Many businesses face difficulties due to lack of specialized human resources
Many businesses are currently facing difficulties due to lack of specialized human resources. This is a position that requires a practice certificate, professional discipline, and high pressure...
Difficulty filling
Mr. Luong Duc Minh - the owner of a private hospital system in Xuan Tao ward (Hanoi) said that after nearly 10 years of operating the health sector, he has always had a headache because of the lack of personnel positions. It is worth mentioning that Mr. Minh's difficult recruitment positions for businesses do not come from the shortage of people and few people, but also from the reality: There are personnel but "fewer people are willing to do".
According to Mr. Minh, right from the nursing position, his hospital system had a time when it was " Struggling" to meet the demand. "There were times when we had a long shortage of human resources in the nursing industry, and pressure was overwhelmed when the branches lacked both "manpower" and "shift quality". The personnel group chose public hospitals or beauty hospitals, the group thought that the income we provided was not commensurate. In the context of Vietnam currently having only about 1415 nurses/10,000 people, lower than many countries in the region, the common consequences are increased workload/shift, greater level of exhaustion, leading to a spiral of "lack of people" - "overloaded" - quitting work," Mr. Minh analyzed.
It is worth mentioning that according to Mr. Minh, the shortage of human resources in this group of occupations cannot be "compensated" with unskilled labor, nor is it easy to fill with short-term training.
Also facing difficulties like Mr. Minh, Ms. Nguyen Ngoc Anh - Director of TMT Software and Digital Transformation Services Company (Ba Dinh Ward, Hanoi) said that for the past 3 years, her company has been "thirsty" for technology human resources every year.
In particular, the need for digital transformation has heated up the market in the positions of software engineer, data, AI, cybersecurity, and digital infrastructure operator. I imagine that we are not training human resources in this industry to meet market demand. In particular, the bottleneck is that "high-tech human resources" not only need programming skills, but also the ability to think systematically, security, operate products and understand industry problems," said Ms. Ngoc Anh.
" Recognizing" the industries that are thirsty for human resources, Mr. Vu Quang Thanh - Deputy Director of Hanoi Employment Service Center said that in addition to the two outstanding groups above, many localities/enterprises still lack human resources in the electrical engineering - high-level automation, industrial equipment maintenance techniques, logistics for warehousing operation - supply chain, industrial welders/electrical processes that meet standards. In particular, positions working in special conditions (on-duty, on shift, away from home) are even more difficult to recruit people, even though the salary can be up to tens of millions of VND/month. Therefore, these occupations often encounter "disorder": nominative salary increases but the total burden (time, health, career risks, promotion opportunities) makes the supply unsustainable.
Enterprises increase incentives to retain specialized human resources
Ms. Nguyen Thi Lan Huong - former Director of the Institute of Social Labor Science analyzed that in the context of the current labor market, with a special group of workers, salary increases are necessary but not enough. Enterprises often have to re-diseign the total benefits according to 4 classes.
Regarding salary - bonus, it will follow the market and the level of difficulty. Enterprises should build a competitive basic salary, avoiding the situation of "gaining and losing for a few million VND difference"; having a team allowance/harm/going back and forth to pay transparently according to the formula; holiday bonuses, quality KPI bonuses; contract signing or retention bonuses according to the 6'12'24 month mark, reducing the risk of "jumping jobs after training".
Regarding "won" benefits related to housing, health, and family. There should be public housing/residential support, especially for nurses, technicians, and workers working away from the center; expanded health insurance, periodic check-up packages, mental health care; support for families such as childcare allowances, child tuition allowances, sick leave/death allowances, etc.
Regarding the "committed" career and training roadmap, capacity map associated with a clear salary framework; funding of certificates (cyber security, cloud, data; or medical professional certificates), along with a reasonable commitment to work to avoid leaving after training; salary learning policy and cooperation with vocational schools/univesities: businesses order skills, receive early internships, recruit before graduation.
Regarding working conditions to reduce "invisible costs" of the profession, businesses prioritize arranging and reducing administrative work by technology/process, arranging compensatory leave in accordance with the law, increasing occupational safety; creating flexible conditions for remote working time, building an effective assessment culture.
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