La lechiphuong sum

INTRODUCTION The urgency of the topic In Vietnam, the authorities of communes, wards, towns (also known as commune-level governments) have an important place in the politicaladministrative system Communal authorities can not take on the role without the decisive factors which are the commune-level officials and civil servants Therefore, the training and fostering the management capacity for the communelevel officials and civil servants to carry out the functions and duties in accordance with the law, protect the legitimate interests of individuals and groups, and serve the people is one of the central tasks of the Party, the State and the political system Can Tho is one of the type I urban cities under the central under the Prime Minister's Decision No 889 / QĐ-TTg dated 24/6/2009 The administrative divisions of the city have urban districts, districts, 44 wards, towns and 36 communes Can Tho city (TPCT) is defined with the general objective of "A civilized and modern city with river characteristics, basically will become an industrial city before 2020"; "Strive to complete the construction of new rural areas by 2020" To achieve that goal, Can Tho city clearly identifies the key tasks of the city from 2015 to 2020 and the vision to 2030 is to focus on building a strong team of leaders and professionals and attract talented people; in which, the training and fostering the management capacity for the commune-level officials is one of the basic content contributing to build a new rural area and meet the requirements of industrialization and modernization of the city Starting from theory and practice, the implementation of my thesis entitled " Impact of training and fostering activities on the management capacity of communal officials and civil servants: Study in Can Tho city " is urgent both in theory and practice - Analyze the current state of the training and fostering activities and the impact of these activities on the management capacity of the communal officials and civil servants: study on the Can Tho city in the last period - Propose ideas and solutions to improve the performance of training and fostering activities for the communal officials and civil servants in the coming time The purposes and research tasks of the thesis The purpose of the thesis is to evaluate the impact of the current training and fostering activities on the management capacity of communal officials and civil servants at Can Tho city through accessing the work results of the communal officials and civil servants (including the accomplishment level of tasks by the communal officials and civil servants and the satisfaction level of the people on handling the work of the communal officials and civil servants in their localities); from that propose the solution to improve the training and fostering activities for the communal officials and civil servants, improve the management capacity of the communal officials and civil servants in Can Tho city to meet the requirements of socio-economic development in the new period of 2020 and vision to 2025 To achieve this goal, the topic will focus on the following specific tasks: - Clarify the theoretical issues on the management capacity and the training and fostering activities for the communal officials and civil servants; impact of the training and fostering activities on the management capacity of the communal officials and civil servants within a locality Object and scope of the study 3.1 Object of the study The study objective of the thesis is to assess the impact of the training and fostering activities on the management capacity of the communal officials and civil servants (study in Can Tho City) through accessing the work results of the communal officials and civil servants (including the accomplishment level of tasks by the communal officials and civil servants and the satisfaction level of the people on handling the work of the communal officials and civil servants in their localities) 3.2 Scope of the study - Regarding contents: Assessing the impacts of the training and fostering activities on the management capacity of the communal officials and civil servants In particular, the training and fostering activities are identifined as the activities of the local government on the training and fostering work, including: determining the needs of training and fostering activities for the communal officials and civil servants; choosing the target of the training and fostering; determining the program of the training and fostering for the communal officials and civil servants; choosing the form and basis of the training and fostering for the communal officials and civil servants; the policies towards the communal officials and civil servants; evaluating the communal officials and civil servants after the training and fostering activities that local authorities (Can Tho city) organize; the management capacity of the communal officials and civil servants are defined as: management knowledge, management skills, attitudes, and qualities that the communal officials and civil servants need to have in the process of organizing and managing the communal administration to perform the functions and tasks of State management in the fields of economy, politics, culture, society, security and defense at the grassroots to ensure the efficiency and effectiveness of the management; The results of the communal officials and civil servants, including: the accomplishment level of the tasks of communal officials and civil servants, and the satisfaction level of local people about the handling affairs of the communal officials and civil servants in Can Tho city; The communal officials and civil servants is considered including: "Chairman of People's Council, People's Council Vice Chairman; Chairman of People's Committee, Vice Chairman of People's Committee; Commune police chief; Military commander; Office - Statistics; Land - Construction - Urban and Environment (for wards, townships) or Land Administration - Agriculture Construction and Environment (for communes); Justice - Civil Status; Accouting - Financial; Culture - Society" - Regarding space: Research in communes, wards and townships in Can Tho city - Regarding time: Assess the current status of the period 2010-2016; proposed solutions for 2016-2020 and vision to 2025 Method of the study The thesis is done with dialectical materialism methodology, historical materialistic methodology At the same time, the thesis uses specific research methods such as: secondary document analysis method; statistical data processing method; synthesis method, sociological investigation method (specific analysis in chapter 3) Contribution of the thesis Theoretically - Systematize and give opinions on the management capacity of the communal officials and civil servants; the training and fostering activities of local authorities, this will be used as a basis for identifying the composition factors, the impact on the the management capacity of the training and fostering activities for the communal officials and civil servants - Set up a measurement scale on the management capacity of the communal officials and civil servants; scale of the content of the training and fostering activities for the communal officials and civil servants - Propose and develop a model to measure the impact of the training and fostering activities for the communal officials and civil servants on the constituent groups of the management capacity of communal authorities, this will affect the work results of the communal officials and civil servants (including the level of accomplishment of the tasks of the communal officials and civil servants and the level of satisfaction of the people in handling affairs of the communal officials and civil servants in the locality Practically - From the current management capacity of the communal officials and civil servants, the actual situation of the training and fostering activities for the communal officials and civil servants in Can Tho City, the thesis identifies the strengths, weaknesses, shortcomings in the management capacity of the communal officials and civil servants, the training and fostering activities for the communal officials and civil servants in Can Tho City - The thesis has measured the impact of the factors on the management capacity of the communal officials and civil servants in Can Tho City; the impact of the training and fostering activities for the communal officials and civil servants on the constituent element groups of management capacity of the communal officials and civil servants; quantify the impact of the factors that constitute the leadership capacity of the communal officials and civil servants to the level of completion of the task of the communal officials and civil servants and the level of satisfaction of the people about the handling affairs of the communal officials and civil servants in Can Tho City - The research results will be the basis for the communal officials and civil servants to compare and improve their knowledge, skills, attitudes and leadership qualities At the same time, it is also the basis for related departments of Can Tho city to set up policies to improve training and fostering activities for the communal officials and civil servants as well as to support the improvement of the management capacity of the communal officials and civil servants in Can Tho city in the coming time - Research results of the thesis, first of all is to serve the requirements of Can Tho city, and at the same time, can extend the scope of application throughout the Mekong Delta region in particular and the whole country in general The structure of the thesis Apart from the introduction, conclusions and lists of references and lists of related works published by the author, the content of the thesis consists of chapters: Chapter 1: Overview of the study Chapter 2: Theoretical bases of the management capacity of the communal officials and civil servants and the training and fostering activities for the communal officials and civil servants Chapter 3: Methods of studying the impact of the training and fostering activities on the management capacity of the communal officials and civil servants Chapter 4: Actual impacts of training and fostering activities on the management capacity of the communal officials and civil servants of Can Tho city Chapter 5: Completing the training and fostering activities for the communal officials and civil servants in Can Tho city CHAPTER OVERVIEW OF THE STUDY Studying the relationship between the training and fostering activities on the management capacity of the communal officials and civil servants is a large topic, attracting a large number of domestic and foreign scholars to study in many other aspects 1.1 Actual research situation abroad * Regarding the training and fostering Training and fostering in the sense of an activity within the organization is to equip them with the knowledge to improve the capacity in all aspects of the civil servants in contributing to the activities of the agencies where they are working * Regarding the management capacity The management staff and civil servants play an important role in the development and improvement of the state apparatus and in public service activities The effectiveness and efficiency of the state apparatus in general and of the political system in particular are determined by the quality, capacity and effectiveness of the staff Therefore, the management capacity of the staff in the state administrative agencies is one of the most important issues which many scientists and many managers are interested in researching * Regarding the impact of the training and fostering The training and fostering directly affect the capacity of the public officials and civil servants; thus affecting the performance of the work performed 1.2 Actual research situation in Vietnam In Vietnam, the research on the impact of training and fostering has not been paid attention, so it is difficult for authors to find a topic related to this issue 1.3 Studies’ shortcomings + For foreign research: Most researches on the issues of training and fostering and management capacity s are generally studied for the officials and civil servants in State administrative bodies There is no specific research project for communal officials and civil servants + For domestic research: There have been many domestic studies on the issue of training, fostering and management capacity of staff in the communal administrative bodies However, the researches focuses more on the subject of the key staff, leading officials, senior officials As a result, there have been no research projects that have been systematically, comprehensively and specifically carried out on the impact of training activities on the capacity and quality of officials and civil servants in communes in general and in Vietnam in particular Therefore, the author has implemented the project entitled " Impact of training and fostering activities on the management capacity of communal officials and civil servants: Study in Can Tho city " The document aims to providethe relationship between training and fostering with the management capacity of communal officials and civil servants in our country CHAPTER THEORETICAL BASIS OF THE MANAGEMENT CAPACITY OF THE COMMUNAL OFFICIALS AND CIVIL SERVANTS AND THE TRAINING AND FOSTERING ACTIVITIES FOR THE COMMUNAL OFFICIALS AND CIVIL SERVANTS 2.1 Communal officials and civil servants 2.1.1 Some general features of communal government - Communal government is a part of the state government system, and the last level of government in the four-level government system of of the State of Vietnam, has direct relationship with the people, performs the function of state management in the localities in all areas of social life in accordance with the constitution and laws to enhance all aspects of the spiritual life of the people - Communal authorities have the following characteristics: i) being the grassroot level having direct contact with people, within the people; 2i) organizational structure in the commune only has the People's Council and People's Committee performing the local management - Communal government plays the role of a direct bridge between the State, organizations and individuals in the locality, being the state agency which closely and firmly grasp the most population’s situation, representing and reflecting the mind, aspirations, benefits of local people Communal authorities have the following tasks: managing all political, socio-economic, defense and security activities in communal-level areas; ensuring that the Constitution, Laws and decisions of the higher authorities are strictly obeyed in the locality; ensuring the interests of citizens, taking care of the material and spiritual life of the people and at the same time encouraging the people to fulfill their obligations towards the State 2.1.2 Communal officials and civil servants Within the scope of the thesis, the concept of communal officials and civil servants is limited to "persons who are working in the state administration at the commune level (People's Council and People's Committee), on the payroll and paid from the state budget, including: Chairman of People's Council, Vice Chairman of People's Council; Chairman of the Commune People's Committee, the Vice Chairman of the Commune People's Committee and those who are recruited and hold a professional title of commune-level People's Committee (commune-level civilc servants) with titles such as Finance-Accountin,g Culture - Society, Justice - Civil Status, Land Administration - Construction, Office - Statistics, Chief of Public Security, Military Commander on payroll and be paid salary from the state budget 2.1.2.2 Characteristics of communal officials and civil servants Firstly, communal officials and civil servants are those who carry out civil service activities at the commune level; Secondly, communal officials and civil servants are provided with necessary conditions and legitimate rights to perform their duties; Thirdly, communal officials and civil servants are mostly local people who live in the localities, have family relations and are closely associates with the people; Fourthly, public service activities of communal officials and civil servants are a diversified and complex activity, requiring regular and professional implementation 2.1.2.4 Roles of communal officials and civil servants Firstly, communal officials and civil servants build and perfect the grassroot administration apparatus, perform tasks and public duties; Secondly, communal officials and civil servants are the bridge between the Party, State and people; Thirdly, communal officials and civil servants manage and organize the work of grassroot administrations 2.2 Management capacity of communal officials and civil servants 2.2.1 Some related concepts 2.2.1.1 Capacity The general view of capacity as general human capacity can be understood as the synthesis of knowledge, skills, behaviors and attitudes that create the efficiency in one's job General capacity is formed not only from the natural psychophysiological attributes of the human being, but also from the process of learning, training, and accumulation of personal experience 2.2.1.2 Elements of capacity - Knowledge - Skills - Attitudes 2.2.1.3 Capacity groups i) Core capacities: Includes necessary compacities required for all positions, including all skills and abilities that all employees must have in order to achieve the goals of the organization; 2i) Leadership / management capacity: is the equirements for managerial jobs including planning, organizing, coordinating of resources and performing the monitoring, supervising and evaluating Depending on the complexity, extent and scope of management, each title has different requirements for management compacity standards; 3i) Professional / functional capacity: is the knowledge, skills in the area of expertise or specific to the job or department that an individual needs to have to be able to take on that job position 2.2.1.2 Level of capacity Capacity levels indicate the breadth and depth of knowledge and skills, attitudes that constitute capacity 2.2.1.3 Standard of capacity Capacity standards are established norms for the performance of work and tasks in a profession All job positions in an organization should have the corresponding capacity standards A set of capacity standards is called the Capacity Standard Set or Core Capacity Criteria Set 2.2.1.4 Capacity Framework Capacity framework is a system that specifies the necessary behaviors of capacities at different levels, applied to different positions in the organization to successfully complete the work of a position, a group, a unit or the whole organization 2.2.2 Management capacity of communal officials and civil servants 2.2.2.1 Management concept 2.2.2.2 Definition of managerial capacity of communal officials and civil servants Management capacity of communal officials and civil servants is understood to be a combination of knowledge, skills, quality and attitudes that each commual official and civil servant needs to have in the process of organizing and administering that communal administrators perform their functions and tasks of state management in the political, economic, cultural, social, security and defense fields at grassroot level in order to ensure the high efficiency and effectiveness of management 2.2.2.3 Characteristics of management capacity of communal officials and civil servants Starting from the responsibilities of the communal officials and civil servants, the management capacity of communal officials and civil servants has the following characteristics: Firstly, the capacity for public service; Secondly, the collective capacity to perform public duties; Thirdly, forecasting capacity, judgment, ability to handle situations, action ability of each communal official and civil servant in the process of performing functions and duties 2.2.2.4 Components of management capacity of communal officials and civil servants Management knowledge Management skills Qualities, attitudes 2.2.2.5 Factors affecting the management capacity of communal officials and civil servants This includes: the group of personal factors of the communal officials and civil servants; characteristics of the locality and population; and group of factors belong to the mechanism and policies for the communal officials and civil servants 2.3 The training and fostering activities for the communal officials and civil servants 2.3.1 The concept of training and fostering activities for the communal officials and civil servants Training and fostering for the communal officials and civil servants is the process of transferring professional knowledge and skills in different forms for the communal officials and civil servants in accordance with the requirements; performing and completing well the functions and tasks of management in the economic, cultural, social, political, security and defense fields at the grassroot level so as to ensure the high efficiency and effectiveness of management conducted by the training institutions 2.3.2 Requirements for the training and fostering activities for the communal officials and civil servants Firstly, the training and fostering activities for the communal officials and civil servants should be linked to the positions and titles of each communal official and civil servant; Secondly, the training and fostering activities for the communal officials and civil servants should be linked with the plan for arranging and using the communal officials and civil servants ; Thirdly, the training and fostering activities for the communal officials and civil servants have broad and comprehensive contents; Fourthly, the training and fostering activities for the communal officials and civil servants are both a right and a responsibility of the communal officials and civil servants 2.3.3 The content of the management of the training and fostering for the communal officials and civil servants Management of the training and fostering activities for the communal officials and civil servants includes the following contents: Identification of training needs Identification of training objectives Selecting the target officials for training and fostering Building training programs Choosing the form and training institutions Funding for training and fostering activities Evaluating the results of training and fostering Policies for trained and fostered persons 2.3.4 Factors affecting the training and fostering activities for the communal officials and civil servants Includes: perception of the communal officials and civil servants for the training; the interest of the Party Committee, the head of the unit in the locality; the scientific nature of the planning for the training and fostering activities; the science and rationality in the selection of training programs and training establishments for sending the communal officials and civil servants to participate in the training and fostering activities; to implement the regime and policy on the training and fostering; support from agencies and organizations; guidelines, and policies of the Party and State on the work of the training and fostering activities for the communal officials and civil servants; e Central Committee for Social Policy; integration and globalization 2.4 Impacts of training and fostering on the management capacity of communal officials and civil servants 2.4.1 The relationship between the training, fostering and management capacity of officials and civil servants The relationship between the training and fostering with the working capacity and management capacity of the officials and civil servants in general and the communial officials and civil servants in particular Training and fostering helps mprove the knowledge, skills, attitudes and management capacity of officials and civil servants as the training helps provide practical knowledge to meet the work requirements of the officials and civil servants 10 2.4.2 Research model on the impact of training and fostering activities on the management capacity of the communal officials and civil servants GROUP OF AFFECTING FACTORS COMPONENT FACTORS The training and fostering activities for the communal officials and civil servants of local agencies AFFECTING FACTORS Identify training needs Objective Management knowledge Identify training objectives The communal officials and civil servants themselves Select the target officials for training and fostering Identify knowledge for training and fostering IMPACT Management skills Choose the form and training institutions Fund for training and fostering activities Subjective Policies for trained and fostered offficials and civil servants Management capacity of the communal officials and civil servants Attitude, qualities Characteristics of locality Policies on the communal officials and civil servants Evaluate the training and fostering Tác KẾT QUẢ CƠNG VIỆC CỦA CBCCCQCX Hình 2.7: Model on the impact of training and fostering activities on the management capacity ofđộthe officials and civil servants and Mức hoàncommunal thành nhiệm vụ CBCCCQCX working results of the communal officials and civil servants (Source: Author's Proposal Mức độ hài lịng người dân giải cơng việc Research hypotheses are given as follows: Assumptions of research model 1: Affecting factors on the management capacity for the communal officials and civil servants H1: The group of affecting factors belongs to the communal officials and civil servants which is directly proportional to the management capacity of communal officials and civil servants 11 H2: Group of affecting factors belonging to local characteristics which is directly proportional to the management capacity of communal officials and civil servants H3: The factor group belongs to the mechanism and policies on the communal officials and civil servants which is directly proportional to the management capacity of the communal officials and civil servants Assumptions of research model 2: Factor groups of training activities that affect the management capacity of communal officials and civil servants H4: The identification of training and fostering needs affects the management capacity of commune officials and civil servants H5: The identification of training and fostering objectives affects the management capacity of commune officials and civil servants H6: The selection of training and fostering objects affects the management capacity of communal officials and civil servants H7: The identification of training knowledge affects the management capacity of commune officials and civil servants H8: The selection of training and fostering forms and institutions affects the management capacity of commune-level officials and civil servants in Can Tho city H9: Ensuring funds for training and fostering affects the management capacity of communal officials and civil servants H10: Suitable mechanisms and policies for the trained communal officials and civil servants affect the management capacity of the communal officials and civil servants H11: The assessment of training and fostering work has had an impact on the management capacity of the communal officials and civil servants in Can Tho City Assumptions of research model 3: Components of the management capacity of the communal officials and civil servants affect the work results of the the communal officials and civil servants H12: Management knowledge of the communal officials and civil servants has a direct propotional impact on the working results of the communal officials and civil servants H13: Leadership skills of the communal officials and civil servants have a direct propotional impact on the performance of the communal officials and civil servants H14: The leadership quality of the communal officials and civil servants haa a direct propotional impact on the working results of the communal officials and civil servants The analysis results of the survey data below will be used to verify the given hypotheses 12 Table 2.12: Number of issued / collected questionnaire samples CHAPTER METHODS OF STUDYING THE IMPACT OF THE TRAINING AND FOSTERING ACTIVITIES ON THE MANAGEMENT CAPACITY OF THE COMMUNAL OFFICIALS AND CIVIL SERVANTS 3.1 Research sequence by models 3.2 Data sources and methods of data collection Data sources for thesis research include both primary and secondary data sources For each of these data types, the author has his own data collection method to obtain the most reliable data source for analyzing the relationship between training and fostering with the capacity of management of communal officials and civil servants 3.3 Quantitative research Quantitative research conducted through the sampling method is through analyzing the results of the questionnaire survey on the managerial capacity of the communal officials and civil servants in Can Tho city directly related to the communal officials and civil servants The type of research used here is descriptive and exploratory research Descriptive and exploratory research will provide the researcher with information relevant to aspects of the management capacity of the communal officials and civil servants so as to detect its impact on working results of the communal officials and civil servants 3.3.1 Select and develop a scale 3.3.1.1 Scale of factors constituting the management capacity of the communal officials and civil servants - Regarding the scale of management knowledge - Regarding the scale of management skills - Regarding the scale of attitudes, personal qualities 3.3.1.2 Scale of factor groups affecting the management capacity of the communal officials and civil servants - Group of factors belong to the communal officials and civil servants themselves - Local characteristics - Mechanisms and policies for the communal officials and civil servants 3.3.1.3 Scale of working results of the communal officials and civil servants 3.3.1.4 Scale for scale of training activities for the communal officials and civil servants 3.3.2 Design survey form 3.3.3 Method of assessing the impact of training and fostering on the management capacity of the communal officials and civil servants 3.3.4 Select survey samples To ensure the research results of the thesis, the author has issued 759 questionnaire samples and directly collected information from the respondents and accessed questionnaire samples in a convenient manner The number of received questionnaire samples is 705 (92.8%) 13 Criteria Issued samples Collected samples Collected samples/ Issued samples ratio (%) Communal officials and civil servants District leaders City level 450 450 45 45 32 32 100 100 100 Leaders Unions of and Total training people unit 225 759 171 705 100 76,4 92.8 (Source: (Survey results)) 3.3.5 Data analysis and processing method 3.3.5.1 Data processing The collected data are categorized, evaluated, corrected and coded appropriately as follows: Figure 3.2: Data processing process 3.3.5.2 Analysis of data Data collected were analyzed by SPSS software version 20 The author uses the following analysis methods to study: descriptive analysis; analysis of reliability; Cronbach Alpha reliability coefficient method; exploratory factor analysis 3.3.6 Analysis and evaluation of measurement tools 3.3.6.1 Reliability The evaluation results of measurement tools show that the scales have a reliability coefficient greater than 0.7, and at the same time, the correlation coefficients of variable-sum of observed variables shown for each scale is greater than 0.3, so there is no observed variable removed 3.3.6.2 Convergence The results of the exploratory factor analysis with the observsed variables demonstrating the concepts of variables in the research model gave good results, expresses in KMO = 0.821, Sig = 0.000, showed that the results of the exploratory factor analysis is highly reliable The total covariance value of the nine factors and the eigenvalues convergence coefficients of the ninth factor, respectively, were 57.238> 50%, 1.121> 1, which showed that the initial 14 observed variables has convergence in 14 factors, these factors represent 57.238% of the variation of survey data Thus, the scales achieve high convergence 3.3.5.3 Assertive factor analysis The coefficient of total variance deviation and the general reliability of the scales are higher than 0.5, in combination with the Cronbach-alpha coefficients of all scales greater than 0.7, so it can be confirmed that the scale gains realiabiliy CHAPTER ACTUAL IMPACTS OF TRAINING AND FOSTERING ACTIVITIES ON THE MANAGEMENT CAPACITY OF THE COMMUNAL OFFCIALS AND CIVIL SERVANTS IN CAN THO CITY 4.1 Overview of Can Tho City and characteristics of communes, wards and towns 4.1.1 Overview of Can T ho City At present, the city has district-level administrative units (5 urban districts, rural districts); 85 communes, wards, towns (36 communes, 44 wards, towns and 644 hamlets, areas) Population is more than 1,262,566 people, of which urban population accountes for 65.93% and rural population accounts for 34.07% People living in the city are mainly Kinh with 1,163,043 people (96,93%), Khmer with 21.84 people (1,82%), Chinese with14.354 people (1,20%) and other peoples with 579 people (0,05%) The population density is 856 people/Km2 Total products in Can Tho City (GRDP) increased by 7.55% compared to 2015 (7.5%); Of which, agriculture, forestry and fishery increased by 1.13% (up 1.2%); the industry and construction sector increased by 10.26% (with plan of 7.7%); services sector increased by 7.16% (with plan of 8.5%) GRDP per capita of Can Tho reached 65.3 million dong, reaching 100% of the plan of 2016 4.1.2 Characteristics of communes, wards and towns in Can Tho City affecting the training and fostering activities for the communal officials and civil servants - The population density is high, consisting of many members having different customs, habits and lifestyles, participating in various socio-economic activities; The intellectual level of the urban population is generally higher than that of the rural population - The living standard of urban people is higher than that of rural areas, better access to public services and social security - The speed of urbanization is fast, the developed technical and social infrastructure create the networks which are synchronous throughout the area, not dependent much on the administrative boundaries, the network of hospitals, schools are covered in wards and communes, and public services are better 15 provided than in rural areas - The economy is mainly non-agricultural, has the potential to develop tourism services, develop into commercial, financial and scientific service centers, human resources training - The administrative boundary, the demarcation of administrative boundaries within urban areas has only purely administrative meaning, not many socioeconomic characteristics, different from rural areas where boundaries are administrative and territorial boundaries, and all socio-economic activities take place within that administrative-territorial boundary 4.2 Actual facts of managerial capacity of the communal officials and civil servants in Can Tho city 4.2.1 Overview of the communal officials and civil servants in Can Tho city 4.2.1.1 Number of the communal officials and civil servants At present, by statistics, there are 1363 communal officials and civil servants (including 391 officials and 972 civil servants) 1200 Officials Civil servants 972 1000 800 600 391 400 200 33 83 134 59 112 46 118 50 166 57 92 37 3573 33 85 109 41 Phong Dien Thoi Lai district district Co Do district Vinh Thanh Ninh Kieu Binh Thuy Cai Rang district district district district O Mon district Thot Not district Total Hình 4.2 The number of communal officials and civil servants in Can Tho city Source: Can Tho Department of Home Affairs 4.2.1.2 The structure of the communal officials and civil servants of Can Tho city Age-based structure: commune-level civil servants of the city have a relatively reasonable age, with under 40 (accounting for 62%) showing the inheritance; in contrast, communal officials with an average age of over 40-yearold accounted for over 59% This is an appropriate age structure and show inheritance between age groups Young official group under 40 accounted for about 55% This is a group that is considered to have good health, work experience, enthusiastic work spirit 16 14,3% 26,9% 0.8, NFI = 0.907>0.8, TLI= 0.950>0.9, CFI = 0.953>0.9, RMSEA = 0.036; thus the model is appropriate 4.3 Current status of training and fostering activities of the communal officials and civil servants in Can Tho city 4.3.1 Responsibilities of agencies and units in training and fostering Being aware of the position and importance of training and fostering communal officials and civil servants; over the past time, the Party committees and authorities of Can Tho city have regularly paid attention to the leadership and direction of the implementation of training and fostering for officials and civil servants at commune level 4.3.2 Current status of training and fostering activities Identifying training needs is very important, it is the basis for proper plannning of training Based on the direction and development strategy of Can Tho City in the coming time, the officials and civil servants needs to be strengthened in professional, ideological and political training to meet higher and higher demand of work Table 4.10: Number, rate and growth rate of number of trained and fosted people Criteria Unit 2010 2011 2012 2013 2014 2015 Total number of communal officials and 404 458 502 524 539 511 Person civil servants participated in training and fostering Total number of 891 897 896 904 912 928 communal officials and Person civil servants Training ratio compared to total number of % 45.34 51.06 56.03 57.96 59.10 55.06 communal officials and civil servants Source: Department of Home Affairs of Can Tho City Therefore, it can be shown that there is a great demand for the training and fostering for the communal officials and civil servants; especially professional, political theory, foreign languages, informatics training 4.3.3 Current status of dertermining training and fostering objectives Over the past time, although the objectives of training and fostering of communes, wards and towns in Can Tho city have been based on the needs identified through survey and evaluation of functional units; however, in fact, it is still not really reasonable 4.3.4 Current status of knowledge needs for training and fostering Table 4.11: Number of people trained at the request of communes, wards and towns compared to the total number of people trained in 2014 by title 72 54 54 Person 30 33 40 Ratio % 41,66 61,11 74,07 Training knowledge not in accordance with job requirements Person Ratio % 42 58,34 21 38,89 14 25,93 76 44 36 344 36 35 25 206 47,37 79,55 87,50 69,45 59,88 40 11 138 Title Finance - Accounting Justice - Civil Status Land - construction - urban and environmental (for wards, townships) or land - agriculture - construction and environment (for communes) Office - Statistics Culture - Society Commune police chief Commander of the Army Total Training knowledge in accordance with job requirements Number of trained officials (persons) 52,63 20,45 12,50 30,55 40,12 Source: Department of Home Affairs of Can Tho City 4.3.5 Current status of selecting subjectsfor training and fostering Over the past time, the selection of officials and civil servants involved in 23 24 training and fostering of the city is still inadequate, with many emotions, dominated personal relationships with no specific plan 4.3.6 Selected training and fostering methods in recent years 4.3.7 Current status of funding for training and fostering Expenditures for training and fostering officials and civil servants at commune level in Can Tho city are mainly from the city budget, contributions from organizations sending officials and civil servants to study and the learners themselves 4.3.8 Evaluation of training and fostering results 4.4 Impacts of training and fostering activities on the management capacity of the communal officials and civil servants of Can Tho city - Analysis of official survey results 4.4.1 Verification of the reliability of the official survey scale The results of the CFA analysis of the measuring indicators of suitability of the model showed that CMIN/DF = 1.6450.8, NFI = 0.827>0.8, TLI= 0.921>0.8, CFI = 0.924>0.9, RMSEA = 0.030 4.4.2 Results of impact model verification of the training and fostering activities on the management capacity of the communal officials and civil servants in Can Tho city Figure 4.5: Results of impact SEM analysis of the training activities on the management capacity of the communal officials and civil servants in Can Tho city Source: Survey results of the thesis The measuring indicators of suitability of the model showed that, CMIN/DF = 2.036, GFI = 0.825>0.8, NFI = 0.848>0.8, TLI= 0.913>0.9, CFI = 0.916>0.9, RMSEA = 0.0380.8, TLI= 0.932>0.9, CFI = 0.931>0.9, RMSEA = 0.047