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VIETNAM ACADEMY OF SOCIAL SCIENCES
GRADUATE ACADEMY OF SOCIAL SCIENCES

PHAM THI HANH

DEVELOPING THE INDUSTRIAL HUMAN RESOURCES OF
DANANG CITY TO MEET THE GREEN GROWTH
REQUIREMENTS

Major

: Economic Management

Major code : 9 34 04 10

ABSTRACT OF ECONOMIC DOCTORAL THESIS

Ha Noi - 2019


The thesis is completed at:
GRADUATE ACADEMY OF SOCIAL SCIENCES
VIETNAM ACADEMY OF SOCIAL SCIENCES

THE SUPERVISORS
1. Dr. Truong Minh Duc
2. Assoc. Prof. Dr. Bui Quang Binh

Referee 1: Assoc. Prof. Dr. Ngo Tuan Nghia
Referee 2: Assoc. Prof. Dr. Hoang Van Hai
Referee 3: Dr. Nguyen Ba An

The thesis is protected at Board of Doctoral Thesis Examination,
organized at Graduate Academy of Social Sciences, Vietnam Academy
of Social Sciences, 477 Nguyen Trai, Thanh Xuan, Hanoi.
At minutes .... hour ... date .... month ..... year 2019

The thesis can be found at:

- Vietnam National Library;
- Library of Graduate Academy of Social Sciences.


INTRODUCTION
1. The necessity and news meaning of the thesis
Human resource development is an urgent problem and has always been
developed by the agencies and units of interest to build strategies and
enforcement, human resource development is always a vital issue of the business
and of the economy, especially in the Industrial Revolution 4.0 as of now. Green
Growth was begun by the countries of the world to study in the years 70 of the
previous century, when problems of environmental pollution, global climate
change, resource exhaustion... has set the challenge for the socio-economic
development of today's world.
At the Asia-Pacific Economic Cooperation Forum – Seminar on human
resources policy to support green growth and Employment Reporting (2013)
The commentary has indicated that the transition from the traditional economy
to the green economy will promise offer a wide range of job opportunities in the
current industries and industries as well as the new industry, especially by
implementing effective changes such as government support policies,
encouraging innovative techniques , support for innovative innovation, support
development of market needs for green products and green services. The

participants also argued that the field of education and technical training and
career orientation was considered as the focus to meet the requirements of the
industry's skills and competence in the green economy.
Vietnam needs to pursue of green growth because: (1) Vietnam's climate
emissions of CO2 are trending rapidly in nearly 3 decades; (2) The exploitation
of massive resources; (3) Due to unplanned resource exploitation, inefficient use
has resulted in severe environmental pollution; (4) The benefits of green growth.
However, pursuing the green growth model in Vietnam with more and more
barriers, the barriers that need to be mentioned first: (i) The general development
level of vietnam is low compared to countries in the world, old and outdated
technologies , infrastructure for waste management and water is moderately
lacking, support resources for green growth are more restrictive; (ii) The
legislative system is incomplete; (iii) The economic tools that have not really
1


promoted the implementation of green growth patterns; (iv) The human
resources level is limited.
Moreover, the research in Vietnam and the world has not been mentioned
to the correlation between development of human resource industrial in
particular and human resources in general for a green growth in a systematic
way. At present, there have been no research works referring to the development
of human resources to meet green growth requirements in a specific sector and
a particular locality.
Derived from the above-mentioned levels, the author has chosen research:
"Developing the industrial human resources of Danang city to meet green
growth requirements" as PhD thesis topic.
2. Thesis purpose and research tasks
2.1. Research purposes
The general purpose of the thesis is to propose a uniform and consistent

solution for the development of the industrial human resources of Danang city
to meet the requirements of green growth in the context of the industry in
Danang now.
2.2. Research Tasks
- Clarify some theoretical basis on the development of human resources
industrial to meet green growth requirements. Researching the factors affecting
the development of human resources of the previous industry requires green
growth.
- Determining criteriafor evaluation of industrial human resource
development to meet green growth requirements of Danang city, analyzing and
assess the real situation of human resources industrial of Danang city before
asking for green growth. Indicates the results achieved, limitations and causes.
- Propose system of development solutions for human resources industrial
to meet green growth requirements in the context of industry in Danang now.
3. The subject and the scope of research of the thesis
3.1. Research subjects
Research subjects of the thesis are industrial human resources to meet the
green growth requirements of Danang city.
2


3.2. Research scope
- Scope of content: The thesis focuses on the research on issues relating to
the development of industrial human resources to meet green growth
requirements including: problem green growth, the requirements of green
growth set out for industrial human resource development, and the content of
development industrial human resources meet green growth requirement of
Danang city.
- Space range: The industries of Danang city.
- Scope of time: Data is collected for the evaluation of the actual status

industrial human resource of Danang from year 2011-2018, giving the the
solution recommends the development of human resources in industries for the
implementation the city’s strategy green growth and vision to the year 2030.
4. Methodologies and research methodology of the thesis
(Specifically in Chapter 3. Research Methodology)
4.1. Research questions
Question 1: How is the sitution of developing industrial human resources
to meet the green growth requirement of Danang city? Does it meet the
requirements of implementing the city's green growth strategy?
Question 2: What are the key factors that influence the development of
industrial human resources to meet green growth requirements? The level of
their impact?
Question 3: What are the solutions to promote the development of human
resources in industries to meet green growth requirements in the near future?
4.2. Research hypothesis
Some hypothesis in the process of research are:
(1) Industry level; (2) Policy mechanisms; (3) Factors in the development
of labour market; (4) Factors educational and training; (5) Factors advanced
scientific – technical - technological; (6) Development of health systems and
healthcare for labor, all of factors with the same direction impact on the
development of human resources in industries to meet the requirements green
growth of the city.
3


5. New contributions to the science of thesis
(1) The thesis contributes to the theoretical basis of development of the
industrial human resources to meet green growthrequirements. The System
evaluation criteria for development of industrial human resources in response to
green growth requirements.

(2) The thesis analyzed and clearly assess the situation of the industrial
human resource development in order to meet the green growth requirement of
Danang city, has clearly analyzed some major factors that affect the
development of human resources this.
(3) The thesis is the first scientific study with the theoretical basis of the
development of the industrial human resources to meet green growth
requirements in Danang city.
6. Theoretical and practical implications of the thesis
- Intensive scientific research in the development of human resources in
general and developing industrial human resources in particular to meet green
growth requirements.
- Scientific and practical basis for policy makers and policy authorities to
consult in the implementation and modification of legal regulations on human
resource development.
- Valuable references documents to the research and teaching of
development of human resources and special development of human resources
in industries.
7. Thesis structure
After the preface, the thesis consisted of five chapters, including:
Chapter 1. Overview of the research relating to thesis topics
Chapter 2. Theoretical basic and practical development the industrial human
resources to meet the green growth requirements
Chapter 3. Research methodology
Chapter 4. The current situation of developing the industrial human resources
to meet the green growth requirements of Danang city
4


Chapter 5. Some solutions and recommendations on the development the
industrial human resources to meet the green growth requirements of Danang city

CHAPTER 1. OVERVIEW OF THE RESEARCH RELATING TO
THESIS TOPICS
1.1. Foreign research situation
1.1.1. Studies on green growth and green industry
* Studies on green growth.
* Some other research related to green work.
In relation to green growth, some scientists have proposed a number of
new concepts such as the green work of Alex Bowen (2012), The OECD (2012),
the green industry of the UNIDO Organization (2010), the green human resource
management of Mathapati, C. M (2013).
* Issues of green growth for developing countries.
OECD (2012) has pointed out the defined conditions that allow green
growth include 3 conditions.
* The research works on green industry.
UNIDO (2010), by Weizacker and el (2009); Chalmin, C., Gaillochet, C.
(2009); Clark and his el (2009); etc... With many research works of other
scholars.
1.1.2 Research on general human resources and the green human
resources
* Research on human resource development in general.
* The perspective of human resource development According to American
scientists: Mainly emphasizing the development of human potential, which is
shown is shown in the research works of the following authors: Nadler (1970);
Craig (1976); Jones (1981) etc. …
* The perspective of human resource development by European scientists: This
school often emphasizes the development of human resources to be associated
with the development strategy of the Organization. The research works by the
5

following authors: Garavan, 1991; Bergenhenegouwen et al (1992); (ITD 1992),
etc. ..
* The research on green human resource development.
Typically there are scientists like Berrone & Gomez-Mejia (2009);
Liebowitz (2010); Ramus (2002); Zoogah, (2011) and many other scientists, etc
1.2. Domestic research situation
1.2.1. Research on human resource development in Vietnam
1.2.1.1. Research on the situation of human resources in Vietnam
1.2.1.2. Research Vietnamese high quality human resources
1.2.2. Research industrial human resource development in Vietnam
1.2.3. Research on the role of human resource development for green
industry and green growth in Vietnam
Recent research has confirmed the important role of human resource
development in the implementation of green growth strategy and green industry
development. Some of the following studies are notable: Bui Quang Tuan and
Ha Ngoc Huy (2017); the study of Vo Van Loi (2016) ...
1.2.4. Manpower barriers to implementing the green growth strategy in
Vietnam
The majority of Vietnam’s industrial enterprises are SMES, so there is
much restriction on resources, while implementing the green growth strategy
requires great resources in investing and improving technology, implementing
green investment projects. SMES mainly use backward technologies that
consume a lot of energy and resources.
1.2.5. The researches on green growth in Vietnam
* Vietnam is necessary to pursue a green growth model.
So far, there have been many research works in the country indicates that
Vietnam's economy needs to follow the green growth model due to the rapidly
increasing air CO2 emissions of Vietnam, the status of massively exploitation of
resources, using ineffective resources, severe environmental pollution, degraded

impaired resources: Vo Van Loi (2016); Nguyen Hoang Oanh (2012);
Nguyen Dinh Hoa (2016); Vo Thanh Son (2014), Nguyen Trong Hoa (2014) …
6


* The barriers to implementing green growth patterns in Vietnam.
As the general development level of Vietnam is low, the law system is not
complete, the organization is not suitable, the typical is the study of the
following authors: UNIDO (2012); Nguyen The Phuong (2015); etc. ...
1.2.6. The research on green industry and green industry development in
Vietnam
Some of the following typical research works can be listed:
UNIDO's research (2012); Tran Huu Buu (2012); Do Huu Hao (20120);
Tran Thi My Dieu and el (2017); Be Trung Anh (2015) ...
1.3. Gaps in research studies and research direction by thesis
(1) The concept of industrial human resource to meet green growth
requirement at provincial level (local level), especially for Danang city, the are
no research yet.
(2) The human resource industry that meets green growth requirements is
one of the key resources in implementing the national green growth strategy in
general and of da nang city in particular. This is a matter to continue to study
more elaborately and clarify in the coming time.
(3) No research has been given the industrial human resources
development solution meet the green growth requirements in a specific way.
From the above three reasons the above shows that this is gap in research
matters so that the PhD candidate can continue to study supplement the theory
system.
Research direction of the thesis.
- Clarifying the concept of developing industrial human resources to meet
green growth requirements, the characteristics of industrial human resources

meet the requirements of green growth and evaluation criteria. On the
development of industrial human resources meets green growth requirements.
- Analysis of the real status of human resources industry to meet the green
growth requirements of Danang city.

7


- The thesis gives direction and views on the development of industrial
human resources to meet the green growth requirements of Danang city in the
near future.
CHAPTER 2. THEORETICAL BASIC AND PRACTICAL
DEVELOPMENT OF INDUSTRIAL HUMAN RESOURCES TO MEET
GREEN GROWTH REQUIREMENTS
2.1. Basic concepts
2.1.1. The concept of human resources and human resources in industrial
2.1.1.1. General concept of human resources
2.1.1.2. The concept of human resource in industrial
2.1.2. The concept of green growth and green industry
2.1.2.1. The concept of green growth
2.1.2.2. The concept of green industry and green industry characteristics
* Green industry concept.
* Green industry development model.
Green industry development

Green industry available
Enhanced
productivity
using
resource

efficiency
(energy,
water,
resources)

Prevent
contaminati
on
(garbage,
exhaust)

Create a new green industrial
Energy
efficiency,
renewable
energy

Resource
recovery,
industry
recycling
waste

Environmental
services

Responsible chemical solutions

Contamination control

Source: UNIDO (2011)

Figure 2.1 Model of green industry
development by UNIDO (2011)
8


Features of the green industry.
The green industry has six important characteristics:
(1) Industrial apply of advanced modern techniques for effective use of
natural resources, non-polluting environment.
(2) Industry used to save water and energy resources.
(3) Industry applied green technology in manufacture.
(4) The trend of development is towards the current green industry.
(5) The production process of green industry always adheres to strict
environmental regulations and environmental protection.
(6) In the process of development, create a number of environmentally
friendly new industries.
2.1.3. The concept of industrial human resource to meet green growth
requirements
Concept; Characteristics of the industrial human resources meet green
growth requirements.
Human resources industry meets green growth requirements with 4 key features:
(1) Industrial human resources with knowledge, good skills.
(2) Workforce with knowledge and skills in environmental activities.
(3) Human resources capable of working in the green industry .
(4) Human resourcesability to meet the green jobs that appear in the
process of implementing the strategy green growth of the country.
2.1.4. The concept of human resource development and the development
of industrial human resources to meet green growth requirements

2.1.4.1. The concept of human resources development
2.1.4.2. The concept of industrial human resource development and the
development of industrial human resources to meet green growth requirements
* The concept of industrial human resource development.
* The concept of developing the industrial human resources meets green
growth requirements.
Standing on the personal perspective of worker view.
9


Standing on the corporate perspective.
Standing on the angle of the whole industry.
Characteristics of industrial human resource development meet green growth
requirements.
i. Have to create a team that has the power, knowledge, the level of qualified,
good labor skills to master the modern technology.
ii. Create a workforce with knowledge, environmental management skills,
and environmental protection sense.
iii. Must create a workforce that is capable of meeting the green job positions
that arise when implementing the green growth strategy.
iv. Must build the structure of industrial human resources in accordance with
the structure of green industry both in terms of quantity and quality.
2.2. Criteria for evaluation of industrial human resources development
meets green growth requirements
2.2.1. The development evaluation criteria in terms of quantity
- The criteria for development in the scale of quantity.
- The criteria for the structure of human resources.
2.2.2. The criteria team reflects the development of quality
* Criteria for evaluation of physical strength.
* Criteria for assessing intellectual.

- The criteria for general cultural level.
- The criteria for professional knowledge.
- The criteria evaluation on workers ' skills.
- The criteria evaluation for the attitude of workers.
2.3. The relationship between the development of industrial human
resources meets green growth and green growth requirements
2.3.1. Impacting of green growth with the development of industrial
human resources to meet green growth requirements
(i) To help improve the quality of industrial human resource.
(ii) To alter the human resource structure in the industries.
(iii) Creating more environmentally friendly new green jobs.
10


2.3.2. Impacting of the development of human resources in công nghiệp
with the implementation of green growth
(1) Assist in the implementation of successful green growth through the
provision of skilled human resources, knowledge, and skills for effective use of
resources.
(2) Developing human resources in the direction of diversification to meet
the needs of green jobs appearing in the process of implementing the green
growth.
2.4. Content of development industrial human resources to meet green
growth requirements
2.4.1. Development of the scale and structure of industrial human
resources to meet green growth requirements
- Growing in quantity.
- The structure of human resources.
2.4.2. Developing in terms of quality
- Developing in terms of physical strength.

- Developing intellect.
- Professional ethics and attitude of responsibility for the job.
2.5. Factors affecting the development of industrial human resources in
response to green growth requirements
2.5.1. The development level of the industry affects the development of
human resources industry to meet the green growth requirement of the city
2.5.2. Policy mechanisms affecting the development of industrial human
resources meet green growth requirements
Policies that impact the development of the quality of industrial human
resources in response to green growth requirements include: education policy,
training; policies on encouraging application of high technology and green
technology into production, policies for developing scientific – technical –
technological.

11


- The policy to regulate the structure of industrial human resources meets
green growth in the direction of green industry, expanding the development of
less polluting industries.
- The tax policies impact on the development of industrial human resources
in response to green growth requirements include: environmental resources tax,
environmental protection tax, etc.
- Policies that impact on employee health improvement: health policy,
social insurance policy, salary policy, etc...
2.5.3. Labour market impacts
Labor market development is an important basis for developing industrial
human resources to meet the city's green growth requirements. The development
of the labor market must ensure a balanced development on the two labor supply
and demand aspects of the city, which will determine the quality needs for the

labor force.
2.5.4. The advancement of science-engineering-technology
Developing science-engineering-technology to help businesses have
conditions for labor productivity, improve product quality and improve job
efficiency. Developing science-engineering-technology changes the labor force
in terms of size, structure and qualiy of labor, especially for workers in industries
facing the requirements of green growth.
2.5.5. Educational and training factors
Education and training helps employees improve their work capacity,
master new technology, modern and increase labor productivity, effectively use
natural resources. Criteria for evaluation:
- The general cultural level of the laborer.
- Occupational abilities of workers.
2.5.6. Health and wellness systems for workers
The system of health and wellness is related to health workers the factors
that make up the quanlity of health and wellness systems.

12


The model of research on the factors affecting the development of
industrial human resources in response to green growth requirement is proposed
by the author as follows:
Progress scienceengineeringtechnology

Industry level

Policy mechanism
System

Development
industrial
human
resources
meet
requirements
green growth

Labour market

Education and
Training

Health and Wellness
System

Source: Proposed by the author
Figure 2.3 Research model
2.6. Lessons of domestic and foreign experience
Lessons learned of Hoi An and Metro Cebu
(i) Managers should be interested in developing green human resources.
(ii) There are policies that encourage the developmentof environmentally
friendly trades, environmental protection services etc ...
(iii) Have appropriate planning and management policies for effective use
of natural resources, land use, water, most reasonable energy, etc...
(iv) Development of public infrastructures, and public services and
strengthening of the environmental management.
(v) To improve the capacity of management personnel in the economic
management of the government.

13


CHAPTER 3. RESEARCH METHODOLOGY
3.1. The research process of the thesis
3.2. Research frame

The basic concepts of
human
resources,
human
resource
development.

Industrial
characteristics.

The concept and
characteristics
of
industrial
human resource
and
development
industrial
human resource

Nature
green
industrial

characteristics and
green growth.

The concept of industrial human resource
meet green growth requirements and
develops the industrial human resources
to meet green growth requirements.

The factors that
impact
the
development of
industry human
resources meet
green
growth
requirements.

The results are
achieved.

Green growth of the industry

Developing
industrial
human
resources to meet the
green
growth
requirement

of
Danang city.

The problem exists.

Implementation of the
current green industry.
Development of green
industry.

Development
objectives.

Development
direction.

Propose solutions for developing industrial human resources to meet green growth
requirements

Source: Proposed by the author.
14
Figure 3. 1 Research
Framework


3.3. Data sources and research samples
3.3.1. Secondary data source
3.3.2. Primary data source
3.3.3. Research samples
The author uses the sample size calculation formula of Slovin:

n = N/(1 + N *2)
+ n: the sample size; N: Overall; : standard error typically taken  = 0.05
The research sample used in the thesis consisted of 3 categories:
1. Sample evaluation of the quality of industrial human resources to meet green
growth requirements.
2. The sample uses the evaluation of the factors ' influence.
3. The survey model investigations for the green level of the industry.
3.4. Building a scale, survey and interview questionnaire
3.4.1. The scales evaluates the quality of industrial human resource to
meet green growth requirements
3.4.2. The scales of factors affecting the development of industrial human
resources meet green growth requirements
1. The scale of the industry development level.
2. The scale on policy influence on the development of industrial human
resources to meet green growth requirements.
3. The scale labor market impact assessment.
4. The scale of the impact of training education.
5. The scale evaluation of the impact of the development of the scienceengineering-technology.
6. The scale impact of health and wellness systems.
3.5. Process of formulating questionnaire design
Part 1: Preface
15


Part 2: The main content of the questionnaire.
3.6. Quantitative studies
3.6.1. Identify influencing factors
The regression model:
Y = 0 + 1*X1+ 2* X2 + 3* X3 + 4*X4+ 5*X5 + 6*X6
3.6.2. Perform inspections for the linear regression function (specifically

at 4.3.1.2. Performs regression function inspections)
CHAPTER 4. THE CURRENT SITUATION OF DEVELOPING THE
INDUSTRIAL HUMAN RESOURCES TO MEET THE GREEN
GROWTH REQUIREMENTS OF DANANG CITY
4.1. Overview of natural conditions and the Danang industry (2011-2018)
4.1.1. Natural conditions of Danang city
* Geographical location
Danang city starts from 15 °15 ' to 16°40 ' north latitude and from 107°17'
to 108°20' east longitude. To the north it borders Thua Thien, west and south by
Quangn province, est to the South China Sea.
4.1.2 industrial development process of Danang city from 2011 to 2017
* Considering industrial production value.
* If considering gross product value.
4.1.3. Industrial structure and green level of industrial city
4.1.3.1. The structure of the Danang city industry
* Review of the production value structure
In 4 main industrial sectors of Danang city, the share of Danang’s
industries is as flollows:
- Manufacturing industry & the largest density.
- Electricity production and distribution industry has a second-most
density.
- Industry sector, water supply, waste management and disposal, thirdparty wastewater.
- Mining industry has a density in the fourth-most industrial structure.
4.1.3.2. The status of the green level of the Danang’s industrial
16


The survey results show that the status of the green level of the industry:
- Extractive industries: low green levels.
- Processing and manufacturing industry: 4% of enterprises are of low

green level; 65% of enterprises are in the medium green category; 29%
businesses are in green level and only 2% businesses are in high level of green.
- The industry group produces and distributes electricity, gas and hot water
with a relatively green level.
- Water supply industry, waste management and disposal activities.
+ The process of exploiting, processing and supplying water has the highest
level of green.
+ The disposal and disposal industry has the lowest level of green.
4.2. Implementing the industrial human resources of Danang in response to
green growth requirements
4.2.1. The development status of the human resources of the Danang’s
industry
*The number of employees in the industry between 2011 - 2017.
Labour industry tends to increase in the following year higher than the
previous year however the level of slow increases.
Unit: Person
200000
150000
100000
50000
0
Năm
2011

Năm
2012

Năm
2013

Năm
2014

Năm
2015

Năm
2016

Năm
2017

Source: Statistical Yearbook of Danang, 2017.
Figure 4. 1 Industrial labor number of Danang city from 2011 -2017
* Changes in the structure of general cultural level
- The cultural level.
1. Literacy rate: The literacy rate is relatively high, reaching an > 97%.

17


2. Universalizing general education: Survey results show that over 50% of
workers have not graduated from high school. The labor force in industrial
enterprises is higher than the general labor force.
* The structure of qualifications
Table 4. 1 The professional qualifications structure of Danang’s industrial
Labour
Unit: Person and %
Year
Year

Year
Year
Year
Year
2013
2014
2015
2016
2017
2018
Untrained
135,327 138,568 120,275 119,328 123,711 133,089
(72.83%) (72.71%) (70.94%) (67.5%) (65.8%) (67.08%)
Number of
24,823
26,002
24,634
28,722
32,029
32,651
past training
(13.36%) (13.64%) (14.5%) (16.24%) (17.05%) (16.45%)
Apprenticeship
6,726
7,077
6,231
6,958
7,527
7,956
(3.62%) (3.71%) (3.67%) (3.93%)

(4%)
(4%)
Intermediate
6,406
6,583
6,086
6,218
7,046
7,293
(3.44%) (3.45%) (3.58%) (3.51%) (3.75%) (3.67%)
College
3,023
3,291
3,332
3,849
4,644
3,481
(1.62%) (1.72%) (1.96%) (2.18%) (2.47%) (1.75%)
University and
8,487
9,051
8,984
11,696
12,812
13,922
Graduate
(4.5%) (4.74%) (5.29%)
(6.6%) (6.82%) (7.01%)
University
Total

184,792 190,572 169,542 176,771 187,769 198,392
Industrial
Labour
Source: Calculated results based on GSO figures in 2018.
* The structure of industrial labor in the trades
Table 4. 2 Labor structure of Danang industry from 2013 – 2018
Unit: Rate%
The City's Industries
Extractive industries.

Year Year Year Year Year
2013 2014 2015 2016 2017
0.646 0.76 0.68 0.54 0.52
18

Year
2018
0.51


The City's Industries

Year Year Year Year Year
2013 2014 2015 2016 2017
87.97 87.67 91.84 89.58 90.12
9.61 9.37 2.91 3.38 3.28

Year
2018
90.10

3.26

Processing industry.
Power distribution industry,
gas, hot water, steam and air
conditioning.
Industrial water supply,
1.76 2.18 4.55 6.48 6.06
6.1
operations management &
waste disposal, wastewater.
The total number of
100
100
100 100 100
100
employees of the industry.
Source: Calculated results based on the statistical yearbook of Danang, 2018
4.2.2 The current quality of human resources in Danang
4.2.2.1. The fitness of the industrial human resources of Danang
The physical fitness of workers is rated by 3 criteria:
- Weight height criteria.
- Strength and toughness during workers ' work
- Resistant to illness.
4.2.2.2. Actual state of intellect of the labor force in the industry
* Understanding of knowledge
(1) Professional knowledge: industrial enterprise at 3.28 point (average
level).
(2) Environmental knowledge: 2.95 points at a low level.
* The skills of the workers

(1) Skills of cognitive thinking of industrial works in Danang: 3.44 points.
(2) Professional skills: 3.58 points (quite average).
(3) Skill group environmental protection: 2.78 points (lows).
(4) Social skills group: 3.23 points.
* Conscious attitude of workers
(1) Attitude towards work: 4.50 points (good).
(2) Consciousness, environmental attitude: 2.94 points (average).

19


4.3. Analysis of fundamental factors affecting the development of industrial
human resources to meet green growth requirements of Danang city
4.3.1. Analytical modeling
The model has a regression function like 3.6.1.
4.3.1.1. Defining survey templates and survey objects
Sample size for survey is calculated by formula: n = N/(1 + n * e2)
4.3.1.2. Implementing the Regression function tests
Performs a number of basic inspections of the specified regression function.
- Check the reliability of the scales of the factors.
- Inspection of the requirements of linear regression function.
- Linear inspections conform to the regression model.
- Conformity test for model regression.
- The level of interpretation of the model.
- The relevance of the model.
- Testing multiline behavior.
- Check the self-correlation phenomenon of the independent variables.
- To define the coefficient of the regression function.
So the regression function of the model can be written as follows:
Y = 0,085+0,071*X1+ 0,113*X2+ 0,41*X3+ 0,2*X4 + 0,109*X5 + 0,123*X6

The test results of the research hypothesis.
Table 4.3 Results of the research hypothesis
The hypothesis

Results

Industry development program has the
same dimensional influence as
industrial
human
resource
development.
The policy mechanism has the same
dimensional influence as industrial
human resource development.
Factors in the labour market have a
same-dimensional impact on the
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(+)

Statistical
Conclusion
significance
(sig)
0.029 Accept

(+)

0.033 Accept

(+)

0.000 Accept


The hypothesis

Results

Statistical
significance
(sig)

Conclusion

development of industrial human
resources.
The element of educational education
(+)
0.003 Accept
has the same dimensional influence as
industrial
human
resource
development.
Development science – engineering (+)
0.047 Accept
technology industrial has the same
dimensional

influence
as
the
development of industry human
resources.
The health and wellness system has
(+)
0.037 Accept
the same dimensional impact as the
development of human resources
industry.
Source: Data processing on the SPSS software.
4.3.2. Analyzing the descriptive statistical results of variables affecting the
development of industrial human resources to meet green growth requirement
4.3.2.1. Development level of the industry (variable X 1): 3.16 points
(average level).
4.3.2.2. Policy mechanism factor (X2): 3.25 points (average level).
4.3.2.3. Labour market (X3): 3.50 points (pretty average)
4.3.2.4. Educational and training elements (X4): 3.65 points (level quite).
4.3.2.5. Development science – engineering - technology factor (X5): 3.45
points (average levels).
4.3.2.6. Factor X6 (Health and Wellness system): 3.11 points (average
levels).

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CHAPTER 5. SOME SOLUTIONS AND RECOMMENDATIONS ON
THE DEVELOPMENT INDUSTRIAL HUMAN RESOURCES TO
MEET THE GREEN GROWTH REQUIREMENTS OF DANANG CITY

5.1. The context of new economic development and requirements laid down
for the development of human resources industry to meet the green growth
requirement of Danang city
5.1.1. New development context
The world's overall development trend is aiming at a green economy and
green growth to achieve sustainable development. Greening the green head is
based on the development of science and technology to ensure a sustainable
stable environment and use of resources savings.
5.1.2. Requirements for the development of industrial human resources
to meet green growth requirement
- Build a contingent of physical, intellectual and psychic labor.
- Build a structured, qualified workforce structure, have knowledge ready to
meet the needs of the green industry.
5.2. Perspectives on the development of industrial human resources in
response to green growth requirements
* Developing the industry human resources to meet green growth
requirements must conform to green industry development and implement the
green growth strategy of city
* The policy of industrial human resource development must be of
comprehensive nature, in accordance with actual conditions and tied to the
policy of industry development.
* Education and training plays an important role in developing the industry
human resources to meet green growthrequirements.
5.3. The direction of the development of industrial human resources to meet
green growth requirements
5.3.1. Focusing on building a team of industrial workers can force, mind
and force to meet the development requirements of the industry.
Physical strength: it is the worker must have good health, have a height of
weight, ability to suffer good illness, durable toughness.
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Intellect: the workforce has an education level, general knowledge and
high professional knowledge.
Mentality: the workforce has a sense of responsibility for the assigned
work, has a correct view of the environment and protects the environment.
5.3.2. Building and developing a workforce in the future with knowledge
and awareness of environmental protection and environmental concerns
5.3.3. Developing industrial human resources in the direction of
diversification is capable of meeting many green jobs that arise during the
development of the green economy, and the city's green growth.
5.4. Proposal for the development of the industrial human resources to meet
green growth requirements of Danang city
5.4.1. Group of policy solutions relating to the development of human
resources industry to meet green growth requirements
* Policy to improve and improve the quality of the city's training education
system in order to meet the requirements for implementing green growth
strategy.
* Training policy for refresher.
* Complete review of issued policies.
* Improve physical strongly development policy, health policies, health
care for workers in industrial parks.
5.4.2. City industrial development solutions in the green direction of
current industry and development of green industry
5.4.3. Group of labor market solutions
5.4.4. Group of solutions for the development of educational education
systems
Solution 1: Continue to improve the universal education system.
Solution 2: Development of higher education systems: University, Colleges and
Intermediate.

Solution 3: To keep expanding the scale of career education system.
Solution 4: Program innovation, improve the quality of teachers.
Solution 5: Improve the quality of the teachers ' team.

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