Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.Nghiên cứu các nhân tố ảnh hưởng đến sự phát triển nguồn nhân lực giảng viên của các trường Đại học ngoài công lập tại Việt Nam.
Trang 1VIETNAM ACADEMY OF SOCIAL SCIENCES
GRADUATE ACADEMY OF SOCIAL SCIENCES
TRAN VIET ANH
RESEARCHING FACTORS AFFECT THE HUMAN RESOURCE DEVELOPMENT OF NON – PUBLIC UNIVERSITY LECTURER IN
Trang 2THE WORK IS COMPLETED AT GRADUATE ACADEMY OF SOCIAL SCIENCES
Supervisor 1: Prof PhD Ngo Xuan Binh
Supervisor 2: PhD Nguyen Van Ngu
Referee 1: Prof PhD Ngo Thang Loi
Referee 2: Assoc Prof PhD Bui Huu Duc
Referee 3: Assoc Prof PhD Bui Quang Tuan
The thesis shall be protected in front of Board of Doctoral ThesisExamination at: Graduate Academy of Social Sciences – Vietnam Academy
of Social Sciences
At… hour,date ……… month …… year ……
The thesis can be found at:
- National Library
- Library of Graduate Academy of Social Sciences
Trang 3INTRODUCTION
1.The necessity of the thesis
Currently, Vietnam economy is more and more extensivelyintegrating into the world economy and opens many chances but challengesfor the development of Vietnam socio – economy Development of thehuman resources, especially, high quality human resources play importantrole in the development of economy With limited budget but standinginfront of request of developing high quality human resources servingeconomic development, the Party and Government have socializeduniversity education to mobilize every resource served training high qualityhuman resources The Decision no.: 04-NQ/HNTW dated in 1994 allowed
to establish non - public universities Over 24 years of building anddeveloping, system of non - public universities initially were available 5universities, until now we have had 60 non - public universities accountingfor 25% total of universities and academies of country (our country has 235universities and academies) The quantity of students and lecturers were justfew but the school year 2016 – 2017, system of non - public universitieshad 15,158 lecturers (accounting for 20.8% total of university lecturers ofcountry) and 243,975 students available (accounting for 13.8% totalstudents of country), 111 billion was paid to national budget If thegovernment must pay 25 million Vietnamese dongs per year for eachstudent upon average of year, the school year 2016 – 2017 non - publicuniversities saved about 6000 billion Vietnamese dongs The above resultshows that the role of non - public universities is extremely important intraining high quality human resources for society
However, besides of above achievements, system of non - public universities exist many problems, specifically:
(i)Organic force of university lecturers is thin, qualification of lecturers
is limited Mrs.Pham Thi Huỵen (2011) lectuters with high qualification,academic rank and degree are almost old, they just participate in teaching in non
- public universities after retirement These problems affect not less to thedevelopment of non - public universities Mr Nguyen Trong Tuan (2013) saidthat capacity of doing research and enthusiasm with scientisfic activities of non -public university lecturers were very low
(ii)Atracting young force with high qualification, academic rankand degree to teach in non - public universities is very difficult This originsfrom three matters: (1) General psychology of current lecturers almost want
to be state officers and have stable job; (2) Almost non - public universitieshave established for 20 years, they have not got brand and they are lack of
Trang 4attracting high quality young lecturers; (3) Preference of non - publicuniversities to lecturers is not good.
(iii)Lecturer force in non - public universities is not stable Manyyoung lecturers apply for moving to public universities or out ofuniversities after doing their best to have academic rank and degree, solecturer team in non - public universities just reaches 20% compared to therequirement, the remaining is majority of visiting lecturers and that affectshugely the training quality of non - public universities
Managers are aware that building and developing lecturer team fornon - public universities currently are very necessary in building anddeveloping non - public universities There are many elements affecting thehuman resource development of non - public university lecturers such as:Brand of university, favor of teaching in public universities much more thannon - public universities, management qualification of managers is limited,preferent policy to lecturers of non - public universities is a problem,education management of government is still weak, etc., all of them affectnot less to the process of developing lecturer team of non - publicuniversities
Origining from above reasons, the author chooses the title
“Researching factors affecting the human resource development of non public university lecturers in Vietnam” to be the title of doctoral thesis.
-2.Purpose and duty of research:
-Researching factors affecting the human resource development ofnon - public university lecturers in Vietnam Testing structural equationmodelling (SEM) and hypothesis of research
-Making proposal of synchronized solutions to develop the humanresources of non - public university lecturers in Vietnam
3. Object and scope of research
3.1.Research object of the thesis:
Research object of the thesis is factors affecting the human resourcedevelopment of non - public university lecturers in Vietnam
Trang 5qualitative analysis (applying in combination with methods of descriptivestatistics, method of analyzed statistics, comparative analysis and synthesis)and combines with quantitative analysis.
5.New contribution about science of the thesis
-The thesis contributes to clarify theoretial basis of developing thehuman resources of non - public university lecturers Systematizing criteria
of assessing the human resource development of non - public universitylecturers
-The thesis has analyzed and assessed the situation of developingthe human resources of non - public university lecturers in Vietnam,specificially: assessing factors belong to external environment of non -public university and factors belong to internal of non - public university
-The thesis is a scientific work which assesses overall with system
of theoretical basis about developing the human resources of non - publicuniversity lecturers in Vietnam Simultaneously, the thesis has proposedsystematically solution of developing the human resources of non - publicuniversity lecturers in Vietnam
6.Scientific meaning and reality of the thesis
The thesis is a scientific work sharply specialized in developinghuman resources in general and developing the human resource ofuniversity lecturers in particular Research results of the thesis contribute tosupplement and develop theoretical matters about developing the humanresources of non - public university lecturers
The thesis supplies scientific basis and reality so that scientists planpolicy and competent authorities refer to serve issuance, repair of legalregulations about developing the human resources Besides, research results
of the thesis are valuable reference document for research, teaching aboutdeveloping the human resources and especially developing the humanresources of non - public university lecturers
7.The structure of the thesis
After introduction, the thesis includes 5 chapters, including:
Chapter 1: Overview of research works related to the title of the
thesis
Chapter 2: Theoretical basis about factors affect the human
resource development of non - public university lecturers
Chapter 3: Research method.
Chapter 4: Research results of factors affect the human resource
development of non - public university lecturers
Chapter 5: Discussing resutl and recommendation.
Trang 6CHAPTER 1 OVERVIEW OF RESEARCH WORKS RELATED TO
TITLE OF THE THESIS
1.1.General research about developing human resource
1.1.1.External research
Until now, there are many different ways of approach about developinghuman resources, depending on researcher, but it can be divided into two typicalschools: School of American scientist and school of Europian scientist
1.1.2.Internal research
Research of Mr Do Phu Tran Trinh and his partners (2012): Theresearch discovered that 05 factors affect long term adherence of employeeswith enterprises are: Opportunity of promotion; Policy of bonus andbenefit; Relationship with leader; working condition and appropriation withcareer target In which, oppotunitiy of promotion is the strongest element.The result from research is an important suggestion for enterprises inbuilding suitable strategies and plans to maintain better human resources fortheir companies
Mrs Tran Kim Dung (2009), Research result of human resourceadministration reality in enterprises of Vietnam has 9 components Out of 6basical components belonging to official function and major of humanresource administration: Defining duty of job; Attracting, recruiting;training; Assessing working result of employee; Managing bonus andsalary; Developing labor relation; There are three components: Humanresources statistics; Implementing legal regulations and encouraging tochange
1.2.Researches of developing the human resources in universities
+ Developing capacity of research.
+ Developing capacity of teaching.
+ Improving real knowledge for lecturer.
+ Developing quantity of lecturer.
1.3.Researching factors affecting the human resource development of non – public university lecturers
1.3.1. Factors belonging to the external of university affect the
development of human resources
*Changes of economic envirionment:
* Impact of science – technique – technology advancement:
*Element of culture - society:
*Institution – policy – law of a country: authors:
1.3.2. Factors belonging to the internal of university affect the
development of human resources
*External researches
Trang 7*Internal researches.
1.4.Researches about the reality of university education in Vietnam
Researching about the qualification of university education inVietnam, quantity of university lecturer, structure of lecturer rate andquality of lecturer team
1.5.Results taken from overview of related research works and way of research of the title
Researching about the development of human resources and humanresources of university lecturers as well as elements affecting humanresources in general and human resources of university lecturers inparticular have been implemented by many external and internal scholars.Some contents of the thesis shall be inherited from previous researches:
Developing lecturer human resources including the development onquantity, quality, ensuring the structure:
About quantity: Universities must take a concern about scale to be
appropriate with the development of university, the structure must beappropriated with fields in the university, structure about professionalqualification, structure about age must ensure of inheritance and gender
About quality: guaranteeing about capacity of teaching, researching and factual knowledge and morality of lecturer.
Structure: Gender, qualification, age, region, etc.,
*Factors affect the human resource development of university lecturers withmany factors, however there are some main factors affecting the humanresource development of university lecturers in Vietnam including:
* Factors belong to external environment: Institution, supportpolicy of government to social concepts and quantity and quality of
examinee into universities.
*Factors belong to internal of university: there are many factors in
which there are 8 main factors below: information, arrangement of using lecturer, working environment, policy of developing human resources of university, budget of university, training & developing, recruitment, etc.,
CHAPTER 2 THEORETICAL BASIS OF FACTORS AFFECTING THE HUMAN RESOURCE DEVELOPMENT OF NON - PUBLIC
UNIVERSITY LECTURERS
2.1.System of university education and non - public university
2.1.1.System of university education
Concept about university education: university is a place working out activities of training high quality human resources for society and considered to be fundamental of high- level education a country University
Trang 8plays an important role in deciding the development of science – technique
–technology of a country because it provides high quality human resources with ability of receiving the newest knowledge of science – technique – technology of mankind and it also is the place of producing valuable science knowledge for the country So, any developed countries in the world also take a concern of developing university education There is distinguishing between university education and high school education and occupational education.
2.1.2.System of university education institutions
According to Law of amending, supplementing some articles ofLaw of university education no.: 34/2018/QH14 dated 19/11/2018 byVietnam National Assembly, article 7 clause 2 with regulation of universityeducation in Vietnam has two types: public university and non - publicuniversity which are invested by domestic investors and foreign investors
Non - public university education facilities are invested by domestic investors and foreign investors, and are pleased to call generally non - public university education facilities.
2.1.2.4. The difference between non - public university of Vietnamand developed countries in the world
- Expense resource for building and developing non - publicuniversities oversea comes from three main sources: sponsors, investementorganizations, and donation from former students who are sucessful in theircareer after graduation, tuition from students, from research titles appliable
to business and some support from government
-Vice verse to non - public universities in Vietnam, major expensefor building and developing universities is from two main sources:investment capital of individuals or socio – economy organizations andtuition of students Received from donation of former students or researchtitles of science and technological transformation are almost unavailable
- Common trend in some developed countries in the world asAmerica, England, Japan and non - public universities which are assessed to
be higher quality than public universities (except for some publicuniversities especially Oxford University, Tokyo University of Japan, andsome public universities of America: University of California, Los Angeles(UCLA) University of Michigan.University of North Carolina; University
of California, Berkeley and University of California, Davis…) In viceverse, the fame in Vietnam commonly assesses non - public universities to
be lower quality than public universities So, general psychology ofexaminees wish to enter public universities much more than non - publicuniversities
Trang 92.1.3.Public university lecturers
University lecturers are academic profession from college,university graduation over and organized to be a force with duty of teachingand implementing some targets of education) They work upon plan, closelyadhere via educational environment, material benefit and spirit in legalframe
2.1.3.2. Character of non – public university lecturers in Vietnam
With historical thickness of establishing non - public universityeducation in Vietnam is fairly short (about 35 years upto now) The humanresources for non - public university lecturers are formed from three basicsources:
- Retired public lecturers with experienced years and highqualification are invited to teach in non - public universities
- High qualification officers who are working in production andbusiness corporations but ability of meeting standards of teaching
in university shall be invited to teach in non - public ubiversities.They have factual experience but limit in method of teaching andthey are not familiar with education environment so knowledgetransmition keeps limiting
- Some students after graduating from universities are admited intouniversity However, this force is limited both qualification andfactual experience
2.2.Developing the human resources for non - public university
lecturers
2.2.1.Concept of human resources, the human resources of non - public university lecturers
2.2.1.1. Concept of human resources in general
According to United Nation Development Organization: “Humanresources is all knowledge, skill, experience, capacity and creativeness ofhuman in relationship with the development of individual and country”.2.2.1.2. Concept about lecturer human resouces of non - public university
The human resources of non - public university lecturers firstlymust cover character of human resources of an organization in general, soconcept about the human resources of non - public university lecturers must
be defined basing on general concept in combination with particularconcepts about non - public university, character of non – public universitylecturers So, concept about non – public university lecturer used in thisthesis shall be stated as: Human resources of non – public universitylecturer is all employees with quality of university lecturer who work in non
Trang 10- public universities and have health, knowledge, skill and profession ofteaching in university, good quality and are ready to participate in teaching
in non - public universities generally called private lecturer humanresources
2.2.2.Concept about developing private lecturer human resources
2.2.2.1. Concept about developing human resources in general
Upto now, concept about developing human resources has beenmentioned with many different ways of approach by many researchers
Table 2 1 Summary of concepts about human resources development
Developing the human resources isaccumulation of components of trainingand development, career development andindividual promotion to practiseexperience for capacity of organizationand individual
Developing the human resources isorganization of activities as organizingstudy, improving performance anddeveloping labor with final purpose ofimproving performance of working
Developing the human resources isprocess of allowing labor to receiveexperience and study in a certain time toimprove ability of working and promotingthe development of personnel
Developing the human resources isresearch and practise individualdevelopment, group and organization ofstudy to support study with purpose ofincreasing effectiveness of labor andorganization
Psychologicaltheory
Psychologicaltheory Systematic theory Economic theories Psychologicaltheory Systematic theory Economic theories Psychology Performance
Psychologicaltheory
Theory of system
of personnelperformance
Trang 11Author Definition Fundamental of
a unity to create an organization of studyand concepts shall be appliedsystematically in the whole organization
Organization performance Systematic theory
economics andpsychologySwanson
(1995)
Developing the human resources isprocess of providing specializedknowledge for personnel via operation oforganization: developing and training
Purpose of development is to improveperformance
Systematic theory Economic theories PsychologicaltheorySwanson
(2009
Developing the human resources isprocess of developing speciality forpersonnel with purpose of improvingperformance and process of working, teamwork and performance Developing thehuman resources at individual level to beimbued via training and developing,organization development, performanceimprovement, study organization,
professional management, leading anddeveloping, etc.,
Systematic theoryEconomic theories Psychological theory
Source: Wanson and Holton, 2009.
So, concepts about developing the human resources mentionedabove by the author have some common points that it is very necessary topromote the development of activities including: training, education,development and learn experience from labor to reach final purpose forimproving performance of carrying out their work
Inheriting researches of previous scientists, the author summarizedand given concepts about developing human resources in someorganizations which are used in the thesis as below:
Developing the human resources is process of changing quantity, quality and structure of human resources to be more and more appropriate to meet the requirement of development of organizatino via a series of activities
as training, education, development and learning experience in working Result
of process of developing human resources is to increase quantity, enhancing
Trang 12quality on side of health, mentality, skill and spirit together with change of structure of human resources to be more and more appropriate to help personnel team of organization to be improved working performance.
2.2.2.2. Developing the human resources of private lecturer
Concept of developing the human resources of private lecturer is
stated as below: “Developing human resources is process of changing quantity, quality and structure of human resources to be more and more appropriate to meet the requirement of development of organizatino via a series of activities as training, education, development and learning experience
in working Result of process of developing human resources is to increase quantity, enhancing quality on side of health, mentality, skill and spirit together with change of structure of human resources to be more and more appropriate
to help personnel team of organization to be improved working performance”.
2.2.3.Components of human resource operation
Table 2 2 Some research results about components of human resource
operation Author Learni
ng experie nce at workin
g place
Train ing
Develop ment
Educat ion
Career develop ment
Organia tion develop ment
Trang 13Author Learni
ng experie nce at workin
g place
Train ing
Develop ment
Educat ion
Career develop ment
Organia tion develop ment
Source: Swanson and Holton, 2009.
2.2.4.Theories related to the development of human resources
Table 2 3 Theories related to the human resource development
n of
Le ad er
H
ọc tìn
h hu ốn
So cie ty
C ha ng
O rg an iz ati on
H u m an re so ur
Sy ste m
Le ar ni ng fr o
Ps yc ho lo gy
Ec on o mi cs
Trang 142.2.4.1Economic theory
2.2.4.2Systematic theory
2.2.4.3Psychological theory
2.2.4.4Educational theory for adult
2.2.5. Criteria of assessing result of developing lecturer human
2.3.1.Factors belong to external environment
2.3.1.1. Group of factors with general universal effect
2.3.1.2. Group of factors specifically affect to non - public universities
2.3.2.Factors belong to external environment of organization
2.3.2.1. Transmitting information in the organization
Transmitting information in the organization is the transmission ofimportant information to members of organization to transmit commandsfrom higher to lower and reply ideas from lower to higher to create theagreement about point of view of members in organization to carry outsome certain duties most effectively (Patchanee Tharasaena, 2003).Transmitting message from this group to other groups to create theunderstanding, transmitting necessary information served theimplementation of some duties of organization It decides the success oforganization (Suphanee Saritvanitch, 2009)
2.3.2.2. Strategies and management policies of university
Policy about arranging and using lectures in Universities Policy of renumerations and benefits for lecturers