Need" for personnel and the problem of placing training orders
In the strategic transformation towards a knowledge economy, high-quality human resources, especially human resources in key areas such as information technology (IT), artificial intelligence (AI), semiconductor technology, automation and senior management - are considered the "motors" pulling the entire economy to develop. However, the brain drain and serious shortage of leading experts are becoming major bottlenecks, directly threatening national competitiveness.
Mr. Vu Quang Thanh, Deputy Director of the Hanoi Employment Service Center, said that the wave of global supply chain shifts and new generation FDI capital is opening up golden opportunities for Vietnam. However, the challenges posed to the domestic labor force are enormous. Multinational technology corporations when investing in Vietnam are not only looking for talented personnel in algorithms or pure technology, but also requiring comprehensiveness: proficiency in foreign languages, flexible soft skills, intercultural working ability and problem-solving thinking on a global scale.
The current barrier is that the supply of human resources that meet all these strict standards is only limited to small scale, rare quantities, and has not yet formed a powerful force to take over and lead core technologies," Mr. Thanh said.
Speaking about the shortage of high-tech personnel, Mr. Tran Long Giang - Director of Thang Long Architecture Investment Joint Stock Company (Ha Dong ward, Hanoi City) shared that the market in general and his own company are always in a state of "thirst" for high-level AI personnel. In many large projects, companies accept paying salaries of thousands of USD per month, but searching blindly still cannot find people who are both professionally skilled and capable of international project management.
It is time for the State to get involved in the role of a contractor. Instead of rampant training, the State can coordinate with large technology companies to order in-depth training targets, and have policies to grant full scholarships to young talents who commit to contributing to core technology industries after graduation," Mr. Giang proposed.
Policies must "lay red carpets" and "create playgrounds
Reality has proven that red carpet policies to attract talent, if only limited to calls or short-term financial incentives, will hardly bring sustainable results. To retain and promote the capacity of top talents, the nation needs a comprehensive strategy, shifting strongly from "red carpet" to "creating real performance space".
Mr. Bui Sy Loi - former Deputy Chairman of the National Assembly's Committee for Social Affairs (now the Social Affairs Committee) said that to attract high-quality human resources, it is necessary to implement 3 policies well.
First, outstanding tax and preferential policies: It is necessary to study specific personal income tax incentive mechanisms for leading experts and scientists working in key technology industries (such as 50% reduction or temporary tax exemption). In addition, there are policies to support housing, long-term visas and living conditions for their families.
Second, the research environment and autonomy mechanism: Technology talent always needs a practical environment. The State needs to invest in key laboratories that meet international standards, and at the same time boldly grant maximum autonomy, accepting risks in scientific research to young experts.
Third, a peak training cooperation model: Building a real bridge between leading universities and multinational technology corporations. Allowing businesses to directly participate in designing curricula, funding equipment and output commitments for excellent students.
Sharing the same view, Mr. Le Quang Trung, former Deputy Director in charge of the Department of Employment, emphasized that the strategy of developing high-quality human resources cannot be a matter of a day or two. By harmoniously combining material preferential policies and a creative working environment, Vietnam can completely turn intellectual talent into the strongest growth engine, bringing the country to break through in the technology era.
To solve the problem of brain drain and attract overseas Vietnamese experts or international experts, we must change management thinking. Attracting talent cannot be done according to rigid administrative procedures. We need a "sandbox mechanism" (policy experiment) on personnel: accepting salaries according to international market values, willing to assign national projects and works to young research groups to take on. When there is a transparent environment, worthy remuneration policies and opportunities to create real value for society, talents will naturally converge," said Mr. Le Quang Trung.
