The purpose of the thesis is to study the state of implementation of the contents of SM of female scientific research human resource development in Vietnam, thereby proposing some solutions to improve the SM of the development of female scientific research HR to meet the requirements of social reality in the present period.
MINISTRY OF EDUCATION AND TRAINING MINISTRY OF HOME AFFAIRS VIETNAM NATIONAL ACADEMY OF PUBLIC ADMINISTRATION KIEU QUYNH ANH STATE MANAGEMENT OF FEMALE SCIENTIFIC RESEARCH HUMAN RESOURCE DEVELOPMENT IN VIETNAM Major: Public management Code: 34 04 03 SUMMARY OF DOCTORAL THESIS IN PUBLIC MANAGEMENT HANOI - 2018 The work completed at: VIETNAM NATIONAL ACADEMY OF PUBLIC ADMINISTRATION Supervisors: Supervisor 1: Assoc.Prof.Dr Nguyen Thi Hong Hai Supervisor 2: Prof.Dr Pham Van Duc Examiner 1: …………………………………………………………… Examiner 2: …………………………………………………………… The thesis will be examined and defended at the Academy Thesis Evaluation Council Venue: Doctoral Thesis Defending Room - Hall Building ……, Vietnam National Academy of Public Administration; No 77 Nguyen Chi Thanh Street - Dong Da District - Hanoi Time: At hour day….month year……… The thesis can be found at the National Library of Vietnam or the library of Vietnam National Academy of Public Administration PREAMBLE Problem statement In recent years, on a global scale, in many countries, the development of female HR has gained encouraging achievements in all aspects: on the social level, women are increasingly involved in activities of the society; In the families, women also receive the sharing, helping and facilitating from men to develop and affirm themselves In recent decades, a phenomenon should be recognized in many countries and regions around the world, that is the number of women holding high-level government positions, including top-level positions, and female scientific research human resource in different sectors has increased remarkably In fact, women are not inferior to men in terms of intelligence, capacity and other qualities Thus, the development of female human resource, especially in scientific research field, is one of the important issues today Vietnam has undergone more than 30 years of implementing the Doi Moi policy The Party and Government have adopted policies and guidelines and used the great strength of women for the cause of national construction and defense However, to develop female scientific research human resource in the current situation is still difficult due to: the consequences of the wars; the backward condition of the country; and the Confucian male domination thinking Therefore, female scientific research human resource development is an important content that should be attended and studied At present, opportunities and challenges have been brought up more than ever before, all national potentials must be exploited rationally, including female HR, especially female scientific research human resource Over the years, we have had a number of policies, guidelines and laws to achieve gender equality, and women have made a positive contribution to the development of the country However, the number of women participating in scientific research activities is still small The equality in scientific research activities between men and women is few and far between The Ministry of Science and Technology (MOST)'s surveys found that the proportion of women in charge of ministry-level research projects in 2010 accounted for about 10% of the total number of ministry-level projects in science and technology, and the women in charge of national-level projects accounted for only about 0.2% The statistics by UNESCO and L'OREAL in the program "For the development of women in science" show that in the world only 30% of the students studying science is female; Female scientists account for only 25% of the total number of scientists worldwide and only 2.9% of the winners of the Nobel Prize were female scientists So why is there such imbalance in scientific research activities between the two genders? And how to overcome this situation, arouse the strength of women in scientific research activities? This is really a problem that should be addressed in the National Strategy for the advancement of women, more specifically the issue of gender equality in scientific research activities in the world in general and Vietnam in particular For the above reasons and from her work position, the author has chosen the topic "state management (SM) of female scientific research human resource development in Vietnam" to her PhD thesis in public management, which is both theoretically and practically valuable Research purpose and tasks 2.1 Research purpose The purpose of the thesis is to study the state of implementation of the contents of SM of female scientific research human resource development in Vietnam, thereby proposing some solutions to improve the SM of the development of female scientific research HR to meet the requirements of social reality in the present period 2.3 Research tasks Reviewing literature related to the thesis topic; systematizing the theoretical grounds on SM of female scientific research human resource development; studying the actual situation of female scientific research human resource; the situation of management of female scientific research human resource development in Vietnam and studying to propose solutions to improve the effectiveness of state management of female scientific research human resource development in Vietnam Object and scope of the study 3.1 Research object: The research object of the thesis is the state of implementation of SM contents of development of female scientific research HR in Vietnam in the current period 3.2 Scope of study: - Regarding content: The thesis researches the contents of state management of female scientific research human resource development in public research institutions - Regarding time: The thesis focuses on the actual situation of SM of female scientific research human resource development from 2010 to present - Regarding space: the thesis studies the female scientific research human resource development in the whole territory of Vietnam Methodology and research method 4.1 Methodology The thesis is based on the foundations of Marxism-Leninism, Ho Chi Minh's thoughts and the views of the Communist Party of Vietnam on human beings, human resources, scientific research, role of women, liberation of women, and the study of female labor 4.2 Research methods During the research and compilation of the thesis, the author uses a variety of scientific methods such as information and data collection; secondary document study; experts; questionnaire survey; analysis and evaluation; analysis and statistics; charting and graphing In addition, the thesis also uses the methods of case study, analysis of policy impact, comparison, practice study, interdisciplinary method of sociology and science of gender Research questions and scientific hypothesis of the thesis 5.1 Research questions of the thesis How is the state management of the development of female scientific research HR in Vietnam now? What are the strengths and weaknesses in state management of female scientific research human resource development today? What are the factors influencing female scientific research human resource development in Vietnam? What should be done to improve the effectiveness of state management of female scientific research human resource development in Vietnam in the next period? 5.2 Scientific hypothesis of the topic The research hypothesis is that the state management of female scientific research human resource development in Vietnam has achieved certain results, however, there are limitations If the causes that lead to shortcomings can be pointed out, a system of appropriate solutions to overcome the shortcomings and improve some policies for female scientific research human resource development will be developed, and a large number of female scientists of high quality meeting the development requirements of the country in the period of international integration will be available New contributions of the thesis 6.1 Theoretical contribution The thesis will contribute to deepening the theoretical foundations of state management of female scientific research human resource development in Vietnam; clarifying the content of state management of female scientific research human resource development, including: related concepts, subjects and objects of female HR management in scientific research; contents of state management of female scientific research human resource development; and factors affecting the management of female scientific research human resource development in Vietnam today 6.2 Practical contributions The findings of the thesis will provide readers and managers with an overview of the situation of SM of female scientific research human resource development in our country including the state of implementation of the management contents, the achievements and constraints as well as the causes thereof in state management of the development of female scientific research HR in Vietnam The thesis proposes solutions to improve the efficiency of state management of female scientific research human resource development, contributing to improving the quality of human resources of the country in the context of building a knowledge-based economy in Vietnam Implications of the thesis The thesis is important in contributing to improving the efficiency of state management of scientific research human resource development, improving the quality of social human resources for the cause of industrialization, modernization and international integration It can serve as materials for managers and policy-makers to develop and implement policies of scientific research human resource development in general and female scientific research human resource development in particular in Vietnam in the current period The theoretical and practical systems of the thesis also have practical implications in the research and teaching of the subject of state management of female scientific research human resource development at Vietnam National Academy of Public Administration Structure of the thesis Apart from the preamble, conclusion, list of references and appendices, the thesis consists of chapters: Chapter 1: Overview of researches related to the thesis Chapter 2: Scientific grounds for state management of female scientific research human resource development Chapter 3: Current situation of state management of female scientific research human resource development in Vietnam Chapter 4: Viewpoints and solutions to improve state management of female scientific research human resource development in Vietnam CHAPTER OVERVIEW OF RESEARCHES RELATED TO THE THESIS 1.1 Overview of the researches related to the thesis 1.1.1 Researches related to HR development Research on HR and HR development is a subject of great interest to many scholars and managers in all countries and territories in the world In Vietnam, when the country enters the stage of opening up to and integrating with the world, the research on HR development is concerned even more by all levels, branches and scientists Some of the most notable works are: the research by Tran Thi Tuyet: "Human Resource Development in Economic Development", PhD thesis, National Economics University, 1995; the research by Nguyen Thanh: "Human resource development and the role of education and training in the cause of human resource development to serve industrialization and modernization in our country today", Ph.D thesis in philosophy, Institute of Philosophy 2001; the research by Bui Thi Thanh: "Human resource development in Cuu Long Delta to 2020", PhD thesis in economics 2005, Ho Chi Minh City University of Economics, … Research on human resource and HR development has also been exchanged in specialized journals, including a number of articles such as: Vu Thi Mai Oanh's Article: "Industrialization and modernization in Vietnam and the problem of improving the quality of human resources", Human Resources Development Magazine, Issue No 2/2012; Dang Huu Toan: "Human Resource Development in Socio-Economic Development Strategy for 2011-2020", Human Resource Development Magazine, Issue No 3/2013; Tran Thi Lan: "Improving labor quality of higher education knowledge - the key to implementing human resources strategy from the Party's points of view at the 11th National Party Congress", Human Resource Development Magazine, Issue No 5/2013, 1.1.2 Researches on state management of female scientific research human resource Research on state management of female HR development in our country in recent years gradually became a topic of great concern to authorities and scholars and researchers as they wanted to gradually develop and use this resource effectively in the socio-economic development of the country Some of the most notable works include: Do Thi Thach's research: "Vietnam's knowledge in the current Doi Moi course - potential and direction of development", PhD thesis of philosophy, Ho Chi Minh National Political Academy in 1999; Le Thi Thuy's research: "Female human resource development for economic growth and social justice in the Northern mountainous region", PhD thesis of Economics, Central Institute for Economic Management in 2012; Nguyen Thi Giang Huong's research: "The problem of development of high quality female human resource in Vietnam today", Ph.D thesis, Ho Chi Minh National Political Academy, 2013; Nguyen Ba Thinh's research: "The Role of Women in Rural Industrialization - A research conducted in the Red River Delta," PhD thesis of Social Science, 2001; the article by Dang Anh Tuyet: "Female human resource development in Vietnam, current situation and challenges", Journal of Scientific Research of the Trade Union, September 2015, 1.2 Comments on the literature review and the research orientation of the thesis 1.2.1 Achievements: The research works on HR in Vietnam are relatively diverse and abundant, focusing mainly on the aspects of working human resources, human resources for economic, social and cultural development, high quality human resources The reviewed literature has constructed a relatively comprehensive theoretical foundation about social human resources, origin and factors controlling the development of social human resources The relationship between education-training and human resource development of the country has been studied and clarified The theoretical foundations about the role of education and training have been set up The works and articles have studied some contents to develop human resources such as training, HR advancement; planning for human resource development; Development and implementation of the mechanisms and policies for development of working human resources The scientific topics, works and projects have investigated the actual situation of HR, the actual situation of female HR management in some organizations, agencies and localities, and proposed some management solutions The working female HR in the rural areas and the role of women in rural areas are also studied by the scholars 1.2.2 The aspects and content that should continue to be studied include: Research on HR from the perspective of public management, the works and articles on which are few In addition, there are few scholars interested in State management of female HR development The system of theoretical foundations for female HR development has not been studied and adequate The investigations and researches on the actual situation of female HR, female scientific research human resource have not been sufficiently attended by Vietnamese scientists; there have been no scientific research work focusing on the actual situation of female scientific research human resource in Vietnam According to the recent studies, the treatment policies for scientists in general and female scientists in particular in Vietnam are ineffective The material facilities, financial resource and budget for female scientific research human resource development have not yet been considered, and the relationship between material facilities and training and retraining of female scientific research human resource has not been clarified The integration and international cooperation in female scientific research human resource development has not yet been studied and investigated CHAPTER 2: SCIENTIFIC FOUNDATION FOR STATE MANAGEMENT OF FEMALE SCIENTIFIC RESEARCH HUMAN RESOURCE DEVELOPMENT 2.1 Female Human resource in scientific research and female scientific research human resource development 2.1.1 The concept of female scientific research human resource 2.1.1.1 Female human resource Female HR is a term used to refer to the potential power of women as a whole to be mobilized in the process of creating wealth, material value and spiritual value for society at present and in the future These strengths and abilities are reflected in the quantity, quality, structure, national traditions, experience and social attainment that the women had in the past and their ability to achieve such in the future 2.1.1.2 Scientific research Scientific research is the discovery of the nature of things, the development of scientific perception of the world, the process of finding and inventing new methods and new technical means to change things to serve the purpose of life, existence and development of human beings Scientific research is the process of exploring, inventing and discovering new things, the laws and the nature of things, phenomena, new means and techniques to serve the needs of society and human beings 2.1.1.3 Female scientific research human resource Female scientific research human resource is a concept to indicate those women who are engaged in the field of science to discover new things on the nature of things, about the natural and social world, and to create new methods and technical means of higher value 2.1.2 Development of female human resource in scientific research Development of female human resource in scientific research is the whole of policies, forms and measures to raise the number and quality of female scientific researchers; at the same time, improve the effectiveness in management and use to create gender equality in order to better meet the sustainable development of the country 2.1.3 The characteristics of female human resource in scientific research: It is a high quality labor force The object of labor of female scientific research human resource is new knowledge, new things, phenomena and laws The mode and working methods of female scientific research human resource also differ greatly from those in other fields The working forms of female scientific research human resource are abundant and varied The products of activities of female scientific research human resource not have specific time The working time of the contingent of female scientific research human resource cannot be specified, may during office hours, or may be overtime as this depends on the characteristics of the research objects Due to the diversity of natural and social phenomena, the scope of scientific research activities is diverse and varied Many scientific research activities require experts and researchers to have persistence, courage and virtue of sacrifice Unlike their male counterparts, apart from the research tasks, they have to implement the motherhood, wifery, and implementation of these functions put women in less advantageous than men in life, as well as promotion opportunities in research institutions 2.2 The necessity of state management of female scientific research human resource 2.2.1 Concepts and characteristics of SM of female scientific research human resource development The concept of state management According to State administrative management researchers: "SM is the organized and regulated influence of State power on social processes and human behavior to sustain and develop social relations and legal order in order to implement the functions and tasks of the State in the process of building socialism and defending the socialist fatherland." SM of female scientific research human resource In short, SM of female scientific research human resource is the organized, purposeful, authoritative and legal influence of the State to guide the female scientific research human resource, exploit and effectively use female scientific research human resource to meet the practical needs of socio-economic development of the country 2.2.2 The urgency of state management of female scientific research human resource development Female scientific research human resource plays an important role: Being the source of social labor, a high quality human resource of women in the society; the main force in building scientific arguments, which are important bases for agencies and authorities at all levels to formulate the guidelines and roadmaps for socio-economic development Female scientific research human resource involves in the training and advancement of HR in scientific research for the country in the future Female scientific research human resource also has the responsibility to organize professional guidance, guide key researchers, researchers, research assistants and collaborators to perform scientific tasks; Participate in researches to understand the laws of nature and society, improve the production process, innovate sciences and technologies Female scientific research human resource participates in activities of leading scientific research; Participate in mass organizations and social work; Engage in personnel work, recruitment, placement, transfer, planning and appointment of staff 2.2.3 Contents of SM of female scientific research human resource Approached from the perspective of public management science, state management of female scientific research human resource development includes the following contents: Formulation of strategies, plans, policies, programs and projects on the female scientific research human resource development; development and promulgation of legal documents on the female scientific research human resource development; organization of the structure of apparatus of state management of female scientific research human resource development; recruitment, training, use of female scientific research human resource and international cooperation in female scientific research human resource development; inspection, supervision, review and evaluation of the activities of female scientific research human resource development 2.3 The factors affecting SM of female scientific research human resource development 2.3.1 Subjective factors 2.3.2 Objective factors 2.4 Experience around the world about state management of female scientific research human resource development and the lessons for Vietnam 2.4.1 The experience around the world about state management of female scientific research human resource development The generalized experiences of HR development of some countries that have been very successful in HR development in general and high quality female HR development in particular are valuable lessons for female scientific research human resource development in Vietnam The countries include: USA, Japan and China 2.4.2 The lessons learned for Vietnam: It is necessary to clearly define the specific objectives in female scientific research human resource development in each period and each stage; establish an effective institutional framework to protect women's rights and support them when they engage in labor, especially in the field of scientific labor; comprehensively innovate education and training, focusing on the renovation of higher education; perform fair recruitment and employment of talents; develop policies of using and treating scientific talents; create a modern and democratic scientific research environment; raise awareness of the role of women; carry out good management of the female scientific research human resource development CHAPTER 3: ACTUAL SITUATION OF STATE MANAGEMENT OF FEMALE SCIENTIFIC RESEARCH HUMAN RESOURCE DEVELOPMENT IN VIETNAM 3.1 Overview of human resources in scientific research and female scientific research human resource 3.1.1 The actual situation of HR in scientific research Regarding the size and quantity of scientific researchers According to the data from the surveys and studies conducted by the Ministry of Science and Technology in recent years, in 2015 there were 164,744 people participating in scientific research (also known as development research) This is the total number of people engaging in scientific research, including full-time and part-time engagement Regarding the quality of the human resources in scientific research The investigation results show that by the end of 2015, there were 128,997 people in the whole country directly engaging in scientific research with college or higher degrees Out of them, there were 12,261 doctors; 45,223 masters; 66,684 bachelors and 4,827 college degree holders 3.1.2 The actual situation of female scientific research human resource Regarding the size and quantity of female scientific research human resource According to the Ministry of Science and Technology, by the end of 2014, the total number of female scientific research human resource nationwide was 73,700, of which 61,862 people were in the State sector, accounting for the majority of 83.94% of the total female scientific research human resource; the number of female scientific research human resource in non-State sectors was 9,772 people and 2,066 people in the foreign-invested sector Compared to the total number of scientific researchers in the whole country, female scientific research human resource is relatively low, accounting for 44.74% Table 3.4: Statistics on the size and quantity of female scientific research human resource by economic sector and by work position Divided by work positions Total Economic sector research Research Technical Support Other personnel staff staff staff Total human resources 164,744 128,997 12,799 15,149 7,799 State sector 139,531 112,191 8,898 12,829 5,613 Non-State sectors 20,917 15,076 2,837 1,569 1,435 Foreign invested sector 4,296 1,730 1,064 751 751 Female scientific research 73,700 56,846 5,033 8,412 3,409 human resource State sector 61,862 48,497 3,833 6,964 2,568 Non-State sectors 9,772 6,972 958 1,171 671 Foreign invested sector 2,066 1,377 242 277 170 Source: Synthesis from the 2014 R&D surveys and the 2014 business surveys The study of female scientific research human resource by work positions shows that there are 56,846 women working directly in research tasks, accounting for 77.13%; 5,033 female technicians, accounting for 6.83%; 8,412 women supporting scientific research, accounting for 11.41% and 3,068 women doing other tasks, accounting for 4.63% Regarding the quality of the female scientific research human resource The study of the quality of female human resource directly engaging in scientific research shows that there are 3,667 female doctoral degree holders, accounting for 6.46%; 23,503 female masters, accounting for 41,36%; 27,672 bachelors, accounting for 48.71%; and 2,400 college degree holders, accounting for 3.52% Table 3.6: Statistics on the quality of female scientific research human resource by areas of scientific operation and professional levels Unit: persons By professional levels Percentage By areas of operation Total Doctor Master Bachelor College % graduate Total number of researchers 105,230 11,501 34,618 55,116 3,995 Number of female researchers 56,846 100.00 3667 23,503 27,672 2004 by areas of operation Scientific research institutes and 647 3,022 4,501 269 14.85 centers 8,439 Universities 57.00 2,632 17,737 11,597 434 32,400 Public units 9.11 165 1,196 3,321 498 5,180 Administrative agencies 6.57 62 1,002 2,514 156 3,734 Businesses 11.51 94 455 5,438 557 6,544 Nonprofit organizations 0.97 67 91 301 90 549 Source: Synthesis from the 2014 R&D surveys and the 2014 business surveys Table 3.6 shows that female scientific research human resource with high quality focuses mainly in universities with 2,632 doctors and 17,737 masters; 647 doctors and 3,022 masters are distributed in research institutes and center; 165 doctors and 1,196 maters work in other public units In other sectors, there are very few high quality female researchers, fewer than 100 doctors in the whole country The results of the survey on the quantitative and qualitative scale of female scientific research human resource show that the surveyed groups have made quite similar evaluation, saying that female scientific research human resource was high in number but poor in quality, representing 18/30 comments of management staff claiming that female scientific research human resource was large in number, but low in quality, accounting for 60%; Meanwhile, on this content, there are 118/270 comments of female scientific researchers agreeing, accounting for 43.7% Overall, 136 respondents were surveyed, accounting for 68.0% In terms of the structure of female scientific research human resource, the results of the surveys confirm that female scientific research human resource concentrated in large number in the State sector, while the number of female researchers in the non-state sector and the foreign invested sectors was small; the results of the surveys have also reflected the actual situation investigated by the Ministry of Science and Technology This is exactly a matter of concern in scientific research human resource development in general and female scientific research human resource development in particular 3.2 The actual situation of implementing the state management of female scientific research human resource development in Vietnam 3.2.1 The actual situation of developing plans and strategies for, and planning female scientific research human resource development Studying the quantitative and qualitative state of the strategies, plans and planning for female scientific research human resource development shows that most of the surveyed opinions suggested that our country did not have enough strategies, plans and planning for female scientific research human resource development, represented by 59% of respondents saying that the strategies, plans and planning for female scientific research human resource development was incomplete and poor in quality, in which such evaluation was made by 53% of male respondents, and by 59.63% of female respondents being management officers The results of this survey are also consistent with the current situation: although we have many strategies, plans and planning for HR development, most of them are general for the development of human resource of the entire country, science and technology human resources In addition, these strategies and plans are general orientations for development of both female and male human resources in scientific research Some ministries, branches and localities have developed strategies for development of female human resource, but most of them are integrated with development strategies of the ministries, branches and localities The plans for female HR development mentioned in these documents are faint, non-specific, and unclear and have no specific implementation solutions and set out no resources for implementation The quality of the planning and plans for HR development must also be considered in many aspects, especially the objective, targets and resources for implementing the strategic objective and planning 3.2.2 The actual situation of drafting and promulgating legal documents in the field of female scientific research human resource development Recognizing and evaluating the legal status of female scientific research human resource development show that in recent years, especially from 2011 to 2015, the institutional legal system in science and technology in general and the policies for female scientific research human resource development in particular were increasingly improved, especially legal systems for attraction and use of scientific researchers However, legal institutions on female scientific research human resource development have not been paid much attention The survey results show that 143 out of 300 surveyed respondents affirmed that the legal institution for female scientific research human resource development was inadequate and failed to meet the practical needs of female scientific research human resource development, accounting for 47.67% The number of opinions saying that it was adequate, meeting the needs of female scientific research human resource development was 77/300, accounting for 25.67%; the number of opinions saying that the legal institution was adequate but failed to meet the needs of female scientific research human resource development was 80/300, accounting for 26.67% 3.2.3 The actual situation of organizing the apparatus of state management of female scientific research human resource development According to the current legal system of Vietnam, the state management apparatus for development of human resources in scientific research in our country now includes the Government, the Ministry of Science and Technology, the ministries, the ministerial-level agencies and the People's Committees of Provinces and centrally-run cities The Government has the responsibility of united state management of development of human resources in scientific research throughout the country and promulgating legal documents, mechanisms and policies to ensure the development of human resources in scientific research The Ministry of Science and Technology is a government agency performing state management over science and technology, including: scientific and technological activities; development of scientific and technological potential; Intellectual property; quality measurement standards; nuclear energy, radiation and nuclear safety; state management of public services in the fields under the management of the Ministry in accordance with the laws According to the Law on Local Government Organization of 2016, the Law on Science and Technology of 2013, the People's Committees of provinces shall implement state management of science and technology in their respective localities as decentralized by the Government At the local level, the Departments of Science and Technology are specialized agencies under the People's Committees of provinces and centrally-run cities functioning to advise and assist the People's Committees of provincial level with respect to scientific and technological affairs, including scientific and technological activities; development of scientific and technological potential; quality measurement standards; Intellectual property; application of radiation and radioactive isotopes; radiation and nuclear safety; public services in the areas under the management of the localities in accordance with the laws Due to the line of the State to establish multi-sectored state management agencies in order to compact the network and carry out administrative reform, at district-level, the Departments of Economics or Departments of Industry and Trade are the specialized agencies under the district People's Committees functioning to advise and assist district-level People's Committees with respect to the science and technology affairs in their respective localities according to the provisions of laws 10 3.2.4 The actual situation of recruitment, use, training and promotion of female scientific research human resource and international cooperation in development of female human resource in scientific research The results of the surveys on the actual situation of attracting, recruiting, employing and rewarding female scientists show that most of these contents have not been recognized and highly appreciated, specifically: - The policies of attracting and recruiting female scientific research human resource were evaluated as good by 26.7% of surveyed respondents being management officers; and as normal by 30% of the opinions, and as poor by 43.3% of the opinions For the group of respondents being female scientific researchers, 10% of them thought that they were good; 28.15% of the respondents said that they were not good and 61.85% of the respondents said they were poor According to the surveys and statistics of the Ministry of Science and Technology, in 2011 there were 57,131 women working in the field of development research, of which 43,844 directly engaged in scientific research, 4,326 doing technical work, 6,943 supporting scientific research and 2,099 doing other tasks By 2014, the number of women participating in scientific research activities increased rapidly Specifically, the total number of women engaging in scientific research was 73,700 people, of which 56,847 were researchers, 5,033 technicians; 8,412 support staff and 3,409 doing other tasks [15, tr72] Thus, from 2011 to 2014, the number of women engaging in scientific research activities was increased by 16,569 people; on average, was increased by 5,523 people per year, equivalent to 9.68% per year If the force directly involved in scientific research activities was calculated alone, after years, the increased number was 13,003 people at an average rate of 9.89% per year Thus, it can be affirmed that although the policies of attracting and recruiting were evaluated as inadequate and improper, the attractiveness of the scientific research remained high for female human resource, which is contrary to the survey results and evaluation - The group of policies of use of female scientific research human resource was evaluated as good by 23.33% of the respondents being management staff; by 20% of the respondents as average and by 56.67% of the respondents as poor For the group of respondents being female scientific researchers, 11.85% of them evaluated the policies as good; 31.11% as average and 57.04% as poor - The group of policies of rewarding female scientists was evaluated as poor by very high percentage of respondents: 70% of the respondents being management staff and 67.78% of the respondents being female scientific researchers This is also the fact that many scientists and managers in scientific research institutions complain about the State's treatment policies for high quality human resource that serves the development demand of the country According to many opinions of the respondents, the treatment policies for scientific researchers were worse than those for other officials in other industries, and this is why scientific research is not really attractive and cannot attach female high quality human resource to the activities The actual situation of training and fostering of female scientific research human resource The statistics show that in recent years, the training and fostering of female scientific research human resource were concerned by the authorities, demonstrated as follows: In 2011, out of 43,844 people engaging directly in scientific research, 2,890 were female doctors, 15,649 masters, 23,594 bachelors, and 1,711 college graduates After three years, by 2014, the number of doctors was 3.637, masters 23,513, bachelors 27,692 and college graduates 2004 Thus, professionally, after years, 747 doctors, 8,044 masters, and 4,098 bachelors had been added The surveys of the actual situation of training and fostering of female scientific research human resource show that 47 out of 300 respondents said that the training of female scientific research human resource was good, accounting for 15.67%; 92/300 said it was average, accounting for 30.67%; the number of the respondents saying that it was poor was very high, 161/300 opinions, accounting for 53.67% The results of the surveys of the actual situation of fostering of female scientific research human resource show that 41 out of 300 respondents said that it was performed well, accounting for 13.67%; 89/300 said it was average, accounting for 29.67% and 170/300 opinions said it was not performed well, accounting for 56.67% In evaluation of the quality of the training and fostering of female scientific research human resource in our country in recent years, many respondents said that it was not really of high quality 11 and effective Many contents of training and fostering were not linked to practical requirements The training contents were still slow to renew, the forms and modes of training were formal and the market was not really of high quality There were many programs to foster scientific research human resource, but they were heavy on political theories, state management, not really close to the work titles and positions of the scientists The actual situation of honoring female scientists In evaluating the awards honoring scientists, many opinions of scientists said that the awards were poor, that the science and technology awards were not really creditable, not different from the honoring awards in other fields The honoring formalities, procedures and forms were also very formal, cumbersome, and complex and have not really received the attention of scientists home and abroad The actual situation of international cooperation in female scientific research human resource development It can be seen that the international cooperation in scientific and technological activities in general and scientific research in particular in recent years in our country were developing strongly and had many positive points Starting from the status of a country mainly receiving assistance and depending on other countries in the world, so far we have risen to become a country with equal cooperation for mutual development with over 70 countries and territories around the world From the main form of cooperation of receiving aids in training and fostering scientific researchers, so far we have diversified various types of cooperation from training and fostering to sharing and cooperating in scientific research, co-participating in training, fostering, development and organization of many scientific research projects Recently, we participated in training and fostering scientific research human resource for many countries in the world and in the region such as Korea, China, Thailand, Cuba, North Korea, Laos, and Cambodia The cooperation in scientific research human resource development was conducted in a variety of fields from basic research to applied research; from the natural science to the social science 3.2.5 The actual situation of inspection and examination of the implementation of laws and policies for development of female scientific researchers The results of the survey on the actual situation of inspection and examination and settlement of complaints and denunciations in the field of scientific research human resource development show that the general opinions of the respondents were that the authorities managers had not done well in this task, demonstrated as follows: 186 out of 300 respondents said that the examination task had not been well performed, accounting for 62.00%; 180 out of 300 respondents said that the inspection task had not been done well, accounting for 60.00%; 211 respondents commented that the task of settling complaints and denunciations had not been performed well in the implementation of the policies and laws for development of female scientific research human resource development, accounting for 70.33% Comparison of the opinions of the groups of respondents shows that the opinions of the two surveyed groups of respondents were not similar: while the group of management staff of scientific research organizations evaluated the implementation of this content as relatively good, the group of female scientific researchers evaluated it as not good Explaining this contradiction, expert opinions were that: the first group's evaluation was not objective because they were the subjects of management of inspection, examination and settlement of complaints and denouncements in this area, so when evaluating the above activity, the respondents being management staff were subjective 3.3 Assessment of the actual situation of state management of female scientific research human resource development in Vietnam 3.3.1 Advantages Firstly, over the past years, the Government and ministries, led by the Ministry of Science and Technology, have issued many important laws and policies to promote the development of science and technology, including the policies and laws to attract, recruit, and treat scientific researchers Secondly, a relatively adequate and synchronous system of strategies, planning and plans for development of science and technology, the country's working human resource, and scientific researchers has been 12 formed from the central government to local levels Thirdly, we have attracted a large number of scientific researchers in general and female scientific researchers in particular, reflected in the increase in the scale and number of female scientific researchers Fourthly, the scope of scientific research participated by women is increasing, so far female scientists have participated all areas of scientific research of the country Fifthly, the quality of female human resources in scientific research is gradually raised Sixthly, the number of female scientists who have won science awards honored by scientific research organizations, managing organizations, the Ministry of Science and Technology, academies, government and non-governmental organizations is rising Seventhly, the training and fostering of female scientific research human resource are increasingly promoted and strengthened in terms of quality Eighthly, international cooperation in the development of human resources in science and technology in general, female scientific research human resource in particular has been expanded and diversified in both content and form Ninthly, the work of inspection, examination and settlement of complaints and denunciations in female scientific research human resource development has been paid more attention than that in the previous periods 3.3.2 Limitations and causes of limitations 3.3.2.1 Limitations - Human resource development policy is just universal for all research subject without the specific legal document and policies for female scientific research human resource development; there has been no strategy and plan for female scientific research human resource development in the whole country; the quality of HR in scientific research is limited, reflected in the very small number of international scientific works, international articles and scientific research products that have been applied in practice effectively; the structure of female scientific research human resource is also uneven among sectors and /or areas, concentrating mainly in the State sector and at central research institutions, while less in localities; despite the large number of female scientists, only 14.58% of the total number of the scientists were female scientists in the research centers, institutes and research organizations; the percentage of women holding important positions in research organizations is still relatively low, with very few women being heads of major scientific research units; In the past few years, there were few research programs, projects and research topics for female scientists, focusing on a number of issues of gender equality, advancement of women, etc ; the organizational structure of state management of HR development in scientific research, female scientific research human resource is dispersed, lack of concentration and unity; the mechanism of scientific and technological management is still characterized by formality, group interests, lack of openness and transparency; Administrative management in scientific research activities is slow to be reformed, especially budget and financial management is stiff, with many outdated and backward regulations in force 3.3.2.2 Cause of the limitations As our country underwent a long period of war, the consequences of the war are enormous We have maintained the way of economic management, social management in the socialist forms for protracted period, so the awareness and thinking of management of science, management of HR development in scientific research are heavy formality, subsidy, lack of dynamic efficiency and imperative ad administrative The qualification of management of the authorities fails to meet the tendency of time In addition, the State's legal policies are slow to innovate, especially the policies of training and fostering of human resources in scientific research; the policies of attracting and treating talents are not stable After 15 years of establishment and development, there are few achievements in management The investment mechanism for development of scientific researchers is not commensurate with the region and the world There is a shortage of the synchronous planning for HR development in scientific research between the State sector and non-state sector The market for science and technology grows slowly; the policies are asynchronous and inadequate The model and organizational structure of the research centers are still underdeveloped; the facilities and other resources available for scientific research activities are still poor and backward 13 CHAPTER 4: VIEWPOINTS AND SOLUTIONS TO STATE MANAGEMENT OF FEMALE SCIENTIFIC RESEARCH HUMAN RESOURCE DEVELOPMENT IN VIETNAM 4.1 Viewpoints and orientations for female scientific research human resource development To step by step overcome the shortcomings and inadequacies in scientific and technological development in general and scientific research human resource development in particular in Vietnam, in 2012, the Central Executive Committee of the Communist Party of Vietnam promulgated the Resolution No 20-NQ/TW on scientific and technological development serving the cause of industrialization and modernization in the context of the socialist-oriented market economy and international integration In order to achieve the goal of HR development set out by the Resolution, the Party affirmed: "It is necessary to renovate the planning for HR development, mechanisms and policies for using and employing scientific and technological personnel", including: the scientific and technological human resource development planning must be closely linked with the socio-economic development planning; to formulate and implement the policy of training, fostering, rewarding and honoring the contingent of science and technology cadres, especially experts with great contributions Creating a favorable environment and material conditions for scientific and technological staff to develop with their talents and enjoy the benefits worthy of their creative labor value Improving the capacity, qualifications and quality of science and technology managers at agencies and levels; adopting the special policies of employing the leading scientific and technological cadres and scientific and technological cadres assigned to assume the prime responsibilities for the country, talented young scientists and technologists; actively detecting and training young talents from schools, colleges and universities; Effectively using the students, doctoral students, trainees, scientific and technological experts who study and work overseas; protecting the legitimate rights and interests of authors of scientific and technological works; adopting the policies on treating and honoring the authors with internationally proclaimed works and patents protected at home and abroad; renewing the recruitment, appointment, evaluation and appointment of scientific and technological staff Adopting the policies of continuing to employ high-level scientific and technological cadres who have reached the end of their working age and are still devoted to working in scientific research; perfecting the system of titles and positions of science and technology Improving the system of science and technology awards, State honorable titles for scientific and technological staff In order to effectively implement the strategy for development of human resources of the country, the Government has focused on four main areas: First, innovating the awareness of human resource development, creating a powerful change in human resources at all leading levels from central level to grassroots level and the common people; it is necessary to develop a human resource development plan in line with overall development strategy and plan; employing, evaluating and rewarding human resources must be based on real and effective capacity and work performance results; human resource training must be linked to the social needs and needs of the labor market Secondly, fundamentally innovating state management of human resource development and use including: Developing criteria for human resource development and creativeness of localities and national levels; promoting decentralization, exercising autonomy and selfresponsibility in human resource training establishments Developing mechanisms and policies to promote training according to social demands Institutionalizing corporate responsibility for the development of human resources of the nation Thirdly, focusing on building and implementing key programs and projects Fourthly, formulating and implementing the Program of training and the policy of employing talents in various domains, especially forming and developing a contingent of leading experts in education, training, science and technology In order to successfully implement the objectives of science and technology HR development planning, the Ministry of Science and Technology has determined to focus on directions: Firstly, renovating and improving the mechanism and policy for development of scientific research human resource; Secondly, improving the quality of training and fostering of scientific research human resource and thirdly, ensuring the funding for science and technology HR development 14 4.2 Solutions for improving state management of female scientific research human resource development in Vietnam 4.2.1 Finalizing and promulgating the strategies and planning for female scientific research human resource development: The Ministry of Science and Technology advises the Government on the development of decrees stipulating the planning of the development of scientific research human resource of ministries, branches and localities; pursuant to the Resolution No 06-NQ-TW on renovation and development of Vietnam's science and technology of 2012; the strategy for development of Vietnam's HR development in the period of 2011 - 2020; the science and technology HR development planning of Vietnam, the Ministry of Science and Technology develops the strategies and plans for the science and technology HR development in the period of industrialization and modernization of the country; the scientific management departments rely on the strategies and planning for the development of scientific research human resource of the country to develop their own plans for the development of scientific research human resource to submit to the Ministry for consideration and approval; the provincial departments of Science and Technology of localities advise and recommend to the provincial People's Committees to develop the plans and planning for the development of scientific research human resource in their administrative boundaries; strictly implementing the strategies, planning and plans for the development of human resources of the country, the development of scientific research human resource of ministries, branches and localities; formulating and promulgating the Strategy for female scientific research human resource development in Vietnam in the period of 2017-2020; The Ministry of Science and Technology coordinates with ministries and branches to research and develop the female science and technology HR development planning for the period 2017 - 2020; adhering to the guidelines, lines of the Party, the laws, the State policies on the role of female human resource and on social human resource development It is necessary to renovate the perception of working human resource development, scientific research human resource, change the perception of women and the role of women in development, on which to convert the awareness into action will for actual high efficiency 4.2.2 Improving legal institutions and policies on development of female scientific research human resource Improving the legal system on female scientific research human resource development - Studying and thoroughly grasping the contents of the documents and resolutions of the Communist Party of Vietnam on the building of Vietnamese people in the period of industrialization and modernization; the strategy of HR development of the country; the comprehensive educational and technological renovation strategy, the strategy of scientific and technological development in the country in the current period to further institutionalize the contents of viewpoints into laws; reviewing, keeping statistics of and classifying the legal documents on the development of scientific research human resource, continuing to better the legal system on the development of scientific research human resource; organizing seminars, scientific conferences to review and evaluate the legal documents on HR development, receiving opinions contributed by experts on the quality and effectiveness of the laws, on the basis of which proposing the orientations for amending, supplementing and perfecting the legal system on the development of scientific research human resource; studying and consulting lawmakers on the development of legal regulations aimed at orientating the development of female human resource, female scientific research human resource Renovating and improving the system of mechanisms and policies for female scientific research human resource development: renovating and bettering the policies on recruitment of human resources and female scientific research human resource towards priority to and increased use of highly qualified people, excellent scientific researchers; reviewing the policies on salaries, bonuses and other remuneration policies for scientific research titles; developing a system of policies to honor the contingent of scientists, the system of awards in the field of scientific research 4.2.3 Improving the organizational structure of state management of the development of scientific research human resources - Reviewing the entire system of state management agencies in charge of science and technology, scientific and technological research and development nationwide; studying and considering the 15 centralization of the management of scientific research activities in one management entity being the Ministry of Science and Technology, as the function of management of the development of science and technology is now crossed by many functional agencies; founding the scientific and technological human resource development department under the Ministry of Science and Technology, which has the function and task as the agency assisting the Minister of Science and Technology in managing and developing scientific research human resource; considering the merging of the two academies into the Ministry of Science and Technology to unify the entity of management and development of science and technology; formulating the coordination regulations between the Ministry of Science and Technology and the ministries, branches and localities in development of scientific research human resource in order to assign the Ministry of Science and Technology with the task of assuming the prime responsibility for and coordinate this activity 4.2.4 Renovation of state management in implementation of some activities to develop female scientific research human resources The training and fostering to improve the quality of the contingent of female scientific researchers and scientists In order to effectively renovate the training and fostering of scientific research human resource, in the opinions of the respondents and experts, we should focus on the following issues: - The training and fostering of scientific research human resource must be linked to the social needs and the demand of the labor market; the scientific research human resource training and education programs should be renovated strongly; renovation should occur from the content of the programs to the curriculum, lectures; training and fostering methods; in material facilities and equipment for training and fostering of scientific research human resource; in the model of universities and research institutes throughout the country; the autonomy and self-responsibility in higher education institutions and research centers and units should be promoted; A set of criteria for assessing the quality of training and fostering of universities, research institutes and centers nationwide should be developed; study should be conducted to develop programs to improve political reasoning knowledge; knowledge of state management for science and technology sector suitable with specific characteristics of the branches and scientific research activities; Financial resources should be focused on a number of key universities and research centers nationwide, so that over five to ten years we can have world and continent leading quality universities and research centers; the basic research capacity of national key universities should be improved; potential young researcher groups in universities and research institutes should be developed - Raising the capacity and efficiency of hi-tech parks and hitech agricultural zones; formulating the training and fostering programs to raise the qualifications of scientific and technological managers at all levels Implementing the plans of scientific and technological experts training in the prioritized orientations and fields of science and technology; stepping up cooperation in training and fostering between domestic universities and overseas higher education establishments; taking initiative in receiving modern training and fostering processes and programs; combining training and fostering activities with experiments, practices and production; Promoting the socialization of training and fostering of scientific research human resource Developing and promulgating the policies to regulate the responsibilities of production and business units in coordinating the training and fostering of scientific research human resource Stepping up the investment in material foundations for higher education institutions, national research centers and laboratories: elaborating and promulgating the regulations on standards of material facilities and teaching equipment, laboratories, practice rooms and other functional rooms of higher education institutions; concentrating the financial budget on investment in material facilities for national key universities, encouraging the linkage between laboratories and universities, enterprises and factories; building and improving the mechanism of autonomy and self-responsibility of higher education institutions and scientific research organizations in order to step by step become autonomous in building material facilities of universities and scientific research institutes; Developing and promulgating the policies to diversify the resources to gradually standardize, modernize and socialize school facilities and equipment; formulating and promulgating the mechanisms and policies to create maximum favorable conditions for domestic and foreign scientific and technological products to be traded on the market; formulating the mechanisms and policies to encourage enterprises to take initiative in conducting scientific research activities Formulating the mechanism for cooperation 16 between higher education institutions and enterprises so as to step by step upgrade higher education institutions; the State shall invest in material facilities to build a number of scientific and technological service centers, and technology transfer centers as the core for the system of technology brokerage, transfer, consultancy, evaluation, valuation and appraisal services Intensifying the organization of socialization of scientific research activities: reviewing, amending and supplementing the documents and policies related to socialization of education and scientific research; perfecting the planning of the network of higher education institutions, public scientific research units and organizations, and stepping up the socialization of public non-business units capable of self-financing the whole operation expenses; promulgating the mechanisms to create equality between public and non-public higher education and scientific research institutions in training social human resources and enjoying state budget support; encouraging enterprises, collectives and individuals home and abroad to contribute, provide aids and support for female scientific research human resource development in various forms; encouraging domestic investors to establish private universities; allowing domestic investors to set up private higher education institutions to hire foreign lecturers to teach a number of international programs; encouraging and creating favorable conditions for leading international universities and international research centers to open training centers and laboratories in Vietnam, especially non-profit establishments Administrative reform in scientific research activities To continue the successful implementation of administrative reform in the field of scientific research in general and development of female scientific research human resource in particular facilitating the development of scientific research human resource in the coming years, we should focus on the following key tasks: Continuously reviewing the laws and regulations with respect to the sequences and procedures related to training and development of scientific research human resource; eliminating the unnecessary regulations on the sequences and procedures of the policies on attraction, recruitment, use and treatment of scientific research human resource; Studying to streamline the lending and credit provision procedures in scientific and technological activities, in training and fostering of scientific research human resource; renovating the activities of reviewing and awarding prizes for scientific research to allow the organizations, associations of scientists to review and award prizes on their own; carrying out the administrative reform in selecting, bidding for projects, research topics, and scientific research programs at all levels Renovating the time and plan for handing over scientific research topics and projects to winning organizations and individuals; renovating the methods of setting up councils for checking and accepting scientific research projects, schemes and programs; the acceptance of research results and scientific research projects must be closely linked with practical effects applied in social life; renovating the regulations on budgetary and financial procedures for scientific research activities; there are many inadequacies in current practice of funding scientific research activities, causing a lot of difficulties for the settlement and acceptance of the projects and works; the procedures for participating in scientific research projects with budgetary capital are not yet appropriate; there are requirements of presenting the schemes and/or projects before announcing the bid winners, while the schemes and/or projects have not been deployed; the regulations on socialization, use of funds, support and funding; the regulations on scientific cooperation and coordination; collaboration in training and fostering of scientific research human resource are overlapping, complex, difficult to use and impractical to implement Expanding international cooperation and attracting external resources to develop scientific research human resource: concentrating on reviewing legal regulations on international cooperation in the field of science and technology; cooperating in training and fostering of science and technology human resource; building the science and technology market, labor market in the field of science and technology; formulating schemes, programs and plans for expanding cooperation in the development of scientific research human resource and submitting them to the Government for consideration and decision; effectively and qualitatively implementing the protocols and international cooperation programs on the development of human resources that we are implementing; promoting comprehensive cooperation in science and technology with countries with developed science and technology in the world; Multilateralizing and diversifying cooperative relationships Developing the map of international cooperation in science and technology; reforming the administrative management to attract high-level and international scientific research human resource into Vietnam to work and 17 scientific research Reforming wage regime, civic status regime to attract international talents; formulating the plans and programs for sending scientists abroad to train and foster at doctoral and post-doctoral levels by the State budget; negotiating and cooperating with countries with high-level scientific and technological development and advanced education in the world to open training programs, training and fostering courses for development of female scientific research human resource in the country Associating with countries to set up scientific research establishments and higher education institutions in order to develop female scientific research human resource of the country; Reforming the policies of land allocation, land lease for establishments cooperating and associating with international entities in educating and training scientific research human resource 4.2.5 Inspecting, examining and supervising the implementation of policies on development of female scientific research human resource: perfecting the legal system on inspection and examination in scientific and technological activities, in management and development of scientific research human resource; strengthening the contingent of science and technology inspectors at all levels in the direction of raising both the quantity and quality of the cadres; Making public and transparent information related to the implementation of scientific and technological tasks; raising the quality of the education and training inspectors, concentrating on improving the knowledge and professional skills in inspection of training activities and scientific and technological activities in higher education establishments; intensifying regular inspection and examination, especially of activities related to the quality of training and fostering of scientific research human resource; inspecting and checking the quality of works, projects and research topics, post-acceptance activities of scientific research works; well controlling the use of budget and finance for the performance of tasks of scientific research, management and development of female scientific researchers Strengthening the examination of the novelty, the scientific nature and content of scientific research of the scientific research projects of students with master and doctoral degrees 18 CONCLUSIONS AND RECOMMENDATIONS Conclusion Female scientific research human resource is a high quality labor force, considered as "national key resource", the most important resource for developing science and technology in particular and the economy, society and culture in general Researching the topic of the state management thesis on female scientific research human resource development, the author has achieved the following results: Firstly, the system of documents and data related to the research object and content has been studied and generalized Secondly, the thesis has clarified the scientific basis of state management of female scientific research human resource development including the system of instrumental concepts of the thesis; pointing out the urgency of the state management of female scientific research human resource development; the research has elucidated the content and characteristics of female scientific research human resource in Vietnam Thirdly, the research on the actual situation of state management of female scientific research human resource development shows that although we have achieved many positive results in the management of female scientific research human resource development, there have been inadequacies and limitations from the planning to the legal institutions, policies; there are shortcomings in training and fostering, in the material facilities, equipment and inspection work The thesis has developed a system consisting of groups of solutions to improve the quality of female scientific research human resource in Vietnam in the coming period These solutions are closely and dialectically related to each other, and the implementation of one group is the prerequisite for the implementation of the next solutions and vice versa Through the practical surveys, the solutions proposed by the thesis are necessary and highly feasible, and if applied in practice they will bring certain results for female scientific research human resource development in Vietnam today Recommendations 2.1 For the Government 2.3 For the Ministry of Science and Technology 2.3 For the Ministry of Education and Training 2.4 For units and organizations conducting scientific research 19 LIST OF THE WORKS OF THE AUTHOR Kieu Quynh Anh (2009), Some family problems in Vietnam today, Report on grassroots research project results, Vietnam Social Science Journal Kieu Quynh Anh (2012), Some solutions for human resource development of Vietnam Social Science Journal for the period of 2011-2015, Report on the results of ministerial-level task, Vietnam Academy of Social Sciences Kieu Quynh Anh (2012), the Policies of Social Science Human Resource Development from the actual situation of Vietnam Academy of Social Sciences, Master Thesis in Public Management, Vietnam National Academy of Public Administration, Hanoi Kieu Quynh Anh (2012), "Policy of Social Science Human Resource Development of Vietnam", Vietnam Social Science Journal, Issue No (58) Kieu Quynh Anh (2013), "Development of social science human resources in Vietnam: Actual situation and solutions", Vietnam Social Science Journal, Issue No 10 (71) Kieu Quynh Anh (2015), "Development of Social Science Human Resource Development in Vietnam", Education and Society Journal, (Issue No 47) Kieu Quynh Anh (2015), "Women participating in Scientific Research in Vietnam", Vietnam Social Science Journal (Issue No 12) Kieu Quynh Anh (2016), "state management of female scientific research human resource development", Vietnam Social Science Journal (Issue No 7) Kieu Quynh Anh (2016), Some Ideas in implementing the staff downsizing, proceedings of the Scientific Workshop on staff downsizing: Challenges and solutions, the The Gioi Publishers, Hanoi 10 Kieu Quynh Anh (2017), Publishing scientific journals at Vietnam Academy of Social Sciences, Proceedings of the Scientific Workshop on Journalism and Publishing, 2017, Vietnam Academy of Social Sciences 11 Kieu Quynh Anh (2017), "Developing premium female scientific research human resource challenges and prospects", Education and Society Journal, November Special Issue 20 ... weaknesses in state management of female scientific research human resource development today? What are the factors influencing female scientific research human resource development in Vietnam? ... effectiveness of state management of female scientific research human resource development in Vietnam in the next period? 5.2 Scientific hypothesis of the topic The research hypothesis is that the state management. .. management of female scientific research human resource development, including: related concepts, subjects and objects of female HR management in scientific research; contents of state management of female