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VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES NGUYEN THANH HUYEN POLICY ON DEVELOPING UNIVERSITY LECTURERS FORM THE PRACTICE OF THAI NGUYEN UNIVERSITY SUMMARY OF DOCTORAL THESIS PUBLIC POLICY HA NOI – 2022 The work is completed at: The academy of social sciences - the Vietnam Academy of social sciences Scientific instructor: Assoc.Prof.Dr.Mai Ha Assoc.Prof.Dr Vu Tuan Hung Review 1: Assoc.Prof.Dr Luu Van Quang Ho Chi Minh National Academy of Politics Review 2: Assoc.Prof.Dr Ngo Phuc Hanh Academy of Policy and Development Review 3: Assoc.Prof.Dr Hoang Mai National Academy of Public Administration The thesis will be defended before the Thesis Judging Committee The Academy meets at at ……hours……minute, day……month……year The thesis can be found at the library: PREAMBLE The urgency of the thesis The teaching lecturers at universities is an important force for the existence and development of the higher education system in general, and of higher education institutions in particular Therefore, developing university lecturers is one of the most important tasks of the state and higher education institutions The policy of developing university lecturers in our country now has clearly defined the goal of building university lecturers in sufficient quantity with a reasonable structure and increasingly improved quality However, in the process of implementing policies to develop higher education faculty at public higher education institutions in our country, certain limitations still exist, which have not yet yielded the desired results Therefore, the focus on comprehensive research on university faculty development policy from practice at Thai Nguyen University (TNUS) aims to generalize the policy system for university faculty development, clarifying the rationality and feasibility of the university policies when implemented in practice, thereby to propose solutions to contribute to improving the quality of policy content for developing university faculty in Vietnam today Therefore, the selection of the topic: "Policy to develop university lecturers from the practice of Thai Nguyen University" as the research direction of the thesis in public policy is a meaningful issue Research purpose and tasks 2.1 Research purpose: Researching the policy of developing university faculty in Vietnam through the practice of policy on developing university faculty at TNUS Thereby offering solutions to contribute to perfecting the policy of developing university lecturers in Vietnam through practical implementation at TNUS 2.2 Research tasks: (1) Overview of research works; (2) Clarifying the theoretical and practical basis of the thesis; (3) Clarifying the actual situation of implementing policy on developing university faculty at TNUS through each policy content and evaluation; (4) Propose solutions to improve the policy of developing university lecturers in Vietnam through practical implementation at TNUS Object and scope of research 3.1 Research object: Policy on developing university lecturers in Vietnam through practical implementation at TNUS 3.2 Research scope - Spatial scope: Thai Nguyen University, Thai Nguyen province - Time range: From 2011 to 2020 - Scope of content: Researching policies on developing university lecturers through specific policies including: planning, attraction, recruitment; training, fostering and maintaining university lecturers (including using, evaluating, treating and honoring university lecturers) Methodology and research methods 4.1 Research methodology: The thesis is approached on the basis of dialectical materialist principles and methods of Marxism-Leninism, Ho Chi Minh's thought, etc At the same time, it uses materialistic methodology history 4.2 Research methods: The PhD student used document research methods, observation methods, interview methods (71 subjects including managers and faculty members), questionnaire survey method (753/2.259 university lecturers), case study method and information processing method through secondary and primary sources of information by entering data through Microsoft Excel software, the results are concretized through data tables , the diagram contributes to clarify the research problem New scientific contributions of the thesis Indicate the perspective of research and policy on university faculty development according to the functional activities of human resource management associated with determining the content of university lecturers development policy The direction of implementation in the thesis is both systematizes the policy on development of university lecturers and has a practical basis for screening through which to offer possible solutions to improve the policy of developing university lecturers in Vietnam, in which PhD Student focuses on analyzing the context of digital transformation and providing solutions on building a system of criteria for evaluating university lecturers Theoretical and practical significance of the thesis 6.1 Theoretical meaning: Systematize related concepts, systematize documents 6.2 Practical significance: Proposing a number of solutions to improve the content of policies on development of university lecturers in Vietnam Structure of the thesis In addition to the introduction, conclusion, list of published works, references and appendices, the content of the thesis is structured with chapters and 11 sections CONTENT CHAPTER 1: RESEARCH SITUATION OVERVIEW RELATED TO THESIS AND ASSESSMENT 1.1 Research works related to the thesis topic 1.1.1 Research work on theoretical issues of public policy, development policy of university faculty and influencing factors Theoretical researches on CSC and policies on development of higher education faculty at home and abroad have made certain contributions to systematizing and concretizing the theoretical basis of CSC, policies to develop university faculty members in the educational system university education At the same time, it helps the initial researcher to identify the basic factors affecting the policy of developing university lecturers in Vietnam 1.1.2 Research project on development policy of university lecturers from the perspective of current situation and solutions Research works at home and abroad on the current policy situation and implementation of the contents of the policy on development of university university lecturers through each period and in each specific condition There are research projects that offer macro- and comprehensive solutions, there are also works that give specific solutions to develop university faculty 1.2 An overview of the research situation related to the thesis 1.2.1 Inheritance points and gaps to be studied * For research works on public policy, university faculty development policy from the perspective of theory and influencing factors: The PhD student inherits some concepts of scholars about public policy, development policy of university lecturers However, in his thesis, the researcher clarifies the content of the policy concept for the development of university faculty, indicating the approach in relation to the content of the policy In his research, the researcher also systematizes the factors affecting the policy of developing university lecturers, because these are the conditions for the policy to be enacted and effectively implemented in practice This is the point that the research works that PhD Student researched have not been able to * For research works on policy on developing university lecturers from the perspective of reality and solutions: Through the research works, it helps researchers have a more comprehensive and multi-dimensional view of the policy system and solution system development of university lecturers However, in his thesis, the PhD student studies the case of implementing the policy of developing university faculty at TU to recognize and evaluate the policy of developing university faculty in Vietnam The PhD student also analyzes the context of digital transformation in the field of education and policy orientation, through which to offer solutions to improve the policy of developing university lecturers in Vietnam, focusing on solutions to build a system criteria for evaluating university lecturers according to the requirements of the job, as well as the way to set up the salary fund and distribute salary according to work results 1.2.2 Dissertation issues to focus on solving - Theoretically: Clarifying the content of the policy concept for university faculty development, specifying the functional approach of human resource management in relation to the content of the policy Clarifying the implementation direction of the thesis, taking private university as a practice to evaluate the policy of developing university faculty Describe the factors affecting the policy of developing university lecturers in Vietnam - About the content: Description of the policy on developing university faculty in Vietnam, studying the actual situation of implementing the policy on development of university lecturers at TNUS, thereby to assess the reasonableness of each policy content through practical implementation at the university At the same time, describe and evaluate the factors affecting the implementation of the policy on developing university faculty at TNUS Explore the digital transformation landscape in the education sector Focus on building a job description for university lecturers in association with the requirements of the job, thereby building a system of criteria for evaluating university lecturers according to the requirements of the job, as well as how to establish the salary fund and distribution salaries and payment methods of public higher education institutions In addition, solutions are also proposed to promote the role of factors that have a positive impact on the policy of developing university lecturers CHAPTER THEORETICAL BASIS AND PRACTICE BASIS ON UNIVERSITY TEAM DEVELOPMENT POLICY 2.1 The concept, role and content of the policy on development of university lecturers 2.1.1 Concept PhD Student overviews the concepts of public policy, university faculty, university faculty development and focuses on analyzing the policy concept for university faculty development Accordingly, the policy of developing university lecturers is a system of relevant decisions of the entities empowered in determining goals, orientations, providing solutions and implementation tools in order to build university lecturers to ensure compliance with regulations The scale, structure and quality meet the development orientation of the higher education system and the requirements of society 2.1.2 Objectives and roles of university lecturers development policy * Objective: The general objective of the policy on development of university lecturers is to build and maintain university faculty in sufficient quantity, with a reasonable scale and structure, to ensure the improvement of qualifications, quality and quality to meet requirements development and international integration needs of the higher education system * The role of policy on developing university lecturers: Orienting, leading, raising the awareness of society, higher education institutions and teaching lecturers; Controlling, regulating and allocating resources in the process of implementing policies on development of university lecturers; Coordinating activities, mobilizing resources in the process of implementing policies on development of university lecturers 2.1.3 Contents of the policy on development of university lecturers The thesis clearly defines the approach to the content of policy on developing university lecturers from the perspective of component policies to perform the function of attracting, training, fostering and maintaining university lecturers in higher education institutions in particular and the education system Generally speaking Specifically, the content of policy on developing university lecturers according to the function of human resource management includes: Policy on planning, attracting and recruiting university lecturers; Policy on training and fostering university lecturers; Policy to maintain university faculty (including use, evaluation, treatment, and honor of university lecturers) 2.2 Policy system for developing university lecturers With the common goal of building and maintaining a contingent of university lecturers in sufficient quantity, with a reasonable size and structure, ensuring the improvement of qualifications, quality and quality to meet the requirements of development and international integration of the system higher education system in line with the general direction of the Party in order to comprehensively develop education, In the past years, the Government, the Ministry of Education and Training and the relevant ministries and sectors have issued a system of documents to specify each goal in the policy of developing university lecturers in Vietnam on: Policy on planning, attracting, recruiting university lecturers; Policy on training and fostering university lecturers; Policy on maintaining university lecturers (including using, evaluating, treating and honoring university lecturers) For each policy, the PhD Student defines the policy objectives, direction and text 2.3 Factors affecting the policy of developing university staff The factors affecting the policy of developing university lecturers in Vietnam include: The Party's orientation on the development of university lecturers; State management institutions for university lecturers; the capacity of the policy-making subject to develop university lecturers; characteristics of the policy object; social and economic conditions; globalization and international integration 11 - University lecturers with different characteristics of university lecturers from ordinary administrative workers need to have specific policies instead of applying general regulations on public employees - The trend of international integration, digital transformation in the field of higher education requires lecturers to change to adapt Implementation of policies on development of university lecturers at Thai nguyen university and assessment 3.2.1 Planning, attraction, recruitment 3.2.1.1 Planning work Implementing the TNUS development strategy plan 2016 – 2020, TNUS has reached a number of indicators: the ratio of lecturers women to 57 7%% in total lecturer is 2, 259 people, is the ethnic minority population of TNUS, The number of lecturer is the ethnic minority people who take over 13% of TNUS ; 100% lecturer have a pedagogical certificate for lecturers In addition to the achieved results, there are also targets that have not been achieved as planned, such as the number of university lecturer reaching only approximately 70.2% of the plan, the ratio of university lecturers / number of regular university students 1/14, the number of university lecturers of TNUS with a doctorate degree is 23.95%; the number of university lecturer with the titles of professor and associate professor is 5.79% of the total number of university lecturer; standardization of computer literacy for university lecturer reached 89.6%, foreign languages reached 80.4% 3.2.1.2 Attraction In general, the provisions on TNUS's lecturers recruitment are relatively specific, clear, closely followed under general regulations Each higher education institutions shall have ways to organize the examination and professional examination of specialized professional operations 12 In the results of the survey, lecturers on the importance of recruitment criteria shows: 100% commented that the recruitment of lecturers in TNUS focuses on the professional capacity, transparency and consultation policy, and the survey of đhtn is conducted publicly, transparency consultations, and questionnaires said Although the process, the form, the recruitment content is quite specific, clearly and according to regulations, however, the attraction of young lecturers, with a degree of work in the members of TNUS is quite difficult The reason is that the recruitment in some industries is limited In the results of the survey, đhtn currently focuses mainly on recruitment sources that have the master' s degree in (90, 4% sources) However, lecturers has a master' s degree for the industry with a very limited society In addition, đhtn' s attraction is not attractive, not attractive to the young staff, with a degree of work The results of the survey show that the attraction of lecturers is mainly related to environmental factors working, the nature of work, remuneration, wages, welfare While in fact, the social welfare regime and the position, the prestige of đhtn has not yet been competitive with the large education and training of the country, the hanoi capital – which is only 80 km from Thai Nguyen 3.2.2 Training policies - To improve the level: through extensive implementation of projects, support programs to enhance the capacity of informatics, foreign languages, the TNUS's lecturers are also improved significantly Besides, TNUS is very interested in scientific research”s lecturers operations, extending the cooperation programs, associating training with foreign countries to increase learning opportunities, improve the level of lecturers According to the survey 100% lecturers werw trained professionally, informatics, foreign language in the process In the 2015 – 2020 period, the number of lecturers rotected by 297 people, lecturers were sent to study postgraduate as 381 However, the registration of lecturer studies at a number of higher education institution has not been closely linked to the needs of the unit and the needs of 13 individuals, thus leading to a higher level of targeting than the actual implementation ; the status quo, and the lack of high - level human resources, is a barrier to lecturers, especially for young lecturers - On scientific research: the implementation of the science and technology task, scientific research is the light of TNUS The results of the performance of the scientific research, scientific and technological tasks phase 2015 – 2020 compared to the targets in the development strategy plan for the basic development of TNUS, and overcome the set targets 3.2.3 The policy of maintaining university lecturers 3.2.3.1 Use work Based on the general documents of the TNUS units, the member units shall arrange the work for the lecturers in conformity However, the enrollment scale of TNUS leads to a lot of tasks outside the profession This makes TNUS distracted, not focusing on the expertise, in fostering advanced training In addition, TNUS said in general, the higher education institution are not built on the of young people, close to professional operations, scientific research and in management 600 400 200 A lecturer university in a lot of tasks Using an unreasonable university lecturer Not creating conditions for young lectures to develop Using a reasonable lecturer Chart 3 The existence of the ues lectrures of TNUS 3.2.3.2 Assessment work Based on the general text of the TNUS units, the member units shall arrange the work for the lecturers suitable to the lecturers, evaluation and classification of lecturers in accordance with the regulations The results of evaluation and classification of lecturers are considered as important bases in emulation and commendation work In addition, in the members of the 14 higher education institution to assess the expertise through the time to attend the classes of the lecturers to assess the professional knowledge, the teacher' s pedagogical skills during the process In addition to more multidimensional opinions, the csgdđh also carry out comments from students on teaching lecturers According to the results of the consulting survey, the consensus assessment of lecturer takes place in conformity But there is also an opinion of the evaluation that has not been properly reflected in the efficiency of lecturers (36%) Chart Results of evaluation of the performance of lecturers 3.2.3.3 Remuneration and honor work - Regarding remuneration policy: As an official in a public non-business unit, the salary regime for university lecturers at TNUS is also in accordance with the general regulations of the state, with salaries and allowances according to regulations and policies remuneration such as bonus when completing the task of standardizing information technology and foreign languages; Postgraduate bonus for timely thesis defense; rewards for university lecturers with international articles… However, after that, due to the decrease in revenue due to the decrease in enrollment size, this policy at member higher education institutions was also cut and reduced In addition, the remuneration for highly qualified lecturers is not really commensurate and inconsistent because the financial resources of each higher education institution are not the same, creating a psychology of comparison and fluctuations within the university faculty 15 - Regarding honoring policy: The consideration and awarding of emulation titles, promotion of professors and associate professors, conferring the titles of people's lecturers, excellent lecturers, are carried out by TNUS in accordance with regulations and procedures, ensuring ensure fairness in honoring university lecturers As a result of the period 2015 - 2020, the whole TNUS has 65 university lecturers who were conferred the titles of Professor, Assoc As of 2020, the whole TNUS has people's lecturers, 81 excellent lecturers and doctors are honored However, in the consideration of Professor and associate professor, there are a few documents that must be reviewed many times 3.3 Evaluation of policies on developing university lecturers in Vietnam through the practice of Thai Nguyen University 3.3.1 Evaluation of planning, attraction and recruitment policies The lack of drastic measures in directing the through implementation of the job placement scheme, in appraising and approving new training programs at higher education institutions, leads to overlapping of training disciplines, widespread and unfocused training There is no uniform regulation to create a common ground in attracting work at higher education institutions, lack of support mechanisms for young university lecturers, and lack of regulations for training disciplines with limited human resources 3.3.2 Policy on training and retraining The identification of criteria on training and retraining for university lecturers has not been linked with the actual conditions of higher education institutions in particular and the education system in general, leading to waste of resources and low efficiency 3.3.3 Policy on retention of university lecturers There are no separate regulations, reflecting the true nature of the work of university lecturers, documents on management and use of university lecturers sometimes contradict each other; have not built adjacent university lecturers, transferred experience and knowledge of leading lecturers in the field; the 16 regulation of the same standard hours of teaching and scientific research for all lecturers, regardless of new or long-term lecturers, has created pressure on young university lecturers; there is no evaluation criteria specific to university lecturers, the evaluation is still formal; The remuneration regime for university lecturers is not really satisfactory, the honor policy still has many shortcomings in the consideration and recognition of the title of Professor, Assoc In order to perfect the policy of developing university lecturers, it is necessary to overcome the limitations and inadequacies in each specific policy, thereby helping the implementation of the policy on developing university lecturers to be implemented synchronously and effectively CHAPTER CONTEXT, ORIENTATION AND SOLUTIONS FOR IMPROVING THE DEVELOPMENT OF STAFF POLICIES UNIVERSITY THROUGH IMPLEMENTATION AT THAI NGUYEN UNIVERSITY Context, policy orientation for development of university lecturers in Vietnam 1 The context of the transition to higher education In general education, higher education says in particular, the number of opportunities to apply technology to create rapid changes in models, how to organize and method teaching methods The application of technology to teaching activities has gradually changed teaching methods from traditional teaching to active teaching methods, helping learners and learners to promote their ability to think, creativity, proactive and effectiveness Orientation of policies on development of university lecturers in Vietnam "Education is the top national policy", in which developing university faculty in both quantity and quality, contributing to the realization of the goal of fundamental and comprehensive renovation of higher education in 17 Vietnam is a big goal and the Party and State our country is aiming for To achieve the set goals, the Government also clearly defines the direction for specific policy issues 4.2 The solution to perfecting the development of university lecturers in Vietnam 4.2.1 Perfecting the development of university lecturers 4.2.1.1 Improving the effectiveness of planning and drawing policies * Objective: the planning of university lecturers not only points to rationality in the structure, fully meeting the number and improving the quality of university lecturers in higher education institutions, but also in accordance with the development strategy, ensuring the uniformity, uniformity in planning for each higher education institution * Solution: - For planning work: The planning for development of university staff is balanced and suitable to the actual conditions of each higher education institution; need some training in data science and AI, information management in digital transformation - For the work of attraction and recruitment: Attracting and recruiting university lecturers in order to meet the requirements on quantity, structure and quality of university lecturers set out in the planning work to improve training quality and prestige the position of higher education institutions 4.2.1.2 The training policy, fostering and fostering of the request for change * Objective: Training and fostering university lecturers in order to equip, consolidate and improve the qualifications, knowledge, skills and qualities for university lecturers according to professional title standards and meet the increasing requirements of education university in the context of digital transformation * Solution: Training and fostering lecturers should be based on planning, organization and focus; Develop a set of competency standards for 18 university lecturers; building university lecturers to meet training and scientific research requirements in the context of digital transformation There is a mechanism to create conditions for university lecturers to improve their comprehensive professional qualifications; Promote cooperation and association in training and fostering of university staff; Develop a plan to test, evaluate and measure the work results of university lecturers before and after participating in training programs 4.2.1.3 Use lecturers university faculty effectively * Objective: Using university lecturers in accordance with the job position, promoting the capacity and forte of university lecturers, creating maximum conditions for university lecturers to promote their strengths in performing assigned tasks * Solution: Assign autonomy to faculties/departments in using and assigning work reasonably in order to promote the forte and strengths of each university teacher under the supervision of competent authorities; Improve technology infrastructure (network and computing systems), equipment and software for teaching and learning so that university lecturers can promote their capacity to serve the goal of digital transformation in higher education institutions; In the digital age, it is possible to digitize documents and textbooks; building a platform to share teaching and learning resources in both face-to-face and online forms 4.2.1.4 Assessment of university lecturers according to the performance * Objective: Evaluating university lecturers in order to evaluate the results, the level of work completion of university lecturers, point out the advantages and disadvantages of professional competence, qualities, attitudes and skills of university lecturers in the implementation process assigned task The results of the evaluation are the basis for the arrangement, use, treatment, reward and discipline * Solution: Build a job description for university lecturers which clarify the duties, standards for university lecturers and conditions to ensure the 19 performance of duties of university lecturers From the job description of university lecturers, PhD students proceed to develop the process and evaluation criteria according to the tasks and requirements for university lecturers 4.2.1.5 The work of treatment and honor is encouraging * Objective: The policy to treat and honor university lecturers aims to take care of and develop the contingent of university lecturers both mentally and physically, creating conditions for university lecturers to promote their capacity, creativity and peace of mind to contribute to the teaching and learning process education industry in the country * Solution: The policy of remuneration and honor is worthy of the contributions of the teaching staff in general and the university lecturers in particular The policy on remuneration and honoring university lecturers always go hand in hand with each other to take care and develop the contingent of university lecturers both mentally and physically, creating conditions for university lecturers to promote their capacity, creativity and peace of mind devoted to the cause of education In their research, PhD students focus on solutions to building a satisfactory salary policy, according to the job position, in accordance with the nature and performance of the work through the distribution of salary funds for university lecturers according to the job evaluation results 4.2.2 Promoting the factors that have a positive impact on the policy of developing university staff in Vietnam 4.2.2.1 Policy orientation for the development of university lecturers is clear In the coming period, Vietnam needs to clearly define policy orientations for university faculty development in terms of planning, attraction and recruitment; training, fostering and maintaining university staff 20 4.2.2.2 Perfecting the institutional system towards enhancing university autonomy - Focus on building and perfecting the system of legal documents and institutions for the development of university faculty on the basis of the 2018 revised Law on Higher Education and guiding documents - Strengthening autonomy in implementing policies on development of university lecturing staff in higher education institutions: Financial autonomy in implementing policies on development of higher education staff; Autonomy in planning, attracting and recruiting university lecturers; Autonomy in training and fostering activities for university staff; Autonomy in the use and evaluation of university lecturers and the policy of treatment and honoring university lecturers 4.2.2.3 Capacity building of policy makers The role of actors in planning, directing, and implementing policies on university development is very large, because a team of capable policy makers will make the policy feasible and easy to follow into practice 4.2.2.4 Promoting the capacity of university lecturers in the context of international integration and digital transformation Digital transformation in higher education will affect the way in which state management agencies are managed and directed, towards the way of management and decision-making on the basis of digital technology and data great Next is the direct impact on the subjects participating in higher education activities, changing the way of management, teaching of lecturers, learning and practice of vocational skills of learners at higher education 21 CONCLUSION In the current context, it can be affirmed that higher education plays a very important role in the development of each country, because it is a place to train and provide quality human resources to meet industry requirements modernize the country In which, university lecturers in higher education institutions play a decisive role in the success of educational innovation, improving the quality of training and scientific research of universities Therefore, investing in the development of teaching staff is one of the most important tasks of any university Therefore, it is urgent to focus on comprehensive research on the policy of developing higher education faculty in Vietnam through practical implementation at a large enough university, which is a regional university, because it has just generalized the main system developing a comprehensive policy on the development of higher education faculty in Vietnam, while clarifying the rationality and practicality of the policy when it is actually implemented at a key regional university, thereby proposing solutions to contribute to improve the quality of policy content on developing university lecturers in Vietnam today Through the research and study of the works related to the thesis, it can be seen that the study of public policy, the policy of developing university lecturers is not a new issue, reflected in the fact that there are many domestic and foreign works has studied this issue with a variety of scopes from non-public universities, to public universities, from comprehensive research or into specific policies, including Research on theoretical issues, on the current situation and on solutions to improve the quality of policies on development of university lecturers However, through analysis, comparison, and comprehensive review, the thesis topic chosen by the PhD student is new in terms of location, approach and research content Through the study of the theoretical basis of public policy and university faculty development policy, the concept of university faculty 22 development policy has been clarified and clearly indicated the content of university faculty development policy from the perspective of approaching functional activities of university management human resource management The introduction of factors affecting the development policy of university lecturers will help the development of more effective and objective policies In addition, the study and understanding of the experiences of two countries with modern educational backgrounds, adjacent to Vietnam's policy on developing university lecturers, is a valuable reference source for Vietnam in improving the quality of content main content of the development of university lecturers It is very necessary to find out the practical basis of the system of documents to institutionalize the development policy of higher education faculty in Vietnam, to create a basis and a corridor for the implementation of the policy of higher education development at a specific higher education institution In fact, research shows that in the process of implementing policies to develop university faculty, private universities are affected by a number of factors, including favorable factors and also difficult factors certain results from the concretization of the State's policies, but besides that, there are also limitations and inadequacies The limitations of TNUS that exist in the process of implementing policy contents partly reflect the inadequacies in the policy on developing university lecturers in Vietnam, which is the lack of drastic measures in directing the implementation of the project job positions, in appraisal, through new training programs at higher education institutions, leading to overlapping of training disciplines, widespread training, no focus, no unified regulations to create a common ground in attraction work at higher education institutions, there is a lack of support mechanisms for young university lecturers, lack of regulations for training disciplines with limited human resources; The identification of criteria on training and retraining for university lecturers has not been linked to the actual conditions of higher education institutions in particular and the 23 education system in general, leading to waste of resources and low efficiency; There are no separate regulations, reflecting the true nature of the work of university lecturers, documents on management and use of university lecturers sometimes contradict each other, have not built adjacent university lecturers, and transfer experience and knowledge of leading lecturers; The regulation of the same standard hours of teaching and scientific research for all lecturers, regardless of new or long-term lecturers, has created pressure on young university lecturers, without any specific evaluation criteria of the university University lecturers, the assessment is still formal, the treatment regime for university lecturers is not really satisfactory, the honor policy still has many shortcomings in the consideration and recognition of the title of Professor, Assoc From the results of research and evaluation of university faculty development policies through practical implementation at TNUS, PhD students have proposed a system of solutions to overcome existing limitations and inadequacies Specifically, the planning of university lecturers should aim at the rationality in structure, meet the sufficient quantity and improve the quality of university lecturers in higher education institutions, and be consistent with the development strategy, ensuring the uniformity and consistency in the planning work of each higher education institution, the education sector and the whole society; Attracting and recruiting diverse, flexible and effective university lecturers to meet the requirements on quantity, structure and quality of university lecturers set out in the planning work; The training and retraining work must be built according to the set of competency standards for university lecturers, on the basis of determining the training and retraining needs of university lecturers to improve the qualifications of university lecturers, which must be based on parties: individual – school - society and must have a mechanism to link and encourage university lecturers in training and retraining; Using university lecturers in accordance with the job position, promoting the 24 capacity and forte of university lecturers, creating maximum conditions for university lecturers to promote their strengths in performing assigned tasks; Improve the effectiveness of assessment by determining the right tasks and requirements for university lecturers to build a system of specific evaluation criteria for faculty members with a clear and reasonable process, taking the results of the teaching and learning process assessment is the basis for the arrangement, use, treatment, reward and discipline of university lecturers; Having a policy of remuneration and honoring the university faculty's contributions In which, PhD students focus on solutions on building job descriptions of university lecturers; build a system of criteria and process for evaluating university lecturers according to job position and salary fund distribution, salary payment method according to evaluation results At the same time, the PhD student also offers solutions to promote the autonomy of TNUS in implementing the policy of university faculty development in accordance with the strengths, potentials and specific conditions of a university in the midland and regional regions Northern mountains in the context of digital transformation and deep international integration Through the research results of the thesis, it is possible to open a new research direction on promoting the trend of comprehensive autonomy for public higher education institutions in the fundamental and comprehensive renovation of education in the coming time LIST OF SCIENTIFIC ARTICLES PUBLISHED Nguyen Thanh Huyen (2018), Research on faculty development policy in Vietnam and lessons learned for Thai Nguyen University, AsiaPacific Economic Review, no 518, pp 108-110 (ISSN 0868-3808) Nguyen Thanh Huyen (2019), Recognizing and evaluating the current policy of developing Vietnam's university lecturers, Asia-Pacific Economic Review, June 2019 issue, page 32- 34 Nguyen Thanh Huyen (2020), Developing a theoretical framework for the implementation of policies on distributing university lecturers in Vietnam, Asia-Pacific Economic Review, No 565, May 2020, p 47-49 ... limited society In addition, đhtn' s attraction is not attractive, not attractive to the young staff, with a degree of work The results of the survey show that the attraction of lecturers is mainly... science and AI, information management in digital transformation - For the work of attraction and recruitment: Attracting and recruiting university lecturers in order to meet the requirements on... promote their strengths in performing assigned tasks * Solution: Assign autonomy to faculties/departments in using and assigning work reasonably in order to promote the forte and strengths of each