Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.
VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES TRAN VIET ANH RESEARCHING FACTORS AFFECT THE HUMAN RESOURCE DEVELOPMENT OF NON – PUBLIC UNIVERSITY LECTURER IN VIETNAM Major: Business administration Code: 9.34.01.01 ABSTRACT OF DOCTORAL THESIS OF BUSINESS ADMINISTRATION HÀ NỘI - 2021 THE WORK IS COMPLETED AT GRADUATE ACADEMY OF SOCIAL SCIENCES Supervisor 1: Prof PhD Ngo Xuan Binh Supervisor 2: PhD Nguyen Van Ngu Referee 1: Prof PhD Ngo Thang Loi Referee 2: Assoc Prof PhD Bui Huu Duc Referee 3: Assoc Prof PhD Bui Quang Tuan The thesis shall be protected in front of Board of Doctoral Thesis Examination at: Graduate Academy of Social Sciences – Vietnam Academy of Social Sciences At… hour,date ……… month …… year …… The thesis can be found at: - National Library Library of Graduate Academy of Social Sciences INTRODUCTION The necessity of the thesis Currently, Vietnam economy is more and more extensively integrating into the world economy and opens many chances but challenges for the development of Vietnam socio – economy Development of the human resources, especially, high quality human resources play important role in the development of economy With limited budget but standing infront of request of developing high quality human resources serving economic development, the Party and Government have socialized university education to mobilize every resource served training high quality human resources The Decision no.: 04-NQ/HNTW dated in 1994 allowed to establish non - public universities Over 24 years of building and developing, system of non - public universities initially were available universities, until now we have had 60 non - public universities accounting for 25% total of universities and academies of country (our country has 235 universities and academies) The quantity of students and lecturers were just few but the school year 2016 – 2017, system of non - public universities had 15,158 lecturers (accounting for 20.8% total of university lecturers of country) and 243,975 students available (accounting for 13.8% total students of country), 111 billion was paid to national budget If the government must pay 25 million Vietnamese dongs per year for each student upon average of year, the school year 2016 – 2017 non - public universities saved about 6000 billion Vietnamese dongs The above result shows that the role of non - public universities is extremely important in training high quality human resources for society However, besides of above achievements, system of non - public universities exist many problems, specifically: (i) Organic force of university lecturers is thin, qualification of lecturers is limited Mrs.Pham Thi Huỵen (2011) lectuters with high qualification, academic rank and degree are almost old, they just participate in teaching in non - public universities after retirement These problems affect not less to the development of non - public universities Mr Nguyen Trong Tuan (2013) said that capacity of doing research and enthusiasm with scientisfic activities of non public university lecturers were very low (ii) Atracting young force with high qualification, academic rank and degree to teach in non - public universities is very difficult This origins from three matters: (1) General psychology of current lecturers almost want to be state officers and have stable job; (2) Almost non - public universities have established for 20 years, they have not got brand and they are lack of attracting high quality young lecturers; (3) Preference of non - public universities to lecturers is not good (iii) Lecturer force in non - public universities is not stable Many young lecturers apply for moving to public universities or out of universities after doing their best to have academic rank and degree, so lecturer team in non - public universities just reaches 20% compared to the requirement, the remaining is majority of visiting lecturers and that affects hugely the training quality of non - public universities Managers are aware that building and developing lecturer team for non - public universities currently are very necessary in building and developing non - public universities There are many elements affecting the human resource development of non - public university lecturers such as: Brand of university, favor of teaching in public universities much more than non - public universities, management qualification of managers is limited, preferent policy to lecturers of non - public universities is a problem, education management of government is still weak, etc., all of them affect not less to the process of developing lecturer team of non - public universities Origining from above reasons, the author chooses the title “Researching factors affecting the human resource development of non public university lecturers in Vietnam” to be the title of doctoral thesis Purpose and duty of research: - Researching factors affecting the human resource development of non - public university lecturers in Vietnam Testing structural equation modelling (SEM) and hypothesis of research - Making proposal of synchronized solutions to develop the human resources of non - public university lecturers in Vietnam Object and scope of research 3.1 Research object of the thesis: Research object of the thesis is factors affecting the human resource development of non - public university lecturers in Vietnam 3.2 Scope of research * Content: Researching factors affecting the human resource development of non - public university lecturers in Vietnam * Scope of survey and assessment: non - public universities in Vietnam * Scope of time: Period 2014 – 2021 Method of research The thesis uses some basically common methods which use in socio – science research in general and economics in particular as qualitative analysis (applying in combination with methods of descriptive statistics, method of analyzed statistics, comparative analysis and synthesis) and combines with quantitative analysis New contribution about science of the thesis - The thesis contributes to clarify theoretial basis of developing the human resources of non - public university lecturers Systematizing criteria of assessing the human resource development of non - public university lecturers - The thesis has analyzed and assessed the situation of developing the human resources of non - public university lecturers in Vietnam, specificially: assessing factors belong to external environment of non public university and factors belong to internal of non - public university - The thesis is a scientific work which assesses overall with system of theoretical basis about developing the human resources of non - public university lecturers in Vietnam Simultaneously, the thesis has proposed systematically solution of developing the human resources of non - public university lecturers in Vietnam Scientific meaning and reality of the thesis The thesis is a scientific work sharply specialized in developing human resources in general and developing the human resource of university lecturers in particular Research results of the thesis contribute to supplement and develop theoretical matters about developing the human resources of non - public university lecturers The thesis supplies scientific basis and reality so that scientists plan policy and competent authorities refer to serve issuance, repair of legal regulations about developing the human resources Besides, research results of the thesis are valuable reference document for research, teaching about developing the human resources and especially developing the human resources of non - public university lecturers The structure of the thesis After introduction, the thesis includes chapters, including: Chapter 1: Overview of research works related to the title of the thesis Chapter 2: Theoretical basis about factors affect the human resource development of non - public university lecturers Chapter 3: Research method Chapter 4: Research results of factors affect the human resource development of non - public university lecturers Chapter 5: Discussing resutl and recommendation CHAPTER OVERVIEW OF RESEARCH WORKS RELATED TO TITLE OF THE THESIS 1.1 General research about developing human resource 1.1.1 External research Until now, there are many different ways of approach about developing human resources, depending on researcher, but it can be divided into two typical schools: School of American scientist and school of Europian scientist 1.1.2 Internal research Research of Mr Do Phu Tran Trinh and his partners (2012): The research discovered that 05 factors affect long term adherence of employees with enterprises are: Opportunity of promotion; Policy of bonus and benefit; Relationship with leader; working condition and appropriation with career target In which, oppotunitiy of promotion is the strongest element The result from research is an important suggestion for enterprises in building suitable strategies and plans to maintain better human resources for their companies Mrs Tran Kim Dung (2009), Research result of human resource administration reality in enterprises of Vietnam has components Out of basical components belonging to official function and major of human resource administration: Defining duty of job; Attracting, recruiting; training; Assessing working result of employee; Managing bonus and salary; Developing labor relation; There are three components: Human resources statistics; Implementing legal regulations and encouraging to change 1.2 Researches of developing the human resources in universities + Developing capacity of research + Developing capacity of teaching + Improving real knowledge for lecturer + Developing quantity of lecturer 1.3 Researching factors affecting the human resource development of non – public university lecturers 1.3.1 Factors belonging to the external of university affect the development of human resources * Changes of economic envirionment: * Impact of science – technique – technology advancement: * Element of culture - society: * Institution – policy – law of a country: authors: 1.3.2 Factors belonging to the internal of university affect the development of human resources * External researches * Internal researches 1.4 Researches about the reality of university education in Vietnam Researching about the qualification of university education in Vietnam, quantity of university lecturer, structure of lecturer rate and quality of lecturer team 1.5 Results taken from overview of related research works and way of research of the title Researching about the development of human resources and human resources of university lecturers as well as elements affecting human resources in general and human resources of university lecturers in particular have been implemented by many external and internal scholars Some contents of the thesis shall be inherited from previous researches: • Developing lecturer human resources including the development on quantity, quality, ensuring the structure: About quantity: Universities must take a concern about scale to be appropriate with the development of university, the structure must be appropriated with fields in the university, structure about professional qualification, structure about age must ensure of inheritance and gender About quality: guaranteeing about capacity of teaching, researching and factual knowledge and morality of lecturer Structure: Gender, qualification, age, region, etc., *Factors affect the human resource development of university lecturers with many factors, however there are some main factors affecting the human resource development of university lecturers in Vietnam including: * Factors belong to external environment: Institution, support policy of government to social concepts and quantity and quality of examinee into universities * Factors belong to internal of university: there are many factors in which there are main factors below: information, arrangement of using lecturer, working environment, policy of developing human resources of university, budget of university, training & developing, recruitment, etc., CHAPTER THEORETICAL BASIS OF FACTORS AFFECTING THE HUMAN RESOURCE DEVELOPMENT OF NON - PUBLIC UNIVERSITY LECTURERS 2.1 System of university education and non - public university 2.1.1 System of university education Concept about university education: university is a place working out activities of training high quality human resources for society and considered to be fundamental of high- level education a country University plays an important role in deciding the development of science – technique – technology of a country because it provides high quality human resources with ability of receiving the newest knowledge of science – technique – technology of mankind and it also is the place of producing valuable science knowledge for the country So, any developed countries in the world also take a concern of developing university education There is distinguishing between university education and high school education and occupational education 2.1.2 System of university education institutions According to Law of amending, supplementing some articles of Law of university education no.: 34/2018/QH14 dated 19/11/2018 by Vietnam National Assembly, article clause with regulation of university education in Vietnam has two types: public university and non - public university which are invested by domestic investors and foreign investors Non - public university education facilities are invested by domestic investors and foreign investors, and are pleased to call generally non public university education facilities 2.1.2.4 The difference between non - public university of Vietnam and developed countries in the world - Expense resource for building and developing non - public universities oversea comes from three main sources: sponsors, investement organizations, and donation from former students who are sucessful in their career after graduation, tuition from students, from research titles appliable to business and some support from government - Vice verse to non - public universities in Vietnam, major expense for building and developing universities is from two main sources: investment capital of individuals or socio – economy organizations and tuition of students Received from donation of former students or research titles of science and technological transformation are almost unavailable - Common trend in some developed countries in the world as America, England, Japan and non - public universities which are assessed to be higher quality than public universities (except for some public universities especially Oxford University, Tokyo University of Japan, and some public universities of America: University of California, Los Angeles (UCLA) University of Michigan.University of North Carolina; University of California, Berkeley and University of California, Davis…) In vice verse, the fame in Vietnam commonly assesses non - public universities to be lower quality than public universities So, general psychology of examinees wish to enter public universities much more than non - public universities 2.1.3 Public university lecturers 2.1.3.1 University lecturers University lecturers are academic profession from college, university graduation over and organized to be a force with duty of teaching and implementing some targets of education) They work upon plan, closely adhere via educational environment, material benefit and spirit in legal frame 2.1.3.2 Character of non – public university lecturers in Vietnam With historical thickness of establishing non - public university education in Vietnam is fairly short (about 35 years upto now) The human resources for non - public university lecturers are formed from three basic sources: - Retired public lecturers with experienced years and high qualification are invited to teach in non - public universities - High qualification officers who are working in production and business corporations but ability of meeting standards of teaching in university shall be invited to teach in non - public ubiversities They have factual experience but limit in method of teaching and they are not familiar with education environment so knowledge transmition keeps limiting - Some students after graduating from universities are admited into university However, this force is limited both qualification and factual experience 2.2 Developing the human resources for non - public university lecturers 2.2.1 Concept of human resources, the human resources of non - public university lecturers 2.2.1.1 Concept of human resources in general According to United Nation Development Organization: “Human resources is all knowledge, skill, experience, capacity and creativeness of human in relationship with the development of individual and country” 2.2.1.2 Concept about lecturer human resouces of non - public university The human resources of non - public university lecturers firstly must cover character of human resources of an organization in general, so concept about the human resources of non - public university lecturers must be defined basing on general concept in combination with particular concepts about non - public university, character of non – public university lecturers So, concept about non – public university lecturer used in this thesis shall be stated as: Human resources of non – public university lecturer is all employees with quality of university lecturer who work in non - public universities and have health, knowledge, skill and profession of teaching in university, good quality and are ready to participate in teaching in non - public universities generally called private lecturer human resources 2.2.2 Concept about developing private lecturer human resources 2.2.2.1 Concept about developing human resources in general Upto now, concept about developing human resources has been mentioned with many different ways of approach by many researchers Table Summary of concepts about human resources development lực Author Definition Fundamental of theoretical basis Nadler, L Developing the human resources is Psychological (1970) process of allowing employee to receive theory working experience and study in a certain time to change their behavior McLagan Developing the human resources is Psychological (1989) accumulation of components of training theory and development, career development and Systematic individual promotion to practise theory experience for capacity of organization Economic theories and individual Gilley Developing the human resources is Psychological and organization of activities as organizing theory England study, improving performance and Systematic (1989) developing labor with final purpose of theory Economic improving performance of working theories Nadler, L Developing the human resources is Psychology and process of allowing labor to receive Performance Nadler, Z experience and study in a certain time to (1989) improve ability of working and promoting the development of personnel Chalofsky Developing the human resources is Psychological (1992) research and practise individual theory development, group and organization of Theory of system study to support study with purpose of of personnel increasing effectiveness of labor and performance organization 2.2.4.1Economic theory 2.2.4.2Systematic theory 2.2.4.3Psychological theory 2.2.4.4Educational theory for adult 2.2.5 Criteria of assessing result of developing lecturer human resources 2.2.5.1 Quantity 2.2.5.2.Quality 2.2.5.3 Structure 2.3 Factors affect the human resource development of non – public university lecturers in particular Basing on researches about factors affect the development of human resources in general and human resource development of university lecturers presented in chapter – Overview of situation of researching factors affecting the development of human resources of non – public university lecturers, the author can generalize basically theoretical matters about factors affecting the development of human resources of non – public university lecturers as below: 2.3.1 Factors belong to external environment 2.3.1.1 Group of factors with general universal effect 2.3.1.2 Group of factors specifically affect to non - public universities 2.3.2 Factors belong to external environment of organization 2.3.2.1 Transmitting information in the organization Transmitting information in the organization is the transmission of important information to members of organization to transmit commands from higher to lower and reply ideas from lower to higher to create the agreement about point of view of members in organization to carry out some certain duties most effectively (Patchanee Tharasaena, 2003) Transmitting message from this group to other groups to create the understanding, transmitting necessary information served the implementation of some duties of organization It decides the success of organization (Suphanee Saritvanitch, 2009) 2.3.2.2 Strategies and management policies of university Policy about arranging and using lectures in Universities Policy of renumerations and benefits for lecturers Target and policy of developing the human resource of university lecturers Policies of developing the human resource of university lecturers 2.3.2.3 Lecturer recruitement Recruitment is process of choosing and accepting employees who are suitable with the demand of organization to meet the requirement of implementing works in that organization Recruitment is a part of developing human resources on quantity for organization and affect not less to quality off human resources who are recruited Weick, K E (1976) and Werner, J.M.; DeSimone, R.L (2012) Recruitment affects the human resource development of lecturer team on quantiy (increasing human resources from external ) and affects the quality of employed lecturer team Khan, I A (2012; Griffin,G.A.(Ed.) (1983); Pawar,I.A.&Mouli,S.C.(2008) 2.3.2.4 Working environment Working environment in non - public universities out of physical conditions as working space, equipment like chair, table, experiment equipment, equipement for teaching, academic environment plays important role in increasing quality of lecturer team Academic environment is expressed via relationship of friendly colleague who are ready to share information, experience with eachother Expressing via being created to approach with good academic environment in domestic and oversea of lecturers, specificially they are supported to participate in exchanging academy with other units; they are created to learn from famous scientists Lecturers have chances to refer research document easily to serve their research works and teaching 2.3.2.5 Budget of university Expense for training and education and developing lecturer, expense for incentive reward to create motivation for lecturers to develop, expense for investing facility of teaching and doing research, etc., Khen budget of university is limited, it shall limit expense for activities of developing human resources of university 2.3.2.6 Factor belongs to lecturer a Conceptual capacity of lecturer b Development motivation of lecturer c Literacy of lecturer when recruited 2.3.2.7 Impact of management measures of university to lecturers All above measures of university shall affect the development of lecturer and impact to the human resource development of university lecturers 2.4 Research model * Some research models of factors affect the human resource development of lecturers Figure Research model of factors affect the development of human resources, the author Abdullah (2009) Figure 2 Research model of developing the human resources of Waed Ensour and his partners, the author Waed Ensour and partners, 2018 Figure Research model of Wararat Kieopairee, the author, Wararat Kieopairee, 2008 On the basis of generalizing researches and fundamental theories related to the development of human resources of an organization together with the inheritance of previous research models, the author chooses the model of Wararat Kieopairee 2008 because this model has mentioned to factors out of university without narrowing in the internal of one university However, the author does not use the origin of model but inherits from two models of Abdullah (2009) and Waed Ensour and partners 2018 and some certain adjustment to be suitable with research target and research circumstance about non - public universities in Vietnam Model is proposed by the author as below: Group of factors belong to the external of university Group of factors belong to the internal of university Group of factors belong to individual of lecturers Activities of developing human resources Training activity Educational activity Development activity Activity of learning experience of lecturers Control boards: - Operation years of university Economic region of locating university Resutl of developi ng human resource of universit y - University with foreign or Source: The author proposes Figure Model of factors affect the human resource development of non - public university lecturers CHAPTER METHOD OF RESEARCH 3.1 Procedure and method of research 3.1.1 Research procedure Research procedure of the thesis is implemented upon below chart: 3.1.2 Method of collecting and solving information data 3.1.2.1 Method of deep interview 3.1.2.2 Method of survey and investigating by questionaire Quantitative method is implemented based on data from investing research objects and then use soft technique SPSS and AMOS to make analysis In order to have data for analysis, the author builds questionaire basing on the requirement of variation of scale and then transform into questions in questionaire sent to answer Instrument SPSS and AMOS shall help the analysis of reliability Cronbach’s Alpha (testing the reliability of scale) of factor variation, Exploratory factor analysis (EFA), confirmed factor analysis (CFA), and structural equation modelling (SEM) 3.2 Qualitative research 3.2.1 Choosing interview object Qualitative research is implemented via deep interview to some managers and lecturers of non - public universities in Hanoi, Hochiminh city and Da Nang city with all 15 people 3.2.2 Result of exploratory research 3.2.2.1 Factors out of university affect the development of lecturer human resources * Elements about state policy to facility of university education * Relationship with organizations out of university 3.2.2.2 Elements belong to internal of university Comments and assessment focus on basic elements in which there are elements belonging to organization operation of university and element belonging to individual of each lecturer Elements belong to internal organization of university including: Strategy and development policy of university, working environment, budget of university, information transmission in university, lecturer recruitment, management measures of university impact to lecturer including encouragement and measure of limiting negatives of lecturer; and elements of individual of lecturers From results of investigation and survey and interview in combination, inheritance of research models, official research model of the thesis figure 3.2 3.2.3 Official research model of the thesis Policy of government with University Organization out of Training activity Strategy and policy of Gro up of facto rs belo ng to the inter nal Gro up of facto rs belo ng to lectu rer Working environment Education activity Budget of university Information transmission Lecturer recruitment Impact of university to lecturer Individual quality of Developin g academy of lecturer Resul t of the huma n resou r ce devel o pment of unive Learning experience of lecturers Control board: Operational years of university -Operational region of university - Invested by foreign employer Figure Model of researching factors affect the human resource development of university lecturer Source: The proposal of author Hypothesis of research Hypothesis 1: Elements inside and outside organization of university have the same direction affect to main activities of developing the human resources including: activities of training, education, development of university self - lecturers and learning experience of university lecturers Hypothesis 2: There is distinction between universities with different years of operation about the result of training activity, education activity, activity of lecturer development, activity of learning experience of lecturers Hypothesis 3: There is distinction between groups of university belonging to different economic regions about recult of training activity, education activity, activity of lecturer development, activity of learning experience of lecturer Hypothesis 4: There is distinction between non – public universities having domestic invesment capital with non – public universities having foreign capital investment about result of training activity, education activity, activity of developing lecturer, activity of learning experience of lecturer Hypothesis 5: There is distinction between universities with years of operation having difference about result of the human resources development of university lecturers Hypothesis 6: There is distinction between groups of university belonging to different economic regions having difference about result of the human resources development of university lecturers Hypothesis 7: There is distinction between groups of non – public universities having domestic capital investmnet with non – public universities with foreign capital investment about the result of the human resources development of university lecturers 3.3 Building variable scale of model Basis of determining model variables 3.4 Researching preliminary quantitative 3.4.1 Designing questionaire Structure of questionaire including components 3.4.2 Research result of preliminary quantitative 3.4.2.1 Dimension of preliminary sample According to Yamane Taro (1967), determining dimension is divided into cases: known and unknown total In the thesis, the author chooses unknown case of total quantity of surveyed objects, so the author chooses below formula: In which: n: dimension of determinable sample Z: value of distribution board Z bases on the reliability of selection Normally the reliability of usage is 95% equal to Z=1,96 P: estimated rate of sucessful n sample Usuallly we choose p = 0,5 for product p*(1-p) is the biggest, this guarantees the safety for estimated n sample e: tolerance The thesis chooses e = +- 0,05 Replacing vaules into above expression value n =384,16 The author makes round n= 390 3.4.2.2 Testing the reliability of scales a Testing scale to group of factors belongs to external of universty b Testing scale to group of factors belongs to internal of universty 3.4.2.3 Result of exploratory factor analysis (EFA) From result table of accredictation KMO and Bartlett’s above shows that coefficient KMO calculates from investigation sample is 0,772 > 0,5 So scale of investigation sample is enough condition to make analysis and survey of factor Testing Bartlett’s shows the result with Sig = 0,00 1 is just kept in the analysis model, if less, it shall be removed 3.5 Official research 3.5.1 Official reasearch sample Being totally appropriate with expected research sample is presented in table 3.6 3.5.2 Data collection Data is collected via two below forms: Form 1: designing survey vote on googledocs and send to answer Form 2: vote shall be sent directly to surveye subject at the unit 3.5.3 Data analysiss To accreditate model and scales in quantitative ressearch model, the author uses method of confirmed factor analysis and Structural Equation Modeling (SEM) Confirmed factor analysis (CFA) allows us to accreditate theoretical structure of scale as well as conceptual relationship of this research with concept of other research without difference of measurement (SDoenKamp and Van Trịp,1991) CHAPTER RESEARCH RESULT OF FACTORS AFFECTING THE HUMAN RESOURCE DEVELOPMENT OF NON – PUBLIC UNIVERSITY LECTURER 4.1 Generalizing the process of developing non – public universities in Vietnam 4.1.1 Periods of establishing and developing non – public universities in Vietnam 4.1.2 The reality of developing non – public university in Vietnam 4.1.2.1 The reality of universities belong to non – public universities in Vietnam 4.1.2.2 The development of lecturer team of non – public universities in Vietnam 4.1.2.3 Limits and weakness of non – public universities 4.2 Factors affect the human resource development of non – public university lecturers 4.2.1 Confirmed factor analysis (CFA) 4.2.1.1 Group of factors affect the human resource development of university lecturer * Testing the appropriateness of model Result of confirmed factor analysis CFA to group of factors affect the human resource development of university lecturer is presented in figure 4.1 as below: Figure Confirmed factor analysis CFA with factors affecting the development of human resources Source: Analysis result on Amos According to Hair et al (2010) an appropriate model has targets to be reached as below: CMIN/df= 0,95 very good , CFI>= 0,8 acceptable TLI>= 0,9 good, TFI>= 0,95 very good; GFI>=0,9 good , GFI>= 0,95 very good RMSEA 0,9; RMSEA = 0,05< 0,08 So, the model is appropriate to be analyzed SEM 4.2.3 Testing the distinction between controlled variables about the human resource development of university lecturer 4.2.3.1 Testing the distinction between controlled variables to activities of the human resource development * The distinction between groups of different years of operation 4.2.3.2 Testing the distinction of controlled variables to resutl of the human resource development * The distinction about years of operation of university * The distinction about economic regions CHAPTER DISCUSSING THE RESULT AND RECOMMENDATION 5.1 Discussing the results 5.1.1 Discussing about activities of developing the human resources and resutl of developing the human resources of university lecturer 5.1.1.1 Discussing about result of activities of developing the human resources of university lecturer 5.1.1.2 Discussing about the result of developing the human resources of non – public university lecturer Result of developing the human resources of university lecturer is comprehensive result of targets; quality of human resources; structure of human resources and quantity of human resources 5.1.2 Discussing about factors affecting the human resource development of university lecturer 5.1.2.1 Elements affect training activity Table 4.11 Regression result of Structural Equation Modeling SEM in chapter shows the impact of elements affecting activities of training university lecturer of non – public universities are ranked 5.1.2.2 Elements affecting activity of education Basin on regression result of Structural Equation Modeling SEM in table 4.11 Chapter 4, the result of ranking influenced level of elements to education activity 5.1.2.3 Elements affecting activity of developing university lecturer Basing on regression result of Structural Equation Modeling SEM in table 4.11 Chapter 4, the result of ranking influenced level of elements to activity of development 5.1.2.4 Elements affecting activity of learning experience of lecturer Basing on regression result of Structural Equation Modeling SEM in table 4.11 chapter 4, the result of ranking influenced level of elements to activity of learning experience of lecturer 5.1.3 Discussing about the distinction of years of operation, economic regions and between non – public universities with foreign capital investment and domestic capital investment 5.1.3.1 The distinction about years of operation of universities and the distinction about economic regions 5.1.3.2 The distinction between non – public universities with domestic capital investment and foreign capital investment 5.2 Proposing some solutions to develop the human resources of non – public university lecturer 5.2.1 Point of view about developing the human resources of non – public university lecturer 5.2.2 Target of solution Building solutions of developing the human resources of non – public university lecturer according to researcher must forward to carry outt some below targets: Firstly, non – public universities must really become centre of training high quality human resources for society, and admitted by society Doing the best to have students carried out work well and applied knowledge well at working places after graduating from non – public universities Secondly, doing their best from now to 2025 to have a team of university lecturers with professional qualification is equal to international level Thirdly, from now to 2025, non – public universities must ensure enough quantity of university lecturer meeting qualification upon regulation of Ministry of education and training; ensure the balance of training sectors, structure of age and gender Fourthly, non – public universities strive to step by step to enhance life for lecturers, ensure life for lecturers so that they can feel secure to work and longterm commitment Fifthly, non – public universities strive to become high quality training centre and be centre of researching high quality application 5.2.3 Some key solutions of the human resource development of non – public university lecturer 5.2.3.1 Principles of choosing solutions 5.2.3.2 Solution of completing training activity and developing lecturer team 5.2.3.3 Solution of improving working environment for university lecturer team 5.2.3.4 Solutions about policy of university 5.2.3.5 Other solutions: Completing lecture recruitment of non – public universities 5.3 Recommendation to government 5.3.1 Recommendation about policy, rule to non – public universities 5.3.2 Recommendation about policy to lecturer of non – public universities CONCLUSION The thesis has carried out with chapters basically revolving subject “researching factors affect the human resource development of non – public University lecturers in Vietnam” Content of the thesis revolves below contents: International and domestic research works have been generalized related to the human resource development of non – public university lecturers by the author The author mentions theoretical basis of developing the human resources of non – public university lecturers, internal and external factors of organization are systematized and quantity, quality, assurance of the human resource structure have been analyzed by the author Methods of qualitative and quantitative research have been used in the thesis These methods have subsidized to assess overall, systematically, scientifically about the human resource developemnt of non – public university lecturers Testings have been carried out: (1) testing Structural Equation Modeling SEM and testing the distinction between controlled variables and the human resource development Factors affect activities of the human resource development including: activity of training, education, development and learning experience have plus value (+) And hypothesis testings have been presented from table 4.15 – 4.20 (1) Discussing about the human resource development of non – public university lecturers; Discussing about factors affect activities of the human resource development of non – public university lecturers; Discussing about the distinction of years of operation, economic regions and between non – public university with domestic capital investment and foreign capital investment (2) Proposing some solutions of developing the human resources of non – public university lecturers: (i) Solution of completing training and the human resources development of university lecturers; (ii) Solution of improving working environment for university lecturers; (iii) Solution about policy of university; (iv) Other solutions: improving quality of recruitment, recruitment, interview non – public university lecturers … (3) Recommending to the government includes: recommending about policy, regulation to non – public universities and policy to non – public university lecturers LIST OF WORKS RELATED TO THE TITLE OF THE THESIS Tran Viet Anh, Pham Thi Hanh (2018), “Enhancing quality of human resources in dustrial sector to meet green growth requirements, Danang City” the discourse in the 1st International Conference “Contemporary Issues in Economics, Management and Business st CIEMB 2018”, Hà Nội, 11/2018 Tran Viet Anh (2020), Developing Lecturer of Non-Public Universities in Vietnam, 6th Sriwijaya Economics, Accounting, and Business Conference (SEABC) 2020 Tran Viet Anh (2020), The Effects of Human Resources Management on Developing Lecturers of Non-Public Universities in Vietnam, Business Management and Strategy ISSN 2157-6068, vol 11, no Tran Viet Anh (2021), Factors affecting the human resource development of university lecturers, International Journal of Innovation Scientific Research and Review ISSN 2582-6131, vol 03, Issue 03, March 2021 ... public universities in Vietnam 4.1.1 Periods of establishing and developing non – public universities in Vietnam 4.1.2 The reality of developing non – public university in Vietnam 4.1.2.1 The reality... 11/2018 Tran Viet Anh (2020), Developing Lecturer of Non-Public Universities in Vietnam, 6th Sriwijaya Economics, Accounting, and Business Conference (SEABC) 2020 Tran Viet Anh (2020), The Effects... in Vietnam” to be the title of doctoral thesis Purpose and duty of research: - Researching factors affecting the human resource development of non - public university lecturers in Vietnam Testing