Measures to Manage and Develop the Teaching Team

In theoretical documents, a measure is often understood as a way to carry out an action purpose, or a way to do or solve a specific problem. A measure is a part of a method or solution - which means that to use a method or implement a practical solution, many different measures must be used in combination. The same measure can be used in many different methods and solutions.

In theory and practice of management, if we understand "management" as the targeted impact of the management subject on the management object by a system of solutions to change the state of the management object, bringing the system closer to the final goal, serving human interests [11, 3], then management measures are the ways in which the subject impacts the management object to execute command, control, and guidance of social processes and human behavior to effectively complete the set goals.

1.2.5. Team development

“ Development” is a process by which members of a society increase their individual and institutional capabilities to mobilize and manage resources to produce sustainable results ... to improve the quality of life in accordance with their aspirations [David Ckorten, 39]. Development is an increase in both quality and quantity, making the value system improved and perfected .

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The concept of “Team”, according to author Dang Quoc Bao, is a group of people who are united together, share the same ideals and goals, are bound together materially and spiritually and operate according to a principle”; often widely used to refer to: the team of civil servants, public employees, the team of artists, the team of teachers, the team of intellectuals... that is, the object of human resource management (personnel) . [8, p.25]

Team development is the use of management measures to impact the human resources of an organization , aiming to build a team of workers with the same purpose and ideal, in which members are an important factor with full capacity and moral qualities with new knowledge, gathering into a unified block to meet the development requirements of that organization. Thus, team development belongs to the category of "Human resource development" in management theories [ see section 1.3].

1.2.6. Developing the teaching staff

The teaching staff is the basic human resource of higher education institutions, developing the teaching staff is developing the human resource of higher education institutions. This is an important factor that directly affects the quality of education and training.

Developing the teaching staff ( L&T ) means the positive progress and transformation of the L&T in completing the educational and training goals of a training institution, including the following aspects :

- Developing the teaching staff with the focus on the individual lecturer : the basis of this development comes from the needs of each lecturer in the school. The purpose is to improve professional capacity, expand understanding in all fields to promote career development.

- Developing the teaching staff is the focus of the school . Based on the training objectives and training quality, developing the teaching staff is the decisive factor in the training quality of each school. Therefore, developing the teaching staff is the top priority of school management and the responsibility of each leader.

Developing lecturers, with an approach from both angles above, is to respect and encourage the development of each individual lecturer, while at the same time promoting the implementation of the school's development goals. This coordination creates

should be a positive relationship, where each individual sees himself in a developing collective, a strong collective sees many positive individuals as the foundation. This is the basis for the sustainable development of the teaching staff.

Developing the teaching staff is essentially the process of preparing the workforce to meet the requirements of the school's development. In the process of preparing the workforce, it is necessary to pay comprehensive attention to the quantity, structure, professional qualifications, responsibility, moral qualities, and dedication to the profession in each lecturer towards the school. To achieve that, developing the teaching staff must be closely linked to the selection, training, fostering, management, use, creating a pedagogical environment, and one thing that cannot be ignored in developing the teaching staff in the current period is the policy of employing and attracting talents.

1.2.7. Measures to manage and develop the teaching staff

Managing the development of teaching staff is the task of educational managers at each higher education institution. To achieve the goal of micro-level management, managers need to comply with the functions of management, planning, organization - direction, and inspection in developing the team in 3 main issues: sufficient in quantity, synchronous in structure, strong in quality, .

Managing the development of lecturers is not only the responsibility of the head ( Principal ) who is responsible for the entire educational institution, but also the responsibility of functional managers and each lecturer for the mission of existence and prosperity of the organization in particular and for the education and training career in general.

Measures for Managing and Developing the Teaching Staff (QLPT ĐNGV) are the ways of impact of educational managers in the process of directing and operating to have a number of lecturers balanced with the number of students each year; to have teaching staff that meet and exceed standards, have sufficient capacity and qualities,

enthusiastic and dedicated, eager to learn and progressive, ... to meet training tasks in the integration period.

All measures for managing and improving the quality of teaching staff must come from the practical management process and have a scientific basis to be feasible in implementation. Therefore, when proposing solutions, educational managers need to conduct thorough research, consult with colleagues and experts, and importantly, test them before implementing them in a synchronous manner to avoid unnecessary mistakes and losses.

1.3. Theoretical basis of human resource development

1.3.1. Human resource development and human resource training

" Human resource development" is a category that refers to the positive progress and transformation of members of an organization in achieving the goals set by the organization. Basically, it is to increase human values in aspects such as morality, intelligence, skills, soul, physical strength, ... making people become workers with new abilities and qualities, meeting the requirements of socio-economic development and the cause of industrialization and modernization" [ 31, p.38 ].

The relationship between faculty development management and human resource development management in practice is very close and clear.

1.3.1.1. Human resource development

Human resource development is the process of transforming both the quantity and quality of human resources based on the development of human potential, in which special attention is paid to the quality factor. The quality of human resources includes: material capacity and spiritual capacity, perfecting people in both ethics and skills, both soul and behavior, from low quality level to increasingly high level, more comprehensive. To develop human resources, it is necessary

must pay attention to 3 factors: human resource training , human resource use , creating a working environment to nurture human resources .

Train

human resources

Environment

Nurture N.force

Use

human resources

In a narrower sense , human resource development is also understood as human resource management , which also includes three aspects of training management, utilization management and working environment management (diagram 1). In which, human resource training - one of the three basic elements of human resource development, is also the core of human resource management.

HUMAN RESOURCE DEVELOPMENT

- Education and training

- Self-study, self-research.

Recruitment, screening

- Arrange and evaluate benefits

- Labor planning

- Expanding job categories

- Expanding employment scale

- Organizational development

Diagram 1. Human resource development

1.3.1.2. Human resource training

Human resource training is a fundamental factor and an important step in human resource development, including the process of education, training and retraining, developing human potential to promote socio-economic development and improve the quality of life (according to UNDP, World Bank). Human resource training includes many different types:

- Basic training : long-term, formal preparation for participation in labor. Trained in formal or non-formal training facilities with a program prescribed in the unified national education system (including general education).

- Short-term training, refresher training, retraining : being granted a degree or certificate of training systems and levels... is proof of having the necessary knowledge, skills and attitudes to be able to practice labor (For example, training courses on Pedagogical skills, training on innovation in teaching methods...)

- Training to create resources: mainly through the general education system, university and college education to prepare the personality foundation for the next types and levels of training.

1.3.1.3. Using human resources and creating an environment to nurture human resources

Human resource management also includes the reasonable arrangement and effective use of human resources: ensuring that they are suitable for the functions and requirements of the system and the job; and ensuring that they are suitable for each individual's capacity, creating opportunities for individual development in selecting and arranging suitable work.

On the other hand, human resource management also includes creating an environment that nurtures human resources . The focus of this issue is to build and develop a management culture environment - also known as "organizational culture", creating living values and an effective working spirit.

Particularly, the issue of building "organizational culture" in schools ("School culture") needs special attention in managing the teaching staff.

Thus, managing and developing the team in general and managing and developing the teaching staff in particular also belong to the scope of human resource development . Therefore, it is completely possible to consider the issue of managing and developing the teaching staff of universities and colleges based on the theory of human resource development.

The Prime Minister's 2001-2010 education development strategy also clearly stated: Create a fundamental shift in quality, prioritize improving the quality of human resource training, especially focusing on high-level science and technology human resources... Develop a team of teachers to meet the requirements of both increasing scale and improving quality, efficiency and innovating teaching and learning methods, innovating education management, creating a legal basis and promoting internal resources to develop education and human resources.

To achieve the above objectives, the Education Development Strategy 200-2010 also sets out seven groups of general solutions for education. Among those solutions, the solutions to innovate education programs and develop teaching staff are the key solutions and innovation in education management is the breakthrough.

1.3.2. Basic content of human resource development and application orientation in managing the development of teaching staff

The basic content of human resource development mainly focuses on issuing policies and building proactive and open institutions for the operation of human resource management and development mechanisms at the micro level , with the following contents:

1.3.2.1. Human resource planning

Planning is a management function. Planning means determining the goals and objectives for the future achievements of the organization and the paths, measures and methods to achieve those goals and objectives. There are three main contents of the planning function:

- Identify and form goals for agencies and organizations.

- Identify and ensure certainty and commitment of the organization's resources to achieve the set goals.

- Decide what activities are necessary to achieve those goals.

1.3.2.2. Recruitment

- The purpose of recruitment is to provide a sufficiently large pool of candidates to enable the organization to select members with the necessary skills.

- There are two main channels for recruitment: Recruitment from outside the organization and Recruitment from within the organization. It is necessary to follow a strict and scientific process in the recruitment process to recruit people who are truly capable and qualified to supplement the organization.

1.3.2.3. Help new teachers integrate into the organization

It is the process of helping selected members quickly adapt and integrate into the organization. Newcomers are introduced to colleagues, familiarized with duties and responsibilities, studied about the functions, tasks, organizational regulations and operations of the agency; the organization's rules and regulations... In particular, new recruits are given specific instructions by clearly stating the position, importance of the job and the relationships of that job with other jobs, and the relationships between individuals in the organization on the basis of common work.

1.3.2.4. Use

Is the arrangement and assignment of new personnel to perform work tasks according to their trained expertise.

To achieve the highest efficiency, it is necessary to conduct training, retraining and development during the process of use. During the management and use process, leaders need to encourage and motivate lecturers to maximize their personal capacity and focus their intelligence on professional investment.

Besides, managers need to have a policy to encourage the teaching staff to be passionate about learning and cultivate professional ethics to

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