Preparing human resources for Vietnam’s Defense Industry today

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1 PREAMBLE 1. Overview introduction of the thesis " Preparing human resources for Vietnam 's Defense Industry today " is a doctoral thesis studied from the angle of political economics . Thesis is a new issue, meaningful and practical reasoning, is attracting the attention of many researchers, in order to provide the scientific foundation for the Government, the Ministry of Defense and the forces amounts related implementing human resources preparation for Vietnam 's Defense industry, gradually bringing our country's Defense industry development in the XXI century, to meet the needs of military production , direct service tasks of building Vietnam people's Army " revolutionary, regular, elite, gradually modernized ", ready to serve the needs of the people's war of defending the socialist Republic of Vietnam. The thesis is structured as follows: Introduction, 3 chapters, 8 periods, lists of references and appendices attached. The main content of the thesis is focused analysis, interpretation clarifies standard base reasoning, practical, assessing the situation, pointing out the advantages and limitations, the causes and the issues raised need to resolved in human resource preparation for Vietnam 's defense industry. On that basis, the proposed basic perspectives and solutions primarily to the effective implementation preparations for the development of human resources for Vietnam’s Defense industry next time. The scope of the thesis research focused on the issue of preparing human resources for the core defense industry managed by the Defense Ministry and the General Department of Defense Industry. In the process of surveying the current situation , Ph.D Candidate faced difficulties due to the requirements of military secrets, military production secrets; data and documents related to the research problem not much in terms of scientific information. Therefore, the research results of the thesis will not avoid certain restrictions. The author 's thesis hopes to receive help, suggestions of teacher guides , scientists and graduate student colleagues to accomplish the training objectives. 2. Reasons for choosing thesis Currently, peace, cooperation, development remains a big trend in the world; but the situation continues to have complicated, underlying many uncertainties and unpredictable, especially in the Pacific Asia. Globalization and the revolution of science, technology, including military science, 2 technology is gradually flourished. The industrialized countries promote the production of weapons of modern technical equipment, the introduction of new types of weapons. War using high-tech weapons more popular. For our country, the task of protecting the country with the development of new and higher requirements. Construction and development of Defense industry in the context of international integration is one of the important tasks of building and defending the Fatherland. With the economic situation is poor, modest scale defense industry, backward technology, we must have a clear strategy, concrete steps to develop industries in accordance with the conditions of international integration. Nowadays, despite scientific revolution grows, dominates every field of production and social life, but does not replace the role of human resources; because it is the resource of all resources, the resources of all the resources . The human factor plays a decisive role in all areas and the most decisive role in the development of Defense industry. Human resources management in direct defense industry, research, creativity, use, exploitation and preservation of material, equipment, defense production, economic activities, building our country's defense industry development, an important parts of the defense potential, national security; and is an important part of Vietnam's industry, positive contributions to the cause of industrialization and modernization, building stronger armed forces, contributing to successful implementation of two strategic tasks: building and maintenance Vietnam socialist national defense. Practices last time our country shows that the biggest challenge for the development of defense industry is from humans. Many defense industry development policy has not been implemented uniformly, efficiently; many projects have not achieved the initial objectives set out are the cause of capacity, the level of organization, technology acquisition and transfer of defense industry personnel. To have abundant human resources, good quality promptly meet the growth of our defense industry during proactive international integration , the preparation of human resources is an important element in the development strategy for Defense Industry. In recent years, the Party, the State and the Army has issued many guidelines and policies and implement measures to develop human resources for the defense industry development requirements. However, this work is limited by cognitive mechanisms, implementation remained problematic, especially in the context of development of the socialist market economy and international integration. 3 Therefore, the study clarified the nature, the regularity problem solved: “Preparing human resources for the Vietnam’s Defense Industry today " with urgency and practical significance. 3. Purpose and research tasks * Purpose: Clarification of theoretical and practical issues, suggested some basic viewpoints and solutions primarily to prepare human resources for the Vietnam’s Defense industry today. * Research tasks: - Clarifying the issues of basic argument for the preparation of human resources for Vietnam’s Defense industry. - Assessing the status preparing human resources for Vietnam’s defense industry of our country over the past time (both in terms of legislation and implementation); only the causes, the issues raised need to be addressed in preparing human resources for Vietnam Defense industry. - Proposing some perspectives and solutions primarily to perform tasks for preparing human resources for Vietnam’s Defense Industry in the coming time. 4. Objects and scope of thesis research - Object research of thesis: Preparing human resources for Vietnam’s Defense industry today. - The scope of the research thesis: The thesis studied the issue of preparing human resources for Vietnam’s Defense industry (mainly the core defense industry by Ministry of Defense, General Department of the Defense Industry) in our country in terms of political economics ; basic data is aggregated from core defense industry from 2006 to 2014. Proposing solutions for defense industry to prepare human resources for Vietnam’s Defense industry between now and 2020 and orientations to 2030. 5. Reasoning basis, practice and research method of the thesis * Reasoning basis - Based on the theory of Marxism - Leninism and Ho Chi Minh’s thoughts, the line and the Party's views on the role of the human factor in the production process , build and defend the Vietnam socialist fatherland ; economic relationship with defense, with a strategic economic development with war. Inherited and developed research results of the scientists involved in the content that dissertation research . - Based on the final report on education - training and human resource development of the defense industry in the period 2006-2014 . 4 * Research methodology of thesis The thesis uses the research methods of political economics, Marx's military economics - Nazis and the research methods of social sciences and humanities, such as the method of scientific abstraction when research facility the argument; combined with methods of logic, history, comparison, analysis, synthesis, statistical research, assessing the situation and methodology experts throughout the research process . 6. New contributions of the thesis - Construction conceived preparing human resources for Vietnam’s Defense industry in terms of political economics; identify issues regularity in preparing human resources for Vietnam 's defense industry today. - Introducing a system of basic notions and solutions primarily to prepare human resources for Vietnam’s Defense industry today. - Introducing a system of basic notions and solutions primarily to prepare human resources for Vietnam’s Defense industry today . 7. Theoretical and practical meanings of the thesis - To provide the scientific foundation for the Government, Ministries, Departments referenced in the policy planning in preparing human resources for Vietnam’s Defense industry today . - The thesis can be used as a reference in research, teaching, learning some of the content related to the discipline of political economics, military economics at the military schools. 8. Structure of the thesis Including: Preamble, an overview of the research problem; 03 chapters ( 8 periods), conclusion; list of works published research results of the thesis; list of references cited and used in the thesis. OVERVIEW OF RESEARCH ISSUES 1. Overseas studies -related topics The overseas studies focused mainly in countries such as Russia, Germany, USA, China, Singapore, Thailand ... discussed about the role of human resources; education , training and development of human resources, human resources for Defense Industry ... be the authors mentioned in different aspects and angles. Concerning the problem of the thesis research work groups follows: Group of scientific works discussed the role of education and training to develop the country's human resources; group of scientists to discuss the development of human resources training for the Defense industry. 5 2. The research works in the country related to the topic The thesis focuses on the overview: Group of scientific works to discuss the role of resources, human resources in social - economic development of our country today; group of scientific works on developing human resources serve the industrialization and modernization process of the country; group of scientific works on development for the Defense Industry, human resources for Vietnam’s Defense industry today 3. General evaluation of research results of scientific works published and the problems posed thesis should focus on solving In many ways of different studies, the scientific works mentioned problems need to build and develop the country's human resources to meet the increasing requirements of the cause of building and defending the Fatherland in time period of accelerated industrialization and modernization and international integration. There are a number of works , articles of the author have been published , initially mentioned the problem build human resources, improve staff quality, professional staff, technicians in businesses of total local defense industry to meet the requirements of scientific development, military technology in general, defense industry in particular. Some topics were clarified as reasoning basis and practice need to develop teaching staff in the military field, in order to meet the requirements of high-quality training of human resources for development of the defense industry of the country. However, the work does not have depth issues addressed: " To prepare human resources for the defense industry of Vietnam today " in terms of political economics . So the question that must be resolved of thesis is : Firstly , give the concept of human resources for Vietnam 's defense industry in terms of political economics. Secondly, build the concept of preparing human resources for Vietnam’s Defense industry in terms of political economics and a clear analysis of its connotation. Thirdly, the need to clarify the characteristics of human resources in industries in Vietnam, the problem with regularity in the defense industry to prepare human resources. Fourthly, to appreciate the advantages, limitations, causes problems for the defense industry to prepare human resources in our country today. Fifthly, the proposed point, the solution for preparing human resources for Vietnam’s Defense industry today. 6 Chapter 1 RATIONALE AND PRACTICE OF PREPARING HUMAN RESOURCE FOR VIETNAM’S DEFENSE INDUSTRY 1.1 . The concept of human resources for Vietnam’s Defense industry 1.1.1 . The concept of human resources Inheriting a reasonable standard elements of the concept before, approached from the perspective of political economics, the thesis says human resource is an economic category refers to the whole of the social labor exists in parts of the population with working capacity, which is used in the production of wealth, material and social spirit; is expressed through the number, quality (physical, mental power, mind power) and the structure of that part of the population. 1.1.2 . The concept of human resources for the defense industry Applying the concept of human resources in terms of access to the political economics as outlined more in 1.1.1, the thesis says: human resources for Vietnam 's defense industry is an economic category to a labor department national, were mobilized in the production of military goods and service consumption needs of the armed forces. Accordingly, the human resource for Defense Industry is only a part of the national human resources, including: labor division in the core defense industry by the Ministry of Defense, Public Security Administration of the Division of Labor and raised from economic sectors, from foreign experts, from overseas Vietnamese. As part of national human resources, besides the common features, human resource for Defense Industry has its own characteristics. One is: the diversity and depth of its labor force. Secondly, always be resolved harmoniously demand for labor in the defense industry in peacetime and in wartime manning sanctions pronounced . Thirdly, human resources in defense industry workforce is particularly in specific industrial environments. 1.2. The conception, the dominant characteristics and problems with regularity prepare human resources for Vietnam’s defense industry. 1.2.1 . The concept of preparing human resources for the defense industry of Vietnam today. 7 Based on referring to some concepts related and inherit the contents stated in Paragraph 1.1, the thesis says: preparing human resources for Vietnam’s Defense industry is a category reflects the active, proactive the political system, but the core is the state and the army, under the leadership of the party, stick defense strategy, defense industry development strategy to ensure labor for the defense industry both in reproduction current and future, to meet the requirements of building and defending the socialist Republic of Vietnam. 1.2.2 . Features dominant and regularity issues prepare human resources for the Vietnam’s Defense industry 1.2.2.1 . Features dominant Preparing human resources for Vietnam’s Defense industry is dominated by the following issues: Firstly, prepare human resources for Vietnam 's Defense industry under the leadership of the Party and the State's management, direct and organize by Ministry of Defense currently. Secondly, preparing human resources for Vietnam’s Defense industry is governed primarily by the laws of military operations , defense and war. Thirdly, prepare human resources for the defense industry is governed by terms of integration and economic development - economic development of the country . Fourthly, prepare human resources depends on the mechanism of management comments , operating and working environment in the defense industry today. Fifthly, the changes of the labor market in Vietnam in the integration period affecting the defense industry to prepare human resources. 1.2.2.2 . The problem with regularity in preparing human resources for the Defense Industry in our country Look at the human resource preparation process for the Defense Industry; can see the problem with regularity in the preparation of human resources is as follows: Firstly, the policy leadership and guidance of the Party, the State is the starting point to prepare human resources for Defense industry. Secondly, education and training is the basic form of activities for preparing human resources for Defense industry. Thirdly, using a reasonable labor standard is effective decision in stitching prepare human resources for the Defense industry. The thesis was confirmed: must respect and comply fully with regularity in preparation, avoid patency, indiscriminately violates the rules leads to prepare human resources for Defense industry is not high. 1.3. Experiencing developing human resources for the Defense Industry in some countries of the world and lessons for Vietnam 8 1.3.1. References experience in developing human resources for the Defense Industry in some countries in the world Thesis research experience documenting military human resource for Defense Industry of China, found that: strategy development and human resources for the Defense Industry, Defense Industry of China. China uses education as the primary vehicle for human resource development. China attaches great importance to improvement of policies labor market to develop human resources. The Government encourages and supports the establishment of the organization develop human resources, rapidly catching up with the international level. Actively pursue policies to attract human resources from abroad to serve their country. China meritocracy in all sectors, but focuses on three types of talents: leadership (Party and government management), business management and technical expertise. Focus on relations with Russia to train human resources for the defense industry. Using military schools have training programs participated dual use for defense industry personnel training. For Russia: Russia has fast switching mechanism to control comments and defense industry restructuring. Russia was soon realized and promptly remedy the brain drain phenomenon, focused international cooperation to improve the qualifications of workers in the defense industry. Russia has used part of the military base to participate in the training of human resources for the country in which included human resources for defense industry. For countries such as America, France, India and countries in Southeast Asia Countries Countries: such as the USA, South Korea and countries in Southeast Asia are considered the defense industry specific industrial sectors, defense potential in - security of every country. In recent years, in the context of the world, the region and the internal situation of each country have changed, more complicated, many countries have adjusted Defense industry development strategy; which including adjusted development strategy for human resource, state management system on Defense industry. 1.3.2 . Lesson for Vietnam On the basis of experience analyzing human resources for defense industry in some countries of the world, the thesis point out and clarify some experience against Vietnam , namely: Firstly, the need to assure consistent critical most of the development of human resources for the defense industry; on that basis, improving the system of mechanisms and policies to mobilize 9 social resources for development of human resources for the defense industry. Secondly, the military is an important force contributing to management comments and human resources for the Defense Industry . Thirdly, strengthening linkages, international cooperation on training, transfer, attracting human resources for Defense Industry Chapter 2 STATE OF PREPARING HUMAN RESOURCES FOR VIETNAM’S DEFENSE INDUSTRY 2.1. Basic achievements in preparing human resources for the defense industry of Vietnam 2.1.1. Party and State were closely followed the role of human resources in the Defense Industry to determine perspective, mechanisms, policies, planning and preparation of human resources planning. The thesis focuses on assessing in terms of party leadership, management comments, macroeconomic management of the State, ministries, departments and central agencies about the preparatory activities for human resources for Defense industry were interested properly. Planning, preparing human resources plans of the country in general, including preparing human resource for defense industry in particular has closely linked and market plans, respecting the rules of the labor market, motivation to the labor market in developing countries, which have gradually developed the labor market in the defense industry. Regimes and policies in use and development of human resources for defense industry gradually built, sticking living labor consumption in specific military production to perfection. 2.1.2. The subjects were actively preparing labor, meet basic development needs in the defense industry conditions of international integration The thesis was evaluated, finding that: Under the leadership and direction of the party, which is direct since the Resolution 27 - NQ / TW of the Politburo on the construction and development of industries in 2010 and more recently Resolution 06 - NQ / TW of the Politburo on the construction and development industries in 2020 and subsequent years, the Central Military Commission has directed the School Department and the relevant authorities in the Ministry of Defense and the system of academies and schools in direct military training, development of human resources in general, serve the defense industry in particular. 10 As for the General Department of Defense Industry, the preparation of quantities of human resources to meet the needs of industries in the core activities have been respected. In terms of human resource training and retraining of quite diverse, with many diverse forms, focusing on linking the academies, the schools inside and outside the military to train personnel for the defense industry. General has been actively training human resources personnel for engineering industries and sectors are insufficient, or weak, priority service sectors defense production, the amount of human engineering staff now account 75% of the total number of officials had been trained. The scale of training, preparation of military human resources is increasingly expanding, particularly in training, coaching, preparation of human resources for defense industry is making quite comprehensively in all fields, specific industries, basic meet the research needs of our country. The subjects were often respected for the quality of human resources prepared for the defense industry, focusing on the following issues: Firstly, prepare the political quality. General Department of Industries in particular, actively educate, train staff in the defense industry is always strong political spirit , steadfast goal of national independence and socialism; always uphold and promote the nature of the working class, the tradition of patriotism, revolutionary army, inherit and develop the tradition of military industry, now the defense industry; have the will to serve, military construction, defense industry and the unit, ready to receive and complete all assigned work. Secondly, the professional quality. Human resources personnel in the defense industry are now educated to be boosted, with 94.3% of the manpower officer have basic training, of which 88% have college degrees, college; 3.2% have postgraduate qualifications. On staff engaged in research, design, production technology and armament production support defense industry have a university degree accounted for 72%, 11.3% masters, doctorate 2.6%. Human resource in private enterprises managed by Defense Industry, the human management comments are cadres accounted for approximately 9% of the total workforce, 90% of employees have university degrees and college, 3.2% have postgraduate degree; technical workers accounted for over 65%. In particular, technical skilled workers accounting for 59.6% skilled workers, average skilled workers grade of 4.75%. 2.1.3. Government, Ministry of Defense has actively and positively build the structure, the basic layout of attention to promote the effective use of human resources in Defense Industry 11 Material research, document reports of authorities direct administration of the human resource for Defense Industry, the thesis shows that in recent years, the structure of human resources in the defense industry have been positive changes on all sides. Human resource qualification level structure of officials of the General Department of Defense Industry is high, are shown in Table 2.1 below: Table 2.1 . Structure of military scientific technical staf qualifications Qualification Post graduate Graduate Remaining Rate 11.7% 83.6% 4.7% Source: General Department of Defense Industry, 2012 Age structure of human resources in Defense industry is reasonable relative standard, ensuring continuity, succession of generations of workers. This is assessed through the results in Table 2.2 below : Table 2.2. Structure of military scientific technical staff based under working year Working year Under 10 years From 10-20 Over 20 years years Rate 27% 37% 36% Source : Political Bureau – General Department of Defense Industry , 2011 Regarding the lifespan structure of human resources in the defense industry is relatively a reasonable standard, in which the age 30 - 45 ( the age at which workers have health and occupational experience ) predominate . This is assessed through the results in Table 2.3 below : Table 2.3 . Structure of military scientific technical staff under age structure Age Under 30 From 30-45 Over 45 Personnel 24% 40% 36% Staff 33% 51% 16% Source : Political Bureau – General Department of Defense Industry, 2011 Regarding the structure of training, human resources in the current defense industry primarily trained in the country and in military schools ; 92 % have been trained in the country ; 8 % were trained abroad. Particularly technical workers of the General 's defense industry is more than 80 % are trained at the College of Defense Industry . 12 The layout, use: currently, only in the General Department of Defense Industry human resource personnel accounted for 9.4%, number has served from 5 years is 70 %. With the arrangement using staff in the current General Department of Defense Industry, officers account for 37.5 %; professional army soldiers occupied 54 %, defense employees at 8.5%, such as matching characteristics, the nature and mission of the General Department. 2.1.4 . Full compliance regularity labor prepared for Defense Industry, overcoming fundamental contradictions arise in implementation From the analysis and assessment of the situation , the thesis shows that the problems with regularity in preparation for the defense industry to be aware of human resources and implementing fully and uniformly. The policy of the Party and State's starting point, the basic guideline for the next operation of the process of preparation. The plans, prepared human resources planning in the military in general, in particular the core defense industry is the concretization of planning, human resources development plans of the Government. The allocation and use of human resources in the defense industry has promoted effective use of human resources labor in practice. Over the years, the General Department of Defense Industry and each unit in the department had done quite a good job of summarizing and statistical reporting of human resources. By doing so, provide a scientific basis for assessing objectively the effectiveness of the process for preparing human resources, as a prerequisite for the process of preparation after achieving higher efficiency. 2.1.5 . The cause of the advantages The thesis said that the advantages of preparing human resources for the defense industry derived from different subjective, objective causes: Objective reasons Firstly, due to the positive impact of the market economy and globalization trend has inevitably requires each country or territory concerned to invest in developing human resources .Secondly, the achievements of the country's renovation has created favorable conditions for preparing human resources for the defense industry. Subjective reasons Firstly, the subject had perceived the correct position, the role and rules of the human resource preparatory process for the defense industry, should have deployed unified, effective process execution. Secondly, each 13 human self in defense industry has always identified the correct position, the role, responsibility and determination in learning, capacity building training, health respond promptly assigned tasks. 2.2 . The limitations in preparing human resources for the Defense Industry in Vietnam today 2.2.1. Mechanism of management comments, policies, regulations and overlapping and even contradictory and inadequate difficult ; no planning , detailed plans of the entity to prepare human resources for Defense Industry Situation analysis of this problem, the thesis says Defense Industry in our country has many actors management comments, cumbersome mechanism is inconsistent with labor market development in open economies. Base of defense industry in our country is structured many ministries, but do not have a specialized agency of the Government concentrated unified management comments, which are still incorporated in the various management bodies. The complete innovation management mechanism macro of human resource defense industry despite much progress, there are still many restrictions; the legal documents on the development of defense industry, including content about preparing human resources in general is still heavy on policy and no overall text, full of references to prepare human resource for the defense industry. 2.2.2. Prepare the quantity and quality of labor force for the Defense Industry also expressed inadequate and can not meet demands to expand and improve the quality of research, production and business The thesis shows that: In recent years, the number of human resources prepared for the defense industry reveals a lot of restrictions, such as the training of highly qualified human resources for the defense industry have not really listened closely at the construction planning team long-term human resources; not enough human resources training necessary trades serve defense industry; training programs, training resources far more spontaneous elements. The number of staff in each unit, each block working in the defense industry are not core. Not overcome the imbalance condition of excess, and insufficient, unbalanced staff, extra staff are not replacing the missing, yet be prepared to promptly source nearby. In general, preparing quantity of human resource for the defense industry are not equal, symmetrical to each subject; phenomenon reveals a number of categories of workers admit to this, but lack of other employees, 14 the ability to replace each other is very difficult, especially the lack of labor force quality. The education and training for human resources in general, including human resources staff are sometimes not high efficiency. A number of officials are not aware of profound task; lack of cultivation, discipline, rule violation, breach of discipline; labor or moderation, learning hesitate improve labor; quality low labor efficiency. Technical workers with the quality of workmanship is uneven, only about 55-60% of skilled enough, some skilled workers, less experienced workers. In trained technical workers have not paid much attention to the special defense industries such as chemical explosions, plating, heat treatment, measurement and pressure processing; training quality is not high, still lag behind modern technologies. Practical skills of students after graduation are not high; programs, content, technology, equipment and teaching facilities have not kept pace development of science and technology in general and defense industry in particular. The thesis analyzes and points out that compared with the needs of defense industry development today, the human resources are limited and inadequate imbalance, synchronization of trades, especially in the field of cutting-edge technology. Research institutes are lacking manpower leading cadres and staff expertise with scientific knowledge, practical wide, multidisciplinary in order to host major research topics or projects of technology transfer complex had many units participated. 2.2.3. The structure and layout of labor used in the management comments, research, production, sales in the Defense Industry are manifest imbalance, not a full play to the capacity of each type of human Not overcome the imbalance condition of excess, just missing officers (Ministers of economics, management, business, lack of technical staff) .. The layout using highly qualified human resources sometimes also manifest waste of gray matter, (the rate of human science and technology doctoral primarily served as management comments, the commander of the defense industry plants, while in line with production and technology application lacks this human resource). Workforce is now an officer in the defense industry has rate rank structure has been inadequate. Colonels have high percentage accounted for 83.7%; lieutenant standard level of 16.3%. High qualified staff and technical workers have job structure is unbalanced, lacking technicians in some sectors, 15 such as measuring, plating, heat treatment, pressure processing, while pretty much redundant in electricity, accounting. 2.2.4. Undone thoroughly regularity in preparing human resources for the Defense Industry The thesis shows that: Take steps to prepare human resource for the defense industry of our country today still reveal many limitations. Coherence between policy planning, plans, policies and implementation of human resources preparation has not been close, from policy to implementation there is a big gap. Government, Department of Defense has yet to have an overall plan for the defense industry to prepare human resources. The stitching, the steps in preparing human resources for defense industry that is not clear, also expressed overlap, resulting in between the planning and plans for training and use of human resources is not uniform. Not ensure uniformity in the implementation process for the preparation of human resources for Defense Industry, expressed as: a policy but the planning, preparation plans are not timely; planning, zoning, but not trained, or not trained to keep up; planning, training plans with the needs not use human resource in Defense Industry ... Summaries, census supply and demand in the defense industry workers are not conducted regularly, without much scientific basis for service planning, effective plan. 2.25. Causes of restrictions The thesis was determined, and analyze, clarify objective reasons, subjective limitations in preparing human resources for the country's defense industry over time, that is: Objective reasons: Cue to the negative impact of the economic downside market and international integration. Subjective reasons: Firstly, the policy of the Party to organize the ministries and agencies to prepare human resource for the defense industry has been slow.Secondly, our country has no mechanism for administration of the appropriate defense industry, has not created adequate conditions for expanding labor market in the defense industry.Thirdly, the subject and myself used in defense industry workers are passive expression, looks for, not proactive, creative in preparing human resource. 2.3 . The issues raised 16 2.3.1 . Continue to improve the macro tool to organize labor force prepare for Defense Industry This is a matter of urgency set out medium and long -term, reflecting the leadership of the Party, the macroeconomic management of the State in preparing the most important resource for the development strategy of our country's Defense Industry. The macro tool to implement human resources prepared for the Defense Industry is focused on finishing, such as administration of the mechanisms, policies to ensure, implementation plan ... 2.3.2 . Sticking to practical socio - economic conditions, military, defense duty of the country to prepare labor force for the Defense Industry. Analysis of the scientific basis point of view, the thesis said: Preparing human resource for the Defense Industry to stick with the task of building the Vietnam People's Army 'revolutionary, regular, elite, gradually modernized". In particular, attention should be paid to the Defense Industry to prepare human resource direct service of modernization armament, military technology for the Air Force, Navy, Coast Guard, information nowadays. At the same time, preparing for the Defense Industry must put human resources in the general trend of the times is the disarmament and anti-proliferation; oriented research occupations, military production that our country is committed to the international organizations, the United Nations; not violate international conventions. Mastering these favorable conditions, as well as the practical difficulties of the country and sticking military, defense mission of the country is the realistic basis for us to build, making the solution suitable preparing human resource for Defense Industry. 2.3.3. Appreciate the efficiency of labor preparation for Defense Industry The question here first of all closely associated with the use of recruitment, education and training between the use of human resources in the Defense Industry, between schools and enterprises, between training of human resources and the training of human resources for Defense Industry career service and modernization of the country. Overcoming the shortcomings in the layout, using all kinds of human labor in the Defense Industry at present. Promote restructuring of qualified labor, high quality of the production line in the Defense Industry plants. Increasing the autonomy to units, defense enterprises in preparing human resources. Respect the labor market, creating the most favorable conditions for labor market rules to take effect in preparing human resources for the Defense Industry. 17 Chapter 3 SOME BASIC VIEWS AND MAJOR SOLUTIONS IN PREPARING HUMAN RESOURCES FOR VIETNAM’S DEFENSE INDUSTRY IN THE FUTURE 3.1. Some basic notions in preparing human resources for Vietnam’s Defense Industry next time. 3.1.1. Preparing human resources for the Defense Industry must keep abreast National Defense, people's war, strategy and development of the Defense Industry of the country. This is the guiding ideology throughout specify the direction, objectives, content and solutions for the Defense Industry to prepare human resources. Implementation of view to do well the following basic requirements: Firstly, plans, planned and prepared labor for the Defense Industry rely on military and defense policies of Vietnam, serving national defense strategy. Secondly, preparing labor for the Defense Industry must be thoroughly and widespread deployment in all sectors of economic, political and social institutions; attracting force participation, especially Thirdly, we advocate the building of national defense, ready to win the people's modern war protecting national defense (if it happens) with many sizes, forms and different levels. Fourthly, people's modern war for national defense if happens, will be divided battlefield is inevitable. 3.1.2. Preparing human resources for the Defense Industry to ensure comprehensive, coordinated, unified, one step ahead This is taking into account views steer the whole process of preparing activities for Vietnam's Defense Industry. Implementation point of view, to make good essential requirements are as follows: Firstly, periodic economic development - social, defense and security of the country, the Politburo timely thematic resolutions developed defense industry, including content for the defense industry to prepare human resources; clearly defined guidelines and mechanisms for the Party leadership development and. Secondly, on the basis of guidelines and mechanisms of the Party leadership, government direct administration of the decrees and executive guarantees to develop human resources for Defense Industry. 18 Thirdly, organizational capacity building in preparing human resources for the Defense Industry and departments concerned from the central to grassroots levels; especially the role of the Ministry of Defense, Ministry of Education and Training, Ministry of Labor, Invalids and Social Affairs, the Ministry of Industry and Trade, the General Department of Defense Industry .... Fourthly, preparing human resources for Defense Industry should be fully implemented on all criteria: political quality, professional ability, health and education. 3.1.3. Self-reliance combined with the expansion of international cooperation in preparing human resources for the Defense Industry This view stems from fully realized relationships between internal forces and external forces in ensuring the country's human resources in general and human resources for the Defense Industry in particular. Grasping and implementing standpoint self-reliance combined with international cooperation in the Defense Industry to prepare human resources to do well some requirements: Firstly, the planning , human resource preparation plans for the Defense Industry at the macro level and now need to clearly define selfreliance, the ability to cooperate, exchange hire foreign experts; zoning and planning professions, fields of research capable of self , or to cooperate , hire human resources from outside. Secondly, implementation of Point 2, Article 5, the Defense Industry Ordinance in international cooperation, including international cooperation in training human resources for the Defense Industry, the government should create conditions for the human resource training institutions for the Army, General Defense Industry actively expanding joint training form the basis of human resources trained in countries with scientific qualifications, high developed Defense Industry . Thirdly, the Party, State and Ministry of Defense consider and soon attract human resource policy, especially high-quality human resources to work directly or indirectly in the field of defense industry. Fourthly, promote diversification of methods to prepare human resources for Defense Industry, the basis of military training should focus on the training of special military subjects; at the same time, promote links with the civil cases, with training abroad to other disciplines for Defense Industry. 19 3.1.4. Preparing human resources for the Defense Industry to put in conditions to develop socialist-oriented market economy and particular requirements of the Defense Industry This view stems from the request to resolve the relationship between economic growth with human development, economics and defense in the development of market economics socialist orientation. Implementing above point of view need to do well the following requirements: Firstly, besides the mobilization of human resources in research of Defense Industry, production for the national defense and security characteristics, the human resources to be converted in the defense industry mechanism, restructuring to adapt to the needs asked the labor market of the country; must accept competition to attract highly qualified personnel; must innovate training methods, remuneration, expanding labor cooperation, including international cooperation, attracting foreign experts for the Defense Industry. Secondly, have more flexibility in recruitment solutions, rotation, training, socialization for human resource development services for Defense Industry; to not only actively integrate into the labor market but also deeply involved in the scientific technological market and all aspects of socio economic life of the country. Thirdly, due to the particular nature of the Defense Industry, the process of adaptation to the market mechanism must be parallel with the preservation and development of Defense Industry, including human resources, especially high-quality workforce. Fourthly, the Government, at all levels and departments to organize the Defense Industry effective Ordinance and the Ordinance on industrial mobilization. 3.1.5. Preparation of human resources for the Defense Industry must put in service planning and strategic development of national human resources Implementing point of view need to do well the following requirements : Firstly, step up the propaganda to raise awareness of society about the role of human resources; capacity to mobilize the whole society involved in the preparation of human resources for defense industry; synchronous construction coordination mechanisms between ministries, branches and localities, between agencies responsible administration of the state to 20 implement effective human resource strategy and prepare national human resource of Defense Industry . Secondly, restructuring human resources training system of the country and the army in the direction consistent with the training needs of human resources for the economy and strengthen the security and defense; promote socialization, standardization and modernization of the training of human resources for the Defense Industry. Thirdly, improve the coordination between the training establishment of the army and the economy to prepare human resources for the Defense Industry; forming workforce with expertise dual use, both likely to study, administration of the production, effective business in the market economy, had the ability to command, management comments, study research and production of military goods to meet the needs to strengthen national defense and security. Fourthly, complete information systems labor market economy and the Defense Industry; strengthening activities employment counseling services in the economy and Defense Industry for efficient use of human resources in the country's economic - socio development, security and defense in the new context. 3.2. Main solutions to prepare human resource for Vietnam’s Defense Industry in the next time 3.2.1. Develop strategic planning of preparing human resources for the Defense Industry until 2020 and the visions to the year 2030. To implement this solution, should undertake the following specific measures: Firstly, the Government should implement the planning, preparation plans for the defense industry labor by 2020 and vision to 2030, consistent with planned HRD Vietnam until 2020 and vision to the year 2030. Secondly, manage and understand the quality of human resources as a basis for analysis using the right direction, which is expected to be capable of human resources development. Thirdly, understand standards and conditions of the human kind linked to working positions, position-specific, predictable movement, development of tasks, from which calculations and forecasts are required for labor in the coming years as well as in the long term. Fourthly, planning labor prepared for defense industry closely tied to training and retraining, reorganization, arrangement, use and remuneration of employees. Fifthly, to promote the role of agency officials, agency personnel organization superiors in guiding, coordinating with the committees, grassroots party
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