Tóm tắt tiếng anh phát triển Đội ngũ giảng viên các trường cao Đẳng phát thanh truyền hình trong xu thế toàn cầu hóa truyền thông Đại chúng

VIETNAM ACADEMY OF SOCIAL SCIENCES ACADEMY OF SOCIAL SCIENCES NGUYEN VAN HUNG DEVELOPING THE TEAM OF LECTURERS OF RADIO AND TELEVISION COLLEGES IN THE TREND OF GLOBALIZATION OF MASS

VIETNAM ACADEMY

OF SOCIAL SCIENCES ACADEMY

OF SOCIAL SCIENCES

NGUYEN VAN HUNG

DEVELOPING THE TEAM OF LECTURERS OF RADIO AND TELEVISION COLLEGES IN THE TREND OF

GLOBALIZATION OF MASS MEDIA

Major: Educational Management

Code: 9 14 01 14

SUMMARY OF DOCTORAL THESIS IN EDUCATIONAL

MANAGEMENT

HA NOI, 2024

The work was completed at:

ACADEMY OF SOCIAL SCIENCES,

VIETNAM ACADEMY OF SOCIAL SCIENCES

Academy of Social Sciences

At hour, date, month, year 2024

The thesis can be found at: - National Library

-AcademyLibrary

LIST OF SCIENTIFIC WORKS

BY THE AUTHOR RELATED TO THE PUBLISHED TOPIC

1 The current situation of the teaching staff at the radio and television colleges under the Voice of Vietnam Journal of Social Psychology - Vietnam Psychology Association, No 01, January 2017

2 Improving the quality of selection and use of lecturers at radio and television colleges in the trend of mass media globalization Journal of Educational Management - Academy of Educational Management, Ministry of Education, No 1, January 2024

3 The impact of mass media globalization on the development of teaching staff at radio and television colleges Journal of Educational Management

- Academy of Educational Management, Ministry of Education, No 2, February 2024

INTRODUCTION

1 Urgency of the topic

Globalization, international integration, scientific and technological revolution, knowledge economy are the trends that are taking place strongly, the strategy of developing human resources, especially high-quality human resources, has become the leading policy in the development of the country's economy Currently, in Vietnam, there are two public Radio and Television Colleges under the Voice of Vietnam, which are carrying out the mission of training human resources for the Radio - Television and Communications Industry of Vietnam In order to meet the rapid development needs of the radio and television industry of Vietnam in the integration period, these colleges need to be further studied in both theory and practice,

as a basis for improving the management and development of the teaching staff, training high-quality human resources commensurate with the above requirements and tasks in order to meet the requirements of the international integration period and the trend of globalization of mass media From the current situation of the teaching staff of colleges of radio and television, there are still some shortcomings: The teaching staff is lacking in quantity; the structure

of the staff is not really balanced; the quality of the teaching staff does not meet the requirements of training high-quality human resources to serve the country's development in the trend of globalization of mass media If the solutions for developing the teaching staff are built according to the human resource management approach, with strategic orientation, individual approach, unity within the organization, commitment and strengthening the role of subordinate managers, synchronously affecting the basic stages of the teaching staff development process (planning; selection; use; training, fostering; remuneration policies ) will help colleges of radio and television develop a sufficient number of teaching staff, reasonable structure, improve quality, and meet the strategy of developing high-level human resources in the broadcasting and

television industry in the trend of mass media globalization and international integration

For the above reasons, we chose "Developing the teaching staff

of Radio and Television Colleges of the Voice of Vietnam in the trend of mass media globalization" as the research topic for this thesis

2 Research objectives and tasks

2.1 Research objectives

Based on theoretical research on management and development

of teaching staff and survey results, analysis of the current situation

of teaching staff of colleges under the Voice of Vietnam, the thesis proposes groups of solutions to develop teaching staff of colleges of radio and television, meeting the requirements of the period of international integration and the trend of globalization of mass media

2.2 Research tasks

1) Overview of domestic and foreign research works on developing teaching staff and management of teaching staff development

2) Determine the theoretical basis for management and development of teaching staff of colleges of radio and television 3) Study the current situation of teaching staff and work on developing teaching staff of colleges of radio and television under the Voice of Vietnam in the trend of globalization of mass media

4) Proposing solutions to develop the teaching staff of radio and television colleges to meet the requirements of the period of international integration and the trend of globalization of mass media

3 Research subjects and scope

3.1 Research subjects and objects

Research subjects: Some solutions for managing and developing the teaching staff of radio and television colleges

Research subjects: Management and development activities of the teaching staff of radio and television colleges

3.2 Research scope of the topic

The topic focuses on studying the current situation of the teaching staff and solutions for managing and developing the teaching staff of radio and television colleges under the Voice of Vietnam

4 Methodology and research methods

4.1 Methodology

The thesis is based on the viewpoints of Marxism-Leninism and Ho Chi Minh's thought, the viewpoints of the Communist Party of Vietnam and the State on the management and development of teaching staff at colleges under the Voice of Vietnam

4.2 Approaches and research methods

4.2.1 Approaches

- Systemic approach; Human resource management approach; Functional approach: Competency approach; Standardization approach;

4.2.2 Specific research methods

- Group of theoretical research methods

- Group of practical research methods and experience summary:

5 Theoretical and practical significance of the thesis

5.1 Theoretical significance

The thesis has approached human resource management, studied the development of teaching staff at colleges in the broadcasting and television industry found out the shortcomings and some shortcomings: the teaching staff is lacking in quantity; the structure of the teaching staff is not really balanced; the quality of the teaching staff does not meet the requirements of training high-quality human resources in the trend of globalization of mass media and international integration The thesis has clarified the characteristics of human resource management Clearly identified the concepts, contents, evaluation criteria and factors affecting human resource management and development of teaching staff of colleges of radio and television

5.2 Practical significance

Based on the application of appropriate research methods, the thesis has analyzed and evaluated the current status of human resource

management and development of teaching staff of colleges of radio and television Based on the theoretical issues that have been clarified, the limitations and causes of the current situation that have been identified, the viewpoints, orientations and goals in human resource management and development of teaching staff of colleges of radio and television, the thesis has proposed groups of suitable and feasible solutions The research results

of the thesis can be used as reference documents for state management agencies on human resource management and development of teaching staff

of colleges and universities to complete the organization and implementation of state management of human resource management and development of teaching staff in our country

6 New contributions of the thesis

- Contributing to systematizing and developing theories on developing teaching staff in general and developing teaching staff of colleges of radio and television in particular in the context of the period of international integration and the trend of globalization of mass media

- Assess the current status of the teaching staff and the development of teaching staff of radio and television colleges, identify the strengths and limitations, weaknesses compared to the requirements of the period of globalization of mass media and international integration

- Propose solutions to develop the teaching staff of radio and television colleges with all necessary criteria, meeting the needs of training high-quality human resources to serve the country and international integration in communications The characteristic of radio and television colleges is to train human resources in the direction of "applying high-tech media profession" Therefore, it is necessary to focus on training and fostering practical capacity for the teaching staff of the radio and television industry

7 Structure of the thesis

The thesis is structured: Introduction, 4 chapters, conclusion, recommendations; scientific works of the author; references and appendix

CHAPTER 1

OVERVIEW OF RESEARCH

1.1 General research on developing the teaching staff

1.1.1 Developing the teaching staff according to the human resource management approach

1.1.1.1 Foreign studies

Human resource development is a central and key issue in laws, resolutions and documents related to the development strategies of countries around the world Therefore, this issue has received attention from many domestic and foreign scholars

1.1.1.2 Studies in Vietnam

Domestically, Pham Xuan Hung (2020) studied human resource management in universities and colleges; Pham Duc Toan (2020) studied human resource management in the public sector in our country today and the issues raised “On the comprehensive development of human beings in the period of industrialization and modernization” by Pham Minh Hac (2001) [42]; “Human resource management in Vietnam, some theoretical and practical issues” by Pham Thanh Nghi, Vu Hoang Ngan (2004);

“Improving the effectiveness of human resource management in the process

of industrialization and modernization of the country” by Pham Thanh Nghi (2006)

1.1.2 Research on the development of the teaching staff

1.1.2.1 Foreign studies

The group of authors Boyatzis, McLagan, Sandberg, 2000; Fulmer

& Conger, 2004; Gangani, McLean, Braden, 2006; The Central Michigan University community published three works: “Career information systems

in the 21st century: The development of O * NET Washington” by Fleishman (1999) American Psychological Association; “Human resource development strategy model based on core competencies” by Mahwah (1999); “Leadership: Theory and practice” by Northouse (2004) etc., affirming the necessity of competencies in training and development

“Competencies: the next generation Training and Development” French author Christian Batal (2002) with the book series “Human resource management in the public sector”, he has put forward a comprehensive theory of “human resource development management according to the competency approach” including from the stages of inventory, assessment

to improving the capacity and effectiveness of the team and human resources [9] In 2004, a group of authors David D Dubois, William J Rothwell, researched the introduction of the competency system into human resource management with the work “Human resource management based

on competencies” [74]; Michelle R Ennis, published “Elements of competency models for different occupations” (Practical questions in building competency models) to build competency models in training industries to prepare effective labor force [83] In 2010, Noordeen T Gangani & Gary N McLean (University of Minnesota) with the study

“Human resource development strategy based on competency”

1.1.2.2 Studies in Vietnam

“National policy on developing the teaching staff of Vietnamese universities” by Tran Khanh Duc (2009); “Some measures to develop the young teaching staff” by Nguyen The Manh (2009); “Work to build and improve the quality of the permanent teaching staff and policies to develop the teaching staff ” by Nguyen Vu Minh Tri (2009); “Some thoughts on the issue of managing the teaching staff to contribute to improving the quality of training at a university” by Phan Quang Xung (2004);

“Developing the team of teachers and educational managers” by Dang Ba Lam, “Educational management science: Some theoretical and practical issues” by Tran Kiem (2008)

1.2 Nghiên cứu về phát triển đội ngũ giảng viên giáo dục nghề nghiệp

1.2.1 Những nghiên cứu ngoài nước

Nhóm các tác giả Boyatzis, McLagan, Sandberg, 2000; Fulmer & Conger, 2004; Gangani, McLean, Braden, 2006; Cộng đồng ĐH Trung ương Michigan xuất bản ba tác phẩm :“Hệ thống thông tin nghề nghiệp trong thế kỷ 21: Sự phát triển của O * NET Washington” của tác giả Fleishman (1999) Hiệp hội tâm lý Mỹ;“Mô hình chiến lược phát triển nguồn nhân lực dựa vào năng lực cốt lõi” của Mahwah (1999); “Người lãnh đạo: Lý thuyết và thực hành” của Northouse (2004) vv, khẳng định sự cần thiết của năng lực trong đào tạo và phát triển “Competencies: the next generation Training and Development” và năng lực của một nhà lãnh đạo, quản lý

1.2.2 Những nghiên cứu ở Việt Nam

Luận án của Nguyễn Thanh Hà (2009) về “ Dạy học thực hành trang

bị điện theo tiếp cận NL thực hiện trong đào tạo giáo viên dạy nghề hệ cao đẳng”[27] Ở đây, bên cạnh khảo sát thực trạng về dạy học theo năng lực thực hiện, tác giả đã xây dựng một số biện pháp dạy học thực hành cho giảng viên dựa trên việc nâng cao năng lực thực hiện cho người học Luận án tiến sĩ của Đào Việt Hà (2014) về “Quản lý đào tạo theo năng lực thực hiện nghề Kỹ thuật xây dựng ở các trường Cao đẳng xây dựng” đã đề cập khá sâu sắc đến hệ thống quản lý đào tạo dựa trên mô hình CIPO trong triển khai đào tạo nghề kỹ thuật xây dựng ở trường cao đẳng

“Một số biện pháp quản lý công tác đào tạo tại trường Dạy nghề tỉnh Quảng Nam”, của tác giả Trần Minh Tú, Hà Nội – 2006

1.3 Bài học kinh nghiệm cho Việt Nam trong phát triển đội ngũ giảng viên giáo dục nghề nghiệp

Thứ nhất, cần xây dựng triết lý giáo dục làm kim chỉ nam cho giáo dục trên phạm vi cả nước Việc cần thiết lúc này là xác định một triết lý giáo dục chung cho giáo dục đại học ở nước ta, hướng tới mục tiêu cơ bản của giáo dục đại học là đào tạo, bồi dưỡng, phát triển bền vững nguồn nhân lực chất lượng cao cho đất nước

Thứ hai, cần đa dạng hóa các chuyên ngành đào tạo gắn với nhu cầu thực tiễn của xã hội và xu hướng quốc tế

Thứ ba, Nhà nước cần có đầu tư lớn cho giáo dục, đặc biệt là giáo

dục đại học, cao đẳng

CHAPTER 2 THE THEORETICAL BASIS OF DEVELOPING THE TEAM OF LECTURERS OF RADIO AND TELEVISION COLLEGES IN THE TREND OF GLOBALIZATION OF MASS

MEDIA 2.1 Basic concepts

2.1.3 Teaching staff of radio and television colleges

2.1.4 Human resources

2.1.4.1 Concept of human resources

2.1.4.2 Human resource development

2.1.4.3 Human resource management

2.2 Developing the teaching staff

2.2.1 Functions and capacities of lecturers

2.2.1.1 Teaching function

2.2.1.2 Scientific research function

2.2.1.3 Management and social service function

2.2.2 Goals of developing the teaching staff

2.2.3 Viewpoints on developing the teaching staff

2.2.3.1 Developing the teaching staff with the focus on the school development goal

2.2.3.2 Developing the teaching staff with the focus on the individual lecturer

2.2.3.3 Developing the teaching staff based on the harmonious combination between the lecturer's goals and the school's overall goals

2.2.4 Developing the teaching staff according to the traditional approach

2.2.4.1 Developing the teaching staff in terms of quantity

2.2.4.2 Developing the teaching staff in terms of quality

2.2.4.3 Developing the teaching staff in terms of structure

2.3 Developing the teaching staff according to the human resource development management approach

2.3.1 Planning the development of the teaching staff

2.3.1.1 Planning on quantity: Based on the forecast of the scale and

training roadmap of the school to plan the number of lecturers, ensuring the quality assurance criteria according to regulations to complete the teaching tasks and have time for scientific research activities, self-study, self-study to

improve professional capacity and skills

2.3.1.2 Planning on the quality of teaching staff: Based on the

capacity standards and strategic development orientation of the school to

plan the quality of the teaching staff to ensure that they have enough capacity, qualifications, and qualities to fulfill their functions and tasks well, meeting the strategic goals of the school Standardize the capacity of the teaching staff according to the capacity framework (according to the model proposed by the author); However, once the team has been standardized, it

is only (hardware) the most important thing for each teacher is to transform the "capacity standards" into specific professional activities of the teacher

himself

2.3.1.3 Planning the structure of the teaching staff

Based on forecast data on the needs of each training profession, retirement policies, job rotation to develop a plan to create initiative in the team

Structure of specialized subjects: is to determine the appropriate ratio

of teachers between subject groups and the training program of the industry;

At the same time, based on the characteristics and tasks of developing radio and television human resources of the facility to reasonably determine the structures such as:

Structure of training levels: Is the ratio of teachers with academic degrees and titles in the team

Social structure (gender, ethnic composition, religion, political composition) Political composition structure: ensure a reasonable ratio of teachers who are party members, to be the political core in each department and subject group; because they are the ones who grasp the viewpoints and policies of the Party and the State to the "officers" of the Industry, unification is extremely necessary Age structure: determining the age group

of teachers is the basis for analyzing the current situation, in order to understand more clearly and accurately the teacher resources; as a basis for training, development and development strategy Ensure balance between ages

2.3.2 Selecting lecturers based on competency approach

Selection of lecturers includes two steps: recruiting lecturers and selecting lecturers

The selection of lecturers must ensure strategicity, both solving the current shortage of lecturers and focusing on meeting the requirements of practice and the school's mission in the future To do well in the selection work according to the human resource approach, it is necessary to rely on the actual capacity of the candidate compared to the standards of the position to be recruited; delegate the initiative to the department level to promote practicality in evaluating and assessing recruitment standards for candidates, breaking away from the concentration of power in the principal

2.3.3 Arrangement of lecturers based on competency

When assigned tasks, thanks to the competency framework, lecturers will determine for themselves: Professional characteristics, trends

of the times in education and teaching methods, scientific research to suit the major in an ever-changing environment; on the characteristics, interests and abilities of individuals with different teaching methods; on teaching and training technology

Based on the framework of professional competencies for teachers, educational institutions use it as a basis to build their school's team development strategy by combining different types of training and development so that teachers can self-study and develop, constantly improving their own capacity

2.3.4 Lecturer evaluation

Evaluating the development of lecturers is the process of reviewing and evaluating the level of progress in the capacity and quality, the level of task performance of lecturers, as a basis for promotion, promotion, appointment and income payment for lecturers Objective and accurate evaluation will contribute to motivating each individual lecturer to actively strive to improve the capacity to perform assigned tasks or for lecturers to fill in the gaps compared to the standards, thereby striving to perfect themselves to achieve the common goals of the school

2.3.4 Lecturer remuneration policy based on capacity

The remuneration policy in the management of the teaching staff is

to create a favorable environment for the promotion and development of lecturers, which is an important factor to help lecturers feel secure in their work and complete their tasks well In the development of the teaching staff, remuneration is considered a form of recognition of the progress and contributions of each individual lecturer to motivate them to improve the quality of their tasks

The lecturer remuneration policy based on capacity allows combining capacity assessment with income payment and other benefits

2.3.5 Training and development of lecturers

The process of training and development of lecturers is arranged in the school's human resource development plan Managing and arranging lecturers according to their titles and training levels so that they can self-train, be trained and developed Self-training and capacity improvement is

an evaluation criterion for lecturers to improve their qualifications and working ability to achieve the best results

2.4 Contemporary context and practical needs for managing and developing the teaching staff of radio and television colleges

2.4.1 Policies and strategies for developing teaching staff at colleges and universities in Vietnam

2.4.1.1 Teaching staff at colleges and universities in Vietnam 2.4.1.2 Duties and powers of lecturers at vocational colleges 2.4.1.3 Vietnam's viewpoints and policies on developing teaching staff at public colleges

2.4.1.4 The role of policies on developing teaching staff at vocational colleges

2.4.1.5 Fundamental and comprehensive innovation in education and training

2.4.2 Developing teaching staff at radio and television colleges

Radio and television colleges play a key role in training and providing resources for the industry Therefore, it requires the teaching staff