Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.Bồi dưỡng công chức ngành Nội vụ đáp ứng yêu cầu cải cách hành chính.MINISTRY OF EDUCATION AND TRAINING MINISTRY OF HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION NGUYEN VAN SON FOSTERING CIVIL SERVANTS IN THE MINISTRY OF HOME AFFAIRS TO MEET THE REQUIREMENTS O.
MINISTRY OF EDUCATION AND TRAINING MINISTRY OF HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION NGUYEN VAN SON FOSTERING CIVIL SERVANTS IN THE MINISTRY OF HOME AFFAIRS TO MEET THE REQUIREMENTS OF ADMINISTRATIVE REFORM Major: Public Management CODE: 9340403 SUMMARY OF DOCTORAL THESIS IN PUBLIC MANAGEMENT HA NOI - 2023 The project was completed at the National Academy of Administration Supervisors: Associate professor Ph.D Trieu van Cuong Ph.D Vu Thanh Xuan Review 1: Review 2: Review 3: The Dissertation Will Be Defended Before The Academy-Level Thesis Review Council Venue: Department For Doctoral Thesis Presentation - Meeting Room No Building ……, National Academy Of Public Administration No: 77 Nguyen Chi Thanh Street- Dong Da District - Ha Noi City Time: MM DD YY The doctoral thesis can be found at the National Library of Vietnam or the Library of the National Academy of Public Administration INTRODUCTION The Necessary Of Research Fostering civil servants is one of the central tasks that our Party and State are particularly interested in the process of innovation and administrative reform to build a contingent of civil servants with sufficient qualities, capabilities, and qualifications, to meet the requirements of serving the people and the development of the country; to build a democratic, professional, modern, streamlined, effective, efficient, capable administration capable of creating development, integrity, and serving the people.1 To accomplish this goal, the Government issued Decree No 101/2017/ND-CP dated September 1, 2017, on training and retraining cadres, civil servants, and public employees; amended and supplemented by Decree No 89/2021/ND-CP dated October 18, 2021 Besides, in the direction of the administration, the Prime Minister issued Decision No 163/QD-TTG dated January 25, 2016, approving the Scheme on training and retraining cadres, and civil servants from 2016 to 2025 and many other related documents The process of implementing the task of fostering civil servants in the context of PAR in the period 2011-2020 achieved practical results, "contributing significantly to the improvement of qualifications, capacity, and quality of the contingent of civil servants, meeting the basic requirements of the cause of national renewal"2 and building a contingent of civil servants "who meet professional standards, political theory and civil servant rank standards", is a premise to continue implementing the PAR period 2021-2030 Actual state management (SM) in Vietnam, advising the Party and State to build, implement the PAR implementation and train civil servants falls under the functions and tasks of the Home Office To achieve the goal of fostering civil servants in the context of PAR mentioned above, the quality of the contingent of civil servants in the Home Affairs sector is one of the decisive factors This is because, the contingent of civil servants in the Home Affairs sector is both a force directly performing administrative reform tasks, advising on policy making for administrative reform and civil service reform, as well as a direct force carry out the task of fostering as well as advising on policy making for civil servant training of the country Government (2011), Resolution No 30C/NQ-CP dated November 8, 2011 Government (2021), Resolution No 76/NQ-CP dated July 15, 2021 Trieu Van Cuong, Nguyen Minh Phuong (2018), Innovating and improving the quality of training and fostering cadres and civil servants in Vietnam in international integration, Publishing House Hong Duc, p.10 And in the context of accelerating the reform of civil service and civil servants, streamlining the payroll, restructuring the contingent of civil servants along with improving the quality of the current contingent of civil servants, it is required to be more and more urgent to improve the quality of public servant training The reality of the past years shows that the quality of fostering civil servants in the Home Affairs sector, besides the advantages, still has many limitations and weaknesses, and in response to the requirements of the PAR in the integration trend; Civil servants still have not met the requirements in both quantity and quality in some fields (religious field, clerical - archival, emulation - reward) Civil servants in the Home Affairs sector, although regularly trained according to the annual plan and meet the standards of foreign language proficiency, computer literacy, state management knowledge according to rank standards, and management knowledge according to appointed positions with the rate is high, the practical capacity is still weak, especially the ability to exploit and use foreign languages and informatics: Not yet exploiting the preeminent features of computers, but mainly just composing drafting documents for work; the ability to communicate, and directly work with foreign partners is very limited, difficult to meet the requirements of tasks in the context of PAR and international integration The above limitation is posing a challenge to the leaders of the Home Affairs sector, "How to improve the effectiveness of training to build a contingent of civil servants in the Ministry of Domestic Affairs to meet the requirements of PAR" while the civil servants are those who advise and plan policies on administrative reform, the reform of the civil service regime, and policies towards civil servants of ministries, branches, and localities across the country To help leaders solve these challenging issues, promoting research on civil servant training activities to provide more arguments, arguments, and scientific information for advice on policy making and the direction and administration of the leaders of the Interior sector is very necessary Therefore, the Ph.D student has chosen the topic "Promoting civil servants in the Home Affairs sector to meet the requirements of administrative reform" as the research topic of the thesis majoring in Public Management Purpose and research mission 2.1 Research purposes The thesis is implemented to contribute to clarifying the status of fostering Ministry of Home Affairs (2020), Report No 7046/BC-BNV dated December 31, 2020 Ministry of Home Affairs (2022), "Investigating the situation, proposing solutions to improve the quality of human resources in the interior of the Interior /9/2022, the decision to recognize the implementation results from No 731/QD-BNV dated September 29, 2022, of the Minister of Home Affairs and effectiveness of fostering civil servants in the context of PAR in the period of 2017-2021 (the time of issuance and implementation of Decree No 101/ 2017/NDCP on training and retraining cadres, civil servants and public employees) Since then, Ph.D students have proposed appropriate solutions to improve the efficiency of fostering public servants in the the Ministry of Domestic Affairs to meet the requirements of PAR for the period up to 2030 2.2 Research mission - Research documents related to civil servant training, the effectiveness of civil servant training; related PAR as a basis for building the theoretical framework of the thesis - Analyze, evaluate, and point out the advantages and limitations of civil servant training activities; effective training of civil servants in the Home Affairs sector in the context of PAR in the period 2017-2021 - Research solutions to improve the efficiency of training civil servants in the Home Affairs sector to meet the requirements of PAR in the period up to 2030 Subjects and scope of research 3.1 Research subjects The research objects the topic consists of two contents: Fostering civil servants in the Ministry of Home Affairs; effective training of civil servants in the Ministry of Home Affairs 3.2 Research scope a) Scope of research object and content - Objects of the training activities are civil servants of the Ministry of Home Affairs On a narrow scale, civil servants in the Ministry of Home Affairs are those who work in the agencies of the Ministry of Home Affairs, the Department of Home Affairs To a large extent, civil servants in the Ministry of Home Affairs are those who work in other agencies and units but perform professional tasks of the Home Affairs sector, such as the Department of Organization and Personnel, the Department of Personnel and Organization , Department of Personnel and Organization, Offices, of Ministries, ministerial-level agencies, departments In the thesis topic, the researcher approached the civil servants in the Ministry of Home Affairs in a narrow scope (civil servants of the Ministry of Internal Affairs, Department of Home Affairs,) The identification of the target audience focuses on the study of professional civil servants; Not including civil servants holding leadership and management positions - The content of the study was determined by the researcher based on Decree No 101/2017/ND-CP dated September 1, 2017, Decree No 89/2021/ND- CP dated October 18, 2021, on training, fostering cadres, civil servants, and public employees, including: + Compulsory professional annual training + Training according to the standards of ranks and employment positions: Fostering knowledge of state management according to the standards of civil servant ranks; fostering knowledge and skills according to the requirements of the job position + Fostering skills and professionalism of PAR + Cultivate political and moral qualities b) Spatial and temporal scope - Spatial scope: The topic is carried out within the scope of the Interior industry Ph.D students carried out the sampling including the Ministry of Home Affairs and several Departments of Home Affairs and Departments of Home Affairs (20 Departments of Home Affairs, 60 Departments of Home Affairs) representing the three regions of the country - Scope of time: The study is carried out through the investigation and survey of training activities for civil servants in the Ministry of Home Affairs in the period 2017-2021 and proposed solutions to 2030 Research Methodology a) Qualitative research method In this method, the author conducts in-depth interviews/consultations with some experts and managers related to the training of civil servants in the Home Affairs sector The content of the interview/consultation was designed into an open-ended question based on the objectives and content of the study to collect evaluation, criticism, and suggestions from experts and managers on the current situation of fostering and training civil servants in the Home Affairs sector over the past time The interview/consultation of experts is carried out flexibly during the implementation of the thesis, according to the appropriate time and without data being included in the Thesis Appendix b) Quantitative research method In this method, Ph.D students conduct surveys and examine through surveys for those who are leading civil servants, managers of agencies and units of the Home Affairs sector to collect the managers' evaluation opinions about the participation in the training of professional civil servants and the training effectiveness of the agencies in the Home Affairs sector Investigations and surveys are carried out through many information channels, including direct surveys and surveys through focal agencies in the locality The questions in the survey are designed to be related to the issue of civil servant training based on the stated research objectives The sample size and content of the questionnaire are presented below: - Survey sample: The investigation and survey to collect information is expected to target 450 civil servants, including 50 civil servants who are the Director of the Department, the Deputy Director of the Department, and the equivalent under the Ministry of Home Affairs; 280 Heads and Deputy Heads of 20 Departments of Home Affairs representing regions of the country and 120 Heads and Deputy Heads of Home Affairs Departments of the 20 localities with the above Departments of Home Affairs In this research topic, the researcher uses the correlation analysis method in quantitative research Based on building a theoretical framework consisting of research models: Model includes 17 observed variables (Table 1, Figure 1), and Model includes 12 observed variables (Table 2, Figure 2), the sample size is minimal The minimum required for factor analysis is N = 17*5 = 855 In this study, the researcher conducted with a sample size N = 450 > 85 showed high reliability when conducting survey research After designing and completing the survey form, the researcher conducted a preliminary survey in Da Nang City, Quang Nam Province, Dak Lak Province with a sample size of N = 90 civil servants leading and managing the department Deputy Head of Department of Home Affairs and Head, Deputy Head of Department of Home Affairs Preliminary survey results show that the observed variables are reliable so that they can be used in the official survey on a broader scale For the primary data obtained from the survey form, the researcher uses statistical, analytical, and synthesis methods to quantify the assessment level of the respondents to clarify the practice of civil servant training of the Home Affairs sector for the period 2017-2021 - Survey form: Including the introduction of the researcher and the answer to the questions for the survey subjects (Appendix 1) + The introduction of the researcher about the research topic is designed to ensure reliable information and transparency in the survey + The answer includes closed and open questions designed with specific content to collect information according to the orientation of the researcher The design of the survey form is based on scientific principles Based on the research purpose and theoretical framework that has been built, the researcher posed survey questions, then organized to collect opinions from several experienced experts, researchers, and teaching staff experience in the relevant field Based on those comments, the researcher completed the survey in both form and content before putting it into official use Hair, J.F et al (2009) Multivariate Data Analysis, 7th Edition Prentice Hall 5 Scientific hypothesis and research questions To help leaders of the Home Affairs industry answer the management question as mentioned at the beginning: "How to improve the effectiveness of training to build a contingent of civil servants in the Ministry of Home Affairs to meet the PAR requirements", and at the same time to achieve the stated research objectives, the thesis topic will answer the following research questions: (1) What are the characteristics of Civil servants in the Home Affairs Sector and what are the requirements of the PAR for civil servants and employees? (2) How to train civil servants in the Home Affairs sector to meet PAR requirements? (3) What criteria to determine the effectiveness of training civil servants in the Home Affairs sector to meet the requirements of PAR? (4) What factors affect the effectiveness of training civil servants in the Home Affairs sector to meet PAR requirements? (5) How is the practice of fostering civil servants in the Home Affairs sector in the period 2017-2021? (6) What solutions are needed to improve the effectiveness of training civil servants in the Home Affairs sector to meet the requirements of PAR in the period up to 2030? The questioning of the above research questions will be the basis for Ph.D students to build the theoretical framework of the thesis topic, including scale, model, and research hypothesis: scale, model, research hypothesis rescue on fostering civil servants (Table 1, Figure 1); Scales, models, and hypotheses on the effectiveness of fostering civil servants in the Home Affairs sector (Table 2, Figure 2) Ph.D students test research theory by the method of correlation analysis in quantitative research based on data collection collected from the results of surveys and surveys Expected new contributions to the topic - Point out the professional characteristics of civil servants in the Home Affairs sector and the basic requirements of the PAR for civil servants in the Interior sector; the basic contents of the training activities for civil servants in the Home Affairs sector - Develop criteria to evaluate the effectiveness of civil service training in the context of PAR; factors affecting the effectiveness of fostering civil servants in the Home Affairs sector in the context of PAR - Point out the advantages and limitations of the training activities for civil servants in the Home Affairs sector in the period 2017-2021 and develop appropriate solutions to improve the effectiveness of the training of civil servants in the Home Affairs sector to meet the requirements of PAR period up to 2030 Theoretical and practical significance of the topic 7.1 Theoretical meaning - The achieved results of the project contribute to clarifying the theoretical framework of research on fostering public employees, serving scientific research, and specialized training in human resource management and management labor…; Make useful references for the following studies related to this topic - Through the process of implementing the project and the results of surveys and surveys, Ph.D students affirm the personal research capacity to proceed to complete the goals, tasks of learning, and research as planned 7.2 Realistic meaning - The achieved results of the project contribute to clarifying the status of fostering public servants from 2017 to 2021, and at the same time propose solutions to improve the effectiveness of fostering public servants of the Home Affairs sector to meet the PAR requirements to the period 2030 - The achieved results of the topic help provide scientific information to the leaders of the Home Affairs sector to continue to adjust the appropriate policy adjustments in fostering civil servants of the sector - The achieved results of the topic can also be applied in the training and training activities of the Training institutions for Home Affairs sector (National Academy of Public Administration, Hanoi University Of Home Affairs) Specialization in Human Resource Management, public management, public policies Structure of the topic The main content of the thesis consists of chapters: Chapter 1: Overview of the research situation related to the thesis topic Chapter 2: Theoretical and legal basis for fostering civil servants in the Home Affairs Sector to Meet the Requirements of administrative reform Chapter 3: Reality of fostering civil servants in the Home Affairs Sector in the Context of administrative reform for the Period 2017-2021 Chapter 4: Improving the Effectiveness of training civil Service in the Home Affairs Sector to Meet the Requirements of administrative reform in the Period to 2030 Chapter THEORETICAL AND LEGAL BASIS FOR FOSTERING CIVIL SERVANTS IN THE HOME AFFAIRS SECTOR OF THE ADMINISTRATIVE REFORM REQUIREMENTS 2.1 Civil Servants of the Ministry Of Home Affairs 2.1.1 Concept Civil servants in the Home Affairs sector are those who are recruited, appointed to ranks, positions, and titles in the agencies of the Home Affairs sector, on the payroll, and receive salaries from the state budget by the provisions of law 2.1.2 Characteristics of public employees - First, civil servants in the Home Affairs sector have the common characteristics of civil servants as prescribed by law with necessary conditions: nationality; recruitment; oprofessional qualifications; health conditions, political qualities, morals, etc - Second, civil servants in the Home Affairs sector are divided into civil servants performing state management tasks of the sector (including leading civil servants, managers, and professional civil servants) and civil servants performing duties in the State management - Thirdly, the activities of civil servants performing state management tasks of the Home Affairs sector are associated with consulting and policy making according to specialized fields of state management of the sector 2.1.3 The Role, Function, And Duties Of Civil Servants In The Home Affairs Sector - First, civil servants in the Home Affairs sector play the role of public servants of the people, having the function of serving and performing assigned tasks to meet all lawful requirements of the people - Second, civil servants in the Home Affairs sector play the role of law enforcement subjects to perform the functions and tasks of state management of the sector according to the Government's decentralization - Third, civil servants in the Home Affairs sector play the role of PAR subjects, performing their functions and duties of advising, synthesizing, and organizing the implementation of the PAR program 2.2 Administrative reform and training activities for civil servants in the Home Affairs sector sector to meet the requirements of administrative reform 2.2.1 Administrative reform and requirements of administrative reform for civil servants in the Home Affairs sector - Requirements on political and ethical qualities: Good ideological politics; 10 Ethics, good lifestyle; Good working style and manners; Good sense of discipline - Requirements on professional qualifications: Having professional qualifications suitable to the rank of the civil servant and the job position; having working knowledge and skills to meet the standards of the civil servant rank and the requirements of the job position; having good working capacity, meet the requirements of consulting and implementing the State management tasks of the sector 2.2.2 Activities of fostering civil servants in the Home Affairs sector of the administrative reform requirements a) Fostering specialized knowledge The content of the training is quite diverse in all professional fields in state management activities of the Home Affairs sector, with a minimum of 40 hours/year b) Training according to the standards of rank and job position - Fostering knowledge of state management according to the standards of civil servant ranks : official rank, principal official rank, and senior official rank - Fostering knowledge and skills as required by the job position: Fostering informatics, foreign languages, and other administrative skills (in addition to those designed in the training program on state management knowledge according to quota standards) officer) c) Fostering PAR skills and operations: Equipping, updating, and supplementing with necessary knowledge, skills, and operations on PAR; strengthen the capacity of the contingent of public servants in charge of PAR to meet the requirements of advising, guiding the implementation and monitoring of the Government's PAR work d) Cultivating political and moral qualities: This is done in many forms, including fostering political theory; fostering national defense and security knowledge; public service ethics, and professional ethics 2.2.3 Research scale, research model on fostering public employees to meet administrative reform requirements From the theoretical framework on fostering civil servants to meet the requirements of PAR, Ph.D students develop a research scale and a research model including 04 independent variables and 01 variables dependent with a total of 17 observation variables (Table 1, Figure 1) 11 Table Research scale on fostering civil servants in the interior of the administrative reform requirements No The scale Code I Fostering specialized knowledge Develop a plan to foster specialized BD1 knowledge for civil servants regularly (annually) Civil servants are fostered for BD2 compulsory specialized (minimum 40 hours/year) Specialized Training knowledge Encourage and support self-training BD3 civil servants to update and supplement specialized knowledge II Fostering according to quota standards, job position Fostering civil servants meeting the BD4 standards of state management knowledge according to civil servant rank standards Fostering civil servants up to the BD5 Skill Training standard of informatics Fostering civil servants up to foreign BD6 language proficiency standards BD7 Fostering civil servants on other administrative skills according to the field of professional and job position Encourage and support self-training civil servants to update and supplement their knowledge and skills BD8 III Fostering skills and professional skills Professional knowledge Fostering Fostering skills and professional skills for PAR officials BD9 Fostering PAR skills and professional skills for civil servants BD10 12 Degree evaluation Encourage and support self-training civil servants to update and supplement PAR skills BD11 IV Fostering political and ethical qualities Quality Fostering Fostering political and ethical qualities BD12 for civil servants according to the training program and content: Fostering political theory; To foster national defense and security knowledge; Fostering public service ethics and professional ethics Fostering political and ethical qualities BD13 for civil servants in the form of combined, integrated with other practical training, training, and learning programs Encourage and support self-training civil servants to update and supplement their knowledge and train political and ethical qualities BD14 V Quality, qualifications, and capacity of public servants of the Ministry of Home Affairs Sector to meet the PAR requirements PAR Requirements YC1 Civil servants have a good political ideology; morality, good lifestyle; good working style and manners; good sense of discipline YC2 Civil servants in the Home Affairs sector meet the standards of professional knowledge and skills according to the standards of the civil servant rank, according to the requirements of the current job position and PAR tasks Civil servants in the Home Affairs sector can work to meet the requirements of their assigned tasks, to meet the requirements of official duties and PAR tasks YC3 Source: Synthesis, design from theoretical research 13 Fostering according to quota Fostering specialized knowledge (Specialized Training) standards, job positions (Skill Training) Requirements of PAR (qualities, qualifications, capacity) for public employees (PAR requirements) Fostering political and ethical qualities (Quality Fostering) Fostering skills and professional skills (Professional knowledge Fostering) Figure Research model on fostering civil servants in the interior of the administrative reform requirements With the above research scale and research model, the research hypothesis on fostering civil servants in the Interior sector to meet the requirements of PAR is set out as: H1: Fostering specialized knowledge is related to PAR requirements (qualities, qualifications, capacity) for civil servants in the Home Affairs sector H2: Training according to rank standards, and employment positions is correlated with PAR requirements (qualities, qualifications, capacity) for civil servants in the Home Affairs sector H3: Fostering PAR knowledge and skills is correlated with PAR requirements (qualities, qualifications, capacity) for civil servants in the Home Affairs sector H4: Cultivating political and ethical qualities is correlated with the requirements of the administrative reform (qualities, qualifications, capacity) for civil servants in the Home Affairs sector The testing of the above research hypotheses will help the author to have more scientific information to explain the situation according to the standard of rank and position of civil servants in the Interior sector to meet the requirements of PAR That helps the author to achieve the research objectives set out 14 2.3 Effective fostering of civil servants in the Home Affairs sector of the administrative reform requirements 2.3.1 Criteria for evaluating the efficiency of fostering civil servants in the Home Affairs sector to meet the requirements of administrative reform - The political and ethical qualities of civil servants are well assessed or maintained at a good level to meet the requirements of official duty performance - The professional knowledge and skills of civil servants meet or exceed the standards required by the civil servant rank standards and the requirements of employment positions in the Home Affairs sector - The working capacity of civil servants to meet the requirements or maintain a satisfactory assessment level for professional work in the Home Affairs sector 2.3.2 Factors affecting the effectiveness of fostering public servants in the Ministry Of Home Affair of the administrative reform requirements - Laws and policies on fostering civil servants - Civil servant fostering program - Awareness and attitudes of civil servants and agencies and units of the Home Affairs sector for fostering activities 2.3.3 Research scale, research model on factors affecting the effectiveness of fostering civil servants in the Home Affairs sector of the administrative reform requirements Based on the theoretical framework of research factors affecting the effectiveness of fostering civil servants in the interior of the Interior, meeting the requirements of PAR, the Ph.D students developed the research scale and the research model including 03 independent variables and 01 variable Depending on a total of 12 observation variables (Table 2, Figure 2) Table Research scale on factors affecting the effectiveness of fostering civil servants in the Interior industry to meet the requirements of PAR No The scale Degree evaluation Code I Laws and Policies on fostering civil servants The laws and policies of the State meet the goal of fostering and improving the professional knowledge of civil servants in the context of PAR 15 Legal Factor AH1-Element II III The laws and policies of the State meet the practical needs of civil servants on fostering the improvement of knowledge and skills The policy of the working agency is by the provisions of the law, the practical needs of civil servants on fostering and promoting the spirit of self-fostering to improve knowledge and professionalism Civil servant training program AH2-Element The training program is built by theory and practice; close to reality about the needs of knowledge, working skills of civil servants, civil servant rank standards, and job positions Appropriate training program on knowledge and thinking: updating and supplementing the necessary knowledge and thinking (general thinking, dialectical thinking; Developing theoretical thinking, judgment, the orientation of settlement problem ) Skill training program: Update and supplement the necessary skills (analytical skills, synthesis, forecasting; practical summarizing skills; access to access and solving scientific problems ) Awareness and attitudes of civil servants and interior agencies for fostering activities Public servants are actively aware and actively participate in training to improve their knowledge and skills to perform their professional duties well Public servants actively and voluntarily promote the spirit of self-improvement to improve knowledge and professional skills to perform their professional tasks well The Department of Home Affairs pays attention to and implements appropriate policies to encourage and support civil servants to promote the spirit of selfimprovement to improve knowledge and professionalism AH4-Element 16 AH3-Element Progame Element AH5-Element AH6-Element Cognitive Factor AH7-Element AH8-Element AH9-Element IV Effectiveness of training civil servants in the Home Affairs sector to meet PAR requirements The political and moral qualities of civil servants are well assessed or maintained at a good level to meet the requirements of official duty performance The professional knowledge and skills of civil servants meet or exceed the standards required by the rank standards and the requirements of employment positions in the Home Affairs sector The working capacity of civil servants meets the requirements or maintains the level of satisfactory assessment of professional work in the Home Affairs sector Training Efficiency AH10-Element AH11-Element AH12-Element Source: Synthesis, design from theoretical research Laws and policies on fostering civil servants (Legal Factor) Civil servant training program (Progame Element) Awareness and attitudes of civil servants and interior agencies for fostering activities (Cognitive Factor) Effective fostering of civil servants in the Home Affairs sector of the administrative reform requirements (Training Efficiency) Figure Research model on factors affecting the effectiveness of training civil servants in the Home Affairs sector to meet PAR requirements With the above research scale and research model, the research hypothesis on the factors affecting the effectiveness of training civil servants in the Home Affairs sector to meet the requirements of PAR is set out as: H5: Laws and policies on fostering civil servants are correlated with the effectiveness of training civil servants in the Home Affairs sector to meet PAR requirements 17