Tài liệu Phát triển nguồn nhân lực ngành công nghiệp của thành phố đà nẵng đáp ứng yêu cầu tăng trưởng xanh tt tiếng anh

VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES PHAM THI HANH DEVELOPING THE INDUSTRIAL HUMAN RESOURCES OF DANANG CITY TO MEET THE GREEN GROWTH REQUIREMENTS Major : Economic Management Major code : 9 34 04 10 ABSTRACT OF ECONOMIC DOCTORAL THESIS Ha Noi - 2019 The thesis is completed at: GRADUATE ACADEMY OF SOCIAL SCIENCES VIETNAM ACADEMY OF SOCIAL SCIENCES THE SUPERVISORS 1. Dr. Truong Minh Duc 2. Assoc. Prof. Dr. Bui Quang Binh Referee 1: Assoc. Prof. Dr. Ngo Tuan Nghia Referee 2: Assoc. Prof. Dr. Hoang Van Hai Referee 3: Dr. Nguyen Ba An The thesis is protected at Board of Doctoral Thesis Examination, organized at Graduate Academy of Social Sciences, Vietnam Academy of Social Sciences, 477 Nguyen Trai, Thanh Xuan, Hanoi. At minutes .... hour ... date .... month ..... year 2019 The thesis can be found at: - Vietnam National Library; - Library of Graduate Academy of Social Sciences. INTRODUCTION 1. The necessity and news meaning of the thesis Human resource development is an urgent problem and has always been developed by the agencies and units of interest to build strategies and enforcement, human resource development is always a vital issue of the business and of the economy, especially in the Industrial Revolution 4.0 as of now. Green Growth was begun by the countries of the world to study in the years 70 of the previous century, when problems of environmental pollution, global climate change, resource exhaustion... has set the challenge for the socio-economic development of today's world. At the Asia-Pacific Economic Cooperation Forum – Seminar on human resources policy to support green growth and Employment Reporting (2013) The commentary has indicated that the transition from the traditional economy to the green economy will promise offer a wide range of job opportunities in the current industries and industries as well as the new industry, especially by implementing effective changes such as government support policies, encouraging innovative techniques , support for innovative innovation, support development of market needs for green products and green services. The participants also argued that the field of education and technical training and career orientation was considered as the focus to meet the requirements of the industry's skills and competence in the green economy. Vietnam needs to pursue of green growth because: (1) Vietnam's climate emissions of CO2 are trending rapidly in nearly 3 decades; (2) The exploitation of massive resources; (3) Due to unplanned resource exploitation, inefficient use has resulted in severe environmental pollution; (4) The benefits of green growth. However, pursuing the green growth model in Vietnam with more and more barriers, the barriers that need to be mentioned first: (i) The general development level of vietnam is low compared to countries in the world, old and outdated technologies , infrastructure for waste management and water is moderately lacking, support resources for green growth are more restrictive; (ii) The legislative system is incomplete; (iii) The economic tools that have not really 1 promoted the implementation of green growth patterns; (iv) The human resources level is limited. Moreover, the research in Vietnam and the world has not been mentioned to the correlation between development of human resource industrial in particular and human resources in general for a green growth in a systematic way. At present, there have been no research works referring to the development of human resources to meet green growth requirements in a specific sector and a particular locality. Derived from the above-mentioned levels, the author has chosen research: "Developing the industrial human resources of Danang city to meet green growth requirements" as PhD thesis topic. 2. Thesis purpose and research tasks 2.1. Research purposes The general purpose of the thesis is to propose a uniform and consistent solution for the development of the industrial human resources of Danang city to meet the requirements of green growth in the context of the industry in Danang now. 2.2. Research Tasks - Clarify some theoretical basis on the development of human resources industrial to meet green growth requirements. Researching the factors affecting the development of human resources of the previous industry requires green growth. - Determining criteriafor evaluation of industrial human resource development to meet green growth requirements of Danang city, analyzing and assess the real situation of human resources industrial of Danang city before asking for green growth. Indicates the results achieved, limitations and causes. - Propose system of development solutions for human resources industrial to meet green growth requirements in the context of industry in Danang now. 3. The subject and the scope of research of the thesis 3.1. Research subjects Research subjects of the thesis are industrial human resources to meet the green growth requirements of Danang city. 2 3.2. Research scope - Scope of content: The thesis focuses on the research on issues relating to the development of industrial human resources to meet green growth requirements including: problem green growth, the requirements of green growth set out for industrial human resource development, and the content of development industrial human resources meet green growth requirement of Danang city. - Space range: The industries of Danang city. - Scope of time: Data is collected for the evaluation of the actual status industrial human resource of Danang from year 2011-2018, giving the the solution recommends the development of human resources in industries for the implementation the city’s strategy green growth and vision to the year 2030. 4. Methodologies and research methodology of the thesis (Specifically in Chapter 3. Research Methodology) 4.1. Research questions Question 1: How is the sitution of developing industrial human resources to meet the green growth requirement of Danang city? Does it meet the requirements of implementing the city's green growth strategy? Question 2: What are the key factors that influence the development of industrial human resources to meet green growth requirements? The level of their impact? Question 3: What are the solutions to promote the development of human resources in industries to meet green growth requirements in the near future? 4.2. Research hypothesis Some hypothesis in the process of research are: (1) Industry level; (2) Policy mechanisms; (3) Factors in the development of labour market; (4) Factors educational and training; (5) Factors advanced scientific – technical - technological; (6) Development of health systems and healthcare for labor, all of factors with the same direction impact on the development of human resources in industries to meet the requirements green growth of the city. 3 5. New contributions to the science of thesis (1) The thesis contributes to the theoretical basis of development of the industrial human resources to meet green growthrequirements. The System evaluation criteria for development of industrial human resources in response to green growth requirements. (2) The thesis analyzed and clearly assess the situation of the industrial human resource development in order to meet the green growth requirement of Danang city, has clearly analyzed some major factors that affect the development of human resources this. (3) The thesis is the first scientific study with the theoretical basis of the development of the industrial human resources to meet green growth requirements in Danang city. 6. Theoretical and practical implications of the thesis - Intensive scientific research in the development of human resources in general and developing industrial human resources in particular to meet green growth requirements. - Scientific and practical basis for policy makers and policy authorities to consult in the implementation and modification of legal regulations on human resource development. - Valuable references documents to the research and teaching of development of human resources and special development of human resources in industries. 7. Thesis structure After the preface, the thesis consisted of five chapters, including: Chapter 1. Overview of the research relating to thesis topics Chapter 2. Theoretical basic and practical development the industrial human resources to meet the green growth requirements Chapter 3. Research methodology Chapter 4. The current situation of developing the industrial human resources to meet the green growth requirements of Danang city 4 Chapter 5. Some solutions and recommendations on the development the industrial human resources to meet the green growth requirements of Danang city CHAPTER 1. OVERVIEW OF THE RESEARCH RELATING TO THESIS TOPICS 1.1. Foreign research situation 1.1.1. Studies on green growth and green industry * Studies on green growth. * Some other research related to green work. In relation to green growth, some scientists have proposed a number of new concepts such as the green work of Alex Bowen (2012), The OECD (2012), the green industry of the UNIDO Organization (2010), the green human resource management of Mathapati, C. M (2013). * Issues of green growth for developing countries. OECD (2012) has pointed out the defined conditions that allow green growth include 3 conditions. * The research works on green industry. UNIDO (2010), by Weizacker and el (2009); Chalmin, C., Gaillochet, C. (2009); Clark and his el (2009); etc... With many research works of other scholars. 1.1.2 Research on general human resources and the green human resources * Research on human resource development in general. * The perspective of human resource development According to American scientists: Mainly emphasizing the development of human potential, which is shown is shown in the research works of the following authors: Nadler (1970); Craig (1976); Jones (1981) etc. … * The perspective of human resource development by European scientists: This school often emphasizes the development of human resources to be associated with the development strategy of the Organization. The research works by the 5 following authors: Garavan, 1991; Bergenhenegouwen et al (1992); (ITD 1992), etc. .. * The research on green human resource development. Typically there are scientists like Berrone & Gomez-Mejia (2009); Liebowitz (2010); Ramus (2002); Zoogah, (2011) and many other scientists, etc 1.2. Domestic research situation 1.2.1. Research on human resource development in Vietnam 1.2.1.1. Research on the situation of human resources in Vietnam 1.2.1.2. Research Vietnamese high quality human resources 1.2.2. Research industrial human resource development in Vietnam 1.2.3. Research on the role of human resource development for green industry and green growth in Vietnam Recent research has confirmed the important role of human resource development in the implementation of green growth strategy and green industry development. Some of the following studies are notable: Bui Quang Tuan and Ha Ngoc Huy (2017); the study of Vo Van Loi (2016) ... 1.2.4. Manpower barriers to implementing the green growth strategy in Vietnam The majority of Vietnam’s industrial enterprises are SMES, so there is much restriction on resources, while implementing the green growth strategy requires great resources in investing and improving technology, implementing green investment projects. SMES mainly use backward technologies that consume a lot of energy and resources. 1.2.5. The researches on green growth in Vietnam * Vietnam is necessary to pursue a green growth model. So far, there have been many research works in the country indicates that Vietnam's economy needs to follow the green growth model due to the rapidly increasing air CO2 emissions of Vietnam, the status of massively exploitation of resources, using ineffective resources, severe environmental pollution, degraded impaired resources: Vo Van Loi (2016); Nguyen Hoang Oanh (2012); Nguyen Dinh Hoa (2016); Vo Thanh Son (2014), Nguyen Trong Hoa (2014) … 6 * The barriers to implementing green growth patterns in Vietnam. As the general development level of Vietnam is low, the law system is not complete, the organization is not suitable, the typical is the study of the following authors: UNIDO (2012); Nguyen The Phuong (2015); etc. ... 1.2.6. The research on green industry and green industry development in Vietnam Some of the following typical research works can be listed: UNIDO's research (2012); Tran Huu Buu (2012); Do Huu Hao (20120); Tran Thi My Dieu and el (2017); Be Trung Anh (2015) ... 1.3. Gaps in research studies and research direction by thesis (1) The concept of industrial human resource to meet green growth requirement at provincial level (local level), especially for Danang city, the are no research yet. (2) The human resource industry that meets green growth requirements is one of the key resources in implementing the national green growth strategy in general and of da nang city in particular. This is a matter to continue to study more elaborately and clarify in the coming time. (3) No research has been given the industrial human resources development solution meet the green growth requirements in a specific way. From the above three reasons the above shows that this is gap in research matters so that the PhD candidate can continue to study supplement the theory system. Research direction of the thesis. - Clarifying the concept of developing industrial human resources to meet green growth requirements, the characteristics of industrial human resources meet the requirements of green growth and evaluation criteria. On the development of industrial human resources meets green growth requirements. - Analysis of the real status of human resources industry to meet the green growth requirements of Danang city. 7 - The thesis gives direction and views on the development of industrial human resources to meet the green growth requirements of Danang city in the near future. CHAPTER 2. THEORETICAL BASIC AND PRACTICAL DEVELOPMENT OF INDUSTRIAL HUMAN RESOURCES TO MEET GREEN GROWTH REQUIREMENTS 2.1. Basic concepts 2.1.1. The concept of human resources and human resources in industrial 2.1.1.1. General concept of human resources 2.1.1.2. The concept of human resource in industrial 2.1.2. The concept of green growth and green industry 2.1.2.1. The concept of green growth 2.1.2.2. The concept of green industry and green industry characteristics * Green industry concept. * Green industry development model. Green industry development Green industry available Enhanced productivity using resource efficiency (energy, water, resources) Prevent contaminati on (garbage, exhaust) Create a new green industrial Energy efficiency, renewable energy Resource recovery, industry recycling waste Environmental services Responsible chemical solutions Contamination control Source: UNIDO (2011) Figure 2.1 Model of green industry development by UNIDO (2011) 8 Features of the green industry. The green industry has six important characteristics: (1) Industrial apply of advanced modern techniques for effective use of natural resources, non-polluting environment. (2) Industry used to save water and energy resources. (3) Industry applied green technology in manufacture. (4) The trend of development is towards the current green industry. (5) The production process of green industry always adheres to strict environmental regulations and environmental protection. (6) In the process of development, create a number of environmentally friendly new industries. 2.1.3. The concept of industrial human resource to meet green growth requirements Concept; Characteristics of the industrial human resources meet green growth requirements. Human resources industry meets green growth requirements with 4 key features: (1) Industrial human resources with knowledge, good skills. (2) Workforce with knowledge and skills in environmental activities. (3) Human resources capable of working in the green industry . (4) Human resourcesability to meet the green jobs that appear in the process of implementing the strategy green growth of the country. 2.1.4. The concept of human resource development and the development of industrial human resources to meet green growth requirements 2.1.4.1. The concept of human resources development 2.1.4.2. The concept of industrial human resource development and the development of industrial human resources to meet green growth requirements * The concept of industrial human resource development. * The concept of developing the industrial human resources meets green growth requirements. Standing on the personal perspective of worker view. 9 Standing on the corporate perspective. Standing on the angle of the whole industry. Characteristics of industrial human resource development meet green growth requirements. i. Have to create a team that has the power, knowledge, the level of qualified, good labor skills to master the modern technology. ii. Create a workforce with knowledge, environmental management skills, and environmental protection sense. iii. Must create a workforce that is capable of meeting the green job positions that arise when implementing the green growth strategy. iv. Must build the structure of industrial human resources in accordance with the structure of green industry both in terms of quantity and quality. 2.2. Criteria for evaluation of industrial human resources development meets green growth requirements 2.2.1. The development evaluation criteria in terms of quantity - The criteria for development in the scale of quantity. - The criteria for the structure of human resources. 2.2.2. The criteria team reflects the development of quality * Criteria for evaluation of physical strength. * Criteria for assessing intellectual. - The criteria for general cultural level. - The criteria for professional knowledge. - The criteria evaluation on workers ' skills. - The criteria evaluation for the attitude of workers. 2.3. The relationship between the development of industrial human resources meets green growth and green growth requirements 2.3.1. Impacting of green growth with the development of industrial human resources to meet green growth requirements (i) To help improve the quality of industrial human resource. (ii) To alter the human resource structure in the industries. (iii) Creating more environmentally friendly new green jobs. 10 2.3.2. Impacting of the development of human resources in công nghiệp with the implementation of green growth (1) Assist in the implementation of successful green growth through the provision of skilled human resources, knowledge, and skills for effective use of resources. (2) Developing human resources in the direction of diversification to meet the needs of green jobs appearing in the process of implementing the green growth. 2.4. Content of development industrial human resources to meet green growth requirements 2.4.1. Development of the scale and structure of industrial human resources to meet green growth requirements - Growing in quantity. - The structure of human resources. 2.4.2. Developing in terms of quality - Developing in terms of physical strength. - Developing intellect. - Professional ethics and attitude of responsibility for the job. 2.5. Factors affecting the development of industrial human resources in response to green growth requirements 2.5.1. The development level of the industry affects the development of human resources industry to meet the green growth requirement of the city 2.5.2. Policy mechanisms affecting the development of industrial human resources meet green growth requirements Policies that impact the development of the quality of industrial human resources in response to green growth requirements include: education policy, training; policies on encouraging application of high technology and green technology into production, policies for developing scientific – technical – technological. 11 - The policy to regulate the structure of industrial human resources meets green growth in the direction of green industry, expanding the development of less polluting industries. - The tax policies impact on the development of industrial human resources in response to green growth requirements include: environmental resources tax, environmental protection tax, etc. - Policies that impact on employee health improvement: health policy, social insurance policy, salary policy, etc... 2.5.3. Labour market impacts Labor market development is an important basis for developing industrial human resources to meet the city's green growth requirements. The development of the labor market must ensure a balanced development on the two labor supply and demand aspects of the city, which will determine the quality needs for the labor force. 2.5.4. The advancement of science-engineering-technology Developing science-engineering-technology to help businesses have conditions for labor productivity, improve product quality and improve job efficiency. Developing science-engineering-technology changes the labor force in terms of size, structure and qualiy of labor, especially for workers in industries facing the requirements of green growth. 2.5.5. Educational and training factors Education and training helps employees improve their work capacity, master new technology, modern and increase labor productivity, effectively use natural resources. Criteria for evaluation: - The general cultural level of the laborer. - Occupational abilities of workers. 2.5.6. Health and wellness systems for workers The system of health and wellness is related to health workers the factors that make up the quanlity of health and wellness systems. 12 The model of research on the factors affecting the development of industrial human resources in response to green growth requirement is proposed by the author as follows: Progress scienceengineeringtechnology Industry level Policy mechanism System Development industrial human resources meet requirements green growth Labour market Education and Training Health and Wellness System Source: Proposed by the author Figure 2.3 Research model 2.6. Lessons of domestic and foreign experience Lessons learned of Hoi An and Metro Cebu (i) Managers should be interested in developing green human resources. (ii) There are policies that encourage the developmentof environmentally friendly trades, environmental protection services etc ... (iii) Have appropriate planning and management policies for effective use of natural resources, land use, water, most reasonable energy, etc... (iv) Development of public infrastructures, and public services and strengthening of the environmental management. (v) To improve the capacity of management personnel in the economic management of the government. 13 CHAPTER 3. RESEARCH METHODOLOGY 3.1. The research process of the thesis 3.2. Research frame The basic concepts of human resources, human resource development. Industrial characteristics. The concept and characteristics of industrial human resource and development industrial human resource Nature green industrial characteristics and green growth. The concept of industrial human resource meet green growth requirements and develops the industrial human resources to meet green growth requirements. The factors that impact the development of industry human resources meet green growth requirements. The results are achieved. Green growth of the industry Developing industrial human resources to meet the green growth requirement of Danang city. The problem exists. Implementation of the current green industry. Development of green industry. Development objectives. Development direction. Propose solutions for developing industrial human resources to meet green growth requirements Source: Proposed by the author. 14 Figure 3. 1 Research Framework 3.3. Data sources and research samples 3.3.1. Secondary data source 3.3.2. Primary data source 3.3.3. Research samples The author uses the sample size calculation formula of Slovin: n = N/(1 + N *2) + n: the sample size; N: Overall; : standard error typically taken  = 0.05 The research sample used in the thesis consisted of 3 categories: 1. Sample evaluation of the quality of industrial human resources to meet green growth requirements. 2. The sample uses the evaluation of the factors ' influence. 3. The survey model investigations for the green level of the industry. 3.4. Building a scale, survey and interview questionnaire 3.4.1. The scales evaluates the quality of industrial human resource to meet green growth requirements 3.4.2. The scales of factors affecting the development of industrial human resources meet green growth requirements 1. The scale of the industry development level. 2. The scale on policy influence on the development of industrial human resources to meet green growth requirements. 3. The scale labor market impact assessment. 4. The scale of the impact of training education. 5. The scale evaluation of the impact of the development of the scienceengineering-technology. 6. The scale impact of health and wellness systems. 3.5. Process of formulating questionnaire design Part 1: Preface 15 Part 2: The main content of the questionnaire. 3.6. Quantitative studies 3.6.1. Identify influencing factors The regression model: Y = 0 + 1*X1+ 2* X2 + 3* X3 + 4*X4+ 5*X5 + 6*X6 3.6.2. Perform inspections for the linear regression function (specifically at 4.3.1.2. Performs regression function inspections) CHAPTER 4. THE CURRENT SITUATION OF DEVELOPING THE INDUSTRIAL HUMAN RESOURCES TO MEET THE GREEN GROWTH REQUIREMENTS OF DANANG CITY 4.1. Overview of natural conditions and the Danang industry (2011-2018) 4.1.1. Natural conditions of Danang city * Geographical location Danang city starts from 15 °15 ' to 16°40 ' north latitude and from 107°17' to 108°20' east longitude. To the north it borders Thua Thien, west and south by Quangn province, est to the South China Sea. 4.1.2 industrial development process of Danang city from 2011 to 2017 * Considering industrial production value. * If considering gross product value. 4.1.3. Industrial structure and green level of industrial city 4.1.3.1. The structure of the Danang city industry * Review of the production value structure In 4 main industrial sectors of Danang city, the share of Danang’s industries is as flollows: - Manufacturing industry & the largest density. - Electricity production and distribution industry has a second-most density. - Industry sector, water supply, waste management and disposal, thirdparty wastewater. - Mining industry has a density in the fourth-most industrial structure. 4.1.3.2. The status of the green level of the Danang’s industrial 16 The survey results show that the status of the green level of the industry: - Extractive industries: low green levels. - Processing and manufacturing industry: 4% of enterprises are of low green level; 65% of enterprises are in the medium green category; 29% businesses are in green level and only 2% businesses are in high level of green. - The industry group produces and distributes electricity, gas and hot water with a relatively green level. - Water supply industry, waste management and disposal activities. + The process of exploiting, processing and supplying water has the highest level of green. + The disposal and disposal industry has the lowest level of green. 4.2. Implementing the industrial human resources of Danang in response to green growth requirements 4.2.1. The development status of the human resources of the Danang’s industry *The number of employees in the industry between 2011 - 2017. Labour industry tends to increase in the following year higher than the previous year however the level of slow increases. Unit: Person 200000 150000 100000 50000 0 Năm 2011 Năm 2012 Năm 2013 Năm 2014 Năm 2015 Năm 2016 Năm 2017 Source: Statistical Yearbook of Danang, 2017. Figure 4. 1 Industrial labor number of Danang city from 2011 -2017 * Changes in the structure of general cultural level - The cultural level. 1. Literacy rate: The literacy rate is relatively high, reaching an > 97%. 17 2. Universalizing general education: Survey results show that over 50% of workers have not graduated from high school. The labor force in industrial enterprises is higher than the general labor force. * The structure of qualifications Table 4. 1 The professional qualifications structure of Danang’s industrial Labour Unit: Person and % Year Year Year Year Year Year 2013 2014 2015 2016 2017 2018 Untrained 135,327 138,568 120,275 119,328 123,711 133,089 (72.83%) (72.71%) (70.94%) (67.5%) (65.8%) (67.08%) Number of 24,823 26,002 24,634 28,722 32,029 32,651 past training (13.36%) (13.64%) (14.5%) (16.24%) (17.05%) (16.45%) Apprenticeship 6,726 7,077 6,231 6,958 7,527 7,956 (3.62%) (3.71%) (3.67%) (3.93%) (4%) (4%) Intermediate 6,406 6,583 6,086 6,218 7,046 7,293 (3.44%) (3.45%) (3.58%) (3.51%) (3.75%) (3.67%) College 3,023 3,291 3,332 3,849 4,644 3,481 (1.62%) (1.72%) (1.96%) (2.18%) (2.47%) (1.75%) University and 8,487 9,051 8,984 11,696 12,812 13,922 Graduate (4.5%) (4.74%) (5.29%) (6.6%) (6.82%) (7.01%) University Total 184,792 190,572 169,542 176,771 187,769 198,392 Industrial Labour Source: Calculated results based on GSO figures in 2018. * The structure of industrial labor in the trades Table 4. 2 Labor structure of Danang industry from 2013 – 2018 Unit: Rate% The City's Industries Extractive industries. Year Year Year Year Year 2013 2014 2015 2016 2017 0.646 0.76 0.68 0.54 0.52 18 Year 2018 0.51