Achievements in Developing High-Quality Human Resources in Vietnam's Railway Industry Today and Causes

hardship with a serious working spirit. Reality shows that cadres, workers and civil servants in the industry show deviations in motivation, attitude and responsibility for performing assigned tasks, and are often slow to develop their professional abilities and capacities. All cadres, workers and employees working in the railway industry, especially workers, must have a very industrial and professional style; strictly follow the principles in work, because just a small mistake in the work process can have very serious consequences.

Research and clarify the factors affecting the development of high-quality human resources in the railway industry, both to clearly see the specific characteristics and requirements of the industry. This is the basis for each subject to clearly see the difficulties, complexities and requirements for synchronization in awareness and activities to develop high-quality human resources in the railway industry at present as well as in the coming years. Imbued with the viewpoint that people, especially the development of high-quality human resources, are considered the key solution to the development of the industry at present and in the coming years.

Chapter 2 Summary

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High-quality human resources in the railway industry are the sum of the factors of quantity, quality and structure of the railway industry's human resources, with a college degree or higher, with typical qualities and good professional capacity, proficient skills, creativity and sensitivity; are and will create the strength to always perform tasks well, and are the main and important driving force promoting the development of the railway industry.

Developing high-quality human resources in the railway industry is a process of dialectical, positive, voluntary, and creative interaction between the subject and the object; taking place with specific goals, contents, and methods, aiming to promote the object's awareness, transform the goal, form, consolidate, and develop typical moral qualities, good technical expertise, proficient skills, creative and sensitive abilities, realize potential, and always

complete the assigned work well. The characteristics of this process are expressed in the factors of subject, object and goal, content, program, training and fostering methods. Thereby, the high-quality human resources of the railway industry are transformed in the direction of increasing quantity, improving quality, and balancing structure to contribute to the successful completion of the industry's strategic goals in the current innovation process.

This chapter clarifies the theoretical basis of high-quality human resources and the development of high-quality human resources in the Vietnam Railway industry, thereby proposing the concept and factors constituting the quality of high-quality human resources in the railway industry. Based on these theoretical bases, the current situation of high-quality human resources development in the Vietnam Railway industry will be studied.

Chapter 3

HUMAN RESOURCE DEVELOPMENT

HIGH QUALITY OF VIETNAM'S RAILWAY INDUSTRY TODAY - CURRENT SITUATION, CAUSES AND ISSUES

3.1. ACHIEVEMENTS IN DEVELOPING HIGH-QUALITY HUMAN RESOURCES IN VIETNAM'S RAILWAY INDUSTRY TODAY AND CAUSES

3.1.1. Achievements in developing the current leadership and management staff of the Vietnam Railway industry

Over the past years, the team of leaders and managers in the Vietnam Railway industry has developed quite well. The work of creating a source of staff has achieved many important results. This human resource has maintained its leadership and management role, being both the core force and the driving force, always playing a central role and the most valuable asset of the railway industry. The industry has recognized the important position and role of the team of leaders and managers, so it has paid attention to and prioritized development in all aspects to be able to operate, organize tasks and effectively promote other human resources of the industry. The railway industry is a state-owned enterprise, and at the same time an important enterprise in the system of transport sectors in Vietnam. With that character, Vietnam Railway Corporation always pays attention and cares about the work of developing the team of leaders and managers.

In terms of quantity, the structure of the leadership and management staff of the Vietnam Railway industry is currently quite reasonable and meets the requirements and immediate tasks of the industry . The leadership and management staff of the Vietnam Railway industry currently includes: 2,581 people, of which: 1,091 are managers; 1,490 are leaders of professional departments and offices. The leadership and management staff of the affiliated units are always strengthened, meeting the staffing requirements to organize the implementation of the political tasks of the industry. Average age structure of the leadership and management staff of the industry

Vietnam Railways is quite reasonable, with an average age of 45, and the trend of rejuvenation of the staff in the industry's affiliated units is increasing. This is a good thing for the organization and personnel work.

In terms of quality, the current leadership and management staff of the Vietnam Railway industry, first of all, is demonstrated by their professional training level . 100% of the management and leadership staff in the professional departments and offices of the Corporation, companies, enterprises, and level 1 and level 2 stations have graduated from university; of which 13 have doctoral degrees; 148 have master's degrees; only 75 stationmasters have intermediate qualifications, 02 stationmasters have technical worker qualifications; in terms of foreign languages : 100% of the management and leadership staff in the professional departments and offices, enterprises, level 1 and level 2 stations and many level 3 stationmasters have A-credit qualifications in English or higher, including management staff who can work with foreign experts and translate specialized documents. In terms of information technology, 100% of the staff can use office information technology to serve their professional work.

In recent times, implementing the strategy of socio-economic development in the new situation and international integration, the Vietnam Railways industry has set out many goals, strategies, developed projects, mechanisms, policies, measures and plans to develop the industry's human resources. In particular, it has focused on personnel work and paid more attention to the selection, treatment and use of competent staff, paying attention to investing in staff to continue studying to improve their professional and political qualifications. In the past 10 years, the Vietnam Railways Corporation has organized training courses and professional development for nearly 10,000 employees and managers, including nearly 2,900 leaders, managers, key staff such as the Chairman of the Board of Members, General Director, Directors, Controllers, Station Chiefs, and resource staff in terms of expertise, profession, management skills, and foreign languages.

In addition, Vietnam Railways Corporation has also cooperated with schools in the region and around the world, sending 260 leaders, managers, and professionals to study in countries with developed railway industries such as China, Japan, Korea, Australia, India, etc. In addition, many leaders and managers have invested personally in improving their qualifications, studying part-time to obtain university and postgraduate degrees at training institutions in and outside the country.

Vietnam Railways Corporation is very interested in improving the professional qualifications and management capacity of the industry's leadership and management staff. In fact, 100% of the leadership and management staff of Vietnam Railways Corporation have a university degree or higher, of which those with a post-graduate degree account for 1/5 of the total staff. The number of staff trained in railway majors accounts for 42% and the number of staff trained in economics majors

- Business administration is 39%. The rest are trained in other majors (mechanics, control...).

Vietnam Railways Corporation has used the right people for the right jobs in the process of developing the Corporation. The Corporation has prioritized the use of high-quality human resources. After a period of working, the Corporation's leadership and management staff have matured through practical work. Among them, there are hundreds of project managers who have accumulated a lot of experience after working on the project. This is a high-quality human resource, providing management and high-level expertise for the Corporation's other subsequent projects.

Since 2010, Vietnam Railways Corporation has built and temporarily applied a job description and a system of job title standards. During that process, there have been changes in the organizational structure of functional departments and offices along with assigned tasks. Currently, the Corporation is continuing to adjust all existing job title standards to submit to the Minister for approval to be effective and put into use in the following years.

The industry's training plans and activities have been built and periodically supplemented to suit the professional work of each position to ensure that the Corporation has a stable organizational structure to effectively carry out management and operation tasks. The issue of development orientation for each position and each department is being closely directed by the leaders of the Ministry and the Corporation to gradually professionalize and standardize human resources holding leadership and management positions in the industry at international standards.

Currently, Vietnam Railways Corporation has some of the first human resources who have the opportunity to receive technology transfer from foreign experts and master new technologies of the industry with additional investment. In the period of 2014 - 2018, 198 Corporation officials were organized to attend training courses abroad with support funds from developed countries; opened knowledge training classes for 155 key leaders, foreign language classes for 142 comrades.

Regarding the political quality of the current leadership and management team of the Vietnam Railways industry, the industry is interested in sending hundreds of officials from department heads and deputy department heads and above for advanced political theory training and national defense and security knowledge training. In the period of 2017 - 2020, Vietnam Railways Corporation plans to retrain about 250 leaders and managers. Every year, units and enterprises under the Vietnam Railways Corporation allocate a significant amount of funding for training and human resource development, at least 1.5% of revenue and recorded in the annual production and business plan.

The team of leaders and managers plays an important role in the construction, completion and innovation of the railway industry. The productivity and efficiency of the railway industry in general, in the end, are determined by the quality, capacity and efficiency of the team of leaders and managers. Therefore, this is an important resource that Vietnam Railways Corporation has paid attention to throughout the process from its establishment until now and especially those who

In recent years, the sector has thoroughly grasped the Party's viewpoints set forth in the national congresses on the strategic task of building a contingent of state leaders and managers with both high professional qualifications and skills and political awareness in the new situation. It has set out tasks and goals for building a contingent of leaders and managers at all levels from the central to grassroots levels, in which the core is a contingent of key officials with solid qualities, capacity and political will, steadfast in the ideals and goals of the nation, meeting the quantity requirements, ensuring the quality and structure, and having a continuous and steady transition between generations.

Reality has proven that the team of leaders and managers of the industry has made an important contribution to organizing the implementation of the policy of promoting the cause of industrialization and modernization of the country and maintaining political stability, independence and autonomy to continue moving towards socialism. The team of leaders and managers of the industry has played a role in realizing the Party's viewpoints set forth in resolutions related to industrialization and modernization of the industry. Each officer in the industry has recognized the attention and correct policies of the Party, the Ministry, and the Corporation on the new requirements in personnel work in general, first of all the key officers must be politically steadfast, professionally competent, have moral qualities and leadership capacity.

At the 11th National Congress of the Party, the Socio-Economic Development Strategy for 2011 - 2020 was approved, with three strategic breakthroughs, including "Rapid development of human resources, especially high-quality human resources". The Socio-Economic Development Strategy for 2011 - 2020 clearly states that people are the center of development, focusing on training human resources to meet the diverse and multi-layered requirements of technology and the development level of fields and professions, training human resources for knowledge-based economic development. Considering human resource development as a key and decisive step in transforming the growth model and sustainable development; synchronously developing a team of qualified human resources, strong enough in all fields, meeting the requirements of sustainable development.

sustainable with a reasonable structure of human resources by industry and by development field. Promote the implementation of fundamental and comprehensive innovation in higher education, increase investment in building key universities. Implement programs and projects to train high-quality human resources for key and spearhead industries and fields. Focus on discovering, nurturing, promoting talents, training human resources for knowledge-based economic development, especially paying attention to building and developing a team of good leaders and managers.

In terms of physical strength, the human resources for leadership and management are quite young, in good health, and mostly male. This creates great potential for the Corporation to develop high-quality human resources in the future, with high professional qualifications and continued attention to specialized training. In particular, in 2011, the Vietnam Railways Board of Members issued Regulation 03-NQ/DU on training and appointing young staff to create conditions for them to practice moral qualities, master knowledge and skills in production and business management, have practical experience, and have foreign language proficiency to be able to participate in integration with the region and the world. At the same time, in the long term, to create a source of successor leaders and managers for the Vietnam Railways industry and its units in the period from 2011 - 2020 and vision to 2030.

The above results have not only created conditions for young cadres to strive and grow, but also met the long-term development goals of Vietnam Railways in the coming years. In addition, the Corporation has completed and supplemented the legal document system for training, attracting and using quality human resources to work at the Corporation.

The objective reasons for the above achievements are, first of all, that our Party and State have clearly seen the role of high-quality human resources. In the process of innovation, our Party and State always believe that, in order to successfully carry out the cause of industrialization and modernization of the country, develop a market economy and effectively integrate into the international economy, human resources play a decisive role. The Party and State have paid attention to directing the Vietnam Railway industry.

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