The purpose of the thesis research is based on clarifying the theoretical issues and analyzing the reality of practical organizational capacity of district leaders and managers of ethnic minorities; propose a number of perspectives and solutions to improve practical organizational capacity; efficiency of labor activities, management and socio-economic development of Ha Giang province in the current period.
1 PREAMBLE 1. Reason for selecting the topic The issue of enhancing the capacity of organizing (NLF) the training of the leaders and managers (LD) of the ethnic minority (EM) people in Ha Giang province has been paid much attention by the Party and the State. Policys and investment projects for socioeconomic development in mountainous areas in the northern border in general and Ha Giang province in particular. These policies and projects have gradually brought about positive results, transforming many socioeconomic aspects in the locality. In addition to the achievements, Ha Giang is still a poor province with low development, not commensurate with the requirements of the period of industrialization and modernization, between EM and the majority This has negatively affected not only the ethnic groups in Ha Giang but also the whole country, which has a very strategic position on the economic, political, social, security and national defense. Therefore, I chose the topic of "Raising practical the capacity of organization for district leaders and managers are ethnic minorities in Ha Giang province". This is due to the following reasons: Firstly, the renewal process initiated and led by the Communist Party of Vietnam has been achieving important achievements, creating a premise for the country to enter a new and prosperous period. The 30 years of change has proven that the Party leadership is the decisive factor in all the victories of the Vietnamese revolution. But, besides, it also shows that the practical organization and implementation of guidelines, guidelines and policies of the Party still have many limitations, making the Party's lines and resolutions slowly come to life. The resolution of the XIIth Party Congress of the Party clearly stated: "Continue to promote the implementation of personnel strategy in the period of accelerating industrialization and modernization of the country Institutionalization of the principles of the relationship between the political path and the official line. "[30, p. 205] Secondly, the work of the Party is always appreciated by the Party, in the documents of the National Party congresses, which our Party identified as a top priority. Deriving from the thought of cadres is the decisive factor of the success of the revolution, the root of all work. Work is or is defeated by good or bad officials, this is always the truth, a guide for the revolutionary cause of the Party and our people. However, due to the fact that the quality of the LD force at the district level, EM people in Ha Giang province has not met the requirements and tasks of the new period, notably the restriction on NLF. In fact, even though the highland border areas have been prioritized by the Party and the State for investment in socioeconomic development, the contingent of staff is not capable of implementing the project effectively achieve as desired, even where there is distortion in the operation. Therefore, the construction of a staff of LD, district level EM managers, especially the improvement of the NLF, has an important significance both in terms of theory and practice Thirdly, Ha Giang is a province where EM people are dominant, NLF of LD, local leaders have certain limitations; Many directives, resolutions and conclusions have been proposed, but when the implementation has not reached the target, still awkward, delayed in the implementation stage, some projects at the district level, the lack of feasibility leads to poor effective, not creative application of the guidelines and policies of the Party in social management, lack of direction and key solutions in socioeconomic development; The development is not commensurate with the potential and requirements of the renovation period, not to shorten the level of development between lowland and backward regions, between EM and majority. In order to take care of the people's life, to build up strong boundaries, to be able to make the nation's steady streams and expand relations with neighboring countries in the new situation, It is a good machine with a strong and LD of the EM Management Board enhancing practical NLF requirements importance Fourth, the Party's leadership demonstrates that the Party sets out the right policy and creative principles on the basis of science, in accordance with the actual situation of the country in each period of revolution However, guidelines and guidelines are correct enough to be difficult to get into life, difficult to deploy in practice without a team of qualified personnel, know how to implement the way. Effective and creative. Therefore, the improvement of the NLF for the LD is very important for the development process of the country in general, especially in Ha Giang province, which always plays a very important role in the construction. To raise the contingent of cadres of the Party, to pay attention to training and fostering cadres in the ethnic minority areas. Under current conditions, raising the NLF is an objective requirement for leaders at all levels, including the roles and responsibilities of the district However, in the process of renovation and development, the staff of LD, district level management EM people in Ha Giang province is still limited, inadequate The common situation is the overlap in functions, tasks leading to weakness in the LD, leadership, management, organization and coordination of activities, not utilize and promote all roles and responsibilities of myself; Activities are bureaucratic, heavy on form, confused, confused, lack of initiative; Management capacity, practical level in general still not meet the requirements. At times, there is a place to loosen the leadership, violations of democracy, the contrary, misunderstand the policies and laws of the State, causing ethnic minorities urgent The situation on and the new development. Asked for more clear changes and set urgent requirements for improving the NLF and District EM in Ha Giang province Therefore, the research and assessment of the situation, the summary of the deep, from which to solve problems, give a number of views and solutions to improve NLF of LD, management level EM people in line with the requirements of the cause of promoting the renewal process in Ha Giang province, contributing directly to the promotion of socioeconomic development, promoting the people's mastery and effective public participation. Party building and state management in Ha Giang province today 2. Purposes and research tasks 2.1. Research purposes On the basis of clarifying theoretical issues and analyzing the current situation of NLW of LD staff, district level EM managers in Ha Giang province, the thesis proposes some perspectives and solutions to improve rolling stock. the LD, EM management in Ha Giang province, contributing to improve LD efficiency, management of socioeconomic development in Ha Giang province in the current period 2.1. Mission Overview of the research situation, presenting the issues that the thesis continues to study Analyzing the concept and structure of the NLW of the LD, district EM managers Characteristics of enhancing NLF of LD staff, district level EM managers and their impact on NTF Clarification of the current status of NLF of LD, district level EM managers in Ha Giang province and current issues Proposing a number of views and solutions to improve the NLF development of LD and EM people in Ha Giang province in the current period 3. Subjects and scope of research of thesis 3.1. Research subjects: The thesis on research on NLF of LD, district level managers is EM in Ha Giang province 3.2. Research scope Study on NLF of EM and District LD in Ha Giang Province from 2005 to 2016 (1) The scope and geographical area for field survey are districts of Ha Giang province (Ha Giang city, Bac Quang, Vi Xuyen, Quang Binh, Xin Man, Hoang Su Phi, Bac Me, Quan Ba, Yen Minh, Dong Van, Meo Vac and others 4. Theoretical bases and research methods 4.1. Rationale Theoretical bases of the thesis are the views of MarxismLeninism, Ho Chi Minh's thoughts and views of the Communist Party of Vietnam on people, on ethnic policies and about NLF of cadres. general and district LD, EM people in particular. The dissertation also inherits the results of the research works on this issue 4.2. Research Methods The thesis uses dialectical materialism methodology and historical materialism; At the same time, the use of specific research methods such as analysis and synthesis, history and logic, expert methods, statistics, surveys, sociological surveys 5. New contributions in science Theoretical study on capacities and the NLF of LD and district level EM managers Survey on the current status of NLF of the LD, district level EM management in Ha Giang province Proposing a number of views and solutions to improve the NLF for EM and LD in Ha Giang province 6. Theoretical and practical meanings of the thesis Contribute to further clarification and issues related to NLF, issues related to the enhancement of NLF of LD and district EM managers The dissertation can be used as a reference material for the formulation, strategic planning, training and fostering of leading cadres, district managers in general, LD, district level EM managers in the province Ha Giang in particular; To provide materials for research and teaching at the District's Political Training Centers and Political Schools in the whole country, especially in Ha Giang Province 7. Structure of the thesis Apart from the preamble, conclusion, reference materials, appendix, consists of 4 chapters and 11 thesis Chapter 1 OVERVIEW OF RESEARCH The issue of raising the NLF for LD always attracts the attention of the Party and the State, in which the work of cadres is considered as the most important task with the aim of striving for the LD, At the same level as the current revolutionary task, this content is also concerned by many scientists, studied in many aspects 1. Conducting researches on the practical capacity of leading cadres and managers 1.1. Works related to capacity In the scientific work outlined the concept of competence of the leader, management on the dialectical materialist stance, indicating that NLF consists of factors such as organizational capacity, job performance of the rolling the level of completion of the task ; Capacity is also expressed in terms of: saving time, wasting less energy, wealth, material resources and bring high results, organizational capacity; Individuals need to have experience managing and operating a specific job. The capacity of the LD is to show knowledge and wisdom in learning, practical, creative thinking, capable of fulfilling tasks, gathering qualities of intelligence , It has the ability to "look far, wide" predict and analyze the situation, the state of things, the phenomenon to plan for their future steps, the ability to react quickly and wisely to the development of the situation, sensitivity in catching and exploiting opportunities; The ability to respond flexibly and creatively copes with urgent demands arising in leadership, management and timely detection of handling cases at agencies, units and localities. For example: In The Concept of Leadership and Management by Angesle X.V and Thietart [4] and The Labor of Leaders and Managers by V.G.APhanaxép [179]. Ben: Some issues of practical organization of Nguyen Duc Binh [7]; The content reflects and analyzes some important aspects of practical organization such as decision making, building revolutionary movement of the people, working style of Leninnít, summarizing experiences and using business experience; Management Psychology for the Leader of Author Nguyen Ba Duong [14], presents a fuller and deeper understanding of the meaning and importance of managerial psychology, is a basic content of leadership capacity, management of the current leadership, management; Labor of the leader and manager of author V.G.APhoenician [179]. Ben: Some issues of practical organization of Nguyen Duc Binh [7]; The content reflects and analyzes some important aspects of practical organization such as decision making, building revolutionary movement of the people, working style of Lenin, summarizing experiences and using business experience; Management Psychology for the Leader of Author Nguyen Ba Duong [14], presents a fuller and deeper understanding of the meaning and importance of managerial psychology, is a basic content of leadership capacity, management of the current leadership, management; Political bravery with the capacity of leaders and managers in the political system in our country today by Hoang Hai Bang, Nguyen Van Huyen, Nguyen Ngoc Long, Tran Phuc Thang, Tran Thanh [ 6]. The authors focused on such issues as the analysis of the Marxist view of the relationship between society and people as a methodological principle and the fundamental role of considering conditions objective and subjective factors in building new people in general and Vietnamese people in particular; orientation of the road and measures of building new people. Ho Chi Minh's ideology on the morality of cadres leading and managing; Analyze the objective necessity of enhancing the morality and morality training for leaders and managers in the new revolutionary period. At the same time, the book also outlines the theoretical basis of Ho Chi Minh's thought on comprehensive human development, issues raised in Vietnam's new human development practice in the new period; systematize human concepts Analyze the nature and characteristics of dialectical thinking, its role for LD, economic management in our country, current status, requirements and some basic solutions to improve the level of thinking Evidence of managerial leadership; clarify the role of the dialectical relationship between theoretical thinking and practical organization capacity for leadership of key leaders at all levels; analyze the subjective factor and its role in the operation of the grassroots political system 1.2. Works related to practical capacity Other researches on capacity and NLF of Le Huu Nghia, Pham Van Hai and Nguyen Xuan Phuong have outlined a number of capacities of LD at all levels and authors In depth study the characteristics of the capacity of officials at the administrative levels in our country, such as provincial, district and grassroots level, and at the same time raise the subjective and subjective factors directly or indirectly affect. to NLF such as social environment factors, personal psychological factors (psychological characteristics, quality, style, leadership style ) and some situations in labor, management are also human Factors influencing NLF of LD These studies have studied in detail about the NLF of the LD in the political system of our country, which requires enhancing the NLF There are also typical books: The practical concept of cognitive theory concerns some of the authors' concerns: Le Van Muoi, Nguyen Ngoc Ha, the authors point out that reality is the physical activity of human beings, back and forth between the subject working with material objects. This scientific work has a clearer view of the practical ability, the role of the organization as the purpose of perception and the standard of truth. When reality is understood in terms of material activity, the reality is that activity is thoughtful, cultured, purposeful, social and can be transformed world, the higher the level of human thinking the more likely it is to implement materialistic activities. Practical activity is the process of realization of thought, can not see the thought, but can also consider the matter in accordance with the motto, the principle of "saying to do" to realize the results of reality ideology, of practical activity, and also depends on the subjective capacity of the subject and the objectivity of the activity Works refer to the practical capacity of district leaders and managers in ethnic minority people in Vietnam and in Ha Giang province in particular These studies have studied in depth the status of NLF staff of key staff in the political system in our country. The contribution of the authors has theoretical and practical significance in the organization of cadres of the Party and State, especially important theoretical basis for building the staff of LD and general managers. and district LD, EM people in Ha Giang province in particular Typical: “Ha Giang ethnic groups [159] by Le Duy Dai, Trieu Duc Thanh (editors); book: Ha Giang Province 20 years of reestablishment and development 19912011” [76] by author Hoang Trung Luyen; book: "Ha Giang ten years of innovation and development" [67] by the author Vu Ngoc Ky; The book "Party Committee of SocioEconomic Development Leadership" [136] by Nguyen Dung Sinh (Editor) Lam Quoc Tuan. These are typical studies on ethnic minority people in Ha Giang province, with special emphasis on aspects related to ethnic history, mountainous ecological environment, and penalties. Aiming to promote the cultural characteristics of each people in the province, outlining the achievements and difficulties of the Party and people of different ethnic groups, materials on capacity building The socioeconomic development of Ha Giang province has been discussed in various fields, including Party building and cadre work of the Party and authorities in Ha Giang province 3. Thesis issues continue to study The scientific works mentioned above have commented on the general theoretical views on NLF for LD and managers in general in our country and northern mountainous provinces. However, research on improving LD, District level EM managers in Ha Giang are not comprehensive and systematic. Therefore, the thesis will continue to study and clarify the following issues: First: To study, to clarify some concepts of capacity and labor force, laborers in general and ethnic minority in particular; Theoretical issues for LD, LD at district level in Ha Giang province; Secondly, the thesis is to study new, specific issues (harsh natural conditions, ethnic culture) to focus on; Thirdly, from the abovementioned approach, the author of the thesis on the research on contents of raising the socioeconomic development of LD and EM management in Ha Giang province. From that, propose ideas and solutions for enhancing ecotourism of EM people in order to improve the environment for EM people, ethnic minority people in Ha Giang province Chapter 2 IMPROVING PRACTICAL ORGANIZATION STRENGTH FOR LEADERS MANAGERS ETHNIC MINORITY PEOPLE IN HA GIANG PROVINCE SOME MATTER ISSUES 2.1. CAPABILITY OF THE ORGANIZATION FOR LEADERS MANAGERS ETHNIC MINORITY PEOPLE 2.1.1. The concept of organizational capacity * Concept of competence In social life, in order to survive and develop, people must undertake activities to create products that satisfy the needs of individuals and society. To be effective, people must first have the knowledge and skills to meet the requirements of that activity, the higher the level of response, the greater the efficiency. In other words, capacity is a fundamental element in the personality structure, which is the individual psychological traits that assure the human being to perform a certain form of activity that is highly effective The practical activities, content and nature of human activity are governed by objective conditions, each of which, with varying degrees and characteristics, requires human attributes (enabling conditions effective motion) certain fit it. Capacity is expressed in some basic contents as follows: First: Capacity is expressed in the ability to identify, maintain the purpose of practical operation; Second: Capacity is reflected in the ability to gather, use force, tools, material means to improve reality; Third, capacity is reflected in the ability to resolve conflicts in practice; Fourth, capacity is reflected in the ability to summarize reallife practices, so the efficiency of each specific human task is a measure of their practical ability; Fifth, capacity is expressed in skills, skills associated with experience in the subject's activities * The concept of organizational capacity When studying the NLF of LD, we place it in dialectical relation with their qualities. Qualities and abilities (virtue and talent) are the two components that make up the cadre personality This view is the basis for the study of the quality and competence of cadres Therefore, in order to organize the practice effectively, the LD should have NLF. As we know it, the reality is the whole of materialistic, objective, historical, social activities of man, to improve the natural and social Practical organization is the combination, the combination of objective conditions and subjective factors, material and spiritual factors, traditions and times to form a whole body for natural regeneration and transformation of the commune Meet the defined objectives, check the implementation and summarize the experience Organizational sensitivity, human understanding, openness, clarity, pragmatism, persistence, the ability to reconcile with others and to attract the masses, etc. From the above characteristics we can understand that the NLF is the ability to promote and know the optimal combination of subjective and subjective factors, material and spiritual factors into a harmonious system of harmonious activities. Effective to achieve the goals set. The NLF is the understanding, skill and psychophysiological qualities of the manager to ensure effective organization 2.1.2 The constituent elements and the factors that affect the organization's capacity * The components constitute the organizational capacity The basic element of managerial and managerial competence consists of the following key elements: Firstly, the capacity to select the best options when developing and issuing leadership and management decisions; Secondly, the organizational capacity to implement optimum options has been selected; Third, the ability to check, summarize and evaluate their activities * Factors Affecting Organizational Capacity Firstly, NLF depends on the innate characteristics of each person; Second, NLFdepends on the socioeconomic environment in which the subject lives and operates; Third, NLF directly depends on the active, selfaware training, fostering and acquisition of knowledge of each subject; Fourthly, one of the fundamental factors influencing NLF is the method and method of organizing the subject 2.1.3. Concept of district leaders and managers of ethnic minority people * Concept of leadership, management When referring to "Leadership and Management" it is necessary to go through the process of selecting, training, fostering, managing and using people throughout the duration of their work, LD and managers must regularly carry out the above procedures for many people and generations Accordingly, leading and managerial officials are Vietnamese citizens, elected, ratified, appointed to hold positions and titles, are assigned to lead and manage them in agencies and organizations. Political and social organizations of the Party and the State, in the payroll and salaried from the state budget. As such, "Leadership and Management" is also understood as selecting people for training as cadres, in accordance with the standard of assigned positions They are arranged, arranged into positions in the political system; Always carry out the management, leadership, use, selection and promotion of LD, leaders, managers in the position, transfer and transfer staff in the necessary conditions Labor leaders, managers hold job title positions Thus, LD officials in the basic sense are: LD, LD officials from backgrounds, departments and levels from the masses are selected, to train, to train, to train, to set up, to arrange leadership positions, to manage work in the apparatus of the political system; "Ethnic Minority Leadership and Management" is understood as having the qualities, abilities and qualifications to become leaders, managers and EM managers. Ethnic Minority Management Officers in the basic sense are: The LD from EM groups are recruited, 10 trained, trained, trained and challenged Arranging, arranging the positions of laborers, leadership and management work in the apparatus of the political system Specifically, the constituent elements and manifestations of this capacity are: * Awareness of district leaders and managers of ethnic minority people Perception is a component of the NLF and is a manifestation of this capacity, awareness plays a very important role in human life, it is the basis for training skills and formation of specific attitudes. Understanding the functions and tasks they must assume as managerial and managerial positions; The guidelines, policies and policies of the Party and the State; on management science * Skill groups of district leaders, district EM managers Firstly, to concretize the Party's lines and resolutions as well as resolutions into specific plans and targets of the district level and each working position of each branch, branch or locality; Second, dealing with leadership situations, managing and predicting the movement of the mountainous state, in the coming years on all aspects of politics, economics, culture, society and security , defense, foreign affairs ; Third, the capacity to well implement the objectives and plans planned in each specific period; Fourth, the capacity to inspect the decisionmaking process of cadres; Fifth: capacity to summarize practical LD, EM people * Apart from awareness and operational skills, the qualities of laborers and district leaders are also important factors contributing to the completion of their NLPT including flexible and flexible intellect; Visibility; creative, dynamic; Decisiveness; the ability to persuade and appeal to the masses. 2.2. FEATURES FOR IMPROVEMENT THE CAPACITY OF ORGANIZING FOR LEADERS MANAGERS ETHNIC MINORITY PEOPLE According to the Vietnamese dictionary, "Raise is to make higher before bring up higher level"; "Enhancing is better at the level", the active, selfconscious, active and creative of the subject, in order to influence the object to develop according to the purpose and requirements of all practical work. is the expression of the process of elevation, the transition from one state of quality to another of higher quality, meeting the object of the development of things, the phenomenon is also the manifestation of the elevation 2.2.1. Raising the organizational capacity of leaders and managers is the process of supplementing and perfecting the overall elements of practical organizational capacity in leaders and managers Firstly, LD activities, management is the ability to promote their role in the local, it creates collective strength on the basis of will and action; Secondly, components of LD include: awareness of officials; Leadership and qualification skills 13 management science and art of management, between science and art of human use, thereby promoting existing elements with construction and promote the potential, combined with the implementation of steps, tools and create favorable conditions for the work In that, when making decisions, organizing the apparatus and selecting people; check the implementation of the decision, summarize the practice create a whole body of rhythmic activity, balance, harmony efficiency to achieve the target set. Raising the awareness of LD in general, LD in the district level, EM people in particular is to improve NLF LD, leadership and leadership in all aspects, The process of organizing the practice, making each stage achieved practical effects. Thanks to the NLF, the cadres transformed the theory into reality, adopted the guidelines, policies and laws of the Party and the State into life, reflected on the following basic points: Firstly, to concretize the Party's lines and resolutions, resolutions into specific plans and targets at the district level and each working position of each branch; Secondly, it predicts the direction of the situation in the coming years on the political, economic, cultural, social, security, defense and foreign affairs aspects. Thirdly, the implementation of the planned objectives and plans in each specific period, this requirement sets out for the LD and district leaders in the EM people in Ha Giang province to gather unanimously of the staff in the Party organization and mass organizations, aiming to uniformly achieve the common objectives and tasks; Fourthly, to urge, direct and inspect establishments (communes, townships), departments and branches in the district to ensure the consistency, which is more necessary when the capacity of grassroots cadres We still have to deal with many complicated and sensitive issues, which require regular guidance and timely urging of officials and LD at district level. Fifth, to summarize and evaluate the local activities to draw experiences for planning in the coming time and provide the basis for development policies at the provincial and central levels. Socioeconomic in a timely and correct manner. The Party's policies and guidelines on building up the contingent of cadres are the political orientation for raising the NLF for LD officials and district leaders in the coming time Ethnic minority people are the process of interplay between the subjects, which transforms the whole of the factors that make up the physical activity of LD, and is an objective requirement in the process of building the party. Ministry and district authorities have achieved the highest results, meeting the new requirements now, is objective requirements in the process of building a strong political province of Ha Giang Chapter 3 THE CAPACITY OF ORGANIZING AND LEADER AND MANAGERS ETHNIC MINORITY IN HA GIANG PROVINCE 14 PRESENT PATTERNS AND PROBLEMS 3.1 ACTIVITY OF THE ORGANIZATION OF EMPLOYEES AND EMPLOYEES IN EMPLOYEES IN HA GIANG PROVINCE 3.1.1 Evaluation of ethnic minority leaders and managers of EM in Ha Giang province 3.1.1.1 About the structure of LD, district level EM managers in Ha Giang province Firstly, the quality of the staff structure: The total number of staff in the whole province was 31,142 people, of which the district level was headed by the head of the People's Committee of the district or city. Secretary of district party committee, city party committee) has 88 comrades, including 50 comrades of ethnic minorities, accounting for 56.8%; There were 751 comrades and heads of district departments, including 359 comrades, accounting for 47.8%) [150, tr45]; Secondly, on the ratio between male and female officials and age. Men still have a very high rate, including 89.61%, some districts have 98% of leaders and managers at district level. Based on the conditions of Ha Giang province, the ethnic minority groups make up 88% of the population. But the common point is that the rate of laborers, ethnic minority people management has not corresponded with the proportion of population; There is an increasing gap between the proportion of the population by ethnicity and the proportion of the population. (3) 3.1.1.2. The quality, the quality, the way of life of leaders and district management EM people in Ha Giang First, the qualitative and qualitative analysis of LD, EM managers For the level of education, most people surveyed have level III, accounting for 100%; * In terms of professional qualifications of district LD, EM people in EMs have increased significantly in recent years (Professional qualifications: 27.27%, intermediate: 19.48%; colleges, universities: 51.95%, universities: 1.3%); * About the level of political reasoning. (primary level: 1.92%, intermediate level: 28.57%, advanced level, bachelor: 70.13%), the majority of district LD and EM people are surveyed are trained in political theory; * Regarding the state management level, over 55% of them still do not meet the standards of state management. * In terms of foreign language skills of district LD, district level EM people are still limited. 56% of respondents have language proficiency. The number of people who know Chinese is very low, 7.84% Second, quality by quality. The outstanding feature is always absolute to be 15 loyal to the Fatherland, to the Party and the State, to clearly define the leadership positions in the mountainous and border areas From the above data, some qualitative assessments of the quality of LD and district level EM in Ha Giang province are as follows: Firstly, basically, LD in district level EM people in Ha Giang province has been improved compared to the previous period in terms of staff rejuvenated; Secondly, the structure of laborers, districtlevel EM managers has made many changes; Thirdly, the EM people is still modest; Fourthly, there is still a part of LD and districtlevel People's Committees of EM people who have not yet met the political and professional level, state management ; Fifthly, district laborers and EM people still have limited foreign language capital; Sixth, the source of LD, district level EM managers are at risk of shortage of contingent staff 3.1.2 Achievements and causes of practical organization capacity of district leaders and managers of Ethnic Minority people in Ha Giang province 2.1.2.1. Capacity to grasp and concretize the line and policy of the Party and the State in local practice in district leaders and managers EM people is a factor that the leaders pay attention and follow the principles of mechanics These problems arising in the process of sociopolitical activities, practical organizations at grassroots level, in management, administration ; As a result, subjects in the process of enhancing NLF, expressed in their ability to transform their perceptions, apply the objective laws to the organization in a relatively good way. Most of the surveys have shown the ability to grasp creatively the direction, policy and decision of the higher level Favorable conditions affect the ability to grasp the guidelines and guidelines of the higher level and their own. This is a positive side, because only when the district LD, district level EM people actively, selfstudy and adopt the policy guidelines, they have the ability to creatively apply the guidelines, that policy into practice Basically, districtlevel leaders of EM management have always been thoroughly aware of the requirements for enhancing the NLF. About the ability to grasp and carry out assigned tasks. They do not just stop at organizing tasks, but also have the capacity to master all activities, perform their tasks well 3.1.2.2. On the capacity of decision making, selecting the optimal plan of district leaders and managers of ethnic minorities Most LD and district EM managers have been responsible for management decisions in the area, including: Firstly, the capacity for analysis and selection of optimal options has improved significantly. sharp; Secondly, the ability to handle managerial and leadership situations contributes significantly to successful 16 implementation of party work, administration and administration, step by step to meet local requirements. in the new phase. Requires direct handling of complex leadership and management situations, evolving in different directions in mountainous highland areas (4); Thirdly, the results of discovering and resolving conflicts in practice of LD, districtlevel EM managers have been step by step improved 3.1.2.3. Ability to organize work in practice and handle situations of leadership, management Firstly, the situation of problem solving according to the responsibilities and tasks of the LD and district leaders is often reflected in their learning, training, and responsibility tasks with the awareness and activities of the mechanics. The urgent issues that arise need to be addressed to achieve certain success; Secondly, the evaluation of provincial officials in terms of capacity to handle LD and management situations in district leaders and administrators at ethnic minority levels is moderate, with no weaknesses; Thirdly, the capacity of mass mobilization of LD and district leaders has made progress in terms of awareness, considering this position is very important; Fourthly, district LD, districtlevel EM leaders are regularly close to the grassroots level. 3.1.2.4 The ability to check and summarize the implementation of the Party's policies and laws and the local leadership and management decisions First, the assessment of the capacity of district LD, district level leaders and managers indicated that 81% of them rated "good" and 46.3% rated "rather". "; 45.5% are "average" and only 8.1% are "weak", no "excellent", so the majority is at the level of meeting the requirements of work; Secondly, the preliminary work summing up the opinion survey of key leaders at provincial level, 18.2% said that the district has many experiences and comments on the policy of the province and the Central. 81.8% said that the district level has contributed comments, but still little; Thirdly, the results of summing up the practical experience are carried out according to the responsibilities and responsibilities of LD and district level EM managers to bring into play their work 3.1.2.5. Causes of achievements in practical organization of district leaders and managers of EM in Ha Giang province On objective reasons: First, the positive impact of the Doi Moi (Renewal) process under the leadership of the Party has confirmed the important role of the LD of Party, the Party's leadership, the correctness of MarxismLeninism, Ho Chi Minh's thought, the road to S; Second, training, fostering, building interest motivational factors to promote LD, district level EM managers ; Third, the close coordination between the Party Committee and the local government at the same level 17 On subjective reasons: Firstly, basically, the district level EM managers have thoroughly grasped the requirements for enhancing the NLF of the higher level, agencies, collectives and localities; Secondly, the selfstudy effort, selftraining to improve themselves in each labor, management 3.1.3 Limitations and reasons for the limited the capacity of organizing of district leaders and managers of ethnic minority people in Ha Giang 3.1.3.1. The ability to grasp, concretize the lines and policies of the Party and the State in local practice and tasks still have certain limitations Firstly, the process of applying, concretizing and organizing the implementation of guidelines and lines of the Party and State policies and laws is weak; Secondly, there are still a number of LD and districtlevel People's Committees of ethnic minority people who have limited capacity to develop action plans and plans; Thirdly, the fact that the LD is moving from right perception to action is weak in some specific tasks, (not to with, poor performance, weak diplomatic culture ) 3.1.3.2. Decisionmaking capacity and optimum options in some quality content are low Firstly, the propaganda and dissemination of law, inspection and reception of citizens, the settlement of complaints, the progress of investigations, the handling of cases, the cases are still slow, long letter, not finished point); Secondly, the efficiency and effectiveness of administration of LD at district level has created some inadequacies; Thirdly, the lack of practical capacity of the LD, the management is lack of practical information, the committees at all levels do not create favorable conditions for the LD, district level EM managers to study reality 3.1.3.3. The ability to organize work in practice and handle management situations is weak in some areas Firstly, some district leaders and managers of ethnic minorities not anticipate situations that arise in practice; Secondly, the ability to handle leadership situations, management is expressed through style, working style. There are still a number of district laborers, district level EM managers who deal with leadership and management situations; Thirdly, the capacity and leadership of socioeconomic development in the locality have some weaknesses and little creativity in running the work; Fourth, leadership skills, economic management, financial awkwardness 3.1.3.4 Mobility of mass mobilization of district leaders and managers Ethnic Minority people face some limitations both objectively and objectively Objectively, there are 5 main reasons, namely: low level of people is 88.24%; customs and practices are 54.9%; difficult travel conditions were 45.1% and 15.69% drag and downside; Remuneration policy is 20% Therefore, the low level of 18 intellectuals and customs and habits are also a barrier to the capacity of the masses of people working in the district Subjectively, in general level qualifications of laborers, districtlevel People's Committee is still low, some faces have not met the requirements 3.1.3.5 Capacity of inspecting and preliminary reviewing and appraising implementation of district leaders and administrators at ethnic minority level still exist There are still 10% less than the requirements set out in the inspection, in the awareness and responsibility for the inspection, there are still a small number of LD, district level EM managers are not fully aware Enough about the importance of this content The morality and accountability of the civil servants in inspection and supervision are not high, they have not actively coordinated to work out solutions and plans to combine the practical situation and still look for guidance. from upper level. Professional qualifications, capacity, experiences of inspection, supervision and sense of responsibility of a part of LD, EM managers have not met the requirements and tasks Little attention has been paid to summary work, limited generalizability. 3.1.3.6. Causes of limitations on organizational capacity of district leaders and managers in EM areas in Ha Giang Objective causes: Firstly, the socioeconomic situation, living environment, working conditions and low educational level; Secondly, the process of training and fostering the contingent of LD, leadership and management at district level has not been closely followed with the current situation and tasks; Third, the negative effects of backward customs and feudalism, narrow nationalism; Fourth, the problem of planning, layout and use of staff is still inadequate For subjective reasons: Firstly, at some levels of Party committees and heads of agencies and localities, they are not fully aware of the role and significance of enhancing NLF organizing meetings. Secondly, a part of LD and districtlevel People's Committees of EM people have not yet met the standards of political qualifications, specialization, state management and economic management; Thirdly, some EM, LD and district leaders expressed the mediumist ideology; Fourthly, cadres committed violations in economic management, attitude of selfdeprecation, dependence 3.2 SUGGESTIONS FROM THE ACTIVITY OF THE ORGANIZATION FOR LEADERS AND MANAGERS DISTRICT ETHNIC MINORITY IN HA GIANG PROVINCE 3.2.1. It is necessary to continue the renovation of awareness about capacity building for the current practice of EM managers and managers in Ha Giang province First, there are some subjective phenomena in perception among officials, key management leaders at all levels, limitations on NLF and shortages of EM staff 19 in basic positions; Secondly, it is necessary to continue to renew awareness on the importance of enhancing the NLF for LD officers and district EM managers to meet the requirements of the Party renovation process Third, overcome the elements of customary practices that affect the organization 3.2.2. It is necessary to adjust, amend and supplement mechanisms and policies that are in line with reality and at the same time overcome the inadequacies in the implementation of EM policy in Ha Giang Firstly, attention should be paid to the restoration of the system of ethnic boarding schools; Applying for EM enrollment and enrollment into universities, colleges and secondary schools; Secondly, delayed renovation of objectives, backwardness in terms of content, method and form of training and fostering; Thirdly, limitations, embarrassment in EM policy implementation and EM work in HaGiang 3.2.3. There should be a specific mechanism to promote creativity and initiative in the process of improving the organizational capacity for district leaders and managers in EM in Ha Giang province Firstly, the overcoming of the inevitable consequence mechanism from the training has not been linked to the planning and requirements of the practical tasks and the quality of the contingent of staff is still limited, the assessment and planning of EM staff is still much inadequate, also heavily local; Secondly, there are no specific regulations on priority of recruitment and specialization of civil servants with ethnic minorities in the locality; Third, overcoming the "begging" mechanism still prevails, lacking specific mechanisms for ethnic minority cadres; Fourthly, there are mechanisms to overcome the mode of allocating planned targets; Fifth, overcome, the inadequacies in policies, methods, models training, fostering EM people now to gradually overcome the nature of dispersion; Sixth, the Party and the State should continue to study and renovate training programs to suit the mountainous and borderline characteristics 3.2.4 It is necessary to deal with conflicts between the dispersion and the centrality in the implementation of the contents of the development of the district leaders' The system of cadresource generating units has been widely developed to the clusters of communes, together with the development of the system of training establishments, the allocation of selected quotas and the allocation of annual investment funds on a regular basis. This is a big policy that expresses the Party's viewpoint on Em policy Need to address such issues: quality and efficiency of investment; Contradictions between the size and enrollment criteria EM boarding 20 schools with the selection criteria 21 3.2.5 Conflict between the practice of democracy in the province and the requirements of the Party and State's current democratic practices First, the leadership as well as the implementation of democracy is weak; Secondly, the right to work of the people is still being violated in many places in many areas In summary, above are the issues that are curbing the process of improving and improving the NLF for LD leaders and ethnic minority people in Ha Giang province End of chapter 3 In the past time, district LD and EM managers have made remarkable progress. The development of ethnic minority cadres has always been based on the general policies and guidelines on the development of the EM cadres of the Party and the State. Along with the achievements, there are still many problems and limitations. For the laborers, district level EM managers need to continue to be overcome. The status of NLF of ethnic minority LD and district managers in Ha Giang province is reviewed and evaluated through the implementation of local political tasks, in building the party and government in a province. mountainous and border areas. Through the results of awareness and use of forces and favorable environment to carry out the task of performing tasks in the locality, summarize and accumulate experience to solve situations in the labor, management . The movement of the revolutionary process is putting forth objective, urgent and strategic demands to further develop the achievements that have been made, overcome the limitations and overcome the challenges. to take full advantage of the opportunities and promote the internal strength of each province and ethnic group, especially to promote the role and importance of the LD, district level EM managers in current conditions. The survey, study, analysis and assessment of EM status of EM staff is the basis for showing achievements in enhancing their knowledge and experiences, and to identify constraints. and the causes and problems that need to be addressed in the spirit of "breakthrough" in enhancing the NLF in this strategic area From the above situation, the author of the thesis has proposed basic solutions to improve the environment of the LD, EM management in Ha Giang province today, considered this important task frequently in the leadership, The leadership of the party committee, the head of the Party committees at all levels. First of all, the improvement of environmental education for district leaders and administrators of ethnic minority people must be close to the tasks and tasks of heads of committees at all levels in the new situation; must derive from the specific characteristics and conditions of the administration from district to grassroots level; The process has promoted the role by organizations, departments, unions the forces and dynamics, the creation of laborers, the management of the key role in the local. In the coming years, to develop the socioeconomic development of Ha Giang province, 22 to raise the level of LD and district level EM managers to solve the problems mentioned above. high quality performs the political task in the locality today Chapter 4 SOME VIEWS AND SOLUTIONS TO IMPROVE THE CAPACITY OF ORGANIZING FOR LEADERS AND MANAGERS ETHNIC MINORITY IN HA GIANG PROVINCE 4.1. IMPROVEMENT OF CAPACITY OF ORGANIZING LEADERS MANAGERS ETHNIC MINORITY FOR EMPLOYEES IN HA GIANG PROVINCE Ha Giang is an important strategic location for defense and security of the country. The problem of improving the environment in Ha Giang province has many problems to be solved in theory and practice 4.1.1 Raising the capacity of organizing practical for district leaders and managers EM people must be associated with the task of socioeconomic development in mountainous areas of Ha Giang province present First, there should be a proper understanding of the role and importance of NLF in socioeconomic development leaders; Secondly, the socioeconomic development process is an objective condition for LD, districtlevel People's Committees of EM to improve their environmental protection; Third, focus investment, mobilize resources, exploit the potential of economic components. 4.1.2. Raising NLF of district leaders and managers in EM people in Ha Giang province should be based on the principle of respecting quantity, quality and rational structure, ensuring the systematic set, sustainable First, the requirements on the structure and standards of the LD staff, district level EM people in Ha Giang province should be based on theoretical and practical situation Second, the basis for defining the structure and standards of LD , district level EM managers, Ha Giang boundaries in the new period; Third, sticking to the requirements of district and mountainous and border areas; Fourthly, based on each department, cadres at the district level (Party, government, mass organizations, election and appointment) based on each locality, to determine the appropriate structure and standards; Fifth, improving NLF in the LD, district level EM managers must ensure systematic, synchronous and sustainable 4.2 SOME IMPROVEMENTS TO IMPROVE THE CAPACITY OF ORGANIZING FOR LEADERS AND MANAGERS IN HA GIANG PROVINCE IN THE NEXT YEARS Based on the specific characteristics and political tasks of the mountainous districts to propose solutions to improve the mobility and mobility of LD and EM people in Ha Giang province 23 4.2.1 Building a favorable environment and awareness in improving the capacity of organizing for district leaders and managers in the ethnic minority in Ha Giang province * Raise awareness of organizations, departments, unions to facilitate favorable environment for enhance the NLF for LD, district level EM managers in Ha Giang: the measures of the Party Committee, the People's Council, the provincial and district People's Committees on building a favorable environment; Secondly, education, clearly defining the position, role and importance of the environment to enhance the NLF creates a common perception in action * Promoting the strength of organizations, committees, branches and unions to build a favorable environment in the direction of enhancing the NLF, including: Firstly, Party committees and leaders must seriously respect advanced content. NLF of LD, district level EM managers; Secondly, regular maintenance of emulation movements every year, creating conditions for ethnic minority cadres to show their abilities; Thirdly, through commendation and discipline for district laborers, ethnic minority people to promote; Fourthly, to establish and implement strictly and strictly the regulations on the working environment of laborers and ethnic minority people in EM 4.2.2. Improve the education level in general and the quality of training and fostering of practical organization capacity in particular for district leaders and managers of ethnic minority people in Ha Giang province Firstly, improve the general level of education and the level of education; Secondly, to improve the objectives, requirements, curricula, content of training to update new knowledge, follow the change of practice; Thirdly, keep abreast of the practical point of view, training of LD, districtlevel EM managers; Fourthly, training of laborers, districtlevel EM managers should direct them to understand and firmly grasp their responsibilities and tasks; Fifthly, to closely combine training in schools and regularly improve the NLF; Sixthly, to elaborate and concretize the contents of fostering the NLF in line with the requirements and tasks of the localities in each period; Seventh, good implementation of forms of fostering to improve the NLF for EM staff; Eight, the LD, district level EM managers need to actively, actively and creatively 4.2.3. Promote innovation and integration in Ha Giang province to improve the capacity of practical organization for district leaders and managers of ethnic minorities Firstly, for Ha Giang province, industrialization and modernization should be accelerated to contribute to facilitating and facilitating the first factor effectively. Secondly, arrange and consolidate all scientific research units of the province 4.2.4 Renovation of mechanisms and policies to meet the requirements of improving the organization capacity of leaders and managers of ethnic minorities in Ha Giang 24 First, the group of policies aimed at raising people's knowledge, training human resources and fostering talents; Second, the group of mechanisms and policies to enhance the roles and responsibilities of individuals in enhancing NLF; Third, the group of policies and mechanisms related to the selection, arrangement and use of staff to meet the requirements of enhancing the NTF; Fourth, preferential policies for upland and mountainous areas are typical in Ha Giang province 4.2.5 Development of the Regulation on implementation of grassroots democracy and autonomy mechanism to facilitate the capacity building of practical organization for district leaders and managers in ethnic minority people in Ha Giang province First, improve the effectiveness of the implementation of direct democracy at grassroots level under the motto "people know, people discuss, people do, people check"; Secondly, strengthening the role of the state in implementing representative democracy in Ha Giang; Thirdly, strengthening the autonomy of the village within the framework of the current government, political institutions, power structures and their operation in Ha Giang province 4.2.6. Play the role of the host of the leader list of the Leaders and manager, the user EM managers in the advanced performance * Define purpose, build motivation, sense of responsibility selflearning, self training in the direction of enhancing NLF: Firstly, LD, district management EM people must strictly follow practice in fact; Secondly, the party committees and heads often take the lead, direct the assurance of goal setting, motivation, attitudes, self learning and selfdiscipline; Thirdly, local organizations, departments and unions will take responsibility for the implementation of the task, in order to create favorable conditions for the LD, district level EM managers to set goals, attitude; Fourthly, promote the role of subjective factors of leaders and managers of district EM; Fifth, attach importance to selfawareness, selfevaluation, selfcriticism; Sixthly, there are mechanisms to detect, select, use, consider LD, district level EM managers with NLF *To ensure material conditions for selfstudy and selftraining in the direction of raising the NLF of LD and districtlevel EM managers. Increased attention and regular assurance of better physical condition, selflearning, selfimprovement of NLF capacity of practical organization of district LD are EM people End of chapter 4 Raising the awareness of LD and EM people in Ha Giang province, not only on the basis of scientific methodology has been analyzed status, evaluation of the cause and effect, but importantly Produce appropriate, practical and feasible solutions to realize these relationships in their LD activities, local management Some 25 viewpoints and solutions to improving the socioeconomic development of LD, district level EM managers in Ha Giang province are closely related, but each solution is relatively independent Point 1, improving the sense of humor for LD, district level EM people associated with socioeconomic development in mountainous areas of Ha Giang province; Point 2 of improving EM Development and District People's Committee is based on the principle of respecting quantity, quality and rational structure to ensure systematic, synchronous and sustainable manner. At the same time, the following groups of solutions should be implemented: Firstly, building a favorable environment for enhancing NLF for LD staff, district level EM managers; Secondly, promote the role of subjective factors of laborers, district level management; Thirdly, to improve the quality of training and fostering of NLF for LD, districtlevel EM managers; Fourthly, to promote the renovation and integration process in Ha Giang province in order to raise the NLF for LD; Fifth renovation, mechanisms and policies to meet the requirements of enhancing the NLF for LD, EM managers; Sixthly, to develop a grassroots democracy implementation mechanism and selfcontrol mechanism to facilitate the improvement of the NLF for the LD and EM people in Ha Giang province. In the course of implementation, it is necessary to synchronously apply solutions and coordinate closely, depending on specific local circumstances so that they can be applied scientifically and correctly CONCLUDE 1. Building a contingent of LD and district level EM managers in the mountainous areas of Ha Giang province is very important where strategically located in politics, economics, security, defense and trade with China. This work must be carried out with a serious attitude of responsibility, from the central to the local level, from researchers to practitioners, especially from the Party cadres in the new era. It is the basis to argue against the reality of mountainous and border areas in order to build a contingent of cadres in line with the requirements that revolutionary realities require. The shortterm and longterm staff of the EM people in Ha Giang province ensures the consistency between quality and NLF, requiring a consistent and persistent solution In addition, the role of the working environment, material conditions, rational policies, education, training and fostering in connection with the reform of the operation of training centers province Political School, Ho Chi Minh National Academy of politics NLF force of the LD in the district level, the EM people in Ha Giang province is the overall factor contributing to the ability to work according to the responsibilities and duties of the LD at the district level to contribute to building a strong, It builds a strong party and government. Ethnic minority people's morale in the form of potential and reality creates the strength and the role of it in the 26 construction of mountainous and border areas. Raising the NLF for Ha Giang LD and Management officials is a process of interacting with the law of the subjects, transforming the whole of the elements that make up their physical activity and helping them become more and more active. To fulfill their duties and duties well. At the same time, it is a continuous, deep and steady process The subjects need to adhere to flexibly apply elements of the NLF: Realization of the Party's guidelines and policies, state laws in the locality, decision making ability, LD; ability to judge; Ability to check, summarize and summarize. From there, it is reasonable to deal with the problems of life, thanks to the NLF which leaders, district leaders and EM people lead, organize and carry out socioeconomic development activities Assembly in their local area to achieve efficiency 2. Situation analysis shows the achievements and constraints, the causes of the NLF of the current LD, district level EM managers. Causes belong to the elementary factors of LD, district level EM managers are the main cause, the inside. At the same time, from the current situation, the problems that need to be solved are as follows: 1) It is necessary to continue renewing the awareness about the enhancement of NLF for Ethnic Minorities Management Officers in Ha Giang Province; 2) It is necessary to adjust, amend and supplement mechanisms and policies for training and fostering, and at the same time overcoming the inadequacies in the implementation of the personnel policy; 3) There should be a specific mechanism of the province to promote initiative and creativity in the process of raising the NLF for LD, district level EM managers; 4) It is necessary to deal with the conflict between the dispersion and the concentration in the implementation of the content development for the LD force, district level EM management; 5) Doing democracy in the province does not meet the target of implementing the Party and State democracy Being aware of the role and importance of ethnic minority cadres and staff, Ha Giang province has many policies for ethnic minorities and building EM staff. These views reflect the creative use and development of Marxist theories and Ho Chi Minh's thoughts on the development of staff resources and the enhancement of the NLF for ethnic minority cadres, both "pink" and " specialize "horizontal revolutionary tasks. In order to improve the NLF for LD, district level EM managers in Ha Giang province, the author proposed some views and solutions to improve the NLF for EM workers and EM managers in Ha Giang province. now on. Each solution focused on one side, the specific department, but in the unified body and the same purpose is to improve the NLF for laborers, districtlevel EM managers are increasingly effective to meet the requirements. Demand for building the party and district government in the new conditions now. Solutions are closely related, should not be overlooked a solution that needs to be implemented synchronously, however, from the object of training, district level EM managers. In Ha Giang, the dissertation 27 emphasizes on adding content, program requirements and methods, staff training ; Here are just preliminary thoughts, if accepted in practice, need to set up a comprehensive presentation, more profound problems each 3. Raising awareness of LD, district level EM managers in Ha Giang is the responsibility of organizations, forces, departments and mass organizations, including committees, authorities, unions at all levels and each staff member at district level is the direct person to the issue, and at the same time has the overwhelming significance is to build a mechanism that promotes the responsibility of each owner From the staffs themselves, to the local, in the Party and the State, the responsibility for reforming the cadre training and education is more and more effective. However, this is also a difficult problem, complicated, requires careful research, continues to be supplemented and gradually improved. From a philosophical point of view, the thesis initially explored a number of methodological considerations, and many issues were raised that could be reasonably explained. of the scientists to complete the works ... above are the issues that are curbing the process of? ? improving? ?and? ?improving? ?the? ?NLF? ?for? ?LD? ?leaders? ?and? ?ethnic? ?minority people? ?in? ?Ha? ? Giang? ?province End? ?of? ?chapter 3 In? ?the? ?past time,? ?district? ?LD? ?and? ?EM? ?managers? ?have made remarkable progress. ... 3.2.3. There should be a specific mechanism to promote creativity? ?and? ?initiative in? ?the? ?process? ?of? ?improving? ?the? ?organizational? ?capacity? ?for? ?district? ?leaders? ?and? ? managers? ?in? ?EM? ?in? ?Ha? ?Giang? ?province Firstly, the? ?overcoming? ?of? ?the? ?inevitable consequence mechanism from? ?the? ?... SOME VIEWS? ?AND? ?SOLUTIONS TO IMPROVE? ?THE? ?CAPACITY? ? OF? ?ORGANIZING? ?FOR? ?LEADERS? ?AND? ?MANAGERS? ?ETHNIC? ?MINORITY IN? ?HA? ?GIANG? ?PROVINCE 4.1. IMPROVEMENT? ?OF? ?CAPACITY? ?OF? ?ORGANIZING? ?LEADERS? ?MANAGERS? ? ETHNIC? ?MINORITY ? ?FOR? ?EMPLOYEES? ?IN? ?HA? ?GIANG? ?PROVINCE