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Scheme on attracting, restructuring and improving quality of labor resources in Binh Phuoc province in a period of 2021 - 2025, orientation to 2030 

 Friday, March 31,2023

AsemconnectVietnam - Difficulties in human resources, if not overcome, will become bottlenecks, hindering development of the province. Therefore, it is very necessary to develop a scheme to attract and transform labor structure to serve production and business activities in the province

Scheme on attracting, restructuring and improving quality of labor resources in Binh Phuoc province in a period of 2021 - 2025, orientation to 2030
I. Necessity and legal basis for project development
1. Need to develop a Scheme
In the period of 2021 - 2025, with available advantages and investment attraction policies, Binh Phuoc is receiving a huge wave of investment spreading from the Southeast region. The Resolution of the 11th Party Congress, term 2020 - 2025 has defined the development strategy as increasing the proportion of industry, planning new and expanding industrial parks, industrial clusters, infrastructure development, attract population to increase urbanization rate. To meet these goals, the preparation of human resources with sufficient quantity, quality and reasonable structure is the key work. However, the current situation of human resources in the province reveals many limitations and shortcomings; lacking in quantity, weak in quality; development goals have not been met.
Difficulties in human resources, if not overcome, will become bottlenecks, hindering development of the province. Therefore, it is very necessary to develop a scheme to attract and transform labor structure to serve production and business activities in the province.
2. Legal basis for project formulation
- Pursuant to Decision No. 1405/QD-BLDTBXH dated December 13, 2021 of the Ministry of Labor, War Invalids and Social Affairs, promulgating a program to support recovery and development of the labor market.
- Action Program No. 17-CTr/TU dated September 30, 2021 of the Provincial Party Committee on the implementation of the Resolution of the 13th National Party Congress and the Resolution of the Provincial Party Congress Binh Phuoc XI, term 2020 - 2025.
- Plan No. 13/KH-TU dated March 3, 2021 of the Provincial Party Committee on continuing to implement the Resolution of the 5th Central Conference, term XI, some issues on social policy for the period 2012-2020.
- Decision No. 1899/QD-UBND dated July 21, 2021 of the Provincial People's Committee approving the 5-year socio-economic development plan for 2021 - 2025 in Binh Phuoc province.
II. Actual situation of labor, attracting labor resources
1. Actual situation of domestic labor resources
- Labor supply in the national labor market is constantly developing in both quantity and quality1. However, the development of the labor force has not kept pace with the demand for human resources of the society, the labor shortage is occurring in many provinces and cities with developed industry, especially in the Southeast region, ministries and southern key economic regions.
- In terms of quality, Vietnam's human resources currently still have limitations: lack of skilled workers, high-level technical workers, the trend of population aging is increasingly present; The level of science and technology is still quite far away compared to the leading countries in Asia, especially the gap between scientific research and technology and the development and application of science and technology in the region. Besides, Vietnam's national innovation system is still young and fragmented; Research and development activities in the business sector are few and lack effective connections with universities and research institutes.
2. Actual situation of labor resources in the province
a) General characteristics of labor resources in the province
The population of Binh Phuoc province in 2021 will reach 1,024,670 people. The province's labor force aged 15 and over reached 626,275 people (the rate of 61%). The number of laborers of working age participating in economic activities in the province is quite high (97.3%), about 609,740 people, the unemployment rate is below 3%, of which the number of employees working in other provinces is 32,750 people2. In addition, the province also has a migrant labor force, about 30% - 40% of the labor force is working in production and business establishments in the province (60,000 people).
The rate of trained workers will reach about 19.60% (in 2021), and is expected to increase to 21% (in 2022). The number of trained workers, mainly in the industrial, service and agricultural sectors is still very low.
Regarding labor structure: The rate of employees working in enterprises is quite low (27%), which proves that the province's laborers are mostly in the informal sector (without labor contracts, not participating in social insurance) with jobs. no sustainability.
The agricultural sector has more than 50% of the labor force involved, in which the main focus is the rubber and cashew industry, followed by the laborers who plant annual crops (rice, maize, cassava..), livestock ( Cows, pigs, poultry). Although the labor force is quite large, the labor force is still low qualified, labor productivity is lowest compared to other fields.
For the industry - construction sector accounts for about 30% of the total number of employees, most of which are in the processing industry, in which the majority are workers in the textile, garment, leather and footwear industries, characterized by unskilled labor, business Professionals self-trained after recruitment, guiding "hands-on work" to match and meet job requirements. Currently, most businesses only need to recruit, there is no need for training, with about 95% of them being unskilled workers. Thus, the objects of enterprises that are in short supply and scarce are mainly unqualified workers. In the past 3 years, the trend of shortage of technical workers has started to appear, but the number is not too large. However, the next 5-10 years, with the participation of big investors, requires the province to be proactive and ready trained human resources to supply the market.
For the service sector, accounting for 20% of the total number of employees, most of them are self-employed, transporting goods and doing business by themselves, the rate of employees working under labor contracts is quite low, about The remaining 16% are self-employed.
b) Labor restructuring in the period 2015 - 2020
Regarding labor structure, comparing between 2020 and 2015 there is a significant shift from agriculture (more than 10%) to industry (9%) and service (1%). Labor moves spontaneously, from rural areas, mainly freelance workers, with large leisure time, so they move to urban areas and big cities to find work. There is also labor bleeding here, the tendency of laborers to leave their hometown to work in other provinces is quite a lot. Therefore, the current situation of labor shortage and scarcity in the construction industry of the province is still common, which is a difficult problem for businesses and management agencies today.
Regarding the movement of labor from other provinces to Binh Phuoc: mainly working in the construction industry, with about 30-40% of the total number of employees (about 60,000 people), most of them are unskilled workers, not yet through training from the western provinces, Binh Duong province (some districts bordering Binh Phuoc). Although the province borders the Central Highlands, the number of migrant workers from this area is quite small. The attraction of migrant workers is currently facing many difficulties due to competition with many provinces in the same region with more advantages, at the same time the problem of housing, institutions, especially daycares and health facilities of the province has not been fully resolved.
For qualified workers, every year, about 6,500 students graduate from 12 years old and continue to study in colleges and universities, while the number of college students in the province is only about 300, the rest study outside the province. The province recorded a large number of students who did not return to the province to work, while the number of qualified workers returning to the province from other provinces was negligible. Although the province has issued a policy to attract human resources since 2011, the number of qualified human resources attracted by this policy is almost nonexistent. The province recognizes that there are a number of experts working in the province, but in the form of contracts with enterprises (own attraction policy of enterprises, or experts are sent from the parent company).
3. Actual situation of labor attraction work
Regarding the labor attraction mechanism and policy of the province: in the past time, the province has not issued a mechanism and policy to attract labor to serve the production and business of enterprises, the work of attracting workers, deployed and implemented through information, communication, and linkage activities of employment service centers of provinces and cities across the country through job portals, posting job vacancies of enterprises via website:
For labor resources in the province: from 2017 to 2021 (05 years), the Employment Service Center held 35 sessions with 326 participating businesses, advising about 20%-30% of people in the labor force in working age, but the number of people who have jobs through the center is only 5%-6% of the total number of consultants, the number of exported workers is insignificant. The annual job creation targets of the localities have all been met and exceeded according to the plan, but this data is not close to reality. In general, the role of support and connection between businesses and employees of relevant state management agencies is still weak, mainly through local radio and television (Data in Appendix 2).
For labor sources outside the province: The province has no mechanisms and policies to attract workers from outside the province, and the coordination in labor recruitment between enterprises and state management agencies is still limited. In fact, workers themselves go to businesses to look for jobs or businesses self-announce jobs or coordinate with Employment Service Centers to announce jobs and go to localities to announce recruitment. The recruitment and employment of labor mainly self-operates according to the market mechanism.
4. Actual situation of database management on employment and employment
Sources of data on labor and employment are aggregated and statistical in two forms:
Firstly, through reports: Quarterly and annually from the village level, commune, ward, township, enterprises, socio-political organizations...
Second, through surveys and statistics: Through the annual labor market survey, information is collected. From 2012 up to now, the funding for the survey of labor supply and demand has only come from the central source, which is not enough to review the entire number of households, but only focuses on households with labor fluctuations. Due to the lack of funds, the data entry on the software system is also incomplete, the data is mainly based on the reporting channel from the grassroots.
5. Actual situation of housing for workers, cultural institutions serving employees
Housing for workers, preschools and cultural institutions serving workers have not been invested in sync with economic development, and have become a major bottleneck in attracting labor.
Through the survey results, data collection from 02 independent social housing projects shows that a total of 435 individuals and households have benefited from social housing policies in 02 social housing projects. In which, 220 subjects (accounting for 50.57%) are workers, laborers working in industrial zones, the rest are beneficiaries of other social housing policies as prescribed; too little compared to actual needs (the need for social housing in the province in the period of 2021 - 2025 is 98,818 people). Currently, workers mainly live in spontaneous boarding houses of people, some areas have not yet ensured living conditions.
Preschools in industrial zones: public preschools only meet 55% of the demand, the remaining 45% must rely on private preschool education institutions. The number of new kindergartens only meets about 40% of the child care needs of current workers. Regarding the quality of child care: with children under 36 months of age, most of them are sent to family groups to facilitate work3. However, the groups of unlicensed children, the majority of babysitters have low professional qualifications and lack of skills to handle situations that occur in the process of care and education, leading to potential risks to childcare.
Cultural institutions serving the needs of entertainment and recreation are still very weak and lacking, and have not yet created an attraction for workers.
6. Overall rating
In the period of 2015 - 2021, the province's human resources have changed, gradually approaching the labor needs of the province and outside the province. The number of employees aged 15 and over increased from 566,653 people (2015) to 626,275 people (2021), the percentage of trained workers increased from 12.77% (2015) to 19.60% (2021). However, these changes have completely taken place according to the market mechanism, without the impact of policies and mechanisms, the role of labor supply-demand connection of state management agencies is still fuzzy. Therefore, the problem of attracting - supplying human resources to meet the needs of intra-provincial activities still has many shortcomings and limitations:
Firstly, in terms of quantity, the increase in the number of laborers in the province is not enough to meet the needs of enterprises, while the number of laborers attracted from outside the province is decreasing due to fierce competition between provinces with industrial development. This problem leads to a shortage of tens of thousands of workers per year in FDI enterprises that has occurred a few years ago and has not yet been resolved current industry.
Secondly, about the quality of human resources: although the percentage of trained workers has increased, about 90% of the trained workers are primary trained, mainly with driving certificates. The province has no universities and 02 colleges with negligible training capacity at intermediate and college levels (about 1,200 intermediate students, 300 college students per year). In addition, the situation of students in the province going to study in other provinces, after graduation, they do not return to the province to work, so qualified resources are flowing to other provinces, thus the shortage of technical workers for factories and enterprises is now common, and the trend will be even more scarce with the investment opportunities that Binh Phuoc is accepting today.
Third, in terms of labor structure, although there has been a shift of labor from agriculture to industry and services, the number of shifts is still modest compared to existing resources and the needs of other industries. Labor in agriculture still accounts for about 50%, but the added value of the agricultural sector is only about 31%, which is a waste of resources while the province's human resources are still very lacking.
Labor in the informal sector is still quite large, about 60%4 with unstable income and burden on social security for the province.
Fourthly, in terms of job quality: although the employment rate is quite high (over 97%), most jobs are simple jobs, requiring limited technical qualifications, the number of employees is still limited. with intermediate level or higher about 10%.
Fifth, about labor attraction channels in the province: in the form of recruitment information through the grassroots radio system in combination with the organization of job sessions, with the participation of businesses directly in the village for recruitment information. Businesses also actively distribute leaflets in residential areas. The results show that the recruitment of labor is mainly through direct channels, employees directly contact the enterprise to find a job or through the introduction of former employees who have worked at the enterprise. The number of people coming to register with the Employment Service Center of the province is not significant (about 5% of the number of consultants).
The attraction of labor in the province is also assigned through the channel of job creation for the districts, which is one of the socio-economic development indicators. The results recorded that each year, creating jobs for more than 30,000 employees, but this result does not reflect reality, it is still a formality. The involvement of the Party committees and grassroots levels in creating jobs for local people is still not drastic in some places, and they think that this is the job of the labor sector.
Sixth, about labor market information forecasting: input data is mainly through the establishment's reporting channel and from the survey results of the statistical agency, although there is labor supply and demand software but the extracted data is for reference only due to incomplete updating of input data at the facilities. In some cases, there is not enough analysis and forecasting data.
Seventh, social housing, preschools and cultural institutions serving workers are still very weak and lacking, not enough to attract workers, especially for the labor force outside the province.
Eighth, in terms of management: Department of Labor - Invalids and Social Affairs is a specialized agency advising the Provincial People's Committee to implement tasks on labor and employment; District People's Committee is the implementing agency. The inspection - supervision in this field is still limited, mainly based on one-way reports from the locality. The activeness and decisiveness of the advisory body is still limited. The provincial employment service center is still passive, the activities are organized according to the assigned targets, there is no breakthrough to associate with actual needs. Through the assessment of the provincial competitiveness index, the labor training component index in 2020 decreased by 10 places compared to 2019.
Reason for existence:
Binh Phuoc is located in the region of the most vibrant developed provinces in the South with a great attraction in attracting labor (income, working environment, education, entertainment, entertainment…) Binh Phuoc's development is still limited, so it faces many difficulties in competing with other provinces to attract labor.
With the competition to attract labor, private enterprises in the field of labor introduction have entered the market with income support policies for the referrer, while the Employment Service Center of The province does not have a mechanism to collect this service fee. Therefore, it is very difficult to attract and recruit through the central channel of the province. On the other hand, enterprises in Binh Phuoc have not been able to use the labor referral service of private enterprises due to the high fees and risks when using the form of labor subleasing or working for a limited time (not including labor recruitment) must recruit indefinitely as the Center of the province recommends).
The province has not yet created many high-quality and productive jobs. With the current situation, most of the enterprises in Binh Phuoc are labor-intensive enterprises, the level of use of technical labor is quite small, so they have not created the motivation to increase the supply of qualified labor, thereby improving the quality of human resources (over 95% of the need to recruit unskilled workers, training in the form of self-training at enterprises).
Funds allocated for survey and data collection of labor supply and demand have not been prioritized for implementation, mainly depending on central allocations. For local resources depending on the districts, some districts include in the estimate, some do not because of insufficient resources.
The advisory work has not had many innovations and breakthroughs, within the framework of the systematic implementation of the work, but has not been studied, associated with the practical needs of the locality to issue specific policies and mechanisms. Labor and employment have not received adequate attention from Party committees and authorities at all levels. The participation of mass organizations in propaganda and mobilization has not recorded good results. The network of labor and employment at the grassroots level has not been paid much attention, at the commune level, there are part-time officials, at the village level, there are mainly elderly people who are not trained, not equipped with machinery and equipment for statistical reporting activities.
7. Lessons learned
a) Lessons learned from other localities
Through studying the situation of labor attraction in some provinces and cities such as Binh Duong, Dong Nai, Vung Tau, Long An, Ho Chi Minh City... these provinces and cities have not yet issued specific plans to attract workers, labor resources, workers come to these localities to work mainly because of the good salary and welfare conditions that businesses set, convenient transportation infrastructure, and many cultural institutions to meet the needs of the people, activities for employees and their children. However, in the promotion, communication and connection, the provinces have investments. Ho Chi Minh City has a Center for forecasting human demand and labor market information, Binh Duong has invested in a complete online trading floor system ready to connect with other provinces at any time. The provinces have also organized to welcome workers, mobilize businesses to support housing costs or arrange accommodation, increase benefits and benefits and widely communicate on the mass media, thereby create a good effect that attracts the attention of workers everywhere.
In Bac Giang province, the province has established a steering committee for vocational education and job creation at provincial and district levels; approve the employment service pricing plan (provincial employment service centers charge 200,000 VND - 500,000 VND/employee paid by enterprises), arrange funding for investigation and collection of labor market information from 1 billion to 2 billion/year; attract socialization to build social housing areas to meet workers' needs; the average income of employees is from 8 million to 10 million/month. After the Covid-19 pandemic in 2021, Bac Giang recorded an increase of about 4,000 workers compared to before the pandemic.
b) Lessons learned from Binh Phuoc province
Firstly, it is necessary to identify the work of attracting labor, thereby creating jobs for workers is the central task, it is necessary to create a change in the perception that job creation does not only solve social security problems. but also to create resources, is an important criterion in economic development. Therefore, it is necessary for the active and enthusiastic participation of the whole political system, in which to improve the leadership role of the Party committee, the forecasting and advisory capacity of the government along with propaganda and advocacy of the Party, organizations and associations.
Secondly, it is necessary to be creative and breakthrough in advising on mechanisms and policies to attract and restructure labor in the context of facing the problem of labor scarcity and the competition of other localities.
Third, there must be a strategy in the work of attracting and restructuring labor, prioritizing investment in both funding and people, evaluating, summarizing and regularly improving to improve work efficiency. .
Fourth, it is necessary to mobilize the active participation of enterprises in raising income levels, building a good working environment and other supporting policies to ensure competitiveness to attract and transfer workers.
III. Background, trends and impacts
The world is entering a new development phase with many growth drivers such as the industrial revolution 4.0 that improves productivity and production capacity, promotes economic growth through resource optimization, increase capital investment in infrastructure and technology development. This trend will greatly affect labor demand while the job structure and requirements for skills and qualifications will change rapidly. In this general development trend, the labor market of the province faces many opportunities but also many challenges.
Regarding opportunities: the content on labor market development, market recovery after the covid pandemic is being focused on by the Government to direct the development of mechanisms, policies and implementation; many support packages and legal corridors have been drafted to solve jobs, develop market institutions of the labor market; Human resource development has been identified by the province as one of the three strategic breakthroughs in the 2021-2025 period, so the issue of attracting resources has received the attention and direction of the Party committee and government, creating all favorable conditions to enhance operational efficiency in this field. In addition, the labor market is undergoing a shift and rearrangement after the strong impact of the covid pandemic in 2021, bringing many opportunities for the province to attract workers from tens of thousands of workers or more, home from big cities. Binh Phuoc is in the golden population period, the labor supply in the province still has room with about 50% of the labor force in the agricultural industry, which can be transferred to other industries.
About challenges: with the trend of investment spillover from key southern provinces and cities along with the province's investment attraction policy, Binh Phuoc has many opportunities to receive the investment wave from big investors. , prestige and the issue of needing to prepare human resources corresponding to investment needs is a huge challenge. Binh Phuoc is located in the southern key economic area, where there is always a shortage of labor, so the competitive pressure to recruit workers is great. In the policy of attracting investment, if it cannot attract businesses capable of creating many high-quality and productive jobs, it is difficult to transform the province's labor structure towards modernity.
Through the survey of labor recruitment needs of enterprises in the period of 2022-2025, about 160,000 workers are needed, of which 25,000 are qualified workers (about 700 people at university, about 7,000 people at colleges and universities, and the rest about 7,000 people, primary, untrained 135,000 people. Assessing the supply capacity, the province can only supply about 84,000 people from natural population growth and labor mobility, so the shortage needs to attract labor sources outside the province. In the context of the labor supply is scarce, the province's higher education and professions are still limited, the socio-economic conditions are not competitive enough with other provinces in the same region, the province's resources are still limited. With many difficulties, the attraction of labor to meet the development requirements of the province has to face many difficulties and challenges.
IV. Viewpoints, goals and implementation solutions
1. Viewpoints
Attracting, restructuring and improving the quality of the labor force must be comprehensive and sustainable in the direction of modernity and efficiency, suitable to the characteristics of the province, as a basis and driving force for socio-economic development. . Ensure to build a quality workforce associated with employers, pay attention to security for long-term stability and development.
2. Objectives
a) Overall objectives
To attract and restructure labor force in sufficient quantity and quality to meet the requirements of socio-economic development tasks of the province. Strengthen the development of labor resources through training with vocational skills, especially workers with degrees, certificates, and high skills; contribute to improving labor productivity, enhancing the competitiveness of the province.
b) Specific objectives
* Period of 2021 - 2025
- The proportion of employment in the agricultural sector to total employment by 2025 is less than 40%.
- At least 40% of students graduate from lower secondary school, and at least 45% of students who graduate from high school continue to study at vocational education institutions.
- The rate of trained workers with degrees and certificates by 2025 will reach 30%. The training scale of vocational education institutions reaches 20,000 people/year, of which 20% have intermediate level or higher.
- Attract at least 01 university branch with training scale from 1,000 students/year.
- The proportion of workers in the age group participating in social insurance reaches 45%.
- 40% of employees are offered job counseling by the system of Job Service Centers.
- Striving to attract over 10,000 laborers from outside the province/year.
- To build about 50 preschool education institutions with the scale of 14,200 children.
* Period 2026 - 2030
- The proportion of employment in the agricultural sector to total employment by 2030 is less than 30%.
- The rate of trained workers with degrees and certificates by 2030 will be more than 35%. Training scale of vocational education institutions reaches 22,000-25,000 people/year, of which 20% have intermediate level or higher.
- The proportion of workers in the age group participating in social insurance will reach 60% by 2030.
- By 2030, 45% of employees will be offered job counseling by the system of Employment Service Centers.
- To build about 59 preschool education institutions with the scale of 16,300 children.
- For Higher Education: Striving to 2030, will continue to establish another branch of the university with the scale of over 1,000 students.
3. Tasks and solutions
a) Concentrating resources, building institutions to serve employees
Develop reasonable preferential policies, strengthen administrative reform, provide legal support, create favorable conditions to attract investors in social housing, preschool educational institutions and cultural institutions. Other societies that cater to workers.
- Regarding social housing: focus resources on completing the goals under the social housing project of the province, giving priority to housing for workers and low-income workers. For existing hostels: review and check to ensure that the living quarters meet the prescribed standards. In places that do not meet the standards, it is required to suspend business to improve and ensure a living environment for employees. .
- Regarding preschools in industrial zones: Review and supplement the planning of land fund for the development of educational institutions, ensure financial resources (budget, sources from target programs, social resources) chemical) investment; review and supplement the number of managers, teachers, and employees according to the employment position framework and the norm for the number of people working in preschool education institutions, ensuring sufficient quantity and meeting standards in terms of quality and qualifications
For existing kindergartens: organize the review, assessment and handling of unlicensed kindergartens; support training and capacity building for babysitters.
- Regarding working conditions, working environment, regimes and policies of employees: linking, enhancing the role of enterprises, encouraging enterprises to increase resources to invest in ensuring conditions and environment at work, safe, clean and beautiful workplace; improve the guarantee regimes and policies from the level corresponding to the provinces in the region or higher.
b) Increasing the attraction of qualified laborers from outside the province to work and live in the province
- Review and identify a strategic labor market to attract workers, promote connection activities, and sign cooperation agreements between Binh Phuoc province and target provinces. Develop specific work plans and programs in each locality, ensuring that the implementation is focused and targeted.
- Promoting communication activities, advertising, promoting job introduction in many forms.
- Consolidate and rearrange both human resources and physical and technical infrastructure in order to improve the capacity of the Provincial Employment Service Center, and at the same time increase investment attraction for businesses operating in the province in the field of job placement.
- Review, amend and supplement policies on attracting human resources, in order to attract the most qualified human resources, especially in the fields of information technology, health care and education; at the same time have policies to attract the force of students after graduating from colleges and universities to return to the province to work.
c) Promote the transformation of labor structure in the province
- Promote streamlining in association with career counseling and guidance, improve the training capacity of vocational education institutions in the province in order to supplement the skilled labor force for the labor market in the province.
- Continue to review and coordinate resources of the province and central programs in training and re-training for employees in small and medium enterprises and rural workers; increase the application of science and technology, biotechnology in agriculture, increase labor productivity; encouraging the establishment of small and medium-sized enterprises in agriculture, the establishment of industrial clusters, attracting new investment enterprises or setting up branches in rural areas (bringing industry to the countryside) while creating favorable conditions for economic transformation, agricultural workers to industry, while reducing pressure on social security for urban areas and industrial zones.
d) Strengthening the capacity and quality of training human resources to meet the recruitment and employment needs of enterprises and investors.
- Develop and promulgate the operating mechanism of public vocational education institutions, move towards an autonomous mechanism, the state orders basic and essential service packages, vocational education institutions, centers for vocational education and training, employment services are allowed to collect service fees for public services not using the state budget on the basis of norms approved by competent authorities.
- Restructuring and rearranging public vocational education institutions, promoting investment attraction, socializing non-public training institutions (vocational education and higher education) in order to strengthen the capacity training capacity, competitive enough to attract input students (both within the province and outside the province), promote the form of training orders, cooperation in fostering, retraining ... to improve vocational skills for workers motion.
e) Improve job quality, promote socialization and mobilize resources for attracting, restructuring and improving the quality of labor resources.
- Review, amend and supplement policies on investment attraction, step up promotion activities, and attract businesses that create jobs with good quality, good income, and low labor intensity. Priority is given to investment attraction in projects using skilled workers, investment projects with modern technology, committed to technology transfer, actively participating in vocational education and training activities, and development of labor resources of the province.
- Strengthening support for the development of safety nets and insurance, ensuring the lives of workers: increasing access to social insurance, health insurance and unemployment insurance services for employees; promote the role and activities of trade unions and professional associations to develop members and improve the effectiveness of the protection of workers' rights; establish a legal consulting channel for employees to consult when needed.
- Promote attraction and diversification of investment capital from the state budget and non-budgetary sources to attract, restructure and improve the quality of the province's labor force; promote the form of work and study of employees in enterprises. Attach the responsibility of the enterprise to the organization of training and retraining for the employees recruited to work at the enterprise. Encourage enterprises to invest resources to build facilities, purchase training equipment, develop training programs, foster teachers and managers, and participate in vocational education activities. .
- Strengthening training linkages or implementing cooperation programs with qualified vocational schools and organizations with legal status at home and abroad to contribute to improving the quality of human resource training of the province.
g) Improve the effectiveness and efficiency of the state management of attracting, restructuring and improving the quality of labor resources.
- Actively, innovate the method of organizing activities, upholding the responsibility and role of the leader in economic development in association with job creation and job creation in the locality.
- Reviewing and guiding unifying processes and methods for collecting, updating, storing and synthesizing data on the labor market. Prepare physical facilities and technical infrastructure to connect and digitize the supply and demand information system nationwide. Ensure funding, arrange human resources to update input data, ensure reliable, complete and timely data sources.
- Completing and upgrading the labor - employment portal to ensure timely provision of information to people and businesses. There are promotion programs or plans to attract laborers from other localities to live and work in the province.
- Strengthen inspection and supervision of the implementation of regulations on state management at grassroots level; have sanctions to handle violations of labor laws.
V. Implementation cost
- State budget sources shall comply with budget management decentralization; integrated with professional funding sources arranged in the annual delivery estimates of the units assigned tasks.
- Sources of socialization from businesses, individuals and organizations.
- Other lawful sources of income (if any).
VI. Implementation organization
1. Department of Labor - Invalids and Social Affairs
- Advising on the establishment of Working Groups to directly direct and administer solutions to implement the project.
- Advising on formulating policies on organization of labor attraction activities, submitting to competent authorities for approval the autonomous operation mechanism of the Provincial Employment Service Center according to regulations.
- Presiding over the implementation of solutions for career counseling, communication, advertising, and job placement promotion; improve vocational training capacity and the effectiveness of state management in the field of labor and employment.
- Guide, inspect, supervise, organize preliminary and final reviews of the project implementation.
2. Department of Education and Training
- Advising on the effective implementation of the flow distribution. Implement effectively the Project on development of the non-public education system in the form of educational socialization in Binh Phuoc province in the period of 2021 - 2025.
- Advise competent authorities to issue plans to build preschools in industrial zones.
3. Department of Construction: Cooperate in reviewing and evaluating the implementation results of housing for employees belonging to the target groups according to the provisions of the Law on Housing.
4. Economic Zone Management Board:
- Inspect and urge the implementation of legal provisions on policies for employees, occupational safety, occupational hygiene and improvement of the working environment in the industrial park.
- Coordinate with the Provincial Labor Confederation to speed up the construction of trade union institutions in industrial parks and economic zones.
- Propagating and mobilizing enterprises to regularly improve and enhance employee welfare regimes and policies; support resources to build cultural and social institutions in order to gradually improve the living standards of workers.
5. Department of Planning and Investment: Review and propose additional adjustments to investment attraction policies, aiming to attract industries with high labor productivity, creating demand for quality labor.
6. Department of Information and Communications: Support to integrate and connect the Provincial Labor and Employment Portal to the Provincial Portal to strengthen the connection of employment and recruitment information to employees throughout the province and across the country. Support training in technical infrastructure, digitization, information security, digital transformation in the field of labor and employment of the province. Orientation of propaganda to raise awareness of all levels, sectors, enterprises and people about labor and employment.
7. Department of Culture, Sports and Tourism: Coordinate with the Provincial Labor Confederation to advise and propose to build trade union institutions, amusement parks to serve workers in industrial parks.
8. Department of Finance: Based on the ability to balance the budget, advise the Provincial People's Committee to allocate funds under their management according to budget management decentralization, appraise and finalize according to regulations. .
9. Provincial Labor Confederation:
- To assume the prime responsibility for, and coordinate with the Provincial Economic Zone Management Board, the Department of Construction, the Department of Education and Training, the Department of Culture, Sports and Tourism, and localities to advise and propose the construction of trade union institutions, amusement parks in industrial parks are synchronized with the social housing project, the plan to build a preschool in the industrial park.
- To assume the prime responsibility for propagating and guiding trade unions at all levels to coordinate and participate with employers in well implementing grassroots democracy regulations; improve negotiation and dialogue skills for grassroots trade union officials; establish a legal consulting channel for employees, contributing to building a harmonious, stable and progressive labor in the enterprise.
10. Proposing the Provincial Vietnam Fatherland Front Committee, the Provincial Cooperative Union, the Provincial Women's Union; Provincial Farmers' Associations, Provincial Youth Unions, according to their functions and tasks, coordinate to participate:
- Propagating and disseminating the guidelines and guidelines of the Party, policies on development and attracting human resources for production to member organizations.
- Mobilize grassroots officials to join the network of grassroots collaborators, grasp the actual employment status in the area to advise, introduce and create suitable jobs for people.
- Monitor, manage and promptly support member organizations when participating in the labor market, participating in training and improving their qualifications and skills.
11. People's Committees of districts, towns and cities:
- Directing affiliated specialized departments and divisions; People's Committees of communes, wards and townships develop plans to implement the Scheme. Actively allocate budget and human resources to ensure the implementation of the Scheme, periodically report the implementation results to the Department of Labor, War Invalids and Social Affairs to summarize and report to the province.
- Organize inspection, review and re-planning of hostels and daycare centers in the area, propose solutions to places that do not meet the standards./.

Source: Vitic/

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