Developing human resources in quang ninh province in the context of digital transformation

MINISTRY OF EDUCATION AND TRAINING FOREIGN TRADE UNIVERSITY MASTER THESIS DEVELOPING QUANG HUMAN RESOURCES NINH PROVINCE IN THE CONTEXT OF DIGITAL TRANSFORMATION MAJOR: INTERNATIONAL ECONOMICS TA QUOC KHAI HANOI - 2023 IN MINISTRY OF EDUCATION AND TRAINING FOREIGN TRADE UNIVERSITY MASTER THESIS DEVELOPING QUANG HUMAN NINH PROVINCE RESOURCES IN IN THE CONTEXT OF DIGITAL TRANSFORMATION Major: International Economics Specialization: Master of Research in International Economics Code: 8310106 Full name: Ta Quoc Khai Supervisor: Assoc Prof, Dr Hoang Xuan Binh Ha Noi - 2023 STATEMENT OF ORIGINAL AUTHORSHIP Thereby declare that this thesis was carried out by myself under the guidance and supervision of Associate Professor, Dr Hoang Xuan Binh | totally affirm that the content and findings of this thesis are accurate and adhere to research ethics ‘The data and figures presented were obtained through analysis, comments, and evaluations from multiple sources, and were duly cited in the reference section Additionally, any external comments, reviews, or data used from other authors and organizations have been acknowledged and explicitly cited The author assumes full responsibility for any fraudulent activity discovered in the thesis, Author (signature and full name) ii ACKNOWLEDGEMENTS Words cannot express my gratitude to my Associate Professor, Dr Hoang Xuan Binh and his invaluable patience and feedback | also could not have undertaken this journey without my defense committee, who generously provided knowledge and expertise Additionally, this endeavor would not have been possible without the generous support from the Faculty of Graduate Studies of Foreign Trade University 1am also grateful to my classmates and my friends, for their editing help, latenight feedback sessions, and moral support Thanks should also go to the librarians, research assistants, and study participants from the university, who impacted and inspired me Finally, I must express my very profound gratitude to my parents for providing me with unfailing support and continuous encouragement throughout my years of study and through the process of researching and writing this thesis This accomplishment would not have been possible without them Thank you ii TABLE STATEMENT OF CONTENTS OF ORIGINAL AUTHORSHIP ACKNOWLEDGEMENTS LIST OF DIAGRAMS, FIGURES AND TABLES SUMMARY OF THESIS RESEARCH RESULTS INTRODUCTION CHAPTER PROVINCIAL 1: THEORETICAL HUMAN FOUNDATION RESOURCES IN THE ON CONTEXT DEVELOPING OF DIGITAL TRANSFORMATION 1.1 Some related concepts 1.1.1 Concept of human resources 1.1.2 Concept of human resources quality 1.1.3 Criteria for evaluating the national workforce 1.1.4 Developing human resources 1.1.5 Digital transformation 1.2 Criterias for evaluating human resources in the province 1.2.1 Criterias for evaluating the capacity of employees 1.2.2 Criteria for employees’ mannerisms, conducts and obligations 1.2.3 Criteria for evaluating employees based on their work performance 1.3 Digital transformation context and requirements of digital " 13 14 15 16 18 23 24 transformation context 1.3.1 Digital transformation context 25 1.3.2 Requirements of digital transformation context 30 1.4 Experience in developing human resources of some provinces and cities 33 1.4.1 Experience in developing human resources in Binh Thuan province 33 1.4.2 Experience in developing human resources in Binh Duong province 35 CHAPTER 2: THE CURRENT SITUATION OF HUMAN RESOURCES IN QUANG NINH PROVINCE IN THE CONTEXT OF DIGITAL TRANSFORMATION 2.1 Overview of natural and socio-economic conditions 2.1.1 2.1.2 2.1.3 2.1.4 Geographical location Topographic Climate Economic context 38 38 40 2.2 Analysis of the current situation of human resources in Quang Ninh province in the context of 2.2.1 2.2.2 2.2.3 2.2.4 digital transformation Scale and structure of human resources 42 Analyze the current situation of human resources 49 The subject’s role in developing human resources Some policies and solutions of Quang Ninh province in developing human resources 56 2.3 Factors affecting human resource: 2.3.1 Macro-environmental factors 58 2.3.2 Micro-environmental factors 61 2.4 Assessment of the strengths and limitations human resources in Quang Ninh province in the context of digital transformation 2.4.1 62 Achievements 62 2.4.2 Restrictions and causes CHAPTER HUMAN 3: ORIENTATION RESOURCES 64 AND IN QUANG SOME NINH SOLUTIONS PROVINCE TO DEVELOP IN THE CONTEXT OF DIGITAL TRANSFORMATION 3.1 Orientation to develop human resources in Quang Ninh provine context of digital transformation 3.1.1 Developing orientation of Quang Ninh province 69 3.1.2 Requirements for the province's human resources in the context of digital transformation T2 3.2 Some solutions to develop human resources in Quang Ninh province in the context of digital transformation 3.2.1 Forecasting the needs in human resource in the context of digital transformation 75 3.2.2 Raising awareness of digital transformation 76 3.2.3 Building a learning society and learning organization 16 3.2.4 Prioritizing investment in human resource development in a number of industries and fields 3.2.5 76 Training, allocation and the use of human resources must be closely related and influence each other .76 3.2.6 Issueing policies to attract and support human resource training 77 3.2.7 Other solutions 3.3 Some policy recommendation 3.3.1 Policy on mobilizing resources for human resource development 80 3.3.2 Policy on employment, insurance and social protection 83 3.3.3 Policy on talented treatment -2+:2122122222 re 83 3.3.4 Policy on developing labor markeL -2.-222:2212-222 83 3.3.5 Some recommendations for competent state agencies CONCLUSION LIST OF REFEREN vi LIST OF DIAGRAMS, FIGURES AND TABLES TABLES Table Scale of human resources in Quang Ninh provinee in 2019-2021 43 Table Skill group classifieation -2222222222222222222.2 -2.cee 73 Table Required Education and Skills for Digital Transformation T5 FIGURES Figure Diagram of the labor age structure in Quang Ninh province from 2019-2021 vii SUMMARY OF THESIS RESEARCH RESULTS So far, Quang Ninh province's economy has heavily relied on industries that utilize low-cost labor and exploit natural resources The quality of human resources, particularly in science and technology, remains limited With the advent of Digital Transformation, these limitations have worsened, particularly with regards to human resources The author's research aims to summarize the requirements of Digital Transformation for human resources, assess the current human resources in Quang Ninh province, evaluate policies and solutions implemented by the province to enhance human resource, and identify the requirements of Digital Transformation for improving human resource The thesis offers solutions to boost human resources quality in Quang Ninh province to meet these demands INTRODUCTION Rationale Quang Ninh, a coastal province in Northeastern Vietnam, is a diverse area with a mix of sea, islands, plains, midlands, hills, mountains, and borders Due to its position as a key economic zone in the North and a coastal zone of the Northern Delta, the province requires a high-quality workforce to achieve rapid growth and narrow the gap in the knowledge-based and globalized economy This workforce must possess moral and intellectual qualities, a desire to learn, creativity, cultural knowledge, and professional skills in production, business capacity, macroeconomic management, and high-level scientific and technological expertise However, the current workforce does not meet the province's requirements for economic and social development To address this issue, Quang Ninh's Provincial Party Committee, People’s Council, and People's Committee have prioritized enhancing the workforce through key and central leadership, flexible management, and positive solutions The province's strategy for socio-economic development emphasizes the development of a high-quality workforce, with priority given to industries such as industry, trade, services, agriculture, forestry, and fisheries with high levels of scientific and technological products, and marine economic sectors Ultimately, the success of Quang Ninh's economic and social development goals depends on the quality of its workforce Studies have shown that, in addition to opportunities, the development of human resources in Quang Ninh province also presents several new challenges, specifically in several areas as follows: Firstly, digital transformation will bring significant changes to various industries’ labor structure, causing traditional industries to disappear and new technology-related industries to emerge In a province with a large labor force, lowskilled labor will be easily replaced by machines due to automation systems and intelligent robots This situation will increase unemployment and create a surplus of labor in developing economies The coal mining industry, for example, will be gradually replaced by modem machines and robots controlled by advanced 71 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 One of the basic tasks of the socio-economic development strategy of Quang Ninh Province for the period of 2020-2025 and the vision to 2030, promoting the transition and improvement of the economic structure from "Service - Industry - Agriculture" To implement economic development in this direction, Quang Ninh province must adjust the labor structure to be appropriate to the economic structure of the province It is expected that by 2025, the economic and social sectors will attract around 359,700 workers To adjust the structure of the workforce and implement the transition to the structure of the economy towards services, industry, and agriculture, Quang Ninh province needs to focus on developing programs for suitable sectors and fields that are appropriate for the province's economy 3.2.6, Issueing policies to attract and support human resource training Asa 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 78 Conditions: The attracted objects must meet the employment requirements and commit to working voluntarily for at least Š years Forms of attraction: Reception, selection, and examination Support policies: Within 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 6year 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-Quality Human 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 79 equal to the basic salary The implementation period is three years from the time of recruitment or acceptance 3.2.7 Other solutions Quang Ninh province needs to continue improving the legal framework to create a favorable environment for developing high-quality human resources and encourage the development of a high-quality labor market The market for scientific and technological products must fully reflect the supply-demand relationship, thereby serving as a basis for strategy and policy formulation Strengthening the legal system, ensuring the social security system, building a healthy cultural environment, and forming global citizens are necessary to reduce the negative impacts of the Fourth Industrial Revolution on all aspects of social life in our country 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 identify the personnel needs of their units, provide financial support, and participate in the training process, construction, and evaluation of teaching programs, and create opportunities for students to intern + Leamers 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 leaming methods, and contribute to creating wealth for society Coordinate and collaborate with central agencies and organizations 80 Expand and strengthen cooperation with central agencies operating in the area to create conditions for new teaching and learning programs, curricula, teaching materials, improving teacher skills, and funding to support local human resource development Enhance cooperation and coordination with domestic localities Maintain and expand exchange relationships and cooperation with key economic regions such as the Northern Coastal Region and the Red River Delta, as well as other localities across the country to create favorable opportunities for the province's socio-economic development and strengthen cooperation in training, human resource recruitment, and transfer of labor cooperation between provinces to balance labor supply and demand in the labor market Strengthen international cooperation Continue to exploit the potential for learning, absorbing advanced scientific, technical, and technological knowledge from intemational sources by sending students to universities and reputable institutions worldwide for higher education and postgraduate training, Take advantage of the province's location, natural conditions, and socioeconomic advantages to expand exchange relationships and cooperation with neighboring China to expand the labor market and improve human resources in the province Explore preferential credit sources from international organizations such as the World Bank, ADB, JBIC, and other foreign direct investment (FDI) sources to develop education and training systems, science and technology, and human resource development Attract and encourage investment in human resource development 3.3 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 81 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 state prioritizes budget investment in human resource development through programs and projects in this plan and other human resource development plans Strengthen budget support for all schools (public or private) that train for the high-demand occupations in the province, which require large investment but low profits, while strengthening management in education and training investment activities to ensure training quality 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 Positive and proactive development of the teaching staff, particularly vocational teachers, in terms of quality and quantity is encouraged Encouragement is given to leamers to advance their education to become professors, associate professors, and 82 doctors, especially in universities, research institutes, and scientific and technological facilities 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 83 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 Continuing to implement health insurance, social insurance, and unemployment insurance regimes Strengthening inspection and checking of compliance with labor and insurance laws at businesses, disseminating information to laborers about their legal rights and legitimate interests, and guiding laborers to use social-legal tools to protect their legitimate rights Policy on talented treatment Continuing to research and supplement mechanisms and policies to attract highquality 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 Policy on developing labor market 84 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 Diversifying job exchange channels such as job fairs, job websites, etc., creating favorable conditions for direct transactions between laborers and employers Having support mechanisms to invest in modernizing job introduction centers to meet the demand for job counseling, job introduction, labor supply, and gathering and providing labor market information to laborers and employers Implement policies to support vulnerable workers to participate in the labor market, such as establishing advisory agencies, providing job introductions specifically for disadvantaged workers (the poor, unemployed for over 12 months, people with disabilities, etc.), supporting vocational training and retraining, and resolving employment issues Strengthen inspection and supervision activities to ensure compliance with labor laws regarding labor contracts, wages, benefits, insurance, rewards, discipline, ete Some recommendations for competent state agencies To plan the Human Resource Development for the period 2020 - 2025 of Quang Ninh province, it is recommended that central ministries and agencies consider removing some of the following difficulties Continue to renew the policy on tuition fees based on ensuring that training institutions cover the costs of their operations and have accumulated funds for investment and development Accelerate the salary reform roadmap, increase income for workers, especially state officials, contributing to the effective implementation of the Overall Program for Administrative Procedure Reform Build a national labor database, regularly conduct surveys and publicly announce the job placement rate in various fields so that learners can choose suitable occupations 85 Develop appropriate programs and curricula that are in line with practical needs, reduce theoretical training time, increase practical training and internships, make labor law training mandatory for all forms of vocational training, and help workers understand labor laws to implement and protect their legitimate rights during the labor process Continue to promote the reform of management mechanisms in research institutes, universities, colleges, and vocational schools towards enhancing autonomy and responsibility of the units, especially in terms of finance, personnel, and enrollment 86 CONCLUSION Developing human resources in Quang Ninh province in the context of digital transformation is extremely important and necessary to ensure its sustainable development Digital transformation has brought significant changes to various economic and social sectors, requiring innovation and creativity from the workforce Developing human resources helps ensure that Quang Ninh province has enough experts and workers with the necessary knowledge and skills to apply digital technology across industries, from tourism to manufacturing Therefore, researching and finding solutions to develope human resources in Quang Ninh province in the context of digital transformation is always a goal and an important factor for the province to become an advanced and developed destination in the digital era In the framework of a thesis titled "Developing Human Resources in Quang Ninh Province in the context of Digital Transformation," the following aspects have been focused on: Firstly, systematizing the fundamental theoretical issues regarding the human resources, developing human resources, and digital transformation in general, by evaluating specific indicators of human resources in Quang Ninh Province Secondly, providing a general overview of the human resources in Quang Ninh province, while analyzing the current situation of human resources development in the context of digital transformation, thereby presenting the achieved results, limitations, and the reasons behind the province's activities in recent years Thirdly, based on the general directions for human resources development in Quang Ninh province, the thesis proposes solutions for human resources development in the context of digital transformation in the province in the coming years, along with recommendations for Quang Ninh province and state management agencies to promote activities aimed at improving human resources in the context of digital transformation In conclusion, while efforts to enhance human resource in Quang Ninh Province have been acknowledged, there is still a need for more focused research in specific 87 fields and industries Currently, research in this area remains limited, with most studies relying on secondary data that may not fully capture the primary data required for an accurate analysis To overcome this limitation, future research endeavors should concentrate on improving human resources in Quang Ninh, with a particular focus on each specific industry within the context of digital transformation By prioritizing research in this area, Quang Ninh can effectively align its human resource development strategies with the evolving demands of the digital era, ensuring a competitive advantage in the long run I would like to propose that the next research direction should focus on enhancing human resources in Quang Ninh province for each specific industry in the context of digital transformation §8 LIST OF REFERENCES I List of references in Vietnamese Trần Xuân Cầu Mai Quốc Chánh (2009),Giáo trình Kinh tế Nguồn nhân lực, Nhà xuất Trường Đại học Kinh tế Quốc dân GS.TS Lê Hữu Tầng (1991 ~ 1995), Con người Việt Nam ~ mục tiêu động lực phát triển kinh tế - xã hội, Chương trình khoa học công nghệ cấp Nhà nước KX - 07 GS.TS Bùi Văn Nhơn (2006), Quản lý phát triển nguồn nhân lực xã hội, NXB 'Tư pháp, Hà Nội PGS.TS Mai Quốc Chánh (2000), Giáo trình Kinh tế nguồn nhân lực, NXB Đại học Kinh tế quốc dân, Hà Nội PGS.TS Lê Thanh Hà (2009), Giáo trình Quản trị nhân lực, NXB Lao động ~ Xã hội, Hà Nội Mạc Văn Tiến (2015), Cơ hội thách thức lao động Việt Nam gia nhập cộng đồng kinh tế ASEAN, Tạp chí Cộng sản, địa http://www.tapchicongsan.org.vn/Home/Tri-thuc-vietnam/2014/30408/Co-hoi- thach-thuc-doi-voi-lao-don Trần Loan (2015), Lao động, việc làm Việt Nam 2015: Nỗ lực, chưa đạt kỳ vọng, Tạp chí Kinh tế Dự báo, địa chỉ: htip://kinhtevadubao.vn/chỉ-tiet/24925-lao-dongviec-lam-o-viet-nam-2015 no-luc-nhung-chua-dat-ky-vong htm] VCCI (2016), Việt Nam giai đoạn chuyển đôi: Kỹ nghề Năng suất thị trường lao động, Báo cáo VCCI Viện Hàn lâm Khoa học Xã hội Việt Nam (2016), Cuộc Cách mạng công nghiệp lần thứ tư: Một số đặc trưng, tác động hàm ý sách Việt Nam 10 Nguyễn Đắc Hưng (2016), Thực trạng số giải pháp nâng cao chất lượng li nguồn nhân lực nay, Tạp chí Tuyên giáo, địa http://www tuyengiao.vn/Home/giaoduc/8887 1/Thuc-trang-va-mot-so-giaiphapnang-cao-chat-luong-nguon-nhan-luc-hien-nay 12 Nguyễn Đức Khiêm (2016), Các nhân tố ảnh hưởng đến nguồn nhân lực cho phát triển kinh tế - xã hội nước ta địa hitp://eaodangvinhphuc.edu.vn/vi/news/Doi-tac/Cacnhan- _ to-anh-huong-dennguon-nhan-luc-cho-phat-trien-kinh-te-xa-hoi-o-nuoc-tahien-nay-209/ 13 Trịnh Hoàng Lâm (2016), Một số giải pháp nâng cao chất lượng nguồn nhân lực 89 14 Việt Nam bối cảnh hội nhập, Tạp chí Lao động Xã hội, địa htp://laodongxahoi.net/mot-so-giai-phap-nang-cao-chat-luong-nguon-nhan-lucvietnam-trong-boi-canl hap-1304507.html 15, Giáo sư, Viện sĩ Phạm Minh Hạc (2001), Nghiên cứu người nguồn nhân lực thời kì CNH - HĐH, NXB Chính trị Quốc gia, Hà Nội 16 Mai Đình Đoài, Sức khỏe gi?, địa chỉ: htps:/sites.google.com/ site/doainoni/abe/1-khai -niem-chung-ve-sue-khoe 17 18 19, 20 21 22 23 24 25 PGS.TS Đoàn Thế Lợi, Nâng cao chất lượng nguồn nhân lực quản lý, khai thác CTTL, địa chỉ: http://www.iwem.gov.vn/?News&id=968&g_id=229 TS Nguyễn Thanh Mai, Chất lượng nguồn nhân lực, địa hitp://voer.edu.vn/m/chat-luong-nguon-nhan-luc//758c8b47 PGS.TS Phạm Văn Sơn (2015), giải pháp nâng cao chất lượng nhân lực Việt Nam, dia chi: http://giaoduethoidai.vn/trao-doi/7-giai-phap-_nang-cao-chatluong-nhan-luc-viet-nam-602980.htmI Kênh tuyển sinh, Kĩ mềm: Học để khẳng định mình!, địa https://kenhtuyensinh vn/ky-nang-mem-hoc-de-khang-dinh-minh Thu viện kỹ năng, Những kĩ mềm cần trọng hệ thống giáo dục Việt Nam, địa chỉ: htp:/4huvien.kyna.vn/ky-nang-mem/nhung-ky-nangmem-can-duoc-chu trong-trong-he-thong-giao-duc-viet-nam/ Pham Thi Hanh (2020), Phát triển, nâng cao chất lượng nguồn nhân lực bối cảnh Cách mạng công nghiệp lần thứ tư, địa hitps://awww-tapchicongsan.org.vn/web/guesUvan hoa xa hoi//2018/815949/phat-trien%2C-nang-cao-chat-luong-nguon-nhan-luc-trong-boicanh-cuoc-cach-mang-cong-nghiep-lan-thu-tu.aspx Phương Minh (2020), Công bồ Báo cáo Xu hướng lao động xã hội Việt Nam 2019, địa chỉ: https/baodansinh.vn/cong-bo-bao-cao-xu-huong-lao-dong-va-xahoi-viet-nam-2019-20200226 183832231.htm Ban Chỉ đạo cải cách hành Chính phủ, Quảng Ninh: Đào tạo nguồn “nhân lực số” xây dựng “công dân số”, địa http://caicachhanhchinh.gov.vn/danh-muc/quang-ninh-dao-tao-nguon-nhan-lucso-va-xay-dung-cong-dan-so-95 12 html “Tốc độ tăng trưởng đáng kinh ngạc Quảng Ninh năm gần hứa hẹn khu vực đầu tư tiềm năng, địa chi: https://titangroup.vn/toc-do-tang-truong- quang-ninh/ 26 Báo Quảng Ninh, Tinh Quang Ninh đạt nhiều thành tựu quan trọng tạo dấu ấn nỗi bật năm 2020, địa chỉ: hitps://baoquangninh.vn/tinh-quang-ninh-dat- duoc-nhieu-thanh-tuu2512133.html 27 Tạp chí Người Hà Nội, Quang Ninh: Phiên bế mạc kết Kỳ họp thứ 15 Hội đồng nhân dân tỉnh Quảng Ninh khoá XHI, địa https://nguoihanoi.com.vn/quang-ninh-phien-be-mac-ve-ket-qua-ky-hop-thu15-hoi-dong-nhan-dan-tinh-quang-ninh-khoa-xiii-L1415.html 28 Công thông tin điện tử tỉnh Quảng Ninh, Phát triển nguồn nhân lực chất lượng cao: Tạo xung lực để Quảng Ninh * cất cánh”, địa https://www.quangninh gov vn/Trang/ChiTietTinTuc.aspx?nid=929608fbelid= IwAR3TeuGC92c9a8x8pn6dy6pH7O0fuf5KtAsvKDMFOO6DSBs1ZdGOdOa Bue 29 Thực trạng định hướng phát triển nguồn nhân lực Quảng Ninh, địa https://vhntorg.vn/thuc-trang-va-dinh-huong-phat-trien-nguon-nhan-luc-oquang-ninh/ 30 Báo cáo: Tình hình kinh tế - xã hội tháng 01, số nhiệm vụ trọng tâm tháng 02 nam 2022, dia chi https://www quangninh gov vi/Lists/ThongTinTraCuw/Attachments/2791/20_si gned%20(1).pdf 31 Tạp chí Lao động Xã hội, Quảng Ninh: Một năm vượt khó, hồn thành tiêu, nhiệm vụ Ngành Lao động - Thương binh Xã hội, địa hitp://m.laodongxahoi.net/quang-ninh-mot-nam-vuot-kho-co-ban-hoan-thanhcac-chi-tieu-nhiem-vu-cua-nganh-lao-dong-thuong-binh-va-xa-hoi- 1321999.html g thông tin Điện tử Bộ Kế hoạch Đầu tư, https://www mpi gov.vn/Pages/tinhthanhchitietaspx?idTinh Thanh=32 địa 33 Bình Dương: Nâng cao chất lượng nguồn nhân lực, đáp ứng yêu cầu phát triển, địa chỉ: htps//vietnamnet.vn/binh-duong-nang-cao-chat-luong-nguon-nhan-lucđap-ung-yeu-cau-phat-trien-2084300.htmL 34 Công thông tin Đảng tỉnh Bình Thuận, Một số giải pháp nâng cao chất lượng nguồn nhân lực tỉnh Bình Thuận giai đoạn 2020 - 2025, địa htps://3www-binhthuan.dcs.vn/Trang-chu/post/212106/mot-so-giai-phap-nangcao-chat-luong-nguon-nhan-luc-tinh-binh-thuan-giai-doan-2020-2025# 35 Chuyển đổi số gì? u cầu doanh nghiệp cần có để Digital Transformation, địa chỉ: https://a1digihub.comi/chuyen-doi-so-la-gi/ 36 Tạp chí Ngân hàng, Chuyên đổi số: Bối cảnh thách thức, địa https://tapchinganhang.gov.vn/chuyen-doi-so-boi-canh-va-thach-thuc.htm 9Ị 37 Bộ Thông tin Truyền thông, Giải pháp phát triển nguồn nhân lực chuyển đổi số Việt Nam, địa chỉ: https://aita.gov.vn/giai-phap-phat-trien-nguon-nhan- lue-trong-chuyer IL List of references in English 10 11 World Economic Forum (2016) The Future of Jobs Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution Global Challenge Insight Report [online] Available at: https://www3.weforum.org/docs/WEF_Future_of Jobs.pdf Osman-Gani, A.M and -Tan, W.L., 1998 Human resource development: The key to sustainable growth and competitiveness of Singapore Human Resource Development International, 1(4), pp.417-432 Oh, H., Ryu, H.-H and Choi, M., 2013 How can we assess and evaluate the competitive advantage of a country’s human resource development system? Asia Pacific Education Review, 14, pp.151-169 Awel, A.M 2013 The long-run relationship between human capital and economic growth in Sweden, MRPA paper no (2013), 45183 Baldacci, E., Clements, B., Gupta, S and Cui, Q., 2004 Social spending, human capital, and growth in developing countries: Implications for achieving the MDGs, IMF Working Paper Solaki, M., 2013 Relationship between education and GDP growth: a bi-variate causality analysis for Greece International Journal of Economic Practices and Theories, 3(2), pp.133-139 Wolff, E.N., 2000 Human capital investment and economic growth: exploring the cross-country evidence Structural Change and Economic Dynamics, 11(4), pp.433-472 Bucci, A., 2008 Population growth in a model of economic growth with human capital accumulation and horizontal R&D Journal of Macroeconomics, 30(3), pp.1124-1147 Oketch, M.O., 2006 Determinants of human capital formation and economic growth of African countries Economics of Education Review, 25(5), pp-554-564 Heckman, J.J., 2005 China's human capital investment China Economic Review, 16(1), pp.50-70 Islam, R., Ghani, A.B.A., Kusuma, B and Theseira, B.B., 2016 Education and human capital effect on Malaysian economic growth International Journal of Economics and Financial Issues, 6(4), pp.1722-1728