Luận văn thạc sĩ Quản lý công: Improving the quality of human resources at the office of the provincial people's committee of Hoa Binh

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh- Data collection by deep interviews for some staffs working personnel in t

MASTER THESIS OF MPPM

IMPROVING THE QUALITY OF HUMAN RESOURCE AT THE OFFICE

OF THE PROVINCIAL PEOPLE’S COMMITTEE OF HOA BINH

Bui Đức HìnhChu Văn Thắng

Supervisor: Prof Lars — Torsten Eriksson PhD

Local Supervisor: Dr Nguyen Ngoc Thang

Class: MPPM - Intake 6 — Group 10

Ha Noi, May — 2013

Thesis: Invroving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

ACKNOWLEDGEMENTS

We sincerely thank Dr Nguyen Ngoc Thang, Prof - Dr Lars Torsten

Erikssm and teachers who were dedicated to teach us knowledge who did not

regret tme and effort to guide us help us and correct the thesis draft together with

us in th: implementation and completion of this thesis

Ve also sincerely thank lectures of training department in the master

progran in public management at the University of Economics and Business

-Vietnan National University, Hanoi and Uppsala University — Sweden facilitated

and hebed us during the time of studying and researching at the university.

Tie research team also thanks Administration — Organization Department atthe Offce of the Provincial People’s Committee of Phu Tho, leaders of the Office

of the 'rovincial People’s Committee of Hoa Binh, staffs of Administration —

Organiation Department at the Office of the Provincial People’s Committee of Hoa Bah as well as volunteers who coordinated and helped us in the process of

researci collection of information and date for the thesis.

We sincerely thank the civil affairs committee of the class who took care,

encourged and supported us This thesis will be not completed well without the

civil afairs committee of the class’s enthusiastic support

Fnally we respectfully give thanks to the leaders and colleagues in the

agencyind families of members of the group who created favorable conditions of

time, material and spirit for us as well as always encouraged us to complete the

Thesis: Imprving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

ABSTRACT

Tith: “Jmproving the quality of human resource at the office of the

proincial People’s Committee of Hoa Bình `

Levl: Thesis of Master program in public managementAutors: Bùi Đức Hinh and Chu Van Thang (Group 10 - class: MPPMIntake 6)

Suprvisors:

- Prof Lars-Torsten Eriksson PhD; Dr Sven - Erik Svard PHD

- Dr Nguyén Ngoc Thang PhDDat when the thesis is presented: 17th, May 2013

Resarch objectives:

Thi: topic focuses on determining the current status of the quality of

human reources at the office of the provincial People’s Committee of Hoa

Binh; detrmine causes of the restrictions on the quality of human resources in

the unit;

Finc out effective ways and solutions to improve the quality of human

resource t the office of the provincial People’s Committee in order to meet

well worlrequirements.

Resarch methodology: In the research process, author group has used

SWOT aalysis method and quantitative research methods combined with

qualitativ methods.

The ollection of data, analysis and reporting are done through:

- Uing the statistics: The research team used statistical data in the

documeni and reports of the agency to serve to analyze, compare the fluctuationsand chanes in the quantity and quality of human resources in the unitsresearche during the years of the research period

- Da collection by questionnaire: For update information in question time,provide mch quantitative information, help research team assess the situationreflected 1 the organization through thought perception, attitude, desire of

Individua in the organization.

Authors: Bubtec Hinh and Chu Van Thắng - MPPM Intake 6

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

- Data collection by deep interviews for some staffs working personnel in

the organization: For more detailed and specific information related to the

research content of the topic such as the recruitment forms, the treatment policies

for employees

- Direct observation method: The research team used this method to capture additional information relating to the work attitude, work time, habits during the

working hours of staff in the organization related to the quality of work

Results and conclusions: The research result of the topic is expressed inthe chapters:

- Chapter I The basic issues of human resources and the quality of human

resources: This chapter systemarises theoretical basis related to the research

topic, including the concepts of human resources, the quality of human

resources; the evaluation criteria; the management factors affecting the quality

of human resources such as: job analysis, manpower recruitment, training and

development of human resources, the compensation for employees

- Chapter II Research methodology: This chapter identifies the research

object and the research scope of the topic, defines the research theoretical

models, the methods 0° data collection and research methods applied in the

topic

- Chapter III Curent situation of human resources at the Office of the

Provincial People's Conmittee of Hoa Binh: This chapter focuses on analysis

and evaluation of the quantity and quality of human resources in the unit;

description and analysis of the real activities of human resource management in

the agency and its impact on the quality of human resources.

- Chapter IV Som: suggestions aimed at improving the quality of humanresources at the office cf the provincial People's Committee of Hoa Binh: This

chapter offers some suggestions around the activities of the human resources

management to improv: and enhance the quality of personnel and employees

‘such as the recruitment of human resources, solutions on the layout of human

resources, solutions on he training and development of human resources, the

itreatment policies

/Authors: Bùi Đức Hinh and Chuan Thắng MPPM Intake6

-hesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

- Conclusion: By researching the topic, we found that: In order to improve

tie quality of human resources in any organization, it is necessary to have the

iiterest and understanding of leadership for the personnel management; all

contents of the human resources management from staff recruitment, training to

saff rotation must be applied methodologically and flexibly in order to have the

saffs and employees who are qualified, skilled, experienced and enthusiastic

vork, work efficiently, meet job requirements of the organization One of the

inportant factors that decide the quality of human resources within the

qganization, our team found through the surveys and directly interview at the

(ffice of the provincial of People’s Committee of Hoa Binh is the workingevironment of staff The working environment here includes not only the

tngible physical elements such as office, machines and equipment for the work but also friendly and open relations between staff and leadership; the

eivironment for every staff and employee to promote forte points, confirm

tiemselves in the collective; the environment to train, develop skills, accumulate

experience toward the higher positions, be more respected and further contribute

tt the organization in particular and the society in general

Suggestions for future research:

In order to complete further the topic, authors would like to offer some

oientations to continue to research the topics such as analyze deeply factors

afecting the quality of human resources at the unit: inputs of human resources,ficilities and working conditions, the leadership of head of the organization,cipacity and prestige of the leader, the psychology of employees, the brain drainfom the state agencies

Besides a number of directions to further research the topic mentionedaove, on a larger scale, the topic can be developed and researched the office oftle people's Committee of provinces in the Northwest of Vietnam to see theboader issues, to find out the factors creating advantages or causing difficultiesfir improving the quality of human resources for the Northwest of Vietnam.Snce then, identify synchronize strategic solutions for all the region so that the

qiality of human resources in the provinces of the Northwest is increasingly

Athors: Bui Đức Hinh and Chu Văn Thắng - MPPM Intake 6

Thesis: lmproving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

imprevec, and foreign and domestic talent are attracted to work in this region inorder to promote potential and strength of the provinces in the Northwest andcontrbute positively to Vietnam’s socio-economic development in the sustainable

way.

Contribution of the thesis: The thesis provides further a scientific basis,

making reference to the personnel management at the Office of the provincial

Peopk's Committee: The thesis can be also the basis so that the head of theagency consider and decide the construction and promulgation of the regulations

on the management of human resources at the unit, which is both scientific and

associated with the working practices to help improve the quality of human

resources and improve the quality of the work at the unit.

Through the authors” the process of survey, interview and implementation of

tthe thesis and through the research content of the thesis, the staffs and officers at

tthe Office of the provincial People's Committee of Hoa Binh have the opportunity

tto receive additionally information about the personnel management, to exchange,self-aware, self-assess on the quality of labor, the level of dedication, work oftthemselves, from there change individual behavior and make the quality ofImanpower in the unit better.

The results of the thesis research may be the reference so that the state

Imanagenent agencies in localties review, modify and innovate leadership styles

of agencies and units, encourage cadres, officials and civil servants to learn and train actively, improve their qualifications, professional competences, enhance the

quality of work at the agency

Keywords: Quality, manpower, qualifications, training, working

environnent

Authors: Bij Đức Hinh and Chu Van Thắng - MPPM Intake 6

Thess: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

LAL CONTEXD Lí vo .a 77 1A 3 1.2 RESEARCH QUESTIONS sisssscesessesssssnsssensssossesssscncnassssssessssessasssessssssssevesserasveesee 5 1.3, RESEARCH OBJECTIVES wcssoosrersevseressvscsseneossnersonssnenserenvonsensnssncerssoosenssonsonsnesn 5

Chapter II FRAME OF REFERENCE - 2-5-5555 Ă n2 n1 eeeeesee 6

2.1.FUNDAMENTAL ISSUES ON HUMAN RESOURCES AND QUALITY OF HUMAN RESOURCES - <5 SH nh ưng mg 6

2.1.1 Human resources and human resources managemenI( se « 6 2.1.2 Quality of human, F€SOUFC‹‹‹ ccccccccceccoosccscocogS06501460346606656615654656655666506685565 665 8 2.1.3 Factors affecting the quality of human resource from the human

FESOUFCE I1AđÀ€IN€TIÍ 255 << 5 << 9 9 9 0 0 00 0090809008906 11

2.2 RESEARCH THEORETICAL MODEL 5-5-5 << =<=ssese<seses 12 Chaper III RESEARCH METHODOLOGY AND DATA COLLECTION 14

3.1 RESEARCH OBJECTS AND SCOPE s5 <5 S215 9e, 14

S11 Research ODj OCHS cac cessslsdssesasiclbdsicsldeekssessesekekSEnslsssnsissraas12s00g 14 31.2 Research scope scsscsscsssscsssscssssssccscsssscescssessssssccssscsscssesceccsssessscssesseeees 14

3.2 RESEARCH METHODOLUOC ÝY s- <5 < si nung 14

32:1, Research method ology scccissssiscsossesiecssosessnsesssassstsossssssvscssossicesssctenseasesesesnsses 14

32.2 Data collection metho 5-5 5 < =5 << 9 Hư 00900900 15

Chaptr IV PRACTICAL DATA AND DATA ANALYSIS 18

4.1, HUMAN RESOURCE STRATEGY ccscssssssssssscsssscssssssssssssssesessssscssesecees 18

4.2, HUMAN RESOURCE PLANNING scccccsssscssscessscecsccsssessccsssoreonesesessosers 18

42.1 Identifying manpower demann - s- << 5< 5s s4 s99 2e se 19 42.2 Develop recruitment DÌ41n -<- <5 << si HH ng me 19 4.3.PERSONNEL RECRUITIMENTT 2 << 5< << m0 1 90 20 4.4.TRAINING AND IMPROVING PERSONNE 5-5-5 =s<e 26

Authors Bùi Đức Hinh and Chu Văn Thắng — MPPM Intake 6

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

4.5 EVALUATION ON THE IMPLEMENTATION OF WORK 31 4.0 IMPLEMENTATION OF POLICIES FOR STAFFS AND EMPLOYEES 33

4.6.1 :, SA TY ssieeersniiaiiEETET111215036š01314.615ã066550188600g0g558091303503g04031530555036i03031685888g536 5558 33

4.6.2 Welfare, reward and iueenitives EkzSG.585t8550S55695%555E685655550695368W/843ã88465E858/3950 35

4.” LIMITATIONS ON HUMAN RESOURCES QUALITY AT THE OFFICE

OF THE PROVINCIAL PEOPLE’S COMMITTEE OF HOA BINH 36

4.7.1 LÍHẨAfÏOTAS 5< Ă Ăn HH HH me 36 4.7.2 CAUSES HH Họ HH HH Họ HH 10 0ø 38

Chapter V COMMENTS AND CONCLUSIONS ccsssssssssssssssssessessevecessssessesesers 40

5.1 SOME SUGGESTIONS TO IMPROVE THE QUALITY OF HUMAN

RESOURCES AT THE OFFICE OF PPC OF HOA BINH 40

5.1.1 Human resources F€CTUIÏẨI€TIÍ <5 5< 5s 290980 5050 40

5.1.2 Solution to arrange human F€SOUIFCC 5-5 5< 5 5< S9 99 9999599595.959996 40

š.1.3 Solutions of training and developing human resources 40

5.1.4 Treatment DOÌÏCÌÏ S - << 5< 5 5s s2 9 9 9 .090 009 09969.9809909989099699899ø 42 3.1.5 Other recomendations - <5 55 =5 sư 9.0 0000009, 42

5.2 CONCLUSION saecreoeeennerrndonaalisisasoatcdsicslivalsisgauiägsggsgsgkoksasz3868554g5g8862g428 42

Š.s SUGGESTION FOR FUTURE RESEARCH o 5 5 55555 5< s=se 44

5.4 CONTRIBUTION OF THE THESIS 5-5-5 5 5< 5< << se se se 44 LIST OF REFERENCE 5 << << HH HH 0000900000090 1 AIPPPPNDIỀX HH HH Họ HH HH nh 0h 00008 8 3

Author: Bu: Đức Hinh and Chu Văn Thắng — MPPM Intake 6

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

LIST OF FIGURES AND CHARTS

Figure 1 Chart shows the qualifications of employees recruited through

personnel examination at the office of the provincial people’s committee of Hoa

Binh from 2009 — 2012

Figure 2 Chart shows the qualifications of employees recruited through theappointment for staffs to work at the the office of the provincial pcople’scommittee of Hoa Binh from 2009 — 2012

Figure 3 Chart shows the qualifications of employees recruited through therotation for staff to work at the office of the provincial people’s committee of Hoa

Binh from 2009 — 2012

Figure 4 Chart shows the qualifications of employees recruited through theform of consideration to work at the office of the provincial people’s committee

of Hoa Binh from 2009 — 2012

Figure 5 Diagram of opinion rate result on personnel recruitmentFigure 6 Chart shows the change of staffs and officiers’ qualifications of atthe office of the provincial people`s committee of Hoa Binh from 2009 — 2012

Figure 7 Structure of staff's level at the office in 2009Figure 8 Structure of staff's level at the office in 2012Figure 9 Structure of staff's qualification at the office of the provincialpeople’s committee of Phu Tho in 2012

Figure 10 Result diagram of opinion rate on personnel training and

improving

Figure 11 Chart shows the result of assessment on emulation in 2011 and

2012 of the office of the provincial people’s committee of Hoa Binh from 2009 —

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

LIST OF TABLES

Table 1 Results of personnel recruitment at the office of the provincialpeople’s committee of Hoa Binh from 2009 — 2012

Table 2 Figures about the personnel at the office of the provincial people’s

committee of Hoa Binh from 2009 — 2012

Table 3 Result of training and improving personnel at the office of the

provincial people's committee of Hoa Binh from 2009 — 2012

Authors: Bui Đức Hinh and Chu Van Thắng - MPPM Intake 6

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

ABBREVIATION

PPC: Provincial People’s Committee

“Authors: Bùi Đức Hinh and Chu Van Thắng - MPPM Intake 6

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

PREAMBLE

It is considered that human resource is an important factor in the

organization’s development Human resource is key factor because of its ownspecial value, it is different from other factors and can not be replaceable It is the

first priority in consideration when establishing and maintaining an organization

Human resource is always an important resource and is a leading factor

deciding the success or failure as well as the advantages of an organization.Especially in the context that Vietnam is pushing industrialization, modernization,

regional and international economic integration, the quality of human resources inorganizations is required higher: the demand for skilled labor is required greater

Not only business focus on the issue of human resources development, but also

the state-managed agencies should pay special attention to this issue To achieve

the goal of sustainable development, we have to create high-quality humanresources and have policies on the effective management and use of these human

resources.

In the general way, the human resources of Vietnam are poor in quality,

irrational in structure and allocation Human resources in general and the quality

of human resources in particular at the office of PPC of Hoa Binh are also in the

common situation of the country The requirement of the quality of the humanresources in the state-managed agencies at the locality has been changed by the

influence of the global integration and application of information technology inthe management to reduce the gap between requirements of human resourcesquality in the work and current human resources quality In improving the quality

of human resources, vision and long-term thinking have great significance inbuilding skills, knowledge, and ability to work and collaborate

The quality of the advising of the team of staffs and experts of the office of

PPC of Hoa Binh (as an agency advising directly to the leaders of PPC in alloperations running state administrative apparatus at the locality) plays an

important role for PPC, Chairman of PPC to fully grasp the information andhandle the situations in the management of society-economy, security and defense

of the province: help leaders of the provincial committee timely make decision to

Authors: Bùi Đức Hinh and Chu Văn Thắng — MPPM Intake 6 1

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

enact the strategies planning directing and running plans, ensure stability and

socio-economic development in the right directions The team of advisory staffs

of high quality will help the leadership of PPC, Chairman of PPC oriented, be

proactive and timely to achieve common goals in accordance with the strategies,

and plans set out

However, until now there is no any specific research on the quality of

human resources at the Office of PPC of Hoa Binh Therefore, the authors group

researched the topic "Improving the quality of human resources at the Office of

the provincial People's Committee of Hoa Binh " in order to determine the currentstatus of human resources quality in the units, based on which implies a number

of solutions, suggestions to improve and enhance the quality of staffs andemployees at the office in coming time

The structure of the thesis consists of 5 parts:

1 Introduction.

2 Frame of reference

3 Research methodology and data collection

4 Practical data collected and data analysis

5 Comments and conclusions

Authors: Bui Đức Hinh and Chu Van Thắng - MPPM Intake 6 2

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

CHAPTER I

INTRODUCTION

1.1.CONTEXT

In the context that Vietnam is actively integrating into the world and orients

the aims of sustainable development, the role of human resources is very

important, the quantity and quality of human resources should meet the personnel

needs of domestic and international organizations Due to the impact of marketdemand when integrating into the world, along with Vietnam's education and

training policies, domestic human resources will develop increasingly diversly

about specialty and careers; raising professional qualification, knowledge, skills

and experience to be able to get a position in a new environment, requiring increasingly stringent according to international requirements.

Along with the development of market and society, the state-managed

agencies also need cadres and civil servants who are not only diligent, faithful,

but also good at specialty and operation, experienced and skilled, have knowledge

of science and technology, good at foreign languages to meet socialmanagement requirements, economic management After many years of

implementing the policy on opening market, on international economic

integration, the team of cadres, officials and public servants of Vietnam in generalhas changed, developed in all aspects, meeting the requirements of work assigned

by the state

However, there are also many cadres, officials and civil servants who do not

really have enough capacity and skills to fulfill well tasks assigned; many

officials and civil servants are used improperly trained specialty , do not promotetheir forte in the work; the majority of cadres and civil servants are weak atscience, foreign languages, have not enough knowledge and confidence to stand

up independently and be active in their work These cases also remain relatively

much in the state-managed agencies in the provinces and localities Therefore,improving the quality of human resources in current context is very essential,

especially in a mountainous province with difficult socio-economic conditions

like Hoa Binh province

.

Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

Hoa Binh is a mountainous province in Northwest of Vietnam, chief town is

Hoa Binh City, located 73km from the center of Hanoi capital Hoa BinhProvince borders on Phu Tho province in the northern; on the provinces of Ha

Nam, Ninh Binh in the south: on Hanoi capital in the east and the northeast: on

the provinces of Son La Thanh Hoa in the west, northwest, southwest The

_ natural surface of the province is 4,662.5 km 2, accounting for 1.41% of the totalnatural area of Vietnam Income per capita is 730 USD (equivalent to 15,300,000VND) In 2012, Hoa Binh province has provincial competitiveness index (PCI)

ranked the 41“ over 63 provinces and cities of the country.

Hoa Binh province has a population of about 80 thousand people, there are 6

ethnic groups living in the province, the largest is Muong people occupied 63.3%

of the people, the rest are ethnics of Kinh, Thai, Dao, Tay, H'mong.

The office of PPC of Hoa Binh is a Service-equal agency, has functions of

general advisory, helps PPC organize common operations of PPC; advises and

assists the Chairman of PPC to direct and run general operations of the state

administrative apparatus in local government; ensures the provision of

information for the management, direction and administration of PPC and the

Chairman of PPC and information for people according to rules of the law;

ensures the material and technical conditions for PPC and Chairman of PPC’soperation PPC of Hoa Binh has 79 personnel with the structure including 01

chief of the PPC secretariat, 04 Deputy Chiefs of the secretariat, 11 Offices and

02 affiliated career units

For the Office of PPC of a mountainous province with the starting point oflow socio-economic development like Hoa Binh province, improving the quality

of human resources will contain specific factors needing to resolve to catch upwith workforce development planning of the country Within the frame of thistopic the authors researched the issue of improving the quality of human

resources associated with the management of human resources at the Office of

PPC of Hoa Binh to find out limitations and propose solutions forward to the aim

at improve the quality of service, quality of advice and serving of agencies

Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 4

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

From the meaning and importance of human resources in the organization, particularly in the state-managed state agencies in localities as described above

along with the desire to understand further the nature of human resources at work,

we chose the topic "/mproving the quality of human resources at the Office of the

provincial People's Committee of Hoa Binh" (where two members of the group

are working) to research and do the thesis The topic is assigned to carry out by

University of Economics and Business — Vietnam National University, Hanoi in

Decision No 3045/QD-DHKT signed 18 December 2012

1.2 RESEARCH QUESTIONS Within the research scope as presented above, the research team identified

specifically research questions including:

- What is the current status of the quality of human resources at the Office

to meet well the work requirements in the context of Vietnam’s internationalintegration and sustainable development

Nn

“Authors: Bùi Đức Hinh and Chu Văn Thắng — MPPM Intake 6

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

CHAPTER II.

FRAME OF REFERENCE

2.1 FUNDAMENTAL ISSUES ON HUMAN RESOURCES AND

QUALITY OF HUMAN RESOURCES

2.1.1 Human resources and human resources management

2 1.1.1.The concept of human resource and human resource management

Human resource: There are many different concepts of human resources.According to United Nations’ concept, Human resources are all the knowledge

skills, experiences, competences and creativity of the human having relationship

to the development of each individual and the country

According to the World Bank, human resources are the entire human

capitals including physical force, mental power and professional skills of each

individual Human resource is considered as a capital next to other types ofphysical capital: monetary, technology and natural resources

According to international labor organization, human resources of a country

are all people in the age having capacity to work

In the narrow sense and to be able to quantify in the planning in VN,

Human resources is prescribed as a part of the population, including those of

working age have the ability to work in accordance labor Code of Vietnam(employee is people from 15 years old and above, being capable to work, working

under labor contracts, get paid and working under the management andadministration of employer — Item 1, Article 3 of the Labor Code No10/2012/QH13 which is passed by the 13th National Assembly of Socialist

Republic of Vietnam, 3rd session 18 June, 2012)

In the broad sense, human resources could be defined as human being

resources of a country, a locality, which were prepared in certain level, having

‘capacity to mobilize in the country’s economic development process (or of a

jparticular locality) Under the point of view of Labor Statistics, human resources

include those of working age having the ability to work under the provisions oftthe Labor Code of Vietnam

“Authors: Bui Đức Hinh and Chu Văn Thắng - MPPM Intake 6 6

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

Although the points of views and approaches to define the human resources

are different, they all unified a point of view that human resources are the ability

to work of the society and are considered under two points of view on the

quantity and the quality of the part of population taking part in socio-economicactivities The quantity of human resources is expressed through norms of scaleand growth of human resources In terms of quality, human resources arereviewed through criteria such as physical force, qualification, specialty,

capability, virtue, human development index

Human resources management: Human Resources Management (HRM) is a

relatively new term in the chain of concepts and practices related to managing

people HRM is reviewed as a crucial stage in the production process It is

considered a strategic approach combining personnel management to achievement

of business objectives

HRM refers to factors such as planning, management and improving

capacity of human resources; identifying, developing and maintaining knowledgeand competences of employees; encouraging participation and exchange rights forworkers All these factors have an impact on business performance or operatingresults of the organization because human resources are one of the organization’s

fixed assets An organization / business can improve their position by usingemployees in an efficient manner, profit employee’s standard, experience and

ingenuity to achieve the set goals HRM is aimed at selecting those of being

qualified, nimble-witted and able to devote to work; training them, managing

their performance and reward and motivate to develop their competences

2.1.1.2 The role of human resource and human resource management

Roles of human resources: Human resources (or labor — human factor) inany organization plays an important role The labor is not only a apart of

organization (in term of structure), but also the subject in organization’s process

(in term of human factor and internal relation in organization) Labors are notsimple to run in accordance with process, they could actively improve themselves

to stimulate the process in specific circumstances Although, there are a lot of

modern equipment in organization, they are always under the control of labor in a

“Authors: Bùi Đức Hinh and Chu Van Thắng - MPPM intake 6 7

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

direct or indirect way That is the reason why human resources take an important

role in organization

The importance of human resource management: The importance of human resource management led the organization acknowledge the merit of

human People are not only the factor to establish and running an organization but

it is also the reason of failure Because of its importance, human resourcemanagement plays a key factor in management in all organization If the manager

does not have well proper organized his/her staff, the organization will not

operate effectively because all the business activities are run by people

In term of economic aspect, HRM help organization/ enterprise to expand potential capability to increase labor activities and organization influence in their workers.

In term of social aspect, HRM must base on employee benefit regulation toexpand potential capability in Human resource to maintain the relative harmony

between Government, Organizations and Labors

Nowadays, most of organizations realize the importance in HRM The

advantage of HRM is considered as the factor to enhance the effectiveness in

organization However, there are still challenging in HRM in state ownercompanies The question was put to them how to manage Human Resourceeffectively

2.1.2 Quality of human resource 2.1.2.1 Concept of quality of human resource

The quality of human resource is defined as the human quality requirement

in each organization for each working position that labors could meet with So it

is necessary to list down the qualities of human resource requirement as well asthe different quantity between actual labors and required labor

In fact, the higher qualities of human resource management is, the better

organization run their business

2.1.2.2 The criteria for human resources

There are two aspects of the human resource, the quality and quantity, we

would like to list down the criterion as follows:

“Authors: Bùi Đức Hinh and Chu Van Thắng — MPPM Intake 6 8

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

* The criteria for human resources quantity.

- Percentage of labor force in the total population;

- Percentage of people in working age taking part in the labor force;

- Percentage of labor employing:

* The criteria of human resources quality

- Criteria expressing status of health of human resources.

Health, according to the most common definition, is worker’s relaxed state

of physical, mental, is a combination of inside and outside factors, between the

physical and the human spirit

We can assess the health status of human resources of a community, anation through some indicators such as:

+ Average life expectancy of employee;

+ Average Height and weight;

+ Classification of health

+ Ratio of disability people in working age population

+ The criterions for medical

- Criteria for education of human resources

It is considered as the fundamental and important criteria group which

reflect the quality of human resources and have strong impact to the developmentresults of each organization and of an entire society The high educational levelhelps employee be able to acquire and use quickly technical and scientificadvances into practical jobs, improve the quality of work performed

Educational level of human resources is expressed through following

criteria:

+ The percentage of literate workers;

+ The percentage of people going to school in general;

+ The percentage of people going to school in high school levels;

+ The percentage of workers graduating high school levels

- Criteria for evaluating the qualifications of human zesourcesQualification is understanding, ability to practice in an industry; a specific

‘expertise sector (expression of training results in the professional schools,

Authors: Bui Đức Hinlì and Chu Văn Thắng - MPPM Intake 6 9

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

colleges and universities), ability to perform a certain professional task Qualification of human resources is measured by:

+ The percentage of professional staffs:

+ The percentage of employees divided by levels: Intermediate colleges,

universities, graduate (master and PhD)

- Other criteria

In addition to the above criteria, indicator of human development index andqualitative indicators showing employee's virtue competences through factors of

ethnic category, culture, tradition, customs and lifestyle also used to assess the

quality of human resources

2.1.2.3 Improving human resource quality

Human resources are the most important assets of an organization; its

benefits can hardly be measured specifically Human resources in an organization

are both the goal and the motivation for organization’s operations Human

resources are the basic elements to form the organization, the conditions for theorganization’s existence and development So, an organization which is evaluated

as strong or weak, developed or out-of-date depends greatly on the quality of its

work force

Today, science and technology are rapidly changing, information exposes,

the world is compared to a global village, requiring the organization to have theteam of staffs who have enough health, education level, professional level, ability

to respond promptly to changes

From the above reasons, it can be affirmed that improving the quality ofhuman resources in each organization is very important and necessary Possessing

a qualified labor force is always an advantage; it maintains organization's strong

existence.

On the other hand, investment in human is considered the most effectiveway of investment, deciding the ability to grow fast, develop sustainable of the

‘organization, ensuring the ability to meet work demands of the team of staffs,

employees, and as a basis for improving the operational efficiency of the

‘organization

“Authors: Bui Đức Hinh and Chu Văn Thắng - MPPM Intake 6 10

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

To improve the quality of human resources, it is necessary to perform

effectively attraction of human resources, use of human resource and training and

development of human resources In which, working effectively the training anddevelopment of human resources is a sustainable and long-term holistic solution

which needs to be properly paid attention It can be confirmed that developing

human resources to achieve high quality is the way out, is the answer of the lag risk problem of any organization in the process of development and

anti-international integration

2.1.3 Factors affecting the quality of human resource from the human

resource management

2.1.3.1 RecruitmentHuman resources recruitment is the process to find and select the human

resources to meet organization’s human demand on quantity, quality and structure

in a specific period

Manpower recruitment process can be carried out according to specific stepsand be specified in basic procedures in the human resources recruitment such as:

- Identify recruitment demands to meet works that the organization needs

(Elaborate the recruitment target);

- On the basis of the analysis of work, define requirement standards and

conduct the recruitment announcement;

- Receive records and study candidates’ records;

- Organize interview, check the applicants’ qualifications;

- Comparison, selection and decision manpower recruitment

The human resources recruitment which is done well will help the unit have

employees really matching the job requirements, meet the labor needs of theorganization On the other hand, finding a suitable work will help workers

develop their capacity and forte and devote the most for the organization

2.1.3.3 Human resources training and development

Human resources training and development is the process of teaching,

guiding, training to improve the qualification, skills, the level of knowledge and

qualities required for each employee Each job in the agency needs labors of

Authors: Bùi Đức Hinh and Chu Van Thắng — MPPM Intake 6 11

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

professional qualifications in certain degree Therefore, organization must

elaborate and implement specific training plans to help employees become

familiar with the work, adapted to work and implement better assigned works

Activities of each agency, organization take place regularly, continuously

and change over time requiring personnel to be trained and layout reasonably and

balanced between the physical elements as well as between the departments of theorganization

2.1.3.3 Compensation to employees

In human resource management, compensation for personnel decides the

capacity of reproduction of labor, decides employee’s psychology and directlyaffects the work efficiency Personnel treatment is done through physical

treatment and mental treatment

- Material treatment: Being satisfaction of the material needs of workers by

salary, bonuses and social welfare This is activity meeting the basic needs not

only of employees, but also of their family and relatives

- Spirit treatment: Being interests and satisfaction of the spiritual needs of

workers so that they have fun at work, satisfying needs to be respected, to be

listened, have opportunity for career advancement, are taken care, helped and

encouraged when they have difficulties or risks

The treatments which are satisfied and suitable to cadre and staffs

aspirations and wishes will help organization keep talents so that employees have

strong attach to the organization; at the same time contributing to create

motivation to boost work spirit, improve the level of contributions of employees

to the organization

2.2 RESEARCH THEORETICAL MODEL

Within the research scope of the topic, the research team used a SWOT

analysis to evaluate aspects related to the quality of human resources at the Office

of PPC of Hoa Binh and offered appropriate solutions.

- SWOT analysis model is a method that provides ways to select strategies

of an organization, is derived from the first four letters: Strengths — Weaknesses—

Opportunities — Threats

Authors: Bùi Đức Hinh and Chu Van Thắng - MPPM Intake 6 12

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

* Strengths: These are valuable elements or strengths of the organization

These elements are internal properties and helpful of the object under

- consideration

* Weaknesses: These are points incomplete, not good, the weak elements of

organization This is also internal property and harmful of the object underconsideration

* Opportunities: These are favorable factors, or they will bring advantagesfor the organization They are external factors and helpful for the organization

* Threats: These are the negative impact from the outside (external) thatyour organization may face

Through this model, organization can develop its strategies to promote the

strengths and overcome weaknesses, seize opportunities and confront the

challenges and go to success

- Pursuant to the human resource situation and internal and external factors

having impact on human resources at the Office of PPC of Hoa Binh, the research

team conducted SWOT analysis to figure out some solutions to improve and

enhance the quality of human resources in the agency (see SWOT analysis in

Appendix 4 attached)

Authors Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 13

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

CHAPTER III

RESEARCH METHODOLOGY AND DATA COLLECTION

3.1 RESEARCH OBJECTS AND SCOPE

3.1.1 Research objects.

Research objects of the topic is to evaluate the human resources quality,human resource management, analyze and propose some solutions to improve thequality of human resources at the Office of PPC of Hoa Binh

Through fact-finding process at the unit, the topic "Improving the quality of

human resources at the Office of PPC of Hoa Binh" has not been researched,therefore, the authors had difficulties in learning, acquiring and developing theresearch results of the group ahead However, the group learned, read and studiedsome researches of the national authors on the topic "Improving the quality ofhuman resources" in a number of branches, agencies and other units to study, and

add for their research.

3.1.2 Research scopeThis thesis focuses on some specific contents of human resources

management in microcosmic which has impact and influence on the quality of

human resources at the office of PPC of Hoa Binh to answer research questions,

to clarify the current status of human resources quality at the office of PPC of

Hoa Binh and to find out solutions to improve the quality of human resources at

the office of PPC of Hoa Binh The research period is from 2009 to 2012

3.2 RESEARCH METHODOLOGY3.2.1 Research methodology

In the process of researching and implementing the topic, the research teamused SWOT analysis and quantitative research method combined with qualitative

methods including:

- Synthesis and analysis method: Researching specialist books, journals,

magazines, reports on the current status of human resources management and

human resources quality This method allows the authors to collect overall

information, identify the theoretical framework related to research issue; collect

updated information about the actual situation of human resources management;

“Authors: Bui Đức Hinh and Chu Văn Thắng - MPPM Intake 6 14

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

Space of the quality of human resources at other locations in the country is

co3sidered as a basis to make reference for the research.

- Statistical method and statistical analysis: Based on the actual statistics regarding use of the human resources of the office of PPC of Hoa Binh The data

is collected through the survey by questionnaires and deep interviews theauhors conducted the analysis evaluation and argument to make logical

conments about the human resources and quality of human resources in the research units.

- Direct observation method: This method allows researchers to take advantage that member of the group are staffs working in research unit, thus they

have good conditions to access, observe activities, the structure of the personnel

organizational apparatus of the Office of PPC of Hoa Binh, collect data for ressarch and have the comments and assessments which are close to the unit’s reality.

- Comparison method: Through collected data about human resources,qu¿lity of human resources at the Office of PPC of Hoa Binh, the authors used

comparison method to compare data between the years of research period;compare research unit’s data with other units to clarify and assess closely and

Olbjectively the quality of human resources of the Office of PPC of Hoa Binh.

3.2.2 Data collection method3.2.2.1 Using statistical data: This method helps to quickly collect data at

specific time in the past in a less expensive way However, the statistics only refect the quantitative data and do not have enough information to fully reflect the object of study.

The research team used statistical data from the documents and reports ofthe organizations to analyze compare fluctuations, changes in the quantity and

qudity of human resources in research units through the years of the study period

32.22 Data collected by questionnaire: Although the questionnairemiehod is time consuming and costly, it can provide updated information at thetim: of inquiring The qualitative information helps the research group to assess

Auittors: Bui Đức Hinh and Chu Van Thắng — MPPM Intake 6 15

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

tte situation of the organization reflecting the thought, perception, attitude, desire

Of individuals in the organization

The questionnaire consisted of two parts Section A included questionsaout general information of the study object (from question | to question 6).These are the kind of questions about the event: its advantage is easy question toaiswers and helps the respondents to be familiar with the interview Part B (from

qiestion 7 to question 26) consists of questions related to personnel policies in

provincial People’s Committee of Hoa Binh This section consists of questions torreasure the satisfaction level of research issues from low to high level

The questionnaire survey was designed according to the Five-level Likert

sale:

- Find out the theoretical model of employee satisfaction

- Develop theoretical model for research

- Detailed description of information needs

- Develop a questionnaire on the information outlined

- Mock interviews and editing, complete the survey questionnaire

3.2.2.3 Data collection through interviews: In addition to information aboutth: study objects were collected through statistics and questionnaires, the

researchers have carried out some deep interviews to the officers who work in thepesonnel area for more detailed information in the fields of research topics such

asthe recruitment form, the remuneration of the employee

3.2.2.4 Direct observation method: The research team used this method to

oHain information relating to the work attitude, working time, routine activitiesduring working hours of the staff relating to the quality of work

3.2.2.5 Select the sampleOverall sample: Participants in this study were staff in various locations,

diferent work regardless of gender, age, and income at the office of theprvincial People’s Committee of Hoa Binh

Size of sample: The reliability of study results depends on strictly

proportional to the sample size If the larger sample size is, the higher reliability is

Auhors: Bui Đức Hinh and Chu Van Thắng - MPPM Intake 6 16

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

but requires more time and cost Reasonable sample size will reduce the time andcost of the survey

The number staffs of researched agency is 79 people, the sample sizeselected for research is 50 samples

Date collected by indirect interview method: Researched people received

questionnaires including the questions and answers The respondents just select

the best answer Questionnaires were sent directly or indirectly by colleagues to

the survey objects for completing the answer and they were sent back to the

Thesis Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

CHAPTER IV.

PRACTICAL DATA AND DATA ANALYSIS

4.1 HUMAN RESOURCE STRATEGY

In order to build a good and effective human resource strategy, it is

necessary to rely on the development strategy of the organization Office of the

provincial People's Committee of Hoa Binh (hereinafter referred to as the Office)

is advisory bodies as well as assisting apparatus of the provincial People's

Committee, Chairman of the provincial People's Committee of Hoa Binh

Human resource strategy of the Office is built on the basis of advisory and

synthetic function that helps Provincial People's Committee organize generalactivities of provincial people's committee and consult the Chairman of theprovincial People's Committee to direct and executive general activities of the

local administration; ensure to provide information on direction and executive

management of the Provincial People's Committee as well as Chairman of the

Provincial People's Committee and publicize the information in accordance withthe law; ensure the physical and technique condition for the operation of theProvincial People's Committee and Chairman of the Provincial People's

Committee

Office of the Provincial People's Committee of Hoa Binh has set thedevelopment strategy for the period 2010 — 2020 which is becoming a standard

‘advisory body, not only meets advisory requirements of the Provincial People’s

‘Committee but also meets the demand of support, professional guidance to the

‘Offices and the Office of the District People's Committee

In order to implement this strategy, the Office has developed human

resources strategy which focuses on expertise, training professionals in

‘specialized and highly specialized fields.

4.2 HUMAN RESOURCE PLANNING

In fact, advisory and serving activities in the office indicates that human

Iresources are very important and decisive factors of all activities in the unit Thus,

tthe human resource planning helps office use right people flexibly and timely to

/Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 18

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

adapt thg arising and unexpected work in the office Human resource planning in

the Office includes the following basic steps:

4.2.1 Identifying manpower demand

Pursuant to Circular No 02/2011/TTLT-VPCP-BNV, dated 28-01-2011 of

the Government Office and die Ministry of Interior which Guidelines functions,

tasks, powers and structure of provincial People's Committee Office, cities;

Decision No 10/2012/QD-UBND, dated 17-08-2012 of the provincial People's

Committee Office of Hoa Binh which stipulated positions, functions, duties,

powers and structure of the Office of Hoa Binh provincial People's Committee

Office, the workload, expected increasing workload due to the new tasksannually, the Office reviews current personnel situation and identifies specificpersonnel demand in the coming years

Being an agency under the management of the state, the number of staffdepends on the payroll regulations of the state The Ministry of Internal Affairs

approves the total payroll for the province and the regular staff in the total payroll

decided by the Provincial People's Committee Human resources in the officeinclude Provincial People’s Committee Leader, Department’s Leaders, the

advisory body and affiliated centers

The organizational chart of the Office (see Appendix 3)4.2.2 Develop recruitment plan

On the basis of available human resources and human resource demand in

the coming year, the Office develops the recruitment plan by number, agerequirements, qualifications, working experience, language proficiency,

information technology accordance with the requirements in each job vacancies

Due to the general regulations on the management and recruitment ofagency in locality, based on the payroll of civil servants and the target of Contractnumber 68 (indefinite term contract for some type of work in the administrative

state, units under the provisions of Decree No 68/2000/ND-CP, dated 17-1

1-2000 of the Government) and seasonally contract, Office built recruitment planfor each specific location in the form of recruitment, transferring or contracting

Authors: Bui Đức Hinh and Chu Van Thắng — MPPM Intake 6 19

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

For positions in payroll and the contract 68, the recruitment plan must be

reviewed by the Department of Internal Affairs and approved by the provincial

People's Committee before implementation

4.3 PERSONNEL RECRUITMENT

After the recruitment plan was approved by the Provincial People's

Committee, the Office announces in the mass media about the recruitmentdemand of the unit, date of dossiers recruitment registration On the basis of the

number of registration dossiers recruitment, the Office approved dossiers, remove

records that do not meet the requirements of the vacancy These approved records

will be eligible to participate in the civil service examination

In fact, due to the small number of recruitment officers, eligibility recordsare usually sent to the competition at the Examination Council of the departments

in the province The passed case will gain the decision of the Department of theInternal Affairs to work at the location according to the Office’s recruiting plan

Because of being the general advisory unit to assist the highestadministrative offices in the local, in some position the Office needs experiencedand highly qualified professionals who are able to withstand job pressure, so thatthe personnel appointment form (appoint the personnel working in the statemanagement agencies to the office of the provincial People’s Committee) is

commonly used On the basis of recruitment plans and requirements of the

position, the Office identified a list of suitable experts, made contact, interviewed

and dealt with individual professionals and their agencies about the transferring of these experts to the office Based on the agreement, the Office proposed the

Department of Internal Affairs to make decision of transferring the expert to work

in the office Due to management requirements and training key staff for

leadership positions in local, rotation is also used to enhance the human resource

to the Office The rotation is assigned by the province (no agreement as thetransfer)

For the targets of Contract number 68, the Office implemented in the form

‘of admission Office informed the contract demand, record review The Office

jproposed Department of Internal Affairs to contract with suitable candidates

“Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 20

Thesis Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

For short-term contract (under | year), Office directly contracted with the

candidates after the preliminary work, probation and come to agree on the

contents of the contracts with the candidate.

Table 1 Personnel recruitment results at the Office of PPC

of Hoa Binh in the period 2009 — 2012

- The new recruitment for officials is often applied to the positions which are simple; belong to the serving division, the qualification required for the

positions is not high

+ In 2009, 4 newly recruited people including | of university, 01 of college

and 02 of beginner level These cases are recruited to work for the guesthouse.

+ In 2012, 01 personnel is recruited to work in the finance managementdepartment (accounting division)

Figure 1 Diagram showing the qualification of the employees recruited

through civil service examinations at the Office of the Provincial People's

Committee of Hoa Binh from 2009 — 2012

8 University

8 College Interm : termediate % Intermediate

College 2009

University

Authors: Bùi Đức Hinh and Chu Van Thắng - MPPM Intake 6 21

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

- Staff appointment is often done for the positions of research experts,demanding workers having high qualification, experiences, working in thebranches and having good skills, meeting immediately the requirements of the

chamber of control administrative procedures (01 person).

+ In 2012, 01 person of university qualification appointed to work at the chamber of external affairs in the office of the provincial People’s Committee.

Figure 2 Diagram showing the qualification of the employees recruitedthrough the appointment of staff at the Office of the Provincial People's

Committee of Hoa Binh from 2009 — 2012

- The rotation of staffs is used for the positions of important leaders of the

Office of the Provincial People's Committee or the Provincial People's

Committee

/Authors: Bui Đức Hinh and Chu Van Thắng - MPPM Intake 6 22

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

+ In 2009, there were 02 staffs rotated to work at the the office of the

Provincial People's Committee 01 person rotated to the Vice Chairman of the

Provincial People's Committee, being responsible for Culture and Social affairsand 01 person work as deputy chief of the office of the Provincial People's

Committee, tracking emulation block and administrative management

+ In 2010, 01 staff of master’s degree was rotated to work in the position ofchief of the office of the Provincial People's Committee

+ In 2011, 01 staff of university degree was rotated te work in the position

of deputy chief of the office of the Provincial People's Committee, supervising theareas of trade, natural resources and environment

Figure 3 Diagram showing the qualification of the employees recruited

through the rotation of staff at the Office of the Provincial People's

Committee of Hoa Binh from 2009 — 2012

- Admission form is used for the jobs in these positions which do not require

high qualifications, work purely and have the nature of service

+ In 2009, 01 person of university degree was recruited to work as the

receptionist for the Chamber of Financial Management

+ In 2010, 03 people of intermediate were recruited to work as driver,

guardian and receptionist for the Chamber of Financial Management

+ In 2011, 02 people of intermediate were recruited to work for the center of

Information and official Gazette.

“Authors: Bui Đức Hinh and Chu Văn Thắng — MPPM Intake 6 23

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

+ In 2011, 02 people of intermediate were recruited to work as servant forthe guesthouse of the office of the Provincial People's Committee

Figure 4 Diagram showing the qualification of the employees recruited

through the admission of staff at the Office of the Provincial People's

Committee of Hoa Binh from 2009 — 2012

8 2009

82010

#2011

82012

In the form of different recruitment of employers, recruitment of personnel

in the Office has met the demand of job positions in accordance with the state”s

recruitment manpower regulations

Table 2 Data on human resources at the office of PPC

of Hoa Binh from 2009 to 2012 (Unit: Person)

betel Civil Indefinite

number Short term

Year servants, term

(Source: Quoted the quality officials report of the provincial People’s

Committee Office of Hoa Binh)

Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 24

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

In regard to the recruitment at the office of the provincial People’s Committee of Hoa Binh, through the questionnaire with the representative

question | “For you, the recruitment at the office is objective, scientific and

professional”, the result received is the following:

| person responds strongly disagree;

3 people respond disagree;

8 people have no opinion;

30 people agree;

6 people respond strongly agree;

Figure 5 Diagram of opinion rate result on personnel recruitment

Strongly agree Strongly Disagree |

Therefore, 72% of respondents said that the recruitment process at the office

is Objective, scientific and professional (including 60% agree and 12% strongly

agree) This showed that the recruitment was done fairly well However, 12% of

respondents respond disagree (including 2% strongly disagree and 10% disagree),demonstrating that the recruitment still exists inadequate problems and it should

be reviewed and improved to be better In addition, up to 16% of respondents

have no opinion This proved that they have not been interested in the work of

recruitment, do not know or do not want to express clear views about the

recruitment of the unit This shows that the recruitment policies at the agency

‘shoiuld continue to be open and common so that cadres and staffs know and

‘contribute their ideas

/Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 25

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

4.4 TRAINING AND IMPROVING PERSONNEL The training staffs, employees of the office is assure update, improve

knowledge, skills for workers so that they have capacity and qualification to meet

work requirements and perform well tasks belong to the domains which they are

responsible for and supervise

The training, improving personnel of the office is done through the

following steps:

Step 1: Identifying training needs

Every year, the department of office administrative organization identifiescommon training needs for staffs and employees The identification of trainingrequirements of staffs and employees based on:

- Newly recruited staffs;

- Requirements on specialty, professional knowledge;

- Requirements on state management level to titles;

- Proposal for training of the units;

- Review results of the leadership

In addition to the training requirements identified above, when necessary,

the relevant person in charge may make unexpected improving and training

proposals.

For newly recruited staffs, it is essential to train the following contents:

- Working rules and regulations of the agency;

- The organizational structure of the office and working relationship withtthe superior, equal level and inferior agencies;

- The main text on the functions and responsibilities of the agency, theregulations in collaboration with organizations involved, work processes

For staffs, experts who are working, the administrative organization office

will examine and identify training and improving needs of specialist, politics,

state management or improving and training on special subject according to the

specific field

/Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 26

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

Step 2: Training planning Based on the training needs identified in the previous step and on the ability

to arrange training time for staffs and employees in the agency, the administrative

organization office plans annual training and shows it to the chief of the

provincial people’s committee secretariat to consider and send to the department

of home affairs assess, shows it to the provincial people’s committee approve as

performance basic.

Training plan includes the following major contents:

- Training content: Training staffs, experts on special subject of specialties

in higher education(for staffs having intermediate level, college or some people

want to learn second degree which is suitable to the job they possess), in graduate

education for people having university level

- Duration of training: 4-5 years for university level, 2-3 years for masterdegree standard, about 2 years for political theory advanced level (in-servicetraining) and 3 months for classes training state management knowledge

- Form of training: Because the nature of work in the office is not allowed

to stop for a long time, the form of training mainly applied by the office is service training, distance learning

in-Step 3: Training implementing

The training is implemented through many specific forms:

- Training at the agency: Applied mainly to newly recruited staffs, trainingclasses specialized in specialties, workshops, symposium organized by theprovince;

- Training through in-service training courses at the national academies and

universities, through distance learning courses of the universities at home and

abroad Particularly, some staffs are sent to abroad for training according to theJprovincial resource staff training program

/Authors: Bùi Đức Hinh and Chu Văn Thắng - MPPM Intake 6 27

Thesis: Improving the quality of human resources at the office of the provincial People’s Committee of Hoa Binh

Table 3 The result of training, improving personnel at the office

of the provincial People’s Committee of Hoa Binh from 2009 to 2012

Professional training Political State management

| Year | Master’s | advanced Major Senior |

resources quality in the unit is not high

Figure 6 The change chart on office staffs, employees ‘qualification

at the office of PPC of Hoa Binh from 2009-2012

O College and under

college

@ Master's degree

Thesis: Improving the quality of human resources at the office of the provincial People's Committee of Hoa Binh

The qualification structure of staffs, officials in the office has a tendency of

improving professional level.

Figure 7 Structure of staffs level at the office in 2009

The qualification structure of staffs

and officals in the office in 2009

Figure 8 Structure of staffs level at the office in 2012

The qualification structu:

and officals in the offic:

Master degree

8%

To see more clearly the real situation of the quality of human resources at

the Office of the provincial of People’s Committee of Hoa Binh, we see the

structure of qualification of staffs working at the office of the provincial ofPeople’s Committee of Phu Tho in 2012 (4 province has the same population size

cand level of development like Hoa Binh province) through the following diagram:

“Authors: Bui Đức Hinh and Chu Văn Thắng - MPPM Intake 6 29