"Thirst" for high quality human resources

Standing Vice Chairwoman of the Provincial People's Committee Ho Thi Nguyen Thao and Director of the Department of Science and Technology Bui Thanh Toan learned about new technologies of enterprises in the province.

“The Big Gap”

Deputy Director of the Department of Science and Technology Tran Van Son frankly admitted: “In general, the team with a relatively high level of education in the province is currently quite qualified, capable of advising, managing and implementing S&T and digital transformation tasks effectively. However, the province is still facing major gaps, such as: Lack of a team of leading experts with deep expertise in core technology, artificial intelligence, big data or automation; interdisciplinary research groups that are strong in both capacity and innovative thinking have not been formed; research facilities and creative ecosystems are still fragmented, not creating enough attraction to retain and promote talent... These are "bottlenecks" that, if not promptly resolved, will hinder the process of building digital government, digital society and digital economy at the local level."

In fact, over the past years, the province's intellectual team has increased in number but there is still a clear imbalance; the majority is concentrated in the fields of social sciences and humanities, while human resources in the fields of natural sciences, technology and engineering account for a rather modest proportion. Dak Lak is in need of high-quality human resources in the fields that are the province's strengths and potential, such as: high-tech agriculture , processing and supporting industries, renewable energy, digital transformation and smart tourism. Without a strong team of experts, engineers and scientists, the application of advanced technologies (such as molecular biotechnology, AI, IOT) to enhance product value and competitiveness of the province will face many obstacles.

Another reality is that there is still a shortage of human resources in science and technology at the grassroots level. This was pointed out by the working group of the Ministry of Science and Technology during the recent survey of the operation of the commune and ward government apparatus in Dak Lak province. In particular, the shortage of specialized information technology (IT) human resources for 102 communes and wards; the unsynchronized IT infrastructure after the merger; the lack of guidelines for the roadmap to build an information security system for the newly established two-level government... have been causing great difficulties for the operation of digital government and the implementation of digital transformation tasks at the local level in the coming time.

Efforts to attract and retain human resources

Realizing the breakthrough role of human resources, many units and enterprises in Dak Lak province have had policies to attract science and technology human resources as well as train highly skilled human resources, directly meeting the production and business needs of the units as well as the development of the locality.

“Without a strategic investment policy to attract young intellectuals and high-quality science and technology human resources to the province, no matter how great the potential is, it will be difficult for us to create a breakthrough in science and technology. Therefore, the problem now is that Dak Lak needs to take a more serious look at the role of science and technology and the intellectual team in all development plans.”

Dr. Le Minh Hung (Institute of Soil and Fertilizer).

VN168 Technology Joint Stock Company (Tan An Ward) currently has over 130 employees, including 120 local employees and about 10 senior employees from major cities and foreign countries. According to Mr. Huynh Van Kieu, General Director of the company, most of the company's employees in positions requiring high intelligence and technology are recruited from major cities such as Ho Chi Minh City, Hanoi and Singapore because this team can meet the requirements of the job; and the Dak Lak staff mainly graduated from IT, marketing and some other related majors. To attract and retain employees, especially high-quality employees, the company always has good remuneration policies for long-term cooperation. There are senior expert positions with salaries ranging from 70 to 120 million VND/month.

Similarly, VNPT Dak Lak has preferential policies and satisfactory treatment, so it has attracted specialized forces and experts from big cities to work. "In addition to preferential policies on outstanding salaries, 2.5 times higher than the current civil servant salary, the unit has created the most favorable conditions from living, eating and living so that workers can work with peace of mind. Besides a small number of recruits from other provinces and cities, most of the staff and workers at VNPT Dak Lak are mainly locals; especially many people have received specialized training and worked at foreign software companies and big cities," said Deputy Director of VNPT Dak Lak Nguyen Van Than.

It can be said that attracting and effectively using human resources in science and technology is a strategic task, requiring Dak Lak to persistently and synchronously implement from training, treatment to creating a creative environment. Moving from a state of "thirst" to "sufficient and strong" is the shortest way for Dak Lak to truly "take off" and become the new growth pole of the country.

Dak Lak Newspaper

Source: https://skhcn.daklak.gov.vn/khat-nhan-luc-chat-luong-cao-19909.html

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