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MINISTRY OF EDUCATION & TRAINING MINISTRY OF HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION NGUYEN PHUOC NGA POLICIES FOR FEMALE HUMAN RESOURCE DEVELOPMENT IN THE PEOPLE’S PUBLIC SECURITY FORCE Field of study: Public Management Code: 34 04 03 SUMMARY OF DOCTOR THESIS HÀ NỘI, 2022 The thesis is completed at National Academy of Public Administration Supervisors: Assoc.Prof Truong Quoc Chinh Assoc.Prof Nguyen Thi Van Huong Reviewer 1: Reviewer 2: Reviewer 3: The thesis shall be defended in front of the Academylevel Thesis Evaluation Council Venue: The Doctoral Thesis Defence - Meeting Room… Block ……, National Academy of Public Administration No.: 77 - Nguyen Chi Thanh - Dong Da District - Hà Nội Time: at … hour … date … month … Year 2022 The thesis can be found at the National Library and The Library of the National Academy of Public Administration LIST OF PUBLISHED WORKS OF THE AUTHOR Nguyen Phuoc Nga, Training Materials for the Module of Gender Equity at People’s Public Security academies and schools, Secretary of the Steering Committee, the Compiling Committee, and member (2011) Nguyen Phuoc Nga, Implementation of Gender Equity and for Advancement of Women in the People’s Public Security Force, State Management Review, vol 206 - 3/2013 Nguyen Phuoc Nga, Promoting Female Human Resources in Contributing to the Cause of Industrialisation and Modernisation of the Country, Journal of People’s Public Security Political Sciences, vol - 3/2016 Nguyen Phuoc Nga (2019), Responsibilities for Ensuring Women’s Rights in Vietnam, State Management Review, vol 258 - 10/2019 INTRODUCTION Reasons for choosing the doctoral thesis Human resources play a crucial role in deciding the quality, performance and development of industries and fields in society and the development of a country The document of the XIII CPV Congress identifies "Developing human resources, especially highquality human resources" as one of the strategic breakthroughs in the 2021-2026 term, a key issue for the development of our country in the coming time The People's Public Security Forces (the PPS force) are the key armed forces of the Party and State that act as the core and shock force in the cause of national security protection and maintenance of social security and order In order to fulfill its mission, the People's Public Security Forces, including its female human resources (FHR), need to be built and developed to be of high-quality with sufficient quality, qualifications and capacity to meet the requirements and tasks of maintaining social security and order and fighting against crime This is one of the key contents in human resource management (HRM) in the PPS force and building them into a revolutionary, regular, elite and modern one Over the past years, the PPS Central Party Committee and the leadership of the Ministry of Public Security (MPS) have directed and implemented various policies on human resource development (HRD), including its FHR, gradually creating strong changes and bringing practical results in the construction of the PPS force Facing the requirements of the cause of national security protection, maintaining social safety and security in the period of promoting the country’s industrialization and modernization and international integration, however, the PPS human resource development in general, and that of FHR in particular, remain somewhat limited This situation results from many causes, and one of the main reasons is its HRD policy which contain certain shortcomings, not meeting the requirements Therefore, the task of planning and implementation of female human resource development (FHRD) policy in the PPS force remains difficult and complicated, and thus which needs to be studied systematically both in theory and in practice, in order to continue building and completing relevant policy contents in the coming time With the above reasons in mind, the PhD student chose the thesis of "Policies for Female Human Resource Development in the People's Public Security Forces" for her doctoral research Research purposes and tasks 2.1 Research purposes The thesis is aimed to continue to build and perfect the PPS FHRD policies 2.2 Research tasks - Review the research situation on the PPS FHRD policies - Systematize and enrich the theoretical basis of the PPS FHRD policies - Analyze and evaluate the current situation of The PPS FHRD policies - Proposing solutions to improve the PPS FHRD policies Object and scope of research 3.1 Research objects The research object of the thesis is the content of the PPS FHRD policies, including 05 basic policies: its recruitment and employment policy; its training and retraining policy; its policy on health, health care and social insurance; its policy on wages, allowances and benefits; and, its emulation and reward policy 3.2 Research scope - Regarding the research content: The thesis focuses on researching the content of the PPS FHRD policies, and at the same time proposes basic solutions to contribute to further building and perfecting the PPS FHRD policies - Regarding the research space: The thesis studies the PPS FHRD policies in Vietnam - Regarding the research period: The thesis studies the current situation of the PPS FHRD policies from the year 2005 to present, and proposes solutions for the coming time Research Methodology and Methods 4.1 Methodology - The research is based on the Marxist-Leninist methodology on dialectical materialism and historical materialism, Ho Chi Minh's thoughts, and the Communist Party of Vietnam (VCP)'s viewpoint on FHR and FHRD policies 4.2 Research Methods The research is conducted through secondary literature research; the methods of statistics, analysis, synthesis and comparison; professional solution; the methods of sociological investigation; and data processing methods Research questions and hypotheses 5.1 Research questions - From what aspects and contents have the FHRD, FHRD policies and the The PPS FHRD policies been studied? - What aspects and contents of the PPS FHRD policies must be researched and built with a scientific basis? - How have the PPS FHRD policies been planned and implemented? What are their results, limitations and causes? - What solutions must be taken in the coming time in order to improve the FHRD policies in the Vietnamese PPS forces? What issues should be recommended to the PPS Central Party Committee and the leadership of the Ministry of Public Security? 5.2 Research hypothesis The FHR of Vietnam’s PPS Forces has a very crucial role and position in the overall human resources of the PPS force However, the quantity, structure and quality of the FHR in the PPS force have not really met the requirements and tasks of the sector in the new situation and have not really brought into play its best role in work and combat This situation has resulted from many causes, with one of the main reasons being the lack of consistency, incompleteness and inadequacy of the PPS FHRD policies Therefore, if this research proposes solutions suitable to the practical requirements of the service, the PPS FHRD policies will be revised, supplemented and improved in the coming time New contributions of the thesis Firstly, the thesis has reviewed the research situation related to the PPS FHRD policies, based on which the PhD student has pointed out the issues the thesis should continue to research and clarify Secondly, the thesis has systematized the concepts related to the thesis topic and added new concepts of FHR, FHRD and the PPS FHRD policies; clarified the subject, the characteristics and the role of the PPS FHRD policies; and, determined the specific contents of the PPS FHRD policies Third, the thesis has identified five factors affecting the PPS FHRD policies; mentioned six lessons of experience as valuable reference for Vietnam regarding PPS FHRD policies, based on its research of the FHRD policies in the PPS force from several countries around the world Fourthly, the thesis has reviewed the current situation of five FHRD policies in the PPS force in the period between 2005 and 2021 Based on the results of the situation analysis, the thesis has identified the achieved results, pointing out the limitations and their respective causes of the current situation of the PPS FHRD policies Fifth, the thesis has proposed five groups of new solutions, contributing to perfecting the PPS FHRD policies in the coming period It also has provided recommendations to the PPS Central Party Committee and the leaders of the Ministry of Public Security Theoretical and practical significance of the thesis First of all, the thesis has systematized, supplemented and developed the theoretical basis for the PPS FHRD policies Second, the thesis has analyzed, evaluated and identified the results, limitations and causes of limitations of the current FHRD policies in the PPS force Thirdly, the thesis has synthesized the views of the Party and the orientation of the PPS force, and proposed five solutions and some recommendations for relevant authorities to improve the FHRD policies in Vietnam’s PPS forces Fourthly, the thesis can be used as a reference for leaders, managers and staff in planning and implementing PPS FHRD policies; at the same time, the thesis research results can be used as a reference for PPS officers and soldiers in FHRD policy research and teaching Structure of the thesis In addition to the introduction, the conclusion, a list of references, and the appendices, the main content of the thesis is structured into four chapters: Chapter 1: Literature review Chapter 2: The scientific basis of the PPS FHRD policies Chapter 3: The current situation of the PPS FHRD policies Chapter 4: Orientation and solutions to improve the PPS FHRD policies CHAPTER LITERATURE REVIEW 1.1 Research on female human resources and female human resource development policy 1.1.1 Review of FHR and FHRD 1.1.2 Review of FHRD policies 1.2 Review of FHR and PPS FHRD policies 1.2.1 Review of FHR and PPS FHRD policies 1.2.2 Review of the PPS FHRD policies 1.3 Comments on the review results and the issues that need further research 1.3.1 Comments on the review results First, the reviewed works have mentioned a number of terms related to human resources and human resource development, FHR and FHRD, and FHRD policies Second, it has been confirmed that FHR forms an important part of the national human resources FHRD is considered a driving force for socio-economic promotion, contributing to the success of industrialization and modernization, and is a condition and prerequisite for successful international integration Third, it has pointed out the criteria of high-quality FHR Fourth, the factors affecting the content of some specific policies have been mentioned At the same time, the review has analyzed and evaluated the current policy situation and proposed some solutions to implement the FHRD polices Finally, the review has mentioned some specific features of FHR in the PPS force, and the specific content of a number of policies implemented to develop FHR in the PPS force The results of the review show that, up to now, there have been no scientific studies on the FHRD policies in the PPS force at the doctoral level in public management On the other hand, some information on human resources and female human resource in the PPS force is regulated by the Government as state secret, so it is limited in the scope of publication and the target audience This is one of the difficulties and obstacles for the author in the process of performing the task of literature review, accessing information and data to analyze and evaluate the current situation of the FHR and PPS FHRD policies However, the researcher believes that the review results are meaningful in both theory and practice This is a valuable source of material that the researcher can refer to and inherit appropriately in the process of researching her doctoral thesis 1.3.2 The issues to be researched in the thesis Firstly, to build the scientific basis for the PPS FHRD policies; to clarify the concept, characteristics, roles, contents and factors affecting the PPS FHRD policies Second, to analyze and evaluate the current situation of the PPS FHRD policies to clearly identify the achieved results, limitations and causes of limitations Thirdly, to propose solutions to improve the PPS FHRD policies in line with the development requirements of the service and the direction of the FHRD in the PPS force Summary of Chapter On the basis of approaching a number of published documents of domestic and foreign organizations and individuals, the PhD student has focused on reviewing the literature related to human resources, FHR, FHRD, the general FHRD policies of the country and the particular PPS FHRD policies in Vietnam The review show that the documents mention some connotations of technical terms of “human resources, FHR and FHRD policies”, the specific contents of a number of FHRD policies; the current FHRD status and FHRD policies Although the reviewed works rarely mention the PPS FHRD policies, the results of the review have provided a valuable and richly informative theoretical basis as a source of reference for the researcher during her thesis research Based on the review results of found in Chapter 1, the researcher finds that her thesis on “Policies for Female Human Resource Development in the People's Public Security Force” a unique and necessary one The lierature review results will be inherited and developed by the PhD student in line with the research tasks of the thesis CHAPTER SCIENTIFIC BASIS OF THE PPS FHRD POLICIES 2.1 FHR and FHRD in the PPS force 2.1.1 FHR in the PPS force Human resources is generally the human labour resource, and also a constitutive element of the productive force, holding a fundamental, leading position in being the driving force for sustainable development, because of its own actual possibilities and immense, endless potentials Human resources are expressed through its three constitutive characteristics of quantity, structure, and quality The researcher believes that human resources form the overall human quantity, structure and quality, with a general combination of intellectual and physical criteria and moral and spiritual qualities that make up their capacity, which have been and will be mobilized into the creative labour process for the development of an organization or the whole society Female human resources, in the researcher’s view, is the total quantity, structure and quality of the female labour force, with a general combination of physical and intellectual criteria and moral and spiritual qualities that make up the capacity of the female workforce, which have been and will be mobilized into the creative labour process for the development of an organization or the whole society The female human resource in the PPS force, in the researcher’s view, is the overall quantity, structure and quality of female cadres and soldiers with a general combination of physical and intellectual criteria and moral and spiritual qualities of the revolutionary staff, which have been and will be mobilized into the process of performing the task of protecting national security and maintain the social safety and security of the country The female human resource in the PPS force have the following features: Firstly, it has a profoundly revolutionary, class and political nature Second, it diverses in occupations and training levels and is recruited according to a strict process Third, it is guaranteed by the State in terms of staffing and priority in the implementation of regimes and policies Fourth, the nature of its work is intense, toxic and dangerous Fifth, it has gender and biological characteristics of smaller body structure, lighter weight, lower physical strength, and lower height in comparison with the male one 2.1 FHRD in the PPS force Human resource development: based on the literature review results, the researcher believes that human resource development is the process of creating a change in the quantity, structure and quality of human resources, in order to meet the human resource requirements for labour activities of individuals, organizations and development of society Developing female human resources: the researcher believes that development of female human resources is a process of creating change in their quantity, structure and quality in order to meet the FHR requirements of labour activities of individuals, organizations and development of society Female human resource development is based on the following criteria: Firstly, to develop the FHR in number, in order to ensure 10 The policy on training and retraining the female human resource in the PPS force needs to meet the following requirements: to ensure that every female officer and soldier has the opportunity to participate in training and retraining programs to improve their professional qualifications Program contents and forms of training and retraining must be practical, appropriate, associated with their employment positions, arrangement, use, planning and appointment Third, the health, health care and social insurance policies The policy on health and health care for the female human resource in the PPS force is regulated through the regime of health and physical training, regular medical check-ups, disease prevention, and biannual, annual and sudden treatments The policy on social insurance for the female human resource in the PPS force, including social insurance, sickness allowance, hardship allowance, labour accident, maternity, and convalescence, regimes for people with meritorious services in the PPS force, and policies for relatives of the PPS force In addition, relatives of female cadres and soldiers are also entitled to social insurance regimes according to regulations Fourth, the FHR salary, allowance and welfare policy The FHR salary policy in the PPS force has a close relationship with the implementation of the policy on promotion of ranks This is a unique characteristic of the PPS force (the armed forces) The FHR allowance regime in the PPS force is regulated to include position allowance, specific allowance, responsibility allowance, attraction allowance and high-quantitative diet The FHR welfare policies in the PPS force include sickness allowance, hardship allowance, labour accident, maternity, and convalescence allowance; and, care for families, mothers and children of those in the PPS force Fifth, the FHR emulation and reward policy in the PPS force The policy is implemented on the basis of evaluating the results of performing their tasks and honoring them in the implementation of emulation movements of "For National Security” or special emulation periods launched by the Ministry of Public Security, units and localities 2.2 The role of the PPS FHRD policies Firstly, to perform the state's FHRD function in the PPS force Second, to contribute to the FHRD development and effective use in the PPS force Third, to contribute to the realization of gender equality, for 13 the advancement of women in the PPS force Fourth, to contribute to building a revolutionary, regular, elite, step-by-step modernized PPS force with absolute loyalty to the Party, the State and the people 2.3 Factors affecting the PPS FHRD policies 2.3.1 The capacity of the subjects of policy planning and implementation The PPS FHRD policies are very diverse and complicated, because in addition to the policy applied to female workers in Vietnam, additional specific policies of the PPS force are applied to the FHR of the service Therefore, in addition to professional capacity, the subjects of planning and implementing PPS FHRD policies need to have knowledge and skills in public policy planning and implementation, gender and gender equality, and, at the same time, to have a right, positive and proactive attitude in advising on policy planning and implementation 2.3.2 Financial and material resources Adequate financial and material resources are also a factor affecting the effectiveness of policy making and implementation Policy making is an important first step, so it is necessary to ensure funding for research and policy needs assessment When a policy is issued very clearly and specifically, but without the necessary resources, its implementation cannot achieve its desired objectives 2.3.3 Organizational environment A suitable working environment will promote the effective implementation of the PPS FHRD policies, creating conditions for the female human resource to promote their good qualities and development potentials Building a good working environment is one of the top tasks that agencies, organizations and units must perform to contribute to the FHRD in the PPS force 2.3.4 Coordination relationship in policy making and implementation The process of planning and implementing PPS FHRD policies requires interaction, exchange and coordination among units, functional departments and mass organizations in the PPS force in order to make relevant agencies and individuals clearly understand the policy objectives as well as its content, thereby creating unity in awareness and action 2.3.5 Reception and support by policy beneficiaries Policy beneficiaries have a great impact on the effectiveness of policy implementation Whether a policy achieves its intended purpose or not 14 depends not only on its quality and the capacity of the subject implementing the policy, but also on the attitude of its beneficiaries, which are, in this case, female workers in the PPS force 2.4 FHRD policies of police forces from some countries and lessons of experience for FHRD policies in the PPS force 2.4.1 FHRD policies of the police force in some countries - Policy making - Recruitment policy - Policy of use - Policy on training and retraining - Salary, social insurance and welfare policy 2.4.2 Lessons of experience for FHRD policies in Vietnam’s PPS force Firstly, effective planning and implementation of FHRD policy in the PPS force depends on legislation of women's rights and gender equality in the national constitution and legal system Second, recruitment policy plays a very important role in the FHRD in the PPS force The regulation of different rates and standards in recruiting FHR is necessary due to the gender-specific characteristics and the need to use the FHR in the PPS force Third, the policy on the FHR use in the PPS force needs to ensure gender equality requirements in arrangement, rotation, planning, appointment and evaluation Fourthly, planning and implementation of training and retraining policies is identified as an important policy to improve the FHR quality in the PPS force Accordingly, it is necessary to clearly define ranks, training contents associated with expertise according to job positions and decentralization according to police criteria at all levels Fifth, the policy of salary, social insurance and welfare is an important one to ensure income and create working motivation for the FHR in the PPS force Sixth, the FHRD in the PPS force must be associated with improving medical care quality to ensure appropriate health and fitness and meet the requirements and tasks of the service Summary of Chapter The PhD student has researched, systematized, supplemented and clarified the contents of the concepts related to her doctoral thesis, identifying subjects and characteristics of FHRD policies in the PPS force; determining the specific roles and contents of the PPS FHRD 15 policies, and, researching and pointing out the factors affecting the FHRD policies in the Vietnamese PPS force The thesis has studied the practical FHRD experience of the PPS forces from some countries and drawn lessons of experience as reference for FHRD policies in the Vietnamese PPS force The research results achieved in Chapter form an important theoretical framework, functioning as a basis for analyzing and evaluating the current situation of the FHR and PPS FHRD policies CHAPTER CURRENT SITUATION OF FEMALE HUMAN RESOURCES DEVELOPMENT POLICIES IN THE PEOPLE'S PUBLIC SECURITY FORCE 3.1 Current situation of FHR in the PPS force 3.1.1 FHR quantity in the PPS force Since 2005, the FHR in the PPS force has changed and tended to increase gradually Figure 1: The FHR Percentage in the PPS force 100 86.7 85.54 85.28 84.96 85.25 85.19 80 60 40 20 13.3 14.46 15.04 14.72 14.75 14.81 2005 2010 2015 2019 2020 2021 Source: Compiled from the data of the Department of Organization and Personnel, Ministry of Public Security 3.1.2 The structure of FHR in the PPS force Age structure: In 2021, the age structure of the female human resource in the PPS force: 27.006% is under 30; 28.291% from 31 to 35 years of age; 24.981% from 36 to 40; 14.381% between 41 and 45; 3.713% from 46 to 50; 1.261% between 51 and 55; and, 0.007% from 56 to 60 years of age Figure 2: FHR Age in the PPS force 16 aged 51-55, 1.261 aged 46-50, 3.713 aged 56-60, 0.007 aged < 30 , 27.006 aged 41-45, 14.381 aged 36-40, 24.981 aged 31-35, 28.291 Source: Compiled from data from the Department of Personnel and Organization, Ministry of Public Security, in 2021 Ethnic composition structure: the proportion of the FHR from ethnic minorities accounted for 5.77% of the overall FHR in the PPS force in 2005; 7.07% in 2010; 8.02% in 2015; 8.29% in 2016; in 8.63% in 2017; 8.76% in 2018; 8.97% in 2019; 9.29% in 2020; and, 9.66% in 2021 Structure in force system and police level” by 2021, the FHR in the PPS force is distributed as follows: 51.15% in the People's Security force, 50.78% in the People’s Police, 12.08% in the LogisticsTechnical force, 10.47% in the Force Construction branch, and 11.21 % in the General and Staff force Figure 4: The FHR structure in the PPS force according to the force system 60 Ministerial-level Provincial-level 50 11.07 40 30 17.21 20 3.1 10 14.8 7.63 5.27 0.94 4.46 2.64 4.45 5.07 4.99 4.73 7.7 4.86 1.08 Security Police General&Staff Force Logist.&Tech Construct Source: Compiled from data of the Department of Organization and Personnel, Ministry of Public Security , 2021 17 FHR structure in the PPS force in terms of four police levels, the FHR ratios in 2021 by levels are 23.57% at the ministerial level; 36.19% at the provincial level; 29.7% at the district level; and, 11.07% at the communelevel 3.1.3 FHR quality in the PPS force - In terms of physical strength, physical fitness criteria are mandatory conditions and standards, which are strictly implemented from the stage of pre-qualification, enrollment, and recruitment - In terms of intelligence, the status of education and training qualifications of the FHR in the PPS force in 2021 is as follows: 0.27% graduating from high school; 16.88% holding intermediate-school degrees; 4.12% holding college degrees; 71.17% holding university degrees; 7.02% holding Master's degrees, and 0.54% holding doctoral degree [Fig 6] Figure 6: Education and training level of the FHR in the PPS force doctoral high1% school 0% master 7% middle 17% college 4% uni 71% Source: Compiled from data of the Department of Organization and Personnel, Ministry of Public Security, 2021 Regarding the FHR’s professional qualifications in the PPS force in 2021, 45.12% has been granted a certificate; 0.32% holding a primary one; 8.11% holding an intermediate-level one; 3.49% college-level; 37.89% university-level; 4.75% Master's degree level, and 0.05% doctorate-level Regarding the rank of the FHR, by the year 2021, the actual status of the rank of the FHR in the PPS force is as follows: 0.01% at general ranks; 33.26% at senior ranks; 65.85% at lieutenant ranks; 0.47% as non-commissioned officers; 0.41% as temporarily recruited employees, not conferred rank yet 18 - Regarding the mental strength, most of the FHR in the PPS force has moral qualities, a pure and healthy lifestyle, and preserves and promotes the revolutionary tradition of the PPS force However, a small part of the FHR lacks a sense of training, has a loose lifestyle, and violates the discipline of the service and the PPS Force Regulations 3.2 Analysis of the current situation of the PPS FHRD policies 3.2.1 Recruitment and use policy Firstly, the current situation of the recruitment policy: FHR recruitment into the PPS force is carried out according to the annual plan, on the basis of closely following the resolutions and action plans of the PPS Central Party Committee; the projects, circulars and regulations of the leadership of the Ministry of Public Security on standards, quantity, gender structure, age, ethnic composition and structure by forces and levels Since 2005, the Ministry of Public Security has maintained the recruitment of women into the PPS force at a rate ranging from 13.3% to 15.4%, and at 14.81% in 2021 [Chart 1] Second, the current situation of the policies on the FHR use, arrangement, mobilization, rotation, planning, appointment and reappointment of female leaders and commanders, since 2005, has always strictly adhered to the regulations of the Ministry of Public Security In 2021, the proportion of the FHR holding leadership and command positions accounted for 2.42 % of the total payroll of the whole service, 10.37% of the total number of leaders and commanders, and 16.34 % of the total number of the FHR in the PPS force 3.2.2 The training and retraining policy The Ministry of Public Security has issued a number of specific policies in the field of education, training and retraining in order to improve the FHR quality in the PPS force; flexible forms of training and retraining create conditions for the FHR to access learning opportunities By 2021, the FHR with college and university degrees accounted for 75.29%, those with master's degrees 7.02%; those with doctoral degrees 0.54% [Chart 6]; Those trained at the advanced level of political theory 2.16%; and those of intermediate political theory 39.96% 3.2.3 The policy on health, health care and social insurance The policy on health, health care and social insurance for the FHR in the PPS force is formulated and implemented in accordance with the provisions of the Law on Health Insurance, the Law on Medical 19 Examination and Treatment, the Law on Social Insurance and the Law on the People's Public Security 100% of the female human resources are guaranteed maternity, convalescence and other regimes according to relevant regulations 3.2.4 The policy on salary, allowances and benefits The salary policy for FHR in the PPS force is implemented in line with the Government's regulations, the Law on People's Public Security, the basis of rank and working seniority; Allowances are made according to positions, titles and a number of specific fields; the welfare policy implements such regimes as: support to unexpected difficulties; annual vacation; leaves for personal reasons; unpaid leaves; visiting female workers upon injury, sickness, or accidents; visiting upon parents’ and parents-in-laws’ death; gifts for Children’s Day (June 1), Mid-Autumn Festival and rewards for soldiers and martyrs' children for their high academic achievement 3.2.5 The policy on emulation and reward The policy of emulation and reward for the FHR in the PPS force is implemented in accordance with the Law on Emulation and Commendation and Circular No 12/2019/TT-BCA, dated May 29, 2019 of the Ministry of Public Security From 2007 to 2021, dozens of individuals were awarded the Vietnam Women's Award and the Typical Police Woman Award; thousands of individuals were awarded Certificates of Merit by the Government, the Ministry of Public Security, the Central Committee of the Vietnam Women's Union, and the leaders of the Public Security of units and localities 3.3 Assessing the current situation of the PPS FHRD policies 3.3.1 Achivements Firstly, the policies on FHR recruitment and use has been focused and implemented in accordance with current regulations Second, the policies on training and retraining have been integrated in projects, programs and plans on personnel work, enrollment, training and retraining Third, the policies on health, health care and social insurance have been paid attention to, and some specific policies have been supplemented Fourth, the salary, allowance and welfare policies have basically contributed to motivating the FHR to complete their tasks Fifth, the emulation and reward policy is implemented from the ministry to grassroots agencies 3.3.2 Limits 20 Firstly, the recruitment and employment policy is not systematic and consistent Some specific policies have not been considered from a gender perspective Figure 11: Survey results on inadequacies in the implementation of policies on recruitment and use of the FHR in the PPS force 91.4 100 86.2 77.5 80 60 60 40 13.9 20 Vague Nongender-specific General Nonqualification-based Leveled Source: Research results by the author Second, the policy on training and retraining is not really associated with the job position No specific targets have been identified for FHR training and retraining systems, and some training systems have not specified a specific age for female workers, and have not really created a driving force for FHR development Figure 12: Survey results on limitations in implementation of FHR training & retraining policy in the PPS force 100 84.5 62 69 58.6 50 8.5 nonscientific irregular rule-breaking inadequate financially-funded unequal limited inter Cooperation Source: Research results by the author Third, the policies on health, health care and social insurance have not really focused on a number of specific FHR policies Fourth, the policies on salary, allowances and benefits remain unreasonable while the specific allowance regime is not suitable with reality 21 Fifth, the emulation and reward policy has neither focused on the gender difference factor nor created a driving force for FHRD in the PPS force 3.3.3 Causes of the limitation First, some Party committees, units and localities have not really been fully aware of and drastic in planning and implementing the PPS FHRD policies Second, the capacity of the team to plan and implement PPS FHRD policies has not yet met the requirements Third, financial resources and facilities have not been mobilized, properly allocated and effectively used in planning and implementing PPS FHRD policies Fourth, the coordination between agencies, units and localities in the implementation of policies is sometimes not really consistent and effective Fifth, gender-based biases affect the awareness, participation and support of FHR in the PPS force Summary of Chapter The author has researched, synthesized data, compared and clarified the current FHR situation in the PPS force from 2005 to present in terms of quantity, structure and quality She has researched secondary documents and surveyed through questionnaires to analyze the current situation of five FHRD policies in the PPS force After analyzing the policy situation, the researcher has evaluated the achieved results, identified limitations, and pointed out the causes and limitations of the policy situation The results found in Chapter are important practical foundations that enable the researcher to continue researching and proposing solutions and recommendations to improve the PPS FHRD policies in the fourth part of the thesis CHAPTER VIEWPOINTS AND SOLUTIONS FOR COMPLETING FHRD POLICES IN THE PPF FORCE 4.1 Viewpoints and orientations for FHRD in the PPS force 4.1.1 The Party's viewpoint on HRD and FHRD Firstly, the Party's view on human resource development The documents of the 13th National Party Congress has determined the general goal that by the middle of the twenty-first century, Vietnam will become a socialist-oriented developed country; identifying one of the three strategic breakthroughs is continuing to comprehensively develop human resources, science, technology, innovation and creativity in association with arousing the aspiration for national development, national pride, and self-reliance and 22 promoting Vietnamese cultural and human values; and, determining one of the directions, tasks and solutions for socio-economic development in the period 2021-2030 is human resource development, meeting the requirements of high-quality human resources of the fourth industrial revolution and international integration Second, the Party's viewpoint on FHRD In the Platform for National Construction in the Transition to Socialism (1991), the Communist Party of Vietnam has affirmed the promotion of the human factor on the basis of ensuring fairness and equality in the citizen’s rights and obligations Resolution 11-NQ/TW, dated January 27, 2007 of the CPV Politburo on the mobilization of women in the period of promoting industrialization and modernization of the country The document of the 13th National Congress emphasized that one of the strategic breakthroughs is to improve the quality of human resources, including FHR, to successfully participate in the successful implementation of the country's development goals during the coming 5-year term and the next period; implementation of the gender equality goals continues to be paid attention to 4.1.2 The Party's viewpoint on building the PPS force The 13th National Party Congress continues to emphasize the view that socio-economic development in the 2021-2030 period is a close and harmonious connection between economic, cultural and social development and defense and security consolidation; maintenace of political security; maintaining social safety and security; building an orderly, disciplined and safe society, ensuring the peaceful and happy life of the people At the same time, one of the main directions, tasks and solutions is to continue building a revolutionary, regular, elite, step-bystep modernized People's Public Security force, prioritizing modernisation of a number of forces such as the technical reconnaissance, intelligence, cipher, security, mobile police, professional technology, network security and the fight against high-tech crime 4.1.3 Orientation of the PPS Central Party Committee and the leadership of the Ministry of Public Security on the FHRD in the PPS force The general viewpoint and direction of the PPS Central Party Committee and the leadership of the Ministry of Public Security is to pay attention to the FHRD in the PPS force, considering it a political task of the service and must be associated with the overall HRD strategy and plan of the entire force; the policies of the State and the 23 service towards FHR in the PPS force must be fully implemented; and, at the same time, recommendations must be researched and proposed to the Party and the State to promulgate specific regimes and policies for the FHR in the PPS force 4.2 Solutions to improve the PPS FHRD policies 4.2.1 Amending and supplementing the content of specific FHRD policies in the PPS force Firstly, amend and supplement the content of the FHR recruitment and use policy Second, amend and supplement the content of the FHR training and retraining policy Third, amend and supplement the content of FHR health care, health care and social insurance policies Fourth, amend and supplement the content of the FHR salary, allowance and welfare policies Lastly, amend and supplement the content of the FHR emulation and commendation policy 4.2.2 Improving the capacity of the team to plan and implement PPS FHRD policies Improve the capacity of Party committees and police leaders at all levels in planning and implementing PPS FHRD policies Increase awareness and capacity building for the team planning and implementing PPS FHRD policies Promote the role and improve the quality of activities of the Committee for Gender Equality, Family and Children and the Women's Union at all levels within the PPS force 4.2.3 Supplementing, rationally allocating and effectively using financial resources and facilities to meet the requirements of planning and implementing PPS FHRD policies Invest, allocate and supplement sufficient funds to ensure policy making and implementation; equipping with sufficient material foundations, scientific and technical equipment, and working conditions for the advisory staff to the planning and implementation of FHRD policies in the PPS force 4.2.4 Strengthen coordination in planning and implementation of FHRD policy in the PPS force Develop coordination regulations to clearly define the contents and responsibilities of the coordinating subjects, such as agencies and departments, organization and staff; the legislation, inspection, and testing units; the Committee on Gender Equality, Family and Children; the Women's Union at all levels; and, the Trade Unions in planning and organizing implementation of FHRD policies in the PPS force 24 4.2.5 Raise awareness, participation and support of FHR in the PPS force in the policy finalization process Every female officer and soldier should continue to be deeply aware of her position, role and responsibility in the current period; to be dynamic and creative in professional work; to take initiatives, have opinions and actively participate in the process of policy making and implementation; to strengthen solidarity, support and honor each other, avoid clinging to each other; to eliminate the thought of contentment or self-satisfaction 4.3 Recommendations 4.3.1 Recommendations to the PPS Central Party Committee The Committee should, in an early date, (1) summarize and evaluate the PPS results from implementing the Politburo's Resolution on "Women Affairs in the Period of National Industrialization and Modernization", the National Strategy on Gender Equality, and the Law on Gender Equality (2) summarize and evaluate the results of implementing its Program to carry out the above-mentioned Resolution in the entire PPS force (3) promulgate a resolution on FHRD in the PPS force in the period of 2022-2030 (4) direct the Party Committees of PPS units and localities to further lead the implementation of programs and plans on human resource development and gender equality in the service (5) direct its staff agency to strengthen inspection and supervision in those fields 4.3.2 Recommendations to the MPS leaders The leader should, in an early date, (1) issue HRD plans for the PPS force to the year 2025, with a vision to 2030; (2) build databases on its FHR management; (3) continue to direct its units and localities to further implement resolutions, strategies, programs and plans on gender equality and FHRD; (4) arrange a specialized staff to monitor and advise on FHR management, and to plan and implement FHRD policies in the force; (5) continue invest attentively in research and teaching HRD theories and policies; and (6) direct their advisory agency to plan and implement policies to further study and propose adjustments, amendments and supplements to limited policies in those fields Summary of Chapter 25 The researcher has synthesized the views of the Communist Party of Vietnam on HRD and FHRD in the period of accelerating the country’s industrialization and modernization and building the PPS force in the new situation She also has researched, analyzed and synthesized the orientation of the PPS Central Party Committee and the leadership of the Ministry of Public Security on FHRD in the PPS force The thesis has proposed five groups of solutions, made some recommendations to the PPS Central Party Committee and the leadership of the Ministry of Public Security on implementing guidelines and orientations to perfect FHRD policies in the PPS force in the coming period CONCLUSION Vietnam’s PPS Force is the core armed force in the cause of protecting national security and ensuring the country's social security and safety Human resources in the PPS force play an important role, determining the quality, performance and development of the PPS force Developing its human resources in general and that of its female human resource is one of the key tasks and important contents contributing to the building of a revolutionary, regular, elite and modern PPS force FHR in the PPS force is an important and indispensable component of the PPS force The PPS FHRD policies constitute an important part of its policy system, determining FHRD in the PPS force in terms of quantity, structure and quality The study of theoretical and practical basis for the FHRD policy in the People's Public Security force has become a necessary and topical issue Therefore, the thesis on “Policies for Female Human Resource Development in the People's Public Security Force” has both theoretical and practical significance The process of researching the doctoral thesis on Policies for Female Human Resource Development in the People's Public Security Force has achieved the following results: The thesis has reviewed a number of theoretical and practical bases from the research results of a number of published research works related to the thesis topic The thesis has systematized and supplemented the basic theories on the PPS FHRD policies It has also clarified the basic concepts of FHR, FRHD, policies and contents of the FHRD policies in Vietnam’s PPS force, the role and factors affecting the PPS FHRD policies 26 The thesis has conducted an indepth study of the experience of FHRD policies by police forces from a number of countries with similar conditions to Vietnam such as Japan, Philippines, Korea, Thailand, China, Malaysia, Singapore, Bangladesh in recent years and future development trends to draw conclusions that Vietnam can exploit, learn, and apply The thesis analyzes the current situation of the PPS FHRD policies in our country in the recent period, especially the period since the establishment of the Committee for the Advancement of Women in the PPS force (2005) until now It focuses on analyzing the current situation of specific PPS FHRD policies, based on which to draw the results and the limitations that need to be overcome, and the limitation causes of the PPS FHRD policies in recent years The thesis has proposed five groups of solutions to contribute to perfecting PPS FHRD policies in the coming period, which are: (1) amend and supplement the contents of specific PPS FHRD policies; (2) improve the capacity of the contingent of planning and implementing PPS FHRD policies; supplement, rationally allocate and effectively use financial resources and facilities to meet the requirements of planning and implementing PPS FHRD policies; (4) strengthen coordination in planning and implementing PPS FHRD policies; and, (5) raising awareness, participation and support of FHR in the PPS force in the process of perfecting those policies In order for the system of solutions to be feasible and implemented in practice, the PhD student proposed recommendations to the PPS Central Party Committee and the leadership of the Ministry of Public Security on implementation of their guidelines and orientations for perfecting PPS FHRD policies 27 ... of the main reasons is its HRD policy which contain certain shortcomings, not meeting the requirements Therefore, the task of planning and implementation of female human resource development (FHRD)... Government as state secret, so it is limited in the scope of publication and the target audience This is one of the difficulties and obstacles for the author in the process of performing the task of... identified the results, limitations and causes of limitations of the current FHRD policies in the PPS force Thirdly, the thesis has synthesized the views of the Party and the orientation of the PPS force,