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VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES VU DINH DUNG IMPROVING THE QUALITY OF HUMAN RESOURCES OF CADRES AND CIVIL SERVANTS IN THE PROVINCIAL ADMININISTRATIVE AGENCIES IN BAC KAN Major: Business Administration Major code: 9340101 SUMMARY OF THE DOCTORAL DISSERTATION IN BUSINESS ADMINISTRATION Hanoi - 2019 The dissertation completed at Graduate Academy of Social Sciences, Vietnam Academy of Social Sciences Supervisor: Assoc Prof Dr Tran Huu Dao Dr Lai Lam Anh Reviewer 1: Assoc Prof Dr Ngo Quang Minh Reviewer 2: Assoc Prof Dr Nguyen Thuong Lang Reviewer 3: Assoc Prof Dr Le Thai Phong The dissertation will be defended at Graduate Academy Level Council of dissertation assessment at Graduate Academy of Social Sciences, Vietnam Academy of Social Sciences, 477 Nguyen Trai, Thanh Xuan, Hanoi Time…………… … date…… … month.…….… year 2019 The dissertation may be found at: - Vietnam National Library - Graduate Academy of Social Sciences Library INTRODUCTION Rationale Bac Kan is a mountainous and highland province, with particular geographical features and difficult topographic conditions and over 80% of them are ethnic minorities, one of the provinces with the lowest human capital in the country, with limited financial resources, human resources play an important role in the industrialization and modernization process of the province In the face of these difficulties, the provincial Party Committee, People's Council and People's Committee of Bac Kan province have determined that the development of human resources (human resources) of the province in the current period is very necessary, in which focus should be given to developing quality of human resources of cadres and civil servants in the administrative agencies at the provincial level occupies a central position in the provincial socio-economic development strategy This is also the most important factor to make Bac Kan become a developed locality equal to other provinces in the region and attractive to domestic and foreign investors However, due to the requirements of international integration, the period of accelerating industrialization and modernization, requiring the construction of a modern professional administration, modern administration, human resources of cadres and civil servants in provincial administrative agencies in Bac Kan still exist many shortcomings and weaknesses In fact, the quality of a human resources department of Bac Kan province has not really met the job requirements, job positions have not been specifically defined, there are also of cadres and civil servants with weak professional qualifications, failing to grasp the competence the rights and duties of themselves, the attitude of attitude in implementing tasks are not high, not fully understanding the functions of the departments of the administrative agencies at all levels of the province; Besides, planning, training, retraining, management, evaluation and use of civil servants are still limited; Lack of high quality human resources; while a part of cadres and civil servants in the administrative agencies of the province now work in a negative way, lack of dynamism, creativity and innovation, there are also bureaucratic and administrative ways of working; limited capacity and professional skills, state administrative management skills, so when dealing with work, it is confusing and unconvincing to reduce the effectiveness of administration and administration; attentive and thoughtful service attitude to the people; The sense of discipline, the effectiveness of many cadres and civil servants have not met the requirements in the performance of public duties, etc These limitations make it difficult to reform administrative procedures, attract investment, and make relations and create obstacles to the process of economic development - culture - society of the province Currently, although there have been some research projects related to human resources of civil servants in state administrative agencies, however, there has not been any systematic research on both the theoretical basis and practical requirements for improving the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan Recognizing the important nature of the problem, with the desire to gradually improve the quality of human resources of the Bac Kan province with good expertise, with political qualities, good moral qualities and high responsibility to meet the requirements Industrialization and modernization of the province and international integration, graduate students choose the problem “Improving the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan” as the thesis topic of doctoral project Research aims and objectives - The aim of the dissertation is to properly assess the reality of the quality of human resources of cadres and civil servants at the provincial level in Bac Kan, thereby proposing solutions to improve the quality of human resources of cadres and civil servants at the provincial level in Bac Kan to meet the demand for socio-economic development of the province in the coming period - Research tasks: + Overview and assessment of research situation related to the topic + Systematizing the theoretical basis for improving the quality of human resources of civil servants in provincial-level administrative agencies + Assessing the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan + Proposing solutions to improve the quality of human resources of civil servants in provincial-level administrative agencies in Bac Kan in terms of industrialization and modernization and international integration Research scopes and objectives - The object of research is the activity of improving the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan - Research scope: + About study area: The thesis selected the study area as the provincial administrative agencies of Bac Kan, limited within the cadres and civil servants of the specialized departments and sections of the Office of the Provincial People's Committee, the Department of Home Affairs, the Department Agriculture and Rural Development, Department of Education and Training, Department of Science and Technology, Department of Finance, Department of Planning and Investment, Department of Industry and Trade (do not study officials and officials of the units industries under provincial departments and enterprises) + About time: Research in 2011 period up to now and propose solutions to improve the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan in the future Methodology and research methods of the thesis - Methodology: The thesis uses methodology: dialectical materialism, historical materialism, method of analysis, comparison, synthesis, statistics In Addition, the thesis also relies on data Annual statistics and summaries in reports of Bac Kan provincial People's Committee, Ministry of Home Affairs and ministries, central and local departments, as well as information on the Internet, combining data qualitative combined with quantification to give appropriate assessment results - Research method: The thesis uses data collection method (secondary data collection method and primary data collection method) and data analysis method (data processing method, Methods of analysis and synthesis) New scientific contributions of the thesis The thesis has identified the theoretical framework of research on improving the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan Initial assessment of the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan based on three criteria for assessing the mental, intellectual and physical resources of the provincial cadres and civil servants in Bac Kan - The thesis shows the differences in the content of assessing the quality of human resources at provincial level in Bac Kan on the arrangement and use of human resources at the provincial level as ethnic minorities, a distinctive feature of Bac Kan different with other localities - The thesis analyzes and clarifies the strengths and weaknesses of the quality of human resources of civil servants in the provincial administrative agencies in Bac Kan today, thereby analyzing the actual situation of the quality of human resources of civil servants, the work of improving the quality of human resources of civil servants in The administrative agencies at the provincial level of Bac Kan and pointed out the success, limitations and causes of improving the quality of this human resource in Bac Kan last time - The thesis proposes major directions and solutions to improve the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan to meet the requirements of international integration The theoretical and practical significance of the thesis - The meaning of theory: The thesis implements and clarifies some scientific theoretical issues about improving the quality of human resources of civil servants in provincial-level administrative agencies such as: criteria for assessing the quality of human resources of civil servants and contents to improve the quality of human resources of cadres and civil servants in provincial-level administrative agencies Besides, in the thesis, the theoretical issues are systematically and logically built with a clear theoretical framework for research and improvement of the quality of human resources of cadres and civil servants in the provincial administrative agencies for the following study - Practical meaning: + The thesis provides scientific and practical basis to help provincial-level administrative agencies and managers in administrative agencies to study and refer to improving the quality of human resources + The thesis is a useful reference material for teaching, learning and researching activities, especially for research subjects that are human resources of civil servants + The research results of the thesis are references for the administrative agencies of Bac Kan province in the renovation of the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan, help categorize of civil servants and apply the Relevant policies ensure effective use of civil servants Structure of the thesis In addition to the introduction, conclusions, references, the main content of the thesis includes chapters: Chapter Overview of research situation realated to the thesis Chapter Theoretical and practical basis on improving quality of cadres and civil servants in provincial administrative agencies Chapter Current situation of quality of human resources of cadres and civil servants in provincial administrative agencies in Bac Kan province Chapter Orientation and solutions to improve the quality of human resources of cadres and civil servants in provincial administrative agencies in Bac Kan province Chapter OVERVIEW OF RESEARCH SITUATION RELATED TO THE THESIS 1.1 Overview of published studies related to the topic In the context of strong development of modern science and technology revolution, knowledge economy and globalization, the current quality of human resources has attracted many domestic and foreign scientists interested in research 1.1.1 Overseas research projects 1.1.2 Domestic research projects 1.2 The research results achieved by the thesis works need to be consulted and the issues raised need further research 1.2.1 The research results achieved by the works need reference By reviewing outstanding research projects at home and abroad related to the topic, some specific results can be seen as follows: Firstly, the research works have significant scientific contributions, clarifying many issues such as human resources, the role of human resources, the need to improve the quality of human resources and a number of domestic research projects have given different concepts about human resources in certain qualitative or quantitative angles, thereby showing the importance of human resources in the innovation process and the period of accelerating industrialization and modernization of the country Secondly, some authors focus on researching and analyzing the status of human resources in general and human resources of civil servants in the administrative agencies of some localities in particular in Vietnam in recent years Many research projects have clarified the Party's viewpoint on HRD development and quality of human resources, and proposed some basic and major solutions to improve the quality of human resources for civil servants Socio-economic development of the country in the trend of international integration and globalization, development of knowledge economy Thirdly, some research projects have unity, the reality of human resources quality in general as well as the quality of human resources in civil servants still has many shortcomings and limitations Some authors have assessed and evaluated: there are no specific criteria to identify and assess the quality of human resources of civil servants in the administrative agencies; the implementation of improving the quality of human resources of civil servants at all levels has not been synchronized between sectors, fields and localities; policies to use talented people in administrative agencies have not been focused; A lot of the contents of improving the quality of human resources of civil servants include: layout, use, training, retraining and working environment, salary policy, promotion opportunities not well implemented, In fact, it is not possible to keep those who really have talent in state administrative agencies Fourthly, through the above research works, although recognizing that there are many different ways of looking at human resources of civil servants and the role of HRD, many authors affirmed the role of this human resource in industrialization and modernization and international integration in our country, especially when our country is in the period of industrialization and modernization; Some works analyze the context, the actual situation to propose specific solutions to improving the quality of human resources of civil servants The solutions mentioned by many authors are: there should be unity of concept of cadres and civil servants and criteria for quality assessment of human resources, or need to innovate remuneration policies and motivate working for human resources of civil servants in Administrative agencies at all levels, Thus, the above mentioned research works of the authors in the past time, have made many important scientific contributions for the PhD students to approach, study and refer to the research work 1.2.2 The issues raised need further research in the thesis In addition to the great scientific values that the above studies have achieved, there are still problems that need further research: Firstly, many major studies discuss the concept of civil servants, administrative reforms, and often focus on analyzing and evaluating the state civil servants in general, less in-depth research to assess the quality of resources human resources of cadres and civil servants in the provincial administrative agencies in a specific locality like Bac Kan Secondly, some foreign research projects have provided some criteria as a measure of quality of civil servants, or provided some capacity frameworks of some positions of civil servants performing public duties in government agencies However, the conditions and environment applied between countries are not the same, so the criteria and frameworks are mainly for reference Thirdly, many research topics on the quality of human resources of officials and civil servants in the country have mentioned qualifications, qualities, ethics, skills, health, attitudes, but not yet determined criteria to measure the quality of human resources of cadres and civil servants in a sector in general or in a particular locality On the other hand, until now, there has not been any research topic on the quality of human resources of cadres and civil servants in Bac Kan's administrative agencies Therefore, there is a gap in both theory and practice in the research on improving the quality of human resources of provincial officials and civil servants in Bac Kan Fourthly, a number of research projects have proposed and specific solutions to improve the quality of human resources of cadres and civil servants, but in general are still heavy in qualitative, have not really ensured the systematic nature of the Total solutions from awareness, evaluation, construction and management to improving the quality of human resources of cadres and civil servants at all levels Therefore, the selection of the research topic “Improving the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan” is essential, contributing to the provision of scientific arguments study and propose specific solutions, suitable to the actual conditions and circumstances of Bac Kan, thereby helping to innovate and improve the quality of human resources of provincial officials and civil servants in Bac Kan today At the same time, this content does not overlap with any scientific research in the country and abroad CHAPTER THEORETICAL AND PRACTICAL BASIS ON IMPROVING QUALITY OF CADRES AND CIVIL SERVANTS IN PROVINCIAL ADMINISTRATIVE AGENCIES 2.1 Theoretical basic on improving quality of cadres and civil servants in provincial administrative agencies 2.1.1 Some basic concepts of human resource, cadres and civil servants in provincial administrative agencies 2.1.1.1 Concept of human resource Human resource is the overall quantity and quality of people who combine some criterial for mental, physical and moral qualities, and spirit create the ability that people and society have been mobilizing into the progress of creative labor for social development and improvement 2.1.1.2 Concept of human resource quality The quality of human resource is all of potential abilities, including moral, physical and aesthetic qualities, and human quality affects directly to complete their organization’s goals 2.1.1.3 Concept of cadres and civil servants - Concept of cadres: Pursuant to Law on Cadres and Civil Servants 2008: “Officials are Vietnamese citizens, elected , ratified, appointed to hold posts and titles in the term of the Communist Party of Vietnam, the State and the sociopolitical organizations at the central level in the provinces and centrally-run cities (collectively referred to as the provincial level), in rural districts, urban districts, provincial capitals and towns (collectively referred to as districts), payroll and enjoy wages from the state budget” - Concept of civil servants: According to item of Law on Cadres and Civil Servants: “Civil servants are Vietnamese citizens, recruited and appointed to ranks, positions and titles in the agencies of the Communist Party of Vietnam, the State, socio-political organizations at the central, provincial and district levels; agencies and units of the Vietnam People's Army, which are not officers , professional soldiers , defense workers; agencies and units of the Vietnam People's Police, but not officers, professional and non-commissioned officers and in the leadership and management apparatus of the public non-business units of the Communist Party of Vietnam, the State and socio-political organizations, in the payroll and salaried from the state budget, for civil servants in the leadership and management apparatus of public non-business units, wages are guaranteed from the salary fund of public non-business units according to law provisions” 2.1.1.4 Concept of cadres and civil servants resource in provincial administrative agencies The resource of cadres and civil servants is a term relating to both cadre and civil servant and structure of differences relating to a large of cadres and civil servants If each cadre and servant have personal qualities and their performance depends on virtue, ability and the power of human resource of cadres and civil servants not depend on each personal virtue but also appropriate level of structure and relationship among cadres and civil servants With this approach method, it is possible to define that the resource of cadres and civil servants is a certain number of cadres and civil servants in state administrative agencies of define unit As the same above point of view, it understands that the provincial cadres and civil servants are a collection of provincial cadres and civil servants They include a certain number of cadres and civil servants, their structure and quality corresponding with their different position in the provincial administrative agencies The provincial cadres and civil servants are working at the provincial administrative agencies, such as: - Cadres and civil servants of the provincial People’s Council and People’s Committee - Cadres and servants are working at: Department of Home Affairs, Department of Education and Training, Department of Planning and Investment, Department of Agriculture and Rural Development, etc.,… - Cadres and servants are working at provincial committees of Communist Party of Vietnam and socio-political organizations, such as: Commission of Organization, Commission of Mass Mobilization, Commission of Propaganda, Commission of Home Affairs, Commission of Economics, etc., 2.1.1.5 Concept of quality of cadres and civil servants resource in the provincial administrative agencies The quality of cadres and civil servants resource in the provincial administrative agencies is all value of political and virtual qualities, educational level, occupational skill, working experience (mental), age, health (physical) from each cadre and civil servant for implementing their function and mission from the provincial administrative agencies 10 become as a requirement for cadres and civil servants in the deeply integrating international economy They will receive the cultural quintessence of mankind through communicating with foreigner or going abroad to acknowledge experiences Building e-government, reducing administrative procedures and documents, shortening time to receive information, etc., are the goals of State of Vietnam and it requires the cadres and civil servants to have skills of using foreign languages and IT - Criteria of working experience valuation: Working experience is an important criterion in evaluating the provincial cadre and civil servant through working seniority (years of working); is the ability of access their work and adapt to changes; are skills of solving and processing formed from working process This criterion shown by the way they handle their work with right process, using the least time, energy and intellectual for their mission Criteria of working performance valuation: This criterion is the level of assigned mission completion (output measurement) and valuated periodically via specific missions and valuation of agencies and units where they work It is a group of criteria for evaluating cadre and civil servant's abilities, reflecting level of their task completion and responsibilities Law on Emulation and Commendation regulates that emulation and commendation standards for state cadre and civil servant who are responsible their tasks and their performance will be ranked from incomplete to complete successfully 2.1.3.2 Criteria of mental valuation - Criteria of political quality valuation: Political quality is one of the most important criterion in valuating quality of the provincial cadre and civil servant It showed by the provincial cadre and civil servant’s actions and implements and their diplomas and certificates of political levels (bachelor, senior, intermediate, elementary) A good political quality will be the spiritual motivation the cadres and civil servants to overcome difficulty and complete their tasks successfully The political quality is the most basic requirement for the cadres and civil servants Criteria of moral quality is measured yearly through the result of political and moral quality for cadres and civil servants (Excellent, good, average, bad) The moral quality of cadres and civil servants requires honesty, dedication and integrity from working Our country is in the period of transition to socialism, policies and regulations need to be improved gradually Therefore, it is necessary to raise the provincial cadres and civil servants’ honesty and dedication from working, not take advantage of gaps in regulations and policies to get benefit for themselves They need to aware and work hard to contribute 11 their efforts into building and improving the local in the period of industrialization and modernization - Criteria of working attitude valuation The working attitude of the provincial cadres and civil servants is the awareness of cadre and civil servant resource It is measured through positive working and receiving assigned tasks (ready, hesitate, and refuse) Cadre and civil servants force to comply with certain regulations and rules at their offices when they are working However, not all cadres and civil servants conform to their consciousness, responsibility and self-awareness with these regulations Especially, the administrative management agencies not control activities when organizational culture are not concerned, working attitude of cadres and civil servants may be slow and affect to working quality 2.1.3.3 Criteria of physical valuation - Criteria of health: Health is a physical and mental comfort and the provincial cadres and civil servants meet the need of job requirement In order to determine their health, the provincial administrative agencies must to base on the valuation of authoritative medical centers According to regulations of Ministry of Public Health, the cadres and civil servants’ health can be classified into three groups: Group A: A good health, no disease; Group B: average health; Group C: weak, unable to work However, the provincial administrative agencies have different requirement and depend on each occupation to build criteria of health The provincial cadres and civil servants need to ensure about health requirement not only a mandatory regulation when recruitment but also maintain through health check periodically - Criteria of age: Each country has different regulations about working age In Vietnam, working age regulations nowadays is from 15 to 60 years old for men and from 15 to 55 years old for woman They can participate in socioeconomic activities In addition, the potential cadre and civil servant conduction and appointment must be based on the criterion of certain planning age regulations, first appointment, re-appointment for each period in order to ensure inheritance as well as maximize the ability of the cadres and civil servants in each certain age, and minimize stagnation and aging 2.1.4 Content to improve the quality of human resources of cadres and civil servants in provincial administrative agencies 2.1.4.1 Planning work 2.1.4.2 Recruit, arrange and use cadres and civil servants - Recruitment of cadres and civil servants: - Arranging and using cadres and civil servants: 2.1.4.3 Training and retraining of officials and public employees 12 2.1.4.4 Policy and working environment for officials and public employees - Policies for officials and public servants: - Working environment and motivation for officials and public servants: 2.1.5 Factors affecting the quality of human resources of cadres and civil servants in provincial administrative agencies 2.1.5.1 The objective factors - The level of socio-economic development - The level of development of education and training 2.1.5.2 The subjective factor - Policy of cadres of the Party and State - The development of information technology - Professional qualifications and capacity of cadres and civil servants 2.2 Experience of some localities on improving the quality of human resources of cadres, civil servants and lessons for Bac Kan 2.2.1 Experience of some localities 2.2.1.1 Experience of Danang City 2.2.1.2 Experience of Thai Nguyen province 2.2.1.3 Experience of Lao Cai province 2.2.2 Some lessons learned for Bac Kan Chapter CURRENT SITUATION OF QUALITY OF HUMAN RESOURCES OF CADRES AND CIVIL SERVANTS IN PROVINCIAL ADMINISTRATIVE AGENCIES IN BAC KAN 3.1 Overview of Bac Kan province and provincial administrative agencies of Bac Kan 3.1.1 Overview of Bac Kan province 3.1.1.1 Natural characteristics 3.1.1.2 Economic characteristics 3.1.1.3 Cultural - social characteristics, education and training and health 3.1.2 An overview of the provincial administrative agencies of Bac Kan 3.2 Current situation of quality of human resources of cadres and civil servants in provincial administrative agencies in Bac Kan in recent years 3.2.1 Quality of human resources of cadres and civil servants through mentality 3.2.1.1 About education 13 3.2.1.2 About career skills 3.2.1.3 About work experience 3.2.1.4 About the results of the work assigned 3.2.1.5 About leadership and management capacity 3.2.2 Quality of human resources of cadres and civil servants through mental strength 3.2.2.1 About political qualities, moral qualities 3.2.2.2 About working attitude 3.2.3 Quality of human resources of cadres and civil servants through physical strength 3.3 Current situation of improving the quality of human resources of cadres and civil servants in provincial administrative agencies in Bac Kan 3.3.1 About staff planning 3.3.2 On recruitment of cadres and civil servants 3.3.3 Regarding the arrangement, use, promotion and appointment of cadres and civil servants 3.3.3.1 About layout use 3.3.3.2 About maneuvering, rotating 3.3.3.3 About promotion and appointment of officials 3.3.4 About training and retraining 3.3.5 Regarding implementation of policies and working environment 3.4 Limitations and causes of limitations on improving the quality of human resources of cadres and civil servants in provincial administrative agencies in Bac Kan 3.4.1 Problems still exist, limited 3.4.1.1 The work of building and implementing the planning of cadres and civil servants is still inadequate 3.4.1.2 The recruitment and reception of cadres and civil servants is unreasonable 3.4.1.3 The arrangement, use, promotion and appointment of officials are still limited 3.4.1.4 Training and retraining of cadres and civil servants has not been given adequate attention 3.1.1.5 Remuneration policies, creating an environment and motivation for employees and civil servants are still very limited 3.4.2 Causes of shortcomings and limitations - Firstly, the awareness of planning work in a part of cadres and party members is leaders in the administrative agencies of the province is not correct, and the planning of personnel is also confused with human resource work should be narrow-minded in introducing planning resources In some 14 administrative offices of the province, there are also local and closed thoughts, not wanting to plan officials elsewhere A part of the staff has not mastered the planning, principles and procedures of planning work, so it is embarrassing to implement In many provincial administrative agencies, the addition of annual planning is still slow - Secondly, the recruitment of cadres and civil servants of the province has not been highly effective due to the fact that the recruitment information has not been widely publicized and has not yet reached the right people to be concerned with the unpaid talent treatment regime satisfactory Therefore, attracting highly qualified and foreign language subjects is not effective Besides, in the recruitment, there are many shortcomings, the construction of a job position analysis table is limited, leading to the fact that the recruitment is not suitable to the job position required Therefore, the quality of input of human resources of cadres and civil servants is not really uniform, leading to difficulties for training and retraining; At the same time, the recruitment period has been prolonged through months, even years, so it happened that when there were recruitment results, some successful candidates received other jobs and did not come to accept the job taste - Thirdly, in the arrangement, use, rotation, transfer and appointment of some administrative agencies of the province not yet done well, the arrangement and use of cadres and civil servants is still heavily calculated subjective, unscientific; The process of assessing civil servants, promotion, placement of work is still based on qualifications, records, seniority, some unit heads, or heads of committees at administrative agencies The province has not done a good job of mobilizing and grasping the ideology of cadres who are rotated, mobilized, and have not fully utilized the responsibilities of the heads of agencies and units in the decision to transfer and mobilize officials Therefore, Bac Kan province currently lacks staff with high capacity and professional qualifications because currently the salary and remuneration mechanism of the province has not really attracted talented people to work in the province - Fourthly, the work of determining the training and retraining needs of the province is not done well every year, the determination of demand in some administrative agencies of the province is not really uniform The research and forecast of training and retraining needs not have strategic vision, lack of linkage with the provincial socio-economic, defense and security development strategies The system of training and retraining facilities is not synchronized and dispersed, and the quality is not high Training management, fostering lack of communication, linking programs, heavy on theory, light on professional skills, knowledge of state management, foreign language, informatics and updating knowledge new, especially lack of skills to handle real-world 15 situations; not interested in fostering leadership and management skills for cadres and civil servants - Fifth, the preferential and preferential policies of the province have not really created the motivation to attract the best candidates, because they have a comparison with the income of the business sector to ensure they have more stable source of income CHAPTER ORIENTATIONS AND SOLUTIONS TO IMPROVING THE QUALITY OF HUMAN RESOURCES OF CADRES AND CIVIL SERVANTSAT PROVINCIAL ADMINISTRATIVE AGENCIES IN BAC KAN PROVINCE 4.1 The orientations to improving the quality of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan 4.1.1 The orientations to improving the quality of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan - Firstly, it is necessary to complete the mechanisms and policies including the recruitment of cadres and civil servants of the province; - Secondly, innovate the usage, management, inspection, evaluation, promotion, and appointment of cadres and civil servants of the province; - Thirdly, focus on improving the quality of training and retraining of cadres and civil servants; - Fourthly, develop policies on salary, bonus, and working environment to attract high-quality human resources and incentivize them to work at provincial administrative agencies in Bac Kan; focus on optimizing the use of existing facilities; create a friendly working environment which generates the motivation in cadres and civil servants 4.1.2 The goals of improving the quality of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan - Develop the human resources of cadres and civil servants at provincial administrative agencies in Bac Kan with a sense of responsibility and improving the quality and efficiency of work; - Constantly improve the qualifications of cadres and civil servants, especially the management capability of managerial civil servants; eliminate outdated and conservative ideas; promote the spirit of creating an office culture; raising the spirit of daring to think, daring to do, and daring to be responsible for assigned tasks; - Continue to guarantee employment, greater stability of income, and the 16 spiritual life of civil servants at administrative agencies of the province; - Develop plans for training, retraining, and rearranging personnel apparatus; recruiting young civil servants; trying to get civil servants become committed to work, stay faithful to and strive for common goals of the province; - Innovate the contents, programs, and methods of training and retraining, which especially focuses on improving the knowledge, management skills, and operational skills for human resources of cadres and civil servants of the province according to their responsibilities and duties 4.2 Several solutions to improving the quality of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan 4.2.1 Develop and properly implement the planning of cadres and civil servants According to the evaluation of the quality of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan, stated in Chapter 3, the planning of human resources of cadres and civil servants is inadequate, especially for lead civil servants The resources of civil servants in the planning are limited in both quantity and quality Consequently, when there are fluctuations in lead civil servants, some provincial administrative agencies often face difficulties in finding alternative sources The current age structure is inconsistent and suffers a lack of young cadres and civil servants Therefore, in order to develop and properly implement the planning of human resources of cadres and civil servants working at provincial administrative agencies in Bac Kan, based on firmly grasping the situation of those human resources, through monitoring, investigating, evaluating, and predicting demands and capabilities of development, provincial administrative agencies in Bac Kan need to focus on appropriately completing the following tasks: - Firstly, make certain of providing a thorough grasp of the Party's Resolutions and Directives on planning cadres and civil servants; - Secondly, clearly define the objectives of planning cadres and civil servants; - Thirdly, properly exercise the planning of resources of cadres and civil servants as well as that of alternative force; - Fourthly, properly implement the plan of training and retraining as well as the allocation and utilization of human resources of provincial cadres and civil servants, which is closely associated with the planning After the plannings of cadres and civil servants are officially approved by the Party committees and superiors, those plannings will be implemented - Fifthly, properly follow the planning of human resources of provincial cadres and civil servants step-by-step 17 4.2.2 Complete the recruitment and reception of cadres and civil servants As shown in the study of the quality of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan, the recruitment of civil servants in Bac Kan in recent years has been done according to the process and regulations of the State and achieved certain outcomes However, the recruitment is not fully effective as expected, especially when talent scouting is extremely limited Therefore, for the time being, the recruitment of cadres and civil servants at provincial administrative agencies in Bac Kan needs to be reformed in a public and transparent way in order to make sure that the talents are recruited to work in provincial administrative agencies At the same time, Bac Kan needs to adequately implement policies on attractìng and prioritizing the recruitment of human resources, who have great expertise, at least one foreign language and good computer skills, with a view to improving the quality of human resources of cadres and civil servants at every provincial administrative agency in Bac Kan In order to recruit high-quality human resources of cadres and civil servants at provincial administrative agencies in Bac Kan, the recruitment must be carried out in a strict process First of all, Bac Kan needs to strictly follow the legal documents of the State on the recruitment of cadres and civil servants Meanwhile, the recruitment process should be strictly and fairly carried out from the stage of preliminary to the stage of examinationin order to ensurethe elimination of candidates who not meet the requirements of the job positionso that the best talents are recruited Since that is the basis for the recruitment of civil servants and restrictions of wrongdoings during the recruitment process, therefore, for the time being, with a view to improving the quality of human resources of cadres and civil servants at Bac Kan's administrative agencies based on recruitment, it is necessary to focus on the following issues: - Firstly, clearly identify the subjects, quotas and standards in the recruitment of cadres and civil servants at provincial administrative agencies in Bac Kan; select candidates upon the requirements of the jobs; - Secondly, develop a recruitment process which is scientific and practical; ensure that the recruitment of cadres and civil servants at provincial administrative agencies in Bac Kan complies with the State's regulations and is suitable with the leadership orientation of the Provincial Party Committee, People's Council, and People's Committee in each stage of development of the province; - Third, ensure that the talents are successfully recruited to supplement the human resources of cadres and civil servants 18 4.2.3 Innovate the allocation, utilization, promotion, and appointment of cadres and civil servants 4.2.3.1 Innovate the allocation and utilization of cadres and civil servants For the human resources of cadres and civil servants working in administrative agencies, the improvement of qualifications is important and absolutely essential However, in order to maximize public service effectiveness of administrative agencies through the human resources of cadres and civil servants at administrative agencies, the rational use of human resources of cadres and civil servants will meet new requirements and tasks of each provincial administrative agency in Bac Kan.In fact, over the past years, the allocation and utilization of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan have had certain limitations,for example, the allocation of civil servants is not suitable with their expertise, which prevents them from reaching their potential Therefore, in the coming years, provincial administrative agencies in Bac Kan need to pay more attention to the utilization of human resources of cadres and civil servants in order to maximize public service effectiveness of each unit In order to allocate and rationally use the human resources of cadres and civil servants at provincial administrative agencies in Bac Kan, it is necessary to meet the following basic objectives: - Firstly, the amount of work assigned to civil servants in each provincial administrative agency in Bac Kan needs to be equal based on their actual capacities This is to avoid the situation which there are a number of civil servants who are overwhelmed or some others who are inexperienced are assigned to too many tasks; - Secondly, improve the efficiency of the utilization of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan in order to promote full capacity, qualifications, and strengths while overcoming weaknesses of each cadre and civil servant at administrative agencies in Bac Kan province 4.2.3.2 Innovate the promotion and appointment of cadres In order to successfully implement the innovation in the promotion and appointment of cadres and civil servants at provincial administrative agencies in Bac Kan, the following solutions should be noted: - Firstly, implement the promotion and appointment of provincial cadres and civil servants under the principles of democracy, publicity, and transparency; in the meantime, individuals who are authorized to confirm appointments must be responsible for their own decisions; - Secondly, be flexible about the provisions of the law on cadre work such 19 as supplementing management and leadership trainee positions to expand the source of cadres, etc.; - Thirdly, strictly handle the violations of principles, processes, and procedures in considering and allocating civil servants or abuse of position and power in the allocation and promotion; - Fourthly, carry out the allocation, reassignment or transfer certain staff whose relatives are working in the same locality, agency or unit,especially the cases when some civil servants hold leadership or management positions, or undertake sensitive positions, in order to limit partiality, sectarianism, and subjectivity in the process of allocating and utilizing cadres and civil servants 4.2.4 Improve the effectiveness of training and retraining cadres and civil servants Currently, human resources of cadres and civil servants at provincial administrative agencies in Bac Kan are mostly trained during the period of centralized bureaucracy, not yet standardized according to title standards, and failing to fully meet the mission requirements of the period of accelerating national industrialization and modernization, as well as opening up integration with the region and over the world.In particular, when science and information technology have been developing rapidly and penetrating into all areas of socioeconomic life, along with the fact that scientific and technological achievements, especially information technology ones, are applied to modernizing the administration,the training and retraining of cadres and civil servants has become more necessary than ever Improving the quality of training and retraining cadres and civil servants is the issue that needs to be addressed in a practical way However, in recent years, the training and retraining of human resources of cadres and civil servants at provincial administrative agencies in Bac Kan have revealed some shortcomings such as: policies for training and retraining are not really appropriate for encouraging and motivating civil servants to improve their expertise; a systematic process in training and retraining has not yet been built, etc The task which is set for the training and retraining of cadres and civil servants at provincial administrative agencies in Bac Kan by 2020 and vision to 2030 is to ensure that these human resources of cadres and civil servants have political awareness, expertise, administrative skills, computer skills, and foreign language skillsaccording to the title standards and rankings.Besides, they should be competent enough to formulate policies, organize and administer the performance of public duties according to the increasing demands of the industrialization and modernization of the country In reality, over the past years, the management of the training and retraining of cadres and civil servants in Bac Kan province have revealed a great number of limitations which are reflected in two following aspects: management 20 tasks are fragmented management capabilities are limited.That is why the quality of training and retraining provincial cadres and civil servants in Bac Kan is affected Therefore, it is essential to strengthen and reform the management of training and retraining of cadres and civil servants in the province.For the time being, it is necessary to concentrate on innovating the training and retraining of provincial cadres and civil servants in Bac Kan in a practical and efficient way - Firstly, properly implement the training process; - Secondly, create, supplement, and complete the management system and institution of training and retraining civil servants associated with the characteristics of the province; - Thirdly, formulate plans and plannings of training provincial cadres and civil servants in accordance with the local situation State management on training cadres and civil servants is only comprehensive and effective when it is a process from making plans to implementing the training and finally utilizing civil servants after training 4.2.5 Properly implement remuneration policies and create a working environment for cadres and civil servants 4.2.5.1 Reform the mechanisms of remuneration policies for cadres and civil servants In the locality, especially at the provincial level like Bac Kan, the policy regime for civil servants remains inappropriate, not ensuring the regeneration of labor force, and not being commensurate with the dedication of cadres and civil servants which is most evident in the unreasonable salary Therefore, in the future, the provincial administrative agencies of Bac Kan need to apply synchronously the remuneration policies of the Party and the State, which ensures working and living conditions of cadres and civil servants, within the economic capacity of Bac Kan Besides, Bac Kan needs to eliminate policy regimes focusing on the average and regulations on creating privileges.The State studies, innovates, completes the salary regime in which the salary is decided upon the position, and fully implements the principle of distribution by labor, on that basis, Bac Kan province develops an appropriate salary policy in order to motivate the current human resources of cadres and civil servants and attract high-quality human resources to work at provincial administrative agencies In order to properly implement the remuneration policy for cadres and civil servants at provincial administrative agencies in Bac Kan, it is necessary to focus on the following points: - Firstly, reform the policies for civil servants and attract competent people; - Secondly, with a view to setting a reasonable salary for civil servants, it is necessary to study and gradually transfer to the public service administration 21 so that the salary fund of civil servants from the budget is reduced - Thirdly, rather than allocated staffing and salary fund, it is necessary to review and identify specific job positions and staffing quota of each provincial administrative agency; reallocate human resources of cadres and civil servants to be suitable for the actual requirements of the tasks 4.2.5.2 Create a working environment for cadres and civil servants In recent years, Bac Kan has also made great efforts in reforming the working style, taking care of the working environment and conditions for cadres and civil servants in provincial administrative agencies Basically, they have had enough facilities and been more responsible for working However, in order to meet the requirements of developing and continuing to improve the working environment for provincial cadres and civil servants, Bac Kan needs to implement some of the following issues: - Firstly, it is necessary to make certain of providing a thorough grasp of the awareness and ideology for cadres and civil servants at provincial administrative agencies of the significance and importance of big projects, key economic programs, and potentials as well as the difficulties and challenges the province has been facing, thereby promoting the sense of responsibility for cadres and civil servants in the administering, advising, and properly implementing the socio-economic development plans of the province - Secondly, focus on working conditions and improve living standards for civil servants so that they are reassured to concentrate on advising and serving the people; specify the bonus regime for cadres and civil servants because it has a great influence on the their spirit and attitude 22 CONCLUSIONS Our country is entering a period of accelerating industrialization, modernization and international integration In the context of the world entering the fourth industrial revolution with the rapid development of the economy – society, it has posed a big challenge for the provincial administrative agencies to satisfy the needs of people with accurate information which increasing in volume and growing fast in terms of time To perform functions and duties of provincial administrative agencies, requiring human resources of civil servants who are working, must have sufficient capacity, qualifications, ethical qualities They must constantly develop in both quantity and quality to meet the local socio-economic development requirements and to serve the cause of national construction and development Bac Kan is a newly re-established province since 1997 Although there have been impressive economic and social development over the years, in general it is still an agricultural province with a small economic scale and labor productivity is not high Facing the demands of innovation and public administration reform, the implementation of improving the quality of human resources of civil servants in provincial administrative agencies in Bac Kan in particular and improving the quality of human resources of civil servants of the country in general becomes more necessary Because civil servants are the ones who directly advise and formulate policy, organize the implementation of mechanisms, policies and laws in the fields of economy and society At the same time, public servants are also those who directly perform functions and tasks of agencies, organizations and units Therefore, improving the quality of human resources for civil servants in Bac Kan's administrative agencies is an urgent, objective and appropriate requirement with the requirements of the current real situation, this is crucial in improving the quality of human resources of civil servants in Bac Kan province This is a new issue that has not been well studied, fully and synchronously in Bac Kan during the past time Through research, the thesis has clarified some scientific theoretical issues about improving the quality of human resources of civil servants in provincial administrative agencies Consequently, this thesis proposes criteria to assess the quality of human resources at the provincial level (intellectual force, mental strength and physical strength) and has enhanced content quality human resources officials in the provincial administrative bodies (about planning officials, recruitment of civil servants; the arrangement, the use, the promotion and appointment of civil servants; training and retraining for civil servants; on the implementation of policies and work environment to motivate civil servants) 23 to satisfy the requirements of industrialization, modernization and international integration of the province The thesis also studies practical experiences of some countries and some localities in our country about improving the quality of human resources for civil servants, especially in Da Nang province, is a bright spot in the work of improving the quality of human resources at provincial level And provinces with cultural and ethnic similarities with Bac Kan (Thai Nguyen, Lao Cai), to draw valuable references for improving the quality of human resources of civil servants in the administrative agencies of Bac Kan province The dissertation has analyzed and evaluated comprehensively, and has made a detailed assessment of the quality and quality of human resources of cadres and civil servants in the provincial administrative agencies of Bac Kan in the period of 2011-2017 It has indicated the achieved results, limitations and causes of the limitations in improving this quality of human resources objectively and scientifically to be a prerequisite for developing policies for quality of human resources of cadres and civil servants at Bac Kan province in the new period On the basis of applying the theory and research of the situation, the thesis proposes ongoing and long-term solutions to improve the quality of human resources in the provincial administrative agencies in Bac Kan To satisfy the requirements of international integration, in the context of the world entering the science and technology revolution 4.0 through the following solutions: building and well implementing staff planning; completing recruitment, receiving human resources; renew the promotion, the appointment of civil servants; improving the efficiency of training and retraining; innovation mechanism and remuneration policy working environment for staff and employees In that sense, the research results of the doctoral thesis “Improving the quality of human resources of cadres and civil servants in the provincial administrative agencies in Bac Kan” can be documented for the authorities of Bac Kan province and organizations and individuals that have concerns reference, research and application THE AUTHOR’S PUBLISHED RESEARCH WORKS Vu Dinh Dung (2018), Improving the quality of human resources in the provincial administrative agencies in Bac Kan: The reality and causes of shortcomings and limitations, published in the Asia-Pacific Economic Review, No 523 (8/2018): ISSN 0868-3808, p.34-36 Vu Dinh Dung (2018), State Administration attached to the provincial economic development in Bac Kan, published in the Vietnam Trade and Industry Review, No (4/2018): ISSN 0866-7756, p 174-180 Vu Dinh Dung (2016), The quality of cadres, civil servants and officials of Bac Kan province: Reality and Solutions, published in the Economics and Forecasting Review, No 22 (09/2016): ISSN 0866-7120, p 5052 Vu Dinh Dung (2017), The impact of organizational culture to human resource management, published in the Vietnam Trade and Industry Review, No 12 (11/2017): ISSN 0866-7756, p 183-187 Vu Dinh Dung (2017), Developing high-quality human resources in the Department of International - Hanoi National University, published in the Economics and Forecasting Review, No 36 (12/2017): ISSN 0866-7120, p 107109 Vu Dinh Dung (2016), The current situation and issues for improving the quality of ethnic minority human resources are closely linked to the development of knowledge economy in Lao Cai province, published in the Journal of Ethnic Studies, No (6 -2016): ISSN 0866-773X, p 12-16 Vu Dinh Dung (2015), Development of human resources in Bac Kan Province: Problem and Solution, published in the Economics and Forecasting Review, No 22 (11/2015): ISSN 0866-7120, p 53-55 Vu Dinh Dung (2015), The role of human resources of ethnic minorities in the industrialization and modernization in Bac Kan, published in the Journal of Theoretical Education, Regional Political Academy I, National Political Academy of Ho Chi Minh (235/2015): ISSN 0868-3492, p 130-132 ... Vietnam Academy of Social Sciences Supervisor: Assoc Prof Dr Tran Huu Dao Dr Lai Lam Anh Reviewer 1: Assoc Prof Dr Ngo Quang Minh Reviewer 2: Assoc Prof Dr Nguyen Thuong Lang Reviewer 3: Assoc Prof... of the province In the face of these difficulties, the provincial Party Committee, People's Council and People's Committee of Bac Kan province have determined that the development of human resources... qualifications, failing to grasp the competence the rights and duties of themselves, the attitude of attitude in implementing tasks are not high, not fully understanding the functions of the departments