A fertile ground for talented individuals to showcase their abilities.
In the context of Vietnam's economy facing the urgent need to transform its growth model based on science and technology (S&T), innovation, and digital transformation, high-quality human resources will play a decisive role.
Dr. Nguyen Minh Thao
(Institute for Policy and Strategy, Ministry of Finance)
*******
In the context of Vietnam's economy facing the urgent need to transform its growth model based on science and technology (S&T), innovation, and digital transformation, high-quality human resources will play a decisive role. However, paradoxically, despite a vast network of Vietnamese intellectuals, engineers, and scientists abroad—estimated at around 600,000 with university degrees or higher among nearly 6 million overseas Vietnamese—the effectiveness of mobilizing and utilizing this resource has not yet matched its potential. The question is whether we have created the right "platform"—linked to innovative thinking that truly values talent, superior incentive mechanisms, and strong financial resources—to attract and retain talent.
Look directly at the three bottlenecks.
The biggest concern for many overseas Vietnamese scientists and experts lies in the question: Why is it that the same person, when working at foreign research institutes or corporations, consistently creates groundbreaking works and technological applications, but encounters numerous obstacles when collaborating with or returning to Vietnam? Analysis shows that the barriers do not lie in individual capabilities or dedication, but in three systemic bottlenecks:
The compensation mechanism is not yet consistent: A scientist from the US, Europe, or Japan, when considering a work environment, should not only look at the salary, but also assess the stability of research funding, the environment that fosters initiative, and the educational opportunities for their children…
Administrative or disbursement process pressure: If scientists return to their home country or collaborate domestically and have to wait months just for approval procedures, their morale and research productivity will certainly decrease.
The bottleneck of "assigning tasks and empowering individuals" and the culture of risk acceptance have not been resolved: Valuing talent is not about giving them honorary titles or inviting them to general advisory positions. True talent acquisition means assigning them a practical national or local problem, along with financial resources, expert decision-making authority, and the acceptance of risk. Core technology research and innovation always have a certain failure rate. If the financial inspection and auditing mechanisms remain outdated, the fear of making mistakes will "tie the hands" of both those assigning tasks and those receiving them.
Changing mindsets to connect with the flow of knowledge.
Attracting talented Vietnamese from all over the world doesn't necessarily mean they have to return home. Many overseas Vietnamese scientists and engineers are working in leading technology centers, and thanks to the explosion of digital infrastructure and artificial intelligence, their methods of contribution have fundamentally changed. They have laboratories, research teams, and global networks of partners. If policies only offer a single option—"return home permanently or don't contribute"—we may miss out on a large portion of high-quality resources.
Therefore, the policy framework needs to be designed flexibly, adapting to the varying levels of engagement within the overseas Vietnamese community. Accordingly, the approach to "setting the problem" needs to be reformed. Instead of inviting overseas Vietnamese intellectuals to general conferences or seminars, the State, local authorities, and economic corporations can set specific "problems" that require solutions. When experts are directly involved in solving local development problems, they will be more likely to stay long-term. Simultaneously, a flexible working model should be expanded, allowing experts abroad to still hold positions as co-project leaders, visiting professors, or co-supervisors of doctoral students domestically.
Furthermore, it is necessary to boldly empower professional leadership; appoint overseas Vietnamese scientists and experts to positions such as research team leaders, heads of key programs, or chief architects of the system. Decision-making authority regarding technical, technological, and personnel matters within the scope of their tasks should be given to these experts instead of going through administrative procedures and levels.
To ensure that policies aimed at attracting and utilizing scientific and technological talent do not remain merely guidelines on paper, five groups of substantive policy solutions need to be implemented immediately.
Transparency and Measurement of Implementation Results: It is necessary to publicly disclose the annual performance indicators for talent attraction policies. Policies should not be evaluated based on the number of decrees issued, but rather on actual figures: How many overseas Vietnamese experts have signed cooperation agreements? What is the average time to process licensing/funding procedures? What is the percentage of international publications or patents generated from these collaborations? Monitoring this real-world data will identify problems and assess the effectiveness of policy implementation.
Granting maximum autonomy in personnel management to heads of research institutions: Applying the spirit of Resolution 79 to public research institutes and universities by separating administrative management from professional operation. Directly empowering Institute Directors and Rectors to negotiate salaries based on contributions, independently decide on research staffing, and utilize allocated science and technology budgets without being bound by rigid administrative regulations.
Institutionalizing the "risk acceptance" principle in inspection and auditing: The Ministry of Science and Technology needs to coordinate with the State Audit Office and the Government Inspectorate to issue joint guidelines on risk assessment in scientific research, which should include a legal "safety net" to attract talented individuals to technology fields.
Linking talent attraction with the internal capabilities of businesses: Attracting talent cannot be separated from the production and business needs of enterprises. Therefore, the State can apply tax policies and science and technology development funds to support domestic enterprises in commissioning research groups from overseas Vietnamese. Enterprises provide market problems and funding; overseas Vietnamese experts provide technological solutions; and the State protects intellectual property rights. This is the most practical way to integrate the knowledge of scientists into the value chain of the economy.
Improving the public service ecosystem and living environment: To retain talented individuals and their families (both for short-term and long-term assignments), localities designated as growth hubs (such as Bac Ninh, Quang Ninh, Ho Chi Minh City, and Da Nang) should focus on improving social infrastructure, coupled with reforms to residency procedures, work permits, and personal income tax incentives for science and technology experts. International degree recognition should be implemented through online public service portals. Furthermore, developing international schools, high-quality hospitals, and a safe and civilized living environment are key factors in ensuring scientists can dedicate themselves to their work with peace of mind.
Attracting and utilizing scientific and technological talent, especially overseas Vietnamese intellectuals, has never been a matter of empty promises or policies on paper. The only measure of a system's success lies in the actual perception of these talented individuals: Is the process efficient? Is the problem significant enough? Are their professional decisions respected? And are they given sufficient authority to create tangible products? Only when these questions consistently receive a "yes" in practice will these talented individuals, whether they remain abroad or return home, find the most effective way to contribute to the country's prosperity.
