The aim is to have HCM City become a smart, livable city, harmonious with nature and uniquely vibrant in a globalized world.

In 1965, South Korea’s per capita GDP was $106. At that time, Vietnam’s per capita GDP was nearly the same, or a little bit higher. In 2022, Vietnam reached $4,116, while South Korea soared to $32,394.

Experts believe that to achieve such a remarkable development, Korea was very serious about attracting talent, especially to develop industries such as semiconductors, electronics and others over the last 40 years.

What should Vietnam and HCM City in particular, as the “economic locomotive” of the country, do to grow in the coming years, especially when the city will be expanded in terms of scale, population and economic space?

VietNamNet spoke with AVSE experts, who have worked globally, to hear their concerns and aspirations about returning to Vietnam to contribute to the country’s development.

Huynh Dat Vu Khoa, PhD: Invitations must be based on long-term vision

After graduating from HCMC University of Technology, Khoa studied and worked abroad for 25 years. Currently, he works for the Norwegian Geotechnical Institute, specializing in energy projects (wind power, oil, and gas). As a HCM City native, Khoa spent his first 23 years in his hometown but the duration was shorter than the time he lived and worked overseas.

Khoa said he once received invitations to work in Vietnam, and had significant opportunities in marine and renewable energy. However, he remains in Norway.

The expert believes that Vietnam needs to have four factors to attract talent.

First, Vietnam needs to offer a professional, competitive, and innovative working environment. There are many Vietnamese talents working in high-tech, finance, and technology sectors around the world. They need an ecosystem that fosters innovation to unleash their potential.

With HCM City’s expansion, high-tech zones and startup hubs in a megacity will drive industries like energy and logistics. These are the factors that the city can use to attract and build ideal workplaces for talent.

Second, a crucial factor called ‘empowerment.’ They must engage in projects they’re passionate about and have a voice in the process. This isn’t easy in Vietnam. “European working environments I’ve experienced excel at this,” he said.

Third, the quality of life: a clean, safe, minimally equipped environment with controlled pollution. Finally, incentive policies and streamlined legal and administrative procedures. Ideally, minimize bureaucratic obstacles.

He noted that many people mostly mention preferences and salaries when discussing talent attraction. For him, though they are important, these aren’t the primary conditions.

Incentives, in Khoa’s eyes, are not just numbers, but imply many things, including career development opportunities and access to influential projects.

“Most importantly, when domestic organizations invite talent back, they should consider long-term plans, especially for those with stable lives abroad.

“The long-term prospects of the job and expected positions will influence their decision. They want clear commitments from authorities and businesses on leveraging their skills for major challenges, not just formal, short-term invitations,” Khoa said.

Dinh Thanh Huong, PhD: Respect talent’s individuality

Dinh Thanh Huong, Executive Director of Knowledge and Projects at AVSE Global, believes that attracting talent is not just the problem of HCM City, but the entire nation, and the city’s concerns are also the country’s. National policies are also those that HCM City needs.

Regarding the remuneration scheme, Huong believes that it is possible to divide into different groups. She knows there are senior scientists who do not worry about finances when they return, and they can even bring a lot of money back.

Bui Man, PhD: Workforce quality is key to sustaibable growth

Man is now Senior Engineer and Director of GTC Soil Analysis Services Laboratory, Dubai (UAE.)

Human capital is the core of sustainable growth. HCM City hosts VNU-HCM, over 100 colleges and universities, reputable international schools, high-tech zones, top-tier hospitals, and abundant human resources, he said.

The city should build “Knowledge Cities” like Singapore’s One North or Oxford City (UK). This model integrates universities, authorities, businesses, startups, and educated residents, forming innovation hubs.

Training, attracting, and retaining talent occur in university-market-city-community ecosystems. With its strengths, HCM City can establish a “University City” (urban hub for academia, science, and creativity) and a “Medical Village” (international medical-tourism hub) as the pillars in knowledge space, he said.

to be continued...

Binh Minh