Businesses are 'looking for high-quality human resources'
Lack of high-quality human resources continues to be a difficult problem for many businesses. Although these units have set recruitment criteria with attractive salaries, for a long time they have not been able to find suitable workers.
Difficulty recruiting skilled workers
Recently, Goertek Vina Company - Que Vo 1 Industrial Park - Nam Son - Bac Ninh, through Nghe An Employment Service Center, registered to recruit more than 20 employees in the following fields: Quality Improvement Engineer, Human Resources Specialist, Accountant, Logistics, Project Coordinator (PC), CNC Machining Engineer, Plastic Injection Technician, Mechanical R&D. The employer's requirement is to have at least 1 year of equivalent experience and good communication in Chinese. However, after a period of posting the recruitment, this unit could not find enough employees to meet the demand.
The representative of this company said: We are always short of skilled and qualified human resources, not only for key positions but also for positions that require highly skilled workers, graduates of vocational schools, universities and colleges, but we can never recruit 1/3 of the required number. According to this person, most of the new employees who pass the interview round when starting work also need a lot of additional training time to meet the requirements.
Similar to Goertek Vina Company, a 100% foreign-owned company based in Ho Chi Minh City needs to recruit import and export staff with a salary of 15 - 20 million VND/month. For this group of employees, the company requires: Experience working with foreign partners, priority given to those with experience working in a manufacturing company according to ISO standards. However, despite posting on all forums, the company still cannot recruit. The company's HR manager said: Not only this time, but in previous years, we needed a large number of high-quality employees to take on many key positions but were "red-eyed" and could not find them.
According to the 2024 salary and labor market report by Navigos Group (a human resource provider), more than 50% of businesses will still recruit more employees in the next year, including middle and senior level employees. Businesses prioritize candidates with foreign languages, problem-solving skills, effective communication, adaptability, and 1-3 years of experience (not necessarily in a management position).
Mr. Tran Huu Thuong - Deputy Director of Nghe An Employment Service Center said: Through the channel of the employment service center, in the first 7 months of the year alone, there were 395 enterprises needing to recruit workers, of which, there were 147 FDI enterprises needing to recruit high-quality workers. Of which, 1,645 workers with vocational college degrees, professional college degrees and 1,714 people with university degrees or higher are needed. It is noteworthy that the number of university and professional college graduates that companies need to recruit requires experience in the equivalent field from 6 months to 1 year. However, according to the feedback of the units, the majority of workers who come to register for recruitment have no experience.
Need a fundamental mechanism from the training stage
Currently, in the province, there are 54 vocational training institutions, establishments participating in vocational training. Of which, there are 22 establishments training highly skilled human resources (10 colleges, 12 secondary schools). The scale of enrollment and training is 77,991 students/year; including the following levels: college 4,915 students/year; secondary school 17,001 students/year. The structure of occupations and training levels gradually meet the needs of the labor market. Some new occupations have been added, meeting the needs of highly skilled human resources of enterprises, domestic and foreign labor markets. Of which, there are 39 public units (4 units under the management of central ministries and branches, 35 units under the management of the province) and 14 non-public units.
Up to now, 18 vocational training institutions for high-skilled human resources have conducted self-assessment and quality accreditation and 2 institutions have achieved quality accreditation. Thereby, the training institutions for high-skilled human resources are aware of the position and role of vocational education quality accreditation activities; on the other hand, it helps state management agencies at all levels have appropriate policies to develop vocational education; At the same time, it points out the achieved results, shortcomings and limitations in the leadership and direction of the implementation of vocational education in general and training of high-skilled human resources in particular in the province.
Director of Department of Labor, Invalids and Social Affairs Doan Hong Vu
The innovation of training programs and content for highly skilled human resources is focused on and regularly implemented by vocational training institutions. This process involves the participation of representatives of a number of enterprises and experts and ensures compliance with regulations on the process of building, appraising and promulgating training programs; organizing the compilation, selection and appraisal of training textbooks for intermediate and college levels. Many units have integrated knowledge with vocational skills, soft skills and foreign languages for learners; associated with strengthening education on working style towards industry, professionalism and professional qualities and ethics for students trained in high-skilled levels, especially training programs for college and intermediate levels.
However, according to Mr. Doan Hong Vu, the reason why the training of highly skilled human resources has not met the needs of the labor market is because units and localities do not have medium-term and long-term forecast data, have not accurately assessed labor supply and demand, and human resource training needs; training facilities lack information on labor market needs, so they have not proactively developed training plans according to social requirements. The capacity to train highly skilled human resources of some vocational training facilities is still limited; facilities and equipment do not meet training requirements; training content and programs, although being innovated, are not really suitable for the production and business practices and new technological equipment of enterprises; the teaching staff is locally redundant - lacking, the level of skills, expertise and professionalism is still inadequate; soft skills training (foreign languages, information technology, professional style, behavioral skills...) for learners has not received due attention.
In addition, there are no mechanisms or policies to attract, honor, reward and encourage artisans to actively participate in training, fostering and developing highly skilled human resources; there is a lack of motivation to encourage teachers and learners to participate in scientific research and creative startups. Although there are many preferential mechanisms and policies for socialization, they are not strong enough to attract investment in developing vocational education...
