Summary of PhD thesis on Education science: Management development programme is based on relations approach of college and businesses in Dong Nai

Development prorgamme is based on relations approach of College and Businesses in Dong Nai. Management development prorgamme is based on relations approach of College and Businesses.

MINISTRY OF EDUCATION AND TRAINING

VIETNAM INSTITUTE OF EDUCATION SCIENCE (VNIES)

LE ANH DUC

MANAGEMENT DEVELOPMENT PROGRAMME

IS BASED ON RELATIONS APPROACH

OF COLLEGE AND BUSINESSES IN DONG NAI

Major: Educational Management

Code:9.14.01.14

SUMMARY OF PhD THESIS

ON EDUCATION SCIENCE

Hanoi, 2019

Finalized at VIETNAM INSTITUTE OF EDUCATIONAL SCIENCE

Scientific supervisors:

1 Prof.Dr Sc Nguyen Minh Duong

2 Dr Phan Chinh Thuc

On … Month … Date … Year 2019

The Thesis can find at:

- The National Library

- The Library of Viet Nam Institute of Educational Sciences

PREFACE

1 Rationale

Although the quality of our country's human resources has recently been improved, labor productivity is the lowest in the ASEAN region and the gap is still widening

Annual report on assessment of provincial competitiveness PCI annually assesses and assesses businesses about the quality of trained labor, the latest data

in 2018 when surveying more than 11,000 Businesses, there are 71% of Businesses considers that the quality of technical human resource training meets a part of the requirements, 67% said that it does not meet the requirements, and at the same time, the Businesses present difficult to recruit technical workers, but after recruiting workers often change job, leaving jobs discouraging Businesses

One of the major reasons is "The curriculum, teaching methods, exams, and

evaluation are slowly being renewed… The Colleges are not closely associated with economic and social life, and have not yet strongly shifted to social needs”

Currently Colleges in Dong Nai have not paid enough attention to managing the training program development, many Colleges are organizing backward prorgamme, focus in making curriculum, heavy theoretical frameworks, far from practice, not updated with scientific and technological advances because there is

no participation of Businesses, so they have not met the requirements of Businesses as well as the society From the above reason, the author chooses the research topic "Management development programme is based on relations approach of College and Businesses in Dong Nai”

2 The research purpose of the thesis

Building theoretical and practical basis to propose management solutions which follow development prorgamme is based on relations approach of College and Businesses in Dong Nai to contribute and improve the quality and efficiency of training, satisfy the huge demand for human resources development of Businesses

3 Object and subject of the research

3.1 The object of research: Development prorgamme is based on relations

approach of College and Businesses in Dong Nai

3.2 The subject of research: Management development prorgamme is based on

relations approach of College and Businesses

4 Scientific hypothesis

Currently, most of Dong Nai colleges are deploying management prorgamme under the framework program of the Govevment, lack of coordination with the Businesses so does not meet the demand for sustainable development of the Businesses in province

If it is proposed and implemented the management solutions to develop the programme based on the relations approach of College and Businesses, it will

improve the quality and effectiveness of training, overcome the redundancy situation and lack of labor of Businesses in this time

5) Content and research coverage

5.1 The content: (1) Research on theoretical basis for management development

prorgamme; (2) Assessing the current status of management and development prorgamme based on relations approach of College and Businesses in Dong Nai; (3) Proposing management solutions to develop prorgamme based on relations approach of College and Businesses in Dong Nai; (4) Testing the necessity and feasibility of 05 proposed solutions; (5) Testing 02 solutions to prove the correctness of the scientific hypothesis

5.2 Research coverage: Survey 330 managers, teachers, and 500 former students

of 11 Colleges and 200 managers and engineers of 40 Businesses in Dong Nai province Database from 2010-2015, and 2016, 2017

6 Research methodology

6.1 Accessing method: The thesis has applied market access, development

access, historical access, connected access and relations approach of College and Businesses

6.2 Researching method:

The thesis has used research methods: theoretical research, investigation, questionnaire survey, interview, summarizing the experience, testing, and mathematical statistics

7 Place of doing research

Vietnam Institute of Educational Sciences (VNIES) and Dongnai College of High Technology (DCoHT)

8 Defense theses

- Theses 1: Determining training needs is the starting point of training in a market economy Therefore, applying the training model base on the cycle consists of 4 steps: Determining training needs; Planning and designing prorgamme; Implement training and evaluate training results and use the basic functions of management to manage the development of prorgamme to meet the needs of Businesses and learners are appropriate

- Theses 2: To meet the needs of Businesses's human resources, the output standards of the training program must come from professional standards Therefore, applying the DACUM method to develop objectives and select the content of a training program is necessary

- Theses 3: Simultaneous implementation of solutions: Establish a specialized team for development programme; Train to development programme members based on relations approach of College and Businesses; Develop a coordination mechanism between College and Businesses for management development programme; Develop criteria and indicators to evaluate the management development programme is based on relations approach of College and

Businesses; Set up 2-ways information system between College and Businesses in determining training needs will contribute to innovating the Management

development programme is based on relations approach of College and Businesses

in Dong Nai

9 New contributions of the thesis

-Theoretical aspect: Applying the Circular Training Model and base on the

functions of management, the thesis has built a theoretical basis for the management development programme is based on relations approach of College and Businesses in Dong Nai

-Practical aspect: The thesis assesses the situation of developing prorgamme

and managing prorgamme, discovering the strengths and weaknesses in managing the development prorgamme to meet the needs of human resource development of the Businesses in Dong Nai On that basis, 05 solutions for the management development programme is based on relations approach of College and Businesses

CHAPTER 1 THE THEORETICAL FOUNDATION FOR MANAGEMENT DEVELOPMENT PROGRAMME IS BASED ON RELATIONS APPROACH OF COLLEGE AND BUSINESSES 1.1 Overview of the research topic

1.1.1 Research on development programme is based on relations approach of College and Businesses

-Overseas research: The first time, Bobbitt F (1918) wrote The Curriculum

The Curriculum being collecting many action of workers, thereform all education scientists continous had been researched to developed a curriculum In from now, education scientists have got alot of develop the curriculum thesis, consist of:

Curriculum Development: Theory and Practice, Hilda Taba (1962); Developing Modules for Technical and Vocational Education của UNESCO (1985); Modular Design in TAFE courses, Donnel O (1978); Competency –Based Education and Training, Roger Harris, Hugh Guthrie, Barry Hobart and David Lundberg (1995);

GAIN Vocational Instructors Manual for ASEAN (2016), JAVADA-Japan All

that thesis presented or concern development curriculum and organization for

modular design, competency training

-Domestic research: Develop a curriculum based on the module of connecting

between levels (1994), Nguyen Minh Duong and Nguyen Dang Tru; Development

of university curriculum (2004), Lam Quang Thiep and Le Viet Khuyen; Design and develop a curriculum base on output standards (2012), Doan Thi Minh Trinh

(Editor); Develop a university-oriented curriculum output standards (2014) Nguyen Thanh Son; Developing teacher training program - Theoretical and

practical (2013), Pham Hong Quang; Develop and manage the development of

curriculum to meet the social requirements (2015), Nguyen Tien Hung All that

thesises concern about the development curriculum based on interconnection module with levels to meet social needs

1.1.2 Research on management development programme is based on relations approach of College and Businesses

-Overseas researches: The Mananging TVET to meet Labor Market Demand

(2009), R.Noonan concern managing the training programs based on the law of

supply and demand to meet the labor demand of labor market; Linking Vocational

Training with the Enterprises-Asian Perspectives (2009) Se Yung Lim and

colleague determine managing training programs necessity has coordination mechanism between TVET and Businesses The coordination mechanism is bridge college with businesses but it isn’t ”uniform” for all colleges and

Businesses; A handbook for Training Srategy, Sloman M (1994) determine the

Circular Training Model, start his theses: In labour maket, determining training needs is the starting point of training in a market economy Therefore, applying the Circular Training Model consists of 4 steps: Determining training needs; Planning and designing prorgamme; Implement training and Evaluate training results

- Domestic resaerches: Development and management development curiculum

(2008), Nguyen Vu Bich Hien; Management trining of vocational schools toward

on social demend (2013), Nguyen Thi Hang; Management joint training between vocational training institutions with enterprises in Ho Chi Minh City (2014),

Nguyen Phan Hoa; Development and management development curiculum for

social demand (2015) Nguyen Tien Hung; Management of training linkage between vocational colleges and enterprises in Vinh Phuc to meet manpower developing request (2015), Nguyen Tuyet Lan All thesises concern management development curriculum or training programs toward social demend, relations with businesses for training

1.2 The concept

1.2.1 Management

Management is the process of managing the subject to the management object to make the organization operate to achieve the purpose of the organization through the functions of Planning, Doing, Steering, and Inspection, evaluate

1.2.2 Programme

This thesis uses the concept: The programme is a training program that starts from determining training needs, planning and design training, training deployment and evaluate the results of the prorgamme, training create The term curriculum is understood with the concept of "curriculum content"

1.2.3 Develop a programme

Development programme is the process of innovating prorgamme starting from determining training needs, planning and design training, training deployment and

evaluate the results of the prorgamme to meet ever-changing manpower needs of Businesses and labour market under the impact of scientific and technological advances and manufacturing

1.2.4 Manage and develop a programme

It is the impact of the management entity to the management objects base on the management functions to implement management of development programme

from determining training needs, planning and design training, training deployment and evaluate the results of the prorgamme results to meet the needs of human resources for Businesses and the labour market base on the law of supply- demand

1.2.5 Access to College and Businesses relations

It is a process of two parties actively working together, interacting with each other and moving forward to cooperate in developing prorgamme for the benefit

of both parties from the determination of training needs, design, and conduct prorgamme and evaluation of prorgamme

1.2.6 Subjects of management development programme is based on relations

approach of College and Businesses

The principal is the subject of managing prorgamme, mobilizing Businesses to participate in all or some activities of developing prorgamme and managing prorgamme depending on their capabilities and conditions of Businesses

1.3 Some training models

1.3.1 Training model base on the process

Training is a process, starting from the inputs including matriculated students, teachers, the content of prorgamme, facilities, teaching equipment till the process

of teaching and output factors include graduated students, the graduation rate of students who find jobs and advance in their careers

1.3.2 CIPO model

Base on this model, the training process includes input elements (Input), teaching and learning process (Process), output (Output/Outcome), and also need

to pay attention to the impact of the economy - society (Context)

This model has many contents such as the training model base on the process that

is concerned with the context, but the context has many elements and wide coverage, so it is difficult for vocational education institutions to identify training needs of Businesses

1.3.3 CDIO model

The CDIO model consists of four elements, which are also four stages: Conceive, D-Design, I-Implement and O-Operate From the idea, students design and implement but in current conditions at Businesses, the outcome standards of college and intermediate level prorgamme require more practical skills than ideas thought

C-1.3.4 Circular Training Model

Taylor H (1991) and Sloman M (1994) introduced a Circular Training Model

from the point of view "In the market mechanism, determining training needs is

the starting point of training" This model consists of 4 stages: Determining

training needs; Planning and design training; Training deployment; Evaluate the results of the prorgamme All 4 elements make a circle, the elements are closely connected to serve the College and Businesses in the process of coordination

Figure 1: The Circular Training Model

1.4 Development prorgamme is based on the Circular Training Model add relations approach of College and Businesses

The Circular Training Model has the following advantages: Taking the

identification of training needs as the starting point of training, following training management in a market economy This model also refers to the input conditions such as enrollment, the content of prorgamme, teachers, facilities and teaching equipment, organizing the implementation of the teaching and mentoring process

to the output, evaluate the results of the prorgamme With the above advantages,

the thesis applies the Circular Training Model to build a theoretical basis for

Management development programme is based on relations approach of College

and Businesses including the following contents:

1.4.1 Determining training needs

Training needs include training quality, quantity as well as occupational structure and qualification of human resources required by Businesses and the labor market in the present as well as soon Identify training needs including the collection and processing of information on the labor needs of the labor market and the Businesses In particular, with the technology revolution 4.0, many jobs

will be lost and many new jobs will appear so identifying training needs will be extremely important and necessary

1.4 2 Planning and training design

-Training plan: After determining the training needs, the College needs to plan prorgamme The plan includes expected object, number and time of enrollment for prorgamme; Determining the training duration of the courses; Arranging resources for prorgamme including assigning teachers to teacher prorgamme Prorgamme can also be conducted between Colleges and Businesses

-Training design: includes the following tasks: Formulating objectives/output standards for prorgamme, selecting training program content and designing training structure and content In order to carry out the above tasks, it is necessary

to organize occupational analysis at the positions of Businesses under DACUM method to determine the duties, tasks that workers need to have performed daily in the course of practice and analyze tasks to determine the capabilities that employees need to base on that, determine the objectives and content of the training program

1.4.3 Training deployment

Training includes the following: Career guidance and career counseling for secondary and or high school students, enrollment for prorgamme; Evaluating the input capacity and class division and occupation for matriculated students; Implementing the teaching process for courses; Organize graduation exams, assess and award diplomas for graduates

1.4.4 Evaluation of training results

-Evaluate the quality and effectiveness of prorgamme: Evaluate the rate of graduates achieving good, fair, average and weak grades Evaluate graduation rates and student training costs of prorgamme and assess the rate of graduates finding jobs along with their career advancement

-Evaluate the organization of prorgamme: After prorgamme are completed, all prorgamme must be evaluated to draw experience for the following prorgamme

1.5 The relationship between College and Businesses in development progaramme

The relations between the College and the Businesses is a “causal relation”

(cause-result), which is the premise for the other party to develop Training and using human resources have a close relations with each other, first of all, the relations between supply-demand

1.5.1 Principles for the sustainable development of the relations between Colleges and Businesses

-Voluntary principles: It is important to decide the sustainable development of the College and Businesses coordination is the willingness of both parties There are no legal regulations that can be imposed, compulsory colleges and universities must coordinate with each other in developing prorgamme

- Principles of equality, both sides benefit: Businesses are businessesmen, their goal is to maximize profits, so Businesses will not participate in any training activities when they have not seen training to meet their manpower needs

- Principles to ensure the implementation of the mission and mission of each party: The coordination between the College and the Businesses to develop the training program should be placed in the common requirements of both parties, must not affect the performance of each party's duties

1.5.2 The content and benefits of coordination between Colleges and Businesses in development programme

1.5.2.1 The content of cooperation between Colleges and Businesses in development programme

The main contents that the College and Businesses can coordinate with each other in development prorgamme include:

-Determining training needs: Colleges and Businesses need to coordinate with each other in determining training needs because more than anyone else, Businesses understands their training needs;

-Planning and design training: College and Businesses cooperated in planning and designing training to mobilize resources of both parties for training Training design includes: (1) Developing objectives/output standards and selecting the content of prorgamme; (2) Estimating the duration and resources for prorgamme; (3) Expected object, number and time of enrollment for each training program -Training deployment: including enrollment, selection of training methods, organization of teaching process, assessment of learning outcomes of learners; -Evaluate the results of prorgamme: including assessing the quality and effectiveness of prorgamme and assessing the organization of prorgamme

1.5.2.2 Benefits from College and Businesses coordination in development programme

The relations between College and Businesses brings the following benefits:

-For Colleges: (1) Obtaining training program with output standards to meet the

human needs of Businesses; (2) More resources, especially human resources with high vocational skills and modern and expensive teaching equipment which are not available at College to improve the quality of training; (3) Businesses's experienced teachers, able to enrich their lectures with practical experience activities when connected to the world of work; (4) Improve the rate of graduates finding jobs, contributing to improving the effectiveness of training and asserting the College's name

-For Businesses: (1) Have the opportunity to monitor and select good students

who can stick with their work, have the real capacity following Businesses's requirements, improve labor productivity; (2) Saving recruitment costs, retraining costs; (3) Increasing the supply of the workforce to meet the requirements for skills and working attitudes; (4) There is a contingent workforce to perform

production tasks that are appropriate to students' internship needs in Businesses, contributing to reducing production costs; (5) Increase brand through contribution

to education and training

-For students: (1) Identify the right job and career transfer promptly if not

suitable; (2) Achieve the fastest proficiency and in accordance with the requirements of production; (3) There are many opportunities to find jobs after graduation; (4) Having conditions to access the real production environment, with the urgency of industrial production with the aim of constantly striving to improve labor productivity and product quality, the things that the College can't get it

1.5.2.3 Coordination levels between College and Businesses to develop prorgamme

Depending on the needs and capabilities of the College and the Businesses, the two sides can coordinate with the following two levels: full coordination, partial coordination

-Full coordination: including all activities of the training program development process, starting from determinning training needs, planning and designing training, implementing prorgamme for evaluation of training results

- Partial coordination: is the implementation of one or several stages in the entire development process of the above-mentioned training program depending on the capabilities and needs of both parties

1.6 Management development prorgamme is based on relations approach of College and Businesses

Using the Circular Training Model and management functions of the development programme base on the College relations approach and the Businesses has the following contents:

1.6.1 Manage determining training needs in coordination with the Businesses

-Planning for determining training needs: College leaders and Businesses need to discuss together to come to unified training needs identification plan for courses The training needs determination plan should clearly state the achieved objectives such as quantity, qualifications, job position, methods of determining training needs and implementation schedule, the resources needed to implement, assigning College and Businesses responsibilities in determining training needs

-Organize the implementation of determinaing training needs plan: (1) Establish

a specialized team to develop prorgamme, members of the group include some College teachers and some technical experts from Businesses is responsible for collecting information on training needs; (2) Collect information on training needs

of Businesses, secondary or high school’s students and workers; (3) Processing information to identify real training needs

-Direct the implementation of determining training needs: Colleges and Businesses need to direct, monitor, urge and promptly handle difficulties and

obstacles to determine training needs to be implemented as planned and achieve the desired result

- Check and assess the determining training needs: Compare the results of determining training needs with the objectives and schedule as planned The determining training needs is real, consistent with the needs of Businesses and labor markets

1.6.2 Manage planning and design training

- To plan the planning and design training: The College develops plans for designing prorgamme to meet the training needs of the Businesses and the labor market The plan must include the objectives of knowledge, skills, attitudes needed for students after graduation, the contents and progress of implementation, the expected distribution of resources of the College and the Businesses to implement

-Organize the planning and design training: The College coordinates with Businesses to determine the objectives/output standards, timing, and duration of each training program, number of enrollments and training methods of each course, College resources and Businesses to implement

-Direct the planning and design training: College and Businesses often direct, supervise, urge and timely handle difficulties and obstacles for the design of prorgamme to be implemented correctly and achieving the desired results

-Check and assess the planning and design training: College and Businesses should organize the evaluation of the design of the prorgamme: meet the training needs or not? Is it suitable for the ability of College and Businesses? Have we used the resources of the College and Businesses completely? Is there a need for adjustment? On that basis, it can be implemented

1.6.3 Manage training deployment

-To plan the training deployment in coordination with Businesses: Plan for implementing prorgamme includes: (1) Assigning teachers of the College and technical experts of Businesses to participate in training to create for each course; (2) Allocate necessary facilities and teaching equipment for each training program Facilities and teaching equipment must meet the training program of each training program, especially for students to practice

-Organize the training deployment: Organization of prorgamme includes: (1) Enrolling in sufficient quantity and quality for each training program; (2) Assessment of input capacity to classify courses; (3) Implementing the teaching process for prorgamme; (4) Check, test, evaluate and issue diplomas for satisfactory students; (5) Counseling and job introduction for graduates, followed

by feedback from Businesses and former students

-Direct the training deployment: College and Businesses urgently and promptly handle difficulties and obstacles for the implementation of prorgamme to be implemented as planned and achieved good results

-Checking and assess the training deployment of prorgamme: Checking and evaluating the implementation of prorgamme on the following contents: Have the input elements met the required prorgamme? Are the resources arranged reasonably? Has full capacity been used? Quality of teaching? What are the advantages and disadvantages of the implementation process that stakeholders need to adjust in time?

1.6.4 Manage evaluate the results of prorgamme

-To plan the evaluate the results of prorgamme: Include graduation exam plans and grant diplomas for graduates, plans for job counseling and introduction for students, quality assessment plans and the effectiveness of the prorgamme The College developed a plan to evaluate the results of prorgamme and consultations with Businesses so that the plan does not affect the other activities of the two parties

-Organize the evaluate the results of the prorgamme: Including graduation exams and diplomas for graduates, job counseling and recommendation for graduates, quality and brand evaluation results of prorgamme Businesses assigns participants to the College to conduct the assessment, especially in the assessment

of output quality and advice and job placement for graduates

-Direct the evaluate the results of the prorgamme: The College and Businesses directed the timely handling of difficulties and obstacles so that the evaluation of the training results can be implemented as planned and achieved good results -Check and assess the evaluate the results of the prorgamme: The College organizes the examination and evaluation and Businesses assigns participants to carry out the examination and evaluation of the graduation exam and issue the diploma to the students, check and evaluate job counseling and recommendation for graduates, check and evaluate the quality and effectiveness of prorgamme

1.7 Factors affecting the management development programme is based on relations approach of College and Businesses

Management development programme is based on relations approach of College

and Businesses is influenced by a number of factors such as (1) Training needs of

Businesses, the labor market and the learners are always changing; (2) Awareness and coordination ability between the College and the Businesses; (3) Management capacity of College managers; (4) Mechanism and policies of the Government; (5) The rapid development of science and technology

CONCLUSION OF CHAPTER 1

Currently, human resource training in colleges at Dong Nai has not met the training needs of the Businesses There are many reasons, but mainly because the management of training program development has not complied with the supply-demand laws of the labour market and there is no method or the content of approaching between College and Businesses