Quản lý nhà nước về phát triển nguồn nhân lực giảng viên nghệ thuật trong các cơ sở đào tạo vùng bắc trung bộ tt tiếng anh

MINSTRY OF EDUCATION AND
TRAINING

MINISTRY OF HOME AFFAIRS

NATIONAL ACADEMY OF PUBLIC ADMINISTRATION

HOANG DINH HIEN

STATE MANAGEMENT ON HUMAN RESOURCE
DEVELOPMENT OF ART LECTURERS IN TRAINING
FACILITIES IN NORTH CENTRAL REGION

Major: PUBLIC MANAGEMENT

Code: 9.34.04.03

SUMMARY OF DOCTORAL THESIS
IN PUBLIC MANAGEMENT

HANOI, 2019


The work has been completed at:
NATIONAL ACADEMY OF PUBLIC ADMINISTRATION

Supervisors:

DR. NGUYEN THI HUONG
DR. TRINH THANH HA

Reviewer 1: ……………………………………………………………
……………………………….……………………………
Reviewer 2: ……………………………………………………………
………………………………..……………………………
Reviewer 3: ……………………………………………………………
………………………………….…………………………

The thesis is presented at the Academy-level Thesis Assessment Council
At: Doctoral thesis defense Room – Meeting Room…….. Building……...,
National Academy of Public Administration
No.77 Nguyen Chi Thanh Street, Dong Da District, Ha Noi
Time: .............. date……... month ……... 2019

The thesis can be found at: The Vietnam Natinal Library or Library of National
Academy of Public Administration


INTRODUCTION

1. Reasons choosing topic
The Party and State have identified human resources have an significant role in
industrialization, modernization of the country; and education plays an important role
to build, form and develop the human resources that ensure the requirement of
country.
On November 4, 2013, the Party issued the Resolution of the 8th Congress, the
11th Central Executive Committee (Resolution No. 29-NQ/TW) on fundamental and
comprehensive innovation of education and training, meeting the requirements of
industrialization and modernization in the conditions of socialist-oriented market
economy and international integration. The Resolution issued demonstrates the Party’s
special interest for the career of the training of human resources for the country.

The 11th Vietnam Communist Party Congress has identified the human
resources development, especially high-quality human resources, is one of three
strategic breakthroughs for socio-economic development in the coming time. Thus, the
Party has paid great attention to developing high quality human resources in
accordance with the urgent requirements of the industrialization and modernization
and development of knowledge economy, including human resources of art lecturers
The resolution of the IX congress of the Central Executive Committee XI
about: “Construction and development culture, people of Viet Nam to meet the
requirements of sustainable development of the country.
Resolution of the 9th Congress of the 11th Central Executive Committee on:
“Building and developing Vietnamese culture and people to meet the requirements of
sustainable development of the country”.
Approval of the construction Project to renovate and improve the training
quality of the cultural artistic schools over the period 2011-2020 by the Prime
Minister.
The art training in the training facilities have a specific need to focus on
management to develop, so that the State should pay more attention to the
management and investment for the system of art training facilities.
Meanwhile, research on human resources development of art lecturers in
training facilities in the North Central region and the whole country is still limited,
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there is no intensive scientific works, many related theoretical issues have not been
researched and answered. Stemming from the above reasons, I choose research topic:
State management for human resources development of art lecturers in training
facilities in the North Central region.
2. Research purposes and objectives
2.1. Research purposes
From theoretical research and practical state management on human resources

development of art lecturers in training facilities in the North Central region, the thesis
proposes the solutions to improve the efficiency of state management on human
resources development of art lecturers in training facilities in the North Central region.
2.2. Research objectives
- Overview of the related research, define the problems may be inherited and
new problems need to be solved.
- Research the theoretical system, legal base and the State management practice
on human resources development of art lecturers in the North Central region.
- Assessment the actual situation, pointing out the inadequacies of the state
management on human resources of art lecturers in the North Central region.
- Prediction the development trend of art lecturer human resources nowadays.
- Recommendation the solutions to improve the efficiency of state management
on human resources development of art lecturers in training facilities in the North
Central region.
3. Subjects and Scope of study
3.1. Subjects
The thesis focuses on research, analysis of the theoretical and practical basis of
the state management on human resources development of art lecturers in training
facilities in the North Central region.
3.2. Scope of study
The thesis focuses on research the State management activity on human
resources development of art lecturers in training facilities in the North Central region
under the provisions of current law.
The thesis focus on research in 4 universities and several key public colleges
training art in the North Central region, includes:
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-

Hue University of Art

-

Hue Academy of Music

-

Quang Binh University

-

Thanh Hoa University of Culture, Sport and Tourism

-

Quang Tri Pedagogical College

-

Nguyen Du College of Culture, Sport and Tourism

-

Nghe An College of Culture - Art

The thesis focuses on research the data, document related to state management on
human resources development of art lecturers since 2011 to now (from the 11th Party
Congress in 2011 and in 2011 began the project of renovating and improving the training
efficiency of the culture art institutions period 201-2020 by the Prime Minister) in training

facilities in the North Central region. Research and reference some documents of state
management on human resources development of art lecturers in the previous period.
4. Methodology and research method
4.1. Methodology
The thesis is formed basing on dialectical materialism and historical materialism
methodology of Marxism-Leninism; Ho Chi Minh’s ideology and the viewpoints,
guidelines, policies of the Party, the policies and law of the State on human resources
development of art lecturers in renovation period.
4.2. Research method
- Research method secondary material: focus on understanding the previous research
on human resources development of art lecturers in training facilities in the country and
abroad. These opinions and different views will be additional, valuable resources to provide
the objective, multidimensional view of research problem. Besides, the secondary
document is diverse sources of knowledge about human resources development of art
lecturers in training facilities in the country and abroad.
- Statistics, analysis, evaluation, comparison, synthesis method: The thesis used
analysis, synthesis method to integrate and synthesize the system of the Party opinion,
policy, law of the State, orientations and aims of education of human resources
development of art lecturers. Statistics and aggregate the results achieved in the state
management on human resources of art lecturers, assess the advantages, limitations and
analyze the causes of the limitations, consequently, to propose the solutions to improve the
state management on human resources of art lecturers in training facilities in the North
Central region.
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Expert method: During the process of conducting the research, the author has
directly exchanged and consulted opinions of managers and experienced people on
issues related to the thesis topic such as: leaders of People’s Committee Province,
Office of Commune Office directly under the Provincial People’s Committee;

Director, Deputy Director, Head of Department of Education and Training,
Department of Culture, Sports and Tourism, Department of Planning and Investment;
Principals, Vice Principals, Head of Department, Professional Department of training
facilities, etc.; experts and scientists in the field of research. The exchanged content is
specified as Appendix 4. This consultation helps to collect ideas and practical
experiences on human resources development of art lecturers from different
perspectives, thereby analyzing, studying the current situation and proposing state
management solutions consistent with the reality of the North Central region in
Vietnam.
- The method of sociological investigation: To ensure the authenticity of the
thesis, using the sociological investigation method by the questionnaire with 2 forms
for 2 surveyed subjects, namely: officials management and teaching staff of 7 public
art training facilities in the North Central region, [2 forms: Appendix 5 and Appendix
6]. Specifically: Total votes emit 361, collected 353 votes, valid votes 349. In
particular, the number of votes for managers is: 4; the number of votes for art lecturers
is: 305.
5. Research questions and scientific hypothesis
5.1. Research questions
- Why the State need to manage, develop the human resources of art lecturers in
the North Central region?
- What is the theoretical and practical basis of the State management on human
resources development of art lecturers?
- What are the results achieved and limitations of the State management
practice of human resources development of art lecturers in the North Central region
through the years? What are the causes and problems?
- Which trend, opinion, orientation that the improving State managment on
human resources development of art lecturer in the North Central region in Viet Nam
base on, and what are the solutions?
5.2. Scientific hypothesis

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Through the years, the State management on human resources of art lecturers in
the North Central region has achieved many positive results. However, there are many
shortcomings, the underlying cause is due to not be adequate attention. Therefore, if
complete the scientific basis, point out the limitations, analysis the causes and propose
the consistent solutions to continuously improve the State management on human
resources development of art lecturers in the North Central region will reach the better
results.
6. Theoretical and practical meaning
6.1. Theoretical meaning
- The thesis analyze, add the theoretical basis, provide the objective
justifications, there are grounds to build the scientific basis of state management on
human resources development of art lecturers.
- Applying the theoretical basis to research, assess the real status of state
management on human resources development of art lecturers in training facilities in
the North Central region.
- Overview of the research projects related to the task of thesis. To indicate the
results and limitations of the previous studies.
6.2. Practical meaning
- The thesis indicates the factors on natural, economic-social influence the state
management on human resources development of art lecturers in training facilities in
the North Central region.
- The thesis analyze to clarify the practice of human resources development of
art lecturers in training facilities in the North Central region.
- The thesis provide the principal material, then analyze, assess the practice of
state managment on

human resources development of art lecturers in the North

Central region objectively, comprehensively; on that basis, point out the achieved
results, the shortcomings, limitations of State managment on

human resources

development of art lecturers in the North Central region.
- The thesis analyze the opinion, orientation and propose the solutions to perfect
the State managment on human resources development of art lecturers in training
facilities in the North Central region.
- The research results of the thesis can be used as helpful reference document
for managers, policymakers of human resources development of art lecturers in the
5


country in general, in the North Central region in particular. Meanwhile, the thesis can
be a source of reference for researchers, students, trainees, graduate students and
lecturers in cultural art training facilities.
7. New contribution
- The thesis has aggregated, systematized, analyzed, supplemented and clarified
the theoretical basis of State mangement on human resources development of art
lecturers.
- The thesis has analyzed and assessed the practice of human resources
development of art lecturers.
- The thesis has analyzed the situation, detected the problems posed,
synthesized the opinion, orientation and proposed the solutions to improve the
efficiency of State managment on human resources development of art lecturers in
training facilities in the North Central region.
8. Structure of thesis
Chapter 1: Overview of research situation related to thesis topic

Chapter 2: The scientific basis of the state management on human resources
development of lecturers in training facilities
Chapter 3: The reality of human resources and State management on human
resources of art lecturers in training facilities in the North Central region
Chapter 4: Orientations and solutions to improve the effectiveness of state
management on human resources development of art lecturers in training facilities in
the North Central region.

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Chapter 1:

OVERVIEW OF RESEARCH SITUATION
RELATED TO THESIS TOPIC
1.1. The research projects on human resources and lecturer resources
development
1.2. The State management projects on lecturer resources development in
art training facilities
1.3. General comments
1.3.1. The content of thesis can inherit
Firstly: The problems on policies, included the policy of improving the
efficiency and effect training; Researching the theory and reality to define the
orientation and content of complete law on education and training in Viet Nam…
Secondly: The problems of human resources development in general and
trainer resources, included culture, art training;
Thirdly: The problems of State management on human resources of art
lecturers in Viet Nam.
1.3.2. The content have not mentioned
Firstly, there is no professional research project on human resources

development of art lecturers in training facilities in the North Central region under
public management angle.
Secondly, the role of the State with human resources development of art
lecturer activities has not specific, correlation between State and training facilities is
not clear.
Thirdly, the approach of researcher does not base entirely on Administrative
scientific platform to approach, or if yes, they are only accessible in one aspect.
Fourthly, these researches have not been synchronized system solution for state
management on training facilities from the organizational structure, financial
mechanisms to monitoring mechanism.
1.4. The issues that need further research
1.4.1. Build the state management theoretical framework of human resource
development of art lecturers in training facilities.
1.4.2. Assess the reality of the state management on human resources
development of art lecturers in the North Central region.
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1.4.3. Orient and propose the solutions to improve the State management on
human resources development of art lecturers in training facilities in the North
Central region.
Conclusion of Chapter 1
Human resource development in general and human resources of art lecturers in
particular play a significant role in the industrialization and modernization of the
country. However, the process of human resources development of art lecturers in
training facilities in the North Central region as well as the whole country in recent
years has been facing with many shortcomings that need to be researched and
overcome, especially, paying special attention to the source creation, training and
fostering and the construction, promulgation and organization of implementation of
policies on the human resources development of art lecturers.

Through the years, research on human resources development in general and art
lecturer resources in training facilities in the North Central region in particular has not
much studies, the approach under the different scientific angles can provide the
different scientific conclusions about research aim. However, there is no public works
studying a comprehensive and systematic development of art lecturers resources in
training facilities in the North Central region under public management perspective;
not clearly indicate the role of the State in human resources development of art
lecturers; the approach of researchers are not entirely based on administrative science,
or if any, they are only accessible in one aspect. Therefore, this is an important issue,
requiring the investment in researching deeply to propose the system of synchronous
solution to show the State management role of human resources development of art
lecturers in training facilities in the North Central region, ensure timely, innovation,
comprehension and science.
From the above mentioned reality, the issues need to continue research in this
thesis are: need to clarify the theoretical basis of State management on

human

resources development of art lecturers in training facilities; assess the reality of State
management on human resources development of art lecturers in the North Central
region, then provide the orientation and propose the solutions to improve state
management on human resource development of art lecturers in training facilities in
the North Central region.

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Chapter 2:
THE SCIENTIFIC BASIS OF THE STATE MANAGEMENT ON
HUMAN RECOURCES DEVELOPMENT OF LECTURER

IN TRAINING FACILITIES
2.1. The basic definitions
2.1.1. Human resource and Human resource development

2.1.1.1. Human resource
Human resource is understood as a source of economic-social development, is
the working capacity of society to be understood in the narrowed sense, including the
population from 15 years old and older who have job (including people be older the
working age, have working capacity) and people be in the working age, have working
capacity but not working due to unemployment, are going to school, doing housework
in family, there is no working demand.
2.1.1.2. Human resource development
Human resource development is the overall forms, methods, policies and
measures to improve and enhancing the efficiency of human resource (intellectual,
physical and psychosocial quality) to meet the requirements of human resource for
economic-social development in each development period.
2.1.1.3. Lecturer human resource development
Lecturer human resource development is an incremental process in all aspects
of lecturer within a certain period; including the increasing of scale, quantity and
quality lecturer. That is the improvement of awareness, education, professional ability
reach and overcome the standard of requirements, criteria for lecturer.
2.1.2. Art

2.1.2.1. Art definition
Art is the creation of physical or intangible products contain the large value of
ideology – aesthetics, with cultural nature vibrating emotion, thoughts feeling to enjoy.
2.1.2.2. The role of art for human life in society
Art makes us understand more about the meaning of life, the beauty of ideology
and love.
Art helps us understand about the root and learn the human history.

Art creates the definition of beauty and harmony, helps people understand the
outside world and others.
Art develops the good qualities and has educational meaning to people, help
them be more humane.
Art gives everyone a possibility to express ourselves and become famous, is the
connection string with life, benefits of residents and ideology.
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2.1.3. Lecturer and Art lecturer
2.1.3.1. Lecturer
Lecture is “occupation of teacher in educational institutions such as University,
Postgraduate University, under Professor, Associate Professor and senior lecturers”.
2.1.3.2. Art lecturer
Art lecturer is an artist with ability of teaching, training; has sensory and
creative thinking of art major. Art lecturer must be good in the sense, towards,
experience and come up with the ideas that nobody has thought. Art is creation, so art
lecturer must be flexible-minded person who love to explore and pursue new ones and
new activities. Lecturer of art fields is not only good at creative thinking, but also be
the person creates and inspire students in the creative process, and pursue art.
2.1.4. Training facility and Art training facility

2.1.4.1. Training facility
Training facility is an educational institution to implement teaching function,
help the learners receive the knowledge, labor skills, meanwhile educate the moral
qualities, learning attitude to learners to make them become the disciplined, technical,
productive and high efficient workers.
2.1.4.2. Art training facility
Art training facility is the training facility that performs teaching and training
the students and trainees in the field of art. The constituent elements of art training

facility included: infrastructure, academic staff, management board and students.
2.1.4.3. The role of art lecture in training facilities
The lecture has very important role with the activities of training facilities in
particular and the education development of country in general; especially, art
lecturers help preserve national identity, promote the cultural and spiritual value…in
order to achieve the desired purpose.
2.1.5. State management on human resources development of art lecturers
2.1.5.1. State management definition
State management is the impact of the subject of State management include
State, State agencies, institutions and individuals that are authorized to perform state
management activities, the object of State management is the order State management
by law. State management is active observance of legal documents of State and run the
activities of the objects being managed.
2.1.5.2. State management on human resources development of art lecturers
The State managment on human resources development of art lecturers is the
process of implementation, operation in order to meet the demand of teaching and
development of human resources of art lecturers in training facilities.
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2.2. The factors affect the state management in the process of lecturer
human resources development
2.2.1. Objective factors
2.2.1.1. The process of international integration and globalization
2.2.1.2. The market economy
2.2.2. Subjective factors
2.2.2.1. Education and training policy
2.2.2.2. Population
2.2.2.3. Scientific and technological level
2.2.2.4. The system of economic – social policy of the country

2.3. Contents, subjects, objects, methods of State management on human
resources development of lecturers
2.3.1. Contents of State management
2.3.1.1. Build strategy, scheme, plans of human resources development of
lecturers
2.3.1.2. Build, enforce and implement the policies, legislation of human
resources development of lecturers
2.3.1.3. Build and operate the state management system on lecturers’ human
resources.
2.3.1.4. Train, foster professional skill for lecturers
2.3.1.5. Mobilize resources to develop lecturer resources
2.3.1.6. Cooperate in the human resources development of lecturers
2.3.1.7. Inspection, examination and treatment to the process of human
resource development of lecturers
2.3.2. Subjects and objects of state management
2.3.2.1. Subjects
The subjects are Government, Education and Training Ministry and the related
ministries, People’s Committees, etc. With different management levels, the
management subjects have different functions, responsibilities, competence in
management activities.
2.3.2.2. Objects
The objects of state management on human resources development of art
lecturers are the art training facilities and art lecturers in those facilities.
2.3.3. State management methods
2.3.3.1. Administrative measures and legal instruments, policies
2.3.3.2. Economic measures and instruments
2.3.3.3. Management through advocacy, education and mobilization
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2.4. State management experience of lecturer human resources
development and lessons for the North Central region
2.4.1. Experience of some areas in the country
2.4.2. Lessons for the North Central region
Conclusion of chapter 2
State management on human resource of art lecturers in training facilities is an
important terms in management activities. To have a theoretical basis research this
issue, it is necessary to clarify the concept of tools related to human resources, human
resources development in general and art lecturers in particular, learn about art,
lecturer and art lecturer, clarify the definitions of training facility and art training
facilities base on current legislation. Moreover, it should focus on clarifying the
operation of State management on human resources development of art lecturers in
training facilities to contribute to develop education and meet the requirements of
human resources development of art lecturers in training facilities in the North Central
region.
The problem of developing the lecturer resources also be interested much in the
context of innovation education and international integration. However, the State
management activities of human resources development of art lecturers was openended, not yet interested in research, especially under the aspects of public
management. Therefore, it is necessary to focus on research the subjective, objective
factors that have positive and negative impact to operations of state management on
human resources development of art lecturers such as: the process of international
integration and globalization, market economy, education and training policies,
scientific and technological level, the system of economic-social policy of the State at
present; then assess the status of State management, find out the drawbacks and causes
in State management on human resources development of art lecturers in training
facilities in the North Central region in the next chapter.
Meanwhile, define clearly the contents, objects, methods of state management
on human resources development of art lecturers in training facilities in the North
Central region; define the subject, object, method of State management on human
resources development of lecturers, then research the experience of state management

on human resource development of foreign countries and the Red River Delta, the
Mekong Delta region and draw lessons for the North Central region.

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Chapter 3:
THE REALITY OF HUMAN RESOURCES AND STATE MANAGEMENT ON
HUMAN RESOURCES DEVELOPMENT OF ART LECTURERS IN
TRAINING FACILITIES IN THE NORTH CENTRAL REGION
3.1. Overview of research areas – the North Central region
3.1.1. Geographical location and Natural condition
3.1.1.1. On the partition
Viet Nam was classified into 6 major areas include: Red River Delta and the
Northern key economic region; Midlands and Northern Rockies; The North Central,
the Central Coast; the Highlands; the Southeast and the Southern key economic region;
Mekong River Delta.
3.1.1.2. On natural condition
The North Central Viet Nam included 6 provinces: Thanh Hoa, Nghe An, Ha
Tinh, Quang Binh, Quan Tri and Thua Thien-Hue. This region is transitional between
the Northern economic region and the Southern economy region.
3.1.2. Population
History shows that residents are mainly Thanh – Nghe - Tinh migrating to Binh
Tri Thien since Ly-Tran-Le period. Therefore, the relationship of Vietnamese people
here concerned, stick with the folk cultural activities in general.
3.1.3. Cultural
Community North Central residents have their own cultural identity definition,
identifiable regions. In the flow of the times, the source value will always be live
circuit, leading to the noble human values, balancing all the development.
3.1.4. Economic development

Trend of development of art in the North Central region is stick to regional
economic development. In recent years, the potential for the North Central region is
being awaken with the development of powerful coastal economic zones.
3.2. Assessment the reality of state management on human resources
development of art lecturers in our country in present
3.2.1. Positive aspects
3.2.2. Limited aspects
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3.3. The reality of art lecturer resources in training facilities in the North
Central region
3.3.1. System of training facilities of human resources of art lecturers in the
North Central region
3.3.1.1. Scale
Each province in the North Central region has training facilities of art and
always keeps, preserves and promotes folk art of the province and region;
The training facilities in the North Central region are spread over provinces,
almost each province has 1 art training facility, only Thua Thien Hue province has
three art training facilities, however just two of them have a number of art lecturers are
Hue University of Art and Hue Academy of Music.
3.3.1.2. Distribution
Through the survey data (Appendix 5) in the North Central region, art training
mainly focus on 7 facilities.
3.3.2. Art lecturer resources in the North Central region
3.3.2.1. Quantity
The current reality the art training facilities in the North Central region are
enhancing additional recruitment art lecturers, because the older lecturers to retirement
age, expanded on the new industry, building construction…
3.3.2.2. Quality

Professional level of art lecturers in the North Central region: master level
accounted 58.7%; University level is 37.5%; however Doctor level is low, just 3.7%.
This requires the managers of art training facilities need further efforts in human
resource development of art lecturers strategy to meet the goal of education sector as
well the aim of development, improvement professional level in teaching with high
quality.
3.3.2.3. Structure
By age: Through the survey data of 7 art training facilities in the North Central
region show the age of art lecturers be quire young.
By gender: The structure by gender of art lecturers in training facilities in the
North Central region has the male and female gender disparity.
3.4. The reality of state management on human resources development of
art lecturers in the North Central region
3.4.1. Activities of operation strategy, scheme, plan of human resources
development of art lecturers in training facilities.
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3.4.2. Activities of operation, promulgation and implementation the policies,
legislation of art lecturer human resources development
3.4.3. Activities of operation and run the State management system of human
resources development of art lecturers in training facilities
3.4.4. The issue of training, foster the professional level for art lecturers
3.4.5. The process of mobilizing resources for development of art lecturer
resources
3.4.6. The program of cooperation in human resource development of art
lecturers
3.4.7. Activities of inspection, testing and treatment to the process of
development of human resources of art lecturers.
3.5. Assessment reality of state management on human resource

development of art lecturers in the North Central region
3.5.1. The positive aspects of state management on human resources
development of art lecturers in the North Central region
The system of legal regulation in artistic activity in general and art lecturers in
particular has been gradually completed. The State management Agency was acutely
aware of the importance of art lecturers in the career development of education in
particular and economic-social development of the country in general.
The recruitment of lecturer has been implemented transparently, public, ensure
the right process and the quantity, quality of lecturers are recruited in recent years
largely meet the training scale, are rejuvenating and professional level firmly.
The training, fostering lecturers are concerned.
The training facilities were built and implemented the development strategy,
the first step in the construction of scheme of human resources development of art
lecturers.
Activities of foreign cooperation are concerned, enabling art lecturers to learn
the experience of advanced countries, contributing to the early integration of the world
in the filed of art.
3.5.2. Restrictions and shortcomings in state management on human
resource development of art lecturers in the North Central region
Currently, legal institutions on human resource development of lecturers are
overlapping and regulated in many different legal documents.

15


The North Central region has not yet developed a plan for developing art
lecturer human resources in association with the master plan of regional socioeconomic development; the content does not match development goals.
The policy of recruiting art lecturers has not encouraged art training facilities in
autonomy, diversification of recruitment sources, and professional characteristics.
Art training facilities have not been forcible enough in selecting elite lecturers

for practical and theoretical teaching.
The assignments of lecturers’ tasks still do not meet the requirements of job
placement, scientific topics are still formal, running after quantity, without paying
attention to quality; there is no clear incentive mechanism, creating motivation for art
lecturers to be enthusiastic in scientific research.
Salary and allowances regimes have not been properly focused on arts-specific
professions leading to the situation of lacking encouragement and motivation for art
lecturers to be wholeheartedly devoted to careers, affecting the quality of training.
Management of the art lecturers recently in the North Central region has been
mainly mechanical, without focusing on the quality of lecturers through the art
products they create. The training facilities have not pay attention to manage elite
trained products; concentrate on high quality without concerning to quantity.
Training and fostering for art lecturers has not focused on the assessment and
rational use of lecturers after training.
The review and assessment of art lecturers also stop at formality. The standards
are still low and do not manifest the outstanding achievements of art lecturers.
3.5.3. Causes and issues raised in state management on human resource
development of art lecturers in training facilities in the North Central region
- The state’s legal documents on human resource development of art lecturers
have not been specified, and slowly implemented.
- The number of competent management staff has limited, lack of practical
experience, leading to confusion in duties performance.
- The training facilities of high quality human resources in the art level in the
region receive less attention from the governing ministry.
- The local governments (the Provincial People’s Committees), especially the
cultural sector, do not have the proper attention and “leave the whole work” to the
training facilities, leading to the human resource of art lecturers in schools are both
deficient and over-redundant, failing to ensure profession and specialty according to
16

the requirements of the art industry, even many lecturers with inadequate or non-art
profession and specialty still participate in teaching.
- The art training facilities in the North Central region do not have a unified
coordination in the activities of developing human resource of art lecturers, just work
at their own discretion and preference.
- The qualification of art lecturers is unequal, the diplomas do not match the
fields of teaching and make the career more nonprofessional. The main reason is also
due to a deadlock on the source of art lecturer recruitment.
- Recently, the North Central region has been experiencing a crisis of human
resources of traditional art lecturers, social trends and predilection mainly focus on
contemporary art while forgetting traditional art.
-The work of art lecturers planning has not been efficiently implemented,
without specific itinerary for each period according to the development trend of the
society in order to have a proactive strategy, leading to passivity and deficiency of
balance in the field of art sector mainly focusing on music while ignoring fine arts
causing imbalance between the ages and the clear difference in the proportion of male
and female.
Conclusion of Chapter 3
The North Central region belongs to one of 6 major regions of the country,
including 6 provinces: Thanh Hoa, Nghe An, Ha Tinh, Quang Binh, Quang Tri and
Thua Thien-Hue with complex topography, the majority of territory is mountains,
hills, facing the sea, sloping, fast flowing water, often suffering sudden flooding,
causing difficulties for production and people’s life. Therefore, this region has still
many difficulties and more slowly develop than other regions in the country.
The North Central region with the basic artistic characteristics of “river - sea
culture”, the sea songs and shanties are considered as spiritual products, expressing the
cohesion of the Vietnamese community, thus, it greatly affects artistic activities and
artistic human resources with regional characteristics of shanty melodies.
The geographical location, natural conditions and people in the North Central

region as mentioned above have significant impacts on regional culture - art. Each
province has only one art training facility, except for Thua Thien Hue province where
has two centralized art training facilities. These training facilities always preserve,
conserve and promote the folk art of the province and the region such as Tuong, Cheo
(traditional operetta), Cai Luong (Reformed Theatre), Drama and Dance (Thanh Hoa);
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Nghe An folk songs; Ha Tinh folk songs; Binh Tri Thien folk songs; Hue folk songs.
Especially the Nha nhac of Hue’s court (Elegant royal music of Hue’s court) is a form
of Vietnamese feudal court, performed on festivals (King’s coronation day, glacier,
other solemn festivals) in the year of the Nguyen dynasty of Vietnam.
The human resources of the art lecturers which depend on the division of
organization in the art training facilities in the North Central region, in general, are
deficient, these training facilities have already considered the form of visiting lectures
as a solution for the shortage of lecturers. The quality of art lecturers in the North
Central region is generally low; the teaching experience is limited, especially
backward, not keeping up with technology, moreover, the gender disparity between
male and female also influence the professional duties performance.
In response to this situation, for state management on human resource
development of art lecturers, the North Central region has applied measures to develop
human resources of art lecturers such as: developing strategies, planning and initiatives
for developing human resources of art lecturers in training facilities; formulate,
promulgate and organize the implementation of policies and laws on the human
resources of art lecturers; build and operate the state management apparatus for
developing art lecturers’ human resources in training facilities; train and foster
professional skills for art lecturers; mobilize resources to develop art lecturers’ human
resources; cooperate in developing human resources of art lecturers; inspect, examine
and settle the process of developing human resources of art lecturers.
As a result, the state management agencies have been deeply aware of the

importance of art lecturers in the career of educational development in particular and
socio-economic development of the country in general; system of legal documents
regulating art activities in general and art lecturers in particular has been gradually
improved; the recruitment of lecturers has been conducted transparently, publicly, in
accordance with the basic process to ensure the quantity and quality of lecturers;
training and fostering of lecturers are paid proper attention, allowance, salary and
bonuses on vacation days or festivals have been ensured; foreign cooperation activities
are paid much attention; inspection and examination work has been unceasingly
completed.
In addition to the achieved results, the state management on human resources
development of art lecturers still has some shortcomings such as: the quality of
management staff and experienced lecturers is limited; the number of recruited art
lecturers who meet the requirements of qualifications and professional competence is
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inadequate, unsuitable to the training majors of the training facilities; there is no
specific mechanism in training and fostering art lecturers, and there is still confusion
about the planning; the appointment of art lecturers to train abroad is restricted due to
limited funding sources; in addition, the assessment of the art lecturers’ quality has
not been regularly conducted and there are no reasonable sanctions.
Chapter 4:
ORIENTATION AND SOLUTIONS TO IMPROVE THE
EFFECTIVENESS OF STATE MANAGEMENT ON HUMAN RESOURCES
DEVELOPMENT OF ART LECTURERS IN TRAINING FACILITIES
IN THE NORTH CENTRAL REGION
4.1. Forecast the development trend of art training facilities and human
resources of art lecturers.
4.1.1. The general trend of the whole country
4.1.1.1. About developing art training facilities

Firstly, the state should grant autonomy, which is both opportunities and
challenges, to each higher education institutions in many aspects.
Secondly, it is necessary to build the plan for developing the human resources
of art lecturers in the direction of developing teaching capacity.
Thirdly, reform the methods of art lectures recruitment, selection and use.
Fourthly, renovate the training and fostering of art lectures.
Fifthly, it is necessary to strengthen financial autonomy, focusing on improving
life for art lectures.
4.1.1.2. About developing human resources of art lecturers
The State has a policy of prioritizing investment in key cultural and artistic
fields, playing an important role in political orientation, ideology, ethics, aesthetics
and social values; invest in developing a synchronous public cultural institution
system; encourage economic sectors to invest in building material and technical
foundations and business organizations under the State’s management and guidance
for a number of cultural and artistic services.
4.1.2. The trend of developing human resources of art lecturers in the North
Central region
The general regional and national development trend on the field of art,
together with the in-depth and comprehensive international integration process create
favorable conditions for training facilities in the North Central region to access to
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advanced education; have opportunities to study the experience of constructing and
developing universities in the region and the world.
4.2. Orientation for developing human resources and human resources of
lecturers
4.2.1. Party’s viewpoints on education and training development
Basically and comprehensively innovating education and training is a very
essential thing that need to have a high unity in awareness and action; promoting the

intellect of the whole Party and the entire people; mobilizing many resources to
develop education and training, realizing the guidelines and orientations that the
Resolution of the 12th Party Congress has proposed.
4.2.2. Party’s viewpoints on human resources development
Our Party and State are always pay special attention to education and training,
considering human as center of development to build the people in accordance with
new society.
4.2.3. Orientation for developing human resources of art lecturers
Human resources of art lecturers in the North Central region should inherit the
traditional experiences and promote the ethnic resources of other regions to build an
advanced common culture deeply imbued with national identity and regional
characteristics.
4.3. Solutions to improve the effectiveness of state management on human
resources development of art lecturers in training facilities in the North Central
region
4.3.1. Develop plans, initiatives and strategies for developing art lecturers in
the North Central region in the new situation
4.3.2. Supplement and complete the system of legal documents, implement
policies to attract, select, use and manage human resources of art lecturers in the
region.
4.3.3. Continue to improve the state management apparatus for the
development of art lecturers’ human resources and increase investment in resources
for art training facilities in the North Central region.
4.3.4. Expand international cooperation to develop human resources of art
lecturers in the North Central region.
4.3.5. Supplement and improve the programs, contents and methods of training
and fostering the human resources of art lecturers in the region.
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4.3.6. Improve the effectiveness of inspection, examination and accreditation of
training quality in art training facilities in the North Central region.
4.4. Recommendations
4.4.1. Recommendations for the central agencies
4.4.1.1. Recommendations for the Ministry of Education and Training
4.4.1.2. Recommendations for the Ministry of Culture, Sports and Tourism
4.4.1.3. Recommendation for Ministry of Home Affairs
4.4.2. Recommendations for People's Committees of provinces in the North
Central region
4.4.3. Recommended for art training facilities
Conclusion of Chapter 4
Based on the general development trend of art training facilities and human
resources of art lecturers throughout the country, as well as the general development
trend of the North Central region for the development of human resources of art
lecturers. At the same time, the Communist Party of Vietnam also give a viewpoint on
development of human resource, education and training and the goal of developing
human resources of art lecturers. Some solutions can be proposed as follows:
- Develop initiatives, plans and strategies for developing art lecturers in the
North Central region in the new situation.
- Supplement and complete the legal documents system on developing human
resources of art lecturers in the region.
- Supplement and complete the policy system on developing human resources
of art lecturers in the North Central region.
- Continue to improve the state management apparatus and human resources of
staff in charge of state management on human resources development of art lecturers
in training facilities in the North Central region.
- Increase investment in resources for art training facilities in the North Central
region.
- Expand international cooperation in state management between art training
and fostering facilities in the North Central region.

- Supplement and improve the programs, contents and methods of training
human resources of art lecturers in the region.

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- Improve the effectiveness of inspection, examination and accreditation of
training quality in state management on human resources development of art lecturers
of training facilities in the North Central region.
In order to improve the effectiveness of state management on human resources
development of art lecturers in art training facilities in the North Central region, as
well as contribute to improving the quality of training, developing education and
artistic training of the country, the central agencies, Ministry of Education and
Training, Ministry of Culture, Sports and Tourism, People’s Committees of provinces
and art training facilities in the North Central region need to pay more attention to arts
and culture and provide a policy to support the development of human resources of art
lecturers. Renovate remuneration policies and supports to encourage art lecturers to
improve professional skills and ethics and soon standardize the standards of art
lecturers in accordance with integration requirements. Assign and decentralize the
management among universities and colleges following the direction of clearly
assigning responsibilities for state management between the Ministry of Education and
Training, Ministries and branches management institutions and the People’s
Committees of provinces and cities in the direction of decentralizing more power for
training facilities in management activities, strengthen self-management capacity for
managing units.
Regularly organize seminars, especially the application of information
technology and modern technologies to teaching at the aim to improve skills for
lecturers of arts and culture, responding to current urgent requirements; every year,
increase the payroll quotas, reduce the number of contract lecturers for art training
facilities to ensure the demand for human resources and psychological stability for art

lecturers to perform their duties efficiently. In addition, it is necessary to pay special
attention to emulation and commendation to encourage and inspire art lecturers to
improve their abilities, teaching capacity and enthusiasm for the profession.

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CONCLUSION
State management activity on the development of human resources of art
lecturers in art training facilities in the North Central region is a specific area,
requiring appropriate policy mechanism. The analysis of general concepts, the system
of legal documents in the content of state management on human resources
development of art lecturers in training facilities recently is foundation for assessing
the real practices of state management on human resources development of art
lecturers.
Thesis “State management on human resources development of art lecturers in
training facilities in the North Central region” has studied and clarified the following
contents:
- Synthesize and systematize theoretical issues and real practices of state
management on human resources development of art lecturers. The necessity of state
management on the development of art lecturers’ human resources and the content of
state management on human resources development of art lecturers. In order to
improve the effectiveness of state management on human resources development of art
lecturers, it is necessary to study a number of experiences in different regions of the
country, to select and draw lessons of management experience for the North Central
region.
- From the in-depth analysis and assessment of the situation of human
resources of art lecturers in art training facilities in the North Central region, the status
of state management human resources development of art lecturers in art training
facilities in the North Central region, the thesis has created a basis for commenting and

assessing the state management on human resources development of art lecturers in
training facilities in the North Central region.
In recent years, the state management on human resources development of art
lecturers in training facilities in the North Central region has many achievements.
Training and fostering for lecturers attract proper attention. Annually, the Ministry of
Education and Training shall direct training facilities to send lecturers to participate in
courses of training and fostering, improving professional qualifications and teaching
skills. The art training facilities have also performed effectively the construction of
material and technical facilities, developed regulations on training and fostering,
developed policies of dispatching, encouraging lecturers to engage in post- graduate
courses improve professional qualification. This issue is greatly supported by lecturers.
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