Human resources for industrialization and modernization associated with knowledge - Based economic development in thua thien hue nowadays

A leader of Hue Central Hospital said: To keep good people three conditions must be met: The work environment, opportunities for promotion and remuneration policies. Currently Hue Central Hospital is facing the third one. In addition to the salary, if trying best we can only give the staff around 1.5 million VND / person / month more. Such a low income together with responsibilities, the local interest to them is almost null, so their searching for locals offering many times higher income, better remuneration is reasonable. According to Mr Cai Vinh Tuan - Director of the Department of Home Affairs of Thua Thien Hue "Some units, locals haven’t well implemented source training planning, leading to staff both redundant and deficient. Officials Policy have recently been positively reformed but there has still been no breakthrough policy to attract talents and retain good people. That is the reason why so many local people with high learning achievements aren’t coming back to their hometown to work ".

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s in Economics, National Political Academy in Ho Chi Minh City, Hanoi. II REFERENCES IN ENGLISH 174 Bahrman, Jere R., and Paul J. Taubman (1982), “Human Capital”. In Encyclopedia of economics. Ed. Douglas Greenwald, phương pháp 474 - 476. New York: Mc Graw- Hill Book Company 175 Benhabib, J. và Spiegel, M. (1994), “The Role of Human Capital in Economic Development: Evidence from Aggregate Cross-Country Data”, Journal of Monetary Economics, no 34, pp.143 - 174. 176 Judson, R. (1995), “Do Low Human Capital Coefficients Make Sense? A Puzzle and Some Answers”, Federal Reserve Board 177 Middleton, J.Ziderman, A,Van Adam, S.A (1993), Skill for production: Vocational Eduacation and Training in Developing Countries, World Bank, Oxford University Press , pp154 178 Stivastava M/P (1997), Human resource planing: Aproach needs assessments and priorities in manpower planing, Nxb Manak New Delhi 179 Woo Cheonsik (1997), Human capital and Economic Development of Korea: New challenges and new vision, Proceedinhs of the Internetional Seminar on Human capital formation and SMEc in the Internetional society, March, IDE, Tokyo 180 World Bank (2000), Korea’s Transition to a Knowledge - based Economy, OECD Report, June APPENDIX APPENDIX 1: LITERACY RATE OF POPULATION FROM 15 YEARS OLD AND OVER BY GENDER. IN THE REGION IN 2009 Unit:% Total Urban Rural Difference The whole province 92 98.2 93.8 4.4 Male 98 99.5 98.4 1.1 Female 94 98.6 95.4 3.2 Divided by district. city Hue City 96.1 96.1 95.8 0.3 Phong Dien District 93.5 95.6 93.3 2.3 Quang Dien District 91 94.9 90.5 4.4 Huong Tra District 93 97.1 92.7 4.4 Phu Vang District 86.8 81 87.6 -6.0 Huong Thuy District 93.1 96.7 92.5 4.2 Phu Loc District 88.8 91.2 88 3.2 Nam Dong District 87.3 95.2 85.8 9.4 A Luoi District 82.7 94.8 80.5 14.3 Source: Census on population and housing in 2009 – main results of Department of Statistics of Thua Thien Hue APPENDIX 2: EMULATION TITLES AND INITIATIVES, CREATION OF PERSONNEL OFFICERS IN THUA THIEN HUE PROVINCE IN THE PERIOD 2003 - 2008 Total initiatives, inventions NUMBER OF PEOPLE ACHIEVINGEMULATION TITLES (2003-2007) REWARDS OF PROVINCIAL LABOR FEDERATION (2003- 2007) Grass root level emulative soldier Provincial emulative soldier National emulative soldier Number of people getting high praise Emulation flag Certificate of merit Provincial and central ministries certificate of merit Governmental certificate of merit Medals of all types Team Individual Managed by the Central Government 119 2256 46 0 47 0 25 Administrative unit 69 2100 42 0 0 0 0 Production-Business Sector 50 156 2 0 47 25 Managed by the local 13124 13859 1812 34 2231 163 195 32 809 1215 Administrative unit 12881 11591 1641 24 1953 136 184 20 582 917 District, city Block 9890 6810 1236 4 879 28 162 10 280 442 Profession Block 2972 4666 389 20 1009 100 19 8 250 420 Directly local dependent units 19 115 16 0 65 8 3 2 52 55 Production-Business Sector 243 2268 171 10 278 27 11 12 217 298 Of which State-owned enterprises 95 1394 94 5 149 12 0 5 102 120 Non-state enterprises 148 760 54 4 113 14 10 4 108 170 Enterprises with foreign investment 0 114 23 1 16 1 1 3 7 8 Source: Report of the Labor Union of Thua Thien Hue APPENDIX 3: SOCIAL LABOR PRODUCTIVITY IN ECONOMIC SECTORS IN THUA THIEN HUE PROVINCE Unit: Mil.dongs/person Industry 2001 2005 2010 Total 6.8 13.9 35.3 I. Agriculture, forestry and aquaculture 4.5 7.1 14.7 1.1. Agro-forestry 3.9 5.9 13.2 1.3. Aquaculture 7.4 12.9 20.3 II. Industry and construction 10.9 19.2 54.3 2.1 Mining Industry 20.3 43 57.9 2.2 Processing Industry 9.68 18.09 53.8 2.3 Production and distribution of electricity, gas and water 159 118 333 2.4 Construction 8.7 15.6 34.6 III. Service 13.1 18.6 42.4 3.1 Commerce, repair of motor vehicles, motor, motorcycles, personal and family appliances 8.6 10.1 23.9 3.2 Hotels and restaurants 13.8 18.7 29.5 3.3 Transport, storage and communication 7.0 14.3 52.0 3.4 Credit Finance 94.5 89.9 129.8 3.7 Management of State and National defense, social security and compulsory 17.1 30 91.2 3.8 Education and training 11 18.5 42.9 3.9 Health and social relief activities 15.5 32.8 93.9 3.10 Sporting and cultural activities 12 30.5 36.2 3.11 Activities of Party, Unions and Associations 32.2 41.2 32.6 3.12 Personal and community service activities 5.4 6.02 20.4 Source: People's Committee of Thua Thien Hue. IT development planning in Hue in 2006 - 2010 APPENDIX 4: LABOR WITH TECHNICAL QUALIFICATIONS DIVIDED BY FIELDS OF TRAINING IN 1999 Unit: person Field of training Technology Vocational High school Junior College, University Postgraduate Common Total 10.881 11.848 17.903 738 41.369 Science Education - Training 505 3,266 7,637 14 11,422 Arts 121 144 318 9 592 Humanities 59 10 1,352 167 1,588 Behavioral Social Science 187 307 276 33 803 Press and information 31 44 63 1 139 Business and management 821 2,618 2,551 23 6,013 Legislation 57 61 596 5 719 Natural Science, Mathematics, Statistics, Computing, Life Science 97 132 1,055 267 1,551 Technique 1,784 1,062 485 9 3,340 Manufacturing and processing 368 99 48 1 516 Construction, architecture, mine 145 232 499 4 880 Agriculture, Forestry and Aquaculture 157 430 880 67 1,534 Animal Health 179 98 65 2 344 Health 971 2,053 1,138 132 4,294 Hotels, Travel, Sports 135 120 204 1 460 Transportation 4,241 229 123 1 4,594 Environment 3 11 9 0 23 National Defense and Security 698 875 466 1 2,040 Source: Results of Population and Housing Census in 1999 by Thua Thien Hue Bureau of Statistics APPENDIX 5: INTELLECTUAL STRUCTURE BY SPECIALIZED TRAINING MAJORS IN 2006 Unit: person and % Major Training level Total RateJunior College Univer sity Master Doctor Social Sciences & Humanities 33 1,273 117 34 1,457 7.02 Natural Sciences 21 847 142 74 1,084 5.23 Agriculture, Forestry and Aquaculture 51 1,083 79 18 1,231 5.94 Manufacturing and processing industries 95 401 16 0 152 2.47 Mining industry 1 7 0 1 9 0.04 Construction and Architecture 18 382 6 0 406 1.96 Travel and Sports 98 127 2 1 228 1.10 Transportation 5 39 0 0 44 0.21 Environment 0 48 10 3 61 0.29 Education and training 5,347 5,010 279 39 10,675 51.47 Health and community work 60 792 369 62 1,283 6.19 Laws 31 611 21 0 663 3.20 Arts 45 223 12 0 280 1.35 Business and management 227 2,116 65 12 2,420 11.67 Informatics 31 268 41 5 345 1.66 National Defense and Security 9 33 1 0 43 0.21 Total 6,072 13,260 1,160 249 20,741 100.00 Source: Population - Labor - Employment Studies Center Survey in 2006 APPENDIX 6: WORKING LABOR FROM 15 YEARS OLD AND OVER DIVIDED BY TECHNICAL EXPERTISE AND OCCUPATION IN THE PERIOD 1999 - 2011 Occupation Total Technical expertise Without T.E Technic al workers - Elemen tary Interm ediate Junior College Unive rsity Postgr aduate In1999 Total 442874 401262 10881 11848 4756 13147 738 Leaders 2912 663 190 526 176 1303 50 High technical expertise 11301 - 15 133 10478 673 Average technical expertise 14819 - 1944 8809 3764 275 6 Officer 6024 5036 598 282 24 79 3 Individuals, Security and Sales Services 58692 56146 1074 721 253 452 1 Careers in Agriculture, Forestry and Aquaculture 7920 7770 80 41 7 18 1 Craftsmen and other workers 94367 92097 1437 514 98 188 - Fitter, machine operators 10697 6235 4077 264 32 83 - Simple job 233491 231664 925 541 85 153 - In 2011 Total 545934 248002 220361 28782 11249 35652 1888 Leaders 14717 2355 1608 2887 661 6585 291 High technical expertise 31062 2869 3478 2628 4684 16068 1335 Average technical expertise 16787 2703 1841 4836 3062 4195 150 Officer 10867 544 526 4076 974 4668 81 Individuals, Security and Sales Services 52225 28134 16710 3950 796 2610 25 Careers in Agriculture, Forestry and Aquaculture 171807 126196 44479 695 116 319 2 Craftsmen and other workers 145846 25953 114512 4130 593 654 4 Fitter, machine operators 19145 3221 11206 4338 188 192 0 Total 83478 56027 26001 912 175 361 2 Source: Population and Housing Census in 1999 by Bureau of Statistics of Thua Thien Hue and synthetic databases of labor supply in 2011 by Thua Thien Hue Department of Employment (Ministry of Labor - Invalids and Social Affairs) APPENDIX 7: WORKING LABOR FROM 15 YEARS OLD AND OVER DIVIDED BY TECHNICAL EXPERTISE AND ECONOMIC SECTORS IN THE PERIOD 1999 - 2011 Level of Technical Expertise Economic sector Total State-Owned Non- state- owned Foreign investment 1999 2011 1999 2011 1999 2011 1999 2011 Total 442874 546860 49898 65743 391262 474220 484 6897 Untrained 401262 248288 18257 6825 381717 240202 215 1261 Technical workers without degree/certificate under 3 months- Elementary 10881 220379 5316 8190 5470 208268 74 3921 Long-term certificate, Intermediate 11848 29004 9803 13887 1955 14473 34 644 Junior College 4756 11300 4174 8233 557 2942 7 125 University 13147 35995 11603 26868 1338 8215 147 912 Postgraduate 738 1894 707 1740 22 120 7 34 Unidentified 242 38 203 1 Source: Population and Housing Census in 1999 by Bureau of Statistics of Thua Thien Hue and synthetic databases of labor supply in 2011 by Thua Thien Hue Department of Employment (Ministry of Labor - Invalids and Social Affairs) APPENDIX 8: THE NUMBER OF HIGH SCHOOLS AND CLASSROOMS IN THE PERIOD 2000 - 2011 Unit: schools, classes and rooms Type School Class Room School year 2000- 2001 School year 2005- 2006 School year 2010- 2011 School year 2000- 2001 School year 2005- 2006 School year 2010- 2011 School year 2000- 2001 School year 2005- 2006 School year 2010- 2011 Total 330 359 393 6631 7240 6886 4131 5130 5388 Primary school 227 235 229 4180 3724 3500 2630 3019 3219 Secondar y school 82 99 124 2484 2320 1021 1525 1424 High school 21 25 40 613 1032 1066 480 586 745 Source: Provided by Thua Thien Hue Department of Education and Training APPENDIX 9: THE NUMBER OF HIGH SCHOOL STUDENTS AND TEACHERS IN THE PERIOD 2000 - 2011 Unit: person Type Students Teachers 2000 - 2001 2005- 2006 2010 - 2011 2000 - 2001 2005 - 2006 2010 - 2011 Total 255830 253343 224170 8386 10431 12114 Primary school 146318 120039 98584 4518 4599 4964 Secondary school 80697 99826 80008 2778 4268 4685 High school 28815 33478 45578 1090 1564 2465 Source: Provided by Thua Thien Hue Department of Education and Training APPENDIX 10: TRAINING SCALES OF UNIVERSITY, JUNIOR COLLEGE, VOCATIONAL SCHOOL AND VOCATIONAL INTERMEDIATE No Name of school Scale of students 2009 2010 Total 56,403 60,811 I UNIVERSITY 34,218 37,014 II JUNIOR COLLEGE 18,492 18,980 Managed by local 8,971 9,279 1 Hue Medical Junior College 6,500 6,700 2 Hue Medical Junior College 2,471 2,579 Managed by the Central Authorities 9,521 9,701 1 Nguyen Tri Phuong Vocational Junior College 724 603 2 Industry Junior College 6,549 6,758 3 Junior College of Urban and Construction 372 340 4 Vocational Junior College of Tourism 1,876 2,000 III INTERMEDIATE- VOCATIONAL SCHOOL 3,693 4,817 1 Thua Thien Hue Vocational School 460 560 2 Hue Vocational School 110 3 Quang Dien Vocational School 51 4 High school of Arts and Culture 450 462 5 High school of Physical Education and Sports 184 284 6 High school of Transportation 692 700 7 Vocational High school No 10 395 550 8 Au Lac Private Vocational school 1,512 2,100 Source: Provided by the schools APPENDIX 11: CURRENT STATUS OF HUMAN RESOURCES IN INDUSTRIAL ZONES BY TECHNICAL EXPERTISE IN 2010 Unit: person List of profession Total Of which Postgra duate Univer sity Professional Junior College+ Vocational Junior College Vocational School + Vocational Intermediate Technical worker + Vocational Primary Short- term training Total 4,665 8 459 201 560 3,377 60 Economics 210 8 157 25 20 Foreign Languages 40 40 Foreign Trade 70 70 Accounting Finance 176 80 30 60 Construction 42 15 7 20 Chemistry 21 21 Laws 10 10 Environment 10 10 IT 74 27 17 30 Agriculture 18 18 Medical 25 25 Mechanics (welding, lathing,..) 302 10 42 250 Electricity 205 45 160 Wood carving 53 53 Fiber technology 40 1 1 20 18 Industrial Sewing 3,306 3,306 Bodyguard 12 12 Transportation 51 3 48 Aquaculture 0 Source: Thua Thien Hue Industrial Zone Authority APPENDIX 12 : CAPITAL DEMAND FOR HUMAN RESOURCE DEVELOPMENT IN THE PERIOD 2011 – 2020 Unit: billion dongs Capital source Period 2011 - 2020 Of which 2011 - 2015 2015 - 2020 Total 13,866 5,596 8,270 1. Capital for human resource training 5,538 2,341 3,197 2. Capital for training material facilities 8,328 3,255 5,073 Of which: Budget 10,539 4,243 6,296 Central Budget 8,559 3,383 5,176 Local Budget 1,780 860 1,120 Other mobilized sources 3,327 1,353 1,964 Source: Draft of Planning forHuman resource development in Thua Thien Hue in the period 2011 - 2020 APPENDIX 13: LOW QUALITY OF WORKERS Mr. Phan Trung - Chairman of Thua Thien Hue province Labor Federation said: The number of workers though increases but the quality, educational level, workmanship, class enlightenment consciousness and political bravery, professional passion and sense of organization and discipline, their working styles remain a problem. Source: Thien-Hue-Tap-trung-nang-cao-chat-luong-doi-ngu-cong-nhan/5235203.epi APPENDIX 14: THUA THIEN HUE WITH NO GOOD REMUNERATION POLICY A leader of Hue Central Hospital said: To keep good people three conditions must be met: The work environment, opportunities for promotion and remuneration policies. Currently Hue Central Hospital is facing the third one. In addition to the salary, if trying best we can only give the staff around 1.5 million VND / person / month more. Such a low income together with responsibilities, the local interest to them is almost null, so their searching for locals offering many times higher income, better remuneration is reasonable. Source: According to Mr Cai Vinh Tuan - Director of the Department of Home Affairs of Thua Thien Hue "Some units, locals haven’t well implemented source training planning, leading to staff both redundant and deficient. Officials Policy have recently been positively reformed but there has still been no breakthrough policy to attract talents and retain good people. That is the reason why so many local people with high learning achievements aren’t coming back to their hometown to work ". Source: GENERALIZED RESULTS OF SURVEY ON LABOR 1. Educational level Educational level Quantity % Illiteracy 0 0 Elementary 2 .4 Secondary school 17 3.4 High school 481 96.2 Total 500 100.0 2. Professional expertise Professional expertise Quantity % Without technical expertise 4 .8 Technical workers with degree/certificate 91 18.2 Technical workers without degree/certificate 20 4.0 Elementary 7 1.4 Vocational high school 23 4.6 Junior college 191 38.2 University 132 26.4 Postgraduate 32 6.4 Total 500 100.0 3. Age Age Quantity Real % Within 15 - 30 181 36.2 Within 30 - 40 144 28.8 Within 40 - 50 131 26.2 Within 50 - 60 44 8.8 Total 500 100.0 4. Health condition Criteria Option Quantity % Disease Yes 75 15.0 No 425 85.0 Total 500 100.0 Endurance, resistance Yes 456 91.2 No 44 8.8 Total 500 100.0 Sound mind, cheery Yes 462 92.4 No 38 7.6 Total 500 100.0 5. Height, weight - Height, weight of female labor Criteria Quantity Lowest Highest Average Height 257 138 168 153.342 Weight 257 38.00 63.00 50.543 - Height, weight of male labor Criteria Quantity Lowest Highest Average Height 243 157 170 163.533 Weight 243 55 67 61.342 6. Suitability of work Degree Quantity % Suitable 418 83.6 Unsuitable 43 8.6 Difficult to answer 39 7.8 Total 500 100.0 7. Level of work like Degree Quantity % Very much 132 26.4 Like 304 60.8 Dislike 14 2.8 Difficult to answer 50 10.0 Total 500 100.0 8. Assessment of knowledge Criteria Option Quantity % General social knowledge Unsatisfied 177 35.4 Satisfied 181 36.2 Much satisfied 28 5.6 Difficult to answer 114 22.8 Total 500 100.0 Professional knowledge Unsatisfied 159 31.8 Satisfied 200 40.0 Much satisfied 69 13.8 Difficult to answer 72 14.4 Total 500 100.0 Knowledge about Labor Law and Labor Regulations Unsatisfied 145 29.0 Satisfied 239 45.8 Much satisfied 36 7.2 Difficult to answer 90 18.0 Total 500 100.0 Capacity in IT and other modern equipment manipulation Unsatisfied 180 36.0 Satisfied 237 47.4 Much satisfied 50 10.0 Difficult to answer 33 6.6 Total 500 100.0 Foreign languages capacity Unsatisfied 289 57.8 Satisfied 160 32.0 Much satisfied 15 3.0 Difficult to answer 36 7.2 Total 500 100.0 9. Assessment of creativeness Criteria Option Quantity % Frequently have initiatives in work Not good 216 43.2 Good 226 45.2 Very good 33 6.6 Difficult to answer 25 5.0 Total 500 100.0 Frequently have solutions to improve work efficiency Not good 116 23.2 Good 251 50.2 Very good 46 9.2 Difficult to answer 87 17.4 Total 500 100.0 Frequently have new changes in viewpoints and thoughts in work Not good 293 58.6 Good 66 13.2 Very good 65 13.0 Difficult to answer 76 15.2 Total 500 100.0 Know to exploit modern media, machines and apply them to work Not good 196 39.2 Good 264 52.8 Very good 4 .8 Difficult to answer 36 7.2 Total 500 100.0 Frequently give new ideas Not good 154 30.8 Good 279 55.8 Very good 2 .4 Difficult to answer 65 13.0 Total 500 100.0 10. Assessment of the adaptation and flexibility Criteria Option Quantity Real % Accept changes, work transformation Not good 216 43.2 Good 226 45.2 Very good 33 6.6 Difficult to answer 25 5.0 Total 500 100.0 Have self-motivation and accept new jobs Not good 116 23.2 Good 251 50.2 Very good 46 9.2 Difficult to answer 87 17.4 Total 500 100.0 Ability to quickly seize market information Not good 293 58.6 Good 66 13.2 Very good 65 13.0 Difficult to answer 76 15.2 Total 500 100.0 Availability of movement, change of work Not good 54 10.8 Good 208 41.6 Very good 36 7.2 Difficult to answer 202 40.4 Total 500 100.0 Ability to cope with shocks, risks in work Not good 112 22.4 Good 208 41. 6 Very good 35 7.0 Difficult to answer 145 29.0 Total 500 100.0 11. Assessment of working style and discipline of labor Criteria Option Quantity % Awareness of abidance by regulations, disciplines of labor Not good 69 25. 6 Good 252 50.4 Very good 52 10.4 Difficult to answer 68 13. 6 Total 500 100.0 Responsibility spirit for work of labor Not good 124 24.8 Good 236 47.2 Very good 77 3. 6 Difficult to answer 63 31.6 Total 500 100.0 Learning spirit to improve knowledge and experience in work Not good 135 27.0 Good 250 50.0 Very good 42 8.4 Difficult to answer 73 14. 6 Total 500 100.0 Professional level in work Not good 134 26.8 Good 254 50.8 Very good 98 19.6 Difficult to answer 14 2.8 Total 500 100.0 Comply with and treasure time at work Not good 142 28.4 Good 258 51. 6 Very good 30 6.0 Difficult to answer 70 14.0 Total 500 100.0 Dynamic and flexible Not good 147 29.4 Good 249 49.8 Very good 28 5.6 Difficult to answer 76 15.2 Total 500 100.0 12. Assessment the dedication level of labor in work Criteria Option Quantity % Diligence at work Not good 138 27.6 Good 255 51.0 Very good 45 9.0 Difficult to answer 62 17.8 Total 500 100.0 Effort, exertion to overcome difficulties in work Not good 128 25. 6 Good 283 56. 6 Very good 23 4.6 Difficult to answer 66 13.2 Total 500 100.0 Enthusiasm in work Not good 127 25.4 Good 257 51.4 Very good 51 10.2 Difficult to answer 65 13.0 Total 500 100.0 Passion in work Not good 135 27.0 Good 250 50.0 Very good 42 8.4 Difficult to answer 73 14. 6 Total 500 100.0 Loyalty and attachment to the agency Not good 134 26.8 Good 254 50.8 Very good 98 19.6 Difficult to answer 14 2.8 Total 500 100.0 13. Assessment of skills in work Criteria Option Quantity % Proficiency in expertise Very proficient 86 17.2 Proficient 245 49.0 Not proficient 150 30.0 Difficult to answer 19 3.8 Total 500 100.0 Creativeness in work High 216 43.2 Not high 226 45.2 Low 33 6.6 Difficult to answer 25 5.0 Total 500 100.0 Adaptation to changes and flexibility Not good 116 23.2 Good 251 50.2 Very good 46 9.2 Difficult to answer 87 17.4 Total 500 100.0 Industrial working style, discipline High 293 58.6 Not high 66 13.2 Low 65 13.0 Difficult to answer 76 15.2 Total 500 100.0 14. Initiatives within the last 05 years Initiatives Quantity % Within 1 - 2 167 33.4 Within 2 - 4 102 20.4 Within 4 - 6 91 18.2 Within 6 - 8 33 6.6 Within 8 - 10 16 3.2 Over 10 23 4.6 None 68 13.6 Total 500 100.0 15. Names of initiatives, inventions Initiatives, inventions Option Quantity % Building models Yes 59 11.8 No 441 88.2 Total 500 100.0 Designing new products Yes 101 20.2 No 399 79.8 Total 500 100.0 Improving production process Yes 83 16.6 No 417 83.4 Total 500 100.0 Renovating working methods Yes 291 58.2 No 209 41.8 Total 500 100.0 Doing scientific research, writing articles Yes 143 28.6 No 357 71.4 Total 500 100.0 Others Yes 28 5.6 No 472 94.4 Total 500 100.0 16. Obstacles for work quality, especially the creativeness Criteria Option Quantity % Educational and professional qualification Yes 100 20.0 No 400 80.0 Total 500 100.0 Unsound working environment Yes 123 24.6 No 377 75.4 Total 500 100.0 Lack of material facilities, equipment Yes 157 31.4 No 343 68.6 Total 500 100.0 Unsatisfactory incentive, remuneration policies of the local Yes 155 31.0 No 345 69.0 Total 500 100.0 All the above options Yes 211 42.2 No 289 57.8 Total 500 100.0 17. Solutions to promote creativeness and efficiency in work Criteria Option Quantity % Building an ideal working environment Yes 52 10.4 No 448 89.6 Total 500 100.0 Material remuneration policies in proportion to qualifications and contribution Yes 89 17.8 No 411 82.2 Total 500 100.0 Policies to appreciate and attract talents Yes 68 13.6 No 432 86.4 Total 500 100.0 Pay attention to the work of professional level improvement and enhancement Yes 66 13.2 No 434 86.8 Total 500 100.0 All the above options Yes 369 73.8 No 131 26.2 Total 500 100.0 18. Does Thua Thien Hue have remuneration policies for appealing talents from other localities? Option Quantity % Yes 77 15.4 No 260 52.0 Don’t know 163 32.6 Total 500 100.0 19. Remuneration policies for appealing talents from other localities Criteria Option Quantity % Issuing land and house Yes 13 2.6 No 487 97.4 Total 500 100.0 Lending house at low price Yes 24 4.8 No 476 95.2 Total 500 100.0 Offering initial financial assistance Yes 15 3.0 No 485 97.0 Total 500 100.0 Assinging position suitable with qualifications and capacity Yes 57 11.4 No 443 88.6 Total 500 100.0 Getting promoted Yes 20 4.0 No 480 96.0 Total 500 100.0 Being paid high salary Yes 26 5.2 No 474 94.8 Total 500 100.0 Others Yes 13 2.6 No 487 97.4 Total 500 100.0 20. Does Thua Thien Hue have remuneration policies for appreciating and well treating talents managed by the province? Option Quantity % Yes 195 39.0 No 122 24.4 Don’t know 183 36.6 Total 500 100.0 21. Remuneration policies for appreciating and well treating talents managed by the province Criteria Option Quantity % Being supported after completing courses (For PhD, Master degrees) Yes 146 29.2 No 354 70.8 Total 500 100.0 Being appointed to study abroad in the Project 02 and 03 of the Province Yes 118 23.6 No 382 76.4 Total 500 100.0 Being assigned better position after training Yes 54 10.8 No 446 89.2 Total 500 100.0 Getting promoted Yes 113 22.6 No 387 77.4 Total 500 100.0 22. Does Thua Thien Hue have remuneration policies for appreciating and well treating talents managed by the Central authorities? Option Quantity % Yes 51 10.2 No 243 48.6 Don’t know 206 41.2 Total 500 100.0 23. Remuneration policies for appreciating and well treating talents managed by the Central authorities Criteria Option Quantity % Being supported after completing courses Yes 22 4.4 No 478 95.6 Total 500 100.0 Being appointed to study abroad in the Project 02 and 03 of the Province Yes 18 3.6 No 482 96.4 Total 500 100.0 Being assigned better position after training Yes 28 5.6 No 472 94.4 Total 500 100.0 Getting promoted Yes 24 4.8 No 476 95.2 Total 500 100.0 24. Reasons for difficulty in appealing and appreciating talents Criteria Option Quantity % Unsound working environment Yes 216 43.2 No 284 56.8 Total 500 100.0 Few opportunities for promotion Yes 235 47.0 No 265 53 Total 500 100.0 Lack of rational remuneration policies Yes 371 74.2 No 129 25.8 Total 500 100.0 Discrimination between staff managed by the Central authorities and the local staff Yes 302 60.4 No 198 39. 6 Total 500 100.0 All the above options Yes 341 65.2 No 267 53.4 Total 500 100.0 Others Yes 21 4.2 No 479 95.8 Total 500 100.0 25. Assessment of remuneration policies for appreciating and well treating talents in Hue. Option Quantity % Rational 13 2.6 Basically rational 50 10.0 Irrational 294 58.8 Difficult to answer 143 28.6 Total 500 100.0 Suggestions Solution Quantity % Satisfactory material remuneration policies 104 41.0 294 100.0 Timely commendation and rewards 55 17.8 294 100.0 Being assigned position suitable with qualifications and capacity 40 10.0 294 100.0 Building sound working environment, chance to get promotion and higher positions 30 9.0 294 100.0 All the above options 65 22.2 294 100.0 FINDINGS OF SURVEYING LABOR USERS AND MANAGERS 1. Labor recruitment based on the following criteria: Option Quantity % Qualifications 72 90.0 Interview 43 53.8 Age 35 43.8 Gender 14 17.5 Local people preferentially 15 18.8 2. Difficulties in recruitment process Option Quantity % Yes 32 40.0 No 39 48.8 Difficult to say 9 11.2 Total 80 100.0 3. Usual difficulties Criteria Option Quantity % Low –quality labor (no technical expertise) Yes 13 16.2 No 67 83.8 Total 80 100.0 Trained labor unsuitable for requirements of the agencies Yes 31 38.8 No 49 61.2 Total 80 100.0 There are no policies, remuneration for highly-qualified labor Yes 32 40.0 No 48 60.0 Total 80 100.0 Limited norm Yes 40 50.0 No 40 50.0 Total 80 100.0 All above options Yes 13 16.2 No 67 83.8 Total 80 100.0 Others Yes 2 2.5 No 78 97.5 Total 80 100.0 4. After recruitment, does the agency continue training? Option Quantity % Yes 60 75.0 No 20 25.0 Total 80 100.0 5. Subjects and types of training for labor after recruitment a.Trained subjects Subject Quantity % Labor without technical expertise 8 10.0 Technical workers 2 2.5 Elementary 1 1.2 Vocational high school 13 16.2 Junior College, University and over 56 70.0 Total 80 100.0 b.Type of training applied by the agency Type Option Quantity % Training in agency, enterprise Yes 28 35.0 No 52 65.0 Total 80 100.0 Training at centers abroad Yes 17 21.2 No 63 78.8 Total 80 100.0 Training at centers in the nation Yes 59 73.8 No 21 26.2 Total 80 100.0 Others Yes 5 6.2 No 75 93.8 Total 80 100.0 c.Objectives of training courses Objectives Option Quantity % Enhance professional knowledge Yes 70 87.5 No 10 12.5 Total 80 100.0 Practice of soft skills Yes 40 50.0 No 40 50.0 Total 80 100.0 Practice of group work skill Yes 17 21.2 No 63 78.8 Total 80 100.0 Practice of creativeness Yes 19 23.8 No 61 76.2 Total 80 100.0 Practice of industrial working style, discipline Yes 13 16.2 No 67 83.8 Total 80 100.0 All the above options Yes 2 2.5 No 78 97.5 Total 80 100.0 6. Labor’s knowledge assessment Criteria Option Quantity % General social knowledge Unsatisfied 35 43.8 Satisfied 35 43.8 Much satisfied 4 5.0 Difficult to answer 6 7.5 Total 80 100.0 Professional knowledge Unsatisfied 26 32.5 Satisfied 44 55.0 Much satisfied 5 6.2 Difficult to answer 5 6.2 Total 80 100.0 Knowledge about Labor Law and Labor Regulations Unsatisfied 32 40.0 Satisfied 41 51.2 Much satisfied 5 6.2 Difficult to answer 2 2.5 Total 80 100.0 Capacity in IT and other modern equipment manipulation Unsatisfied 32 40.0 Satisfied 41 51.2 Much satisfied 4 5.0 Difficult to answer 3 3.8 Total 80 100.0 Foreign languages capacity Unsatisfied 56 70.0 Satisfied 19 23.8 Much satisfied 2 2.5 Difficult to answer 3 3.8 Total 80 100.0 7. Assessment of creativeness Option Quantity % Frequently have initiatives in work Unsatisfied 44 55.0 Satisfied 31 38.8 Much satisfied 4 5.0 Difficult to answer 1 1.2 Total 80 100.0 Frequently have solutions to improve work efficiency Unsatisfied 40 50.0 Satisfied 35 43.8 Much satisfied 3 3.8 Difficult to answer 2 2.5 Total 80 100.0 Frequently have new changes in viewpoints and thoughts in work Unsatisfied 42 52.5 Satisfied 32 40.0 Much satisfied 4 5.0 Difficult to answer 2 2.5 Total 80 100.0 Know to exploit modern media, machines and apply them to work Unsatisfied 25 31.2 Satisfied 48 60.0 Much satisfied 6 7.5 Difficult to answer 1 1.2 Total 80 100.0 Frequently give new ideas Unsatisfied 51 63.8 Satisfied 23 28.8 Much satisfied 3 3.8 Difficult to answer 3 3.8 Total 80 100.0 8. Assessment of the adaptation and flexibility of labor Criteria Option Quantity % Accept changes, work transformation Unsatisfied 32 40.0 Satisfied 42 52.5 Much satisfied 3 3.8 Difficult to answer 3 3.8 Total 80 100.0 Have self-motivation and accept new jobs Unsatisfied 28 35.0 Satisfied 46 57.5 Much satisfied 4 5.0 Difficult to answer 2 2.5 Total 80 100.0 Ability to quickly seize market information Unsatisfied 38 47.5 Satisfied 35 43.8 Much satisfied 3 3.8 Difficult to answer 4 5.0 Total 80 100.0 Availability of movement, change of work Unsatisfied 37 46.2 Satisfied 34 42.5 Much satisfied 5 6.2 Difficult to answer 4 5.0 Total 80 100.0 Ability to cope with shocks, risks in work Unsatisfied 41 51.2 Satisfied 29 36.2 Much satisfied 4 5.0 Difficult to answer 6 7.5 Total 80 100.0 9. Assessment of working style and discipline of labor Criteria Option Quantity % Awareness of abidance by regulations, disciplines of labor Unsatisfied 31 38.8 Satisfied 43 53.8 Much satisfied 9 11.2 Difficult to answer 17 21.2 Total 80 100.0 Responsibility spirit for work of labor Unsatisfied 16 20.0 Satisfied 45 56.2 Much satisfied 9 11.2 Difficult to answer 10 12.5 Total 80 100.0 Learning spirit to improve knowledge and experience in work Unsatisfied 30 42.5 Satisfied 44 50.0 Much satisfied 5 6.2 Difficult to answer 1 1.2 Total 80 100.0 Professional level in work Unsatisfied 27 33.8 Satisfied 39 48.8 Much satisfied 4 5.0 Difficult to answer 10 12.5 Total 80 100.0 Comply with and treasure time at work Unsatisfied 25 31.2 Satisfied 44 55.0 Much satisfied 5 6.2 Difficult to answer 6 7.5 Total 80 100.0 10. Assessment the dedication level of labor in work Criteria Option Quantity % Diligence at work Unsatisfied 18 22.5 Satisfied 58 72.5 Much satisfied 4 5.0 Difficult to answer 0 0 Total 80 100.0 Effort, exertion to overcome difficulties in work Unsatisfied 18 22.5 Satisfied 55 68.8 Much satisfied 6 7.5 Difficult to answer 1 1.2 Total 80 100.0 Enthusiasm in work Unsatisfied 16 20.0 Satisfied 51 63.8 Much satisfied 10 12.5 Difficult to answer 3 3.8 Total 80 100.0 Passion in work Unsatisfied 25 31.2 Satisfied 41 51.2 Much satisfied 9 11.2 Difficult to answer 5 6.2 Total 80 100.0 Loyalty and attachment to the agency Unsatisfied 12 15.0 Satisfied 57 71.2 Much satisfied 8 10.0 Difficult to answer 3 3.8 Total 80 100.0 11. Assessment of work completion of labor Criteria Option Quantity % Implementation progress or time allocated for completion of work assigned Unsatisfied 20 25.0 Satisfied 45 51.2 Much satisfied 3 3.8 Difficult to answer 12 15.0 Total 80 100.0 Work quality Unsatisfied 26 32.5 Satisfied 45 56.2 Much satisfied 4 5.0 Difficult to answer 5 6.2 Total 80 100.0 Completion of norm, work volume Unsatisfied 26 32.5 Satisfied 47 58.8 Much satisfied 5 6.2 Difficult to answer 2 2.5 Total 80 100.0 Efficiency of common work of the agency, enterprise Unsatisfied 19 23.8 Satisfied 40 50.0 Much satisfied 5 6.2 Difficult to answer 16 20.0 Total 80 100.0 12. Obstacles for work quality, especially the creativeness of labor Criteria Option Quantity % Educational and professional qualification Yes 47 58.8 No 33 41.2 Total 80 100.0 Unsound working environment Yes 24 30.0 No 56 70.0 Total 80 100.0 Lack of material facilities, equipment Yes 55 68.8 No 25 31.2 Total 80 100.0 Unsatisfactory incentive, remuneration policies of the local Yes 39 48.8 No 41 51.2 Total 80 100.0 Others Yes 8 10.0 No 72 90.0 Total 80 100.0 13. Solutions to promote creativeness and efficiency in work Criteria Option Quantity % Building an ideal working environment Yes 39 48.8 No 41 51.2 Total 80 100.0 Material remuneration policies in proportion to qualifications and contribution Yes 47 58.8 No 33 41.2 Total 80 100.0 Policies to appreciate and attract talents Yes 45 56.2 No 35 43.8 Total 80 100.0 Pay attention to the work of professional level improvement and enhancement Yes 12 15.0 No 68 85.0 Total 80 100.0 All the above options Yes 22 27.5 No 58 72.5 Total 80 100.0 14. Does Thua Thien Hue have remuneration policies for appealing talents from other localities? Option Quantity % Yes 10 12.5 No 26 32.5 Don’t know 44 55.0 Total 80 100.0 15. Does Thua Thien Hue have remuneration policies for appreciating and well treating talents working in the province? Option Quantity % Yes 14 17.5 No 19 23.8 Don’t know 47 58.8 Total 80 100.0 16. Assessment of policies for appreciating talents in Thua Thien Hue Province nowadays Option Quantity % Rational 3 3.8 Basically rational 16 20.0 Irrational 43 53.8 Difficult to answer 18 22.5 Total 80 100.0 17. Reasons for difficulty in appealing and appreciating talents in Thua Thien Hue Province Option Quantity % Unsound working environment Yes 12 15.0 No 68 85.0 Total 80 100.0 Few opportunities for promotion Yes 21 26.2 No 59 73.8 Total 80 100.0 Lack of rational remuneration policies Yes 46 57.5 No 34 42.5 Total 80 100.0 Discrimination between staff managed by the Central authorities and the local staff Yes 15 18.8 No 65 81.2 Total 80 100.0 All the above options Yes 27 33.8 No 53 66.2 Total 80 100.0 Others Yes 2 2.5 No 78 97.5 Total 80 100.0 QUESIONNAIRE FOR LABOR IN THUA THIEN HUE PROVINCE ******** Currently, we are working on the topic “Human resources for industrialization and modernization associated with the development of knowledge-based economy in Thua Thien Hue Province”. Please choose your options with a (x). Thank you very much. Question 1: Please provide some personal information a. Full name: b. Work place: c. Educational level: Illiterate  Primary school  Secondary school  High school d. Technical expertise: - No technical expertise - Technical worker (with degree/certificate Without degree/certificate) - Elementary - Vocational high school - Junior college, university and over (Junior College University Postgraduate  ) e. Age 15- 30 Within 30 - 40 Within 40 - 50 Within 50 - 60 f. Heath condition ( Male ; Female ) (fill in and mark x) - Height 1m.........cm - Weight 1m......cm - Diseases............... - No diseases............... - Endurance, resistance - No endurance, resistance.......... - Sound mind, cheery.......... Question 2: Is your current job suitable with your capacity and trained major? a. Suitable b. Unsuitable c. Difficult to answer Question 3: Do you love your current job? a. Very much b. Yes  No c. Difficult to answer Question 4: How do you assess your knowledge level? Question 5: How do you assess your creativeness? Knowledge Not good Good Very good Difficult to answer 1. General social knowledge 2. Professional knowledge 3. Knowledge about Labor Law and Labor Regulations 4. Capacity in IT and other modern equipment manipulation 5. Foreign languages capacity Creativeness in work Yes No Difficult to answer 1. Frequently have initiatives in work (forming models, designing products or deploying Scientific research topics, improving teaching methods…) 2. Frequently have solutions to improve work efficiency 3. Frequently have new changes in viewpoints and thoughts in work 4. Know to exploit modern media, machines and apply them to work 5 Frequently give new ideas Question 6: How do you assess your adaptation and flexibility Question 7: How do you assess your working style and discipline? Question 8: How do you assess your dedication in work? Adaptation and flexibility in work Not good Good Very good Difficult to answer 1. Accept changes, work transformation 2. Have self-motivation and accept new jobs 3. Ability to quickly seize market information 4. Availability of movement, change of work 5. Ability to cope with shocks, risks in work Working style and discipline in work Not good Good Very good Difficult to answer 1. Awareness of abidance by regulations, disciplines of labor 2. Responsibility spirit for work of labor 3. Learning spirit to improve knowledge and experience in work 4. Professional level in work 5. Comply with and treasure time at work 6. Dynamic, active and flexible Dedication in work Not good Good Very good Difficult to answer 1. Diligence at work 2. Effort, exertion to overcome difficulties in work 3. Enthusiasm in work 4. Passion in work 5 Loyalty and attachment to the agency Question 9: What is your general assessment of your capacity in work? a. Professional expertise Very skillful Skillful Unskillful Difficult to answer  b. Creativeness in work High  Not high Low Difficult to answer c. Adaptation and flexibility to changes Not good  Good Very good  Difficult to answer d. Working style and discipline High  Not high Low Difficult to answer Question 10: How many initiatives, inventions have you had since the last 05 years in work? 1-2  b. 2-4  c. 4-6  d. 6-8  e.8-10  f. Over 10 What are they? a. Building models b. Designing new products c. Improving production process d. Renovating working methods e. Doing scientific research, writing articles f. Others..................................................................................................................... Question 11: In your opinion, What are the obstacles for work quality, especially the creativeness ? (Can take several options) a. Personal educational and professional qualification b. Unsound working environment c. Lack of material facilities, equipment d. Unsatisfactory incentive, remuneration policies of the local Others................................................................................................. Question 12: What do you need to promote creativeness and efficiency in work? (Can take several options) a. Building an ideal working environment b. Material remuneration policies in proportion to qualifications and contribution c. Policies to appreciate and attract talents d. Pay attention to the work of professional level improvement and enhancement e. All the above options Question 13: Does Thua Thien Hue have remuneration policies for appealing talents from other localities? a. Yes  b. No  c. Don’t know  What are they? a. Issuing land and house  b. Lending house at low price c. Offering initial financial assistance  d. Assigning position suitable with qualifications and capacity  e. Getting promoted  f. Being paid high salary g. Others................................................................................................................... Question 14: Does Thua Thien Hue have remuneration policies for appreciating and well treating talents managed by the province? a. Yes  b. No  c. Don’t know  What are they? a. Being supported after completing courses (For PhD, Master degrees) - For Master degree, how much is the assistance?.................................mil dongs - For PhD degree, how much is the assistance?.................................mil dongs b. Being appointed to study abroad in the Project 02 and 03 of the Province c. Being assigned better position after training d. Getting promoted  Question 15: Does Thua Thien Hue have remuneration policies for appreciating and well treating talents managed by the Central authorities? (are now working in the province) a. Yes  b. No  c. Don’t know  What are they? a. Being supported after completing courses (For PhD, Master degrees)  b. Being appointed to study abroad in the Project 02 and 03 of the Province c. Being assigned better position after training d. Getting promoted  Question 16: What do you think the reasons for difficulty in appealing and appreciating talents in Thua Thien Hue Province ? (Can take several options) a. Unsound working environment  b. Few opportunities for promotion c. Lack of rational remuneration policies d. Discrimination between staff managed by the Central authorities and the local staff e. All the above options f. Others................................................................................................................ Question 17. What do you think about the policies for appreciating talents in Thua Thien Hue Province nowadays? a. Rational  b. Basically rational c. Irrational  d. Difficult to answer If irrational, what are your suggestions? (Can take several options) a. Satisfactory material remuneration policies b. Timely commendation and rewards c. Being assigned position suitable with qualifications and capacity  d. Building sound working environment, chance to get promotion and higher positions e. All the above options QUESTIONNAIRE APPLIED TO LABOR USERS (For labor managers) Currently, we are working on the topic “Human resources for industrialization and modernization associated with the development of knowledge-based economy in Thua Thien Hue Province”. Please choose your options with a (x). Thank you very much. Question 1. Labor recruitment in Your agency is based on the following criteria: a. Qualifications  b. Competence (through Interview) c. Age d. Gender  e. Local people preferentially Question 2: Does Your agency face Difficulties in recruitment process? a. Yes  b. No c. Difficult to answer  Question 3: What are the usual difficulties? (Can take several options) a. Low –quality labor (no technical expertise)  b. Trained labor unsuitable for requirements of the agencies  c. There are no policies, remuneration for highly-qualified labor  d. Limited norm e. All the above options f. Others........................................................................................... Question 4: After recruitment, does the agency continue training? a. Yes b. No c. Don’t know Question 5: If there is training after recruitment, please specify a. Main subjects for training: - Labor without technical expertise - Technical workers - Elementary  - Vocational high school - Junior College, University and over b. Main type of training applied by the agency: - Training in agency, enterprise  - Training at centers abroad  - Training at centers in the nation  - Others ................................... c. What are the objectives of training courses? (Can take several options) - Enhance professional knowledge - Practice of soft skills - Practice of group work skill  - Practice of creativeness  - Practice of industrial working style, discipline  - All the above options Question 6: Please show your satisfaction for labor in your agency, enterprise a. Knowledge of labor Criteria Unsatisfied Satisfied Much Satisfied Difficult to answer 1. General social knowledge 2. Professional knowledge 3. Knowledge about Labor Law and Labor Regulations 4. Capacity in IT and other modern equipment manipulation 5. Foreign languages capacity b.Creativeness of labor in work c. Adaptation and flexibility of labor Criteria Unsatisfied Satisfied Much Satisfied Difficult to answer 1. Frequently have initiatives in work (forming models, designing products or deploying Scientific research topics, improving teaching methods…) 2. Frequently have solutions to improve work efficiency 3. Frequently have new changes in viewpoints and thoughts in work 4. Know to exploit modern media, machines and apply them to work 5. Frequently give new ideas Criteria Unsatisfied Satisfied Much Satisfied Difficult to answer 1. Accept changes, work transformation 2. Have self-motivation and accept new jobs 3. Ability to quickly seize market information 4. Availability of movement, change of work 5. Ability to cope with shocks, risks in work d. Working style and discipline of labor e. Dedication level of labor in work f. Work completion of labor Criteria Unsatisfied Satisfied MuchSatisfied Difficult to answer 1. Awareness of abidance by regulations, disciplines of labor 2. Responsibility spirit for work of labor 3. Learning spirit to improve knowledge and experience in work 4. Professional level in work (dynamic, active and flexible) 5. Comply with and treasure time at work Criteria Unsatisfied Satisfied Much Satisfied Difficult to answer 1. Diligence at work 2. Effort, exertion to overcome difficulties in work 3. Enthusiasm in work 4. Passion in work 5. Loyalty and attachment to the agency Criteria Unsatisfied Satisfied Much Satisfied Difficult to answer 1. Implementation progress or time allocated for completion of work assigned 2. Work quality 3. Completion of norm, work volume 4. Efficiency of common work of the agency, enterprise Question 7: What are the obstacles for work quality, especially the creativeness of labor? e. Educational and professional qualification does not meet the requirements f. Unsound working environment g. Lack of material facilities, equipment h. Unsatisfactory incentive, remuneration policies of the local i. Others................................................................................................. Question 8: In your opinion, what is necessary to promote creativeness and efficiency in work? f. Building an ideal working environment g. Material remuneration policies in proportion to qualifications and contribution h. Policies to appreciate and attract talents i. Pay attention to the work of professional level improvement and enhancement j. All the above options Question 9: Does Thua Thien Hue have remuneration policies for appealing talents from other localities? a. Yes  b. No  c. Don’t know  If yes, please specify............................................................................................. ....................................................................................................................................... Question 10: Does Thua Thien Hue have remuneration policies for appreciating and well treating talents working in the province? a. Yes  b. No  c. Don’t know  If yes, please specify............................................................................................. ....................................................................................................................................... Question 11: As we know, the talents remuneration policies remain discrimination between staff managed by the Central authorities and the local staff. What is your opinion about this issue? ........................................................................................................................................ ...................................................................................................................................... Question 12. What do you think about the policies for appreciating talents in Thua Thien Hue Province nowadays? a. Rational  b. Basically rational c. Irrational  d. Difficult to answer If irrational, what are your suggestions?........................................................... .................................................................................................................................................. ............................................................................................................................ Question 13: What do you think the reasons for difficulty in appealing and appreciating talents in Thua Thien Hue Province ? g. Unsound working environment  h. Few opportunities for promotion i. Lack of rational remuneration policies j. Discrimination between staff managed by the Central authorities and the local staff k. All the above options l. Others.............................................................................................................. Question 14: In your opinion, what does the province need to do to develop the human resources, especially high quality one for Industrialization and Modernization?........................................................................................................................ .................................................................................................................................................. ................................................................................................................

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