Determining Salary Levels and Flexible Salary Contracting Forms:

labor, all expressed in bargaining about the unit wage. The unit wage also becomes the focus of labor relations.

iii. Determine salary levels and flexible salary assignment forms:

Salary is determined based on the unit price of salary and work performance. Normally, the salary that each employee can receive is calculated by hour, day, week and month, or simply the salary according to the conventional time unit. Flexible salary is understood as the salary agreed between the employer and the employee depending on the specific requirements of the situation, ensuring both satisfaction in labor supply and ensuring the benefits achieved by the payer (employer). It is also a manifestation of consensus on the interests of both parties in the labor relationship. Flexible salary appears when the enterprise applies the flexible salary payment method. The essence of flexible salary payment is the assignment of salary levels on the basis of agreement. The agreement mechanism is formed based on the acceptance of rights and responsibilities between the employee and the employer, the agreement on the conditions given for a specific form of assignment. The core issues of flexible salary allocation can be summarized as:

 Type of work;

 Requirements on work results: quantity, quality, specifications, form, design, etc.

 Implementation conditions;

 Unit wage price (and therefore wage level);

 Agreements on rights and responsibilities.

In fact, in addition to the flexibility of salary levels, the form and content of the contract are also very flexible. The purpose of the contract also varies depending on the job, space and time. The agreements reached can be by job, by group of workers or by individual workers. The contracted jobs can be divided into stages, stages or combined to

delivered according to the final result, depending on the type of work or the employer's most beneficial calculation.

iv. Develop a labor-wage management mechanism to implement flexible salary payment methods:

As presented, the flexible wage payment method must be based on the foundation of flexible labor organization. That means, from the labor organization, the specific circumstances and conditions of the labor process, will arise the requirement to apply flexible wage payment method. Therefore, not all jobs (or labor) are the subject of flexible wage payment method, at the same time, due to the flexibility of labor organization, not all jobs (or labor) when identified as the subject of flexible wage payment are completely unchanged. There are 2 related issues that administrators must pay attention to:

Firstly, flexible labor organization comes from the nature of the job, which is affirmed to be the basis and premise for flexible salary organization. This is a decisive relationship.

Second, in order for the flexible wage payment method to be most effective, it is necessary to create an adaptive labor-wage management mechanism - or in other words, labor-wage management is now a consequence of the flexible wage payment method, and must be even more flexible. Flexibility in labor-wage management aims to further link salary levels with labor results, ensuring flexibility in labor management instead of the framework of rigid administrative regulations. In this sense, the flexible wage payment method based on a flexible labor organization has changed the concept and attitude towards labor, transforming labor behaviors from the urgency of life to self-awareness due to being evaluated and respected. This is the key to the success of the flexible labor-wage management mechanism.

The labor-wage management mechanism is mainly based on agreement, therefore, labor contracts, wage regulations and collective labor agreements are important tools for relevant parties to check and monitor the implementation of rights and benefits.

responsibility. Flexible wage payment (wage unit price, wage level, contract regulations, benefit and obligation constraints) is the most important content in labor contracts, wage regulations and collective labor agreements. Thus, the requirements for flexibility in labor and wage management are basically reflected in labor contracts, wage regulations and collective labor agreements. At the same time, the flexibility of labor contracts, wage regulations and collective labor agreements in turn create the premises for further improvement of flexible wage payment methods.

In the above content, it can be divided into 2 groups:

 Group of contents on conditions for implementing flexible salary payment method, in which legal conditions are the foundation, labor organization conditions are necessary, financial conditions, labor market conditions are sufficient conditions for implementing flexible salary payment method.

 The remaining group of contents are measures, processes, techniques and methods to implement flexible salary payment methods.

Platform conditions

Necessary and sufficient conditions

Salary management mechanism

The conditions and contents of the flexible payment method can be summarized as follows:

FLEXIBLE PAYMENT METHOD

Group of content about conditions

Group of content about procedures, techniques and methods

Identify

	Level		Level
function		labor		wage
name		dynamic		and image
labour		and		awake
work and		single		deliver
type of tuberculosis		price		contract
dynamic		money		money
wage		wage		wage

Maybe you are interested!

Legal conditions

Financial conditions

Organizational conditions

Labor market conditions

Diagram 1.1 : Contents of flexible salary payment method

(Source: Trinh Duy Huyen, PhD thesis in economics, 2010)

1.2. HIGHLY SKILLED WORKERS

1.2.1. Concept of highly skilled labor

Labor refers to human activities in exploiting, appropriating or processing natural products into useful objects for different purposes. Labor (in the narrow sense) is equivalent to the labor process because humans need a lot of products from labor to live, develop their operational and creative capacities and maintain social reproduction processes (including the reproduction of labor power). And so, their activities are repeated. Reproduction of labor power is simultaneous with social reproduction.

The practical working capacity of humans is the ability of creative thinking, closely combined with the endurance and flexibility of the body, the dexterity of the organs (hands, feet) ... in each specific labor process. People have quantified the working capacity of each person, based on the productivity levels of labor. High labor productivity means high working capacity. The decline in working capacity inevitably reduces labor productivity.

Human labor capacity can be divided into two types: simple capacity and skilled capacity. Workers with simple capacity are called simple laborers; Workers with skilled capacity are called skilled laborers. This is also a way to refer to two types of labor that are different in quality and contrasting symbols, not only in their origin, practical ability, but also in the criteria for measuring their influence on social labor resources. To a certain extent, considering the role of each type of labor in the productivity of society, the economic achievements, and the fruits of human civilization, we may disagree with the statement: "Complex labor is a multiple of simple labor", we temporarily consider complex labor to be equivalent to skilled labor. According to the common perception, agreed upon by many scientists, simple labor is the type of labor that is not professionally trained.

skilled labor (in any form), or does not require specialized training, skills, or techniques, but can still perform a certain job. A person with simple labor capacity, working mainly by muscle power, following repetitive habits, without creativity or innovation in operations and labor methods. Simple labor is not entirely low-skilled labor, because technical expertise is often associated with and is the result of a training process. Skilled labor is labor with a certain level of technical expertise (at different levels), due to proactive training, coaching, and guidance, or thanks to the accumulation of a lot of practical experience, with creativity and innovation in methods and labor operations, to be able to perform complex jobs that simple labor cannot do. Obviously, skilled labor has a practical capacity quite different from that of simple labor, and therefore, in many jobs (especially those of high complexity), the work done by many units of simple labor cannot be compared with that of one unit of complex labor.

Also according to the above definition, the fundamental difference between simple labor and skilled labor is the training activity to create that type of labor. Skilled labor must necessarily go through a training process, or self-training. They participate in labor activities when they have a technical expertise or grasp the tricks and secrets to perform the job, thereby accumulating experience, or learning from each other. However, the self-training process only exists for manual laborers, family workers, with a small number and very limited scope of labor activities in society. Since the appearance of industrial production, due to the requirements of production technology constantly changing, production techniques are increasingly complex, production scale develops very strongly in terms of space, in order to perform production tasks, workers must necessarily be trained, trained, according to programs, at different levels. These are technical and professional workers, to perform jobs that require different levels of complexity. Therefore, in many countries, in official documents of

In the labor and social sector, the concept of technical and professional labor appeared. According to this concept, "Technical and professional labor is a type of labor that is trained, granted degrees or certificates of training levels, in the unified national education system" .

There are two conditions that are affirmed, to indicate technical and professional workers:

- Trained in a unified national education system.

- Awarded degrees or certificates corresponding to training levels.

Basically, skilled workers (01 profession), which must satisfy the requirements of the complexity of the job, corresponding to the expertise of the profession, must of course be trained. The technical training system in the world and in Vietnam, according to the levels:

 Technical workers and technical staff without a degree (direct training or mentoring);

 Technical workers and professional technical staff with degrees;

 Vocational high school;

 College, University;

 University

Technical and professional labor, of course, is also formed through training, but can be divided into two types (according to the characteristics of training activities), namely: practical technical labor, and specialized labor (management, research, transfer). Corresponding to these two types of labor are two unified forms of national education: Vocational training and University and Postgraduate training. Vocational training mainly provides technical labor of a practical, professional nature, more directly linked to the production and business tasks of enterprises and organizations. University and Postgraduate training mainly trains and provides highly specialized labor, who can perform management, transfer, technical, and expert tasks in enterprises and organizations.

Highly skilled workers are a level when considering the quality of highly skilled workers: First of all, this is highly skilled workers, that is, workers who are trained, have degrees or certificates, corresponding to the training level. Next, this is a type of highly trained worker. That is, highly skilled workers, workers trained at college, university and postgraduate levels. And finally, highly skilled workers must be able to perform jobs and tasks that require a high level of complexity. The complexity of the job is mainly shown in 3 criteria: Complexity in terms of technology; Complexity in implementation techniques; Different levels of importance. Thus, highly skilled workers must simultaneously meet 2 requirements:

One is understanding of the job, specialized knowledge and technical training;

Second, skills, experience, and courage to perform and perform well the job.

job.

Corresponding to these two requirements, are the results of two parallel processes:

Basic, systematic training and, Self-accumulation of experience, self-training of character and working skills. In reality, there are people who have received basic, systematic training, achieved high degrees in technical expertise, but lack practical skills or cannot train, do not have good qualities to perform work corresponding to the level of training. There are also people who do not receive basic, systematic training in theory according to high technical expertise, but in practice, they self-study, self-accumulate experience, self-create advanced working methods, so they can perform jobs and tasks with high requirements for complex qualifications. These are the "technical problems" of human resources that managers and human resource directors need to recognize, in order to have optimal usage plans. Of course, these "problems" are mainly and directly caused by the education and training system. Education and training systems overemphasize academic theory and lack the connection between training and production and business practices;

Training methods that do not develop creative thinking of workers... will create a type of product that is "heavy on theory but poor in practical ability". Here, we would like to distinguish between highly skilled and high-quality workers. The term high-quality workers also includes two criteria: Being trained at a high level, and, Being able to complete jobs that require high technical expertise. However, high-quality workers are more closely linked to the training system (the system of granted diplomas). Workers who are trained to standard at high levels of the profession, college, university and postgraduate, are all high-quality workers. This is also the part that plays a decisive role in the high quality of human resources of a country, an industry, an enterprise, an organization. But anyway, this only creates the capabilities and premises to form a team of highly skilled and technical workers. A labor unit with a degree is trained to a certain level, but cannot be sure of the ability to work in practice according to the expectations of the user. However, in reality, many researchers as well as human resource managers have identified high-quality labor with high-skilled labor. In our opinion, the boundary between these two types of human resources is not clear, so it can be agreed that high-skilled labor is also high-quality labor and vice versa.

From the above explanations, it can be understood that highly skilled workers are workers who are trained systematically, have received degrees, certificates, and have high qualifications corresponding to the level of training in the national education and training system. Highly skilled workers are not only trained at a high level in theory, but also in practical ability, experience, and working skills, to be able to complete tasks and jobs that require high levels of complexity, which ordinary skilled workers cannot do. The professional qualities and working capacity of highly skilled workers are the simultaneous integration of both theoretical knowledge and practical skills, at a high level. The diagram below reflects that integration:

Comment