Luận văn human resources development of young researchers case study at the vietnam academyof social sciences

From the arguments, the author sets out the standards associated with the objective reality of the researcher is the young researcher under the intemational standard and the set of crite

Lunghwa University of Science and Technology

Approval Certificate of Master's Degree Examination Board

This is to certify that the Master’s Degree Examinations Board has approved the thesis

“Human resources development of young rescarchers: Case study at the Victnam Academy

of Social Sciences”published by Mr, Hoang Xuan Sang in the Master Program of Graduate School of Department of Business Administration

Master’s Degree Examination Board:

Board members:

Advisors:

Chair:

Date:

Facully: Business Administration

Researcher: [loang Xuan Sang Supervisors: Dr Canh Chi Dung

Prof Dr Wu Wen

Key words: [aman resourses, young researcher, international researcher

Thests objectives and research question:

+ How to develop young research hnman resources according to standards such

as current art (hlure building models?

+ What is the young manpower of the Viemam Academy of Social Sciences qualified for international researchers?

‘Thesis’ overview of the research methodology:

In order to achieve the objectives of the research, the thesis topic was used in comibiralion with qualitative, quantitative and some olher research methods In the

process, the author has implemented specific methods:

+ Overview of relevant research available

+ Analysis of secondary dala

| Method of observation, analysis and synthesis,

+ Statistical softwarc and model, to analyze and process data collected

‘Thesis’ results:

Based on the theoretical framework of the researchers, the thesis has the theorctical basis for devclopsnent, hurran tesouree development, human resanrees and

‘young researchers, The thesis has identified the factors that influence the development

of young human resources, especially the research environment is young researchers within Victnam Academy of Social Scicnees in particular

From the arguments, the author sets out the standards associated with the objective reality of the researcher is the young researcher under the intemational standard and the set of criteria for the development of research for human resources in Vietnam Academy of Social Sciences

Each researcher at national or international level needs to have specific oriteria, specific to cach ficld of study For resuarchors within the Acadcty al the request of international standard, the researcher has obtamed 18 criteria, of which 13 criteria for

‘young researchers end 5 criteria for articles development lawsuit

The main criteria required by the international rescarcher are Tequirements of research capacity, research methodology, foreign language proficiency and computer skills, which are the standard criteria needed to provide a solid foundation for the study

Tesults.

Thesis structure:

The thesis consists of 5 chapters, together with a list of references and an implementation plan ‘The chapters of the thesis are as follows:

Chapter 1 Overview

Chapter 2 Literature review and reality in the development of young researcher

resource in Vietnam Academy of Social Sciences

Chapter 3 Methodology

Chaplor 4 Rescarch results

Chapter 5 Conclusion and suggestions

ACKNOWLEDGEMENTS

During my sindy and completion of this thesis, T have reecived the valuable guidance and supports fiom my lecturers and my colleagues, I would like to express my sincere thanks to the head and Iscturers at Intemational School and Lunghwa University

of Scionec and Technology who have created the most favorable condition for me to complete this thesis

| also would like to show my deep gratitude to Dr Canh Chi Dung and Prof

Dr Wu Wen who have devoted time to support and guide me to the nght direction during my time studying and carrying out the research

Meanwhile, if it had not been for the assistance from the leaders and related dgpartinents of Victrem Academy af Social Scicnces in praviding reporls and collecting, data, I could not have accomplished this thesis

Llaving finished my master thesis, 1 have received a lot of supports and sneoumagement from my friends, my colleagues and my family whom T would Tike to express my deep gratitude to

Despite all my efforts, the limitations of this thesis are unavoidable Therefore, I wish to recive valuable comments from the lecturers and colleagues to deliver the

better results of this research

Hanoi, ./ /2018

Author

Hoang Xuan Sang

1.22 Human resource development in young researchers 4

1.4 Objectives and research questions

L.5 Overview of the research methodology

1.6 New contributions of the thesis

1.7 Research outline and content:

Chapter 2 LITERATURE REVIEW

2.1 Overview of imman resource and the development of hnman resource l4 2.1 Definition of human rosouzoo

2.1.2 Young human resource

2.1.3 Content of tmmnan resource development

2.1.4 Young human resource development -

2.5 Standard to assess the yong human resource

2.2 Liloralire toview and roatity in tha criteria for young rescarchets according to the international standard

2.2.2 Reality in young researcher stai according to intemational standard in

22.3 Reality of the young resoarcher criteria in Vielnam Academy of Social

2.2.4 Reality in the researcher standard of universities

225 Vactors that affect the young researcher according to the international

2.2.5.1 Tnlemationatised má globalizel [actors in research seclor 28 2.2.5.2 Macro environment and the fators of macro environment 28 2.2.6 Proposed scl of crilcria according to irlernnlional stamdarf 30 2.2.7 Proposed set of criteria for developing the young researcher resource

2.3 Theory about the young researcher assessment model 3 Chapter 3 METTIODOLOGY 35

3.1.1 Rasearch methodolOBY cceoceecveeoeeoeeonoaeeeeerroseeearsceeoee 38

3.2.1 Seale model (criteria in standard groups) 37

3.2.2 Theory model (research framework) and research assumption 38 3.3 Official research

3.3.1 Identification of research samples and questionnaires

3.3.2 Statistical tools and the analysis of data reliability

Chapter4 RESEARCH RESULTS 41

4.1 Overview of the realily of numa resource al the Vietnam Acadsmay of Sucial

4.3 Evaluating the sct of rescarcher criteria eoordne to intemational rescarch

4.3.1 Evaluation of research standards system on research capacity 2 60

433 Assessment of professional and technical competence standards for

4.4 General rating of the international rescarcher standard svete TÍ

Chapter 5 CONCLUSION AND) SUGGESTIONS 73

Appendix | Guidelines for in-depth interviews and group discussions 78

Appendix 2, Intemational researcher questionnaize 80

Table 5.Percenlage of yonmng staffš trained by the training institution or self-trained by

‘Table 11 Assessment of researcher developing conditions 66 'Table 12 Young researchers criteria by international standard 7

Tablc 13.Standards ofrcscarchor developing condition ào

vii

LIST OF FIGURE

Figure 4 Percentage of respondents by gender and by institute/unit in Vietnam

Figure 5, The highest education eompleted by gender (%9 cceeeeoecee 47 Figure 6, ‘The highest education completed by Institute/Unit(%)} 4 Figure 7 Percentage of young people proficient in all four skills of listening, speaking, reading and writing of at least one foreign language by gender and sector

Figure 8, Satisfaction level with current working conditions in the Institute’ units

Figure 9, Percentage of young statt participating in grassroots-level projects by unit

Figure 10 Percentage of young cadres participating in the state level, Ministerial level

Figure 12 Assessment of professional capacity according to international standard (%) 63 Figue 13 Assessment of research mission conducting capacity according to the

Chapter 1 THE OVERVIEW

1.11 he necessity of the thesis

Vietnam Academy of Social Sciences (the Academy)is a part of the government that

uss of social seit

peforms function of sturlying the basic

foundation for the Party and the State in the formulation of the country’s socialist orientation in order to outline strategy, plan and policy for the rapid and sustainable

ø; lo povido the sơicnliũe

development, Th should siso bơ atfe lo bể ø cămsullanL en đevclopmen poley while providing postgraduate training speciaized in social sciences and participating in the

development of the social science potential of the country (Decree No 109/2012/ND-CP)

With the attention of the Party and Stato, scicntific rescarch staffS of Victnam Academy of Social Sciences have made rapid progress in tenns of quantity and quality, Most of them are well-trained in developed countries such as the former Soviet Union, Krance, Germany, USA, UK, Auslralia, ote, They are alsa cquipped with a stable potitical background and high professional qualifications which allow them to be quick in accessing to the strong development of science and technology in both the world and the region, contributing to the development of the seicnee and technology industry and also the socio-economic development of the country At the closing conférence of 2014and proposing missions in

2015, Doctor Nguyen Xuan Thang, Secretary of the Parly Commilles, President of Vietnarn

Academy of Sociat Sticnces

on the development of science and technology in (he conlext of economic and market conditions, to become a center for social science research in the region”, However, researchers of Vietnam Academy of Social Sciences are in the edge of “breaking the generation” There arc number of leading scicntists who have retired recently, but it tacks

of young researchers who are able to inherit and promote the achievements of the process

of building and developing Vietnam Academy of Social Sciences, Although there is a large

scientific workforce, the quality of the scientific output of Vietnam Academy of Social Scicnees in comply with the requrements of the socicty, the country under the condition of integration and competitiveness with international scientific products has recently become

an Íssus Under the responsibilities as well as current requiremenis, Vielnarn Academy of Social Sciences is facing the urgent need of renovation to integrate with international conditions and to improve the quality of scientific products in the fixture, In order to meet

these requirements, Vietnam Academy of Social Sciences has increased the investment in

cnhancing its resourecs inchiding young rescarcher resource

Nowadays, along with the mission of maintaining its position in carrying out the

reqnired tas!

Studies, the Institute of Archeology, Vietnam Institute of Literature, ete, Vietnam Academy

of Social Sciences is also facing the strong competition among many research organizations

s, in addition to the specific research of such as the Tnslitule of Tan-Nom

in the comisy In yartientar, most universities and colleges lave their own rescareh institutes (for cxample, the Vietnam Listitute for Development Strategies and Central Institute for Economic Management under the Ministry of Planning and Investment, the Tnstitule of Commerce Studies and the Industrial Policies Studies Tustitule underthe Ministry of Industry and Trade, Vietnam National Institute of Culture and Arts Studies

under the Ministry of Culture, Sports and ‘Tourism, the Institute of Labour Science and

Sovial Affairs under the Ministry of Labor, Invalids and Social Affairs, Vistnam Iustitute for Economic and Policy Research, Vietnam National University, Hanoi; Institute of Population and Social Studies, National Economics University, ) In addition, the conupetitiveness also arises from other research organivations within the region aud around the world

In order to meet the requied mission, to survive and develop in the new context, the tole of young human resources 48 very important, From the perspective of author Dang Canh Khanh in the book of Edmie Minority Human Resources - Sociological Analysis which refers to human resources as a subject of exploitation and investment in terms of quantity and quality, human resouree development means cuihancing the position and role

of people in development, transforming the purely person into @ human resource ‘The new generations living, working, learning, living in accordance with the development of the comlry (Khanh, 2006) Young maupower is onc of the important links, a 1

Ty

breakthrough on the path towards the firture for our people As the owner of future

development, the successor has the mission of receiving the "transmission" of valuc,

handing over the task, delegating the responsibility, sending the faith of the first generation, young manpower determines the survival of the country Given the pivotal nature of your,

Tuan resources, developing young human resources plays a very important part not only

in the performance of the task but also in asserting the brand to survive and develop in the

current context of the country

Therefore, the topic“Human resources development of young researchers: Case study

atthe Vietnam Academy of Social Sciences" has been chosen to be closely examined which will

have considerable contribution im both theorical and practic

1 appication

1.2The overview of the research topic

1.2.1 Human resource development

Human resources are considered as one of the indispensable activities in human resource mmamagsinent of an organization (Myers & House, 1992, Dung, 2011, Bratton & Gold, 2007) The concept of human resources development is mentioned in many studies According to Myers and Ilouse (1992), "Ifuman resourcesdevelopment is the process of preparing cmployces to the maximum extent of thei: job satisfaction and worker's utility for the organization development ‘There are two main purposes: to increase employee productivity and to increase employze satisfaction." The study of Luoma (2000) gives the

concep of human rzsourec development hascd on understanding the relalionship belwcon human resource development and strategy, which suggests that there are three strategic approaches to develophuman resources: It is a demand driven approach by opportunity and motivation, Luoma (2000) integrates all three approaches to deseribe the potential contributions of human resources development to the success of the organization and concludes "Tune resources development can be definadas the design of activities aimed

at increasing the skills, capacities and/or knowledge of workers, guiding them for the benefit of the organization so that developing human resources plays a significant role in the organization's strategy, which refers to people as the function or the output of the

developmental procedure resulting in the development of skills and the accumulation of knowledge

“Phe authors Diem and Quan (2004) have mentioned: "Human resourees development

Gn broad sense) is 4 holislic, structured learning aclivity conducted at certain intervals te

create a change in the occupational behavior of employees.” Therefore, the views of researchers identify and emphasize the development of workers! capabilities and skills, guiding them to develop for the benefit of organizations and individuals using resources

1.2.2 Human resource development in young researchers

Developing human resources to mect the requirements of accclcrating industrialization and modernization of the country is a central issue, a breakthrough and one slep ahead, Since the 9th Congress, the Communist Party of Vietnam has affirmed

“Human resources, the basic element for social development, rapid and sustainable economic growth - human and human resources are the decisive thetor The development of the country in the period of industrialization and modernization of the country." So far, there have been many rescarchcs on human resource development

Qualified human resources and scientific knowledge are considered as the most precious resources of Vielnam and directly rek

lo lusnan development According to

author Dang Nguyen Anh, a country without natural resources like Vietnam, human

resources need to be taken as a source of development Affer more than 25 years of iimovation and development, cducalion and training has gained important, achievernents, contributing fo the development of the country Ons should not consider cheap labor as an advantage because it means low quality labor and low wages I'he author argues that the issue of training human resources development with high qualily must be considered as the

life of the economy, a precondition for the sustainable development of the country (Dang Nguyen Anh, 2013)

The author Pham Minh Hac in his book "(Going into the twenty-first century ia

develop launen resources for the indusrialication and modernization of te country" Hac (2001) and author Nguyên Hưu Dung in “Human resources in Viemam" Dung (2003)

suggcst that human beings arz the decisive factor in the devclopment of the country in the

period of industrialization and modemization, creating a competitive advantage over the source Human resources will be a great motivation for achicving goals As such, fostcring and acquiring talented people should be given due to the fact that attention and the preparation of competent human resources is importanl, especially in the field of basic

science,

In the study on "Solutions to improve the quality of young iaman resources at the

Acadenyy of Social Sciences of Vietnam", Lan (2015) has stated that human resources of an

organization is onc The most valuable human resource, which constitutes the organization, operation and decisive success of an agency Therefore, the unit that wants to develop must pay allention 10 improving the quality of human resources in general and young human

resoutces in particular, ie, to improve the physical and mental capacity of the source

Human resources in creating, researching, searching, developing information and aalerialiving information ilo new prodneis and Lechnologies In addition, the need to promote training and fostering young human resources is an important dircet solution for decisive development (Lan, 2015) In addition, in order to develop a team of highly qualified young scientisls, the Vietnamese Academy of Social Sciences would have lo rise

a rational, synchronous structure with a continuum between generations of scientists The

team must have strong political stance, basic research skills and a high level of competence

to deal with issues sct by Ihe country and the social scicnces itself, ont in the development

process The Vietnam Academy of Social Sciences (VASS) should pay special attention to

building a team of scientific specialists in each field, especially leading specialists and scientisls who have high professional qualifications, capacily to research and solve

problems at strafegic, macro level, be able to find out and have special training for the social sciences faculty (Lan, 2015)

These works have focused ơn the female scienlific researchers with different age

proups, including young researchers, at various stages of the country’s development In

addition to identifying the characteristics of the status quo, these studies have shown the disadvantages of fimalc staff in professional activitics, management, Icadcrship and impact factors ‘hereby, research has proposed many necessary measures to enhance the participation of female officers in leadership and management A paper by Kien Quynh

Anh on "Human Resource Development in the Social Sciences in Vietnam: Current

Situation and Solutions" was published in the Vietnamese Journal of Social Sciences, No

10 in 2013 (Anh, 2013), which also outlines the great advancement of the social science team of the Academy and the proposed challenges

In addition, there are many authors interested in research to clarify the theorelical

and practical basis of the management and organization of scientific and technological activities in our country In the thesis "Renovation of organization and management

mechanism of science and technology activities in the context of market economy", Pham

Khoi Nguyen clarified the thzorctical and practical basis of reforming management and organizational structure ‘The scientific and technological activities of Vietnam in the period

of 1992-2000 in the spirit of Dui Mui of the 6% Congress and the 7 Congress, in (he multi-

component commodity economy mobilized under the market mechanism Modemization of

the management mechanism is considered in relation to the alignment and compliance with the requircrucnis of the laws of science and lechmology devzlopment Accordingly, the study mentions the renewal of organization of management of scicntific and technological

activities in the 1992-2000 period in the following aspeots: 1 Renovation of science and

technology; 2 To well perform the role of the Stale in science and lechnology: 3 Renewal

of financial allocation, 4 The State needs to expand the fund for scientific and

technological support and development, 5 Strengthening scientific and technological

information agencies; 6- Renewal of fostering and training of scientific and icehnological

personnel It can be said that the proposed reforms are only suitable for the period before

the 2000s, however, in the current period there are stil many lessons for the development

of science and lecknology (Tung, 2009)

According to Hung (2009) in his doctoral thesis on “Renovating the mode of

Management of scientific research activities in multi-disciplinary research institutes” (the

case of Vietnam Academy of Social Seicnees), he mentioned thal af present time, the

method of scientific research management at Vietnam Academy of Social Sciences has

changed positively ‘The method of managing scientific research has gradually created favorable conditions for rescarchers The rescarch planning proccss has followed the strict and proper procedures, and facilitated the effective application of the research topic In

addition, the mechanism of financial allocation and management has changed im the balance of payments and the level of financial allocalion for scicntific r

reh is increasing

in the total budget of the State However, basically the method of managing scientific rescarch at the Victnam Academy of Social Sciences has not yet really promoted the role and effectiveness of management in the development of scientific research activities at the academy

Discussing solutions to innovate scientific management at the Vietnam Academy of Social Sciences, Nguyen The Hung has pointed out the requirements and directions to strengthen the role of scientific management in the development of activities Scientific rescarch on which to propose five groups of solutions to renovate scicntifie management

methods at the Vietnam Academy of Social Sciences: 1 Group of solutions to renovate the

mechanism of scientific management and managercent of scientific research, 2 Group of solutions to renovate the process of renovating the organization of management of

scientific research: 3 Group solutions to improve and strengthen management institutions

4, Group of solutions to imprave ihe level of scientific managziment skills and abilities of scientific managers, 3 Group of solutions to create opportunitics and environment

conducive to scientific research activities of researchers (Hung, 2009)

In the process of investigating, referring lo research published abraad in tskation to research, the author recognizes the problem of developing young vesearch human resources

at the request of the researcher is still a gap in research, especially in Vietnam in the context

of despening integration, There arc many Tescarch papers on husnan resources and human resources development, but there is still a lack of in-depth research on human resource development required by international research Therefore, in order to understand the scientific foundations thal help to build the theoretical foundation for the sturly of the subject, the author has consulted the research materials on human resources in order to understand the ways approach, research methods and models of analysis, management and ulitily of tuman resouress aceording ta development and intcgration requirements

According to the United Nations (UN), human resourcas are all knowledge, skills, experience, competence and creativity of human beings related to development ‘The World Bank (WB) said that human resources arc all human capital including physical strength, intellectual property, professional skills of each individual Accordingly, hnman resources are considered a source of capital besides other capital types such as cumrency, technology

and matural

ources, Morcover, funnan resoureo development is the key ta the

development of ali other resources The hnman capital theorists like Milton Freidman, Simon Kuznet, Gary Becker, L Bog, S Fisher and R Donbush and Stivastava share the same viewpoint with the World Bank as " dif faenan capital inchides physical strength, intellectual property, professional skills that each individual possesses * tn addition, the Intemational Labor Organization (ILO) argues that “a country’s Inman resources are all people of working ape", it is understood in two sense: in broad sense, if is a source of labor for social production, providing human resources for development Meanwhile, the narrative meaning implics that it is the working capacity of the sovicty, which is the source

of socio-economic development, including groups of people of working age who are able to

participate im labor and social production Thal means all of the specific individuals involved in the process of labor being overall physical and mental factors that are mobilized into the labor process In addition, some other researchers argue that human Tosonrces are a part of a defined age group thal is eapable of engaging in labor, expressed in

two ways: the quantity which is the number of which the total number of people working in the working age as stipulated by the State and working time can be mobilized from them; and the qualily, which is the health and professional level, knowledge and skill of the workers

For research on human resource development models, many authors have provided now models Uhrough their own rescarch, And these arc valuable anit practical lcssons (huL can be used in Vietnam's igh quality human resources research Among them, Kim (2006) and his

‘orean colleagues used a new approach to human resources and human resource development in the context of globalization with the “New model in developing Inman resources " The research team argues that the period of economic growth is based on cheap Iabor and capital ‘Therefore in order to achieve high and sustainable growth, it is necessary to crate a new growth cngine by imercusing productivity based on highly Knowledgeable human resources (creative and skilled manpower) and iheulty learning- technology With that viewpoint, the book focuses on analyzing the current status and proposing new directions for developing human resourecs in Korea The authors propose to transform the training system into a bridge-oriented model and develop a system for assessing and evalualing the quality of training, On the sokulions to the transformation of

the human resouree model, the book focuses on propositions that mus! be formed and.

disseminated in the society of lifelong learning principles, to build and devetop the learning socivty and implement the link between human resourec devclopmicnt and learning socicty,

Sharing the same view, Kim (2008) in his article "Hinman Resource Development Policy in

the Haan Resource Development around the Wortd*has defined thal the Visions and Goals in Korea ate synthesis of the main tasks of Iman resource development in the context of globalization and is worth referring to in the process of deepening integration into economic life International which are improving the quality of human resources: expanding Icarning opportunitics, training for all citizens; raising the overall rate and efficiency of human resources; build and strengthen the infrastructure for human resource development, fn addition, Powell and Lindsay (201 0)in “Skill Developing Strategies for

Rupid Growl and Development: East AsianEvonomic Miracle”also summarizes the

experiences of three East Asian economies - Korea, Singapore and ‘Taiwan - in developing

high quality human resources for their growth models, The authors analyze and point oul the importance of investing to develop Imuman capital that crcatcs the miraculous development of all three ast Asian economies,

In addition, during the Tilerature review, the author kas consulled many other papers

on relevant research issues at home and abroad (as there is no direct research into the issue

of resource development), the young research force required intemational integration) to identify (he gaps in rescarch and Lo build the thcorctival rescarch base of this rescarch topic

1.2.3Criteria for young researchers

The process of conduoting roscarch and formulating the results, the study author should follow the specific methods and measure the results according to the industry standards At present there are many agencies, research organizations, individuals in the

comlry as well as alwoad, especially (he formal rescarch institutes and universities, Fach unit has its own criteria for measuring the quality of researeh by sector characteristics According to the anthor Loi (2016) on " Jdentifving and Assessing Young Researchers in the

Viemam Academy of Social Sciences" outlines the criteria to be wil for researchars inchading foreign skills speech and computer science; working conditions; participation in agency activities; participation in research topics or researchers at universities, the

authors have set specific criteria for research capacity, training level, foreign language skills (Dung, 2015,Hung & Tuyct, 2008; Costa & Oliveira, 2012)

In addition, for a comprehensive review of the criteria of a young researcher, the authors provide: the number of studies published in inlerrational jourmats and conferences, the number of citations, the volume and number of other research and oteative activities, annual awards and honors, number of topics and projects, participation in conferences and seminars Criteria related to other researchers’ capacity to work include: concurrently holding managerial positions, joining couneils in institutes, conducting scientific rescarch

On the basis of the researcher's standards, the authors will refer to the proposed ctitevia for young researchers in the development af this thesis

1.3 Subject and scape of the research

conducted by random sampling at the units of Victwam Academy ofSocial Scicnees,

including: 06 units assisting the President Institute, 31 specialized research units based in Hanoi, HCMC Ho Chi Minh City, the Central Highlands, and Da Nang, and 5 other

service ums inchuding Viotnam Muscum of Bllmology, Center for Information Technology Application, Institute ofgocial sciences information, Social Sciences Publishing House,

Vietnam Social Sciences Review

- Temporal Scope

1g

Analysis of data related to the development of researchers of the Academy from

2012 to the ond of August 2017 This time period is long cnongh to sce the trend in development

- Research content

With the development of young human resources in Vietnam Academy ofocial Sciences, itincludes a variety of contents Within the research limits of the thesis, the author

focuses on ths earch af young Teseard and the model of young rescarchors as

required by international researchers The study also acquires statistical tools to assess the relevance of researcher standards and interactions between standard groups, develop a standard decision model for cvaluation and Sub-group of rescarchers, The model and sct of ctiteria are used to evaluate and group researchers at the Academy, Based on the results, the authors propose how lo develop young researchers al Vietnam Academy ofSocial Sciencesin order to meet the needs of international researchers

- Age range of the young researchers in the Academy

Given the spscific nature of social scisnce research, the identification of the age of

“young” rescarch human resources is also peculiar Rescarch in social sciences at the Vietnam Academy of Social Sciences in particular and in the country in general exposes in variety of characteristics, and research staff need lo converge broad knowtedge, time,

| Which research model can develop young researchers as required by international

rescarchers?

+ Developing young researcher resource by what standards to match the proposed

model?

+ How to develop young research human resources according to standards such as

current and future building models?

| Low is the young manpower of the Vietnam Academy of Social Sciences qualificd for intemational rescarchers?

1.S5Overview of the research methodology

In order to achieve the objectives of the research, the thesis topic was used in

combination with qualitative, quantitative and some other research methods In the process, the author has implemented specific methads:

+ Overview of relevant research available

+ Analysis of secondary data

+ Method of observation, analysis, and synthesis

+ And use the combination of statistical sofware, model, analysis to analyze and

process data collected

1.6 New cuntributions of the thesis

Contribution can be seen as the participation in building a theoretical foundation for the development of young human resources, enrrent ressarch husnant resourecs;

Provides a picture of the cmrent slalus of human tesourec development at the

Vietnamese Academy of Social Sciences,

12

Confirming the development of young researcher resources according to international rescarch standards is an urgent and urgent issue in the proccss of development and integration with the region and the International Academy of Social Sciences;

Proposing solutions/standards for young tesearchers as required by international researchers of the Academy of Social Sciences of Vietnam,

Proposing research models with appropriate criteria in the process of international

integration:

Units, agencics and individuals can apply the change of criteria to suit the conditions and actual situation

1.7Research outline and content:

‘The thesis consists of 5 chapters, together with a list of references and an implementation plan The chapters of the (hesis are as follows

Chapter 1: Overview

Chapter 2: Literature review and reality in the development of young researcher

resource in Vietnam Academy of Social Sciences

Chapter 3: Rearch methodology

Chapter 4: Research results

Chapter 3.Conclusion and suugestions

13

Chapter 2 LITERATURE REVIEW

2.1 Overview of human resource and the development of human resource

3.1.1 Definition of human resource

Human resources are the aggrogate of the labor polcutials of a country or locatily, which is the source of labor that is prepared (at varying levels) willingly engaged in certain labor, ie, the ability to change the structure of labor, the structwe of economy in the dircotion of industrialivalion and modernization (Hac, 2001)

Human resources are considered under two dimensions of social competence and social dynamics In the first place, human resources are the source of labor for society, the most important part of the population, capable of ercating, material and spiritual valucs for society Considering man resources in the form of potential to orient human resources development to ensure contimmous improvement of social capacity of hnman resources through cducation, training and health care However, il is not, onough to just slop al the potential In order to bring into full play potential, human resources must be transformed into hnman capital, which means enhancing the social dynamics of human beings through policics and institations and thoroughly liberating human potential People with infinite potential for ftee development, creative freedom and dedication, paid the ight value of labor, [he ondlcss potential is exploited lo bocorne a grcal source of eapilat (Dung, 2003)

High quitity human reseurecs arc a component of human resouress in general, but are a specialized unit, including people with college or university education and above working in other fields Each of the social life, there are practical and effective contuibutions to th: sustainable development of the community in particular and the whole society in general With this understanding, it is possible to set criteria for evaluating high quality human resources such as: the ability to adap! quickly to the working environment and to new technological advances, professional level and proficiency, willingness to overcome difficulties, persist in work, have the ability to control themselves; having

14

creative in the work; possess real capacity to create high results and excel in work, have competitivencss and to make real contributions to socicty (Suong, 2014)

Human resources are understood in three sense: Mirstly, as a source of labor supply for sovial production, providing human resources for development, human resources that inchides the entire population of society can nonnal development, Secondly, as a factor of development, human resources are the labor of the society Thirdly, as a whole, individuals are involved in the production process, resources are the sum of the physical and mental factors of those who arc capable of engaging in labor It is the resources for socio-economic development, including the working-age population and the groups of people who are able

to parlicipale in labor and social production, 2

all individuals can participate in the tabor process)

‘Thus, when it comes to human resources first of all it is necessary to understand it

as a whotcthase who have thc capacity to cngage in direct sovio-ceonontie development and thc generation who will continuc to participate in socio-cconomic development (expower), Human resources are not just the amount of labor and there includes physical, menial, and Tabor factors, labor attitudes and behaviorswork style, Alf these characleristics belong to the quality of lmman resourcesand is measured by the aggrepate indicators of labor culture

According to the eoncepis and concepts of scientists, the defintion of human resources: Human resources are the total quantityand mman quality, is the overall human development index dus to supportcommunity support and selfendeaver, is the overall strength of the body, mindforce, experience life, personality, slhics, ideals, cultural quality, powerthat human and social beings can mobilize into their liveslabor, creativity for development and social progress Human resources play a roleimportant in socio-economic development, defensz and sccurilycountry, have an organic relationship and determine the effectiveness of differant types of other natural resources

2.1.2Young human resource

‘There are many different approaches to young human resources.Many authors in

resource development is to develop young labor force for enterprises, branches and localities "Thc main motive of the youth movement is to develop young people, or in other words, to develop young people in youth work," said author ‘Iran Van Mieu.Based on the concepls of humnan resources di

sion, the aulhor argues that in order lo give a view on the labor foree, it is necessary first to distinguish between young labor and young baman resources

= Young labor: Hirst of all is the hnman resources at the working age who are acting

in acordanec with ths Labor Code of the Socialist Republic of Victnam regulations and these workers are still in their early teensin the Youth Law Young labor is a part of the young human resources and regulaled fram 15 lo 30 years old

- Young human resources: As part of national human resources, they are aged from

0 to 30, whose the matured body, intellect, personality, ethics, idcals that allows themsclves and society to mobilize into a working, creative waydirect or long-term for the development and general progress of sociely

Insisting on the concept of young human resources

| Young husrant rescurces are a part of national human resaurces in general

| Young human resources aged from 0 to 30, including young and potential human resources and rescrves,

+The young mumpower is both a polenlial source of labor and a source of labor

At present, it plays an important role in the socio-cconomic development of the country.Lhe training of high quality human resources to meet the development of the landwater in the period of accelerated industrialization and modernization and international

inlegration as objective oÏ Vietnam

- Characicristics of young human resources:

+ Occupied the highes! percenlage of sovial workforce: Acwording to Ihe population statistics to April 2015, the number of people aged 0-30 accounted for63.8% off the

population in the country, this is the highest age group in the Vietnam populatin, so our

country is considered one of the countries with source slructureyoung manpower of the

world

16

| Ilave the age structure, components, objects most complex: age structure is

divided into several age eroups with diffcrent psychological and behavioral characteristics, depending on which approach one can divide the younger groups into For example, by age group, the human resources are divided as follows: 0-5 age group is kindergarlen age group, Groups 6-11 are elementary, 12-15 are middle school, 16-18 are high school; Groups 18-22 are students of middle schools, colleges and universities, The group of 22-30

‘year-olds is a group of laborers who work hard Or by the nature of labor, employment ean

be divided into two groups: young human resourees have not access to cmployment and

‘young human resources are directly involved in labor and production, Young human resources exis! in all sectors, vlasses and classes of society

| Lave health, wisdom, dreaming aspirations: ‘This is the period of the strongesi development in terms of health, physical strength, intelligence, competence, and personality; It also a period of learning accumulate knowledge, improve personality, physical strength, identify and seeking career, sel up, make up so allen have memy dreams and ambition resulting in the fiequently change of career

+ Ready to confront with difficult places, hardships and the latest scicntific ficld, From the psychological characteristics of the young and old: they usually like being

involved in aclivilies, the fair in society, heing adventurous, desire Lo dedicate and malure

| Make the most social products of all time: Youth group is the main force in all ficlds of production and business activities and especially in the ficld of recciving now science and technology, the Geld of fteezing human resources Being a work force that produces a lot of products for sociely in every age

| Personality is improving, lack of experience should be trained, fostered repularly Young human resourecs besides voluntccring, shock, volunteering arc recognized by society, but due to Iack of experience, they are susceptible to fluctuations, fall into agtraliem and social evils

2.L3Content of human resource development

Human resource development has been mentioned and rescarched by several authors, Nadler (1984) argues that human resource development and education are the same lenns "TIunan resource development is aboul enhancing the earning experience for a certain period of time to increase the opportunity to improve the performance of the work," the authors write, The International Labor Organization (ILO) mentiones that: “Human resource development encompasses a broader scope, not only as a skilled occupation ot as a training issue in gcneral, but also as a development Capacity and usc of that capacity in effective work, as well as in occupation and personal life."

From the point of view of "human resource is human capital", Yoshihara Kunio

said: "[Iuman resource development is investment activities to create human resources in

quantity and quality to mect the demand Socio-cconomic development of the country, while ensuring the development of each individual” So far, due to the different approaches, there should still bs many different understandings when discussing hnman Tesource development, Accordingly, the concept of the United Nations, buman resource development including education,training and using human potential to promote socio- seonotrie develaptrentand improvement of the quality oC human Fife

As described by Nghi (2010), Turan Resource Development is tơ inoroasz human values, both physical and mental values, both intellectually and mentally and professionally Humans become workers with new and higher qualities and qualities that mel the cnormous and growing demands of socio-economic development According ta the concept of author Tan (2010): Development is the process of enhancing the capacity of people in all aspects: physical strength, intellectual power, distribution, use, exploitation and distribution Most effective human resources through the system of division of tabor and employment for socio-economic development

From the point of view presented above, the author presents the concept of developing human resources of a country: the change of quantity and quality in human resources on the physical, intellectual, menlal strength along with the process of creatingchanges in the structure of human resources.In the most general sense, human resource development is the process of creating and takang advantages of human capacities

18

for socio-economic progress and personal perfection Therefore, it is fictional essentially about the quality of human resourecs and aspects of the socicty im a country’s human

3.1.4 Young human resource develapment

In the diatecticnt discourse, the concept of devetopment refers to the process of movement in the upward direction of things: trom lower to higher levels The world is rich

so there are many forms of development of things, phenomena in the field of society we

often cneounter the concept of “Development”, Development of revolutionary forces; develop human resources from the concept of the growth in human resource and characteristics of young human resources,

The concepl of young human resources development is as follows

The development of young human resources is the development of people, the development of young people, the care, training, training, use, creating conditions for

‘young gencrations to develop, Physically, mentally and psychologically, to mect the objective criteria and requirements of social mobilization

In the view of UNDP, the Hee components of human development are human, Iuunan and human This development must come to the future, that is the young generation,

It is therefore possible to identify the model for sustainable development of young human resources today, which should include the following elements

19

- Firstly, the development of mman resources is meant to strengthen the capacity and health of the young to participats fully in life, able to carry out high-productivity and

creative activities

+ Secon, the human resource development must ensure thal in al classes Everybody has the opportunity to receive a fair share of the resources due to the increase of the equality in opportunity

- ‘Third, human resource development is the guarantee of all cities Members in socicty have the opportunity to participate in devclopment, participation in the work and decide the processes that affect their lives

- Routh, the erent human resource development must ensure no irmaye Ubal affects

negatively affect future generations, whether it impacts social negativity, cultural

destruction due to some decisions and policies

2.1 5Standard to assess the young human resource

At present, each unit, agency, organization, mass organization applies specific

and computer skills, working conditions; participation in agency activities; participation in

research topios, three key criferia for the application of hnmen resources assessment ‘here

arc also a number of different aulhors' views on the critsria for evaluating hur resources based on specific arens, tasks assigned In order to make an overall assessment of the phenomena of research, the anthor applied the human resource assessment model in the

ASK sturly package

As Bloom (1956) introduced the initial development of ASK, with three main groups of capabilities:

* Attitude: emotional, affective (Affective)

* Skills: Manual or physical skills

+ Knowledge: belongs to the cognitive ability

to the characteristics of each enterprise

Qualities or attitudes often include the elements of receiving and responding to phenomena, valuing, priority values Qualities and behaviors reflect individual attitudes toward work, motivation, as well as the qualities required to take on the job well (Harrow,

1972) The qualities are also determined according to the job position

Interms of skills, it is the ability to perform tasks, tun knowledge into action Often the skills are divided into the main levels such as: imitation (observation and behavioral patterns), application (perform some action by following the instructions), manipulate

(more accurately with each situational), creative use (becoming a natural reflex) (Dave, 1975)

2

Within the scope of the thesis research, the author focuses on the criteria of intellectual ability to evaluate the young researchers’ human resources at the Victnam

Academy of Social Sciences

2.2L iterature review and reality in the criteria for young rescarchers

according to the international standard

Research ơn the development of young tuman resources in The research has a

common view: Vietnam is a country with a young population structure, the interest to

develop human resources is the top priority in the war the means of developing human resources in general On the development of human resources in general and al (he Victnam Academy ofSocial Sciences in particular, the authors focus on different aspects, such as the intellectnal, such as the quality of training, skills work, informatics, foreign languages

, psychology: tmorality, lifestyle, structure, ahoul work Tn cach artich

delves into a particuiar problem or study with a particular department As for the development of human resources for research of children according to international

cach shuly only

roscarehiers, thore arc no conercle and elcar results, Each unit and organization has ils own and separate standards, Therefore, a more systematic study is needed

14 Literature review

Researcher is an important human resource in the context of deep international integration, which is the factor oreating new creativity in order to comprehensively develop the national cconomy in gencral and in particular rescarcl Beld in particular

Based on the concept of human resource development, researcher standards are understood as the standard of performance of the researcher, according to Vu Manh Loi (2016) on "Teant Identification and Assesoment young researchers in Vietnam Academy of Social Sciences”, outlines the criteria to be met for researchers including foreign language

and computer skills appropriatc for cach position and lask assigned; warking conditions, participation in agency aelivitics, participation in rescarch iopies, number of scientific articles published and some other criteria, According to the above, Dr Canh Chỉ Dung (2015), has stnitied and set very specific criteria for scientific research staff of the National

University of [anoi as the standard for submission training, research capacity teaching and service delivery

According to the regulations of the Ministry of Science and technology through the

circular No 24/20] A/TTLT-BRIICN-BNYV, the slandards for scientific researcher inctuding

the tasks assigned in public units The minimum level of training required to achieve the level of research and the professional capacity

Accordingly, the researcher's criteria need to converge all three necessary factors, which must be the training level suitable to the particular rescarch branch, cnsuring the tasks as required by the unit and having the capability specialize

2.2.2 Reality in young researcher standard according to international standurd in particular research academies

Al press

1, young rescarchers al universities, research institutes, research cznlers,

non-governmental organizations , arc very large, The biggcst task of this human resource

is to concentrate on researching, creating new issues, building ideas, developing existing foundations and foundations lo create scientific and industrial products, Technology brings value to the sake of maintaining and developing the world,

For young researchers in the world, especially developed countries is a very important resource in the overall development of the national zconomy This amount of human resources contributes greatly to the overall scientitic achievements of the world, as well as the main research resources and prospects in the future

The number of yourg researchers al, universities around the world is huge, and

every university, institute, research institute etc has its own specific regulations and criteria

for young researchers, ‘This is in line with actual conditions, but no published scientific

research has yot been published, Bui among the rescarch units in the world, they set

comunon standards in tertus of qualifications, skills and health

2.2 3Reality of the young researcher criteria in Vienum Academy of Social Sciences

At present, voung cadres in the Academy of Social Sciences in Viemam account for arelatively high proportion By the end of 2015, Vielam Academy of Social Sciences has

997 young cadres who ara members af the Ho Chi Minh Communis! Youth Union with

279 male members, 678 female members and the proportion of union members with postgraduate qualifications, achieved nearly 60% (Report on preliminary work of the delegation, 2015) Over the past years, young staffs have been actively learning and

practicing and have tade imapertant coniribulions lo scientific tesearch as well as to scientific research at the units of the Academy of Sciences, Vietnamese Social Studies With the care of the leaders at all Jevels and the mentoring of previous generations, many young people have been involved in scientific research as chairpersons of grass roots topies, is the chairman, sccrctary and member of the ministerial level; is a scorctay and participant in state-level projects As a result, young cadres have gained a lot of knowledge and research skills and alse oblained important publications such as monographs and journals in reputable journals inside and outside the country,

Before the official grassroots level of the Institute was officially restored in 2013

the young researchers of Vierom Academy of Social Scicnees (or front 2008 to 2012) participated in various missions (sceretary, scerctary, surveyor, participant, ctc.), but not much, The number of young scientific researchers participating in the ministerial-level, stale-level and equivalenl-level rasearch projects is nol much, partly because at this st

the number of young researchers doing esearch in science is not large This is partly due to the fact that, at that time, young scientists did not receive much trust ftom experienced

sơicntisls (engaged in topics,

With Decision No 591/QD-KHXH dated March 24, 2013 of the Vietnam Academy

of Social Sciences detailing a number of articles in the Regulation on management of

crninars, confercnees, ele.) assigned to the topic managers

seientific activities on the tmplementation of the theme of mechanical At the Academy of Social Sciences in Vietnam, young researchers have the right to participate and lead the topac at the grassroots level wher:

+ Clause 2 of Article 2 requires thal the subject matter bs "Not duplicated with previous topics (only the moderators of the thesis are graduate students, PhD students are subjected to topic studies, master's theses and doctoral thesiss);

> Clause 1, Article 3 states that “the head of the rescareh project at the grassroots level should be given priority to young researchers, Individual direction is key In cases where a collective lopic is required, the research manager nmust be a principal researcher

and subrnil iLto a doctorate or a rasta who has gradualed three yours or more

Decision No 591/2013/QD-KILXII dated March 24, 2013 also set limits on the subject of this topic, creating morc conditions for you to study young Clause 2, Article 3 of

this Decision states: "Fhe person who is the head of the ministerial-level research project, the head of the Stale-tevel research project (statedevel research subject, Siale-level research project, Letter-writing, Nafosted topics, national key projects) shall not be the chairman of the grassroots project In certain cases, the President of the Vietnam Academy of Social Sciences will decide on the proposal of the head of the unit "

Decision 591/2013/QD-KHXH also specifics the level of finding for grassroots projects, thereby enabling young researchers to have more conditions (inchiding physical conditions) to focus murs on scientific research, in particular

+ Item 1, Article 5 states: "Funding allocated to the grassroots level scheme is allocated to the annual budget plan approved by the President of the Vietnam Academy of Soviat Scicnces (nol less than 30 % of the total finding for the implementation of armumal scientific rescareh tasks of the units, "

» Clause 2, Article 5 states: "“Kunds allocated to a grassroots project will depend on

the umber of grassroots level cadres aml the Lolal approved anual budget for the project's theme system, Accordingly, finding, for a grassroots level project by individuals is not Jess

than 20,000,000 (twenty million) With the theme of the collective, content and size of

funding decided by the Connell of Fundamentat Themes

So far, the Law on Science and Technology (Law No 29/2013/QH13) has been in

effact since Janmary f, 2014 as well as the Regulations on Scientific Activities of Vietnam

Academy of Social Sciences There are specific regulations on not allowing the project managers to participate in the topic of the Ministry and the State (not the manager), In other words, except for those who violate the regulations of each unit, no document stipulates thal young rescarchers arc nol allowed (o participate in the Ministry and State levet

Facilitating the participation of young researchers in the implementation of the grassroots project has provided the environment for young staff to improve their professional capacity and to be warmly welcomed by young staff

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2.2.4 Reality in the researcher standard af universities

For universities, the rescarch cnvironment is very diverse, young human resources

abundant with young research team in large numbers Vietnam National University, Hanoi

is one of the universities with the highest qualily Leaching staff and researchers in Vietnarn,

so the standards set for the faculty are well qualified to meet the rigorous requirements in the issue of training high quality human resources for the country,

‘The above mentioned features are clearly shown in the guide No 1206/L1D-

DBCLGD dated April 23, 2013 by Vietnam National University, Hanoi on criteria in research university Ihe objective of this document is to define the criteria for research

universily đeveloptuet in accordance with (he interualional standardivation andl integration approach, to quantify the criteria, as the basis for the Vietnam National University, Hanoi, the education and training institutions (universities, research institutes) members and

affitiated units analyze, cvaluate, position posilion lo identify the right development phim and investment priotitics; to promote the units to gradually develop standards of regional and international research university Accordingly, the criteria for research university assessment involve a lot of faculty members including:

- Percentage of scientific papers in lecturers,

- The average number of citations on the article

+ Number of monographs

- National products - Technology

- The mumber of scientific awards

+ Number of scigntists invited lo read reporls inviled at tational and international scientific conferences

- Proportion of trainers/learners

- Proportion of lecturers with doctoral or higher degree

- The number of international cooperation themes and programs with general international publicity,

- Proportion of intemational trainers

‘This document marks a new step: for the first time, Vietnam National University,

planning and developing trainers in the direction of the devetopment strategy of Vietnam National University, Hanoi

Vietnam National University, Hanoi also stipulates that the criteria for recruiting

lecturers should meet three main crileria: 2 doctoral degree specialized in recruitment requirements; have a level of English equivalent to B2 in the dtamework of the European retarence; have the ability to do scientific research (as the sole author or head of the article published in the scientific journals), commit to have scientific articles published on the conference proceedings or international conferences of the home publish the international standard ISBN or equivalent before the end of the first contract) (According to Guideline

No 2828II2-DHQGITN dated 20 Ime 2013, Decision 3768/QD-DIIQGIIN on

22/10/2014)

During this period, the requirements for the group of trainers participating in the

strategic lasks and international uaining programs conlinucd ta be adjusted and improved

in line with rescarch university standards and intcrnational standards, Thesc requirements continue to emphasize research achievements, forsign language proficiency, advanced leaching skills in foreign languages and advanced leaching methods (on websile of Vietnam

‘National University, Hanoi on the requirement of mechameal instructors, 22/12/2012), The standards of emulation and rewards of trainers still comply with Decision No 3S/CT-

HSSY, daled 23/5/2005, of Victnam Nalional Universily, Hanoi In addition, one of the

important policies implemented by Vietnam National University, Hanoi in recent years is the selection of typical research projects, the establishment of the Vietnam National

‘Universit y, Hanoi, the development fund for recognition and award for excellent international academic publications every year (website Vietnam National University,

Hanoi on international publication support, jan 11, 2013) some member universities of

Vietnam National Universily, Hanoi also implement, policies In encourage and toward lecturers with articles published in the prestigious international scientific jowmnal

In addition to the Vietnam National University, Llanoi, the public school district sets

standards for faculty membcrs based on the Ministry of Education standards and specific school standards

As such, the standard of university research facully twas always focused on the level

of professional training, farcign language proficiency and professional activity

2.2.5 Factors that affect the young researcher according to the international standard

For human resource development, there are always subjective and subjective factors that have direel or indirect itmpacts The international human resource development of

‘young researchers is also influenced by, among others, influencing fietors:

5 Linternationalized and globalized factors in research sector

Internationalism and Globalization: "Describes the description and interpretation of

social processes that transcend national boundaries" (Davies & Guppy, 1997) "Systems and rel

Rhoades, 2002)

‘Therefore, the definition of research standards by the Academy of Social Sciences

jouships are increasingly closer beyond the national boundaries" (Marginson and

should also be dirceted towards common standards, creating global, democratic, cooperative rescarchers who can Working in an intcmational cnvironment, In addition, when developing norms and standards, there should be reference as well as cooperation with international instilules in the region and outside the geographic area

2.2.5.2Macra environment and the fators of macro environment

- The macroceonomic environment, inclading the gonctal potitical anđ coœnornic situation of the country, along, with national regulations, rules and governance, greatly influences the early elements and the process of operation of the Vietnam Academy of Soviat Sciences National Tules and regulations are largely universal and apply lo all institutes Meanwhile, building a researcher requires large investments, the overall economic situation of a country must be firm, or a policy of focusing investment on the development of rescarch staff or rescarch development, As required by international research, new feasibility is ensured As a result, the development of international researcher standards requires the verification and analysis of relevant elements of the country's macro

regulatory mechanism to have a chance to develop researcher as required by international rescarcher The remaining institutes, with limited or unknown resourees, should contimuc to assert themselves, and it is difficult to develop researcher standards required by the inlermmtional researcher to require young human resources Thus, the s

development in particular The leader is the window between the Institute and the outside world, a leader (in line with the intemational researcher's requirements) that has the depth

affecting Determined to develop human resources in general, researchers

ance, Assisl in the

of knowledge, vision, clogance and most importantly the resi

implementation of development activitics will cnsurc that successful rescarcher development policies are implemented and implemented to meet the requirements of

inlernational researcher

- Financial resources and information and technology inttasteucture play an

important role in maintaining the operation as well as creating conditions for researchers to

have international products If these faclors are nol tel, the institutes will have to consider making international product requirements for researchers in particular and other criteria

that the researcher must meet

+ Work environment and academic cultuze: The working environment here is nol only a system of facilities (including separate research spaces, research fheilities, school systems, but also cultural influences in the workplace (culture in scientific thinking, ethics

in scicntific tescarch, expectations and norms m interactions among the academic community) (Pham Thi Ly, 2012), as well as access to national and international resources

A good working environment is essential 10 enable researchers to develop and utilize their ability to grow according to the necds of the institution This factor greatly influcnecs the realization of the researcher standard according to the international researcher requirement

and therefore, direclly infurnces the decision on the Igvel of each criterion

2.2 6Proposed set of criteria according to international standard

Rescarch is a high level of demand for human resources dircetly involved, need to focus on many factors objective and subjective With National Researeher standards to be achieved according to Circular Nu 24/2014/TTLT-BKHCN-BNV of te Minisuy of Interior Regarding national researchers, the author proposed to set up a set of criteria within the research scope of the thesis wath 1S criteria on three criteria for professional competence, research eapacity and ability to undertake tasks as shown in Vable 2.1:

Symbol

Table 1 Young researcher criteria as required by international standard

Foreign language

Researcher must hold a master degree at least

Foreign language fluency in 4 skills (listening, speaking, reading and writing) according fe intermational standard

VASS;Ministry of Science and Technology, Vietnam National Universily, Hanoi

VASS;Canh Chi Dung (2015)

Researcher must hold supplement certificale under

Canh Chỉ Dung (2015)

Standard 1.5 | Research experience Have at lcast 3 years expericnee in rescarch ficld Canh Chi Dung (2015)

II — Professional capacity criteria

Contents, methodology, information process, results i

Standard2.1 evaluation and technology acquired of the research wo 8), Costa & Oliveira

which has been approved by the domestic committee | 012):

` Professional | Ability to conduet research and to apply the results | Canh ChiDung 2015), Vietam

capacily into reality ‘National University,anai

Slandard2.3 Ability to establish and present the scientific reports,

attendance of the scientific conferences in research arca and have at Teast 01 roscarch projet publishad in the international scientific newspaper within | year VASS:Ministry of Science and

Tocknology

3