Preparing human resources for vietnam’s defense industry today

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PREAMBLE
1. Overview introduction of the thesis
" Preparing human resources for Vietnam 's Defense Industry today " is a
doctoral thesis studied from the angle of political economics .
Thesis is a new issue, meaningful and practical reasoning, is
attracting the attention of many researchers, in order to provide the scientific
foundation for the Government, the Ministry of Defense and the forces
amounts related implementing human resources preparation for Vietnam 's
Defense industry, gradually bringing our country's Defense industry
development in the XXI century, to meet the needs of military production ,
direct service tasks of building Vietnam people's Army " revolutionary,
regular, elite, gradually modernized ", ready to serve the needs of the people's
war of defending the socialist Republic of Vietnam.
The thesis is structured as follows: Introduction, 3 chapters, 8
periods, lists of references and appendices attached. The main content of the
thesis is focused analysis, interpretation clarifies standard base reasoning,
practical, assessing the situation, pointing out the advantages and limitations,
the causes and the issues raised need to resolved in human resource
preparation for Vietnam 's defense industry. On that basis, the proposed basic
perspectives and solutions primarily to the effective implementation
preparations for the development of human resources for Vietnam’s Defense
industry next time.
The scope of the thesis research focused on the issue of preparing
human resources for the core defense industry managed by the Defense
Ministry and the General Department of Defense Industry. In the process of
surveying the current situation , Ph.D Candidate faced difficulties due to the
requirements of military secrets, military production secrets; data and
documents related to the research problem not much in terms of scientific
information. Therefore, the research results of the thesis will not avoid certain
restrictions. The author 's thesis hopes to receive help, suggestions of teacher

guides , scientists and graduate student colleagues to accomplish the training
objectives.
2. Reasons for choosing thesis
Currently, peace, cooperation, development remains a big trend in
the world; but the situation continues to have complicated, underlying many
uncertainties and unpredictable, especially in the Pacific Asia. Globalization
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and the revolution of science, technology, including military science,
technology is gradually flourished. The industrialized countries promote the
production of weapons of modern technical equipment, the introduction of
new types of weapons. War using high-tech weapons more popular.
For our country, the task of protecting the country with the
development of new and higher requirements. Construction and development
of Defense industry in the context of international integration is one of the
important tasks of building and defending the Fatherland. With the economic
situation is poor, modest scale defense industry, backward technology, we
must have a clear strategy, concrete steps to develop industries in accordance
with the conditions of international integration.
Nowadays, despite scientific revolution grows, dominates every field
of production and social life, but does not replace the role of human resources;
because it is the resource of all resources, the resources of all the resources .
The human factor plays a decisive role in all areas and the most decisive role
in the development of Defense industry. Human resources management in
direct defense industry, research, creativity, use, exploitation and preservation
of material, equipment, defense production, economic activities, building our
country's defense industry development, an important parts of the defense
potential, national security; and is an important part of Vietnam's industry,
positive contributions to the cause of industrialization and modernization,
building stronger armed forces, contributing to successful implementation of
two strategic tasks: building and maintenance Vietnam socialist national

defense. Practices last time our country shows that the biggest challenge for
the development of defense industry is from humans. Many defense industry
development policy has not been implemented uniformly, efficiently; many
projects have not achieved the initial objectives set out are the cause of
capacity, the level of organization, technology acquisition and transfer of
defense industry personnel.
To have abundant human resources, good quality promptly meet
the growth of our defense industry during proactive international integration ,
the preparation of human resources is an important element in the
development strategy for Defense Industry.
In recent years, the Party, the State and the Army has issued many
guidelines and policies and implement measures to develop human resources
for the defense industry development requirements. However, this work is
limited by cognitive mechanisms, implementation remained problematic,
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especially in the context of development of the socialist market economy and
international integration.
Therefore, the study clarified the nature, the regularity problem
solved: “Preparing human resources for the Vietnam’s Defense Industry
today " with urgency and practical significance.
3. Purpose and research tasks
* Purpose:
Clarification of theoretical and practical issues, suggested some basic
viewpoints and solutions primarily to prepare human resources for the
Vietnam’s Defense industry today.
* Research tasks:
- Clarifying the issues of basic argument for the preparation of
human resources for Vietnam’s Defense industry.
- Assessing the status preparing human resources for Vietnam’s
defense industry of our country over the past time (both in terms of legislation

and implementation); only the causes, the issues raised need to be addressed
in preparing human resources for Vietnam Defense industry.
- Proposing some perspectives and solutions primarily to perform
tasks for preparing human resources for Vietnam’s Defense Industry in the
coming time.
4. Objects and scope of thesis research
- Object research of thesis: Preparing human resources for
Vietnam’s Defense industry today.
- The scope of the research thesis: The thesis studied the issue of
preparing human resources for Vietnam’s Defense industry (mainly the core
defense industry by Ministry of Defense, General Department of the Defense
Industry) in our country in terms of political economics ; basic data is
aggregated from core defense industry from 2006 to 2014. Proposing
solutions for defense industry to prepare human resources for Vietnam’s
Defense industry between now and 2020 and orientations to 2030.
5. Reasoning basis, practice and research method of the thesis
* Reasoning basis
- Based on the theory of Marxism - Leninism and Ho Chi Minh’s
thoughts, the line and the Party's views on the role of the human factor in the
production process , build and defend the Vietnam socialist fatherland ;
economic relationship with defense, with a strategic economic development
with war. Inherited and developed research results of the scientists involved
in the content that dissertation research .
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- Based on the final report on education - training and human
resource development of the defense industry in the period 2006-2014 .
* Research methodology of thesis
The thesis uses the research methods of political economics,
Marx's military economics - Nazis and the research methods of social sciences
and humanities, such as the method of scientific abstraction when research

facility the argument; combined with methods of logic, history, comparison,
analysis, synthesis, statistical research, assessing the situation and
methodology experts throughout the research process .
6. New contributions of the thesis
- Construction conceived preparing human resources for
Vietnam’s Defense industry in terms of political economics; identify issues
regularity in preparing human resources for Vietnam 's defense industry
today.
- Introducing a system of basic notions and solutions primarily to
prepare human resources for Vietnam’s Defense industry today.
- Introducing a system of basic notions and solutions primarily to
prepare human resources for Vietnam’s Defense industry today .
7. Theoretical and practical meanings of the thesis
- To provide the scientific foundation for the Government,
Ministries, Departments referenced in the policy planning in preparing human
resources for Vietnam’s Defense industry today .
- The thesis can be used as a reference in research, teaching,
learning some of the content related to the discipline of political economics,
military economics at the military schools.
8. Structure of the thesis
Including: Preamble, an overview of the research problem; 03
chapters ( 8 periods), conclusion; list of works published research results of
the thesis; list of references cited and used in the thesis.
OVERVIEW OF RESEARCH ISSUES
1. Overseas studies -related topics
The overseas studies focused mainly in countries such as Russia,
Germany, USA, China, Singapore, Thailand discussed about the role of
human resources; education , training and development of human resources,
human resources for Defense Industry be the authors mentioned in different
aspects and angles. Concerning the problem of the thesis research work

groups follows:
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Group of scientific works discussed the role of education and
training to develop the country's human resources; group of scientists to
discuss the development of human resources training for the Defense industry.
2. The research works in the country related to the topic
The thesis focuses on the overview: Group of scientific works to
discuss the role of resources, human resources in social - economic
development of our country today; group of scientific works on developing
human resources serve the industrialization and modernization process of the
country; group of scientific works on development for the Defense Industry,
human resources for Vietnam’s Defense industry today
3. General evaluation of research results of scientific works
published and the problems posed thesis should focus on solving
In many ways of different studies, the scientific works mentioned
problems need to build and develop the country's human resources to meet the
increasing requirements of the cause of building and defending the Fatherland
in time period of accelerated industrialization and modernization and
international integration. There are a number of works , articles of the author
have been published , initially mentioned the problem build human resources,
improve staff quality, professional staff, technicians in businesses of total local
defense industry to meet the requirements of scientific development, military
technology in general, defense industry in particular. Some topics were
clarified as reasoning basis and practice need to develop teaching staff in the
military field, in order to meet the requirements of high-quality training of
human resources for development of the defense industry of the country.
However, the work does not have depth issues addressed: " To prepare
human resources for the defense industry of Vietnam today " in terms of
political economics .
So the question that must be resolved of thesis is :

Firstly , give the concept of human resources for Vietnam 's defense
industry in terms of political economics. Secondly, build the concept of
preparing human resources for Vietnam’s Defense industry in terms of
political economics and a clear analysis of its connotation. Thirdly, the need to
clarify the characteristics of human resources in industries in Vietnam, the
problem with regularity in the defense industry to prepare human resources.
Fourthly, to appreciate the advantages, limitations, causes problems for the
defense industry to prepare human resources in our country today. Fifthly, the
proposed point, the solution for preparing human resources for Vietnam’s
Defense industry today.
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Chapter 1
RATIONALE AND PRACTICE OF PREPARING
HUMAN RESOURCE FOR VIETNAM’S DEFENSE INDUSTRY
1.1 . The concept of human resources for Vietnam’s Defense
industry
1.1.1 . The concept of human resources
Inheriting a reasonable standard elements of the concept before,
approached from the perspective of political economics, the thesis says human
resource is an economic category refers to the whole of the social labor exists
in parts of the population with working capacity, which is used in the
production of wealth, material and social spirit; is expressed through the
number, quality (physical, mental power, mind power) and the structure of
that part of the population.
1.1.2 . The concept of human resources for the defense industry
Applying the concept of human resources in terms of access to the
political economics as outlined more in 1.1.1, the thesis says: human
resources for Vietnam 's defense industry is an economic category to a labor
department national, were mobilized in the production of military goods and
service consumption needs of the armed forces.

Accordingly, the human resource for Defense Industry is only a
part of the national human resources, including: labor division in the core
defense industry by the Ministry of Defense, Public Security Administration
of the Division of Labor and raised from economic sectors, from foreign
experts, from overseas Vietnamese.
As part of national human resources, besides the common features,
human resource for Defense Industry has its own characteristics.
One is: the diversity and depth of its labor force. Secondly, always
be resolved harmoniously demand for labor in the defense industry in
peacetime and in wartime manning sanctions pronounced . Thirdly, human
resources in defense industry workforce is particularly in specific industrial
environments.
1.2. The conception, the dominant characteristics and
problems with regularity prepare human resources for Vietnam’s
defense industry.
1.2.1 . The concept of preparing human resources for the defense
industry of Vietnam today.
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Based on referring to some concepts related and inherit the
contents stated in Paragraph 1.1, the thesis says: preparing human resources
for Vietnam’s Defense industry is a category reflects the active, proactive the
political system, but the core is the state and the army, under the leadership of
the party, stick defense strategy, defense industry development strategy to
ensure labor for the defense industry both in reproduction current and future,
to meet the requirements of building and defending the socialist Republic of
Vietnam.
1.2.2 . Features dominant and regularity issues prepare human
resources for the Vietnam’s Defense industry
1.2.2.1 . Features dominant
Preparing human resources for Vietnam’s Defense industry is

dominated by the following issues: Firstly, prepare human resources for
Vietnam 's Defense industry under the leadership of the Party and the State's
management, direct and organize by Ministry of Defense currently. Secondly,
preparing human resources for Vietnam’s Defense industry is governed
primarily by the laws of military operations , defense and war. Thirdly,
prepare human resources for the defense industry is governed by terms of
integration and economic development - economic development of the
country . Fourthly, prepare human resources depends on the mechanism of
management comments , operating and working environment in the defense
industry today. Fifthly, the changes of the labor market in Vietnam in the
integration period affecting the defense industry to prepare human resources.
1.2.2.2 . The problem with regularity in preparing human
resources for the Defense Industry in our country
Look at the human resource preparation process for the Defense
Industry; can see the problem with regularity in the preparation of human
resources is as follows: Firstly, the policy leadership and guidance of the
Party, the State is the starting point to prepare human resources for Defense
industry. Secondly, education and training is the basic form of activities for
preparing human resources for Defense industry. Thirdly, using a reasonable
labor standard is effective decision in stitching prepare human resources for
the Defense industry. The thesis was confirmed: must respect and comply
fully with regularity in preparation, avoid patency, indiscriminately violates
the rules leads to prepare human resources for Defense industry is not high.
1.3. Experiencing developing human resources for the
Defense Industry in some countries of the world and lessons for Vietnam
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1.3.1. References experience in developing human resources for
the Defense Industry in some countries in the world
Thesis research experience documenting military human resource
for Defense Industry of China, found that: strategy development and human

resources for the Defense Industry, Defense Industry of China. China uses
education as the primary vehicle for human resource development. China
attaches great importance to improvement of policies labor market to develop
human resources. The Government encourages and supports the
establishment of the organization develop human resources, rapidly catching
up with the international level. Actively pursue policies to attract human
resources from abroad to serve their country. China meritocracy in all sectors,
but focuses on three types of talents: leadership (Party and government
management), business management and technical expertise. Focus on
relations with Russia to train human resources for the defense industry. Using
military schools have training programs participated dual use for defense
industry personnel training.
For Russia: Russia has fast switching mechanism to control
comments and defense industry restructuring. Russia was soon realized and
promptly remedy the brain drain phenomenon, focused international
cooperation to improve the qualifications of workers in the defense industry.
Russia has used part of the military base to participate in the training of human
resources for the country in which included human resources for defense
industry.
For countries such as America, France, India and countries in
Southeast Asia Countries
Countries: such as the USA, South Korea and countries in Southeast
Asia are considered the defense industry specific industrial sectors, defense
potential in - security of every country. In recent years, in the context of the
world, the region and the internal situation of each country have changed,
more complicated, many countries have adjusted Defense industry
development strategy; which including adjusted development strategy for
human resource, state management system on Defense industry.
1.3.2 . Lesson for Vietnam
On the basis of experience analyzing human resources for defense

industry in some countries of the world, the thesis point out and clarify some
experience against Vietnam , namely: Firstly, the need to assure consistent
critical most of the development of human resources for the defense industry;
on that basis, improving the system of mechanisms and policies to mobilize
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social resources for development of human resources for the defense industry.
Secondly, the military is an important force contributing to management
comments and human resources for the Defense Industry . Thirdly,
strengthening linkages, international cooperation on training, transfer,
attracting human resources for Defense Industry
Chapter 2
STATE OF PREPARING HUMAN RESOURCES
FOR VIETNAM’S DEFENSE INDUSTRY
2.1. Basic achievements in preparing human resources for the
defense industry of Vietnam
2.1.1. Party and State were closely followed the role of human
resources in the Defense Industry to determine perspective, mechanisms,
policies, planning and preparation of human resources planning.
The thesis focuses on assessing in terms of party leadership,
management comments, macroeconomic management of the State,
ministries, departments and central agencies about the preparatory activities
for human resources for Defense industry were interested properly. Planning,
preparing human resources plans of the country in general, including
preparing human resource for defense industry in particular has closely linked
and market plans, respecting the rules of the labor market, motivation to the
labor market in developing countries, which have gradually developed the
labor market in the defense industry.
Regimes and policies in use and development of human resources
for defense industry gradually built, sticking living labor consumption in
specific military production to perfection.

2.1.2. The subjects were actively preparing labor, meet basic
development needs in the defense industry conditions of international
integration
The thesis was evaluated, finding that:
Under the leadership and direction of the party, which is direct since
the Resolution 27 - NQ / TW of the Politburo on the construction and
development of industries in 2010 and more recently Resolution 06 - NQ /
TW of the Politburo on the construction and development industries in 2020
and subsequent years, the Central Military Commission has directed the
School Department and the relevant authorities in the Ministry of Defense and
the system of academies and schools in direct military training, development
of human resources in general, serve the defense industry in particular.
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As for the General Department of Defense Industry, the
preparation of quantities of human resources to meet the needs of industries in
the core activities have been respected. In terms of human resource training
and retraining of quite diverse, with many diverse forms, focusing on linking
the academies, the schools inside and outside the military to train personnel
for the defense industry. General has been actively training human resources
personnel for engineering industries and sectors are insufficient, or weak,
priority service sectors defense production, the amount of human engineering
staff now account 75% of the total number of officials had been trained.
The scale of training, preparation of military human resources is
increasingly expanding, particularly in training, coaching, preparation of
human resources for defense industry is making quite comprehensively in all
fields, specific industries, basic meet the research needs of our country.
The subjects were often respected for the quality of human resources
prepared for the defense industry, focusing on the following issues: Firstly,
prepare the political quality. General Department of Industries in particular,
actively educate, train staff in the defense industry is always strong political

spirit , steadfast goal of national independence and socialism; always uphold
and promote the nature of the working class, the tradition of patriotism,
revolutionary army, inherit and develop the tradition of military industry, now
the defense industry; have the will to serve, military construction, defense
industry and the unit, ready to receive and complete all assigned work.
Secondly, the professional quality.
Human resources personnel in the defense industry are now
educated to be boosted, with 94.3% of the manpower officer have basic
training, of which 88% have college degrees, college; 3.2% have post-
graduate qualifications. On staff engaged in research, design, production
technology and armament production support defense industry have a
university degree accounted for 72%, 11.3% masters, doctorate 2.6%. Human
resource in private enterprises managed by Defense Industry, the human
management comments are cadres accounted for approximately 9% of the
total workforce, 90% of employees have university degrees and college, 3.2%
have postgraduate degree; technical workers accounted for over 65%. In
particular, technical skilled workers accounting for 59.6% skilled workers,
average skilled workers grade of 4.75%.
2.1.3. Government, Ministry of Defense has actively and
positively build the structure, the basic layout of attention to promote the
effective use of human resources in Defense Industry
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Material research, document reports of authorities direct
administration of the human resource for Defense Industry, the thesis shows
that in recent years, the structure of human resources in the defense industry
have been positive changes on all sides. Human resource qualification level
structure of officials of the General Department of Defense Industry is high,
are shown in Table 2.1 below:
Table 2.1 . Structure of military scientific technical staff
qualifications

Qualification Post graduate Graduate Remaining
Rate 11.7% 83.6% 4.7%
Source: General Department of Defense Industry, 2012
Age structure of human resources in Defense industry is reasonable
relative standard, ensuring continuity, succession of generations of workers.
This is assessed through the results in Table 2.2 below :
Table 2.2. Structure of military scientific technical staff based
under working year
Working year Under 10 years From 10-20
years
Over 20 years
Rate 27% 37% 36%
Source : Political Bureau – General Department of Defense Industry , 2011
Regarding the lifespan structure of human resources in the defense
industry is relatively a reasonable standard, in which the age 30 - 45 ( the age
at which workers have health and occupational experience ) predominate .
This is assessed through the results in Table 2.3 below :
Table 2.3 . Structure of military scientific technical staff under age
structure
Age Under 30 From 30-45 Over 45
Personnel 24% 40% 36%
Staff 33% 51% 16%
Source : Political Bureau – General Department of Defense Industry, 2011
Regarding the structure of training, human resources in the current
defense industry primarily trained in the country and in military schools ; 92
% have been trained in the country ; 8 % were trained abroad. Particularly
technical workers of the General 's defense industry is more than 80 % are
trained at the College of Defense Industry .
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The layout, use: currently, only in the General Department of

Defense Industry human resource personnel accounted for 9.4%, number has
served from 5 years is 70 %. With the arrangement using staff in the current
General Department of Defense Industry, officers account for 37.5 %;
professional army soldiers occupied 54 %, defense employees at 8.5%, such
as matching characteristics, the nature and mission of the General
Department.
2.1.4 . Full compliance regularity labor prepared for Defense
Industry, overcoming fundamental contradictions arise in implementation
From the analysis and assessment of the situation , the thesis
shows that the problems with regularity in preparation for the defense industry
to be aware of human resources and implementing fully and uniformly. The
policy of the Party and State's starting point, the basic guideline for the next
operation of the process of preparation.
The plans, prepared human resources planning in the military in
general, in particular the core defense industry is the concretization of
planning, human resources development plans of the Government. The
allocation and use of human resources in the defense industry has promoted
effective use of human resources labor in practice.
Over the years, the General Department of Defense Industry and
each unit in the department had done quite a good job of summarizing and
statistical reporting of human resources. By doing so, provide a scientific basis
for assessing objectively the effectiveness of the process for preparing human
resources, as a prerequisite for the process of preparation after achieving
higher efficiency.
2.1.5 . The cause of the advantages
The thesis said that the advantages of preparing human resources
for the defense industry derived from different subjective, objective causes:
Objective reasons
Firstly, due to the positive impact of the market economy and
globalization trend has inevitably requires each country or territory concerned

to invest in developing human resources .Secondly, the achievements of the
country's renovation has created favorable conditions for preparing human
resources for the defense industry.
Subjective reasons
Firstly, the subject had perceived the correct position, the role and
rules of the human resource preparatory process for the defense industry,
should have deployed unified, effective process execution. Secondly, each
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human self in defense industry has always identified the correct position, the
role, responsibility and determination in learning, capacity building training,
health respond promptly assigned tasks.
2.2 . The limitations in preparing human resources for the
Defense Industry in Vietnam today
2.2.1. Mechanism of management comments, policies,
regulations and overlapping and even contradictory and inadequate
difficult ; no planning , detailed plans of the entity to prepare human
resources for Defense Industry
Situation analysis of this problem, the thesis says Defense Industry
in our country has many actors management comments, cumbersome
mechanism is inconsistent with labor market development in open economies.
Base of defense industry in our country is structured many
ministries, but do not have a specialized agency of the Government
concentrated unified management comments, which are still incorporated in
the various management bodies.
The complete innovation management mechanism macro of human
resource defense industry despite much progress, there are still many
restrictions; the legal documents on the development of defense industry,
including content about preparing human resources in general is still heavy on
policy and no overall text, full of references to prepare human resource for the
defense industry.

2.2.2. Prepare the quantity and quality of labor force for the
Defense Industry also expressed inadequate and can not meet demands to
expand and improve the quality of research, production and business
The thesis shows that: In recent years, the number of human
resources prepared for the defense industry reveals a lot of restrictions, such as
the training of highly qualified human resources for the defense industry have
not really listened closely at the construction planning team long-term human
resources; not enough human resources training necessary trades serve
defense industry; training programs, training resources far more spontaneous
elements. The number of staff in each unit, each block working in the defense
industry are not core. Not overcome the imbalance condition of excess, and
insufficient, unbalanced staff, extra staff are not replacing the missing, yet be
prepared to promptly source nearby.
In general, preparing quantity of human resource for the defense
industry are not equal, symmetrical to each subject; phenomenon reveals a
number of categories of workers admit to this, but lack of other employees,
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the ability to replace each other is very difficult, especially the lack of labor
force quality.
The education and training for human resources in general, including
human resources staff are sometimes not high efficiency. A number of
officials are not aware of profound task; lack of cultivation, discipline, rule
violation, breach of discipline; labor or moderation, learning hesitate improve
labor; quality low labor efficiency. Technical workers with the quality of
workmanship is uneven, only about 55-60% of skilled enough, some skilled
workers, less experienced workers.
In trained technical workers have not paid much attention to the
special defense industries such as chemical explosions, plating, heat treatment,
measurement and pressure processing; training quality is not high, still lag
behind modern technologies. Practical skills of students after graduation are

not high; programs, content, technology, equipment and teaching facilities
have not kept pace development of science and technology in general and
defense industry in particular.
The thesis analyzes and points out that compared with the needs of
defense industry development today, the human resources are limited and
inadequate imbalance, synchronization of trades, especially in the field of
cutting-edge technology. Research institutes are lacking manpower leading
cadres and staff expertise with scientific knowledge, practical wide,
multidisciplinary in order to host major research topics or projects of
technology transfer complex had many units participated.
2.2.3. The structure and layout of labor used in the
management comments, research, production, sales in the Defense
Industry are manifest imbalance, not a full play to the capacity of each type
of human
Not overcome the imbalance condition of excess, just missing
officers (Ministers of economics, management, business, lack of technical
staff) The layout using highly qualified human resources sometimes also
manifest waste of gray matter, (the rate of human science and technology
doctoral primarily served as management comments, the commander of the
defense industry plants, while in line with production and technology
application lacks this human resource).
Workforce is now an officer in the defense industry has rate rank
structure has been inadequate. Colonels have high percentage accounted for
83.7%; lieutenant standard level of 16.3%. High qualified staff and technical
workers have job structure is unbalanced, lacking technicians in some sectors,
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such as measuring, plating, heat treatment, pressure processing, while pretty
much redundant in electricity, accounting.
2.2.4. Undone thoroughly regularity in preparing human
resources for the Defense Industry

The thesis shows that: Take steps to prepare human resource for
the defense industry of our country today still reveal many limitations.
Coherence between policy planning, plans, policies and implementation of
human resources preparation has not been close, from policy to
implementation there is a big gap. Government, Department of Defense has
yet to have an overall plan for the defense industry to prepare human
resources.
The stitching, the steps in preparing human resources for defense
industry that is not clear, also expressed overlap, resulting in between the
planning and plans for training and use of human resources is not uniform.
Not ensure uniformity in the implementation process for the preparation of
human resources for Defense Industry, expressed as: a policy but the
planning, preparation plans are not timely; planning, zoning, but not trained,
or not trained to keep up; planning, training plans with the needs not use
human resource in Defense Industry
Summaries, census supply and demand in the defense industry
workers are not conducted regularly, without much scientific basis for service
planning, effective plan.
2.25. Causes of restrictions
The thesis was determined, and analyze, clarify objective reasons,
subjective limitations in preparing human resources for the country's defense
industry over time, that is:
Objective reasons:
Cue to the negative impact of the economic downside market and
international integration.
Subjective reasons:
Firstly, the policy of the Party to organize the ministries and
agencies to prepare human resource for the defense industry has been
slow.Secondly, our country has no mechanism for administration of the
appropriate defense industry, has not created adequate conditions for

expanding labor market in the defense industry.Thirdly, the subject and
myself used in defense industry workers are passive expression, looks for, not
proactive, creative in preparing human resource.
2.3 . The issues raised
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2.3.1 . Continue to improve the macro tool to organize labor
force prepare for Defense Industry
This is a matter of urgency set out medium and long -term,
reflecting the leadership of the Party, the macroeconomic management of the
State in preparing the most important resource for the development strategy of
our country's Defense Industry. The macro tool to implement human
resources prepared for the Defense Industry is focused on finishing, such as
administration of the mechanisms, policies to ensure, implementation plan
2.3.2 . Sticking to practical socio - economic conditions, military,
defense duty of the country to prepare labor force for the Defense Industry.
Analysis of the scientific basis point of view, the thesis said:
Preparing human resource for the Defense Industry to stick with the task of
building the Vietnam People's Army 'revolutionary, regular, elite, gradually
modernized". In particular, attention should be paid to the Defense Industry
to prepare human resource direct service of modernization armament, military
technology for the Air Force, Navy, Coast Guard, information nowadays. At
the same time, preparing for the Defense Industry must put human resources
in the general trend of the times is the disarmament and anti-proliferation;
oriented research occupations, military production that our country is
committed to the international organizations, the United Nations; not violate
international conventions. Mastering these favorable conditions, as well as the
practical difficulties of the country and sticking military, defense mission of
the country is the realistic basis for us to build, making the solution suitable
preparing human resource for Defense Industry.
2.3.3. Appreciate the efficiency of labor preparation for

Defense Industry
The question here first of all closely associated with the use of
recruitment, education and training between the use of human resources in the
Defense Industry, between schools and enterprises, between training of
human resources and the training of human resources for Defense Industry
career service and modernization of the country.
Overcoming the shortcomings in the layout, using all kinds of
human labor in the Defense Industry at present. Promote restructuring of
qualified labor, high quality of the production line in the Defense Industry
plants. Increasing the autonomy to units, defense enterprises in preparing
human resources. Respect the labor market, creating the most favorable
conditions for labor market rules to take effect in preparing human resources
for the Defense Industry.
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Chapter 3
SOME BASIC VIEWS AND MAJOR SOLUTIONS IN PREPARING
HUMAN RESOURCES FOR VIETNAM’S DEFENSE INDUSTRY
IN THE FUTURE
3.1. Some basic notions in preparing human resources for
Vietnam’s Defense Industry next time.
3.1.1. Preparing human resources for the Defense Industry
must keep abreast National Defense, people's war, strategy and
development of the Defense Industry of the country.
This is the guiding ideology throughout specify the direction,
objectives, content and solutions for the Defense Industry to prepare human
resources. Implementation of view to do well the following basic
requirements: Firstly, plans, planned and prepared labor for the Defense
Industry rely on military and defense policies of Vietnam, serving national
defense strategy. Secondly, preparing labor for the Defense Industry must be
thoroughly and widespread deployment in all sectors of economic, political

and social institutions; attracting force participation, especially
Thirdly, we advocate the building of national defense, ready to win
the people's modern war protecting national defense (if it happens) with many
sizes, forms and different levels.
Fourthly, people's modern war for national defense if happens, will
be divided battlefield is inevitable.
3.1.2. Preparing human resources for the Defense Industry to
ensure comprehensive, coordinated, unified, one step ahead
This is taking into account views steer the whole process of
preparing activities for Vietnam's Defense Industry.
Implementation point of view, to make good essential
requirements are as follows:
Firstly, periodic economic development - social, defense and
security of the country, the Politburo timely thematic resolutions developed
defense industry, including content for the defense industry to prepare human
resources; clearly defined guidelines and mechanisms for the Party leadership
development and. Secondly, on the basis of guidelines and mechanisms of the
Party leadership, government direct administration of the decrees and
executive guarantees to develop human resources for Defense Industry.
Thirdly, organizational capacity building in preparing human
resources for the Defense Industry and departments concerned from the
central to grassroots levels; especially the role of the Ministry of Defense,
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Ministry of Education and Training, Ministry of Labor, Invalids and Social
Affairs, the Ministry of Industry and Trade, the General Department of
Defense Industry
Fourthly, preparing human resources for Defense Industry should be
fully implemented on all criteria: political quality, professional ability, health
and education.
3.1.3. Self-reliance combined with the expansion of

international cooperation in preparing human resources for the Defense
Industry
This view stems from fully realized relationships between internal
forces and external forces in ensuring the country's human resources in
general and human resources for the Defense Industry in particular.
Grasping and implementing standpoint self-reliance combined
with international cooperation in the Defense Industry to prepare human
resources to do well some requirements:
Firstly, the planning , human resource preparation plans for the
Defense Industry at the macro level and now need to clearly define self-
reliance, the ability to cooperate, exchange hire foreign experts; zoning and
planning professions, fields of research capable of self , or to cooperate , hire
human resources from outside.
Secondly, implementation of Point 2, Article 5, the Defense
Industry Ordinance in international cooperation, including international
cooperation in training human resources for the Defense Industry, the
government should create conditions for the human resource training
institutions for the Army, General Defense Industry actively expanding joint
training form the basis of human resources trained in countries with scientific
qualifications, high developed Defense Industry . Thirdly, the Party, State and
Ministry of Defense consider and soon attract human resource policy,
especially high-quality human resources to work directly or indirectly in the
field of defense industry. Fourthly, promote diversification of methods to
prepare human resources for Defense Industry, the basis of military training
should focus on the training of special military subjects; at the same time,
promote links with the civil cases, with training abroad to other disciplines for
Defense Industry.
3.1.4. Preparing human resources for the Defense Industry to
put in conditions to develop socialist-oriented market economy and
particular requirements of the Defense Industry

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This view stems from the request to resolve the relationship
between economic growth with human development, economics and defense
in the development of market economics socialist orientation.
Implementing above point of view need to do well the following
requirements:
Firstly, besides the mobilization of human resources in research of
Defense Industry, production for the national defense and security
characteristics, the human resources to be converted in the defense industry
mechanism, restructuring to adapt to the needs asked the labor market of the
country; must accept competition to attract highly qualified personnel; must
innovate training methods, remuneration, expanding labor cooperation,
including international cooperation, attracting foreign experts for the Defense
Industry.
Secondly, have more flexibility in recruitment solutions, rotation,
training, socialization for human resource development services for Defense
Industry; to not only actively integrate into the labor market but also deeply
involved in the scientific technological market and all aspects of socio -
economic life of the country.
Thirdly, due to the particular nature of the Defense Industry, the
process of adaptation to the market mechanism must be parallel with the
preservation and development of Defense Industry, including human
resources, especially high-quality workforce.
Fourthly, the Government, at all levels and departments to
organize the Defense Industry effective Ordinance and the Ordinance on
industrial mobilization.
3.1.5. Preparation of human resources for the Defense Industry
must put in service planning and strategic development of national
human resources
Implementing point of view need to do well the following

requirements :
Firstly, step up the propaganda to raise awareness of society about
the role of human resources; capacity to mobilize the whole society involved
in the preparation of human resources for defense industry; synchronous
construction coordination mechanisms between ministries, branches and
localities, between agencies responsible administration of the state to
implement effective human resource strategy and prepare national human
resource of Defense Industry .
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Secondly, restructuring human resources training system of the
country and the army in the direction consistent with the training needs of
human resources for the economy and strengthen the security and defense;
promote socialization, standardization and modernization of the training of
human resources for the Defense Industry.
Thirdly, improve the coordination between the training
establishment of the army and the economy to prepare human resources for
the Defense Industry; forming workforce with expertise dual use, both likely
to study, administration of the production, effective business in the market
economy, had the ability to command, management comments, study
research and production of military goods to meet the needs to strengthen
national defense and security.
Fourthly, complete information systems labor market economy and
the Defense Industry; strengthening activities employment counseling
services in the economy and Defense Industry for efficient use of human
resources in the country's economic - socio development, security and defense
in the new context.
3.2. Main solutions to prepare human resource for Vietnam’s
Defense Industry in the next time
3.2.1. Develop strategic planning of preparing human resources
for the Defense Industry until 2020 and the visions to the year 2030.

To implement this solution, should undertake the following
specific measures:
Firstly, the Government should implement the planning,
preparation plans for the defense industry labor by 2020 and vision to 2030,
consistent with planned HRD Vietnam until 2020 and vision to the year 2030.
Secondly, manage and understand the quality of human resources as a basis
for analysis using the right direction, which is expected to be capable of
human resources development. Thirdly, understand standards and conditions
of the human kind linked to working positions, position-specific, predictable
movement, development of tasks, from which calculations and forecasts are
required for labor in the coming years as well as in the long term. Fourthly,
planning labor prepared for defense industry closely tied to training and
retraining, reorganization, arrangement, use and remuneration of employees.
Fifthly, to promote the role of agency officials, agency personnel organization
superiors in guiding, coordinating with the committees, grassroots party
organizations, research institutions and manufacturers to build rules prepare
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plans and implement labor planning. Sixthly, make good personnel rotation in
each factory or enterprise.
3.2.2. Construction synchronization mechanisms and policies
to prepare human resource for the Defense industry
This is the dominant solution to implement other solutions for
preparing human resource for Vietnam’s Defense Industry today.
To build synchronization mechanisms and policies to prepare human
resource for the Defense Industry, should implement a number of specific
measures as follows:
Firstly, strengthen the Party's leadership, the administration of the
State in formulating mechanisms and policies to ensure human resource for
the Defense Industry Secondly, the policy should make good use, evaluate,
arrange, organize, training and retraining of human resources. Thirdly, to

implement policies to ensure the interests and motivation for employees.
3.2.3. Focus on improving the quality of training and
retraining to prepare human resources for the Defense Industry
This solution is crucial to the quality of human resources for the
Defense Industry; shown the most basic contents d to preparing for the
Defense Industry; closely linked contents and conditions to ensure quality
preparation of human resources for the current Defense industry;
simultaneously, to correct the serious training of human resources of
theorizing, impractical, low quality. It should implement the following
specific measures:
Firstly, complete the human resource training objectives for the
Defense Industry.
Secondly, innovative content and training programs for the
Defense Industry to prepare human resources towards increasing the practical
value. Thirdly, innovative educational methods, training of human resources
towards arouse and promote innovative capacity of human beings . Fourthly,
do a good job re-training associated with the implementation of policies in the
defense production base. Fifthly, strengthen the cohesion of training
institutions, research and defense industry production. Sixthly, increase
investment in education and training to prepare human resource for the
Defense Industry. Seventhly, using flexible forms of training to raise
qualifications, competence and moral quality of human resources for the
defense industry.
3.2.4 . Layout, rational use and strengthen health care, fitness
for workers in the Defense
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This solution is important to maintain and reproduce the labor
power of the workers in the present, is also preparing for a new phase of the
next production cycle, especially the request for re-expand production in the
future defense industry. Accordingly, it should be done synchronously

following measures:
Firstly, the layout, the rational use of human resources for the
defense industry. Secondly, to strengthen health care, fitness for workers in
defense industry
3.2.5. Mobilizing and using effectively human resources in the
country, combined with promoting international cooperation with
preparing human resource for Defense Industry.
This is an important solution not only makes sense to make use of
internal resources and external resources, but also contribute to overcome the
self-contained development of human preparation for our country's Defense
Industry, in accordance with development trends of the region and the world.
Firstly, renew and improve the efficiency of cooperation with
traditional friendly countries to prepare human resources for the Defense
Industry.nSecondly, expand cooperation with other countries to prepare
human resources for the Defense Industry in order of priority identified.
Thirdly, gradual integration into the Defense Industry’s labor force market of
the world and region.
CONCLUSION
1. Human resources are a central element of the development of
industries in our country today. Human resources for Vietnam's Defense
Industry is an economic category to only one part of the national labor force,
by the State, mobilized and unified management comments in defense
manufacturing processes, serving consumer needs muscle of the armed
forces. It includes: General labor of economic, scientific administration staff,
science, research scientists, military technology officers, employees,
technicians direct produce Defense Industry; faculty, students, students at
academies and schools in and outside the army can be mobilized to serve in
the Defense Industry. Human resources of Defense Industry has its own
specific characteristics of expertise, quality, capacity, working conditions,
work, is governed by the laws of economics, law and military operations.

2. Preparation of human resources for the Defense Industry is a
category reflects the active, initiative of the political system, but the core is the
State and the Army, under the leadership of the Party, stick Defense strategy,
Defense Industry development strategy to ensure labor for the remanufactured
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Defense Industry both now and in the future, meet the requirements of
building and defending the Socialist Republic of Vietnam.
3. Preparation of human resources for Vietnam's Defense Industry
today is dominated by some basic features, such as under the leadership of the
Communist Party of Vietnam, the State management comments, directing
and organizing Ministry of Defense’s implementation; the rules governing the
operation of military and defense, protecting people's war protecting Socialist
Fatherland; governed by the conditions of economic integration of the
country; reliance on the work environment in the Defense Industry and the
changes of the labor market in Vietnam in the period of integration. Human
resource preparation for Vietnam's Defense Industry must comply with
regularity problems, so the preparation process was to follow a certain order,
not quench, indiscriminately, as it will lead to efficient human resource
preparation for the Defense Industry is not high, significant impact on Defense
Industry development and social welfare of the country.
4. It’s necessary to have reference human resource preparation for
Defense Industry in some countries in the region and around the world to
draw on lessons learned in the preparation of human resources for Vietnam's
Defense Industry today. That is: to be aware of the roles of human resources
for development of the defense industry; complete mechanisms and policies
to mobilize social resources to develop human resources for the Defense
industry; military identified as one of the important forces to control
comments and develop human resources for the Defense Industry;
simultaneously to increase collaboration, international cooperation on training,
transfer, attracting human resources for Defense Industry.

5. Activities of preparing human resources for the Defense Industry
in our country the last few years, most recently about 10 years has achieved
many significant achievements; gradually solve difficulties in labor use of
Defense Industry, thereby creating incentives for our country's Defense
Industry continues to develop, produce to meet the needs of military goods
needed for the building of People’s National Defense, People's war art defend
the Socialist Fatherland; gradually build the Vietnam People's Army ''
revolutionary, regular, elite, gradually modernized ".
However, the process of implementation of human resources
prepared for Vietnam 's Defense Industry still has some limitations, such as:
identifying mechanisms, policies, plans, planned and prepared labor still
incomplete, unclear, but overlap; layout, use of inadequate manpower, the
efficiency is not high; investigation demand - supply of labor, summary
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preliminary efficiency are not regular, no more scientific basis to organize the
Defense Industry to prepare human resources more effectively.
This reality poses for us must continue to improve mechanisms and
tools, organization of human resources for the Defense Industry to prepare
now; and must keep abreast of social - economic conditions, military, defense
duty of the country; attaches great importance to the effectiveness of human
resources prepared for Vietnam 's Defense Industry.
6. To prepare human resources for Vietnam's Defense Industry today
is effective, it is necessary to thoroughly grasp of 5 viewpoints;
simultaneously, deploy and execute synchronization 5 basic solution system
from: building strategy, planning and preparation of human resources for
Defense Industry to 2020 and vision to 2030; build synchronization
mechanisms and policies to prepare human resources for the Defense
Industry; focus on improving the quality of training and retraining; promoting
fitness training for human resources in Defense Industry; developing internal
resources, combined with promoting international cooperation in the Defense

Industry to prepare human resources. During implementation, the need to
continue investing in research to perfect the theoretical and practical basis;
determine the views and solutions more effectively the human resource
preparation for Vietnam’s Defense Industry; practical contribution to develop
Vietnam’s Defense Industry in our the new conditions.