Purpose of the research Propose several solutions on management of competency-based intermediate vocational training towards employment to improve the quality and the training efficien
Trang 1MINISTRY OF EDUCATION AND TRAINING INSTITUTE OF EDUCATION SCIENCE OF VIETNAM
-
NGUYEN THI THANH BINH
MANAGEMENT OF COMPÊTENCY – BASED INTERMEDIATE VOCATIONAL TRAINING
Trang 2Finalized at INSTITUTE OF EDUCATIONAL SCIENCE OF VIETNAM
On … Month … Date … Year
The thesis can bi found at :
- The National Library
- The Library of Viet Nam Institute of Educational Sciences
Trang 3PREFACE
1 Rationale
Since 2000, Vocational Education and Training (VET) in Viet Nam has payed attention to social need – based training, training reforms including the implementation of competency – based training (CBT) in order to link training and employment However, the training program in general and the intermediate level in particular is still mainly structured according to the subjects, heavy on knowledge, light on practice, not follow the CBT approach - considered flexible and work-oriented to meet diverse needs of learners as well as employers
Annual enrollment based on the ability of the schools but not close to the labor market needs, so it is not consistent with the law of supply - demand and leads to the situation that a part of graduates have not found jobs and the training effectiveness is reduced
The main cause of the above situation is that the VET institutions have not yet managed intermediate level training according to the law of supply and demand of labor market Resolution 29-NQ/TW stated: "Management
of education and training is weak" and also set out the task:
"Fundamentally renovate education management, , emphasize the quality” With the above reasons, the author decided to choose the topic
"Management of competency-based intermediate vocational training towards employment”
2 Purpose of the research
Propose several solutions on management of competency-based
intermediate vocational training towards employment to improve the
quality and the training efficiency, meeting the demand for intermediate level human resource development in the future
3 The subject and object of the research
3.1 Target of the research: Competency-based intermediate
vocational training towards employment
3.2 Object of the research: Management of competency-based
intermediate vocational training towards employment
4 Scientific hypothesis
Currently, training management at intermediate level has not followed the law of supply - demand of the market, so training is both redundant and insufficient; outputs and outcomes have not met the employment
requirements and labor market Therefore, if management of competency – based intermediate vocational training towards employment is implemented within appropriate solutions, from the inputs management, process management to outputs/outcomes management in connection with labor market demands, then the quality and effectiveness of training would be improved
5 Research tasks
Trang 4(1) Identify the theoretical foundations on management of based intermediate vocational training towards employment;
competency-(2) Evaluate the current situation of intermediate vocational training in Viet Nam and current situation of management of competency-based intermediate vocational training towards employment;
(3) Propose solutions on management of competency-based intermediate vocational training towards employment
6 Research scope
6.1 Research content
The thesis focuses on organization and management methods; solutions on management of competency-based intermediate vocational training towards employment to enhance the quality and efectiveness of training and employment – oriented
6.2 Site research
The thesis conducts the survey on training management at intermediate vocational level of 13 VET institutions including 4 intermediate secondary schools and 9 colleges These institutions are evenly distributed in the North - Central - South (05 institution in the North, 03 institutions in the Central and 05 institutions in the South)
6.3 Targeted audience for survey
The thesis collected opinions from 1.365 people in which, 181 administrators, 424 teachers, 322 learners, 272 graduates and166 employers
7.1.2 CIPO – based approach
Based on CIPO model, training management is structured by 3 groups: Input (I-Input), process (P-Process), output/outcomes (O-Output / Outcomes) under the impact of context (C-Context)
7.1.3 Historical/logical approach
Training management must be consistent with certain historical contexts When the historical context changes, management methods, processes and measures will be renewed accordingly However, the introduction of a new method, process or measure does not mean a new construction but must have inherited from the achievements
7.1.4 Competency-based training
Trang 5Human resource training must shift from content approach to target approach, taking output as a goal, towards forming the necessary professional competencies for learners so that they can perform the task of job according
to occupational standards and have the opportunity to find a job
7.1.5 Market-based approach
In the market mechanism, education must be managed and operated in accordance with the law of market supply and demand to meet customer requirements and to improve the quality and effectiveness of institutions Therefore, the study proposes solutions on management of competency-based intermediate vocational training towards employment must also follow the rules of the market
7.2 Research methodology
The author used theoretical research methods of collecting, analyzing, synthesizing documents related to the thesis and practical research methods such as: survey methods, questionnaires, expert methods, mathematical statistics, summarizing practical experience and testing methods
8 Viewpoints needs to be protected
- Competency-based intermediate vocational training towards employment will create necessary professional capacities and create conditions for graduates to find jobs in the right fields, sustainable jobs and improve career development
- Applying CIPO model to manage training from input (enrollment, curriculum, teachers, facilities), teaching and learning process to evaluation
of output/outcomes under the impact of market economy
- Reforming management of competency-based intermediate vocational training towards employment at VET institutions is necessary to gradually improve the quality of training to meet employment needs
9 New findings of the thesis
Based on CIPO training model, built the theoretical framework for management renovation of competency-based intermediate vocational training towards employment
The survey showed that there have been some shortcomings remains
in the training and management of competency-based intermediate vocational training towards employment
The author proposed some training management processes such as: management process for identifying the for demand; enrollment management process based on job demand; management process of the curriculum development based on job demand; management process of training and fostering teachers; management process of new teachers recruitment; management process of the integrated lessons compilation; process of establishing a job recommendation and consultancy team; management process of cooperative relationships between school and employers
Trang 6The author built a competency framework for training program of Marketing job at the intermediate vocational level, proposed 06 solutions
on the management of intermediate vocational level human resource training
The author experimented one of solutions The results of scientific experiment showed that the proposed solution not only met the theoretical requirements of management science but also met practical demands with high possibility
10 Structure of the thesis
Apart from the introduction, conclusion, recommendations, a list of the author's research works, references, appendices, main contents of the thesis are structured in 3 chapters:
- Chapter 1: The theoretical foundation on management of competency-based intermediate vocational training towards employment
- Chapter 2: The current situation on management of based intermediate vocational training towards employment
competency Chapter 3: Solutions to management of competencycompetency based intermediate vocational training towards employment
CHAPTER 1 THE THEORETICAL FOUNDATION ON MANAGEMENT OF COMPETENCY – BASED INTERMEDIATE VOCATIONAL TRAINING
TOWARDS EMPLOYMENT 1.1 Overview of the research topic
1.1.1 Research on competency - based training
1.1.1.1 Overseas studies
- William E Blank (1980), Fletcher S (1991), Worsnop, Percy J
(1993), Tom Lowrie (1999), Serge Côté (2012), Ayonmike, Chinyere S.,
Noel Kufaine và and Nancy Chitera (2013), Okoye Michael (2015) mention institutional framework of competency – based training, structural characteristics of competency – based training, building competency standards linking with occupations to form the competencies for learners, the role of teachers, facilities, the role of learners when moving to the competency-based training as well as the way to build a competency - based training framework, implement and develop competency-based training program
1.1.1.2 Domestic studies
The domestic experts have studied the module of occupractice skills applied in Vietnam; main contents in vocational training management, curriculum development, teaching, capacity building for learners as well as examination and evaluation in competency – based teaching
1.1.2 Research on employment – oriented training
1.1.2.1 Oversea studies
Trang 7- UNESCO (1997), UNESCO-ILO (2002), Astha Ummat, Buning, Frank Schnarr, Alexander (2009), Zafiris Tzannatos và Geraint Johnes (1997), Lisbeth Lundahh và Theodor Sander (1998), Rita Nikolai và Christian Ebner (2011), Chana Kasipar and colleagues (2009) studied on the enhancement of linkage between VET and the world of work, the role
of industry in the linkage between training and employment, the analyse of benefits of schools and industry in training cooperation and solutions on the enhancement of linkage between training and employment
1.1.2.2 Domestic studies
Nguyen Minh Duong, Phan Van Kha carried out a research into the linkage between training and employment through modules – based vocational training, impacts and principles in building the cooperation of training and human resource utilization
1.1.3 Research on management of competency-based intermediate vocational training towards employment in vocational education and training
1.1.3.1 Oversea studies
Richard Noonan (1998), Vladimir Gasskov (2000), Serge Côté (2004), Geogre Predley (2009), OECD (2011) and other authors mentioned ways to manage human resources in VET meeting social needs; solutions on improvement of the linkage between training and employment
1.1.3.2 Domestic studies
Studies of Do Van Tuan (2010), Tran Trung (2013), Nguyen Phuc Chau (2010), Nguyen Thi My Loc (2010) and some doctoral thesis proposed solutions to develop vocational training to improve the quality of human resources; training management at vocational schools to meet social needs; indicate trends of VET development and propose new models of vocational education schools in the context of Viet Nam
Concerning the training management job-oriented at intermediate level, studies of authors: Dang Xuan Hai (2010), Nguyen Duc Tri (2010), Phan Van Kha (2007), Dao Thi Le (2017), Doan Nhu Hung (2018), Le Dai Hung (2018) emphasized the change management of schools in accordance with the training philosophy and labor market
In summary, many authors have studied on training and management
employment, however, there have not been any research that analyzed the linkage between training and employment; job-oriented intermediate level training management models as well as specific solutions on management
employment Therefore, it is necessary to have a new research direction to contribute to management of competency-based intermediate vocational training towards employment
1.2 Basic concepts
Trang 81.2.1 Intermediate level
1.2.2 Training management
1.2.3 Competency approach
1.2.4 Employment – based training
1.3 Role of intermediate level human resources
Currently, among trained workers with degrees, the proportion of intermediate – trained workers is a higher than college – trained workers in all sectors This fact shows the great role of intermediate-level human resources in the economic sectors of our country Besides, by 2030, when the labor force working in the whole economic sector is expected to be about 70 million people, the total estimated population of the country is 105 million and the trained labor force is about 56 millions of people, the human resources of the vocational training system are expected to account for about
48 million people, equivalent to 85.7% of the total number of trained personnel, the human resources at the intermediate level in the next 10 years are still considered as the core manpower of VET when trained workers gradually replace unskilled workers
1.4 Competency – based training towards employment
1.4.1 The philosophy of training
1.4.1.1 Learn to master job-tasks, to get a chance to find a job
1.4.1.2 Occupational standard is a measure of the proficiency in the job 1.4.1.3 To be proficient in the job, there are certain conditions
1.4.2 Principles of training
1.4.2.1 Training must come from occupational standards
1.4.2.2 Publicize criteria, evaluation criteria and implementation conditions to learners
1.4.2.3 Proficiently learn each ability before moving on to other competencies
1.4.2.4 Pay attention to the results, care less about time
1.4.2.5 Facilitate learners at their own pace and ensure the necessary conditions for implementation
1.4.2.6 Competency - based assessment
1.4.3 Characteristics of training
1.4.3.1 Output oriented - practice capacity
1.4.3.2 Employment – based enrollment
1.4.3.3 Training process orgnization
1.4.3.4 Output/outcomes evaluation
1.5 Some training model
1.5.1 Process training model
Trang 91.5.2.1 Training needs identification
1.5.2.2 Training planning and designing
1.6 Applying the CIPO model to management of based intermediate vocational training towards employment
The author applies the CIPO model to management of based intermediate vocational training towards employment This model is generalized as shown in Diagram 1.1
1.6.1.3 Training program development management of based intermediate vocational training towards employment: It is
competency-necessary to manage the identification of objectives/learning outcomes of curriculum, content and modules – based structure design of curriculum
1.6.1.4 Management of teaching facilities and training equipment to competency – based training: Competency – based training requests
facilities and equipment is relevant with the professional environment at the job position so that graduates can easily integrate with the world of work The equipment must be of all types, in sufficient quantity and
industry production) to conduct learning activities as required by the training program
1.6.1.5 Financial management: Finance assures training activities in
the schools, so financial management is necessary
Trang 10Diagram 1.1 Applying the CIPO model in management of
competency-based intermediate vocational training towards employment 1.6.2 Teaching process management
1.6.2.1 Teaching process organization management: Including tasks:
Select teaching process organization types; assign teachers; arrange teaching facilities and training equipment to implement training courses; organize the teaching based on job tasks; organize modules - based training
1.6.2.2 Teaching activities management: Including tasks: manage the
preparation for teaching and learning activities; manage the performance of teachers' lectures
1.6.2.3 Learning activities management: Including tasks: manage
learning activities in class and manage outside-class learning activities
1.6.3 Output management
1.6.3.1 Evaluation and granting certificate and degrees
1.6.3.2 Job consultancy for graduates
1.6.3.3 Collection of feedback management
1.6.4 Impact of context on management of competency-based intermediate vocational training towards employment
1.6.4.1 Political and socio-economic context
1.6.4.2 Policies
Process management
- Teaching process management
- Teaching activities management
- Job concultancy and
Employment
- Demand of labor market
- Competencies of graduates meeting job requirements of labor market
Trang 111.6.4.3 Labor market
1.6.4.4 Progress of science and technology
1.6.4.5 Globalization, international Integration
1.7 Experience of some countries in the world on the based intermediate vocational training towards employment
competency-Experience of Québec's Vocational and Technical Training System, dual system of the Federal Republic of Germany; Australian vocational training experience, Japanese KOSEN training model and Philippine vocational training system show that VET in developed countries is closely linked to employers/ enterprises, training in association with industry needs and helps learners get jobs right after graduation From this experience of countries, Vietnam's VET needs of the labor market; strengthen soft skills training to quickly help learners work in a globalized environment, promote the establishment of close relationships between the three parties: the State
- the School - Employer to monitor and regulate human resource training according to the labor supply and demand law of the labor market
CHAPTER 2
THE CURRENT SITUATION ON ON MANAGEMENT OF COMPETENCY – BASED INTERMEDIATE VOCATIONAL TRAINING
TOWARDS EMPLOYMENT 2.1 An overview of intermediate level human resource training in Vietnam
2.1.1 Network of VET institutions providing intermediate level training
As of December 2017, there were 1,974 VET institutions all over the country, of which 551 intermediate vocational schools accounted for 27.9%
of the total, and nearly 400 colleges and other institutions implementing intermediate level training The network of VET institutions for intermediate level is widely distributed throughout the country and belongs to many different management agencies and units The institutions tend to have multi-disciplinary and multi-job training; open and flexible training methods to meet the people's vocational training needs
2.1.2 Enrollment of intermediate level
Admissions data for 2011-2016 show that in 2011-2015, the number of students enrolled in intermediate level is over 300 - over 400,000 people
Trang 12Particularly, in 2016, the number of enrolments has decreased (284,600
people) but still about 30% higher than the college level
2.1.3 Regarding to the current intermediate training
MOLISA has issued Circular No 09/2017/TT-BLĐTBXH dated March 13, 2018 on organizing the implementation of the intermediate and college level training program according to the school year or by the method of modules or credits accumulation; regulations on test, examination and graduation recognition With this regulation, there are two methods for the schools Most schools are still conducting training in subjects, school year They have not yet strongly implemented the form of training according to the modules - based training approach which is flexible to create maximum conditions for learners to change their careers
2.2 Survey to assess the current situation
2.2.1 Survey purpose
The purpose of the survey is to collect information, detect and assess the status of training and management of competency-based intermediate vocational training towards employment at VET institutions
2.2.2 Subjects and survey criteria
Subjects for surveying include: managers, teachers, students, ex- student
of 13 VET institutions providing intermediate level training and representatives
of employers
2.2.3 Survey content
- Survey on training: Input factors, teaching process and output factors of
competency – based intermediate vocational training towards employment
- Survey on the management of competency-based intermediate
vocational training towards employment including managing inputs, managing the teaching process according to Employment-oriented competency, output management work-oriented; impact of context affecting the competency-based intermediate vocational training towards employment
2.2.4 Survey methods and processing survey results
Surveys are conducted by questionnaires The questionnaire shall be cleaned before entering the data
Trang 13input capacity of learners, however, schools need to promote enrollment based on surveying the job demand of the labor market and classifying learners
2.3.2 Situation of training program development
Regarding the development of the training program, schools implement many forms of training program development However, they have not yet focused on the development of training program towards outcomes Besides, the training program is still focus much on theory and less on practice, also content on soft skills has not been focused in the curriculum
2.3.3 Situation of teaching capacity and the need of improving the competency of teachers
The ability of teachers to communicate with students is most appreciated The next is the capacity to use information technology in teaching However, teachers are still weak at teaching and integrating theory with practice, using active teaching methods as well as modern technical means in teaching
2.3.4 Situation of facilities and teaching equipment
Basically, the facilities and teaching equipment meet the training level quite well However, the level of modernity compared to the requirements
is underestimated
2.3.5 Situation of teaching activities
This survey shows that teachers are very conscious in preparing lectures in the teaching process; most of the traditional and basic teaching activities are regularly performed However, active teaching and integrated
teaching activities are not implemented
2.3.6 Situation of student achievement assessment
Regarding the assessment of students' learning outcomes, teachers still use traditional assessment methods that have not evaluated learning outcomes according to the competencies required for job
2.3.7 Situation of the relationship between the school and the employer
VET institutions coordinate well with employers to organize graduation exercises for students However, most of the relevant criteria such as the connection between the school and the establishment employing employers in consulting and job introduction for graduates, developing the training program, sending experts to teach, receive students
in internship and support teachers to practice skills at the employers' premises which are not performed well
2.3.8 Situation of the quality of intermediate level training compared to the job requirements
Regarding the quality of intermediate-level training compared to the job requirements, the criteria of occupational skills, foreign language capacity and informatics support work of students are still limited