Scene of the 47th session of the National Assembly Standing Committee. Photo: Doan Tan/VNA

The quality of human resources has improved.

Reporting to the National Assembly Standing Committee (NASC), comrade Nguyen Dac Vinh - Chairman of the National Assembly's Committee on Culture and Social Affairs, Deputy Head of the Standing Delegation of the NASC's Supervisory Delegation emphasized that at present, our country's human resources basically meet the requirements of socio -economic development. The scale of human resources has developed, the structure is increasingly suitable; the qualifications and skills of the workforce have been improved; labor productivity, employment, and income of workers have changed positively.

In the public sector, the contingent of cadres, civil servants and public employees accounts for a small proportion of the total labor force in society, most of whom have university degrees or higher; the recruitment, use, management and development of human resources are carried out seriously, ensuring publicity and transparency according to regulations, therefore, the quality and qualifications of the contingent generally meet the requirements.

In the non-public sector, the number of employees will increase (average growth rate of about 0.65%/year in the period 2021 - 2024), especially in the foreign-invested sector. In 2024, the country will have nearly 47.3 million workers working in the non-public sector, accounting for 89.3% of the total workforce and over 91% of the total number of employed workers in the economy.

The qualityof education and training in our country is increasingly improved, better meeting the needs of human resource development and serving socio-economic development. The scale of university and vocational training is generally stable during the monitoring period. The structure of occupations, levels and training fields is diverse. Many new majors are opened, quickly adapting to the needs of the labor market. In 2024, the country will have 243 higher education institutions; there are 932 undergraduate training majors, 434 master's training majors, and 412 doctoral training majors. The team of lecturers and managers, facilities and equipment for training and scientific research are interested and invested. The implementation of university autonomy is expanded, gradually promoting efficiency. Investment resources are increased and diversified; efficiency of use is improved.

Training high-quality human resources has initially received attention at both general education, vocational education and university levels with a system of specialized schools, high-quality programs, programs to train talented engineers and bachelors, training cooperation programs and training with foreign elements... In particular, a number of joint training programs with prestigious and high-quality international higher education institutions have been effectively implemented, saving training costs abroad.

Policies to attract, promote and reward high-quality human resources of local ministries and branches have initially shown effectiveness. From 2018 to October 2024, 706 excellent graduates and young scientists were attracted and recruited to work in agencies and organizations. Many civil servants, public employees and workers were granted scholarships, supported for postgraduate training at home and abroad, and one-time support when attracting talents to the locality. A part of high-quality human resources have capacity and qualifications approaching those of advanced countries in the region and the world, actively contributing to research activities, innovation, application of science, technology, and international integration.

Some localities and public service units have conducted public examinations for some leadership positions, allowed personnel outside the system to take the examinations, piloted high salaries for good lecturers and doctors, and had flexible internal mechanisms regarding salaries, working environment and other benefits to retain talented people.

Issues raised

Chairman of the National Assembly's Committee on Culture and Society, Deputy Head of the Standing Committee of the National Assembly's Supervisory Delegation Nguyen Dac Vinh said that the Government and a number of ministries, branches and localities have not yet issued comprehensive documents and long-term strategic orientations on human resource development and high-quality human resources. A number of strategies, programs and projects, including important and strategic documents, have been slow to be issued, with limited implementation and unclear results. There are no comprehensive regulations on high-quality human resources, thus there are difficulties in identifying talents and highly qualified people and in formulating policies to attract and train high-quality human resources.

In the context of entering a new era with higher human resource requirements, our country is facing the risk of a shortage of high-quality human resources, especially leading experts, "chief engineers" in the fields of science, technology, new economic fields, human resources serving the defense industry, security and other important fields such as law, artificial intelligence, semiconductors, hydrometeorology... The structure of training professions is not really reasonable, not closely linked and not keeping up with practical needs. The rate of students studying economics, finance, law is quite high. The rate of studying basic science groups, agriculture, forestry, fisheries... tends to decrease. A large number of university graduates do not meet the requirements of employers, especially in terms of skills, adaptability and professionalism.

It is estimated that 30% of graduates do not work in their trained fields. Facilities, training equipment, and practice facilities are still poor and outdated, not meeting the requirements for training high-quality human resources. A number of teachers are still limited in their capacity and professional skills. The transfer and expansion of vocational training programs according to international standards are still difficult and lack uniformity. The results of education streaming are low compared to the target. Career guidance and career orientation for students are not really effective.

Financial mechanisms and policies for education still have shortcomings. The state budget plays a leading role; however, the investment expenditure structure accounts for a small proportion, the absolute value is still low, and does not meet development needs. The investment strategy for developing higher education is ineffective, lacking focus and key points. Socialization policies for education have not been highly effective; the results achieved are not commensurate with the potential. The implementation of university autonomy policies, including financial autonomy, is still inadequate.

Commenting on the monitoring report, Vice Chairman of the National Assembly Tran Quang Phuong said that the labor structure has shifted positively, but slowly. The rate of workers with informal jobs is still quite high, accounting for 64.6% of the labor force, most of whom have low incomes, long working hours, and unsafe working conditions. The labor structure by training level is still unreasonable. The rate of trained workers with degrees and certificates in 2024 will reach 28.3%. The country still has about 38 million untrained workers.

The distribution of high-quality human resources is still unbalanced, concentrated in large cities. Although labor quality has improved, the pace is slow, failing to meet the development requirements of the labor market in the context of promoting the application of science, technology, innovation and digital transformation.

The recruitment and use of human resources in the public sector, especially in public service units, still have some shortcomings. The training and development program for cadres, civil servants and public employees abroad using the state budget has not been highly effective and has not met practical requirements. The mechanism for evaluating cadres is not substantial, not highly quantitative, and not linked to specific work products; there is a lack of an effective screening mechanism and timely replacement of weak cadres, civil servants and public employees with low prestige. For workers in the non-public sector, the management of workers is still limited, the labor market information system is slow to update, and has not been connected or shared information.

Special mechanisms and policies to attract, train, foster, and promote high-quality human resources and talents are slow to innovate. Recruitment, income, and working environment policies are not really attractive. The structure and quantity of high-quality human resources are not reasonable. There is a shortage of leading experts and general engineers in important fields, especially new and high technology, with enough capacity to lead and promote economic breakthroughs.

Deputy Prime Minister Ho Duc Phoc speaks at the meeting. Photo: Doan Tan/VNA

There needs to be a fund for training and attracting talent.

Speaking to receive the opinions of the Standing Committee of the National Assembly, Deputy Prime Minister Ho Duc Phoc said that the most important thing is how, after this supervision, we can have mechanisms and policies to promote the development of high-quality human resources. In fact, we have not yet defined what high-quality human resources are, which are evaluated based on degrees or practical ability - professional qualifications.

“Therefore, it is necessary to clarify the concept and scope of high-quality human resources so that we can address other important issues and find solutions,” Deputy Prime Minister Ho Duc Phoc stated, adding that the important issue is how to train and use high-quality human resources.

“We should have a fund for training and attracting talent. When the Government studies and presents these matters, it needs the consensus of the National Assembly,” Deputy Prime Minister Ho Duc Phoc said. According to the Deputy Prime Minister, to attract and use high-quality human resources, there must be a policy mechanism for high-quality human resources. Attracting them to state agencies or even to enterprises, this must also be clarified. When attracting, what are the housing, payroll, income, employment and promotion policies? For example, when attracting people to state agencies, is there a policy on payroll? Are they immediately on the payroll or do they have to sign a contract? These issues need to be considered.

“In the immediate future, for IT staff at the commune, provincial, and even ministerial levels in state agencies, there needs to be a special mechanism for attracting talent (receiving 200% of salary) so that we can retain talent. If we cannot retain talent, it will be very difficult to operate in a digital form and then get confused,” said Deputy Prime Minister Ho Duc Phoc, at the same time stating that when establishing a fund to attract talent, it is necessary to encourage businesses to sponsor, monitor the use of the fund, and have an assessment.

According to baotintuc.vn

Source: https://huengaynay.vn/chinh-tri-xa-hoi/phat-trien-va-su-dung-nguon-nhan-luc-dap-ung-yeu-cau-phat-trien-kinh-te-xa-hoi-155518.html