tóm tắt tiếng anh nghiên cứu chất lượng đào tạo công nhân kỹ thuật trong công nghiệp điện lực việt nam

Ministry of Education and Training
University of National Economy

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DOAN DUC TIEN





RESEARCH QUALITY OF TRAINING
TECHNICAL WORKER IN
ELECTRIC POWER INDUSTRY IN VIETNAM



Specific area:
BUSINESS ADMINISTRATION

(
INDUSTRY AND CONSTRUCTION
)
Code: 62.34.05.01

DOCTORAL THESIS OF BUSINESS AND MANAGEMENT SUMMATION









Hanoi, 2012

THESIS TO BE COMPLETED IN
THE NATIONAL ECONOMIC UNIVERSITY


The scientific mentor:
1. Prof. Ngo Kim Thanh
2. Prof. Duong Dinh Giam


Reviewer 1:

Reviewer 2:

Reviewer 3:

The thesis will be defend before the Council to protect
his State-level doctoral thesis at the National Economic University
Take place at: h on July 2012








Thesis can be found at:
- Library University of National Economy
- National Library

LIST OF RELATED RESEARCH
Thesis by graduated students

1. Dang Ngoc Lam, Doan Duc Tien (2007), EVN group-level scientific research,
"Research on the building of the standard level of training technical workers in the
power company under the Electricity of Vietnam";

2. Doan Duc Tien (2008), "Some problems of the technical worker training for the
electric power industry" category Economics and Management; The Industry
Magazine;

3. Tran Duc Hung, Doan Duc Tien (2009), Occupational Skill Standards , topic

"Construction of medium voltage power lines and distribution substation", building
the national professional skill standard - General Department of Vocational Training;

4. Nguyen Manh Tuan, Doan Duc Tien (2010), Hanoi Power Corporation topic
"Building systems training program software and examination manpower" (testing
officer; specialist; workers on the computer);

5. Doan Duc Tien (2011), "The training and development of human resources in the
Electricity of Vietnam today" category trade promotion and business management of
the Ministry of Trade, Industry Journal No 45;

6. Doan Duc Tien (2011), "Improving short-term training programs of technical
workers of the Electricity of Vietnam (EVN)" category Economics and Management,
Journal of Industry.
Introduction
1. General.
Today, electric power industry technology worker training, particular in Electricity
of Vietnam(EVN) is a current and strategy event. Our Party has identified

Development of energy must take one step forward to meet the requirements of
economic – social development, and to secure nation energy". To gain
Industrialism, Modernisms of country, Electric power must be growth around the
rate of 15% to 17% annual, and GDP growth with the rate of 8% to 8.5% every
year. According to latest EVN report (Project plant for training of human resources
development report 2008 report), the share of technical worker of EVN is 49,13%
electricity industry (the 42.715 employees) of the total human electric power sector
are 86,928 people. To compare in EVN,
highly qualified labor
and intermediate
level is 13.379 people equivalent to 15.39%; employee with higher education was

20.224 accounting for 23,26%; employee with master and higher level are 565 ,
accounting for 0.65%. Thus, technology worker of electric power industry is
largest force, directs labor and manufacturing business of all electric power aspect,
from North to South area as well as the work that EVN is investing oversea. The
strategy development of EVN from now to 2015 and vision 2020, electric power
demand growth on average 10-12% /year. Manpower is main factor of
development protocol of electric power industry while technology worker is main
direct productive force, represent highest number. In 2011 - 2012, vision 2020 a
compelling set out.
An objective assessment, the technology Worker electricity industry has not fully
meet and satisfy the requirements to perform development tasks of Electric Power
Industry. There are many reasons: First, the lack of uniformity and consistency
model training and development; Second, lack of standards and regulations; Third,
lacking coherence and complementarity between in-house training schools with
on-site training; Forth, lack of good teachers and teaching facilities and modern
learning; Fifth, many establishments employing not focused on work placement
layout adaptation industries in which workers have been trained, leading to less
labor productivity.
From the above shortcomings, it is necessary to find solutions to tackle the gaps in
the training of the Electricity Industry Worker today.
With the desire to fill the gaps mentioned above, in order to improve the quality of
training technical workers in the electricity industry, the author registration threads
"Research the quality of training technical workers in Vietnam Electricity
Industry" as the content of his doctoral thesis.
2. Research purposes
Thesis to achieve the purpose of studying the following:
Theoretical research:
- The system of the basic theoretical issues on training, training technical workers,
quality training, improve the quality of training, quality assessment and training
framework theory study analyzed the factors affecting Worker training quality,

determine the criteria and evaluation methods Worker training quality.
Empirical research:
- Assess the quality of education in schools; the corporation under the Electricity
Industry (EVN). Identify criteria for evaluating the quality and technical workers
in recruitment (input), raising the level of training technical workers; quality
assessment training technical workers in enterprises operating under the Electricity
industry (self-training ), training and improving the annual; re-training. Reaserch
the factors affecting the quality of training technical workers at the General
Electric Company (the policies, regulations and training institutions to develop
human resources in enterprises of the Corporation, the situation of Electricity
sector workers ),
- To propose some solutions to improve the quality of training technical workers in
the Electricity Industry Electricity of Vietnam.
3. Scope of study
The thesis is limited by the scope of the research as follows:
- Contents of study: Industrial Electricity is a kind of economic - technical
complexity. In addition to the power produced from the traditional methods,
such as thermal power, hydropower, in recent years, thanks to the achievements
in science and technology, has been the new technology to produce electricity,
as electricity from wind and solar enery, nuclear power in each sector
thermal power, hydropower , also include the process: sources (power
generation), transmission and distribution. Due to the complexity of the
technologies and techniques in each stage, which focused dissertation delve
into the distribution - the last important step, to bring power to the end user.
- In space research: the area of survey research of the thesis is that some
corporations, such as the Electricity Corporation Northern, Central, South, the
Electricity Corporation of Ha Noi and Ho Chi Minh City and some schools,
vocational training institutions EVN.
- On the study period: The thesis focused on assessing the quality of training
for the period 2005-2010 and propose solutions to improve the quality of

education for 2011-2015 and 2020.
4. Overview of research
4.1. The study of other countries:
There are many foreign research related to quality of training technical
workers, but mainly addressed issues of vocational training system reform,
improving the quality of human resources to solve the supply source Worker's
labor is the period of national industrialization and modernization of the
country. Typical research projects:
- Asian Development Bank (ADB) (1990), with the report "Technical
Education and Vocational Training" to report to specified functions and
characteristics of the vocational training system, the national policy in job
training. Indicate the training meets the needs of different sectors in the
economy; an important point of this report is already going into the structural
analysis system for vocational education and economic experimental model of
many countries with different training.
- Donal L.Kirkpatrick (1998) study suggested "assessment model training
program with 4 levels", with the arguments and theoretical basis for assessing
the quality of the training program with 4 levels of learners.
Based on the development of quality assessment methods of Kirppatrick
training programs, study authors surveyed rated the quality of training of the
Electricity Industry Worker of the Electricity of Vietnam.
4.2. A number of studies in the country:
- PhD thesis of Le Khac Doa (1989) on "Perfecting the system of vocational
training in Vietnam", has been studying proposals to perfect the system of
vocational training in Vietnam.
- Prof. Dr. Pham Thi Thanh chaired ministerial-level "study the fostering of
university teaching and teacher training" has shown the weakness and lack
of pedagogy in the training and retraining of teachers member in the 90s of
last century;
- Egineer.Ta Sy Thai (2000) with "Standardized Power Worker training

program", has research focused on solving the problem-oriented framework
to build the Electric Power Industry Worker training system 2-year term.
- Prof. Dr. Thai Ba Can (2004) to study the "Suggest methods to evaluate the
quality of training to evaluate the effectiveness (measured by level, the
results point), and external performance evaluation (time employment,
professional success) "
- PhD thesis of Tran Khac Complete (2006) on "Combined training in
schools and businesses to improve the quality of vocational training in
Vietnam during the current period." The author argues that there should be
coherence between schools and enterprises in vocational training and help
support each other in interactive training between teaching theory and
practice.
- Dang Ngoc Lam (2007) with the project: "Research on development of
standards of professional level technical workers in the company EVN", has
made specific provisions on authorities, knowledge, qualifications Worker
for the job. The standards have helped the management level personnel of
the Group for comparison grounded in meeting the standards necessary and
sufficient conditions for each position of workers, from which it is oriented
learning, training improve their skills and expertise.
- Bui Hien Ton (2009) with research results "Employment of trained workers
in Vietnam", pointed out the following factors job training has a major
impact on the quality of vocational training.
- Le Quang Son (2009) to study "The experience of the United States, China,
Singapore, Japan, on vocational training policies, including training of
technical workers," pointed out the importance of the main macroeconomic
policy of the state for training.
- The latest project is "training plan human resource development of
Vietnam Electricity Corporation for 2008-2010, projected to 2015." This
scheme is proposed and solutions-oriented planning of human resources for
the entire staff team electricity industry.

Thus, although there have been studies mention training technical workers,
pointed out the factors affecting job training for technical workers, has set
out and perform the tasks in order to improve the training of technical
workers, like building a framework program for vocational training; pointed
out the importance of the unified model of organization in the management
of vocational education system and employment for workers, indicating the
lifting method high quality faculty and job but does not consider a study
to systematically assess the quality of training technical workers an industry
that, especially the Electricity industry in Vietnam.
These contents will be further serious research, in order to improve the
training of human resources development of the Electric Power Industry
Worker Vietnam.
5. Study subjects:
Research Worker quality vocational training in some cases Electricity Worker
training and some training programs in corporations Worker of the Electricity
of Vietnam.
6. Research Methods
- Methods of Statistics, in the literature, to inherit the results of research in
foreign countries and content related to research.
- Methods for field survey and interviews in-depth assessment on matters not
specified in the questionnaire used.
- Methods of generalization, induction, interpolation, comparative and
quantitative calculations.
7. Contribution of the thesis
7.1. Theoretical
From the general theory of quality training, lays out the thesis for the quality of
training and technical workers (Worker) Electricity industry and the quality
criteria reflecting technical workers to meet industry requirements, shown in
the following aspects: (1) through standard training from vocational schools
electricity industry, qualified professional knowledge, skills, skilled workers of

standards. (2) Industrial working style; absolute observance of labor discipline,
processes, strict codes of electricity industries. (3) Good health, meeting the
requirements of the labor environment in specific electricity industry. (4)
Understand, implement and traditional corporate culture morals, healthy
lifestyle. (5) Adaptability, work independently and in partnerships and labor.
The thesis has introduced a quantitative model assessing the quality of training
and indicate the model is based on Donald L.Kirkpatrick proposed model to
assess the quality of the training program is to assess the training cycle from
quality of inputs to outputs and performance after training. Using this model
quality assessment training cycle is the modeling of relationships between
variables reflecting the quality of training technical workers and other factors
affecting the quality of training of technical workers, measurement and
assessment the impact of these factors to the quality of training technical
workers.
7.2. In reality
Through quality research training Worker Sun Electricity of Vietnam and
evaluate the quality of EVN Worker training in schools and enterprises,
research results showed characteristics of industries affect nature Electricity
training of technical workers and the quality assurance elements Electricity
Worker training shall include: (1) Training objectives associated with the
development objectives of the business, industry, society and international
integration. (2) management model appropriate training, integrated and
combined businesses and schools in training, especially from the stage of
vocational training. (3) institutionalize the training of technical workers. (4)
Standardization of leadership, training managers, trainers, guides practice. (5)
financial mechanisms appropriate investment, with the participation of three
houses: the State-House-school business. Encourage socialization attract
economic sectors, the resources involved in the training of technical workers.
Combining analytical and research practices Worker training of some countries
to improve the quality of training technical workers to meet the requirements

for the country's industrialization and modernization, including electricity
industry proposed a thesis measures contribute to improving the quality of
training technical workers for the industry not only electricity, but also for
other industries.
8. Structure of the thesis
Besides an introduction, conclusion, reference lists and appendices, the main
contents of the thesis is structured into three chapters, as follows:
Chapter 1. THEORETICAL AND PRATICE BASICALLY OF WORKER
TRAINING ON TECHNOLOGY
Chapter 2. REAL QUALITY TECHNICAL TRAINING INDUSTRIAL
WORKERS OF ELECTRICITY OF EVN
Chapter 3. LEGAL SOLUTION QUALITY IMPROVEMENT WORKER
TRAINING TECHNICAL ELECTRICITY INDUSTRY VIETNAM


Chapter 1

THEOTETICAL AND PRACTICE BASICALLTY OF TECHNICAL
TRAINING WORKER
1.1. SOME BASIC CONCEPTS
1.1.1. Quality and quality training
1.1.1.1. Quality
The term "quality" has been long used to describe attributes such as beautiful,
good, fresh and above all value and high value use.
Quality is not just a single feature that is characteristic of all decide how to meet
customer requirements.
The ISO defines quality as: "set of characteristics of an entity (object) created for
the entity (object) that the ability to meet the requirements stated or implicit."
1.1.1.2. Quality of training
Quality training is the most important criteria, is a key factor determining the

"survival" of an institution operating in market economy. When the funding
mechanism is no longer training, the quality of education as a decisive factor in the
development of training facilities and the manufacturing facilities benefit from
education and training system. So constantly improve the quality of training is
almost impossible to neglect of management training.
Quality training is expressed through output of a training process, which is the
capacity of people participated in the training process to meet the objectives of the
training and marketing.
1.1.1.3. Improving the quality of training
Improving the quality of training is the impact on the training process to improve
the effectiveness of training, quality training programs, resulting in improving the
quality of the training staff.
1.1.1.4. Assessing the quality of training
Assessing the quality of training is to review, examine and collect evidence about
the training process, training programs, training institutions, based on the quality
criteria required for consideration for comparison, the points and draw conclusions
about the quality of training.
1.1.2. Technical workers
Technical worker (Worker) is trained labor nature of technical training, training
programs combine theoretical knowledge and practical skills practice.
Typically, there are 3 groups provide Worker, namely: (i) formal training in the
field of technical education system and vocational training, (ii) professional
training prior to employment (outside school) , and (iii) training of local workers.
We can generalize: "Technical workers are workers who have completed at least
one program of a vocational training at a vocational training institutions (including
the production and business establishments) and granted certificates or diplomas
are recognized by the current regulations. "
1.1.3. Worker Education and Training
1.1.3.1. Training
Vietnamese Dictionary "Training" means "to make students become qualified

under the standards of behavior" (1). Under this definition, can understand the
word "training" is an activity for learners equipped capacity (knowledge, skills,
attitudes) in a predetermined criteria, to become competent and friendly useful in
specific tasks or any society activities.
- The education and training in Vietnam using the concept of training: "Training is
the process of purposeful activity, organized to achieve the knowledge, skills and
techniques in the theory and practice practices, creating the capacity to
successfully implement a social activity (occupational) necessary ".
- Textbook Labor Economics from the University of National Economy, the
concept of training is: "The process equipped with certain knowledge of
professional services to employees so that they can always get a certain tasks. "
Training technical workers, "is the process of training activities targeted, organized
and planned in the training system engineering practice to establish and develop
the knowledge, skills, attitudes to individual employees at all levels to the level of
practice, do complex tasks with higher productivity and efficiency, and capacity to
adapt to the rapidly changing techniques and technologies in fact ".
1.1.3.2. Training and technical workers
Study on "training" (vocational) there are many different approaches, from the
perspective of different.
Law on Vocational Training: "Vocational teaching and learning activities is to
equip the knowledge, skills and professional attitudes necessary for trainees to be
able to find employment or self employment after completing the course ". In
particular, vocational training is defined with three levels of training are: Primery,
Elementary vocational training and Intermediate College.
Thus, by author, Worker training is the process of professional training is
characteristic of technical skills and training to the technical worker qualifications,
job knowledge and technical expertise, skilled workmanship technical and
professional work attitude. Quality training of technial worker training in Electric
Insustry is the process to train technical workers who meet the criteria of quality
and meet the requirements of the electricity sector.

1.1.4. The training program
The definition of White (1995) said: "Training is a training plan reflects training
objectives that schools pursue, it tells us the content and methods of teaching and
learning needed to achieve objectives ". (2)
1.1.5. Other forms of training
1.1.5.1. Training in enterprises
Training in business primarily to improve professional training, regular refresher
courses, short term to improve their workers' time to meet an urgent requirement
of practice.
1.1.5.2. Training outside the enterprise
Besides the form of training in enterprises, enterprises send laborers to long-term
training in schools. When business demand for labor in the fields of business, or to
prepare for the future workforce, self-organizing business recruitment, then sent a
long-term training in schools with diverse professions and training systems:
Technical workers; University; After college. The number depends on the business
policy and the specific needs of enterprises in the development strategy of the
business.
1.1.5.3. Self-training to improve workers' qualifications
In addition, there are some business policies to promote employee self-improving
learning, such as attendance at the outside working hours; improve school graduate
depending under each condition, the environment in which businesses can apply
policies accordingly.
1.1.6. Management training and quality management training
1.1.6.1. Management training
Management training is the operating activities and coordinate the mobilization of
social forces to promote training, improve the quality and effectiveness of training
activities to meet the requirements of social and economic development trained
manpower. Today, management training is not just merely the operation of the
institutions (the national training system), but also management oriented
socialization towards the development benefits of the organization and businesses.

1.1.6.2. Quality management training
When it comes to quality management, we can think of the quality management -
quality management of commodities. Prof. Nguyen Dinh Phan pointed out that:
"currently exist different definitions of quality management, but the most common
definitions are: quality management is systemic and synchronous control purposes
treatment is to ensure quality and improve the quality of products and services
throughout the product life cycle (design, production, consumption) in order to
satisfy consumer demand ".
Thus, quality management training can be understood as a production management
process (the process of teaching and learning management) that output here is
technical worker quality, is shown in professional knowledge, ability to meet
work, skilled and professional skills or specialized.
1.2. FACTORS AFFECTING THE QUALITY OF WORKER TRAINING
ELECTRICAL ENGINEERING INDUSTRY
1.2.1. The external factors
The external factors that affect the training of technical workers of enterprises and
organizations, including two types of environment: macroeconomic environment,
such as economic factors, population, state laws, culture - social, scientific -
technical and environmental sectors, such as competitors, customers In addition,
two factors: the system of state policy and evaluation, social recognition for
training technical workers, have deeply influenced by the quality of training of this
object, will be authors separated for separate study.
1.2.1.1 Macro Environment
Macro environment include economic factors; cultural factors - social system of
law and technical factors - technology.
1.2.1.2. Environment sector
Worker training itself is oriented activities, aimed at one or several economic
sectors - specific techniques. Therefore, it is subject to the environmental impact of
industry: competition factor; factor customers; factor suppliers.
1.2.1.3. State's policy on training

As mentioned above, the system of national policies on macro-environmental
groups. However, because of its importance for the field of human resource
training, so this factor is extracted for separate study. It covers the following
policies: Policy on the labor market; development policies Worker training.
1.2.2. The inner elements
The process of training human resources in general and technical workers in
particular, at different levels, were conducted in different facilities, which are the
basis of professional education (schools) and training in the business industry.
In this section, research dissertation factors affecting the quality of training
technical workers at two institutions (enterprises and training institutions).
1.2.2.1. Within the enterprise environment
Environment within an enterprise, including all the elements and the internal
systems of business enterprises which can be controlled. Businesses should try a
thorough analysis of internal factors that, in order to determine the advantages and
disadvantages of her. On that basis, given the measures to overcome disadvantages
and promote advantages to gain maximum advantage. Related to training and
human resource development including internal factors, mainly including
functional areas such as business objectives, human resources, research and
development, manufacturing, finance , marketing, and general organizational
routines.
- The objectives of the enterprise in the training of human resources
- Policies and strategies for human resources of enterprises
- The atmosphere of the business culture
- Ability to funding for the training of human resources
1.2.2.2. Factors affecting the quality of education in schools
Thesis indicate the factors affecting the quality of the training are: (1) Input, (2) In
the training process, (3) Output, in evaluating the outputs have greatly affect the
quality of training.
1.2.3 The characteristics of the electricity industry affect the quality of
training technical workers

1.2.3.1 Electricity Industry is the scientific branches of high technology,
complex, high pollution
The electricity sector is a particular industry, manufacturing and business-specific
product is electric power supply operation and systematic high. Construction and
operation of the system requires very large investment (investment carpacitor /
1kWh commercial electricity) compared to many other heavy industries; therefore
requires the investment of state support. Worldwide, more than 90% of the
corporation electricity corporation held by the state for capital and operating. The
development strategy, building the power sector are decided by the government.
With the boom of science and technology, electric power industry has developed
the world's diversity of power sources. Initially the traditional sources, such as
thermal power, hydropower, has appeared many different sources, from electricity
and gas, electricity from solar energy, wind power and nuclear power. Each
form of electricity generation (by source) have different requirements on
technology, technology which requires the source of very high technology, such as
nuclear power.
Electricity industry is not only electricity, but also to deliver electricity for sale to
household consumers. Unlike other commodities, is transported by means of
simple, traditional, the distribution of electricity to a transmission system
characteristics that are generally not used for any other commodity; by So there
should be management processes operate, own operations.
Transmission system and distribution of electricity transmission is implemented
with a voltage of 500 kV common; 220 kV, 110 kV, 35 kV, 22 kV and 10 kV and
6 kV, 0.4 kV ac; in many countries have developed on the transmission line one-
dimensional and super high AC voltage to 750 kV; 1000 kV. In addition, the
operating system on network devices and substation systems business also
included the construction and installation of advanced equipment and modern,
such as closed station system, GIS; line Thermal system of intelligent network;
switchgear, protection of art; a modern system like DAS, SCADA for the
management and operation.

Exclude sources of energy such as wind, solar, tide do not pollute the rest of the
other sources, especially coal, diesel, run gas and hydro power nuclear power, are
causing pollution in varying degrees. Thermoelectric air pollution (smoke, dust)
and solid waste emissions. Hydropower altered water, aquatic areas downstream,
even causing droughts, floods caused by deforestation watershed water, flood
social impact for agricultural production. In particular, nuclear power is likely to
cause great loss of safety, if safety measures are not strictly.
Electricity is a product very unsafe in the production, transmission, distribution
and use. Except for low voltage power supply from 110V or less, the high voltage
source can be dangerous and even affect human lives. Therefore, the safety
measures are required was very high in production, transmission, distribution and
use of electricity.
Power system operation requires power industry workers, especially skilled labor
staff (direct employees) must have the expertise, skill mastered skills, steel labor
discipline, work attitudes focus, ability to coordinate team work and cooperation in
labor and production. From construction and installation labor power plant
construction, to management - operation, the electric system, anyone in any field,
any position of work also requires that workers were the virtues billion thorough,
careful, accurate work. The working environment of extreme electricity toxic high
risk of falls (training operation, construction and installation), the effects from
electromagnetic fields cause cancer (stations and high voltage lines), causing
toxins from oil cancer (experimental craft, measure), dust pollution of thermal
power plants. All occupations such as construction and installation, to repair,
operation, regulation and management system always lurking accidents, the
accidents are very pitiful, very low survival. The question for us is the training of
employees, Worker Power and resources to ensure the quality of how to meet the
requirements of production in a severe environment such as the electricity
industry. That nothing is to improve the quality of staff training for team power
sector, especially in direct labor Worker.
For these reasons, the training of human resources in general and in particular

Worker training for Electrical, requires methods and program-specific curriculum.
Training human resources quality, there will be power quality, high efficiency
(saving raw materials, fuel) and ensure safety for both producers and users of
electric power.
1.2.3.2 Works with large area, diverse

The production facilities are generally distributed throughout the country (often
associated with raw material providers). In addition to thermal power plants have a
chance in the plains, while the hydro plants, often in remote areas, remote and
mountainous regions.
In the field of transmission and distribution, as well as other goods manufacturing
industry, electricity industry to bring their goods, electricity, the consumer is the
household or the production and trading. But as with other commodities, there
are many individuals and organizations involved with many media distribution,
different paths. For the electricity industry, transmission and distribution of
electricity to the grid, without any institutions or individuals can also invest. And
power must be brought in both regions and remote areas to serve.
The diversity of geographic location, work environment leads to particular
employees and the adaptation of workers under the climate is different. Working
conditions, work environment and the impact level is varied. It clearly shows the
power sector for technical workers with work placement, work environment, work
areas, different professions have different demands on the labor standards of
competence.
1.2.3.3 To provide essential products for production and life
Electricity is an essential product of society. It serves the life and industrial
production and business services. For every nation, power must go before a step,
referred to as the industry's bread; it is next to the meet the increasing demand of
people's lives. Quality power supply is not just power criteria as the previous year
that require the international standardization of frequency, voltage, stability,
continuity plans as required to provide customers row. There are many industries

require the power supply requires a rigorous, accurate, with each indicator, such as
sensitivity protection, safety, reliability, voltage, frequency, continuous ;
Requires increasingly high quality electric service to supply more and more perfect
to meet the requirement, along with investment, upgraded grid system; human
element is set up leading and very important. From the customer communication,
the new service installation, repair and operation to ensure stability and safety of
the grid should be especially emphasized. To obtain these results, factors that
directly affect workers is directly engaged in the production of electricity units.
1.2.3.4 Competitive pressures from the labor sector other services
The electricity sector as not only business but also make simple tasks ensure the
security, political, operating tool is macroeconomic and welfare service life of the
government, but especially of the Party and State.
Production of electricity to supply the market, but for the hydropower projects are
subject to the regulation of the country to ensure the hydrology, water supply for
downstream areas to serve the agricultural sector and the needs other people's
welfare. In addition, the electricity industry is subject to price regulation power
output in accordance with the government, in order to adjust macroeconomic
stabilizing people's daily lives.
The pressure of market economy regulated by the State, branches of Vietnam
electricity industry is facing many challenges, in that:
- Difficulty in calling for investment in electricity production by monopoly
distribution system; large investment rates, low capital recovery capabilities;
business costs high, low electricity prices led to the first investment is not
profitable. Should not encourage all economic sectors and domestic and foreign
private investment in electricity production, leading to supply shortages.
- Demand increasing use both electric power and industrial activity, leading to
severe overcrowding; electricity industry does not meet enough electricity for
production and daily life, causing social pressure.
- Doing business without a profit, leading to inability to re-invest, tattered
electricity grid operation is not guaranteed.

- Human resources in short supply due to increasingly low-wage, social welfare
policy is not done because there is no interest. The training of human resources
development on a narrow, declining labor quality, especially in attracting talent
and brain drain problem has been happening to date Electric.
To have a good labor force quality, especially team Worker Power and Electricity
sector resources before such context, training more than ever need emergency
measures to ensure effective and protect the stability and development of EVN.
1.2.4. These criteria reflect the quality of technical workers Electricity
Industry

Based on the analysis of the technical quality of labor, based on indicators of labor
quality in general and electrical characteristics of the authors think Worker Power
and power quality is reflected by specific criteria able, as follows: (1) Worker
Power and trained forces to the school's Worker Training Electricity, supplied by
the Worker, with intermediate vocational training college; qualified professional
knowledge, skills, hand workers of professional standards. (2) Worker Power and
resources with the behavior of industrial labor. Observance of labor discipline,
procedures, codes of strict power sector, (3) good health, no chronic disease; be
able to work well, meeting the specific requirements of quality power factor health
of the electricity industry; (to ensure the health work in the electricity industry
environment characteristics such as overhead, noise, magnetic fields, deep tunnel
) and (4) Understand and implement cultural traditions business, ethical, healthy
lifestyle. (5) Willing to work, adapt to any environment and harsh working
conditions of the electricity industry. Ability to work independently and in
partnerships and labor.
1.3. MODELS AND EVALUATION CRITERIA FOR EVALUATION OF
QUALITY OF TECHNICAL TRAINING

1.3.1. The model quality assessment training technical workers

The thesis summarizes three models and offer quality assessment training technical
workers from which to choose the model of Kirpartrick assessment, in accordance
with actual conditions in EVN to apply quality assessment programs Worker Sun
Power.
1.3.2. Criteria for evaluating the quality of training of technical workers
1.3.2.1. Criteria for evaluating the quality of training technical workers at the
training facility

The evaluation of the quality of training facilities and vocational training in
general training technical workers in particular are based on the contents of the
"criteria, quality control standards of professional colleges, issued together with
Decision on 01.17.2010 02/2008/QD-BLDTB Social Affairs of the Ministry of
Labour, War Invalids and Social Affairs ".
1.3.2.2. Criteria for evaluating the quality of training technical workers at the
enterprise

Since the model has been studied on the basis of Kirpaktrick assessment model,
the authors develop criteria for evaluating the quality of training technical workers
at the enterprise as follows:
- Assess the quality of inputs: Considering the Worker training system, years of
training and qualifications achieved; schools;
- Assessment of process quality short-term training in enterprises: Training time,
the teaching of theory / practice, training location; the appropriateness of program
content, the required level, add between training and actual job training and level
of detail of the training program.
- Assessment of quality facilities for training: equipment, classrooms, practice
professional equipment, safety equipment, training equipment, supplies and
facilities were close to the real practice international business.
- Assessment of faculty quality: The knowledge, expertise training;
communication skills and professional pedagogical professional experience,

skills, skill-art processing, management and coordination in practice teach and
guide repair faults, the theoretical amount of training and practice; scale course;
- Quality assessment of knowledge, skills and training students soon:
Understanding the knowledge and skills after training, comparative evaluation
of knowledge before and after training, assessing knowledge, skills targeted
skills training courses; evaluation methods; test results and testing;
- Quality assessment after a period of training: Assessing understanding,
knowledge and skills after training, assessment of labor productivity after
training, layout work, success, career advancement Industry;
- Assessment of results achieved against objectives set out training needs of the
training program.
1.4. EXPERIENCE OF SOME COUNTRIES IN THE WORLD OF
WORKER TRAINING LESSONS FOR TECHNICAL AND VIETNAM
1.4.1. The experience of some countries in the world
The thesis presents the research training experience of other countries: U.S.,
China, Japan, Korea, Singapore from which a total of offering lessons for
Vietnam.
1.4.2. Lessons learned for Vietnam
(1) Attach importance to education, training and human resource development,
particularly for the training of technical workers as an effective solution to
industrialization, modernization, economic restructuring economic, and
international competition. (2) Investment policy for vocational training
(Worker), improving the quality of facilities and equipment to practice,
teaching staff, standardization of programs, curriculum, constantly training
associated with new business and the needs of the labor market. (3)
Standardization of skills standards applicable to the entire country, creating the
basis for orientation training and skilled technical workers assess national,
international integration. (4) Policies to create jobs for workers after training
techniques, through industrialization policy fit in each stage is fundamental to
growth and job creation in the economy. Special importance to promoting

resident private sector development to create jobs for Worker. (5) the wage
policy to attract skilled labor, good policy of encouraging employees to
develop skills through flexible labor market.

Chapter 2

SITUATION QUALITY TECHNICAL WORKER TRAINING
INDUSTRIAL ELECTRICITY OF VIETNAM POWER GROUP

2.1. OVERVIEW OF TECHNICAL WORKER TRAINING PROGRAM OF
ELECTRICITY OF VIETNAM
2.1.1. The organization of training
The management training schools under EVN are managed directly from the Group
and the Ministry of Education and the Ministry of Labour, Invalids and Social Affairs
and General Department of Vocational Training. The management training of the
corporation shall be administered directly from EVN to the corporation; the power
company made the training of the corporation and act as Oganization and Human
Resource Board of Corporations.
2.1.2. The process of training classes, training

2.1.2.1. For the class organized by Vietnam Electricity Group
- Each Board proposed content requirements need training, proposal development
process leading EVN classes approved & Human Resources Committee Organization
Director-General approved the decision to open class; classes by Location Board of
EVN's choice, be it a school outside the industry, or in school; Cost: usually
accounted as expenses of the EVN.
2.1.2.2. For the business class organized by enterprise under EVN Group
- Usually followed by the process: each charge one or more professional when a new
decree issued, or new technologies are applied, determines necessary to pay for
training officers, employees, they contact with training departments in order to charge

the proposed training content, duration, subjects needed to train and teachers are
invited. The proposal and management classes are implemented by the training
division of the Training Organization Department (Department) of the power
company or power attached.
2.2. SITUATION ASSESSMENT OF WORKER TRAINING PROGRAM IN
SCHOOL OF ENGINEERING POWER UNDER ELECTRICITY OF
VIETNAM GROUP

From previous studies, based on survey verification review, the authors draw the
review of the status of training of technical workers schools:
2.2.1. Current status of the management training of school
The thesis points out that: The quality of the teaching staff of the EVN is not currently
meet the requirements of improving the quality of teaching. The majority of teachers
have pedagogical knowledge but lack practical experience.
2.2.2. Current status of teaching staff
In general, the force of the school teachers with training requirements are thin, the
level of theory and practice are not balanced, good teachers are skilled theory and
skills practice guidelines are not high and vice versa .
2.2.3. Current status of programs and curriculum
*. Curriculum: The program also offers serious drawback is theoretical, computer
simulation instructions on the figure of the teacher, not included in tour content,
practice on the actual device operation .
*. Service training curriculum: The curriculum by teachers in the school wrote the
heavily theoretical, lack of updated information to the new device on the network is
not close to reality.
2.2.4. Current status of facilities, material teaching and practice
The institution of many years EVN has completed all assigned tasks. The school has
gradually build technical facilities, means of teaching and learning. Due to resource
and grid development, the field has been invested in teaching equipment for the
classrooms, labs, practice workshops, learning models, teaching aids, learning tools,

to ensure students practice skills in a complete production in the factory. But that's just
enough equipment to skills training practices of BA, and equipment training to
improve skills they are modest, the school must put on the plants, the station to
practice as stated above.
2.2.5. Current status of the recruitment and training of technical workers
Quality of recruitment and training of technical workers in school is not high, the
reason: Most of the students who fail university, college, or expel from school for
longtime this long apprenticeship needs to go to find the jobs. Thus the level of
awareness, academic qualifications will not be high, leading to difficulties in the work
of improving the quality of training.
2.2.6. Actual quality of technical workers when the school
Research results show that the results of technical workers out of business school was
not rated as highly specialized knowledge, professional skills are not close to reality in
enterprises producing electricity sector.
2.3. SURVEY AND EVALUATION OF QUALITY OF WORKER TRAINING
PROGRAM IN BUSINESS TECHNOLOGY OF ELECTRICITY OF
VIETNAM GROUP

Assessing the quality of EVN training, if only to assess the quality of the training
schools under the EVN is not enough, the need to assess the quality of training
technical workers at the enterprises of EVN.
The author has selected five typical training for 5 vocational training technical
workers is: class experiment electricity grid dispatching class, class power
measurement, class management and operation of electrical and Construction. These
courses enhance specific skills for vocational training technical workers power and
close to the best quality standards in question, conducted the survey process and
results of data collection survey, the total of data; assess the data analysis thesis has
drawn important conclusions about the causes of survey results.
2.3.1. Survey results at level 1 (react)

Conclusion 1: Percentage of students not satisfied with a class relatively high
(40.67%), while just under 15% of students satisfied with the class.
There are many reasons for dissatisfied at the level 1 of a student, aggregated after
investigation and evaluation, the authors draw the following specific issues:
Analysis and identify training demand
- No clear link between training demand and objectives of the enterprise, leading to
not be identified priorities and planning training does not guarantee accuracy.
- Conflicts in the appoint of participants of training courses and refresher training. One
of the major conflicts in compensation training, improve team of industry employees
is a conflict between communication requirements, to acquire knowledge to fund
training time. The employers, learners, requires regular updates of new knowledge.
But students have to work again recently, just to improve which is a contradiction
(the technical staff of skilled Directors usually keep a job, at school conditions, if the
training period> 1 month).
- There is no job description for each position, leading to no evaluation criteria can not
be determined as well as each location should be trained about what knowledge, skills,
or specific acts.
- The criteria for evaluating the work capacity of new employees is based on general
standards, it is difficult to quantify and only stop at evaluation purposes without
annual bonus linked with analysis purposes identified training needs.
Regarding training programs: The weakness of the construction training program for
Worker object is not actually derived from the practical requirements of business, has
not been developed based on the core requirements of the knowledge and skills
required to provide workers (Worker) to help them minimize the error due to lack of
current skills or to enhance the capacity to do specific jobs, leading to the program
content does not meet requirements of the trainee.
Regarding training methods: the current method of training for Worker objects still
use the traditional method of teaching is not consistent with requirements of technical
training for workers.
Regarding the training objectives: Currently, the identification of training objectives

are vague, it is difficult to assess the quality of base training.
Regarding teachers: Teachers understand and not really have much experience about
the real issues going on at the factory. In addition, because there is no process and
criteria for selection for each subject teacher training, so this is also the risk of
affecting the quality and stability of quality training in EVN.Length of training for
practice guidelines is too little;
Class sizes too large, leading to less interaction between students & teachers;
The level of students is not uniform (at least 2 grades or more workers in a class) and
learning objectives of each object is different, leading to the same curriculum but
some find boring and a the poor receive.
Training materials most severe in theory, at least there are situations or practical
lessons from the workplace.
2.3.2 Survey results level 2 (knowledge)
Conclusion 2: Students are not satisfied with second-degree assessments. This is
mainly due to the method, the evaluation process, content and timing of
assessment is not appropriate
Survey results showed that most opinions are that form, content, timing and duration
tests are not appropriate for the type of skills training. In the opinion of those
surveyed, the content of test questions are in fact training programs, however not
reflect the key issues that students need to know to serve for his work later. The
questions were developed based on existing curriculum and opinion of teachers,
without sticking to the actual requirements of the knowledge or skills students need to
grasp. The selection of test questions is not appropriate immediately from the
elaboration of training content. The construction of the current content is taught by the
old method is to build teaching outline, followed by selection of test items, and finally
write down questions. So easily lead to the same curriculum, a teaching outline, but
each instructor can build a separate test questions for each course. Content inspection
is essential and crucial to success of the selection method, form, timing and duration
test. Content inspection is also weakness in organizational issues final test of the
current course of EVN. Do not check the content matches, leading to the evaluation

criteria are also not high; the highest average score for criterion fair level with a score
of 3.75 points; lowest fitness content of the test with an average score of 2.73 points;
point average is 2.92 points criteria.
2.3.3. Survey results assessment level 3 (skills)
Conclusion 3: change the level of skills of the trainees after the training is not
much.
According to the directly management representative, only 25.33% of the participants
is considered a change in the direction of skills better; index of the self-assessment by
students is 38%. This index is relatively low. The causes of this condition is that:
- Frequency of use of knowledge or work-related training knowledge in the classroom
is small, so students have little opportunity to apply and practice skills. Thus, although
there are many cases theory test results are very good, but the actual skills related
issues do not change much.
- Content of the training program was stopping at the generic level, not yet help
students in problem solving situations, when meeting difficult situations, students are
nervous and unsure solving skills.
- The unreasonable point of training, knowledge leads to falling off the need to
address the actual work involved.
- The level of management and supervision of the job-training and supervision at work
loose, students and managers do not have the regime, financial institutions &
movements encouraged to commit to comments and do not form sets out the
objectives and plans should apply so some results do not change skills.
- No support programs after training, such as supervision, training, retraining and
continuous testing in the workplace.
- In some cases, the condition of equipment and working conditions is a key factor in
raising obstacles, improve skills at the production site.
2.3.4. Survey results assessing the 4 (results)
Conclusion 4: The impact of training technical workers at present to produce
business results are not appreciated both the students and directly managers.
Evaluation results and analysis show the impact of training to improve business results

business school rankings are not high. Only 30.77% suggested that training is
effective. There are many causes of this situation. Specifically as follows:
In term of system:
- Training is not a direct impact in increasing the ability to complete a specific task to
achieve goals & work out (as in quantity, quality, time and cost of the job ).
- No separate management system is used & training objectives cannot be employed
to reduce the gap in capacity.
- In the training of skills, the loss caused by the lack of training are not statistics; The
risk may have otherwise been trained and will have the benefit of business training for
the deployment training program is also not specific analysis.
- The training program was held with no uniform process.
- The goal of each training program is not clear, difficult to assess the quality of
facilities and lack of accurate assessment tools.
- Lack of systems to collect positive feedback from the workplace as a basis,
demonstrate training needs and evaluate training results.
- Assessment of training just stop at the level of knowledge test immediately after the
course participants, which have not developed models & tools to assess the effects of
training.
Human:
- Ability to organize and manage of employees is not high;
- Ability coordination & teamwork skills are not good, some cases, considering the
individual aspects and skills of some staff were very good, but when operating in a
team, to bring the results of the work is not high.
2.4. BASIC CAUSES IMPACT SURVEY
Team of the Group Worker is the object most directly involved in production. The
annual training is often focused on regular training, including technical safety
processes training, operation of power management, construction and installation of
electricity, load path grid; the addition, also focuses on training programs specialized
training, such as: Experimental electric power measurement; test measurement;
medium voltage underground cable repair The General Electric Company organized

training, assess the level of wage increase and competition for subjects wage increase.
The training for improving team results Worker training quality is not high because of
the following:
- Persons Worker to work as laborers directly, so the training will affect production of
power company. Besides, the construction of objectives, development strategy of
human resources is Worker has not been focused, if not overlook is the capacity of
EVN Worker.
- Raise the demand for technical workers is not high. Sent for training criteria for
grade promotion based on seniority, number of years wage effects (as prescribed by
the State); not based on work requirements. To allocate work according to ability and
qualifications of the workers of Worker not specified (in the job description), should
not create a driving force demand improve job skills.
- There are no specific regulations on Standards Worker skill level in the degree
requirements, knowledge and skills for Worker; not so self-oriented learning as well
as improve not make legal standard in applying the standard skill level (grade 7
workers) for technical workers in all occupations EVN.
- Currently, programs, training curricula Worker incompatible with the actual
production and business structures, the distribution of the heavy time theory.
- A discovery in access, survey and research on the quality of training technical
workers at the Electricity of Vietnam, there is no assessment of the quality of a
scientific training after training, not only to be factors directly affect the quality of
EVN Worker training to overcome the key lessons for subsequent causes is not the
criteria for assessing the quality of training technical workers at the enterprises to
apply application and enforcement.
- Recruitment Worker to work in enterprises are still problems such as inadequate
handling of relations, no entrance exam, which is mainly considered leading to
lower profile objective, low-quality input , ability to work or study is not high.
Therefore improve the training quality difficult.
- An important discovery about the institutional, legal, promote learning, raise the
level: Electricity Corporation of Vietnam is currently ranked Worker salaries in

seniority, and not based on skill level , qualified to perform the job, so do not create
pressure on the capacity required to work, workmanship skills, sense of work, team
collaboration to the people nor the Worker learning resources improve their job
skills to meet job.
These are the underlying causes affecting the quality of the results of EVN Worker
training is not high; from which help make the argument to propose complete
solutions enhance the quality of training of the Electricity Worker Vietnam.

Chapter 3
QUALITY IMPROVEMENT SOLUTIONS TRAINING
TECHNICAL WORKER VIETNAM ELECTRICITY INDUSTRY
3.1. OVERVIEW OF TECHNICAL TRAINING WORKERS OF VIETNAM
In this part of thesis presented the viewpoints of the Party and State technical workers
training; vocational training system in Vietnam in scale structure, orientation Worker
in Vietnam during the period of industrialization and modernization the country.
Besides the overall thesis describes Worker training in Vietnam, at state-owned
enterprises and outlined the gaps in current training technical workers.
3.2. STRATEGIC DEVELOPMENT OF ELECTRICITY OF VIETNAM
GROUP TO 2020

Development strategy of Vietnam Electricity Corporation to become a powerful
economic groups with business specializing in power. In this thesis presents the
objectives, the Group's development to 2020, in term of commercial, power,
electricity network development following master plan diagram 7, specially forcus to
the development of resident manpower to meet the requirements of human resources
to provide high quality.
3.3. DIFFICULTIES AND CHALLENGES IN TECHNICAL WORKER
TRAINING _ELECTRICITY INDUSTRY

In the overall context of low quality of vocational training of the country, the training

of technical workers power industry Electricity Corporation of Vietnam could not
avoid the difficulties and challenges from having to meet the needs from the
production unit; conflict between demands for quality but short duration training to
not affect production, quality of management team training, participating faculty
training; difficulties in facilities and technical training. There is also the lack of
benchmarks for skills due to lack of standard regulations.
One of the important part that mentioned in thesis is to deliver a system that views on
the training of the Electricity Power Worker, in particular in Section 3.3.8 are
presented below:
3.3.8. The concept of quality assurance elements of training technical workers
Electricity Industry
(1) Objectives, strategies and training associated with the development objectives of
the business, industry, society and international integration. Training objectives to
help the business or schools to build training strategies. There are training objectives
realistic: building the strategic, long-term, medium term and short term business.
Training follows demands, not what you are training.
(2) Model of management training and development appropriate, integrated and
combined businesses and schools in training, especially from the stage of vocational
training. The model of training of management, paying special attention to the input
stage and the combination of business and forced the school to participate in
vocational training practices for technical workers in enterprises, create jobs,
recruitment next Worker training.
(3) Institutionalize the training of technical workers in particular:
i) Quality standards Worker, Worker skills standards; standardized program
curriculum.
- Standardizing the system of quality criteria and technical workers power Electricity
is critical to help guide workforce training for businesses, labor quality assessment
must be based on standard titles: labor Worker the workers of each target step, each
profession.
- Standardization Worker skills match current is 7 steps to help the Worker

reconciliation, and a measure of capacity, especially skilled skills. To build up the
standard construction skills largely practical apply in EVN and consistent with
international integration.
- Develop programs and training curriculum consistent with standards of vocational
skills, promote increased professional practice, and modulizaiton.
ii) Build up criteria assessing the quality of the school Worker training and system
evaluation criteria Worker training programs of the business. Quality assessment after
training base on constructing a quality criteria for evaluating training programs and
Worker Power help with the legal basis for implementation.
iii) To standardized worker skill assessment central system with participation of
schools and businesses. The construction of assessment center affiliated EVN schools
are necessary because the school has enough resources and technical facilities, people,
normative for evaluation, but requires the participation of the business to set out the
criteria, technical requirements in accordance with actual production.
iv) Standardization of regulations and training, recruit, motivate Worker salaries to
promoting the improvement of learning. Quality inputs: To continuously improve the
quality of recruitment and training of technical workers in the career-oriented
education system of national training, improve the quality of technical workers
recruited to work in business through the development building regulations and
standardize recruitment criteria Worker Power and power quality in recruitment.
(4) Standardization of leadership, training managers, trainers, guides practice.
Construction of teachers, vocational guidance practice, evaluation of professional
quality.
(5) The institutional investment, financial investment accordingly, with the
participation of three side: the State- school- Business.
- Investment in financial institutions to help enterprises improve the conditions for
ensuring quality training based on established criteria. Adequate investment for the
construction of a training model, which reside in the model of practice, bringing new
equipment, new technologies in teaching time and coordinate three side: State—
school -Business. Encourage socialization to attract economic sectors, the resources

involved in the training of technical workers.
- Decentralization of finance, decentralization of management, autonomy in the
allocation of investment, build mechanisms and policies for training institutions,
ensuring the promotion of education quality in order meeting the requirements of the
electricity industry and markets.
3.4. SOLUTIONS TO IMPROVE THE QUALITY TECHNICAL TRAINING
WORKERS OF ELECTRICITY OF VIETNAM GROUP
After conducting analysis and evaluation of training technical workers at the General
Electric Power under EVN Group, to clarify the subjective causes, objective,
particularly as the evidence from the results of the survey data, the authors propose a
system of measures to improve the quality of training technical workers in EVN.
3.4.1. Group measures in policy and institutions to Electricity of Vietnam Group.
On the basis of scientific arguments thesis proposed solutions group and institutional
policies to improve the system of legal documents on management training and
financial investment for specific training in the construction of the "Regulation of
financial investment for training and developing human resources" to serve the
construction and development investment on equipment condition and practicing
material for schools, institutions of EVN . In this solution group the author also
mentioned the reform process of evaluating, salary distribution, wages for technical
workers in professional capacity by building " wages according to ability regulations"
which promote, encourage to raise the demand occupational skills, increase labor
productivity. Motivate learning demand to improve their own technical workers. Lead
to quality training courses to be enhanced.
Proposed "Building the skills standards for technical workers in accordance with
technological requirements and international integration of the electricity industry;
Amendment framework Worker Power and power training schools and businesses
block the entire EVN application" is considered a prerequisite for the solution
complete, improving the quality of training technical workers. The standards of
vocational skills levels will be the basis of the goal orientation training on the basis of
specific provisions on standards and qualifications and skills gained for each level

workers grade (from 2-7 grade), each profession. On the basis of standardized criteria
Worker skill level, the author has proposed the construction and renovation of training
programs and curriculum modification technical Worker.
3.4.2. Group management solutions training of Electricity of Vietnam and
Corporation under EVN.
The thesis proposed model of complete training system in EVN, building training
objectives based on close to the actual, consistent with program management,
curriculum, management and use of facilities, equipment of training; in particular, the
thesis has developed and proposal form "Assessment of quality training programs"
after the end of training, to assess quality training for training programs throughout the
EVN.