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1 INTRODUCTION Rationale for the study In order to meet the requirements of fundamental and comprehensive innovation of Vietnam education in the current context, the issue of training and building a contingent of teachers is of utmost importance because "the teaching staff plays a major role in determining the quality of education and is honoured by society” In universities in general, and in private universities in particular lecturers are the direct force that determines the quality of education and training The main activity of lecturers is teaching - educating in order to develop learners' personality according to the defined objectives Therefore, managing and developing lecturers of sufficient quantity, good quality and reasonable structure is a decisive issue for improving the quality of education and training in schools today At present, in the transition from non-public universities to private universities, the education and training tasks of private universities have many new developments in the scale, scope and type of training, requiring private universities to have a proper strategy in developing human resources in general, and developing teaching staff in particular, to meet the requirements of education and training tasks of each school in the new situation, especially in the time when private universities are in the process of consolidating forces and teaching staff The teaching staff of social sciences and humanities plays a role in determining the quality of teaching social sciences and humanities, contributing to the achievement of training objectives and requirements in private universities This is the main force that directly propagates the Marxism-Leninism, How Chi Minh's thought, the Party's viewpoint in the schools, and is the pioneering force in the theoretical and ideological struggle, contributing to the firm protection of the Party's ideological and political battle However, this force in private universities is still thin, and most are visiting lecturers, thus managing lecturers of social sciences and humanities in private universities is of significant importance and urgent today, especially in the time of the development of information technology and the resistance of hostile forces in the field of theoretical ideology 2 Currently, together with higher education in general, private universities in Hanoi are conducting synchronous renovation of the training process Private universities in Hanoi consider innovation, improving the quality of lecturers in general and lecturers of social sciences and humanities in particular are breakthroughs in improving the quality of education and training Therefore, in recent years private universities have had many guidelines to develop teaching staff and have obtained certain results However, there are still limitations in lecturers, especially lecturers of social sciences and humanities at private universities in Hanoi in terms of quantity, quality and structure One of the fundamental causes of these limitations and shortcomings is that the management of the teaching staff is not really scientific It is shown that private universities not have a truly scientific plan to develop the lecturers of social sciences and humanities; forms to develop social sciences and humanities are not diverse; lecturers of social sciences and humanities of schools are not really proactive in selffostering to improve their quality and capacity There have been many scientific works of domestic and foreign authors on developing lecturers and managing the developing of lecturers However, there have not any detailed scientific works on managing lecturers of social sciences and humanities in private universities in Hanoi Because of the above reasons, the author chooses "Managing lecturers of social sciences and humanities at private universities in Hanoi today" as the research topic Purposes and tasks of the research Purposes of the research Based on the practical and theoretical basis on management of the lecturers of social science and humanities at private universities, the thesis proposes measures to effectively manage the lecturers of social sciences and humanities at private universities in Hanoi city nowadays, making contributions to improving the quality of education and training at private universities today Tasks of the research The dissertation clarifies the theoretical issues on the lecturing staff at universities, management of the lecturers of social sciences and humanities at private universities 3 The dissertation investigates, analyses and evaluates the actual situation of the lecturers of social sciences and humanities at private universities in Hanoi city at the present; indicating the actual situation’s causes The dissertation proposes measures to manage the lecturers of social sciences and humanities at private universities in Hanoi city in the context of education renovation The dissertation tests and experiments the necessity and feasibility of the research’s proposed measures Subject, object, scope and scientific hypothesis Subject of the research: Management of the lecturers at private universities Object of the research: Manage the lecturers of social sciences and humanities at private universities in Hanoi city Scope of the research: Scope of content: The dissertation researches on management of the lecturers of social sciences and humanities at private universities in Hanoi city at the present Scope of participants: Officials, lecturers and students of private universities in Hanoi city Scope of time: Data used are from 2010 to present Scientific hypothesis If the study proposes the solutions appropriate to the theory of promoting the human resources, renewing the planning and training, fostering, employing and assessing lecturers of social science and humanities according to the view of self-control and social responsibility; creating favourable environment, building the connected information network, coordinating the management of contemporary lecturers of social sciences and humanities and perfecting the particular treating policy for lecturers of social science and humanities, then the management of lecturers of social science and humanities at private universities will be effective, contributing to improving the training quality at private universities in Hanoi city 4 Methodology and research method Methodology The thesis is based on the thorough understanding of the materialist dialectics of Marxist-Leninist philosophy and Ho Chi Minh’s thoughts and the Communist Party of Vietnam’s view on education and training, building and promoting the teaching staff At the same time, it bases on research method of education management and different ways of accessing, typically: the system-structure, history - logics; approach to functions and approach to the standard outcome Research method The thesis uses different methods: Theoretical and practical methods (Analysing, generalizing, and systemizing the related documents, summing up experience, observation, survey questionnaire, and interview and experts constancy, method of using statistical mathematics, Microsoft Xcel software and testing) New contribution of the research In theory Adding and perfecting the theory on managing the human resources of private higher education Analysing and clarifying the particular features of lecturers at private universities, personal requirements and competence of lecturers at private universities, especially the management of lecturers of social sciences and humanities at private universities in Hanoi In practice Clarifying the actual situation of lecturers of social sciences and humanities, the causes and proposes system of measures to manage lecturers of social sciences and humanities at private universities in Hanoi nowadays, making contribution to improving the quality of human resources, meeting the requirement of renewing education Theoretical and practical significance of the research The thesis clarifies the theoretical issues on management of lecturers and lecturers of social sciences and humanities at private universities This issue receives great attention of education managers, especially in the international integration The thesis’s findings will contribute to promoting the management in general and education management in particular In addition, the thesis will serve as the base for private universities to build and develop lecturers of social sciences and humanities, meeting the requirement for training the high quality pedagogic resources in the new situation It can also be used as references for managing officials, lecturers and students Structure of the thesis The thesis includes: Introduction, chapters, conclusions, list of scientific works of the author related to the dissertation, list of references and Appendices Chapter OVERVIEW OF RESEARCH SITUATION RELATED TO THESIS TOPIC 1.1 The works on university lecturers * The works in the world In the work “Modular Design in TAFE courses” [108], OsDonnel presents the role and responsibility of teachers; “Effective strategies for lecturers and educational leaders in the global era” [45] by Lee Little Soldier; “The management of teacher competence” [119], Tom Bisschoff and Bennie Grobler state that schools need to encourage teachers to promote their competence and help each other In the work “How Teacher Education Matters” [105], Linda Darling-Hammond asserts that there are no well-known universities without good lecturers * The work in Vietnam In the work “Guidebook to improve competence and quality for lecturers” [5], Dang Quoc Bao, Do Quoc Anh, Dinh Thi Kim Thoa, touch upon the general issues on teachers’ quality and competence in the new context; Nguyen Van De [24], focuses on basic factors (humanity - society; technology mastering; quick adjusting; good health; creativity) to build the quality model of university lecturers in the new period; “Education quality - practical and theoretical issues” [10] by Nguyen Huu Chau; “Assessment on lecturers’ activity and teaching quality at university” [59] by Tran Thi Tuyet Oanh 6 1.2 The works on managing and promoting lecturers at university * In the world Here are typical works: Learning to teach (Richard I.Arends, 1998), Education portal and distance learning project (Andrew Scryner, 2004), Information technology training Programs for students and teachers (Hary Kwa, 2004); “Towards Strategic Staff Development in Higher Education” [92; p.92] by Blackwell R and Blackmore P (1992), (2003) “What Works in Schools” [112] by Robert J Marzano; "Higher Education: Action research as a form of staff development in higher education" [97] by David Kember and Lyn Gow Generally, these works touch upon the development of the lecturers thoroughly by analysing the related theory and the published works on management of human resources * In Vietnam “Promoting the lecturers at An Giang University according to human management approach" [66] by Nguyen Bach Thang; “Promoting university lecturers in the Mekong Delta River meeting the requirement of tertiary education renovation” [24] by Nguyen Van De; “Solutions to managing lecturers of People’s police University” [22] by Vo Thanh Dat; “Promoting the lecturers at training schools of Ministry of Home Affairs meeting the requirements of human resources of Home Affairs nowadays” [84] by Vu Thanh Xuan; “Promoting the lecturers and correlating issue between the scale and quality of tertiary education” [42] by Phan Van Kha; “Promoting the dancing lecturers in Vietnam in the international integration” [16] by Vu Duong Dung These works point out the role of lecturers; their features, quality requirement and competence in the international integration process; analysing and assessing the actual situation of lecturers and development of lecturers in the whole country so as to propose solutions to promoting lecturers 1.3 The works on private universities, managing and promoting lecturers at private universities * The foreign works “International Trends in Funding for Higher Education, International Higher Education” [100] by Aitbach Philip G (2003); “Private higher education in Asia and the Pacific-Final Report” [120] by Tong-in W and Wang Yibinh (1999); “Higher education Faculty in East Asia” [96] by David W Chapman (2009); “Personnel/Human Resource Management” [107] by Carrell, M.R These authors state that private universities in the world are developing rapidly, contributing to the development of higher education system Private tertiary education institutions need to build the link between public and private education in order to fully utilize the national resource and the support of lecturers at well-known universities * The domestic authors “Management of training quality at private university in the Central part of Vietnam [76] by Do Trong Tuan (2016); “Education management based on information technology and communication at private university in the Central part of Vietnam” [29] by Nguyen Le Ha (2016); “Developing human resources at private universities in Hanoi city” [23] by Nguyen Trong Dang (2017); “The link between quality insurance and cultural quality at university: a comparison between publish and private university” [62] by Do Dinh Thai (2015); “Managing the lecturers at private universities in Vietnam nowadays” [21] by Nguyen Thi Anh Dao (2014); “Contemporary lecturers - important factor ensuring the quality of lecturers at private universities in the Central” [77] by Do Trong Tuan These works show that the training quality largely depends on the quality of lecturers and touch upon the issue of exploiting and using the available sources of permanent and contemporary lecturers in order to perfect the work of developing the lecturers and conduct the training program, guaranteeing the quality of the outcome 1.4 An overview of the published works and the issues need further addressing in the thesis 1.4.1 An overview of the published works Generally, these works research on managing and developing the lecturers thoroughly by reviewing the theory on human resources management There have been some works on lecturers of social sciences and humanities in general but not at private universities There are few works on private universities, managing and developing lecturers of social sciences and humanities at private universities The literature review shows: there are several works on university lecturers and their management but not under the perspective of education management in terms of university lecturers’s quality, competence and model, especially lecturers at private universities and developing their competence in the 21th century There are few works on private universities and management of lecturers at private universities There are few works on managing and developing the lecturers of social sciences and humanities at universities, especially there is no single work on managing the lecturers of social sciences and humanities at private universities 1.4.2 The issues need further addressing in the thesis Firstly, building a systematic and scientific theory on managing lecturers of social sciences and humanities appropriate to the objects and features of private universities in Hanoi in the trend of changing from public university to private university Secondly, clarifying the position, role and new requirement for the quality and competence of university lecturers of social sciences and humanities at private universities The concept of university lecturers of social sciences and humanities at universities has been paid attention to by scientists However, the concept of the concept of university lecturers of social sciences and humanities at private universities and new requirements for their quality, competence and model has not been specifically dealt with This thesis’s author will present the concept and specific model for lecturers of social sciences and humanities In addition, the thesis clarifies the concept of managing lecturers of social sciences and humanities and indicates the contents of managing lecturers of social sciences and humanities at private universities Thirdly, the scientists have researched on the actual situation of building and developing lecturers of social sciences and humanities at universities in general However, there have been no basic and systematic works on the actual situation of managing lecturers of social sciences and humanities at private universities Fourthly, the synchronous and basic measures to manage lecturers of social sciences and humanities at private universities in Hanoi nowadays; at the same time, the experiments should be conducted to test the feasibility and effectiveness of the proposed measures in the reality Conclusion of Chapter There are several foreign and domestic researchers touching upon the lecturing staff Although there have been a number scientific works on university lecturers and managing university lecturers, there is no work dealing with this issue systematically in the perspective of education management in terms of university lecturers’ quality, competence and personality model as well as promoting the competence of university lecturers at private university in the context of developing the modern education and training nowadays Chapter THEORIES ON MANAGING LECTURERS OF SOCIAL SCIENCES AND HUMANITIES AT PRIVATE UNIVERSITIES 2.1 Lecturers of social sciences and humanities 2.1.1 Lecturers of social sciences and humanities at private universities * Lecturers Lecturers are teachers of higher education institutions who have standards, responsibilities, tasks and powers as stipulated by the State in general and specific regulations of educational institutions in particular * Teaching staff The teaching staff is a group of lecturers who are staffed at universities and colleges, having the powers and obligations prescribed by the state, meeting the ethical and professional standards according to regulations * Teaching staff of social sciences and humanities at private universities Teaching staff of social sciences and humanities in private universities are collectives of faculty members and visiting lecturers who are staffed in universities and colleges with powers and obligations according to the state regulations, with a reasonable number, quality and structure to perform the tasks of educating, training and doing scientific researches in social sciences and humanities of each school 2.1.2 Characteristics of teaching staff and requirements for lecturers of social sciences and humanities at private universities 10 * Characteristics of teaching staff of social sciences and humanities at private universities Firstly, teaching staff of social sciences and humanities at private universities is not very stable, the number of faculty members is low, and they are mainly visiting lecturers from different higher education institutions Secondly, teaching staff of social sciences and humanities at private universities are usually in charge of to subjects Thirdly, there is a shortage of leading experts and good deans of faculties in teaching staff of social sciences and humanities (especially faculty members) at private universities Fourthly, foreign language and informatics skills of lecturers are inadequate compared to the requirements of teaching and scientific research * Requirements for lecturers of social sciences and humanities at private universities in the new context - Requirements of political, moral and professional qualities - Requirements of knowledge and professional competence - Requirements of method, working style - Requirements of quantity and structure 2.1.3 Activities of teaching social sciences and humanities at private universities The teaching of social sciences and humanities at private universities is a combination of purposeful activities aimed at equipping knowledge of society, people, thinking and views of Marxism Leninism, Ho Chi Minh's thought, and the viewpoint of the Communist Party of Vietnam; on that basis, develop the ability to think reasonably, educate the necessary qualities for students, thereby performing well the defined training objectives and requirements of each school 2.1.4 Personality model of lecturers of social sciences and humanities at private universities The current model of personality of lecturers of social sciences and humanities is: Pedagogy + scientists + political - social activists and the persons who are active in international integration 2.2 Managing human resources and teaching staff of social sciences and humanities at private universities under the model of human resource management of Leonard Nadler 11 2.2.1 Managing human resources Human resource management is the process of a purposeful, planned and systematic impact of a management entity on people in order to achieve the organization's goals and at the same time make people become employees with new and higher capabilities, qualities meeting the requirements of socio-economic development 2.2.2 Managing teaching staff of social sciences and humanities at private universities under the model of human resource management of Leonard Nadler * Management Management is a conscious, organized impact, with the direction of the management subject to lead, guide and control the management object to achieve the set objectives * Managing teaching staff of social sciences and humanities under the model of human resource management of Leonard Nadler Managing the teaching staff of social sciences and humanities at private universities is a purposeful, planned activity of the subject of management affecting the planning, training, retraining and using process, creating a favourable environment to develop teaching staff, meeting the requirements of the school’s tasks, helping the school to successfully complete the tasks of training and sustainable development 2.3 The content of managing the teaching staff of social sciences and humanities at private universities 2.3.1 Planning the teaching staff of social sciences and humanities 2.3.2 Recruiting, using and screening the teaching staff of social sciences and humanities 2.3.3 Managing the teaching activities of lecturers of social sciences and humanities 2.3.4 Managing training and retraining teaching staff of social sciences and humanities 2.3.5 Implementing policies, creating a working environment and motivating the development of lecturers of social sciences and humanities 12 2.3.6 Checking and evaluating the performance of the lecturers' tasks 2.4 Factors affecting the management of lecturers in humanities and social sciences at private universities 2.4.1 Factors belonging to guidelines and policies of the Party and the State for the development of higher education 2.4.2 Factors belonging to the manager 2.4.3 Factors belonging to the teaching staff 2.4.4 Factors belonging to the environment and facilities 2.4.5 Factors belonging to the legal corridor Summary of chapter Managing the teaching staff of social sciences and humanities at private universities is the development of university lecturers' human resources The dissertation follows the human resource management model of Leonard Nadler to manage the teaching staff of social sciences and humanities The research to clarify the above theories is a scientific basis to assess the current situation of management of lecturers of social sciences and humanities at private universities in Hanoi City, meeting the objectives and the requirements of the research Chapter PRACTICAL ISSUES ON MANAGING TEACHING STAFF OF THE SOCIAL SCIENCES AND HUMANITIES AT PRIVATE UNIVERSITIES IN HANOI CITY 3.1 General overview of private universities in Hanoi City today 3.2 Organizing a survey of the current situation 3.3 Current situation of teaching staff of social sciences and humanities at private universities in Hanoi city 3.3.1 Current situation of the number of the teaching staff 3.3.2 Current situation of the structure of the teaching staff 3.3.3 Current situation of the quality of the teaching staff * The implementation of the tasks and teaching powers of lecturers of social sciences and humanities The teaching staff of social sciences and humanities at private 13 universities has fully implemented the duties and powers of lecturers in accordance with the amended 2005 Education Law * The quality of the teaching staff The survey results show that: within the past years (2012-2017), no social science and humanity lecturers have been disciplined for political quality or ethical issues * The specialized knowledge and applicability The criteria of "Extensive, accurate and scientific knowledge" are rated the highest, with ﾵ X of 3.62, followed by the "Ability to update specialized knowledge" ranked the second, with ﾵ X of 3.61, criteria of "Firmly grasp and apply creatively Marxism - Leninism, Ho Chi Minh's thought, the Party’s lines" ranked the rd, with ﾵ X of 3.57 The criteria of specialized knowledge that were not highly appreciated consist of the criterion of "Applying social science and humanity knowledge to solve problems in practice", ranked the 7th, with ﾵ X of 3.02; the criterion of "Knowledge of international integration" ranked the 8th, with ﾵ X of 2.92 and the criterion of "Knowledge of foreign language and computer science" ranked the last, with ﾵ X of 2.86 * Teaching capacity of lecturers The criterion of "checking and evaluating the students' learning results" was the most appreciated, with ﾵ X of 3.60, followed by the criterion of "Preparing the lesson plans, teaching methods and means of teaching" ranked No 2, ﾵ X is 3.59 The criterion of teaching capacity was not highly appreciated by managing staff, lecturers and students, the criterion of "Promoting the positive and the critical thinking ability of students" ranked the 7th, with ﾵ X of 3.10; The criterion of "organizational skills and conducting student education activities" ranked the last, with ﾵ X of 3.09 * The scientific research capacity In general, the scientific research capacity of the teaching staff of social sciences and humanities was assessed at an average level (general ﾵ X is 3.09) * The capacity of social and political activities 14 The capacity of social and political activities of teachers was at a moderate level (general ﾵ X is 3.33) The criterion of "Participating in the dissemination of scientific knowledge for the community" was the most appreciated, with a fairly high ﾵ X of 3.51; Next is the criterion of "Knowledge about fighting on theoretical and ideological fronts" which ranked the second, with ﾵ X of 3.50, however the criterion of "Selecting methods and means of fighting in the field of theory and ideology" and the criterion of " International cooperation capacity in teaching and doing scientific research" was the lowest, at the last position, with ﾵ X of 3.28 and 3.12 respectively 3.4 Current situation of management of lecturers of social sciences and humanities at private universities in Hanoi city 3.4.1 Current situation of teaching staff planning Planning and building teaching staff of social sciences and humanities was evaluated at a quite good level In particular, the "Organization of plan implementation" was evaluated at the most frequent level with ﾵ X of 3.71; followed by "Building a teaching staff management plan", "Forecasting the demand of teaching resource" ranked the second with ﾵ X of 3.35 The contents of building and planning a teaching staff which were low-rated include the work of "Disseminating the plan to the entire school faculty", ﾵ X of 3.18; and the work of "Evaluating plan implementation" ranked at the last position with ﾵ X of 3.14 ranked the 5th, with 3.4.2 Current situation of teaching staff recruiting The recruitment of lecturers in social sciences and humanities was assessed at a high level (general ﾵ X is 3.56) In particular, the content of "Building clear and public recruitment criteria and information" was the most appreciated, with ﾵ X of 3.76; followed by "Building a feasible and scientific recruitment plan" ranked the 2nd with ﾵ X of 3.65 The content of recruiting teaching staff 15 which was evaluated at a lower level is "Creating recruitment sources from schools and agencies" ranked the 5th, with ﾵ X of 3.42 and the content of "Recruitment decentralization to Faculty, and subject of social sciences and humanities", ranked the last with ﾵ X of 3.36 3.4.3 Current situation of teaching staff arranging and using The arrangement and use of teaching staff of social sciences and humanities were assessed at a fairly average level (general ﾵ X is 3.28) In which, the content of "Focusing on the quality, the ethics, and the lifestyle of lecturers" was the most appreciated, with ﾵ X of 3.60; followed by "The plan of Lecturer Distribution and Use", ranked the second with ﾵ X of 3.59 The contents of the arrangement and use of teaching staff were not highly appreciated, including: "Implementing the staff supervision and monitoring", ranked the 7th, ﾵ X is 2.98 and the content of "Organizing teaching staff association at private universities to share teachers', ranked the last with ﾵ X of 2.80 3.4.4 Current situation of managing teaching activities of lecturers The management of teaching activities of lecturers in social sciences and humanities at private universities is only at a moderate level (generally ﾵ X is 3.24) 3.4.5 Current situation of teaching staf training and retraining The results of implementing the contents of teaching staff training and retraining were evaluated at a fairly average level (general ﾵX is 3.12) In which, the content of "Building the plans and contents of training program" was the most appreciated, with of ﾵ X 3.50; followed by the content of "inviting visiting lecturers to teach and instruct young lecturers" ranked the 2nd with ﾵ X of 3.48 Some contents in training and retraining were assessed to be limited, including the content of "Organizing specialized seminars" ranked the 12th, ﾵX 16 is 2.81 and the content of "Implementing the association between lecturers of the same subject and major with other higher education institutions", ranked in the final position with ﾵ X of 2.73 3.4.6 Current situation of checking and evaluating the teaching staff The results of the implementation of the examination and assessment of the teaching staff of social sciences and humanities were assessed at a fairly good level (general ﾵ X is 3.32) In which, the best is the content of "Implementing properly the issued evaluation process", ﾵ X is 3.57; following is the content of "Building a scientific assessment process", ranked the 2nd with ﾵ X of 3.49 Some contents are limited and inadequate, including the contents, "Building a clear and public system of evaluation criteria "ranked the 7th, ﾵX is 3.13 and the content of "Using evaluation results in classifying, arranging, and using lecturers ", ranked the last with X of 3.12 ﾵ 3.4.7 Current situation of regulations, policies, creating a working environment and motivating the development of the teaching staff The implementation of remuneration policies for lecturers was generally evaluated at a fairly good level (general ﾵ X is 3.32) In which, the policy of "Building a positive and high consensus working environment" ranked the 1st with ﾵ X of 3.76; followed by "incentives for qualified lecturers with high achievements in teaching and doing scientific research", ranked the 2nd with ﾵ X of 3.75; the content of "Implementing policies; ensuring regulations ”, ranked the 3rd, ﾵ X is 3.74 The contents were evaluated as limited, including: "appropriate policies and mechanisms to attract and build a contingent of visiting lecturers" ranked the 8th with ﾵ X of 2.88 and the content of "Building administrative management 17 policies" ranked the last, with ﾵ X of 2.81 3.5 Current situation of factors affecting the management of lecturers in social sciences and humanities at private universities in Hanoi city Managers and lecturers highly appreciated the factors affecting the management of teaching staff of social sciences and humanities ( ﾵ X is at a high level from 3.74 to 4.35) The three factors that managers and lecturers have evaluated are a major influence on the management of lecturers in social sciences and humanities, including: "Working conditions and environment", ranked the first, ﾵ X = 4.35; "State management mechanism for private universities", ranked the 2nd, ﾵX = 4.31 and factors of "Level, quality and capacity of teaching staff", ranked the 4th, ﾵ X = 4.26 3.6 General assessment of the current situation and causes of the management of lecturers in social sciences and humanities at private universities 3.6.1 General assessment of the current situation * Good points Firstly, the leaders of private universities have the right awareness, high responsibility and are always interested in managing the teaching staff in general and the teaching staff of social sciences and humanities in particular Secondly, private universities have done well the recruitment, use, training and retraining of teachers of social sciences and humanities Thirdly, the quality and competence of the majority of lecturers in social sciences and humanities basically meet the requirements of the school's education and training tasks * Limitations Firstly, the quantity and quality, the faculty structure of social sciences and humanities are still limited Secondly, there are many shortcomings in planning and recruiting teachers of social sciences and humanities Thirdly, the conditions to ensure the management of teaching staff of social sciences and humanities are still limited 18 3.6.2 Causes of the limitations Firstly, it is due to the history and enrolment scale of private universities Secondly, it is due to the perception of the Board of Directors, the board of administrators of private universities Thirdly, it is because the planning of management strategies for developing teaching staff of social sciences and humanities at private universities is still limited Fourthly, the structure of the faculty of social sciences and humanities at private universities is inadequate Fifth, it is due to the psychology of employers Summary of chapter Activities of managing lecturers of social sciences and humanities at private universities in Hanoi city in recent years have achieved certain results However, there are still many shortcomings in terms of quantity, quality and structure Private universities need to have solutions to improve the quality of the faculty members of the school so that they can contribute to the quality of teaching On the other hand, private universities need to have a coordination mechanism to link visiting lecturers to supplement the shortage of lecturers in both quantity and quality Chapter MEASURES AND TESTING THE MEASURES OF MANAGING SOCIAL SCIENCE AND HUMANANITY LECTURERS AT PRIVATE UNIVERSITIES IN HANOI CITY 4.1 Measures of managing social science and humanity lecturers at private universities in Hanoi City 4.1.1 Building the competency framework of lecturers in social sciences and humanities The process of building the competency framework of lecturers in social sciences and humanities was conducted through the following steps: Step 1: Determine the roles, responsibilities and tasks of university lecturers in general; lecturers of social sciences and 19 humanities in particular recorded in the legal documents of the State and in education and training regulations of each school; Step 2: Study the practical requirements of lecturers in social sciences and humanities; Step 3: Study the content of the personality model of lecturers to determine the structure of competency frameworks (pay attention to the personality of lecturers in the trend of globalization and international integration); Step 4: Concretize the personality model of lecturers of social sciences and humanities attaching the quality requirements of professional qualifications to be achieved and Step 5: Classifying into the system of competency standards and in each standard, there are specific capacity criteria With this approach, we formulate the competency framework of lecturers of social sciences and humanities with standard levels including 41 criteria: political quality, ideology and morality (11 criteria); professional capacity (5 criteria); pedagogical competence (9 criteria); scientific research capacity (6 criteria); capacity of social and political activities (5 criteria); international integration capacity (5 criteria) 4.1.2 Renovating, planning and training, fostering the teaching staff of social sciences and humanities in accordance with the conditions of each private university The planning of teaching staff should be combined with training and fostering lecturers, on the other hand, to this well the training and retraining of teaching staff must be co-ordinated with the planning and standardization of teaching staff in the current context The content and method of implementing the measures: Firstly, renovating the planning of teaching staff of social sciences and humanities; secondly, renovating the training and retraining of faculty In order to implement the above measures, managers at all levels in the school and teachers need to thoroughly raise the awareness, clearly see their responsibilities, obligations and rights in the process of implementing the planning of teaching staff of social sciences and humanities 20 4.1.3 Recruiting, using and evaluating lecturers of social sciences and humanities in the view of autonomy and social responsibility Firstly, the recruitment of faculty members needs to focus on some key contents such as: (1) Planning recruitment; (2) Developing standards (criteria) to recruit lecturers (3) Determining the source of recruitment About recruitment methods: Private universities need to select recruitment in two forms: recruitment and admission Secondly, it is the use of lecturers in social sciences and humanities It is necessary to follow the viewpoint of using, arranging the right person, the right job in accordance with each person's ability and forte Thirdly, it is the assessment of the teacher capacity to perform tasks in the view of autonomy and social responsibility In order to implement this measure, private universities need to have the most suitable policies to attract human resources, including conditions of working environment and school brand names 4.1.4 Creating a consensus development environment in the faculty of social sciences and humanities in private universities Creating a consensus and development environment in the teaching staff should focus on some basic contents: Firstly, build a collective faculty / subject of social sciences and humanities consensus to develop together Secondly, build a friendly educational environment Thirdly, build the organizational culture of the school and develop the school into a learning organization The creation of a consensus development environment in the faculty must be built on 03 basic elements from the internal force of the school: environmental culture in the school; school organizational culture and school behavioural culture 4.1.5 Building a linked information network, coordinating the management of visiting lecturers in social sciences and humanities 21 Firstly, establish an information board to associate visiting lecturers under the Association of non-public universities and colleges (private universities) in Hanoi city Secondly, manage visiting lecturers through data systems using information technology Thirdly, use the data system of the Information Board to associate visiting lecturers to coordinate exchanges and use of visiting lecturers in teaching activities Fourthly, coordinate and share scientific activities of faculty members through the information network In order to implement this measure, private universities need to improve the level of information technology for managers at all levels of private universities; actively coordinate with the Information Board of the visiting lecturers to periodically inform the lecturers' progress 4.1.6 Perfecting the specific policy for lecturers of social sciences and humanities at private universities In order to motivate the teaching staff of social sciences and humanities in the process of performing tasks, it is necessary to have policies to change the living conditions, the working conditions, creating incentive mechanisms to encourage teachers to work better The content and method of implementing the measures: Firstly, create a legal corridor in implementing remuneration policies for teaching staff; Secondly, build appropriate labour norms and supplement policies related to non-wage income; Thirdly, implement the reward policy through emulation movements; Fourthly, pay attention, encourage and create conditions for teachers to have further study with appropriate financial support * Relationship between the measures 4.2 Studying and testing the necessity and feasibility of the measures 4.2.1 Studying the necessity and feasibility of the measures * Aims of the studying * Participants of the studying * Contents, methods and data analysis of the studying * The results of the studying 22 Regarding the necessity: For the general ﾵ X 4.37, the average score of each proposed measure was concentrated, the level of dispersion was low ranging from 4.22 to 4.51, this shows that the measures are highly necessary, demonstrating the measures the proposed author is appropriate In terms of feasibility: the general ﾵ X 4.23, the comments on the measures to manage lecturers of social sciences and humanities at private universities proposed by the author are highly feasible in practice; Between the necessity and feasibility of the proposed measures, there is a positive and close correlation with the probability relationship p 0) 4.2.2 Testing a proposed measure * Overview of the testing Aims of the testing Contents of the testing: The thesis only limits the testing of the method of "Building a linked information network, coordinating the management of visiting lecturers in humanities and social sciences" Scope, object and participants of the testing Criteria and instruments to assess the impact of the testing Based on basic criteria (1) Awareness, responsibility and capacity of the faculty of social sciences and humanities after participating as visiting lecturers and (2) The relationship between schools and between schools and visiting lecturers in social sciences and humanities Each of these criteria has specific measuring instruments Method and manner of organizing the * Analysing the results before and after the testing - Results before the testing Awareness, responsibility, capacity of lecturers of social sciences and humanities and the relationship between schools and between schools with visiting lecturers of social sciences and humanities before the testing in both groups, controlled and experimental were fairly equal and the difference was not considerable and there was no statistic value - Results after testing 23 Test results show that there are differences between evaluation indicators before and after testing the relationship between schools and between schools and visiting lecturers in social sciences and humanities This affirms the positive impact It was tested by Independent Sample T-Test The results show that: with sig coefficient = 0.003, p = 0.001 (p> 0.05), showing a statistically significant difference in the results of the relationship between schools and between schools and visiting lecturers teaching humanities and social sciences of the experimental group compared to the controlled group The impact of test measures is significant * Overall assessment of test results Through the above test results, the use of measures to build a linked information network, coordinating the management of visiting lecturers in social sciences and humanities had positive changes in the direction of increasing up on the average of the indicators (from the average and fairly good to the good) Summary of chapter On the basis of studying the theories and analysing the situation, the thesis has proposed measures to manage lecturers of social sciences and humanities in private universities in Hanoi city with synchronization, and feasibility characteristics measures have a coherent relationship with each other, implementing these measures synchronously and effectively is not a simple process; it requires resolving many contents, unity, and total efforts combination of organizations, forces Test results have appreciated the necessity and feasibility of measures to manage the teaching staff of social sciences and humanities at the proposed private university CONCLUSIONS AND RECOMMENDATIONS Conclusions Management and development of teachers and education managers are a very important and necessary task, urgent and strategic, contributing to the successful implementation of the Development Strategy of education development and revitalization of the country Based on an overview of research works, the author 24 finds that the research on "Management of lecturers of social sciences and humanities in private universities in Hanoi city" is an independent project, does not overlap with published works The dissertation defines the theoretical framework for managing faculty of social sciences and humanities in private universities On the basis of analysing the characteristics of teaching activities, requirements for lecturers of social sciences and humanities, the thesis identifies the personality model of lecturers of humanities and social sciences in private universities meeting the current educational innovation requirements The dissertation approach follows the human resource management model of Leonard Nadler to manage the teaching staff of social sciences and humanities, including the following five component groups: (1) Developing lecture planning; (2) Managing lecturer training and retraining activities; (3) Recruiting, using and screening the teaching staff; (4) Managing the working environment to facilitate and motivate the development of teaching staff and (5) Assessing the potential and actual capacity of the faculty of social sciences and humanities The management of lecturers of social sciences and humanities in private universities in Hanoi city in recent years in addition to the positive points, there are still many shortcomings: The quantity and quality, the structure of faculty members still have certain limitations, especially the number of visiting lecturers of social sciences and humanities still account for a large number compared to the faculty members of schools; recruitment, arrangement and use of lecturers are not appropriate; training and implementation of regimes and policies for lecturers still have inappropriate points Private universities need to have solutions to improve the quality of the faculty members of the school so that they can contribute to the quality of teaching On the other hand, private universities need to have a coordination mechanism to link visiting lecturers to supplement the shortage of lecturers in both quantity and quality Researching the above practical issues helps the author have an overview of the practical management of lecturers of social sciences and humanities in private universities in Hanoi city today 25 By studying the theories and analysing the situation, the thesis has proposed measures to manage lecturers of social sciences and humanities in private universities in Hanoi city The measures are closely related to each other, complement each other, implement synchronously measures will improve the effectiveness of management of lecturers of social sciences and humanities to meet the requirements of reforming teachers of higher education in the context of integration today The results of studying and testing the measures confirmed the urgency, feasibility and effectiveness of the measures, affirming the research results of the topic Recommendations 2.1 For the State 2.2 For the Ministry of Education and Training 2.3 For Hanoi People's Committee 2.4 For private universities 2.5 For the faculty of social sciences and humanities ... [22] by Vo Thanh Dat; “Promoting the lecturers at training schools of Ministry of Home Affairs meeting the requirements of human resources of Home Affairs nowadays” [84] by Vu Thanh Xuan; “Promoting... teachers; “Effective strategies for lecturers and educational leaders in the global era” [45] by Lee Little Soldier; “The management of teacher competence” [119], Tom Bisschoff and Bennie Grobler state... encourage teachers to promote their competence and help each other In the work “How Teacher Education Matters” [105], Linda Darling-Hammond asserts that there are no well-known universities without good