A study on improving the quality of human resource in Quang Ninh province customs department

p
w/u
f
1
UPPSALA UNIVERSITET &
VX
UPPSALA UNIVERSITY OF ECONOMICS & BUSINESS, VNUH
UNIVERSITET
***
TU
VNIMJEB
MASTER
THESIS OF
MPPM
A STUDY ON IMPROVING THE
QUALITY OF HUMAN RESOURCE
IN QUANG
NINH
PROVINCE
CUSTOMS DEPARTMENT
Authors
Supervisor
Local Supervisor
Class
: Tran
Viet
Dung and Ngo Xuan Hiep
;
Dr. Sven-Erik Svard PhD
.
Nguyen Ngoc Thang PhD

MPPM INTAKE 06 - Group 17
i
Hanoi.
May-2013
m
ACKNOWLEDGEMENTS
We would like to express our deepest gratitude to Dr. Nguyen Ngoc Thang, a
lecturer of University of Economics and Business - Vietnam National University,
for his enthusiastic advices in the completion of this thesis.
We would like to express our sincere thanks to Faculty of Post-graduate
Studies, lecturers of University of Economics and Business - Vietnam National
University and lectures of UPPSALA University, Sweden for helping and imparting
knowledge in the completion of this thesis.
Our thanks then go to Party executive committee. Leader of
Quang
Ninh
province Customs Department, colleagues, friends and
familv
members for their
encouragement and help in the completion of this thesis.
We would like to send the best wishes and greetings health to all
lecturers,
friends, colleagues, relatives and family members.
Author of Graduation
paper
Njjo
Xuan Hiep and Tran \ ict Dung
ABSTRACT
Topic: A study on
improv.ng

the quality of human resource in
Quang
N.nh
province Custom Department
Level: Master of Public Management Program
Authors: Tran Viet Dung and Ngo Xuan Hiep
Lecturers:
1.
Swedish lecturer: Dr. Sven-Erik Svard PhD
2.
Vietnamese lecturer: PhD. Nguyen Ngoc Thang
Date of thesis defense: May,
2013
Objectives of study:
In the context of deep integration
with
the world
econom>
and rising
requirements of workload of Customs
sector,
human resource is required to be
consolidated and improved in both quantity and quality.
in order to
contribute
to improve the quality of human resource in
Quang
Ninh
Customs Department, the authors chose the topic:
"A .study

on
improving:
the
quality^
of human resource in
Quan^
Mnh
province
Cu.stom
Department".
Throuizh
this
topic, the authors desire to point out practical situation of the sector and
recommend some solutions
lo
improve the qualit\ o\' human
resource in
(,)uan^
Ninh Customs Department.
Research methodology
In the process of study, the thesis applied quantitative research method and
qualitative research method:
- Methods
o(
synthesis and anal>sis: The researchers use statistic from
Reports on management of human
resource.
Reports on development of human
resource of Quang Ninh Customs Department in the period
2008-2012.

- Statistical analysis and method: The researchers use questionnaires to do
survey. Questionnaire is established
with
table Likert
5
level and
divided
in 2 parts.
Part A includes questions about general information of
respondents,
part
f^
includes
questions with the purposes to collect
infomiation
related to human resource polic\
in Quang Ninh Customs Department.
Respondents
of
the
sur\c\ are
emplo\ees
in
different positions regardless of
gender,
age, income The researchers chose
random sampling method (160 samples).
- Direct observation: The researchers observed working
conditions,
working

environment, serving attitude, ways to solve problems of employees of Quang Ninh
Customs Department towards enterprises and individuals.
All research methods from quantitative to qualitative.
primar\
or secondary
data collection were synthesized and illustrated in
charts,
drawings lo make the
analysis more visual.
Results and conclusion
Results after doing research:
About quantity of labour, the number of employees in Quang Ninh Customs
Department has increased almost in every year.
However,
in comparison with the
workload that the department was in charge
of
in the past 5
years,
the
quantitx
of
employees is still a small number. Therefore, the policy of permanent personnel is
still unreasonable.
About labour structure, the structure has changed over different periods.
However, most of employees have been allocated to the border area and Inspection
Team due to high pressure on labour quantity here.
About management of labour
qualit}\
all-aspect qualifications of labour force

of Quang Ninh Customs Province are
basicall\
high and increasing
graduall\
but
unevenly over years.
In
which, professional, foreign language and information
technology qualifications have been most improved.
About training, training and retraining have become effective and shown
great progress. Training steps based on international
standards,
labour force was
basically standardized according to positions and
job
titles.
However,
there are still
some limitations in training such as curriculum and qualit\ of teachers.
About staff organization, the recruitment has been implemented
seriousl).
publicly and
transparcntl>
but ineffectively.
Meanwhile,
staff rotation is suitable
with requirements of work and personal capacity of staffs.
General conclusion, quality of labour force in Quang Ninh Custom Province
from
2008-2013

was significantly improved.
Capacity,
qualification and
qualitv
of
labour force were enhanced, the management was more transparent and closer.
However, there were still limitations. Some solutions for these limitations are to
complete the project of specifying
job
positions, describing
jobs
and setting a
framework of capacity for each position.
Recommendations for further studies
Beside the contribution to improve human resource
qualitv
in the customs
department,
the thesis still contains limitations: no
analvsis
of the influence of
factors such as inputs of human resource, facilities and working conditions,
psychology of employees and influence of leaders.
Therefore, further studies could analyze factors that influence human
resource quality in Quang Ninh Customs Department such as labour relationship,
inputs, management, influence of leaders, working environment and
psvchology
of
employees. From these analyses, solutions should be given to improve
qualitv

of
human resource and performance of Quang Ninh Customs Department.
Contribution of the thesis
Establish methods of specifying job
positions,
describing
jobs
and setting a
framework of capacity for each position to
appK
to human resource management
in
Quang Ninh Customs Department.
Improve evaluation and management process of working results of staffs in
the department.
Enhance the quality of
recruitment,
including establishment of recruitment
structure following closely practical
requirements,
good
pre-recruiiment
and
training for new stafTs.
Key words
Recruitment,
training, staff rotation. labour structure and labour quality
management
TABLE OF CONTENTS
ACKNOWLEDGEMENTS

,
ABSTRACT
IIZZ""'""'"'"'
2
List of illustrations
7
List of table
o
List of Abbreviations
g
INTRODUCTION
ZZZ.9
i. Rationale
9
ii.
Objectives
10
iii.
Aims
of
the study
10
iv. Research Questions
10
V. Practical and scientific meaning
10
vi.
Structure
of the study
11

CHAPTER I: THE FUNDAMENTAL ISSUES OF HUMAN RESOURCE QUALITV12
i.l.
THF
DEFINITION OF HUMAN
RFSOURCf.
QUALITY
12
1.2. ASSESSMENT NORMS FOR HUMAN RESOURCE QUALITY
12
1.3,
ENHANCINCi
HIE QUALITY OF HUMAN RESOURCE
13
CHAPTER II: RESEARCH
METH()D()L()(;Y
14
2.1.
PURPOSE, SCOPE OF THE STUDY
14
2.1.1.
Purpose of the study
14
2.1.2. Research theoretical
model
14
2.2.
DATA COLLECTION INSTRUMENT
14
2.2.1.
Quant

it
ive method
14
2.2.2. Quaiititivc method
15
CHAPTER III: PRATICAL SITUATION OF HUMAN RESOURCE QUALITY
MANAGEMENT IN CUSTOMS DEPARTMENT OF QUANG NINH PRO\
INCE
16
3.1.
INTRODUCTION OF CUSTOMS DEPARTMENT OF QUANG
NINH
PROVINCE
16
3.1.1
General introduction of Quang Ninh Customs
Department
16
3.1.2.
Perfomiance
of
Quanu
Ninh Cu.stoms Department
17
3.2. PRACTIAL
SITUATION^OF
DEVELOPING HUMAN RESOURCES AND
HUMAN RESOURSE MANAGEMENT IN QUANG NINH CUSTOMS
DEPARIMENT
•

3.2.1.
Analysing
number,
structure and quality of labour forces
3 2 2
Analysinu
human resource
management
3 3 ASSESSMENT ON
lUJMAN
RESOURCE DEVELOPMENT AND
MANAGF;MI;N
I
IN
CUSTOMS DEPARTMENT
OF
QUANG NINH PROVINCE
IN
THE
PERIOD
OF
2008
-
2012
^"^
3.3.1.
Achievements in human resource development in Quang
Ninh
Custom
34

Department
3 3 2 Drawbacks of human resource
development
in Quang Nmh Customs
j>
Department
,,•»,»%,
CHAPTER IV: SOLUTIONS TO IMPROVE THE
QUALITY
OF HUMAN
RESOURCE IN CUSTOMS DEPARTMENT OF QUANG MNH
3"
4.1.
SPICH YING
JOB POSITIONS. DESCRIBING JOBS AND DEVELOPING A
FRAMF.WORKOI
CAPACITY
4.2.
ADMINIS I I;RING, ASSESSING WORKING RESULTS
-^
2^
4.3.
ENHANCING THE QUALITY OF TRAINING 40
4.3.1.
Defining the demands of training 40
4.3.2.
Assessing the demands of training 41
4.3.3.
Building training plans and program 42
4.3.4. Launching the training plans 42

4.3.5.
Assessing and following after training 43
4.4.
ENHANCING THE EFFICIENCY OF ORGANIZING STAFFS MISSION 43
CONCLUSION 45
REFERENCES 46
APPENDIX I: QUESTIONAIRE ON HUMAN RESOURCE QUALITY 47
APPENDIX 2: INVESTIGATION STATISTIC TABLE 50
List of illustrations
Number
Chart 3.1
Chart 3.2
Chart 3.3
Chart 3.4
Chart 3.5
Chart 3.6
Chart 3.7
Chart 3.8
Chart 3.9
Chart 3.10
Chart
3.11
Chart 3.12
Chart 3.13
Chart 3.14
Chart 3.15
Chart 3.16
Chart
3.17
Chart

3.18
Chart 3.19
Chart 3.20
Chart 4.1
Chart 4.2
Name
Turns of staff sent to training courses
Original and continuous
Huctuation
index of number of workers
over years
Analysing labour structure according to position and working scope
Information Technology Qualification of workers in Quang Ninh
Customs Department period 2008
2012
Foreign language Qualification of workers in Quang Ninh Customs
Department period 2008
2012
Professional
Quahfication
of workers in Quang Ninh Customs
Department period 2008
2012
Political theory Qualification of workers in Quang Ninh Customs
Department period 2008
2012
Analysing human resource quality according to
age
group
Analysing the quality of labor according to gender

Effectiveness of traning and retraining program
Teachers meeting training demand
Training contents meeting pratical requirements
The effectiveness of recruitment
Transparency of recruitment
Job rotation meeting job requirements
Job rotation suitable for individual
capacit)
Transparent staff planning and
appointment
Job assignment in
conformit\
w
ith
capacit)
and knowledge
Fair treatment for staffs
Reward
deservinii
of
achievements ;
1
The training process
Diagramming priorly defined strategies of training
Pag
20
4
22
1
24

25
25
26
26
27
2X
29
30
30
31
31
31
32
32
33
33
34
40
42
8
List of tables
Number
Table 3.
Table 3.2
Table 3.3
Table 3.4
Table 3.5
Name
SOME PRIMARY RESULTS OF QUANG NINH CUSTOMS
DEPARTMENT IN

2008-2012
NUMBER OF EMPLOYEES SENT TO TRANING COURSES
PERIOD 2008
-2012
ANALYSING LABOUR STRUCTURE ACCORDING TO ON
POSITION AND WORKING SCOPE
List of Abbreviations
Abbreviations
C/O
E&E
GATT
GDVC
HR
HS
I&E
WB
WTO
Original meaning
Certificate of Origin
Entrance and
Lxit
General Agreement on Tariffs and Trade
'
General Department of Viet Nam Customs
Human resource
Harmonized System
Import and Export
World Bank
World trade organization
'

SEVERAL TITLES OF COLLECTIVES AND INDIVIDUALS
PERIOD 2008 2012 |
^
j
ANALYSING NUMBER OF WORKERS PERIOD 2008 2012
^
INTRODUCTION
Rationale
Quang Ninh
-
based Quang Ninh province Customs Department is a unit
under General Department of Vietnam Customs. Quang Ninh province has a
strategic position in the North-East of Vietnam with 250km coastline and
132,5km
of land border, on by the People Republic of China.
lonai
Vietnam economy has integrated more deeply into the world and
rem
economy, with the country has been a member of the WTO and presence of
globalizationha been in many aspects of the economy. It facilitates us new
opportunities as well as urgent requirements for ensuring social securit\ and
economy, protecting national interest and community from threats such as
terrorism, drug, harmful cultural products
With the role of
^^a
sentry" of the national
economy.
Customs need to
enhance the effectiveness of the State management of import and export activities,
entrance and exit, investment, and tourism. Effective Customs management will

help to fulfill international pledge, facilitate for
development inicniational
commerce and ensure social security target, national interest and community.
Along with national customs, Quang Ninh province Customs Department has
recently focused on reform, development and modernization.
It
aims to enhance
management in both
qualit\
and effectiveness; resolution of contradictions in I&E
items,
transportation. E&E passengers through Quang
Ninh
based border gates.
and ensure the requirement of the State.
In order to achieve these aims and requirements, facilities and
technologv
are
not the only factors needed to be enhanced. We acknowledge human resources in
term of both quantity and qualitv would play a significant role.
On the other hand, shortcomings in human resource of
I
he Customs sector
nowadays create inspiraton of manv
researches,
such as
".Management
of import tax
collection in Hanoi Customs
DeparttnenC

of Hoang
Thi
I.uong.
2005:
'Implementation
of e-customs procedures for export and import
in
Ho
Chi SUnh
10
City Customs Department: Pratical situation and
solutions''
of Nguyen Thanh
Long, 2006; or a recent thesis: Solutions to enhance the implementation of
e-
customs procedures in North Thang Long Industrial Park Customs Department in
Honor of Nguyen thanh Huyen, 2010. Previous topics only focused on specific
segments of Customs sector in separate customs departments with totally different
facilities and human resources. And there is no research going deeply into
enhancing quality of human resource in Quang Ninh Customs department.
Be aware of these importance and urgency, we
carry
out the thesis
"A
study
ON
improving the
quality^
of human resource in Quang
.Mnh

province Custom
Department".
ii.
Objectives
The objectives of this study are accomplishing some solutions to improve the
quality of human resource in Quang Ninh Customs Department and enhancing the
effectiveness in operation of Quang Ninh Customs Department in the period of 7
years from
2013
to 2020.
iii. Aims of the study
The thesis studies on general theory and human management in general and
analyses human management in Quang Ninh Customs
Departmeiu in
practical.
Then, we propose some solutions to enhance the qualitv of human resource tor
accomplishing the work of Quang Ninh Customs Department in the future.
iv. Research Questions
- What is pratical situation of human resource in Quang Ninh Customs
Department'.^
- How to improve the qualitv of human resource in Quang Ninh Customs
Department?
v. Practical and scientific meaning
- Scientific meaning
Generalize the theory system of human resource management of Customs in
general and Quang Ninh province Customs Department in particular.
11
- Practical meaning
The thesis completes the analysis of human resource qualit\ in actual
situation, and then proposes some solutions to enhance the quality of human

resource in Quang Ninh province Customs Department. As a
result,
it could help
Quang Ninh province Customs Department to fulfill the tasks from Ministry of
Finance, General Department of Vietnam Customs and Quang Ninh province.
The thesis is a reliable material for Quang Ninh province Department in
human resource management.
vi. Structure of the study
Along with Introduction, Conclusion and Recommendations, the thesis
includes:
Chapter 1: The fundamental issues of human resource quality
Chapter 2: Methodology
Chapter 3: Practical situation of human resource in Quang Ninh Customs
Department in the period of 2008 to
2012
Chapter 4: Solutions to improve the quality of human resource
in
Quang
Ninh Customs Department in the period of 2013 to 2020.
12
CHAPTER I: THE FUNDAMENTAL ISSUES OF HUMAN RESOURCE
QUALITY
LI.
THE DEFINITION OF HUMAN RESOURCE QUALITY
The quality of human resources is the level of
qualifications,
knowledge, skills
and attitude of the labour towards work. Each qualified, enthusiatic workers will
help the organization grow, and unqualified and unenthusiastic ones will become
burdens of the organization. The development of an organization depends on the

quality of its human resource. Human resource plays a crucial role in creating
material and spiritual wealth for the society.
1.2. ASSESSMENT NORMS FOR HUMAN RESOURCE QUALITY
Human resource displays in two sides including quantitv and quality,
therefore, we have two groups of norms to assess the human resource.
*
/\orm
group to assess human resource quantity
There are a variety of norms to assess the human resource quantitv. however,
the typical norms include:
- Ratio of human resource in population
- Ratio of labor force in population
- Ratio of people at working age engaging the labour force
- Ratio of employed people in labor force
*
!\orm
group to assess human resource quality
Human resource qualitv
displays
in manv
norms,
including
tvpical
ones:
+
Norm displaying the heath of human resource
This is analyzed basing on criteria: average life
expectancv,
average height and
weight of workers, norms classifying health of workers

^
Education level norm of human resource
This is analyzed basing on criteria: Rate of adult
literacv.
rate of going to school.
rate of going to
primarv
school,
secondarv
school and high school.
+
Norm assessing technical qualification of human resource
This is analyzed basing on criteria: Rate of
managers,
rate of staff at college
and university level, rate of
statTat
post-graduate level.
+
Human development index
HDl
13
HDI
is a combining measure of the human development in three indicators
including health, education and income. HDl not only assesses human development
in terms of economics but also emphasizes on the quality of life and social fair.
-*-
Other norms
Beside some quantitive norms above, it considers other qualitative norms
displaying ability and quality of workers. They

displav
in tradition of
patriotism,
tradition of national culture and civilization and custom and mode of life.
L3.
ENHANCING THE QUALITY OF HUMAN RESOURCE
High-quality staffs will be a firmly competitive advantage for an organization.
Enhancing quality of human resource helps the organization
quickl)
reach future
targets and fulfill its mission.
To enhance to quality of human
resource,
it is necessary to combine
effectively 3 processes: attracting, employing and
training,
in which training should
be highly paid attention to.
14
CHAPTER II: RESEARCH METHODOLOGY
2.1.
PURPOSE, SCOPE OF THE STUDY
2.1.1.
Purpose of the study
Purpose of the study is assessing and analyzing human resource qualitv. then
proposing solutions to enhance the quality of Quang N.nh Customs" human
resource.
2.1.2.
Research theoretical model
The researchers use SWOT to analyze issues related to qualitv of human

resources in the organization including strengths,
weaknesses,
opportunities and
challenges, and suggest appropriate solutions.
2.2.
DATA COLLECTION INSTRUMENT
2.2.1.
Quantitive method
•
Synthesis and analysis method
The researchers use statistic from Reports on management of human
resource.
Reports on development of human resource of Quang Ninh Customs
Department in the period
2008-2012.
This method
quicklv
collected data in specific periods. However, this source
of data is established to reach purposes and separate tasks of the
organization,
so it
does not
refiect
sufficient information and specific objects of the topic.
•
Statistical and statistical
analysis
method
The researchers use questionaires to do survev. Inspite of time wasting and
high

cost,
this
method
provided the researchers updated
intbrmation
at the time of
doing survev, and also helps respondents feel more
comtbrtable
and confident in
proposing their training requirements in comparison
with
direct
interview.
Questionnaire is established with table likert 5 level and devided in 2 parts.
Part A includes
questions
about general
information
of respondents (question I to
6).
These are questions about
events,
which is easy to answer and help the
respondent be familiar with the questionaire. Part
B
includes questions
uith
the
purposes to
collect

information related to human
resource policv in
Quang
Ninh
15
Customs
Department,
(from question 1 to 29) and measures the level of satisfation
of reseaching issues from low to high.
Respondents of the survey are employees in different positions regardless of
gender, age, income,
The researchers chose random sampling method that took 30% of total
employees of the Department, equivalent to 160 samples in order to reduce time and
cost of the survey.
Data was collected by indirect interview. Participants are given constructed
questionnaires, they just had to choose the suitable options. Questionnaires were
sent directly or indirectly to participants, and then filled questionnaires were sent
back to researchers.
2.2.2.
Qualititive
method
•••
Direct observation
The researchers observed working
conditions,
working
environment,
serving
attitude, ways to solve problems of employees of Quang Ninh Customs f)epartment
towards enterprises and

individuals,
which helps the research he more objective and
reliable to make conclusions. This method is not considered one of the
primarv
method because it is influenced
b>
subjective factors of the reseachers.
16
CHAPTER
111:
PRATICAL SITUATION OF HUMAN RESOURCE
QUALITY MANAGEMENT
IN
CUSTOMS DEPARTMENT OF QUANG
NINH PROVINCE
3.1.
INTRODUCTION OF CUSTOMS DEPARTMENT OF QUANG NINH
PROVINCE
3.1.1
General introduction of Quang Ninh Customs Department
Organizational structure: Quang Ninh Customs Department has total of 536
employees who are divided into 10 assistance departments and 12 units of border
customs and a equivalent unit. The head of Quang Ninh Customs Department is
customs chief below is 04 vice customs chiefs. The vice chiefs are assistants of the
chief and also the monitors and supervisor of several units directly under Quang
Ninh Customs
Department.
The head of assistance department are managers and below are vice
managers. Customs units
dircctiv

under
Ihe
Customs Department are divided into 2
levels:
Branches
and Team. The head of Branch is branch chief below are vice
branch chiefs. Below Branch is Team whose head is team leader and
below
are
\ice
leader.
Organizational structure of Quang Ninh Customs Department is proposed
b>
General Department of Viet Nam Customs and approved
b\
.\linistr\ of Finance.
With this structure, Quang Ninh Customs Department has been operating
uniformK
and efficiently in recent years.
17
CISTOMS
CHIEF
Vice
customs
chief
Vice
customs
chief
Vice
customs

chief
\ ice
customs
chief
Dept. of Human Resource
Dept. of
Inspection
Office of Customs Department
Dt'pt.
of finance manaiitnuni
Dept.
of Post-customs (
learanc<
Dt'pl (»f Kisk Manaucmcnl
)i jil 'if Viiti
tr:irnkint:
:iiul
h^inUling
Mulitlioiis
l)i|it nl Su|H['\iM<in .Kid iii.iiMUi incnl
(
enter ui
tourism and I I
Dipt
otkSLI lax
l)i.|)l ofM(uli
rni/ation
Ui-no\atiofi
( ustoms
K\aniina(i(>n

I cam No 2
Anti-dru^
Icam
Supervisory lnler-sta!i<»r» KM
I
C
ustoms
Supervisory
I earn
N<
Branch
nl
Moni"
C ai liordtr C
UNIOMIN
Branch of
Hoanh Mt> Border
C
usloni
Branch
ul
Bac
Phunn Sinh
Border (
u\(om
Branch of ( am
Tha Border
C
uMomi
Branch of Hon

(.ai
B<»rdcr
(
u-^roms
Branch
of (ai
I am
Border
(
ustoms
18
3.L2.
Performance of Quang Ninh Customs Department
2008-2012
is the period when Customs in general and Quang Ninh Customs
Department in particular focused on the task of reforming administrative
procedures, modernize the sector with the target: "Develop a
consistent,
streamlined,
focused,
effective and modern operating structure".
Simultaneously,
in
this
period.
Customs in general and Quang Ninh Customs Department in particular
was additionally assigned to do new tasks such as: To implement modem
administrative method (application of risk management techniques): enhance post-
customs clearance check, gradually transform from pre-check to post-check;
mspection

tax, enforce execution of tax administrative decisions; implement
protection of intellectual property
rights,
anti-counterfeit and inferior quality
products; prevent and combat money
laundering,
anti-terrorism

Despite facing a number of
difficulties,
with great
determination,
traditional
spirit, and support form Ministry of Finance. General Department of Viet Nam
Customs, and Quang Ninh , Quang Ninh Customs Department achieved
encouraging
results,
especially in
I«fcE
Tax
collection,
anti-lrafficking
and
contributed to prevent economic
recession,
revenue
enhancement,
economic
stability,
strengthened

social
security,
political
stability,
as follows:
Table 3.1 - SOME PRIMARY RESULTS OF QUANG
NlNIi
CUSTOMS
DEPARTMENT
IN 2008-2012
No
1
A.
3
4
5
6
7
8
Criteria
Number of employees
Number of declarations
Quota
Means of Entrance and Exit
Fntrance
and
Fxit
Passengers
Number of
trafficking.

Commercial
frauds.
Drug-
related crime
1
argeted fax
Tax revenue
Unit
People
Set
Billion
USD
Turn
Million of
arrivals
Case
Riliion
VND
Billion
VND
Year
2008
477
35.281
8,5
64.428
4
371
6.400
10.501

Year
2009
480
39.493
9.898
50.368
3,310
560
9.200
12.809
Year
2010
513
42.353
10.201
67.328
3.527
328
10.550
14.309
1
1
Year
2011
53!
43.503
12.490
77.687
3,492
339

12.700
16225
i
Year
2012
536
48.404
14.894
44.301
3,627
395
13.050
16.400
Statistics in Table 3.1 reveals that the period 2008-2012 marks an
milestone.
In
2008, the tax revenue exceeded 10 trillion VND for the
important
first
time.
19
Other criteria increased year by
year,
especially quota and tax revenue and exceed
targets assigned.
3.1.2.1.
Human Resource and Training
a - Recruitment
Over
years,

the recruitment in Quang Ninh Customs Department has be
implemented seriously, followed properly
guidance,
procedures, authorities as
government
regulations.
Ministry of Finance, General Department of Viet Nam
Customs and ensured the principles of
democracy,
openness, transparency and
regulation. After recruited, the officers were appointed and used
properlv
to be
suitable with qualifications and profession of each person.
However, due to
recent
hierarchy of
recruitment,
local customs departments
such as Quang Ninh customs department only proposes regular staff and training
major. The content of knowledge and methods of recruitment arc decided by
General Department of Viet Nam Customs and used for the whole sector. This is a
great drawback in recruitment of Quang Ninh Customs Department. All candidates
do the exam with the same content applied in the whole customs sector. Subjects in
the exam are State Administration, foreign languages and computer
skills,
fhis
method makes it dificult for local customs departments in general and Quang Ninh
Customs Department in particular to select expected candidates meeting practical
requirements, especially in missing positions.

Therefore,
after
recruitment,
it is
necessary for experienced employees to re-train new employees.
h-
Labour
With support from
Ministr\
of Finance. General Department of Viet Nam
Customs, Quang Ninh, State
Government,
head of Quang Ninh Custom
Department, working
environment
and conditions of staff in Quang Ninh Customs
Department are always favorable with spacious
office,
modern equipment and full
labor protection.
c
_ Training and development
From 2008
-
2012, Quang Ninh Customs Department sent
4.86U
turns of
staff to attend training and re-training courses organized by different agencies.
These courses focused on professional training (undergraduate and
post-graduate).

19
Other criteria increased year by year, especially quota and tax revenue and exceed
targets assigned.
3.1.2,
/. Human Resource and Training
a - Recruitment
Over years, the recruitment in Quang Ninh Customs Department has be
implemented seriously, followed properly guidance,
procedures,
authorities as
government
regulations.
Ministry of Finance. General Department of Viet Nam
Customs and ensured the principles of
democracy,
openness,
transparency and
regulation. After recruited, the officers were appointed and used
properl\
to be
suitable with qualifications and profession of each person.
However, due to recent hierarchy of recruitment, local customs departments
such as Quang Ninh customs department only proposes regular staff and training
major. The content of knowledge and methods of recruitment are decided by
General Department of Viet Nam Customs and
used
for the
uholc sector Ihis
is a
great drawback in recruitment of Quang Ninh Customs

Department.
All candidates
do the exam with the same content applied
in
the whole customs sector. Subjects in
the exam are State
Administration,
foreign languages and computer
skills,
(his
method makes it dificult for local customs
departments
in general and Quang Ninh
Customs Department in particular to select
expected
candidates meeting practical
requirements, especially in missing positions.
Therefore,
after
recruitment,
it is
necessary for experienced emplo\ees to re-train new emplo_\ees.
h-
Labour
With support from
Ministr\
of Finance. General Department of \iet Nam
Customs, Quang Ninh. State
Government,
head of Quang Ninh Custom

Department, working
environment
and conditions of staff in Quang Ninh Customs
Department are always favorable
uith
spacious office, modem equipment and full
labor protection.
c - Training and development
From 2008
2012,
Quang Ninh Customs Department sent 4.860 turns of
staff to attend training and
re-training
courses organized by different agencies.
These courses focused on professional
trainmg
(undergraduate and
post-graduate).
20
foreign languages, information technology, political theory, public management,
national defense and security knowledge intensive, advanced professional skills.
Table
3.2
- NUMBER OF EMPLOYEES SENT TO TRANING COURSES
PERIOD
2008-2012
No
Year
2008
2009

2010
201
2012
Number of people
477
480
513
531
536
Turns of
stan^sent
to training courses
1114
89
682
045
830
1200
1000
Chart 3,1 - Turns of staff sent to training courses
1045
830
DNumtief
of
people
•
Turnsof
staff
sert
to

traning
courses
Year
2008 2009
2010
2011 2012
Until now, all
stafTare
basically standardized, meeting higher requirements
of customs sector. Recent professional training structure is diversified (economics.
finance, law, foreign trade, commerce, accounting, foreign languages, public
security ), suitable with requirements and specific characteristics of each unit. Staff
qualifications are increasingly enhanced, the rate of
staff,
who are graduates or post-
graduates, is 80%.
21
3.1.2.2
Development of a strong and transparent customs force
Quang Ninh Customs Department have followed seriously and efficiently
general regulations of developing a strong and transparent customs force without
harassment and bureaucracy The department is following the motto of General
Department of Viet Nam Customs Chief in "Declaration of customer
sen-ice",
that
is
''Professionalism.
Transparency.
Efficiency''
and a number of commitments on

time of customs clearance for goods, which have improved the image of Customs
among the people and corporate community.
In
5 years (2008 -2012), thousands of collectives and individuals of Quans
Ninh Customs Department made outstanding achievements in work, recognized and
rewarded:
Table 3.3 - SEVERAL TITLES OF COLLECTIVES AND INDIVIDUALS
PERIOD 2008 2012
Unit: Turn
Titles
Third-class Labor Medal
Medal of Honor
Certificate of Merit from Prime Minister
Leading Competition Flag of Ministry of Finance
Soldier awarded nationwide competition
Certificate of Merit from Ministry of Finance
Collectives
01
01
11
01
24
Individuals
09
01
69
Certificate of Merit from People's Committees of Quang Ninh 08
Soldier awarded nationwide competition 01
Soldier awarded finance-sector competition
-)->

Soldier awarded local competition
289
Advanced Collective Labour
2.082
Certificate of Merit from Chief of General Department of Viet
Nam Customs
Medal for Finance career
Other merit from other agencies, government and localities
15
88
12
20
22
3.2.
PRACTIAL SITUATION OF DEVELOPING HUMAN RESOURCES
AND HUMAN RESOURSE MANAGEMENT IN QUANG NINH CUSTOMS
DEPARTMENT
3.2.1.
Analysing number, structure and quality of labour forces
3.2.1.1.
Analysing number
of
workers
For the Customs Sector in general and Quang Ninh Customs Department in
particular, the number of regular workers assigned annually is one of important
factors to be able to fulfill political tasks.
Table 3.4 - ANALYSING NUMBER OF WORKERS PERIOD 2008 -
2012
No
1

2
3
4
Criteria
Number of workers
Original fluctuation
index ( % )
Continuous fluctuation
index ( %)
Average index ( % )
Year
2008
477
100
100
Year
2009
480
100.6
100,6
Year
2010
513
107.5
106,9
Year
2011
531
111.3
103,5

Year
2012
536
112,4
100,9
2,975
Chart 3.2 - Original and continuous fluctuation index of number of
workers over years
114
112
110
108
106
I
104
•5
102
100
98
96
94
92
Year 2008
2009
2010
2011
'
107
B
111.3

^.^^^
-
112.4
^
^106.9"^^-\
100.6 y
^
'**
100.6
Ar\'\
c
J^=h*
1 \j'j.'j
100.9
j
-
^ .
— i
Onginai
fluctuation
index
(*o|
Continuous
fl
uc tu ati
on
inbex
('o)
2012
23

Figures from table 3.1 shows that: The number of workers in Quang Ninh
Customs Department increased over years, in which annual growth rate was below
3.5%
(Except
201
1, growth rate of regular staff increased from 2009. reached 6.9%.
For the overall period, the number of worker increased by 59 people from 2008 to
2012,
equal to
12.4%.
However, in comparison with the growth rate of workload over the last 5
years,
the growth rate in number of worker was still at low level. For example: over
the last 5 years, the number of declaration increased by 37.2%: Quota increased by
75,2%
and tax collection increased by 56,2%; number of trafficking. Commercial
frauds.
Drug-related crime only increased by 6% but their worth increased by
95''o.
Therefore, there are still many limitations in the provision of regular positions for
Quang Ninh Customs Department.
3.2.1.2.
Analysing labour
.structure
*/
Analysinfi
labour structure
accordinfi
to position and
working

scope
Due to different tasks of Customs Sector in different
periods,
the
organizational structure, internal system of customs units have also made changes to
fit with general situation, which leaded to changes in labour structure in customs
units and parts.
Table 3.5
-
ANALYSING LABOUR STRUCTURE ACCORDING TO ON
POSITION AND WORKING SCOPE
Total
Workers in
offices
Workers at
borders and
supervision
team
Position
Number
477
113
364
Ycar2C
%
100
23.6
76.4
108
Number

480
115
365
%
100
23.95
76.05
Year 2009
Number
513
117
396
% Number
100 531
22.8
77.2
Year
2010
120
411
%
100
22.6
77.4
Year 2011
Number %
536 100
116 21.64
420 -8.36
Year

2012