This study compares Human Resource Development (HRD) in Vietnam and Malaysia, looking at their methods, problems, and institutional frameworks in the context of ASEAN economic integration and Industry 4.0. Based on Cho and McLean’s (2004) integrated HRD model, this paper looks at recent research (from 2018 to 2023) to look at important topics such globalization, demographic changes, vocational training alignment, and technology disruption. Vietnam has a vast workforce, but it still has problems with low productivity, skill mismatches, and not being ready for the global market. On the other hand, Malaysia’s institutional HRD structures are making more progress, even though its workforce is getting older and not everyone is adapting to digital transformation at the same rate. The study shows that we need HRD policies that are tailored to each industry, training that is delivered in a decentralized way, and stronger relationships between the public and commercial sectors. It also stresses how important it is for national HRD policies to include global competences and initiatives that help everyone learn new skills. The study adds a unique framework for comparing HRD and gives policymakers, educators, and practitioners useful information, even though it is constrained by its use of secondary data. Future study should use mixed-methods to confirm results and look into interventions that work in specific situations. The study shows that Vietnam and Malaysia need personalized, inclusive, and forward thinking HRD systems to produce strong and competitive workforces in the post-pandemic, digital driven global economy.

Autism is often referred to as autism spectrum disorder that constitutes a diverse group of conditions related to brain development (which is a neurodevelopmental disorder). Autism spectrum disorder patients often have difficulty communicating and interacting socially, and are characterized by restricted and repetitive patterns of behavior and interests that have been shown to be the same in cultures of countries around the world. However, the interpretation of symptoms and recognition in terms of policies and laws in countries are not the same. Accordingly, some countries recognize autism spectrum disorder as one of the types of disability and some countries do not, including Vietnam. Currently, Vietnam's Law on Persons with Disabilities 2010 does not recognize the term "autism" in the Law. At the same time, there is a lack of legal issues related to the "autism spectrum" from the time of diagnosis such as policies on practical support appropriate to each individual's needs and interests so that they can develop and be integrated in the medical field, education and enjoyment of other benefits such as persons with disabilities. This is an overlooked term that leads to the community having a misperception of "autism" when they are not aware that autism is a disease or a disability, what causes autism and why, etc. The article points out the current situation of adjustment by policies and laws on autistic people in Vietnam. On that basis, the article focuses on analyzing the contents that need to reform those policies and laws to ensure human rights of autistic people and their families.

This study examines the microeconomic determinants influencing remittance flows to Vietnam, considering factors such as gender (SEX), age (AGE), marital status (MS), income level (INC), educational level (EDU), financial status (FS), migration expenses (EXP), and foreign language proficiency (LAN). The study analyzes the impact of these factors on both the volume (REM_VL) and frequency of remittance flows (REM_FR), employing ordered logistic regression on survey data collected from Vietnamese migrants residing in Asia, Europe, the Americas, and Oceania. The estimations reveal that migrants’ income, age, educational level, and migration costs significantly positively influence remittance flows to Vietnam. Conversely, the financial status of migrants’ families in the home country negatively impacts these flows. Gender and migration costs primarily influence the frequency of remittance transfers, but they do not have a significant effect on the volume of remittances. Although foreign language proficiency was introduced as a novel variable of the models, it does not demonstrate any significant impact in this study. Furthermore, the survey data and regression estimates suggest that two primary motivations drive remittances to Vietnam: altruistic motives and implicit loan agreements. This research contributes to a deeper understanding of remittance e behavior, particularly in the context of Vietnam’s status as a major labor exporter. The findings provide valuable insights for policymakers and researchers seeking to optimize remittance flows and their impact on the Vietnamese economy. By understanding the complex interplay of factors influencing remittance behavior, policymakers can design effective strategies to support migrants and encourage increased remittance inflows, ultimately contributing to economic development and poverty reduction.

Leadership behavior is a critical component of effective management, significantly influencing organizational success. While extensive research has examined key success factors in road management, the specific role of leadership behaviors in road usage charging (RUC) management remains underexplored. This study addresses this gap by identifying and analyzing leadership behavior dimensions and their impact on management performance within the RUC context. Using a mixed-methods approach, focus group discussions with industry practitioners were conducted to define eight leadership behavior dimensions: Central-Level Leadership Guidance (LE1), Local-Level Leadership Guidance (LE2), Central-Level Leadership Commitment (LE3), Local-Level Leadership Commitment (LE4), Subordinate Understanding from Central-Level Leadership (LE5), Subordinate Understanding from Local-Level Leadership (LE6), Work Motivation (LE7), and Understanding Rights and Obligations (LE8). These dimensions were further validated through a quantitative survey distributed to 138 professionals involved in RUC management in Vietnam, with the data analyzed using structural equation modeling (SEM) and partial least squares (PLS) estimation. The findings revealed that LE3 (Central-Level Leadership Commitment) had the strongest direct impact on management performance (MP) and mediated the relationships between other leadership dimensions and management outcomes. This study contributes to the theoretical understanding of leadership in RUC management by highlighting the centrality of leadership commitment and offering practical insights for improving leadership practices to enhance organizational performance in infrastructure management.

This study analyzes the influence of five primary factors—inflation, capital ratio, deposits, non-performing loans, and bank size—on the performance of banks in Vietnam. Our sample encompasses 26 commercial banks from 2014 to 2023. The analysis incorporates data sourced from commercial banks’ financial statements and annual reports. Our findings indicate that banks with higher capital ratios and sizes generally exhibit superior performance. Moreover, inflation positively influences the performance of Vietnamese commercial banks throughout the selected timeframe. In contrast, non-performing loans and deposits are inverse to bank performance. Our findings offer novel insights into the factors influencing bank performance in a growing economy like Vietnam, along with recommendations for Vietnamese commercial banks and the State Bank of Vietnam to implement effective methods to improve bank performance.

Industry 4.0 is revolutionizing businesses’ operations and relationships with the communities to which they cater. The widespread use of computing and network programs compels firms to digitize their operations and offer novel goods, solutions, and business for practice. Universities appear to be slow to adapt to the changes in the education sector. This study suggests using consolidated digital transformation sources to evaluate the level of ability that universities have achieved in the implementation of digital procedures and to compare it to that of other business sectors across all cities and provinces in Vietnam. The text outlines specific factors that universities should consider when implementing the model. Although the objective with the expectation of education from digital transformation is high, compare it with other industries. And the scores achieved in structural agility and create of benefit for the transformative goals are 3.4, but the score of benefit of technologies is 3.0 lower than. Additionally, the organizational component’s scores were primarily focused on leadership and culture, digital strategy, market digitalization, dynamic and digital capabilities, and strengthened logistics within each industry during the digital transformation. Our findings indicate that universities lag behind other industries, perhaps as a consequence of inadequate leadership and cultural shifts. This is exacerbated by a lack of innovation and inadequate financial assistance.