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VINH UNIVERSITY PHAM ĐINH MANH DEVELOPING THE TEAM OF UNIVERSITY SPECIALISTS ACCORDING TO JOB POSITION APPROACH Specialization: Educational Management Code: 9140114 SUMMARY OF DOCTOR

VINH UNIVERSITY

PHAM ĐINH MANH

DEVELOPING THE TEAM OF UNIVERSITY SPECIALISTS ACCORDING TO JOB POSITION APPROACH

Specialization: Educational Management

Code: 9140114

SUMMARY OF DOCTORAL THESIS OF SCIENCE EDUCATION

Nghe An - 2021

THE DISSERTATION WAS COMPLETED AT

VINH UNIVERSITY

Science instructor: Assoc Prof Dr NGUYEN NHU AN

Reviewer 1:

Reviewer 2:

Reviewer 3:

The dissertation will be protected before The doctoral dissertation evaluation board at Vinh University At on in ,2021

The dissertation can be found at:

- National Library of Vietnam

- Nguyen Thuc Hao Library & Information Center, Vinh University.

INTRODUCTION

1 Reason for choosing the topic

The quality of the teams of managers, lecturers and specialists both creates the university's brand and is the university's competitive advantage, as higher education (HE) is increasingly internationalized and globalized

In the university, in addition to the team of lecturers, the team of specialists plays an important role They are the indispensable "links" in the administrative system of the university; acting as a bridge between the university and related parties; being people who are responsible for concretizing legal documents into university regulations and statutes, etc Their job positions are very diverse, requiring different requirements In order to enhance the quality of the team of specialists, universities need to continue to renovate their organizational structure; clearly define the structure and the job position of the specialists in each unit; clearly define the rights, administrative responsibilities and material responsibilities of the specialists on each working position; perfect policies and procedures for specialist management towards improving professionalism; manage specialists according to the volume and quality

of assigned work, etc

In our country today, there are few systematic studies on university specialists (US) and development of this team Many theoretical issues about US and development of this team have not been thoroughly resolved

In fact, in universities, the team of specialists still has certain shortcomings The main reason leading to these inadequacies is that the selection, use, training and fostering of the specialist team of units and organizations in the university have not come from job position requirements yet

From the above reasons, we chose the topic: "Developing the team of

university specialists according to job position approach” for research

2 Purpose of the study

On the basis of theoretical and practical research, proposing solutions to develop the team of US according to job position approach (JPA), in order to improve the quality

of this team, to meet the requirements of innovation in HE management

3 Object and subject of the study

3.1 Object of the study

Activities to develop the team of US according to JPA

3.2 Subject of the study

Solutions to develop the team of US according to JPA

(competency framework) of each job position are proposed and implemented to organize activities to develop the team of US; at the same time, clarifying the influence of higher education management innovation on the development of the US team, etc can improve the effectiveness of this team's development

5 Tasks and scope of the study

5.1 Tasks of the study

5.1.1 Researching on the theoretical basis of developing the team of US according to JPA

5.1.2 Surveying and evaluating the current situation of developing the team of

US according to JPA in some North Central provinces

5.1.3 Proposing solutions to develop the team of US according to JPA; surveying the urgency, feasibility and test 01 proposed solution

5.2 Scope of the study

- About content

The topic focuses on researching and proposing solutions to develop the US team with job positions, professional titles, and expertise in common; rank code 01.003

- About the object

Surveying the current situation and testing the proposed solutions at universities in the North Central provinces (Thanh Hoa, Nghe An, Ha Tinh, Quang Binh)

6.2 Research Methods

6.2.1 Group of theoretical research methods

This group of methods aims to collect theoretical information to build the theoretical basis of the topic

6.2.2 Group of practical research methods

This group of methods aims to collect practical information to build the practical basis of the topic

6.2.3 Mathematical statistical methods

Using statistical formulas to process the obtained data, compare and present the research results of the dissertation.

7 The defense points

7.1 The most important goal of developing the US team is to improve the quality of this team, to meet the requirements of job position that they undertake

Therefore, to develop an effective the US team, it is necessary to follow JPA, this is

an approach that from building a development plan to fostering, evaluating, and

creating a working environment for the US team must derive from the requirements

of each job position for this team

7.2 The current US team has basically performed its functions and duties, but

before the requirements of reforming HE management, implementing autonomy and

accountability, this team still has the certain limitations The main reason is that they

have not been fully developed according to job position

7.3 Building the plan of the US team on the basis of determining the job position

of units and organizations in the university; Recruiting, using and rotating the US team

based on their responsiveness to each job position; Organizing to foster in order to

improve professional capacity according to job position for the US team; Evaluating the

US team according to competency framework and performance results associated with

job position; Creating the favorable environment and conditions for the US team to

promote and develop their professional capacity according to job position, etc are the

main solutions to effectively develop the US team according to JPA

8 New contributions of the dissertation

8.1 The dissertation has clarified the theoretical issues of developing the US

team based on the approach to public human resource management according to job

position and capacity; then based on job position's requirements for US to build a

competency framework and use this competency framework to develop the US team

Along with building a competency framework, the dissertation also builds a set of

criteria for assessing working capacity and task performance results according to job

position of US; The set of standards for evaluating the development of the US team

according to job position, etc

8.2 The comprehensive and complete survey on the current situation of the

development of the US team in some North Central provinces has brought about

objective assessments of this team, serving as a practical basis for proposing solutions

to develop the US team with a scientific basis and feasibility of the dissertation

8.3 The proposed solutions of the dissertation are not only applied to the development

of the team of US according to JPA in some North Central provinces, but also can be applied to

the development of the US team according to JPA on a national scale

9 The structure of the dissertation

In addition to the Introduction, Conclusion, Recommendations, References and

Research Appendix, the dissertation consists of 03 chapters:

Chapter 1: Theoretical basis of developing the team of university specialists according to job position approach

Chapter 2: Current situation of developing the team of university specialists in

the North Central provinces according to job position approach

Chapter 3: Solutions to develop the team of university specialists according to

job position approach

Chapter 1 THEORETICAL BASIS OF DEVELOPING THE TEAM OF UNIVERSITY

SPECIALISTS ACCORDING TO JOB POSITION APPROACH

1.1 OVERVIEW OF THE ISSUE STUDY

1.1.1 Studies on human resource development in universities

In foreign countries, there are research works of Victor Minichiello, Catherine Armstrong, David Kember and Lyn Gow, Speck and Knipe, Chapel Hill, etc In Vietnam, there are research works of Pham Minh Hac, Dang Quoc Bao, Nguyen Van

De, Pham Hong Quang, Pham Do Nhat Tien, Pham Van Thuan and Nghiem Thi Thanh, etc These works have clarified the position and role of human resources of the university; the meaning of human resource development in the university; requirements for human resource development in the university, etc

1.1.2 Studies on the development of the team of US according to JPA

In Vietnam as well as in foreign countries, there are very few works that directly research on developing the US team according to JPA There are only a few works by the authors My Giang Son, Phan The Kien, Nguyen Thi Thanh Huong, etc researching on cadres, educational administrative staff and administrative officials in universities, there are indirect mentions of developing the US team

1.2 THE BASIC CONCEPTS

1.2.1 Specialist, University specialist

1.2.1.1 Specialist

The specialist who is an administrative officer with basic professional and professional requirements in one or several fields in administrative agencies and organizations at the district level or higher, is responsible for advising, synthesizing and implementing regimes and policies by sector, field or locality The specialist must meet the requirements of training qualifications on expertise and profession; information technology, foreign languages, etc according to regulations

1.2.1.2 University specialist

The university specialist is the person who is in charge of advising and assisting the principal in managing, synthesizing, proposing ideas, organizing the implementation of tasks according to the functions and tasks assigned by the principal US must meet the requirements of training qualifications on expertise and profession; information technology, foreign languages, etc according to regulations

1.2.2 Team, Team of university specialists

1.2.2.1 Team

In the field of education and training, the term "Team" is used to refer to functionally distinct groups of people in the education system: team of teachers/lecturers, team of specialists/staff; team of managers of educational institutions, etc

1.2.2.2 Team of University specialists

The team of US is a collection of people working in departments and centers of the university, directly taking on the task of advising and assisting the principal in managing, synthesizing, proposing ideas, organizing the implementation of the assigned tasks, have the same task of implementing higher education goals

1.2.3 Development, Development of the team of university specialists

1.2.3.1 Development

Development is the upward movement, in the direction of progress of things

1.2.3.2 Development of the team of university specialists

Developing the team of US is the process of creating a change in the quantity and quality of the US team, creating conditions for them to contribute most effectively to the development of the university

1.2.4 Job position and job position approach

1.2.4.1 Job position

Job position is understood as a position or a working place in an agency, organization or unit where the public employee performs a job or a group of jobs with stability, long-term, regularity, repetition, have specific names according to titles, positions or nature of work and are attached to the process of performing functions and tasks of that agency or organization

Job position of US is a specialized and professional work that is commonly used for the following activities: Training; Personnel organization; General Administration; Cooperation at home and abroad; Student work; Inspection - legislation; Testing and quality assurance, etc of the university

1.2.4.2 Job position approach

JPA is an approach derived from the requirements of each job position to build

a corresponding competency framework and use this competency framework in the team development process (selection, use, training, fostering, evaluation, compensation, etc.)

1.2.5 Development of the team of university specialists according to job position approach

Developing the team of US according to JPA is a standardized method that integrates knowledge, skills and attitudes to form a standard system of professional competence of specialists; thereby "standardizing" the content of activities to develop the team of US according to the process from planning, development planning, recruitment, assignment to use, evaluation, training, fostering specialists, and commendation policies, reward, remuneration, motivation for the team, etc , all based

on the professional competency standard of specialists according to job position

1.3 UNIVERSITY SPECIALISTS IN THE CONTEXT OF HIGHER EDUCATION MANAGEMENT INNOVATION

1.3.1 Innovation and the impact of innovation in higher education management on university specialists

1.3.1.1 Renovation of higher education management

HE in our country is undergoing fundamental and comprehensive reforms in the training structure and network of HE institutions; training content, methods and processes; planning, training, fostering and using lecturers, specialists and managers; organizing the implementation of science and technology activities; mobilizing resources and financial mechanisms, HE management and international integration, etc

1.3.1.2 Impact of innovation in higher education management on university specialists

Innovation in HE management has a great influence on the work content, work efficiency and working style of US

1.3.2 Positions and roles of university specialists in the context of innovation in higher education management

1.3.2.1 Positions of the university specialist

US assumes the different job positions in the university; working in many units and organizations in the university; having title, rank code, responsibilities, tasks, skilled and professional standards, etc

1.3.2.2 Roles of the university specialist

US are indispensable "links" in the university's administrative system; acting as

a "bridge" between the university and external stakeholders; concretizing legal documents into regulations and university statutes, etc

1.3.3 Functions and duties of university specialists

US have the following functions and tasks: Developing specific plans and regulations to implement university management tasks in the professional fields; Participating in building mechanisms and specific decisions of each management content according to the provisions of law which are suitable to the actual situation of the university; Studying and solving according to their competence or advising and submitting to competent authorities to decide to deal with specific issues; coordinating with colleagues to perform related works; Guiding, monitoring, urging, inspecting and proposing measures to implement effective management mechanisms and decisions; Participating in inspecting, collecting information, making statistics, managing records, storing documents and data in order to serve the state management work closely, accurately and in accordance with principles; Summarizing the situation, analyzing and evaluating the effectiveness of assigned work Each function and task requires in the specialist one or several corresponding competencies

1.3.4 General competency framework of university specialists according

to job position

General competency framework of US including: Political qualities, professional ethics; Professional capacity; Advisory capacity; Ability to analyze, synthesize and process information; Ability to implement; Ability to work in groups; Ability to use information technology and foreign languages; The ability of self-improvement and professional development, etc

1.4 THE DEVELOPMENT OF TEAM OF UNIVERSITIES SPECIALISTS ACCORDING TO JOB POSITION APPROACH

1.4.1 The meaning and importance of developing a team of university specialists according to job position approach

Developing the US team according to JPA has the following meanings and importance: Helping US be aware of the necessary competencies to meet the requirements of each job position; Helping managers effectively use the US team; The basis for fostering and evaluating the US team, etc

1.4.2 Orientation to develop university specialists according to job position approach

The development of the US team according to JPA should be based on the following orientations: Based on the development of human resources of the

university and the whole higher education system; Must be based on the actual needs

of each university; Must be comprehensive; Must help this team be creative and qualified to best implement the university's goals; Must pay attention to the needs of promotion, the practical benefits of the specialist; Be the responsibility of each department/faculty/institute/center/ each university and the HE system, etc

1.4.3 Content of developing university specialists according to job position approach

Developing the US team according to JPA includes the following contents: Building schedule and plan to develop the US team according to JPA; Recruiting the

US team according to JPA; Arranging and using the US team according to JPA; Fostering the US team according to JPA; Evaluating the US team according to JPA; Building a working environment for the US team, etc

1.4.4 Subjects of developing the team of university specialists according to job position approach

At the university, the main and direct influencers on the development of the US team are the Rector and the Heads of the faculties/institutes/ departments/centers of the university

1.4.5 The influence of factors on the development of the team of university specialists according to job position approach

Including objective factors: The fundamental and comprehensive renovation of higher education; Requirements to develop the team of teachers and educational administrators in the current period; Guidelines and policies for higher education and lecturers, managers, officials and subjective factors: Correct awareness of the position, role, function and task in the university of the US team; Self-development and self-improvement ability of US; The capacity of university administrators and units in the university, etc

CONCLUSION OF CHAPTER 1

1 US have certain positions, roles, functions and duties

2 Competency framework reflects the requirements on the quality and capacity

of US according to job position that they undertake in the university

3 Developing the US team is urgent, it should be based on certain orientations and contents

Chapter 2 CURRENT SITUATION OF DEVELOPING THE TEAM OF UNIVERSITY SPECIALISTS IN THE NORTH CENTRAL PROVINCES ACCORDING TO

JOB POSITION APPROACH

2.1 ORGANIZING TO SURVEY THE CURRENT SITUATION

2.1.1 Objectives of the survey of the current situation

In order to clarify the current situation of the US team and develop the US team in some North Central provinces according to JPA to establish the practical basis of the topic

2.1.2 Contents of the survey of the current situation

The main issues that need to be focused on survey include: 1) Surveying the current situation of the US team in some North Central provinces; 2) Surveying the current situation of developing the US team in some North Central provinces; 3) Surveying the current situation of factors affecting the development of the US team in some North Central provinces

2.1.3 Samples and objects of the survey

For the university, surveying 05 universities: Hong Duc University; Vinh University; Vinh University of Technical Education; Ha Tinh University; Quang Binh University

For managers and specialists, surveying: Board of Directors; Head, Vice Dean

of Faculty/Training Institute; Head, Deputy Head of Department; Director, Deputy Director of the center/station

For specialists, surveying randomly 50% of the specialists of 05 selected universities

2.1.4 Survey method

The dissertation uses the following methods to survey: Survey method by questionnaire; Discussion and interviews by topic; Researching the products and activities of managers and US, etc

2.1.5 How to process data and rating scale

The data obtained from the questionnaires are evaluated in terms of relevance, performance and impact; simultaneously divided into 5 levels, from low to high (corresponding to the scores from 1 to 5) Each level has a certain average value range

2.1.6 Survey time

In the academic year 2019-2020, all questionnaires and comments were sent to the respondents from September, 2019; revoked the questionnaires and comments in March, 2020

2.2 OVERVIEW OF UNIVERSITIES IN SOME NORTH CENTRAL PROVINCE

In this content, the dissertation presented the general situation of universities in the surveyed area: Vinh University; Hong Duc University; Vinh University of Technical Education; Ha Tinh University and Quang Binh University

2.3 CURRENT SITUATION OF THE TEAM OF UNIVERSITY SPECIALISTS IN THE CONTEXT OF INNOVATION OF HIGHER EDUCATION MANAGEMENT

2.3.1 Current situation of quantity, training level, civil servant rank of the team of university specialists in the survey area

Table 2.3 Statistics on the quantity, gender, training level, and civil servant rank of the US team in the survey area

The dissertation has survey the reality of awareness about the position and role

of the US team The survey results show that the majority of respondents have the correct perception of the position and role of specialists in universities

2.3.3 Current situation of performing functions and duties of the team of university specialists

The dissertation has survey the actual performance of functions and tasks of the US team The survey results show that the majority of specialists have performed their functions and tasks; some specialists perform functions and tasks at a pretty level

2.3.4 Current situation of the team of university specialists according to the competency framework of the job position

2.3.4.1 Current situation of political quality and professional ethics of the team of university specialists

Table 2.6 Current situation of political quality and professional ethics of the

Having firm political courage, being

consistent with Marxism-Leninism, Ho Chi

Minh's thought, firmly grasping the Party's

policies and guidelines

2

Fully performing the obligations of public

employees as prescribed by law; Strictly

complying with the assignment of duties of

superiors

3

Being devoted, responsible, incorruptible,

honest, objective, fair and exemplary in

performing official duties; Being polite, cultured

and standard in communicating and serving the

people

4

Having a healthy, modest and united lifestyle

and activities; Being industrious, thrifty,

incorruptible, upright, fair and impartial

5

Not taking advantage of public affairs to seek

personal benefits; no bureaucracy, corruption,

waste, negativity