VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES NGUYEN DUC THANG IMPLEMENTATION OF HUMAN RESOURCE DEVELOPMENT POLICY IN FOREIGN AFFAIRS SECTOR IN VIETNAM AT PRESENT Sector Publi..Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.
VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES NGUYEN DUC THANG IMPLEMENTATION OF HUMAN RESOURCE DEVELOPMENT POLICY IN FOREIGN AFFAIRS SECTOR IN VIETNAM AT PRESENT Sector: Public Policy Code: 9340402 ABSTRACT OF DOCTORAL THESIS IN PUBLIC POLICY HA NOI – 2022 The thesis is done at: GRADUATE ACADEMY OF SOCIAL SCIENCES Name of Supervisor: Assoc Prof., Dr Nguyen Minh Phuong Reviewer 1: Professor, Dr Hoang Khac Nam University of Social Sciences and Humanities Reviewer 2: Assoc Prof., Dr Nguyen Xuan Phong Academy of Journalism and Communication Reviewer 3: Dr Ha Quang Ngoc Hanoi University of Home Affairs The thesis will be defended in front of the Evaluation Committee of the Graduate Academy of Social Sciences At time …… hour…… minutes, date …… month…… year … The thesis can be found at the National Library, the Library of the Graduate Academy of Social Sciences INTRODUCTION Rationale Development is a human right and people are at the center of the development process To date, human resource development (HRD) policies, including diplomatic personnel development policies, have been promulgated by the State in recognition of essential role of public human resource development in general and in each sector individually The Document of the 13th National Party Congress (hereinafter referred to as the 13th Party Congress) said, in substance, that the HRD is one among three breakthrough steps to be taken to realize the national strategic development goals The 13th Party Congress Political Report identified priorities in HRD, especially highly qualified personnel and prepare competent personnel for leadership and managerial position in key development areas In the Foreign Affairs Sector, building organizational structure and cadre work is one of the five great lessons learned during the course of 77 years of national defense and construction and the 36 years of Doi Moi Globalization, digital era and the Industrial Revolution 4.0 rapid advancement created multi-faceted across economic, political and social perspective Amid the changes, keeping diplomatic HRD policy implementation adaptive becomes urgent Firstly, intellectuality of highly qualified human force coined the national competitive strength in knowledge economy, science and technology and globalization, particularly, the diplomatic human resources, for their direct contributions in the regards of international relations to national economic, political and social development Therefore, promoting the diplomatic HRD policy, at this context, means investments into integration development, advancing national position in the international arena Secondly, the current quality of public HR in general, including diplomatic personnel in particular, in such contextual rapid changes, reveals gaps, i.e., inadequate competent to perform tasks in new context; less adaptive in the areas identified as breakthrough areas i.e., international law, economic diplomacy, international communication Thirdly, such unclosed gaps in HRD policies keep eroding as diplomatic generation gaps, the bias towards "potential recruitment" prevailing "experienced recruitment", unoptimized implementation process of social protection policies, unbalancing status in training and reprofiling among civil servants and public employees in the Sector in terms of information technology and digital skills training, lack of a strong enough mechanism to attract talented people, limitations in the quality of staff working in multilateral relations, obstacles in organizational structure arrangement, implementation, quality standards in Sector [54, tr 2] From that context, the thesis has raised the scientific question: What should be done and how to implement the diplomatic HRD policy of Vietnam to meet the new requirements? The above scientific question is concretized into sub-questions: (i) What are the characteristics and roles of human resources in the Foreign Affairs Sector? (ii) What is the current practice of implementing diplomatic HRD policy? (iii) What solutions to strengthen the implementation of the current policy of diplomatic HRD of our country? To answer the above research question, the scientific hypothesis proposed is: The current implementation of the diplomatic HRD policy is no longer suitable to facilitate the comprehensive development of the diplomatic staff Specifically: (1) Diplomatic personnel are highly qualified people who meet the requirements of professional competence and ethics in accordance with Vietnam's regulations and regulations for diplomatic officers at representative mission abroad in accordance to international conventions and regulations on diplomatic relations (2) The implementation of the diplomatic HRD policy has now achieved certain results, but it has not yet met the demand in quantity and quality amid new context and tasks (3) If synchronous implementation solutions is conducted in parallel with a systematic, interdisciplinary and comprehensive approach, with guaranteed resources, the limitations in the implementation of diplomatic HRD policy can be overcome Given the existing limitations, in order to achieve the diplomatic HRD goal in the new context, there is an urgent need to research, further improve and strengthen the implementation of the diplomatic HRD policy in Vietnam Therefore, the PhD student chooses the topic "Implementation of human resource development policy in Foreign Affairs Sector in Vietnam at present" as the doctoral thesis majoring in public policy Research goals and tasks 2.1 Research purposes: The thesis systematizes, analyzes and clarifies the theoretical basis and the actual situation of implementing the diplomatic HRD policy, accordingly, proposing orientations and solutions to strengthen the implementation of the diplomatic HRD policy in response to new contextual requirements 2.2 Research mission: The thesis performs the following research tasks: Overview of the research situation related to the thesis; analyze and clarify theoretical issues on policies and implementation of the diplomatic HRD; evaluate the status-quo in implementing the diplomatic HRD, point out the results, limitations and causes; identify goals and propose orientations and solutions to improve the efficiency of the implementation of the diplomatic HRD policies in the new period Object and scope of the study 3.1 Research subjects: The object of the thesis is the implementation of the diplomatic HRD policy in Vietnam 3.2 Research scope 3.2.1 Time range: The thesis assesses the status-quo of implementing the diplomatic HRD policy in our country since the Law on Cadres and Civil Servants became effect (January 1, 2010) and proposes orientations, solutions, measures to strengthen the implementation of the diplomatic HRD policies in the period of 2023-2030 3.2.2 Spatial range: The study is conducted in the spatial scope of Foreign Affairs Sector, including in-country agencies (Ministry of Foreign Affairs, centrally-directed provincial Departments of Foreign Affairs and diplomatic public professional careers), and overseas missions (Vietnamese missions to international organizations and representative agencies in foreign countries ) The thesis doesn’t include the personnel working in international cooperative departments of the ministries and other state’s public agencies providing that they are not in payroll of the MOFA Vietnam 3.2.3 Scope of content: The thesis focuses on steps in the process of implementing the diplomatic HRD policy, including developing documents and implementation plans; disseminating and propagating policy implementation; duties assignment, coordination, implementation; inspect and examining the implementation; and summarizing, evaluating; lessons learned and results achieved in the implementation of the policy Research methodology and research method 4.3 Research methods The thesis applies dialectical and historical materialism theory of MarxismLeninism, Ho Chi Minh's thought and the Vietnamese Communist Party's point of view on human resource development in the field of diplomacy and at the same time applies the science of science and technology Studies such as: Public policy, public administration, human resource management, political science, management science related to the implementation of the diplomatic HRD policy Regarding the approach, the thesis chooses a systematic approach from the perspective of public policy based on the theory of development in relation to the theory of public human resource management and applying the approach of human resource management theory Methods of analyzing secondary documents, methods of synthesis and comparison; case study methods; Expert methods are used in the research process for analyzing the current situation, forecasting trends and groups of solutions New contributions The thesis has some new scientific contributions as follows: Firstly, the thesis systematizes the viewpoints on the implementation of the diplomatic HRD policy in-country and abroad in the current period Secondly, the thesis analyzes and clarifies basic theoretical issues about the implementation of the diplomatic HRD policy in current global trend and from Vietnam viewpoints Thirdly, the thesis has identified and clarified the status-quo implementation of the diplomatic HRD policy, and at the same time, pointed out the results, limitations and causes from the current practice Fourth, propose orientations and solutions to strengthen implementation of the diplomatic HRD policy in response to new contextual requirements of Vietnam during 2022-2030 Theoretical and practical significance Theoretically, the thesis contributes to enriching the theoretical and practical basis for the implementation of human resource development policy from the perspective of public policy in combination with the theory of public human resource management, the theory of human resource development and the development of human resources and apply the policy implementation evaluation model according to the results The thesis clarifies the concepts of diplomatic human resources, the content of human resource development of the sector, analyzes and clarifies the role and subject of policy implementation; policy implementation process and determination of analytical criteria for implementing HRD policies in5 country and country’s representative agencies overseas, Vietnam missions to international organizations Practically, the thesis analyzes the factors affecting the implementation of diplomatic HRD policy, identify specific factors, advantages and challenges posed by the current domestic and international context Basing on statusquo evaluation, the thesis identifies orientations and proposes some solutions to strengthen the implementation of HRD in general and the diplomatic HRD policy in particular The research results of the thesis contribute to the system of research and evaluation documents to serve as advice on implementation of diplomatic HRD policy Thesis structure The structure of the thesis, in addition to the introduction, conclusion and appendices, the main content is presented in chapters: Chapter 1: Literature Overview of Studies on Implementing the Policy on Developing Human Resource of Foreign Affairs Sector Chapter 2: Scientific Base of Implementing the Policy on Developing Human Resource of Foreign Affairs Sector Chapter 3: Status-quo on Implementing the Policy on Developing Human Resource of Foreign Affairs Sector Chapter 4: Solutions to improve efficiency in Implementing the Policy on Developing Human Resource of Foreign Affairs Sector in Viet Nam Chapter LITERATURE OVERVIEW OF STUDIES ON IMPLEMENTING THE POLICY ON DEVELOPING HUMAN RESOURCE OF FOREIGN AFFAIRS SECTOR 1.1 Studies on the theory of implementing human resource and human resource development policies in the Foreign Affairs sector Human resource development policy in the Foreign Affairs Sector is part of the overall public policy system, which has a dialectical relationship and is inseparable from public policy and public sector HRD policy The theoretical basis for implementing the diplomatic HRD policy coined from various sources, including the theory of public policy implementation, the theory of human resource development in the public sector, and a part of which is determined from the theory of public relations international system due to the specific operating environment of diplomatic personnel 1.1.1 Studies on the theory of public policy implementation Public policy, according to Thomas (2011), is whatever the State chooses to or not [157, p first] Goggin et al (1990) determined that the research process on public policy has gone through three generations [170, p 20] Across generations of research, the nature of public policy practice reveals itself as a result-oriented process There are basic approaches to public policy implementation: top-down method, bottom-up method, and a combination of the above two approaches combined with other methods Regarding the public policy approach, in the third generation of current public policy implementation research, Wheat (2010) published a study on a policy analysis system based on dynamic models In our country, public policy is a highly applicable science but has not been studied for a long time, a relatively new field of research According to author Ho Viet Hanh (2019), there are many approaches to public policy In particular, the approach on the basis of multidisciplinary, interdisciplinary social science has gradually met the requirements of training high-quality human resources, serving the cause of industrialization and modernization of the country country [69] Authors Nguyen Huu Hai, Le Van Hoa (2013) have analyzed some issues of public policy implementation in the book "Outline of Public Policy" and the book "Public Policy - Basic Issues" by Nguyen Huu Hai (2014) 1.1.2 Studies on the theory of implementing policies on human resource development in the public sector According to author Ho Viet Hanh (2017), "Public policy will not make sense if it just stops on the text but is not implemented in practice" Therefore, policy implementation plays an important role in the policy cycle Research on human resource development in general, author Tran Minh Duc (2021) believes that human resource development is one of three strategic breakthroughs to develop Vietnam in the coming time Maximizing the human factor as the subject, the main resource and the goal of sustainable development Theoretical basis for implementing public human resource development policy emphasizes the impacts in policy combination Theoretical basis for implementing Vietnam's HRD policy has common features in comparison with world practices Today, in the context of integration and the IR 4.0, soft skills in the public service reflect the flexibility and closeness to the real life of public service activities in general and the activities of diplomatic personnel in particular 1.2 Studies on the status-quo of implementing the policy of human resource development in the Foreign Affairs Sector In the book “The European Union Diplomatic Service Ideas, Preferences and Identities” on European diplomacy, Caterina Carta (2017) summarizes the main points of view on the diplomatic development of the European Union (EU) and building the diplomatic workforce of this Community Diplomacy increasingly requires in-depth expertise in each field In "Career Diplomacy: Life and Work in the US Foreign Service", Kopp, Harry W., Naland, John K based on the Memoirs of Ambassador Charles A Gillespie Jr (1935–2008) introduced the reality of life and work of US diplomats, indirectly reflecting the implementation of policies towards human resources in the Foreign Affairs Sector of this country in four aspects: organizational structure, practical knowledge skills in public service, career path and future of Diplomacy Authors Vu Duong Huan (2002), Pham Binh Minh (2010) and a research team of the Diplomatic 2.1.1 Concepts The diplomatic HRD policy is part of the national human resource development policy, which is the HRD requirement of the State The diplomatic HRD policy is the policy of the State, implemented by the Ministry of Foreign Affairs (MOFA) in conjunction with a number of functional ministries In order to clarify the nature of the concept of diplomatic HRD policy, the thesis mentions and compares with some related concepts as follows: "human resources", "human resource development", "public policy", "diplomacy" and "diplomatic work" From the three characteristics in the conceptual content analyzed above, the author of the thesis proposes the concept of the diplomatic HRD policy and uniformly applies it in this thesis as follows: Human resources development policy in the Foreign Affairs Sector is the totality of views, principles, measures and methods of competent state agencies in recruiting, employing, arranging, training and rewarding in order to develop human resources including cadres, civil servants, public employees and laborers working in the Foreign Affairs Sector to meet the requirements and tasks of the Sector assigned by the Party and the State 2.1.2 Policy content Stemming from the point of view of human resource development in the above sector, the thesis determines the policy of human resource development in the Foreign Affairs sector, including basic contents: human resource planning; attracting, recruiting; use, evaluation; training and retraining; and attract, retain talented people 2.1.3 Policy implementation subject Subjects implementing the diplomatic HRD policy (State diplomacy) include the following basic groups of actors: Leaders of the Ministry of Foreign Affairs, civil servants in charge of personnel organization, training and retraining in institutions agencies and non-business units in the Foreign 11 Affairs Sector; Civil servants of other state agencies carry out activities on human resource development in the Foreign Affairs Sector in various aspects And directly each public official working in the Foreign Affairs Sector with the attitude and efforts to develop themselves and their careers … 2.1.4 Objectives and solutions of the policy: The objective of the policy on diplomatic HRD comes from the policy of Vietnam's state administrative HRD development in combination with the specific requirements of the Foreign Affairs Sector, in line with international standards governing the activities of diplomats delivered in accordance with the Vienna Convention… The objective of the diplomatic HRD is to include two pillars: expertise and political bravery 2.2 Theory on the implementation of policies on human resource development in the Foreign Affairs Sector 2.2.1 Concept: Policy implementation is the process of putting public policies into practice in social life through the issuance of documents, programs and projects to implement public policies and organize their implementation in order to realize public policy objectives On the basis of the existing definitions, the thesis proposes the concept of human resource development policy in the Foreign Affairs Sector focusing on main contents: planning and planning; attracting, recruiting; use, evaluation; training, fostering and rewarding, attracting and retaining talented people 2.2.2 Implementation process: The process of implementing public policy is the process of putting public policy into practice in social life in order to realize the main goals The policy implementation process includes steps: (i) Development of documents and implementation plan; (ii) Disseminate and propagate policy implementation; (iii) Assign and coordinate the implementation of policies; (iv) Organizing the implementation of policy 12 contents; (v) Inspect and examine the implementation of policies on diplomatic human resource development; and (vi) Summarize, evaluate and learn from policy implementation 2.2.3 Forms and measures of implementation: Policy implementation can take many forms However, it can be generalized to the three most common forms i.e., “following orders from the top down”, “organizing from the bottom up” and “combining form” … Particularly, the Foreign Affairs Sector maintains the form of policy implementation through Diplomatic Conferences 2.3 The environment for implementing policies on human resource development in the Foreign Affairs Sector 2.3.1 The system of national policies on human resource development in the field of diplomacy The national policy system on diplomatic HRD is built on the basis of the Party's oriented views, expressed in many different documents, developed by many agencies, mainly legal documents Basically, the national policy system on diplomatic HRD is concentrated in four basic Law documents that play the role of the "backbone" of the policy system on diplomatic HRD policy, including the Law on Overseas Representative Missions of the Socialist Republic of Vietnam, the Law on Cadres and Public Officials No 22/2008/QH12 promulgated on November 13, 2008; and the Law on Public Employees No 58/2010/QH12 promulgated in 2012; the Revised Law on Cadres and Civil servants and Public Employees No 52/2019/QH14 issued by the National Assembly The National Assembly promulgated the Law amending and supplementing a number of articles of the Law on Cadres and Civil Servants No 22/2008/QH12 and the Law on Public Officials No 58/2010/QH12… Viewpoints, objectives and main contents on public administrative reform (PAR) during 2021 - 2030 are well defined in the Government's Resolution No 76/NQ-CP on promulgating the Master 13 Program for State Administrative Reform for the 2021 - 2030 period Of the four reforming contents for the civil service regime, the Resolution pointed out HRD priorities of building a professional, responsible, dynamic and talented civil service 2.3.2 Organize the policy implementation apparatus: The system of apparatus for implementing the diplomatic HRD policy consists of many agencies working together In which, Diplomatic Academy is the focal higher education institution of the Sector 2.3.3 Human resources to implement policies: Human resources to carry out training and retraining contents are officials, lecturers, education managers in training and fostering institutions of the Department of Education and Training 2.3.4 Financial sources for policy implementation: Funds for policy implementation shall be allocated by the State Budget (State budget) according to current regulations on budget decentralization, financial sources of public non-business units in the sector and other lawful mobilized sources block of public non-business units operating in the field of education and training of the Foreign Affairs Sector, funding sources are determined according to the autonomy mechanism of public non-business units based on Decree No 16/2015/ND -CP issued on February 14, 2015 2.3.5 Conditions of facilities and technology to manage implementation of policies Chapter Summary Chapter STATUS-QUO OF IMPLEMENTING POLICY ON DEVELOPING HUMAN RESOURCE IN FOREIGN AFFAIRS SECTOR IN OUR COUNTRY 3.1 Practice policy implementation activities 14 the 3.1.1 Develop documents and implementation plan On the basis of the system of national policies on human resource development and the priorities of the diplomatic service in building and developing diplomatic staff, the Ministry of Foreign Affairs, the centrallydirected controlled provincial Departments of Foreign Affairs, Vietnam oversea representative agencies have developed specific documents and plans for policy implementation Civil servants and public employees are working at public non-business units under the Ministry of Foreign Affairs, including: (i) Decree No 26/2017/ND-CP; Decree 29/2020/ND-CP; (ii) Decree No 157/2005/ND-CP; (iii) Decree No 48/2012/ND-CP; (iv) Decision No 1110/QD-TTg dated July 28, 2017 on the list of public non-business units under the Ministry of Foreign Affairs On the basis of the national policy system, HRD policy components cover diplomatic cadres, civil servants, public employees Accordingly, the Foreign Affairs Sector, the Ministry of Foreign Affairs, and other functional units have developed documents and implementation plans on HRD policy 3.1.2 Dissemination, propaganda The reporting information system has been deployed relatively comprehensively, timely providing comprehensive information and indepth, multi-dimensional, up-to-date information, becoming an important and reliable source of information in the policy implementation process human resources development of our country's diplomacy in the current context Applications such as email, online conference system operate smoothly and stably, are important means in the ministry's activities, especially in the context of the recent Covid-19 pandemic The practice of implementing policies on human resource development in the Foreign Affairs Sector is associated with the dissemination of the industry's value system… 3.1.3 Assign, coordinate, organize implementation 15 In general, working methods in the industry, external management institutions, and coordination mechanisms outside the industry have been paid attention and updated according to the general standards of the Government, in line with the characteristics of the Foreign Affairs Sector 3.1.4 Inspection, testing The content of the component of inspection and examination of the implementation of policies on human resource development in the Foreign Affairs Sector includes inspection of foreign affairs activities, inspection of higher education activities (for Diplomatic Academy), actual inspection of foreign affairs implementation of government projects, projects, etc The general principle is that the Inspectorate of the Ministry prepares documents guiding the operation and unified management of external activities, and at the same time urges the inspectors of the Departments to implement the annual inspection plan in accordance with the orientation set by the Government Inspectorate and the Government Inspectorate The Ministry Inspector suggested… 3.1.5 Summarize, evaluate, learn from experience The summarization, evaluation, and lessons learned from the implementation of the contents of human resource development policies in the Foreign Affairs Sector are organized and implemented on the basis of summarizing and evaluating the implementation of monthly, quarterly, 6month plans and annually, and according to the cycle of performing preliminary and final summaries of specific programs, projects and schemes… 3.2 Results of the implementation of some basic contents of the policy on human resource development in the Foreign Affairs Sector in our country today 3.2.1 Planning, planning 16 The Foreign Affairs Sector Human Resource Development Plan for the period 2011-2020 focused on three groups of subjects Regarding the quality of the planning implementation, due to the working characteristics, human resources of the Foreign Affairs Sector are spread throughout the country and over the world There are many countries and territories in the world where there are diplomatic representations, consular representatives and representatives of Vietnam in international organizations The human resource planning for the Foreign Affairs Sector is carried out to ensure the top criteria are political bravery, solid ideology and professional expertise 3.2.2 Attraction, recruitment Regarding attraction, recruitment, consideration of forms and criteria and objects of attraction, recruitment, implementation of the Ministry of Foreign Affairs' plan on recruitment of civil servants according to Decree No 140/2017/ND-CP dated 05/05/2017 December 2017 of the Government on the policy of attracting and creating cadres from excellent graduates, young scientists, the Ministry of Foreign Affairs to recruit talented human resources 3.2.3 Training and fostering In the form of training and retraining, the Diplomatic Academy of Vietnam has been assigned to chair three Government projects: the Project "Promoting knowledge and skills for cadres, civil servants and public employees working in international integration in the period the 2016-2020 period and the period 20212025", the Project "Training and fostering knowledge and skills for staff working in people-to-people external affairs for the period 2021-2025", and the Project "Professional fostering" foreign affairs and foreign languages, translating and interpreting for local foreign officials in the 2016-2020 period and the 2021-2025 period" The content of training and retraining programs, the Ministry is organizing classes with a variety of contents, serving human resource development activities in the following areas: Fostering knowledge of state 17 management and job positions, standards of professional titles classes for rotation work Programs to train staff to practice at representative agencies General assessment of training In general, the Ministry of Foreign Affairs has actively promoted and further improved the process and systematized the training and reprofiling staff 3.2.4 Using and evaluation Results of the implementation of social security policies, labor regimes and some key contents in the use and assessment of human resources in the Foreign Service Basically, the current law on occupational safety and health does not have separate regulations for the State's administrative and non-business sector in general and public servants working in the diplomatic field in particular In which, activities in the diplomatic field are not currently in 11 industries and occupations with high risk of occupational accidents and diseases according to regulations diplomat… Through the utilization policy component, the sector's human resource assessment shows advantages and limitations The causes of the inadequacy can be summed up from (i) the lack of professionalism (especially in the team of experts), (ii) the remuneration regime still has some problems, (iii) There are still some problems in the remuneration system forming a strategic thinking team to help make foreign policy 3.2.5 Remuneration, respect for talents Employing talents is an important content in the diplomatic HRD The activities on treatment and promotion of talents in the Foreign Affairs Sector are carried out in three ways Regulation on the conditions for appointment of Ambassador Extraordinary and Plenipotentiary in special cases when the nominee has passed the transition normal appointment age, which includes conditions on external requirements, working area and personal capacity and reputation 3.3 General comments 18 3.3.1 Advantages and limitations in implementing the policy implementation process 3.3.1.1 Advantages and reasons Firstly, on the development of documents and plans to implement the diplomatic HRD policy Second, on disseminating and propagating the implementation of the policy, Thirdly, about assigning, coordinating, and organizing the implementation of the policy Fourthly, the inspection and examination of the implementation of the diplomatic HRD policy is strictly carried out, urging the implementation, identification and strict handling of violations Fifth on summarizing, evaluate, learn from experience… Some of the main reasons for the achievement of the above advantages in the implementation of the diplomatic HRD policy are: The strategic vision of the Party and State leaders and the Ministry of Foreign Affairs over the years The period has attached importance to the human factor, determining that the development of the diplomatic staff is a key issue of the key in the development of the Sector.… Additionally, it is impossible not to mention a number of other reasons such as the industry's long tradition that has created the value system of its officers, which emphasizes loyalty, firm political courage, and puts the interests of the people, of the nation and the interests of the collective take precedence over individual interests Another reason comes from the capacity of policy implementers 3.3.1.2 Limited and causes Firstly, in the process of developing documents and implementing plans, both intentional and unintentional impacts have not been estimated Secondly, in terms of policy dissemination and implementation, although in the years from 2019 to now, the stage of policy modification and propaganda has been focused on implementing on a large scale, especially in the media multimedia and online, but observing in the long-term from 819 10 years, the diplomatic HRD policy can be observed unevenly implemented, not every period is focused on strengthening the implementation Third, in terms of assignment, coordination, and organization of policy implementation, there are still major difficulties in inter-ministerial coordination in the implementation of mechanisms and policies on social security, social insurance, and salary mechanism Fourth, regarding the inspection and examination of policy implementation, although strictly implemented, the form of inspection and examination of work is still heavily traditional, slow to innovate, and has no control mechanism suitable in the context of digital transformation Fifth, about summarizing, evaluating, and drawing lessons In stages, the stage of summarizing, evaluating and drawing lessons is done relatively comprehensively Meanwhile, the objective assessment shows that the stage of dissemination and propaganda to implement the diplomatic HRD policy is still limited Some of the main reasons for the above-mentioned limitations… focus on prioritizing one or several different stages in the policy implementation process in accordance with the context and practical capabilities in each period, financial source limitations 3.3.2 Achievements and inadequacies in implementing the content of policies on human resource development in the Foreign Affairs Sector 3.3.2.1 Achievements and causes: During the period from 2016 to 2021 in particular and in the 10-year period from 2011 to 2020, the implementation of the sector's human resource development policy has created remarkable changes The main cause of these achievements This is due to the correct policy of the Party and State identifying cadres as the key factor, the tradition of attaching importance to the human factor, taking care of development, training and fostering human resources establishment and development of the Ministry of Foreign Affairs In addition, the development of network technology applications 20 has effectively supported the process of attracting, recruiting, training and fostering human resources in the industry 3.3.2.2 Some inadequacies and causes: The results of secondary data research from the final report on the implementation of a number of Resolutions and reports on human resources have stated the general limitations of the sector's human resources and the implementation of the sector's human resource development … Some basic causes leading to the above-mentioned inadequacies are as follows: Firstly, regarding the implementation of planning and recruitment of human resources, there are shortcomings in recruitment frequency and thinking in planning and recruitment The application is also more about "potential recruitment" of human resources than "experience recruitment" of diplomatic human resources Second, in the use and evaluation, there are still shortcomings in the method of calculating statistical indicators, the number of participating regimes, the level of contribution and benefits that are not satisfactory for social insurance and health insurance Third, efforts to reform the wage regime have been slow to show results due to the low base salary Fourth, in terms of training and retraining, the proportion of foreign knowledge in the training program for staff at the strategic level and fostering information technology skills, digital transformation for human resources, although it has been implemented but not really commensurate , the situation of "brain drain" Chapter summary Chapter SOLUTIONS TO IMPROVE THE EFFICIENCY IN IMPLEMENTATION OF POLICY ON DEVELOPING HUMAN RESOURCE OF FOREIGN AFFAIRS SECTOR IN VIETNAM 4.1 Forecast the context to 2030 and the requirements set out in the implementation of the policy on human resource development in the Foreign Affairs Sector 4.1.1 Context to 2030 and advantages and disadvantages 21 4.1.1.1 Situation forecast In the coming time, the world situation will continue to have rapid and complicated changes, intensifying interwoven strategic cooperation and competition, profoundly affecting the security and development environment of each country Diplomacy plays an increasingly important role… The impact of major trends such as globalization, Industry 4.0, or under the influence of non-traditional security issues, terrorism, climate change, natural disasters, etc 4.1.1.2 Opportunities and challenges: The international and domestic situation as forecasted above has posed for the construction and development of the Foreign Affairs Sector in general, the implementation of the diplomatic HRD policy in particular, a number of opportunities and challenges In our country, after more than decades of renovation, the country has achieved many outstanding achievements, of which the most important ones are political stability, rapid economic development, and increasing international status The advantages for human resource development in the major diplomacy sector include: The support of the Party and State leaders and the political determination of the leaders of the Ministry of Foreign Affairs and the Foreign Affairs Sector; the staff is increasingly young, dynamic, trained, trained, more proficient and able to meet the requirements of higher integration Regarding difficulties, the international context is volatile During the Covid-19 pandemic, the policy implementation process took place over a very long time, with the participation of many different actors, and in an unpredictable changing environment 4.1.2 New requirements set out in policy implementation Resolution No 26-NQ/TW, Directive No 25-CT/TW dated August 8, 2018 of the Secretariat on promoting and elevating multilateral external relations to 2030… Thesis summarizes and selects requirements The basic needs 22 summarize the requirement to strengthen the implementation of the diplomatic HRD policy: (i) promote ideological work, foster political skills for human resources and raise awareness of the importance of multilateral diplomacy (ii) expanding the content and raising the level of initiatives associated with Vietnam's foreign policy priorities, (iii) preparing the conditions in terms of quantity and quality of human resources to prepare the foreign affairs personnel candidates for positions, giving priority to management positions, operating multilateral mechanisms/organizations in the region and internationally… 4.2 Solutions to improve the efficiency of implementing policies on human resource development in the Foreign Affairs Sector in the period of 2021-2030 On the basis of the above orientation and from the actual situation of implementing human resource development policy in the Foreign Affairs Sector, the thesis proposes the following solutions: 4.2.1 Continue to improve the institutional framework for policy implementation 4.2.2 Enhance the effectiveness of the steps in the policy implementation cycle 4.2.3 Capacity building for policy implementation 4.2.4 Strengthening substantive coordination among participants 4.2.5 Promoting incentives to attract and retain talented people 4.2.6 Solutions to ensure resources to implement the policy of human resource development in the Foreign Affairs Sector In the above groups, the group of solutions on the institutional framework to implement the policy and form the framework regulations needs to be implemented first Based on the institutional framework in solution group 1, technical solutions in the following groups can be implemented synchronously Chapter Summary 23 CONCLUSION Human resource development in the Foreign Affairs Sector, in the current context and in the next 10 years, will not only stop at training and self-improvement of knowledge and skills Strengthening the implementation of the policy on human resource development in the Foreign Affairs Sector is an indispensable task, in line with the process of socio-economic development, demonstrating that Vietnam's diplomacy in particular and Vietnam in general are not in the region Out of the general trend of the world, comprehensive development / 24 PUBLICATION LISTS -1 Scientific articles “The current situation of human resources in the Foreign Affairs sector and the training and development of human resources in the Foreign Affairs sector in our country today”, Journal of Human Resources and Social Sciences, ISSN 0866-756X, 2/2022 Scientific articles “Factors affecting human resource development in the Foreign Affairs Sector and some suggestions for Vietnam”, Journal of State Organization, ISSN 2588 – 137X, Ministry of Home Affairs, February 2, 2022 Scientific article "Context and solutions for human resource development in Vietnam's diplomacy", Journal of Internal Science, ISSN 2354-1113, No 46 January 2022 Proceedings on "Big Data and Human Resources Development in Diplomacy for Building Digital Government in Vietnam", Proceedings of the International Conference, International Scientific Conference "National Governance in the Context" Digital transformation: Digital Government- International experience and reference value in digital governance in Vietnam", National Academy of Public Administration, Ministry of Home Affairs, Hanoi September 2021 Set-level scientific project code 06-21/HDKH "Global social trends and impacts on contemporary international relations", Decision on acceptance 2612/QD-BNG dated 9/12/ 2021 graded Excellent, Certificate No 272021/CNKQNC dated December 15, 2021, member of the Project Theme "Development trends of the ASEAN Regional Forum (ARF) and Vietnam's participation" in the National Project "Vietnam's multilateral foreign affairs: Current status, issues raised and solved" law" under the key State-level Science and Technology Program "Scientific research on political theory for the period 2016-2020" code KX.04/16-20, starting from January 2017 and ending in August 2019, topic leader The scientific project of the Ministry of Science and Technology No 0618/HDKH "ASEAN to 2027: Development Prospects and Impacts on Vietnam", Acceptance Decision No 3661/QD-BNG dated December 20, 2018 ranked Excellent category, Certificate of scientific work No 242018/CNKHCN dated December 24, 2018 of the Minister of Foreign Affairs, member of the Project Scientific article "The current situation and solutions to develop the contingent of civil servants in the diplomatic service of our country", Journal of Interior Science, ISSN 2354-1113, March 17, 2017 Scientific article "Strengthening the quality of human resources in the public sector through searching and fostering talented people with leadership potential", Journal of Labor and Social Affairs, ISSN 0866-7643, No 544 - 01 February 15, 2017 ... foreign affairs; on the Vietnamese school of diplomacy; on independence, self-reliance and international integration, trust in Vietnam international relations 1.3 Studies on dynamic factors and solutions... diplomatic HRD policy in Vietnam Therefore, the PhD student chooses the topic "Implementation of human resource development policy in Foreign Affairs Sector in Vietnam at present" as the doctoral... (2002), Pham Binh Minh (2010) and a research team of the Diplomatic Academy of Vietnam, in the reference book "Vietnam's diplomatic strategic orientation to 2020" have identified strategic priorities