Improving the efficiency in using quality human resource in public sector of Thanh Hoa province

Le Thi Van Hanh Date of thesis defense: 15-19/5/2011 Purpose: To contribute to the overall assessment of the status of using quality human resource in the Stale agency block public se

UPPSALA UNIVERSITY (SWEDEN) &

UNIVERSITY OF ECONOMICS AND BUSINESS, VNUH MASTER PROGRAMME OF PUBLIC MANAGEMENT

Le Dire Circmg & Bui Thi Thu Hang

MPPM-Uppsala - Intake 1

Improving the efficiency in using quality

human resource in public sector

of Thanh Hoa Province

Supervisor: Dr Sven Jungerhem Local Supervisor: Ass.Prof Le Thi Van Hanh

Improving the efficiency in using quality human resource in the public sector of

Thanh Hoa province

Level of the thesis: Thesis of Master in Public Management

Authors: Lc Due Cuong & Bui Thi Ihu I lang

Supervisor: Prof Dr Sven Jungerhem and Assl.Prof Dr Le Thi Van Hanh

Date of thesis defense: 15-19/5/2011

Purpose:

To contribute to the overall assessment of the status of using quality human resource

in the Stale agency block (public sector) in Thanh Hoa province, on ihat basis to

propose measures for effective quality human resource use

Methodology:

+ Surveying, investigating, collecting and synthesizing information and data at

localities via filling forms

•f Conducting statistics and classification

+ Conducting analysis and description

Outcomes and conchision:

The research outcomes are presented in 3 chapters:

t Chapter I: Theoretical bases

+ Chapter II: The reality^ ofqiuility hwnan resource use in the public sector in

Thanh Hoa province (2005 - 2010)

Chapter III: Views, goals and solutiotis in quality hwnan resource use in the

public sector in Thanh Hoa province in the titne to cotne

Conclusion:

1 Surveys and statistics have been conducted on the distribution of resources in the administrative block from provincial level down to district, town and city levels and to commune, ward and township levels

2 When studying the use of human resources in the public sector of Thanh Hoa province, we have found that the province has paid attention to developing and promulgating, as well as implementing mechanisms and policies to attract and encourage the development of quality human resource However, the development of quality human resource is limited in both quantity and quality, failing to meet the requirements of the province's socio-economic development

3 When analyzing the reality of quality human resource use in the public sector, the thesis has tried to figure out the limitations, inadequacies and causes thereof in quality human resource use in the public sector of the province

4 Based on the actual situation of quality human resource use in the public sector over the past few years as well as the socio-economic development goals of the province from 2015 to 2020, the thesis has proposed solutions to improve the effectiveness in quality human resource use in the public sector in the province in the time to come (including the general direction and specific solutions)

Limitations and proposed direction for further study

Due to the limited time, we can only study, conduct surveys and statistics on quality human resource and quality human resource use in the public sector We can only localize the internal concept of quality human resource in terms of education qualification from undergraduate or higher, and from working skills of third grade or above Later, if conditions permit, we will continue to study in depth dc\clop and expand the thesis project further

Meanings of the thesis:

For socio-economic development

This will be the scientific basis for the development and promulgation of proper and suitable mechanisms and policies for effective quality human resource use, contributing to the socio-economic development

For related scientific fields

The research results will be an important scientific basis for agencies and units to adjust and supplement the plans and planning of their own branches, levels and units

On that basis, they will better coordinate and better advise the policymakers in making policies for socio-economic development of the province

For the training of scientific personnel

The thesis will contribute to the innovation in training to meet the requirements of the province and country It contnbutcs to encouraging cadres and Party members to actively study and upgrade their qualifications in their work

Key words:

Quality human resource use, Industrialization - Modernization, public sector

ECONOMIC SCHOOL - VIETNAM

NATIONAL UNIVERSITY, HANOI

UPSALA UNIVERSITY - SWEDEN

UPPSALA UNIVERSITET

DISSETATION O F M A S T E R IN PUBLIC M A N A G E M E N T

T A B L E O F C O N T E N T S PAGE

PREAMBLE 05

I REASONS FOR CIIOOSINC; THE PROJECT

II RESEARCH OBJECT, SCOPE AND MEIHODOI (KiY

i n STUDY M K T H O D

IV THESIS STRIICTURF (,^

CONTENTS (j^ CHAPTFR I: THEORETICAL BASES

1 Concepts

1.1 Resources

A resource is any physical or virtual entity oflimited availability' that

needs to be consumed to obtain a benefit from il

1.2 I luman resources

I luman resources is a tenn used to describe the indi\ iduals who make *^^^

up the workforce of an organization, although il is also applied in i?

labor economics to for example, business sectors or e\ en whole

nations

1.3 Qualified human resource '-**

2 The role of qualified human resource in the socio- economic

development of our countr> 13

3 Use of qualified human resource

the use of human resources in Thanh Hoa (from 2005 - 2010)

3 The reality of the use of qualified human resource in the public

sector in Thanh Hoa Province

3.1 The human resource allocation in public sector

The details of The human resource allocation in administrative

agencies at provincial to communes, wards and towns level are as

follows:

3.2 The promulgation of mechanisms and policies to encourage and 20

attract human resource into public sector

3.3 The allocation and use of human resources at all levels and ^0

branches throughout all units and localities ,

3.4 The appointment, promotion, rotation and transfer of officials

3.6 Facilitating the staffs in training and improving their special and

theoretical qualifications at home and abroad

4 Basic limitations and inadequacies 21

5 The causes of the limitations

CHAPTER III: VIEWS, C;OALS AND SOLU I IONS IN THE USE OF

QUALIFIED HUMAN RESOURCE IN H I E PUBLIC SECTOR IN THANH

IIOA PROVINCE IN H I E TIME IC) COME

3.1 The socio-economic development objectives of Thanh llt)a

Province to 2015 and 2020 _

22

3.1.1 General objective

3.1.2 Some specific criteria: (from DPI - 2009)

3.1.3 Forecasts of labor restructuring in the province in 2010 and to

2015

3.2 Views and goals in the use of qualified human resource in the

public sector in Thanh Hoa Province in the time to come -^

3.2.1 Viewpoints

3.2.2 Goals

3.3 Solutions to improve efficiency in using qualified human

resource in the public sector in Thanh Hoa Province in the coming

APPENDIX

Abbreviations in the project

Full word/expression

- Industrialization and modernization

- People's Committee

- Socialization

- Sports and gymnastics

- Education and training

- Science and technology

- Resolution

- Planning and Investment

- People's Democratic Republic

- Labor

Abbreviations

CNH-HDH UBND XHH TDTT GD&DT

KH&CN

NQ KH&DT

CHDCND

LD

PREAMBLE

L REASONS FOR CHOOSING THE PROJECT

In general, among the resources, human resources is one of the crucial factors

for the development of the country Therefore, the effective use of qualified human

resource is a major concern of the Party and State, especially in the period of

renovation and international economic integration The researchers believe that a country or a locality that wishes to develop fast and sustainably must rely on at least three basic criteria: ability to apply new technologies, development of modem infrastructure and qualified human resource Among them, the important factor that significantly motivates the socio-economic development is qualified human resource Qualified human resource is also the most dynamic and revolutionar\' clement of the productive force, and only qualified human resource can digest, absorb and apply the knowledge of humanity to practice, bringing about practical effects Recognizing the importance of qualified human resource in the public sector, Thanh Hoa Province in recent years have decisively paid attention to improve the effcciency of the utilization of thi resource The Congress of Thanh lloa Provincial Party Committee of the XVI session has set up and launched a

program for the effective use of human resource as a key program of the entire

tenure (from 2005 to20IO)

However, the use of human resource, especially of qualified human resource in recent years in Thanh Hoa Province has shown many limitations and caused great impact on the social and economic development in the locality The redundancy

and shortage of qualified human resource in the public sector indicate the of

inadequate and ineffective use of qualified human resource And this needs to be considered to meet the purj">ose of restmcture Furthermore, in Thanh Hoa Pro\'ince

in recent years (2005-2010) there has been no research work on improving the

efficiency in the use of qualified human resource

Therefore, the project "Improving the efficiency in using qualified human

resource in the public sector of Thanh lloa Province" is taken in order to

contribute to the overall assessment of the current use of qualified human resource

in the public sector of Thanh lloa Province, on that basis to propose measures for

the effective use of qualified human resource, contributing to serving the economic development of Thanh Hoa Province in the coming years

socio-IL RESEARCH OBJECT, SCOPE AND METHODOLOGY

L Objectives

- to assess the current use of qualified human resource in the public sector in

Thanh Hoa Province (from 2005 - to 2010)

- to propose solutions to improve the efficiency of using qualified human resource in the public sector in Thanh Hoa Province for the coming years

2 Objects

The thesis collects information and data on the use of human resources in 27 people's committees of districts, towns and cities, departments and branches in Thanh Hoa Province This thesis is undertaken to make in -depth study on the current situation of the Party's guidelines and policies of the State laws on the use

of human resources in the public sector and the use of qualified human resource in the public sector in Thanh lloa Province IVom 2005 to 2010 In this thesis, the researches and analysis of the factors which might affect the use of human resources in the public sector in Thanh lloa Province in the past arc also undertaken and used as a basis for prediction of human resource development trend

in the coming years From the above research and analysis, possible solutions are also recommended to improve the efficiency of the use of qualified human resource which is necessaiy for the industrialization - modernization of Thanh Hoa Province

in the coming years

3 Scope of study:

The research is conducted in Thanh lloa Provmce with data and information collected in the period of rom 2005 to 2010

IIL STUDY METHOD

In order to achieve the objectives set out for the implementation of the stydy, main methods arc taken as follows:

- Survx^ying, investigating, collecting and synthesizing information and data at the localities

- Data statistics and classification methods

- Analysis and description method

Besides, a number of interdisciplinary approaches such as the knowledge of socialogy and political issues have been used

IV THESIS STRUCTURE

The thesis contains the preamble, conclusion and appendices The most and significant part is the main contents which are presented in three chapters, as follows:

+ Chapter I: Theoretical bases

-f Chapter II: The reality of the use of qualified human resource in the public

sector in Thanh Hoa Province (2005 - 2010)

Chapter III: Views, goals and solutions in the use of qualified human resource in the public sector in Thanh lloa Province in the time to come

CONTENTS CHAPTER I: THEORETICAL BASES

1 Concepts

l.L Resources

A resource is any physical or virtual entity of limited availabilit\ that needs to be consumed to obtain a benefit from it

The concept of resources is very broad, including different factors

Typically today, the words "resources" is generally referred to the basic elements namely capital, natural resources and human resource Among them, human resource has the key significance Capital and natural resources are limited, and will be used up due to using and exploitation over time On the other hand, the

effectiveness in the use of the aforesaid elements depends on human factor

Therefore, the clement of human resource, especially qualified human resource, is

always of decisive importance

1.2 Human resources

Human resources is a term used to describe the individuals who make up the workforce of an organization, although it is also applied in labor economics to, for example, business sectors or even w hole nations

Human resource is a decisive factor of all activities; human has special capability namely capability of thinking and creation Human is able to create

wealth and assets, spiritual life, able to change the circumstances and li\ing environment in order to best serve their survival and development In short, a strong human resource could build up a strong team, contributing to create a strong organization, enterprise, strong community and a strong nation

1.3 Qualified human resource

If the human resource comprise oi^ individuals, the qualified human resource is

understood as the ability^ (potential) of work of human beings in terms of quantity, structure (occupation, educationa background structure hv regions, structure by econotmc sectors ) atidin tertns of capability including characteristics capabilities (mental capability, mitulcapahilitv, physical capability and occupatiotial skills) to

meet the needs of the socio-economic development in the national and international labor markets

More specifically, qualified human resource is a concept to indicate aspecific

man, a specific employee with qualification and skills (professional, technical)requiredfor a specific industry according to cla.ssification labor criteria for a certain specialization (college, university, post-graduate education, afid skilled technical labor)

Qualified human resource is a human resource that meets market requirements (the requirements of domestic and foreign enterprises), namely: having professional knowledge; being skilled: being able to find and create jobs, capable of working safely and cooperatively; having good working attitude, and being responsible

So, qualified human resource must be human beings that are well developed (intellectually and physically), being capable in work, active in political - social activcness, being well behaved and having good and nice sentiments

Following that way, qualified human resource is historical; in different historical period, qualified human resource would differ in professional lc\el and scale F3ut in any circumstances, they always represent the level of complex and creative labor (not the merely muscular and manual labor) and is one of the most important driving force to promote the development and prosperity of the countr>'

Qualified human resource must be understood as of not only the skills of the

workers or the inclusion of general training, but also the effectiveness of the jobs as well as the satisfaction in one's career and personal life Therefrom, the qualified

of life is improved and the economic and social development is promoted

The category of qualified human resource is relatively broad Based on the real

situation as well as the level of training in Vietnam at present, within the limits of

a master's dissertation, we will only address qualified human resource issue in a limited scope w^hcre qualified human resource is defined as people who are college graduates and third grade skilled labours

In the modern worid, where the economy is mainly knowledge-based and globalized, internationally integrated, human resource, especially qualified human resource, becomes more and more significant in its decisive role

2 The role of qualified human resource in the socio- economic development of our country

First, qualified human resource is the main resource determining the process of

socio-economic development Human resource, labor resource is the decisive factor

in the exploitation, utilization, protection and renewal of other resources Between human resource, capital, natural resources, technical facilities, science and technology there is an inter-relationship, in which human resource is considered endogenous and dominant over the socio-economic development of each country

Compared to other resources, human resource with the leading elements of

wisdom, knowledge and gray matter has an advantage in that it will not be exhausted if it is properly fostered, exploited and utilized while there is alw^ays a limit to any other resources no matter how much or many there are and they are only effective when combined with human resource So people, as human resource, are the creators, the self factor of production process and the center of internal force becoming the main resource to determine the process of socio-economic development

Today a country which may not be rich in natural resources and have unfavorable natural conditions can develop fast and sustainably if it has the following conditions:

^ I t has sound economic policy

^ I l successfully implements that policy

^It has a large team of highly skilled technical workers

^It has talented entrepreneurs

Recent researches have explained that the economic growth of East Asian countries is partially due to high in\'cstmcnt in human resource development and the development of intellectual capital has created a qualified human resource The development perspective in these countries is that higher education ot the population would facilitate more people to apply technologies better

Japan is also a counlrv' with unfavorable natural conditions with frequent earthquakes, but by way of proper inxcstmcnt in human resource with locus on developing intellectual economy, and effective application of scientific advances and technolouies in life, it has become a superpower in the w orld

Second, qualified human resource is one of the determinants of the success of

the industrialization and modernization, which is a process to radically transform comprehensively the production, business and social acfivities from the popular use

of manual labor to the popular use a trained labor with advanced technologies,

facilifies and modem methods to create high social labor productivity For Vietnam, it is an indispensable process for the development of the socialist-oriented market economy As Vietnam is entering the period of industrialization and modernization, accessing intellectual economy in the circumstance of poor socio-economic conditions, the Party and State of Vietnam have always set out to raise the efficiency in using qualified human resource, especially mental power as it is crucial to the success of the country's industrialization and modernization and sustainable development In the orientation of national development, Vietnam Communist Party has determined to promote qualified human resource and use qualified human resource effectively as the basic factor for the rapid and sustainable development

Third, qualified human resource is a condition for closing the backwardness

gap and increasing international economic integration We all know that knowledge

- as a major means of production in the intellectual economy - is owned by the workers and associated closely with the workers Intellectual economy has officially emerged for more than two decades The dc\eloped economies in the worid arc turning to knowledge-based economy with significant and profound changes in the methods of cairying out business activities, organizing management, economic structure, labor structure and human position in development By developing knowledge economy, developed countries have become rich quickly,

leaving other countries far behind, making the rich-poor gap growing; but at the

same time, the global knowledge economy is creating fa\orable precondition tor developing countries to capture new know^lcdgc of the times to go faster, take oft and close the gap with developing countries if they have right strategy, train a team

of highly qualified staffs capable of acquiring mastery ol" high and modem

technologies in the worid, and can combine national strength with strength of times

to accelerate their modernization process

The process of integration into the regional and intemafional economy has put Vietnam's human resource in general and qualified human resource in particular against many challenges: the qualification of our workfoce is still low due to poor education, undeveloped market economy and little access to the developed market economies; Compared with other countries in the region, the human resource of our country is inferior in quantity and structure, as well as the qualifications and capabilities There is a serious shortage of skilled workers and technical workers serving in high tech industry; our education has developed rapidly, making many great achievements, but is slow in innovation, slow in integration into the worid's advanced education, and is inadequate in the face of the requirements to accelerate the modernization and industrialization, and development of a knowledge economy However, besides the limitations and challenges, our country's human

resource also has many advantages: the intellectual potential of Vietnamese is no

worse than that of others, the Vietnamese is intelligent, creative, easy to be trained, able to quickly acquire new knowledge, new technology, hard-working and unafraid of hardships These arc the favorable prerequisite conditi(ms creating opportunities for us to succeed in the process of intcmational economic integration

3 Use of qualified human resource

From such point of view on human resources atid qualified human resource we find that //.s7//^i,' qualified of hutnan resource is to exploit the maximum ability

(potential) of working of qualified laborers in labor activities through recruitment, use, facilitation by creating good environment (effective means of labor and reasonable policies ), cultural environment, social stimulation and their attitude,

so they will do their best to cotnplete their assigned tasks

The concept of''using qualified human resource'' is not mcrcl} to indicate the

users of human resources, but in a broader sense it is to indicate a system of using

human resources The system of using human resources is understood to include:

ministries, branches, localities and enterprises that have been, will recruit and use human resources for tnanufacturing operations, business activities; employment of post-training human resources and related activities; the mechanisms, policies, standards and process ofrccruitnwnt etc

Thus, we can see that using human resources is an important content determining the qualified of activities of each branch, each locality or unit This is a regular and lasting job of the whole society If effectiveness, producfivity and sustainability are desired, it is necessary to use qualified human resources and scientific human resources methodologically and formally

It is necessary to develop and establish policies and regimes for using human resources correctly and most scientifically, focusing on the sustainability and inheritance in using process The mechanisms and policies must be consistent with current human resources situation

Utilization of human resources must respect both the moral and talent aspects The qualified of human resources is reflected in their professional capabilities through training and practical application and their qualification and capabilities when they are assigned or undertake a professional job

In the process of using human resource, it is necessary to rely on the results and performance to assess and use manpower The social impact made by that human resource must be calculated Result and efficiency of work is the ruler to measure the capacity and qualified of human resources

It is necessary to grasp the comprehensive development perspective and prioritize to use human resources in key sectors and specific manufacturing areas

CHAPTER H: THE REALITY OF THE USE OF QUALIFIED HUMAN RESOURCE IN THE PUBLIC SECTOR IN THANH IIOA P R O \ INCE (2005-2010)

1 Socio-economic characteristics and situation of Thanh Hoa Province Thanh lloa is a province in the North Central region, bordenng People's

Democratic Republic of Laos and other proxinccs of Viet Nam mcluding Ninh

Rinh, lloa Binh, Son La, and Nghc An; and adjoining the East Sea (South China Sea) in the East Its natural land is 1 1,168.3 km2 in area, the Vietnam - Laos border

is 192 km long, and the coastline is 102 km long Province's population is 3,400,239 people with 7 ethnic groups living together, including: Kmh Muong, Thai, Dao, llmong, Tho and Kho Mu Number of people of ethnic minority groups

is about 700,000 There are 27 districts, townships and towns in the entire province

(one town, two townships and eight delta districts, 5 coastal districts and 11 mountainous districts) with 637 communes, wards and townships

The province has relatively clear areas and zones, including the mountainous area (with high mountains and low mountains), lowland and coastal areas Roads are favorable for travel with the section of Ho Chi Minh Trail, National Highway

IA and many other national routes such as Road 217, Road 47, Road 15 A, Road 10 and many other inter-provincial routes

The province has rich natural resources including marine, forest resources, and mineral resources (ores and building stone of all kinds) Thanh Hoa is also a province with large water surface area (lakes, ponds, rivers, streams )

People of'Thanh Hoa is traditionally patriotic and revolutionary They are also diligent, hard-working and innovative in working and learning

During the years of "Innovation", in the general harmony with the atmosphere

of the country, I'hanh Hoa has also gone up gradually through difficulties New industrial zones have gradually been established in large scale such as: Bim Son Industrial Zone, Lam Son Industrial Zone, Lc Mon Industrial Zone, North of Thanh Hoa city Industrial Zone, and especially Nghi Son Economic Zone - the economic dynamics of the whole province in both immediate and long term The Nghi Son Economic Zone is in the plan of the crucial Southern Thanh Hoa - Northern Nghe

An Economic Zone which has been appro\cd by the Goxcmment

These spccificc characteristics along with the abo\e material conditions and potential strength are favorable factors for Thanh Hoa Province to speed up its socio-economic development to become one of the most ad\anced pro\inces of the country

But the fact is that although located on the land strip of the Central Region with the similarity in many ways (geographic conditions, natural resources, enjoyment

of the governmental policies ) and superior to the neighboring provinces in many aspects, 'Thanh Hoa Province has remained poor and underdeveloped so far In

2007, Thanh lloa is one of the 54 poor provinces of the whole country In 2008, there were 62 poor districts in the whole country, and there were seven ones in Thanh Hoa The average GDP mcomc per capita of the provmce in 2009 was still

low in comparison to the whole country (it is estimated at 720USD in comparision with the avarage level of 1,200 USD)

Therefore, although Thanh Hoa has many favorable conditions, large land, large population, abundant natural resources, but the more important factor is the human resource and methods to use resources to meet the requirements of the renewal, to exploit and develop the potential and strength and integrate in the current situation

This confirms that the undcriying factor is the qualified human resource and the use thereof This also indicates the importance and the urgency of the use of qualified human resource in Tlianh Hoa at present and later years

2 Reality of the guidelines and policies of the Part> and State on the use of human resources in Thanh Hoa (from 2005 - 2010)

Thanh Hoa is the third biggest province in population numbering, lis total population is ncariy 4 million people Therefore, the province^ human resource is very abundant while the distribution is not effective, particularly, up to 80% of the population are living in rural areas, of which about 1/3 live in mountainous areas The quality of human resource is still low

According to the News & Career Newspaper {\0/200K) 33.5% of Thanh Hoa's

workforce had been trained but the rate of basic training is still low; and 66*?b of the

workforce arc untrained worrkcrs There is a big shortage of skilled workers,

technicians, qualified professionals in key industries needed for the exploitation of local potentials In addition, Thanh lloa's training of human resource with higher education is far behind the need of socio-economic development, and training is not

sufficiently meets the requirement of the society, causing huge waste, or e\cn

obstructing and hampering the pro\ince economic development Besides, each year, Thanh lloa has about 11,000 students graduated from diffirenl universities and colleges throughout the country Only 20-30% of them returned to find work in ihcir home province

The reasons could come from pro\ incc's mechanisms and policies that are not efficient enough to attract qualified human resource, or they might be not persuasive So they cause negativity in the recruitment process preventing many students who want to come back and contnbute to their homeland development

According the Report on the Intelligentsia of the Propaganda Committee of

Vianh Hoa Province on 19/3/2008, by December 2007, there were neariy 50,000

people of undergraduate level or higher (including 47 PhDs, 26 doctors of specialization 2, 346 Masters, 320 doctors of specializafion 1) working in the economic, culture and social fields of the province The details of intelligentsia distribution are as follows: Education sector accounted 57.7% of the total number (with 53,013 people, including 5220 teachers and managers); Finance, Banking and Taxation 14.2%); State management, security and defense 18.1%); Industry and construction 8.8%); Health 8.7%) ; Trade and services 2.8%o; Agriculture 2,6%, Culture, information and sports 1.3%) Regardomg to this report, the number of intelligentsia was large but its utilization was not effective, and professional qualifications of workfoce were not commensurate with their diplomas and training certificates

Thanh Hoa has issued a number of mechanisms and policies to attract and encourage the development of human resource, such as regulations on allowances

of training for officials and public servants; provincial budget for officials to be trained and educated oversea in accordance with the Government's regulations; regulation on the regime of incentives for university lecturers who return to teach at the Hong Due University (the University of Thanh Hoa province); preferential policy for teachers of private nurseries; incentives for plain-residing teachers in the

mountainous areas, remote areas and islands and policy of investing in building school facilities of the Provincial People's Committee (PPC); the policy on

socialization of medical activities, cultural activities, educational activities and sports The regulations and policies mentioned above have promoted many positive aspects and encouraged the human resource to get active in leaming and

improving their qualifications The province's policies on people's health care,

health insurance, social insurance, population & family planning, child care, education and protection; education extension especially Decision No 1457/2004 of'Thanh lloa Province's F'cople's Committee on "planning, developing and traininu human resource in Thanh lloa Province to 2010", which was supplemented by "Program to develop human resource from 2006 to 2010"; Document No 1257/SLDTBXH-DN dated 04/08/2006 "on the implementation of establishing secondary schools and vocational training colleges, and registering vocational training operations," of the Director of Thanh Hoa Department of Labor,

Invalids and Social Affairs; Decision No 2480/UBND "on financial support for contracted teachers"; Decision No.746/UBND "on subsidies for school personnel"; Resolution of the Provincial People's Council No.44/2006/NQ dated 28/04/2006 and Decision No 2343/2006/QD-UBND "on the policies to encourage non-public institutions to operate in the fields of education and training, health care, culture, sports and society", Decision No 4100/OD-UBND "on investment in school facilities ", Decision No 746/OD-UBND "on financial support for contracted Kindergarten teachers" Decision to provide funding for training highly qualified personnel abroad have been seriously and well implemented by the province's departments, agencies and schools

3 The reality of the use of qualified human resource in the public sector in Thanh lloa Province

3.1 The human resource allocation in public sector

The details of The human resource allocation in administrative agencies

at provincial to communes, wards and towns level are as follows:

(As of December 2009, Sources provided by the Department of the Interior)

From the above statistic data, we could see that the allocation and utilization

of human resource is not consistent between industries and levels, especially in districts and communes, wards and towns, where there are very few officials working in comparision to the very high demand at the grassroots levels to handle heavy and complex workload This is also the problem of arrangement and use of human resource in our province in the coming years that very needs special attention and solution

In the business and production sector: According to reports from relevant agencies, by June 30, 2008, the province had 5,454 large and medium and small enterprises; the total number of laborers and staff were 185,423 with their qualificafions as follows: The number of people having PUD and maser qualification accounted for 0.5%, graduates from universities and colleges

accounUng for 15.5%, and skilled workers from the intermediate level and level III

and higher accounting for 75% Looking at this structure, skilled personnel and workers were distributed mostly in large businesses and manufacturing enterprises that apply high technologies, for example: Nghi Son Cement l-^actory, Thanh Hoa Brewery, Lam Son Sugar Plant

According to survey data at Bim Son Cement Plant in late 2008, out of its 3,000 staffs and workers, there were four post-graduate people (accounting for 0.133%); 348 undergraduate people (11.6%); 1,800 graduates from colleges, intermediate vocational training schools and skilled workers from level 3 or higher (about 60%)

In generally, the current distribution of qualified human resource in our province is uneven, at the same time it is both redundant and insufficient, poor quality and inconsistent in structure

(See the General Schedule of Survey Data)

3.2 The promulgation of mechanisms and policies to encourage and attract human resource into public sector

Over the recent time, although Thanh lloa Province has faced many

difficulties, il has paid much attention to improve the effectiveness of utilizing

qualified human resource Specifically, the Province had issued a number of proper mechanisms and policies for regions, sectors, professions and objects, namely:

Policies of sending staffs abroad for training or training staff at home; policies to attract talented people to work in all areas; policy of reward and bonus for collectives or individuals having achievements at work and study, creative solutions to problems and applying experience inifiatives, advanced technologies to production; policies of official rotafion and transferring

These mechanisms and policies were really effective in developing the capabilities of creative labor and inspired their contributions in all socio-economic fields, national defense and security

A part from these advantages, the implementation of the policies for qualified human resource was still limited as several policies issued by the central government had not been fully implemented by the province such as policies of education, training, health, policy of rotation and transfer of officials working in mountainous, remote and disadvantaged areas

3.3 Fhe allocation and use of human resources at all levels and branches throughout all units and localities

Generally, the current use of qualified human resource in each unit and locality is good In industrial sector, 84.8% of the officials and public servants were arranged properly according to their professional training; and at district level, the rate was 80.2% Thereby, almost agencies and units could have completed their assigned tasks

However, there are certain number of agencies and units that use human resource ineffectively This is expressed through the improper arrangement of staffs with their professional training In several cases, a lot of staffs are working in such fields that are absolutely differing from their study specialty Even with special professions such as education & training or health care, the situation is still ongoing C^urrently, in the industry block, 15.2% of the officials and pubhc ser\ants were not arranged propcriy with their professional training; and at the district le\el, this rate was 19.8% Thus, the improper arrangement and use of human resource has created both inelTectivcncss in work and bad publicity On the other hand, the problem became more serious as it wastes much money and labor force of the society in the process of training

(See the General Schedule ofSurwy Data)

3.4 The appointment, promotion, rotation and transfer of officials

As a large province with many administrative units, staffs, pubhc servants and workers, it is very difficult for Thanh Hoa to appoint, promote, cycle and transfer staffs and public servants in such way as absolutely comply with applicable policies Over the past few years, and recently, the province has made great efforts

in this area, especially in such sectors as education & training, health care, forest, department of taxation and finance, bank, post and telecommunicafions, public security , border guard, army However, apart from the above efforts, the appointment, promotion, cycle and transfer of officials remain weakness and ineffectiveness Many officials working in mountainous, remote and disadvantaged areas for a long time have not been transferred The promotion and appointment of cadres at all levels and some units have not been done well, and in several cases, there has been that the treatment was indulgent The rotation of officials has been done but not regulariy and continuously Many officials been rotated to several new units for very short time, so they could have to face with difficulties in accumulate working experiences

3.5 Creating material and facility conditions for the staffs

This is an extremely important issue Despite how bnlliant, enthusiastic and eager for work the qualified human resource is, it cannot be effective when put in the poor material and equipment conditions Over the past few years, although there have been difficulties, the province has initially been paying attention to providing officials with living and working places, equipment and working facilities

However, in the face of the cun'cnt requirements of S & T dc\elopment the conditions of facilities and equipment for staff and public senants to work are still difficult and short, especially for officials working in mountainous, remote and disadvantaged areas And c\'cn in uni\ crsities, colleges, vocational training schools,

and other advisoiy bodies of the Party, there is a large shortage of facilities and

equipment for research study

3.6 Facilitating the staffs in training and improving their special and theoretical qualifications at home and abroad

This is a very meaningful work, through which the staff and public servants update and enhance their expertise and level of theory, and therefore work better Many agencies and organizations at all levels every year select and dispatch officials and public servants to further training at the central and provincial training institutions Many units also take inifiative to cooperate in openmg training courses

at their bases, for their staff and public servants both in term of theory and

professional practice, select and dispatch officials to higher education and graduate education in universities

(See the General Schedule ofSun^ey Data)

4 Basic limitations and inadequacies

- The cadres, public servants and employees of the Province arc strong in number but weak in qualified They arc inconsistent in structure even in individual industry, profession, locality and unit

- The treatment regime is inadequate between the industries, professions and areas

- The planning of human resources is ineffective, less fair, short term, and patchy, even as sentimental and personal relation-based

- The sense of self-study, self-learning to well accomplish assignments of the majority of cadres, civil servants and workers is limited, not positive

5 The causes of the limitations

The reasons for the aforesaid limitafions are both objective and subjective, but they mainly came from the following causes:

- A certain number of communist party, public agencies, departments, unions, the business units use their human resource depending on personal relations; pay

irregular attention to moral education and lifestyle, and impro\ement of

professional qualifications for staffs, public ser\^anls and laborers

- llic adverse effects of the market mechanism ha\c led to negative

manifestations in the allocation and use of human resource

-Some department officials, public servants and employees are lazy in leamins during their work Many find themselves satisfied with the knowledge learned at school and forget enriching their professional knowledge and experiences

- The training of human resource today is not really linked to real life, to the reality of the agencies and units, especially the business units The contents of the training programs are widespread, heavy on general theories, and lack of independent thinking, creativity and dynamism, and confidence in problematic situations So when students graduate and work in agencies and units, they become confused and passive with their work

(See the General Schedule of Survey Data)

CHAPTER III: VIKWS, COALS AND SOLUTIONS IN THK USK OF QUALIFIFD HUMAN RESOURCE IN THE PUBLIC SECTOR IN THANH IIOA PROVINCE IN THE TIME TO COME

3.1 rhe socio-economic development objectives of Thanh Hoa Province to

2015 and 2020

3 L / General objective

"Striving not to be a poor province by 2010 and to be an industrial province by

2020" {From the Resolution document of the Congress XV of the Provincial Party

Committee)

3.1.2 Some specific criteria: (from DPI - 2009)

Some basic criteria

I'conomic growth rate

1 he number of communes and

wards havmg access to

electricity

2009 10.8%

287 million USD 0.78%

27.3/38.4/34.3

87%

To 2015 17-18%

800-850 million USD 0.65%

10/52/38

100%

Notes

Number of clinics having

doctors

Rate of malnourished children

under 5

Creating new jobs

Proportion of trained workers

Forest cover rate

Rural population having access

3.The number of laborers needing jobs

% laborers at working age

a Agrieultural and aquaculture laborers

% of total working laborer

b Industry - C'onslruetion Laborers

% of the total working laborers

c Ser\ices-rclated laborers

% of the total working laborers

2010

3,425.000 2,329,000 68%

1.S5 1.000

T-)\

862,000 46.6"o 509,000 27.5%

336,000 18.2%

2015

3,650.000 2.482.000

6 8 % 1.985.000 80%

754.000 38° 0 670.000 33.8'''o 484.000 24.4%

Notes

3.2 Views and goals in the use of qualified human resource in the public sector in Thanh Hoa Province in the time to come

3.2.1 Viewpoints

- To attach importance to moral qualities, qualifications, health and management capacity of the works assigned

- Not be too biased towards academic degrees and titles, and focus must be put

on the practicality, dynamism, creativity and ability to meet the requirements of the assigned work

- Priority should be given to qualified human resource who is children of ethnic minorities and in remote areas in both the recruitment and preferential policies

- In the promotion and appointment of leading cadres at all levels, sectors and

fields, the motto ""one that is promoted to day may be demoted the other day"

- In the rotation of officials at all levels, attention must be paid to capacity and

developmental inclination of the officials, as well as the long-term development

trend and specialization of work Rotation should not be based too much on pnority policy or for other reasons

3.2.2 Goals

To build a team of officials and public serx^ants that have their political

stability, good moral qualified, ethics and professional capabilities, and in good structure in line with the strategy of socio-economic dexclopment of Thanh Hoa Province in pailicular and to meet the requirements of the national industrialization and modernization and the international economic integration in general

3.3 Solutions to improve cfficienc} in using qualiried human resource in the public sector in Thanh lloa Province in the coming time

3.3 L General direction

- The Party executive committees, authorities, departments, branches and mass

organizations, enterprises must show real comprehensive interest in using of

qualified human resource livery year, the arrangement and use of qualified human resource must be considered an important task by each agency or unit in order to clarify what has been and what has not been achieved and devise ways to o\'ercomc the shortcomings in a near future Regular review must be planned and carried out

to detect poorly-qualified officials and sent them out for training if they young enough for continue working; or encourage them to retire for special treatment if they are old enough for retirement

- Strong policies and mechanisms to encourage and attract qualified human resource to mountainous, remote and difficult areas must be made and carried out;

it is necessary to attract scientists and technologists to work in and for the province

- A close relationship must be created and maintained between training and employing So, to have good qualified human resource, the province needs to quickly review and re-plan the system of universities and colleges, professional secondary and vocational training schools to meet current requirements and that of the following years

- In using qualified human resource, consideration must be taken to ensure balance for the regions, industries, and domains; attention must be paid and balance must be made to both natural science staff and social science staff in each unit (except for special operational units); management science must be highly appreciated because this is a very important matter as our forefathers had said; "a manager is whole a tons of workers "; adequate heed and priority must be given to using science and technology personnel in key areas such as information technology, biotechnology, genetic engineering and building material technology

- In the appointment and promotion of officials, together with ethical standards and ideological position, importance must be attached to professional capability

and capacity to get work done as well as work efficiency Especially the motto ^'one

that is promoted today may be detnoted another day" must be seen as normal in the

human resource work It is important to avoid the situation that one that fails to work or is punished disciplinarily in one place will be transferred to another place

or promoted to higher position

-The cadres, public servants and workers must be positive in self-study, self training and research to improve their professional skills, ethics and lifestyle in order to meet the requirements of reality of life now and later

3.3.2 Groups of specific solutions

a) Protnoting the eotnmunication to provide titnely information about the plan and ability to use labor resources for everyone

Communicating the number, condition and capacity of using employees in agencies, state enterprises and private-owned establishments to help employers and employees have the opportunity and adequate time to prepare the condifions for participation in the operation is meaningful and necessary The state agencies and units should disseminate information openly and publicly on the means of communication about the recruitment plans and opportunities, so that human resource can access these employment opportunities actively

b) Standardizing the plan to use hutnan resource after training

- Basic investigation must be made on employed human resource after training, and the forecast of the demand for human resource must be well done to help formulate training plans; the demand for training and employing human resource must be well linked at both macro and micro levels Conducting proper training, adequate training, and training associated with the need to use, training for users and training for orders

- In using human resource who have been trained, it is necessary to consider their professional, specialization and abilities of each person, gradually addressing the problem of unorganized recruiting and placement of labor In using trained human resource, it is necessary to respect the academic qualifications and degrees

of the trained people Good management of examinations and issuance of degrees and diplomas should be ensured Those institutions that are inadequate must be banned from training and issuing diplomas; decisively sanction individuals who are cheating in examinations and institutions that wrongly issue diplomas and certificates The nomination, recruitment and promotions must be based on

academic titles and degrees, qualifications and ethics and the situation of

structuring according to origins, regions and gender should be minimized

- There should be plans for training and retraining, regular sur\'eys, testing, professional rank promotion examination, skill tests, and skilled worker competitions Well conducting the work of staff evaluation, emulation and reward, encouraging timely the laborers who work hard and contribute much to the country

c) Accelerating the overall developtnent of social economy, national security and defense, creating plenty of jobs for workers, creating the best conditions for

employed workers Implementing the socialization of training and use of human resource after training

Along with the Central Government , Thanh Hoa Province should build a comprehensive and strategic development program in all aspects, opening economic centers, businesses, farms, construction sites to attract more labor Creating a healthy and competitive labor market It is necessary to socialize the use

of labor resource based on the principle of equalified for laborers in state enterprises and private economic sectors in terms of rights and liabilities

- It is necessary to build job promotion centers to create suitable mechanisms and policies for these centers to function as a good link between the laborers and employers

d) Expanding job training, enhancing vocational capacity of the workforce

- Promoting the dissemination of general scientific and technical knowledge for workers Integrating the program of disseminating professional and advanced production for workers, especially rural youth with providing loans to create jobs

- Developing various forms of vocational training, Hcxiblc practical and associated with the ability to create jobs Strengthening the system of public

vocational training facilities; encouraging the development of non-public training classes, forms of training and skill improvement at work, expanding the forms of formal and informal vocational training; the State should build some key vocational training schools to train high-level technical w^orkers serving industries, creating conditions for enterprises, industrial parks, export processing zones and hi-tech zones to organize vocational training themselves Strengthening state management

on training and implementation of the decentralization to localities and offices;

completing the legal documents on training

- Implementing measures to promote building and development of labor markets in rural areas

- Actively training and improving the management capacitv of local ofilcials Issuing incentives for officials, especially science and technology staffs to serve rural and mountainous areas

- Reviewing the experience and promoting the results achieved by the rograms to reduce poverty, create jobs, especially in rural areas Forming a etwork of social security, national fund to support unemployment and create jobs

e) Pushing up with international cooperation, promoting the labor export and xport of specialists

Promoting bilateral and multilateral cooperation with other countries and itemational organizations to develop human resource and improve people's lives ncreasing the number of people sent abroad for training and labor cooperation bay /ay of the State channels and enterprises, institutions and other individuals Actively seeking markets for building personnel training programs to export labor,

•specially skilled and highly qualified human resources

Selectively absorbing good experiences of foreign countries and applying iuilably in the conditions and circumstances ol the province in developing human csource, particulariy in the field of education and training Imcouraging foreign nvestment in the construction of training facilities in the localities of the province, laving policies to attract experts of the other countries and overseas Vietnamese to Participate in the activities of scientific research, teaching, technology development

Further promoting the export of labor and international labor cooperation to

contribute to increasing the number of people having jobs, income, ensuring full rights, obligations and responsibilities of the workers

f) Completing social policies, charigingfutidamentally the salary situations and other systems of remuneration for labor

- Implementing incentives to create wealth, create jobs, coupled with poverty reduction; applying special preferential policies for talents and carr>'ing out a fair distribution of products based on qualified, efficiency of labor and economic productivity Perfecting the social welfare policies, social protection, social security, gradually implementing social justice and preferences for people with contributions to the country, supporting the poor and disadvantaged people Revising the hospital fee policy, eliminating "unotficial fees" in health care and contributions other than those regulated in education Making policies supporting the poor in health care and education

- Reforming fundamentally the system of salary and remuneration for labor coupled with improving operational efficiency of State administrative apparatus, raising personal responsibility, downsizing, and controlling income

- Having special policies to attract highly-qualified human resource for key economic and social tasks Preparing conditions for an early move to flexible wage mechanism whereby the state budget will pay salaries only for working force in the system of government; the State-owned business establishments and revenue units will account for their personnel under their management

CONCLUSION

With the Project "Improving the efficiency in using qualified human resource

in the public sector of Thanh lloa Province'', we have conducted surveys and

statistics on the number, structure, level of the labor resources in the public sector

of Thanh Hoa Province, and analyzed them to point out the reality of using

qualified human resource in the public sector of Thanh lloa Province

Simultaneously, we have also analyzed the factors that affect the use of qualified human resource in the public sector and proposed solutions to improve efficiency

in using qualified human resource in the public sector in Thanh Hoa Prov ince in the coming time (2010-201 5) Thereby, we have drawn the following conclusions:

1 With the scope and object of the research project being qualified human resource qualified and the use of qualified human resource in the public sector in Thanh lloa Province, at initial stage, we have conducted surveys and statistics of the distribution of resources in the administrative block from provincial level down

to district, low n and city and to communes, wards and townships Based on the data collected during from the surveys, we can generate our assessments and comments

on the distribution of qualified human resource in the public sector in Thanh Hoa

Province, which is: the distribution of qualified human resource in Thanh Hoa Province is currently unev en, both redundant and insuftlcient, and poor in qualified and inccmsislent in structure

2 When researching and studying the use of qualified human resource in the public sector in Thanh Hoa Province, we have found some characteristics as follows:

- Thanh Hoa has paid attention to developing and promulgating, as well as implementing mechanisms and policies to attract and encourage the development

of qualified human resource These mechanisms and policies in recent years have brought about certain effects, contributing to pushing up socio-economic development However, the implementafion of these policies and mechanisms is slow; many of them are not fully implemented, especially for deep, remote and disadvantaged areas; the Province's mechanisms and policies to attract qualified human resource is not correct and successful; in the recruitment, negative signs are even spotted, so the overall development of qualified human resource is limited in both quantity and qualified, failing to meet the requirements of socio-economic development of the province

- Generally, the use of qualified human resource in each unit and locality is good The majority of officials and public servants have been arranged properly according to their professional training However, there are still agencies and units that use human resource ineffectively TTiis is expressed through the arrangement of staffs not in accordance with their professional training In several cases, staffs studiai in one direction and their jobs were in another The improper arrangement and use of human resources has created both ineffectiveness in work and waste of society's labor and money in training

- 'The use of qualified human resource has witnessed many improvements in all stages, from recruitment, wa^rk arrangement, planning, training, fostering and promotion to appointment, transfer and rotating Therefore, the qualified human resource in Thanh Hoa Province in recent years have played an important part in fulfilling the economic socio-economic goals However, the use of human resource still has had some limitations: the structure of public servants and ofTicials are not synchronized; the quantity is high but the qualified is low; a large number of public servants are lazy in leaming and improving themselves to meet the requirements of the assigned work; the working conditions and facilities for staff, civ il servants and workers are insufUcicnt, especially in remote and disadvantaged areas The above limitations in using qualified human resource have more or less affected the socio-economic development process of the Province

3 When analyzing the reality of using qualified human resource in the public sector, we have tried to point out the limitations, inadequacies and causes thereof in using qualified human resource in the public sector of Thanh Hoa Province

4 Based on the actual situation of using qualified human resource in the public sector over the past few years, the limitations and inadequacies as well as the causes thereof in the use of qualified human resource in public sector, and at the

same time based on the socio-economic development goals of Thanh Hoa Province from 2015 to 2020 (including general objectives and specific targets), we have proposed solutions to improve the effectiveness in the use of qualified human resource in the public sector in Thanh Hoa Province in the time to come (including

the general direction and specific solutions) to meet the requirements of

industrialization - modernization and international integrafion Generally speaking, using qualified human resource should pay attention to both ethical qualified and professional capacity; focus on and have mechanisms and policies for attracting qualified human resource to mountainous, remote and disadvantaged areas; have policies to attract human resource home and abroad to work in the province or have intellectual and physical contribution to the province in the all fields; pay attention

to human resources in key areas such as information technology, gene technology, processing technology, technology of building material manufacturing

5 As such, the researching and studying of the reality in the use of qualified human resource in the public sector in Thanh Hoa Province and offering of solutions to improve the cfTiciency in the use of qualified human resource in the

public sector in Thanh Won is a necessary task This will be the scientific basis for

the development and promulgation of proper and suitable mechanisms and policies for the effective use of qualified human resource, contributing to the economic -social development, fulfilling the Province's targets in the time to come

Our research project is a part of the research on human resources and human resource development in Thanh Hoa Province in particular and in the entire country

in general This is a huge and important issue Due to the limited time of this study,

we can only study, conduct surveys and statistics on qualified human resource issues and the use of qualified human resource in the public sector We can only

localize the internal concept of qualified human resource in terms of education

qualification from undergraduate or higher, and from working skills of third grade

or above In fact, Thanh Hoa Province is relatively wide, and its population is large,

so the issue of human resources is always urgent and important Later, if conditions permit, we will continue to study in depth, develop and expand the project further./

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enterprises

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enterprises

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20 Joint Circular No 7977/TTLB on the placement of teachers and school staff of

the departments of education and training of localities

21 Directive No 18/2001/CT-TTg dated 27/8/2001 of the Prime Minister on S'om^

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approving

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44 Resolution of the 16th Provincial Party Committee Congress (term 2005-2010)

45 Documents of the 16th Representative Congress of Thanh Hoa Provincial Party Committee, 2005-2010 tenure

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-2005 and to 2010 in Thanh Hoa province, June 2002, Department of Education and

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development and training ofhiunan resource to 2010 in Thanh Hoa province and

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Thanh Hoa province

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schools of Thanh lloa province to 2020, 2007, Thanh Hoa province

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APPENDIX GENERAL TABLE 1 GENERALIZATION DATA ON THE USEND ARRANGEMENT OF HUMAN RESOURCE

27 DISTRICTS, CITY

(Source via surveys)

1 - Total number of officials and public servants: 1979 people,

2-Over the past time from 2005 to 2009, hon did the units use and arrange human resource?

Using and arranging

N/A (blank cards)

3 - What is the reason for using and arranging labor not matching their training?

Reasons for using and

arranging laborers not

marching their training

For units

Each unit must be self-controlled

Contracting according to salary fund

Arranging jobs and positions matching their

36.5

47.2

Priority given to officials working in

difficult areas

Laborers are regularly trained and fostered

in terms of professional skills

Laborers are regularly trained and fostered

in terms of theoretical aspects

Democracy and openness in the work of

arranging and using laborers

Remark: according to the table: for schoo

5 - What are the causes of the current weaknesses in the use and allocation of human resource in the province of Thanh lloa ?

Causes

Due to the civil servants and

the officials themselves

Due to the side effects of

market mechanisms

Due to the working

environment and conditions

Due to shortage of human

resource

Due to the heads of agencies

and units

Due to the leadership of each

agency and unit

Due to weak professional

circumstance" accounted for 5%