Vietnam Chamber of Commerce and Industry held a seminar on “Human resource management in industrial parks: Current situation and solutions”. According to information from Ministry of Planning and Investment, industrial park (IP) system in Vietnam is currently the destination of thousands enterprises from 122 countries and territories. At the end of 5/2021, the whole country has 394 IPs and thousands of industrial clusters, attracting millions of workers.
In some localities, state budget revenue rate in IPs and economic zones accounts for 60% of total state budget revenue. According to Mr. Hoang Quang Phong, Vice Chairman of VCCI, the above figures show that investment environment in Vietnam has made significant progress. However, there is a big gap that needs to be overcome as soon as possible in construction, development and management of human resources in the IP.
Mr. Hoang Quang Phong said that the quality of Vietnam’s labor force is not high compared to many developed countries in the region. The training of human resources to meet requirements of Industrial Revolution 4.0 has not much been implemented. The network of vocational education institutions is still inadequate in terms of professions, training levels, small scale, etc. Meanwhile, areas that corporations tend to move into Vietnam are information technology and high technology, supporting industries, electronic equipment, e-commerce, logistics, consumer goods and retail.
Sharing the same opinion, Mr. Nguyen Van Be, Chairman of Association of Industrial Park Enterprises in Ho Chi Minh City, said that in the first few years of building a factory in Vietnam, the thing that Intel’s General Director was most worried about was whether to put machinery, equipment, Vietnam engineers and employees can handle it or not. Therefore, with many solutions, this company has a team of 2,700 Vietnam engineers and technicians making billions of dollars and billions of products.
In addition, experts and enterprises at the seminar also pointed out the fact that IPs still lack of services for workers such as social welfare, housing for workers, training services, etc. many IPs have not been able to attract laborers to work. “Vietnam’s IPs are revealing weaknesses in human resource management, directly affecting the size, morale and productivity of workers. Because of the laxity in management, IPs in Vietnam have been paying a heavy price in the context of fierce development of Covid-19 epidemic, “emphasized Mr. Hoang Quang Phong.
Talking about difficulties, according to Ms. Truong Tu Phuong, Chairman of Board of Directors of Dai An Joint Stock Company, Investor of Dai An Industrial Park (Hai Duong), many regulations related to the construction of IPs have been renewed, legalized, however, there are still many shortcomings and difficulties. For example, about housing for workers, construction is governed by Law on Housing, but housing for workers must also include medical institutions, cultural activities… Therefore, Ms. Phuong said, it is difficult to call IP investors to build houses, not to mention the process of building housing for workers is also lengthy and inadequate. “We have not been able to solve the problem of building housing for workers in the past 7 years,” Phuong shared.
Mr. Pham Hong Diep, Investor of Nam Cau Kien IP (Hai Phong), said that there are 2 pressures on training human resources in IP. Firstly, there is no mechanism for the combination of enterprises and schools. Second is limited human resources in terms of professional skills, from simple office computer applications to physical problems. Therefore, experts emphasize, there must be attention to invest in developing human resources and improving the quality of labor, solving all obstacles for development. Accordingly, enterprises need to focus on improving the quality of labor in the direction of digital transformation, find a way to combine “school” with “factory” …
According to Mr. Vu Minh Tien, Director of Institute of Workers and Trade Unions, Vietnam General Confederation of Labor, it is necessary to build a close and harmonious relationship between employees and employers, so that employees can work and work with effective quality productivity, with vocational skills; Employers must cooperate, dialogue and negotiate in good faith with each other in order to satisfy each other’s needs and interests.