University autonomy in human resource management: An analysis of the state of public universities in the Mekong Delta Region, Vietnam

Abstract

This study delves into the intricacies of human resource management practices within public universities in the Mekong Delta region of Vietnam specifically focusing on autonomous institutions. We conducted a comprehensive survey across five public universities, engaging 245 managers, 414 lecturers and 156 experts leveraging the statistical analysis tool SPSS. In-depth interviews provided nuanced insights increasing our quantitative approach. Our multifaceted analysis of human resource management processes encompassed several critical dimensions: workforce planning, adjustments to professional titles, workforce quality assessment, training quality and the work environment. The findings underscore that workforce planning prioritized administrative positions yet faced formidable challenges and exhibited suboptimal success rates. Notably, the timely monitoring and adjustment of professional titles for public employees during job transitions were conspicuously absent. Furthermore, the actual workforce quality remained unassessed significantly impacting job assignments, training effectiveness and career progression. Subpar training and staff development quality influenced by prevailing social hierarchies hindered the efficient allocation of roles. Moreover, the work environment suffered from a deficit of openness and knowledge sharing adversely affecting faculty development. Our results illuminate the pressing need to fortify workforce planning strategies, enhance employee evaluation methods and elevate training approaches. Additionally, fostering friendly, open work environments aligned with the unique context of Vietnamese public universities emerges as a pivotal avenue for improvement.