological
achievements to operate production-business; secondly, when laborers are working
in enterprises, especially FDI ones, they will gain advanced working methods, know
how to use modern technology ... then have conditions to learn, improve technical
expertise and skills, practice the industrial manner. Thus, in the context of
globalization, international economic integration deeply and widely taking place,
Vietnam can make use of the many opportunities to perform industrialization and
modernization associated with development of Knowledge-based economy, of
which opportunities to improve the quality of human resources are extremely
important.
2.1.2.2. Requirements of human resources for industrialization and
Both theory and practice assert that at any stage of development of the social
production human resources take the decisive roles. However, at different levels of
development, different requirements for human resources are posed. Unlike the
model of industrialization that the foregoing countries have done, human resources
in the model of industrialization and modernization associated with the
development of knowledge-based economy in our country are not random human
39
resources, but meet the specific requirements of the quantity, quality and human
resources structure.
Firstly, HR for industrialization and modernization associated with the
development of Knowledge-based economy must ensure sufficient quantity.
The quantity of HR is the overall number of labor force being and will be
ready to participate in the process of socio - economic development. The number of
human resources will increase or decrease under the influence of the laws such as:
the law of population, the law of the match between the availability, use of labor
and labor power demand in each production period ... Currently in development of
Knowledge-based economy conditions, the rules are still effective, but the HR
quantity is moving in 2 trends: trained labor with technical expertise is growing;
untrained labor with low technical expertise not promptly catching up with the
requirements of society increasingly reduces. This trend leads to both redundancy
and shortage of labors: redundant Labor without technical expertise, untrained
labor, but short of technical expertise, trained labor, especially in high-tech
industries such as IT, biotechnology, Finance - banking .. . The lack of qualified
human resources forces some businesses to import highly skilled labor from abroad
(this inadequacy is now common throughout the country and in many places of our
country). So, in order to have enough human resources to meet the requirements of
industrialization and modernization associated with the development of Knowledgebased economy, in the coming time, our country needs to rapidly increase labor
with technical expertise at all levels and types of intellectual labor. Particularly,
specially
emphasize
on
scientific-technological
staff
training,
IT
and
biotechnological labor force. Because this is the core labor force to absorb the
achievements of the scientific-technological revolution, create new knowledge and
apply it in manufacturing activities. At the same time, rapidly increasing the
intellectual labor force (knowledge worker), according to many experts this labor
force accounts for about 70%. It includes Labor who are trained, knowledgeable,
skilled and working well in key economic sectors.
40
Secondly, human resources for industrialization and modernization associated
with the development of Knowledge-based economy must have high quality
In the present age, which country has human resources, especially HighQuality Human Resources will gain advantages. Since then, countries are
increasingly paying more attention to "upgrading" their human resources. For
Western countries to recruit talents and assess the quality of human resources in
knowledge-based economy, they have come up with a system the following criteria:
"degree in mathematics, with practice in the field of studying certain development,
basic knowledge of computer, grasping modern management methods, with foreign
language skills, basic knowledge of social sciences, especially law, economics,
history and culture ... "[126, 190]. While in China, the following criteria are
suggested: "capability of logical thinking, ability to obey orders, ability to cooperate
with others, creativity, capacity to inherit other people's creativity, personal history,
social status and family, ethnic and cultural knowledge and scientific knowledge of
modern techniques and qualities of thought "[126, 191].
Vietnam implements industrialization and modernization associated with the
development of Knowledge-based economy in the conditions of the scientifictechnological revolution and strongly growing globalization trend requiring totally
different quality of human resources from the traditional model of industrialization.
Shortened industrialization model based on the knowledge that our country is
implementing poses high demands for human resources in all three aspects:
physical, mentality and psychosocial quality ... but especially emphasize on
intellectual capacity, creativity and ability to adapt to changes in technology.
* About the physical strength of human resources. Industrialization and
Modernization is the process of applying and disseminating modern machinery and
equipment, so beside diligence, intelligence, creativity and flexibility, the physical
strength, health, mentality and psychology of Labor is very important. Labor with
good physical conditions has to meet the following requirements: 1) Strength and
stamina, durability to meet the demands of continuous and long lasting production
41
process; 2) Sound and lucid mind. Current equipment, machinery are very modern,
also, there are many more types of machinery and equipment of high value which
requires very high precision and just a small mistake will cause huge losses that’s
why laborers must have good health to operate such equipment; 3) Ensure the
demographic parameters (height, weight). Because mechanical systems and
equipment are usually manufactured according to the most common standard to be
able to exchange in the world and region markets. Therefore, if labor do not meet
the demographic factors, the capacity of the equipment will not be fully promoted,
there may easily occur accidents and the cost may be much higher if we have to
order for manufacture of equipment in accordance with the physical conditions of
Vietnamese.
The above indicators of human resources as approaching the standards,
physical strength of labor will be improved. In the recent years, physical strength of
labor force of our country has been improved, but compared to many countries, the
strength of HR in Vietnam is limited both in terms of demographic data and power
endurance, toughness. Physical limitations make it difficult for laborers in the use
and operation of machinery and modern equipment, especially large size machines;
working in unfavorable environments; high working intensity, difficult working
conditions ... Therefore, improving the race, enhance physical strength of the labor
force must be regarded as very serious issue in the country.
* About the mentality of HR. The process of industrialization and
requires HR to have high willpower. This requirement poses for human resources in
all sectors and fields, not only in the high-tech industry, but also in industry,
agriculture and services. Mentality in term of forms is expressed through education,
Technical expertise level of labor, but in term of essence, is expressed through the
ability to apply knowledge to practical activities in order to achieve high efficiency.
- Educational level of human resources: Education is reflected in the number
of average educationtraining, the level of school completed ... Normally the higher
42
education of the labor force is, the better mentality they have. In the recent years,
the educational policy is considered a top national one, the Party and State have
made policies to improve literacy levels. So, compared with many countries in the
region and around the world, educational level of Vietnamese people is ranked
above the average: 94% of the population aged 15 years and older is literate (2009),
the average number of schooling years is 7 or 8, basically having completed
primary education universalization and is in the closing stages of secondary
education generalization [69]. Of which, the education level of the labor force is
relatively high: in 2008 about 96% was literate labor force, of which, 32.08%
graduated from junior high school and 23.58% from high school [69]. However, the
illiteracy rate of labor still accounts for 4% and 40.36% of labor only has primary
schooling; labor in rural areas has low levels of education, especially in
mountainous areas, the ethnic minorities and islands. The weakness in education
actually becomes a barrier to labor in receiving the knowledge of humanity and
international economic integration.
- The technical expertise level of human resources: technical expertise level is
the most important criterion when judging the quality of human resources.
Technical expertise level is reflected in: the rate of trained labor in general and
vocationally trained in particular, indicators of competitiveness of labor ... Through
the survey, the technical expertise level of Labor in Vietnam has been significantly
improved: in 2009, the rate of trained labor was about 38% and vocationally trained
about 28%, in 2010 this proportion was corresponding 40% and 30% [69]. Survey
results in 1500 businesses (2009) showed that labor with College degree or more
was 6.22%, professional colleges and vocational colleges was 6.54%, vocational
training and intermediate was 5.78%; Technical worker degree or vocational
training: 56.08%) [69]. However, the technical expertise level of human resources
in our country does not meet the requirements of industrialization and
modernization associated with the development of knowledge-based economy,
expressed through: the rate of trained labor is low (only 1/3 of the countries and the
43
new industry such as South Korea, Taiwan, Singapore); shortage of high-quality
human resources, especially managers and experts, skilled workers, imbalance
training structure ... The low level of technical expertise has a huge impact on
labor productivity, competitiveness of the economy, exactly expressed through: the
competitiveness of our country was down 5 levels, ranking 75/133 countries (2009),
lower labor productivity than other countries in the region and in the world (about
30 million / labor / 2008) [69].
The severe shortage of skilled human resources is a big challenge for our
country in the process of industrialization and modernization associated with the
development of knowledge-based economy and integration of the world economy.
Therefore, in the future, our country needs to address a number of pressing issues:
firstly, raising the awareness of HR. This is possible only when we improve the
educational level of the majority of the population. This is the prerequisite condition
for laborers to acquire, grasp the basic scientific knowledge in order to apply to
daily activities and is a basis for improvement at the higher levels; secondly, the
majority of human resources, especially labor force engaged in economic activities
must be trained in technical expertise from high schools, colleges, universities,
graduate and professional training. Of which, attention should be paid to the
training types of Labor: intellectual Labor with management ability, high technical
expertise level (scientists, leading experts and engineers in the high-tech industry,
leading-edge technologies and some other important sectors) based on the HR
working in Education – Training; training skilled workers. [103;41]. The demand is
due to the impact of the scientific-technological revolution, the scientific and
technical advances applied to the production required intellectual labor qualified
technical expertise. In fact, in the U.S.A firms 60% is intellectual workers, the
annual growth rate of labor with high technical expertise accounted for 2% and in
1999 in the OECD countries the average population aged 25 - 65 was 60% with
high school education, 13% with university degree [103, 41].
44
- Virtue and psychosocial quality of human resources. Industrialization and
modernization associated with the wide use of scientific-technological
achievements and in the context of contemporary globalization the economic
competitiveness of products and labor has been enhanced with global scale. Therefore, in
addition to improving physical and intellectual strength, human resources are required to
have the virtues and typical psychosocial qualities as follows:
+ Establishing and promoting the creativity of human resources. We know
that the replacement of civilizations stems from the continuous creation of human
beings and it is the creation of man, especially in the field of Science Technology that has brought about dramatic changes and put mankind into a new
era - the era of Knowledge-based economy. So, in the Knowledge-based economy
creative qualities of human resources become "the soul", the most important
driving force to promote the development of productive forces, and creativity
becomes a special craft. When analyzing mechanical systems Karl Marx specified
"invention becomes a special job and for this job the application of science to
direct production itself becomes one of the decisive and stimulus factors"[85,
367]. Vietnam is undergoing the process of industrialization and modernization
associated with the development of knowledge-based economy, the shaping and
promoting innovative qualities of human resources becomes more important than
ever because:
Firstly, in the context of globalization and the development of the
Knowledge-based economy, the competitiveness of enterprises in the market
depends heavily on the new product lines. According to Prof. Dang Huu, if in the
industrial economy, competitiveness and the creation of new value is mainly
based on supplementing and completing the availables, in the Knowledge-based
economy to improve competitiveness we must base on the creation of new ones.
Because of the strong impact of the scientific –technological revolution, what is
already known (that already exists) will lose value, the unknown (new one) is
what brings the highest value. The existence and development of enterprises, the
45
countries is mainly based on the creation of the new, the unknown, not
supplementing and completing the old available ones. Thus, the determinant of
competitiveness of enterprises and countries is the creation of new products
rather than improving the existing ones. This shift creates opportunities and
challenges for the labor. Qualified people with creative abilities would have more
chance in finding suitable jobs and higher incomes. Conversely, those without
qualified technical expertise , no creativity and the ability to exercise regularly
will find it harder to find jobs and raise incomes.
Secondly, in the conditions under which natural resources are dwindling,
habitat has increasingly obvious change, it is the creative ability of humans that
creates the products with high alternative value and being likely to control the
nature. Take Japan as an example – a country very poor in natural resources and
suffering frequent natural disasters, but its own human resources have knowledge
and creative ability, which helps Japan quickly become one of the most powerful
countries in economic development. Thus, creativity today becomes the criterion
determining the existence of humanity, creating the nation's strength and qualities
necessary for each individual. According to Prof. Dang Huu, people without the
ability to create will have no place in the Knowledge-based economy. However,
the creativity ability of HR depends on several factors: the current level of
development, Socio-economic environment, infrastructure conditions, financial
strength, the passion in work, sense of personal responsibility to the community
and society ... Therefore, to develop the creativity ability of human resources,
countries, policy makers and laborers themselves must pay attention to
facilitating conditions to improve such factors above.
+ Establishing and promoting adaptability, flexibility of human resources. If
the creative ability of human resources helps countries reach the pinnacle of
development, the ability to adapt to these changes helps countries catch up with
the trend of international integration and globalization today. This ability of labor
is embodied in the acceptance of the scientific-technological revolution’s impact;
46
skills to quickly capture market information, skills in negotiation, agreement,
acceptability and availability to move, jobs change on the labor market, the
ability to cope with risk, market failure ... When having such skills, HR will
know how to adjust and adapt quickly to those changes, head towards owning all
human knowledge.
We can say, the adaptability of human resources becomes critical factor
deciding the existence and development of individuals in the society, the
organization and each country. In this age, people who accept changes, have the
skill of adaptability and flexibility in receiving and absorbing new knowledge
will become the true master of this economy. Human resources for
industrialization and modernization associated with the development of
Knowledge-based economy in our country must be a typical force representing
that ability of adaptation. However, to establish and promote adaptability of
human resources, the human resources must be trained and equipped with the
basic knowledge at schools, regularly organizing short and long term training
sessions in enterprises, lines for the labor to improve the ability to predict
changes, capture, manage, ready to deal with changes and have adaptation
measures in accordance with the changes in the economy.
+ Forming self-consciousness and desire to learn. Self-discipline and desire
to learn of human resources is necessary requirement in the era of Knowledgebased economy. In the Knowledge-based economy, intellectual capital becomes
an important source for the production process, not the number of labor and
natural resources. The position of High-Quality Human Resources is increasingly
valued by the society and becomes "expensive" in the labor market. The society is
non-stop developing, so requirements in work will be increasing and diverse, too.
If the labor does not equip with appropriate knowledge with the era will
inevitably be eliminated. Therefore, to have a place in the society, the labor is
required to always uplift self- learning, learn anywhere, anytime to accumulate
and enrich their knowledge capital. If being satisfied with the knowledge, labor
47
will not only eliminate himself out of the general evolution but also impede the
development of nation, people. Vietnam has the tradition of eager to learn, which
is advantageous if we build and promote these qualities.
+ Training the industrial working style. Industrial style is express firstly in
the compliance with and respect of time. In developed countries, the compliance
with office hours, punctuality is one of the basic principles, always the first factor
to evaluate, recruit labor. While in Vietnam, laborers are unaware of the
importance of the industrial style building, still have the habit of using "elastic
time", sluggish, dilatory in work. This has created a disturbing consequence - the
"inertia" in creativity and personal development. Besides, the industrial style is
manifested through the scientific, logical working practice, basically, working by
process, work-sites of professional laborers are often neat, orderly, tidy and clean.
In a modern, dynamic working environment, industrial style is one of the top
criteria to determine the success of an organization, business or individual
advancement. Training such for labor is not only beneficial for the enterprises,
but also have important implications for the laborers. For labor to be trained the
industrial manner, professionalism and high sense of discipline, in addition to the
propaganda organs of the Party guidelines and State law, it is vital to develop a
code of behavioural conduct stating the necessary information about job
requirements, working hours, wages and forms of handling, sanction ... Thus
fostering the industrial style for labor is really effective.
+ Enhancing professional ethics. Professional ethics is a system of moral
norms with social values consistent with the characteristics of each type of
occupation, partly reflecting the personality of labor. In the society, there are how
many careers that there are much of professional ethics. However, there are
standards of professional ethics for all lines requiring laborers to follow, they are:
love of profession, passion, enthusiasm, responsibility, honesty, saving , diligent,
hard-working, ... Furthermore, professional ethics is also expressed in laborers
themselves the desire of devoting talents, wisdom and effort to the socio -
48
economic development of the country. Therefore, labor should always improve
their virtues, because it is the motivation for personal development, career
development capacity of labor, contributing to increasing labor productivity and
work efficiency.
It can be said, each level, each period of development of the society, the
economy requires suitable virtues, personal qualities of Labor in accordance with
the requirements of that time. To implement the process of industrialization and
and for Vietnam's labor to compete with those in other countries, Vietnam’s
laborers are required: on the one hand, to promote the positive qualities (hardworking, diligence, and desire to learn ...) and remove the weaknesses of dilatory
behavior, poor sense of discipline, freedom, and casual available in Vietnam’s
laborers; on the other hand, it is necessary to educate sense of responsibility for
work, cultivate professional ethics, training creativity, adaptability ... for laborers.
2.2. THE REGULARITY OF STRUCTURAL SHIFT OF HUMAN RESOURCES
TOWARDS INDUSTRIALIZATIONA AND MODERNIZATION ASSOCIATED WITH
THE DEVELOPMENT OF KNOWLEDGE-BASED ECONOMY
We know that any industrialization process must perform two basic contents:
development of Labor force, building infrastructure – technology for the economy
and shifting the economic structure. Under HR perspective, the process of
industrialization and modernization is the Labor structural shift, making the human
resources structure suitable with the economic structure (hereinafter referred to as
human resource structural shift in the thesis). However, in the industrialization and
modernization process associated with the development of Knowledge-based
economy, the labor structural shift must always follow the regularity: the
acceleration speed of labor structural shift must always be compatible with the
speed of economic structural shift towards knowledge-based and focus on key
economic sectors and take advantage of the potential maximum advantage of
available human resources of the country. For a developing country, bypassing the
49
capitalist development phase to the construction of the the knowledge-based
economy oriented socialism as our country, low proportion of High-Quality Human
Resources, this human resource structural shift requires to be prepared inadvanced
to facilitate the economic structural shifts when acquiring techniques and
technology from the advanced countries through FDI.
2.2.1. Factors affecting structural shift of human resources towards
knowledge economy
The trend of structural shift of human resources in the industrialization and
modernization associated with the development of Knowledge-based economy is
affected by many factors, especially the typical elements of the internationalization
of production, which is the explosive development
of scientific-technological
revolution, the shift of international economic structure, the development of
knowledge-based economy and globalization process.
Firstly, the impact of the scientific -technological revolution and economic
globalization has brought about new industries requiring human resource structural
shift. Entering the twenty-first century, the scientific -technological revolution
continues to make rapid progress, making outstanding development of labor force,
further international division of labor, the world economy is driven by advances in
technology, engineering, particularly steer ing the human society to move from the
industrial economy to the knowledge-based economy. The impact of the scientific technological revolution has reduced many traditional industries and resulted in
several new production processes. Since then, the economic structure and the
density of economic sectors have also changed: the density of agriculture decreased,
the proportion of industry and services increased. The appearance of new industries
changes the human resource structure in the direction: the proportion of agricultural
labor decreased, the proportion of labor in industry and services, especially in the
manufacturing and service sector mainly based on knowledge and high technology,
on the processing and creating information has increased rapidly. Vietnam is in the
50
process of industrialization and modernization associated with the development of
Knowledge-based economy, the economic restructuring and development of a
number of key industries, forming major economic zones, developing industrial
parks, EPZs is necessary so it is required to have structural shift of labor, thereby
implementing the shift in the structure of human resources.
Secondly,
restructuring
the
economy
towards
industrialization
and
modernization affects the structural shift of human resources in two ways: 1) the
first direction is, the economic restructuring of the industry. The developing
economies including Vietnam entering the industrialization late and having
economic characteristics of the two regions: the traditional sector - agriculture and
services at a low level; modern sector - Industry and technical – technology based
services. The impact of the scientific-technological revolution causes economic
restructuring in sectors, the traditional industries losing competitive advantages will
gradually fade and give way to new industries, so the HR structure should be shifted
also. The eleventh National Congress determined that to take the country to an
modern industrialized country by 2020, we need to build a modern economic
structure industry - agriculture - services: the proportion of industries and services
accounts for 85% of GDP, the value of high-tech products reaches 45% of GDP, the
ratio of agricultural labor decreases 30-35% of the total social labor. To
accommodate this change, organizations need to first retrain the labor force in the
old trades in both technical expertise and skill levels to suit the demands of the new
industries. Besides, it is vital to forecast the needs of labor force in the new
industries for making training plans so that labor force can join immediately on
production – business activities. 2) The second thing is, economic restructuring by
the regions leading to the restructuring of the labor force in regions and setting out
new requirements for training of human resources, especially skilled labor training
in place to limit qualified labor migration status among regions. Therefore, training
of human resources should focus on improving the quality of training of technical
51
expertise labor. At the same time planning the training facilities in the region to
meet the needs of qualified labor in place. .
Thirdly, knowledge-based economy is one of the factors strongly impact the
movement and displacement of the current HR structure. In the Knowledge-Based
Economy, the movement and HRD are also subject to the laws of economics, which
is the law of value, the law of supply - demand, competition rules. The impact of
these rules on the labor market will create incentives for laborers constantly
learning to improve levels in all areas, improving the quality of labor to earn higher
income jobs. Besides, because of the Knowledge-Based Economy due to being
based on techniques and high-tech, wages tend to increase leading to the demand
labor to increase higher technical expertise, reduce labor force with low technical
expertise and unskilled labor in some sectors. This is the objective factor leading to
a division of labor will shift to the industries requiring technical expertise level with
higher income, especially in the areas with foreign investment, high-tech zones,
processing zones ...
2.2.2. Trends and regularity in the structural shift of human resource
towards industrialization and modernization associated with the development
of the knowledge-based economy
2.2.2.1. Structural shift of human resources towards industrialization and
modernization associated with the development of the knowledge economy
Firstly, the structural shift of qualified human resources by economic
structure. The process of industrialization and modernization associated with the
development of Knowledge-based economy requires a major shift in the structure of
qualified human resources to meet the requirements of economic sectors with high
knowledge content. The structure of human resources by qualifications is one of the
criteria determining the quality of human resources, it reflects: quality components
of the human resources, development level of qualified human resource, capacity
and the reasonableness of the scope of human resource training. In our country, the
qualification level of human resources structure is inappropriate, cannot meet the
52
requirements of industrialization and modernization associated with the
development of Knowledge-based economy, expressed through: the rate of HighQuality Human Resources still small compared to the actual needs . By 2004,
skilled labor only accounted for 22.5%, while untrained labor made up a high
percentage: 77.5%. This situation led to a huge surplus of unskilled labor, while
there was a severe shortage of highly qualified labor, especially labor for industrial
zones, export processing zones; the structure of trained human resources with
technical expertise is imbalance: in 2004 that structure was: (1 college,
university/0.91, vocational school/2.75 technical workers). Compared with the
previous years, the level of human resources structure in our country with technical
expertise shifted better to meet the requirements of industrialization and
modernization. However, compared with many countries in the world and the
requirements of industrialization and modernization associated with the
development of Knowledge-based economy in our country this shift is very slow
(countries with developed economies have the structure: 1 college, university/4,
professional school/10 technical Workers) [116, 126-127]. Thus, the process of
industrialization and modernization associated with the development of Knowledgebased economy in our country requires building a suitable structure of human
resource among types of technical expertise levels. Therefore, the State should
adjust the training policies to reduce the human resources with primary level of
technical expertise and increase the proportion of highly qualified human resources
(scientists, managers, technicians, technical worker ... ), by 2020 our country will be
able to build up a more suitable human resources structure with technical expertise.
Secondly, the shift of human resources structure by economic sectors.
According to the development trend of Knowledge-based economy, labor in the
agricultural sector will be reduced to about 5%, and the industrial labor, normal
services labor increasingly shift to the service sector requiring knowledge, skills and
higher technical expertise. Two American economists - P.Windrum and
M.Tomlinson have listed some sectors requiring technical expertise labor as
53
follows: accounting, architecture, surveying, exploration, construction services,
computer and IT-related services, design, environment, media management,
insurance, real estate, telecommunications, labor recruitment and supply technical
staff , law services; market research .. . [116, 335].
For Vietnam, in the process of industrilizaion and modernization associated
with the development of Knowledge-based economy, to build an optimal economic
structure we must meet one of these requirements: the proportion of labor in
agricultural sector declines and the proportion of labor in industry and services
increases. Accordingly, the structure of human resources must also move in line
with the shift of economic structure: the proportion of labor in industry and services
increases, the proportion of labor in agriculture declines. In particular, pay special
attention to the structure of qualified labor in industry - construction, especially in
industries with competitive and export advantages; heavy industry, high-tech industries,
key industries, construction-service industries, especially key service sectors.
Thirdly, structural shift of human resources by economic zones. The process
of industrialization and modernization associated with the development of
Knowledge-based economy in our country will lead to a structural shift in the
economic zones, especially in key economic areas, dynamic economic ones. In the
recent years, in our country the distribution of human resources between the regions
there have been positive changes: the proportion of labor in the urban areas and key
economic areas increased, while the proportion of human resources in rural areas
and the economic zones slowed down the development. The reason for this trend is
due to: commonly in these areas there are several industrial zones, industrial parks,
factories, the place to approach the poor and due to the process of urbanization in
the part of agricultural labor lost land for cultivation so they had to look for work
elsewhere. The problem is, in the coming time to ensure appropriate human
resources structure and balance between regions, the State should have policies and
appropriate measures: annual survey conducted to understand the underlying
population and human resources of each region; excess and deficiency identification
54
in specific areas of human resources, investment resources for economic
development in rural, underdeveloped areas ... to ensure human resource balance
among regions.
Fourthly, the shift of human resources by the economic components.
Industrialisation and modernization associated with the development of the
Knowledge-based economy, in the environment of knowledge-based economy, HR
structural shift by economic components aims at maximizing the full potential of
those components is very important. In the coming years due to the impact of
industrialization and modernization associated with the development of Knowledgebased economy and the process of restructuring state-owned enterprises, which will
take place in the trend of moving upward the proportion of labor the non-state
components. In particular, notably increase human resources working in private
enterprises, enterprises with foreign investment, while the human resources
employed in the state components, the collective economic sector does not increase
much, even decreases compared with the past and other economic sectors. That
inevitably leads to proportion of human resource in state and collective economic
sectors in the human resource structure of each region, local as well as in national
human resources structure going down. To ensure the socialist orientation and the
leading role, the core of economic components in the national economy , the state
must radically reform the salary and training system along with practical incentives
for laborers to avoid brain drainage from this component to another components
with higher wages.
Apart from structural shifts of human resources by the level of technical
expertise, economic sectors, regions and economic components, in the process of
Knowledge-based economy has shifted the human resources by gender, by career ...
Because, at present, Vietnam has made certain achievements in the implementation
of gender equality and the emergence of a number of new careers.
55
2.2.2.2. Regularity in the structural shift of human resource towards
As discussed above, in the process of industrialization and modernization in
association with development of Knowledge-based economy, the economic
structural shift, the structure of human resources must also be shifted and such
structural shift has the following regularity:
Firstly, the proportion of unskilled labor declines and
of complex labor
increases and absolute dominates the total social labor, especially intellectual labor.
In fact, before World War II in the developed countries the majority were farmers,
but farmers today remains only 1/10 compared with the previous, and workers in
general are rapidly rising, especially workers with knowledge (just people using
mental strength, creativity to generate material wealth, the new value like
programmers and software technologies designers ...). Currently, in the developed
countries, blue-collar workers in industrial zone are only no more than 20%,
workers with knowledge accounts for more than 40% of the labor force [173, 29].
Or just take an example in a manufacturing plant in the U.S. in 1950, blue-collar
workers accounted for 35%, but by 1960 down to 30%, 20% in 1980 and currently
less than 15% of the total number of workers [65 , 51]. According to research by
Nuala Beck & Associatec Inc. (Canada), there are 20 countries in the world with the
rate of acknowledgeable workers accounting for the highest in the world labor force
including: the Netherlands (46.1%) and Switzerland (40.9 %), Sweden (39.8%),
Singapore (39.8%), Canada (39.2%), Belgium (39.2%), German (38.1%), Denmark
(37.6%), Niuzilan (37.2%), Russia (36.7%), English (36.4%), Australia (35.5%), Czech
Republic (34.4%), Iceland (34.2%), Finland (34.0%), American (33.6%), Israel (32.7%),
Norway (32.4%), Austria (30.9%) and Hungary (30.8%). In developed countries, labor
in information, labor in the fields of computer software increased rapidly, in particular:
the Australian labor force in information increased from 17% in 1950 to 30.20% in 1980
and in Germany increased from 18.3% to 33.2% or in Canada increased from 72,024
people in 1950 to over 123,312 people in 1980.
56
Table 2.1: Informative labor force in the total labor force in developed
countries
Unit:%
Nation
1950
1960
1970
1980
England
27.80
33.10
36.60
-
America
31.80
42.00
46.40
46.60
Australia
17.00
22.50
27.50
30.20
Germany
18.30
24.60
30.70
33.20
Source: [79;65 ]
Table 2.2: Labor force in the field of software in developed countries
Unit: person
Year
America
Canada
Japan
France
Finland
1992
838,334
72,024
488,469
151,347
16,200
1993
894,256
79,921
455,662
147,881
17,000
1994
955,094
99,056
424,867
153,329
16,500
1995
1,083,977
123,312
407,369
158,544
17,400
Source [103;44]
In our country, the general movement trend of human resources in the process
Knowledge-based economy is descending the scale of unskilled labor and
increasing the skilled labor in the industries, sectors, especially in the high tech
industries. In the recent years, the percentage of highly qualified labor force has
rapidly increased from 7.6% in 1986 to nearly 30% in 2007 [124]. The rate of
trained Labor from 15 years and over working in the economy has been up from
10.3% (2000) to 12.5% (in 2005) and 14.6% (2010) [123; 115]. In the coming
years, the policy of the State is to strive each year training over 1 million laborers
including 200,000 trained high-quality labor and in 2015 around 55%.
57
Secondly, the proportion of agricultural labor decreases while the proportion
of industrial and services
labor increases. In fact, in the early stages of
industrialization when the economy was backward, the agricultural labor accounted
for the majority, but as industrialization has been expanded, agricultural labor
decreased, labor in industry and services has constantly been increasing and making
up high proportion is the inevitable trend. T.Oshima in the book "Asian monsoon
economic growth" said the structural transition from agriculture to industry,
including agricultural labor force accounted for the majority (about three quarters of
total labor force) has started to decline. The completion of the transition is when
that reduced level is equal to the growth level of the industrial labor force about 1/4
to 1/3 and then we can say that the economy may have ended the transition of
economic structure with dominant agricultural to industrial economies.
This process going faster or slower depends on the circumstances and
conditions of each country, for example: In the UK to reduce the proportion of labor
in agriculture from 70% to 37% it took 100 years (from 1700 - 1800), and China in
1952, accounting for 83.5% of agricultural labor, after years of reform in 1993 was
still 60%, Malaysia took 19 years to be reduced to 20.8%, Indonesia 17%; Thailand
13%, Philippines 7.6% [108, 112], the group of countries with advanced industrial
growth in the service sector have faster development than other groups. Data on the
growth of employments in the sector in Table 2.3. will show us a clear trend
Table 2.3: Employment growth in the economic sectors in advanced countries
Year
Agriculture
Creation
Services
Advanced industry
1870
1950
49
25
27
36
24
39
1995
6
30
64
30
28
42
62
15
23
Source [79;71]
Average income
1995
Low income
1995
58
In our country, along with the restructuring of the economy, in the recent years
the structure of human resources has had a significant shift in a positive direction.
According to the General Statistics Office, Labor structure of agriculture - forestry fishery sector declined from 55.4% in 2006 to 48.2% in 2010, industry and
construction rose from 19.3% to 22, 4%, the service sector increased from 25.3% to
29.4% [52]. According to the roadmap to 2015 the proportion of agricultural labor
will decrease 40-41% and 30-35% (2020) [44, 198-104.]. However, depend on the
characteristics of each industry different requirements will be posed, namely: 1)
For agriculture - forestry – production sector: increasing the proportion of highskilled labor, reducing the proportion of pure labor, increasing the labor raising
livestock, reducing the proportion of labor doing the cultivation, reducing labor
producing food crops to cash crops, fruit trees and crops of high economic value for
processing industry and export; 2) For the industry: increasing the proportion of
labor in the production of products with high competitiveness, and increasing the
proportion of labor in high-tech industries, manufacturing materials, alternative
materials and 3) For the services sector: increasing labor in the fields of tourism,
transportation, telecommunications, finance, insurance, banking, auditing ...
Thirdly, increasing the proportion of labor employed in the manufacturing
sector of goods products meeting the quality requirements for domestic
consumption and export; apply new scientific-technological advances, modern
industry to switch from low yield and value to industry with high labor-productivity
and value, increasing the proportion of labor in the sectors requiring labor to be
educated, highly qualified.
Fourthly, increasing labor in key economic areas, dynamic economic areas,
industrial zones and industrial parks, export processing zones, opened economic
zones, keeping moving labor from rural, poor advantage areas to the urban areas
with advantages, potential land and resources to create jobs for laborers, agricultural
labor transfer to non-agricultural labor in the suburban areas, increasing labor
exported overseas
59
2.3. SOME EXPERIENCE OOF HUMAN RESOURCES DEVELOPMENT OF
SOME NATIONS AND PROVINCES IN THE COUNTRY
The East Asian countries, typically Singapore and South Korea have had a
number of solutions to human resources development. Thanks to such solutions,
these countries have successfully implemented the process of industrialization and
modernization and are now gradually developing the Knowledge-based economy.
Vietnam conducted the industrialization later than other countries in the region, so
the experience of HRD of East Asian countries will be useful reference values for
Vietnam. At the same time, empirical analysis of Da Nang and Hai Phong - the
cities with many similarities to natural conditions, socio - economic of Thua Thien
Hue, and have achieved certain success in HRD, which may be lessons can be
applied to the province. With this meaning, the thesis has chosen the experience of
the nations and locals as vivid proof for the argument.
2.3.1. Experience in the development of human resources in some East
Asian countries
South Korea and Singapore are the countries without natural resources with a
lot of economic - political – social difficulties, but no one can believe that, after
decades, Singapore and South Korea have overcome the crisis and achieved
outstanding achievements: Singapore's growth rate in 2010 was 14.7% and inflation
was always maintained at less than 4%, South Korea is known worldwide as
"Legend of Han River". The evidence, in 1971 Korea became one of the four newly
industrialized countries (NICs), in 1996 it was an official member of the
Organisation for Economic Cooperation and Development (OECD), the national
economic growth reached the highest in international world (from 1980),
GDP/person in 2010 was $ 20,759. So, what makes the success of Singapore and
South Korea? There are many secrets to the success of these countries, but the most
important secret is soon building of HRD strategies accordingly.
60
2.3.1.1. Experience of developing and adjusting human resources development
strategies in phases
HRD Strategy of Singapore and South Korea are designed in stages, stuck to the
economic development goals and, depend on the stage the governments have various
educational reforming strategies to meet the increasing demands for human resources.
For Singapore, since 1960, Singapore has experienced three stages of
industrialization, so the strategy for eduction- training development has been adjusted to
suit each stage, namely:
- Phase of export-oriented industrialization from 1960 to 1970. Being the phase
attracting redundant labor from agriculture to industry. At this time, the Singapore HR
just at the level of basic skills, so education policy at this stage aimed at some types of
reform: adding technical training and vocational training into teaching programs at the
secondary level, setting up a vocational schools, technical schools, transferring scientific
engineers, architects training at colleges and high schools to universities, allowing active
learning time and level of training and expanding the training associated with foreign
operations; sending people to study abroad and inviting foreign experts to Singapore for
direct training of human resources. It can be said, the first step in the reform of the
education system has created a part of skilled human resources for the economy (alone 9
vocational institutes have provided approximately 4,000 skilled workers).
- Phase of restructuring the economy from 1970 to 1980. This is the stage
Singapore's economy faced many difficulties and challenges: the economy dependent
heavily on foreign labor resources declined, the rise of the neighboring countries in the
Southeast Asia region with the advantage of cheap labor ... Obviously, in such
conditions, Singapore was forced to implement economic restructuring and development
of the industries using more gray matter. Accordingly, education policy has been adapted
more specifically: Education Commission established technical and professional training;
merged some universities, improved the quality of education at school level, the Talent
Development Fund was formed, expanded the vocational school system, especially
industrial vocational schools ... aimed at improving the skills and qualifications of the
61
labor force. As a result, manual labor ratio declined from 40.4% in 1980 to 35.3% in
1988, intellectuals were up 38.2% in 1980 to 40.9% in 1988 [167, 350].
- Phase of high-tech development to form the Knowledge-based economy
since 1990. This is the Singapore strongly thriving economic sectors with high
knowledge content. So, it didn’t require the human resources only for professional
skills, but also to be creative, flexible and able to adapt to changes in technology.
Singapore has conducted educational reform in a comprehensive manner with many
major policies: bringing technology into teaching at all educational levels of the
education system, changing the content, curriculum, reforming general education
and vocational training and expanding the model of parallel apprenticeship ...
Thanks to adjusting educational policies in time that Singapore has been building
workforce with diversity, world-class, especially manpower in IT.
Like Singapore, South Korea built by HRD strategies in line with economic
development strategies over time.
- Phase from the postwar period to the mid-1970s. This is the phase Korea
entering implementation of Industrialization. In the early years of industrialization, Korea
focused on industries such as textiles and electronics. Characteristics of the industries are
to use more labor without requiring many skills. Accordingly, at this stage, the Korean
government extended the opportunity to receive primary education for all citizens and
towards universal completion of primary education across the country, developed junior
high schools, encouraged vocational training. Therefore, since the 60s years South Korea
was ranked one of the countries with highest cultural indicators in the world with 80% of
literate population, nearly 90% of the population of primary school age completed the
primary educational program, in 1970 the ratio was 100% [169, 91].
- Phase from mid-1970s to 1980s. Korean implemented economic restructuring,
industrial restructuring from the branches of the lower value-added sectors to which with
high added value. Accordingly, the Korea implemented policies expanding secondary
education, strengthening vocational training, expanding university targets. As a result, in
1980 the percentage of students of junior high school aged population was 96.8%, in
62
1989 the percentage of high school students including high school and vocational
training was 90.1% [167, 192 - 193].
- Phase from 1990s to the present. Korea has become an industrialized country and
entered the stage of industrialization towards Knowledge-based economy development.
So Korea has strongly reformed the entire national education system with the ambition
that Korean education would become one of the leading educations in the world, namely:
the Ministry of Education was established and developed human resources; announced
first and second national strategy of HRD; implemented the program "Korean gray
matter 21"; developed the project "New University for modernization of the local” ...
With the "breakthrough" reform, Korea has gotten abundant human resources with better
skills, behavior and discipline of industrial style. Thus, during the development process,
Korea has always known closely the requirements of the labor market and the economic
development objectives to adjust the training systems of human resources in order to
achieve maximum efficiency. According to Averageton, J.Ziderman, A, Van Adam
"Korea's experience is a valuable illustration of the mix of policies for economic
development and human resources development and the awareness of the need to
promote Human resource capital contributions to economic development "[177, 154].
2.3.1.2. Experience in building strategies of high quality human
resources development, especially in the field of R & D towards the
The key to the success of Singapore is not in how much investment to build
schools, to buy facilities but most importantly, Singapore has developed a human
resources development strategy towards the development of Knowledge- based
economy. First of all, Singapore focused on implementing these important reforms
of the concept, model, and educational training programs: 1) Change the concept of
education with the slogan "Schools thinking, nation learning" and 2) Develop and
implement the "Teach less, learn more". With this model, education of Singapore
had to focus on improving the quality of teaching and learning by creating more
"space" to explore the active learning through knowledge tests, practical experience,
63
and 3) Synchronizing training programs, from 04 single language programs into 01
bilingual program applied nationwide, in addition to their mother tongue, English is
a compulsory foreign language. The introduction of English into the curriculum
helped Singapore dominate human knowledge, connect with other countries around
the world and create national unity to promote unity among the peoples. Prime
Minister Lee Kuan Yew once said "Mastering the English language is the key to
gaining knowledge, high technology of the West"; 4) Promoting "the export and
import of education". the Government did not just focus on the construction of
universities, colleges and private training facilities in the country, but also opened
training branches overseas, such as established more
Singapore Management
University based on the American model of education, allowing Singapore
University to open a school under the high-tech heart of America - Silicon Valley.
Singapore is expected to establish additional schools in the cities like Boston,
Shenzhen, Shanghai. Along with the promotion of "export" of education, Singapore
also advocated "import" education. Currently, there are many foreign universities
cooperating with Singapore to open training branches: John Hopkins University
(USA), INSTEAD (France), Wharton (USA), Chicago (USA), Shanghai Jiao Tong
(China) , MIT (USA), School of Engineering Munchen (Germany), School of
Engineering Eindhoven (Netherlands), ... Besides, Singapore is very interested in
scientific – technology research. By the 90s of the XX century, Singapore was truly
interested in promoting investment in scientific-technological research and training
human resources in the field of R & D. However, so far Singapore has become one
of the world's most powerful nations exporting high-tech exports and a scientific –
technological staff that many countries have dreamed of: in 1992 20 patents were
awarded, but in 2004, 1,250 registered patents and 600 patents were awarded, in
2004 earned SGD 15 billion from the sale of research products and patents,
development and production of 70% offshore drilling frame-works and 25% hard
disk in the world media technology [102, 106-107]; 21,000 staff and engineers
worked in the field of R & D. The reason for the success achieved is Singapore has
64
built strategies for the development of scientific-technology, of which focused on
increasing investment budget for S - T, established scientific-technological
organizations and trained manpower in the field of R & D. Regarding investment
budget for S - T, I can say that in the first period (1965 - 1990) Investment for S-T
Development has been referred to and at a very low cost. However, in 1991,
Singapore was bold and took a huge budget for the development of Science Technology, in the period 1991-2005, the investment was 12 billion SGD, in 2005
private funding for R & D accounted for 2.36% Singapore's GDP [102, 106].
Regarding the establishment of S – T organizations, in 1991, National Singapore’s
General Department of Science - Technology (NSTB) and in 2001 NSTB was
restructured and renamed the Agency for Science, Technology and Research (A*
STAR). This body consisted of many scientific –technollogical organizations - such
as the Council for bio medical research, Council for scientific research and
fabrication, Postgraduate Institute of A * STAR was established aiming to support
the operation of scientific-technological activities, especially R & D activities of the
Government. Training human resources for S - T, to supply more human resources
to meet the development requirements of the high-tech industry, annually A*STAR
supports approximately 500 student scholarships for undergraduate and graduate in
the fields of Science - Technology overseas, especially in the U.S. - the cradle for
high-tech industries development. With a bold investment strategy, even venturing
into the field of R & D has enhanced the position and competitiveness of the
Singapore economy. With the current development momentum, in 2015 R & D
sector will create about 86,000 new jobs and bring SGD 30 billion value added to
Singapore.
South Korea is a country early built development strategy for high-quality
human resources in the domains of Science - technology. With the advent of
industries requiring high levels of knowledge, the demand for High-Quality
Human Resources is growing, especially in the areas of Science-Technology.
Consequently, South Korea has a number of policies and measures to develop
65
High-Quality Human Resources in the field of Science - Technology such as
increasing funding for the R & D in universities and research institutes,
development of Science-Technology strategy, especially IT, has selected
excellent students to work in the field of S - T; highly appreciated the
importance of skills education and building systems detecting, training and
fostering talents, extending targets in science-technology education, requiring
universities to have regular S-T progress updated in curriculum content ... With
these
comprehensive
and
efficient
solutions,
during
the
period
of
industrialization, Korea not only had no intense pressure on the High-Quality
Human Resources but also timely responded the question of shifting and
developing economy each period. Currently, South Korea is proud to be one of
the countries with High-Quality Human Resources in the world: labor ratio
having university degree increased from 10.5% in 1985 to 19.4% in 1995 and
in 2001 was 24.6%. [167, 223].
2.3.1.3. Experience in attracting, highly appreciating talents
After nearly 50 years of development, Singapore is proud to have built a team
of highly qualified human resources that many countries internationally have
dreamed of. The reason for that is Singapore’s policies of recruiting, attracting,
highly appreciating talents are the most logical and professional in the world. First
of all, Singapore applied policies for recruitment of talents clearly and
transparently. Talent recruitment viewpoint of Singapore is clear: reliable, real
talent, honesty and integrity, not in appearance or personal relationships, even
flatteries. Prime Minister Lee Kuan Yew once said: I have never fallen for taffy, my
responsibility is to recruit the best talents. Singapore launched the slogan "for the
actual talents to conduct the work." So, at that time, Singapore assembled a team of
about 300 intellectuals with main character: talented, educated, devoted to the cause
of national construction assuming important positions in the government, party
agencies, the military system. In the recent years, before the development trend of
globalization and the Knowledge-based economy, in order to meet the increasing
66
demand for human resources, Singapore is even more noticeable in the selection of
talents. Secondly, have a very open policy for labor migration, especially highly
qualified labor..As a nation built up by immigrants, Singapore is always open to
immigrants, especially those who have talent. Prime Minister Lee Kuan Yew said,
"Without the outstanding talents coming from foreign countries holding
responsibility in parts and branches of the Government, Singapore has not
accomplished important achievements today" [32, 165]. Today, the new leaders of
Singapore are serious about attracting more specialists and using foreign talents.
Because they are not only economic capital but also the dynamic particulars for
Singapore to achieve the new higher standards and bring "the richness, diversity,
more color, wealth and taste of life in Singapore "[167, 378]. To attract foreign
talents effectively, Singapore has implemented a number of solutions: a committee
was set up to attract talents to Singapore, Singapore established contact network;
appointed them to high positions in the government , paid for skilled foreign labor
(a labor is normally only paid $ 2,000 / month, but if a skilled qualified foreign
labor will be paid according to the level of talent and facilitated to live with families
in Singapore); developed education to attract foreign students to study and work ...
With open labor policies to attract immigrants, Singapore has owned an impressive
list of eminent scientists of the world and 4.5 million of labor, then immigrated
labor accounted for 25%. Thirdly, policy of talent remuneration, which is specially
created trust, honor and proper payment for the positions they assume. The view of
the head of the government is that attracting talent is not enough, also need to know
how to highly appreciate them. First of all, the government must create the trust to
retain talents. In Singapore, the real talent is considered the meat, skin covering the
national cadres and they are created all conditions for work, dedication and honor.
The proof is that, Singapore country’s head so far are very good ones like: Prime
Minister Lee Kuan Yew, Prime Minister Goh Chok Tong, Prime Minister Lee
Hsien Loong and the list of ministers are well-known graduates in the world with
their rightful places in the state’s apparatus. Besides, the government have adopted
67
measures of high payment for talents. Currently, the salaries of Singapore ministers
are higher than salaries of ministers in the wealthiest nation in the world: in the UK
about 196000-286000 USD / year, while in Singapore about 1.26 million / year
[30]. In particular, there are important policy of young talent such as presidential
scholarship for outstanding individuals; given responsibility for young people if
they have talent ... Therefore, Singapore has attracted many young talents working
in the state’s apparatus.
South Korea is one of the East Asian countries achieving rapid growth through
the early building of attraction strategy, meritocracy, namely: building the logical
process of search, selection and evaluation of human resources. With the motto
"Find qualified staff from all sources," Korean has widely announced in universities
in the local, overseas Korean communities overseas ... On that basis, carry out the
"Selection by the principle of open competition." Finally, implement "Quantitative
assessment" by the Government establishing the Council of 100 professors for
periodic assessment of the results of operations of the industry, major projects, the
quality of private schools and teams staff, building plans to get talents to the
country. Since 1968 South Korea has deployed multiple solutions to get talents to
the country, such as the agencies putting in touch with ethnic Koreans overseas,
establishing the "Association of Scientists, engineers" in the U.S., Japan and
Western Europe, sending missions abroad of preferential policies for overseas
Koreans to encourage universities, research institutes hire foreign experts to enforce
Scientific-Technological activities; applying Adequate treatment mode: for overseas
Korean scientists and foreign experts, Korea applied by way of equal or even 15-40
times higher payment than in countries where they are working from, making it
conditions to their appropriate locations, to ensure the best housing and working
means, for the intelligentsia in the country, assured enough payment for the jobs,
implemented several measures, notably is the construction and development of
scientific parks, industrial complexes such as: Daedeok, Busan, Pohang ... This is
really an ideal working environment for scientists to have creativity and dedication.
68
2.3.2. Experience in the development of human resources in some provinces
in Vietnam
Hai Phong and Da Nang are known as the cities achieving rather high
economic growth rate and becoming the economic, cultural, education - training,
Scientific-Technological large center of the Central Region - Highlands and the
North Coast. So, what made Da Nang, Hai Phong be able to quickly develop into
the dynamic cities today? Explaining this problem, there are many ideas that these
locals have early built suitable strategies for HRD
2.3.2.1. Experience in focus on training human resources, especially the
development of the "cradle" of training high-quality human resources
With the point quality of human resources is the "key" to open the door to
industrialization and modernization towards the Knowledge-based economy,
Danang has paid special attention to the training of high quality human resources
with the important breakthroughs. The first breakthrough, annually selecting fairly
good and good students in high schools to send them for training at higher
education institutions in the country and abroad by the local budget. To implement
this plan, Da Nang People's Committee has issued the decisions: Decision No. 151
of 2004, Decision 32 in 2006 and Decision 47 in 2008 with provisions to support
undergraduate training at the educational institutions in the country and abroad. For
students studying in the educational institutions in the country, paying tuition in
accordance with the training facilities and supporting travel costs, living costs from
12.48 million to 23.14 million dongs. For students studying at foreign institutions
fees will be paid as notified by the training facilities and $ 12,000 support stipends
(if studying in the U.S., Canada, Japan, UK, Germany, Netherlands, Belgium,
Norway) and $ 10,524 (if studying in Australia, New Zealand $ 9,300, South Korea,
Singapore, Hong Kong $ 6000, China, Taiwan $ 3,600) [161]. After 5 years since
the Decision 151 in 2004 to 2009, Danang has supported 224 students in the high
school training in domestic and foreign universities and 28 students are involved in
graduate scheme. The second breakthrough is training doctors, masters abroad. Till
69
July-2009 the city has sent for abroad training 65 people, including 49 MSc, 16
PhD training in subjects such as IT, finance, tourism, biotechnology, medicine,
journalism ... with a total budget of 27,268 billion dongs [150, 4]. The third
breakthrough is
training ward staff. Its motto is not selecting, arranging and
appointing unqualified ward officials; civil service held examinations in wards, not
assigning tasks to retired members involved in the machine of wards and enhance
the professional training, the state of knowledge management, information
technology, foreign language for incumbent workers ... At the same time
implementing the Scheme 89 for staff resources for titles Secretary of Party
Committee and Chairman of wards. So, after 1 year, the staff of wards increased to
379 trained people, including 1 MA, 180 university levels, 61 college degrees and
Intermediate, 1 University of political theory, 105 qualified senior Political
managers, 153 intermediate qualified political theory [134]. In addition to training,
Da Nang was attached to the development of the "cradle" of HIGH-QUALITY
HUMAN RESOURCES. In 2003, Da Nang invested in the construction of Le Quy
Don High School under the direction of high quality with a total initial investment
cost of 96.6 billion dongs. The city owns a team of teachers with good
qualifications and experience (teachers with postgraduate qualifications accounted
for 60.8% of the total number of teachers). Since its establishment of Le Quy Don
High School, it has had a great contribution in the training and supply of quality
human resources at high school level, as a basis for further planning, training Of
High-Quality Human Resources. In 5 years (2004-2009) the students have earned
many achievements: Bronze International Physics Olympiad, the Olympic Silver
Medal International Informatics (2004), Bronze International Mathematical
Olympiad (2005), Olympic silver medalist Physical Asian Gold Medal International
Physics Olympiad (2007), Olympic silver medalist Physical Asian Gold Medal
International Physics Olympiad (2008), 214 the national good student, 3315 good
student at city level and the ratio of high school graduates is 100% in many years, in
2008, 98.7% of students were admitted to the University, the annual average with
70
10 students at the university valedictorian in [148, 42-43]. Along with high school
system, the system of universities and colleges are focused on, because they are the
largest places for training and providing High Quality Human Resources in Da
Nang. Currently, there are 13 universities and 18 colleges and every year, the
schools have trained and provided Danang and other provinces in the Central
Region - Highland tens thousands of highly skilled labor. In addition, Da Nang
focuses on developing the training facility investment by increasing the base budget
for vocational training in 2007 was 375 billion, 500 billion in 2008 [148, 49, 50 ].
Therefore, the training system is developed in Da Nang: in 2000 it had only 21
training base, it now has 55 facilities, including 3 professional colleges, 7 colleges
with vocational training, 9 vocational intermediates, 3 intermediate schools with
vocational training, 33 vocational training centers [165]. With such system on of
training, Da Nang annually attracts a large number of students enrolled in
vocational training, and has increased the rate of trained labor of the city from
23.53% in 2000 to 47.11% in 2005 and 48.77% in 2007 [148, 48-49]. Just like Da
Nang, Hai Phong has taken the measures: 1) Focus on the construction of the
training facilities. Previously, Haiphong had only 1 University, it now has four
universities, 3 research institutes, 11 colleges, 26 vocational schools, 56 high
schools. In addition, the network of vocational training has been expanded, the city
now has more than 50 colleges, intermediate and vocational training center
equipped with relatively modern facilities to meet training requirements for HighQuality Human Resources for the city and the North Coast; 2) Increase the training
scale of High-Quality Human Resources at the training facilities: the size of the
training increased from 33,126 university students (in 2004 - 2005) to 40,680
students (in 2006-2007), the scale of vocational training schools increased from
9,946 students (in 2004-2005) to 15,146 students (in 2006-2007), the vocational
training facilities have approximately 10,000 people participating in vocational
training annually, the average is 1.75 thousands of vocationally trained labor, 3)
Attach importance to the training of highly qualified personnel at home and abroad.
71
From 2007 to 2009, Hai Phong has sent 21 officers to train qualified MSc and 6
PhD levels abroad, 4) Often associated with educational institutions, overseas
projects, universities and research institutes in the country to train, retrain to
improve professional qualifications for staff in the province. With the above
measures Hai Phong has built relatively high quality human resources. In 2006, the
rate of trained labor was 37.42% (nationwide 22.5%), the rate of vocationally
trained labor was 24.9% (13.3% nationwide), the rate of labor with intermediate or
higher vocational degree was 12.52% [55, 47]. In particular, ScientificTechnological human resource significantly increased in 2001 44,159 people
(4.65% labor force) in 2008 was 65, 571 (up 4.72% labor force), including 11,500
qith College degree ( accounting for 23.1%), the University degree was 37,500
people (75%), postgraduate 2,000 (1.9%).
2.3.2.2. Experience in developing policies to attract and appreciate highquality human resources
Da Nang is considered the local with logical and most effective policies to
attract High-Quality Human Resources in the central region: in 2004, Da Nang
opened the representative office in Tokyo (Japan). This office serves to connect the
support and contributions of overseas Vietnamese, Vietnam students and attract
"foreign" talents; in 2009 established High-Quality Human Resources Development
Center. So, from December 1998 to June 2011, Da Nang has attracted 899 highly
qualified people (10 doctors, 151 MA, 738 bachelors - with excellent engineers). In
2010, there were 91 people, including 2 Dr, 16 MA, 64 graduates and attracted a
number of Japanese experts good at language and IT to work for the City long term
[135]. To do this, Danang firstly implemented attractive material remuneration
policies. According to Decision No. 34 in 2007 of Da Nang City People's
Committee who volunteers to work in Danang will be benefited with material such
as allowance of 50% of salary; apartment layout and free rent for 7 years, an initial
grant (Prof 100 million, Associate Prof 70 million, Dr 50 million, pharmacists,
doctors and specialist level II 30 million dongs, MA and inpatient physicians 15
72
million, graduating with honors upwards 10 million ...). In addition to the
remuneration policy matter, Da Nang has built favorable environment to the
financial contribution. Practice has proved, when coming to Da Nang many people
had the opportunity to develop their talents: survey results of the Institute of Studies
- Socio-economic Development of Danang shows 100% of the agencies are satisfied
when using Labor of policies to attract and train talented people of the city, of
which 16.7% are very satisfied, 87% of people in the area to attract and train
talented people of the city are satisfied with the arrangement, use and the existing
working conditions.
For Haiphong, since 1996 has issued many policies to attract and use talents in
accordance with the characteristics of a port city. Firstly, the city had material
support for school staff in some sectors such as health, education, fitness - sports,
namely: Dr with 10 million dongs, MA 5 million. In addition to funding support
from the city, research institutes, universities also had additional support, such as
Hai Phong Medical University supports 20 million for people studying for doctoral
degrees, 10 million for the master trainees; Maritime University supports 50 million
for people studying for doctoral degrees, 20 million for the master trainees [89,
114]. In addition to material incentives for officials of the city, Hai Phong also had
special incentives for high-level professionals and scientists in domestic and
overseas, Vietnamese intellectuals. Along with incentives, material support, the city
has many mechanisms for use of scientific –technological human resources, such as
ordering scientific-technological tasks of city and national level for the ScientificTechnological leading staff performance, financial support for scientifictechnological
staff
to
organize
seminars,
conferences
domestically
and
internationally to encourage scientific - technology activities in the enterprise
environment; facilitating favorable conditions for the scientific-technological staff
for their creativity, dedication, and enabling establishment of HRD and Hai Phong
talents Science Association to gather, unite scientists, businesses, labor using
organizations and people with skills. With the above incentives, Hai Phong has
73
attracted a large number of scientists working for the foreign projects in Hai Phong;
invited a lot of Professors and Doctor from the Institute of Vietnam’s Science and
Society, the universities and research institutes in domestic and abroad to teach,
collaborative research, attracting thousands of scientific and technical personnels in
the medical field, working with approximately 5,000 top domestic scientists directly
involved in projects and tasks, deployed about 1,000 scientific
technology
researches. In addition, Scientific – technological staff of the city has participated in
a more positive way in advice, judgment and performed many important tasks of
economic development, Science - Technology, Education - Training, environmental
protection ... Only in 2001 – 2005, there were 52 state-level subjects, 445 subjects
city- and ministry levels, 1,273 at grassroots levels, including 944 subjects in the
group of universities and colleges.
2.3.3. The lessons for Thua Thien Hue province in the development of
development of the knowledge economy
Based on the experience of several countries in the world and a number of
locals in human resources development in the country, we can draw the lessons for
Hue in developing human resources to meet the requirements of industrialization and
modernization associated with the development of Knowledge-based economy, as
follows:
Firstly, being aware of the crucial role of human resources in the process of
industrialization and modernization and the efforts to develop High-Quality Human
Resources towards the development of the Knowledge-based economy. Research
HRD experience of Singapore, South Korea, Da Nang and Hai Phong, we easily see
that the countries and localities mentioned above all had unfavorable starting points.
However, in most states and localities, people are very well aware of the decisive role
of the human factor to the process of industrialization and modernization, especially
in the context of Knowledge-based economy development. Therefore, the states and
localities have implemented several measures to improve the quality of human
74
resources. The success of Singapore, South Korea and the boom of Da Nang, Hai
Phong in the past has proven that. They are useful lessons for Thua Thien Hue
province because the province has similarities with the nations and locals mentioned
above. So, to implement industrialization and modernization in terms of developing
Knowledge-based economy, it is necessary to exploit human potential, improve the
quality of human resources, firstly change the cognition, especially in planning and
implementation of provincial policies.
Secondly, human resources development strategy must be linked to socioeconomic development of the country, local through certain stages. Each stage of
industrialization has different requirements for human resources, so it must base on
development stages, each stage of industrialization to build the human resources
development strategies accordingly. In the context of scientific –technological
revolutions ongoing and rushing, many countries around the world and in the region
are entering a Knowledge-based economy, the most important issue today is for Thua
Thien Hue Province to build High-Quality Human Resources to meet the
requirements of the new phase – industrialization and modernization associated with
the development of Knowledge-based economy.
Thirdly, consider Education - Training the decisive factor for improving the
quality of human resources. To improve the quality of human resources is to improve
education, skills, creative abilities of the Labor ... These problems can only be done
through education - Training, therefore, Development of Education- Training is the
national and local priority. As a big education –training center in the Central region,
Thua Thien Hue province has favorable conditions than other provinces and cities.
Based on the experience of national and local, the thesis considers to improve the
quality of human resources to meet the requirements of industrialization and
modernization associated with the development of Knowledge-based economy, Thua
Thien Hue province can learn and focus on handling issues such as strategies for
development of Education - Training in stages, to increase investment in education Training and comply with socialized education - Training; with innovation content,
75
training programs, focused on development of postgraduate education, University;
expand and develop systems of Vocational education - Training ... directly serves the
human needs locally to suit each stage of industrialization and modernization of the
economy.
Fourthly, logical policies to attract talents are the lessons that the Thua Thien
Hue province should consult. In the process of globalization and international
economic integration, movement of grey matters, High-Quality Human Resources
from one place to another is inevitable. As a rule, talents will move to the countries,
the locals with ideal material treatments and work environment and being
appreciated. In Thua Thien Hue province, up to this point there has been no policy to
attract talents from other provinces to work, but even still policy to retain talents is
not satisfactory. Lessons in attracting foreign talents by simplifying immigration
procedures, high payment, welcome them into the state system, encouraging students
to work ... of Singapore's lesson laying red carpet to welcome talents, creating
favorable working environment and sending students, students, staff for abroad
training ... of Da Nang will be useful lessons for Thua Thien Hue province in building
strategic HRD in the coming time.
76
Chapter 3
CURRENT SITUATION OF HUMAN RESOURCES FOR
INDUSTRIALIZATION AND MODERNIZATION ASSOCIATED WITH
KNOWLEDGE ECONOMIC DEVELOPMENT IN THUA THIEN HUE
3.1. THE NATURAL CONDITIONS, SOCIO-ECONOMIC CHARACTERISTICS
OF THUA THIEN HUE AFFECTING THE FORMATION AND DEVELOPMENT OF
HUMAN RESOURCES FOR INDUSTRIALIZATION AND MODERNIZATION
ASSOCIATED WITH THE DEVELOPMENT OF THE KNOWLEDGE ECONOMY
3.1.1. The natural conditions of Thua Thien Hue affecting the
formation and development of human resources for industrialization and
- Topography
Thua Thien Hue is a province in the North Central region, and is one of
five provinces in the key central economies. Thua Thien Hue is strategically
located, lying on roads across the North - South: 1A highway, rail axis across
Vietnam, Ho Chi Minh Highway and the East-West corridor connecting
Thailand - Laos - Vietnam along Highway 9 through Lao Bao international
border gate, Chan May deep-water port - one of the main gateway to the East
Sea and the port of Phu Bai international airport.
- Regarding pography, climate
Thua Thien Hue is a narrow strip of land with complex and fragmented
terrains: the west is mostly mountainous, hilly (70% natural land area) and
midland plains of 129.620ha (accounting 25.6% of natural land area),
followed by river basins, Bo, Truoi river, narrow coastal plains and the lagoon
with an area of 22,000 ha. The Province is located in an area of tropical
monsoon climate. The climate is divided into two distinct seasons: the hot
season from March to August, the average temperature of the hot season is
from 27 - 290 C even up to 40 0 C temperature, cool season from October to
February of the following year, the average temperature of the cold season in
the plains from 20 - 220 C, mountains 17 - 190 C to 100 C in some places.
77
- Regarding natural resources
Natural resources of Thua Thien Hue province is rich and varied: For
mineral resources, at present, Thua Thien Hue province has discovered 120
mines, and 25 minerals, which provide a variety of high economic value such
as titanium mineral, limestone, black granite, kaolin, iron, lead, zinc, gold, tin
... With rich, diverse mineral resources, the province is allowed the
development of agriculture - forestry, building materials industries, chemical
industry and create competitive advantage if the province knows and have the
rational investment, exploitation and use. Land resources, outside the area of
the water and mountains, Thua Thien Hue has 468,275 hectares of land (about
92% of the province's natural area). According to the classification, there are
now 23 types of land, divided into 10 groups, of which alluvial soils,
especially alluvial sedimentation soils annually, Glay alluvial soil, stained red
alluvial accounted for only 8.11% of the province's natural land but having an
important role in agricultural production. Regarding water resources, the
dense system of streams, rivers, slot, with a total surface of approximately
9,975 billion m3 and the underground water sources not only meet the needs
of production and living, avoid harassed prolonged drought but also bring
high economic efficiency that is a source of hot water, Forest resources,
according to statistics, the area of land suitable for development is about
350,000 hectares of forest, including forest cover area covering about 270,000
ha, estimated reserves of 30 million m3 of timber, forest vegetation is diverse.
Marine resources and lagoons, with a coastline of 120km, Thua Thien Hue
Province has many advantages for the development of marine economy.
Besides coastline, Thua Thien Hue province has an large lagoon area of about
68km. This lagoon is the largest area in the Southeast Asia, is very favorable
to aquaculture and capture fisheries species with high economic value.
Moreover, Thua Thien Hue with charming scenery with rivers, mountains,
seas, plains creates wonderful natural landscapes such as the Perfume River,
78
Ngu Binh Mountain, Thuan An, Lang Co bays, Bach Ma National Forest, Hai
Van Pass ... system along with tombs, temples, magnificent palaces, unique
and royal court music recognized by UNESCO as a world cultural heritage.
With these potential advantages, allowing the province to promote the
development of tourism and other types of services, aimed at contributing to
the socio - economic development.
3.1.2. Socio- Economic conditions of Thua Thien Hue affecting the
formation and development of human resources for industrialization and
modernization associated with the development of the knowledge-based
economy
- Regarding economic growth rate
In periods of economic growth of Thua Thien Hue province is rather high and
stable. Average economic growth rate of the period 2006 - 2010 was 12.1%, which
increased 12.4% in services, industry - Construction 15.7% and forestry - fishery
increased by 2.1% [160, 9]; in 2011 it reached 11.1%, which increased 12.7% in
services, industry - construction rose by 11.6% and agriculture - forestry and
fisheries sector grew 3.3% [144].
- Eeconomic restructuring
In the period from 2001 - 2010, the economic structure of Thua Thien Hue
has been shifting towards services - industry - agriculture. In particular, the density
of agriculture - forestry - fishery decreased from 23.4% (2001) to 15.1% (2010);
share of the industrial - construction sector increased from 32.2% ( 2001) to 39.7%
(2010) and the proportion of the service sector increased from 44.4% (2001) to
45.2% (2010). Overally, the economic structure of the province has moved
positively towards industrialization and modernization, in line with economic
development orientation of the province.
- Population and labor
According to the census of population and housing in 1999, the population of
Thua Thien Hue province was 1,044,875 people. By 2011 the total population of
79
Thua Thien Hue province was 1,103,136 people [23, 50]. If the time between 2
Census implemented on population and housing: after 10 years between 1999 and
2009 its population increased by 42,545 people (1,047,336 people in 1999,
1,087,420 people in 2009). Thus, from 1999 to 2009, an average annual increase of
4,270 people and the population growth rate of 0.4% per year [20, 21]. Thus, in
terms of scale, the population of Thua Thien Hue province has increased over time,
but at slow growth rate. This proves that, within 10 years, Hue has achieved positive
results in family planning.
Thua Thien Hue province has abundant labor force. According to the Bureau
of Statistics, the population of the province in the working ages in 2001 was
589,218 (accounting for 55.8% of the provincial population), rising to 683,028 in
2010 (accounting for 62.6% of the provincial population). In particular, the labor
employed in the sector of the national economy in 2001 was 453 269 people (42.9%
of the provincial population) and in 2010 was 557,189 people (51% of the
provincial population). In general, the population growth rate of working age in the
period 2001 - 2005 was 1.0% and the period 2006-2010 was 2.2%.
- On the institutes for research and implementation of high-tech
Currently, in Thua Thien Hue province has formed a base of research and
technology development, particularly in the IT and biotech sectors such as IT
centers under PPC, ICT Center of Hue University, Institute of Natural Resources Environment and Biotechnology, College of Medicine - Pharmacology, Hue Central
Hospital ... In addition, the province has also approved "scheme of high-tech zone
establishment" with an area of 1,500 ha in HoTruoi , Phu Loc district. With the
research facilities and high technology deployed being basis for deployment of the
project "Construction of Thua Thien Hue to be the center of Science-Technology of
the country and the Southeast Asia". We can say, Thua Thien Hue has full
convergence of these factors to become a major center of Science and Technology,
Hue University is multidisciplinary and multi-sector educationtraining center with
research institutes and scientific-technological research organizations (30
80
organizations) with a workforce of high quality and quite crowded and
advantageous natural and social conditions, positions.
- About the training facility of High-Quality Human Resources
Thua Thien Hue is known not only as a tourist center, but also a center of
education - Training of the country and the central region. Currently, the province
has 08 universities and 01 institution, including the Academy of Music Hue, Phu
Xuan private university, 7 universities and 3 faculties of the University of Hue
(Pedagogical University, University of Science, University of Medicine, University
of Agriculture and Forestry, University of the Arts, University of Economics,
University of Foreign Languages, Faculty of Physical Education, Faculty of Law
and the Faculty of Tourism). In addition, Thua Thien Hue province has a system of
colleges, vocational schools able to meet training requirements, providing human
resources, especially High-Quality Human Resources to serve the industrialization
and modernization process associated with the development of Knowledge- based
economy in the province and the central Region - Central Highlands.
3.1.3. Evaluation of the natural and socio-economic conditions affecting
the formation and development of human resources for industrialization and
the Province of Thua Thien Hue
The thesis has chosen, analyzed natural conditions, socio-economic having
impacts
on
the
formation
and
development
of
human
resources
for
industrialization, modernization associated with the development of the
knowledge economy in Thua Thien Hue Province like: geographic location,
climate, economic growth, economic restructuring, human resource training
facilities ... On that basis, the thesis asserts Hue has the following advantages and
disadvantages:
3.1.3.1. The basic advantages:
Firstly, Hue was the capital of Vietnam for centuries and served as the cradle
nurturing talents. Therefore, this is both the place for training, practicing, and the
81
ideal environment for forged quality training for many generations, especially the
young generation, the nursery for young talents with development opportunities.
Secondly, Hue people have persistent virtues, patience, hard work and desire
to learn, to overcome difficulties to go ahead ... These virtues of Hue people
become advantages for the strategic development of the Province with appropriate
human resource.
Thirdly, the Province doesn’t only have a favorable geographical position, the
advantage to expand economic exchanges, but also has the opportunities to
cooperate for science-technology development, Education - Training together with
countries around the world and locally in the country.
Fourthly, the economic structure of the Province moving positively in the
direction of industrialization and modernization creates good pressure for the
Province to accelerate the training of human resources, especially high quality ones.
Fifthly, Thua Thien Hue is one of the training centers for high-quality human
resources of the Central Highlands region and the country. Currently, the province
has a system of institutes, colleges, universities, professional schools and research
institutes deploying S-T with qualified teaching staff, researchers to meet the
training demand and provide high quality human resources for the industrialization
and modernization associated with the development of Knowledge-based economy.
Sixthly, Thua Thien Hue Province has abundant human resources, especially
in the period of "golden population structure" (the number of labor under 34 years
old accounts for nearly 50%) with the characteristics of diligence, intelligence,
willingness to learn… If the province has plans for training, retraining, promoting
this potential, it will gain a number of advantages to develop socio-economic
conditions, especially in the process of industrialization and modernization
associated with the development of Knowledge-based economy.
3.1.3.1. The main difficulties
Firstly, Thua Thien Hue is a Province with relatively harsh natural conditions
and limited resources for socio-economic development. This fact has strongly
82
influenced the economic growth and the accumulative ability from the inside of the
economy. Therefore, the budget for development is still limited, especially for
development of S-T, Education- Training; the implementation of policies appealing,
remunerating talents has had strong impact on the enhancing the quality of human
resources.
Secondly, Thua Thien Hue is one of the Provinces with abundant human
resources, but the quality is low compared to the national average rate. Trained
labor in the agricultural and rural sector only accounts for 13%. Every 1000 laborers
in the rural area has 6-8% are technically trained on agro-foresty-aquaculture; 79%
are purely agricultural labor without technical expertise; about 80% of the people at
working age in non-agricultural households are untrained leading to the severe
shortage of High-Quality Human Resources.
Thirdly, not large mineral resources and weak infrastructure reduces the
attractiveness for investment from foreign and domestic enterprises into Thua Thien
Hue Province, thus limits the economic development speed and the ability to create
jobs for workers.
Fourthly, although in the recent years, Thua Thien Hue province has remained
the stable and rather high economic development. However, compared with other
provinces, this level is slow resulting in low income plus limited incentives for
high-quality human resources, which is one of the difficulties urging Hue labor to
move to other locals. This movement is logical and becomes a large barrier for Thua
Thien Hue province in the construction of development strategies of human
of Knowledge-based economy
Such natural , socio - economic conditions impact in the two-dimensional on
HRD in Thua Thien Hue province. Therefore, in the coming time Thua Thien Hue
is required to more effectively exploit the advantages, and have solutions to
overcome these difficulties to meet the requirements of human resources
modernization associated with the development of Knowledge-based economy.
83
3.2. DEVELOPMENT STATUS AND THE STRUCTURAL SHIFT OF HUMAN
RESOURCES FOR INDUSTRIALIZATION, MODERNIZATION ASSOCIATED WITH
THE DEVELOPMENT OF THE KNOWLEDGE –BASED ECONOMY
3.2.1. Actual status of scale and quality of human resources for
knowledge-based economy in the Province of Thua Thien Hue
3.2.1.1. The size and quality of potential additional population into
In addition to the active labor force in the economy, Thua Thien Hue
province has a population of potential annual supplement to the huge human
resources in all aspects at the scale and quality of the population, therefore, may
meet the requirements of industrialization and modernization in association with
development of Knowledge-based economy.
- On population entering the working age annually. According to data from
the census of population and housing in 2009, the total population aged 15 years
and older of Thua Thien Hue province was 788,138 people (72.4% of the total
provincial population) and 17.8% compared with the population census, in 1999
and the 2011 is 863,115 people. As can be seen, the number of steps in the
working age population is high, the province has many advantages for young
human resources, but this also creates more pressure on the province to create
jobs for laborers. Therefore, the province must have a training strategy, effective
use of parts of this population, and focuses on economic development to create
new jobs, it will create a breakthrough for the province in the period of
Knowledge-based economy.
- Population not joining economic activities. According to the census of
population and housing in 2009, population aged 15 and older not joining
economic activities of the province was 228,540 people (29.3% of the population
84
aged 15 years and older). In particular, the urban area was 106,145 people
(46.0%), rural area 122,395 people (53.6%), male 90,629 people (39.6%),
females 137,911 people (accounting for 60.4%), with 38,444 housewives
(16.8%), groups of pupils and students 97,336 people (42.6%), the inability
11,296 people (representing 4.9%), group of not working and no needs to work
18,265 people (7.9%). The working age population in the total number not
joining economic activities is 151,460 people (66.3% of the population aged 15
and older). By 2011, according to survey data of the Agency of Employment Ministry of Labor - Invalids and Social Affairs, population not joining economic
activities in the province was 306,587 people (35.5% of the population aged 15
years and older ), in which the male was 126,480 people (14.7%) and females
180,107 people (20.9%); urban area is 132,024 people (15.3%) and 174,563
people in rural areas (20.3%), 41,993 people are housewives (13.7%), school
attending 162,434 people (53%); ill people 12,330 (4%), others 88,939 people
(29%) [24; 17].
Looking at the above figures we can see, the population does not participate in
the province's economic activity increased, but it is worth noting that part of the
population are attending schools making up a high percentage. This phenomenon
reflects two aspects: firstly, Hue people are very willing to learn; secondly, Hue is
one of the centers of Education - Training of the country so it attracts a large
number of students from provinces and cities to study. Therefore, it is a great
advantage because in the total population not engaged in economic activities, half
the number are going to school, this department will add to the High-Quality
Human Resources for province in the future if the province has attractive policies,
incentives and appropriate use of human resources.
3.2.1.2. The size and quality of human resources for industrialization and
Firstly, the scale of human resources involved in economic activities. Thua
Thien Hue is one of the provinces with the labor force participating in economic
85
activities accounting for a high percentage compared to the national average.
According to data from the census of population and housing in 1999, the province's
labor force was 442,874 people (61.6% of the population at working age). After 10
years, in the census of population and housing in 2009, the province's labor force
was 549,587 people (69.7% of the population aged 15 years and older and 50.5% of
the total provincial population). In particular, of which: males 285,720 people
(52%), female 263,867 people (48%), if by sector: 188,355 urban areas (34.2%),
361,232 rural people (65.8%) [20, 54]. By 2011, the province's labor force was
556,528 people (64.5% of the population at working age). Among them: male
305,106 people (54.8%), females 251,422 people (45.2%), urban area 222,216
people (39.9%) and 334,312 rural people (60.1%). The reason that the population
participating economic activities increase in the recent years is because Labor is not
working and has no needs to work has tended to decrease, it added to the province's
labor force. At the same time, due to the increasinglabor demand , of which those
who have retired but are still healthy have the need of continue to work, particularly
in education, health, culture, banking, finance, research institutions, government
management.
Secondly, the quality of human resources engaged in economic activities
* On the strength of human resources. The correct assessment of the physical
labor in Thua Thien Hue is very difficult, because so far there has been no research
about physical changes and health status of the population in the province so the
thesis only based on survey data.
Height, weight are the first two characteristics reflecting the physical
conditions of the human resources and they are closely related to labor creative
ability. In the recent years, Vietnam's fitness has been markedly improved, but still
at low average of the world. According to the Committee for Population - Families
and Children, the height of Vietnam young men now only 163.7 cm (13.1 cm lower
than standard) and the average height of women is 153cm (less than 10cm
compared with the standard 7cm) [6]. For Thua Thien Hue province, in the recent
86
years due to rather good economic growth, income per capita is higher, labor has
invested more conditions to improve diet, exercise regime. So the fitness of Labor
has been raised, but still lower than the national average. 500 Labor survey in the
province shows that the average height of men is 163.5 cm, in which the lowest
height is 157cm, height 170cm highest, average weight of male labor is 61, 3kg, of
which the lowest weigh is 55kg and 67kg is the highest, the average height is 153.3
cm in female labor, and the lowest height is 138cm, maximum height is 168cm,
weight average of women is 50.5 kg, of which the lowest weigh is 38kg and 63kg is
the highest weight (see the survey of Labor ).
Health status is one of the criteria for evaluating the fitness of human
resources, of which disease and diet can affect the health of the labor. Disease,
according to Census in 2009 on Population and Housing, the population of noneconomic activities, the inability of Labor group, sickness, disease accounted for
4.9% but by 2011, that percentage dropped and only accounted for 4%, while the
500 Labor survey in Thua Thien Hue shows, of the 500 respondents, 425 people
(85%) answered no disease, 75 people ( 15%) answered with illness, but mainly
blood pressure, diabetes, joint, they still participate in normal labor (see labor
survey results). Regarding diet, in the recent years the income of the labor has been
raised and with the participation of the health sector, the percentage of
malnourished children under 5 fell from 23% in 2005 to 16% in 2011. Due to good
health the majority of Labor in their work can ensure flexibility, endurance (91.2%),
wakefulness, alertness, comfortable mood at work (92.4% ).
In addition, the physical capacity of human resources is also seen in terms of
average life expectancy of people. According to the census of population and
housing in 1999, the average life expectancy of people is 67.3 years (65.4 years old
for men and women is 69.8 years old), but in the population and housing census in
2009, it was 70.5 years (67.7 years old for men and women 73.4 years old), the ratio
of the country was 70.2 years old and 75.6 years) [20, 44 ]. So, after 10 years the
average life expectancy of people had positive changes, quite clearly (3.2 years).
87
This proves that income, living conditions both physically and mentally are being
improved. In addition, it reflects the development of health policy, health care
focused on the elderly and seriously implemented. However, the average life
expectancy of people in Thua Thien Hue province is still lower than the national
average (72.8).
From the survey results it can be confirmed, the strength and stature of
laborers in Thua Thien Hue province still cannot meet the requirements of the
industrial manufacturing type, labor intensity with the high accuracy.
* The mentality of HR. When referring to mental power of the labor force is to
mention education, technical qualifications, qualities and qualities of social
psychology.
- Education levels of human resources. Education level of human resources is
shown in the following specific criteria:
+ The literacy rate. Within 10 years, the proportion of the literate population
aged 10 years and older increased: 87.6% in 1999 to 2009 it was 92.7%. Compared
with the country, the growth rate of the literate population aged 10 years and older
is rather higher throughout the country (the country in 1999 was 91.1%, 94.0% in
2009). This success is due to in the recent years the province has undertaken
solutions for Education – Training development, most importantly, the earliest
completion of primary education in the country.
+ In terms of literate human resources. Literate HR Structure by gender has
had a positive change: in 2009 the literacy rate of men aged 10 years and older was
98.1% and 94.6% for females. If compare the literacy rate between men and women
in Thua Thien Hue province, it showed that after 10 years (1999-2009) the female
literate rate grew faster than male’s: females increased 3.8 percentage (from 90, 8%
to 94.6%), males increased by 1.4 percentage points (from 96.7% to 98.1%).
Compared to the nation, the female literacy rate in the province of Thua Thien Hue
is higher (in 1999 of the country was 88.2%, 94.6% in 2009). The rapid growth rate
of female literacy in the structure of human resources (the difference of the female
88
literacy rate in 2009 was 3.8 percentage points lower than 1999's 5.9%) has
narrowed the gap of education between men and women. There results, in addition
to the efforts of women themselves, there are the efforts of local authorities in
raising awareness of the opportunity to study, work and gender equality. The
structure of literate human resources in the areas in Thua Thien Hue has been
increasingly shortened. Currently the gap in literacy rates between areas is not high
(4.4%) because the province has achieved significant achievements in
generalization of primary education and literacy (see Appendix 1)
+ In terms of educational attainment by level of human resources. In the past
10 years, the educational structure of human resources by level of education in the
province of Thua Thien Hue has had positive changes: the number and percentage
of illiterate population in working age decreased from 77,056 people (representing
17%) in 2001 to 36,217 (6.5%) in 2010, the number and proportion of working age
population in secondary and high school graduates have increased from 152,298
people (33.6%) in 2001 to 275,809 people (49.5%) in 2010, of which, the high
school graduation rate increases nearly 2 times from 15.6% (2001) to 29.5% (2010).
Table 3.1: Population structure at the working age divided by the level of
education
2001
2005
2010
Criteria
person
%
person
%
person
%
Total
453,269
100
512,743
100
557,189
100
Illiterate
77,056
17
61,529
12
36,217
6.5
Not elementary
completion
Elementary completion
86,121
19
92,294
18
89,150
16
137,794
30.4
153,823
30
156,013
28
81,588
18
99,985
19.5
111,438
20
70,710
15.6
105,112
20.5
164,371 29.5
Graduate from junior high
school
Graduate from high
school
Source: [160]
89
- Technical expertise level of human resources. According to the Bureau of Labor
Statistics and Department - Invalids - Social Affairs, the number of non-qualified human
resources in the province decreased from 668,763 people (93.1%) in 1999 to 543,501
people (63.1%) in 2011 and the number of highly qualified human resources increased
from 49,742 (6.9%) in 1999 to 317, 602 people (36.9%) in 2011.
In the total qualified human resources, should mention the intelligentsia.
According to the survey results of the Studies Center on Population- Labor Employment intelligentsia of the province in 2006 was 20,741 people, including
6,072 with qualified college degree, University degree 13.260, MA 1,160 people,
Doctor 249 people. By 2010, according to a survey by the Department of Planning Investment intelligentsia of the province was 39,382 people, of which 35,976
people with university qualifications, 3,252 with postgraduate degrees (MA 2,842,
Doctor 410).
Table 3.2: The intelligentsia of Thua Thien Hue Province in 2010
Unit: person
Classification
Total
Officials,
civil
University Master Doctor
Associate
Prof
35,976
2,842
410
148
24,766
624
22
2
11,210
2,218
388
146
Prof
6
servants,
businessman managed by
the province
Officials,
civil
servants,
businessman managed by
6
the central government
Source: [160]
The officials, employees, business managers of the Province are 2,167 people
working in the state administration (up 8.75%), of which the University and
postgraduate degree accounted for 89.27%, College and Intermediate 10.73%;
political theory 38.10% (political bachelors and senior 14.42%); passed the state
90
management training 69.97% [104]; 22,593 work in the business units (up 91.25%),
in which the postgraduate degree 3.02%; University and colleges 85.11%, 10.41%
intermediate, the remaining forms 1.46%, 18.72% state management, informatics
54.19% of which postgraduate degree, University 4.46%, 30.54% of foreign
languages, of which University degree 4.15% [104].
In the number of officers and employees of the Central Government in the locality,
the number of highly qualified labor mainly concentrated in the Hue Central Hospital
and University of Hue: Hue Central Hospital has about 2,000 officers, employees, of
which 419 have university degree or higher, 3 people's physicians, 36 excellent
physicians, 18 Prof, Associate Prof, Doctors and 224 doctors, pharmacists, specialist I, II
and MA [160, 22]; Hue University currently has 3,321 officers and employees
(compared to 2001 increased 1,758 persons), including 148 Prof, Associate Prof,
Doctors, 362 Doctor of science and doctor, MA 835,538 senior lecturers and official
lecturer; 65 people’s teachers and meritorious educators.
Table 3.3: Scientific-Technological staff of Hue University in the period 2001 - 2011
Officials, personnels and contracted
labor
2001
2005
2010
2011
1,563
2,349
3,207
3,321
Officer, official
1,520
1,695
2,385
2,502
Teaching staff
1,060
1,374
1,831
1,865
Qualification
Doctor of Science, Doctor
149
259
352
362
Master
280
607
783
835
Title
Prof, Associate Prof
Senior lecturer, major lecturer
27
287
61
441
118
531
148
538
Awarded title
People’s teacher
Meritorious teacher
0
21
0
27
07
58
07
58
Total
Source: [3]
91
Regarding staff highly qualified working in the field of advanced Science Technology. The development of the Knowledge-based economy depended on
economic sectors with high knowledge content, such as IT, biotechnology, new
materials technology. Therefore it requires for High-Quality Human Resources, but
now HR in IT, biotech and major provincial is very thin, mostly does professional
work in rooms of the State agency, the businesses, universities and highly qualified
staff working in R & D institutions of the province accounted for the low rate. In
2006 IT professionals in the field: 497; medical units: 7 people; Party agencies,
socio-political organizations: 24; agencies and departments: 53, UNND districts,
cities and the central agencies in the locality: 34 [151, 106-107, 109-111]. In 2009
Labor of working in the IT field was 439 people, including hardware sector (up
47.6%), IT services (26.8%), software (21.6%) and mostly concentrated in a small
number of units, such as IT Center of Thua Thien Hue (165 people, including 1
PhD, 6 MA, 16 engineers, 62 University of Technology, 51 other
university
majors), the IT department at the University of Hue Pedagogy, in 2000, 18 officers
(1TS, MA 8, 9 University) in 2009 with 29 personnel (1 Dr., 20 MA, 8 University);
IT department in Hue University of Sciences today has 7 Doctors, 32 officers, 22
MSc and 3 University degrees. By 2010, the number of officers sent for training in
IT was 660 people. Highly qualified Biotech staff in the province largely
concentrated in the Institute of Natural Resources - Environment and Biotechnology
(58 people with University degree or more qualifications, including 3 Prof., 21
MSc, 1 lecturer, 33 research officers); Department of Biology at the University of
Science and Hue (29 people, including 4 Associate Prof, 15 PhD, 10 MSc and 4
University degree), Department of Biology at the University of Hue Pedagogy (21
people, including 4 Associate prof, 8 Dr, 6 MA, 7 University degree)
92
Table 3.4: Labor working in the field of IT in 2009
Unit: person
Field
Quantity
Total
439
Labor in the field of hardware
209
Labor in the field of software
95
Labor in the field of digital content
17
Labor in the field IT services
118
Source: [107]
Thirdly, the formation of physical factors and psychosocial quality of human
resources
* About the creativity of human resources. In terms of development of
Knowledge-based economy, innovative element is the most essential element for
Labor. According to the Provincial Federation of Labor, in 2003 – 2008, 13,243
initiatives and creativity of the workers and officials were applied to production and
life. Of these, 119 initiatives and creativity were of the workers and employees of
the Central Government offices in the province; 13,124 initiatives and creativity of
the workers and employees of the local bodies management; 11,615 people have
earned the title emulation soldiers at grassroots, 1858 people won the title of
provincial emulation soldiers, 34 awarded the title of national emulation soldiers
and 2,661 people received awards, medals of all kinds of provincial ministries, the
government (see Appendix 2).
Intelligentsia, scientific-technological staff of the province and the central
agencies in the locality participated actively and effectively in development of
Scientific-Technological activities, multiple threads can be applied in production,
life and have been awarded Ancient prizes. In 2006 the 1st Ancient prize was
awarded for 13 works, ensembles and 98 scientists, including five in the prize A,
accounting for 38% (1 award in the field of agricultural sciences, the social sciences
93
1 Assembly, 1 the natural sciences and medical sciences 2 Awards); 3 prizes B,
24% (2 award social sciences, natural sciences 1 award and 1 in medical science); 5
prizes C, representing 38% (1 award of Agricultural Sciences, 2 technical science, 1
natural sciences and 1 medical sciences). In 2011 2nd Ancient prize was awarded
for 12 projects and ensembles with 1 prize A, 9 prizes B and 2 prizes C, including 4
Awards in the field of medical science, 3 in technical science, 1 natural science, 2
humanistic social sciences; 2 agricultural sciences. Remarkably, the prize A is for
ensembles study of cardiovascular risk prediction for the entire population and
diagnostic techniques deployed - in cardiovascular treatment in Thua Thien Hue by
Dr. Hue Huynh Van Minh (Medical University Hospital Hue) and colleagues
involved in the implementation. This project is rated excellent, with great scientific
significance in practical applications locally and in the time to come. Particularly,
Hue University, in the period 2001 - 2005 there were state-level 400 subjects, and
ministry levels and grassroot levels had good results, many topics have been
transferred to the production and application in life [41, 286], in the period 2005 2010 two state-level projects were developed, eight collaborative research tasks
under the Protocol and five pilot production projects of state, 158 fundamental
projects, 18 projects at the critical point, 420 subjects of ministry level, 6 missions
of education and environmental protection at ministry level, 40 provincial-level
projects, 98 projects of international cooperation in science - technology and more
than 1,000 subjects at grassroot level [41, 286, 287].
Overall, compared with previous time, creativity of the labor has been raised,
but still could not meet the increasing demands of work and the development of the
society. A survey of Labor 's 500 managers, staff working in Education - Training;
workers in the financial – banking sector, insurance, technical staff of the
construction sector, IT, there are 51.8 % of respondents said that their creativity is
not high, in which 43.2% of respondents said that they had taken the initiative to get
the job, not the solution to improve work efficiency (13.2% of respondents), there is
no concept of innovation, work thinking (58.6% of respondents), not know how to
94
exploit the media, modern machinery and apply it on the job (39.2% of
respondents), not offer new ideas (38.2% of respondents). In the last 5 years, 13.6%
of respondents said they did not have any initiative in work, 72% of respondents
answered yes from 1-6 initiatives, some people have 6 - 10 accounting for a low
percentage. Besides, the initiatives in innovation of methods and ways of working
and implementing research projects and scientific papers accounted for the highest
percentage (58.2% and 28.6%), and breakthrough initiatives as building models,
designing new products, improving manufacturing processes making up lower
proportions (11.8%), 20.2%, 16.6%). Therefore, agencies, enterprises using labor
are not really happy about the creative possibilities of Labor: the frequency to take
initiatives in jobs with 55% of respondents is unsatisfied; offer solutions to improve
work efficiency (50% of respondents), have new changes in perception, thought to
work (52.5% of respondents); frequently offer new ideas (63.8 % of respondents).
Table 3.5: Assessment of creativeness at work of labor
Frequently have initiatives in
work
Option
Quantity
%
Unsatisfied
44
55.0
Satisfied
31
38.8
Much satisfied
4
5.0
Difficult to
1
1.2
Total
80
100.0
Unsatisfied
40
50.0
Satisfied
35
43.8
Much satisfied
3
3.8
Difficult to
2
2.5
80
100.0
answer
Frequently have solutions to
improve work efficiency
answer
Total
95
Frequently have new changes in
Unsatisfied
42
52.5
viewpoints and thoughts in
Satisfied
32
40.0
Much satisfied
4
5.0
Difficult to
2
2.5
Total
80
100.0
Know to exploit modern media,
Unsatisfied
25
31.2
machines and apply them to
Satisfied
48
60.0
Much satisfied
6
7.5
Difficult to
1
1.2
Total
80
100.0
Unsatisfied
51
63.8
Satisfied
23
28.8
Much satisfied
3
3.8
Difficult to
3
3.8
80
100.0
work
answer
work
answer
Frequently give new ideas
answer
Total
Source:
Survey
in
2011conducted
by
the
postgraduate
Source: Survey of Fellows 2011cua
* About the dynamism, flexibility and skills of human resources. As discussed
above, in the modern society, people have to know to train labor mobility, flexibility
and job skills in order to adapt to the development of Science-Technology and any
changes, which also is one of the manifestations of professionalism. In the recent
years, the quality of labor in general in Vietnam, Thua Thien Hue Labor in particular
has had good upward trend, especially among young Labor, trained, skilled labor
high technical expertise. Survey data of 500 Labor shows that 59.4% of respondents
said that the dynamism, flexibility and their skills is rather high. Of which criteria to
96
accept the changes, the transfer of work (51.8% of respondents); dynamism, new job
(59.4% of respondents); skills quickly grasp the market (26.2% of respondents);
willingness to move, change jobs (48.8% of respondents); ability to cope with shocks and
risks at work (48.6 % of respondents) (see the survey of Labor ). The self-assessment of
dynamism, flexibility and skills of laborers work in accordance with the agency's
evaluation using labor. Most agencies using labor feel satisfied with the flexibility and
dynamism of the labor skills, including the criteria to accept change, to accept the transfer
of work (56.3% of respondents is); accept new work (62.5% of respondents); skills to
quickly capture market information (47.6% of respondents); willingness to move, change
jobs (48.7% of respondents); ability to cope with shocks, the risk of work (41.2% of
respondents) (see survey results using Labor agencies). However, in general some of the
skilled labor is still weak, especially skills to capture and access market information,
interview skills, teamwork, flexibility, initiative and instead of moving changing the height,
quite passive in response to shocks and risks at work.
* In terms of self-inquisitive of human resources. In the modern society,
especially in the Knowledge-based economy, human knowledge becomes the most
important source of production process, determines the success of the nation, local,
business and brings advancement opportunities, higher incomes for laborers.
Therefore, the labor is required to constantly learn, self-enriched his knowledge to be
able to exist. Being inherited with the tradition of willing to learn, laborers here are
always conscious of self-study, self-study to improve the level of education, level of
technical expertise. Currently, many laborers have higher technical expertise level,
positions in the society, but continue to take classes and foster expertise such as in
politics, foreign languages, information, colleges, universities and postgraduate in the
nation and abroad. Officers and employees of the province in 2006 - 2010 were 8,805
persons sent for training and retraining in the country, of which 315 were trained
senior politicians, intermediate 920 people, Senior specialists 30 people, 498 major
professional people, 820 staff, premission 60 people, 198 people of postgraduate,
College and University degrees 664, intermediate 830 people, professional skills
training 2500 people, leadership skills 610 people, IT 1200, 160 ethnic languages
97
[158]. Besides training in the country, 322 public officials of the province were sent
for training overseas, of which about 12 are professional people, HR manager 2
people, foreign languages 20 and 288 people in the actual survey [158]. We can say,
not every labor has the inquisitiveness for learning, this is an advantage for the
province to implement policy in training, human resources development in the future.
* In the sense of discipline, industrial behavior of human resources. Although
Thua Thien Hue province is not the province with several industrial zones and the
excitement level seems far less than Ho Chi Minh City, Hanoi and other provinces
and cities, but in the recent years the discipline, industrial behavior of laborers had
been raised. Through self-evaluation results of 500 Labor working in the industrial
parks, officials working in the fields of education, engineering, management and
employees in the financial – banking sector, insurance, there are 58.6 % suggested
that they have a sense of discipline, high industrial style. Of which 60.8% opinions
about the observance of the rules and discipline is good and very good, with
responsibility for assigned work (50.8% of respondents); spirit to learn to improve
their knowledge and professional experience (58.4% of respondents); know, respect
and comply with time regulations (57.6% of respondents); professional level (60.4%
opinion) (see the survey of Labor ). The results of the self-assessment of labor
relatively good coincident with the results of the Labor user evaluation: 65% opinions
of labor users are satisfaction of the observance of rules, discipline, responsibility at
work (67.4% of respondents); spirit of learning in order to improve their knowledge
and professional experience (56.2% of respondents); professional level at work
(53.8% of respondents ); know, respect and comply with time regulations (61.2% of
respondents) (see survey results using Labor agencies). However, the discipline, the
industrial style of Vietnam’s laborers in general, Labor in Thua Thien Hue province in
particular is still limited and cannot meet therequirements of the modern society
development. A part of labor works very arbitrarily, relies on others, does not work closely
together at work, lacks of uniformity, especially in unskilled labor. This affects job
performance, labor productivity and causes a lot of obstacles to the use of labor in
agencies. Therefore, to meet the increasing requirements of the job, the labor users need to
98
perform more measures to build a sense of discipline, industrial behavior for laborers and
laborers themselves also need to exercise self- conscious discipline, the industrial working
style to be able to survive in the modern working environment.
* Cultivating professional ethics. There are no statistics or studies on the
ethics of labor in Thua Thien Hue province, but the results of the investigation of
officers using labor in 80 officers show that the majority of users are satisfied with
cultivating professional ethics of Labor: 77.5% of respondents are very satisfied,
satisfied the diligence, hard work of laborers; effort, trying to overcome difficulties
in the job 76.3% of respondents; thermal properties, dynamic at work 76.3%;
passion for careers in public 62.4%; loyalty and attachment to the agencies 81.2%
of respondents (see survey results using Labor agencies). This is also an advantage
to build Thua Thien Hue province with high quality human resources, if the
province has timely preferential policies to encourage.
In addition, according to the thesis, to evaluate the high or low quality of
human resources, it is necessary to consider the labor factor productivity and work
efficiency. Recent studies show that there are many factors affecting labor
productivity growth, such as the quality of human resources; Science - technology,
organization and structure of production, labor management practices ... of which
the quality of human resources has the strongest impact on the labor productivity.
The survey results showed that 55% of labor users’ opinions are pleased about the
progress of the work done or the time to complete the assigned work, quality of
work (61.2% of respondents); completion norms, workload (65% of respondents);
effective joint work of agencies and enterprises (56.2% of respondents) (see survey
results using Labor agencies). Average labor productivity in all economic sectors of
the province increased from 6.8 million / person (2001) to 35.3 million dongs /
person (2010). In particular, productivity in agriculture - forestry - fishery increased
from 4.5 million dongs/ person (2001) to 14.7 million dongs / person; industry and
construction rose from 10.9 million dongs / person ( 2001) to 54.3 million dongs /
person (2010), the service sector increased from 13.1 million dongs / person (in
2001) to 42.4 million dongs / person (in 2010) (see Appendix 3) [151]. Actually,
99
production –business activities in Thua Thien Hue province has demonstrated,
through increasing qualified human resources and promoting the creativity of labor
has contributed to improve the work efficiency and labor productivity in the
economic sectors. However, the current Labor productivity in all economic sectors
of the province is still low compared to many provinces, cities and countries in the
region. The problem is to increase labor productivity and create high-value added,
one of the important solutions for the province is to investment in High-Quality
Human Resources development.
3.2.2. Status of structural transformation of human resources for
3.2.2.1. The structural shift of human resources by technical expertise levels
for industrialization and modernization associated with the development of
The period 1999-20011 witnessed an increase in the number of highly
qualified human resources, which was accompanied by the shift of human resources
structure by qualifications in a positive direction: qualified HR increased from 6.9
% in 1999 to 36.9% in 2011
100
93.1
90
87.4
80
70
63.1
60
50
without Technical expertise
36.9
40
Có CMKT
30
20
10
6.9
12.6
0
1999
2009
2011
Figure 3.1: Structure of qualified human resources in the period 1999-2011
Source: [11], [20], [24]
100
- Structural shift of qualified human resources by regions. When studying the
structure of highly qualified human resources in the province of Thua Thien Hue,
the thesis found that there is still a certain gap between the regions, but this gap has
gradually been reduced and shifted in a positive direction: HR without technical
expertise in 2009 in the urban areas was 78.7% and rural areas was 92.8%, qualified
human resources (elementary or more) of urban areas was 21.3% and rural areas
was 7.2%, but by 2011 the gap had been reduced with such rates: 59.1%, 66%, and
40.9%, 34%. This is the result of the fact, in the recent years, the province has
successfully implemented the Scheme 1965 on vocational training for rural labor (at
the end of December 2011, the training units in the province trained for 6381 Rural
Labor). However, the technical expertise level of human resources in rural areas
today is still a major barrier to the province during the industrialization and
economy.
- Structural shift of qualified human resources by gender. Like many
provinces and cities, the ratio of qualified female labor in Thua Thien is usually
lower than of male labor, but more alarming is the slackened disparity recently.
Labor without technical expertise in 2009 was 85.3% male, 89.5% female, 55.8%
and 70.5% in 2011. Labor with technical expertise in 2009 was 14.7% male, 10.5%
female, 44.2% and 29.5% in 2011. These figures reflect the fact that although many
provinces have implemented gender equality policies, but the inequality of learning
opportunities between men and women is still high. Besides, being the capital city
of the feudal dynasties before, a part of the women here has the psychology of being
content with their lot, being a housewife or trading, this increases the rate of
unqualified labor in rural areas.
- Structural shift of qualified human resources by training grades. As analyzed
above, the number of qualified labor in the province increased from 49,742 people
(in 1999) to 317,602 people (in 2011). Particularly, human resources trained under
101
3 months, primary level rapidly rose from 12,787 people (1999) to 224,032 people
(2011), that is nearly 18 times; qualified human resources with intermediate,
college and junior college levels increased markedly: Intermediate from 14,142
people (1999) to 34,701 people (2011), College from 5,430 to 13,902 people;
qualified human resources in with university and postgraduate levels increased
from 16,499 people (2.3%) (1999) to over 37,996 people ( 4.9%) (2009) and
44,967 (5.3%) (2011). Compared with 1999, the present number of qualified
human resources with University and postgraduate levels in the province has
nearly 3 times higher than the national average and some other regions: in 2009 the
country was 4.4%, the midland and northern mountainous region 2.8%, Central
Highlands 2.8%, the Mekong River Delta 2.1% and just behind the Red river delta
6.8%, Southeast River Delta 6.6%) [20, 53]. Thus, the structure of highly qualified
human resources by levels of training has shifted in a positive direction. However,
shortcoming in training of the human resources of the province now is: Short-term
training and primary makes up a too high percentage compared to the other
training levels, there is a large difference in the levels of training between urban
and rural areas. In 2011, in the population aged 15 and over having technical
expertise, there are up to 70.5% were trained under 3 months, primary level. In
2009, the rate of qualified labor with University and postgraduate levels in the
urban areas was 5.5 times higher than in rural areas (9.9% and 1.8%) and almost 5
times in 2011 (9.8% and 2.0%). In 2011 the rate of qualified labor with
intermediate and college levels in the urban areas was 5.9% and 2.2% twice higher
and 1.3 times higher than in the rural areas. In addition, the structure of technical
expertise training levels, age groups 25-29 and 30-34 with university degree or
higher accounted for the highest percentage: 12.2% and 9.3% in 2009, in 2011
10.8% and 12.6%; the age group 18-19, 20-24, 18-39 and 35-39 with technical
expertise level of primary or higher accounted for a low percentage.
102
Table 3.6: Population aged 15 years and older with technical expertise divided
by training levels
Unit: person
Level of training
1999
2009
2011
Total
718,505
778,914
861,103
Untrained
668,763
681,281
543,501
12,787
16,352
224,032
Intermediate
14,142
31,936
34,701
Junior College
5,430
10,869
13,902
University
15,694
35,885
42,882
805
2,111
2,085
Technical workers without
degree/certificate under 3
months- Elementary
Long-term
Postgraduate
certificate,
Source: [11],[21],[24]
It can be said, the trend of increasing technical expertise labor at all levels of
training is totally appropriate, but does not perfectly suit to meet the requirements of
industrialization and modernization associated with the development of Knowledgebased economy. The urgent issue for Thua Thien Hue to implement
industrialization and modernization associated with the development of Knowledgebased economy, the province must rapidly increase Labor in the levels of colleges,
universities, postgraduate and improve technical expertise for the young labor force
because young labor in the province without technical expertise accounts for a high
percentage.
- Structural shift of qualified human resources by the fields of training. Human
resource structure with technical expertise by fields of education is gradually being
adjusted. In 1999, in the total of 41,369 with technical qualification, up to 11,422
people (27.6%) were trained in Education – Training science, 6013 people (14.5%)
trained in business management; 4,294 people (10.3%) in medical training, 4,594
103
people (11.1%) in transportation, while other fields of training as a prerequisite for
the development of Knowledge-based economy such as science natural sciences,
computer, life sciences accounted for only 3.7% and 8.1% technology.
In particular, for each grade level of technical expertise has different training
domains: 1) For technical worker rank, the training field accounted for the highest
percentage compared to others is technology: 1,784 people (16.4%) and Transport:
4,241 people (39%), the fields with less trained human resources are humanity,
environment, hospitality, tourism, media and law. 2) For the vocational level,
mostly training labor in the fields: Education and Training: 3,266 people (27.5%),
business and management: 2,618 people (22.1%), health care: 2,053 people
(17.3%), Technology: 1,062 people (8.9%) and similar to technical workers rank,
the fields of law, humanities, media trained less labor; 3) For the rank of college,
universities, postgraduat the training areas are mainly: Education-Training: 7,637
people (42.6%), business and management: 2,551 people (33%), humanities:
colleges, University 1,352 people (7.5%), postgraduate 167 people (22.6%),
Medical: College and University 1,138 people (6.3%), postgraduate 132 people
(17.8%), natural sciences, computing and life sciences (biology, biotechnology)
colleges, universities accounted for 5.9% and 36.1% on postgraduate. The above
data show in rank of colleges, university labor was largely trained in the field of
Education - Training and business management (accounting for 75% of qualified
labor with college, university degrees), the IT, Biotech fields are started paid
attention to, while the postgraduate level mainly focused on the fields of humanities
and social behavior sciences, health, education - training (46.8%) and the majority
are working in research institutions, universities, while the manufacturing,
engineering, transportation, construction have low rates of postgraduate degrees
(see Appendix 4). In 2006, the team of highly qualified intellectuals with degrees in
colleges, universities, postgraduate of the province is largely concentrate in six
fields of training: Education-Training (51.47%), business and management
(11.67%), social sciences and humanities (7.02%), health and social relief work
104
(6.19%), agriculture - forestry - fishery (5.94%), natural sciences (5.23%), the
remaining sectors account for low rates (see Appendix 5). Due to the differences in
statistics between the Bureau of Statistics and Employment Agency (Ministry of
Labor - Invalids and Social Affairs) and between the 2 censuses on the population
and housing in 1999, 2009, the comparison of the reduction and growth rates in the
fields of training of qualified labor is very difficult. However, it is important to still
reflect correctly the overall situation that indicators are increasing and consistent
with general trends. In Table 3.7, in the province's total labor force in 2011 of
556,528 people, 377,424 people (67.8%) were trained in the field of health,
environment and services; 128,404 people (23.1%), trained in technical and
technology; 35,069 people (6.3%) trained in socio - economic, whereas some other
fields of training the number is too low.
Table 3.7: Labor force from 15 years old and over divided by the fields
of training in 2011
Field of training
Total
Socio-economic
Natural sciences
Technique-technology
Agro-forestry-aquaculture and
veterinary
Health, environment and other
services
Quantity (person)
556.528
35.069
9.907
128.404
5.724
Rate (%)
100
6,3
1,8
23,1
1,0
377.424
67,8
Source: [24]
In the total 548,071 Labor with employment aged 15 and over, there are 33,
878 people working in the field of socio - economic (6.2%), natural sciences with
9,444 people (1.7%); techniques and technology 127, 640 people (23.3%),
agriculture - forestry - fishery, veterinary with 5,564 people (1.0%), health,
environment and other services 371,545 people (67, 8%). However, it is noteworthy
that in the total number of working labor the number of labor without technical
expertise accounted for 45.4% and focused mainly in the field of health,
105
environment and other services with 248,453 people (99, 9%). In the total of
299,282 trained labor are distributed and used in the following areas: labor as
technical workers without degrees, trained less than 3 months primary level mostly
concentrated in technical - technology field (51.3%); health, environment and other
services (46.6%); labor with long-term certificate, professional intermediate,
vocational intermediate mostly concentrated in the field of health, environment and
other services (40.8%); technique - technology (25.3%); socio - economic (21.7%);
the number of the qualified labor with college degrees mainly in the field of socio economic was (61.4%); health, environment, and other services (15.5%); technique
- technology (13.7%); qualified labor with university and postgraduate degrees mainly
concentrated in the Socio-economic field (50.2% and 40.7%), natural sciences (13.7%
and 14.9%); health, environment, and other services (16.1% and 27.6%).
Table 3.8: Labor with employment aged 15 and over by Technical expertise
level and Fields of training in 2011
Unit: person
Technical expertise
Total
Socio- Natural Technique
AgroMedical,
Economic science
and
forestry, environment
Technology aquaculture and other
and
services
veterinary
Total
548071
33878
9444
127640
5564
371545
Untrained
248789
139
4
184
9
248453
Technical workers 220613
without
degree/certificate
under 3 monthsElementary
Long-term
29049
certificate,
Intermediate
Junior College
11312
1597
158
113129
2869
102860
6302
3086
7348
449
11864
6949
962
1554
94
1753
University
36056
18085
4949
5231
1988
5803
Postgraduate
1896
772
282
165
154
523
Source: [24]
106
We can say, the distribution and use of qualified labor by the fields of training
of the province is irrational expressed through: most qualified labor , particularly
labor with university and postgraduate qualifications focused mainly in socio economic fields leading to labor surplus in this field, whereas in the field of
agriculture - forestry - fishery, natural sciences suffered a severe labor shortage. The
problem is, to implement the process of industrialization and modernization
associated with the development of Knowledge-based economy, Thua Thien Hue
has to adjust the training structure, particularly in the high-tech industry, and
implement rational distribution and use of human resources with technical expertise.
3.2.2.2. The structural shift of human resources by economic sectors for
knowledge economy in Thua Thien Hue
In the process of industrialization and modernization, the economic structure
has been shifted in such direction as: the density of agriculture decreased while the
proportion of industry- construction and services increased. Accordingly, the structure of
human resources essentially needed adjusting to suit the economic restructuring and to
ensure balance between the branches in the direction: the number of labor in industry and
services increased; in agriculture is down now. The comparison between two censuses
on population and housing in 1999 and 2009 showed that labor structure shifted
significantly: the density of labor in agriculture - forestry - fishery decreased from 49.1%
(1999) to 36.6% (2010), the proportion of labor in industry - construction and services
sector increased from 22.1%, 28.8% (1999) to 27.3%, 36.1% (2010). Depend on the
specific industry to distribute and use labor differently:
- In industrial – construction sector: Labor mainly focused on processing
industry: in 1999 were 69,957 people (715%), in 2010 was 91,277 people (59.9%).
Of which some industries have fair labor growth such as production of food and
beverages rose 2.7%, production of textile products increased by 7.5%, production
of clothing increased by 6.4%, production of wood products and forestry products
rose 3.5%; production of non-metallic mineral products increased by 2.1%, paper
107
manufacture 1.2%, production of metal products rose by 1.7%, production of beds,
wardrobes, tables and chairs 1.8% [ 20, 69]. Along with the processing industries,
labor in construction increased rapidly from 24,296 (24.8%) in 1999 to 54,717
people (35.9%) in 2010. While other sectors such as manufacture and distribution of
electricity, water, gas and mining, the labor force does not change much.
- In the service sector: The number of labor employed in the service sector has
rapidly increased from 126,993 people (in 1999) to 201,250 people (2010). In the
recent years, the distribution and use of labor force in the service sector has largely
concentrated in the commercial sector: in 1999 (43.3%) and in 2010 (up 40.3%) of
the total number of labor of the industry; hotels and restaurants made up 11% and
16.5%; transport, storage was 11.8% and 12.7%; Education - Training was 11% and
10.2%; labor in other service sectors are now accounting for a modest proportion
compared with the strength and potential of the province like in ScienceTechnology, from 16 people (0.0%) to 1,520 people (0.8%) of total labor of the
industry; Finance from 736 people (0.6%) to 2,937 people (1.5%). In the coming
years, along with economic restructuring, the trend of the province is to shift labor
to some service industries with high added value such as tourism, transport, Science Technology, Financial - Banking, Education - Training, health and counseling services.
100%
90%
80%
28.8
29.5
32.6
36.1
Dịch vụ
70%
60%
22.1
25.7
50%
25.2
27.3
40%
30%
20%
49.1
44.8
42.2
36.6
1999
2001
2005
2010
Công nghiệp
- Xây dựng
Nông - Lâm Thủy sản
10%
0%
Figure 3.2: Structure of labor by economic sectors in the period 1999-2010
Source: [11], [12], [15], [22]
108
3.2.2.3. The shift in the structure of human resources by economic
components for industrialization and modernization associated with the
development of knowledge-based economy in the province of Thua Thien Hue
Distribution and use of labor in the sectors have a positive shift in the
direction: further streamlining and reforming the state-owned economic sectors,
encouraging foreign investment in accordance with the situation of economic
development and international integration. In the recent years, state-owned
economic sectors in Thua Thien Hue province being sorted and privatized, so the
number of enterprises decreased while the number of labor remained stable and
tended to increase after privatization: 49,889 people in 1999 (accounting for 11.3%
of the total employed labor), in 2011, the number of people was 65,874 (12%).
Non-state economic sector has been attracting a large number of local labor,
accounting for 86.7% (in 2011), particularly the economic sectors with foreign
investment. Economic component with foreign investment has been operated since
1995, so far has contributed 32.5% of the total state revenues budget in 2009
accounting for nearly 10% of the provincial GDP. As the sector with high growth
rate, the labor in this economic sector has increased faster than in other economic
sectors: in 1999, there was only 844 people (0.1% of the total employed labor), but
by 2011 this number increased to 6,904 (1.3%). The increase of labor in the nonstate economic sector in the recent years is due to the several policies the province
is implementing to attract FDI attracting more businesses to invest in the province,
encouraging private enterprises to develop production-business. ...
The level of technical expertise in the economic sectors is shown: the majority
of labor not undergoing intensive training concentrates in the non-state economic
sector (95.1% in 1999, 96.7% in 2011), the qualified labor working in economic
sectors is also highly variable. In 1999, in the total number of qualified labor, stateowned economic sectors had 31,641 people (76%) accounting for 31%, of which
intermediate, University level was 36.7% and the non-state economy sector had
9,545 (23%), of which labor without degree, trained under 3 months, primary and
109
intermediate levels accounted for 77.8%, University only accounted for 14%;
foreign economic sector had 270 (1.0%), of which labor without degree trained less
than 3 months, primary and intermediate levels accounted 27.4% and 54.4% of
University degrees. By 2011, the state-owned economic sector had 58,918 (19.7%),
of which University degree was 45.6%, intermediate was 23.6% and the non-state
economic sector was 234,018 (accounting for 78.4%), of which labor without
degrees trained less than 3 months, primary level accounted for 89%; foreign
economic sector had 5,636 people (1.9%), mainly labor without degree trained
under 3 months, 81% was with primary and intermediate degrees; 16.2% was
univeristy degree (see Appendix 7).
100%
0.1
1.2
1.3
80%
60%
88.3
86.1
86.7
40%
nước
Vốn
Foreign
capital
ngoài
Ngoài
nhà
Non-state
owned
nước
Nhà
nước
State-owned
20%
0%
11.3
12.7
12
1999
2009
2011
Figure 3.3: Structure of labor employed in economic sectorsin the period 1999-2011
Source: [11], [20], [24]
The above analysis shows that, after more than 10 years, the technical
expertise level of labor force in Thua Thien Hue has been raised, but the untrained
labor working in the economic sectors remains high and the proportion of labor with
technical expertise unevenly distributed among economic sectors: mostly low
technical expertise labor concentrated in the non-state economic sector; highly
qualified labor mainly focused partly in the state-owned economic sector and in
economic sectors with foreign investment. This leads to the lack of highly qualified
110
labor and experts in the non-state economic sector, especially in the industrial
zones. Currently, in 4,885 Laborers working in industrial zones in the province of
Thua Thien Hue, 3,437 have technical worker level, primary and short-term;
intermediate level has 560; 201 with college, university degrees, and the
postgraduate includes 467. Therefore, many businesses are now hiring labor from
other areas due to the local cannot meet the labor recruitment needs.
3.2.2.4. Structural shift in human resources by occupations for
In the period 1999 - 2011 there was a shift of labor among professional
groups. In 1999 labor mainly concentrated in unskilled/simple occupations
(accounting for 52.7% of total labor with employment aged 15 and over); group of
craftsmen and other workers (21.3%); personal services and security group, sales
(13.3%); the leadership group, high and average technical expertise workers,
employees having jobs in agriculture - forestry - fishery reached a low rate. By 2011
occupational groups in agriculture - forestry - fishery increased rapidly (31.5%),
group of craftsmen and other workers (26.7%), the group of leadership, high and
average technical expertise workers had slow growth, professional group of simple
jobs fell nearly 4 times compared with in 1999 (15.3%).
Particularly with human resources having technical expertise, if in 1999 in the
total employed trained labor, labor with technical expertise trained under 3 months,
primary level accounted for 26.1%, intermediate 28, 5%, Junior college 11.4%,
University 31.6% and Postgraduate 1.8%. Of which, labor with technical expertise,
primary level trained less than 3 months, Intermediate and vocational colleges
mainly focus on average group of technical expertise (17.9%, 74.4%, 79.1%),
craftsmen (13,2%), fitter and machine operators (37.5%); qualified University and
Postgraduate labor with technical expertise concentrated in higher occupational
groups (79.7% and 91.2%). However, by 2011 the total employed labor trained,
qualified labor, worker trained under 3 months accounted for 74.0% primary,
111
Intermediate 9.7%, Junior College 3.8%; University 12%, postgraduate 0.6%. Of
which, labor with technical expertise, primary level trained less than 3 months
mainly focused on the professional group of artisans, agriculture - forestry - fishery,
simple job (52.0%, 20.2% and 11, 8%); qualified labor with intermediate degree
was equally distributed in the group of fitters and machine operators (15.1%),
craftsmen (14.3%), average technical expertise (16, 8%), employees (14.2%), sales
service and security (13.7%); Labor with junior college degree mainly concentrated
in high and average technical expertise occupational groups; Labor with University
degrees mainly focused in leadership occupational group (18.5%) and higher
technical expertise (45.1%); skilled labor with postgraduate degree mainly focused
on higher technical expertise occupational groups (70.7%), leadership/management
(15.4%) (see Appendix 6). Thus, the distribution and use of technical expertise
labor in the province by occupational groups were gradually adjusted more
reasonably: the proportion of non-skilled labor employed decreased from 90.6%
(1999) to 45.4% (2011). Howver, there was a shift in the distribution and use of
labor, the number of employed labor in the two occupational groups in agriculture forestry - fishery and simple jobs still accounts for 48.8% ie nearly 50 % of total
labor employed in the economy of the province is low technical expertise labor.
Table 3.9: The number of labor with work by occupations
1999
2009
2011
Person
%
Person
%
Person
%
442874
100,0
256116
100,0
545934
100,0
2912
0.7
6002
2.3
14717
2.7
11301
2.6
29556
11.5
31062
5.7
14819
3.3
22241
8.7
16787
3.1
Officer
6024
1.4
5878
2.3
10867
2.0
Individuals, Security
58692
13.3
94243
36.8
52225
9.6
Total
Leaders
High technical
expertise
Average technical
expertise
112
and Sales Services
Careers in
Agriculture,
Forestry and
7920
1.8
183196
71.5
171807
31.5
94367
21.3
97945
38.2
145846
26.7
10697
2.4
26652
10.4
19145
3.5
233491
52.7
60404
23.6
83478
15.3
Aquaculture
Craftsmen and other
workers
Fitter, machine
operators
Simple job
Source: [11],[20],[24]
3.2.3. Status of training system of human resources for industrialization
and modernization associated with knowledge-based economy in the province of
Thua Thien Hue
3.2.3.1. Educational system in the province of Thua Thien Hue
Education-Training in general and high school education in particular have an
enormous role in the formation and development of the human personality, are the
basis for labor to have the opportunity to continue training at the higher technical
expertise level in the future. Recognizing that, in the recent years, Thua Thien Hue
province has always paid attention to the development of general educational system.
Educational Network from primary to secondary schools has been extended
throughout most of the localities with the kinds of public, private, international and
distributed in accordance with the geographical associated with residential areas.
Regarding the number of schools and classrooms: in the period 2000 - 2011, the
number of schools increased rapidly: in the academic year 2000 - 2001, the province
had 330 schools then in the academic year 2010-2011 there were 393 schools (63
more), including 229 elementary schools, 124 junior high schools, 40 high schools.
The number of schools has increased and so has the number of classrooms, currently
the province has 5388 classrooms (1257 more), of which 3,219 classrooms of
113
elementary schools, 1424 in junior high schools and 745 in high school. The increase
in the number of schools and classrooms has initially solved the pressing lack of
facilities, step by step better met the learning needs of students (see Appendix 8).
Regarding the number of students, teachers: the number of pupils of junior high
school in 2010 - 2011 school year was down compared with the year 2000 - 2001:
from 255,830 to 224,170 students. However, it’s worth noting that the number of
high school students increased from 28,815 (school year 2000-2001) to 45,578
students (school year 2010-2011). It can be said, the number of high school students
created an opportunity to increase trained laborers with higher level of technical
expertise and favorable conditions for the implementation of the provincial
development policies for High-Quality Human Resources. Along with the increasing
number of high school students, both the quantity and quality of secondary school
teachers, especially high school teachers has also been improved. In the academic
year 2000 - 2001, the number of secondary school teachers across the province was
8,386 people, in the school year 2010-2011 this number increased to 12,114 people,
of which the number of teachers in junior and high schools was the highest (see
Appendix 9 ). Of the 12,114 teachers, the number of qualified teachers with
Postgraduate degree was 197, University was 8,985 (4,124 in primary schools, 2,802
people secondary schools, 2,059 people in high schools), the number of teacher with
Junior College degree was 2868 (989 in primary schools, 1855 in secondary schools,
24 in high schools), Intermediate degree was 166 people (65 in primary schools, 101
in secondary schools). According to the latest figures, the province currently has
19,725 teaching staff, including 15,870 teachers, of which the number of qualified
teachers and over the standard is 99.4%, the number of teachers has not reached the
standard is 92 people (0.58%) mainly located in preschool, primary, secondary
schools ... [7]
Regarding the quality of high school education: Thua Thien Hue province is
one of provinces has a number of achievements in educational popularization (in
1996
completed
primary
educational
generalization,
in
2004
completed
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universalization of secondary education for the right ages, universalization of
secondary school education and currently perform high school educational
popularization). The percentage of primary students achieving the distinction level is
42.19%, and fairly good 30.9% and the number of students passing high school
graduation exams in 2012 was 99.78% [146], the number of good students attending
competitions for awards is high: in the national and regional contest won 125 prizes,
[146]; 25 prizes for the portable computing mathematics competition (02 first prizes,
04 second prizes, 07 third prizes and 12 consolation prizes); national level exchanges
of Primary English won 04 prizes (01 second prize, three third prizes), National Test
of English via the Internet reached 35 awards (the primary 19 and secondary 16
Awards); excellent student provincial competition level won 698 elementary prizes:
the 144 prizes, junior high schools won 250 prizes, high school won 260 and the
regular education: 44 prizes; 01 secondary school student was awarded the 6th grade
First doctoral candidate nationally, 02 students were appointed to attend the
international team [146].
3.2.3.2. Vocational training system in Thua Thien Hue Province
By 2010, beside vocational training institutions of enterprises in the province,
there are 16 vocational training institutions, including 2 Vocational Junior colleges,
6 Intermediate vocational schools and 8 vocational training centers of the districts.
Along with the development of vocational training facilities, teaching staff has
increased in number and increasingly been standardized. According to statistics of
the Department of Labor - Invalids and Social Affairs, in 2001 the province had
only 210 teachers then in 2010 the number went up to 753 teachers (278.8%
higher), including 71 PhD, MSc , 489 university, college degrees and 614 meeting
the standards (81.51%). With the investment in vocational training institutions and
improving the quality of teaching satff, in the period 2001 - 2010 the province’s
vocationally trained 140,402 people, of which primary and equivalent was 116 496
people (84 , 03%); intermediate vocational was 21,391 people (14.18%), vocational
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junior colleges was 2,515 people (1.79%). The scale of training rapidly increasing has
increased the rate of trained labor from 15% in 2001 to 40% in 2010 and 42.5% in 2011.
There was not just increase of the training scale, the training quality of
facilities has also been raised: the proportion of graduates in vocational schools is
rather high (90%); students are equipped with the basic knowledge and professional
skills, so many students after graduation have meet the increasing demands of the
labor market; vocational training has been associated with job creation. According
to statistics of the Department of Labor - Invalids and Social Affairs, about 70% of
graduate students are now employed or self-employed with stability (this rate of
some training base of enterprises is over 90%).
Table 3.10: Labor through voational training in Thua Thien Hue in the period
2001 - 2010
Unit: person
Year
Trained labor
Primary
Intermediate
Junior
College
2001
8,754
8,034
720
2002
11,158
9,773
1,385
2003
12,449
10,957
1,492
2004
13,907
11,704
2,203
2005
14,752
12,202
2,550
2006
15,700
12,850
2,850
2007
15,986
13,406
2,580
2008
17,297
13,902
2,825
570
2009
15,595
12,034
2,616
945
2010
14,804
11,634
2,170
1,000
Tổng
140,402
116,496
21,391
2,515
Source: [156]
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3.2.3.3. Training System of vocational schools, colleges, universities and
postgraduate in Thua Thien Hue province.
* Training system of Colleges, Vocational schools: In the Thua Thien Hue
province there are three vocational schools and three colleges namely: High School
of Culture and Arts, High School of Transportation, High School of Sports with the
training scale in 2009 was 1,324 students, 1,446 students in 2010; Hue Medical
College, with 88 teachers, including 1 PhD, 32 MSc and 55 university degrees,
training scale in 2009 was 2,471 students and 2,579 students in 2010; Hue College
of Industry with 178 teachers (1 PhD, 72 MSc, 104 University degrees), the size of
the training in 2009 was 6,549 students and 6,758 students in 2010; Hue College of
Education, there were 27 majors with 130 teachers, including 3 PhD, 66 MSc and 61
university degrees, training scale in 2009 was 6,500 students, 6,700 students in 2010
* System of University and postgraduate training
- University of Hue: Hue University is a university training center that is
multidisciplinary, multi-sector, the most high-quality and large-scale training in the
Central region and Central Highlands. Hue University has seven member
universities and training centers, Science-Technology research and development as:
Distance Learning Center, Institute of Natural Resources, Environment and
Biotechnology, National Defense Education Center, Learning Resource Center, IT
Center, International Training Center, Student Service Center and Publisher. With
95 Univeristy training majors, 05 college training majors, 65 postgraduate training
majors, 24 dotoral training majors , 62 training majors for specialist level I, II ... It
can be said that with invested training facilities along with a team of highly
qualified teaching staff, Hue University is the place training and providing HighQuality Human Resources for the Central Region - Central Highlands and the
country. Training Scale of Hue University has accelerated: if in 2001 Hue
University had 20,000 regular full-time students, part-time study, and more than
20,000 students in the remote training system, then in 2012 had 50,000 full-time
students, part-time learning, 18,000 students of distance learning [41, 277]; in the
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period from 2001 to 2011, Hue University trained 96 doctors, 4,375 MSc and
currently has 2,952 postgraduate students and 152 postgraduates still learning [41;
281]. Besides, Hue University is joint training with foreign countries, including a
number of training programs universities typically implemented effectively, such as
linked training programs at the university level in the financial - banking sector with
the University of Rennes (France), IT linked training with AUT University (New
Zealand); bachelor's joint training in Chinese language and tourism with Guangxi
Teachers' University (China), bachelor linked training in Physics with the
University of Virginia ... In the coming years Hue University will be invested to
become the National University before 2015 with the institutions of multidisciplinary training center with high quality to meet the training requirements for
High-Quality Human Resources industrialization and modernization associated with
the development of Knowledge-based economy.
- Phu Xuan University. Phu Xuan University was established on 11/7/2003 by
Decision No. 140/2003/QD - TTg of the Prime Minister. Currently, it has 10
university training majors, 6 college training majors, 6 regular intermediate training
majors, in addition to continuous training systems in IT and 2nd regular English
university training major. Although with only 110 teachers (4 Dr, 45 MSc and 61
people with university degree), the university has receive the support and assistance
of Hue University and affiliated with the Academy of Pedagogical Guangxi (China)
so far since its establishment, Phu Xuan University has become a training center for
High-Quality Human Resources of Thua Thien Hue province and the country.
- Hue Academy of Music. Founded in 2008, this is one of the three
undergraduate music training institutions in Vietnam. Currently the Institute has 4
faculties: Musical Performance, Composition - Theory, Pedagogy of music, Court
music and the training majors: Composition, Musical commander, Musical
performance, Hue royal court music ... With 108 teaching staff, including 1 PhD, 18
MSc and 89 who have university qualifications, it has not only contributed to the
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training of High-Quality Human Resources for the Central Region - Central
Highlands but also contributed to recovery, conservation and promotion of the value
of Hue royal court music and Central Highlands Gongs - two forms of art
recognized by UNESCO as intangible and unwritten heritage of humanity.
With a network of schools, high schools, colleges, universities, institutes and
research institutes throughout, annually, they train, provide ten thousands of highly
qualified labor for the Province and the Central Region. However, like the general
state of the country, training of human resources system in Thua Thien Hue
province is still weak and inadequate in terms of quantity, quality and structure of
training majors, therefore, it hasn’t met the increasing demands on human resources
Knowledge-based economy. So, in the comint time to have human resources,
especially High-Quality Human Resources for industrialization and modernization
associated with the development of Knowledge-based economy, the training system
of human resources must be invested towards perfection: develop training facilities,
improve the quality of teaching staff, adjust the training structure in accordance
with the strategy of economic development of the province.
3.3. GENERAL REVIEW OF THE SITUATION OF HUMAN RESOURCE FOR
INDUSTRIALIZATION AND MODERNIZATION ASSOCIATED WITH THE
DEVELOPMENT OF KNOWLEDGE-BASED ECONOMY IN THUA THIEN HUE
To properly assess the development situation and human resources structural
transformations for industrialization and modernization associated with Knowledgebased economy in the province of Thua Thien Hue is a very difficult task for the
researcher. However, based on the analysis results above, the thesis can only make
general comments to point out the limitations of its causes and propose solutions
mainly to develop human resources for the industrialization and modernization
associated with Knowledge-based economy in the province of Thua Thien Hue in
the near future.
119
3.3.1.
The
advantages,
benefits
of
development
and
structural
transformations of human resources for industrialization and modernization
associated with the development of knowledge-based economy in the province
of Thua Thien Hue
* Regarding the quantity of human resources for the industrialization and
modernization associated with Knowledge-based economy
Firstly, as discussed above, the population size increased but the population
growth rate is lower than the national average. Thus, with moderate population
growth, annually there is working age population to be added to the human
resources, and capable of providing sufficient human resources for the economy
without creating large pressure on the resolution of employment for laborers.
Secondly, although the population not engaged in economic activoties
accounts for 35.5% of the population aged 15 and older in the province, but the
number of people attending schooling is at a high percentage. This is advantageous,
as compared with other provinces and cities the population studying in Thua Thien
Hue is much higher, Hai Phong (37.5%), Khanh Hoa (35.4), Can Tho (25, 22%) and
compared with the national average, this rate is nearly 8% higher. With the
schooling population taking a high proportion, accounting for nearly half the
population not engaged in economic activities, in the years to come, this part of the
population will be added to the labor force with education and highly qualified
technical expertise to meet the requirements of human resources for the
industrialization and modernization associated with the development of Knowledgebased economy.
Thirdly, Thua Thien Hue is one of the provinces having rather high rate of
population engaged in economic activities (labor force) (nearly 2/3 of the
population of working age and higher than the average level of the country). With
an abundant labor force entering the period of "golden population structure", Thua
Thien Hue has a lot of advantages to implement industrialization and modernization
120
associated with the development of Knowledge-based economy if the province has
good training and employment strategies for this labor force.
* Regarding the quality of human resources for the industrialization and
Firstly, the trend of educated labor is increasing, especially labor graduated
from secondary schools and high schools. In addition, the disparity in the literacy
rate of labor between regions is not as high as some other provinces and cities in the
country because the province has achieved certain outcomes in primary education
and illiteracy eradication. In addition, the disparity in the literacy rate labor between
men and women is not great, especially higher literacy rate of female labor in Thua
Thien
Hue
province
would
create
favorable
conditions
for
provincial
implementation of training policies for High-Quality Human Resources in the
future.
Secondly, the rapid growth rate of skilled human resources has created
favorable conditions for laborers to acquire new knowledge, Modern scientificTechnological achievements and apply them to manufacturing-business activities to
improve labor productivity and create incentives for the province to accelerate
economic development and successful implementation of the industrialization and
economy.
Thirdly, Thua Thien Hue province has numerous intellectuals, enthusiastic,
dedicated, creative and qualified staff just behind Ho Chi Minh City and Hanoi.
Especially, compared with many other locals, the province owns a scientificTechnological staff with high technical expertise level of the Central authorities
located in the province. This is advantageous for the province to build strategies to
develop high-tech industries to implement industrialisation and modernization
process associated with the development of Knowledge-based economy.
Fourthly, the qualities, skills and psychosocial quality of human resources
such as creativity, dynamism, flexibility, skills, sense of discipline, the industrial
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style, professional ethics of laborers tend to be better, especially in young labor and
labor groups through training. The completion of qualities and psychosocial quality
of human resources not only contributes to improving labor productivity, economic
efficiency, increasing accumulation of the economy, paving the implementation
process of industrialization modernization associated with the development of
Knowledge-based economy, but also creates favorable conditions for the province's
human resources integration into the labor market of the region and the world.
* In terms of human resources structure for the industrialization and
In the recent years, the structure of Thua Thien Hue labor force has shifted
towards positive trend, especially with the structure of human resources by
technical expertise levels and the structure of human resources by industries. First
of all, the structure of highly qualified human resources has shifted towards: labor
without technical expertise has been reduced (from 93.1% in 1999 to 63.1% in
2011), labor with technical expertise has increased (from 6.9% in 1999 to 36.9% in
2011). Of which, notably is that qualified human resources by training level and
technical expertise level of qualified human resources in the region have moved
pretty fast. In addition, HR structure by economic sectors has been moving more in
line with the economic structure, particularly: the proportion of labor in agriculture forestry - fishery has decreased from 49.1% to 36.6%, the proportion of labor in the
industrial - construction sector has increased from 22.1% to 28.8%, the proportion
of labor in the service sector has increased from 27.3% to 36.1%.
We can confirm that the province has abundant human resources, quality of
human resources are gradually being lifted, HR structure has been moving in a
positive direction and is currently in phase of "golden population structure", Thua
Thien Hue has the ability to provide adequate human resources for the process of
industrialization and modernization associated with the development of Knowledgebased economy. The problem is how to train and use such human resources.
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3.3.2. These restrictions, causes of limitations and the issues raised in the
development and structural transformations of human resources for
knowledge economy
3.3.2.1. The limitations in the development and structural transformations of
Firstly, the quality of human resources in Thua Thien Hue province has not
met the requirements of industrialization and modernization associated with the
development of Knowledge-based economy. In the workshop "Hue with centrally
dependent role, opportunities and challenges" held at Hue on 25/01/2010, Dr.
Nguyen Ba An – Deputy head of Institute for Development Strategies (Ministry of
Planning and Investment), warned the road for the whole province to be the city of
Thua Thien Hue province has been facing many difficulties and challenges. One of
them is not high quality human resources, lack of industry experts and local staff ‘s
capacity can not meet requirements, specifically:
- Physical strenght and stature of laborers in Thua Thien Hue province in the
recent years has been improved both in height, weight, malnutrition rates and life
expectancy. But in general, and physical stature of laborers in the province is still
lower than in some other provinces and the country in general. Such strength of
labor has not met the requirements of the organization of production in modern
industrial style.
- Qualified human resources with technical expertise of Thua Thien Hue
province have rapidly been increased, but still not met the demands of
industrialisation and modernization associated with the development of Knowledgebased economy. Because the number of human resources without technical
expertise is higher than the proportion of the country and a number of other areas.
In the census of population and housing in 2009, in the population aged 15 years
and older up to 87.4% of the province doesn’t have technical expertise, while the
123
country is 86.7%, Delta Hong Kong is 80.6%, the Southeast Region is 84.2% ,
Midlands and northern mountains is 86.7%, only lower than the 90.2% in the
Central Highlands and the Mekong Delta is 93.4% [20, 53]. This is a huge setback
for the labor in finding employment in the province and for the implementation of
HRD policies for industrialization and modernization associated with the
development of Knowledge-based economy.
- Staff of Science- Technology as a key force in the process of
industrialization and modernization associated with the development of Knowledgebased economy is still severely lacking, especially good experts, ScientificTechnological labor force working in the field of R & D. At the same time the
distribution and use of Scientific- Technological staff is irrational, mostly
concentrated in the universities of the University of Hue, while the province has no
mechanism to coordinate with this team.
- In the process of industrialisation and modernization associated with the
development of Knowledge-based economy, workers have become the backbone
force but has not met the terms of both quantity and quality (see Appendix 13).
Currently in Thua Thien Hue province a number of sectors lack skilled workers,
particularly in such sectors as: mineral mining and processing industry, textile
industry, food processing industry, industrial building materials manufacture ... (In
these sectors most labor is unskilled labor, technical workers of type 1 and type 2,
technical workers of type 4 accounts for low percentage). According to the Labor
Union of Thua Thien Hue Province, more than 50% of the labor is primary school
and secondary school graduates and the in more than 40,000 workers directly
operating machines the technical workers with levels only account for about 39%;
highly skilled workers account for 5.5%. In addition, the majority of the labor came
from rural provinces without of industrial labor culture, lack of discipline and
professional liability ... This is alarming for the province in the period of
124
- The capacity of grassroots officials hasn’t met the requirements. Upon
request, staff in communes, wards or townships should at least have intermediate
qualifications. However, more than 50% of the commune, ward or township of
Thua Thien Hue hasn’t met such standard [121]. Therefore, the capacity to
implement the tasks does not meet professional requirements: lack of
professionalism, lack of independent thinking, lack of assertiveness in handling
work, no thinking ability of forecasting in program building ....
- Force of educated, skilled artisans in the traditional villages accounts for a
low percentage. Results of the survey in 2006 showed that the Department of Trade
and Industry: Labor with college and university degrees is 9 people (0.09%),
Intermediate is 11 (0.10%), 909 are high school graduates (8.96%), secondary
school graduates are 3,844 people (37.88%), primary are 5,377 people (52.98%;
skilled workers with gold hands are 513 people (200 in embroidery, 93 people in
cone hat producing, 66 people is bronze casting, 14 people in sculpture, 8 in
ceramics); in 2006 artisans included 2 people (1 bronze casting craftsman, 1
embroidery artisan) at the age of 65; in 2007 there were 11 people, in 2008 were 6,
in 2010 were 4 people. Limited education, skill level and technical expertise
restrictions will interfere with the application of scientific-technological advances as
well as research, innovative new models in the villages leading to monotonous
designs, which makes it difficult to search for market resulting in some villages,
traditional industries in Thua Thien Hue province are facing the risk of gradual
disappearance.
- The qualities, skills and psychological qualities of human resources are
limited: the creative possibilities of labor are not highly reflected in the initiatives at
work, the application of research results into production is low, the ability to adapt
to changes in the job is not high; sense of discipline, the industrial style, the
cooperation and coordination in collective work of labor is low.
Secondly, human resources structure is imbalanced and moving slowly
comapred with the requirements of industrialization and modernization associated
125
with the development of Knowledge-based economy. Human resource structure of
Thua Thien Hue has imbalances and slow movement, especially human resources
structure with technical expertise. In the recent years, although qualified human
resources with technical expertise have increased, the increase is at slow pace so the
human resources without technical expertise still account for a high percentage
(63.1%). Besides, the structure is not reasonable in term of training levels, labor
with primary qualifications makes up high proportion (70.5% of the population
aged 15 years or over). Even in the structure of vocational training itself there is
imbalance: in 2001 - 2010 the province vocationally trained for 140,402 people of
primary vocational and equivalent still accounted for more than 84%; vocational
intermediate or equivalent only made up 14%, while vocational college degree was
too low, only 1.79%. According to calculations by the Labor Managers, in the 10
coming years, Thua Thien Hue province needs to increase vocational training of
college degrees up to 9.5 times and reduce 39% primary training to catch up the
trend of skilled HRD nationwide. In addition, there is an imbalance among the
training fields. Currently, training in Thua Thien Hue province remains largely
focuses on the education-training sector, business and management, social science
and humanities, health and community work, the natural sciences; while training in
other sectors such as IT, biotechnology, new materials - the main industries in the
Knowledge-based economy has not been paid enough attention.
Thirdly, irrational distribution and use of human resources affect the process
Knowledge-based economy. We can say, while training of High-Quality Human
Resources is difficult, the distribution and use of such human resources
appropriately and effectively is much more difficult. In the recent years, the
distribution and use of human resources in the province has been adjusted towards
increasingly more reasonable, but still unbalanced and has not really exploited the
potential of human resources: 1) The number of employed labor in the 2 groups of
agriculture - forestry - fishery, craft and simple professions makes up a proportion
126
of 73.5%, which means more than two thirds of the labor employed in low valueadded occupations and technical expertise is not high. Most qualified labor,
especially skilled labor with University, postgraduate degrees gather in the field of
socio - economic, technical - technology areas, health, environment and other
services despite Labor with technical expertise makes up a high proportion, but are
mostly trained less than 3 months in primary, intermediate degrees; 2) The non-state
sector although accounts for 78.4%, the province's labor, the majority of labor is
with low technical expertise, labor with college, university degrees only accounts
for 2.8% of the total qualified labor in the province. Meanwhile, the labor in the
state’s economic sector accounts for 19.7%, but the qualified labor from colleges,
universities, postgraduates accounts for 12.3% and the economic sector with foreign
capital investment (sector considered having modern technology) is only 0.4%; 3)
The majority of scientific-technological staff concentrate in urban areas, especially
scientific-technological staff with academic titles highly concentrate in the central
agencies based in the province, and in rural areas, mountainous areas there is a
severe shortage; 4) The rotation, mobilization of qualified labor also have many
issues of concern. Currently, the transfer of labor occurs almost in incumbent
officials, while most laborers spend their lifetime working in one place and doing a
certain job, so their dynamism, flexibility and creative possibilities of laborers is
limited; 5) The status of using human resources of improper majors of training with
work is very common, even some agencies have used both graduates of the
University to work as technical workers. Such status of using labor with technical
expertise in our country in general and in particular the province of Thua Thien Hue
is not just a waste of the state's budget, money and effort of leaners, but also greatly
influences the promoting effectiveness of qualified human resources quantity which
is not many of the province, causing both excess and insufficiency of High-Quality
Human Resources between economic areas.
127
3.3.2.2. The cause of the limitations in the development and structural
transformations of human resources for industrialization and modernization
associated with the development of knowledge-based economy in the province of Thua
Thien Hue
Firstly, Thua Thien Hue is one of the provinces with low levels of development:
outdated technology, no industrial development, agriculture still accounts for a high
proportion, the growth has been uneven among regions, capacity of Labor and the ability
to accumulate is low, which has a great influence on the investment for development of
human resources. Expenditure ratio for Education-Training in 2001 was 162 424 million
accounting for 12.6%, in 2005 was 285,657 million (17.1%) in 2011 reached 20%. The
currently limited funding has made the use, importance and treatment of highly qualified
human resources becomes very difficult. This is the first cause leading to alarming "brain
drain" increasingly occurs in Thua Thien Hue province.
Secondly, planning, training and retraining of human resources are not properly
respected, comprehensive and scientific. In fact, in the last years to have planning base
for HRD, Thua Thien Hue province in collaboration with research institutions and
human resources management have implemented a number of topics, an overall
assessment scheme of human resource status of the province, namely: 2004 DPI assigned
the Center of Population Research - Labor - Employment of Institute of Labor Science
and Social Affairs to implement the project "Assessment of human resources in Thua
Thien Hue and research for proposals and solutions used to promote "; 2007 PPC built
the project "Development of High-Quality Human Resources in Thua Thien Hue by
2020" and in 2010 PPC assigned Department of Planning and Investment the
construction of "Draft Master Plan for HRD in Thua Thien Hue province in the period
2011 - 2020". However, it is noteworthy that the themes, draft proposals have made
predictions about the demand - supply of human resources in the province, of the
industries, but building plans for training ,retraining and implementation of training and
retraining of human resources based on the forecast have not been adequatly and
synchronously paid attention to, the training of human resources was not as effective as
128
desired. So the province has not prepared for the arrangement of human resources and
additional alternative, frustrating a number of industries, making them feel the
uncertainty, especially in human resources in the high-tech industry.
Thirdly, the Education – Training system is still weak in terms of management,
teaching staff, content, methods and training programs, facilities, equipment ....
- The weakness in the management of education started from the loose, lacks the
strict supervision of the management structure of training levels, majors. In fact, the
training of human resources of schools, vocational training institutions is currently not
stick to the increasing needs of the sectors, fields or the balance of the surplus or deficit
of human resources to provide training plans but mainly depended on the needs of the
learners. In addition, the recruitment, training of training facilities in the area is not
associated with use of human resources, some courses (primary, short-term) and majors
(Education-training, economics, Medicine ...) are too many while other majors such as
biotechnology, construction, mechanics, welding, electronic with high recruitment needs,
easy job opportunities can only attract a small number of learners. So there is a paradox
in the fact that up to 80 - 90% students of the vocational schools after graduation have
jobs with stable income, but such training has still failed to attract learners and there is
severe shortage of skilled labor in enterprises.
- Quality of teaching staff in general, especially teachers of private universities,
colleges, high schools, vocational training institutions is weak and inadequate. Currently,
many schools, especially private schools depend on the teaching staff of the University
of Hue. The number of teachers with postgraduate qualifications in new specialized
training like biotechnology, IT, banking and finance ... is few leadinf to teachers having
to "rush" and no time for scientific research, additional new knowledge .... resulting in
huge impact on the quality of training.
- Content, training curriculum is heavy on theory, practice is disregarded; imposed
teaching style do not promote thinking skills and creativity of learners. Especially,
program content, teaching methods in training colleges, universities, graduate have
slowly been renovated, so it hasn’t met the requirements for the preparation of human
129
resources for industrialization and modernization associated with the development of
Knowledge-based economy.
- Facilities, equipment of training institutions are also one of the causes limiting
human resources quality. Although being known as a center of Education – Training in
the central region and the country, in general the facilities and equipment for training,
especially the laboratory system, practice and applied facilities for deployment of
scientific research results are so modest compared with the 2 Education-Training centers
of Ho Chi Minh City and Hanoi. In the recent years, the Investment budget for education
– training has increased, but with the majority of funds is only used to pay the amount
and scholarships for students of about 80-90%, while spending for infrastructure
investment, teaching equipment is not commensurate with the training expansion. In
fact, Colleges, Universities have been training in the credit system, which requires
learners to mainly study by themselves. To do so, the schools must have the facilities,
equipment, particularly laboratory systems, practices, libraries, which are not guaranteed.
Fourthly, poor working conditions without adequate policies in appreciating,
attracting High-Quality Human Resources. In our country in general and the
province of Thua Thien Hue in particular, policies such as salaries, wages, bonuses
and other benefits for highly qualified labor have not created incentives for them to
develop, dedicate their abilities. Low wages, while other income such as bonuses,
overtime, benefits is too little money, in addition to working in conditions lacking
facilities both in the office, equipment, laboratories, research materials. According
to statistics, Hue University is one of the few training centers owning a team of
University staff with academic titles not only of the central region but also of the
country, with over 148 Professors , Associate Professors and over 362 Doctors, but
now a number of associate professors do not have their own separate office - this is
the minimum requirement for teaching staff with the title of associate professor or
higher. Besides, the province does not have many policies and regulations of the
importance of appreciation, attraction of highly qualified labor with technical
expertise. In fact, in the recent years the province has issued a number of important
130
policies to attract High Quality Human Resources like scheme 02/DA – TU
05/9/2008 of training masters, Doctors overseas; Project No. 03/DA - 01/10/2008
TU of training key staff of local authorities in wards and townships by titles;
policies to attract highly qualified experts to join consulting, training and getting
involved in software production ...; program providing scholarships and long- term
tuition assistance for fairly good and good students good at electronics and
telecommunications, IT ...
Along with the issuance of the policies, the province has issued Decision No.
1812/2008/QD - UBND of support staff, public servants being sent for training by
subject, level of training, namely: in addition to payment of travel fares, tuition fees,
course materials, the person also receives a special grant: master degree gets 15
million dongs, Doctor degree gets 25 million dongs, physicians and st level
specialist, pharmacists get 10 million dongs, 2nd level pharmacists, physicians and
specialists get 20 million dongs. However, the above-mentioned policies are not
breakthrough so it is still difficult to attract and retain talents. Only within the past
three years, dozens of qualified staff with academic titles of Professor, Associate
Professor, PhD, MA in the central agencies in the local such as Hue University, Hue
Central Hospital have left Hue for elsewhere with favorable working environment,
being highly appreciated and better remuneration policies like Da Nang, Ho Chi
Minh City, Binh Duong, Can Tho ... (See appendix 14). In addition, there was the
distinction between the "central - local people". In the recent years, the central
agencies located in the province have added High-Quality Human Resources staff
in the province's labor force and made a great contribution to the socio - economic
development for the province, but in fact there has long been a distinction between
the people managed by the province and those who are managed by the Central
Government, for instance: master degree gets 15 million dongs, Doctor degree gets
25 million dongs, studying abroad under the Scheme 02 is only applied to officials
of the province .... This also affects the dedication and their commitment to the
province.
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3.3.2.3. The issues posed for the building of human resources for
From pointing out the limitations, the cause of the limitations of human
resources development in Thua Thien Hue province, the thesis considers that in
order to really build capable human resources to meet the increasing demands of the
process of industrialization modernization associated with the development of
Knowledge-based economy, the province should better resolve the following issues:
Firstly, survey, objectively evaluate the status of the province's human
resources, and clarify the human resources are abundant and lacking in what levels,
industries and lines to have timely adjustment to avoid waste and also to use the
human resources effeciently. Along with the review and evaluation of human
resources, the province should depend on the economic development strategies, the
human resources needs of the businesses to have a logical forecast of human
resources, on the basis build training programs for human resources to meet the
specific requirements for each phase.
Secondly, although the province's human resources are in a large number but
the strength is low: Labor without technical expertise accounts for high rate while
there is a serious shortage of qualified labor and high-skilled workers, especially in
the typical technology sector of the Knowledge-based economy; the quality of
human resources in the province does not currently meet the requirements of the
process of industrialization and modernization in terms of physical strength,
mentalpower and labor skills. Therefore, an urgent problem posed in the HRD
strategy to meet the requirements of industrialization and modernization associated
with
the
development
of
Knowledge-based
economy
is
fundamentally
comprehensive change in the status of Education - Training both in structure,
training fields, teachers, curriculum content, teaching methods, facilities on par with
the new development stage.
132
Thirdly, to this time, Thua Thien Hue province has had no policy to attract
talents from other localities like Da Nang to work, even talents retention policies are
also not adequate. So, to have a breakthrough in human resources, should firstly
start from an important breakthrough in the policy of attracting, appreciating talents
because investment in talents will bring the highest efficiency. Besides honoring
intellectual, value creation and put talents into right places based on their
dedication, the material remuneration is essential to encourage and motivate talents.
If the currently difficult economic conditions of the province, we can not issue
preferential policies such as the other localities, then in the coming time there
should be smaller policies to encourage, retain talents like building condominiums
as installment sale, for rent at low prices ....
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Chapter 4
OPINIONS AND HUMAN RESOURCES DEVELOPMENT SOLUTIONS
FOR INDUSTRIALIZATION AND MODERNIZATION ASSOCIATED
WITH KNOWLEDGE-BASED ECONOMIC DEVELOPMENT IN
THUA THIEN HUE
4.1. The views and forecasts of the human resources development for
knowledge-based economy in the Province of Thua Thien Hue
4.1.1. Forecast the demand for human resources for industrialization and
Thua Thien Hue to 2020.
Forecast of human resource development needs of Thua Thien Hue to 2020
has been studied, formed by the relating provincial departments in such basis and
practice as: trained labor demand of the fields; survey, assess the state of human
resources development from 2001 - 2010; require to implement the process of
industrialization and modernization associated with the development of knowledge
economy in the Province; impact of the international context, in the country on the
process of socio-economic development of Thua Thien Hue. Accordingly, to have
the human resources meeting the requirements of industrialization and
modernization associated with the development of knowledge economy, the
Province' must reach the goal:
- Striving to bring trained labor rate to 74% in 2015 and 85% in 2020, of
which, through vocational training of 60% and 70%; total expected trained labor in
the period 2011 – 2015 is about 192 thousand employees and the period from 2016
to 2020 about 144 thousand employees; in 2015 the trained labor rate in agricultureforestry and aquaculture is 57%, industry is 78.6%, construction is 77%, services is
79%, and by 2020 the rate of labor trained in agriculture-forestry and aquaculture is
77%, industry is 85.3%, construction is 85.5% and services is 86%,
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- In the period 2011 - 2015 training around 6500-7000 Doctors, Masters, 8001000 specialist level I, II for the Central Region - Central Highlands and the country. In
particular, Thua Thien Hue newly trains around 1500-1600 Doctors, Masters, 150-200
specialists level 1, level 2. To stage 2015 - 2020 training around 8000 - 9000 Doctors,
Masters, 1200 - 1500 specialist level 1, level 2 for the Central Region - Central
Highlands and the country. In particular, Thua Thien Hue newly trains 1600 - 1800
Doctors, Masters, 250-300 specialist level 1, level 2 [160, 34].
- Based on the common goals and economic development strategies of the
province that is going to accelerate the development of services on the basis of
improving the quality of tourism services, finance - banking, telecommunications, IT,
healthcare, education; restructuring and improving efficiency especially in main
production lines: engineering, fabrication and electronic assembly, high-tech industry,
auxiliary industrial development associated zones, industrial parks, industrial
development with advantages in resources, scale and major contributions to the state
budget, such as cement, building materials, drinking processing and food industries,
construction sites, small and medium-sized industrial clusters associated with the
process of urbanization, creation of non-agricultural employment, restructuring of labor
in rural areas, by 2010 about 50 % labor in agriculture and in 2020 to about 13-15%.
Therefore, in the future the human resources development for each sector has been
identified as follows:
- For the services sector: by 2015 it requires 273 thousand labor (accounting for
43.0% of the labor in the national economy) and 325 thousand by 2020 (45% of total
labor in the national economy ); in 2011 – 2015 it is necessary to train and retrain about
90 thousand labor, of which industries accounting for a large proportion are the
commerce, hospitality, restaurant, financial credit; in 2016-2020 it requires training and
training approximately 63 thousand labor, of which industries accounting for a large
proportion are the commerce, hospitality, restaurant, financial credit, education and health.
- For the industry – construction sector: the period 2015 - 2020: for the industry in
2015 it requires about 142 thousand labor (22.3% of the labor in the national economy)
135
and 172 thousand labor in 2020 (24% of total labor in the national economy); for the
construction industry, in 2015 there should be approximately 87 thousand labor
(accounting for 13.7% of the total labor in the national economy) and about 116
thousand Labour in 2020 (accounting for 16.1% of the total labor in the national
economy); in the period from 2011 to 2020, need training and re-training of about 101
thousand labor in industry and around 72 thousand labor in the construction industry,
of which the processing industry and construction account for a large proportion.
- For agriculture - forestry - aquaculture: in 2015 need decreasing from 133
thousand laborers (21% of total labor in the national economy) to 108 thousand in 2020
(accounting for 15.1% of the total labor in the national economy); in the period 2011 2020 needs to train about 60 thousand people mostly of primary, intermediate and
vocational training for 75 thousand labor (the average annual training about 7-8
thousand labor for rural areas) [160, 44].
4.1.2. The basic points of human resource development for industrialization
and modernization associated with the development of knowledge-based economy in
the province of Thua Thien Hue
4.1.2.1. Comprehensive development of human resources for industrialization
and modernization associated with knowledge-based economy in the province of
Thua Thien Hue
The process of industrialization and modernization associated with the
Knowledge-based economy ties itself to the objective demands placed on the
quantity, quality and human resources structure.
Unlike the previous economies, Knowledge-based economy requires a
sufficient number of human resources to meet the increasing requirement for
development of the production, but not any human resources, it must be trained
human resources, especially High-Quality Human Resources. Thua Thien Hue
province has abundant labor force, but still has not met the requirements of the
Knowledge-based economy. So, in the future to promote industrialization and
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modernization associated with the development of Knowledge-based economy: on
the one hand, increase human resources in general, on the other hand, focus on the
number of highly qualified human resources with higher technical expertise,
especially Labour in Science- Technology, Labour force being leader - managers,
professionals, scientists, because this team has the role of the leader, pioneer in
economic development, and pillars in building and development of the Knowledge based economy.
Along with the increasing number of human resources, improving the quality
of human resources is most urgently required and must be done this time. In the
recent years, the province's human resources quality has significantly been
improved in terms of necessary physical strength, mental power and qualities, but it
is not compatible with the advent and development of the key economic sectors. So,
in the next time the province should improve the quality of human resources, of
which development of Education-Training, investment in health is a top priority.
In addition, industrialization and modernization associated with the
development of Knowledge-based economy requires a structure of human resources
in accordance with the economic structure. In fact, the province's human resources
structure is imbalance, especially human resources structure with technical
expertise: humna resource with primary qualification accounts for a much higher
proportion compared to other training levels. Therefore, from now until 2020, Thua
Thien Hue has to adjust the structure of human resources towards reducing the
proportion of primary skilled labor, increasing the proportion of skilled labor with
degree in colleges, universities, postgraduate to meet the requirements of the
industrialization and modernization process in association with the Knowledgebased economic development.
4.1.2.2. Positive and active in integration into the regional and the world
economy to attract foreign direct investments and teams of world experts
We know that international economic integration is tied to the national
economy system of international division of labor, which makes the country's
137
economic structure shift in the economic structure of the countries in the region and
the world, particularly where businesses, regions and provinces of Vietnam having
relations with trade and investment. Through economic and cultural exchanges with
other countries, especially the developed countries, our country is not only
attracting capital, technology to develop key economic sectors, high levels of
Science – Technology to produce crystalline products with greater intellectual
content, and also to attract a team of experienced and qualified experts in the fields
to accelerate the process of industrialization and modernization associated with the
development of Knowledge -based economy. Therefore, positive and active
integration into the regional and the world economy is consistent point in the
Knowledge-based economy, not only for the country, but also for the provincial
levels, including Thua Thien Hue province.
We can say, if we can overcome the challenges, proactive international
integration will create new opportunities for Thua Thien Hue province in attracting
FDI and a team of world experts to accelerate economic growth and perform the
process of modernization associated with the development of Knowledge-based
economy in the province based on specific characteristics and access to the world's
advanced standards
4.1.2.3. Development of human resources for industrialization and
modernization associated with the knowledge-based economy in many ways, such
as in education – training, appreciating and attracting human resources is the most
important thing.
Industrialization and Modernization associated with the development of
Knowledge-based economy is placing an urgent requirement for improving the
quality of human resources. Experience has shown, there are many ways to improve
the quality of human resources, but depending on the conditions and circumstances of
each country or locality to have appropriate choices. In particular, the development of
Education - Training plays the leading role, because Education-Training directly
138
decides the improvement of level of education, technical expertise level of human
resources.
As one of the provinces with difficult economic conditions, to accelerate the
pace of economic development and performing the goals of becoming the central city
before 2015, one of the chosen breakthrough direction is the development of highquality human resources, which considers Education - Training the top national
policy. However, Provincial Education- Training has not kept pace of social
development and the process of industrialization and modernization associated with
the development of Knowledge-based economy: Labour without technical expertise
remains high percentage, lack of experts and capacity of local officials has not to met
the requirements ... Therefore, in the future, Thua Thien Hue province must be
consistent with the point that Education - Training is the first national policy and it is
the most basic way to soon build High-Quality Human Resources. To accomplish this
task, first of all provincial education should focus on developing and renewing the
system of general education and professional education system. In particular,
education plays a fundamental role equipped with the basic knowledge in order to
create conditions for laborers trained with higher levels of technical expertise, and
professional education is a key component of training for HR with technical
expertise. Therefore, it is necessary to develop teaching staff, infrastructure
construction, investment in equipment and teaching aids, completing management
system to facilitate the school to increase the size and improve the quality of training.
In particular, prioritize basis to develop high-quality education and create the
conditions for other educational institutions to participate in training conditions to
meet the needs of highly qualified human resources for the economy and the learning
needs of the people. Also, to have High-Quality Human Resources in the present
context, highly appreciating and attracting human resources is also a consistent view.
Practice has proved, the success of the East Asian countries, especially Singapore,
besides paying attention to Development of Education - Training, Singapore also
focused on importance of and attract talents, especially foreign talents. For Thua
139
Thien Hue province, in the recent years due to difficult economic conditions, the
province does not have many innovative significant policies to attract
and
remunerate High-Quality Human Resources. While High-Quality Human Resources
of the province is weak and inadequate and it will be so long to wait for being trained,
the province needs additional practical policies to retain talents. First of all to
implement the material incentives such as higher payment, increased benefits,
training funding ... In addition, there should be policies to timely encourage and
reward, because for talents sources of material benefit, economic benefits are not all,
mental numerous benefits are also necessary, it is the need to self-assert of
personality through innovative working activities. For attracting human resources
from other locals outside the province, in the difficult economic conditions, the
province isn’t allowed to implement such policies as in a number of other locals,
immediately may invite experts to give lectures, collaborate and consult on socio economic issues of the province to encourage outstanding students to stay in Hue to
work, such as rental assistance, installment home purchase ... With the advantage of
being a national center of economic - politic - culture, healthy and safe living
environment, if the province has good policy to attract talents, then Hue will become
the destination of many scientists, professionals, highly qualified labor.
4.1.2.4. Focus on both physical and intellectual training, considervcreative,
dynamic intellectual training the spearhead thereby form the new socialist man
The quality of human resources is shown in all three dimensions: physical,
mental power and psychological conditions, which means human resources perceive
the society correctly with ideals. Therefore, to improve the quality of human
resources for the inudstrialisation and modernization associated with the
development of Knowledge-based economy it is vital to recognize the intimate
relationship between physical with mental power, willpower and create conditions
for the development of intellect and mental power of the labor force. With this
awareness, the HRD strategy should have training plans linked to physical as well
140
as intellectual training for the supply of knowledge to solve social relationship with
the families, society and personal, then form the faith and ideals in Labour properly.
As a province in the Central Coast area, Thua Thien Hue’s natural conditions
are relatively harsh, income per capita is low, health care services are limited by the
characteristics of anthropology ... which has greatly influenced the physical strength
of labor. In fact, compared to many provinces and cities in the country, laborers in
Thua Thien Hue have more modest weight and height. So, in the HRD strategy, the
province should pay attention to this aspect to have policies and measures to
develop harmonious balance both physically and intellectually for laborers.
Because, all the labor, either manual labor or intellectual labor are required mental
strength, good health to maintain and develop brainpower, to convey knowledge on
production-business activities, to turn knowledge into physical strength. Along with
the country, Hue is ongoing process of industrialisation and modernization
associated with the development of Knowledge-based economy and this process can
not be successful if we just rely on physical strength, financial source or art of skills
but most importantly is to develop the intellectual resources, which takes training,
practice creative intelligence, dynamism the key factor. So creative intellectual
HRD shall be considered a prime target. Thua Thien Hue province has many
favorable conditions for the development of innovative human resources compared
with many other locals, because in the local there are several fairly complete,
modern national Education - Training, Science - Technology institutions with
teaching staff, scientists ranking the third in the country ... However, the creative
human resources of the province are still severely short, especially in high-tech
industries such as IT, biotechnology. Therefore, development of creative human
resources must be considered consistent viewpoint
in human resources
development strategy of the province. To perform this point, the province should
have the right policy to detect, train, foster talents within farmers, workers and
intellectuals. If we do not know how to train, develop and use talents, we will not be
able to develop creative human resources, this will hinder the pace of
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industrialization and modernization of the province so this should thoroughly be
grasphed among levels, branches.
4.1.2.5.
Socializing
the
development
of
human
resources
for
In this era of scientific –technological revolution, wisdom becomes the main
driver of growth and economic development, human resources development is
therefore crucial to the success or failure of a country or locality. In difficult
conditions, the ability to accumulate in the economy is low, Thua Thien Hue
province is facing many difficulties in capital for investment in HRD. This is one of
the reasons for the difficulties in assuring quality of Education - Training, public
health care and the ability to attract High-Quality Human Resources from other
localities as well as the implementation of remuneration to retain talents. Therefore,
to develop human resources, Thua Thien Hue province could not sustain the way of
subsidizing investment but needs to mobilize all social resources to meet the needs
of human resources training. This means that it is necessary to conduct socialization
of human resources training, the use of economic sectors in developing human
resources is very important. Besides encouraging economic sectors to get involved
in joint training, financial support and training, support practice, apprenticeship,
support scholarships for students, leaners ... the province and the authorities need to
encourage labor including workers and farmers to promote innovation, improve
production techniques and production – business management, creating new
technologies, new production models. In addition, the province should develop
policies to encourage production-business enterprises, institutions to be capable of
sending labour training, studying abroad, then come back to work in the local
setting mechanism between state agencies, research institutions, training
establishments to support each other in training, supply, use of High-Quality Human
Resources most effectively.
142
Thus, in difficult conditions, to develop human resources the province should
thoroughly grasph the viewpoints of socialization of human resources development,
especially educational socialization with the participation of the sectors in order to
tackle the standstill of capital, the infrastructure to achieve the essential objectives
of education. The result of this social work over the past decade confirms once
again, in addition to relieve the burden of budget support, through socialization with
the participation of the economic sectors that educational institutions have been
innovated to better serve the needs of people and contributed to a learning society in
which everyone is given choice of a type, a method of training.
4.1.2.6. Development of intelligent human resources should focus on
sectors that the province has economic potential, advantageous and crucial for
the process of industrialization and modernization of the province
Development of human resources, especially High-Quality Human Resources
should be derived from the conditions, circumstances of Thua Thien Hue.
Currently, the province's human resources are mainly concentrated in industries
with low value-added sectors such as agriculture - forestry – fishery, processing
industry ... while other industries such as tourism, finance - banking, IT,
biotechnology, new materials technology, the human resources are severely short.
So the province's viewpoint in labor restructuring towards industrialization and
modernization is the focus on priorities of HRD for the industries, production lines
the Province has the advantages and potentials, namely: the services sector
prioritizes development of human resources for the tourism industry, finance,
banking, Education- Traning, health, culture; the industrial sector takes priorities in
HRD for processing industry, construction new materials, textiles; in the field hightech takes priorities in HRD for IT, biotechnology, new materials technology and
automation technology; in agriculture prioritizes HRD for aquaculture, marine
economy, farming and livestock of high quality. Accordingly, HRD Plan in Thua
Thien Hue in the period 2011 - 2020 has been identified: the human resource in the
services sector would increase from 201.2 thousand in 2010 (accounting for 36.1%
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of the total workforce in the national economy) to 273 thousand in 2015 (accounting
for 43.0% of the total workforce in the national economy) and 325 thousand people
in 2020 (accounting for 45% of the total workforce in the national economy); in the
field of industry human resource would increase from 97.6 thousand in 2010
(accounting for 17.5% of the total labor in the national economy) to about 142
thousand in 2015 (accounting for 22.3% of the total labor in the national economy)
and 172 thousand by 2020 (accounting for 24% of the total labor in the national
economy); in the field of construction, the human resourcces would increase from
54.7 thousand in 2010 (representing 9.8% of the total labor in the national
economy) to about 87 thousand people in 2015 (accounting for 13.7% of the total
labor in the national economy) and about 116 thousand people in 2020 (accounting
for 16.1% of the total labor in the national economy).
4.2. SOLUTIONS FOR HUMAN RESOURCES DEVELOPMENT FOR
INDUSTRIALIZATION AND MODERNIZATION ASSOCIATED WITH THE
DEVELOPMENT OF KNOWLEDGE-BASED ECONOMY IN THUA THIEN HUE
4.2.1. Group of solutions to development premise for human resources for
industrialization and modernization in association with development of
4.2.1.1. Extremely proactive in international integration to develop high
quality human resources for industrialization and modernization associated with
the development of the knowledge economy
As analyzed in the current situations, Thua Thien Hue province has the
advantage of abundant human resources, HR quality however is still limited: low
labor force through training, imbalanced training structure; weak working skills....
This is a major barrier to the province during the industrialization and
economy. In terms of scientific-technological revolution, the development of the
Knowledge-based economy and globalization process going strongly with profound
impact on the development of each country, locality, one of the important solutions
144
is to have High-Quality Human Resources being proactive in international
integration. In fact, during the last time the proactive international integration has
brought to the provincial capital, Education-Training development experience ...
contributing to the improvement of human resources quality. So, in the coming
time, Thua Thien Hue province should continue to implement the following
measures:
- Promote the dissemination of information to people, staff, laborers about
international integration policies of the province to enlist all resources for socio economic development, especially the capital, experience in development of
Education
and
Training,
experience
of
High-Quality Human
Resources
development in countries worldwide.
- Amend and supplement the laws and policies in the field of Education Training, Science - Technology to create a clear, favorable mechanism attracting
countries, organizations and individuals to invest in the fields.
- Promote cooperation, joint ventures, links with universities, research
institutes and regional stature in the world to enlist the capital, technology,
innovative teaching methods, just step by step joining in High-Quality Human
Resources training including pupils, students, teachers, officials of the province. In
particular, continue the joint training program implemented effectively in the past,
such as MA training in sustainable development of rural environment, rural
development; advanced Physics bachelor training, and training talented engineers,
travel abroad management training ....
- Continue calling scholarships from organizations to staff, faculty, students,
students such as JICA, SIDA, Sam Sum companies, Japan's Chubu scholarship
funds, East Meest West (U.S.) ... and a number of individuals from Japan, U.S.,
France ....
- Organize seminars, international conferences with the participation of
scientists, international faculty, Vietnam and Thua Thien Hue province. Through
workshops and conferences for researchers, faculty, staff exchange of expertise,
145
create conditions for the province to sign in several new cooperation documents in
training of High-Quality Human Resources.
- Increase admissions of foreign students and volunteers to learn, teach and
research in schools of Hue University and research institutes in the province
according to the agreed and associated training programs ..
4.2.1.2. Promote economic development, facilitate accumulation for more
investment in human resources development
In the process of construction and development, particularly in the 10 years of
implementation of the socio-economic development strategy, Thua Thien Hue province
has achieved tremendous and very important success, helped the province getting out
of the poor and weakly developing condition: the economic growth in 2000 reached
11.2%, in 2005 11.3% and in 2010 12.5%; the total export value in 2006 was U.S. $
61,233 then up to $ 257,514 in 2010; provincial economic structure has shifted towards
services, industry - construction, agriculture - forestry - aquaculture, of which service
sector accounts for 45.2%, industry - construction 39.7% and agriculture - forestry fishery 15.1%. However, currently, Thua Thien Hue is one of the provinces with low
levels of development: the service sector, especially tourism identified as a key sector
of the province has not yet created any breakthrough in development; industry has not
developed, agriculture still accounts for a high proportion compared with economic
sector; the growth across regions has been uneven, labor productivity and the ability to
accumulate is low. Therefore, it affects investment in human resources development,
particularly the implementation of key policies to attract talents. To ensure sufficient
human resources to meet the requirements of socio - economic development and
industrialisation and modernization associated with the development of Knowledgebased economy, the demands for trained human capital and investment capital to build
the training facilities are great. By 2020 the size of the enrollment of training facilities
is expected 81,100 people, so the province should fund around 5,538 billion, of which:
fund for vocational training is 1.822 billion, fund for education in order to build
colleges, universities and postgraduate is 3,651 billion, fund for training of civil
146
servants in the province under the scheme 02/TU, 03/TU, Project 165 is 65 billion,
investment capital to build training facility is 8,328 billion [160]. To get this funding,
apart from the central budget, the local is required to have a certain budget. So, in the
coming time, the province must accelerate economic growth, because economic
development is the most important factor for the decision to increase the accumulation
of the economy, to create conditions for increasing investment and development of
effective use of human resources, in particular:
- Promote and improve the shifting of economic structure towards services industry - agriculture based on the advantages, potentials of the province.
- Development services: focus on the development of the service sector that the
province has the strength, especially financial - banking, postal, telecommunications,
IT, Education - Training, health, insurance, transport; speed up the production of goods
and exports services, especially commodities with high added value, such as timber,
fisheries, mining ....; carry out the planning of tourism development, promoting Hue
tourism image, capital investment to expand new resorts, its services network of travel
and develop unique tourism product.
- Develop Industry and construction: focus on the development of key
breakthrough industries of the province like cement, titanium ...; focus investment on
promotion into the high-tech industries such as new materials industry, especially the
IT software industry, focus on developing supporting industries such as fish processing
for export, sewing, footwear and handicrafts; development of industrial zones,
inclusive economic zones and small industry clusters; develop profession and
handicraft villages associated with tourism development and export.
- Agricultural Development: accelerate mechanization and modernization in the
agricultural production process, apply advanced scientific-technological achievements,
especially biotechnology for crop and livestock diversification to improve productivity
and economic efficiency; accelerate the pace of economic restructuring in agriculture
by strengthening industrial development, rural services to gradually reduce the
proportion of agriculture in the economy; develop industries such as agro-processing
147
and enhance linkages between farmers, scientists and businesses especially scientifictechnological staff of Hue University.
In fact, the human resources development in Thua Thien Hue province in the
recent years has faced many difficulties, partly due to the economic growth of the
province is low. Therefore, to develop human resources to meet the requirements of
industrialization and modernization in association with development of Knowledgebased economy, the province must accelerate the pace of development higher than the
previous period, strive to annual average economic growth in the period 2011 - 2020
reach 12-13%, exports reach $ 1 billion in 2020 on revenues accounting for 14% of
GDP in 2020 to be able to take appropriate investment for development of human
resource. This also explains why, Nguyen Ngoc Thien - Secretary of the Provincial
Committeeof the Party has very different views of the preferential talents "In my
viewpoint, only when Thua Thien Hue economy develops from the current average
level to fairly good, with better working environment, higher income, talents will
naturally come and stay, "[77].
4.2.1.3. Complete and implement well the planning of human resources
development for industrialization and modernization associated with the
As analyzed in the limitations, one of the causes affecting human resources
development of the province is in a long time, the planning development of human
resources has not been properly considered, therefore, the Province hasn’t built
HRD strategy for each stage. As a result, the implementation of training plans,
training of human resources becomes very difficult and inconsistent. Based on the
awareness of the importance of human resources for the process of industrialization
and modernization associated with the development of Knowledge-based economy,
in the recent years the province has developed a number of proposals and draft for
HRD like "Development of high quality human resources in Thua Thien Hue by
2020 "(2007),"Approval of HRD planning in Thua Thien Hue in the period 20112020"(2011). We can say, HRD planning in the province has been built on the basis
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of studying the status of HRD in the province over the past 10 years, on the basis
assess the achievements, constraints and cause of limitations, and make predictions
about the human resources supply - demand of the industries, the particular fields
by 2020 is feasible and logical. However, it is noteworthy that based on such
predictions, building training plans, training courses and implementation of training
and retraining of human resources has not been adequately focused and sync,
training of human resources is not as effective as desired. Therefore, being inactive
in HR for arranging, alternating and supplementing leading to several industries’s
uncertainty, especially human resources in the high-tech industry. So, in the coming
time, it is necessary to improve human resources development planning in the
directions:
- In the development planning of human resources in the province by 2020, the
most shortcoming of the province is flawed assessment of the provincial human
resources being redundant and lacking in which sectors for supplement and
restructuring of the human resources. Therefore, when planning development of
human resources, it is necessary to take into account this problem.
- There should be plans for breakthrough in high-quality human resources
development, with a focus on construction, training and proper use of team leaders,
competent and ethical managers with qualities good, improve the quality and
efficiency of Scientific-technological staff; training technical workers with technical
expertise in the direction of developing the vocational school system extensively,
have policies to encourage local businesses, companies of all economic sectors to
open schools and vocational training institutions for the youth...
- Based on the forecast of demand for human resources for each year, each
stage, right from the planning it is necessary to build training plans specific to each
sector, area such as: the number of human resources, industries need to be trained ...
and deliver to training facilities.
- On the basis of making the human resources demand forecast for each year,
each stage and building human resources training and retraining plans, planning
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needs to build the conditions for training and fostering human resources, such as the
construction of many HR training centers, equipment for the training, the number of
teachers recruited.
- Most of the data used for the planning are secondary data, obtained from the
grassroot levels so this easily leads to predictions with huge difference compared to the
current situation of human resources. So in HRD planning there must be solutions to
predict wrong numbers and factors affecting the implementation of the plan.
Besides, along with completing development planning of human resources,
deployment and implementation of human resources development planning is
extremely important. So, in order to plan effectively, such measures should be
taken: 1) Enhance public information, dissemination to agencies using labor,
laborers, workers, people about the lines and all policies of the province of HRD; 2)
Develop information systems, data banks of human needs as the basis for
implementing training policies, using and managing human resources. With this
data bank, units using labor and the labor can reduce the time, money, energy to
connect to the workforce demand-supply, which will improve the efficiency of
using human resources and Labour productivity, and 3) Form a HRD steering
committee composed of representatives of provincial leaders, the relevant
industries, economic zones, industrial zones, training facilities, and large-scale
enterprises; 4) Reorder HR training institutions such as vocational schools, colleges,
universities and research institutes reasonably in both schools, class, education
level, profession, teachers ... to ensure workforce training associated with socioeconomic development needs of the province; 5) Improve the quality of human
resources training, focuse especially on moral education, lifestyle, practice skills,
creative abilities, adaptation, industrial style to meet the increasing demands of the
labor market. In addition, create a favorable social environment to encourage
laborers to learn to improve their technical expertise; 6) Strengthen international
cooperation for human resources development as attracting faculty, scienitifctechnological staff come to work, send staff to attend training facilities abroad,
encourage studying abroad in many forms ...
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4.2.2. Group of Solutions to direct training and retraining of human
resources for industrialization and modernization associated with the
4.2.2.1. Education -training development is the decisive factor for improving
the quality of human resources to meet the requirements of industrialization and
As an economically underdeveloped province, in years the province has paid
attention to development of Education - Training, in addition to the role of culture –
tourism centre, Thua Thien Hue has long been known as the Education – Training
Center in the central region and the country. Thus, the province has a high educational
level compared with other central region provinces, with a number of highly qualified
intelligentsia, officials in Science-Technology, lecturers at the University. However, to
have High-Quality Human Resources to meet the requirements of industrialization and
modernization in association with development of Knowledge-based economy, by
2020 education of Thua Thien Hue needs to perform 3 basic tasks, namely: improving
intellectual level so that every citizen is equipped with the basic knowledge and able to
apply that knowledge to jobs; must train High-Quality Human Resources meeting the
requirements of shortened industrialization and modernization based on knowledge;
detecting, caring and fostering talents. It can be said, by 2015 and 2020 if the province
does not have a large number of highly qualified labor force, leading experts, leaders
and good managemers, good businessmen, it is hard to make strong development in the
Knowledge-based economy. Therefore, in the next time the province needs to
immediately implement reforms and comprehensive development of education in the
direction:
Firstly, innovate teaching methods; content, training programs and improving
the quality of teachers at all levels. Industrialisation and modernization associated with
the development of Knowledge-based economy requires laborers have relatively high
intelligence quality - this is considered the most important quality in this age. The
quality of labor is a combination of the innovative capacity, know how to apply
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knowledge, new achievements in science – technology to create new products, being
adaptable, dynamic, knowledge and technology mastery, with the ability to capture and
process information in time of information explosion today. At the same time laborers
need to have working skills represented by the skill, proficiency in work ... These
things can only get only when the education has active teaching methods, content and
training programs tailored to the demands of the society and a team of highly qualified
teachers. However, education in Thua Thien Hue province for many years has
maintained the traditional lecturing method: teachers read students take notes, teachers
only focus on fully delivering theoretical information needed to convey in accordance
with main program content and teaching theory, rarely attach theory to practice; the
content, training programs are slow reformed, and quality of teaching staff in colleges,
universities, especially in the educational institutions is weak and short. As a result,
learners become passive, just listen, take notes, memorize, this has affected the ability
of independent thinking and the application of knowledge and skills of learners in the
practical activities so when working in actual situations, the laborers cannot meet the
job requirements, and need to be retrained by agencies and businesses. Therefore, in
the future, for Education- Training to become a top national policy, it is vital to firstly
innovate teaching methods, content, training programs and improve the quality of
teachers, namely:
- Regarding to teaching methods: 1) Propaganda for managers and teachers to be
fully aware of the importance and the need to focus on the intellectual, time for the
renewal of teaching methods; 2 ) Organize conferences, seminars, make reference to
domestic and foreign training institutions for teachers to access modern teaching
methods, in order to facilitate them to have teaching experience and then know to select
appropriate teaching methods with specialized training they undertake; 3) There should
be mechanisms to support and encourage teachers to compile program, practical
lectures, case studies to include in their teaching; 4) Take an appropriate funding for
investment in teaching facilities, laboratories, workshops, libraries ... for self-learning,
self-study of students; 5) Reduce hours of classroom theoretical teaching, increase
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dialogues, seminars and self-study time of students in libraries, laboratories,
workshops, production facilities ; 6) Advice and help learners change perceptions and
get used to the positive teaching methods.
- Regarding to content, training programs: 1) At each level of training must
be consistent curriculum constructed in accordance with the development trend of
the times. However, depending on the training base to choose suitable training
software based on content and existing programs analysis. It also must be regularly
updated and supplemented when there is a change in technology, professional skills,
but to ensure flexibility in the construction process of content and the program for
each course; 2) The content, training programs need to have openness and
interoperability so that after school training at low levels as primary/intermediate
training, students can continue studying to higher levels, which can both reduce
costs, time and efforts to learn as well as save funds invested by the state.
- Teaching staff: To achieve the goals that by 2020, vocational schools,
vocational intermediate will have 15-20% qualified teachers with Master degree,
100% teachers have pedagogical techniques; vocational colleges, professional
colleges reach 25-30% qualified teachers with Master degree, 3-5% qualified
teachers with Dotoral degree, 100% qualified lecturers with university degree or
more and pedagogical techniques; 100% university lecturers have master degree or
higher and have pedagogical education techniques, in which 25-30% are qualified
teachers with dotoral degree [160, 45-46], Thua Thien Hue province should
implement the following solutions: 1) Based on the number of students in training
facilities to enhance the teaching staff, respectively; 2) Regular classes for updating
new knowledge and improving qualifications of teacher in training institutions. In
addition, there should be classes to standardize the level and quality of teachers,
especially in the vocational training institutions, 3) Currently, a number of good
students often do not want to enlist in pedagogical colleges, univerisites becuase
after graduation, it is difficult for them to find jobs and the income is often low. To
have a team of good quality teachers, now the province should have a training plan
to encourage good students in high schools, with good moral to enlist in
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pedagogical institutions. To achieve this goal, the province must have good
remuneration when they are still sitting in schools and even when they are at work
after graduation, in addition to the basic salary there should be other incentives; 4)
Encourage teachers, especially teachers in universities to find scholarships for
studying abroad. At the same time each year the province should have an equitable
share of funds to send teachers to short-term trainings, to be as trainees at the
training base and research institutes in the region and around the world, especially
the high-tech industries; 5) Links with overseas institutions to invite foreign
professors and highly qualified overseas Vietnamese wishing to contribute wisdom
and effort to teach in the Province and talk with teachers, 6) Pay more interest in
improving living standards, housing conditions and working conditions for teachers
to ensure they have a stable life in order for their dedication in contribution for the
cause of education.
Secondly, adjust the training level structure of human resources to adapt to
the economic restructuring and to meet the requirements of industrialization and
modernization in association with development of Knowledge-based economy. The
current training level structure is irrational. Of the total trained labor force in the
province, the rank of primary and short-term trained labor accounts for a too high
percentage compared to other levels of training, especially training structure
between vocational levels: vocational primary and equivalents accounted for 84%,
while vocational intermediate and equivalent accounted for only 14%, others
account for very little percentage (1.79%). Besides, there is imbalance in training
majors: economics, education, health care, sewing, knitting, embroidery have too
high number of students, while other sectors as natural sciences, IT, biotech,
welding, electricity ... are in shortage of learners. To avoid wasting training funds,
effective use of trained human resources, implementing labor restructuring and
accelerating the process of industrialization and modernization associated with the
development of Knowledge-based economy, the province needs HR training
structural adjustment in the following directions:
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- The management bodies of Education – Training of HR like EducationTraining Department, Department of Labor - Invalids and Social Affairs should
stick to the transition of economic structure, the objectives of Provincial socio economic development and development trend of the times to determine the level of
training, training fields for training facilities reasonably. Accordingly, by 2020 the
province's goal is to quickly restructure the economy towards services - industries agriculture and forecast the needs of trained labor is 612 850 people (85% of the
provincial labor force) in which agriculture - forestry - aquaculture is 83 250 people
(77%), industry - construction is 251 100 people (87.1%), service is 278,500 people
(85.8%) [160; 34].
- On the basis of identified targets, in the coming time, the province will
assign specified enrollment plans to each traning lelvel and regularly check and
monitor the implementation to ensure rapid training of skilled workers, highly
skilled workers and scientific-technological labor force. By the calculations of the
Labor Management, within 10 years, if Thua Thien Hue Province does not
strengthen vocational training at college levels to over 17% and reduce primary
training to 45%, it will not catch up with the growing trend of qualified and skilled
human resources compared with the country and be unable to perform
- The Provincce continues to have policies encouraging students to enroll in
the majors that the province is in need, new industries, narrow and unattractive to
learners such as free tuition fee and will be assigned work after completing course;
implementing policies picking good and fairly good students for training in and
outside the country or the province in coordination with businesses implement longterm scholarship programs for students in sectors the enterprises are short. This is
also good practice to be replicated. In fact, in the recent years, to prepare human
resources for the projects of construction circuit board and electronic circuits
manufacturing facilities, People’s Committee of Thua Thien Hue province and the
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company Silicon Design Solutions (USA) have had tuition assistance program and
long-term fellowships for graduate students in electronics and telecommunications
and information technology in the province who are studying at the Polytechnic
University of Hanoi, Da Nang Polytechnic University and University of Posts and
Telecommunications in Hue College of Sciences with GPA of 7.5 or higher, good
morals, namely: if the student has a GPA above 8.0, he will receive 1 semester
tuition of 1.5 million/month and 5 months of 1,250,000 VND Scholarship; GPA of
7.5 to less than 8.0 will receive a semester tuition of 1.5 million; students learning
far from home will be funded an amount of 2.5 million/month in 5 months with
conditions after finishing course will work for Silicon Design Solutions promoting
investments in Hue [166].
- Propaganda, vocational counseling to students choosing courses, majors that
the society needs, are easy to find jobs with steady income. Currently, in Thua
Thien Hue there is a paradox that the graduate students from colleges, universities
cannot find a job, while the students of the vocational schools after graduation up to
80-90% have a job with steady income, especially skilled workers, high-level
skilled workers. Besides, in our country in general and in particular in the province
of Thua Thien Hue there has been an issue for years the number of students in such
majors of economic sectors, social science and humanities tends to rapidly increase
while majors in natural sciences face many difficulties in the enrollment leading to
human resources shortage in Science-Technology. Principal of Hue Vocational
school - Tran Nam Luc said that a lot of businesses ask for human resources,
especially in welding, electricity majors but the school does not have enough labor
to provide". So, to adjust the level of education, field of study, the schools should
have regular professional orientation for students, do not wait until school
enrollment season to start implementation of vocational counseling. At the same
time, the province should make publicly levels of training, training programs that
are in need and easy to find jobs with stable incomes; educational levels, training
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programs are and will be redundant in the coming years for students to have
appropriate options.
- Promotion of the close links between business and educational institutions,
particularly vocational schools. Accordingly, the enterprises in the province will
sign a contract with specific training facilities in need of how much labor at any
level of training? What lines? ... for schools to have training plans according to the
needs of the businesses and ensure the output for the training facilities. In addition,
the institution should develop sustainable, comprehensive cooperation relationships
with businesses to ensure 100% of the students, especially students who in
apprenticeship, internship in the position of workers in businesses in the learning
process.
- Reviewing, updating and adding new lines to the system of training structure
of human resources. In fact in our country there is a very inadequate situation as
system of training career structure that the Ministry of Labour - Invalids and Social
Affairs, Ministry of Education - Training are building has very few changes, so
training facilities in the local province must still apply specialized training as
prescribed. Under the impact of the scientific-technological revolution, the
development of the Knowledge-based economy, the economic structure will have
change, many new industries appear then obviously the old career structure systems
will become obsolete. Thus, the development of the production inevitably requires
the State to review, update and add new lines to the system of human resources
training structure, from which the institutions have legal basis for implementation of
reasonable enrollment plans meeting the urgent needs of the society.
Thirdly, diversification of training forms and types to quickly increase the
number of human resources. In the recent years, though Thua Thien Hue province
has made efforts to diversify the forms and types of training, but still have not met
the learning needs of the people and human resources for social needs. Until now,
the population aged 15 years and older through training of the province only
accounts for 36.9% and untrained accounts for 63.1%. With such situation of highly
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qualified human resources with technical expertise, Thua Thien Hue finds it
difficult to implement social - economic targets and accelerate the process of
industrialization and modernization associated with the development of Knowledgebased economy. So the pressing issue now set out for the province is rapidly
expanding scale to increase qualified human resources through diversification of
forms and types of training. In terms of formal training methods having not met the
learning needs of learner due to limited norms and relatively high entrance
requirements, training facilities need to expand the training forms for learners to
have more choice of the form of training in accordance with economic conditions,
timing and ability, particularly:
- Development of in-service training form. The general trend in the world is
to open many forms of learning for a learning society, meeting the demand of
lifelong learning needs of the people. For developed countries, due to the popular
social demands of changing and professional work, thus the form of in-service
training has practical significance, not only to meet the needs of supplementing and
enhancing knowledge, but also creating an opportunity for those who want to
change jobs, profession. However, what worries people is the quality of training of
this form, so it is necessary to have: tighter controls of provisions of the learns.
Subjects in this training type are people having jobs, practical experience rather than
newly graduated students from high school or those without actual occupation;
should specify in-service enrollment criteria are lower than academic training,
require school to have strong screening test of both the input and outputs to ensure
quality and labor recruitment agencies should have strict recruitment form ... which
will improve the quality of this type of training.
- Expand the form of distance training. Distance training is a form of training
having an important role for the development of human resources that many
countries around the world have successfully applied. For Thua Thien Hue
Province, in present conditions should still encourage the development of this form
of training, however, it is required solutions to control the quality of training, such
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as organizing entrance exam seriously; in the course, in addition to sending the
document by post should increase the teachers’ amount of time in class than at
present; strengthening inspection and controlling testing activities at locations
associated training.
- Application form online training. In many countries around the world,
online training methods have long been applied with diverse training programs. In
Thua Thien Hue this is a new form of training and only some of the training
facilities have used in the recent years and mainly in foreign language training. The
province is ranked 5th in the Index of ICT readiness nationwide, Thua Thien Hue is
qualified for developing online training form. But to ensure the quality of training,
the online training facilities must: investment in modern equipment; retraining
teachers to master new teaching methods, learners must also be equipped with basic
understanding of IT; organizing network examinations to ensure confidentiality;
also need to be inspected, test and regular monitoring of the authorities to ensure the
quality of both input and output; requiring agencies for stricter recruitments ...
- Encourage businesses to open training facilities for training worker or
contract the training order of business. This type of training is very effective
because it is linked with the use and training of human resources, making both
training institutions and facilities using labor resources with the relationship is
inextricably linked with each other.
Along with the diversification of forms of training, the province should expand this
kind of training. The expansion of scale of a type of training requires not only
improving people's literacy, but more importantly, meeting the requirements of
providing High-Quality Human Resources for industrialization and modernization
associated with the development of Knowledge-based economy. So, in addition to
the development of public education, the province should develop the kind of nonpublic training from school to colleges, universities as private, people founded
schools. In fact, in many countries around the world, the government only focus on
investments in a small number of public schools and most are private schools.
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Notably, public and private schools in countries around the world do not differ in
terms of facilities, quality of training, the number of students, so a large number of
students have enrolled in private schools. In Thua Thien Hue province, in the recent
years, this kind of non-public education began to be developed, but at present there
is only one people founded university that is People Founded University of Phu
Xuan, which still has not met the human resources training needs and learning
needs of the people. Therefore, the province should have a policy on financial
support, the ground, the training of teachers in order to encourage private
investment in this type of education. Because if there is this form of training it will
reduce development pressure on public schools to meet the needs and legitimate
expectation of the people.
Fourthly, strengthen and diversify investment sources for Education- Training.
In the recent years, though the province's economy is still difficult, with the view
considering Education - Training the first national policy, investment in education is
investing in development, so in addition to funds from the central budget, Thua
Thien Hue has tried to use a part of the local budget to invest in Education Training. However, pursuant to the HRD planning of Thua Thien Hue province,
expected by 2020 the capital for HRD is 13,866 billion, of which for human
resources training is 5,538 billion, investment for training institutions for labor force
is 8,328 billion (see Appendix 12). To get this funding, beside the central and local
budgets, the province needs to diversify investment sources, namely:
- The province needs to mobilize contributions from various sources in the
spirit of encouraging investments in Education - Training by open policies in order
to create a legal environment to attract capital from foreign investors, domestic
economic sectors and individuals for Education - Training as: opening training
facilities of 100% foreign equity, private, people founded schools.
- For educational institutions, individuals and organizations involved in the
development of Education – Training, the Province should prioritize the allocation
of land upon request, free of land use, credit support from the Development Bank,
tax exemption for the first time establishment ...
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- There should be policies defining contribution of businesses using labor for
training institutions such as the contribution of enterprises to Education - Training is
not included in taxable income, the cost of training courses in businesses or in
collaboration with schools and research institutes in order to serve the needs of
businesses must be included in the cost of production and business.
- The province should have timely commendation for individuals and
organizations donating land, cash support, construction works for the cause of
Education - Training.
- Increase the autonomy of public institutions to gradually reduce the subsidy
from the budget, creating mechanisms for institutions, especially the provincial
training base management accounting on the basis of revenue- for expenditure on
such financial links with educational institutions and international prestige in other
countries to open the specialized training, allowing institutions to mobilize
resources for the construction of material facilities to meet the increasing learning
needs of students and the province's human resources.
- Can reduce a number of long-term investments that are not really urgent to
switch to Education - Training, because if more investments in construction but lack
of qualified labor with technical expertise, the investment effect is not high.
Fifthly, promote cooperation in Education - Training with organizations,
countries in the region and around the world. Promoting cooperation in Education Training with organizations, countries in the region and around the world is an
opportunity for educational institutions of the province to make use of capital of the
nation and organizations; learning the advanced management experience, modern
teaching methods; accessing to new technology to rapidly modernize education in
order to improve the quality of human resources training such as the proposed
direction of Hue University "More positive, active in integration, strengthening
exchanges and cooperation with universities, research institutes and organizations in
the region and the world, exploring, attracting and rationally using investment
funds, equipment, technology, scientific materials; training staff, improving the
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quality of training ... "[41, 293]. Over the last years, the institutions have
collaboration with other organizations, countries in the region and around the world,
especially Hue University. In 2001 - 2011, Hue University and the affiliated schools
have established partnerships with over 60 universities and research institutes and
scientific organizations in 30 countries in most continents; successfully deployed 55
programs and projects of international cooperation with a number of universities
and prestigious research institutes in the world; more joint training programs of
High-Quality Human Resources being implemented as MSc training in Sustainable
Development of rural systems and environment, rural development; advanced
Physics Bachelor, talented engineers; Bachelor in Travel business management ...
So, in the next time the province will develop areas of international cooperation
activities in Education - Training and focus on such content as:
- Cooperation for innovation of content, programs, training methods consistent
with the advanced countries in the region and the world; open training courses with
invited foreign experts or associated with the institution abroad to facilitate faculty
and students to have many opportunities to access knowledge, new technologies
improving the teaching staff and training skills for students.
- Create conditions for the country, foreign institutional investors or cooperate
with the training institutions of the province in building institutions from
universities to high schools, vocational training and open new majors.
- The province should spend an adequate budget for training abroad for the
breakthrough goal, the development of spearhead scientific-technological majors;
continue to exploit and take advantage of funding scholarships sources of
organizations and countries to send staff, students, good students for training abroad
to facilitate their access to advanced education in the region and the world.
4.2.2.3. Improve health, quality of the population, living environment of workers
Along with raising the level of technical expertise for laborers, to improve
their health, population quality, living environment to enhance strength and stature
of labor is an important premise to improve quality of human resources. As
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discussed above, in the recent years, Thua Thien Hue province has made great
efforts in health care, breed improvement, environmental protection to improve
health, strength, stature of people. But, in general, the physical stature is lower and
in the average category of the world, the percentage of malnourished children is
also quite high. The cause of the situation on the one hand, is due to genetic factors,
on the other hand due to the health care of children in previous years has not done
well, undeveloped economy, low income, poluted living and working environment,
the level of knowledge about nutrition and health of the people, level of medical
development and health care services is not high. Therefore, to have High-Quality
Human Resources to meet the requirements of industrialization and modernization
in association with development of Knowledge-based economy, besides Educationtraining solutions, the province should pay proper attention to the work of health
care, improve quality of the population, the living environment for the people in the
direction of:
Firstly, develop community health network, improve the quality of health
services. With the advantage of being one of three specialized medical centers in the
country, Thua Thien Hue province has many favorable conditions to care for
people’s health. In the coming years to help improve the quality of human resources
in general and health and fitness of human resources in particular , Health sector of
Thua Thien Hue province should:
- Organize widespread health care network from provincial to commune and
village levels coupling with increasing medical staff with professional qualifications
and equipment to improve the quality of medical services especially in the remote
areas, to avoid overcrowding at the provincial level.
- Enlist the help of the Ministry of Health, international organizations and
other resources to complete institutions of intensive Medical Centers; investment in
improving infrastructure and advanced equipment, construct Hue Central Hospital
towards senior medical center with regional and international level. In addition, it is
necessary to upgrade facilities, purchase medical equipment for the commune, ward
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or township; continue projects of rotating doctors, maintaining 100% medical
stations of ward with doctors and system planning with non-public hospitals as
Hoang Viet Thang, Nguyen Van Thai, medical clinic Hoan My...
- Develop a closed, comprehensive health system, including clinics, nursing,
rehabilitation units, producing and supplying drugs, medical devices. At the same
time, the Department of Health and other agencies using labor need to organize
health check annually for the People and the Labour.
Secondly, improve nutrition, quality of meals to ensure food safety. Adequate
nutrition is not only reasonable means to promote the healthy growth and height
growth of the current young generation, but also to maintain, preserve genetic racial
advantages for the next generation. According to statistics, the biggest influence on
height growth is nutrition diet, accounting for 31%, so the province should: promote
communication, propaganda to raise awareness of people's attention to nutrition and
to improve daily meals; through the Youth Union, teams add nutrition education,
sports activities to the schooling curriculum; conduct surveys on nutrition and
research appropriate daily nutrition menu for elementary school students to
supplement their diets; set up a center predicting body height growth and guiding
nutrition for people, especially mothers: diet should be fully integrated of food
groups and limit fast and greasy foods and most importantly sources of calcium
should be provided adequately, take up the habit of drinking milk, using barley
drinks daily; propaganda and campaign people to gradually change habits from
using chemical fertilizers in the cultivation to organic fertilizers, stimulating drugs,
drugs for weight gain in livestock husbandry... damaging to the health of individuals
and communities; implement the national target program on health, hygiene
regulations on food safety and enhance inspection, testing, control poultry, livestock
slaughtering, production activities, trading in food imports and resolutely handle
violations of the law on food hygiene and safety.
Thirdly, the development of physical and sport activities to raise stature.
Physical training and sport is one of the important factors to improve the physical
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strength and human stature. So far, people in the central region in general and Hue
in particular are still considered low, small, this affects the ability to operate
machinery, skills and work efficiency of labor. Therefore, to improve the physical
strength and stature of human resources, Thua Thien Hue province should focus on
development of physical training movement, sports in schools, in institutions, and
businesses across the provinces.
- Department of Education - Training needs to build the standard models of
school sports including active content such as some additional exercises for
effective development assistance of height of the body in internal training courses,
opening classes of amateur sports in school or at nearby locations preferred by
students preferred; encouraging other forms of exercise like walking, running,
hiking, aerobics, exercises to stretch the body; organizing sports competitions in
schools properly; research the methods and exercises for students of all levels to
develop height and fitness.
- Maintain fitness, sports activities in agencies, businesses and residents. In
the coming time, sports line needs to coordinate with multiple agencies, unions such
as the provincial Labor Federation, the Communist Youth Union of Ho Chi Minh,
the provincial Public Security, Department of Education - Education, Hue
University, Vietnam Farmers' Association ... to organize regular fitness, sports
activities such as badminton, tennis, basketball, soccer ... in agencies, districts, cities
to arouse passion, physical exercise habits among people.
Fourthly, improve the quality of the population. Despite having achieved the
important achievements in the work of population, the population quality is still
limited: reducing birth rate, but the starting point is too high so this reduced rate is
still high; human development indicators remain low; gender rate at birth tends to
increase; the population tend to old, the number of elderly is increasing ...
Therefore, to improve the quality of the province's population, drastic measures
should be taken such as propaganda, raising awareness of the people about family
planning; closely monitoring and strictly handling the situation of violating gender
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balance at birth; further enhancing the interest of all levels of Party’s executive
committees, governments; coordinating the implementation of multiple levels,
sectors, as well as the understanding and support of the society for the improvement
of population quality.
Fifthly, improve the living environment. In the industrial production, the living
environment (natural environment and social environment) of human is becoming
important and indirectly affects on the health and physical strength of laborers. So,
to get the healthy living environment in which people and nature are in harmony
with each other, it is necessary to have propaganda, raising awareness of
environmental hygiene; strictly handling any polluting the environment,
strengthening inspection and control of the implementation of environmental
protection and enhancing staff working in environmental field; bringing educational
content and integrating environmental protection into the curriculum taught in
schools or extracurricular lessons; building healthy lifestyles for the youth;
preventing social evils such as drug abuse, prostitution ...
4.2.2.4. Raising awareness, behavior and discipline of employees
In the transition to the Knowledge-based economy and the modern industrial
production, the biggest drawback of the labor force in our country in general and in
Thua Thien Hue province in particular is now psychology, conscious, habit of
smallholders and backward habits
incompatible with industrial production
environment. Therefore, the need to train conscious, discipline of labor, the
industrial style for labor, because it is not only beneficial for businesses but also the
significance for the laborers, namely:
- Businesses, labor users need to perform a number of measures to build their
spirit, industrial style and starting from the stage of labor recruitment. In addition to
the necessary information such as job requirements, salary ..., businesses and labor
recruitment agencies need to provide clear information about rules, regulations and
penalties in violations of the Labor law, labor contracts for labor.
166
- Labor user agencies, businesses also need regular communication, education,
encouragement, adequate regulations and compensation policies ... to help labor
raise awareness of discipline, industrial behavior, long-term commitment to the
businesses, agencies.
- Encourage laborers to regularly try to improve academic knowledge and
strictly abide by the guidelines, policies and laws of the State, particularly labor
laws and workplace regulations, sanitation , labor safety.
- The labor unions, in the future will further strengthen coordination,
education and propaganda to improve their knowledge of labor law of labor and
labor users; strongly implement competitive movement to gradually encourage
awareness for laborers of training industrial manner.
4.2.3. Group of solutions to exploitation and effective use of human resources
4.2.3.1. Exploitation and effective use of trained human resources
Being a province with abundant human resources, Thua Thien Hue has
advantages for socio- economic development and accelerating the process of
industrialization and modernization associated with the development of Knowledgebased economy. The key issue is how to exploit and use the existing human resources,
especially trained human resources. In the coming time, to exploit and effectively use
human trained resources, it is necessary to implement the following solutions:
Firstly, create the conditions for trained human resources, especially highly
qualified human resources to have more opportunities to work. AS analyzed, human
resources with technical expertise in Thua Thien Hue province only reached 36.1%, but
have not been exploited and promoted effectively, there is a number of highly qualified
labor with technical expertise not participating in economic activities. Therefore, to
exploit and develop the full potential and improve the working efficiency of the
provincial labor force with technical expertise, the province should focus on the
following issues:
167
Develop a labor market completely. Currently, laborers have access to a lot of
different information channels for labor - jobs, but the information in the labor market in
general and in the central province of Thua Thien Hue is in its infancy, there is no
complete information system
... These are the factors that hinder the labor and labor
users in the implementation of the transaction Labour – Employment in the Labour
market. This has caused many difficulties for businesses in the industrial parks, Chan
May - Lang Co economic zone in access to qualified labor supply with technical
expertise, so they have to recruit labor from elsewhere. Therefore, establishment of
information center of labor market in the central region is very necessary. The center will
be responsible for: organizing investigation, collecting, processing, generalizing common
information and thematic information about the regional market of human resources;
assessing, analyzing and forecasting moving trend of HR market, building a bank of data
about Labour, Employment and Vocational Training for businesses and laborers ...
Accurate, complete information provided by the labor market information center help
labor and labor users adjust demand- supply of human resources in a balanced way,
avoid redundancy - lack of human resources artificially and waste of grey matter.
In addition, for qualified human resources with high technical expertise such as
leading experts, scientists ..., the province should have a mechanism to facilitate their
possible links, science communication both inside and outside the nation widespread. At
the same time, the province should also create favorable conditions for professionals,
scientists have time to improve level, but still ensure work in agencies using labor and
the labor regimes.
Secondly, encourage qualified human resources with technical expertise to work
in rural areas. Like many other locals, in the rural areas of Thua Thien Hue there is a
serious shortage of highly qualified human resources, especially human resources with
college and university degrees and postgraduate. Therefore, the province should
implement a number of policies such as special offers for students after graduating
voluntarily work in rural areas; training incentives in place, training in the form of
appointment, creating favorable conditions for labor to easily move work from rural to
168
urban areas. In particular paying attention to facilitating the people have had time to work
in rural areas to easily integrate into urban environments and encourage labor migration
from urban to rural areas.
4.2.3.2. Create a motivation and environment to promote the creativity of
human resources
According to Prof. Dang Huu, to develop Knowledge-based economy there must
be 4 basic conditions, of which High-Quality Human Resource with the ability to
acquire new knowledge and to create knowledge is the most important condition. In
our country as well as in the province of Thua Thien Hue human resources with
technical expertise are not many, but have not been used effectively. The reason for this
phenomenon, not because we are not unaware of its importance, but is that we have not
created the environment and motivation for the labor force’s creativity, dedication.
Therefore, in order to promote creativity of human resources, especially intellectual
labor in the future, Thua Thien Hue province should focus on the following issues:
Firstly, improve the regulatory environment for the freedom of creativity of
intellectual labor.
- Need to implement well the propaganda to raise awareness of the law on the
protection of intellectual property rights to all subjects in society. We can say, if we
execute well the propaganda, we would limit piracy of intellectual property and
facilitate intellectual labor feel
assured to create in accordance with the market
mechanisms under the management of the State.
- Innovation management for intellectual labor. In our country as well as in Thua
Thien Hue province, for a long time management of intellectual labor, especially
scientists, experts is often identified with the collective management of administrative
staff, restrictive in terms of time, funding, ideas leading to nullifying their innovative
capacity. Thus, in the coming time, the province should have time to form flexible
mechanisms for this labor such as the autonomy of their time, accepting ideas of
adventure, funding research ... but there must be commitment to innovative products.
Moreover, it is necessary to have mechanisms and policies to encourage the formation
169
of strong scientific communities, the good experts teams, the scientific school of arts with
scientists or the talented artists like supporting legal procedures, funding, location ....
Secondly, create a favorable social environment to promote creativity of
intellectual labor. Favorable social environment is also a factor stimulating the
creativity of intellectual labor. Because the characteristics of intellectual labor are the
direct products of their labor in form of ideas, scientific knowledge, spiritual values ...
Therefore, it requires a favorable social environment in accordance with the
characteristics of this kind of labor. According to Lenin, "that environment must ensure
very wide scope for individual initiative, for personal tendencies, for thought and
imagination ..." [80, 124]. So, to create a good social environment for intellectual labor
we should note the following issues:
- Implementation of democratic institutions in innovative research, especially in
the field of humanities social sciences. As we know the new ideas, new creations at
first is not easy to be recognized, even judged falsely. Therefore, to promote highly
independent creative thinking of intellectual labor, it is necessary to acknowledge the
diversity of individualcreative thinking such as encouraging debate, accepting different
interpretations of learning arts, respecting and reserving the opinion of everyone, not
taking the majority to impose on individuals or minorities.
- Ensure the freedom of giving ideas, inventions, innovations, trade exchange and
application of scientific –technological products, culture, art as a commodity in the
market.
- Improve the performance of social- career institutions such as : Association of
Science - Technology, Union of Literature, Union of Musicians. The birth and
development of this institutions is very necessary, because this is the place for them to
meet, learn and exchange their new ideas. For the unions to become effective
playground, we need: 1) Develop regulations to ensure the implementation of the
advisory function, judgment and expertise on social issues in range of national policies,
projects and programs for the development of social - economic, cultural situations of
provinces; 2) Establish the scientific - technical, literary, artistic institutions widely to
170
locals, support budget to create a useful playground as well as material conditions for
the realization of their creative ideas.
- In the context of Knowledge-based economy, attention should be paid to
scientific-technological market development based social needs, assess the value of
social labor and true dedication of intellectual labor.
- Raise the people’s awareness, social learning development, form the tradition
of scientific thinking. These are factors to build a conducive social environment to
promote the creative power of intellectual labor.
Thirdly, offer the best facilities for creative activities. Thua Thien Hue is one
of the provinces owning a team of highly qualified staff in the country. Currently
Hue University has 148 Professors, Associate Professors, 362 Scientific doctors and
doctors; 835 Masters, 538 senior lecturers and principal lecturers; 65 people’s
teachers and and meritorious teachers; Hue Central Hospital has 7 professors,
associate professors, 27 Doctors, 174 masters, 145 specialist physicians level I, II.
However, compared to many provinces and cities, the level of investment in
infrastructure for the creative activities of this team is not adequate. This is one of
the underlying causes limitng the performance of this team, as well as "brain drain"
in the past time. So, in order to facilitate the best material conditions for creative
activities of intellectual labor, the province should:
- Need to expand mechanisms to mobilize resources from all social sectors and
organizations, the mass, the economic sectors, businesses, philanthropists,
Vietnamese overseas, the capital aid, foreign loans, especially by businesses in
investment in research equipment and deploying application.
- Building spearhead Science-Technology Research Institutes, laboratories,
practices with modern machinery and equipment.
- If the provincial fund is limited, the immediate need is to focus investment in
facilities and equipment for a number of key basements such as the University of
Hue, Hue Central Hospital, the Institutes reaching the same level as large cities and
foreign facilities to attract scientists to give lectures, exchange of experience.
171
4.2.3.3. Strong Implementation of key policies to appreciate and
attracthuman resources
While other provinces such as Binh Duong, Can Tho, Da Nang ... are
undergoing policy to attract talents from other places and appreciate, incentives to
retain good people, Thua Thien Hue province has’t had a policy to attract talents
from many other locals and even the current policy to retain good people is not
adequate. Consequently, in the recent years, officials have dozens of titles, higher
education, especially in the central agencies in localities such as Hue University,
Hue Central Hospital have transferred to work in Da Nang, Ho Chi Minh City, Binh
Duong ... The question is, to have High-Quality Human Resources, the province
should implement policies to appreciate and attract key talents more strongly,
namely:
- Develop policies and promulgate clear regulations on attracting talents from
other locals voluntarily move to work in Thua Thien Hue.
- Develop strategies to attract national, international good experts and enlist
the support of experts, intellectuals, and business people having origin in Hue
working in and out the country to contribute to their homeland.
- If the economic conditions are too difficult for the province to enact
favorable policies such as the other locals, the province needs to have smaller
policies to attract talents such as receiving a subsidy equivalent to their academic
titles; installment purchase of condominiums, supports or rent reduction for each
specific subject.
- Given the current status of human resources, especially High-Quality Human
Resources, the province publicly list preferential sectors to receive property talents.
The recruitment of talents should focus on the industries that the province is lacking
of labor such as IT, electronics and telecommunications, urban management and
finance - banking, tourism, foreign language ... Particularly for those with Doctoral
degree, the province should not distinguish training majors.
172
- Develop a plan seeking students learning well in the economic, technical
universities nationwide being children of Thua Thien Hue, after graduating from
universities, they will be granted with provincial budget to be trained Master,
Doctoral degrees abroad. Also, selecting good students in the high schools of the
province, especially in Quoc Hoc high school for studying abroad by prior
agreement between the industry and the province with the commitment after
completing studying, they will return to their homeland to serve .
- The province will support a budget of about 30-50% scholarships for
students with scholarships to study abroad with a commitment after graduation they
would return to their homeland to serve. According to Vinh Cai Tuan - Director of
the Department of Internal Affairs of Thua Thien Hue province, this is the most
effective training direction, it attracts the best talents for the construction of their
homeland in the coming years.
- Continue to implement programs offering long term scholarships and tuition
assistance
for
fairly
good
and
good
students
at
electronics,
IT
and
telecommunications in the Hanoi Polytechnic University, Polytechnic University of
Ho Chi Minh City, University of Telecommunications, Polytechnic University of
Danang and Hue University of Sciences.
- Select staff and employees under the age of 40, qualified international
language, with political qualities for training in economics, engineering overseas.
The number by 2020 is from about 200-300 people, of which 20% is doctors to
replace about 50% of the workforce, public servants to be retired.
- Need to develop appropriate mechanisms and policies for detecting, selecting
talented people, highly qualified with technical expertise, good moral character to
form resources for leadership, management. In fact, many talented scientists haven’t
ever received financial opportunities for their advancement, promoted or appointed
to deserve positions for what they have devoted leading to dissatisfaction,
frustration and loss of motivation for creativity. Therefore, one of the solutions to
retain talents is to facilitate for their best contribution and appreciation of their
173
contribution is very important. Not being well facilitated or properly recognized is
two greatest obstacles rather than physical problems. At the same time, building
standards of titles for appropriate staffing, ensure of using the right people for the
right work and form the basis for the training and retraining of staff.
- In addition to the salary prescribed by the state, the province should have
specified regulations on material incentives for labor based on original intellectual
appreciation of their dedication, and to ensure that their family life is stable. In Thua
Thien Hue province today, the material incentives for staff with high qualifications
are limited. This is one of the reasons why in the recent years, many highly
qualified staff, especially at the University of Hue have left to other localities. Low
salary, plus very little responsibility of the local, so they move to the locals offering
higher incomes, better remuneration. The thesis considers that it is not because the
province's economic conditions too difficult to spend a preferential budgets for
worthy of highly qualifiedstaff , but the problem is the viewpoints and assessment
criteria. So, there should be preferential policies on appropriate material for a team
of highly qualified staff, especially scientists, and industrial experts to get their full
attention, devotion of time, energy and dedication to work.
- Elimination of the distinction between central staff and local one. As stated
above, Thua Thien Hue province has issued a number of regulations on incentives
for provincial officials for example officials with Master degree will be awarded 10
million dongs, with Doctoral degree will be awarded 30 million dongs... for staff of
the Central agencies working in the locality are not enjoying thare not entitled to
this remuneration. So, the question is why the province does not have a fair policy
for the two subjects? Because even though being officials of central management,
they have been dedicated to Hue.
- Satisfactory policies to encourage political, spiritual for intellectual labor,
especially highly qualified staff. It can be said, for those who have a high level,
material benefit, economic benefit is not all. For them, their passion, spiritual
benefits, the needs to assert dignity through work, recognition, honor, motivation
174
and timely reward ... are the most important things. Current bonuses, including
Bonus for initiatives and inventions of the province are not only little but also have
to be through many cumbersome stages of approval procedures, which loses the
meaning and encouragement of rewards. So it should be improved to be simpler:
When labor just submit his initiatives, creations to only one board to review and
select based on application level of such initiatives, creation. In addition to the
provisions of the annual bonus levels and sectors for many subjects, the province
needs to develop regulations for these special rewards works and products having
scientific value and broad applicability in practice in order to stimulate research,
intellectual creativity of Labor, for example, the bonus will account for about 20 or
25% of the initiatives value. Besides, the way to evaluate and approve reward needs
to be improved to ensure democracy, openness, objectivity and avoid egalitarian.
175
CONCLUSION
Through
theoretical
and
practical
study
of
human
resources
for
industrialization and modernization associated with the development of knowledgebased economy in the Province of Thua Thien-Hue, the thesis has found and added
such theoretical and practical issues as follows:
1. The thesis introduces the concept of human resources, human resources for
knowledge-based economy on the basis of absorbing the thoughts of C. Mark of
labor and previous research works. With the approach of human resources for
knowledge-based economy as above, the thesis clearly states: firstly, suitable for
human resources access specialized for the Political Economy; secondly, fully
reflects the basic content of human resources; thirdly, in accordance with the
requirements of the industrialization and modernization process associated with the
development of the knowledge-based economy and international economic
integration.
2. The thesis has drawn the characteristics of human resources for
knowledge-based economy: 1) Much higher rate of mental work than physical
labor; 2) Employees must have certain knowledge which means highly technical
expertise and professional; 3) Employees must be able to create new things; 4) The
role and status of the intellectual labor in the human resources structure is highly
appreciated.
3. From the characteristics of industrialization and modernization associated
with the development of the knowledge-based economy and requirements of human
resource for industrialization and modernization associated with the development of
the knowledge-based economy, the thesis has drawn such conclusions as: different
development levels pose different requirements for human resources. Dislike
industrialization models that previous countries have made ahead, human resources
176
in the model of industrialization and modernization associated with the
development of the knowledge-based economy in our country is not random but the
human resources meeting certain requirements on both the quantity and quality.
4. The thesis shows regularity in human resource structural shift towards
knowledge-based economy, in which emphasizing the rule: the proportion of
unskilled labor declines and growing density of complex labor accounting for the
extreme advantage in the total social labor force; the proportion of agricultural labor
decreases while the one of industrial labor and services increases.
5. On the basis of research experience to develop the human resources in some
East Asian countries and localities in Vietnam, the thesis has drawn four lessons
that can be applied to human resource development practices for industrialization
and modernization associated with the development of the knowledge-based
economy in the Province of Thua Thien-Hue: 1) Fully understand the crucial role of
human resources in the process of industrialization and modernization associated
with the development of knowledge-based economy; 2) Development of human
resources must be associated with the socio-economic development strategy of the
country and the local through certain stages; 3) Education and training is crucial to
improve the quality of human resources; 4) Policies to attract and use talents
basically.
6. Through primary and secondary data, especially primary data the thesis has
described a comprehensive situation of human resources for industrialization and
modernization associated with the development of knowledge-based economy in the
Province of Thua Thien Hue. On the basis of analyzing the current status of human
resources, the thesis has confirmed, Thua Thien Hue Province has abundant labor
and is in the "golden population structure " period, therefore, it has the ability to
provide enough resources for economy. However, the current human resources
hasn’t been able to meet the requirements of industrialization and modernization
associated with the development of the knowledge-based economy yet: the quality
177
of human resources is low both in terms of education, capacity development skills,
qualifications, expertise and skills to turn knowledge into products of labor; human
resource structure is moving slowly, imbalanced, especially the structure of trained
human resources; irrational distribution and use of human resources.
7. The thesis has found out that the cause of the limitations in human resources
development to meet the requirements of industrialization and modernization
associated with the development of knowledge-based economy is derived from: 1)
Hue is still one of the Provinces with low development levels; 2) Training and
retraining plans for human resources has not been properly valued, synchronous and
scientific; 3) Education - training system faces many weaknesses in both
management, teachers, content, methods and training programs, facilities, etc.; 4)
Policies of use, appreciate, attract and remunerate labor, especially labor with high
level of technical expertise are not satisfactory.
8. The thesis has included six (06) points in the human resources development
for industrialization and modernization associated with the knowledge-based
economy in Thua Thien Hue Province in the coming time. They are: 1)
Comprehensive development of human resources for industrialization and
modernization associated with the knowledge-based economy in Thua Thien-Hue;
2) Positive and active integration into the regional and world economy to attract
FDI and teams of experts; 3) Development of human resources for industrialization
and modernization associated with the knowledge-based economy in many ways,
including consider education and training, attracting human resources the most
important; 4) Focus on training in physical, moral, intellectual, consider creative
and dynamic intellectual training the spearhead, thus forming new socialist human
being; 5) Socialization of human resources development for industrialization and
modernization associated with the knowledge-based economy; 6) Intellectual
human resource development should focus on economic sectors that the Province
has potential, advantages and decisive for the development of industrialization and
modernization process of the Province
178
9. The thesis has proposed the synchronous implementation of the three major
solution groups to develop human resources to meet the requirements of
knowledge-based economy in the Province of Thua Thien-Hue from now to 2020:
1) The solution group creating the foundation for human resource development to
meet the requirements of industrialization and modernization associated with the
development of the knowledge-based economy; 2) The solution group directly
improve the quality of human resources to meet requirements of industrialization
and modernization associated with the development of the knowledge-based
economy; 3) The solution group applied to effectively exploit and use the human
associated with the development of the knowledge-based economy.
LIST OF PUBLISHED WORKS OF THE POSTGRADUATE
RELATING TO THE THESIS
1.
2.
Ha Thi Hang (2005), “President Ho Chi Minh City’s talks about the human
growing career”, Hue Ancient & Modern, Vol 72.
Ha Thi Hang (2007), “Settlement and resolution to the problem of sampan
after settling in the city of Hue", Reasoning Activities, Vol 6.
3.
4.
5.
6.
Ha Thi Hang (2008), “Employment for sampan after settling in the city of
Hue”, Political Science, Vol 1.
Ha Thi Hang (2010), “Developing high-quality human resources to meet
the requirements of the knowledge economy”, Reasoning Activities, Vol 3.
Ha Thi Hang (2010), “Jobs for labors after land acquisition in the process of
urbanization in Hue city today”, Journal of Science, Hue University, Vol 28.
Ha Thi Hang (2011) “Jobs solution for labors after land acquisition in
Thua Thien Hue Province”, Approved Ministry-level Scientific topic
Ha Thi Hang (2012), “Solutions to improve the quality of human resources
7.
to meet the requirements of industrialization and modernization in the
province of Thua Thien-Hue ", Journal of Science, Hue University, Vol. 3
Ha Thi Hang (2012), “Vocational Training - Innovative solutions to
8.
improve the quality of human resources in Thua Thien Hue ", Journal of
Communist, Vol 69
9.
Ha Thi Hang (2012), “Management of migrating labor in Thua Thien-Hue
", Journal of Governance, Vol 201.
Ha Thi Hang (2012), “Ho Chi Minh’s Ideology on education and human
10. resource development issues for modernization in our country today”,
Political Argument and Communications, Vol 11
Ha Thi Hang (2012), “High-quality human resources development in Thua
11. Thien Hue Province - Current status and solutions”, Economy and
Management, Vol 4
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APPENDIX
APPENDIX 1: LITERACY RATE OF POPULATION FROM 15 YEARS OLD
AND OVER BY GENDER. IN THE REGION IN 2009
Unit:%
Total
Urban
Rural
Difference
The whole province
92
98.2
93.8
4.4
Male
98
99.5
98.4
1.1
Female
94
98.6
95.4
3.2
Hue City
96.1
96.1
95.8
0.3
Phong Dien District
93.5
95.6
93.3
2.3
Quang Dien District
91
94.9
90.5
4.4
Huong Tra District
93
97.1
92.7
4.4
Phu Vang District
86.8
81
87.6
-6.0
Huong Thuy District
93.1
96.7
92.5
4.2
Phu Loc District
88.8
91.2
88
3.2
Nam Dong District
87.3
95.2
85.8
9.4
A Luoi District
82.7
94.8
80.5
14.3
Divided by district. city
Source: Census on population and housing in
Department of Statistics of Thua Thien Hue
2009 – main results of
APPENDIX 2: EMULATION TITLES AND INITIATIVES, CREATION OF PERSONNEL OFFICERS
IN THUA THIEN HUE PROVINCE IN THE PERIOD 2003 - 2008
Total
initiatives,
inventions
NUMBER OF PEOPLE ACHIEVING EMULATION TITLES (2003-2007)
Grass root Provincial
level
emulative
emulative
soldier
soldier
National
emulative
soldier
REWARDS OF PROVINCIAL
LABOR FEDERATION (20032007)
Number of people getting high praise
Provincial
and central
ministries
certificate of
merit
Governmental Medals of
certificate of
all types
merit
Emulation
flag
Certificate of merit
Team
Individual
Managed by the Central
Government
119
2256
46
0
47
0
25
Administrative unit
69
2100
42
0
0
0
0
Production-Business Sector
50
156
2
0
47
Managed by the local
13124
13859
1812
34
2231
163
195
32
809
1215
Administrative unit
12881
11591
1641
24
1953
136
184
20
582
917
District, city Block
9890
6810
1236
4
879
28
162
10
280
442
Profession Block
2972
4666
389
20
1009
100
19
8
250
420
Directly local dependent units
19
115
16
0
65
8
3
2
52
55
Production-Business Sector
243
2268
171
10
278
27
11
12
217
298
State-owned enterprises
95
1394
94
5
149
12
0
5
102
120
Non-state enterprises
148
760
54
4
113
14
10
4
108
170
Enterprises with foreign
investment
0
114
23
1
16
1
1
3
7
8
25
Of which
Source: Report of the Labor Union of Thua Thien Hue
APPENDIX 3: SOCIAL LABOR PRODUCTIVITY IN ECONOMIC SECTORS IN
THUA THIEN HUE PROVINCE
Unit: Mil.dongs/person
Industry
2001
2005
2010
Total
6.8
13.9
35.3
I. Agriculture, forestry and aquaculture
1.1. Agro-forestry
4.5
3.9
7.1
5.9
14.7
13.2
1.3. Aquaculture
7.4
12.9
20.3
II. Industry and construction
2.1 Mining Industry
10.9
20.3
19.2
43
54.3
57.9
2.2 Processing Industry
2.3 Production and
9.68
159
18.09
118
53.8
333
2.4 Construction
8.7
15.6
34.6
III. Service
3.1 Commerce, repair of motor vehicles,
motor, motorcycles, personal and family
appliances
13.1
8.6
18.6
10.1
42.4
23.9
3.2 Hotels and restaurants
13.8
18.7
29.5
3.3 Transport, storage and communication
7.0
14.3
52.0
3.4 Credit Finance
94.5
89.9
129.8
3.7 Management of State and National
17.1
30
91.2
11
18.5
42.9
3.9 Health and social relief activities
3.10 Sporting and cultural activities
15.5
12
32.8
30.5
93.9
36.2
3.11 Activities of Party, Unions and
32.2
41.2
32.6
Associations
3.12 Personal and community service
5.4
6.02
20.4
distribution
of
electricity, gas and water
defense, social security and compulsory
3.8 Education and training
activities
Source: People's Committee of Thua Thien Hue. IT development planning in
Hue in 2006 - 2010
APPENDIX 4: LABOR WITH TECHNICAL QUALIFICATIONS DIVIDED BY
FIELDS OF TRAINING IN 1999
Unit: person
Field of training
Technology Vocational
High school
Total
Junior
College,
University
Postgraduate Common
10.881
11.848
17.903
738
41.369
505
3,266
7,637
14
11,422
121
144
318
9
592
Humanities
59
10
1,352
167
1,588
Behavioral
Social
Science
Press and information
187
307
276
33
803
31
44
63
1
139
Business
management
Legislation
821
2,618
2,551
23
6,013
57
61
596
5
719
97
132
1,055
267
1,551
1,784
1,062
485
9
3,340
Manufacturing
and
processing
Construction,
architecture, mine
Agriculture, Forestry and
Aquaculture
Animal Health
368
99
48
1
516
145
232
499
4
880
157
430
880
67
1,534
179
98
65
2
344
Health
971
2,053
1,138
132
4,294
Hotels, Travel, Sports
135
120
204
1
460
4,241
229
123
1
4,594
3
11
9
0
23
698
875
466
1
2,040
Science
Training
Arts
Education
-
and
Natural Science,
Mathematics, Statistics,
Computing, Life Science
Technique
Transportation
Environment
National
Security
Defense
and
Source: Results of Population and Housing Census in 1999 by Thua Thien
Hue Bureau of Statistics
APPENDIX 5: INTELLECTUAL STRUCTURE BY SPECIALIZED
TRAINING MAJORS IN 2006
Unit: person and %
Training level
Major
Junior Univer Master Doctor
College sity
Total
Rate
Social Sciences & Humanities
33
1,273
117
34
1,457
7.02
Natural Sciences
21
847
142
74
1,084
5.23
Agriculture, Forestry and
51
1,083
79
18
1,231
5.94
95
401
16
0
152
2.47
Mining industry
1
7
0
1
9
0.04
Construction and Architecture
18
382
6
0
406
1.96
Travel and Sports
98
127
2
1
228
1.10
Transportation
5
39
0
0
44
0.21
Environment
0
48
10
3
61
0.29
5,347
5,010
279
39
10,675 51.47
Health and community work
60
792
369
62
1,283
6.19
Laws
31
611
21
0
663
3.20
Arts
45
223
12
0
280
1.35
Business and management
227
2,116
65
12
2,420
11.67
Informatics
31
268
41
5
345
1.66
National Defense and Security
9
33
1
0
43
0.21
6,072
13,260
1,160
249
Aquaculture
Manufacturing
and
processing
industries
Education and training
Total
20,741 100.00
Source: Population - Labor - Employment Studies Center Survey in 2006
APPENDIX 6: WORKING LABOR FROM 15 YEARS OLD AND OVER
DIVIDED BY TECHNICAL EXPERTISE AND OCCUPATION IN THE PERIOD
1999 - 2011
Occupation
Total
Without
T.E
Technical expertise
Technic Interm Junior
al
ediate College
workers
Elemen
tary
Unive
rsity
Postgr
aduate
In1999
Total
442874
401262
10881
11848
4756
13147
738
Leaders
2912
663
190
526
176
1303
50
High technical
11301
-
15
133
10478
673
14819
-
1944
8809
3764
275
6
Officer
6024
5036
598
282
24
79
3
Individuals,
58692
56146
1074
721
253
452
1
7920
7770
80
41
7
18
1
94367
92097
1437
514
98
188
-
10697
6235
4077
264
32
83
-
233491
231664
925
541
85
153
-
expertise
Average
technical
expertise
Security
and
Sales Services
Careers
in
Agriculture,
Forestry
and
Aquaculture
Craftsmen
and
other workers
Fitter, machine
operators
Simple job
In 2011
Total
545934
248002
220361
28782
11249
35652
1888
Leaders
14717
2355
1608
2887
661
6585
291
High technical
31062
2869
3478
2628
4684
16068
1335
16787
2703
1841
4836
3062
4195
150
Officer
10867
544
526
4076
974
4668
81
Individuals,
52225
28134
16710
3950
796
2610
25
171807
126196
44479
695
116
319
2
145846
25953
114512
4130
593
654
4
19145
3221
11206
4338
188
192
0
expertise
Average
technical
expertise
Security
and
Sales Services
Careers
in
Agriculture,
Forestry
and
Aquaculture
Craftsmen and
other workers
Fitter, machine
operators
Total
83478
56027
26001
912
175
361
2
Source: Population and Housing Census in 1999 by Bureau of Statistics of Thua
Thien Hue and synthetic databases of labor supply in 2011 by Thua Thien Hue Department
of Employment (Ministry of Labor - Invalids and Social Affairs)
APPENDIX 7: WORKING LABOR FROM 15 YEARS OLD AND OVER DIVIDED
BY TECHNICAL EXPERTISE AND ECONOMIC SECTORS IN THE PERIOD
1999 - 2011
Economic sector
Level of
Total
Technical
Expertise
1999
2011
Non- state-
Foreign
owned
investment
State-Owned
1999
2011
1999
2011
1999 2011
Total
442874 546860 49898 65743 391262 474220
484
6897
Untrained
401262 248288 18257
6825
215
1261
10881
220379
5316
8190
5470
208268
74
3921
Intermediate
11848
29004
9803
13887
1955
14473
34
644
Junior College
4756
11300
4174
8233
557
2942
7
125
University
13147
35995
11603 26868
1338
8215
147
912
Postgraduate
738
1894
22
120
7
34
Unidentified
242
381717 240202
Technical workers
without
degree/certificate
under 3 monthsElementary
Long-term
certificate,
707
38
1740
203
1
Source: Population and Housing Census in 1999 by Bureau of Statistics of Thua
Thien Hue and synthetic databases of labor supply in 2011 by Thua Thien Hue Department
of Employment (Ministry of Labor - Invalids and Social Affairs)
APPENDIX 8: THE NUMBER OF HIGH SCHOOLS AND CLASSROOMS IN THE
PERIOD 2000 - 2011
Unit: schools, classes and rooms
Type
School
Class
School School School School School
year
Total
Primary
school
Secondar
y school
High
school
Room
School School School School
year
year
year
year
year
year
year
year
2000-
2005-
2010-
2000-
2005-
2010-
2000-
2005-
2010-
2001
2006
2011
2001
2006
2011
2001
2006
2011
330
359
393
6631
7240
6886
4131
5130
5388
227
235
229
4180
3724
3500
2630
3019
3219
82
99
124
2484
2320
1021
1525
1424
21
25
40
1032
1066
480
586
745
613
Source: Provided by Thua Thien Hue Department of Education and Training
APPENDIX 9: THE NUMBER OF HIGH SCHOOL STUDENTS AND TEACHERS
IN THE PERIOD 2000 - 2011
Unit: person
Type
Total
Primary
school
Secondary
school
High
school
Students
Teachers
2000 -
2005-
2010 -
2000 -
2005 -
2010 -
2001
2006
2011
2001
2006
2011
255830
253343
224170
8386
10431
12114
146318
120039
98584
4518
4599
4964
80697
99826
80008
2778
4268
4685
28815
33478
45578
1090
1564
2465
Source: Provided by Thua Thien Hue Department of Education and Training
APPENDIX 10: TRAINING SCALES OF UNIVERSITY, JUNIOR COLLEGE,
VOCATIONAL SCHOOL AND VOCATIONAL INTERMEDIATE
No
I
II
1
2
1
2
3
4
III
1
2
3
4
5
6
7
8
Name of school
Scale of students
2009
2010
56,403
60,811
34,218
37,014
18,492
18,980
8,971
9,279
6,500
6,700
2,471
2,579
Total
UNIVERSITY
JUNIOR COLLEGE
Managed by local
Hue Medical Junior College
Hue Medical Junior College
Managed by the Central
9,521
Authorities
Nguyen Tri Phuong Vocational
724
Junior College
Industry Junior College
6,549
Junior College of Urban and
372
Construction
Vocational Junior College of
1,876
Tourism
INTERMEDIATE3,693
VOCATIONAL SCHOOL
Thua Thien Hue Vocational
460
School
Hue Vocational School
Quang Dien Vocational School
High school of Arts and
450
Culture
High school of Physical
184
Education and Sports
High school of Transportation
692
Vocational High school No 10
395
Au Lac Private Vocational
1,512
school
Source: Provided by the schools
9,701
603
6,758
340
2,000
4,817
560
110
51
462
284
700
550
2,100
APPENDIX 11: CURRENT STATUS OF HUMAN RESOURCES IN INDUSTRIAL
ZONES BY TECHNICAL EXPERTISE IN 2010
Unit: person
List of
profession
Total
Economics
Of which
Professional
Junior
Vocational
Total Postgra Univer
College+
School +
duate
sity
Vocational Vocational
Junior
Intermediate
College
4,665
8
459
201
560
210
8
157
25
20
Foreign
40
40
Languages
Foreign Trade
70
70
Accounting
176
80
30
60
Construction
42
15
7
20
Chemistry
21
21
Laws
10
10
Environment
10
10
IT
74
27
17
30
Agriculture
18
18
Medical
Mechanics
25
302
25
42
250
45
160
Technical
Shortworker +
term
Vocational
training
Primary
3,377
60
Finance
10
(welding, lathing,..)
Electricity
Wood carving
205
53
Fiber technology
40
Industrial Sewing
Bodyguard
3,306
12
Transportation
51
Aquaculture
0
53
1
1
20
18
3,306
12
3
Source: Thua Thien Hue Industrial Zone Authority
48
APPENDIX 12 : CAPITAL DEMAND FOR HUMAN RESOURCE
DEVELOPMENT IN THE PERIOD 2011 – 2020
Unit: billion dongs
Capital source
Of which
Period
2011 - 2020
2011 - 2015
2015 - 2020
13,866
5,596
8,270
human
5,538
2,341
3,197
training
8,328
3,255
5,073
Budget
10,539
4,243
6,296
Central Budget
8,559
3,383
5,176
Local Budget
1,780
860
1,120
Other mobilized sources
3,327
1,353
1,964
Total
1.
Capital
for
resource training
2.
Capital
for
material facilities
Of which:
Source: Draft of Planning forHuman resource development in Thua Thien
Hue in the period 2011 - 2020
APPENDIX 13: LOW QUALITY OF WORKERS
Mr. Phan Trung - Chairman of Thua Thien Hue province Labor Federation
said: The number of workers though increases but the quality, educational level,
workmanship, class enlightenment consciousness and political bravery,
professional passion and sense of organization and discipline, their working styles
remain a problem.
Source: http://www.baomoi.com/Home/LaoDong/www.cpv.org.vn/ThuaThien-Hue-Tap-trung-nang-cao-chat-luong-doi-ngu-cong-nhan/5235203.epi
APPENDIX 14: THUA THIEN HUE WITH NO GOOD
REMUNERATION POLICY
A leader of Hue Central Hospital said: To keep good people three conditions
must be met: The work environment, opportunities for promotion and
remuneration policies. Currently Hue Central Hospital is facing the third one. In
addition to the salary, if trying best we can only give the staff around 1.5 million
VND / person / month more. Such a low income together with responsibilities,
the local interest to them is almost null, so their searching for locals offering
many times higher income, better remuneration is reasonable.
Source: http://laodong.com.vn/Tin-Tuc/Tung-nguoi-tai-bo-ta-di/22510
According to Mr Cai Vinh Tuan - Director of the Department of Home Affairs of
Thua Thien Hue "Some units, locals haven’t well implemented source training
planning, leading to staff both redundant and deficient. Officials Policy have
recently been positively reformed but there has still been no breakthrough policy
to attract talents and retain good people. That is the reason why so many local
people with high learning achievements aren’t coming back to their hometown to
work ".
Source: http://laodong.com.vn/Tin-Tuc/Tung-nguoi-tai-bo-ta-di/22510
GENERALIZED RESULTS OF SURVEY ON LABOR
1. Educational level
Educational level
Quantity
%
Illiteracy
0
0
Elementary
2
.4
Secondary school
17
3.4
High school
481
96.2
Total
500
100.0
Quantity
%
Without technical expertise
4
.8
Technical workers with
91
18.2
20
4.0
Elementary
7
1.4
Vocational high school
23
4.6
Junior college
191
38.2
University
132
26.4
Postgraduate
32
6.4
Total
500
100.0
2. Professional expertise
Professional expertise
degree/certificate
Technical workers without
degree/certificate
3. Age
Age
Quantity
Real %
Within 15 - 30
181
36.2
Within 30 - 40
144
28.8
Within 40 - 50
131
26.2
Within 50 - 60
44
8.8
Total
500
100.0
4. Health condition
Criteria
Disease
Endurance, resistance
Sound mind, cheery
Option
Quantity
%
Yes
75
No
425
85.0
Total
500
100.0
Yes
456
91.2
No
44
8.8
Total
500
100.0
Yes
462
92.4
No
38
7.6
Total
500
15.0
100.0
5. Height, weight
- Height, weight of female labor
Criteria
Quantity
Lowest
Highest
Average
Height
257
138
168
153.342
Weight
257
38.00
63.00
50.543
Quantity
Lowest
Highest
Average
Height
243
157
170
163.533
Weight
243
55
67
61.342
- Height, weight of male labor
Criteria
6. Suitability of work
Degree
Quantity
%
Suitable
418
83.6
Unsuitable
43
8.6
Difficult to answer
39
7.8
Total
500
100.0
7. Level of work like
Degree
Quantity
%
Very much
132
26.4
Like
304
60.8
Dislike
14
2.8
Difficult to answer
50
10.0
Total
500
100.0
8. Assessment of knowledge
Criteria
General social knowledge
Professional knowledge
Knowledge about Labor Law and
Labor Regulations
Capacity in IT and other modern
equipment manipulation
Foreign languages capacity
Option
Unsatisfied
Satisfied
Much satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much satisfied
Difficult to
answer
Total
Quantity
177
181
28
%
35.4
36.2
5.6
114
22.8
500
159
200
69
100.0
31.8
40.0
13.8
72
14.4
500
145
239
36
100.0
29.0
45.8
7.2
90
18.0
500
180
237
50
100.0
36.0
47.4
10.0
33
6.6
500
289
160
15
100.0
57.8
32.0
3.0
36
7.2
500
100.0
9. Assessment of creativeness
Criteria
Quantity
%
Not good
216
43.2
Good
226
45.2
Very good
33
6.6
25
5.0
Total
500
100.0
Frequently have solutions to
Not good
116
23.2
improve work efficiency
Good
251
50.2
Very good
46
9.2
87
17.4
Total
500
100.0
Not good
293
58.6
viewpoints and thoughts in work
Good
66
13.2
Very good
65
13.0
76
15.2
Total
500
100.0
Not good
196
39.2
machines and apply them to work
Good
264
52.8
Very good
4
.8
Difficult to
answer
36
7.2
Total
500
100.0
Not good
154
30.8
Good
279
55.8
2
.4
65
13.0
500
100.0
Frequently have initiatives in work
Option
Difficult to
answer
Difficult to
answer
Difficult to
answer
Very good
Difficult to
answer
Total
10. Assessment of the adaptation and flexibility
Criteria
Option
Quantity
Real %
Not good
216
43.2
Accept changes, work
Good
226
45.2
transformation
Very good
33
6.6
25
5.0
Total
500
100.0
Have self-motivation and accept
Not good
116
23.2
new jobs
Good
251
50.2
Very good
46
9.2
87
17.4
Total
500
100.0
Ability to quickly seize market
Not good
293
58.6
information
Good
66
13.2
Very good
65
13.0
76
15.2
Total
500
100.0
Availability of movement, change
Not good
54
10.8
of work
Good
208
41.6
Very good
36
7.2
202
40.4
Total
500
100.0
Ability to cope with shocks, risks in
Not good
112
22.4
work
Good
208
41. 6
Very good
35
7.0
Difficult to
answer
145
29.0
Total
500
100.0
Difficult to
answer
Difficult to
answer
Difficult to
answer
Difficult to
answer
11. Assessment of working style and discipline of labor
Criteria
Option
Quantity
%
Awareness of abidance by
Not good
69
25. 6
regulations, disciplines of labor
Good
252
50.4
Very good
52
10.4
68
13. 6
Total
500
100.0
Responsibility spirit for work of
Not good
124
24.8
labor
Good
236
47.2
Very good
77
3. 6
63
31.6
Total
500
100.0
Learning spirit to improve
Not good
135
27.0
knowledge and experience in work
Good
250
50.0
Very good
42
8.4
73
14. 6
Total
500
100.0
Not good
134
26.8
Good
254
50.8
Very good
98
19.6
14
2.8
500
100.0
Difficult to
answer
Difficult to
answer
Difficult to
answer
Professional level in work
Difficult to
answer
Total
Comply with and treasure time at
Not good
142
28.4
work
Good
258
51. 6
Very good
30
6.0
70
14.0
Total
500
100.0
Not good
147
29.4
Good
249
49.8
Very good
28
5.6
76
15.2
500
100.0
Quantity
%
Not good
138
27.6
Good
255
51.0
Very good
45
9.0
62
17.8
Total
500
100.0
Effort, exertion to overcome
Not good
128
25. 6
difficulties in work
Good
283
56. 6
Very good
23
4.6
66
13.2
Total
500
100.0
Not good
127
25.4
Good
257
51.4
Difficult to
answer
Dynamic and flexible
Difficult to
answer
Total
12. Assessment the dedication level of labor in work
Criteria
Diligence at work
Option
Difficult to
answer
Difficult to
answer
Enthusiasm in work
Very good
51
10.2
65
13.0
Total
500
100.0
Not good
135
27.0
Good
250
50.0
Very good
42
8.4
73
14. 6
500
100.0
134
26.8
Good
254
50.8
Very good
98
19.6
14
2.8
500
100.0
Quantity
%
Very proficient
86
17.2
Proficient
245
49.0
Not proficient
150
30.0
19
3.8
Total
500
100.0
High
216
43.2
Not high
226
45.2
Low
33
6.6
Difficult to
answer
Passion in work
Difficult to
answer
Total
Loyalty and attachment to the agency Not good
Difficult to
answer
Total
13. Assessment of skills in work
Criteria
Proficiency in expertise
Option
Difficult to
answer
Creativeness in work
Difficult to
25
5.0
Total
500
100.0
Adaptation to changes and
Not good
116
23.2
flexibility
Good
251
50.2
Very good
46
9.2
87
17.4
Total
500
100.0
High
293
58.6
Not high
66
13.2
Low
65
13.0
76
15.2
500
100.0
answer
Difficult to
answer
Industrial working style, discipline
Difficult to
answer
Total
14. Initiatives within the last 05 years
Initiatives
Quantity
%
Within 1 - 2
167
33.4
Within 2 - 4
102
20.4
Within 4 - 6
91
18.2
Within 6 - 8
33
6.6
Within 8 - 10
16
3.2
Over 10
23
4.6
None
68
13.6
Total
500
100.0
15. Names of initiatives, inventions
Initiatives, inventions
Building models
Designing new products
Improving production process
Renovating working methods
Doing scientific research, writing
articles
Others
Option
Quantity
%
Yes
59
11.8
No
441
88.2
Total
500
100.0
Yes
101
20.2
No
399
79.8
Total
500
100.0
Yes
83
16.6
No
417
83.4
Total
500
100.0
Yes
291
58.2
No
209
41.8
Total
500
100.0
Yes
143
28.6
No
357
71.4
Total
500
100.0
Yes
28
5.6
No
472
94.4
Total
500
100.0
16. Obstacles for work quality, especially the creativeness
Criteria
Educational and professional qualification
Unsound working environment
Option
Quantity
%
Yes
100
20.0
No
400
80.0
Total
500
100.0
Yes
123
24.6
No
377
75.4
Total
500
100.0
Lack of material facilities, equipment
Yes
157
31.4
No
343
68.6
Total
500
100.0
Unsatisfactory incentive, remuneration
Yes
155
31.0
policies of the local
No
345
69.0
Total
500
100.0
Yes
211
42.2
No
289
57.8
Total
500
100.0
All the above options
17. Solutions to promote creativeness and efficiency in work
Criteria
Quantity
%
Yes
52
10.4
No
448
89.6
Total
500
100.0
Yes
89
17.8
411
82.2
Total
500
100.0
Yes
68
13.6
No
432
86.4
Total
500
100.0
Pay attention to the work of professional
Yes
66
13.2
level improvement and enhancement
No
434
86.8
Total
500
100.0
Yes
369
73.8
No
131
26.2
Total
500
100.0
Building an ideal working environment
Material remuneration policies in
Option
proportion to qualifications and contribution No
Policies to appreciate and attract talents
18. Does Thua Thien Hue have remuneration policies for appealing
talents from other localities?
Option
Quantity
%
Yes
77
15.4
No
260
52.0
Don’t know
163
32.6
Total
500
100.0
19. Remuneration policies for appealing talents from other localities
Criteria
Quantity
%
Yes
13
2.6
No
487
97.4
Total
500
100.0
Yes
24
4.8
No
476
95.2
Total
500
100.0
Yes
15
3.0
No
485
97.0
Total
500
100.0
Assinging position suitable with
Yes
57
11.4
qualifications and capacity
No
443
88.6
Total
500
100.0
Yes
20
4.0
No
480
96.0
Total
500
100.0
Yes
26
5.2
No
474
94.8
Total
500
100.0
Yes
13
2.6
No
487
97.4
Total
500
100.0
Issuing land and house
Lending house at low price
Offering initial financial assistance
Getting promoted
Being paid high salary
Others
Option
20. Does Thua Thien Hue have remuneration policies for appreciating
and
well treating talents managed by the province?
Option
Quantity
%
Yes
195
39.0
No
122
24.4
Don’t know
183
36.6
Total
500
100.0
21. Remuneration policies for appreciating and well treating talents
managed by the province
Criteria
Being supported after completing courses
(For PhD, Master degrees)
Being appointed to study abroad in the
Project 02 and 03 of the Province
Being assigned better position after training
Getting promoted
Option
Quantity
%
Yes
No
Total
Yes
No
Total
Yes
No
Total
Yes
No
146
354
500
118
382
500
54
446
500
113
387
29.2
70.8
100.0
23.6
76.4
100.0
10.8
89.2
100.0
22.6
77.4
Total
500
100.0
22. Does Thua Thien Hue have remuneration policies for appreciating and
well treating talents managed by the Central authorities?
Option
Quantity
%
Yes
51
10.2
No
243
48.6
Don’t know
206
41.2
Total
500
100.0
23. Remuneration policies for appreciating and well treating talents
managed by the Central authorities
Criteria
Being supported after completing courses
Being appointed to study abroad in the
Project 02 and 03 of the Province
Being assigned better position after
training
Getting promoted
Option
Quantity
%
Yes
22
4.4
No
478
95.6
Total
500
100.0
Yes
18
3.6
No
482
96.4
Total
500
100.0
Yes
28
5.6
No
472
94.4
Total
500
100.0
Yes
24
4.8
No
476
95.2
Total
500
100.0
24. Reasons for difficulty in appealing and appreciating talents
Criteria
Few opportunities for promotion
Lack of rational remuneration policies
Option
Quantity
%
Yes
216
43.2
No
284
56.8
Total
500
100.0
Yes
235
47.0
No
265
53
Total
500
100.0
Yes
371
74.2
No
129
25.8
Total
500
100.0
Discrimination between staff managed
Yes
302
60.4
by the Central authorities and the local
No
198
39. 6
staff
Total
500
100.0
Yes
341
65.2
No
267
53.4
Total
500
100.0
Yes
21
4.2
No
479
95.8
Total
500
100.0
Others
25. Assessment of remuneration policies for appreciating and well
treating talents in Hue.
Option
Quantity
13
%
2.6
Basically rational
50
10.0
Irrational
294
58.8
Difficult to answer
143
28.6
Total
500
100.0
Quantity
104
%
41.0
294
55
100.0
17.8
294
40
100.0
10.0
294
30
100.0
9.0
294
100.0
65
294
22.2
100.0
Rational
Suggestions
Solution
Satisfactory material remuneration
policies
Timely commendation and rewards
Being assigned position suitable with
qualifications and capacity
Building sound working environment,
chance to get promotion and higher
positions
FINDINGS OF SURVEYING LABOR USERS AND MANAGERS
1. Labor recruitment based on the following criteria:
Option
Quantity
%
Qualifications
72
90.0
Interview
43
53.8
Age
35
43.8
Gender
14
17.5
Local people preferentially
15
18.8
2. Difficulties in recruitment process
Option
Quantity
%
Yes
32
40.0
No
39
48.8
Difficult to say
9
11.2
Total
80
100.0
3. Usual difficulties
Criteria
Low –quality labor (no technical
expertise)
Trained labor unsuitable for
requirements of the agencies
There are no policies, remuneration for
highly-qualified labor
Limited norm
All above options
Others
Option
Yes
No
Total
Yes
No
Total
Yes
No
Total
Yes
No
Total
Yes
No
Total
Yes
No
Total
Quantity
13
67
80
31
49
80
32
48
80
40
40
80
13
67
80
2
78
80
%
16.2
83.8
100.0
38.8
61.2
100.0
40.0
60.0
100.0
50.0
50.0
100.0
16.2
83.8
100.0
2.5
97.5
100.0
4. After recruitment, does the agency continue training?
Option
Quantity
%
Yes
60
75.0
No
20
25.0
Total
80
100.0
5. Subjects and types of training for labor after recruitment
a.Trained subjects
Subject
Labor without technical
expertise
Technical workers
Quantity
8
%
10.0
2
2.5
Elementary
1
1.2
13
16.2
Junior College,
56
70.0
80
100.0
University and over
Total
b.Type of training applied by the agency
Type
Training in agency, enterprise
Training at centers abroad
Training at centers in the nation
Others
Option
Quantity
%
Yes
28
35.0
No
52
65.0
Total
80
100.0
Yes
17
21.2
No
63
78.8
Total
80
100.0
Yes
59
73.8
No
21
26.2
Total
80
100.0
Yes
5
6.2
No
75
93.8
Total
80
100.0
c.Objectives of training courses
Objectives
Quantity
%
Yes
70
87.5
No
10
12.5
Total
80
100.0
Yes
40
50.0
No
40
50.0
Total
80
100.0
Yes
17
21.2
No
63
78.8
Total
80
100.0
Yes
19
23.8
No
61
76.2
Total
80
100.0
Practice of industrial working style,
Yes
13
16.2
discipline
No
67
83.8
Total
80
100.0
Yes
2
2.5
No
78
97.5
Total
80
100.0
Enhance professional knowledge
Practice of soft skills
Practice of group work skill
Practice of creativeness
Option
6. Labor’s knowledge assessment
Criteria
General social knowledge
Professional knowledge
Option
Quantity
%
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
35
35
43.8
43.8
4
5.0
6
7.5
80
26
44
100.0
32.5
55.0
Knowledge about Labor Law and
Labor Regulations
Capacity in IT and other modern
Foreign languages capacity
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
5
6.2
5
6.2
80
32
41
100.0
40.0
51.2
5
6.2
2
2.5
80
32
41
100.0
40.0
51.2
4
5.0
3
3.8
80
56
19
100.0
70.0
23.8
2
2.5
3
3.8
80
100.0
7. Assessment of creativeness
Frequently have initiatives in work
Option
Quantity
%
Unsatisfied
44
55.0
Satisfied
31
38.8
4
5.0
1
1.2
Much
satisfied
Difficult to
answer
Total
80
100.0
Frequently have solutions to improve
Unsatisfied
40
50.0
work efficiency
Satisfied
35
43.8
3
3.8
2
2.5
Total
80
100.0
Unsatisfied
42
52.5
Satisfied
32
40.0
4
5.0
2
2.5
Total
80
100.0
Unsatisfied
25
31.2
Satisfied
48
60.0
6
7.5
1
1.2
Total
80
100.0
Unsatisfied
51
63.8
Satisfied
23
28.8
3
3.8
3
3.8
80
100.0
Much
satisfied
Difficult to
answer
Much
satisfied
Difficult to
answer
Much
satisfied
Difficult to
answer
Much
satisfied
Difficult to
answer
Total
8. Assessment of the adaptation and flexibility of labor
Criteria
Option
Unsatisfied
Accept changes, work transformation
Satisfied
Much
satisfied
Difficult to
answer
Total
Have self-motivation and accept new
Unsatisfied
jobs
Satisfied
Much
satisfied
Difficult to
answer
Total
Ability to quickly seize market
Unsatisfied
information
Satisfied
Much
satisfied
Difficult to
answer
Total
Availability of movement, change of
Unsatisfied
work
Satisfied
Much
satisfied
Difficult to
answer
Total
Ability to cope with shocks, risks in work Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Quantity
32
42
%
40.0
52.5
3
3.8
3
3.8
80
28
46
100.0
35.0
57.5
4
5.0
2
2.5
80
38
35
100.0
47.5
43.8
3
3.8
4
5.0
80
37
34
100.0
46.2
42.5
5
6.2
4
5.0
80
41
29
100.0
51.2
36.2
4
5.0
6
7.5
80
100.0
9. Assessment of working style and discipline of labor
Criteria
Awareness of abidance by regulations,
disciplines of labor
Responsibility spirit for work of labor
Learning spirit to improve knowledge
and experience in work
Professional level in work
Comply with and treasure time at work
Option
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Quantity
31
43
%
38.8
53.8
9
11.2
17
21.2
80
16
45
100.0
20.0
56.2
9
11.2
10
12.5
80
30
44
100.0
42.5
50.0
5
6.2
1
1.2
80
27
39
100.0
33.8
48.8
4
5.0
10
12.5
80
25
44
100.0
31.2
55.0
5
6.2
6
7.5
80
100.0
10. Assessment the dedication level of labor in work
Criteria
Effort, exertion to overcome difficulties in
Option
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
Unsatisfied
work
Satisfied
Diligence at work
Enthusiasm in work
4
5.0
0
0
80
18
100.0
22.5
55
68.8
6
7.5
1
1.2
80
100.0
Unsatisfied
16
20.0
Satisfied
51
63.8
10
12.5
3
3.8
80
100.0
Unsatisfied
25
31.2
Satisfied
41
51.2
9
11.2
5
6.2
80
100.0
12
57
15.0
71.2
8
10.0
3
3.8
80
100.0
Much
satisfied
Difficult to
answer
Total
Loyalty and attachment to the agency
%
22.5
72.5
Much
satisfied
Difficult to
answer
Total
Much
satisfied
Difficult to
answer
Total
Passion in work
Quantity
18
58
Unsatisfied
Satisfied
Much
satisfied
Difficult to
answer
Total
11. Assessment of work completion of labor
Criteria
Option
Quantity
%
Implementation progress or time allocated
Unsatisfied
20
25.0
for completion of work assigned
Satisfied
45
51.2
3
3.8
12
15.0
80
100.0
Unsatisfied
26
32.5
Satisfied
45
56.2
4
5.0
Much
satisfied
Difficult to
answer
Total
Work quality
Completion of norm, work volume
Much
satisfied
Difficult to
answer
Total
5
6.2
80
100.0
Unsatisfied
26
32.5
Satisfied
47
58.8
5
6.2
Much
satisfied
Difficult to
answer
Total
2
2.5
80
100.0
Efficiency of common work of the agency, Unsatisfied
19
23.8
enterprise
40
50.0
5
6.2
16
20.0
80
100.0
Satisfied
Much
satisfied
Difficult to
answer
Total
12. Obstacles for work quality, especially the creativeness of labor
Criteria
Option
Quantity
%
Educational and professional qualification
Lack of material facilities, equipment
Unsatisfactory incentive, remuneration
policies of the local
Others
Yes
47
58.8
No
33
41.2
Total
80
100.0
Yes
24
30.0
No
56
70.0
Total
80
100.0
Yes
55
68.8
No
25
31.2
Total
80
100.0
Yes
39
48.8
No
41
51.2
Total
80
100.0
Yes
8
10.0
No
72
90.0
Total
80
100.0
13. Solutions to promote creativeness and efficiency in work
Criteria
Building an ideal working environment
Option
Yes
No
Total
Material remuneration policies in proportion Yes
to qualifications and contribution
No
Total
Policies to appreciate and attract talents
Yes
No
Total
Pay attention to the work of professional
Yes
level improvement and enhancement
No
Total
Yes
No
Total
Quantity
%
39
41
80
47
33
80
45
35
80
12
68
80
22
58
80
48.8
51.2
100.0
58.8
41.2
100.0
56.2
43.8
100.0
15.0
85.0
100.0
27.5
72.5
100.0
14. Does Thua Thien Hue have remuneration policies for appealing
Option
Quantity
%
Yes
10
12.5
No
26
32.5
Don’t know
44
55.0
Total
80
100.0
15. Does Thua Thien Hue have remuneration policies for appreciating
and well treating talents working in the province?
Option
Quantity
%
Yes
14
17.5
No
19
23.8
Don’t know
47
58.8
Total
80
100.0
16. Assessment of policies for appreciating talents in Thua Thien Hue
Province nowadays
Option
Quantity
%
Rational
3
3.8
Basically rational
16
20.0
Irrational
43
53.8
Difficult to answer
18
22.5
Total
80
100.0
17. Reasons for difficulty in appealing and appreciating talents in Thua
Thien Hue Province
Option
Quantity
%
Yes
12
15.0
No
68
85.0
Total
80
100.0
Yes
21
26.2
No
59
73.8
Total
80
100.0
46
57.5
No
34
42.5
Total
80
100.0
Discrimination between staff managed Yes
15
18.8
by the Central authorities and the
No
65
81.2
local staff
Total
80
100.0
Yes
27
33.8
No
53
66.2
Total
80
100.0
Yes
2
2.5
No
78
97.5
Total
80
100.0
Few opportunities for promotion
Lack of rational remuneration policies Yes
Others
QUESIONNAIRE FOR LABOR IN THUA THIEN HUE PROVINCE
********
Currently, we are working on the topic “Human resources for industrialization and
modernization associated with the development of knowledge-based economy in Thua
Thien Hue Province”. Please choose your options with a (x). Thank you very much.
Question 1: Please provide some personal information
a. Full name:
b. Work place:
c. Educational level:
Illiterate 
Primary school  Secondary school  High school 
d. Technical expertise:
-
No technical expertise 
-
Technical worker (with degree/certificate 
-
Elementary
-
-
Junior college, university and over (Junior College  University  Postgraduate
Without degree/certificate )
 )
e. Age
15- 30 
Within 30 - 40 
Within 40 - 50 
Within 50 - 60 
f. Heath condition ( Male  ; Female  ) (fill in and mark x)
- Height 1m.........cm
- Weight 1m......cm
- Diseases............... 
- No diseases...............
- Endurance, resistance 
- No endurance, resistance..........
- Sound mind, cheery..........
Question 2: Is your current job suitable with your capacity and trained major?
a. Suitable 
b. Unsuitable 
c. Difficult to answer 
Question 3: Do you love your current job?
a. Very much 
b. Yes 
No 
Question 4: How do you assess your knowledge level?
Not
Knowledge
Good
good
Very
Difficult
good
to answer
No
Difficult to
1. General social knowledge
2. Professional knowledge
3. Knowledge about Labor Law and Labor
Regulations
4. Capacity in IT and other modern equipment
manipulation
5. Foreign languages capacity
Question 5: How do you assess your creativeness?
Creativeness in work
Yes
answer
1. Frequently have initiatives in work (forming
models, designing products or deploying Scientific
research topics, improving teaching methods…)
2. Frequently have solutions to improve work
efficiency
3. Frequently have new changes in viewpoints and
thoughts in work
4. Know to exploit modern media, machines and
apply them to work
5 Frequently give new ideas
Question 6: How do you assess your adaptation and flexibility
Adaptation and flexibility in work
Not
good
Good Very
good
Difficult to
answer
1. Accept changes, work transformation
2. Have self-motivation and accept new jobs
3. Ability to quickly seize market information
4. Availability of movement, change of work
5. Ability to cope with shocks, risks in work
Question 7: How do you assess your working style and discipline?
Working style and discipline in work
Not
good
Good
Very
good
Difficult
to answer
1. Awareness of abidance by regulations,
2. Responsibility spirit for work of labor
3. Learning spirit to improve knowledge and
experience in work
4. Professional level in work
5. Comply with and treasure time at work
6. Dynamic, active and flexible
Question 8: How do you assess your dedication in work?
Dedication in work
1. Diligence at work
2. Effort, exertion to overcome difficulties in
work
3. Enthusiasm in work
4. Passion in work
5 Loyalty and attachment to the agency
Not
good
Good
Very
good
Difficult
to answer
Question 9: What is your general assessment of your capacity in work?
a. Professional expertise
Very skillful  Skillful 
Unskillful  Difficult to answer 
b. Creativeness in work
High 
Not high 
Low 
Difficult to answer 
c. Adaptation and flexibility to changes
Not good 
Good 
Very good 
d. Working style and discipline
High 
Not high 
Low 
Question 10: How many initiatives, inventions have you had since the last 05 years
in work?
1-2 
b. 2-4 
c. 4-6 
d. 6-8 
e.8-10 
f. Over 10 
What are they?
a. Building models 
b. Designing new products 
c. Improving production process 
d. Renovating working methods 
e. Doing scientific research, writing articles 
f. Others.....................................................................................................................
Question 11: In your opinion, What are the obstacles for work quality, especially
the creativeness ? (Can take several options)
a. Personal educational and professional qualification 
b. Unsound working environment 
c. Lack of material facilities, equipment 
d. Unsatisfactory incentive, remuneration policies of the local 
Others.................................................................................................
Question 12: What do you need to promote creativeness and efficiency in work?
(Can take several options)
a. Building an ideal working environment 
b. Material remuneration policies in proportion to qualifications and contribution 
c. Policies to appreciate and attract talents 
d. Pay attention to the work of professional level improvement and enhancement 
e. All the above options 
Question 13: Does Thua Thien Hue have remuneration policies for appealing
a. Yes

b. No 
c. Don’t know 
What are they?
a. Issuing land and house

b. Lending house at low price 
c. Offering initial financial assistance 
d. Assigning position suitable with qualifications and capacity 
e. Getting promoted 
f. Being paid high salary 
g. Others...................................................................................................................
Question 14: Does Thua Thien Hue have remuneration policies for appreciating
and well treating talents managed by the province?
a. Yes

What are they?
b. No 
c. Don’t know 
a. Being supported after completing courses (For PhD, Master degrees)
- For Master degree, how much is the assistance?.................................mil dongs
- For PhD degree, how much is the assistance?.................................mil dongs
b. Being appointed to study abroad in the Project 02 and 03 of the Province 
c. Being assigned better position after training 
d. Getting promoted 
Question 15: Does Thua Thien Hue have remuneration policies for appreciating
and well treating talents managed by the Central authorities? (are now working in the
province)
a. Yes

b. No 
c. Don’t know 
What are they?
a. Being supported after completing courses (For PhD, Master degrees) 
b. Being appointed to study abroad in the Project 02 and 03 of the Province 
c. Being assigned better position after training 
d. Getting promoted 
Question 16: What do you think the reasons for difficulty in appealing and
appreciating talents in Thua Thien Hue Province ? (Can take several options)
a. Unsound working environment 
b. Few opportunities for promotion 
c. Lack of rational remuneration policies 
d. Discrimination between staff managed by the Central authorities and the local
staff 
f.
Others................................................................................................................
Question 17. What do you think about the policies for appreciating talents in Thua
Thien Hue Province nowadays?
a. Rational  b. Basically rational  c. Irrational  d. Difficult to answer 
If irrational, what are your suggestions? (Can take several options)
a. Satisfactory material remuneration policies 
b. Timely commendation and rewards 
c. Being assigned position suitable with qualifications and capacity 
d. Building sound working environment, chance to get promotion and higher
positions 
QUESTIONNAIRE APPLIED TO LABOR USERS
(For labor managers)
Currently, we are working on the topic “Human resources for industrialization and
modernization associated with the development of knowledge-based economy in Thua
Thien Hue Province”. Please choose your options with a (x). Thank you very much.
Question 1. Labor recruitment in Your agency is based on the following criteria:
a. Qualifications 
b. Competence (through Interview) 
c. Age 
d. Gender 
e. Local people preferentially 
Question 2: Does Your agency face Difficulties in recruitment process?
a. Yes 
b. No 
Question 3: What are the usual difficulties?
a. Low –quality labor (no technical expertise) 
b. Trained labor unsuitable for requirements of the agencies 
c. There are no policies, remuneration for highly-qualified labor
d. Limited norm 
f. Others...........................................................................................
Question 4: After recruitment, does the agency continue training?
a. Yes 
b. No 
c. Don’t know 
Question 5: If there is training after recruitment, please specify
a. Main subjects for training:
- Labor without technical expertise  - Technical workers 
- Elementary 
- Vocational high school 
- Junior College, University and over 
b. Main type of training applied by the agency:

- Training in agency, enterprise

- Training at centers abroad 
- Training at centers in the nation 
- Others ...................................
c. What are the objectives of training courses?
- Enhance professional knowledge 
- Practice of soft skills 
- Practice of group work skill 
- Practice of creativeness 
- Practice of industrial working style, discipline 
- All the above options 
Question 6: Please show your satisfaction for labor in your agency, enterprise
a. Knowledge of labor
Criteria
1. General social knowledge
2. Professional knowledge
3. Knowledge about Labor Law and Labor
Regulations
4. Capacity in IT and other modern
5. Foreign languages capacity
Unsatisfied
Satisfied
Much
Satisfied
Difficult
to
answer
b.Creativeness of labor in work
Criteria
Unsatisfied
Satisfied
Much
Satisfied
Difficult
to
answer
1. Frequently have initiatives in work
(forming models, designing products or
deploying Scientific research topics,
improving teaching methods…)
2. Frequently have solutions to improve
work efficiency
3. Frequently have new changes in
4. Know to exploit modern media,
5. Frequently give new ideas
c. Adaptation and flexibility of labor
Criteria
1. Accept changes, work transformation
2. Have self-motivation and accept new
jobs
3. Ability to quickly seize market
information
4. Availability of movement, change of
work
5. Ability to cope with shocks, risks in
work
Unsatisfied
Satisfied
Much
Satisfied
Difficult
to
answer
d. Working style and discipline of labor
Criteria
Unsatisfied
Satisfied
Much
Satisfied
Difficult
to
answer
Unsatisfied
Satisfied
Much
Satisfied
Difficult
to answer
Unsatisfied
Satisfied
Much
Satisfied
Difficult
to answer
1. Awareness of abidance by regulations,
2. Responsibility spirit for work of labor
3. Learning spirit to improve knowledge
and experience in work
4. Professional level in work (dynamic,
active and flexible)
5. Comply with and treasure time at work
e. Dedication level of labor in work
Criteria
1. Diligence at work
2. Effort, exertion to overcome
difficulties in work
3. Enthusiasm in work
4. Passion in work
5. Loyalty and attachment to the agency
f. Work completion of labor
Criteria
1. Implementation progress or time
allocated for completion of work assigned
2. Work quality
3. Completion of norm, work volume
4.
Efficiency of common work of the
agency, enterprise
Question 7: What are the obstacles for work quality, especially the creativeness of labor?
e. Educational and professional qualification does not meet the requirements 
f. Unsound working environment 
g. Lack of material facilities, equipment 
h. Unsatisfactory incentive, remuneration policies of the local 
i. Others.................................................................................................
Question 8: In your opinion, what is necessary to promote creativeness and efficiency in
work?
f. Building an ideal working environment 
g. Material remuneration policies in proportion to qualifications and contribution 
h. Policies to appreciate and attract talents 
i. Pay attention to the work of professional level improvement and enhancement 
j. All the above options 
Question 9: Does Thua Thien Hue have remuneration policies for appealing talents
from other localities?
a. Yes

b. No 
c. Don’t know 
If yes, please specify.............................................................................................
.......................................................................................................................................
Question 10: Does Thua Thien Hue have remuneration policies for appreciating and
well treating talents working in the province?
a. Yes

b. No 
c. Don’t know 
If yes, please specify.............................................................................................
.......................................................................................................................................
Question 11: As we know, the talents remuneration policies remain discrimination
between staff managed by the Central authorities and the local staff. What is your
opinion about this issue?
........................................................................................................................................
......................................................................................................................................
Question 12. What do you think about the policies for appreciating talents in Thua
Thien Hue Province nowadays?
a. Rational 
b. Basically rational 
c. Irrational 
d. Difficult to answer 
If irrational, what are your suggestions?...........................................................
..................................................................................................................................................
............................................................................................................................ Question 13:
What do you think the reasons for difficulty in appealing and appreciating talents in
Thua Thien Hue Province ?
g. Unsound working environment 
h. Few opportunities for promotion 
i. Lack of rational remuneration policies 
j. Discrimination between staff managed by the Central authorities and the local
staff 
k. All the above options 
l. Others..............................................................................................................
Question 14: In your opinion, what does the province need to do to develop the human
resources,
especially
high
quality
one
for
Industrialization
and
Modernization?........................................................................................................................
..................................................................................................................................................
................................................................................................................

human resources for industrialization and modernization associated

Transcription

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