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

UPPSALA UNIVERSITY (SWEDEN) &
UNIVERSITY OF ECONOMICS AND BUSINESS, VNUH
MASTER PROGRAMME OF PUBLIC MANAGEMENT
Le Dire Circmg
& Bui Thi Thu Hang
MPPM-Uppsala
- Intake 1
Improving the efficiency in using quality
human resource in public sector
of Thanh Hoa Province
Supervisor: Dr. Sven Jungerhem
Local Supervisor: Ass.Prof. Le Thi Van
Hanh
Hanoi,
Ma>
2011
(^
>,$MU««
UPSALA UNIVERSITY - SWEDEN
ECONOMIC SCHOOL - VIETNAM NATIONAL
UNIVERSITY, HANOI
^^-^
UPPSALA
UNIVERSITET
THESIS ABSTRACT
Thesis title;
Improving the efficiency in using quality human resource in the public sector of
Thanh Hoa province.
Level of the thesis: Thesis of Master in Public Management.
Authors: Lc
Due

Cuong & Bui Thi
Ihu I lang
Supervisor: Prof Dr. Sven Jungerhem and Assl.Prof
Dr.
Le Thi Van Hanh
Date of
thesis
defense:
15-19/5/2011
Purpose:
To contribute to
the
overall assessment of the status of using quality human resource
in the Stale
agency
block (public sector) in Thanh Hoa province, on
ihat
basis to
propose measures for effective quality human resource use.
Methodology:
+
Surveying,
investigating,
collecting
and synthesizing
information
and data at
localities via filling forms.
•f
Conducting statistics and classification.

+ Conducting analysis and description.
Outcomes and
conchision:
The research outcomes are presented in 3 chapters:
t
Chapter I: Theoretical bases
+
Chapter II: The
reality^
ofqiuility
hwnan resource use in the public sector
in
Thanh Hoa province (2005 -
2010).
Chapter III: Views, goals and
solutiotis in
quality hwnan resource use
in
the
public sector in Thanh Hoa province in the titne to cotne.
Conclusion:
1.
Surveys and statistics have been conducted on the distribution of resources in
the administrative block from provincial level down to district, town and city levels
and to commune, ward and township levels.
2.
When studying the use of human resources in the public sector of Thanh Hoa
province, we have found that the province has paid attention to developing and
promulgating, as well as implementing mechanisms and policies to attract and
encourage the development of quality human resource. However, the development of

quality human resource is limited in both quantity and quality, failing to meet the
requirements of the province's socio-economic development.
3.
When analyzing the reality of quality human resource use in the public
sector, the thesis has tried to figure out the limitations, inadequacies and causes
thereof
in
quality human resource use in the public sector of the province.
4.
Based on the actual situation of quality human resource use in the public
sector over the past few years as well as the socio-economic development goals of the
province
from 2015 to 2020, the thesis has proposed solutions to improve the
effectiveness in quality human resource use in the public sector in the province in the
time to come (including the general direction and specific solutions)
Limitations and proposed direction for further study
Due to the limited time, we can only study, conduct surveys and statistics on quality
human resource and quality human
resource
use in the public sector. We can only
localize the internal concept of quality human
resource
in terms of education
qualification from undergraduate or higher, and from working skills of third grade or
above. Later, if conditions permit, we will continue to study in
depth.
dc\clop and
expand the
thesis
project further.

Meanings of the thesis:
For socio-economic development
This will be the scientific basis for the development and promulgation of proper and
suitable mechanisms and policies for effective quality human resource use,
contributing to the socio-economic
development.
For related scientific
fields
The research results will be an important scientific basis for agencies and units to
adjust and
supplement
the plans and planning of their own branches, levels and units.
On that basis, they will better coordinate and better advise the policymakers in
making policies for socio-economic development of the province.
For the training of scientific personnel
The thesis will
contribute
to
the
innovation in training to
meet
the
requirements
of the
province and country.
It
contnbutcs to encouraging cadres and Party members to
actively study and upgrade their qualifications in their work.
Key words:
Quality human resource use, Industrialization -

Modernization,
public sector
ECONOMIC SCHOOL - VIETNAM
NATIONAL UNIVERSITY, HANOI
UPSALA UNIVERSITY - SWEDEN
UPPSALA
UNIVERSITET
DISSETATION OF MASTER IN PUBLIC MANAGEMENT
TABLE OF CONTENTS
PAGE
PREAMBLE 05
I. REASONS FOR
CIIOOSINC;
THE PROJECT
II.
RESEARCH OBJECT, SCOPE AND
MEIHODOI (KiY
in.
STUDY
MKTHOD
IV.
THESIS STRIICTURF
(,^
CONTENTS
(j^
CHAPTFR I: THEORETICAL BASES
1.
Concepts
1.1.
Resources

A
resource
is any physical or virtual entity
oflimited
availability'
that
needs
to be
consumed
to obtain a
benefit
from
il
1.2.
I luman resources
I
luman resources is a tenn used to
describe the
indi\ iduals who make
*^^^
up
the workforce
of an
organization,
although il is also applied in
i?
labor economics to. for
example,
business sectors or
e\

en
whole
nations
1.3.
Qualified human
resource '-**
2.
The role of qualified human
resource
in the socio- economic
development of our
countr> 13
3.
Use of qualified human resource
CHAPTFRILTHFUFALIT^OFTHFl SEOFQLAI IKIFDIll
MAN
]4
RFSOIIRC
F IN THE
PUBLIC
SEC
I
OR IN THANH HOA PR()\
INCF
(2005 -
2010)
L Socio-economic characteristics and situalion of Thanh Hoa
jg
Province
2.

Reality of the
guidelines
and policies of the Party and State on
the use of human resources in Thanh Hoa (from 2005 - 2010)
3.
The reality of the use of qualified human resource in the public
sector in Thanh Hoa Province
3.1.
The human resource allocation in public sector
The details of The human resource allocation in administrative
agencies
at provincial to communes, wards and towns level are as
follows:
3.2. The promulgation of mechanisms and policies to encourage and
20
attract human resource into public sector
3.3.
The allocation and use of human resources at all levels and
^0
branches throughout all units and localities ,
3.4. The
appointment,
promotion, rotation and transfer of officials
3.6. Facilitating the staffs in training and improving their special and
theoretical qualifications at home and abroad
4.
Basic limitations and
inadequacies
21
5. The causes of the limitations

CHAPTER III: VIEWS,
C;OALS
AND SOLU I IONS IN THE USE OF
QUALIFIED HUMAN RESOURCE IN HIE PUBLIC SECTOR IN THANH
IIOA
PROVINCE IN HIE TIME
IC)
COME
3.1.
The socio-economic
development objectives
of Thanh
llt)a
Province to
2015
and 2020
_
22
3.1.1.
General objective
3.1.2.
Some specific criteria: (from DPI - 2009)
3.1.3.
Forecasts of labor restructuring in the province in
2010
and to
2015
3.2.
Views and goals in the use of qualified human resource in the
public sector in Thanh Hoa Province in the time to come

-^
3.2.1.
Viewpoints
3.2.2. Goals
3.3.
Solutions to improve efficiency in using qualified human
resource in the public sector in Thanh Hoa Province in the coming
time 28
3.3. /. General direction
3.3.2. Groups
of.spccific
solutions
31
CONCLUSION
35
REFERENCE
APPENDIX
Abbreviations in the project
Full
word/expression
- Industrialization and modernization
- People's Committee
- Socialization
- Sports and gymnastics
- Education and training
- Science and technology
- Resolution
- Planning and
Investment
- People's

Democratic
Republic
- Labor
Abbreviations
CNH-HDH
UBND
XHH
TDTT
GD&DT
KH&CN
NQ
KH&DT
CHDCND
LD
PREAMBLE
L
REASONS FOR CHOOSING THE PROJECT
In general, among the resources, human resources is one of the crucial factors
for the development of the country. Therefore, the effective use of qualified human
resource is a major concern of the Party and State, especially in the period of
renovation and international economic integration. The researchers believe that a
country or a locality that wishes to develop fast and sustainably must rely on at
least
three basic criteria: ability to apply new technologies, development of modem
infrastructure and qualified human resource. Among
them,
the important factor that
significantly motivates the socio-economic development is qualified human
resource. Qualified human resource is also the most dynamic and
revolutionar\'

clement
of the productive force, and only
qualified
human resource can digest,
absorb and apply the knowledge of humanity to practice, bringing about practical
effects.
Recognizing
the
importance of
qualified
human
resource
in
the
public
sector, Thanh Hoa Province in recent years have decisively paid attention to
improve the effcciency of
the
utilization of thi resource. The Congress of Thanh
lloa
Provincial Party Committee of the XVI session has set up and
launched
a
program for the effective
use of
human resource as a key program of
the entire
tenure (from 2005 to20IO).
However, the use of human resource, especially of
qualified

human resource in
recent years in Thanh Hoa Province has shown many limitations and caused great
impact on the social and economic
development
in the locality. The redundancy
and shortage of qualified human resource in the public sector indicate the of
inadequate and ineffective use of
qualified
human
resource.
And this needs to be
considered
to
meet the purj">ose
of
restmcture.
Furthermore,
in Thanh Hoa Pro\'ince
in
recent years
(2005-2010)
there
has been no research work on improving the
efficiency in
the
use of
qualified
human
resource.
Therefore, the project "Improving

the efficiency
in using qualified human
resource
in
the
public sector of Thanh lloa
Province"
is taken in
order
to
contribute to the overall
assessment
of the
current
use of qualified human resource
in the public sector of Thanh
lloa
Province,
on that basis to
propose
measures for
the effective use of qualified human resource, contributing to serving the socio-
economic development of Thanh Hoa Province in the coming years.
IL RESEARCH OBJECT, SCOPE AND METHODOLOGY
L
Objectives
- to assess the current use of qualified human resource in the public sector in
Thanh Hoa Province (from 2005 - to
2010).
- to propose solutions to improve the efficiency of using qualified human

resource in the public sector in Thanh Hoa Province for the coming years.
2.
Objects
The thesis collects information and data on the use of human resources in 27
people's committees of districts, towns and cities, departments and branches in
Thanh Hoa Province. This
thesis
is
undertaken
to make in -depth study on the
current situation of the Party's guidelines and policies of the State laws on the use
of human resources in the public
sector
and the use of qualified human resource in
the
public
sector
in Thanh lloa Province
IVom
2005 to 2010. In this thesis, the
researches and analysis of the factors which might
affect
the use of human
resources
in
the
public sector in Thanh lloa Province in
the
past arc also
undertaken

and used as a basis for
prediction
of human
resource
development trend
in the coming years. From the above research and
analysis,
possible solutions are
also
recommended
to improve the
efficiency
of the use of qualified human resource
which is
necessaiy
for the
industrialization
- modernization of Thanh Hoa Province
in the coming years.
3.
Scope of study:
The research is
conducted
in Thanh
lloa
Provmce with data and information
collected in the
period
of rom 2005 to
2010.

IIL
STUDY METHOD
In order to
achieve the objectives set
out for
the implementation
of
the
stydy,
main
methods
arc taken as follows:
-
Survx^ying,
investigating, collecting and synthesizing information and data at
the localities.
- Data statistics and classification
methods.
- Analysis and description method.
Besides, a number of interdisciplinary approaches such as the knowledge of
socialogy and political issues have been used.
IV. THESIS STRUCTURE
The thesis contains the preamble, conclusion and appendices. The most and
significant part is the main contents which are presented in three chapters, as
follows:
+
Chapter I: Theoretical bases
-f
Chapter II: The reality of the use of qualified human resource in the public
sector in Thanh Hoa Province (2005 -

2010).
Chapter III: Views, goals and solutions in the use of qualified human
resource in the public sector in Thanh lloa Province in the time to come
CONTENTS
CHAPTER I: THEORETICAL BASES
1.
Concepts
l.L
Resources
A resource is any physical or virtual entity of limited
availabilit\
that
needs to be consumed to obtain a benefit from it.
The concept of resources is very broad, including different factors.
Typically today, the words
"resources"
is generally referred to the basic elements
namely capital, natural resources and human resource. Among them, human
resource has the key significance. Capital and natural resources are limited, and
will be used up due to using and exploitation over time. On the
other
hand, the
effectiveness
in the use of the aforesaid
elements depends
on human factor.
Therefore, the clement of human
resource,
especially qualified human
resource,

is
always of
decisive
importance.
1.2. Human resources
Human resources is a term used to describe the individuals who make up
the workforce of an organization, although it is also applied in labor
economics to, for example, business sectors or even
w
hole nations.
Human
resource
is a decisive factor of all activities; human has
special
capability namely capability of thinking and creation. Human is able to create
wealth
and assets, spiritual life, able to change the circumstances and li\ing
environment
in order to best serve their survival and development. In
short,
a
strong human resource could build up a strong team, contributing to create a strong
organization,
enterprise,
strong community and a strong nation.
1.3. Qualified human resource
If
the
human
resource comprise

oi^
individuals, the qualified human resource is
understood as the
ability^
(potential) of work of human beings in
terms
of quantity,
structure (occupation, educationa background . structure hv regions, structure by
econotmc sectors )
atidin
tertns of capability including characteristics capabilities
(mental capability,
mitulcapahilitv,
physical capability and
occupatiotial
skills) to
meet the needs of the socio-economic development in the national and international
labor markets.
More specifically, qualified human resource is a concept to indicate
aspecific
man,
a specific employee with qualification and skills
(professional,
technical)requiredfor
a specific industry according to
cla.ssification
labor criteria
for a certain specialization (college, university, post-graduate education,
afid
skilled technical labor).

Qualified human resource is a human resource that meets market requirements
(the requirements of domestic and foreign enterprises), namely: having professional
knowledge; being skilled: being able to find and create jobs, capable of working
safely and cooperatively; having good working attitude, and being responsible.
So,
qualified human resource must be human beings that are well developed
(intellectually and physically), being
capable
in work, active in political - social
activcness, being well behaved and having good and
nice
sentiments.
Following that way,
qualified
human
resource
is historical; in different
historical period, qualified human resource would differ in professional lc\el and
scale
F3ut
in any circumstances, they always represent the level of
complex
and
creative labor (not the merely muscular and manual labor) and is one of the most
important driving force to promote the development and prosperity of the
countr>'.
Qualified human
resource
must
be understood

as of not only the skills of the
workers or
the
inclusion of general training, but also the effectiveness of the jobs as
well as the satisfaction in
one's
career and personal life .
Therefrom,
the qualified
of life is
improved
and the economic and social development is promoted.
The
category
of
qualified
human resource is relatively broad. Based on
the
real
situation as well as the level of training in Vietnam at present, within the limits of
a master's dissertation, we
will
only address qualified human resource issue in a
limited scope
w^hcre
qualified human
resource
is
defined
as people who are college

graduates and third grade
skilled
labours.
In
the modern
worid,
where the economy
is mainly knowledge-based and
globalized,
internationally
integrated,
human
resource,
especially
qualified
human
resource, becomes
more
and more significant in its decisive role.
8
2.
The role of qualified human resource in the socio- economic
development of our country
First, qualified human resource is the main resource determining the process of
socio-economic development. Human resource, labor resource is the decisive factor
in the exploitation, utilization, protection and renewal of other resources. Between
human resource, capital, natural resources, technical facilities, science and
technology there is an inter-relationship, in which human resource is considered
endogenous and dominant over the socio-economic development of
each

country.
Compared to other
resources,
human resource with the
leading elements
of
wisdom, knowledge and gray matter has an advantage in that it will not be
exhausted if it is properly fostered, exploited and utilized while there is
alw^ays
a
limit to any other resources no matter how much or many there are and they are
only effective when combined with human resource. So people, as human resource,
are the creators, the
self
factor of production process and the center of internal force
becoming the main resource to determine
the process
of
socio-economic
development.
Today a country which may not be rich in natural
resources
and have
unfavorable natural conditions can
develop
fast and sustainably if it has
the
following conditions:
^It
has sound economic policy.

^Il
successfully implements that policy.
^It
has a large team of highly skilled technical workers.
^It
has talented entrepreneurs.
Recent
researches
have explained that the economic growth of East Asian
countries is partially due to high in\'cstmcnt in human
resource
development and
the
development
of
intellectual
capital has created a
qualified
human resource. The
development
perspective
in these countries is that
higher education
ot the
population would
facilitate more
people to apply
technologies
better.
Japan is also a

counlrv'
with
unfavorable
natural conditions with
frequent
earthquakes, but by way of
proper inxcstmcnt
in human resource
with
locus on
developing intellectual
economy,
and
effective
application of scientific
advances
and
technolouies
in life, it has
become
a superpower in
the w
orld.
Second, qualified human resource is one of the determinants of the success of
the industrialization and modernization, which is a process to radically transform
comprehensively the production, business and social
acfivities
from the popular use
of manual labor to the popular use a trained labor with advanced technologies,
facilifies

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

integration.
We all know that knowledge
- as a major
means
of production in the intellectual
economy
- is
owned
by the
workers and associated closely with the workers.
Intellectual economy
has
officially emerged for more than two decades.
The dc\eloped
economies in the
worid arc turning to
knowledge-based
economy with significant and profound
changes in
the methods
of
cairying
out business activities, organizing management,
economic structure, labor structure and human position in development By
developing knowledge economy,
developed
countries have become rich quickly,
leaving other countries far behind, making the rich-poor gap growing; but at the
same
time,

the global knowledge economy is
creating fa\orable
precondition tor
developing
countries
to
capture
new
know^lcdgc
of the times to go faster, take oft
and close the gap with developing countries if
they
have right strategy, train a team
of highly
qualified
staffs
capable
of acquiring
mastery
ol"
high
and modem
technologies in
the
worid, and can
combine
national strength with
strength
of
times

to
accelerate
their modernization process.
10
The process of integration into the regional and
intemafional
economy has put
Vietnam's human resource in general and qualified human resource in particular
against many challenges: the qualification of our workfoce is still low due to poor
education, undeveloped market economy and little access to the developed market
economies; Compared with other countries in the region, the human resource of our
country is inferior in quantity and structure, as well as the qualifications and
capabilities. There is a serious shortage of skilled workers and technical workers
serving in high tech industry; our education has developed rapidly, making many
great
achievements,
but is slow in innovation, slow in integration into the worid's
advanced education, and is inadequate in the face of the requirements to accelerate
the modernization and industrialization, and development of a knowledge
economy. However,
besides
the limitations and
challenges,
our country's human
resource also has many
advantages:
the
intellectual
potential of Vietnamese is no
worse than that of others, the Vietnamese is intelligent,

creative,
easy
to be trained,
able to quickly acquire
new
knowledge,
new
technology,
hard-working
and
unafraid of hardships These arc
the
favorable
prerequisite conditi(ms creating
opportunities for us to succeed in the process of intcmational economic integration.
3.
Use of qualified human resource
From such point of view on human resources
atid
qualified human resource we
find that
//.s7//^i,'
qualified
of hutnan resource is to exploit the maximum ability
(potential) of working of qualified laborers in labor activities through recruitment,
use, facilitation by creating good environment (effective
means
of labor and
reasonable policies ), cultural environment, social stimulation and their attitude,
so they will do their best to cotnplete their assigned tasks.

The concept
of''using
qualified human
resource''
is not
mcrcl}
to indicate the
users of human
resources,
but in a broader sense it is to indicate a system of using
human
resources.
The system of using human resources is understood to include:
ministries,
branches, localities and
enterprises
that
have
been,
will
recruit
and use
human resources for
tnanufacturing
operations, business activities; employment of
post-training human resources and related activities; the
mechanisms,
policies,
standards and process
ofrccruitnwnt.

etc.
11
Thus,
we can see that using human resources is an important content
determining the qualified of activities of each branch, each locality or unit. This is a
regular and lasting job of the whole society. If effectiveness,
producfivity
and
sustainability are desired, it is necessary to use qualified human resources and
scientific human resources methodologically and formally.
It is necessary to develop and establish policies and regimes for using human
resources correctly and most scientifically, focusing on the sustainability and
inheritance in using process. The mechanisms and policies must be consistent with
current human resources situation.
Utilization of human resources must respect both the moral and talent aspects.
The qualified of human resources is reflected in their professional capabilities
through training and practical application and their qualification and capabilities
when they are
assigned
or undertake a professional job.
In the process of using human resource, it is necessary to rely on
the
results and
performance to assess and use
manpower.
The
social impact made by that human
resource must be calculated.
Result
and

efficiency
of work is the ruler to measure
the capacity and qualified of human resources.
It is necessary to grasp the
comprehensive
development perspective and
prioritize to use human resources in key sectors and specific manufacturing areas.
CHAPTER H: THE REALITY OF THE USE OF QUALIFIED HUMAN
RESOURCE IN THE PUBLIC SECTOR IN THANH IIOA
PRO\
INCE
(2005-2010)
1.
Socio-economic characteristics and situation of Thanh Hoa Province
Thanh lloa is a province in the North Central
region,
bordenng People's
Democratic Republic of Laos and other
proxinccs
of Viet Nam mcluding Ninh
Rinh,
lloa Binh, Son La, and Nghc An; and adjoining the East Sea (South China
Sea) in the East. Its natural land
is 1
1,168.3
km2 in area, the Vietnam - Laos border
is 192 km
long,
and the coastline is
102

km long. Province's population is
3,400,239 people with 7
ethnic
groups living
together,
including:
Kmh.
Muong,
Thai, Dao,
llmong,
Tho and
Kho
Mu. Number of
people
of
ethnic
minority groups
is about 700,000. There are 27 districts, townships and towns in the entire province
12
(one town, two townships and eight delta districts, 5 coastal districts and
11
mountainous districts) with 637 communes, wards and townships.
The province has relatively clear areas and zones, including the mountainous
area (with high mountains and low mountains), lowland and coastal areas. Roads
are favorable for travel with the section of Ho Chi Minh Trail, National Highway
IA
and many other national routes such as Road
217,
Road 47, Road
15

A, Road
10
and many other inter-provincial routes.
The province has rich natural resources including marine, forest resources, and
mineral resources (ores and building stone of all kinds). Thanh Hoa is also a
province with large water surface area (lakes, ponds, rivers, streams ).
People
of'Thanh
Hoa is traditionally patriotic and revolutionary. They are also
diligent, hard-working and innovative in working and learning.
During the years of
"Innovation",
in the
general
harmony with
the
atmosphere
of the country,
I'hanh
Hoa has also gone up gradually through difficulties. New
industrial
zones
have gradually
been established
in large scale such as: Bim Son
Industrial Zone, Lam Son Industrial Zone, Lc Mon Industrial Zone, North of Thanh
Hoa city Industrial Zone, and especially Nghi Son Economic Zone - the economic
dynamics of the whole province in both
immediate
and long term.

The
Nghi Son
Economic Zone is in the plan of the crucial Southern Thanh Hoa -
Northern
Nghe
An Economic
Zone
which has
been appro\cd
by the
Goxcmment.
These spccificc characteristics along with the abo\e material conditions and
potential strength are favorable factors for Thanh Hoa Province to speed up its
socio-economic
development
to
become one
of
the
most ad\anced
pro\inces
of the
country.
But the fact is that although located on
the
land strip of the Central Region with
the
similarity in many ways (geographic
conditions,
natural

resources,
enjoyment
of the
governmental policies )
and
superior
to
the neighboring
provinces in many
aspects, 'Thanh Hoa
Province
has
remained
poor and underdeveloped so far. In
2007,
Thanh lloa is
one
of the 54 poor
provinces
of
the
whole country.
In
2008,
there
were 62 poor districts in
the whole
country, and
there were
seven ones in

Thanh Hoa. The
average
GDP
mcomc
per capita of the
provmce
in 2009 was still
13
low in comparison to the whole country (it is estimated at 720USD in comparision
with the avarage level of
1,200
USD).
Therefore, although Thanh Hoa has many favorable conditions, large land,
large population, abundant natural resources, but the more important factor is the
human resource and methods to use resources to meet the requirements of the
renewal, to exploit and develop the potential and strength and integrate in the
current situation.
This confirms that the
undcriying
factor is the qualified human resource and
the use thereof This also indicates the importance and the
urgency
of the use of
qualified human resource in
Tlianh
Hoa at present and later years.
2.
Reality of the guidelines and policies of the
Part>
and State on the use of

human resources in Thanh Hoa (from 2005 - 2010)
Thanh Hoa is
the
third
biggest province
in population
numbering,
lis
total
population is ncariy 4 million
people.
Therefore,
the
province^
human
resource
is
very abundant
while the
distribution is not effective, particularly, up to 80% of the
population are living in rural areas, of which about 1/3 live in mountainous areas.
The quality
of
human resource is still low.
According to the News
&
Career Newspaper
{\0/200K)
33.5%
of Thanh

Hoa's
workforce had been trained but the rate of basic training is still low; and
66*?b
of the
workforce arc untrained worrkcrs. There is a big shortage of
skilled
workers,
technicians, qualified professionals in
key
industries needed for the exploitation of
local
potentials.
In
addition, Thanh
lloa's
training of human resource with higher
education is far behind
the need
of socio-economic
development,
and training is not
sufficiently meets
the requirement
of the society, causing huge waste, or
e\cn
obstructing and hampering
the
pro\ince economic development.
Besides,
each

year, Thanh lloa has about
11,000
students graduated from diffirenl universities
and colleges throughout the country. Only 20-30% of
them returned
to find work in
ihcir
home province.
The reasons could
come
from pro\ incc's
mechanisms
and policies that are not
efficient enough to attract
qualified
human
resource,
or
they
might be not
persuasive.
So they cause
negativity
in the
recruitment
process preventing many
students who want to come back and contnbute to their
homeland
development.
14

According the Report on the Intelligentsia of the Propaganda Committee of
Vianh
Hoa Province on
19/3/2008,
by December 2007, there were neariy 50,000
people of undergraduate level or higher (including 47 PhDs, 26 doctors of
specialization 2, 346 Masters, 320 doctors of
specializafion
1) working in the
economic, culture and social fields of the province. The details of intelligentsia
distribution are as follows: Education sector accounted 57.7% of the total number
(with
53,013
people, including 5220 teachers and managers); Finance, Banking and
Taxation 14.2%); State management, security and defense
18.1%);
Industry and
construction 8.8%); Health 8.7%) ; Trade and services 2.8%o; Agriculture
2,6%,
Culture, information and sports
1.3%).
Regardomg to this report, the number of
intelligentsia was large but its utilization was not
effective,
and professional
qualifications of workfoce were not
commensurate
with their diplomas and training
certificates.
Thanh Hoa has issued a number of mechanisms and policies to attract and

encourage
the development of human resource, such as regulations on allowances
of training for officials and public servants; provincial
budget
for officials to be
trained and
educated
oversea in accordance with the Government's
regulations;
regulation on the regime of incentives for university lecturers who return to teach at
the Hong
Due
University (the University of Thanh Hoa province); preferential
policy for teachers of private nurseries; incentives for plain-residing teachers in the
mountainous areas, remote areas and islands and policy of investing in building
school facilities of the Provincial People's Committee (PPC); the policy on
socialization of medical activities, cultural activities, educational activities and
sports The regulations and policies mentioned above have promoted many
positive aspects and
encouraged
the human resource to get active in leaming and
improving their qualifications. The province's policies on people's health care,
health insurance, social insurance, population & family
planning,
child care,
education and protection; education extension
especially.
Decision No.
1457/2004
of'Thanh

lloa Province's
F'cople's
Committee on "planning, developing
and
traininu
human
resource
in Thanh lloa Province to 2010", which was
supplemented
by "Program to
develop
human
resource
from 2006 to 2010";
Document
No.
1257/SLDTBXH-DN
dated 04/08/2006 "on
the implementation
of
establishing secondary schools and vocational training colleges, and registering
vocational training operations," of the
Director
of Thanh Hoa
Department
of Labor,
15
Invalids and Social Affairs; Decision No.
2480/UBND
"on financial support for

contracted teachers"; Decision
No.746/UBND
"on subsidies for school personnel";
Resolution of the Provincial People's Council
No.44/2006/NQ
dated 28/04/2006
and Decision No.
2343/2006/QD-UBND
"on the policies to encourage non-public
institutions to operate in the fields of education and training, health care, culture,
sports and society", Decision No.
4100/OD-UBND
"on investment in school
facilities ", Decision No. 746/OD-UBND "on financial support for contracted
Kindergarten teachers" Decision to provide funding for training highly qualified
personnel abroad have been seriously and well implemented by the province's
departments, agencies and schools.
3.
The
reality
of the use of qualified human resource in the public sector in
Thanh lloa Province
3.1.
The human resource allocation in public sector
The details of The human resource allocation in administrative agencies
at provincial to communes, wards and towns level are as follows:
(As of December 2009, Sources provided by the Department of the Interior)
Unit: Person
Unit
Party social unions

People's
Committees
of 27 districts, towns
Departments and
agcncies(3()
units)
Associations, unions
and
professional
sclux)ls
Communes, wards,
townships
Tola!
of the
province
IcUal
number
2,419
42,812
13,547
1,188
11,425
1\J9\
Divided by level of professional training
Doctor
Total
2
1
37
42

0
82
(1-
/o
0.27
3.5
0.2
Master
Iota
1
49
83
774
262
0
M6
8
a
2.0
0.19
5.7
22
1.6
University
graduates
Iota!
1,362
10.115
7349
604

477
19,907
%
56.3
23.6
54.2
50.S
4.3
27.9
College
graduates
Total
5S5
16.414
454
49
5S1
18,038
0/
.
0
28.2
38.3
3.4
0.04
5.0
253
Others
fotal
421

16.199
4933
231
10.367
32,151
%
17.4
37.8
36.4
19.4
90.9
45.0
16
From the above statistic data, we could see that the allocation and utilization
of human resource is not consistent between industries and levels, especially in
districts and communes, wards and towns, where there are very few officials
working in comparision to the very high demand at the grassroots levels to handle
heavy and complex workload. This is also the problem of arrangement and use of
human resource in our province in the coming years that very needs special
attention and solution.
In the business and production sector: According to reports from relevant
agencies, by June 30, 2008, the province had
5,454
large and medium and small
enterprises; the total number of laborers and staff were 185,423 with their
qualificafions
as follows: The number of people having PUD and maser
qualification accounted for 0.5%, graduates from universities and colleges
accounUng
for

15.5%,
and skilled workers from the intermediate level and level
III
and higher accounting for 75%. Looking at this structure, skilled personnel and
workers were distributed mostly in
large
businesses and manufacturing enterprises
that apply high technologies, for example: Nghi Son Cement
l-^actory,
Thanh Hoa
Brewery, Lam Son Sugar Plant
According to survey data at Bim Son Cement Plant in late 2008, out of its
3,000 staffs and workers, there were four post-graduate people (accounting for
0.133%); 348 undergraduate people
(11.6%);
1,800 graduates from colleges,
intermediate vocational training schools and skilled workers from level 3 or higher
(about 60%).
In
generally, the current distribution of qualified human resource in our
province is
uneven,
at the same time it is both redundant and insufficient, poor
quality and inconsistent in structure.
(See the General Schedule of Survey Data).
3.2.
The promulgation of mechanisms and policies to encourage and
attract human resource into public sector
Over the recent time, although Thanh lloa Province has
faced

many
difficulties, il has paid much
attention
to
improve the effectiveness
of utilizing
qualified human resource.
Specifically,
the Province had issued a number of
proper
mechanisms and policies for regions, sectors, professions and objects, namely:
17
Policies of sending staffs abroad for training or training staff at home; policies to
attract talented people to work in all areas; policy of reward and bonus for
collectives or individuals having achievements at work and study, creative
solutions to problems and applying experience
inifiatives,
advanced technologies to
production; policies of official
rotafion
and transferring.
These mechanisms and policies were really effective in developing the
capabilities of creative labor and inspired their contributions in all socio-economic
fields, national
defense
and security.
A part from these advantages, the implementation of the policies for qualified
human resource was still limited as several policies issued by the central
government had not been fully implemented by the province such as policies of
education, training, health, policy of rotation and transfer of officials working in

mountainous, remote and
disadvantaged
areas
3.3.
Fhe
allocation and use of human resources at all levels and branches
throughout all units and localities
Generally, the current use of qualified human resource in each unit and
locality is good. In industrial sector, 84.8% of the officials and public servants were
arranged properly according to
their
professional training; and at district level, the
rate was 80.2%. Thereby, almost agencies and units could have completed their
assigned tasks.
However, there are certain
number
of agencies and units that use human
resource ineffectively. This is expressed through the improper arrangement of staffs
with their professional training. In several cases, a lot of staffs are working in such
fields that are absolutely differing from their study specialty. Even with special
professions such as education & training or health care, the situation is still
ongoing.
C^urrently,
in
the
industry block,
15.2%
of the officials and pubhc
ser\ants
were not arranged propcriy with their

professional
training; and at the district
le\el,
this rate was
19.8%.
Thus, the improper
arrangement
and
use
of human resource
has created both inelTectivcncss in work and bad publicity. On the other hand, the
problem
became
more serious as it
wastes
much
money
and labor force of the
society in the process of training.
(See the General Schedule
ofSurwy
Data)
18
3.4.
The appointment, promotion, rotation and transfer of officials
As a large province with many administrative units, staffs, pubhc servants and
workers, it is very difficult for Thanh Hoa to appoint, promote, cycle and transfer
staffs and public servants in such way as absolutely comply with applicable
policies. Over the past few years, and recently, the province has made great efforts
in this area, especially in such sectors as education & training, health care, forest,

department of taxation and finance, bank, post and
telecommunicafions,
public
security , border guard, army However, apart from the above efforts, the
appointment, promotion, cycle and transfer of officials remain weakness and
ineffectiveness Many officials working in mountainous, remote and disadvantaged
areas for a long time have not been transferred. The promotion and appointment of
cadres at all levels and some units have not been done well, and in several cases,
there has been that the treatment was
indulgent.
The
rotation of officials has been
done but not regulariy and continuously. Many officials
been
rotated to several new
units for very short
time,
so they could have to
face
with difficulties in accumulate
working experiences.
3.5.
Creating material and facility conditions for the staffs
This is an extremely important issue. Despite how
bnlliant,
enthusiastic
and
eager for work
the
qualified human resource is, it cannot be effective when put in

the poor material and equipment conditions. Over the past few years, although
there have been difficulties, the province has initially been paying attention to
providing officials with living and working places, equipment and working
facilities.
However, in
the face
of
the
cun'cnt requirements of S & T dc\elopment. the
conditions of facilities and equipment for staff and public senants to work are still
difficult and short,
especially
for officials working in mountainous, remote and
disadvantaged
areas.
And c\'cn in uni\
crsities,
colleges, vocational training schools,
and other
advisoiy bodies
of
the
Party,
there
is a large shortage of
facilities
and
equipment
for research study.
19

3.6.
Facilitating
the staffs in training and improving their special and
theoretical qualifications at home and abroad
This is a very meaningful work, through which the staff and public servants
update and enhance their expertise and level of theory, and therefore work better.
Many agencies and organizations at all levels every year select and dispatch
officials and public servants to further training at the central and provincial training
institutions. Many units also take
inifiative
to cooperate in openmg training courses
at their bases, for their staff and public servants both in term of theory and
professional practice, select and dispatch officials to higher education and graduate
education in
universities
(See the General Schedule
ofSun^ey
Data)
4.
Basic limitations and inadequacies
- The cadres, public servants and employees of the Province arc strong in
number
but weak in
qualified.
They arc
inconsistent
in structure even in individual
industry, profession, locality and unit.
- The
treatment regime

is inadequate between
the
industries,
professions
and
areas.
- The planning of human resources is ineffective, less fair, short term, and
patchy, even as sentimental and personal relation-based.
- The sense of self-study, self-learning to well accomplish assignments of the
majority of
cadres,
civil servants and workers is limited, not positive.
5. The causes of the limitations
The reasons for the aforesaid
limitafions
are both objective and subjective, but
they mainly
came
from the following causes:
- A certain number of communist party, public
agencies,
departments,
unions,
the business units
use their
human resource depending on personal relations; pay
irregular attention to moral education and
lifestyle,
and
impro\ement

of
professional qualifications for staffs, public
ser\^anls
and laborers.
-
llic adverse effects
of the
market mechanism
ha\c
led
to negative
manifestations
in
the
allocation and use of human resource.
20
-Some department officials, public servants and employees are lazy in leamins
during their work. Many find themselves satisfied with the knowledge learned at
school and forget enriching their professional knowledge and experiences.
- The training of human resource today is not really linked to real life, to the
reality of the agencies and units, especially the business units. The contents of the
training programs are widespread, heavy on general theories, and lack of
independent
thinking, creativity and dynamism, and confidence in problematic
situations. So when students graduate and work in agencies and units, they become
confused and passive with their work.
(See the General Schedule of Survey Data).
CHAPTER III:
VIKWS,
COALS AND SOLUTIONS IN

THK USK
OF
QUALIFIFD
HUMAN RESOURCE IN THE PUBLIC SECTOR IN THANH
IIOA PROVINCE IN THE TIME TO COME
3.1.
rhe socio-economic development objectives of Thanh Hoa Province to
2015
and 2020.
3.
L
/. General objective
"Striving not to be a poor province by
2010
and to be an industrial
province
by
2020"
{From the Resolution document of the Congress XV of the Provincial Party
Committee)
3.1.2.
Some specific criteria: (from DPI - 2009)
Some
basic criteria
I'conomic
growth
rate
idlal exports
Natural population growth
I'xonomic

structure
(agriculture,
industry,
scr\'iccs)%
1
he number of communes and
wards havmg access to
electricity
2009
10.8%
287
million USD
0.78%
27.3/38.4/34.3
87%
To
2015
17-18%.
800-850 million
USD
0.65%
15.5/47.7/36.8
90%
To 2020
>
lQ"n
2 Billion
USD
0.5%
10/52/38

100%
Notes
21
Number of clinics having
doctors
Rate of malnourished children
under 5
Creating new jobs
Proportion of trained workers
Forest cover rate
Rural population having access
to clean water
Number of enterprises meeting
environmental standards
Poverty rate
60%
25.2%
53,000
36.5%
47%
87%
17.6%
100%
18-20%
50,000
45%
53-54%
90%
80%
10%

100%
<
10%
50,000
55-
60%
> 60%
100%
90%
< 8%
3.
L3.
Forecasts of labor restructuring in the province in
2010
and to 2015
(Source:
DPI-2009)
Unit:
lOOOPerso/ts
Target
1 .Average
population
2.Population
of
\vt)rking
age
% of total population
3.The
number of laborers needing jobs
% laborers at working age.

a. Agrieultural and aquaculture laborers
% of total working laborer.
b.
Industry -
C'onslruetion
Laborers
% of the total working laborers
c.
Ser\ices-rclated
laborers
% of the total working laborers
2010
3,425.000
2,329,000
68%
1.S5
1.000
T-)\
862,000
46.6"o
509,000
27.5%
336,000
18.2%
2015
3,650.000
2.482.000
68%
1.985.000
80%

754.000
38°
0
670.000
33.8'''o
484.000
24.4%
Notes
22