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MINISTRY OF EDUCATION AND TRAINING THE VIETNAM NATIONAL INSTITUTE OF EDUCATIONAL SCIENCES NGUYEN THI THU HUONG TRAINING MANAGEMENT BY ORDER AT HANOI INDUSTRIAL TEXTILE GARMENT UNIVERSITY Specialization: Education Management ID: 14 01 14 SUMMARY OF DISSERTATION OF DOCTORS IN EDUCATIONAL SCIENCES HANOI, 2021 The work was completed at: The Vietnam National Institute of Educational Sciences Advisor: Prof PhD Nguyen Minh Duong Dr Vu Xuan Hung Reviewer 1: Reviewer 2: Reviewer 3: The dissertation will be defended in front of the Institute-level Judging Committee meeting at the The Vietnam National Institute of Educational Sciences, 101 Tran Hung Dao, Hanoi At on the day of , 2022 Dissertation can be found at: - National Library - Library of The Vietnam National Institute of Educational Sciences LIST OF RESEARCH WORKS OF THE AUTHOR RELATED TO THIS TOPIC Nguyen Thi Thu Huong (2017), Applying Training On Orders Of Enterprises In Textile And Garment Industry, Journal of Vocational Science, Issue 48, September 2017 Nguyen Thi Thu Huong (2018), Experiences of some countries in the world on training management by orders and lessons learned for Vietnam, Journal of Educational Administration, Issue 1, January 2018 Nguyen Thi Thu Huong (2018), Training according to business needs - a solution to innovate higher education and improve the quality of textile and garment human resources to meet the requirements of the industrial revolution 4.0, Proceedings of the Conference: "Fundamental and comprehensive innovation of training activities in universities and colleges" organized by Association of Vietnam Universities and Colleges, Da Nang Publishing House, October 2018 Nguyen Thi Thu Huong (2019), Training management by orders of textile and garment enterprises, Vietnam Journal of Educational Sciences, Issue 15, March 2019 HEADING Reason for choosing the topic The training system is responsible for providing technical labor to meet the goals of socioeconomic development in the market economy To this, a “supply driven” training must switch to a “demand driven” training, switch from “Training what you have” to “Training what society needs” In other words, training must comply with the law of supply - demand to be able to meet the human demand of society The human resource needs of the society include: The needs of the State, the needs of enterprises and the needs of learners However, Vietnam's human resource training system does not comply with the law of supply and demand of the market economy, so every year, thousands of graduates cannot find jobs, while businesses cannot recruit human resources This has caused great waste to the State as well as to society Order-based training is always linked with supply and demand, training with using, thus overcoming the weaknesses in the current human resource training of universities Order-based training is still a new issue, so the State has not placed orders for training institutions, and businesses are not used to ordering training On the other hand, there is no solid scientific evidence as well as economic - technical norms, quality standards for implementation Resolution No 29-NQ/TW dated November 4, 2013 of the Central Committee of the Communist Party of Vietnam on fundamental and comprehensive renovation of education and training stated: “For higher education and vocational training , implement the ordering mechanism on the basis of the system of economic - technical norms, quality standards of some types of training services (regardless of the type of training institutions) ” Law on Higher Education, enrollment regulations in 2020 regulate enrollment and training on order In recent years, the textile and garment industry has been the main export economic sector of our country, maintaining high growth momentum for many years The textile and garment industry attracts more than 2.5 million direct workers, but the quality of human resources is low, and the number of trained employees is very small The Prime Minister has approved the Strategy on Industrial Development of Vietnam to 2025, with a vision to 2035, in which the textile and garment industry is one of the four industry groups prioritized for development in the coming period With the impact of Fourth Industrial Revolution (IR4.0), workers in the textile and garment industry need higher qualifications and skills Therefore, the needs of training in the coming period is very large, the training also needs to change to meet the needs of customers As the only public university specializing in textile and garment training in the country, Hanoi Industrial Textile Garment University (HTU) is well aware of this problem, so it has started to organize training according to the needs of textile and garment enterprises However, the training by order is facing many difficulties because the training management is not suitable with the ordering mechanism, the needs of training is not accurately forecasted, there is no process of the training management by order, the qualifications of the staffs and teachers are not meeting the requirements of the training by order, the construction of the training programe by order is still confusing, etc However, there has not been any research in our country on training management by order For the above reasons, the author chooses the topic: “Training management by order at Hanoi Industrial Textile Garment University” as the research topic of the doctoral dissertation 2 Research purpose On the basis of theoretical research on training and training management by order, evaluate the current situation of training and training management by order at HTU to propose some possible solutions on training management by order in order to associate training with the use of market economy and international integration process Objects, Subjects of Research - Research object: Training by order at the university - Research subjects: Training management according to order at HTU Scientific hypodissertation Currently, HTU is starting to implement the policy of training by order but it is still facing many difficulties because it has not been able to choose a suitable training model for the market economy, on the other hand, the current training management solutions are also not suitable with the actual conditions of the University as well as the customers If the model of training by order is selected to adapt to the market economy, a theoretical framework for training management by order can be built and the shortcomings on order-based training of the University and current customers can be detected, it is possible to propose practical management solutions to carry out quality and effective training by order at HTU Content and scope of research 5.1 Research content - Research the theoretical basis of training and training management by order - Evaluate the current situation of training and training management by orders at HTU - Propose the solution of training management by order at HTU - Test two solutions at HTU to prove the feasibility, rationality of the proposed solution and the correctness of the proposed scientific hypodissertation 5.2 Research scope - Space: HTU is the only university specializing in textiles and garments training in our country today Therefore, the survey and assessment of the current situation of training and training management by order was carried out at HTU - Customers: The university has many types of customers such as the State, enterprises and individual learners The dissertation focuses on researching customers who are the State and garment enterprises - Time: Survey and evaluate the current situation of training management by order at HTU from 2015 - 2018 Test solutions at HTU in the academic year 2019 - 2020 - Training level according to order: According to the provisions of the Law on Higher Education No 34/2018/QH14 dated November 19, 2018 of the National Assembly, In Clause 3, Article 6: “Higher education institutions may organize continuing education activities, provide shortterm training and retraining services, and issue certificates and certifications suitable to their respective training disciplines and fields in accordance with the law to meet the lifelong learning needs of learners” Therefore, the dissertation selects the required training qualifications for research, which are university, college and short-term degrees from months to less than 12 months Approaches and Methods of Research 6.1 Research Approach: market approach; access to cyclical training; quality approach; access to capacity; access to autonomy and accountability to society; historical approach 6.2 Research methods: theoretical research; practical research New contributions of the dissertation - For the theory: Demystify concepts: training management, training ordering, training by order, training management according to order Building a theoretical basis for training according to order in the market economy Applying the model of training according to the cycle, the dissertation builds a theoretical framework on training management according to order, including: Organizing the determination of the needs of training and signing the training contract; Planning and organizing the construction of training programes by orders; Organizing and deploying training courses by orders; Evaluate training course and training cycle according to order - For the practice: The dissertation has proposed necessary and feasible solutions for training management by order at HTU on the basis of the theoretical framework that has been built and the assessment of the current situation in the pilot phase Theoretical framework of training management by order helps universities to refer to when switching to training by order At the same time, the research results help the management levels of HTU to be aware of the roles, responsibilities and tasks that need to be performed to manage the training by order effectively Defensive arguments - Argument To train by order, the first important thing is to identify the training needs Applying the model of “training by cycle” to the training management by order with the cycle from: Organize to determine the training needs; Plan and organize to build training programes; Organize to implement training courses by orders; Evaluate the training courses and the entire training cycle is in accordance with the training management by order - Argument Training by order is still a new issue and requires certain conditions Therefore, in order to be able to train by order, the training instutuions must determine the current status of their capacity, detect weaknesses so that on that basis, prepare the necessary conditions for the training by order, ensure training quality according to customer requirements - Argument For a effective training management by order, it is necessary to apply synchronously the following solutions: Organize training to raise awareness for managers and lecturers about training by order; Manage improve the method of identifying training needs; Manage and develop the relationships with customers; Direct to perfect the organizational structure and internal policies to meet the training requirements by order; Organize and develop a contingent of managers and lecturers based on their ability; Direct the renovation of financial management and teaching equipment for customized training courses Dissertation structure In addition to the introduction, conclusion and recommendations, the dissertation is structured into chapters: Chapter Theoretical basis of training management by order at university Chapter Practical basis of training management by order at Hanoi Industrial Textile Garment University Chapter Training management solutions by order at Hanoi Industrial Textile Garment University 10 Place of research topic The Vietnam National Institute of Educational Sciences and Hanoi Industrial Textile Garment University Chapter THEORETICAL BASIS ON TRAINING MANAGEMENT BY ORDER AT THE UNIVERSITY 1.1 Overview An overview study of training to meet the society needs, business needs and training management to meet society needs, business needs abroad and in the country help the dissertation have the most comprehensive and comprehensive view of the research content The dissertation has systematized the studies on training management to meet society needs and business needs on the following contents: Theoretical basis of training management in the market economy; Some models of training management and training linkage methods between training institutions and enterprises; Training institutions want training to meet the needs of enterprises, they need to accurately identify their training needs and build their training capacity in accordance with the fields in which enterprises have training needs and propose a variety of solutions for training management to meet the needs of society as well as the needs of enterprises Issues that need to be further researched and resolved Through the reviewed studies, there has been no work to refer to the training management by orders of enterprises and the State, so the dissertation will focus on solving the following issues: - Build basic concepts Training by order is still a new issue, so some basic concepts such as training ordering, training by order, and training management by order in our country have not yet been mentioned in any dictionary or research work, because is being understood with many different meanings Therefore, before studying specific content, the dissertation needs to develop basic concepts of training and management by order - Select the appropriate training model There are many different training models, it is necessary to analyze the connotations and advantages and disadvantages of each model in order to choose the right model for the training management by order - Assess the practice of training and training management at HTU, thereby making judgments about the current situation, evaluating advantages and limitations, finding out the causes to make practical arguments for proposing solutions - Proposing necessary and feasible solutions for training management by orders and testing a number of solutions to demonstrate the necessity and feasibility of the proposed solutions and demonstrate the correctness of the proposed solutions The scientific hypodissertation has been proposed by the dissertation - Outline a number of factors affecting the training and training management by orders to analyze and take advantage of their positive aspects and at the same time find appropriate ways to develop the training by orders 1.2 Some basic concepts The dissertation deeply researches the basic concepts: (1) Management; (2) Training; (3) Training management; (4) Ordering; (5) Order-based training; (6) Training management by order; (7) University 1.3 Training human resources at universities by order in the market economy 1.3.1 Training to meet social and business needs on order Society needs includes three groups of basic needs: Needs of the State; Enterprise's needs; Learner's needs In human resource training for enterprises by order, if according to the target audience, it is usually divided into2 main forms are new training and retraining 1.3.2 Characteristics of university-ordered training activities in the market economy - University customers include: individual learners, enterprises and the State - University goods: Training services are goods the university exchanges with customers - Marketing activities of the university:Doing well in marketing will attract resources such as people, facilities, equipment, etc to ensure good training operations The university needs to establish a specialized department and introduce to customers about the university's training such as: Training courses, output standards of post-training products, expected content, time, funding, recruitment conditions born; teachers in terms of qualifications, experience and capacity; facilities for training service and other training quality assurance conditions In the developing digital context, it is necessary to use modern tools in communication and promote online communication 1.3.3 Training by order with the basic laws of the market economy - Training by order with the law of supply - demand: The labor market's demand for technical labor includes quality, quantity, industry structure and training qualifications Training by order is the implementation of training services according to the needs of customers, so it has the preeminent feature that it always fulfills the law of supply - demand of the labor market - Training by order with the law of value:Service prices for nonprofit organizations are very different from those for for-profit organizations If the training is ordered, the cost of the training courses has been specified in the agreement with the customer on the basis of economic - technical norms - Training by order with competition rules: For market economy, competition is an inevitable rule, universities must be very dynamic, regularly change the goals and contents of training programs according to the needs of customers, unable to train according to what they have available today 1.3.4 Some characteristics of custom training a Education program:Custom training programs were closely linked with the human demand of the labor market at that time Thus, organizing training according to demand means “supply” according to “demand” Order-based training programs must be very flexible and diverse to meet the needs of customers b Conditions to ensure training quality - Team of teachers: Order-based training have high requirements for teachers Teachers must have solid professional knowledge and skills, must have access to scientific and technological advances and production technologies that enterprises are using, and must have mature pedagogical knowledge and skills, successfully use proficient in modern teaching aids It is possible to use the chief technicians of enterprises to participate in teaching - Facilities: With customized training, universities need to have modern teaching equipment and compatible with the types of devices that customers are using According to the OECD, the workplace is a very important learning environment to prepare learners for work c Learners and learning characteristics:With customized training courses, learners can be high school graduates or adults who are working in enterprises selected to go to university The subjects of these courses are quite diverse, they have the common characteristics of adults going to university, but there are also those who have no work experience d Form and location of teaching organization: For the subjects who are officials and employees who attend university, the form of training is often flexible, usually short-term training courses, informal training For training orders to serve the development strategy of enterprises and socio-economic development, regular training courses are required The teaching process can be organized at the university, at the enterprise or both at the university and at the enterprise e Test and evaluate learning results: The method of assessing learning outcomes should be implemented from the following point of view: (1) Learners must perform the same jobs as workers in actual professional labor in enterprises (2) Evaluate learners individually as they complete each task (3) Assess the knowledge, skills and attitudes formed in learners (4) Evaluation according to the criteria and standards according to the customer's order (5) The criteria and assessment standards are announced to learners in advance so that they have orientation and strive to achieve in the learning process f Training management: Because courses can be held at enterprises or a combination of enterprises and universities, the training management process is also much more complicated Universities should let enterprises participate in the process of management, monitoring and evaluation of learners 1.3.5 The difference between custom training and other training methods - Traditional training: Training institutions often recruit and train according to their ability, but pay little attention to the human resource needs of the labor market, especially enterprises Job-oriented training: Job-oriented training focuses on outcomes - Training links between university and enterprises: Enterprises are both partners and customers of the training company - Training by order: Always thoroughly implement the basic laws of the market economy such as the law of supply - demand, the law of value and the law of competition The customer submits the research study in terms of quantity, quality, industry structure, qualifications and training facilities that comply with the requirements 1.3.6 Some training models a Process training model: Training is a process, starting from input factors, teaching process and output factors The model is shown in Figure 1.1 INPUT - Admissions - Training programs - Team of teachers - Officers and employees - Facilities and equipment TEACHING PROCESS -Organize the teaching process - Implement the teaching process OUTPUT - Output capacity of graduates - Job opportunity - Career advancement - Income Diagram 1.1 Process training model b CIPO model CIPO is an abbreviation of the phrase Contex-Input-Process-Output with the meaning ContextInput-Process-Output This model is shown in diagram 1.2 Input - Admissions - Teacher - Education program - Facilities and teaching equipment - Finance Progress Teaching - learning process Output - Graduates - Satisfy personal needs - Increase labor productivity for society The impact of context - Political, economic, social - Policies and laws - Labor market - Up setscience and technology - International integration, Diagram 1.2 CIPO model Identify needs c Cyclic training model The cyclical training model is based on the point ofpartners, view: International integration, competitive Identifying training needs is the starting point of the training process Evaluation Training of training planning and in the market mechanism Each training course is carried out in a results design closed and sequential cycle, including steps: Determining the training needs, planning and designing the training, implementing the Implement training training and evaluating the training results The cyclical training model is shown in diagram 1.3 Diagram 1.3 Cyclic training model 1.4 Applying the training cycle model to training management by order at the university 1.4.1 The organization identifies training needs and signs training contracts a Planning to identify training needs The task force will base on the workload of the University and the tasks of each staff member and teacher in the university year to make a plan to determine the training needs to suit practical conditions b Deployment and identification of training needs - Contents of identification of training needs: Training needs include: Demand for the number of human resources according to each occupation/job position, training qualifications and capabilities that employees need to be able to perform well at the job position - Determining the training needs by order includes the following steps: + Collecting information about training needs: The university must actively organize the collection of information on the training needs for the period of years and forecast the training needs for the next 10 years In the era of rapid development of science and technology, especially the 4.0 industrial revolution will change the structure and qualification standards of the human resources of all countries, so the training needs must also change + Methods of collecting labor market information * Methods of investigation, survey and interview of enterprises: Survey by questionnaire; Direct interviews with leaders of some enterprises; Direct survey at a number of employers after training * In addition, it is necessary to use some other methods such as: Synthesize from documents such as socio-economic development strategies of localities and sectors; labor demand forecasts from the labor market Analysis and forecast of the development of science and technology in production affecting training needs Calculation of labor loss due to retirement, job change and rate of change of technical labor under the impact of scientific and technological progress Analysis of training needs: training needs through collected data is quite rich and diverse from the perspective of each unit and individual, so there are inaccurate needs Therefore, it is necessary to organize the analysis and evaluation of the obtained data to determine the true training programs c Directing the identification of training needs: The Vice Rector in charge of training regularly directs and checks from the planning stage to organizing the implementation of the identification of the research study d Evaluate the results of identifying training needs and signing training contracts - Evaluating the results of determining the training needs: The principal organizes the evaluation of the results of determining the training programs and on that basis, determines the training capacity of the university and organizes marketing to customers - Signing training contracts: After identifying customers with training needs through marketing, universities need to base on their capacity to negotiate with customers and organize the signing of training contracts by orders The training programs is an important appendix attached 1.4.2 Planning and organizing training program a Planning The university assigns the Training Department to assume the prime responsibility for and coordinate with the functional departments and faculties of the training courses by orders to make training plans and approve them for implementation The plan includes: Training plan; Planning to arrange teachers for training courses; Preparation plan for facility conditions and learning materials; Plan to raise capital and spend for training courses (regime for staff and teachers to participate in training courses as ordered; Cost for each training course) b Organize training program according to order To build training programs by orders, universities need to set up a group to compile training programs including teachers of the university, some engineers and technicians of enterprises under the chair of the dean of the faculty in charge of training - Planning to build a training program:The training program development team needs to plan the program development in accordance with the general plan - Organizing and implementing training programs: The team that develops the training programe conducts analysis of the jobs that the client has a training needs project according to the DACUM method The DACUM diagram clearly shows how many tasks an employee must complete, and how many tasks each task has to at the actual labor position in the enterprise From there, analyze each job to determine the necessary competencies that employees need, which is the output standard/goal of the training program 10 organizing the implementation of the training process as well as evaluating the results of the training courses in the training cycle c Organizational structure and policies Organizational structure affects the effectiveness of training management activities The organizational structure needs to be compact but with enough functional parts Training by order has high requirements on the capacity of teachers and management staff and has very specific characteristics, it is necessary to build a satisfactory regime to encourage officials and teachers to participate d Cooperation between the university and partner enterprises: In order to make the order by order, it is indispensable for the cooperation of the partner enterprises, especially in the stage of determining the training needs In addition, enterprises need to participate in the process of teaching as well as evaluating training results, because they understand the output capacity of training courses 1.5.2 Objective factors a The State's policy on decentralization of management and allocation of fundsautonomy for the university In order to train by order, the training institution must have autonomy in the following areas: Academic autonomy; Autonomy in personnel; Finacially independent b Industrialization and modernization of the country c International integration on human resource training d Fourth Industrial Revolution Conclusion Chapter Chapter of the dissertation has corrected some basic concepts such as: training management, ordering, training by order, training management by order Systematize a number of theories on human resource training in the market economy such as the operation of training establishments in the market economy with the following characteristics: Goods of training establishments are training services; Customers of training institutions are learners, enterprises and the State; Marketing activities of training establishments in the market economy The theoretical basis for training human resources by order in the market economy has been built with the following contents: Training by order with the basic rules of the market economy; Some characteristics of training by order; The difference between training by order and other training methods Applying the cyclical training model, the dissertation has built a theoretical framework for training management by order, including the following steps: - Step Organize the identification of training needs and sign a training contract - Step Make a plan and organize the construction of the training program by order - Step Organize to deploy the training by order - Step Evaluation of training courses and training management cycle by order CHAPTER PRACTICAL BASIS OF TRAINING MANAGEMENT BY ORDER AT HANOI INDUSTRIAL TEXTILE GARMENT UNIVERSITY 2.1 Experiences of some countries in training management by order - The Ministry of Home Affairs and the Japan International Cooperation Agency believe that each training course ordered is considered a project, so the training management will be considered as the process of managing a project Training management consists of three steps: Planning training, implementing the training process and evaluating the training process - The ELENA project funded by the European Community believes that the training management process consists of four stages: (1) Identification of the training needs and analysis of the training objectives; (2) Prepare training plan and budget for training; (3) Managing the learning process and assessing the learning process of students; (4) Analysis of output standards and analysis of training content are transferred to work after training - Laura proposed a rather special way of organizing the training, including 11 steps: (1) Evaluation of the research study; (2) Determination of training objectives; (3) Determine the learning style of the learners; (4) Determine the method of organizing the training; (5) Determine the required 11 financial resources; (6) Determine the organizational style of the training; (7) Student selection; (8) Content development; (9) Make a study schedule; (10) Select communication method in training; (11) Measuring the effectiveness of the training Some countries have managed training according to the steps of the training process, starting from determining the training needs, organizing the training and evaluating the training results, similar to the basic steps of the training cycle 2.2 About Hanoi Industrial Textile Garment University 2.2.1 Development process Hanoi Industrial Textile Garment University, formerly known as the Garment Professional Training facility under the Ministry of Internal Trade, was established on January 19, 1967 Through many name changes, in 1998, the University was upgraded to a Technical High University Garment and Fashion I In 2005, the university was upgraded and renamed to Hanoi College of Industry Textile and Fashion, under the Vietnam National Textile and Garment Group (VINATEX) On June 4, 2015, the Prime Minister issued Decision No 769/QD-TTg on the establishment of Hanoi University of Textile Industry Hanoi Industrial Textile Garment University is the only public university specializing in textiles and apparel in the country, operating under an autonomous mechanism 2.2.2 Organizational structure of Hanoi Industrial Textile Garment University The university is organized into two areas: training and production with 17 functional units to meet the activities of the autonomous university 2.2.3 Duties and autonomy, accountability of the University a) Duties and powers of HTU is reflected in Article 4, Regulation on organization and operation of the University b) University autonomy and accountability:Autonomy in academics and professional activities Autonomy in organizational apparatus and personnel Financial and property autonomy University accountability to owners, learners, society, regulatory authorities and stakeholders 2.2.4 Oriented development - Vision: strives to become a high-quality, multi-disciplinary human resource training facility, developing together with enterprises through application-oriented human resource training programs that meet international standards - Mission: training high-quality human resources for the textile industry in particular and industries in general in the direction of application, capable of working independently and creatively at domestic and international enterprises 2.2.5 The University's Ability - Team of full-time teachers and management staff: by the end of 2020, the University has 283 full-time teachers, of which 82% of teachers have doctorate and master degrees The teaching staff with a doctorate degree or higher accounts for a low percentage because the University has just been upgraded to a university, but the difference is that 40% of the teachers have both graduate degrees and work experience in enterprises from to years - Facilities and teaching equipment: Facilities and teaching equipment of the university are equipped with synchronous, modern and basic equipment to meet teaching and learning conditions with a scale of 6000 - 8000 students In particular, the university has a production and service center with a scale of 500 employees, equivalent to a medium-sized enterprise, this is a place for students to practice their profession and also a business-standard environment for teachers to practice 2.2.6 Training scale Currently, the university-level training facility with majors in the textile and garment chain is relatively complete With the total number of students at the end of 2020 is 4975, of which 1158 are college level students, accounting for 23.3%; the number of university students is 3817, accounting for 76.7% In parallel with long-term and regular training, the University also develops short-term training programs to serve human resource training of textile and garment enterprises In 2015, the University started the policy of piloting and developing training programs according to the needs of enterprises By 2020, there will be more than 1,000 students per year on orders from businesses that bring significant revenue and contribute to the University's autonomous revenue 12 2.3 The current situation of Vietnam's textile and garment industry 2.3.1 General introduction to Vietnam's textile and garment industry In recent years, the textile and garment industry has been a spearhead industry of Vietnam's economy, creating many jobs for the society, contributing to improving competitiveness, firmly integrating into the regional and world economy Textile and garment export turnover has continuously grown, making Vietnam one of the countries with the fastest textile growth in the world In 2016 and 2018, Vietnam has risen to the group of largest garment exporting countries in the world In the period from 2000 to 2019, Vietnam's textile and garment industry achieved an average export turnover growth of 16.9%/year 2.3.2 Main production methods Cut-Make-Trim method (CMT) with nearly 60% of enterprises implementing; Free – On – Board (FOB) production methods account for nearly 30% of enterprises; Original Design Manufacturing methods (ODM) and Original Brand Manufacturing methods (OBM) are carried out by approximately 10% of enterprises 2.3.3 Quantity and quality of human resources in textiles Vietnam's textile and garment industry employs many workers with nearly 2.5 million people, of which industrial workers are 1,751,753 people The labor force who has not undergone training and only received primary training accounts for 83.9%; the number of human resources with intermediate or higher qualifications accounted for only 15.6%; This is a great difficulty for the development of the textile industry, but an opportunity for the training of workers to adapt to IR4.0 2.3.4 Level of technology and equipment Group Advanced level: approximately 20%; Group Average level is good: account for approximately 70%; Group Low and medium level: approximately 10% 2.4 Conducting a research on the current situation of training and training management by order at Hanoi University of Textile and Garment Industry 2.4.1 Purpose Collecting information as a basis to assess the perception of staff, teachers of HTU and managers of some enterprises about training management by orders Collect actual data on training management by order at HTU in the period 2015 - 2018 such as quality assurance conditions, student satisfaction as a basis for assessing the situation Determining the current status of training management by orders and some causes and contexts to forecast the development trend of shopping centers by order Collect information on the current situation of the textile industry in the North on: investment in textile factories, investment in technology, equipment and enterprise management, labor level, labor demand as a basis for assessment Assess the current situation and forecast the number, structure and quality of the labor force as the basis for proposing solutions to manage training by order 2.4.2 Research content Awareness of staff and teachers of HTU and customers; training management by order in the period 2015 - 2018 at HTU; The capacity of the teaching staff, staff, administrative staff and the quality assurance conditions of HTU to meet the training requirements as ordered; The current development of the textile industry in terms of: Technology, equipment and enterprise management, labor level, labor needs of enterprises 2.4.3 Method and time of the study Survey by questionnaire; collect information; Experts Time of study: Academic year 2018-2019 2.4.4 Research subjects and the number of survey votes - At HTU: The author has conducted a survey of groups of subjects: (1) 100% of management staff and teachers have participated in pilot training courses on order; (2) Management staff, teachers have not participated in training and training management as ordered; (3) All students are studying at university and college level as ordered - On the customer side: The author has surveyed groups of subjects: (1) 100% of enterprises have ordered HTU for training in the period 2015 - 2018; (2) 227 enterprises in the textile and garment industry have never placed an order for HTU; (3) All 300 students have graduated from college-level 13 training courses; (4) All 1994 learners graduated from short-term training courses ordered by enterprises 2.4.5 Methods of coding and analyzing survey data The survey was entered and analyzed using Excel software for statistical purposes, handling open-ended questions and coding Perform data statistics on MS Excel software The question can select multiple options and choose one that applies the formula to calculate the percentage In addition, the Likert scale is also applied 2.5 Current status of training to order at Hanoi Industrial Textile Garment University 2.5.1 Status of pilot training courses on order Training ordered by enterprises at HTU in the period 2015 - 2018 is mainly short-term training, out of a total of 51 training classes with 2154 students in the period 2015 - 2018 there are 10 training classes at college and university level with 530 students, accounting for 24.6%; Short-term investment accounts for 75.4% The duration of short-term training courses ordered by enterprises is very diverse, depending on the needs, training content and agreement between the two parties Most of the training courses have training duration from to months, accounting for 90.2%; training courses with duration of more than months to less than 12 months accounted for 9.8% College degree total training time is years and university is years The number of training classes ordered by enterprises at HTU in the past period has not been much, and the potential has not been fully exploited because in the early years of piloting, training management still has some shortcomings Moreover, the characteristics of textile and garment enterprises is that orders depend on customers, so they often produce continuously, making it difficult to arrange time to train employees This is the number reason leading to limited and problematic training classes 2.5.2 The reality of awareness of customized training - Awareness of managers and teachers: Although the question allows to choose many answer options and all options are the benefits of training orders, the proportion of choosing the highest benefit accounts for 53.8%, the lowest option only accounts for 18.9 % It is necessary to continue to raise awareness for managers and teachers about the importance and benefits of customized training When clearly seeing the importance and benefits, managers and teachers will actively and proactively prepare the conditions to participate in training as ordered - Perception of customers: The majority of textile enterprises not understand the importance and benefits of training by orders, so these customers order training very rarely, up to 40.6% of businesses answered that they have never ordered mobile training, the score according to the Likert scale is only 1.91 points ranked as poor This is a point that needs to be paid close attention if HTU wants to develop training by orders of textile and garment enterprises 2.5.3 Actual status of training level and results according to order a Customers of Hanoi Industrial Textile Garment University In the period of 2015 - 2018, in addition to individual customers who study regular training programs, the training courses ordered at HTU are from corporate customers, and there is no stateordered training The development of relationships with customers who are garment enterprises has not been given due attention by the University and has not been able to develop new customers b Current status of marketing activities of Hanoi Industrial Textile Garment University Marketing with customers has been interested in by HTU In November 2018, the University established a Department of Admissions and Communication Communication activities have been carried out through a number of means such as: Through website, fanpage, rich tools such as phones, leaflets, newspapers, publications, Internet, direct marketing to high school students However, the field of business and training relations is often in charge of the Training Department, marketing activities are not organized regularly, and the tools are simple to use c Current status of training quality assurance conditions - Teaching staff and training managers According to the results of interviews with faculty management staff (A06, A07), only about 20% of teachers of specialized faculties meet relatively well the training requirements by order, 14 moreover, according to the survey results (Appendix 5), 48.1% said that the difficulty when organizing training courses by orders of enterprises is choosing a team of teachers who have the capacity to meet the requirements Also according to the survey results of managers and teachers who participated in training according toorder about the weaknesses in the training by order At the University, 53.8% think that the weakest point is that the capacity of the teaching staff has not been met It is necessary to promote training and foster teachers to improve their capacity and meet training requirements order Basically, the training management staff has met the requirements, but still 34.6% of the staff and teachers think that the qualified training management staff has not met the requirements of the training training order (Appendix 5) and 84.6% answered that if you want to promote training by order, you need to improve the capacity of the training management staff and teachers - Facilities and finance HTU is in the first years of implementing financial autonomy, in the period of 2015 - 2020, the university is self-sufficient in regular expenditures, but has not been able to independently spend investment, so the financial and investment resources for facilities are very limited d Learner Candidates for short-term training courses are all officials and workers working in enterprises, these are adults who go to university For training courses at university and college level, all students who have graduated from high school and have just been recruited into enterprises without training e Form and location of learning organization The majority (70.6%) of training courses are organized at enterprises, combined training between university and enterprises accounts for 19.6%; 9.8% of courses are organized at the University According to the survey results after short-term training courses, up to 98% of students rated this form of organization as quite appropriate and appropriate 2.6 Actual situation of training management by order at Hanoi Industrial Textile Garment University 2.6.1 Actual situation of organizations identifying training needs and signing training contracts The university does not have a specialized department and job description for the position that identifies the training needs a Actual situation of planning to identify training needs Because there is no specialized department to determine training needs, every year, the corporate relations department does not develop a plan to determine training needs, and performs irregular operations b Actual situation of implementing organization to identify training needs - Contents of identifying training needs The demand for the number of human resources, the human resource structure, the training qualifications for each job position is determined in the agreement/contract with the enterprise, the demand for knowledge and skills in the job positions of the enterprise Orders are surveyed by the team building the training program at the training order company The collection of information on training needs in the general labor market is still limited The university has not taken the initiative, but only when there is an order, it collects information about the training needs of each ordering enterprise - Methods commonly applied to survey training needs + Survey by questionnaire: Conducted infrequently + Directly communicating with a number of big customers through job fairs, conferences, seminars to grasp the demand, it irregularly + Survey directly at the customer's production and business facilities: Select a number of large enterprises with advanced technology, equipment and production levels to come to survey However, all methods of collecting information on training needs by order are not planned, methodical and not professional, the University has not actively collected information about training needs, but mainly by customers to order 15 - Involvement of the customer in the identification of the research project: The collection of information on training needs has had the participation of customers but has not been effective c Actual situation of guiding the identification of training needs Because there is no specialized apparatus for determining the training needs, the determination of the training needs is usually directed to when developing the training program by order The Vice Rector in charge of the training sector directs the development of the training programs, including the identification of the training needs d Actual situation of assessing results of identifying needs and signing training contracts HTU has not yet organized an evaluation of the results of the identification of the training needs, but only evaluated the training program According to the Finance Department's statistics, the number of contracts with late payment compared to the signed contract accounted for 56.7%, especially after liquidation over months accounted for 28.3%, especially there are contracts of late payment after 15 months, shows the urging and supervision of contracts is not strict 2.6.2 Actual situation of planning and organizing training program development a Planning Status - Training Plan: According to the survey results, the order-based training planning is done well with a score of 3.88 reaching level 4/5 of the Likert scale - Planning to arrange the teaching staff: According to the general policy, training classes ordered by enterprises are given priority to select teachers with solid expertise, experience in working in enterprises, good pedagogical methods, flexible behavior - Facilities plan: The preparation of facilities for training courses by order is usually planned and guaranteed according to the contract - Plan to raise capital and spend for training courses:The university has not yet developed a capital mobilization plan and calculated the specific cost of each training course by order When calculating the cost of training classes on order, the current method of the University is mainly actual calculation according to the training program and estimation based on experience 30% of enterprises believe that the cost of training courses of the University is still high and often behind requirements The regime for officials and teachers to participate in training courses by orders has been built since 2016 and has not changed until now, 53.8% think that the new system meets the basic requirements and has not yet been met, has not encouraged teachers yet participation b Actual situation of organization building training programs to order - Planning to build a training program: The group developing the program makes a plan to build the training program according to the general plan - Organizing and implementing training programs: The team that develops the training program analyzes the jobs that the client currently has in the research program according to the DACUM method Mainly analyzing job positions with training needs to predict the required knowledge, skills and attitudes of each job position and synthesize them into the objectives/output standards of the training program From there, it is expected that the subjects, main content and duration, testing and assessment methods to achieve the training objectives The difference of university and college training programs by orders of enterprises is that from the regular program, the compilation team balances the arrangement of content, duration, testing and evaluation methods to suit the target audience, output standards as ordered by enterprises, learning environment, etc With the orientation when implementing the curriculum, it is necessary to optimally exploit learners' ability to self-study and self-study, promote the advantages of adults going to university, make the most of the time spent studying theoretical and basic modules Faculties and basic practice at the University and intensive practice, internship at enterprises, so the college curriculum is usually designed according to the model of 1.5+1.5 or 2+1, the university curriculum is designed with 2, 5+1.5 or 3+1 This training model is highly appreciated by businesses and learners because it is suitable for the reality of the textile industry The results of the survey of former students after graduation have up to 99 2% rated it from very suitable to very suitable Survey results of training management staff, teachers of the University, 73% think that training programs meet and relatively well the demand for ordering According to the survey results, 60% of enterprises think that 16 the program has met the demand for orders well and relatively well The survey results of students studying at universities and colleges in the classes ordered by enterprises show that 84.2% of students are satisfied with the training program with a score of 3.92 - Directing the development of training programs:The Vice Rector in charge of the training industry directly directs the construction of the training program by order The Training Department is the unit that supervises the construction of the training program according to the issued plan - Evaluation of the results of the construction of the training program: The draft program was sent by the University to get customer comments, adjusted and supplemented before it was attached to the training contract 2.6.3 Actual situation of training organization a Status of enrollment of training courses on order The Admissions and Communication Department is responsible for planning and organizing enrollment for customized training courses All training courses ordered by enterprises are recruited by enterprises for training according to the agreement of criteria between the two parties Management of regular university and college enrollment in accordance with current regulations For short-term training courses, based on human resource training needs, the University advises businesses to select students in accordance with current regulations b Actual situation of organization of the teaching process Survey results of administrative staff, teachers have 75% of the opinion that the University assigns the training department and faculties to the same management, 71.2% thinks that there is a coordination between the University and customers to implement together Surveying the response level of management in implementing customized training courses, 75% rated it as good or higher, reaching 3.81/5 at level of the Likert scale - Teacher's teaching activities + Designing pedagogical/learning materials: According to the direction, in addition to the basic content, the situations and application exercises are updated and selected in the production and business practices of the ordering enterprises According to the survey results of learners, 94.3% rated the lecture materials and slides as appropriate to the teaching content However, according to the assessment of enterprises, 35% and 38.5% of management staff and teachers assessed that the program and construction materials were still inappropriate and 34% of the students answered that the training program and lecture content needed to be supplemented with real situations close to production at enterprises Thus, the university needs to continue to train to improve the capacity of the teaching staff to meet the training requirements of the order Conduct lectures:According to the survey results of managers and teachers who participated in training by orders, 76.9% said that they regularly update business practices and adjust accordingly The results of the survey of students in short-term training courses have 94.2% satisfied about teachers who regularly make contact between theory and production practice, the score according to the Likert scale is 4.42 - Learning activities of learners: Learners of training courses ordered by enterprises have a very good sense of learning because they themselves have identified clear learning goals c Actual situation of directing the organization of training implementation Directing the implementation of training is carried out by the Vice Rector in charge of the field of study in coordination with the Vice Principal in charge of training Directing and supervising the implementation at the unit level are the Training Department, the Faculty and the Education Inspectorate In the past time, the direction was carried out closely, in a timely manner, with a clear orientation, so the quality of the training courses met the requirements of customers d Evaluation of learning results, awarding diplomas and certificates The results of the survey of learners about the form, content and results of the test and evaluation showed that 83.3% were satisfied with the score of 4.41 - 4.43/5 points according to the Likert scale Issuance of diplomas, certificates and certifications shall be carried out strictly in accordance with the regulations of the state management agencies on training education 17 Counseling on job placement for graduates: For regular training courses, specialized faculties organize classification and assessment of learners according to their ability and expected job positions that can be guaranteed duty to advise enterprises Basically, learners promote according to their learning ability, so the survey results after months of graduation, 60% of former students were able to take charge of technical jobs and production team management, after 12 months, the percentage This rate is 93.1% 2.6.4 Status of training course evaluation and the entire training cycle a Status of assessing the quality of training courses The university evaluates the quality of customized training courses through many information channels such as: Enterprise evaluation, graduate student survey, self-assessment This work is done professionally and professionally by the Quality Assurance Center For short-term training courses, the post-graduation survey calculates the average score of the survey indicators as 4.38/5 according to the Likert scale For the regular training courses, the survey results of the enterprises ordering the evaluation of the quality after the training were 3.91, the former students rated the score of 4.2, which met the order requirements well; combined with direct customer interviews, employers after training are rated at a good response rate b Reality that evaluating the effectiveness of training courses: Currently, the University has not evaluated the internal and external effectiveness of customized training courses in a methodical manner Regular training courses have organized post-graduation surveys about job positions, income levels and response levels after graduation c Actual situation of management, summarizing and evaluating the entire training cycle The review and evaluation of the entire training cycle has not been carried out regularly and methodically 2.7 General assessment 2.7.1 Strengths - The university has initially changed the perception of staff, teachers, and specialists about the importance and benefits of customized training - Very new content at the request of the training center when ordering training has been implemented such as: Analysis of the context and its impact on training courses, forecasting of customized research, marketing with customers goods, sign traning contracts by orders - The design of the training program has many differences compared to the traditional training programs, analyzed the training needs and the competency standards of the job positions by order as the basis for developing the training program of each order, piloted the training model 1.5 + 1.5 and + are highly appreciated by enterprises and learners - The university has mobilized the participation of customers in the entire cycle of training management by orders, from providing information on the current state of technology, equipment, human resource qualifications and forecasting future developments to participate in the development of training programs, teaching and managing the training process, post-training evaluation 2.7.2 Weaknesses - Perception of training by order in the entire staff, teachers and staff is not uniform - The design of training programs according to order meets some basic requirements However, training programs with high requirements have not been developed When organizing customized training courses, there are also many difficulties due to the lack of staff, lectures The reason is due to the capacity of the staff, teachers have not met the high requirements from the training by order - The university has not actively researched the general context from the labor market, the reality of the textile industry and forecasted future development on a scientific basis This weakness is due to the lack of a specialized department, limited human resources to implement training management by orders, and inappropriate organizational structure - Calculating the cost of training is not scientific, has not analyzed the financial structure, has not accurately determined the economic - technical level and positioned the brand of the University 18 2.7.3 Opportunity In the context of strong development of science and technology, but the quality of human resources in the textile and garment industry is assessed at low level, the number of human resources through training accounts for a very small proportion This is an opportunity for enterprises to develop according to their orders The majority of garment enterprises are small and medium enterprises, which are considered weak enterprises Especially under the impact of the Covid - 19 pandemic, a large number of these businesses will surely go bankrupt or operate in moderation Stemming from the importance of the textile and garment industry to the socio-economic development of Vietnam and the above characteristics, the State's support for the textile and garment industry through the human resource training program is entirely possible, especially the support for small and medium enterprises, ie the opportunity to develop short-term training programs by order of the State 2.7.4 Challenge In order to train high-quality human resources for the sustainable development of the textile and garment industry, teachers must have good capacity If you want to update technology and advanced equipment, it is very expensive in finance In the early stages of autonomy, it is difficult for the University to invest in technology and equipment to keep up with the development of enterprises Our country's statistical and forecasting information system is still very limited and the sense of responsibility and participation of enterprises in providing information is still very low Therefore, it is difficult to predict the training needs by order accurately and thus, the following stages are also prone to error Conclusion of chapter Chapter has summarized the experience of some countries in the world on training management by order, introduced about HTU before the requirement to exercise autonomy and innovate training by order Analyzed the current situation of the textile industry and the need for human resource development in the textile and garment industry in our country The author has surveyed and interviewed in-depth about training and training management by orders in management staff, teachers of HTU and some customers who are businesses who have ordered training, some businesses have never ordered training facility, former students and students are studying training programs as ordered The survey results have collected information about the perception of customers, staff, and teachers about customized training, and also collected information and evaluation about training and training management in pilot training courses by orders the University has made in the period 2015 - 2018 Although it is only at the stage of piloting training to order, HTU is one of the pioneers in training according to customers' orders, which are textile enterprises, the requirements are very new in training by order has been interested and implemented by the University However, the different requirements of the customer service by order are not well implemented such as the organization of training needs identification, marketing with customers, financial management and relationship development with customers CHAPTER SOLUTIONS OF TRAINING MANAGEMENT BY ORDER AT HANOI INDUSTRIAL TEXTILE GARMENT UNIVERSITY 3.1 Development context of Vietnam's textile and garment industry 3.1.1 Textile and garment industry market a World textile and garment market: By 2025, Vietnam's textile and garment is still forecasted to be one of the largest textile and garment exporting countries in the world b Domestic market: In 2018, Vietnam's per capita income reached US$2,587, double the income level of 2010, thanks to which the average living expenditure of the people also increased, in which spending on garments, hats and shoes 3.1.2 Strategies and development trends of the textile industry According to the development plan of Vietnam's textile and garment industry to 2020 with a vision to 2030, the textile and garment industry needs to focus on the quality of human resources to 19 meet international standards in textile and garment export According to forecasts about the impact of IR 4.0 on textiles, simple jobs will be replaced by robots and new equipment, and new jobs will appear that require a higher quality of human resources Training facilities need to innovate training programs, promote cooperation with enterprises, this is a content of training to order 3.1.3 Forecast of human resource needs to develop Vietnam's textile and garment industry to 2020 and vision to 2030 According to the forecast, In the period of 2020 - 2025, the textile and garment industry needs regular training for about 65,000 workers with university and college degrees In addition, it is also necessary to recruit enough quantity and ensure quality for new job positions arising due to the impact of digital technology The number of human resources that need training for the new job position is estimated at about 25,000 people Thus, at this stage, the textile and garment industry has a huge training needs for the current staff and new training to improve the quality of human resources 3.2 The context of higher education and some orientations for choosing solutions 3.2.1 Context of higher education The policy of making-to-order training has been concretized by decisions and circulars for implementation This is an opportunity for custom-made training to develop, especially custom-made training in the textile industry 3.2.2 Some orientation to choose solutions Towards improving quality and reducing training costs; Training associated with use; Fundamental and comprehensive renovation of education and training 3.3 Principles of proposed solutions:Ensuring target ability; Ensure inheritance; Ensure feasibility; Ensure efficiency 3.4 Training management solution on order at Hanoi Industrial Textile Garment University 3.4.1 Organize training courses to raise awareness for managers and lecturers on customized training a Purpose of the solution:Thinking precedes action, in order to act right, it is necessary to have the right perception Training by order has many new requirements, especially requirements for management staff and teachers, so it is necessary to raise awareness for managers and teachers From the right awareness, they will be determined to self-study and actively participate in training courses to improve their skills to meet training requirements as ordered b Contents of the solution: In training management by order, there are main objects involved in the management process, which are managers of departments related to training and teachers By many different methods to raise awareness for officials, teachers and employees about customized training so that they can be active, proactive and creative in participating in customized training courses c How to the solution:Step Agree on the policy of training by order → Step Plan awareness training for administrators, teachers and staff →Step Organizing the training → Step Directing the implementation of the training →Step Evaluation of training results →Step Assess the impact of the refresher d Conditions for implementing the solution:The management board needs to have determination and perseverance, to direct closely and assign specialized units to regularly monitor awareness-raising activities There is a synchronous deployment of branches, functional units, mass organizations 3.4.2 Management improves method of identifying training needs a Purpose of the solution:The purpose of this solution is to determine the right training needs, from which to make appropriate adjustments, prepare resources and take the next steps to get training orders in accordance with the law of supply - demand of the market economy b Contents of the solution:Set up a specialized group to identify training needs in the fields of training Training for the task force on methods and techniques for identifying training needs c How to the solution:Step Establish a specialized training needs unit → Step Provide training on methods and techniques for Investigating Investigate Investigate → Step Plan and organize information collection and analysis on training needs → Step Directing and building a database system on training needs → Step Organize marketing with customers → Step Identify potential customers with training needs → Step Evaluate identify training needs 20 d Conditions for implementing the solution: Need to train and guide staff of relevant units on marketing techniques and tools; on methods, techniques and tools to identify training needs; method of calculating training service charges; soft skills Sufficient funds are available for marketing activities and identification of the training needs 3.4.3 Manage and develop relationships with customers a Purpose of the solution:Developing relationships with customers so that customers know about the University, it will be convenient to survey the training needs and the current situation On the other hand, customers already know the University, the marketing implementation is also more convenient On the basis of the close relationship and the brand of the University, the agreements are smoother, the participation of customers in the training management by order is more effective b Contents of the solution: For customers who have ordered training, it is necessary to pay attention to customer service after training Maintain a two-way relationship on the basis of mutual benefits, support customers to solve problems in production practices of the unit For customers who not know the University, need to contact to send students to practice, teachers to practice at the customer's production facility c How to the solution:Step Make a plan and list of textile and garment customers→ Step Analyze and classify customers →Step Hold customer conferences →Step Develop support and cooperation content→ Step Negotiating and signing cooperation agreements →Step Implementation of support and cooperation →Step Evaluation of cooperation activities/agreements d Conditions for implementing the solution:The university must prepare thoughtful resources, staff and teachers must be able to solve practical problems in production The quality of formal training must be ensured, especially the level of integration with production, so that when going to practice, in reality at enterprises can perform well at assigned job positions, affirming the brand of the University, help customers know The university should have a good relationship with VITAS and have a customer relations department 3.4.4 Directing to perfect the organizational structure and internal policies to meet the training requirements by order a Purpose of the solution:In order for the University to have a compact organizational structure, a reasonable structure, including a specialized department to collect and analyze information on training needs, a highly specialized staff, and no job is overlap or omit The university needs to have policies and regimes to motivate managers, teachers and employees to participate in training and training by orders b Contents of the solution:Completing the existing organizational structure, building the functions and tasks of the units in the university to meet the requirements of training and training management as ordered Completing policies to motivate staff and teachers to actively participate in training and training management by orders c How to the solution:Step Unify the policy in leadership → Step Review the overall mission of the University →Step Assess the current situation of organizational structure and internal policies→ Step Anticipated Adjust the organizational structure of the University's apparatus and develop a draft policy →Step Develop job descriptions for each job title and position →Step Develop human resources for each unit →Step Consult stakeholders →Step Testing, adjusting and promulgating d Conditions for implementing the solution:The Board of Directors has the sense and capacity to exercise autonomy in terms of organizational structure and personnel selection The administrative department needs people who are knowledgeable about staffing, training orders and motivational policies for managers and teachers Develop a scientific job description of each job position and evaluate the work performance annually Publicize policies and regimes as a common motivation Financing is required to implement the solution 3.4.5 Organize and develop a contingent of managers and lecturers based on their ability a The purpose of the solution: Custom training is different from traditional training from determining the training needs, building the training program to organizing the training process and evaluating the training results The current staff of management staff and teachers are not familiar and not have enough capacity to manage and carry out training by orders Therefore, the purpose of the 21 solution is for the University to have a contingent of managers and teachers in sufficient quantity, synchronous in the structure of professions and qualifications, and capable enough to be able to conduct training courses according to customer order b Contents of the solution:Developing a team of managers and teachers based on competence including: Determining the necessary competency that each group of managers and teachers needs to be able to participate in training by orders; Determine the existing capacity of each group of managers and teachers; Organize training to improve qualifications for groups of managers and teachers of the University according to the required competency standards and each profession to carry out training by orders; Organize training courses on new technologies and equipment in education and the textile and garment sector, and necessary soft skills Manage the new recruitment or sign part-time contracts to have a sufficient number of teachers, synchronize the structure of professions and qualifications and capacity to deploy training courses as ordered c How to the solution:Step Build a competency framework for each job position → Step Assess the current situation of the existing contingent of teachers and administrators → Step Identify training needs and foster teachers and administrators → Step Make a plan for training and fostering a team of teachers and administrators, recruiting and signing a contract with part-time teachers → Step Organize and implement the development of a team of teachers and administrators → Step Check, evaluate the results of the development of the teaching staff and management staff d Conditions for implementing the solution: University leaders need to be properly aware of the development of teachers; Teachers and management staff are deeply aware of the importance of participating in training and training; Building a competency framework suitable for each job position as a basis for training and training; There is enough funding to organize training courses, refresher courses and sign contracts with part-time teachers Develop appropriate regimes and sanctions for teachers and management staff to participate in training and retraining courses 3.4.6 Solution Directing the renovation of financial management and teaching equipment for customized training courses a Purpose of the solution: In order to implement solutions, funding is indispensable, especially funding for investment in teaching and learning equipment For a university in the early years of selfcontrol, with limited funding, good financial management is the optimal problem Therefore, using the funds so that within the allowable revenue, optimal costs and investment, effective procurement and mobilizing capital sources for investment is the goal towards the operation The purpose of the solution is for the University to manage the financial resources, invest and manage the teaching and learning equipment sufficiently in terms of type and quantity, modern in quality according to the production technology that the market is applying thereby promoting training by orders b Contents of the solution - Directing the renovation of financial management: Organize the elaboration of economic technical norms and prices of training services; Analysis of revenue and expenditure structure each year from 2016 to 2020; Estimated solutions to increase revenue, save expenses and increase investment and procurement; Develop a financial plan for the period of 2021 - 2025 and estimate revenue and expenditure in 2021 according to the analyzed structure and forecast the actual situation; Evaluate, learn from implementation in 2021 and adjust for the following years - Renovating the management of teaching and learning equipment includes the following contents:: Managing the procurement of teaching equipment; Managing the use of teaching equipment; Managing the maintenance of teaching equipment; Managing the repair of teaching equipment; Managing the exploitation of equipment of customers ordering training; Managing exploitation of sponsorships from equipment manufacturers for mobile training c How to the solution: - Directing the renovation of financial management: Step Organize the development of economic - technical norms and prices of training services →Step Statistics and analysis of revenue and expenditure structure for the period 2016 - 2020 →Step Expected solutions to adjust the structure revenue, expenditure and fund mobilization →Step Collect opinions of units →Step Adjust revenue and expenditure structure and funding plan →Step Develop a financial plan for the 22 2021 period - 2025 and each year →Step Implement the financial plan for 2021 →Step Evaluate and adjust the financial plan for the 2021 - 2025 period - Renovating the management of teaching and learning equipment: Step Assess the current state of teaching equipment → Step Determine the need for teaching equipment →Step Plan for maintenance, repair and procurement of teaching equipment →Step Team implementation of maintenance, repair, procurement teaching equipment →Step Directing the maintenance, repair and procurement of teaching equipment →Step Checking and evaluating the maintenance, repair and procurement teaching equipment or exploitation from customers d Conditions for implementing the solution:To direct the innovation of financial and investment management, the Rector must be determined, first of all, to change the perception of officials and professionals performing financial operations and to change perceptions and behavior The actions of officials, teachers and experts contribute to the results of financial indicators The renovation of financial management, especially financial policies, should be done cautiously within the allowable range Have enough finance to carry out the procurement, maintenance and repair of equipment; Having a regular, close relationship and responsible coordination training customers, textile equipment manufacturers; The university needs a specialized unit and a number of staff knowledgeable about investment and procurement, especially specialized equipment 3.5 Relationship between solutions: Each solution has relative independence to solve a specific task However, they have a close, logical and supportive relationship Solutions that need to be implemented synchronously will be effective However, depending on practical conditions, it is possible to prioritize the implementation of some solutions or implement each content of the solutions 3.6 Testing the feasibility and urgency of solutions 3.6.1 Test a Test purpose:The test aims to consult experts on the necessity and feasibility of the management solutions proposed by the dissertation b Test content: Urgency and feasibility of solutions c Test object:Management staff and teachers of HTU, the number of people who participated in the pilot process of training by order is 52 people, the number of people who have not participated in training by order is 100 people d Test method:Design a questionnaire to assess the urgency and feasibility of the proposed solutions according to the 5-level Likert scale e Test location and time:At HTU, from March to April 2019 f Test results No Solution Average score on Likert scale Urgency Feasibilit level y level Organize training courses to raise awareness for managers and 4.4 4.32 lecturers on customized training Management improves method of identifying training needs 4.52 4.46 Manage and develop relationships with customers 4.5 4.4 Directing to perfect the organizational structure and internal 4.42 4.25 policies to meet the training requirements on order Organize and develop a contingent of managers and lecturers 4.46 4.36 based on competence Directing the renovation of financial management and teaching 4.19 4.08 equipment for customized training courses Regarding the level of urgency and feasibility, there are solutions that are evaluated at level (which is the highest level), solution is evaluated at level 4, that is: “Directing innovation in financial management and teaching equipment for customized training courses” 23 3.6.2 Experiment with several solutions a Test purpose: To test the urgency and feasibility of some proposed solutions At the same time, helping to adjust and complete e-management solutions by orders b Test content: The author chooses to test two solutions: (1) “Organize training to raise awareness for managers and teachers of HTU and Education about training by order”, (2) “Improved management of training needs determining methods” c Test object:Managers of subjects, faculties, specialists, leaders of departments and the entire teaching staff; a total of 192 people d Test methods:(1) Write an analysis about the training by order; (2) Find out the scale, production products, development strategies of some large enterprises; Survey some customers; Organize the collection of information about customers; Forecast of training needs for each customer group; Marketing with customers e Test location and time:At HTU Experimental period: (1) “Organize training to raise awareness for staff and teachers about training on order” from March to August 2019; (2) “Improved management of training needs determining methods” was piloted from June 2019 to June 2020 f Test results (1) “Creation of awareness for management staff, teachers of HTU on training by orders” Question After test Before test Benefits of Training by order? Quantity Ratio Quantity Ratio - Reduce unemployment rate after training 106 58.9% 26 27.4% - Training associated with user needs 174 96.7% 32 33.7% - Improve the qualifications of the staff, teachers 96 53.3% 18 18.9% - Improve training efficiency 98 54.4% 31 32.6% - Others 0 1.1% (2) “Improved management of the method of determining training needs” Number of customers ordering after testing and comparison 2018 Academic year 2019 2020 Compare (2017 - 2018) Form Short-term Long-term, regular Revenue (excluding longterm system) Number Number Numbe Number Number Number Number of Number of of of r of of of of students students classes students classes students classes classes 14 556 215 16 736 202 2,030,400,000 VND 22 1130 258 3,815,200,000 VND +8 +1 + 394 + 56 +1,784,800,000 VND Conclusion of chapter On the basis of an overview of the development context of the world textile and garment industry and Vietnam's textile and garment industry, development orientation of Vietnam's textile and garment industry and the current status of training management in the pilot courses of customized training at HTU, the dissertation has proposed solutions to manage and develop the training by order The proposed solutions ensure the objective, inheritance, and efficiency based on the forecast of human demand for the development of the textile industry in the period of 2020 - 2030 and orientations on human training The author has tested the urgency and feasibility of the proposed solutions The test results have proved and clarified the analysis of the dissertation Each of the proposed solutions has a close relationship with each other, but each solution is also relatively independent, so depending on the actual situation at each stage, a number of solutions can be prioritized The dissertation has chosen to test solutions Experimental results show that the proposed solution is completely feasible in practical conditions 24 CONCLUSIONS AND SUGGESTIONS Conclusion: In the market economy, education and training must also operate according to market rules Order-based training has appeared and is still a new problem in our country, so there is no solid theoretical basis, no model Training management is effective, consistent with the reality of the textile industry in our country The dissertation has built a number of theoretical basis issues about training by order such as: Concept of ordering training, training by order, training management by order Applying the model of training according to the cycle, the dissertation builds a theoretical framework on the training management by order, including: Organizing the determination of the training needs by order and signing the training contract; Planning and organizing the construction of training programs; Organizing and deploying training; Evaluate the training course and the entire training cycle by order The theoretical framework of the proposed order management training has fully covered four basic functions of management from planning, organizing, implementing to leading, checking and evaluating The dissertation analyzes the current situation of training management of pilot courses by orders of customers who are textile enterprises at HTU in the period 2015 - 2018 and has clarified the strengths, weaknesses, and steps in the management cycle that the university has not implemented or implemented ineffectively In order to overcome the weaknesses and inadequacies in training management by order at HTU, on the basis of the analyzed situation, the dissertation proposes solutions to develop training by order Suggestions: For trainin institutions, with garment enterprises, Vietnam Textile and Garment Association and Vietnam Textile and Garment Group and the State ... National Assembly, In Clause 3, Article 6: “Higher education institutions may organize continuing education activities, provide shortterm training and retraining services, and issue certificates and... society; historical approach 6.2 Research methods: theoretical research; practical research 3 New contributions of the dissertation - For the theory: Demystify concepts: training management, training... to order Building a theoretical basis for training according to order in the market economy Applying the model of training according to the cycle, the dissertation builds a theoretical framework