Decision No. 39/2008/QD-BCT Approving the Human Resources Training Program for the Textile and Garment Industry in Vietnam until 2015, with a vision to 2020

Pursuant to …;

Approving the Training Program for Human Resources in the Textile-Garment Industry of Vietnam until 2015, with a Vision to 2020

Vietnam until 2015, with a Vision to 2020

THE MINISTER OF INDUSTRY AND TRADE

Pursuant to Decree No. 189/2007/ND-CP dated December 27, 2007, issued by the Government, detailing the functions, tasks, powers, and organizational structure of the Ministry of Industry and Trade;

Pursuant to Decision No. 36/2008/QĐ-TTg dated March 10, 2008 of the Prime Minister approving the Strategy for the Development of the Textile-Garment Industry of Vietnam until 2015, with a Vision to 2020;

Considering the proposal of the Director of the Department of Personnel Organization,

DECISION:

Article 1. Approving the Training Program for Human Resources in the Textile-Garment Industry of Vietnam until 2015, with a Vision to 2020, with the main contents as follows:

I. Views on the Development of Human Resources in the Textile-Garment Industry until 2020

1. Increasing the quantity and quality of the labor force is a sustainable and long-term solution for the development of the Textile-Garment Industry, where training plays a particularly important role to adapt to globalization, the shift of textile-garment production from developed countries to developing countries, including Vietnam.

2. The development of human resources in the textile-garment industry must take into account factors such as regional and international integration; the needs for national development and enterprises; the goal of attracting foreign investment and the strategy for restructuring and relocating the industrial sector of Vietnam.

3. The development of the Textile-Garment Industry should first focus on improving the quality of management cadres, technical staff, and skilled workers. Regularly organizing advanced training and updating knowledge, training and enhancing management cadres at high levels, sales staff, and technical staff through short-term courses closely linked to job requirements. Building a cadre of young successor managers who have been trained fundamentally to meet the requirements of integration.

4. The development of human resources in the textile-garment industry must ensure sufficient numbers of workers and technicians to meet the overall development needs of the industry. Emphasizing the cultivation of skills, industrial work habits, and labor discipline.

5. Modernizing and strengthening the capacity of specialized training institutions to meet the requirements of serving the development of human resources. Reforming management mechanisms, training programs, content, forms, and teaching methods; promoting international cooperation in training.

6. Developing human resources in the textile-garment industry is the shared responsibility of the industry, enterprises, training institutions, and workers themselves. Promoting training according to social demand, strengthening the connection between training and employment, linking training with actual production and technology. At the same time, enterprises using labor have the responsibility to support and invest in training institutions, contributing to improving the quality of human resource training.

7. Improving policies and living and working conditions for workers. Creating a learning environment and learning culture throughout the Textile-Garment Industry.

II. Objectives

1. Building a cadre of management and operational personnel of high quality to meet the requirements of integration.

2. Ensuring that 70% of the textile-garment workforce has received formal training, of which 20% of technical workers have specialized skills and proficiency, meeting the labor demands of textile-garment enterprises.

Table 1. Demand for new textile-garment worker training during the period 2008 - 2020

Unit: person

Table 2. Demand for training, enhancement, and knowledge update for textile-garment workers during the period 2008 - 2020

                                                                                                                                                       Unit: person

III. Orientation of the Training Program

Training human resources for the Textile-Garment Industry during the period 2008 - 2010 and subsequent years for two groups of subjects:

- New training of textile-garment workers during the period 2008 - 2020, including training human resources for new projects and supplementary training to replace retiring or naturally leaving workers (4% of current workers).

- Training, enhancement, and knowledge update for incumbent management, technical, and professional staff.

Chapter I sets out the training program for human resources in the Textile and Garment Industry to be designed to meet the requirements regarding quantity, quality, levels of expertise, and target groups.

1. Training Program for Senior Management Personnel

- Target group: personnel currently managing at the industry level and associations.

- Training content: knowledge on economics and international economics; legal knowledge and technological trends in the industry; management skills, analysis, and forecasting.

- Training format: short-term, updating knowledge and specialized information.

2. Training Program for Business Leaders

- Target group: business leaders including general managers/directors, deputy general managers/deputy directors, and equivalents.

- Training content: Financial Management, Marketing Management, Human Resource Management, Business Strategy, Production and Planning Management, Establishing Business Performance Indicators and Analysis, Economic Law... For technical staff, update new knowledge on science and technology and management through courses on Spinning Plant Management, Weaving Plant Management, Dyeing Plant Management, Garment Plant Management, Spinning Technology, Weaving Technology, Dyeing Technology, Garment Technology and Fashion Design, Environmental Protection and Clean Production, Social Responsibility, etc.

- Training format: short-term, modular training, modern training methods, combined with domestic and foreign universities and research institutes.

3. Training Program for Potential Staff

- Target group: selected from young personnel with economic and technical management capabilities at units, under 30 years old, having worked for 2-3 years or university graduates with good grades, committed to long-term employment in the Textile and Garment Industry. These individuals will serve as high-quality human resource providers for the Textile and Garment Industry and supplement teaching staff for institutions within the Textile and Garment Industry.

- Training content: advanced and specialized training on textile equipment technology, weaving, dyeing, garment making, business management, design,...

- Training format: long-term concentrated training at domestic and foreign specialized universities.

4. Training Program for Managers in Units within Enterprises

- Target group: heads and deputies of departments, workshops, etc., of enterprises or units within the industry.

- Training content: Organization and management of spinning-weaving-dyeing-garment plants, production technology of spinning-weaving-dyeing-garment raw materials, environmental protection and clean production, social responsibility,...

- Training format: short-term training. Each course lasts 2-3 days, each class has 20-25 participants.

5. Training and Capacity Building Program for Technical and Professional Staff

This force is newly trained to supplement development expansion projects and replace retiring personnel annually. It includes two blocks: engineering and economics.

The demand for development and replacement until 2010 is 8,000 people allocated to specific industries as follows: spinning technology: 740 people; weaving technology: 530 people; dyeing technology: 470 people; garment design and technology: 3,950 people; mechanical, electrical-electronics: 2,310 people.

With the need to supplement teams of engineers for the spinning, weaving, dyeing, garment-making, and business management industries, the Textile and Garment Industry needs preferential policies and close cooperation with higher education institutions to attract students from the recruitment stage and career orientation. Provide a number of scholarships each year for these fields (spinning, weaving, dyeing, garment-making, fashion design).

6. Training Program for Skilled Workers

- Target group: secondary school graduates, high school graduates, new textile and garment workers.

- Training format: combining long-term and short-term training.

+ Long-term training: training time according to standard programs at vocational colleges and intermediate-level colleges for spinning, weaving, dyeing, and part of garment workers, meeting 70% of labor demands.

+ Short-term training: duration from 3 to 6 months based on specific job positions of investment projects. There is a close collaboration program between training institutions and enterprises for students to intern on production lines of enterprises. Encourage enterprises with sufficient facilities to train skilled workers directly at their enterprises (support policies for training costs: establish training funds at enterprises,...).

The demand for textile and garment workers from 2008 to 2010 is 270,000 people. Among them: spinning workers: 15,000 people; weaving workers: 17,000 people; dyeing workers: 6,000 people; garment workers: 220,000 people and other sectors: 12,000 people.

IV. Some Basic Solutions

1. On Training

a) Open classes to train economic and technical management personnel, legal personnel, specialized sales personnel in the textile and garment industry, technical personnel, and skilled workers for key spinning and dyeing projects.

b) Conduct courses on fabric design and analysis, production management skills, sales skills (including design, sample making, sales, knowledge about material standards, product standards, environmental and labor standards).

c) Collaborate with international organizations to send cadres and students to participate in management cadre training, legal cadre training, technical cadre training, sales cadre training, and high-skilled worker training at domestic and foreign training institutions.

d) Combine long-term training with short-term training, formal training with on-the-job training, domestic training with overseas training for cadres.

đ) Strengthen cooperation and collaboration between training institutions and production enterprises in training activities, especially practical training to adapt to the actual requirements of production units.

e) Maintain regular classes for college, intermediate-level, and vocational training through the professional school system of the Textile and Garment Industry and vocational training institutions nationwide to provide adequate human resources for the industry. Upgrade and supplement the infrastructure of Textile and Garment Industry training institutions in terms of experimental equipment, laboratories, libraries, teaching and practice equipment, expand and upgrade classrooms, and facilities serving the activities of existing training institutions.

g) Strengthening and expanding the specialized textile and garment training system, establishing a Textile and Fashion University based on the Hanoi Industrial College of Textiles and Fashion to create necessary conditions for the implementation of technical and management training courses specifically for the Textile and Garment industry.

2. On finance

The State will provide partial funding from the budget to research institutes and training institutions within the Textile and Garment industry to enhance infrastructure and organize research activities and human resource development for the Textile and Garment industry in accordance with the principles set forth in Decision No. 36/2008/QĐ-TTg dated March 10, 2008 of the Prime Minister and international commitments that Vietnam has undertaken.

The sources of funds for implementing this program include:

a) Direct state budget support, ODA loans, foreign organizations and individuals' aid (such as AOTS - Japan, GTZ - Federal Republic of Germany, BECA - U.S. National Council on Education and Culture), scholarships from associations and corporations.

b) From the support fund of the Vietnam Textile and Garment Group.

c) From enterprises.

d) Mobilizing social organization, community, and individual resources for vocational training development in the form of scholarship funds, scholarship programs, etc.

e) Tuition fees.

Article 2. Implementation

1. The Vietnam Textile and Garment Group shall take the lead and coordinate with organizations, associations, and units within the industry to implement the Human Resource Training Program for the Textile and Garment Industry until 2015, with a vision to 2020 as follows:

a) Establish a Steering Committee headed by the leadership of the Vietnam Textile and Garment Group to coordinate activities and advise the Ministry of Industry and Trade on planning, monitoring, and supervising the implementation of the Human Resource Training Program.

b) Direct relevant units to develop feasible projects: human resource training for the period 2008-2015, projects to strengthen the capacity of training for institutes and schools, and plans to implement specific projects in each phase.

c) Coordinate with units to develop training program content and organize its implementation for specific target groups.

2. The Vietnam Textile and Garment Group shall report to the Ministry of Finance to establish a financial mechanism to support the implementation of the Human Resource Training Program for the Textile and Garment Industry. For the funding allocated in 2007, the Vietnam Textile and Garment Group shall report to the Ministry of Finance to request approval from the Prime Minister.

3. The Department of Cadre and Civil Service Organization, the Department of Light Industry, the Department of Finance, the Legal Affairs Department, and the Planning Department shall, within their respective functions and responsibilities, cooperate with the Steering Committee and the Vietnam Textile and Garment Group to guide and organize the implementation of the Decision.

Article 3. This Decision shall take effect fifteen days after its publication in the Official Gazette.

Article 4. The Head of the Ministry's Office, Department Heads, Bureau Chiefs under the Ministry, Chairman of the Board of Directors, and General Director of the Vietnam Textile and Garment Group, and related organizations and individuals are responsible for enforcing this Decision./.