Tóm tắt Luận án Development of high-Quality human resources in the context of global economic integration in Ho Chi Minh city

d quality of the human resources which helps to create and a better and more appropriate human resources structure. From the individual point of view, human resources development is the act that matures people and trains them social skills and abilities (i.e. physical strength, mental power and human dignity) and high social activeness.  Definition of HQHR: HQHR is a part of the human resources with physical strength satisfying recruitment requirements with highly-specialized skills and virtues, high adaptability to changes in technologies, good application of and creativity from trained knowledge and skills in production and operation in order to contribute to the economic and social development as most effectively as possible. According to the abovementioned definitions, quality of HQHR may be indicated via four criteria including physical strength, mental capacity, personalities and social activeness.  Development of HQHR: Development of HQHR is the act of making changes in quantity and quality of the human resources by gradually forming and completing physical strength, knowledge, skills, attitude and business ethics that could satisfy individual demands of operation and social development. HQHR development also goes along with social human resources development, however, focuses on exploiting resources of well-educated individuals with high skills that could satisfy requirements of industrialization, modernization and global economic integration. The process of human resources development is the act that creates changes in quantity, quality and structure of human resources in order to meet demands of the economies. 7 1.1.2. Global economic integration and requirements of HQHR development  Global economic integration: GEI is the act that a nation combines its economy with regional and global economies by attempts to unilaterally, bilaterally and multilaterally create a liberalized and open economy and minimize its disparity with other nations to make up the perfect whole of the global economy.  Fundamental characteristics of global economic integration Firstly, GEI is the advanced development of international distribution of labor. Secondly, GEI is the international combination and cooperation of two or more than two independent nations that have the control over one or more than one economic and commercial conventions. Thirdly, regional and bilateral economic integration is considered a conciliatory solution to two contrast tendencies in global markets which are protectionism and trade liberalization. Finally, regional and bilateral economic integration has always been a conscious and positive action of member nations in order to coordinate with other nations and adjust economic development policies for reciprocal agreements between member nations.  Requirements of development of high-quality human resources in the GEI context In the GEI context, the historic birth and rapid development of modern technology have drawn many bold lines among economic industries. This new classification of industries wherein high-tech industry came to birth has created high demands for knowledge and intelligence, i.e. demands for high-quality human resources (with highly-specialized skills and competence). GEI has also made the gears of economic structure move forwards. Considerable leaps in applied sciences and technologies in traditional industries in economic integration would increase demands for labor in high-tech industries. Therefore, it is essential for high-quality human resources in order to promptly meet requirements of the markets in this vigorous change. The GEI would attract diverse capital inflows of foreign investment into developing countries such as Vietnam. Requirements of recruiters and international companies would become stricter and more, especially regarding fields and industries requiring extra-intellectual power or high-tech well-skilled workers. In order to meet the demand of the integrated economy, human resources of a nation have to satisfy criteria of both quantity and quality of the investors. As human creativity, innovation and applied knowledge have continuously been magnified by the impact of information technology; occupational knowledge, therefore, has rapidly and incessantly been changing. It means that workers could not help but regularly update occupational knowledge and skills to be able to adapt to new job requirements. 8 In an integrated economy, a product is the result of international cooperation which also means that the scale of production and operation are more and more expanded and that adaptability and flexibility of the human resources have become an urgent and vital necessity. In a knowledge-based economy, technologies are innovated every single minute, and technology life circle become gradually more and more shortened. A manufacturer who wants to survive in such harsh environment has no choice but to innovate and create new technology. Creativity is the soul of innovation. Therefore, high-quality human resources are undoubtedly necessary to meet this requirement. GEI, especially inter-regional economic integration, would create opportunities to export Vietnamese human resources to other countries for study of and experience in operating organization and production management from the importing countries. However, since Vietnamese workers mostly come from a backward agricultural economy, properly policies on human resources development are a vital factor for high-quality human resources in order to achieve foreign exchange gains. 1.1.3. Factors influential in development of high-quality human resources in supply and demand in the GEI setting  Factors influential in development of high-quality human resources in supply in the GEI setting + Impacts of education and training on HQHR development: Education and training are key factors that determine an individual’s education level. Education level indicates one’s knowledge and capability during his work. It is also the foundation for an individual to improve other occupational skills. In most cases, the higher one’s education level is, the higher his capability to do complex work is. Knowledge is a necessary condition for an individual to step into any competition in labor markets. Thanks to education, one could approach state-to-the-art sciences and technologies whereby his productivity would become better in the future. + Impacts of sciences and technologies on high-quality human resources: The development of sciences and technologies would led to the vigorous changes in structures of the economies and labor markets, especially those switching from agricultural to industrial and service sectors. These changes make remarkable effects on human resources, especially high-quality human resources that play an important link in the chain of development of productive forces. The development of science and technology requires suitably-qualified workforce to apply and develop such innovations into reality. Therefore, it is necessary for a certain number of human resources to be trained in developed countries and return to the home country to refurbish their national science and technology. 9 + Impacts of cultures and traditions on high-quality human resources: Traditions, customs and cultures are basic foundations to form an individual’s capabilities and personalities. Living in an environment with civilized and healthy cultures, customs and lifestyles would help one build his clean and clear mind. A worker with high consciousness of working would be well aware of his own work. However, cultures and traditions of one’s country would more or less affect their work habits. + Impacts of governmental policies on high-quality human resources: Governmental macroscopic policies would have considerable effects on HQHR development, especially those on the economy and society such as education and training, labor recruitment and utilization, salaries, social insurance, employment insurance, and other economic development policies. In case the State macroscopic policies accord with economic and social development conditions, there might be positive signals from the quality of human resources. Otherwise such policies might become great obstacles to the improvement of HQHR.  Factors influential in development of high-quality human resources in demand in the GEI setting + Quantity of HQHR: Quantity of HQHR indicates high-quality human resources annually trained to supply to labor markets. Another factor is the increase in graduate, postgraduate workers and specialists among the entire workforce. + Quality of HQHR: Quality of HQHR is manifested via four elements: physical strength, intelligence, personality and social activeness. In this context of global economic integration, the more sciences, technologies and knowledge are appreciated, the more important the role of human intelligence becomes. Knowledge, however, could only be turned to one’s strength by the human being himself. One has to master characteristics of knowledge in the 21 st century which are rapid increase, continuous change and innovation, widespread circulation, and direct connection with operation, production and social life. However, these four characteristics of knowledge are only the first steps; the key point is whether one could apply the knowledge he gains into reality. + Impacts of governmental policies on the development high-quality human resources: The way workers are employed and treated is the cause of the current situation of human resources qualifications as policies on employment and treatments of skilled and qualified workers may affect their psychology in occupational orientation of their descendants or their own selves. 10 1.2. Theories of the roles of HQHR in global economic integration and development 1.2.1. HQHR is a direct element of the production activity. Adam Smith believes that the origin of the national wealth lies not in land or in opulence but in labor. According to Ricardo, capital and labor are actually complementary and combined with each other in certain proportion depending on each sector. Therefore, in order to produce more products, the increase in not only the capital but also the workforce is required. In Marxist theory, elements influential in the reproductive process are land, labor, capital and technological progress. Marx emphasizes the importance of labor in the production of surplus value which is the origin of accumulation fund to expand the scale of production. Engels points out that in a rational order which has gone beyond the division of interests, the mental element certainly belongs among the elements of production and will finds it place in political economics among the costs of production. As he says, a single achievement of science like James Watt's steam engine has brought in more for the world in the first 50 years of its existence than the world has spent on the promotion of science since the beginning of time. Clearly, early in the 20 th century, Engels already foresaw the importance of knowledge which would be one of the factors of production and would occupy an important position in the productive process. Quality of human resources is synonymous with high levels of intelligence, including the worker’s professional skills, virtues, physical strength, pure mind, appreciation of beauty, and business cultures. Intelligence, among those mentioned factors, is the key element to determine quality of human resources. President Ho Chi Minh, when he was alive, once said that a nation of ignorant people could never be a strong nation. 1.2.2. Human capital and economic growth One of the most common economic growth models is the Cobb-Douglas production function of Y = AK a L b where K is the capital input, L is the labor input and A is the total factor productivity (TFP) resulting from the use of L and K. Hence, too much capital input (K) indicates that the economy mostly depends on material elements for growth, which means that the marginal product of capital is low, and that the economic growth would not be sustainable. L could be unskilled labor as in classical models or skilled and well-educated labor as in neoclassical and endogenous growth models. The growth model of Mankiw and associates (1992) which is Y = K a H b (AL) 1-a-b (where H is the stock of human capital, and A is TFP resulting from effects of human capital improvements on working and management that reflects productivity to maintain long-term economic growth. According to Solow (1956), economic growth could not be explained only by the growth of capital, raw material, or available labor. Residual elements contain countless unidentified 11 factors; one of which (possibly the most important one) is to raise the quality of input elements. More than 50 years ago, Schultz (1961) forecast that investment in human capital would probably be the major explanation for the difference between the growth of output and input of conventional capital and labor. 1.2.3. Benefits of investment in human capital Adam Smith emphasizes the importance of education in two aspects as follows: Education is possibly a good way to resist disintegration caused by excessive division of labor, and education may take a great part in forming social harmony. Alfred Marshall, on the other hand, considers education a form of national investment and support education in order to develop technology. He opines that even though general education brings less direct fruits to technological progress, it makes people more intelligent and trustworthy in their ordinary work. Karl Marx also agrees with the idea when pointing out that education plays the major role in promoting social peace and harmony and self-improvement in the productive process. However, Schultz (1961) was one of the first researchers who considered education an investment in human beings and believed that it is a form of capital – human capital. He focuses on policies on investments in human capital and believes that removing barriers to investment in human capital could bring a lot of interest to society. Fitzimons (1999) thinks that individuals invest to accumulate skills, knowledge (which are parts of human capital) and those that may bring them long-term benefits. Such investments would benefit the national economy and enhance economic growth. For Becker (1964), he discovers various ways to invest in human capital, but mostly through education. Investment in human capital may bring prosperity to a nation for several reasons. First, education brings individuals at a certain education level job and earnings (personal benefits). Second, human capital promotes the economic growth. Finally, human capital contributes to create social sustainability. 1.2.4. The role of high-quality human resources in global integration context Adam Smith (2003) believes that division of labor could increase labor productivity. His idea relates to the improvement of workers’ skills thanks to specialization of the labor. He understands the root of labor division in market economy and recognizes that once division of labor is internationally, developed each nation would be able to acquire absolute advantages. Absolute advantages in the production of a product are based on natural or acquired advantages including skills and techniques. David Ricardo (1978) brings into light the comparative advantage theory, arguing that nations benefit from international trade as long as there are comparative advantages, i.e. specialization of labor between the countries. A country would still benefit from international trade whether its absolute advantage is greater or comparatively less than another country when taking part in specialization of labor as each country is more efficient in the production of certain 12 commodities and comparatively less efficient in the production of the other goods. According to Heckscher – Ohlin theory, countries have comparative advantages in production and export of certain goods for which the required factors of production are locally favored (including capital, labor, natural resources, land, climate, etc.) whereby it has lower opportunity cost (in comparison with the production of other commodities) when producing such goods. H – O theory, primarily built on David Ricardo’s theory of comparative advantage, determines that the source of comparative advantage resides in the production factor endowments which are called productive resources in modern economics. 1.3. Lessons from experience of Korea, China and Malaysia 1.3.1. Lessons in training of high-quality human resources First, education and training should be considered the deciding factor in HQHR development. Second, strategies for training and development of human resources should go together with social and economic development strategies. Third, popular university education models should be deployed to increased high-quality human resources. Lastly, vocational education should get more attention. 1.3.2. Lessons in the use of high-quality human resources Initially, human resources should be considered the fundamental deciding factor of social and economic development. Next, high-quality human resources should be attracted from all available sources. Finally, employers should encourage the creativity of high-quality human resources by paying them proportionally to their contributed intellect and knowledge, and create opportunities for young human resources to bring out the best of their capabilities. 13 CHAPTER 2: RESEARCH METHODOLOGY OF DEVELOPMENT OF HIGH- QUALITY HUMAN RESOURCES IN THE CONTEXT OF GLOBAL ECONOMIC INTEGRATION 2.1. Analysis chart Labor supply Labor demand 2.2. Research approach During the research, the author’s thinking orientation was based on Marxism – Leninism and Ho Chi Minh’s ideology. The topic was studied on the foundation of fundamentals of Marxist – Leninist political economics in reference to theories of economics, development economics, standpoints and renovated policies in instruments published in Vietnamese Communist Party congresses, decrees of HCMC Vietnamese Communist Party congresses, and experience from nations around the world. This research was carried out using the following methods and approaches: dialectical and historical materialism, interdisciplinary approach, point approach, documentary research method, analysis and synthesis, comparative research, and quantitative and qualitative research. 2.3.1. Qualitative research  Qualitative research design: Qualitative research data was collected via focus group discussions and in-depth interviews with several business managers including personnel managers, Social activeness Personality Intelligence Physical strength Governmental policies Cultures and traditions Science and technology Education and training Development of high-quality human resources Employment policies Quality Quantity 14 deputy managers, directors and deputy directors of production enterprises; and executive directors and deputy directors of production enterprises within HCMC that employ workers graded 3/7 upwards. Information collected from the interviews was the basis for the design of the drafted rating scale used in the in-depth interviews. In-depth interviews were carried out with 10 business managers. The purpose of those interviews was to evaluate content and form of statements (questions) in the initial rating scale in order to polish and complete it for official use in the quantitative research. 2.3.2. Quantitative research: The quantitative research was performed in the following sequence: designing the survey; collecting data from business managers of productions enterprises within HCMC; analyzing data using SPSS 16.0 software to confirm the factors as well as the meaning and reliability of the rating scale of factors influential in the HQHR quality; and verifying the suitability of the research model. 2.4. Information system and research data 2.4.1. Secondary information: The collected information was related to human resources and high-quality human resources from HCMC statistical yearbook, related ministries, departments, reliable articles and scientific studies. 2.4.2. Primary information  Survey subjects: The survey was carried out at productions enterprises within HCMC. Subjects of the survey were business managers including personnel managers, deputy managers, directors and deputy directors of production enterprises; and executive directors and deputy directors of production enterprises within HCMC that employ workers graded 3/7 upwards.  Questionnaire design: The study used the exploratory factor analysis (EFA) with 25 measured variables. As a result, in compliance with the rule of 5 forms per variable, the minimum number of the forms was 125. Based on this minimum result, the number of questionnaires needed in the study was n = 200. However, in order to obtain this number of forms after removing those lacking information or those with low quality, the author decided to use 250 questionnaires in the survey. The survey was carried out in June 2013.  Data collection: Data of the survey was compiled through interviews in two forms: - Interviews with business managers who were graduates from colleges and universities within HCMC, specifically HCMC University of Technology, Ton Duc Thang University and Cao Thang Technical College. - Direct interviews and correspondence with business managers at production enterprises to complement the norm determined in the questionnaire design. 15 2.5. Process of the study Practical basis of solutions to the research problem - Facts of HQHR development in supply and demand in HCMC - Problems of HQHR development in HCMC in the GEI context. Official quantitative research (N = 250) - Assessment the reliability of the corrected item-total correlation (Cronbach's alpha) - Verification of factor loading and explained variance (EFA) Design of research model - Focus group discussion  Drafted rating scale - In-depth interviews  Official rating scale - Factors influential to HQHR development in the GEI context in supply and demand - Experience from HQHR development of nations around the world. - Fundamental issues of HQHR and HQHR development - Impacts of global economic integration on HQHR - Assessment criteria of HQHR development in the GEI context Scientific basis of the research Research problem Development of high-quality human resources in the context of global economic integration in Ho Chi Minh City Solutions to HQHR development in the global economic integration context in HCMC - Decisive standpoint of the HQHR development - Course and objectives of HQHR development - Pressing solutions to HQHR development 16 CHAPTER 3: FACTS OF THE DEVELOPMENT OF HIGH-QUALITY HUMAN RESOURCES IN THE CONTEXT OF GLOBAL ECONOMIC INTEGRATION IN HO CHI MINH CITY 3.1 Overview of HCMC economic development and global integration 3.1.1. Overview of HCMC economic development HCMC economy still faces a lot of problems. Only 10% of industrial enterprises within the city are equipped with modern technology. Specifically, 21 enterprises among 212 ones of the city textile industry, 4/40 footwear ones, 6/68 chemical ones, 14/144 food processing ones, 18/96 plastics one, and 5/46 mechanical ones have applied advanced technologies to their production. The city industries tend to approach high-tech fields which would bring more benefits; as a result, a problem set for the city to solve is high-quality human resources that could meet its demand. 3.1.2. Outline of the global integration of HCMC By the first quarter in 2013, total attractive investments have increased by 21.4%% as compared to the same period in 2012 thanks to the investors extending the operating activities. Foreign investments have reached USD 122.65 million (80% increase) whereas domestic investment have achieved USD 21.83 (57.35% decrease). By 31 March, according to HCMC Department of Planning and Investment, 78 FDI projects have been licensed to invest with the total amount of USD 159.8 million (19.6% decrease in the number of projects and 109.4% increase in the invested capital). In addition, 26 projects have adjusted invested capital with the total investment of USD 175.3 million. The city has also encouraged the development of four industries with high growth of value and the use of technology including mechanics – electronics – information technology; pharmaceutical chemistry – rubber industry; food processing; and biotechnology – clean technology – energy efficiency – supporting industries. Investments in modernization of the construction industry by using new materials and applying advanced technology have enhanced the growth of construction industry as compared to other industries. 3.2 Analysis of the facts of the development of high-quality human resources in HCMC 3.2.1. Facts of high-quality human resources in supply 3.2.1.1. Current training situation of high-quality human resources in HCMC  Vocational training (VT) system and technical workers With regard to the teachers: As for VT situation within HCMC, the city has struggled with the shortage of teachers and vocational institutes. From 2005 to 2012, a teacher, on an average, 17 has to be in charge of at least 50 students within the city. The cause of this shortage of teachers is because there have been no teacher training strategies meeting the set criteria, both of quantity and quality. As pedagogic and technical universities and colleges could not provide enough teachers for all fields and sections, vocational institutes have no choice but to walk on their own feet. Vocational institutes, however, could not solve this problem that easily. Newly-graduated workers are mostly inexperienced with low skills and need to be retrained for at least 1 – 2 years if recruited whereas they might leave the company once their skills and capabilities are developed and that they could not find the company salary policies attractive enough. With regard to facilities: On the whole, HCMC has a diverse vocational training system; however, that system has not met standard conditions. For the many past years, plenty of workers graduating from city vocational institutes could not catch up and work with modern equipment and machinery in companies and factories in industrial parks and export processing zones that are equipped with advanced technology in the race of high-quality products. With regard to curricula and teaching materials: Quite a few vocational training institutes have designed their own new curricula; however, their quality has not met the actual demands of the society which are asking for more and more of quality and diversity. Reference materials for teaching and study also suffer from the same problem with serious shortage of quantity, variety, state-of-the-art information and alterations in forms. With regard to financial resources: Resources for vocational training are so limited that it hardly could meet the demands for vocational training at the present and even in the years to come. Expenditure deducted from the State budget for vocational training has not even neared the threshold of the least conditions for vocational training, not to mention for solutions to ultimate questions such as developing an appropriate curriculum, improving teacher quality, and furnishing facilities for teaching and study at vocational schools.  Higher education system With regard to tertiary education system: By the end of 2012, there are 75 universities and colleges all over HCMC. Sorted by types, there are 54 public schools and 21 private ones. If categorized by governing bodies, 66 schools are under the control of the central government whereas the other nine are governed by local authorities. As for the scale, by 2012, there are 701,637 undergraduates in HCMC; 559,830 among them are from public schools and 141,802 from private ones. With regard to facilities: Facilities in public schools, despite having been invested for the past years, have been far from meeting the demands of the more and more increasing number of 18 students. Most schools have libraries, reading rooms, computer labs and even dormitories; however, few of them are of high quality. Plenty of laboratories are overladen; some of which are even used for 3 – 4 times a day, even on Sundays. With regard to the enrollment and education quality: Schools are likely to have backup plans for enrollment; therefore, the number of students passing the entrance exams are usually off the targets, e.g. there are schools that could not recruit enough students to meet their enrollment targets, or there are those overreaching their goals as the number of students enrolling in the schools goes far beyond their demands whereby the education quality would be affected. 3.2.1.2. Impacts of technology on HQHR development in HCMC The construction of research institutes, application and production of high-tech technology along with improvement of structures and policies to attract and employ technology and science resources in the city and Vietnamese ones trained overseas have brought positive results in drawing attention of technology and science resources for the city development. Aside from noticeable achievements, there are certain limitations of science and technology activities within HCMC. In response to the project for science and technology renovation between 2008 and 2010, only 10% of 800 surveyed enterprises registered for the project. The main reason for this was because not many business owners thoroughly got the picture of the policies on technology renovation. They had few information of technology, and especially were in shortage of technical human resources. 3.2.1.3. Impacts of cultures and traditions on HQHR in HCMC Vietnamese society, for many years, had been connected closely with small-scale agricultural economy with undeveloped markets that was heavily influenced by Confucian culture. The people at that time had few choices, and the only bright path for them is to study to become a mandarin. Such motivation imperceptibly narrowed the road for Vietnamese talents. When a new process or technology is introduced or imported, people already imbued with this culture tend to hesitate over the acceptance of that technology. They are likely to make the best attempts as they can to excuse their thinking and response to the change of technology. 3.2.1.4. Governmental policies on HQHR in HCMC The recent policy on provision of 300 – 500 masters and doctors has created opportunities for the city HQHR development. A lot of young workers have proved their capabilities after getting trained abroad. Young intellectuals are very active and dynamic. They dare to think and dare to do what they think. They also make a good job in their position in the economic and social development of the city. One of the things left behind is how to develop a comprehensive and in-depth strategy for the city HQHR development. It requires the participation 19 of the entire politic circles, governmental authorities and departments in order to draw up and build a strategic human resources development plan that meets the GEI requirements, aiming at HCMC becoming an industrial city by 2020. 3.2.2. Facts of HQHR quality in demand 3.2.2.1. Scale and structure of high-quality human resources Vocationally-trained workforce makes up 58% of the entire manpower. 9.35% among them are of university level; 1.67% of college level; 4.37% of secondary level; and 42.61% of primary level. 42% out of the entire workforce are untrained. There are more than 4 million employed workers making up 72.89% of the entire human resources. High-level specialized workers make up 11.40% out of the total employed manpower; medium-level specialized workers occupy 6.44%; 49.28% are simple-working and unskilled laborers; and those doing other jobs make up 32.88%. By 2012, HCMC has faced a serious shortage of specialized human resources in most industries with roughly 59% trained laborers. As a matter of fact, HCMC labor market has been short of well-trained and skilled workers while a lot of industries have been in great demand for high-quality human resources such as welding technology, mechatronics engineering, electrical – electronic engineering and food technology. In accordance with reports from the Management Board of export processing zones and industrial parks and figures from the research team of HCMC Institute of Economics on education level of the workforce at industrial parks within the city; 41% graduate from junior high school; 28.6% from high school; and the rest from vocational schools, colleges and universities. Such education level is a major problem with human resources – especially HQHR – training in HCMC. 3.2.2.2. Quality of high-quality human resources in HCMC First: Physical strength of high-quality human resources in HCMC The survey results of production enterprises within HCMC regarding physical strength of high-quality human resources are demonstrated in Table 3.7. Table 3.7: Statistics for assessment of workers’ physical strength from enterprises Description Enterprises’ assessment Grade * Average Maximum Minimum Standard deviation Criteria for physical strength / / / / / Agility, activeness and endurance during work 3.83 5 2 .762 Good Disease resistance (frequency of health leave of absence) 3.59 5 2 .733 Good 20 Description Enterprises’ assessment Grade * Average Maximum Minimum Standard deviation High ability to withstand impacts of environment on humans for a long time 3.59 5 2 .857 Good Ability to work overtime based on the workers’ health 3.31 5 2 .670 Avg. Source: The author’s calculation based on the survey results * Explanations of each mean value in the rating scale – based on interval values: (Maximum – Minimum)/n = (5 – 1)/5 = 0.8 1.00 – 1.80: Very poor; 1.81 – 2.60: Poor; 2.61 – 3.40: Average; 3.41 – 4.20: Good; 4.21 – 5.00: Very good Second: Qualifications of high-quality human resources in HCMC Table 3.8: Proportion of employed trained workforce (%) / 2008 2009 2010 2011 Preliminary 2014 Nationwide 14.3 14.8 14.6 15.4 16.6 Ha Noi 23.3 31.1 30.2 30.6 35.3 Hai Phong 23.1 23.3 22.4 23.6 24.0 Da Nang 32.4 32.4 32.4 33.2 34.8 Binh Duong 13.3 13.3 13.7 15.0 14.3 Vung Tau 16.7 18.7 15.6 16.1 21.3 HCMC 31.1 26.1 27.0 29.3 28.4 Source: The author’s summary from the General Statistics Office 2013 The survey results of production enterprises within Ho Chi Minh City regarding qualifications of high-quality human resources are shown in Table 3.9. Table 3.9: Statistics for assessment of workers’ intelligence from enterprises Description Enterprises’ assessment Grade * Average Maximum Minimum Standard deviation Criteria for intelligence / / / / / Fundamental and specialized knowledge 3.90 5 2 .789 Good Computer skills 3.67 5 2 .855 Good Foreign language efficiency 3.45 5 2 .876 Good Research skills (innovation – initiative) 3.48 5 2 .889 Good Ability for further study 3.68 5 2 .763 Good Source: The author’s calculation based on the survey results 21 Third: Personality of high-quality human resources in HCMC The survey results of production enterprises within Ho Chi Minh City regarding personality of high-quality human resources are presented in Table 3.10. Table 3.10: Statistics for assessment of workers’ personality from enterprises Description Enterprises’ assessment Grade * Average Maximum Minimum Standard deviation Criteria for personality / / / / / Conduct 3.96 5 2 .788 Good Responsibility for work 3.93 5 2 .783 Good Self-improvement in work 4.00 5 2 .738 Good Manner of working 3.83 5 2 .795 Good Reliability 3.71 5 2 .863 Good Compliance with the law in force and the Company regulations 3.91 5 2 .825 Good Source: The author’s calculation based on the survey results Fourth: Social activeness of high-quality human resources in HCMC Over the last years, the activeness of Vietnamese workers has taken a fresh turn, especially in the young group and the high-level trained one. However, as a whole, plenty of workers are inactive and biased towards occupational orientation. They are slow to catch and approach market information, and lacking in interview and negotiation skills and activeness. Their flexibility in transference and allocation is not high, and they are passive in react to risks. The survey results of production enterprises within Ho Chi Minh City regarding social activeness of high-quality human resources are presented in Table 3.11. Table 3.11: Statistics for assessment of workers’ social activeness from enterprises Description Enterprises’ assessment Grade * Average Maximum Minimum Standard deviation Criteria for social activeness / / / / / Ability to apply general knowledge into work 3.71 5 2 .742 Good Ability to work independently 3.85 5 2 .868 Good Ability to work in groups 3.70 5 2 .915 Good Ability to make specialized plans 3.61 5 2 .865 Good Communication skills (negotiation) 6.73 5 2 .852 Good Flexibility and adaptability 3.76 5 2 .798 Good 22 Description Enterprises’ assessment Grade * Average Maximum Minimum Standard deviation Problem solving skills 3.89 5 2 .768 Good Source: The author’s calculation based on the survey results. 3.2.2.3. Policies on employment of high-quality human resources in HCMC More than 400 experts and specialists that are nationals from different countries are working in HCMC. Over 200 well-educated nationals are directly cooperating with universities, colleges, high-tech industrial parks (HIP) and hospitals. However, scientists only make a modest part, and most of them have retired or are going to retire from their position abroad. Furthermore, after a while working in the country, quite a few experts and specialists have to give up due to a lot of difficulties. 3.3 Problems of the development of high-quality human resources in HCMC in the context of global economic integration - Problems of the development of high-quality human resources in HCMC in the GEI context in supply: First, further education systems in HCMC have not met the demands of the global integration. Next, science and technology have not done a good job in promoting the development of high-quality human resources. Lastly, the State preferential policies on attraction of high-quality human resources are not appropriate and suitable. - Problems of the development of high-quality human resources in HCMC in the GEI context in demand: Initially, the proportion of trained workforce is low in both quantity and quality whereas their qualifications have not satisfied the requirements. Furthermore, the training and employment of high-quality human resources still remain asynchronous. - Roots of problems in the development of high-quality human resources in HCMC: First of all, it is because of the incomplete awareness of the deciding role of the high-quality human resources in the national development. Second, policies on employment of human resources, especially high-level specialized workers, are held back by a lot of limitations. Third, unequal distribution of human resources among economic sections and industries unbalances demand for human resources and demand for jobs. Last but not least, there is the inadequacy of the State management of HQHR. 23 CHAPTER 4: VIEWPOINTS, PLANS OF ACTION AND SOLUTIONS TO THE DEVELOPMENT OF HIGH-QUALITY HUMAN RESOURCES IN THE CONTEXT OF GLOBAL ECONOMIC INTEGRATION IN HO CHI MINH CITY 4.1. Major viewpoints of the development of high-quality human resources in the context of global economic integration in HCMC Some major viewpoints are to determine the deciding role of HQHR development, to draw up appropriate policies on HQHR development, to reform education system in accordance with the new era, and to come up with appropriate and synchronous strategies for training and employment of human resources. 4.2. Plans of action and objectives of the development of high-quality human resources to meet requirements of the global integration of HCMC 4.2.1. Plans of actions First, strategies for development of human resources should go together with the city social and economic development strategies wherein HQHR development is set as both the objective and motivation in order to obtain the success in industrialization and modernization in this period of integration. 4.2.2. Major objectives Targets of HCMC by 2020 are to basically satisfy demands of human resources through vocational training – especially training of high-quality human resources to provide for production and service sections upon changes in economic and labor structures and development orientation of the city; to make the shift in education and training from supply to demand of the labor market (in accordance with the needs of the society); to improve the compatibility between training and employment; to enhance the competitive ability of the city workforce not only between domestic workforce but also towards foreign workers working in the city; to make the city education system the center of high-quality training; and to train the city workforce so as it would become the national-level high-skilled and sciential workforce. 4.3. Imperative solutions to the development of high-quality human resources in the context of global economic integration in HCMC 4.3.1. Solutions to the development of high-quality human resources in supply in the context of global economic integration in HCMC: Solutions to education and training of HQHR 24 development, solutions to science and technology of HQHR development; and solutions to governmental policies on HQHR development. 4.3.2. Solutions to the development of high-quality human resources in demand in the context of global economic integration in HCMC: Solutions to scale and structure of HQHR development, solutions to quality of HQHR development, and solutions to policies on employment of HQHR. CONCLUSION High-quality human resources are a key factor influential in the economic and social development of HCMC in particular and Vietnam in general in this period of global integration. Therefore, this dissertation focused on the pressing issue that is how to solve the problems of development of high-quality human resources in order to meet requirements of GEI in HCMC in supply and demand. The topic was logically developed in the direction of defining the research problem, summarizing scientific studies of domestic and foreign researchers, and determining the theoretical foundations for analysis of the research problem. The author mainly adopted the methodology of political economics. In addition, quantitative and qualitative research was also used in the study. Based on impacts on the development of high-quality human resources in the setting of global economic integration, the author set up rating scales for assessment and selected the most appropriate questionnaire to be used in the survey. After studying the facts of the development of high-quality human resources in supply and demand in HCMC, it was found that HCMC, as the center of the economy, science, technology and education of the country, has picked up its speed on the race of industrialization, modernization and global economic integration. However, the city human resources have not satisfied requirements of the city development. The number of professional workers barely meets the demand of traditional and mid-tech industries whereas a large part of the workforce is unqualified for standards of new technologies. Professional training systems within the city are groping in a maze with imbalance between further education and vocational training. The situation of attaching too much importance on workers’ degrees and having too many teachers in comparison to workers has created a serious shortage of human resources in industries, especially in high-tech sections. Moreover, policies on employment and appointment of talents to important positions of the City government have not taken significant effect, and those on science and technology development have failed to promote the development of high-quality human resources. In order to solve this problem, it is vital and imperative to synchronously implement solutions to education and policies on talent employment 25 and attraction at the same time with developing science and technology. It is obvious that the wave of globalization has added another mission to education which is to study for living apart from the traditional missions which is to study for knowledge, to study for practice and to study for becoming useful citizens. In summary, development of high-quality human resources has always been a key factor requiring to be paid high attention to in the economic and social development of the nation in general and HCMC in particular. Once the problem of high-quality human resources is solved, it would be the lever that pushes the country to the success in industrialization and modernization. At that time, the economy of HCMC and Vietnam would strongly be developed and become an active participant in global labor division and cooperation.  Achievements and contributions of the research Systemizing theoretical foundations of the development of high-quality human resources, assessment criteria and factors influential in the development of high-quality human resources in supply and demand in the context of global economic integration in HCMC, the author contributed to define and prove the direct causes of factors that influence the HQHR development in HCMC. The dissertation was a combination of political-economic and interdisciplinary approaches. Theories of Marxist – Leninist political economics were throughout adopted as fundamental foundations beside reference to economic theories. Based on the approach of development economics, the dissertation synthesized theories of factors affecting the development of high-quality human resources in supply and demand thereby framed the research problem, analyzed the facts and finally suggested solutions to the problem on the basis of the framing analysis. The author used qualitative research to design the questionnaire, set up the drafted rating scale in the form of five-point Likert scale with in-depth interviews in order to assess the content and form of statements in the questionnaire. Quantitative research was applied to the design of the questionnaire. After collecting the data, the author processed them using SPSS 16.0 software to calculate and confirm the reliability of the rating scale and of exploratory factor analysis. Regression analysis determined four factors influencing the quality of high-quality human resources. This was a combination between theories of political economics, economics and management. With regard to theoretical aspects, the dissertation contributes to clarify criteria for assessment of high-quality human resources which are physical strength, intelligence, personality 26 and social activeness. The research helps readers have a complete and clearer knowledge of the development of high-quality human resources in supply and demand in the GEI context in HCMC. With regard to practical aspects: The research points out the facts of high-quality human resources in HCMC, thereby suggests major solutions to planning and improvement of the development of high-quality human resources in HCMC in the GEI context. Results of the research provide researchers and policy planners with reference to approaches to high-quality human resources as a constituent part of the productive forces. LIST OF THE AUTHOR’S WORKS 1. Vo Thi Kim Loan (2008). Expanding vocational training system for improvement of human resources quality, Political Science Magazine, Volume 4, 2008. 2. Vo Thi Kim Loan (2012). Applying Dual System to combined training system in Vietnam, Political Science Magazine, Volume 4, 2012. 3. Vo Thi Kim Loan (2012). Ho Chi Minh’s Ideology of education and applying it to this period, Scientific Seminar Summary Record: Imitating Ho Chi Minh’s good examples and manners, The Party Committee of universities, colleges and vocational institutes in HCMC, HCMC University of Pedagogics Publisher, November 2012. 4. Vo Thi Kim Loan (2014). Analysis of factors that influence high-quality human resources, Economic Forecasting Magazine, Volume 6, March 2014. 5. Vo Thi Kim Loan (2014). Requirements of high-quality human resources in global economic integration, Science and Education Magazine, Volume 102, March 2014.