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INTRODUCTION
1. The necessity of the thesis topic
In the national or local level, human resources quality (HRQ) is always the
decisive factor for socioeconomic development, for the assurance of income and
enhancement of living standard for citizens.
Lai Chau is a northern mountainous province with particular socioeconomic
conditions and facing much more difficulties than other localities in the country. For the
rapid development, Lai Chau should change their ways of socioeconomic development,
in which the main orientation is basing on HRQ and technology. This is a big and
difficult development problem for Lai Chau when their HRQ is of low quality.
Education level of Lai Chau province human resources (HR) is much lower than that of
the whole country and of other northern mountainous provinces. Proportion of literate
over15 population only accounts for 60%, in which literacy rate in rural areas is much
lower than that in urban areas. Over15 population who has never gone to school makes
up ¼ HR of this age. Trained over15 HR of Lai Chau is only 11%. HR without
technical and qualification level accounts for 90%. In addition, HR has been facing
many problems to be solved on knowledge, skills and physical strength as well as
quality and working behaviours. HRQ of the province is more and more lagged behind
compared with HRQ of nearby localities and with the average level of the whole
country.
Confronted with that situation, the enhancement of Lai Chau HRQ is urgent to
meet the requirement of the province’s socioeconomic development. Therefore,
studying to find out sciencebased solutions for the enhancement of Lai Chau HRQ
plays an important role in the next period as well as in the long term.
From the above reasons, I, a research student chose the topic “Human
Resources Quality in SocioEconomic Development of Lai Chau Province” to be
the thesis topic, specialty of Economic Management.
2. Purpose and meaning of the study of thesis topic
Purpose of study: To provide scientific foundation for planning and adjusting
strategies, plans and policies of Lai Chau Province’s socioeconomic development; To
contribute to defining new and modern development methods for Lai Chau Province,
which is basing on HRQ and technology with the orientation of sustainable
development.
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Theoretical meaning: To contribute to building, completing HRQ analyzing and
assessing methods as well as HRQ enhancement methods in socioeconomic
development of the provincial locality;
Practical meaning: Through the correct assessment of HRQ in socioeconomic
development of Lai Chau Province and proposal of HRQ enhancement methods to
meet the requirements of rapid and sustainable development of Lai Chau Province in
the next period, this thesis will make contribution to the implementation of strategic
breakthrough for HR development, to the socioeconomic rapid and sustainable
development of Vietnam in general and Lai Chau Province in particular
3. Structure of the thesis
Apart from introduction, conclusion, appendix and references, the content of this
thesis includes 4 chapters.
CHAPTER 1: OVERVIEW OF RESEARCH ON
HUMAN RESOURCES QUALITY IN SOCIOECONOMIC DEVELOPMENT
1.1 Overview of research published inside and outside the country on HRQ in
socioeconomic development
1.1.1 Overview of research in foreign countries on HRQ in socioeconomic
development
* Studies on human factor and role of high quality human in economic growth:
Adam Smith (1776), “Wealth of Nations” indicates that capital accumulation is the
decisive factor to produce material wealth. “Theory of skilled working” by Leontief
(1953, 1956) interprets that skilled workers and human capital are the cause for the
formation of structure and distribution of international commerce for industrial goods.
Robert M. Solow (1956) gives his opinions that technical improvement determines
economic growth. D. B. Keesing (1966) claims that experts working in an industrial
country are the most important production factor, but the expertness cannot be
achieved in the short time.
“Theory of human capital” by T. W. Schultz, O. S. Becker, R. Ebald, Win
asserts that through the investment in security, society and education, technical skills of
human resources can be increased, HRQ can be enhanced, which makes ordinary HR
become “human capital”, in order to directly or indirectly promote production growth,
produce “increasing income”, remove effects of “decreasing income” and limits of
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capital and labour (ordinary) factors to ensure the longterm economic growth. Lucas
(1986) reckons that a country has to focus on the development of production with the
limited but HRadvantaged capital to increase economic growth rate. Romo (1989)
analyzes and demonstrates the effect of knowledge about professionalization and
human capital accumulation on economic growth, and these two factors can produce
“increasing income”, be “the maintenance for permanent motivation of economic
growth”. Scot (1991) emphasizes the effect of capital investment on economic growth
because the origin of technical improvement and human capital accumulation,
knowledge accumulation is capital investment, which means capital investment
determines technical progress, thereby make determination to economic growth.
* Studies on relations of HRQ with socioeconomic sustainable development and
HRQ enhancement method: Altinok (2007) shows positive effects of education quality
and HRQ on economic growth; at the same time implies that HRQ is first determined
by education quality, the leading factor to ensure sustainable growth and socio
economic sustainable development of each country. Changzheng Z. Kong Jin (2010)
indicates that equality in education is in positive relationship with economic growth
quality, in which equality in education is measured with Gini indicator in education
and economic growth quality is measured by TFP. Malolm Gillis with collective
authors (1987), considers the development of labour force market, labour policies and
labour attraction via industrialization are ways to enhance HRQ initiatively, actively
and in the long term. Khan, Mohsin (2005) concludes that: A country with higher
education level and better health status has higher growth of per capita average income;
he gives recommendation on policies that the government should invest more in
education to increase human capital, enhance HRQ, therein has higher and more
sustainable economic growth rate. Zorlu Sengucel (2009) interprets the particularly
important role of solving the problem of HR management in the 21 st century, which is
solving the relationship between employees and organization, training of individuals
and HR management organization. Nygel Finch (2013) generalizes green growth
strategy proposed by APEC 2013 leaders, in which creativity is considered the main
motivation of the growth.
1.1.2 Overview of research inside the country on HRQ in socioeconomic
development
* Studies on HRQ and HRQ measuring criteria: In this scope, HRQ is studied
with two points of view. The first one is that HRQ is understood a process from input
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quality, inprocess quality, output quality and quality of results (effect sof HRQ in the
long term). Thus, HRQ is a specific status of HR at a specific time or period. Studies of
this direction include: Nguyen Hong Quang (2013), Nguyen Tiep (2005), Vu Ba The,
Vu Dinh Hoe, Doan Minh Huan (2005), Tran Xuan Cau (2012)…
* Studies on effects of HRQ on socioeconomic development, competitive capacity
of the nation and provincial locality: Strong effects of HRQ on economic growth,
employment and residents’ living standard are asserted in studies by Truong Minh Duc
(2011), Le Thi Thuy (2012), Tran Xuan Cau (2012), VCCI (2008), Truong Thi Thuy
Hang (2012), Nguyen Thi Nguyet (2008)…
* Studies on factors affecting HRQ, HR development to meet the requirements of
regional and local socioeconomic development: Factors decisively affect HRQ such
as education and training, labour and employment policies, population, socioeconomic
condition, gender equality. Studies of this direction involves those by Bui Van Binh
(2009), Le Duy Binh and other authors (2009), Le Thi Hong Diep (2009), Le Thi Thuy
(2012), Doan Hung and other authors (2010), Nguyen Thi Giang Huong (2013).
Another study direction is the effect of development of regional connection and HR
demand on socioeconomic development of the region and provincial locality, those in
this direction include: Nguyen Van Huan and his coworkers (2012), Bui Thi Thanh
(2008), Nguyen The Phong (2010), Nguyen Hoai Bao (2009), Tran Thanh (2012),
Nguyen Giac Tri (2015),…
1.1.3 Problems of the thesis topic not having been studied and solved by published
projects
Studies mentioned above (section 1.1.1) have not mentioned or deeply solved
some important problems of the thesis topic, such as:
Not clearly defining and interpreting components of HRQ; system of criteria and
targets for the evaluation of HRQ in the provincial locality; position, role of HRQ and
enhancement of HRQ in socioeconomic development of the provincial locality; effect
of socioeconomic development on quality and enhancement of HRQ in the provincial
locality; HRQ enhancement methods, contents in governmental management to HRQ
enhancement in the provincial locality
Not deeply studying and assessing real situation of HRQ and not proposing
synchronous solutions for HRQ enhancement to serve the demand of socioeconomic
development of Lai Chau Province; not solving the problems of what should be done
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by the State and local authority, and how HRQ can be enhanced to meet the
requirements of socioeconomic development in Lai Chau Province…
1.1.4 Problems focused to be studied and solved by the thesis
Building theoretical frame for the analysis and assessment of HRQ, HRQ
enhancement methods, HRQ affecting factors and role of HRQ enhancement in socio
economic development in the provincial locality
Defining particulars in HR and economy – society of Lai Chau Province;
objectively assessing real situation of HRQ, restrictions and their reasons to suggest
solutions of high practical meaning in HRQ enhancement to meet the requirements of
socioeconomic development of Lai Chau.
Concentrating on the interpretation of problems on and role of the State and Lai
Chau authority Province in HRQ enhancement to meet the requirements of the
province’s socioeconomic development
1.2 The thesis’s direction for the solving of study problems
1.2.1 Aims of the research
* General aims: To clarify scientific basis for HRQ and suggest solutions for the
enhancement of HRQ to meet the requirements of socioeconomic development in Lai
Chau Province in the next period
* Specific aims: (1) To clearly define reasoning basis for HRQ in socioeconomic
development and factors affecting HRQ in the provincial locality; (2) To objectively
assess real situation of Lai Chau HRQ, clearly determine strong and weak points and
basic reasons affecting HRQ of Lai Chau Province; (3) To recommend main solutions
to enhance HRQ of Lai Chau Province to meet the targets of socioeconomic
development of the province
1.2.2 Research questions
The thesis focuses on answering 6 main research questions: (1) What are the main
components of HRQ?; (2) What indicators, criteria and targets is HRQ reflected,
measured and assessed by?; (3) What is the role of HRQ in the provincial locality’s
socioeconomic development?; (4) What is the real situation of Lai Chau Province
HRQ?; (5) What are the requirements for HRQ of the province to be met for Lai
Chau’s socioeconomic development in the next period?; (6) What are methods and
solutions to be used and implemented to enhance HRQ to meet the requirements of Lai
Chau Province’s socioeconomic development?
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1.2.3 Research subject and limited scope of the thesis topic
Research subject: is the reasoning and practical problems on HRQ and methods
of HRQ enhancement in Lai Chau Province’s socioeconomic development.
Research limited scope:
(1) In content: Concentrating on the interpretation and determination of
theoretical frame for the analysis and evaluation of HRQ, methods for HRQ
enhancement; Applying this theoretical frame in assessing real situation of Lai Chau
HRQ and proposing methods for HRQ enhancement to meet the requirements of Lai
Chau’s socioeconomic development; (2) In research space: HR in Lai Chau Province,
experience in HRQ enhancement of Da Nang and Ha Giang Provinces; (3) In time:
Analyzing and assessing real situation of Lai Chau HRQ in the period of 20082013;
Defining directions and measures to enhance HRQ of Lai Chau Province until 2020,
vision to 2025.
1.2.4 Methodology and research method
* Way to approach the problem of HRQ is in the “changing” state in the level of
a provincial locality, in the relationship with socioeconomic development of this
locality. The performance of solving problem relating to HRQ enhancement of Lai
Chau Province in the “open” system with the region and the whole country is made by
the way of market economy and international integration.
* Theoretical frame
Main factors
affecting HRQ of the
locality
HRQ of the locality
Staterelated factor
HR structure
Local authority
related factors
HR qualification
Central authority
related factors
Socioeconomic
environment
related factors
HR knowledge
HR skills
HR power
Labour attitude and
behavior
Effects of HRQ on
socioeconomic
development of the
locality
Economic growth of
the locality
Social labour
productivity
Employment and
unemployment of
workers
Residents’ living
Picture 1. 1: Theoretical frame of HRQ
standard
Source: Summarized and constructed by the author
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* Method of collecting, processing and analyzing information
The collection of secondary information is mainly from scientific works which
have been published, from Statistics of Lai Chau Province, General Statistics Office
and VCCI. The collection of primary information is carried out by surveying 3 groups
of subjects in Lai Chau, which are Employees, Enterprises and State Civil Servants;
Time of survey is Quarter IV/2013; The number of surveys collected is 832; the model
used is Exploratory Factor Analysis (EFA) to process the results of survey, to give a
conclusion about HRQ of Lai Chau Province and to give suggestions about policies
and solutions.
* Research methods are mainly analysis, demonstration, statistics, comparison
and summarization. At the same time, interpolation and extrapolation are used to study
and recommend some main measures to enhance HRQ in Lai Chau Province and to
petition for conditions to implement the solutions.
CHAPTER 2: REASONING BASIS FOR HUMAN RESOURCES QUALITY
IN SOCIOECONOMIC DEVELOPMENT OF THE PROVINCIAL
LOCALITY
2.1 Human resources quality and role of human resources quality in socio
economic development of the provincial locality
2.1.1 Human resources quality and components of human resources quality in the
provincial locality
In this thesis, HR of a locality, a region or a nation are considered population of
working age and population over working age with working ability, capacity to take
part in production activities of a nation, a region or a locality both in quantity and
quality. HRQ is quality of human resources, representing the relationship of
components of HR nature, shown through criteria of HR structure, knowledge level,
skills, physical strength, attitude and behaviour of human resources – those are factors
to ensure economic growth, increase in labour productivity, assurance of employment,
income and people’s living standard.
Roles of human resources quality to socioeconomic development of the
provincial locality include: (1) human resources quality creates competitive advantage
in development; (2) Human resources quality is the factor to ensure the sustainability
of economic growth; (3) Human resources quality determines the size of human capital
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and creates increasing income; (4) Human resources quality creates motivation for
economic sustainable development; (5) Human resources quality creates competitive
advantage and moving competitive capacity of each locality and enterprise.
2.1.2 Criteria, reflecting indicators and methods to evaluate HRQ in socioeconomic
development of the provincial locality
* Summarization and proposal of system of criteria and reflecting indicators for HRQ
Bảng 2. 1: Criteria and HRQ indicators of the locality
1. Human resources structure
• Structure by age
• Structure by seniority
• Structure by gender
• Structure of urban/ rural area
2. Qualifications and skills of human resources
• Educational qualifications
• Professional/ Technical abilities
• Knowledge
• Skills of awareness
• Social skills and behaviours
• Technical skills
3. About physical strength
Physical health
Spiritual health
Social health
4. About attitudes and behaviors
Honesty and compliance
Responsibility at work
Industrial behaviors
Activity and creativity
Source: Summarization from studies and proposals of the author
* Method of HRQ evaluation in socioeconomic development of provincial locality
In order to define and evaluate closely the level of HRQ of a provincial locality
in any specific time, it is necessary to carry out a survey to select the model and a
suitable quantitative economic model for the analysis and measurement of HRQ. In
this thesis, the author selected Exploratory Factor Analysis (EFA) to evaluate HRQ of
the provincial locality (specifically Lai Chau Province).
2.1.3 Effects of HRQ on socioeconomic development of the provincial locality
The thesis defines effects of HRQ on socioeconomic development of the
provincial locality in 6 following main aspects: (1) Effects of HRQ on the locality’s
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economic growth; (2) Effects of HRQ on the production value increase of economic
sectors; (3) Effects of HRQ on social labour productivity; (4) Effects of HRQ on
employment, unemployment of workers in the locality; (5) Effects of HRQ on income;
(6) Effects of HRQ on poverty status.
2.1.4 Role, meaning of human resources quality enhancement in socioeconomic
development of the provincial locality
First: To enhance HRQ is a basic way to improve economic growth speed and
quality of the locality
Second: To enhance HRQ is one of main ways to strengthen competitive
capacity of the locality
Third: To enhance HRQ is the main method to solve problems relating to
employment and income of workers in the locality
Fourth: To enhance HRQ is to increase infinite properties which can be
exploited for socioeconomic development in the condition of the limitation of other
sources
Fifth: To enhance HRQ in rural areas has the deciding meaning to socio
economic development of backward localities in mountainous provinces.
2.2 Main factors affecting HRQ of the provincial locality
2.2.1 Factors from the State
2.2.1.1 Factors from local authorities
The thesis defines 4 main factors from the local authority affecting HRQ of the
locality, including: (1) Planning human resources of the locality; (2) Developing
health and health care; (3) Attracting and using manpower; (4) Educating and
training jobs.
2.2.1.2 Factors from central authorities
3 main factors from central authorities affecting HRQ of the locality consist of:
(1) Orientation of national socioeconomic development; (2) Strategies and plans for
HR development of the nation; (3) National development policies for HR
2.2.2 Factors from the local socioeconomic environment
2.2.2.1 Economic factor
5 main factors from local socioeconomic environment affecting HRQ include:
(1) Growth rate and economic development level of the locality directly affecting
HRQ; (2) Structure of economic sectors; (3) Real situation of technical infrastructure;
(4) Average income; (5) Employment and unemployment rate
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2.2.2.2 Tradition and culture factor
Tradition and culture have effects on ideas and habits of workers; those ideas
and habits affect their attitudes and behaviours towards the society and work.
Therefore, tradition and culture also have effects on HRQ development.
2.2.3 Science – technology factor
Science and technology affects HRQ in two aspects: (1) Development of science
and technology helps human approach many kinds of modern machines, force workers
operating these systems to have specific qualifications and to be methodically trained
to be able to operate them; thus motivates human resources quality enhancement; (2)
Development of science and technology will reduce the quantity of workers, create
pressure of competition, which forces workers to improve their working quality.
2.2.4 Natural conditions
Localities in remote areas, regions of ethnic minorities or localities with regular
natural disasters such as earthquake, storms, flood… will face difficulties in attracting
workers of high quality. On the contrary, localities in deltas with convenient traffic will
have more advantages in this aspect.
2.2.5 Factors of human resources themselves
Each person is a biologicalsocial entity, in which the biological aspect is the
premise, basis for the social one to develop. HRQ is evaluated by means of basic
criteria such as qualification, attitudes and physical strength of HR. Physical strength
of workers is indicated in their physical and spiritual health. Physical health is shown
in the ability to apply their muscles in working.
2.3 Methods to enhance HRQ of the provincial locality
(1). Build and develop labour market and local talent market in a market of
labour force. The region and the whole country need to unite and gradually integrate
the labour force market of the world.
(2). The State and the local authority have to be always active and play the
orienting role, manage, regulate and promote HR development, HRQ enhancement in
the locality, especially proposing policies to attract and make use of HR of high
quality.
(3). Promote and effectively use the local human resources, attract human
resources from other localities in the country as well as from other countries to develop
the local HR development and HRQ enhancement.
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(4). Expand and strengthen connection among groups, areas (state, enterprises,
nonbusiness units, social communities) in the province, in the region, with other
regions and other countries to develop and enhance HRQ of the provincial locality.
(5). Improve HR management capacity, especially HRQ management in all
levels (mediumscopic and macroscopic) in the province.
(6). Establish, maintain and adjust population structure and HR structure in the
provincial locality to be suitable for the demand and socioeconomic development
level of the locality in each period.
(7). Rapidly develop education and training institution network, health and
health care system in the province is a basic way to enhance population quality and
HRQ in the long run.
(8). Create employment, raise income and living standard of people in the
province, create material conditions for HR improvement in the locality.
2.4 Experience of some localities in the country in human resources quality
enhancement in socioeconomic development and lessons for Lai Chau Province
2.4.1 Experience of some localities in the country in HRQ enhancement in socio
economic development
* Experience of Da Nang City in choosing methods to enhance HRQ
First: Planning HR development in the locality to be the basis for solutions to
enhance HRQ in the locality. Second: Developing health and health care to bring up
and create a premise for gradual HRQ enhancement. Third: Planning and
implementing effectively the policy of attracting and using HR of high quality. Fourth:
Expanding investment and supporting the training of qualification and technical level
for workers; Taking priority of training special human groups
* Experience of Ha Giang Province in HRQ development and enhancement
First: Attaching special importance to quality of HR development plan. Second:
Attaching special importance to the implementation of health and health care
development policies to develop HR in the long term. Third: Implementing policies of
attracting and using human resources of high quality with preferential treatment.
2.4.2 Some lessons for Lai Chau from experience of other localities
(1). To have a methodical plan for local HR development with high quality; (2)
To show interest in health and health care development; (3) To build and implement
consistently policies to attract highquality workers to work in the locality; (4) To
develop capacity in the education and vocational training system of the province; (5)
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To actively implement, encourage and support education and vocational training
institutions as well as worker using institutions; (6) To build and implement training
programs to enhance worker capacity.
CHAPTER 3: REAL SITUATION OF HUMAN RESOURCES QUALITY IN
SOCIOECONOMIC DEVELOPMENT OF LAI CHAU PROVINCE
3.1 Overview of real situation of factors affecting human resources and real
situation of using human resources in Lai Chau Province
3.1.1 Real situation and characteristics of factors affecting HR of Lai Chau
Province
(1). Natural conditions of Lai Chau affecting human resources of the province
Lai Chau is a mountainous province in the national border, in the North West of
Vietnam, has 265kilometer border with China. Lai Chau’s topography is mainly high
mountains, high slope and strongly separated, which causes many difficulties in socio
economic development. Climate in this province is really severe with hoarfrost in the
winter, which is disadvantageous for agricultural production and social welfare.
(2) Socioeconomic characteristics of Lai Chau affecting HR of the province
The population of this province until 2014 was 431 thousand people, population
density was over 47 people/ km2, with 20 ethnic groups (Thai ethnic group 35.19%;
Mong 21.18%; Kinh 12.69%; Dao 11.85%; Ha Nhi 5.12%; others 13.29%). Lai Chau
currently has 108/108 communes, wards and towns with national grid; 96/96
communes with roads for cars to the commune center; 93% communes with roads for
cars to run all year round;
In the past 10 years, economic growth rate (GDP) of the province was over
10%/year. Economic structure had an active transformation (in 2014: agricultural, forest
and aquatic products 24.51%; construction industry 22.95%; service 46.96%). Per capita
income was 16.27 million dong/year (means 1/3 the average of the whole country).
Labour productivity was only 1/3 compared with that of the whole country; average
unemployment rate was about 0.36% the population of working age.
In 2013, Lai Chau had 246.4 thousand employees working in all sectors of the
province; 638 enterprises (until 31/12/2013), attracting 14,039 workers; 132 co
operatives, attracting 1,550 workers; 9,034 nonagricultural technical institutions,
attracting 13,390 workers; 139 kindergartens, attracting 2,174 teachers; 292 schools,
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attracting 5,262 teachers; 27 vocational schools, attracting 550 teachers; universities
and colleges attracting 63 teachers; 134 medical institutions with the total of 1,515
sickbeds, attracting 414 medical cadres (including 372 doctors); average 37.5 sick
beds/ten thousand people, 9.2 doctors/ten thousand people; proportion of children
under 1 vaccinated accounts for 92.4%, children under 5 malnourished is 25.2%.
3.1.2 Real situation of human resources using in Lai Chau Province
Social labour productivity is currently very low, only 1/3 of the whole country’s.
Lai Chau Province’s human resources only work in nonstate area; however,
nonstate area currently has lower labour capacity in comparison with state area and
foreign invested area; the reason is that nonstate enterprises are mainly medium and
small ones with weak production and business efficiency, low salary and income,
difficult working condition and limited capacity of labour attraction. On the other hand,
workers in Lai Chau mainly take part in household economy and in nonofficial areas.
Nonstate area’s labour productivity is now approximately 13 million dong/year, which
means only ¼ compared with that of state area. In Lai Chau, workers under 15 makes
up 59% the total population, lower than other Northern mountainous provinces such as
Cao Bang, Dien Bien or Son La.
3.2 Analysis of Lai Chau human resources quality real situation
3.2.1 Real situation of HR structure and HR structure transformation in Lai Chau
Province
* Human resources structure by age: If considering HR from 1519 years old, in
2012, Lai Chau HR made up nearly 12%, while Northern midlands and mountainous
provinces only accounted for 7%, the whole country’s was just 5.2%. This figure
shows that human resources of the province have low quality because 1519 is not the
age of working skills as well as other requirements on quality. Group of 2034 in 2012
of Lai Chau was 41.97%, while that of other Northern mountainous provinces
accounted for 36.7%, and of the whole country was 34.2%. These figures reflect that
human resources of Lai chau is in the period of “golden population”.
* HR structure by gender: In 2008, male workers accounted for high rate of
51.2% and female ones accounted for 48.8%. However, until 2013, male employees
reduced to 50.1%. This indicates the balance in male and female workers rate, which
demonstrates HR is having better quality.
* Human resources structure of urban and rural areas: That workers mainly
gather in rural areas and account for 85% the province’s human resources shows that
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HRQ is low because in rural areas, workers don’t have many conditions to approach
services of training, fostering, to access to information and health care services.
3.2.2 Real situation of Lai Chau human resources level and skills
* Real situation of Lai Chau HR educational level: Literate population from 15
years old: In 2012, this figure was 65.8% (the whole country’s was 94.7%, Northern
midlands and mountainous area was 89.2%); Proportion of HR from 15 never going to
school in 2012 in Lai Chau was nearly 26% (the whole country was 5.6%, In the North
West was 21%) while the rate of population without qualifications in Lai Chau
reached 28%, that of the whole country and of the North West were respectively 14%
and 14.2%. The rate of high school graduation and higher of this province as 8.6%
(that of the whole country was 30.4% and of the North West was 20%)
* Real situation of Lai Chau HR qualification: In 2013, HR from 15 working on
July 1st every year who have been trained made up 12.2% (that of the whole country
was 16.6%) while maletrained HR was 13.4%. Femaletrained HR was about 10.9%,
trained HR in rural areas only accounted for 6.4%. In the labour force from 15, nearly
90% workers have no qualification and technical level (the same figure of the whole
country is 83.4%, of Northern mountainous provinces is 85.4%). Among workers with
qualification and technical level, about 1.4% of them were graduated from vocational
schools, 5% from Secondary Professional and Technical schools, more than 2% from
colleges and 2.9% from universities and higher.
* Real situation of Lai Chau HR knowledge: Result of the author’s survey shows
that knowledge about responsibility and citizen rights, about regulations of
organizations which the employees are working and about labour contract is higher
than that about jobs they are working and about qualification relating to the job.
* Real situation of human resources’ skills in Lai Chau Province: Only 65% of
the population from 15 years old is literate, in which those in the urban areas are about
90%, in rural areas are 60%; thus, skills such as reading, writing and calculating are
weaker than those of other Northern mountainous localities. Social skills and
behaviours are specially weak, such as teamwork skills, communication skills,
independent work skills, time management skills, or study and selfstudy skills. HR
technical skills in Lai Chau province are taken survey in 3 groups of subjects, which
shows the average level, in which the skills of knowing how to implement the work
process is evaluated the highest level, while the skill of using modern technology is
assessed lowest.
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3.2.3 Real situation of Lai Chau human resources’ physical strength
The survey results of the three groups of subjects show that mark for physical
health evaluation of Lai Chau HR is higher than that for spiritual health and social
health. However, some indicators also warn about challenges for the future of Lai Chau
HR such as the rapid increase of HIV infected people and the increase of the rate of
newborn babies with the weight of below 2.5 grams in the period of 20102012.
3.2.4 Real situation of attitudes and behaviours of Lai Chau human resources
The survey results of the thesis’s author indicate that among indicators reflecting
attitudes and behaviours of Lai Chau HR, that of honesty is evaluated the highest level,
followed by sense of law compliance, responsibility at work; the indicator evaluated
the lowest level is willingness to learn, to create and to innovate.
The above attitudes and behaviours are weak points of Lai Chau HR now. There
are many reasons for this situation, which are low educational qualification, origin
from agricultural class, and untrained ways of working collectively in the enterprises,
familiarity with the free lifestyle and working style, unawareness of industrial
behavior. Limits in industrial behavior make workers not have stable jobs and unable
to create sustainable income as well as to get promotion for themselves.
3.2.5 Summarization of results of applying Exploratory Factor Analysis (EFA) to
evaluate effects of human resources quality components in Lai Chau Province
In order to support the analysis, the thesis’s author conducted a real survey on
HR in Lai Chau province (Quarter IV/2003) and collected data according to 3 types of
survey forms (including 356 forms for workers, 196 for civil servants and 280 for
enterprises). Through the survey, the author had 832 valid forms, thus found out 50
measurement variables of 7 groups of the above factors which affect “general quality”
of Lai Chau HRQ; these variables were encoded and entered SPSS software for
analysis.
The thesis’s author carried out EFA with each group of survey subjects:
workers, enterprises and civil servants in Lai Chau.
In the total 50 variables entered to the model, only 32 ones can be analyzed
(have meaning of statistics). Among 32 variables which can be analyzed in EFA
model, the result shows that all variables have direct effects on each factor (7 drawn
factors represents for about 5255% of all elements of Lai Chau HRQ). Therefore, to
enhance HRQ in Lai Chau Province, we can create positive effects on all variables (32
variables) and factors (7 drawn factors) mentioned above.
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Basing on the result of EFA model on affecting indicators, level, direct values of
each elements (32 variables of meaningful statistics), each representative factor (7
drawn factors) and coefficients (level, affecting value of each factor (7 independent
variables) on the formation of “general quality” of Lai Chau HR (dependent variables),
we need to arrange the order of priority for each factor and each element of each factor
to have appropriate policies and measures for each group of subjects (workers,
enterprises, civil servants) to enhance HRQ of Lai Chau province. The principle is to
arrange priority order for factors and elements with low (weak) direct value to have
policies and measures to promote and improve. Specific priority order is as below:
Table 3. 1: Priority order of factors and elements for policies and measures to
enhance HRQ in Lai Chau province
I. Workers
1. Skills of awareness
(0.042)
2. Social skills and
behaviors (0.049)
3. Technical skills (0.056)
4. Spiritual health (0.120)
5. Knowledge (0.141)
6. Attitudes and behaviours
(0.162)
7. Physical health (0.155)
Total 32 elements, 7
representing factors
II. Enterprises
1. Social skills and
behaviors (0.040)
2. Skills of awareness
(0.052)
3. Spiritual health (0.064)
4. Technical skills (0.092)
5. Knowledge (0.133)
6. Physical health (0.155)
III. Civil servants
1. Social skills and
behaviors (0.042)
2. Skills of awareness
(0.052)
3. Technical skills (0.064)
4. Spiritual health (0.092)
5. Knowledge (0.133)
6. Physical health (0.155)
7. Attitudes and behaviours 7. Attitudes and behaviours
(0.168)
(0.168)
Total 32 elements, 7
Total 32 elements, 7
representing factors
representing factors
Source: Calculation of the thesis’s author
3.3 General assessment of human resources quality real situation in Lai Chau
socioeconomic development
3.3.1 Strengths of Lai Chau human resources quality
(1). Strengths in HR structure: benefited with advantages of “golden
population” period.
(2). Strengths in educational level and qualification: Literate population from 15
in Lai Chau increased 4% in the period of 20062013. PCI indicator of satisfaction of
enterprises to labour qualification reached over 85%.
(3). Strengths in knowledge and skills: Some criteria relating to knowledge get
the average level such as knowledge about citizen responsibilities, about regulations of
organizations they are working for and about labour contracts.
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(4). Strengths in HR physical strength: Some criteria of health get good level
such as weight, height, briskness, ability of manual work and ability to adapt to the
weather and climate.
(5). Strengths in working attitudes and behaviours: honesty, sense of principles
and responsible at work.
3.3.2 Weaknesses of Lai Chau human resources quality
(1). Weaknesses in HR structure: work experience and skills are limited when
workers have not accumulated these basic requirements; the rate of workers in rural
areas is 5 times more than those in urban areas.
(2). Weaknesses in educational level and qualification: Literate population from 15
only accounts for 60%, in which literacy rate in rural areas is much lower than that in rural
areas. Trained HR from 15 of Lai Chau only makes up about more than 11%; those of no
professional skills account for over 90%; Among HR with qualification, those graduated
from colleges and university only make up less than 5%.
(3). Weaknesses in knowledge and skills: Knowledge of human resources is
very poor, such as knowledge about the jobs they are doing, about profession for that
job; HR skills of Lai Chau province are limited in skills of awareness such as thinking,
identifying, analyzing, finding solutions and deciding skills. Especially, social skills
and behaviours of HR are the weakest points; these skills have not met the medium
level.
(4). Weaknesses in physical strength: Workers are still weak compared with
special requirements on spiritual and social health.
(5). Weaknesses in working attitudes and behaviours: Workers do not have
willingness to create and innovate, willingness to learn, work or selfcontrol at work.
3.3.3 Reasons for weaknesses of Lai Chau human resources quality and problems to
be solved in the next time
3.3.3.1 Reasons for weaknesses of Lai Chau HRQ
(1). Reasons from Lai Chau authority
(i) HR planning of the locality is slow to be planned and approved
(ii). Health and health care for people in the province get some important results,
but these are not uniformed and do not meet the requirements which is rapidly
increasing of the society.
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(iii) The province’s attraction and use of high quality human resources have not been
attached adequate importance; the level of HR attraction and use is not interesting
enough to have clear results.
iv). Education and vocational training are paid attention to with encouragement
policies, but the size and quality of training are still limited and do not meet the
requirements on using human resources of the society.
3.3.3.2 Reasons from natural and socioeconomic conditions of Lai Chau province
(i). Natural conditions of Lai Chau province have disadvantageous effects on quality
and enhancement of HRQ of the province.
(ii). Socioeconomic conditions of Lai Chau province cannot create competitive
advantages for this province in establishing and enhancing its HRQ.
(iii). Culture and tradition of Lai Chau province have not become the motivation to
promote and improve its HRQ
3.3.3.3 Some problems to be solved in the next time to enhance HRQ of Lai Chau
province
First, completing the plan for HR development of the province and of its
districts; managing and effectively implement the plan. Second, synchronously
developing the socioeconomic infrastructure to be the foundation for economic
development, investment attraction, intellectual and aware standard improvement of
workers, vocational training and health care strengthening. Third, having strategies and
policies of vocational training and local labour quality improvement; Changing
customs and habits of workers, including workers of ethnic minorities towards
industrial way. Fourth, having effective strategies and policies to attract and effectively
use high quality workers to work in Lai Chau province; Creating favourable conditions
to promote capacity and level of high quality workers in the province.
CHAPTER 4: DIRECTIONS AND SOLUTIONS FOR HUMAN RESOUCES
QUALITY ENHANCEMENT TO MEET THE REQUIREMENTS OF
SOCIOECONOMIC DEVELOPMENT OF LAI CHAU PROVINCE UNTIL
2020, VISION TO 2025
4.1 Context and opportunities, challenges for human resources quality
enhancement in Lai Chau until 2020, vision to 2025
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Planning Lai Chau socioeconomic development until 2020 with basic
development opinions and specific targets of economic development is the foundation
to determine directions of HRQ demand for Lai Chau in the next stage. Specifically:
(1). About economic development: In the period of 20162020, average economic
growth is 16.1%/year; until 2020, in the economic structure of the province, the
proportions of agriculture, industry and service sectors are respectively 20%, 44% and
36%; Per capita GDP is about 46.7 million VND in 2020.
(2). About social development
Lai Chau is paying attention to the quality of education and training, striving to
have the rate of trained workers until 2020 is over 50%. On the other hand, in the
period of 20112015, the province authority sets a target of creating new jobs for the
average of over 7 thousand people/ year. Until 2020, these targets are: 15 doctors, 38
sickbeds/ten thousand people, 100% of the communes meeting standard of national
health. The province authority concentrates on reducing malnutrition rate in children to
less than 20% in 2020.
The new context and socioeconomic development targets of Lai Chau province
is opening opportunities and raising big challenges in HR development to meet the
requirements of socioeconomic sustainable development of the province in the next
time.
* Main opportunities
The new context creates favourable conditions for Lai Chau province to
promote economic development, economic structure transformation and hasten labor
structure transformation oriented industry – construction and service, as well as
mobilize investment resources for the development of education and training.
Regional and international economic integration with many achievements is an
opportunity for Lai Chau province to speed up export activities, strengthen investment
attraction and high quality labour source.
The national transport infrastructure are completed, which is convenient for the
transportation between Lai Chau province and neighbouring provinces as well as
Hanoi, for trading, investment attraction and labour moving between Lai Chau and
other areas in Hanoi and neighboring provinces.
As a border province with many difficulties, Lai Chau province has been
receiving the support and interest of the Government in the development of economy,
infrastructure and HR, especially rural labour force.
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* Challenges
The separated geographical location of Lai Chau province prevents the
investment attraction, especially largescale investment and high quality labour
attraction from other localities to work in the province.
Developmentrelated infrastructure is still limited, especially in districts near
border (Muong Tem, Phong, Tho,…). Local HR is still facing difficulties in accessing
scientific and technical advancements as well as new technologies. Therefore, sudden
mutation in the province’s HRQ enhancement is very difficult to implement.
Population in the province consists of many ethnic groups with different living
customs, spread population distribution, low population density…, which is a barrier
for labour attraction to work in industryconstruction sector, as well as for labour
training.
International integration generates competitive pressure in exported goods,
especially from China…, which has negative effects on the development and expansion
of productionbusiness and the supplementation of labour force of enterprises,
production institutions in the province.
Training institution network has not been completed; there are no universities
in the province, so the training of high level human resources depends much on
institutions of other provinces, which causes high expenditure.
4.2 Target and direction for human resources quality enhancement in socio
economic development of Lai Chau until 2020
4.2.1 Target of Lai Chau HRQ enhancement until 2020
The target for HR development of Lai Chau province until 2020 is determined
specifically in the Plan for human resources development of Lai Chau in the period of
20112020 (People’s Council of the Province, including: (1) Building HR with good
health, profession skills, ethics and appropriate structure according to the requirements
of socioeconomic development of the Province, those who have full capacity to
promote the economic growth speed, bring Lai Chau out of poverty and
underdevelopment. (2) Forming human resources of high quality towards meeting
national standard and of comprehensive development in health, intelligence, ability and
ethics, ability to adapt to and integrate the socioeconomic development process of the
whole country and the world. (3) Building high level human resources in management
areas (State management, Social management, Economic management and Business
Management), ScienceTechnology, EducationTraining, Health and Culture has
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decisive meaning to rapid and sustainable development of the province in the period
until 2020, to improve the role, position, potential and competitive capacity of the
province in the North midlands and mountainous area.
4.2.2 Direction for human resources quality enhancement to meet the requirements
of Lai Chau socioeconomic development until, 2020, vision to 2025
(1). Building and developing the labour market, talent market of Lai Chau
province connected to those of the region, the country and gradually integrated to the
labour market of ASEAN and of the world.
(2). Improving and promoting the role of Lai Chau authority in orienting
management, regulation and promotion of the province’s HRQ development and
enhancement.
(3). Attracting and effectively using human resources of the locality and of the
whole country as well as workers from other countries to enhance HRQ of Lai Chau
province. Among those, the province’s human resources are the deciding ones, those of
other localities and from foreign countries are important ones.
(4). Expanding and strengthening connections in the province, in the region,
with other regions and other countries in HRQ enhancement for the socioeconomic
development of Lai Chau province.
(5). Improving ability of HRQ management in Lai Chau, especially talent
management of medium level, enhancing management ability to workers who are
benefited from state budget, talent management in macroscopic level, management of
human resources in enterprises, of those with high qualification and technical level.
(6). Building and maintaining appropriate population structure and human
resources structure in the locality, making use of the “golden population” period to
promote the economic growth.
(7). Rapidly developing the education and training system, health and health
care network in Lai Chau province in order to enhance population quality, improve
awareness and technical level, skills for workers in the province.
(8). Strengthening the study, survey and forecast of HR using demand abd HR
development for the province’s socioeconomic development.
(9) Attracting and effectively using resources, especially financial resources to
invest in HRQ enhancement of Lai Chau province
4.3 Solutions for human resources quality enhancement in Lai Chau’s socio
economic development until 2020
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4.3.1 Solutions to the Center, North West Steering Committee on strengthening the
support for human resources quality enhancement of Lai Chau province
(1). The state hastens the process of construction and completion of legal
framework for the formation and development of labour market of the whole country
in general and of North West region in particular to create a general legal environment
for the formation and development of labour market in Lai Chau province
(2) The province needs to strengthen financial support from the central budget
for its HRQ enhancement (according to “Plan for Lai Chau province human resources
development in the period of 20112020”, in order to enhance HRQ to meet the
requirements in planning, the province should support at least 1,833 billion dong from
the central budget to invest in HR training)
(3) North West Steering Committee needs to strengthen their leading role to
direct the province’s party and authority to implement strategies and plans of regional
and national levels, policies and regulations of the State relating to HRQ enhancement
of Lai Chau province
(4). Ministries and industries in the center need to cooperate with North West
Steering Committee to direct and support the authorities of North West provinces,
especially Lai chau to enhance their ability to manage HR development and HRQ
enhancement of the province.
4.3.2 Solutions to Lai Chau authorities to enhance human resources quality of the
province
(1). Correcting, supplementing and improving efficiency and validity of the
plan implementation on Lai Chau human resources development
(2) Managing and strengthening the investment in developing health and health
care network to improve health and HRQ of Lai Chau province
(3) Attaching special importance to and strengthening the attraction and respect
of high quality workers for HRQ enhancement of Lai Chau province
(4) Create a breakthrough in the development of education and vocational
training to improve knowledge and skills for human resources of Lai Chau province
4.3.3 Solutions to improve quality of some groups of Lai Chau workers
4.3.3.1 Solutions to workers in Lai Chau province
(1). Strengthening propaganda and education to raise awareness of workers in
Lai Chau province about role and benefit of each individual, each worker in actively
study, practice skills, sense of principles and industrial working behaviours.
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(2). Education, training institutions and vocational schools in Lai Chau province
should attach special importance to designing the content of training program to
improve level and skills for workers in the province to be appropriate with the
condition and real specific capacity of each group of workers, each specific area,
especially for those of ethnic minorities.
(3). Organizations in Lai Chau province need to strengthen propaganda,
mobilization and popularization of cultural and social information for workers to
improve their spiritual health in each organization and in the society.
(4). Administrative and nonbusiness institutions, enterprises, politicsocial
organizations, professional organizations in Lai Chau province should reinforce human
resources management, education of politics and ideas to improve the profession
ethics, attitudes and industrial working behaviours, enhance expertness of workers in
each organization.
(5). The province’s authorities need to attach special importance to the
improvement of income and living standard of workers as well as their physical health.
4.3.3.2 Solutions to civil servants of Lai Chau province
(1). Innovating process, recruitment method, using plan for cadres, proposing
and dismissing civil servants of the province to create selecting mechanism, for the
purpose of building a group of high quality civil servants.
(2). Improving quality of training and fostering civil servants of Lai Chau
province to raise their knowledge, skills and gradually better civil servants.
(3). Building and respecting talented civil servants of Lai Chau province.
(4). Innovating the evaluation and policies of behaving human resources as civil
servants.
4.3.3.3 Solutions to human resources as businessmen in Lai Chau province
(1). Building particular mechanism and policies of the locality to encourage and
promote the development of businessmen in Lai Chau province to have a big size with
business management capacity and high social responsibility.
(2). Reinforcing training and fostering to improve knowledge and skills of
business management for businessmen in Lai Chau province.
(3). Leaders of all level in Lai Chau province need to encourage and support the
province’s businessmen to expand business connection in the provincial market and
with other businessmen in other regions, in the country and the world.
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(4). Businessmen in Lai Chau province should attach special importance to the
investment in training and fostering to improve technical skills and professional skills for
workers of the enterprise.
4.3.4 Petitions for conditions to implement solutions of Lai Chau human resources
quality enhancement
(1) Establishing Steering Committees for HRQ enhancement at provincial and
district level of Lai Chau province (hereafter called Steering Committee)
This Steering Committee should have components of a strong leaders with
adequate necessary standards to ensure the implementation direction for decisions of
the province leader on HRQ enhancement.
(2) Establishing and building Regulations of using Fund for HRQ enhancement
of Lai Chau province
The implementation of HRQ enhancement solutions of Lai Chau province needs
a big expenditure distributed from the central budget, local budget and the mobilization
from the citizen and community contribution. The establishment of the Fund for HRQ
enhancement of Lai Chau province aims at attracting financial resources from
enterprise community and other sponsors inside and outside the country, economic
organizations, business organizations and contributions of the citizens in Lai Chau
province.
CONCLUSION
Important contributions of this thesis are:
(1) Interpreting and clarifying theoretical basis of HRQ in socioeconomic
development of the provincial locality and factors affecting HRQ of the locality;
(2) Building a system of criteria and indicators for HRQ of the provincial
locality, at the same time establishing the method for HRQ evaluation, way to measure
and assess HRQ by means of criteria and targets of quantifying;
(3) Building a frame for analysis, evaluation of role and effects of HRQ on
socioeconomic development of the locality in the following aspects: Economic
growth, growth in production value of sectors, labour productivity, employment,
unemployment, income, poverty in the locality;
(4) Clearly defining the role of HRQ enhancement and the main methods to
improve HRQ in the provincial locality;
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(5) Giving quantitative and qualitative evaluation on real situation of Lai Chau
HRQ in the period of 20082013; at the same time, assessing effects of Lai Chau HRQ
on socioeconomic development of the province in the period of 20082013;
(6). Defining 2 main groups of reasons for weaknesses in Lai Chau HRQ,
including (i) Reasons from the local authority and (ii) Reasons from natural and socio
economic conditions of Lai Chau province;
(7). Proposing 9 strategic directions for HRQ enhancement to meet the
requirements of socioeconomic development of Lai Chau province until 2020, vision
to 2025;
(8). Recommending synchronous solutions for the State, local authority,
enterprises, nonbusiness administrative units, workers, politic and social organizations,
profession organizations and the community of all ethnic groups in Lai Chau province to
improve HRQ of the province in the next period until 2020./.