Human resources development of young researchers case study at the vietnam academyof social sciences

The thesis has identified the factors that influence the development of young human resources, especially the research environment is young researchers within Vietnam Academy of Social S

THE EXECUTIVE MASTEROF BUSINESS

ADMINISTRATION

Human resources development

of young researchers: Case study

at the Vietnam Academyof Social Sciences

Graduate student: Hoang Xuan Sang Supervisor 1: Dr Canh Chi Dung Supervisor 2: Prof Dr Wu Wen

HANOI, 2018

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 researchers: Case study at the Vietnam 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: …… /……/2018

Name of the university: Lunghwa University of Science and Technology

Faculty: Business Administration

Researcher: Hoang Xuan Sang Supervisors: Dr Canh Chi Dung

Prof Dr Wu Wen

Key words: Human resourses, young researcher, international researcher

Thesis’ objectives and research questions:

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

as current and future building models?

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

ii

Thesis’ overview 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 methods:

+ Overview of relevant research available

+ Analysis of secondary data

+ Method of observation, analysis, and synthesis

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

Thesis’results:

Based on the theoretical framework of the researchers, the thesis has the theoretical basis for development, human resource development, human resources 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 Vietnam Academy of Social Sciences 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 international 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 criteria, specific to each field of study For researchers within the Academy at the request of international standard, the researcher has obtained 18 criteria, of which 13 criteria for young researchers and 5 criteria for articles development lawsuit

The main criteria required by the international researcher are requirements 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 results

Chapter 4 Research results

Chapter 5 Conclusion and suggestions

iv

ACKNOWLEDGEMENTS

During my study and completion of this thesis, I have received the valuable guidance and supports from my lecturers and my colleagues I would like to express my sincere thanks to the head and lecturers at International School and Lunghwa University

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

I 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 right direction

during my time studying and carrying out the research

Meanwhile, if it had not been for the assistance from the leaders and related departments of Vietnam Academy of Social Sciences in providing reports and collecting data, I could not have accomplished this thesis

Having finished my master thesis, I have received a lot of supports and encouragement from my friends, my colleagues and my family whom I would like to express my deep gratitude to

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

Hanoi, ……/………/2018

Author

Hoang Xuan Sang

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TABLE OF CONTENTS

THESIS SUMMARY i

ACKNOWLEDGEMENTS……… ……… ……… iv

LIST OF TABLE ……….……… … vii

LIST OF FIGURE ……… viii

Chapter 1 THE OVERVIEW 1 1.1 The necessity of the thesis 1

1.2 The overview of the research topic 3

1.2.1 Human resource development 3

1.2.2 Human resource development in young researchers 4

1.2.3 Criteria for young researchers 9

1.3 Subject and scope of the research 10

1.3.1 Subject 10

1.3.2 Scope 10

1.4 Objectives and research questions 11

1.5 Overview of the research methodology 12

1.6 New contributions of the thesis 12

1.7 Research outline and content: 13

Chapter 2 LITERATURE REVIEW 14

2.1 Overview of human resource and the development of human resource 14

2.1.1 Definition of human resource 14

2.1.2 Young human resource 15

2.1.3 Content of human resource development 18

2.1.4 Young human resource development 19

2.1.5 Standard to assess the young human resource 20

2.2 Literature review and reality in the criteria for young researchers according to the international standard 22

2.2.1 Literature review 22

2.2.2 Reality in young researcher standard according to international standard in particular research academies 23

2.2.3 Reality of the young researcher criteria in Vietnam Academy of Social Sciences 23

2.2.4 Reality in the researcher standard of universities 26

2.2.5 Factors that affect the young researcher according to the international standard 28

2.2.5.1 Internationalized and globalized factors in research sector 28

2.2.5.2 Macro environment and the fators of macro environment 28

2.2.6 Proposed set of criteria according to international standard 30

2.2.7 Proposed set of criteria for developing the young researcher resource according to the international standard 33

2.3 Theory about the young researcher assessment model 33

Chapter 3 METHODOLOGY 35 3.1 Research outline 35

3.1.1 Research methodology 35

3.1.2 Research process 36

3.2 Research model 37

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3.2.1 Scale model (criteria in standard groups) 37

3.2.2 Theory model (research framework) and research assumption 38

3.3 Official research 39

3.3.1 Identification of research samples and questionnaires 39

3.3.2 Statistical tools and the analysis of data reliability 40

Chapter4 RESEARCH RESULTS 41 4.1 Overview of the reality of human resource at the Vietnam Academy of Social Sciences 41

4.2 The reality in young researcher of the Vietnam Academy of Social Sciences 43

4.2.1 Overview of the research samples 43

4.2.2 Academic background and specialized training 46

4.3 Evaluating the set of researcher criteria according to international research requirements 60

4.3.1 Evaluation of research standards system on research capacity 60

4.3.2 Assessment of professional and technical competence standards for international researcher 62

4.3.3 Evaluate the set of criteria for the task of conducting research 65

4.3.4 Evaluate the researcher developing condition according to the international standard 66

4.3.5 Evaluate the opinion of the young researchers under the international standard 68

4.4 General rating of the international researcher standard 70

Chapter 5 CONCLUSION AND SUGGESTIONS 73 5.1 Thesis contribution 73

5.1.1 Results from literature review examination 73

5.1.2 Research results 73

5.2 Suggestions and recommendations on how to develop young researcher resources at Vietnam Academy of Social Sciences on the basis of international standards 74

Appendix 1 Guidelines for in-depth interviews and group discussions 78

Appendix 2 International researcher questionnaire 80

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LIST OF TABLE

Table 1.Young researcher criteria as required by international standard 31

Table 2.Conditions for the development of researchers as required by international standard 33

Table 3.Research assumption 38

Table 4.Young staff interviewed from VASS units 44

Table 5.Percentage of young staffs trained by the training institution or self-trained by sector 50

Table 6.Percentage of young staff participating in state-level, ministerial-level projects, and external cooperation topics by sector and by gender 57

Table 7.Percentage of young staff with the following comments on emulation 59

Table 8.Assessment of the international research capacity 61

Table 9.Assessment of professional capacity according to international standard 62

Table 10.Assessment of research mission conducting capacity 65

Table 11.Assessment of researcher developing conditions 66

Table 12.Young researchers criteria by international standard 70

Table 13.Standards of researcher developing condition 71

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LIST OF FIGURE

Figure 1 Measurement model 34 Figure 2 Study process 36 Figure 3 Theoretical framework of the study 38 Figure 4 Percentage of respondents by gender and by institute/unit in Vietnam Academy of Social Sciences 46 Figure 5 The highest education completed by gender (%) 47 Figure 6 The highest education completed by Institute/Unit(%) 48 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 51 Figure 8 Satisfaction level with current working conditions in the Institute/ units 54 Figure 9 Percentage of young staff participating in grassroots-level projects by unit 56 Figure 10 Percentage of young cadres participating in the state level, Ministerial level and the subject of external cooperation by sectors 56 Figure 11 Assessment of the research capacity (%) 61 Figure 12 Assessment of professional capacity according to international standard (%) 63 Figure 13 Assessment of research mission conducting capacity according to the international standard (%) 65 Figure 14 Assessment of researcher developing conditions (%) 67

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Chapter 1 THE OVERVIEW

1.1The necessity of the thesis

Vietnam Academy of Social Sciences (the Academy)is a part of the government that peforms function of studying the basic issues of social science; to provide the scientific 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 development It should also be able to be a consultant on development policy 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 State, scientific research staffs of Vietnam Academy of Social Sciences have made rapid progress in terms of quantity and quality Most of them are well-trained in developed countries such as the former Soviet Union, France, Germany, USA, UK, Australia, etc They are also equipped with a stable political 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 science and technology industry and also the socio-economic development of the country At the closing conference of 2014and proposing missions in

2015, Doctor Nguyen Xuan Thang, Secretary of the Party Committee, President of Vietnam Academy of Social Sciences emphasized that "Our expected policy is to be creative, professional and effective in both professional research and development of the high quality human resources” Therefore, attention should be paid to the development of research staff, especially young researchers The publication of research results, especially international ones, should be further strengthened to realize the objectives of Resolution 20

on the development of science and technology in the context 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 are number of leading scientists who have retired recently, but it lacks

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

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

an issue Under the responsibilities as well as current requirements, Vietnam 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 future In order to meet these requirements, Vietnam Academy of Social Sciences has increased the investment in enhancing its resources including young researcher resource

Nowadays, along with the mission of maintaining its position in carrying out the required tasks, in addition to the specific research of such as the Institute of Han-Nom Studies, the Institute of Archeology, Vietnam Institute of Literature, etc Vietnam Academy

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

in the country In particular, most universities and colleges have their own research institutes (for example, the Vietnam Institute for Development Strategies and Central Institute for Economic Management under the Ministry of Planning and Investment, the Institute of Commerce Studies and the Industrial Policies Studies Institute 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 Social Affairs under the Ministry of Labor, Invalids and Social Affairs; Vietnam Institute for Economic and Policy Research, Vietnam National University, Hanoi; Institute of Population and Social Studies, National Economics University, .) In addition, the competitiveness also arises from other research organizations within the region and around the world

In order to meet the requied mission, to survive and develop in the new context, the role of young human resources is very important From the perspective of author Dang

Canh Khanh in the book of Ethnic Minority Human Resources - Sociological Analysis

which refers to human resources as a subject of exploitation and investment in terms of quantity and quality, human resource development means enhancing the position and role

of people in development, transforming the purely person into a human resource The new generations living, working, learning, living in accordance with the development of the country (Khanh, 2006) Young manpower is one of the important links, a necessary

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breakthrough on the path towards the future for our people As the owner of future development, the successor has the mission of receiving the "transmission" of value, 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 young human 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

at the Vietnam Academy of Social Sciences”has been chosen to be closely examined which will

have considerable contribution in both theorical and practical application

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 management 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 House (1992), "Human resourcesdevelopment is the process of preparing employees to the maximum extent of their job satisfaction and worker's utility for the organization development There are two main purposes: to increase employee productivity and to increase employee satisfaction." The study of Luoma (2000) gives the concept of human resource development based on understanding the relationship between 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 describe the potential contributions of human resources development to the success of the organization and concludes "Human resources development can be definedas 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

1.2.2 Human resource development in young researchers

Developing human resources to meet the requirements of accelerating industrialization and modernization of the country is a central issue, a breakthrough and one step 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 factor The development of the country in the period of industrialization and modernization of the country." So far, there have been many researches on human resource development

Qualified human resources and scientific knowledge are considered as the most precious resources of Vietnam and directly related to human 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 After more than 25 years of innovation and development, education and training has gained important achievements, contributing to the development of the country One should not consider cheap labor as an advantage because it means low quality labor and low wages The author argues that the issue of training human resources development with high quality 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 to develop human resources for the industrialization and modernization of the country" Hac (2001) and author Nguyen Huu Dung in "Human resources in Vietnam" Dung (2003)

suggest that human beings are the decisive factor in the development of the country in the

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

In the study on "Solutions to improve the quality of young human resources at the Academy of Social Sciences of Vietnam", Lan (2015) has stated that human resources of an

organization is one 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 attention to improving the quality of human resources in general and young human resources in particular, i.e, to improve the physical and mental capacity of the source Human resources in creating, researching, searching, developing information and materializing information into new products and technologies In addition, the need to promote training and fostering young human resources is an important direct solution for decisive development (Lan, 2015) In addition, in order to develop a team of highly qualified young scientists, the Vietnamese Academy of Social Sciences would have to 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 set by the country and the social sciences itself out 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 scientists who have high professional qualifications, capacity to research and solve problems at strategic, macro level, be able to find out and have special training for the social sciences faculty (Lan, 2015)

These works have focused on the female scientific researchers with different age groups, 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 female staff in professional activities, management, leadership and impact factors Thereby, research has proposed many necessary measures to enhance the participation of female officers in leadership and management A paper by Kieu Quynh

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

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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 theoretical 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 theoretical 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 Doi Moi of the 6th Congress and the 7th Congress, in the component commodity economy mobilized under the market mechanism Modernization of the management mechanism is considered in relation to the alignment and compliance with the requirements of the laws of science and technology development Accordingly, the study mentions the renewal of organization of management of scientific and technological activities in the 1992-2000 period in the following aspects: 1 Renovation of science and technology; 2 To well perform the role of the State in science and technology; 3 Renewal

multi-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 technological 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 still many lessons for the development

of science and technology (Hung, 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 Sciences), he mentioned that at 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 researchers The research planning process 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 in the balance of payments and the level of financial allocation for scientific research is increasing

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in the total budget of the State However, basically the method of managing scientific research at the Vietnam 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 research on which to propose five groups of solutions to renovate scientific management methods at the Vietnam Academy of Social Sciences: 1 Group of solutions to renovate the mechanism of scientific management and management 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 improve the level of scientific management skills and abilities of scientific managers; 5 Group of solutions to create opportunities and environment conducive to scientific research activities of researchers (Hung, 2009)

In the process of investigating, referring to research published abroad in relation to research, the author recognizes the problem of developing young research human resources

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

of deepening integration There are many research papers on human 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 that help to build the theoretical foundation for the study 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 utility of human resources according to development and integration requirements

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

of socio-economic development, including groups of people of working age who are able to participate in labor and social production That 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 resources are a part of a defined age group that is capable 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 quality, which is the health and professional level, knowledge and skill of the workers

For research on human resource development models, many authors have provided new models through their own research And these are valuable and practical lessons that can be used in Vietnam's high quality human resources research Among them, Kim (2006) and his Korean colleagues used a new approach to human resources and human resource

development in the context of globalization with the "New model in developing human resources " The research team argues that the period of economic growth is based on

cheap labor and capital Therefore, in order to achieve high and sustainable growth, it is necessary to create a new growth engine by increasing productivity based on highly knowledgeable human resources (creative and skilled manpower) and faculty learning-technology With that viewpoint, the book focuses on analyzing the current status and proposing new directions for developing human resources in Korea The authors propose to transform the training system into a bridge-oriented model and develop a system for assessing and evaluating the quality of training On the solutions to the transformation of the human resource model, the book focuses on propositions that must be formed and

development In addition, Powell and Lindsay (2010)in "Skill Developing Strategies for Rapid Growth and Development: East AsianEconomic 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 out the importance of investing to develop human capital that creates the miraculous development of all three East Asian economies

In addition, during the literature review, the author has consulted 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 international integration) to identify the gaps in research and to build the theoretical research base of this research topic

1.2.3Criteria for young researchers

The process of conducting research 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 country as well as abroad, especially the formal research institutes and universities Each unit has its own criteria for measuring the quality of research by sector characteristics

According to the author Loi (2016) on "Identifying and Assessing Young Researchers in the Vietnam Academy of Social Sciences" outlines the criteria to be met for researchers

including foreign skills speech and computer science; working conditions; participation in agency activities; participation in research topics For researchers at universities, the

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

1.3 Subject and scope of the research

1.3.1Subject

The subject of the thesis is researcher development, with a focus on international researcher standards, model assessment and researcher grouping as required by international researchers

1.3.2Scope

- Spacial Scope

The thesis is limited to the case study at Vienam Academy of Social Sciences Qualitative and quantitative data collection for the research objectives of the project was conducted by random sampling at the units of Vietnam Academy ofSocial Sciences, 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 units including Vietnam Museum of Ethnology, Center for Information Technology Application, Institute ofsocial sciences information, Social Sciences Publishing House, Vietnam Social Sciences Review

- Temporal Scope

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

2012 to the end of August 2017 This time period is long enough to see the trend in development

- Research content

With the development of young human resources in Vietnam Academy ofSocial Sciences, itincludes a variety of contents Within the research limits of the thesis, the author focuses on the research of young researchers and the model of young researchers 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 evaluation and Sub-group of researchers The model and set of criteria are used to evaluate and group researchers at the Academy Based on the results, the authors propose how to develop young researchers at Vietnam Academy ofSocial Sciencesin order to meet the needs of international researchers

- Age range of the young researchers in the Academy

Given the specific nature of social science research, the identification of the age of

"young" research human resources is also peculiar Research 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 to converge broad knowledge, time, experience and grasp the opportunities for development Therefore, the age frame of the research human resource in the thesis topic is defined from 23 to 40 years

1.4Objectives and research questions

1.5Overview 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 methods:

+ Overview of relevant research available

+ Analysis of secondary data

+ Method of observation, analysis, and synthesis

+ And use the combination of statistical software, model, analysis to analyze and process data collected

1.6 New contributions of the thesis

Contribution can be seen as the participation in building a theoretical foundation for the development of young human resources, current research human resources;

Provides a picture of the current status of human resource development at the Vietnamese Academy of Social Sciences;

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

Proposing solutions/standards for young researchers 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, agencies 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 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: Rearch methodology

Chapter 4:Research results

Chapter 5:Conclusion and suggestions

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Chapter 2 LITERATURE REVIEW

2.1 Overview of human resource and the development of human resource

2.1.1 Definition of human resource

Human resources are the aggregate of the labor potentials of a country or locality, which is the source of labor that is prepared (at varying levels) willingly engaged in certain labor, i.e, the ability to change the structure of labor, the structure of economy in the direction of industrialization 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 creating material and spiritual values for society Considering human resources in the form of potential to orient human resources development to ensure continuous improvement of social capacity of human resources through education, training and health care However, it is not enough to just stop at the potential In order to bring into full play potential, human resources must be transformed into human capital, which means enhancing the social dynamics of human beings through policies and institutions and thoroughly liberating human potential People with infinite potential for free development, creative freedom and dedication, paid the right value of labor, the endless potential is exploited to become a great source of capital (Dung, 2003)

High quality human resources are a component of human resources 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 contributions to the 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 adapt 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 professional ethics reflected in the spirit of discipline, sense of responsibility, spirit of democracy, cooperation and collective consciousness, for the high community; have teamwork skills, ability to change, adapt quickly, integrate highly, have innovative ideas,

to participate in labor and social production, as all individuals can participate in the labor process)

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

as a wholethose who have the capacity to engage in direct socio-economic development and the generation who will continue to participate in socio-economic development (expower) Human resources are not just the amount of labor and there includes physical, mental, and labor factors, labor attitudes and behaviorswork style All these characteristics belong to the quality of human resourcesand is measured by the aggregate indicators of labor culture

According to the concepts and concepts of scientists, the defintion of human resources: Human resources are the total quantityand human quality, is the overall human development index due to supportcommunity support and self-endeavor, is the overall strength of the body, mindforce, experience life, personality, ethics, 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, defense and securitycountry; have an organic relationship and determine the effectiveness of different types of other natural resources

2.1.2Young human resource

There are many different approaches to young human resources.Many authors in human resource research often come up with the notion thatHuman resources and labor force are one For example, the author Trung (2015) said that the policy of young human

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resource development is to develop young labor force for enterprises, branches and localities "The main motive of the youth movement is to develop young people, or in other words, to develop young people in youth work," said author Tran Van Mieu.Based on the concepts of human resources division, the author argues that in order to give a view on the labor force, it is necessary first to distinguish between young labor and young human resources

- Young labor: First of all is the human resources at the working age who are acting

in accordance with the Labor Code of the Socialist Republic of Vietnam regulations and these workers are still in their early teensin the Youth Law Young labor is a part of the young human resources and regulated from 15 to 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, ideals that allows themselves and society to mobilize into a working, creative waydirect or long-term for the development and general progress of society

Insisting on the concept of young human resources:

+ Young human resources are a part of national human resources in general

+ Young human resources aged from 0 to 30, including young and potential human resources and reserves

+ The young manpower is both a potential source of labor and a source of labor

At present, it plays an important role in the socio-economic development of the country.The training of high quality human resources to meet the development of the landwater in the period of accelerated industrialization and modernization and international integration as objective of Vietnam

- Characteristics of young human resources:

+ Occupied the highest percentage of social workforce: According to the population statistics to April 2015, the number of people aged 0-30 accounted for63.8% of 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 structureyoung manpower of the world

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+ Have the age structure, components, objects most complex: age structure is divided into several age groups with different 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 kindergarten 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 can

be divided into two groups: young human resources have not access to employment and young human resources are directly involved in labor and production Young human resources exist in all sectors, classes and classes of society

+ Have health, wisdom, dreaming aspirations: This is the period of the strongest 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, set up, make up so often have many dreams and ambition resulting in the frequently change of career

+ Ready to confront with difficult places, hardships and the latest scientific field From the psychological characteristics of the young and old: they usually like being involved in activities, the fair in society, being adventurous, desire to dedicate and mature

+ Make the most social products of all time: Youth group is the main force in all fields of production and business activities and especially in the field of receiving new science and technology, the field of freezing human resources Being a work force that produces a lot of products for society in every age

+ Personality is improving, lack of experience should be trained, fostered regularly Young human resources besides volunteering, shock, volunteering are recognized by society, but due to lack of experience, they are susceptible to fluctuations, fall into pragmatism and social evils

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2.1.3Content of human resource development

Human resource development has been mentioned and researched by several authors, Nadler (1984) argues that human resource development and education are the same terms "Human resource development is about enhancing the learning 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 or as a training issue in general, but also as a development Capacity and use 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: "Human resource development is investment activities to create human resources in quantity and quality to meet the demand Socio-economic development of the country, while ensuring the development of each individual” So far, due to the different approaches, there should still be many different understandings when discussing human resource development Accordingly, the concept of the United Nations, human resource development including education,training and using human potential to promote socio-economic developmentand improvement of the quality of human life

As described by Nghi (2010), Human Resource Development is to increase human values, both physical and mental values, both intellectually and mentally and professionally Humans become workers with new and higher qualities and qualities that meet the enormous and growing demands of socio-economic development.According to 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 labor 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, mental 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 taking advantages of human capacities

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for socio-economic progress and personal perfection Therefore, it is functional essentially about the quality of human resources and aspects of the society in a country's human resources

- Quantitative change: Increases the number of young mechanicsthrough population policies, regional structure regulation, production structure

- Change in quality: increase health, height, weight, education, technical education, vocational skills, life style, ethical behavior, integration, etc

- Transforming structure: To balance the structure of young human resources to match with regions, ages, gender, occupation, professional qualification, study, management

2.1.4 Young human resource development

In the dialectical discourse, the concept of development refers to the process of movement in the upward direction of things: from 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 encounter 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 concept of young human resource 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 generations to develop Physically, mentally and psychologically, to meet the objective criteria and requirements of social mobilization

In the view of UNDP, the three components of human development are human, human 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:

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- Firstly, the development of human resources is meant to strengthen the capacity and health of the young to participate fully in life, able to carry out high-productivity and creative activities

- Second, the human resource development must ensure that in all 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 society have the opportunity to participate in development, participation in the work and decide the processes that affect their lives

- Fourth, the current human resource development must ensure no image that 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 criteria to evaluate the resources separately depending on the professional and specific aspects and phases, period of time

According to the author Dung (2015), the doctoral thesis has studied and set very specific criteria for the research staff of the National University of Hanoi as the standard for scientific research , teaching and service delivery activities As mentioned above, in the

subject of study by author Loi (2016) on "Identification and evaluation of young researchers in Vietnam Academy of Social Sciences", the criteria for foreign language skills

and computer skills; working conditions; participation in agency activities; participation in research topics, three key criteria for the application of human resources assessment There are also a number of different authors' views on the criteria for evaluating human resources based on specific areas, tasks assigned In order to make an overall assessment of the phenomena of research, the author applied the human resource assessment model in the ASK study package

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

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• Attitude: emotional, affective (Affective)

• Skills: Manual or physical skills

• Knowledge: belongs to the cognitive ability

In particular, knowledge is understood as the ability to collect data, comprehension, application capacity, analysis, synthesis,) evaluation capacity These are the basic abilities

an individual needs to converge upon receiving a job The more complicated the job, the higher the required level of these capabilities These capacities will be specified according

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

In terms of skills, it is the ability to perform tasks, turn 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)

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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 Vietnam Academy of Social Sciences

2.2Literature review and reality in the criteria for young researchers according to the international standard

Research on the development of young human 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 at the Vietnam Academy ofSocial Sciences in particular, the authors focus on different aspects, such as: the intellectual, such as the quality of training, skills work, informatics, foreign languages , psychology: morality, lifestyle, structure, about work In each article, each study only delves into a particular problem or study with a particular department As for the development of human resources for research of children according to international researchers, there are no concrete and clear results Each unit and organization has its own and separate standards Therefore, a more systematic study is needed

2.2.1Literature review

Researcher is an important human resource in the context of deep international integration, which is the factor creating new creativity in order to comprehensively develop the national economy in general and in particular research field 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 "Team Identification and Assessment young researchers in Vietnam Academy of Social Sciences”, outlines the criteria to be met for researchers including foreign language

and computer skills appropriate for each position and task assigned; working conditions, participation in agency activities; participation in research topics, number of scientific articles published and some other criteria According to the above, Dr Canh Chi Dung (2015), has studied and set very specific criteria for scientific research staff of the National

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

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

At present, young researchers at universities, research institutes, research centers, non-governmental organizations are very large The biggest task of this human resource

is to concentrate on researching, creating new issues, building ideas, developing existing foundations and foundations to 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 economy This amount of human resources contributes greatly to the overall scientific achievements of the world, as well as the main research resources and prospects in the future

The number of young researchers at 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 yet been published But among the research units in the world, they set common standards in terms of qualifications, skills and health

2.2.3Reality of the young researcher criteria in Vietnam Academy of Social Sciences

At present, young cadres in the Academy of Social Sciences in Vietnam account for

a relatively high proportion By the end of 2015, Vietnam Academy of Social Sciences has

957 young cadres who are members of the Ho Chi Minh Communist Youth Union, with

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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 made important contributions to scientific research 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 levels and the mentoring of previous generations, many young people have been involved in scientific research as chairpersons of grass roots topics; is the chairman, secretary and member of the ministerial level; is a secretary and participant in state-level projects As a result, young cadres have gained a lot of knowledge and research skills and also obtained 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 Vietnam Academy of Social Sciences (or from 2008 to 2012) participated in various missions (secretary, secretary, surveyor, participant, etc.), but not much The number of young scientific researchers participating in the ministerial-level, state-level and equivalent-level research projects is not much, partly because at this stage, the number of young researchers doing research in science is not large This is partly due to the fact that, at that time, young scientists did not receive much trust from experienced scientists (engaged in topics, seminars, conferences, etc.) assigned to the topic managers

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 scientific activities on the implementation of the theme of mechanical At the Academy of Social Sciences in Vietnam, young researchers have the right to participate and lead the topic at the grassroots level when:

• Clause 2 of Article 2 requires that the subject matter be "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 research project at the grassroots level should be given priority to young researchers; Individual direction is key In cases where a collective topic is required, the research manager must be a principal researcher and submit it to a doctorate or a master's degree who has graduated three years or more

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Decision No 591/2013/QD-KHXH dated March 24, 2013 also set limits on the subject of this topic, creating more conditions for you to study young Clause 2, Article 3 of this Decision states: "The person who is the head of the ministerial-level research project, the head of the State-level research project (state-level research subject, State-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 specifies the level of funding for grassroots projects, thereby enabling young researchers to have more conditions (including physical conditions) to focus more 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 Social Sciences (not less than 30 % of the total funding for the implementation of annual scientific research tasks of the units "

• Clause 2, Article 5 states: "Funds allocated to a grassroots project will depend on the number of grassroots level cadres and the total approved annual budget for the project's theme system Accordingly, funding for a grassroots level project by individuals is not less than 20,000,000 (twenty million) With the theme of the collective, content and size of funding decided by the Council of Fundamental Themes

So far, the Law on Science and Technology (Law No 29/2013/QH13) has been in effect since January 1, 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 that young researchers are not allowed to participate in the Ministry and State level

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 of universities

For universities, the research environment 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 quality teaching staff and researchers in Vietnam,

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 DBCLGD dated April 23, 2013 by Vietnam National University, Hanoi on criteria in research university The objective of this document is to define the criteria for research university development in accordance with the international standardization and 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 affiliated units analyze, evaluate, position position to identify the right development plan and investment priorities; 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:

1206/HD Percentage of scientific papers in lecturers

- The average number of citations on the article

- Number of monographs

- National products - Technology

- The number of scientific awards

- Number of scientists invited to read reports invited at national 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 international trainers

This document marks a new step: for the first time, Vietnam National University, Hanoi has issued a specific guideline for research university with a wide range of faculty-related content, including indicators and directions to instruct the units to have the basis for

No 2828/HD-DHQGHN dated 20 June 2013, Decision 3768/QD-DHQGHN on 22/10/2014)

During this period, the requirements for the group of trainers participating in the strategic tasks and international training programs continued to be adjusted and improved

in line with research university standards and international standards These requirements continue to emphasize research achievements, foreign language proficiency, advanced teaching skills in foreign languages and advanced teaching methods (on website ofVietnam National University, Hanoi on the requirement of mechanical instructors, 22/12/2012) The standards of emulation and rewards of trainers still comply with Decision No 55/CT-HSSV, dated 23/5/2005, of Vietnam National University, 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 University, 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 University, Hanoi also implement policies to encourage and reward lecturers with articles published in the prestigious international scientific journal

In addition to the Vietnam National University, Hanoi, the public school district sets standards for faculty members based on the Ministry of Education standards and specific school standards

As such, the standard of university research faculty has always focused on the level

of professional training, foreign language proficiency and professional activity

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

For human resource development, there are always subjective and subjective factors that have direct or indirect impacts The international human resource development of young researchers is also influenced by, among others, influencing factors:

2.2.5.1Internationalized 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 relationships are increasingly closer beyond the national boundaries" (Marginson and Rhoades, 2002)

Therefore, the definition of research standards by the Academy of Social Sciences should also be directed towards common standards, creating global, democratic, cooperative researchers who can Working in an international environment In addition, when developing norms and standards, there should be reference as well as cooperation with international institutes in the region and outside the geographic area

2.2.5.2Macro environment and the fators of macro environment

- The macroeconomic environment, including the general political and economic 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 Social Sciences National rules and regulations are largely universal and apply to 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 research staff or research 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 environment

- The position of the institutes in the field of research at home and abroad A well placed institution in the research field or prestigious in the field of global research has the opportunity to realize the national requirements for investment support or to propose a self-

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regulatory mechanism to have a chance to develop researcher as required by international researcher The remaining institutes, with limited or unknown resources, should continue to assert themselves, and it is difficult to develop researcher standards required by the international researcher to require young human resources Thus, the specific position or condition of each institute will influence the identification of researcher criteria, and determine the pathway of the researcher's institution to meet the researcher's criteria bridge

of international researcher

- Regulatory Framework and Management Mechanism: governance mechanism (including individual managers) and institutional regulations, especially the head and personnel policies affecting Determined to develop human resources in general, researchers development in particular The leader is the window between the Institute and the outside world, a leader (in line with the international researcher's requirements) that has the depth

of knowledge, vision, elegance and most importantly the resistance Assist in the implementation of development activities will ensure that successful researcher development policies are implemented and implemented to meet the requirements of international researcher

- Financial resources and information and technology infrastructure play an important role in maintaining the operation as well as creating conditions for researchers to have international products If these factors are not met, 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 culture: The working environment here is not only a system of facilities (including separate research spaces, research facilities, school systems, but also cultural influences in the workplace (culture in scientific thinking, ethics

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

A good working environment is essential to enable researchers to develop and utilize their ability to grow according to the needs of the institution This factor greatly influences the realization of the researcher standard according to the international researcher requirement and therefore, directly influences the decision on the level of each criterion

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2.2.6Proposed set of criteria according to international standard

Research is a high level of demand for human resources directly involved, need to focus on many factors objective and subjective With National Researcher standards to be achieved according to Circular No 24/2014/TTLT-BKHCN-BNV of the Ministry of Interior Regarding national researchers, the author proposed to set up a set of criteria within the research scope of the thesis with 15 criteria on three criteria for professional competence, research capacity and ability to undertake tasks as shown in Table 2.1: