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UPPSALA UNIVERSITY & VNU UNIVERSITY OF ECONOMICS & BUSINESS V N U -U E B U PPSA LA Vr»JL U N IV E R S IT E T M A ST E R T H E SIS O F M P P M “ A STUDY ON COM PETENCIES OF YOUNG CADRES IN PUBLIC SECTOR: THE CASE OF DAI TU DISTRICT PEOPLE’S C O M M ITTEE, THAI NGUYEN PROVINCE V IE T N A M ” A u th o r CRN : N g u y e n T uan D un g : 0 - P253 S u p e rv iso r s : Dr S v e n -E r ik Svard A ssoc Prof Le Q uan C lass : M P P M - Intake H anoi, J a n u a r y 2015 U PPSA L A U N IV E R SIT Y & VNU Ư N IV E R SIT Y OF E C O N O M ỈC S & BU SINESS U PPSA LA U N IV E R S IT E T ACKNOVVLEDGEM ENT I would like to express my gratitude to my supervisors, Dr Sven-Erik Svard and Assoc Prof Le Quan for their invaluable useful comments, remarks, encouragement and engagement through the learning process o f this master thesis Furthermore I would like to thank iM r Ho Nhu Hai for introducing me to the topic as well for the support on the way I sincerely thank the lecturers who enthusiastically imparted useful knowledge on public management during the master program to all class attendants I also tliank the support o f the VNU University o f Economics and Business, the coordinators and program managers for their support and assistance I am using this opportunity to express my gratitude to my classmates, who supported me throughout thc course o f this M PPM course, by their aspiring guidance, invaluably constructive criticism and fricndy advice am sincerely grateíul to them for sharing their truthful and illuminating vicws on a number o f issues related to my thesis Also, I like to thank the participants in my survey, who have willingly shared their precious time during the process o f interviewing I would like to thank my lovcd oncs, who havc supportcd me throughout cntirc proccss, both by keeping me harmonious and helping me putting pieces together Thank you all very much! Sincerelv yours, ABSTRACT Title: A study on competencies o f young cadres in public sector: The case oí'Dai Tu District People’s Committee, Thai Nguyen Province, Vietnam Level: Final assignmcnt for Master Program in Public Management A u th or: Nguyen Tuan Dung Supervisors: Dr Sven-Erik Svard; Assoc Prof Le Quan Datc when the thesis is prcsented: Dcccniber 5, 2014 Aims of the study Though has repeatedly been mentioned over the vvorld, conipetency development based on competency framework approach are hardly found in Vietnam in general, let alone its application to any particular localities Thus, the study in its application is conductcd in onc administrative unit o f the country The study is entitled “A study on competencies o f young cadres in public sector: The casc o f Dai Tu District Pcople’s Committee, Thai Nguyen Province, Vietnam” The study aims: - To develop the young leader s ta f f o f the district for meeting the demand oí' the next period - To idcntity the essential competencies for D PC ’s young cadres - To clarify the current level o f fulfillment o f the young cadres in comparison with the near futurc’s nccds - To indicate barriers and solutions to develop competencies o f the young cadres bascd on the competency framework approach Methods Secondary data are obtained through credible sources as research joumals, published papers, books, official documents issued by State administration agencies or websites that associatcd with reputable institutions such as a respectcd university (Harvard University, etc.), a governmcnt body (Government o f UK, etc.), or well-known non-governmental organizations (UN, etc.) With the primary data, questionnaire is applicd by using four survcy tbrms for getting data Questionnaire is used popularlv tor getting personal ideas with relatively exact results, so that I choose it for my method o f obtaining primary data Hovvever, I focus only on staff and offícials o f the DPC, \vho can provide the most accurate and fair results Results and Conclusions The study has systematized general issues on competency framework, its application in compctency developnient; find out the core essential competencies needed tor the D PC ’s young cadres divided into tvvo clusters: Cluster I: Building a successful team; Facilitating Change; and Quality Orientation” , and Cluster II: “ Research and Analysis; Strategic Decision Making, and Negotiation” Current levcl o f thc six abovc competencies is evaluated, will overall average score o f 2.11, vvhicli is adequate for the current needs and have some potential for the future’s demand The most mạịor barriers are indicatcd as “ inconsistent support ot' the senior cadres, unclear job descriptions, young cadres’ resistance, lack o f appropriate communication and unspoken codes” However, the author has made out some practical solutions for applying the competency framework in thc DPC, those are “ Maximizing support o f the top scnior cadrcs, involving participation o f thc wholc staff, comprchensivc communication campaign, building deserving encouragement policy, and being closer to the young cadres” Suggestions for future research The findings from the study can be examined in a pilot process to check its compatibility A further research for this study can be “to monitor and evaluate the pilot process o f the competency frame\vork in Dai Tu District People’s Committee”, then to propose amcndment and adjustment for thc next step of implementation Limitations - Due to limitation o f time and resources, this study mainly focuses on competency dcvclopment tbr young cadres o f Dai Tu District Committee - Since the sample size is relatively small, the ĩindings cannot be generalized to the broader community - The results o f the study (ie: the level o f essential competcncies) can be affccted by bias o f the respondents - The study solely mentions to competencies required for needs o f the district in the next tìve years Cuntribution of the thesis The thesis’s results fill in thc gap o f Dai T u ’s knowledge about compctcncy framework, and are initial basis for dcveloping a comprehcnsive competency framework for competency enhancement o f young cadres in the district The thesis also gathers valuablc íìndings on competency-bascd approach for those who interested in studying this field Key \vords Compctcncy, Compctcncy Framcwork, Dai Tu District, young cadrcs, competency dcvelopmcnt TABLE OF CONTENTS Introduction 1.1 Background 1.2 Research Q uestions 1.3 Research Purposc 1.3.1 General o b jective 1.3.2 Speci/ic objectives ,2 1.4 Scope of stu d y 2 Frame of refcren ces ,2 2.1 Key cep ts 2.1 ỉ C a d re s 2.1.2 Civiỉ se r v a n ts 2.1.3 Young cadres in Dai Tu D istrict P eople's C om m ittee .3 2.1.4 C om petencv ,3 2.1.5 Com petency fram ew ork (C F ) 2.1.6 Competencv development (C D ) .5 2.1.7 Force-field analysis .5 2.2 Competency frame\vork practices in the \vo rld .6 2 History and developm ent o f C F 2.2.2 Benefits o f applying C F un C D 2.2.3 Barriers ofbuilciing and appỉying C F 10 2.2.4 Solutions o f building and applying C F .11 2.2.5 Com petency Assessm ent M e th o d .12 2.3 Necds of developing competencies of leadcrs in Dai Tu District 13 2.3.1 Potential developm ent oJ Dai Tu D istric t 13 2.3.2 The District 's missions in the 2015-2020 p e rio d 13 2.3.3 Current State o f Dai Tu District 's civil servants 14 2.3.4 D em and o fC D fo r Dai Tu 's civil serv a n ts 15 2.4 Needs of CD for thc DPC’s voung c a d r e s .16 2.4.1 Introduction to D PC 16 2.4.2 Young cađres o /D P C 18 2.4.3 Needs o fC D fo r the D P C ’s voung c a d re s 18 2.5 Research m o d c l 19 Research m c th o d s 19 3.1 Data collection 19 3.1.1 M ethod o f data c o lle ctio n 19 3.1.2 Steps o f da ta collection 20 3.2 Methods of Data analysis 21 Data analysis 21 4.1 Essential conipetencies for DPC’s young cadres 21 4.1 ì Two Central/ ocuses ofD cii Tu D istrict in the 2015 -2 p e r io d 21 4.1.2 The m ost essential com petencies f o r D P C 's young c a d r e s 23 4.2 Current status of essential competencies of the D P C ’s young cadres 26 4.3 Barriers and solutions for the young cadres’C D 29 4.3.1 Bcirriers fo r th e yo u n g cadres ’ C D .29 4.3.2 Force-field analysis 31 4.3.3 Solutions Ịor the young c a d re s' C D 33 Conclusions and suggestion for further stu d ic s 34 5.1 C onclusions 34 5.2 Limitations and suggestion for further stu d ie s 35 R eĩercn ces 36 A ppcndices 40 LIST O F A B B R E V I A T I O N S AND A C R O N Y M S CF : Competency Framework CD : Competency Development DPC : Dai Tu District People’s Committee DFID : Department for International EI : Extemal investment Development HUCF : Harvard University’s Competency Framework IPAA : Institute o f Public Administration Pts : Points UK : The United Kingdom UN : The United Nations us : The United States (of America) L IS T O F T A B L E S AND F I G U R E S TABLES Table 1: Lists o f chosen competencies for D P C ’s young cadres 22 Table 2: Priority order of competencies for D PC ’s young c ad rcs 24 Table 3: Assessment of competencies o f five selected young cadres 27 Table 4: Assessment o f competencies o f fíve selected young cadres 27 Table 5: Current status o f each essential co m p eten cy .29 FIGURES Figure I : Force-field analysis m o d e l Figure 2: Organizational structure o f D PC's Administrative Branch 17 Pigure 3: Agc structure at the D P C 18 Figure 4: The research model 19 Figure 5: Average scores o f the young cadres’ essential com petencies 26 Figure 6: Forcc-ficld analysis o f competency development for the D PC ’s young cadres 32 1 Introduction 1.1 Background Novvadays, intemational integration is an inevitable trcnd o f most countries in the world, and Vietnam is not outside o f this trend It brings considcrable opportunities and challenges to Vietnam in general and each o f its localities in particular In order to make use o f comparative advantages and respond to challenges o f the newly complex and dynamic environment, leadership in the public sector must be radically transíbrmed In a traditional context, public sector oíten just concentrates on training competency for planning and implementing policies tor leaders Hovvever, no\vadays, leaders need to have global mind, deep understanding on international issues, effective leadership and management skills in a constant change world It can be said that improvement in quality and efficiency o f human resources management has been one ot' the important contents in the career o f innovating State organizations and modemizing the public sector in Vietnam The pressing demand o f Vietnam to enhance competencies o f the human resources is also stated in the Strategy for developing human resources toward 2020 o f thc Government Thereíore, in 2008, a brand new innovative concept named “Job position'’ appcarcd in Law on Cadres and Civil Servants On that basis, the Government (2013)1 issued Decree No 36/2013/ND-C’P on ịob positions and structures o f civil ranks The Decrce regulated that each job position is required to have its tunctions, missions and competencies requirements The signiíìcance o f using that approach is to hclp find right pcrson to right things, then it can hclp rc-organizc thc civil servants staff; detect ovcrlapping íunctions and duties o f the job position, agencies and organizations; effective serve the recruitment activities, utilization o f human resources, and assessment o f staíT training and planning Though this issue has repeatedly been mentioncd over the vvorld, official research on competency development based on competency framework approach in Vietnam are hardly found, let alone its application to any particular localities Thus, The Vietnam Governm ent (2013) D ecree N o.3 /2 /N D -C P ... with the title ? ?A study on competencies o f young cadres in public sector: The case of Dai Tu District People’s Committee, Thai Nguyen Province, Vietnam? ??'' Plcase kindly spend some time ansvvering... suggestion for íurther studies 5.1 Conclusions With the title ? ?A study on competencies o f young cadres in public sector: The case o f Dai Tu District People’s Committee, Thai Nguyen Province, Vietnam? ??,... am conducting a research with the title ? ?A study on competencies o f young cadres in public sector: The case o f Dai Tu District People’s Committee, Thai Nguycn Province, Vietnam? ?? Plcasc kindly
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