Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.Developing human resources in Quang Ninh province in the context of digital transformation.
THEORETICAL FOUNDATION ON DEVELOPING
Some related concepts
Human resources are the source of power within every individual, encompassing both existing and potential resources It can be manifested externally through work abilities and includes physical health, skills, mentality, consciousness, level of effort, creativity, enthusiasm, and more.
Reality has proven the crucial role of human beings in production, as human resources are the central element among all other factors of production Without human resources, other factors cannot operate or be utilized in production.
In the 1980s, human resources management emerged as a paradigm shift, replacing the outdated view of employees as mere surplus labor Instead, it embraced a flexible and adaptable approach, recognizing the potential of workers and the need to foster their inherent capabilities This shift in mindset aimed to create a work environment that allowed employees to reach their full potential and contribute effectively to organizational success.
There have been various different viewpoints on human resources, such as:
According to the perspective of Professor Dr Le Huu Tang in the State-Level Scientific Research Program KX-0714, "human resources" is understood as: "the quantity and quality of individuals, including physical and mental aspects, health and intelligence, material productivity, attitudes, and working styles".
According to the Human Resource Economics textbook by the NationalEconomics University (2008), "Human resources are the creative potential of individuals in generating material and spiritual wealth for society, manifested as a certain quantity and quality at a specific moment" "Human resources are a concept used to denote the latent strength of the population, the ability to participate in and contribute to the process of creating material and spiritual wealth for society in the present and future This strength and ability are expressed through the quantity, quality, and composition of the population, especially the quantity and quality of individuals who have the conditions to participate in the social production system".
According to Professor Dr Pham Minh Hac, "Human resources are the total labor potential of a country or a locality, that is, the labor force prepared (at different levels) to participate in a specific job, meaning laborers with skills (or general ability) who can meet the requirements of structural transformation, economic restructuring towards the socialist-oriented market economy".
Human resources can be viewed from both macro and organizational perspectives The macro perspective, as defined by the curriculum of Human Resource Management at the University of Labor and Social Affairs (2009), considers human resources as the collective strength of an organization's employees, achieved through the coordination and utilization of individual resources and differences This collective strength is harnessed to fulfill both organizational and individual goals.
From an organizational standpoint, human resources are defined as the workforce within an enterprise This workforce includes all individuals listed on the company's payroll, who receive compensation for their work This definition aligns with Prof Dr Bui Van Nhon's perspective in his 2006 publication "Management and Development of Social Human Resources."
The structure of human resources is also assessed based on the ability and level of participation in economic activities, including the following components:
The labor force encompasses individuals of working age who are legally eligible for employment It encompasses both employed and unemployed individuals The working-age population, the foundation of the labor force, is crucial in determining population dependency ratios In developing nations, the working-age population often exceeds 50% of the total population For instance, in Vietnam, females are considered working-age from 15 years onward, while males are considered so until 60 years of age.
Economically active population: This is the most dynamic part of the labor force and includes individuals who are working, those who are above the working age but still working, and those who are within the working age but currently unemployed and actively seeking employment.
The reserve labor force encompasses individuals within the working-age range who are not actively engaged in economic activities but can be mobilized as needed This includes those performing domestic duties, pursuing education, or voluntarily unemployed, as well as members of the armed forces In other words, it refers to a potential pool of labor that can be drawn upon when the economy requires additional workforce.
Therefore, human resources are considered from all aspects, including physical, intellectual, moral character, and ethics It encompasses both existing and potential factors of the labor force, while also clearly defining that those who are unable to work are not part of the labor force With this approach, human resources are understood as the starting point and source of labor used in the production process
In different perspectives, there can be multiple different concepts of human resources However, the following concepts all share a common core: Human resources is the source of labor supply for society Humans, as the primary constituent of the workforce, are the fundamental and inexhaustible resource for development that cannot be merely assessed in terms of quantity or quality alone It is a synthesis of both quantity and quality Human resources is not only the population segment within the working age but also the potential and strength in natural and social transformation.
1.1.2 Concept of human resources quality
Based on domestic and foreign research, the quality of the national workforce can be understood as follows:
The quality of the national workforce is the total sum of the inherent material and spiritual values of a person It includes intelligence, professional skills, operational capacities, moral character, and spirit, which are always in motion, creating value for the economic and social development of each country.
Therefore, the quality of the national workforce is measured through the following criteria:
- Real capacity in terms of knowledge and vocational skills
- Social mobility (ability to innovate, adapt, be flexible, and responsive to work)
- Ethical qualities, work style, and attitude towards work and the work environment
- The efficiency of labor activities of the workforce
- Income, standard of living, and level of personal satisfaction of the worker.
1.1.3 Criteria for evaluating the national workforce
Indicators of the current health status of the workforce:
Indicators include measuring standards for height, weight, internal medicine, surgery, neurology, psychology, ears, nose, throat, etc Evaluating the health status is also reflected through indicators such as birth and mortality rates, natural fluctuations, average life expectancy, gender structure, etc of each country.
Indicators of the cultural literacy level of the workforce:
Criterias for evaluating human resources in the province
1.2.1 Criterias for evaluating the capacity of employees
According to the World Health Organization (WHO), "health is a state of complete physical, mental, and social well-being, not merely the absence of disease or infirmity" [22, p.1] Accordingly:
Physical health encompasses a sense of bodily well-being, characterized by pleasure and comfort Optimal health requires strength, agility, flexibility, disease resistance, and the ability to endure environmental challenges These factors contribute to the overall experience of physical pleasure and comfort, indicating a state of good health.
Mental health: is the manifestation of satisfaction in terms of social interaction, emotions, and spirit It is shown in pleasure, ease of feeling, feelings of happiness, relaxation, positive thoughts, a love of life, positive beliefs, courage, and proactivity Mental strength can be defined as the capacity to combat negative thinking patterns and unhealthy habits Mental health is a manifestation of a healthy, cultured, and moral way of life The fundamental aspect of mental robustness is maintaining balance and harmony between rationality and emotions in mental processes.
Social health: is reflected in the comfort of relationships between members such as family, school, friends, neighborhood, public places, and workplaces It can be manifested in social acceptance and approval The more people integrate, sympathize and love each other, the better their social health and vice versa The foundation of social health is a balance between personal activities and rights with those of society and others; it is the integration of individuals, families, and society.
Regarding health indicators, actual testing such as weight, health check-ups, and evaluations based on specific criteria are often necessary Circular 13/2007/TT- BYT of the Ministry of Health provides guidance on health examinations when compiling dossiers for recruitment, regular health check-ups, and health examinations required for those working in labor-using organizations, training and vocational education centers, etc., with the following examination contents:
- Physical examination (height, weight, BMI index, pulse, blood pressure)
- Laboratory testing (internal medicine, surgery, obstetrics, ophthalmology, ear-nose-throat, dentistry, dermatology)
- Specific laboratory testing (blood tests, urinalysis, imaging diagnosis)
Health classification is based on five categories, as set forth in Decision No 1613/QD-BYT issued on August 15, 1997 by the Ministry of Health These categories are determined using indicators for health assessment during medical examinations.
When evaluating human resources, it is crucial to acknowledge that health is a crucial aspect that cannot be disregarded Without good health, individuals cannot contribute to society by working and generating material wealth The physical wellbeing of individuals has a considerable influence on their productivity at work and in other economic activities, as well as in education and domestic work for those who do not engage in economic activities Moreover, good health directly impacts an individual's capacity to learn and display creativity in their work and studies.
According to Dr Bui Thi Ngoc Lan, "Educational level is the ability in terms of knowledge and skills to be able to absorb specialized knowledge, technical skills, and understanding of politics and society Formal and non-formal education systems offer individuals various levels of education, and through lifelong learning, each person can continue to enhance their knowledge and skills" [8, p.21].
The educational attainment of a worker serves as a significant gauge in determining their proficiency level, and is considered a fundamental factor in evaluating the overall caliber of human resources It serves as the initial knowledge base that enables workers to acquire specialized technical knowledge relevant to their work, while also providing businesses with a foundation to conduct training and retraining programs that enhance their human resources.
Improving cultural and educational levels not only has great significance in the national human resource development strategy, but also has a positive impact on the human resource of businesses Therefore, businesses with a higher proportion of workers graduating from colleges, universities, or higher education institutions will have a higher level of workforce competence.
Technical proficiency level reflects the comprehension and applied proficiency of a certain occupation This is also the training level that is provided in vocational and formal education institutions The following indicators reflect the technical proficiency level:
Labor training ratio (TĐT): is the percentage of trained workers compared to the total number of workers in the enterprise This indicator assesses the overall technical proficiency level of the enterprise, calculated by the formula:
TĐT: the ratio of trained workers to the overall number of workers in an enterprise.
LĐT: is the actual number of trained workers.
LDN: is the overall number of workers in the enterprise.
Labor ratio by training level (TĐTi): This metric calculates the proportion of employees who possess technical expertise based on their level of training in comparison to the total number of workers within an organization The calculation of this measure is carried out for both the enterprise and its subunits and is categorized according to different levels of training, including postgraduate, university, college, vocational college, and skilled labor, calculated by the formula:
TĐTi: is the proportion of employees who possess technical skills, categorized according to their level of training, in relation to the overall workforce within the organization.
LĐTi: is the actual number of trained workers.
LDN: is the overall number of workers in the enterprise. i: index of training levels.
In evaluating human resources, technical proficiency level is an important criterion Technical proficiency level is used to evaluate the necessary professional knowledge and skills that workers need, serving as a basis for organizing, managing, and developing human resources in enterprises.
Soft skills are a term used to describe essential human life skills such as interpersonal communication, leadership, teamwork, time management, problem- solving, creativity, and adaptability These skills differ from hard skills, which relate to specialized skills, professional knowledge, and qualifications or certifications [27, Tr1]
In practice, successful individuals attribute only 25% of their accomplishments to specialized knowledge, while the remaining 75% is ascribed to the soft skills they possess Employers place a high value on soft skills, as studies have shown that they are an effective factor in addition to traditional job skills, also known as hard skills.
Digital transformation context and requirements of digital
Nowadays, the rapid development of new digital technologies is impacting every aspect of human society By using these new technologies, individuals can easily build schedules, entertain themselves, and carry out daily activities, access products at more reasonable prices, participate in new social networks, have better educational opportunities, and reduce manual labor tasks, as job trends have changed and are changing.
New technologies offer companies and organizations enhanced efficiency in their machinery, superior products, and potentially new, optimized business models that can lead to increased revenue, better competitiveness, and ultimately form the basis for improving labor productivity.
For a country as a whole, digital transformation creates more new job opportunities, utilizes resources and assets more effectively, increases exports, and improves areas such as healthcare and transportation.
The impacts on individuals, businesses, organizations, and society as a whole are interrelated and promote each other's development As an illustration, individuals will increasingly opt for digital technologies and improve their own digital competencies, while businesses will gain access to a more skilled workforce.
If corporations and organizations can gain an early competitive advantage, they can create new employment opportunities and ensure that existing ones yield benefits for both individuals and the nation.
Digital transformation presents substantial potential for various industries such as commerce, industry, and society overall, bolstered by an array of interlinked technologies that are computerized and capable of handling large data volumes (BigData), as well as employing sensors, robots, 3D printing, and artificial intelligence across different sectors These technologies have simplified certain jobs, achieved tasks that were previously unfeasible, and generated better services and products
Digital transformation encompasses the integration and iterative advancement of various technologies to enhance societal, industrial, and commercial outcomes This process involves the merging and development of multiple technological advancements, enabling their application in various industries to create value, streamline operations, and ultimately benefit society as a whole.
The transportation industry is currently undergoing significant transformations, with the emergence of several modern technologies These technologies not only provide support to drivers but also facilitate the rapid development of autonomous transportation The popularity of autonomous transportation is on the rise, particularly in urban areas where there is a growing demand for car rental services instead of car ownership Furthermore, the transportation industry is experiencing changes in the way goods are transported through the utilization of 3D printing, improved geolocation techniques through sensors and satellite data, and the use of unmanned aerial vehicles These changes are expected to lead to a reduction in the number of trucks on the road, a decrease in traffic accidents, and the creation of a cleaner environment.
The advancement of various fields, including genetics, gene technology, and nanotechnology, presents new prospects for improving individual healthcare through self-care options Furthermore, mechanical support may enable certain aspects of functional rehabilitation, thereby reducing the demand for personal care time As a result of the implementation of computer programs, medical practice will likely become more precise, allowing for efficient scanning, recording, and diagnosis This will enable doctors to devote more attention to essential tasks while remaining in closer proximity to their patients, thereby creating new business prospects for device manufacturers.
Several construction projects have adopted various technologies like sensors to monitor progress, 3D printing of materials, smart materials for excavation and paving, and innovative applications that facilitate efficient management of drawings and inventory The implementation of an application that provides universal access to information and participation in the construction process, robots, and digitization can lead to a reduction in physical exertion, decrease physical strain, and create novel capacities for more effective and safer construction environments.
The advancement of payment and lending practices and platforms in the financial services industry is being propelled by breakthroughs in processing power, cloud computing, and machine learning, where computers are becoming more intelligent without explicit programming This results in growing competition to offer the best services for payment, marketing, investment management, insurance, deposits, and lending As a result, large corporations are facing increasing pressure, while new operators and innovators are emerging.
Benefits for the economy as a whole
The digital transformation is a crucial driving force for enhancing productivity and growth, resulting in increased prosperity for nations Investing in information and communication technology (ICT), such as software and computers, is a crucial part of this growth ICT plays a vital role in organizing work and enhancing daily repetitive processes, making them more efficient and encouraging innovation, and generating new products
For instance, ICT systems in accounting and procurement have simplified manual data entry and reduced administrative costs Digital companies throughout industries and commerce are more productive, and if companies adopt and apply digital technologies, the economy will become richer The advantages, however, are not only limited to companies but will also be enjoyed by individuals and society as a whole The quicker the opportunity is seized, the greater the benefits that will be received Countries that capitalize on the first digital opportunities will receive significant rewards, both financially and in the labor market In the era of digital transformation, the phrase "winners take all" is common, necessitating fast digital transformation.
The need to adapt to change is not new, as technological advances have and will continue to impact human society What is new about digital transformation is the speed of change, which will affect a significant portion of our society Some new digital technologies have been widely discussed for many years and are now starting to rapidly and powerfully transform the following areas:
- The skills we need to equip ourselves with
- The workspaces (now transformed by computers, mobile phones, and cloud technology).
Work can be handled outside the workplace, at home, and even while on the move Technology also influences how companies manage and how they innovate. New products and business models are created and quickly disseminated, but they have shorter product lifecycles than traditional industrial products For example, in the banking industry, there is a transformation towards a new payment method, called FinTech solutions, where payment services are based on app-based platforms.
In the hotel industry, digital technology-based companies and asset-light platforms such as hotels have gained a large market share from traditional operators in the industry Every year, many new companies are using digital technology to implement operations in the sharing economy This development has created conditions for customers to receive lower prices, more choices, and better quality at a more reasonable fee Therefore, in some products and services, customers receive more value for a more reasonable price.
Digital transformation intensifies competition, posing challenges to traditional businesses Online platforms' market share growth exemplifies the threat to brick-and-mortar retailers Innovative technologies from new players disrupt established solutions, offering superior efficiency and convenience While these advancements enhance customer experience, prolonged dominance by a few operators may stifle innovation, raise prices, and reduce competition Moreover, the increased reliance on data presents companies with data handling challenges, particularly regarding personal information.
Technology is transforming the labor market
THE CURRENT SITUATION OF HUMAN RESOURCES IN
Overview of natural and socio-economic conditions
Quang Ninh province is located between 106o26' to 108o31' east longitude and 20o40' to 21o40' north latitude Its width from east to west is about 195 km, while its length from north to south is approximately 102 km The northernmost point is the high mountain range in Mo Toong hamlet, Hoanh Mo commune, Binh Lieu district The southernmost point is on Ha Mai island, Ngoc Vung commune, Van Don district The westernmost point is the Vang Chua River in Binh Duong and Nguyen Hue communes, Dong Trieu town The easternmost point on the mainland is Got Cape in the northeast of Tra Co, Mong Cai city.
Quang Ninh shares national borders, maritime boundaries, and non-border areas with China, with a land border length of 118.825 km and the demarcation line of the Gulf of Tonkin on the sea stretching over 191 km On the mainland, the northern part of the province (including Binh Lieu, Hai Ha districts, and Mong Cai city) borders China, the east is the Northern Gulf, the west borders Lang Son, Bac Giang, Hai Duong provinces, and the south borders Hai Phong city.
With its geographical location, Quang Ninh has favorable conditions for cooperation in science, technology, and industry within and outside the country. Currently, Quang Ninh has cooperated in science, technology, and industry with several countries and provinces in the training of human resources, technology transfer in industrial and agricultural production, tourism, services, training, and more.
Nestled within the northern midlands, Quang Ninh boasts a captivating topography Its mountainous terrain dominates the landscape, covering approximately 80% of the province Divided into three distinct regions, Quang Ninh showcases a mosaic of ridges, midlands, coastal plains, islands, and the serene waters of the Gulf of Tonkin.
The mountainous region is divided into two areas: the eastern mountainous area from Tien Yen through Binh Lieu, Hai Ha, Dam Ha to Mong Cai This is an extension of the Thap Van Dai Son mountain range from China, with the dominant direction being northeast-southwest There are two main mountain ranges: Quang Nam Chau (1,507m) and Cao Xiem (1,472m), occupying most of the natural area of Binh Lieu, Hai Ha, and Dam Ha districts, and Ngan Chi range (1,166m) in the north of Tien Yen district The western mountainous region stretches from Tien Yen through Ba Che, Ha Long (Hoanh Bo), the northern part of Uong Bi city, and gradually slopes down to the northern part of Dong Trieu town This mountainous area is a series of slightly curved ridges, often called the Dong Trieu mountain arc, with the Yen Tu peak (1,068m) in Uong Bi and the Am Vap peak (1,094m) in Ha Long (Hoanh Bo) The Dong Trieu mountain arc runs in a west-east direction in the south and northeast-southwest in the north, considered the backbone of Quang Ninh's territory, playing an important role in shaping natural elements on the north- south sides.
The midland and coastal plain region consists of low hills eroded and flooded to form fields from low mountain foothills to river valleys and coastal shores It includes Dong Trieu, Uong Bi, northern Quang Yen, southern Tien Yen, Dam Ha, Hai Ha, and partly Mong Cai At river mouths, sedimentation areas create low fields and tidal flats They are southern Uong Bi, southern Quang Yen (Ha Nam Island), eastern Quang Yen, Dong Rui (Tien Yen), southern Dam Ha, southeastern Hai Ha, and southern Mong Cai Although the area is narrow and fragmented, the midland and coastal plain region is convenient for agriculture and transportation and is becoming prosperous residential areas in Quang Ninh.
Coastal and Island Region: Quang Ninh is one of the 28 provinces and cities bordering the sea, with a coastline of 250 km, including 40,000 hectares of tidal flats and over 20,000 hectares of bays More than two thousand islands account for over 2/3 of the country's total islands (2078/2779) stretching along the coast and divided into several layers, with the island area accounting for 11.5% of the natural land area Some islands are very large, such as Cai Bau and Ban Sen, while others are just like small rocky islets There are two districts entirely consisting of islands, namely Van Don and Co To On Ha Long and Bai Tu Long Bays, the limestone islands are originally karst terrain eroded by water to form thousands of shapes, both outside and inside the fascinating caves In addition to the muddy tidal flats, the Quang Ninh coastal and island region also features white sandy beaches formed by sea waves Some places have turned white sand mines into raw materials for glass technology (Van Hai), while others have become excellent beaches for swimming (such as Tra Co, Quan Lan, Minh Chau, Ngoc Vung, etc.) The Quang Ninh seabed terrain is not flat, with an average depth of 20 meters Some deep grooves are relics of ancient river flows, and some underwater rock strips are breeding grounds for diverse coral reefs Current river flows connecting with deep grooves on the seabed have created a series of canals and seaports along the coastline, curved and sheltered by island corridors, creating a great potential for seaports and waterway transportation With such diverse terrain, Quang Ninh has a rich biodiversity and many unique products suitable for agricultural production, medicinal plant cultivation, tourism, and port development.
Quang Ninh is located in a region with a humid subtropical climate characteristic of northern provinces, but it also has its own features as a coastal mountainous province with a hot and humid summer with lots of rain, a cold and dry winter with little rain, and a dominant tropical hot and humid climate Due to its geographical location and topography, Quang Ninh is strongly affected by the Northeast monsoon winds and weakly affected by the Southwest monsoon winds compared to other provinces in the North The islands of Co To, Van Don, etc. have the characteristics of an oceanic climate In addition, due to the influence of the sea, the climate of Quang Ninh is generally cool, warm, and favorable for the development of agriculture, tourism, and many other economic activities.
Quang Ninh's mineral resources have abundant mineral resources, among which coal with a explored reserve of about 3.6 billion tons is concentrated mainly in three areas: Ha Long, Cam Pha, and Uong Bi - Dong Trieu; allowing for an annual mining capacity of about 30-40 million tons.
Limestone, clay, and kaolin mines hold abundant reserves in various locations throughout the province Limestone mines can be found in Ha Long (Hoaanh Bo), Cam Pha, while kaolin mines are concentrated in the mountainous districts of Hai Ha, Binh Lieu, Ba Che, Tien Yen, and Mong Cai City Clay mines are primarily located in Dong Trieu and Ha Long City These mines serve as crucial sources of raw materials for construction materials, both for domestic use and export purposes.
Mineral water mines: There are many drinking mineral water sources in Quang Hanh (Cam Pha), Khe Lac (Tien Yen), Dong Long (Binh Lieu) In addition, there are also non-drinking mineral water sources concentrated in Cam Pha with a relatively high mineral concentration, a temperature above 35°C, which can be used for medical treatment.
With favorable natural conditions like these, Quang Ninh is suitable for the development of services, tourism, and industry.
Quang Ninh is one of the provinces with a relatively developed economy in the fields of industry and services It is a province with abundant mineral resources and coal reserves, accounting for 95% of the country's total reserves Therefore, the province has met the country's land reform mission since 1896, which was set by our Party and state, and the poverty rate of the province reached an average level compared to the country in the period of 2019-2020
From 2019 to 2020, the per capita GDP of Quang Ninh province increased significantly: in 2019, it reached 6,135 USD, twice the national average, and in
2020, it reached 6,700 USD, ranking fifth among provinces in the country Thanks to the guidance and leadership of the Party and the state, the province's economy still operates relatively stable in the context of the Covid-19 pandemic, and the GDP growth rate still increased at a relatively high level compared to 2019, with an increase of 565 USD in 2020
In the aftermath of the COVID-19 pandemic, the province's economy is experiencing a significant recovery, with an estimated GDP of 7,614 USD in 2021, marking a 10.28% increase compared to the previous year This growth places the province as the second strongest performer economically in the country.
From 2019 to 2021, this is the period in which Quang Ninh province actively participates in the comprehensive digital transformation campaign, implementing digital transformation solutions and comprehensive innovation models to enhance competitiveness with many other provinces in the country and improve its position compared to major cities, including Hanoi and Ho Chi Minh City, which are the leading cities in the country in terms of labor and economic growth rate
Analysis of the current situation of human resources in Quang Ninh
2.2.1 Scale and structure of human resources
The scale of human resources in Quang Ninh province has always been emphasized by the Party, the State, and especially the local authorities, with a focus on managing and improving the province's human resources scale SinceResolution No 15-NQ/TW on promoting administrative reform and developing high-quality human resources was issued, the province has implemented the resolution to improve comprehensive education, especially in cultural education,ethics, life skills, and law compliance Because the locality has complied well with the regulations set forth in Resolution No 15/NQ-TW, the province's human resources scale has achieved high results during this period, specifically as follows:
According to statistics in 2019 and 2020, as of August 5, 2020, the estimated human resources scale of the province reached about 780,000 people, of which the proportion of trained labor reached about 85%, equivalent to about 663,000 people, and the proportion of untrained labor was estimated at about 15%, equivalent to about 117,000 people.
According to statistics in 2021, the human resources of Quang Ninh province reached nearly 800,000 people, of which the proportion of trained labor was about
85%, equivalent to 680,000 people, and the proportion of untrained labor was estimated at about 15%, equivalent to about 120,000 people.
Table 1 Scale of human resources in Quang Ninh province in 2019-2021
(Source: www.quangninh.gov.vn)
In terms of human resources scale in Quang Ninh province from 2019-2021, we can see that the province has focused heavily on training and improving human resources The proportion of skilled laborers who have received training was very high in 2019 and 2020, while the proportion of untrained laborers remained the same By 2021, the proportion of trained workers increased by 2.56% compared to
2020, while the proportion of untrained workers also increased by 2.56% This high proportion of trained laborers in the province is not a coincidence, as Quang Ninh is one of the provinces that pays great attention to human resources Additionally, the province has built many universities, colleges, and vocational schools such as
Ha Long University and Quang Ninh Foreign Trade University to fully utilize the province's human resources Quang Ninh is one of the leading provinces in the country in terms of the quality and scale of its human resources Compared to other provinces, Quang Ninh has a greater advantage in terms of the quality and quantity of its labor force to meet the needs of economic and social development.
From the period of 2019-2021 and even up to now, the workforce structure of Quang Ninh province has always had a gender imbalance in labor, specifically:
In 2019, the age-based workforce structure for men accounted for 50.86%, while women accounted for 49.14%.
In 2020-2021, Quang Ninh's workforce exhibited a notable gender disparity, with men outnumbering women (50.9% vs 49.1%) This trend was particularly pronounced in mining towns, where Cam Pha recorded a gender ratio of 53.2% men to 46.8% women.
The gender-based workforce survey from 2019-2021 reveals a significant gender imbalance favoring male labor In 2020 and 2021, the proportion of male labor rose by 0.04%, while female labor decreased by 2.34% This shift is attributed to societal norms that prioritize males as economic providers, resulting in a higher proportion of males in industries requiring physical labor Additionally, males generally possess better physical and mental health, further contributing to the gender disparity in the workforce While the imbalance is not severe, it has notable implications for the province's economic development.
Workforce structure by professional qualifications
To improve the workforce by professional qualifications, according to the statistics of Quang Ninh province from 2019-2021, the Party, State, and local authorities of Quang Ninh province have invested in supporting the improvement of professional qualifications of the province's labor force through specific training and education, as follows: about 96,000 civil servants and officials of the province were sent to participate in training courses and improvement programs, including over 42,000 civil servants and over 54,000 officials who were trained in higher education, theoretical and political intermediate, college, postgraduate, and in- service training according to civil servant standards, job positions, leadership and management positions Overall, Quang Ninh province has always been concerned with improving the training and education of the labor force in both the state and private sectors.
In 2019, the workforce scale was quite large, accounting for around 85% of the trained labor force, but only 45% of the labor force had degrees or certificates, with the remaining 40% being trained but lacking certification In 2019, the labor force structure shifted with the service industry reaching 45%, industry and construction reaching 50.4%, and the agricultural sector reaching 4.6%.
In 2020 and 2021, although the workforce scale remained relatively large, with around 85% of the labor force being trained, only 45.5% of the labor force had degrees or certificates, leaving 39.5% of the trained labor force without certification The workforce structure shifted towards increasing the number of workers in specific industrial and service zones, with industry and construction reaching 31%, services reaching 45.2%, and agriculture reaching 23.8%.
Therefore, based on this structure, it can be seen that in the total workforce scale of the province in 2019, up to 45% of the labor force had been trained and had degrees or certificates, while the number of trained laborers without certification or degrees accounted for nearly 50% of the workforce Thus, objectively speaking, the province's leadership and government need to pay more attention to training and supporting the less skilled workforce, ensuring that they are capable of performing the necessary tasks after training, and grasping the fundamental knowledge to improve the workforce structure according to professional qualifications towards achieving a higher quality labor force ratio This is particularly evident in the statistics on the number of laborers with degrees or certificates, which are critical factors for evaluating the workforce.
Despite the challenges posed by the recent global events, the skilled labor force maintained a high professional qualification rate of 85% in 2020 and 2021, comparable to 2019 Notably, the proportion of laborers with degrees or certificates experienced a modest increase of 0.5% to 45.5% This growth in certified workers stems from concerted efforts to elevate the workforce's competencies and skills, contributing to the overall strength and productivity of the labor force.
Although the period from 2019 to 2021 was the peak of the Covid-19 pandemic nationwide and particularly affected Quang Ninh province, overall the labor structure that had received training was always given a lot of attention from the province, in terms of social welfare and employment to encourage and maintain the development of a highly skilled workforce Specifically, the province has supported 453,979 individuals and 5,821 businesses with a total support fund of VND 698,367.35 million, implementing welfare policies by providing financial assistance to businesses and individuals to encourage them to continue to invest in human resource training, to improve the structure and quality of the workforce, and to contribute to the economic recovery after the pandemic, as well as to support employment for the labor force in the province
To further enhance the highly skilled workforce, in 2021, the province also had a plan to merge the Transport College and the Viet Han College in the province to train human resources for the province and improve their professional skills according to the plan of some businesses that usually collaborate with training institutions to train some targeted human resources provided by businesses or the state As of November 2021, the total number of admissions and vocational training in the province was approximately 35,705 people, reaching 93.96% of the annual plan Therefore, vocational training classes and educational activities to enhance the professional skills of labor were considered a top priority in Quang Ninh province, as a policy to increase the proportion of skilled workers with higher qualifications in the province
During the period from 2019 to 2021, the province applied digital transformation to enhance the quality and skills of the workforce However, in
2019, the province did not strongly apply the digital transformation campaign, so the workforce in the province still had discrepancies in the training rate In 2020 and 2021, the province had implemented the Plan for training, improving the quality, and comprehensive development of human resources in the province until
2025, with the aim of enhancing human resources and developing the workforce in a comprehensive manner.
Age-based labor force structure
Factors affecting human resources
The economic growth directly impacts human resources in each country. Economic growth reflects the achievements that an economy has gained in exploiting production factors and resources, both domestically and internationally.
At the same time, it also reflects the increase in the scale of production of goods and services in a specific period (usually one year) Therefore, economic growth is deeply dependent on and strongly influenced by input factors such as land, capital, production technology, growth environment, including political and cultural factors especially human beings.
The two-way impact of demography is clearly demonstrated in the economic and social development of a country The quantity of human resources is closely dependent on the rate of population growth, population size, and the population. However, the rate and size of population growth, especially the rate of population growth, are dependent on the economic and social situation, economic development, educational and healthcare systems, nutrition, political environment, social welfare, science, and technology
A large population can be an obstacle to social development, but at the same time, it can also provide a source of labor for production or military participation. Although managing and providing social welfare for a smaller population may be less expensive, it can be a limitation when the country needs to mobilize a large workforce
In addition to being considered a production force, the population is also a consumer force Factors such as birth rate, mortality rate, life expectancy, and gender affect the population structure A large population size, reasonable population structure, and high-quality population will create conditions for the development of both the quantity and quality of human resources.
The social policy determines the safety and security of individuals in society. The scope of social policies must address all aspects of life, including working and living conditions, education and culture, family relationships, class and ethnicity
Social policies must be placed on equal footing with economic policies and implemented in conjunction with economic development, in accordance with the level of development and resource capacity in each period.
Education, in every sense of the word, is one of the fundamental factors of development No country can achieve sustainable socio-economic development without significant investment in human resources through education and training. The role of education and training is indisputable Education provides the foundation for national prosperity and is the key to creating social cohesion By increasing the value and efficiency of labor, education also helps to lift people out of poverty Additionally, it increases the intellectual flexibility of the national workforce, ensuring that the country is capable of competing in the global market.
Education and training for the development and enhancement of human resources are reflected in the following roles:
Firstly, education helps learners to acquire knowledge, professional skills, and critical thinking abilities to meet the demands of socio-economic development.
Secondly, education helps learners to develop and improve their personal character, vocational ethics, and physical abilities to meet the needs of national development.
Thirdly, education helps learners to acquire scientific work methods and quick adaptation skills to the changing work environment, both domestically and internationally.
Technological advancements play a pivotal role in shaping the workforce, reducing disparities in human capital between nations Science and technology directly enhance labor productivity by reducing labor intensity and costs, streamlining production efficiency, minimizing material waste, and diversifying product offerings These innovations lead to the creation of smaller, more versatile, and aesthetically pleasing products, while simultaneously shortening production timelines.
The rapid advancements in science and technology have fostered a substantial transformation within the economic landscape Most notably, this shift has been characterized by a significant movement of labor away from agricultural endeavors towards industrial and service-based sectors This structural change has profoundly reshaped the distribution of labor across various industries, marking a defining moment in economic history.
The labor market is one of the main channels that directly influence the policies for developing the national workforce This is because of three reasons. Firstly, changes in employment (as a result of changes in the economic structure) will alter the demand for human resources Secondly, the business environment (where new enterprises are created and innovations are nurtured) depends largely on the ability to create jobs and increase labor productivity, which fundamentally affects the direction of human resource development Finally, labor is almost the only asset that workers possess.
2.3.2.1 The viewpoints of leaders and human resource management policies
The perspectives and perceptions of leaders in a business regarding
"developing human resources" will impact the system of policies and investment in this resource at various levels In addition, human resource management policies within a business (such as policies related to recruitment, training, deployment, labor arrangements, incentives, salary, and benefits) have a direct impact on activities aimed at improving human resources Proper implementation of these policies will help the business to have sufficient, strong human resources in terms of quality and quantity to serve its objectives and strategies.
2.3.2.2 Policy on the use of human resources
To maximize human capital, HR utilization policies prioritize matching individuals to suitable roles, assessing their capabilities, and providing timely feedback By fairly and transparently evaluating contributions, organizations foster employee enthusiasm, driving productivity and overall HR growth These policies comprise key elements like recruitment, training and development, and career advancement and professional development, ensuring a comprehensive approach to optimizing HR utilization.
The labor welfare policy is one of the important issues Its goal is to create all conditions for workers to feel secure, be long-term committed, and maintain the fundamental culture of the country Policies on material and spiritual incentives for workers are one of the core factors to maintain and enhance the national workforce. Specifically, establishing and applying reasonable policies on salaries, bonuses, discipline, improving the working environment, working conditions, implementing health, insurance, and labor safety policies.
Work environment not only includes technical infrastructure, equipment and facilities that serve the work, but also encompasses the relationships between colleagues, superiors and subordinates, work atmosphere, style, and practices of the company A good work environment will create conditions and opportunities for employees to demonstrate their abilities, develop themselves, devote themselves fully, and build long-term bonds with the company In addition, fair competition and healthy competition will stimulate the development of employees.
2.3.2.5 The perception of workers on developing human resources
ORIENTATION AND SOME SOLUTIONS TO DEVELOP
Orientation to develop human resources in Quang Ninh province in the
3.1.1 Developing orientation of Quang Ninh province
Human resources is a fundamental factor for rapid and sustainable development Along with science and technology, investment capital, and human resources play a decisive role in the success or failure of comprehensive economic and social innovation Quang Ninh province is striving to become one of the leading areas in the fields of industry, agriculture, and services, ultimately becoming an industrial city before 2025 The development perspective of Quang Ninh province has been approved, with some breakthrough steps:
Concentrating on mobilizing and efficiently utilizing resources, creating motivation to improve quality and efficiency of growth for faster and more sustainable development Creating a clear development step, enhancing Quang Ninh's strategic position and building necessary factors to become an important link in Vietnam - ASEAN - China cooperation.
Focusing on investing in cultural development, ensuring social welfare commensurate with economic development Narrowing the gap between rich and poor regions Improving human resources, creating a favorable environment and conditions to attract domestic and foreign investment resources Enhancing the attraction of population to contribute to increasing the local population.
Effectively carrying out national defense and security tasks, firmly protecting border sovereignty on land and sea, building peaceful and friendly border roads, and maintaining political stability and social safety order Enhancing the expansion and effectiveness of foreign relations activities, proactively integrating into the international community.
3.1.1.1 Development in education and training
Comprehensively and strongly develop education and training, maintain educational achievements within the top 10 provinces nationwide Improve comprehensive education, especially emphasizing ideal education, ethics, lifestyle, creative abilities, practical skills, industrial style, and social responsibility consciousness Improve the effectiveness and practicality of educational promotion and talent encouragement work, construct a learning society, and strive for 70% of schools to meet national standards Perfect the targets of universal education in different fields and levels Develop and enhance human resources, especially high- quality human resources serving industrialization, modernization, and economic restructuring Efficiently implement vocational training programs for rural laborers. Create a tight linkage mechanism among labor-utilizing facilities, training facilities, and the state to develop high-quality human resources Focus on strengthening and modernizing the physical facilities of vocational schools, high schools, colleges, universities, and existing university branches Create the most favorable conditions regarding physical facilities to open additional reputable university branches in the province.
Continue to promote the socialization of education, value attracting investment in vocational training Have appropriate policies to attract talented individuals and skilled labor to work in the province.
3.1.1.2 Development in health and community health care
Improving the quality of healthcare for the people, population management, family-planning, maternal and child care, and strengthening preventive healthcare. Consolidating and improving the basic healthcare system Enhancing the quality of healthcare personnel Striving to ensure that 95% of children under 1 year old are fully vaccinated according to the national program, 100% of communes have a doctor, and 95% of the population participate in health insurance.
Strengthening management, investment, and mobilizing the people to perform well in hygiene, food safety, disease prevention, and healthcare Improving physical fitness, reducing disease incidence, and increasing the average life expectancy of the population Controlling and significantly reducing HIV transmission. Maintaining a reasonable birth rate and developing mechanical solutions to serve economic development.
Promoting the sports movement, physical training, and improving health.Mobilizing resources to invest in high-performance sports development,maintaining and developing the province's strong sports Developing the sports competition system at the grassroots level Mobilizing all resources to build facilities for sports training and competitions.
3.1.1.3 Development in science and technology
Focus on researching and applying scientific and technological advancements in coal mining, closed transportation, and ensuring the safety of people, property, and the environment in coal production and business.
Increase investment in research and application of scientific and technological advancements and new technologies to serve leadership, management, operation, agriculture, forestry, fishery, administrative reform, public services, environmental protection, and key economic sectors with advantages.
Prioritize the development of new industrial facilities using advanced, energy- saving technologies, while also encouraging and supporting units and businesses to switch from outdated technologies Strive for the scientific and technological content of Quang Ninh branded products to reach 38-40% of GDP and aim for some industries to achieve top technological levels in the country.
To foster innovation, implement advanced management techniques, organizational reforms, and scientific and technological advancements Encourage the establishment of scientific and technological research institutions in diverse disciplines Facilitate the flow of investment into scientific and technological development through collaborations and partnerships.
To make education truly the top policy contributing to improving the quality of education and training, the state must have a policy of valuing talents Develop a lifelong learning system and build a learning society as a top priority task to nurture human resources for the economy and society, reducing reliance on manual labor. Implement the policy of socializing education well and mobilize the strength of all economic components and individuals to participate in the development of education Value both basic and higher education, education for all, and education for excellence Establish linkages, intersections in training, management, and use of human resources.
Shift the focus of education from equipping knowledge to training and developing problem-solving methods, creativity, self-training skills, practical skills,and adaptability to the development of the training product This is the only way to train high-quality human resources that meet the requirements of economic and social development.
Human resources are the most valuable resource in the process of renewal and development Developing human resources is the responsibility, obligation, and right of both the political system and the entire society, in which high-quality human resources are a top priority and a breakthrough step in the economic and social development strategy during the period of promoting industrialization and modernization.
Developing a human resource development strategy based on an accurate assessment of the current state of the province's human resources Human resource development must ensure consistency in terms of scale, structure, quantity, and quality, ensuring the fulfillment of social needs and the requirements for Quang Ninh province's development towards industrialization, modernization, and proactive international integration.
Some solutions to develop human resources in Quang Ninh province in
To overcome the challenges and develop the human resources of Quang Ninh province in the context of digital transformation, the following key contents should be focused on in the near future:
3.2.1 Forecasting the needs in human resource in the context of digital transformation
This is a content that needs special attention, as the fourth industrial revolution will have a significant impact on the structure of the economy, the decline and even loss of many professions, as well as the emergence of new professions in the future, which will lead to significant changes in the employment structure This will help Quang Ninh province proactively anticipate the trends and demands of the labor market, reducing the unemployment rate of the economy.
3.2.2 Raising awareness of digital transformation
To effectively address the Fourth Industrial Revolution, it is crucial to foster international collaboration and information sharing By improving communication and understanding, nations can develop a coherent understanding of its nature, characteristics, potential, and challenges This shared knowledge will empower them to devise appropriate and impactful solutions, ensuring that they remain competitive and adaptable in the face of technological advancements.
3.2.3 Building a learning society and learning organization
Quang Ninh province aims to establish a learning society where individuals of all ages and backgrounds have equitable access to continuous education This policy prioritizes fostering a comprehensive learning environment that enables lifelong learning opportunities at any time, place, or level It emphasizes the mobilization of society's collective resources to build and advance the educational landscape, recognizing education as a fundamental human right and a cornerstone of societal progress.
3.2.4 Prioritizing investment in human resource development in a number of industries and fields
Prioritizing and investing resources in developing human resource training sectors directly serving the fourth industrial revolution, such as new materials, information technology, nanotechnology, automation, telecommunications electronics, energy storage, digital technology, artificial intelligence, and biotechnology.
3.2.5 Training, allocation and the use of human resources must be closely related and influence each other
Creating a workforce with good education, professional skills, and health is an important issue in the development strategy of Quang Ninh province until 2025. However, more importantly is the rational allocation and utilization of that workforce to become a driving force for the socio-economic development of the city Therefore, along with developing the workforce, the allocation and utilization of that workforce is one of the important measures.
Discovering, training, and utilizing talented individuals
One of the important tasks, creating a team of experts and talents in various fields The immediate task is for the province to build and specify a system of job title standards for each object to be appropriate Good recruitment for the position is important, as well as evaluating the workforce annually to ensure that they are suitable, capable, and effective in their work.
Continuing to adjust and improve the distribution structure of the workforce
Quang Ninh Province's socio-economic development strategy from 2020-2025 and vision to 2030 emphasizes transitioning the economic structure from agriculture to industry and services To achieve this, the province aims to adjust its labor structure accordingly By 2025, the province anticipates attracting approximately 359,700 workers into economic and social sectors To facilitate this transition, Quang Ninh Province will focus on developing programs that support sectors and fields aligned with the desired economic structure.
3.2.6 Issueing policies to attract and support human resource training
As a result, the team of officials and civil servants from provincial to commune levels has continuously developed and improved in quality This includes the clear identification of the targeted objects, conditions, forms, and support policies.
Target objects: Graduates with honors or higher degrees; Graduates with highest honors from universities; Doctors with a good academic record from 6-year programs or higher; Master's and Ph.D graduates; Sports coaches and athletes who have been awarded national titles (with at least a university degree); Officials and civil servants (not over 40 years old) who work in agencies and units outside the province, who have graduated after university
Conditions: The attracted objects must meet the employment requirements and commit to working voluntarily for at least 5 years.
Forms of attraction: Reception, selection, and examination.
Support policies: Within 3 years from the date of admission, recruitment will receive monthly support according to each object, at least 1.0 times the minimum wage/month, and supported with housing
The province should develop three basic policies: Attraction; regular subsidies and one-time support after training for officials and civil servants; rewarding excellent students The target objects for attraction are also quite comprehensively defined in terms of fields, levels, and specific support levels for each profession For example, the target group for attracting commune officials in mountainous, border, island, deep, remote, ethnic minority areas, and areas with particularly difficult economic conditions are university graduates The target group for attracting provincial-level officials and civil servants are domestic highest-honor graduates, excellent graduates, graduates with excellent performance abroad, doctors with a 6-year university degree, pharmacists with a 5-year university degree, master's and equivalent degrees, coaches under 45 years old for women and 50 years old for men, and national-level athletes under 30 years old
To expand the scope, increase the quantity and quality of human resources attracted to work as civil servants and officials from the provincial to the communal level, the province is actively promoting and accelerating the progress of the development of the Policy Support Plan for Training and Attracting High-QualityHuman Resources, such as proposing to establish a Fund to support and encourage talent and provide loans for overseas training The level of support from the Fund is also specified according to each specific profession and rank In terms of policy implementation costs, the draft plan stipulates that support should be provided on a monthly basis, rather than a one-time basis, with the costs being borne by the agencies employing the civil servants, officials and personnel In terms of the incentive regime, the draft plan also proposes to support housing for those who register their permanent residence more than 50km from their workplace by providing a one-time amount equal to the basic salary The implementation period is three years from the time of recruitment or acceptance.
To foster high-quality human capital and stimulate a skilled labor market, Quang Ninh province requires an optimized legal framework The scientific and technological marketplace should mirror demand and supply, guiding strategic planning Additionally, mitigating the societal impact of the Fourth Industrial Revolution demands a robust legal system, comprehensive social security, a nurturing cultural environment, and the cultivation of global citizens.
Enhancing coordination among the State, educational institutions, businesses, and learners:
+ The State performs the function of directing development, establishing legal frameworks, and inspecting, supervising and monitoring the implementation of laws to create a healthy competitive environment in education and training.
+ Educational institutions proactively prepare the necessary conditions regarding infrastructure, faculty, programs, and curriculum to produce training and research products that better meet the needs of society.
Businesses collaborate with educational institutions to bridge the skills gap by identifying workforce requirements, funding training programs, and providing opportunities for internships This collaboration fosters a mutually beneficial partnership, ensuring that students acquire industry-relevant skills and businesses
+ Learners proactively continue to learn, improve their knowledge, professional skills, and appropriate skills in line with their personal conditions and circumstances, have the right to choose their field of study, appropriate learning methods, and contribute to creating wealth for society.
Coordinate and collaborate with central agencies and organizations
Some policy recommendations
3.3.1 Policy on mobilizing resources for human resource development
Implement and maintain universal high school education results: 70% of junior high school graduates annually enter high school, 20-30% attend vocational colleges or long-term vocational training; 20-25% of students aged 18-21 hold vocational diplomas or long-term vocational certificates.
Review and rearrange the network of training facilities in the province, from universities, vocational education to preschool education, ensuring balance in structure and training level, serving as a basis for issuing policies for educational and training development, and investing in strengthening facilities.
The province allocates significant funds towards human resource development, prioritizing projects that align with its strategic plan To enhance workforce capabilities, the budget supports training programs in high-demand occupations, despite their low profitability Simultaneously, the province emphasizes rigorous management of educational investments to ensure the quality of training delivered across all schools, both public and private.
Attract domestic and foreign investment in the field of education and training, especially in high-quality education and training, and research and apply preferential mechanisms and policies, support for land, administrative procedures, and market information for investors.
Implement synchronized mechanisms and policies to encourage strong socialization in the field of education and training Continue to encourage and prioritize land funds for developing educational and training facilities according to the prescribed direction and planning, gradually pilot support for provincial budget activities for training outside public institutions based on the training results of schools, and place orders for training.
In addition to supporting training facilities to invest in improving infrastructure (financial support, mechanisms, policies, etc.), it is necessary to continue to encourage and support these facilities and individual teachers and lecturers to constantly renew content, programs, teaching methods, regularly update and improve professional qualifications to improve training quality.
Enhancing the quality and quantity of the teaching staff, particularly vocational educators, is crucial To foster a highly skilled workforce, students are encouraged to pursue advanced degrees such as doctoral programs, professorships, and associate professorships This initiative supports the development of specialized expertise, particularly in academic institutions, research facilities, and technology-driven organizations.
Diversifying the types and levels of training, training according to location and social needs, ensuring equal opportunities for learning for everyone, and creating conditions for lifelong learning are essential:
Conducting surveys and assessments of social needs for human resources is done on the basis of information on the labor market and economic and social development indicators to forecast labor needs based on specific criteria (quantity, occupation, etc.) to serve training and retraining of human resources Results of labor and employment surveys and forecasts are publicly announced to allow interested parties to learn about study opportunities, find jobs, organize training, and recruit workers Collaboration with the Ministry of Education and Training, the Ministry of Labor, Invalids, and Social Affairs is done to evaluate and publicly announce the quality of accreditation of training establishments in the province.
Strengthening the cooperation between research and development organizations, universities, vocational training schools, and businesses to invest in- depth, with emphasis and location, and closely link training and scientific research to improve human resource training with sufficient qualifications and capabilities to meet society's demands, and to effectively use the products of the training process.Through the linkage mechanism between universities, colleges, research and development organizations, and businesses, scientific and technological personnel have opportunities to participate in teaching, scientific research, and technological innovation that meet practical production requirements.
Inviting leading research experts, scientists to cooperate, work, and conduct research at schools, scientific and technological organizations, directly participating in programs, projects, and technology transfer contracts, providing guidance, training, and upgrading skills for the province's scientific and technological personnel.
Recognition of qualifications (by examination or certification) is given to those who self-study or learn through apprenticeships without formal vocational training.
Renewal of program content, teaching methods, and application of advanced technologies in training is essential to improve the quality of training, the effectiveness of labor utilization, and the competitiveness of human resources in the labor market.
3.3.2 Policy on employment, insurance and social protection
Continuing to effectively implement social security policies for laborers who are poor, supporting policies for laborers working abroad, and training policies for laborers There are job creation policies and support for poor individuals participating in various types of insurance to support disadvantaged laborers in society.
Encouraging businesses with sufficient capacity and qualifications to participate in labor export activities, supporting laborers in borrowing money to complete labor export procedures.
To safeguard workers' rights, comprehensive insurance coverage (health, social, and unemployment) will be implemented and enforced through rigorous inspections, ensuring compliance with labor and insurance regulations Workers will be informed of their legal protections and encouraged to utilize legal channels to uphold their rights.
Continuing to research and supplement mechanisms and policies to attract high-quality human resources to work Researching and implementing mechanisms for hiring, cooperating, and consulting with leading experts (domestic and foreign) in high-tech fields to serve the development process of the province.
Experimenting with salary payment and income distribution based on capacity and work results; having special allowances and benefits (housing, training, etc.) for highly qualified human resources.
Implementing appointments through open recruitment mechanisms, in the period of 2020-2025, applying to most leadership positions of state management agencies and district-level authorities.
3.3.4 Policy on developing labor market
Continuing to effectively implement the Job Exchange of the Job Introduction Center under the Department of Labor - Invalids and Social Affairs to create conditions for developing the labor market in the locality.