This paper analyses the impacts of the national Payment for Forest Environmental Services (PFES) policy in A Luoi district, Thua Thien Hue province, Viet Nam. There are mixed impacts of PFES in A Luoi district. While some surveyed households have experienced increases in income since PFES, for many other incomes have fallen. Our findings show PFES impacts on local communities and individuals are limited because most forest areas are managed by state agencies, leaving only 17.9% of PFES payments being channeled to these groups, while the rest goes to state government agencies and commune people’s committees. This disparity in PFES payments has further widened the income gap between state agencies and local households. PFES payments currently contribute little to household incomes, averaging only 2.64% of total earnings. PFES has little impact and additionality in advancing land tenure security and reducing natural forest product exploitation for generating income as impacts are similar to those found in non-PFES villages. PFES poverty reduction impacts vary from village to village, but in general, percentages of poor households receiving PFES payments range from 1% to 59%.
N-doped TiO2 nanomaterials were prepared with the sol-gel method. The structure and properties of the materials were characterized by using XRD, UV-Vis, SEM, EDX, and IR techniques. The optimal dose of ammonium chloride for doping is 600 mg. The optical absorption edge of N-TiO2 displays a redshift, and a long tail occurs in the presence of nitrogen in the material. Thereby, N-TiO2 may exhibit improved absorption properties under visible light and the solar irradiation. The photocatalytic activity was investigated on the degradation of rhodamine B. The optimal amount of the photocatalyst is 1.8 g/L under visible light.
The competency-based human resource management is a trend in the context of higher education reform in the 21st century. The quality of education is increasingly focused, and the improvement of the quality of educational managers and teaching staff becomes a goal in a university’s strategic plan. This leads to a necessary for universities to identify core competencies and build competency frameworks that are consistent with the institutions’ strategy to promote the implementation of innovation of all aspects of universities (Vakola, M., Soderquist, KE, Prastacos, GP, 2007). Depending on the socio-economic context and conditions of each institution, educational managers choose or combine paradigms of human resource management to enhance the efficiency in the development of quality of teaching staff, contributing to boosting universities’ capacity adapting for new requirements of education innovation. Based on the theory of human resource management, the paper analyzes the situation of human resource management, especially the development and training of teaching staff at two departments of 2 public universities in Ho Chi Minh City. Thereby, the paper proposes some suggestions for the implementation of human resource management based on competencies to improve the universities’ teaching quality and meet the requirements of fundamental and comprehensive innovation in the field of Viet Nam education and training in the 21st century.
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