Human Resource Training Research Articles

Teaching and training of human resources for genetics and genomics in Brazil.

This manuscript reviewed the state of the art about the teaching and training of human resources for genetics and genomics in Brazil. We presented the national scenario of teaching genetics in medical undergraduate and other health courses. We discussed the training of medical geneticists through medical residency and addressed the training in genetics of physicians from specialties other than genetics. We examined the training of health professionals specializing in genetics through lato sensu and stricto sensu postgraduate programs and presented the proposals for multi-professional residency in genetic counseling and genetics and genomics that are currently the subject of discussion in the country. Finally, we highlighted the importance of training primary health care professionals concerning genetics and genomics for the effective establishment of a line of care for individuals with genetic disorders in the Brazilian Unified Health System. Therefore, we provided a thorough overview of how genetics is (or is not) incorporated into professional training in a comprehensive public healthcare system such as the Brazilian.

Human Resource Management Practices and Academics’ Performance

The aim of this study was to investigate the effect of human resource management practices on the job satisfaction of academics in higher education institutions. Furthermore, there were 129 academics from several higher education institutions in West Java involved as participants in this study. The research instrument consisted of 30 items to assess human resource management practices and three items to assess job satisfaction. Additionally, SPSS 29.0 was used for data analysis. Based on the results of this study, there was a significant and positive association between job satisfaction and human resource management practices, including recruitment, selection, training and development, performance appraisal, rewards, recognition, and promotion prospects. The findings and statistical analysis of this study highlighted the effect of human resource management practices on the job satisfaction of academics in higher education institutions. In addition, it was expected that the novelty of this study would provide a significant contribution to human resource management practices and the current situation of job satisfaction in Indonesian higher education institutions, particularly in the public sector.

Peningkatan Pengelolaan Keuangan Melalui Pelatihan dan Pendampingan di Badan Usaha Milik Desa (BUMDes) Gampong Siem

The financial management of Badan Usaha Milik Desa (BUMDes) is a vital aspect of local economic development in Indonesia. The implementation of Kepmendesa No. 136 of 2022 is an issue that must be considered by BUMDes Gampong Siem for the preparation and management of financial reports. This community service is carried out through activities related to the preparation and reporting of finances in accordance with Kepmendesa No. 136 of 2022. Based on the assistance and training provided, it was concluded that BUMDes Gampong Siem has not yet prepared and reported finances in accordance with Kepmendesa No. 136 of 2022. Currently, BUMDes Gampong Siem, whose main businesses focus on cattle breeding and a savings and loan cooperative, still uses a traditional financial recording system, which objectively does not allow for detailed access to business management and conditions. There is a need for trained human resources to regularly oversee and prepare financial reports for BUMDes in Gampong Siem.

Peningkatan Kapasitas Bisnis Sampah Rumah Tangga Pada Kelompok Bank Sampah Tunas Sejahtera Kota Blitar

Since the establishment of the Sustainable Development Goals (SDGs) in 2015, sustainability issues in the economic and social sectors have gained significant attention. The Indonesian government is committed to restoring the national economy to a better state than before the pandemic by transitioning towards a green or circular economy. The circular economy aims to maximize the utility and added value of raw materials, components, and products to reduce waste. According to the 2022 data from the National Waste Management Information System (SIPSN), 34.29% (7.2 million tons) of the 21.1 million tons of national waste remain unmanaged. Collaborative efforts between central and regional governments continue to implement effective waste management policies based on circular economy principles. The methods employed in this program include training and mentoring in processing organic and inorganic waste into marketable products, information management training, business management enhancement, human resources training, and collaboration with other waste banks. The results indicate an increase in the production capacity of the Tunas Sejahtera Waste Bank from 300 kg to 1 ton per month. Training in management and marketing has also improved operational efficiency and expanded market reach, thereby increasing revenue and enhancing the circular economy's impact

BIM Adoption in MENA's Construction Industry: A Contractor's Perspective

This study delves into the multifaceted landscape of Building Information Modeling (BIM) adoption and implementation across the Middle East and North Africa (MENA) region's construction industry. Employing an online survey methodology, the research scrutinizes the varied profiles of contractors. Through regression analysis, the study investigates the impact of institutional pressures on the contractors’ BIM adoption, implementation, encountered barriers and challenges, expected benefits and outcomes, and related expertise and training. The analysis then extends to evaluate the interrelationships among such BIM variables. The key findings reveal significant influences of institutional pressures on BIM adoption and benefits as well as their expected benefits and outcomes but less impact on overcoming BIM barriers and challenges and enhancing expertise and training. The research highlights the limited role of BIM expertise and training in the adoption, implementation, and realization of its benefits and outcomes within the MENA construction sector. Furthermore, the study concludes that barriers, challenges, benefits, and outcomes don’t have a significant effect on BIM's adoption and implementation. The study also evaluates the primary benefits and outcomes of BIM alongside the main barriers and challenges encountered. Crucially, the research identifies and dissects the salient barriers to BIM deployment, such as awareness and expertise deficiency, financial and human resource constraints, training shortages, and resistance to change. This study not only provides a detailed snapshot of the BIM landscape but also lays the groundwork for addressing the persistent challenges and harnessing the full potential of BIM in revolutionizing construction methodologies in the MENA region. Doi: 10.28991/CEJ-2024-010-08-015 Full Text: PDF

Implementasi Reformasi Birokrasi Dalam Pengembangan Sumber Daya Manusia Aparatur Di Dinas Koperasi Usaha Kecil Menengah dan Perdagangan Kabupaten Dharmasraya

This research aims to find out how bureaucratic reform is implemented in developing human resources for the apparatus at the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service. Researchers conducted qualitative research using descriptive methods. The research was conducted at the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service. To select informants using purposive sampling. The data sources for this research are primary and secondary data, which were collected through interviews and documentation. However, triangulation of methods and sources is used to test the validity of the data. Data analysis consists of four stages: data collection, data reduction, data delivery and conclusions. The research results show that the implementation of bureaucratic reform in the development of human resources for the apparatus has gone well, although not optimally. employee skills are still lacking, thus explaining the importance of providing training to State Civil Servants who need it. The Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service has implemented bureaucratic reform in the aspect of human resource development. There are three indicators in human resource development according to Lijan Poltak Sinambela (2016), namely (1) Training and development of human resources such as training for civil servants (Laksa), career advancement training, (2) Compensation (3) Career development. Meanwhile, in the Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia Number 18 of 2021 concerning the Road Map for Bureaucratic Reform of the Ministry of State Apparatus Empowerment and Bureaucratic Reform for 2020-2024, there are seven indicators of success in developing human resources, namely (1) Planning employee needs (2 ) Employee recruitment (3) Employee development (4) Promotion, transfer and rotation of employees (5) Implementation of employee performance assessments (6) Enforcement of employee code of ethics (7) Developing a personnel information system. However, in implementing bureaucratic reform, the Dharmasraya Regency Cooperatives, Small and Medium Enterprises and Trade Service experienced obstacles, such as a lack of infrastructure, a lack of budget, and a lack of training provision for ASN. Efforts made by the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service are (1) Development through Training (2) Increasing human resource capacity in the region (3) Human resource training system

ĐÀO TẠO NGUỒN NHÂN LỰC XANH TRONG GIÁO DỤC NGHỀ NGHIỆP

This article investigates the necessary solutions to improve the quality of vocational training associated with social needs, especially green innovation in the goal of sustainable development. Methods of collecting documents, analyzing and synthesizing are applied throughout the article to deduce and find out solutions suitable to the conditions of vocational education in Vietnam. The results show that green training of human resources contributes to raising awareness of environmental protection, improving training quality, reducing labor waste and creating jobs for young people in appropriately trained occupations with business requirements. However, the participation of experts throughout the curriculum and practical support devices in business connection is needed to find practical value for the output. Keywords: Vocational education; output quality; interactivity; green innovation; capacity development.

The Effect of Islamic Selection, Training and Job Rotation on Employee Performance PT Rampai Berkah Bersama

Human Resources are required to organize and manage the Company. Companies have to improve the quality of human resources training, starting from selection, training and job rotation. This study aims to determine the effect of Islamic Selection, Training and Job rotation on Employee Performance of PT Rampai Berkah Bersama. This research uses descriptive quantitative by distributing questionnaires to 73 employees of PT Rampai Berkah Bersama, then analyzed using multiple regression analysis. The results showed that partially Islamic selection did not affect the performance of employees of PT Rampai Berkah Bersama, which was indicated by the calculated T value of 0.454>T table 0.230 or a p-value of 0.651>0.05. Training has a significant effect on the performance of employees of PT Rampai Berkah Bersama, which is indicated by the T value of 4.081>T table 0.230 or a p-value of 0.000<0.05. Work rotation has a significant effect on employee performance of PT Rampai Berkah Bersama, which is indicated by the T value of 5.478>T table 0.230 or a p-value of 0.000<0.05. Simultaneously all independent variables (Islamic Selection, Training and Job rotation) have a positive and significant effect on the performance of employees of PT Rampai Berkah Bersama. The results showed no influence between Islamic Selection on the performance of employees of PT Rampai Berkah Bersama, the company should optimize the selection process during interviews, and also be more thorough in the administrative process. Also increase employee training and rotation so that the performance of PT Rampai Berkah Bersama employees can increase.

Opportunities and Challenges in Hospital Financial Management Digitization Transformation: A Summary

The rapid development of information technology has created opportunities for the digitization of hospital financial management. This article examines the opportunities and challenges from the perspectives of technology, human resources, and data, and proposes implementation strategies.New technologies like big data and AI support the transformation but also present challenges such as integration and data security. In human resources, the influx of young employees and talent cultivation drive transformation, yet issues like the shortage of compound talents and integration of old and new staff persist. Improving data quality is crucial, but data fragmentation and privacy concerns need urgent attention.The article suggests strategies such as developing a clear transformation roadmap, enhancing human resource training, and improving data governance and security to guide the digitization of hospital financial management.

STRATEGIC PLAN FOR TRAINING AND DEVELOPMENT OF HUMAN RESOURCES IN ISLAMIC EDUCATION ORGANIZATIONS IN THE ERA OF INDUSTRY 4.0

This research investigates the Strategic Plan for Training and Development (RENSTRA DIKLAT) of human resources (HR) in Islamic education organizations amidst the Fourth Industrial Revolution. The primary aim of the study is to evaluate how RENSTRA DIKLAT contributes to HR development within these organizations and to identify effective practices and challenges encountered in this context. Employing a qualitative approach with a case study method, the research involved in-depth interviews, observations, and document analysis across several Islamic educational institutions implementing RENSTRA DIKLAT. The study found that comprehensive needs analysis, strategic planning, and regular evaluations are crucial practices for enhancing HR competencies and motivation. Institutions that successfully integrated technology into their training programs, developed leadership skills and emphasized Islamic values achieved notable improvements in HR development. However, challenges such as limited technological infrastructure in remote areas were identified, emphasizing the need for support from both government and private sectors. Recommendations for future research include examining the long-term impacts of RENSTRA DIKLAT on institutional performance, exploring strategies to address infrastructure and technology access issues in remote areas, and developing innovative training models that blend digital technology with traditional learning approaches. This research offers valuable insights into best practices for HR development in Islamic education organizations and provides a foundation for further investigation into overcoming existing challenges.

Developing a strategy for fisheries-based tourism potential on Jolosutro beach, Blitar Regency, East Java Province

The development of infrastructure in the form of the South Crossline provides positive impacts on the regions it passes through, including Blitar Regency in East Java Province. The South Crossline in Blitar Regency passes through several exotic beaches, one of which is Jolosutro Beach. Jolosutro Beach is already well-known as a religious tourist destination for Hindu devotees. During significant moments such as the Melasti Ceremony and the Tabur Kasanga Ceremony, this beach is crowded with Hindu devotees and domestic tourists, reaching up to 15,000 people. At other times, the beach is visited by around 500 visitors, and the number increases during holidays. To enhance the tourism appeal in the Jolosutro area, development is needed to integrate tourism activities through fisheries-based initiatives. This study utilizes the SWOT analysis method to identify several priority strategies that can be implemented to increase tourist visits and improve the income of the local community. The strategies for developing fisheries-based tourism potential in Jolosutro Beach, Blitar Regency, include: creating branding through the identification of cultural and fisheries tourism potential that reflects local wisdom values, establishing destination management governance, providing tourism human resources training, and providing funding support for fishermen and micro and small-scale businesses (CSR).

Smart e-waste management: a revolutionary incentive-driven IoT solution with LPWAN and edge-AI integration for environmental sustainability.

Managing e-waste involves collecting it, extracting valuable metals at low costs, and ensuring environmentally safe disposal. However, monitoring this process has become challenging due to e-waste expansion. With IoT technology like LoRa-LPWAN, pre-collection monitoring becomes more cost-effective. Our paper presents an e-waste collection and recovery system utilizing the LoRa-LPWAN standard, integrating intelligence at the edge and fog layers. The system incentivizes WEEE holders, encouraging participation in the innovative collection process. The city administration oversees this process using innovative trucks, GPS, LoRaWAN, RFID, and BLE technologies. Analysis of IoT performance factors and quantitative assessments (latency and collision probability on LoRa, Sigfox, and NB-IoT) demonstrate the effectiveness of our incentive-driven IoT solution, particularly with LoRa standard and Edge AI integration. Additionally, cost estimates show the advantage of LoRaWAN. Moreover, the proposed IoT-based e-waste management solution promises cost savings, stakeholder trust, and long-term effectiveness through streamlined processes and human resource training. Integration with government databases involves data standardization, API development, security measures, and functionality testing for efficient management.

Persepsi Pengrajin dalam Pengelolaan Limbah Cair Batik Kabupaten Bojonegoro

Batik waste is waste produced from batik producing activities which can have a negative impact. In general, the process of making batik will channel wastewater into the surrounding air which causes various pollution, including color changes, increased pH, COD, BOD, TSS, odors, changes in the taste of the air, soil and ground air pollution, and the influence of chemicals on the bodies of plants, animals and humans. Craft perceptions relate to batik waste management, including knowledge, awareness and economic limitations. The research method approach applied is to use a quantitative descriptive approach. The research location is in the center of the small and medium batik industry (IKM) in Bojonegoro Regency. There are 10 batik SMEs as a complete sample of the population. The method used to measure craftsmen's perceptions is the Likert Scale. As many as 100% of the community felt the benefits in the form of a source of income, opening up employment opportunities, preserving local culture and so on. The level of public perception regarding the benefits of batik wastewater management was obtained: 80% agreed that wastewater management could reduce surface air, soil, groundwater and air pollution, 70% could expand the product market, and 100% strongly agreed that it could reduce the cost of purchasing candles. The community agrees that managing IPAL requires expensive investment and maintenance costs, as well as skilled human resources. Changes in air color, odor and causing cancer, decreased DO, air surface quality, ground water and soil are also threats if batik wastewater is not managed. The community quite agrees that there will be a decrease in soil fertility, and the killing of air and soil organisms can occur if wastewater pollution occurs. The level of public perception reaches 100%, the need to carry out socialization and training for IPAL operators and inadequate human resources are challenges in managing batik waste. Another aspect to consider is inadequate economic conditions and low awareness of craftsmen.

Workload Indicator Staffing Need (WISN) as A Method for Analyzing Clinic Health Personnel Needs in Surakarta

Introduction: Health Human Resources (HR) has an important role in providing health services to the community. HR management has a positive effect on organizational performance. Lack of health human resources is an important obstacle in achieving the highest level of health and as a result will limit opportunities to achieve comprehensive health goals. Health workforce planning is an important element in health service planning in building a responsive and efficient health service system. The use of workforce planning methods can contribute to the analysis and decision-making process for allocating the right number of professionals. WISN as a workload-based method can provide more accurate staff needs. This method has been used in various countries and has proven its significance in policy making regarding recruitment, distribution, training and reduction of human resources. Objective: This research aims to analyze the need for health workers at the Surakarta City Clinic using the WISN method. Method: This type of research is descriptive qualitative using interview methods with respondents and observation. The research was conducted at the 'Aisyiyah Medical Center Surakarta Clinic. The data was processed using qualitative data analysis and simple statistical techniques. Result: The research results showed that the need for health workers at the AMC Clinic based on the WISN method was 1 Dentist, 2 General Practitioners, 2 Nurses, 2 Midwives and 1 Pharmacy Personnel, this shows that the Clinic has an excess number of General Practitioner health workers but a shortage of Nurses. Conclusion: The workload of General Practitioners and Dentists is low, the workload of Midwives and Pharmacy Personnel is normal, and the workload of Nurses is high.

Study to Determine the Barriers in the Implementation of the National Program for Prevention and Control of Cancer, Diabetes, Cardiovascular Diseases, and Stroke in Satara District, Maharashtra: A Stakeholder’s Perspective

Abstract Background: The Government of India started the National Program for Prevention and Control of Cancer, Diabetes, Cardiovascular Diseases, and Stroke (NPCDCS) in 2009, which was implemented in Satara district since 2014. To identify gaps and difficulties in the implementation of this program, the present study was planned with the following objective. Objectives: The objective of this study was to determine the barriers in the implementation of the NPCDCS program from a stakeholder’s perspective. Methodology: This facility-based cross-sectional study was conducted in different health facilities (30), and 96 staff working for the NPCDCS program were interviewed using a pretested and semi-structured questionnaire. Informed consent was drawn from stakeholders. The study was approved by the Institutional Ethics Committee. Statistical analysis was carried out using the SPSS version 20. Results: While 96 responders were interviewed, with a mean age of 36.55 years, 82.3% were women among them. The majority of them were working as ASHA (39.6%). Among them 73 (76.0%) had more than 3 years of program experience; however, most of them had contractual jobs, 64 (87.7%). Among perceived barriers satisfaction with the number of staff provided for the program, 60 (62.5%), satisfaction with the training of human resources, 47 (41.7%), and supply of medicine to facility, 38 (39.6%), were predominant. Conclusion: For effective implementation of NPCDCS, focusing on the supply of good-quality medicine in ample quantity is a must; lack of which will definitely push the beneficiaries away. Providing repetitive essential training to the program health workers will improve program staff performance. Increasing the number of staff provided for the program will help stakeholders to give more time toward this program, particularly to improve service delivery and ensure program success.

Beliefs of Employees in A Greek Banking Institution About the Role of Leadership and The Possibility of Transforming the Bank into A Learning Organization

Lifelong education in the workplace and the training of human resources are a primary objective for enterprises in the era of the knowledge society and lifelong learning in order to ensure their sustainability, growth and increased profitability. The alignment of the goals and actions implemented, the shared vision and the organizational culture that develops in an organization, together with the exercise of effective and innovative leadership by its senior managers, can contribute to its efforts to evolve and ultimately become a learning organization. This paper presents an analysis of a Greek bank's efforts to transform into a learning organization, focusing on employees' perceptions of this possibility and the role of leadership in the process. A total of 153 questionnaires were collected, with employees responding to closed-ended questions and statements. The research analyses the key principles for learning organizations and the role of transformational leadership using a descriptive and dynamic statistical approach. The findings and conclusions contribute to the understanding of transformational leadership practices.

Barriers and Facilitators for Implementing Shared Decision Making in Differentiated Antiretroviral Therapy Service in Northwest Ethiopia: Implications for Policy and Practice

Background. Shared decision making (SDM) for patients enrolling in differentiated antiretroviral therapy (DART) is crucial. Empirical evidence is lacking regarding factors promoting or hindering SDM implementation in DART provision in Ethiopia. Hence, this study aimed to explore the barriers and facilitators to implementing SDM for patients enrolled in DART in Northwest Ethiopia. Methods. A qualitative descriptive study using semi-structured interviews among 17 patients and 15 providers at health facilities providing DART service was conducted. The MAXQDA version 20 software was used for inductive coding. Interviews were analyzed using thematic analysis. Results. Ten themes emerged at 4 levels related to SDM in the provision of DART: patient, provider, organizational, and health system. At the patient level, 1) trust in providers (facilitator) and 2) patient’s level of education (barrier) emerged as themes. At the provider level, 3) lack of familiarity with DART models (barrier) and 4) patient-provider relationship (barrier and facilitator) were emerged themes. At the organizational level, 5) workload (barrier) and 6) resources (barrier and facilitator) emerged as themes. At the health system level, 7) availability of DART models (facilitator), 8) not involving providers while initiating DART models (barrier), 9) other providers’ involvement (facilitator), and 10) presence of other implementing partners (barrier) emerged as themes. Conclusions. Numerous barriers and facilitators influence the implementation of SDM in the provision of DART. Based on these findings, the following steps are recommended. Providing access to patient decision aids shall be in place to assist patients in making decisions about their preferred DART models. Health care workers shall be trained, and patients shall be given education to enhance the SDM process. Policy makers and program managers shall consider the resource context (training and size of human resources and convenience of rooms) for the delivery of ART service to have an appropriate implementation of SDM in clinical practice. Highlights Shared decision making in DART is influenced by various barriers and facilitators present at the patient, provider, organizational, and health system levels. Patients need education, and health care staff need regular training to improve SDM in DART service provision. Patient access to decision support tools that aid in the selection of the preferred DART model in health facilities is critical. Policy makers and program managers shall consider the availability of adequate and trained human resources as well as provide adequate space and private rooms for SDM in the implementation of DART.

Performance Analysis of Non-Communicable Disease Integrated Care Post Cadres at Community Health Centres

The implementation of the Posbindu PTM programme encounters many obstacles such as insufficient facilities and infrastructure, lack of training and limited human resources, This study aims to determine the factors associated with the performance of Posbindu PTM cadres at the Martapura Health Centre. This research is quantitative with a crossectional approach. The population of this study were cadres Posbindu PTM in Martapura Year 2024. The sample in this study amounted to 60 people. The sampling method uses total sampling. This research was conducted on 22 February - 15 March 2024. Data collection techniques by interview using a questionnaire. Bivariate data analysis using Chi-Square test and multivariate using logistic regression test. The results showed that there was a relationship between motivation (p value 0.006) and training (p value 0.00) on the performance of NCD posbindu cadres at Puskesmas Martapura, East Ogan Komering Ulu Regency in 2024. There is no relationship between age (p value 0.59), attitude (p value 0.21) and supervision (p value 0.46) to the performance of NCD posbindu cadres at Puskesmas Martapura, East Ogan Komering Ulu Regency in 2024. The most dominant factor with the performance of cadres posbindu NCD at Puskesmas Martapura East Ogan Komering Ulu Regency Year 2024 is motivation (p value 0.004) (Odds Ratio 0.179). Conclusion there is a relationship between motivation and training on the performance of cadres posbindu NCD at Puskesmas Martapura East Ogan Komering Ulu Regency Year 2024. Suggestions for Puskesmas should provide motivation to cadres posbindu PTM, such as giving appreciation or reward to cadres who excel.

Effect of Human Resource Management Practices on the Growth of Small and Medium Scale Enterprises in Kaduna State

This study examined the effect of human resource management practices on the growth of small and medium scale enterprises in Kaduna state. The study employed descriptive survey design while primary data was used through the administration of structured questionnaire as the source and method of data collection for the study respectively. The population of the study comprises of one hundred and fifty (150) staff from the various SMEs in Kaduna state. The adjusted sample size of the study was computed to be 120 participants using Taro Yamane formula for sample size computation through the use of census as the sampling technique of the study. The data obtained from the respondents were presented using frequency tables, percentages and linear regression (Pearson Correlation). The findings from the study revealed that the independent variables proxied by recruitment and selection, training and development, motivation and remuneration jointly have significant effects on the growth of SMEs in Kaduna State. It is therefore, concluded that human resource management practices is a good driver of SMEs growth in Kaduna State. Therefore, it is recommended that employees who offer the same level of inputs with respect to skills, efforts, qualifications, experience, should be entitled to equitable outcomes in terms of pay, promotion, job security, and opportunity for advancement. Most importantly, additional inputs and outstanding performance should entitle an employee to additional rewards. This study underscores the need for government at all levels as well as the Non-Governmental Organizations to come up with a blue-prints designed at empowering the Small and Medium Scale Business Enterprises in terms of survival funds, recruitment, training, remuneration, and overall human resource management practices with a view to drastically unemployment among youths in Kaduna State, and Nigeria at large.

Current Status and Challenges, Solutions and Achievements of Vietnamese Higher Education on the Path to Integration

"Education is the most powerful weapon one can use to change the whole world" or is "If any country wins the education race, it wins economic development" Those are statements that express the importance of education to the destiny of the country and the development of the nation. Change is inevitable, to truly innovate from training and fostering staff to innovating teaching methods, teach how to learn, learn and boldly innovate the work of testing and assessing the learning results of students, access to competencies is necessary and urgent. In the past decades, Vietnam's vocational education system has had remarkable achievements and developments, making an important contribution to the task of raising people's knowledge and training human resources for the work of construction and preservation. protect and develop the country. Besides the great achievements mentioned above, vocational education in our country still contains many weaknesses and inadequacies, and there are many issues of great concern. A radical dissection revolution is needed to innovate and develop. To solve the above problem, the article synthesizes achievements, challenges, opportunities and offers solutions for Vietnamese vocational education based on integration.