INTRODUCTION AND OVERVIEW OF THE STUDY
1. The objective necessity of the study
In fact that, the link between training and manpower demand of society
has been reported very limited. Currently, in terms of training quality, the
labor supply hasn’t met the demand in society. Most of universities are
implementing training programs by themselves, but it does not match the
demand for qualified manpower, labor market, many graduated students
have not met requirements needs of employers. Thus, the question is how
the universities and enterprises can cooperate to enhance the quality of
training, as the result the product of training can meet the manpower needs
of the employer, the ministries, agencies, enterprises. It is not only the
problem for only for education and training area, but also for the
government and the other sectors. This question has been discussed in
numerous workshops to find solutions to improve the quality of training,
but it doesn’t seem to have a final answer, therefore, the study on thesis
“Enhancing the quality of training at tertiary level basing on the
cooperation between university for economics and enterprises in
HaNoi” applies a theoretical basis as well as a number of the result of
research which contributes to some effective collaborative solutions to
improve the quality of training at tertiary level basing on the cooperation
between universities and enterprises.
2. Literature review
Astin (1991) introduced the model of Inputs – Environment – Outputs
(I-E-O) and researchers were used to assess the relationship between the
factors of inputs, environment and outputs quality, Kerr, C (1987) indicated
that development, traning quality and factors decided the independent
variables. Research on collaborative relationships between University –
Business (University Business Cooperation- UBC), the authors
summarized: Collaborative relationship between the university and business
is now understood as the transaction between the university and the
organization of production and business for the benefit of both parties .
This relationship is influenced by many factors including awareness of the
benefits of collaboration, as well as the barriers and motivations of such
cooperation. Furthermore, the factors under circumstances such as age,
gender, number of years in college, some years working in the corporate
world, and the nation's characteristics... also affect the scope of the
cooperation. (Carayon, 2003; Gibb & Hannon, 2006; Storm , 2008; Razvan
& Dainora, 2009).
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In the study of higher education quality, Nguyen (2008) introduced
model (I-P-O-C) linked the factors of quality that created educational
institution, the model inclued: input quality, process quality, output quality
and context. The criteria and specific indicators should be identified to
indicate the degree of achievement of these components. During training,
training quality at tertiary level are mainly focused on achieving objectives
(i.e., in compliance with standards) set out by institutions, on which basis
training quality is literally regarded as internal quality, the quality of this
aspect of training is considered quality inside. In a second aspect, the
quality is considered to satisfy the demand of the employer, in this aspect
of quality is considered as external quality.
The domestic and overseas researchers generally refers to the goal of
each side, university or businesses (the employer), but they aren’t going
into researching how to link university and businesses, especially there
weren’t any study of the factor’s impact on the cooperation with
cooperation between training institutions and enterprises. Although there
have been studies around the world offer their own forms of cooperation
for their schools in accordance with the socio-economic conditions of them.
But there aren’t study which has comprehensively model, a partnership
between the university effectively and enterprises, especially appropriate
model and can be applied in Vietnam
3. The research objectives
- Reviewing the researches in Vietnam and abroad about quality, traning
quality, the cooperation between training institutions and enterprises.
- Identifying the factors effect on training quality at tertiary level
through the cooperation between universities majoring in economics and
enterprises.
- Determination of the factors affecting the quality of training. Which
inpact level of factors cooperation with business among the group of
elements affecting the quality of training
- Analysing the current situation of training quality at tertiary
- Some suggestions to enhance training quality at tertiary level through
the cooperation between universities majoring in economics and enterprises
in Hanoi.
4. The subject and scope of the research
Due to the limitations of the information, data, reasoning, research
methods, timing, cost, ... research study identified the following scope:
- Situation study will be limited to the period 2000 - 2011
- The research was identified surveying the universities majoring in
economics and businesses across the Hanoi
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Research Subjects: Training quality at tertiary level through the
cooperation between universities majoring in economics and enterprises.
5. The new contribution of the thesis
Through the research the author has contributed some new knowledge,
both theoretical and practical. As the following:
Theoretical: The thesis contributed new theoretical training on quality at
tertiary: (1) it has introduced six factors that have impact on quality on
tertiary training that meets societal demands. Trong đó yếu tố hợp tác với
doanh nghiệp được cụ thể hóa thành các yếu tố: Trao đổi thông tin, tham
gia đào tạo và hỗ trợ tài chính (2) the thesis has introduced specific
variables involved in such a cooperation, including, for instance:
information exchange, training participation and financial support, of which
the measures have been developed anew based on a through review of
current literature as well as findings of qualitative research.
Practical: The implementation of the cooperation between universities
and business in economic sector to leverage internal resources and external
resources to enhance the performance of each organization in the training
of human resources. From the thesis research results offer solutions that
enhance the quality of education through the university level cooperation
between schools and enterprises through forms: (1) training participation,
(2) financial support, (3) information exchange.
6. Research questions and methods
6.1. Research questions
- What do factors effect on the traning quality at tertiary level ?
- Besides of these factors have been identified that affect the quality of
training, which rate of effect of cooperation factor on training quality at
tertiary level?
- What is the cooperation between unniversities and enterprises?
- How to cooperate to enhance the quality of training at tertiary level basing
on the cooperation between university for economics and enterprises?
- Current situation of the quality of training at tertiary level basing on
the cooperation between university for economics and enterprises?
- Solutions to enhance the quality of training at tertiary level basing on
the cooperation between university for economics and enterprises?
6.2. Reseach Methodology
- The thesis is conducted through the research steps: (1) The research
model design. (2) Qualitative Research. (3) Quantitative Research.
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CHAPTER I. THEORETICAL BACKGROUND TRAINING
QUALITY AT TERTITARY LEVEL THROUGH THE
COOPERATION BETWEEN UNIVERSITIES AND ENTERPRSIES
1.1. Theoretical background of the quality of training at tertiary level
1.1.1. The concept of traning quality
- The concept of quality:
Quality is "A set of characteristics of an entity (object) created for the
entity (object) the ability to satisfy stated needs or potentially needs (ISO ISO 8402)
According to Harvey & Green (1993) quality is reflected in the
following aspects: The outstanding; Perfection; The suitable; the showing
value; the qualitative change.
- The concept of traning:
Education and training provide quality labor; high productivity is a key
factor for economic growth. In terms of scientific and technological
advances today, the ever-changing environment affecting organizations,
and industry, education and training to meet those changes and qualified
people will recognize the difference change, changing ownership.
Professional staffs who is trained in universities, colleges and professional
schools, have higher levels of education, have leadership skills, manage and
direct a professional do it. Based on the level of training of professional
personnel can be divided into the following categories: high-level officials;
professional staff have college degrees; professional staff have university
degrees; professional staff with postgraduate degrees (MA and Ph.D.).
Training quality is assessed by how well they achieve the training
objectives set out for a training program.
Training quality is the result of the training process is reflected in the
characteristics of quality, value and dignity of labor value and capacity of the
graduates practicing corresponding target program training in specific trades.
1.1.2. The views on the quality of training at tertiary level
(1)The first views stated that quality of training at tertiary level is the
superiority. Tipical of this view is Harvey và Green (1993); (2) The second
views stated that quality of training at tertiary level is the consistent perfect.
Research from Harman, G. (1998), Crosby, B. (1985) stated that excellence
becomes perfect “zero defects”; (3) The third views stated that quality of
training at tertiary level is consistent with the objectives. This approach
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said that training quality is only meaningful in relation to the target
(Bowles, 1976; Ramsden, 1991; Scott, 2001); (4) The forth views stated
that quality of training at tertiary level is conversion value; (5) Approaching
quality of training at tertiary level through customer. This approach has
adjusted traditional concepts regarding training quality at tertiary level
(Ellis R, 1993). The concept of training quality at tertiary level need to be
addressed a new approach with comprehensive and appropriate to the
context, the development trend of training at tertiary level that is
approaching through customer (Olsen, 2004).
1.2. Theoretical background of cooperation between universities
and enterprises
1.2.1. The concept of cooperation
Cooperation between universities and enterprises are all interactive
forms directly or indirectly, or personal nature between university
institutions and businesses to support each other for the benefit of both:
cooperation in research and development, stimulate motility through the
dynamic of profesors, students and professionals working in the business;
commercialization of research results; develop training programs; exchange
of information; financial support and organizational governance.
1.2.2. The forms of cooperation
(1) Collaborative training process involved: organization, design and
construction goals, training programs (2) Financial Cooperation:
Cooperation is financing the venture will support, directly or indirectly, for
part or all of the funding for student training and upgrading of physical
facilities (3) Cooperation on information exchange: ie to establish channels
of communication between universities and enterprises.
1.2.3. The links between universities and enterprises
- State strengthens the coherence between training and manpower needs
through management mechanisms and policies
- Universities and enterprises should be interlinked
- Cooperation in training: Currently, the trend of cooperation with
enterprises and production facilities in order to improve the quality of
education, training associated with employment are commonly applied.
- Cooperation in scientific research, technology transfer, manufacturing,
sales and other services are provided.
1.3. Experience in enhancing the quality of training at tertiary level
basing on the cooperation between university for economics and
enterprises in some countries.
1.3.1. Singapore
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(i) Singapore has been developing strategies in general education and in
particular higher education towards the labor market and human resource
needs for economic development; (ii) Strictly control the development of
higher education according to the reality needs of human resources; (iii)
Creating competition in attracting financial investments between
universities to stimulate autonomy and self-governance of university; (iv)
The universities have been in activity as a business.
1.3.2. United States
(i) Americans have strong decentralization and flexibility in
management education and training systems and appropriate policies and
practices closely with local; (ii) Creating employment information system
with national scale as well as allowing students to educational institutions
and civil society approach; (iii) The universities have more autonomy; (iv)
Focus on developing linkages and cooperation between universities and the
labor market businesses, industry.
1.4. Developing research model from theoretical background
1.4.1. Some theoretical background in previous research
- Deming cycle of quality
Logically, the perception of quality plays an important role in improving
energy efficiency and development of the organization, including quality
control is expressed as "racks" as shown below here Deming cycle.
- Total Quality Management
According to A.Tagenbaum (1991), TQM is a system to be effective,
unified operation of various parts of the organization, responsible for
implementing thma quality factor, maintaining the level of quality
achieved, raising production to ensure and use the most economical, fully
satisfy the requirements of consumers.
- Organization Element Model
(1) Input quality: satisfaction level input indicators, targets (2) The
quality of the training process: The level to meet the requirements of the
teaching process and the other process of training (3) Output Quality: The
level of output achieved (graduates, the results of scientific research and
other services) compared with the criteria or comparison with the predefined criteria (4) Product quality: The degree to meet the work
requirements of graduates through assessment of students themselves,
parents, agencies and social activites(5) Value-added quality: The level of
competence of graduates (knowledge, skills, attitudes) and social
contributions for special education system.
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- Value-creation Cycle
Olsen (2004) introduced the development cycle value. This is a cycle in
order to provide a systematic way of looking at the relationship between
"producers" (Organisation), "product" (product), and "customers" (target
group); emphasizing four factors help resources for the above relationship
is constantly developing human resources (human resource), financial
resources (finance resource), resource structure (structural resource), and
the source power cooperative (co-working resource). This cycle can be
applied to all organizations that create 'product' to meet the requirements of
'customers'.
According to the systems approach, the training process is the process
can be controlled through tight relationship management training, such as
training programs; Faculty; Facilities; Management training; Quality
control training; Collaborative training ... Under the impact of management,
depending on the requirements of each phase of training that these factors
have certain priorities. Want to improve the quality of training, the factors
which must be co-ordination of the activities of the entire training process.
Based on these studies the authors propose the following research model
(see Figure 1.5).
Figure 1.5. Research Model
Cooperation of
enterprise
H1+
Training program
H2+
H3+
Lecturer quality
Training
quality
at
tertiary
level
H4+
Instrument
H5+
Traning management
H6+
Quality control
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CHAPTER 2. RESEARCH DESIGN AND METHODOLOGY
2.1. Research Process
During the reseach process, the author has incorporated many user
research methods such as qualitative research, quantitative research,
research-based description ... learn theory and case studies formation about
the traning quality at tertiary level through the cooperation between
universities and enterprises.
2.2. Qualitative Research
2.1.1. In depth interviews’s target
The goal of the method is in-depth interviews are subject to inspection
and screening of variables in the initial theoretical model (which has been
formed on the basis of theoretical overview of research issues) as well as
determining the relationship between variables. Because the subject is
completed in the context of no specific studies of similar content in
Vietnam, in addition to the measure (measurement scale) has been tested in
a number of previous studies, it is necessary to develop more some measure
for a number of new elements in the model to conduct the survey
(quantitative research).
2.1.2. In depth interviews’s method
2.1.2.1. Participants
Interviews were conducted with 06 managers in six universities in the
economic sector in Hanoi. Subjects were interviewed related managers as
well as collaborative research with businesses in the areas of training.
The participants interviewed had experience working in the lowest 11
year high of 35 years. All interviews are included 03 professors and 03
associate professors.
2.1.2.2. Collecting and processing information
To ensure the quality of the interview and collect sufficient relevant
content, guiding interview questions are built on the basis of ensuring
objective screening test and variables identified in the theoretical model
original. The question was posed to determine the factors affecting the
quality of education through the university level cooperation between
schools and enterprises. The interview was conducted at his office or at his
home of the interview subjects. Each interview lasted 60 minutes average,
for the stated content. All participants interviewed were very keen to
support research and willing to provide information when asked to share as
well as a personal perspective.
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A research model is adjusted for additional variables H1a, H1b, H1c:
INFORMATION EXCHANGE
H1a
TRAINING PARTICIPATION
H1b
FINANCIAL SUPPORT
H1c
H2
TRAINING PROGRAM
LECTURER QUALITY
H3
INSTRUMENT
H4
TRAINING MANAGEMENT
TRAINING
QUALITY
AT
TERTIARY
LEVEL
H5
QUALITY CONTROL
H6
Hình 2.2. Ajusted Research Models
2.3. Quantitative research
2.3.1. Design Patterns
Firstly, the authors conducted a test. The target of applying sampling
methods to investigate the topic is to test hypotheses about the relationship
between the variables in the theoretical model in the context of research in
Vietnam. Also this method is performed to determine the extent of the
impact of these factors on the quality of education through the university
level cooperation between schools and enterprises. Under this method, the
authors have focused businesses surveyed are members of VCCI in Hanoi.
This is the representative organization for businesses, organized under the
general standards of the countries of the world. The information in this
enterprise is totally completed and reliable.
9
2.3.2. Data collection
Questionnaires were formed on the basis of selection of variables
measuring some previous studies on related content. Also measure the
independent and dependent variables were developed based on suggestions
from the interview results, measure all the remaining variables are inherited
or mimicking the measure has been used and tested in the previous study.
The construction of the questionnaire was carried out according to
procedures, through 05 steps, respectively, as follows: (1) Determine the
theoretical concepts of variables and measure the variables in the
theoretical model based on studies been done before; (2) Construction
Vietnamese version of the questionnaire (from the original English to
metric inherited or simulated); (3) Check the accuracy, clarity, coherence of
the Vietnamese version, with the assistance of experts in the field
conducting research and editing; (4) Testing through questionnaires filled
activities represents 05 shares of the business to ensure there is no
misunderstanding about the content of the vote; (5) Complete the official
version.
The data collection is completed by the mailing survey method.
Respondents are curently a member of VCCI
2.3.3. Data Analysis
After receiving the questionnaire replies, the author undertook cleaning
information, questionnaires filtering and encoding the information required
in the questionnaire, data entry and data analysis using SPSS software .
Conduct descriptive statistics for the data collected. Then take steps to (1)
test the value of the variable by means of factor analysis EFA, step (2)
assess the reliability of the scale by factor of reliability Cronbach's Alpha,
and (3) multivariate regression analysis
2.4. The results of analysis and testing of models
This section tested the effects of these factors on the quality of training
variables were developed from the basis of practical training through
qualitative research steps. The results in the table implies that hypotheses
H1a, H1b, H1c, H2, H3, H4, H5 and H6 are accepted as statistically
significant value is less than 0.05 (respectively: 0.006, 0.006; 0.006, 0.006,
0.000, 0.006, 0.001 and 0.015). This means that these factors include:
exchanging information, training participation, financial support, traning
10
program, lecture quality, instrument, management of training, quality
control have the impacts on the training quality at the tertiary level
majoring for economics.
Figure 2.19: Results of regression analysis of factors affecting the
quality of training
Model
Unstandardized
Coefficients
Standardized
Coefficients
Collinearity
Statistics
B
Std. Error Beta
T
Sig. Tolerance VIF
(Constant)
1.668
.582
2.864 .006
INF
.155
.057
.140
2.443 .006 .816
1.242
TRA
.151
.053
.135
2.257 .006 .722
1.104
FIN
.160
.061
.143
2.410 .006 .718
1.156
PRG
.180
.052
.191
3.436 .006 .825
1.058
INS
.197
.058
.203
3.225 .000 .642
1.341
LEC
.148
.062
.128
2.374 .006 .837
1.145
MAN
.209
.069
.162
2.901 .001 .805
1.195
COT
.159
.071
.109
2.060 .015 .867
1.124
R Square:
0.518
Durbin-Watson
1.763
Dependent variables: QUA Training quality
The ability of the model to explain the study was 51.8% (R Square =
0518) this means that the independent variables explained 51.8% of the
variation of the dependent variable quality of training.
2.4.6. Testing models M1 & M2
The relevance of the model is shown in adjusted R2 values. Then,
authors conducted testing theoretical models with methods (Enter), this
way the independent variables and the dependent variable was included in
the model simultaneously. Results multiple linear regression model with
the coefficient of determination R2 (coefficent of determination) in models
M1, M2 respectively 0.226 and 0.557 and adjusted R2 (Adjusted R square)
respectively 0.210 and 0.518.
In details:
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Figure 2.21: Coefficent of determination in the model
Models
M1
M2
Coefficient of
determination R
.478a
.736b
Coefficient of
determination
R2
.226
.557
Adjusted R2
coefficient
.210
.518
Testing F
changing
level
.76870
.57168
DurbinWatson
1.762
Thus, the relevence of the model M1 and M2 is 21% and 51.8%, in
other words, the independent variables in the model was 21% M1 explain
the impact of these factors on the quality of training. When we turn to more
cooperation with enterprises in the M2 model, the independent variables
explained 51.8% of the impact on the quality of university level training.
CHAPTER 3. CURRENT SITUATION OF TRAINING QUALITY
AT TERTITARY LEVEL THROUGH THE COOPERATION
BETWEEN UNIVERSITIES AND ENTERPRSIES
3.1. Some characteristics of universities majoring in economics
In the context of social requirements for unit training management
personnel economics have changed. Instead of training for social work staff
specialized for a specific task in the centrally planned economy, society
will need training to: (i) the management staff at the macro level - the
policy makers, working in the state management agencies as creating a
healthy business environment for the business unit; (ii) the micro level
management, corporate management roles driving business, take advantage
of all the resources and opportunities to business enterprises conducive to
the sustainable development of business
3.2. Case study in Vietnam University of Commerce
On the basis of the question of the demand for cooperation between
universities and business economic sector in Hanoi, in-depth interview
results through conversations, discussions with management staff, teachers
staff, students and employers basis to generalize the relationship between
schools and businesses in the table 3.6 below:
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Table 3.6: The cooperation between universities and enterprises
ENTERPRISE – UNIVERSITY
1. Cooperation in supporting the
university, students receive internships,
visiting and actual activities.
2.
Enterprises
have
exchanged
information and provided practical
reports.
3. Teaching some of the content in the
program related to the field of business.
4. Attending to mark essays with the
university and student assessment
5. Enterprises invite lecture to
understand the real business activities.
6. Regular exchange of experience,
professional activities and research
collaboration.
UNIVERSITY – ENTERPRISE
1. Partnering with businesses in the
recruitment process of the students.
2. Universities have participated in
training and retraining the existing
workforce in enterprises.
3. Joining the exchange of experience,
consulting
activities
(strategic
management,
organizational
restructuring, accounting, auditing,
finance, HR ...)
4. Universities offer consulting
services,
collaborative
research
enterprise service development.
5.
Universities
have
regularly
exchanged
information,
provided
timely information related to training
activities.
Chart 3. Comments of manager, lecturer about the level of corporate
participation in the training process of universites
Design training program
6%
7%
Participate practice lecture
40%
45%
Practice guidelines for
student in unniversity
Practice guidelines for
student in enterprise
Finance support for training
2%
Through the survey of 100 management staff and lecturers on the status
of enterprises involved in the training process (Figure 3) shows that the
experts involved in the enterprise guided practice for students at the facility
production of their businesses is very high and 45% of respondents
answered yes, the next issues involved in teaching practice in schools
accounted for 40%. As noted in the chart on the experts of enterprises
engaged in building training programs accounted for only 7%, which shows
that between training and infrastructure where employers have not really
had a say generally necessary. The issue of financial support from
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businesses to schools in the training process is only 6% of respondents said
that businesses have done, accounting for a relatively modest rate.
Explaining this, many managerial staff and faculty that between schools
and businesses are still at the benefit of both parties in the cooperation
process training university qualifications. This stems from the fact no
comprehensive awareness of the needs and possible areas of cooperation
between universities and businesses, or in other words, universities and
businesses "not sit together." This resistance is becoming universities in the
process of improving the quality of training, contributing to more difficult
for enterprises to improve competitiveness today. The teaching of business
will benefit in training cooperation between enterprises and schools. A
helping hand tied between theory and practice, contribute to improving the
quality of training, bringing economic benefits to society, students, schools
and businesses; on the other hand, will help students with orientation and
career choice fit themselves right from the start, early access to practical
work environment in the future. For enterprises, the participated in the
training process as a form of non-physical investment in human resources,
will help photography businesses have the opportunity to recruit and
upgrade human resources, formation of human resources high quality, meet
the job requirements, reducing time and retraining costs. In addition, there
are now more opportunities to promote the image of the social enterprise
3.4. The impact of factors affecting the training quality at tertiary
level
3.4.1. The impacts of cooperation forms
The impact of the 03 forms of cooperation with hypothesis H1a; H1b
and H1c.
+ H1a: Information exchange impact on the quality of training
+ H1b: Participating in training positively impacts on the quality of
training
+ H1c: Financial support positive effects on the quality of training
- Traning quality with information exchange
Hypothesis (H1a) that exchange information to positively impact the
quality of training. True to the original hypothesis, information exchange
and training quality proportional relationships and meaningful in β1a =
0506 with p <0.001. According to the interviews, one of the conditions for
improving the quality of training is enthusiastic support of the business
when help is required. The survey results have proved the above statement
to indicate the level of participation influences cooperation and exchange of
information on the quality of training accounted for 11.6% of the total
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number of affected factors.
The collaborative exchanges of information between universities and
businesses have been made but no deep level; said business has regularly
provided information to the school on the annual demand for labor. The
school usually more proactive by establishing offices or clubs for student’s
career, proactively contact business search provides information for
students, especially new students to graduate. However, the effect is still
not high. On average, according to the measurement criteria for the
exchange of information (Table 3.7), with 45.5% of enterprises information
exchange, 50% not sure about the exchange of information and 4.5% some
businesses do not have the communication (from 2009-2011). Notable
issue here is 50% of businesses are not so sure about the exchange of
information in the school, so businesses can understand the thinking on this
issue but have not done; this is also true center the truth of some business
leaders as interviews conducted in-depth interviews.
- Traning quality with training participation
Hypothesis (H1B) Participating in training that positively impact the
quality of university level training. As the statement of the original
hypothesis, the regression analysis results showed that training participants
and training quality proportional relationships and meaningful in β1b =
0.135. The effect of the training participants for the quality of training
accounted for 11.1% of the total number of influenced factors
According to the survey results (Table 3.7), when determining whether
to participate in the training process of the enterprise, with 17.8% of firms
had been certified to participate in training. While 11.8% of the enterprises
were not sure about whether or not to participate in training, 70.6% of firms
do not participate in the training. This is the main reason affecting the
quality of education of students in the university to meet the requirements
of the business.
The reality collaborative design issues and construction objectives,
training programs in enterprises and school is very weak. According to the
survey results (Table 3.8) to 88.2% with training facilities have never done
this link, 5.9% said they occasionally also with the participation of
enterprises in the construction of the training but not yet effective.
Businesses also said that now there is no link building activities targeted
training programs with educational institutions. Thus, most of the opinions
said that the training program did not meet the practical requirements,
while it’s more theoretical than practical.
- Traning quality with financial support
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Hypothesis (H1c) that support positive financial impact on the quality
of training. The results of data analysis showed that the quality of training
and financial support collaborative relationships and proportional mean in
β1c = 0.143. The effect of the partnering financial support for quality
education accounted for 11.8% of the total number of influenced factors
The participating in financial support of the business proved better than
to participate in training, in which 11.1% of firms have confirmed
participation of financial support, 27.8% not sure 61.1% of this and do not
have any financial assistance in training (Table 3.7). Although there is a
very small percentage differences compared with forms of participation in
cooperative training, but the 12% of firms do not or are unlikely to support
training is concrete evidence of the relationship between training support
for quality education is still very weak.
Thus, averaged over all three aspects of business cooperation, around
30% of businesses fail or are not sure about the collaboration. The
interested issue to discuss is proposed survey of businesses provide
information about the cooperation with the school in recent years, the areas
where they are addressed include: Co-teaching in university; Cooperation
and exchange of information; Business cooperation in financial support for
the university. In other words, businesses have results and the answers to
these issues because these are important issues that most managers are
interested in business, but not a solution. Therefore, the number of
respondents are not sure about the way the results have had in the past (for
example, do not agree, do not oppose cooperation with businesses or
schools to improve the quality of training), you can understand that this
business is not actively involved in improving the quality of education in
universities. Thus, enterprises should take measures to engage more
collaboration with universities to improve the quality of training.
3.4.2. The impact of instrument
Research hypothesis (H2) for instrument that impact positively on the
quality of training. The test results showed that the role of infrastructure
and relationship with meaningful way with the quality of education at the
university level β3 = 0.203.
Biggest impact level (16.8%) compared with the other factors,
indicating the importance of physical facilities for training quality (Rules
total impact of all factors affecting to quality training (Σβ) to 100% to
calculate this value). According to the survey results (Table 3.7), most
businesses have not provided the latest materials for the school, the idea
16
that some firms have participated in the supply of materials only (12.2% of
respondents ); investment in teaching facilities are more interested firms
(29.6% of respondents); the economic contribution of the construction costs
for the school now also has not been focused (24,1 opinion). Another fact,
the construction of the talent scholarships are the very businesses and
supporters agree (51.7% of respondents).
3.4.3. The impact of training program
Research hypothesis (H3) that the training program a positive impact
on the quality of training. As stated hypothesis, training programs have
meaningful relationships in the positive with the quality of training, the
level of impact at β3 = 0.191. From the results of the multivariate
regression analysis, we can see that in the group of factors affecting the
quality of training, the training program is a powerful factor 2 to the quality
of training to the level of impact approximately 15.7%. This result shows
that companies assess training factors have a strong influence on the quality
of education is partly to blame they do not really participate much in
building training programs for schools, accounting for only rate of 5.9% of
the surveyed enterprises are involved
3.4.4. The impact of lecturer quality
Research hypothesis (H4) that the quality of the teaching staff directly
proportional to the quality of training. The analysis results showed that the
quality of the teaching staff have meaningful relationships with quality
training in β5 = 0.128. According to the results of multivariate regression
analysis, the factors affecting the quality of education, quality faculty ranks
near the bottom with some degree of influence on 10.6%, just over factors
quality control. In fact, the proportion of time spent training skills need a
lot of students, to meet this requirement requires teaching staff must have
the "vocational" high professional capacity, particularly especially the
capacity to practice the profession, but the current teaching staff of the
university are still deployed in the direction of "academic reform". The
survey results show that firms only 5.6% of respondents now have training,
professional development, practical experience for faculty. Efficiency
percentage is 1.8 / 05. Thus, we can confirm that this is one of the
underlying causes affecting the quality of education in the university sector
economy.
3.4.5. The impact of training management
Research hypothesis (H5) that management training to positively
impact the quality of training. As expected, the results of data analysis
showed that management training is also meaningful relationships with
quality training in β5 = 0.162 (p <0.05) H5 hypothesis proves to be correct,
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and has been confirmed. This result also shows that the level of impact of
management training is quite high, standing next level of impact of training
programs.
The results of the sample analysis has shown the impact of management
education with quality training is relatively unknown to the level of about
13.4% after the impact of training programs. This is true according to the
survey results, so businesses that management training schools is limited,
such as the stage of getting feedback from the business capacity of the
trained students, only 13.3% of respondents said companies have to
cooperate with the school at this stage.
3.4.6. The impact of quality controle
Research hypothesis (H6) that control the quality of training to
positively impact the quality of training. As stated hypothesis, quality
control related training in the positive sense with quality training university
level, the level of impact in β6 = 0.109 (p <0.05). The test results allow
conclusions based H6 was correct and affirm. The results of the sample
analysis showed that the impact on the quality of training of quality control
training low, accounting for 9%. This is particularly true with the fact
interview business leaders, they all said that once other factors as well, then
the control is just a minor factor affecting the training quality.
Chart 4. The extent of the impact of factors affecting the quality of training
9%
11.60%
13.40%
11.10%
10.60%
11.80%
16.80%
15.70%
Information Exchange
Training Participation
Financial Support
Training Program
Instrument
Lecturer quality
Training management
Quality control
Table 3.7. Evaluation of enterprise managers about the level of
cooperation between university-enterprise
The degree of cooperation
(% )
The
effectiveness
No.
Content of cooperation
of cooperation
None Sometimes Regularly
(maiximum 5)
1
Providing information together 4,5
50,0
45,5
2,9
2
Mobilization specialists from 88,2
5,9
5,9
2,3
18
No.
3
4
5
6
7
8
9
10
11
12
13
14
15
Content of cooperation
The degree of cooperation
(% )
The
effectiveness
of cooperation
None Sometimes Regularly
(maiximum 5)
companies
involved
in
developing training programs
Mobilizing
business
professionals
involved
in
70,6
teaching and practice guidance
for students
These
enterprises
create
conditions for students to 47,1
practice locations
These
enterprises
create
conditions for students to visit 15,0
the real activities
These enterprises support
infrastructure,
teaching 41,2
facilities for universities
Enterprises support finance for
61,1
universities
The universites organized
survey manpower demands of 63,2
the company
Training,
professional
development,
practical 83,3
experience for teachers
Cooperation
between
universities and enterprises in 82,4
scientific research
Enterprises recruit graduated
41,2
student
Enterprises
introduce
56,3
graduated student for others
Universities receive feedback
from enterprises on workforce 66,7
capacity after training
Universities
receive
information from businesses
about the proposal, propose 66,7
adjustments to the training
program
The other cooperation 100,0
activities
19
11,8
17,6
2,8
23,5
29,4
3,9
60,0
25,0
3,7
23,5
35,3
3,7
27,8
11,1
2,7
31,6
5,3
2,8
11,1
5,6
1,8
17,6
2,0
29,4
29,4
3,4
31,3
12,5
2,8
20,0
13,3
3,2
26,7
6,7
2,6
1,0
The above table we can see the relationship of cooperation between
Universities and Enterprises have begun to be formed, but the content is
poor cooperation and efficiency is low. Relationship between Universities
and Enterprises's cause and effect, it should be set up two-way, mutually
beneficial. Through cooperation with enterprises, Universities have built
and chỉnh plan enrollment, renewal objectives, contents and forms of
organization and training, strengthening infrastructure and teaching
facilities to improve quality etc. and efficient service. On the other hand,
Universities will contribute practical help for Enterprises who will have
quality human resources - the decisive force of enterprise’s development.
.
CHAPTER 4. SOLUTIONS AND RECOMMENDATIONS
TRAINING QUALITY AT TERTITARY LEVEL THROUGH THE
COOPERATION BETWEEN UNIVERSITIES AND ENTERPRSIES.
4.1. Suggestions
4.1.1. Innovation training program in accordance with the
requirements of enterprises
Every year the job fair is held. Taking thí chance, enterprises,
universities and students meet to discuss jobs and the construction of
appropriate training programs. Objectives and training content for each
sector are specified on the basis of the framework program by the Ministry
of Education and Training issued in accordance with specific careers,
technical terms and technology enterprises of the ministries and agencies or
local.
4.1.2. Strengthening the infrastructure
Training needs associated with businesses is also shown clearly by
strengthening the capacity of facilities for universities. Businesses can
support partially addressed in the lecture hall building, teaching equipment,
and training in enterprises (use the facilities of the company). Enterprises
can offer the latest materials and techniques most modern technology, in
accordance with the level of technical and practical technologies in
production and business processes in service learning.
4.1.3. Improving the quality of lecturer
Through collaborative relationships, the conditional universities attract
highly qualified professionals from enterprises engaged in training as a
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