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INTRODUCTION REASONS TO CHOOSE TOPICS Improving the quality of comprehensive education (moral, intellectual, physical, aesthetics ) in general education (GE) leads to renew of the GE program and the requirement to improve the quality of the art lecturers team (ALST) in universities The quality of the ALST depends on their quantity, structure, quality and professional capacity The ALST in universities is limited in quantity, structure, quality and especially professional capacity; therefore, they cannot response the requirements of increasing the scale and improving the quality of training for ALST for GE Then, the development of the ALST is an indispensable part in the current educational innovation context Therefore, the research on the topic "Developing the art lecturers team in universities in the context of educational innovation" aims to improve the quality of those lecturers team, contributing to improving the quality of comprehensive education for GE RESEARCH PURPOSES Proposing solutions to develop the ALST to improve the quality of that ALST, contributing to improving the quality of comprehensive education for GE OBJECTS AND SUBJECTS OF THE RESEARCH 3.1 Research objects The art lecturers team in universities 3.2 Research subjects Developing the ALST of universities in the context of educational innovation SCIENCE HYPOTHESIS The problem of developing the ALST has been concerned and resolved by universities, but there are still many shortcomings in management If the universities have solutions to develop the ALST based on the theory of human resource development and focus on the career development of the ALST; then that ALST will develop to response the requirements of training art teachers in the context of educational innovation RESEARCH TASKS 5.1 Building a theoretical basis for the development ALST of universities in the context of educational innovation 5.2 Survey and analyze the practical basis of developing the ALST at universities in the context of educational innovation 5.3 Proposing solutions to develop the ALST of universities in the context of educational innovation; at the same time, it proves the urgency and feasibility of those management solutions (by testing organization and experimental organization) LIMITATION AND SCOPE OF RESEARCH - The art lecturers (ALS) are lecturers who teach the arts (Music and Fine Arts) in public universities with the function of training art teachers - The universities in this thesis are universities that have the function of training art teachers for GE - The survey data on the current state of research are collected in the school years from 2014 - 2015 to 2018 - 2019 - Subjects to consult in the survey on the current situation of research issues include management staff at all levels, a number of ALST in universities and some other subjects - The subject implementing solutions to develop the ALST is a contingent of management staff at all levels of universities, in which the decisive role is the president THESE POINTS PROTECT - The ALST in universities must be developed to response the requirements of the scale and quality of the training of art teachers team for the implementation of the new educational program - Developing the ALST must be based on the human resource development theory aimed at developing the professional capacity established from the working characteristics of this ALST: educators, scientists, technologists, arts, environmental builder of art pedagogy, social activist - Developing the ALST in the context of educational innovation, focusing on management solutions to remove difficulties and overcome shortcomings in the current situation of developing the ALST APPROACH AND RESEARCH METHODS 8.1 Approaches in research Approaching human resource development theory, team management theory in an organization; approach to capacity; approach to the system; approach to management functions 8.2 Research methods Theoretical research methods (synthesis, analysis, comparison, generalization, concretization); practical research methods (observation, survey, investigation, consulting experts, testing and experimental); and method of mathematical statistics RESEARCH QUESTIONS - Why is it necessary to develop the ALST in universities in the context of educational innovation? - Which scientific basis should be approached to point out the development activities of the ALST in universities? - Currently, there are still any difficulties and shortcomings in the situation of developing the ALST at universities and what solutions need to be implemented to overcome the difficulties and overcome those shortcomings in order to develop the ALST? 10 NEW CONTRIBUTION OF THE THESIS 10.1 Contributions on theory Contribute to clarifying more basic issues about the theoretical basis for development of the ALST at universities in the context of educational innovation 10.2 Contributions on practice Contributing to clarify the whole "picture" of the current situation of ALST and the developing that team in universities that has the function of training art teaches team; contribute to the urgent and feasible management solutions to develop the ALST of universities in the context of educational innovation 11 THESIS STRUCTURE In addition to the introduction, conclusion and recommendations, references, scientific works of the author, appendices; this thesis is structured with the following chapters: - Chapter Theoretical basis for developing art lecturers team at universities in the context of educational innovation - Chapter Practical basis for developing art lecturers team at universities in the context of educational innovation - Chapter Solutions to develop art lecturers team at universities in the context of educational innovation Chapter THEORETICAL BASIS FOR DEVELOPING ART LECTUERS TEAM AT UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION 1.1 RESEARCH OVERVIEW In general, the scientific works of domestic and foreign authors on human resource development, lecturers team development and the development the ALST are shown in monographs, textbooks, topics, scientific and technological research topics, doctoral thesis and scientific articles These research results have oriented the inheritance to establish theoretical framework and suggest research methods for the thesis topic 1.2 SOME BASIC CONCEPTS 1.2.1 Art lecturers and art lecturers team - Art lecturers (ALS) are lecturers trained in Music Pedagogy or Fine Arts and are teaching in universities that have the function of training art teachers for GE - A team is a group of a large number of people with the same function or profession, forming an organized force - The art lecturers team (ALST) is a collection of lecturers teaching arts subjects (Music, Fine Arts) in universities with the function of training art teachers 1.2.2 Human resources, developing, developing human resources, developing the art lecturers team - Human resource is resources about human in a social organization; in which resources about human are workers with high intelligence, proficient skills, good ethical qualities, trained, fostered and promoted by an advanced education associated with a science and technology modern - Development is an upward transformation (in the sense of a noun) or an activity that makes a change go up (in a verb sense) of an object or a phenomenon from less complete to more complete in the direction of changing in quantity to improve quality - Human resource development is a management activity aimed at making human resources change in the direction of improving in quantity, structure, especially the quality and professional capacity to response the functions and tasks of organization - Developing the ALST in universities is a management activity aimed at making this team change in the direction of quantitative progress, suitable in structure and especially the quality and professional capacity that the team respones the requirements of art teacher training in the context of educational innovation 1.2.3 Manage - Managing an organization is the conscious, intentional, planned impact of the managing entity (the manager) on the management object (the managed people) in order to mobilize and coordinate all the resources for the organization to function to achieve its intended in an everchanging environment - Management has the basic functions are: planning, organizing, directing and inspecting 1.3 CHARACTERISTICS OF THE ART LECTURERS IN UNIVERSITIES 1.3.1 Characteristics of training resources and recruiting The ALST is recruited from different training sources such as: pedagogical universities; art and culture universities of the Ministry of Culture, Sports and Tourism; a number of cultural and arts universities under the Army 1.3.2 Personality and lifestyle characteristics The ALS are often sensitive in perceiving works of art and art activities Love to explore and pursue new things, not want to be forced into a controlled framework, always appreciate the creation of artistic products 1.3.3 Occupational labor characteristics The occupational laborers of the ALS have the characteristics of the work of: a teacher, a scientist, an art activist, an art pedagogical environment builder, a social activist 1.4 INNOVATION IN EDUCATION AND DEVELOPMENT REQUIREMENTS FOR ART LECUTURERS TEAM IN UNIVERSITIES 1.4.1 Focus issues in the context of educational innovation - Improve the quality of comprehensive education in GE - To build a university lecturers team to ensure quality and structure to response the requirements of fundamental and comprehensive innovation of education in university - Developing the teachers team is an important step and developing the ALS at universities is an objective inevitable 1.4.2 Requiring the development of art lectureres team at universities in the context of educational innovation 1.4.2.1 Quantity required The number of ALS at universities must be enough to respone the need to increase the training scale and improve the quality of art teachers team for the implementation of the new educational program 1.4.2.2 Team structure requirement Must be of a reasonable age to support each other's experience; having a gender structure under the Gender Equality Law, according to the National Strategy on Gender Equality, under the action plan on gender equality of the education sector; ensure the balance between the proportion of lecturers specialized in Art Pedagogy and Music Education; must comply with the Regulations on stratification standards, ranking frameworks and ranking standards of higher education institutions (universities in the field of cultural and art training must ensure the ratio: lecturer/10 students) 1.4.2.3 Professional quality requirements According to the general regulations on political qualities, ethics and lifestyle according to the Teachers' Ethics Regulations, the Law on Education, the Law on Higher Education and the University Charter 1.4.2.4 Professional competency requirement From the occupational labor characteristics of the ALS, it is possible to give the competency framework of the ALS with the following standards: Professional competence, pedagogical profession; Scientific research capacity; Capacity for artistic activities; The capacity to build an artistic pedagogical environment; Capacity to develop social relations 1.5 APPLYING THE THEORY OF HUMAN RESOURCES DEVELOPMENT TO DEVELOPING ART LECTURERS TEAMS AT UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION 1.5.1 Some models of human resource development 1.5.1.1 Human resources development model of Leonard Nadler According to Leonard Nadler (American) wrote in the book "Developing Human Resource", the model of human resource development is shown in Figure 1.1 below: DEVELOPING HUMAN RESOURCE EDUCATION AND TRAINING OF HUMAN RESOURCES - Education - Fostering - Self - fostering USE OF HUMAN RESOURCES ENVIRONMENT FOR HUMAN RESOURCE DEVELOPMENT - Slective - Job expansion - Layout used - Create a legal environment - Evaluate - - Promotion, displacement moved on , … Create a cultural environment - Create a remuneration policy Figure 1.1 Human resource development according to development theory human resources of Leonard Nadler 1.5.1.2 Human resource development model according to the theory of team management in an organization According to team management theory (human resource management) in an organization, the model of human resource development in an organization is shown in Figure 1.2 below Human resource develop ment (workfor ce) in an organiza tion Workforce development planning Recruitment and selection of employees Use and create benefits for employees Orientation (socialization) for employees Training and retraining for employees Evaluation and appraisal of employees Promotion, transfer and dismissal of employees Figure 1.2 Human resource development according to the team management theory in an organization 1.5.2 Team development activities in an organization Coordinating the two above models, team development includes the following main activities: - Set up planning for team development - Recruitment and use of a team of employees - Training and fostering for employees in the organization - Evaluation of the team of employees - Create an environment for development of the workforce 1.5.3 The goal of developing the art lecturers team - The number of ALS must meet the scale of training for art teachers team for GE according to the requirements of implementing the new general education program - The structure of the ALST is more and more reasonable (ensuring synchronous structure of age, gender, training majors, training levels, academic titles, and qualifications) - The professional quality and capacity of the ALS must meet the requirements of the professional competency framework - Have more qualified ALST' qualifications, training certificates and other conditions to be considered for career title promotion when they have full teaching experience 1.5.4 Content development of the art lecturers team in universities Based on the regulations on decentralized management, the President in universities performs basic functions (planning, organizing, directing and inspecting) to influence the lower management staff of the universities to implement the content developing the ALST below: - Set up the planning for the development of the ALST - Selection and use of ALS - Training and fostering for ALS - Evaluation of ALST - Create an environment for the development of ALST 1.6 FACTORS AFFECTING THE DEVELOPMENT OF ART LECTURERS TEAM IN UNIVERSITIES Factors affecting the development of the ALST in universities include: Background of socio-economic development of the era; Party leadership lines and State policies on fundamental and comprehensive innovation of Education and Training; Human resource management capacity of management staff at all levels in universities; The self-advocacy of each ALS; Level of financial investment and infrastructure for developing the ALST of university Chapter PRACTICAL BASIC FOR DEVELOPING ART LECTURERS TEAM AT UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION 2.1 INTERNATIONAL EXPERIENCE IN DEVELOPING HUMAN RESOURCES EDUCATION AND LESSONS FOR VIETNAM 2.1.1 International experience in educational human resource development Some countries around the world, typically the United States, Japan, Singapore, China and some developed countries in Europe have implemented general education human resource development and developing lecturers team of universities in particular The activities are focused on areas: scale forecasting and usage requirements; set out the objectives of quantity, structure, specially the framework of lecturers competency to develop lecturers team; focus on recruitment, training and fostering; evaluation and especially to motivate the lecturers team to develop 2.1.2 Lessons for Vietnam on the development of art lecturers team in universities Firstly, it is necessary to build a competency framework of the lecturers team consistent with the functions and tasks, with specializations on the basis of considering the professional characteristics of the art lecturers Second, to improve the selection and use of lecturers in accordance with lecturers competency standards and code characteristics Third, there must be a feasible strategy in training and fostering lecturers according to professional competency standards Fourth, it is necessary to regularly control and evaluate the lecturers team and individual trainers according to the established standards Fifth, create a favorable environment for lecturers team to develop 2.2 OVERVIEW ABOUT UNIVERSITIES HAVE THE FUNCTION OF TRAINING ARTS TEACHERS Universities have the function of training art teachers for GE in Vietnam under many different ministries such as the Ministry of Education and Training, Ministry of Culture, Sports and Tourism, Ministry of Defense, Selected universities being the subject of the survey on the current state of the research problem (mentioned in the introduction section) all share a number of characteristics: - Functions and tasks: There are training of Music teachers team and Fine Arts teachers team for GE - Organizational structure: there are Faculties of Music Education, Faculty of Arts Pedagogy, or Faculties of the Arts; with the function of training art teachers for GE - Number of ALST: suitable to the reality of the size of the number of students majoring in Music Pedagogy and Fine Arts Pedagogy; will be lacking if the training scale is expanded - Infrastructure & Training equipment: are fully equipped and qualified to respone the training requirements of the subjects of Music Pedagogy and Art Pedagogy - Performance: Graduates are recruited; There are products of scientific research in education, culture and arts; active in international cooperation and effective domestic training association 2.3 INTRODUCTION TO SURVEY OF RESEARCH ISSUES 2.3.1 Survey purpose - Evaluate the actual status of the quantity, structure, quality and professional capacity of the ALST in universities - Evaluate the status of management activities in order to develop the ALST of universities and evaluate the impact of factors affecting the development of such lecturers team 2.3.2 Survey content - Survey the level of responing the requirements of the number, structure, quality and professional capacity of the ALST in universities - Survey the level of achievement of management activities in order to develop the ALST of the universities and the impact of the factors affecting the development of such lecturers team 2.3.3 Survey method Using questionnaires and interview methods to survey the current state of the research problem 2.3.4 Survey tools and data processing tools - Survey tools: + Survey the current situation of the ALST with a data sheet and use a questionnaire in Appendices and (original) + Survey the development status of the ALST and the impact level of influencing factors by a set of questionnaires in Appendix (original) + Deploying the interview method with a Minutes of Interview in Appendix (original) - Data processing tool: Formula for calculating the weighted average value = Evaluation results are classified into categories: Good (T) with value from 3.25 to 4.00; Fair (K) has a value of 2.50 to 3.24; Average (TB) has a value from 1.75 to 2.49; Weak (Y) with a value of 1.74 or less 2.3.5 Objects asking for opinions in surveys and interviews - Survey the current situation of the ALST and the development situation of the ALST in 300 people with the components mentioned at the beginning of the thesis - Objects applying for survey by in-depth interview method, interviewing people with the components mentioned at the beginning of the thesis 2.4 THE CURRENT SITUATION OF ART LECTURERS TEAM AT UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION 2.4.1 Actual status of number, age structure and gender of the art lecturers team The number of ALST is low compared to the requirement of training art teachers team for high schools The age structure is not very reasonable The gender structure of this team is quite reasonable (as shown in Table 2.2 of the original) 2.4.2 The actual situation of the training profession of the art lecturers team The structure of training majors is relatively reasonable between Music and Fine Arts (according to the data in Table 2.3 of the original) 2.4.3 Current status of the degrees and academic functions of the art lecturers team The ratio of the number of professors, associate professors and doctors is unreasonable in comparison to the total number of ALST There are still a few ALST who have not yet reached master's degree (16 people), which is inconsistent with the provisions of the Education Law 2019 (according to the data in Table 2.4 of the original) 2.4.4 The current situation of the ratio between the number of ALST and the number of students The number of ALST with the number of students is lecturer / 18.4 students This rate is high compared to the regulations (1 lecturer / 10 students with training in arts majors (as shown in Table 2.5 of the original) 2.4.5 Situation of the structure of the grades of lecture The number of ALST of grade I and grade II is too imbalanced compared to the number of ALST of grade III (according to data in Table 2.6 of the original) 2.4.6 The current status of the number of grade-III art lecturers' lacks conditions to be considered for career title upgrade The majority of grade-III art lectuers have full teaching experience but lack the conditions to be considered for career title promotion (according to data in Table 2.7 of the original) 2.4.7 The current status of the number of grade-II art lecutuers' lacks conditions to be considered for career title upgrade The majority of grade-II art lectuers have full teaching experience but lack the conditions to consider upgrading professional titles (according to data in Table 2.8 of the original) 2.4.8 The professional quality career of the of lecturers team The professional quality requirements of the ALST are rated as good, with an average value of 3.58 (according to the data in Table 2.9 of the original) X Qualities Figure 2.1 Level of fulfillment of requirements about the professional quality of the art lecturers team 2.4.9 The professional capacity career of the art lecturers team 2.4.9.1 Reality of professional capacity and pedagogical profession The professional and pedagogical competencies of the ALST are assessed at a high level of the average, because the mean value of the average is 2.49 (according to the data in Table 2.10 of the original) 2.4.9.2 Current status of scientific research capacity The scientific research capacity of the ALST is assessed as Medium because the average value of these is 2.12 (according to the data in Table 2.11 of the original) 2.4.9.3 Current state of artistic capacity The artistic performance capacity of the ALST is rated at a low level of the Fair because the average value of these is 2.79 (according to the data in Table 2.12 of the original) 2.4.9.4 Current situation of capacity in building an artistic pedagogical environment The team's capacity to build an artistic pedagogical environment is assessed to a low level of fairness because the average value of the tables in the table is 2.77 (according to the data in Table 2.13 of the original) 2.4.9.5 Current status of capacity to develop social relations The capacity to develop the social relations of the ALST is assessed at a low level of fair type because the average value of these is 2.65 (according to the data in Table 2.14 of the original) It is possible to visualize the level of responing the requirements of the professional capacity of the ALST in universities by Figure 2.2 below X Capabilities Figure 2.2 Level of fulfillment of requirements in the competency framework the profession of the art lecturers team 2.5 THE CURRENT SITUATION OF DEVELOPING ART LECTURERS TEAM AT UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION 2.5.1 Actual situation of development planning the art lecturers team These management activities are rated at a low level of Fair category; because the mean value of these is 2.61 (according to the data in Table 2.15 of the original) 2.5.2 Current situation of selection and use of art lecturers These management activities are rated at a very low level of fairness; because the average value of these is 2.53 (according to the data in Table 2.16 of the original) 2.5.3 Actual situation of training and foresting for art lecturers These management activities are rated in the middle, but at a high level of this category; because the mean value of these is 2.49 (according to the data in Table 2.17 of the original) 2.5.4 The situation of evaluating the art lecturers team These management activities are rated at a low level of fairness; because the average value of these is 2.58 (according to the data in Table 2.18 of the original) 2.5.5 Actual situation of creating a development environment for art lecturers team These management activities are rated low of the Fairness category; because the mean value of these is 2.62 (according to data in Table 2.19 of the original) It is possible to visualize the achieved levels of implementing the contents of developing the ALST in universities by Figure 2.3 below 3.5 2.61 2.53 2.56 2.49 2.62 2.5 1.5 0.5 Planning Recruitment Training & fostering ?ánh giá Create an environment The content of developing the ALST Figure 2.3 Achievement level of developed content the art lecturers team at universities 2.5.6 The status of the influence of the factors affecting the development of the art lecturers team All factors affecting the development of the ALST have a very strong impact level (because the average of these reaches 3.69); in which the factor with the strongest impact (ranked 1st out of factors) is the factor "Human resource management capacity of the staff of managers at all levels in universities" because its value reaches 3.92 (According to data in Table 2.20 of original) 2.5.7 Survey results of the current situation of the art lecturers team and the development situation of the art lecturers team according to the in-depth interview method Survey results on the current status of the art lecturers team and the development situation of the art lecturers team by in-depth interview method showed that the results coincided with the survey results of the research problem by questionnaire investigation method 2.6 GENERAL ASSESSMENT OF THE DEVELOPMENT SITUATION OF ART LECTURERS TEAM IN UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION - No management activity rated as Good, but no management activity rated as Weak - Management activities aimed at developing the ALST are assessed only at a level of medium and low level of fair 2.6.1 Advantages, strengths and causes 2.6.1.1 Advantages, strengths - The need to use art teachers to implement the new high school education program is indispensable to develop the ALST - The trend of international integration and cooperation has created opportunities for universities to organize cooperation in training, scientific research and learning from international experience - Universities have exercised autonomy and self-responsibility when deciding the staffing quotas in accordance with the functions, tasks and financial resources of the training institution - Most of the ALS in universities have good political consciousness and professional ethics - Universities have been interested and encouraged to develop by the Government, Ministries, People's Committees of provinces and cities 2.6.1.2 Reason - The Party's leadership line, State policies on education innovation - The contingent of educational managers and ALS of the universities is initially aware of the inevitable need to develop the ALST - Each ALS in universities initially has a sense of learning to respone the requirements of professional quality and capacity 2.6.2 Difficulties, limitations and causes 2.6.2.1 Difficulties and limitations - All universities have not yet established the professional competency framework of the ALS because the Ministry of Education and Training has not issued the professional standards of pedagogical lecturers - The planning of the lecturers team has not clearly shown the objective of quantity, structure and quality requirements to anticipate the implementation of the new high education program - The recruitment of ALS is still heavy on administrative procedures, there is no innovation in the direction of competition of candidates in terms of professional quality and capacity - Training and fostering for ALS is limited, there is no long-term plan to develop the ALST and facilitate them to promote career titles - The evaluation of the ALS is not effective, still heavy in form, not evaluated according to quality standards and professional capacity - The creation of a favorable environment for the ALST in universities has not been paid enough attention 2.6.2.2 Reason The main reason leading to the difficulties and limitations in developing the ALST at universities is the management of universities on: - Set up the planning for the development of the ALST - Selection and use of ALS - Training and fostering for ALS - Individual assessment and evaluation of ALST - Create an environment for the ALST to develop - Management capacity for management staff at all levels in the university Thus, the universities need to have management solutions to solve the problems that need to remove difficulties and overcome the limitations (above) for the development of the ALST Chapter SOLUTIONS TO DEVELOP ART LECTURERS TEAM AT UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION 3.1 SOME PRINCIPLES RECOMMENDING SOLUTIONS Management solutions to develop the ALST in universities in the current educational innovation context are proposed on the basis of the principles: Compliance with leadership, law and policy of education development; Ensuring the science (theory and practice); Ensure the systematic and logical; Suitable for the characteristics of people working in the art field; Ensure feasibility 3.2 SOLUTIONS TO DEVELOP ART LECTURERS TEAM AT UNIVERSITIES IN THE CONTEXT OF EDUCATION INNOVATION 3.2.1 The organization adjusts the master plan for lecturers team development to suit the characteristics of the educational innovation context 3.2.1.1 The purpose and meaning of the solution Helping universities to be proactive in terms of quantity, structure, quality and professional capacity of the ALST to respone the requirements of expanding the scale and improving the quality of art teacher training, contributing the effective implementation of the new Education Program; At the same time, there are grounds to select, train, foster and evaluate the ALST at present and in the future 3.2.1.2 Content and method of implementation of the solution To implement this solution, the President in universities exercised the right to decentralize management to direct functional departments / departments and faculties and coordinate with a number of mass organizations in implementing the basic functions of management with contents: - Establishing the Adjustment Committee for the universities's lecturers team development planning and directing this Board to draft the document on adjustment of the universities's lecturers development planning; including the ALST - Sign and issue the Decision on adjusting the universities's lecturers development planning and guiding the implementation of the new plan 3.2.1.3 The main conditions for implementing the solution Each university has to find human resources and funds to spend for specific activities in adjusting the master plan for lecturers development in general and in particular for ALST 3.2.2 Directing renewal of recruitment of art lecturers according to the principles of competition in professional capacity and attracting talents 3.2.2.1 The purpose and meaning of the solution In order to recruit the ALS with sufficient professional qualifications and competencies; The traditional recruitment method is changed to a competitive one for professional competencies among candidates and focuses on attracting talent On the other hand, the method of job placement arrangements can be renewed for the ALS to suit their professional qualifications and capabilities, especially the newly recruited ALS 3.2.2.2 Content and method of implementation of the solution To implement this solution, the President exercised the right to decentralize management to direct functional departments / departments and faculties and coordinate with a number of mass organizations in implementing the basic functions of management contents: - Renovate the selection of ALS in the direction of competing professional capabilities of candidates wishing to be recruited to teach at universities - Renovating the selection of ALS by directly recruiting students at higher education institutions that train cultural and artistic human resources - Renew activities of using ALS in the direction of healthy competition for job positions in universities 3.2.2.3 The main conditions for implementing the solution Universities need to promote the autonomy of human resources, including policies to determine staffing norms, professional capacity framework, selection criteria, placement of ALS in employment and suitable rotation based on the principle of competition not only in selection and implementation of policies to attract talented people 3.2.3 Organize forms of training and fostering to develop professional capacity for the art lecturers team 3.2.3.1 The purpose and meaning of the solution In order to develop the professional capacity of the ALS according to a defined professional competency framework Since then, the ALS have developed comprehensively to respone the requirements of training art teachers for high education, and have been developed towards career title promotion 3.2.3.2 Content and method of implementation of the solution To implement this solution, the President exercised the right to decentralize management to direct functional departments/departments and faculties and coordinate with a number of mass organizations in implementing the basic functions of management contents: - Organize effectively various forms of training in order to develop professional capacity for the ALST - Organize effectively all forms of concentrated training in order to create conditions for the ALS to be promoted to the title of lecturers - Organize effectively self-fosterning activities of ALS to develop their professional capacity - Direct the units in universities to use quality training and fostering results of the ALS in implementing motivational policies for the development of the ALST 3.2.3.3 The main conditions for implementing the solution Universities must built training and fostering plans on the basis of closely following the training and fostering targets of universities with the function of training and fostering educational human resources or human resources in culture, art There must be an appropriate source of funding to spend on activities: sending out-of-university education and training art lecturers; organize training and fostering courses for ALS at the univesity; scientific research; support for ALS to perform self-fostering 3.2.4 Directing and evaluating the art lecturers team according to their professional capacity and development planning that team 3.2.4.1 The purpose and meaning of the solution In order to both identify the level of achievement of quality standards and professional competencies of each lecturer, and identify the level of responing the requirements on quantity, structure, quality and competence of the whole ALST compared with the professional capacity framework and against the goal of developing the ALST 3.2.4.2 Content and method of implementation of the solution To implement this solution, the President exercised the right to decentralize management to direct functional departments/departments and faculties and coordinate with a number of mass organizations in implementing the basic functions of management contents: - Organize and direct assessment of individual ALS according to the requirements of professional quality and capacity development - Organize and direct the evaluation of the ALST according to the goal of developing that team 3.2.4.3 The basic conditions for implementing the solution Must be knowledgeable about evaluation theory in educational management to build individual assessment criteria for individual ALS and ALST assessment The assessment organization must be truly objective and public and the evaluation results must be used for the right purposes 3.2.5 Organize motivational activities for the development of the art lecturers team 3.2.5.1 The purpose and meaning of the solution In order to create and maintain a favorable educational environment in universities to motivate every ALS to develop 3.2.5.2 Content and method of implementation of the solution To implement this solution, the President exercises the right to decentralize the management to command departments/departments, faculties and coordinating with a number of mass organizations to implement the basic functions of management for the following contents: - Organize and direct the building of an effective legal environment in each university - Organize and direct the creation of an educational environment with bold cultural and artistic nuances in universities - Organize and direct activities to encourage the ALS to create cultural and artistic products (creating music, sculpture and painting works) suitable with the characteristics of those working in the cultural and artistic field - Organize and direct employment expansion activities to both create new professional challenges and increase income for ALS - Organize and direct activities to build and implement the school's own remuneration policies for ALS 3.2.5.3 The basic conditions for implementing the solution Universities need to well implement financial autonomy, make good use of non-business revenues to invest in facilities, organize activities, pay adequate attention to benefits, and take care of welfare collective benefit 3.2.6 Organizing the training of human resource management theory for the school's management staff at all levels 3.2.6.1 The purpose and meaning of the solution In order to improve human resource management capacity, including the development of ALST, for managers at all levels of university in the establishment and implementation of the basic functions of management for development activities the ALST 3.2.6.2 Content and method of implementation of the solution To implement this solution, the President exercised the right to decentralize management to direct functional departments/departments and faculties and coordinate with a number of mass organizations in implementing the basic functions of management contents: - Organize fostering forms for management staff at all levels in the university on the theory of human resource management in universities - Organize self-fostering form of human resource management theory in a university for the management staff at the department and faculty level of the university 3.2.6.3 The conditions for implementing the solution It is necessary to combine training and fostering activities with self-fostering suitable to each the university and ALS in university 3.3 THE RELATIONSHIP BETWEEN THE SOLUTIONS FOR DEVELOPING ART LECTURERS TEAM IN UNIVERSITIES Each solution has a different location, role, and implementation; but there is a close relationship to support each other to become a whole aimed at developing the ALST 3.4 EXPERIMENTING THE URGENTITY AND FABILITY OF SOLUTIONS FOR DEVELOPING ART LECTURERS TEAM Test implementation by purpose, content, method, tools and object; shows that all solutions have a very high degree of urgency and feasibility; is correlated relatively closely and positively The results are shown in the chart 3.1 below SOLUTIONS Chart 3.1 Urgency, feasibility and correlation between these levels of solutions to develop the aart lecturers team 3.5 TESTING A NUMBER OF CONTENTS IN MANAGEMENT SOLUTIONS 3.5.1 Test the 2nd content of the 3rd solution Implement the 2nd content of the third solution according to the purpose, content, hypothesis, location, time, object, indicators and methods of assessment, method and progress of test implementation (expected ant) show results: - Effectiveness of the impact of the second content of the third solution: managing the fostering activities according to the experimental content has a higher level of efficiency than the previous management of training activities (not implemented the content yet this of the solution) - The change in management results after implementing the second content of the third solution: the number of ALS qualified for diplomas or fostering certificates to be considered for career title promotion increases 3.5.2 Test the 2nd content of solution Implement the 2nd content of the 6th solution according to the purpose, content, hypothesis, location, time, object, indicators and methods of assessment, method and progress of test implementation (expected ant) show results: Percentage of departmental managers answering multiple-choice questions about human resource management theory before and after testing the content of management solutions is shown in Table 3.7 below Table 3.7 Awareness results of managers at department / faculty level before and after effects of 2nd content of 6th solution Percentage of managers who Percentage of managers who Correct correctly answered questions correctly answered questions after Questions answer before self-fostering self-fostering Amount percent Amount percent Question C 37 100, 18,91 Question A 35 94,59 24,32 Question B 36 97,30 16,22 Question A 37 100, 10 27,03 Question B 34 91,89 11 27,73 Question C 36 97,30 24,34 Question B 37 100, 14 37,84 Question A 31 83,78 2432 Question A 36 97,30 12 32,43 Question 10 C 37 100,0 17 45,95 Question 11 B 37 100,0 13 35,14 Question 12 A 30 81,08 21,62 Question 13 C 36 97,30 24,34 Question 14 A 32 86,49 18 48,65 Question 15 B 35 94,59 12 32,34 Question 16 A 33 98,19 21,62 Question 17 B 35 94,59 11 29,73 Question 18 C 37 100,0 16 43,24 Question 19 A 34 91,89 10 27,03 Question 20 B 36 97,30 24,34 From the test results, it shows that the awareness of the management staff at all levels of the university is higher than before the test From a higher perception, it is possible to believe that the management capacity of this team is higher (because perception is the basis for measuring capacity development) From there it shows that this content of the solution is feasible CONCLUSIONS AND RECOMMENDATIONS Conclusion One of the goals of general education renew is to improve the quality of comprehensive education for students Since then, it is required to expand the scale and improve the quality of training for art teachers; This leads to the inevitability of developing ALST of universities with the function of training art teachers team ALST at the universities has the characteristics of training resources and recruitment, personality and lifestyle; but must respone the quantity, structure, quality and professional capacity (formed on the basis of the following characteristics: educator, scientist, art activist, pedagogical environment builder arts, social activist) The development the ALST in universities is based on the theory of human resource development and the theory of team management in an organization; in which there are main activities: setting up planning for development, selecting and using, training and fostering, evaluating the ALS and the ALST, creating a favorable environment for the ALST' development Developing the ALST of the universities aiming at: quantity; structure; professional qualifications and professional competencies according to the competency framework are proposed on the basis of the occupational labor characteristics of the ALS so that they can both respone the training requirements of art teachers and have enough professional title promotion conditions The development the ALST is influenced by: the context of socio-economic development of the times; the Party's leadership lines, the State's policies on innovation in education; human resource management capacity of management staff at all levels in the university; the selfmobilization of the ALST; degree of financial investment and facilities of universities The experiences of a number of countries around the world bring lessons to Vietnam in the development of the ALST The universities that have the function of training art teachers for general education are either Faculty of Music Pedagogy, Fine Arts or Faculty of Art These universities all have encouraging achievements in training, fostering, scientific research and cooperation in training and scientific research The ALST in universities is temporary enough in number, but there will be a shortage when expanding the scale and improving the quality of training for art teachers to respone the requirements of implementing the general education program new; Having qualified ethics, but unreasonable in structure, many ALS have not been trained and fosterd to respone the conditions for promotion when they have enough seniority in teaching The management activities aimed at developing the ALST at the universities were not rated as Weak, but none of the activities were rated as Good; only high of Moderate or low of Fair There are many reasons leading to the above situation, but the main reason is that there are currently difficulties and shortcomings in the management of universities for the development of the ALST; including planning, recruiting, training and fostering, evaluating and motivating ALST to develop To develop the ALST; Universities having the function of training art teacher content training for general education must implement synchronously management solutions: 1) Adjusting the master plan for lecturers development to suit the characteristics of the educational innovation context 2) Directing the renewal of recruitment of ALS in accordance with the principles of competition in professional competencies and attracting talents 3) Organize forms of training and fostering to develop professional capacity for ALST 4) Directing and evaluating the ALST according to their professional capacity and development planning goals 5) Organizing motivational activities for the development of ALST 6) Organize the fostering of human resource management theories for management staff at all levels of the university The above management solutions have been tested and expiermented a number of contents; Test and expierming results show that these management solutions have a high degree of urgency and high level of competition Recommendation 2.1 Recommendations to the Government Delegate radical and comprehensive autonomy to the university in human resource management 2.2 Recommendations to the Ministry of Education and Training; Ministry of Culture, Sports and Tourism; Ministry of Home Affairs Promulgating the professional standards of pedagogical lecturers; Orientation to supplement enrollment quota for the majors of Music Pedagogy and Fine Arts for universities; Issue joint circulars in the fields related to the regimes and benefits of the ALS 2.3 Recommendations to the People's Committees of provinces and cities with universities Support universities on facilities and equipment and have provincial/city-specific policies for the ALST; create conditions for universities to expand links with cultural and arts organizations of the province/city 2.4 Recommendations to leaders of universities Review and apply the management solutions proposed in this thesis to develop the ALST of universities 2.5 Recommendations to the art lecturers team of the universities Build and implement a personal plan to strive to achieve the requirements of quality and professional capacity for ALS to develop individual, contribute to the development of the ALST to respone the requirements of educational innovation./  ... affecting the development of the ALST have a very strong impact level (because the average of these reaches 3.69); in which the factor with the strongest impact (ranked 1st out of factors) is the... Universities have been interested and encouraged to develop by the Government, Ministries, People's Committees of provinces and cities 2.6.1.2 Reason - The Party's leadership line, State policies on education... The creation of a favorable environment for the ALST in universities has not been paid enough attention 2.6.2.2 Reason The main reason leading to the difficulties and limitations in developing