Concepts and Roles of Human Resource Management in Universities and Colleges

proposes some solutions to strengthen human resource management at the Company in the period of 2014 - 2015 and until 2015. However, the author has not yet clarified which issues affect human resource management, thereby proposing more accurate solutions.

There are also many research theses related to human resource management and development at universities and colleges.

Truong Thu Ha (2006) with the topic " Improving the training and development of the teaching staff at the University of Social Sciences and Humanities, Vietnam National University, Hanoi ", Master's thesis, Hanoi National University of Education conducted a survey on the current situation of training and development of the school's teaching staff in the period 2001 - 2006. At the same time, it pointed out the contents of training and development for lecturers of the National University.

Ninh Thi Thanh Binh (2014) with the topic " Human resource development at the College of Chemical Industry in Vietnam to 2020 ", Master's thesis, University of Economics and Business Administration - Thai Nguyen University. The main content of the thesis is to systematize the theoretical basis of human resource development in universities and colleges. And on the basis of applying theories on management science and human resource development in an organization to clearly analyze the current situation of developing the teaching staff of the College of Chemical Industry, thereby proposing a number of measures to consolidate and develop human resources for the College of Chemical Industry to 2020 in order to be consistent with the orientation and meet the requirements of human resource training development for the Vietnam Chemical Group. With this topic, the author only stops at considering human resource development, while the work of attracting and maintaining human resources has not been focused on by the author.

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Dinh Hong Van (2014), with the topic " Developing the teaching staff of Dien Bien College of Economics and Technology ", Master's thesis, University of Education - Thai Nguyen University. The thesis assessed the current situation of developing teaching staff and pointed out the limitations in the development process and the causes of the situation. On that basis, the thesis also proposed solutions and recommendations to complete the task.

improve human resource management. However, the article only focuses on assessing the current situation, not on analyzing human resource development activities.

In general, there have been many research works on human resource management in enterprises and organizations, contributing to clarifying the concept of human resource management and providing solutions to improve the effectiveness of human resource management in organizations. Those research results have certain values as a basis for innovation and improvement of human resource management. However, up to now, there has been no work that has researched all the contents on the issue of human resource management of lecturers at Hanoi College of Commerce and Tourism. This thesis inherits and selectively absorbs the results of published research to serve its research purposes. At the same time, it can be affirmed that this is the first topic to delve into the study of Human Resource Management at Hanoi College of Commerce and Tourism in a systematic and updated manner.

1.2. Theoretical basis of human resource management

1.2.1. Concepts and roles of human resource management in universities and colleges

1.2.1.1. Concepts

* Concept of human resources

Human resources (HR) - also known as "human resources " is understood at the macro level as an important input resource, playing a role in creating material and spiritual wealth for society. When the science of "human resource management" developed, the concept of HR was widely used in the 60s of the 20th century in many Western countries and some Asian countries. Currently, this concept is used quite widely to refer to the role of people in economic and social activities. In our country, the concept of HR has been mentioned a lot since the early 90s of the 20th century. Currently, there are many different definitions of HR. According to social labor theory, HR is divided into two meanings: The broad meaning of HR is the place that provides labor for social production. The narrow meaning of HR is the ability to work in society, including population groups.

Working age people participating in the social production process are the sum of physical and mental factors mobilized in the labor process.

According to development theory, human resources are understood in a broad sense as a part of resources that can be mobilized, organized, and managed to participate in the socio-economic development process such as material resources and financial resources. According to Marxist-Leninist theory, human resources are considered a basic and necessary element of the production process, a means for socio-economic development. Human resources are considered an essential need along with other resources for the development of the country. Because people are the most valuable capital, the goal and driving force for all social development, the more investment in people, the more effective and the capital recovery is quite high compared to investment in other fields, so most countries in the world focus on applying this method.

According to the United Nations report assessing the impacts of globalization on human resources, "Human resources are the level of skills, knowledge and practical abilities along with the abilities that exist in the form of human potential". The concept of human resources according to this approach is somewhat biased towards the quality of human resources.

According to the World Bank (WB), human resources are all human capital including physical strength, intelligence, and professional skills that each individual possesses and can be mobilized in the production and business process or any activity. Here, human resources are considered a resource alongside other types of physical capital and investment in human resources is placed above other types of investment. It can be said that this is a solid foundation for the long-term, sustainable development of each country.

According to (Pham Minh Hac, 1991-1995), human resources are considered as the number of people and the quality of people, including: physical, mental, health, intelligence, capacity and quality. According to (Tran Xuan Cau, 2012), it can be understood that human resources is a category used to indicate the potential strength of human labor and the ability to mobilize that strength to participate in the process of creating material and spiritual wealth for society in the present as well as in the future. That strength and ability are expressed through the number of people.

quantity, quality and structure of labor, more importantly the quantity and quality of people qualified to participate in the general production process of society.

In general, approaching from different angles, there are different concepts about human resources, but basically all concepts are consistent when talking about human resources, which are human resources.

* Concept of human resources in organization

“The human resources of an organization are a component of the human resources of society. In other words, the human resources of an organization are a subsystem of the social human resources system. They are all those who work in the organization, from the highest leader (for example, the Minister) to the most ordinary, lowest, manual, simple employees. They are also the people who are waiting to work for the organization, that is, the reserve resource for the organization” (Bui Van Nhon, 2004, pages 3-4).

Any organization is made up of its human members or human resources. Therefore, it can be said that the human resources of an organization include all the workers working in that organization (Nguyen Ngoc Quan and Nguyen Van Diem, 2012).

According to (Tran Kim Dung, 2011), the human resources of an organization are formed on the basis of individuals with different roles and are linked together according to certain goals. From the above studies of previous scientists, it can be understood that the human resources of an organization are the synthesis of all the people participating in the organization with their working ability, and are linked together by the goals of the organization.

With the above definition, human resources is a dynamic concept. In an organization, human resources not only include the current structure but also include the resources that are capable and willing to join the organization as well as the number that can withdraw from the organization.

* Concept of human resource management

- Management concept

In scientific research, there are many concepts of management according to different approaches. Because of the diversity of approaches, it leads to a richness of concepts. Here are some common concepts:

- According to author Nguyen Ngoc Quang: "Management is the purposeful and planned impact of the management subject on the collective of workers (generally the management object) to achieve the expected goals" (Nguyen Ngoc Quang, 1989).

- According to Dang Quoc Bao's point of view: The work of managing and leading an organization is ultimately the implementation of two closely related processes: Management and Reason. The process of "Management" includes the care, preservation, and maintenance of the system in a stable state, the process of "Reason" includes the repair, arrangement, and innovation to bring it into a state of "development" (Dang Quoc Bao, 1988).

- According to Associate Professor, Dr. Phan Huy Duong, the concept of management is understood as follows: "Management in general is the organized and purposeful impact of the management subject on the management object and management object in order to effectively use resources to achieve the set goals in the movement of things". (Phan Huy Duong, 2012, page 26)

Through the above concepts of management, it can be generalized: Management is the organized and oriented impacts of the management subject on the management object to ensure the movement and development of the system in accordance with objective laws, in which the most effective use and exploitation of potentials and opportunities are made to achieve the goals determined according to the will of the management subject.

- Concept of Human Resource Management (HRM)

There are many ways to understand human resource management and the concept of human resource management is presented from many different perspectives. According to (Tran Kim Dung, 2011), human resource management studies human resource management issues in micro-level organizations with two basic goals: Effective use of human resources to increase labor productivity and improve organizational efficiency; Meeting the increasing needs of employees, creating conditions for employees to maximize their personal capabilities, to be stimulated and motivated at work and to be loyal and dedicated to the enterprise. According to (Nguyen Ngoc Quan and Nguyen Van Diem, 2012), human resource management includes all activities of an organization to attract, build, develop, use, evaluate, preserve and maintain the workforce in accordance with the organization's requirements in both quantity and quality. According to (Bui Van Nhon, 2004, page 12), "Organizational human resource management" is a term used to describe the management of human resources in organizations.

"Organizational management is the management of people related to the activities of the organization". Human resource management in an organization is not only managing relationships within an organization but also managing relationships with people from outside who will work for the organization, also known as reserve resources or potential of the organization. From the above studies of scientists, it can be seen that human resource management is one of the basic functions of the management process and solves all problems related to people associated with their work in any organization.

In short: Human resource management is the design of policies and implementation of areas of activity to make people contribute the most effective values to organizations and businesses.

Human resource management includes: Human resource planning, job analysis and design, recruitment, training and development, performance and compensation evaluation, health and safety assurance... Factors affecting human resource management include: External environment, Organizational environment, Enterprise and employees.

* Concept of Human Resource Management (teaching staff) in University and College Education Institutions

Teachers are the basic resource of colleges and universities. Developing teachers means developing resources in schools, creating growth in quantity, quality and structure. Depending on different approaches to developing teachers, there are different concepts of developing teachers.

According to Article 70 of the 2005 Law on Education, “A teacher is a person who performs the task of teaching and educating in schools or other educational institutions”. And according to the Law amending and supplementing a number of articles of the Law on Education No. 38/2005/QH11 in 2009, Clause 3, Article 70 is amended and supplemented as follows: “A teacher teaching at preschool education institutions, general education, vocational education at primary vocational level, intermediate vocational level, and intermediate professional level is called a teacher. A teacher teaching at a university or vocational college is called a lecturer”. According to the above concept, a lecturer must be a teacher, so they must have the following standards: qualities, ethics, and ideology.

Good thinking; qualified and trained in professional skills; healthy enough to meet job requirements; clear personal background.

Lecturers can also be defined as teachers (teaching staff) who teach in a certain subject or major in a college, academy, or university. The teaching staff is a group of people who work in teaching - education, organized into a force (organized), sharing the same task, having all the standards of a teacher, performing the same tasks and enjoying the benefits according to the law on education and other laws prescribed by the state.

* Instructor standards

At Clause 2, Article 6 of Joint Circular No. 36/2014/TTLT-BGDĐT-BNV of the Ministry of Education and Training - Ministry of Home Affairs on:

First, Standards on training and development of lecturers

- Have a university degree or higher suitable for the job position and teaching major;

- Have a certificate of pedagogical training for lecturers;

- Have foreign language proficiency level 2 (A2) according to Circular No. 01/2014/TT-BGDDT dated January 24, 2014 of the Ministry of Education and Training promulgating the 6-level foreign language proficiency framework for use in Vietnam.

For foreign language teachers, the second foreign language proficiency must reach level 2 (A2) according to Circular No. 01/2014/TT-BGDDT dated January 24, 2014 of the Ministry of Education and Training promulgating the 6-level foreign language proficiency framework for use in Vietnam;

- Have IT proficiency that meets the basic IT skills standards as prescribed in Circular No. 03/2014/TT-BTTTT dated March 11, 2014 of the Ministry of Information and Communications regulating IT skills standards.

Second, Standards on professional competence and expertise of lecturers

- Master basic knowledge of the assigned subject to teach and have general knowledge of a number of related subjects in the assigned training major;

- Grasp the objectives, plans, contents and programs of assigned subjects in the training major. Identify the practice and development trends of training and research in the major at home and abroad;

- Compile lesson plans, collect relevant reference materials of the department, preside over or participate in compiling textbooks, exercise manuals, practice books, and experiments;

- Ability to participate in scientific research and organize scientific research for students; apply and deploy scientific and technological research results in education and training, production and life;

- Have effective teaching methods, suitable for subject content; teaching meets requirements or higher.

It can be said that the management of university lecturers is conceived from two perspectives: narrow sense and broad sense. The narrow sense of university lecturers management is to do specific tasks such as: recruiting, evaluating, assigning work, settling salaries, training, evaluating the quality of university lecturers in order to well implement the goals and plans of the university.

The most general concept of college staff management is understood as follows: " College staff management is the activities aimed at enhancing the effective contributions of individuals to the organization's goals while simultaneously trying to achieve social and personal goals" .

In general, every college has a human resource management department. This department mainly develops policies, provides consulting documents and specific regulations related to the management of the college's teaching staff. The person in charge of the college's teaching staff is one of the main departments of the Principal.

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