There is no common criteria for talent.
At the Central Steering Committee's 6-month review conference on science, technology, innovation and digital transformation in 2025, General Secretary To Lam emphasized the need to soon complete the policy to attract at least 100 leading experts to return to work in the country. The task assigned to the Ministry of Science and Technology and relevant ministries and branches must be completed by August 2025. At the same time, the Ministry of Science and Technology is also assigned the task of implementing the Talent Attraction Strategy to 2030, with a vision to 2050, to be completed by September 2025.
However, even with high determination from the top, the first hurdle remains the question: Who is the talent? And how to identify the right people to invite?
According to Prof. Dr. Vu Hao Quang, Chairman of the Advisory Council on Science, Education, Environment and Culture - Society (Vietnam Fatherland Front Committee of Hanoi City), it is impossible to evaluate talented people based on academic titles, degrees or personal records. Talented people are those who create products of practical value, can be commercialized, applied, and create breakthroughs in the profession. The measure of talent must be linked to output results, not formal criteria or processes.
Sharing the same view, Dr. Architect Dao Ngoc Nghiem, Vice President of the Vietnam Urban Planning and Development Association, raised the issue: “We do not have criteria to determine special talents. How special is considered a talent? And which agency has the authority to recognize it? If not clarified, preferential mechanisms can easily be applied unfairly.”
In reality, there are many cases where cadres and lecturers possess high academic degrees, but have weak practical capacity, no international publications, and cannot create feasible research products. Meanwhile, many experts are good at practical work, have technology, have inventions, but do not have enough "resume" to be called "talented".
Creating an environment for real talent
Faced with identification problems, the Project "Developing and utilizing talents and high-quality human resources to serve the development of science, technology, innovation and national digital transformation" chaired by the Ministry of Science and Technology has taken a new approach: Considering results as a measure to evaluate talents and creating a flexible mechanism to invite them.
According to Mai Anh Hong, Deputy Director of the Department of Organization and Personnel (Ministry of Science and Technology), it is impossible to attract talent with rigid policies. Those who are capable of creating breakthroughs need a strong enough “launching pad”, where they are free to create, are fairly evaluated and have working conditions that are worthy of their qualifications. Exceeding the salary range, providing housing, working conditions… should not be considered as privileges, but as the minimum conditions for talent to feel secure in working and contributing.
To concretize the spirit of Resolution No. 57-NQ/TU of the Politburo on breakthroughs in science, technology, innovation and national digital transformation; Law on Science, Technology and Innovation; Law on Digital Technology Industry, the Ministry of Science and Technology is focusing on a series of new policies. These are: Mechanism for accepting risks in research; increasing autonomy for public science and technology organizations; outstanding preferential policies to develop Vietnam's spearhead industries; mechanism for attracting, using and promoting talents and high-quality human resources; regulations on sharing benefits from research results...
In particular, with the Project "Developing and utilizing talents and high-quality human resources to serve the development of science, technology, innovation and national digital transformation" under construction, the Ministry will develop national programs with specific goals to attract and invite Vietnamese scientists abroad and international experts with experience to Vietnam, with special financial support packages, superior working conditions and clear career development opportunities.
Regarding infrastructure, the Ministry of Science and Technology is promoting the upgrading of key laboratories, international standard research centers, high-tech zones, innovation incubators... At the same time, creating conditions for businesses to invest heavily in research and development (R&D), coordinating with research institutes and universities to bring science into production life.
Another breakthrough is to shift the evaluation method from process to product. Instead of being heavy on procedures, the focus will be on international publications, patents, and technologies with commercialization potential. The sandbox mechanism (testing new models) and output-based evaluation are two important pillars that the project aims for.
If we want to make good use of talent, we must first identify the right talent. If we only rely on administrative records and if we do not dare to take risks with individuals who have breakthrough thinking, we will miss the opportunity to have “chief engineers” - people who can lead development strategies in key areas.
As Minister of Science and Technology Nguyen Manh Hung said: “Human intelligence is only revealed when facing great challenges. Great things are the magnet that attracts talented people.” To do great things, there must be truly talented people. And to have talented people, everything from policies to perspectives must change.
Source: https://hanoimoi.vn/thu-hut-nhan-tai-khoa-hoc-va-cong-nghe-bat-dau-tu-viec-xac-dinh-dung-nguoi-tai-711972.html
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