Nâng cao chất lượng nguồn nhân lực cán bộ công chức trong các cơ quan hành chính cấp tỉnh tại bắc kạn tt tiếng anh

VIETNAM ACADEMY OF SOCIAL SCIENCES
GRADUATE ACADEMY OF SOCIAL SCIENCES

VU DINH DUNG

IMPROVING THE QUALITY OF HUMAN RESOURCES OF
CADRES AND CIVIL SERVANTS IN THE PROVINCIAL
ADMININISTRATIVE AGENCIES IN BAC KAN

Major: Business Administration
Major code: 9340101

SUMMARY OF THE DOCTORAL DISSERTATION
IN BUSINESS ADMINISTRATION

Hanoi - 2019


The dissertation completed at Graduate Academy of Social Sciences,
Vietnam Academy of Social Sciences

Supervisor: Assoc. Prof. Dr. Tran Huu Dao
Dr. Lai Lam Anh

Reviewer 1: Assoc. Prof. Dr. Ngo Quang Minh
Reviewer 2: Assoc. Prof. Dr. Nguyen Thuong Lang
Reviewer 3: Assoc. Prof. Dr. Le Thai Phong

The dissertation will be defended at Graduate Academy Level
Council of dissertation assessment at Graduate Academy of Social
Sciences, Vietnam Academy of Social Sciences, 477 Nguyen Trai,

Thanh Xuan, Hanoi.
Time……………...…. date……..… month.…….…. year 2019

The dissertation may be found at:
- Vietnam National Library
- Graduate Academy of Social Sciences Library


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INTRODUCTION
1. Rationale
Bac Kan is a mountainous and highland province, with particular
geographical features and difficult topographic conditions and over 80% of them
are ethnic minorities, one of the provinces with the lowest human capital in the
country, with limited financial resources, human resources play an important
role in the industrialization and modernization process of the province. In the
face of these difficulties, the provincial Party Committee, People's Council and
People's Committee of Bac Kan province have determined that the development
of human resources (human resources) of the province in the current period is
very necessary, in which focus should be given to developing quality of human
resources of cadres and civil servants in the administrative agencies at the
provincial level occupies a central position in the provincial socio-economic
development strategy. This is also the most important factor to make Bac Kan
become a developed locality equal to other provinces in the region and attractive
to domestic and foreign investors.
However, due to the requirements of international integration, the period
of accelerating industrialization and modernization, requiring the construction of
a modern professional administration, modern administration, human resources
of cadres and civil servants in provincial administrative agencies in Bac Kan still

exist many shortcomings and weaknesses. In fact, the quality of a human
resources department of Bac Kan province has not really met the job
requirements, job positions have not been specifically defined, there are also of
cadres and civil servants with weak professional qualifications, failing to grasp
the competence. the rights and duties of themselves, the attitude of attitude in
implementing tasks are not high, not fully understanding the functions of the
departments of the administrative agencies at all levels of the province; Besides,
planning, training, retraining, management, evaluation and use of civil servants
are still limited; Lack of high quality human resources; while a part of cadres
and civil servants in the administrative agencies of the province now work in a
negative way, lack of dynamism, creativity and innovation, there are also
bureaucratic and administrative ways of working; limited capacity and
professional skills, state administrative management skills, so when dealing with
work, it is confusing and unconvincing to reduce the effectiveness of
administration and administration; attentive and thoughtful service attitude to
the people; The sense of discipline, the effectiveness of many cadres and civil
servants have not met the requirements in the performance of public duties, etc.
These limitations make it difficult to reform administrative procedures, attract
investment, and make relations and create obstacles to the process of economic
development - culture - society of the province.


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Currently, although there have been some research projects related to
human resources of civil servants in state administrative agencies, however,
there has not been any systematic research on both the theoretical basis and
practical requirements for improving the quality of human resources of cadres
and civil servants in the provincial administrative agencies in Bac Kan.
Recognizing the important nature of the problem, with the desire to gradually

improve the quality of human resources of the Bac Kan province with good
expertise, with political qualities, good moral qualities and high responsibility to
meet the requirements Industrialization and modernization of the province and
international integration, graduate students choose the problem “Improving the
quality of human resources of cadres and civil servants in the provincial
administrative agencies in Bac Kan” as the thesis topic of doctoral project.
2. Research aims and objectives
- The aim of the dissertation is to properly assess the reality of the quality
of human resources of cadres and civil servants at the provincial level in Bac
Kan, thereby proposing solutions to improve the quality of human resources of
cadres and civil servants at the provincial level in Bac Kan to meet the demand
for socio-economic development of the province in the coming period.
- Research tasks:
+ Overview and assessment of research situation related to the topic.
+ Systematizing the theoretical basis for improving the quality of human
resources of civil servants in provincial-level administrative agencies.
+ Assessing the quality of human resources of cadres and civil servants in
the provincial administrative agencies in Bac Kan.
+ Proposing solutions to improve the quality of human resources of civil
servants in provincial-level administrative agencies in Bac Kan in terms of
industrialization and modernization and international integration.
3. Research scopes and objectives
- The object of research is the activity of improving the quality of human
resources of cadres and civil servants in the provincial administrative agencies
in Bac Kan.
- Research scope:
+ About study area: The thesis selected the study area as the provincial
administrative agencies of Bac Kan, limited within the cadres and civil servants
of the specialized departments and sections of the Office of the Provincial
People's Committee, the Department of Home Affairs, the Department.

Agriculture and Rural Development, Department of Education and Training,
Department of Science and Technology, Department of Finance, Department of
Planning and Investment, Department of Industry and Trade (do not study
officials and officials of the units industries under provincial departments and


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enterprises).
+ About time: Research in 2011 period up to now and propose solutions
to improve the quality of human resources of cadres and civil servants in the
provincial administrative agencies in Bac Kan in the future.
4. Methodology and research methods of the thesis
- Methodology: The thesis uses methodology: dialectical materialism,
historical materialism, method of analysis, comparison, synthesis, statistics... In
Addition, the thesis also relies on data Annual statistics and summaries in
reports of Bac Kan provincial People's Committee, Ministry of Home Affairs
and ministries, central and local departments, as well as information on the
Internet,... combining data qualitative combined with quantification to give
appropriate assessment results.
- Research method: The thesis uses data collection method (secondary
data collection method and primary data collection method) and data analysis
method (data processing method, Methods of analysis and synthesis).
5. New scientific contributions of the thesis
The thesis has identified the theoretical framework of research on
improving the quality of human resources of cadres and civil servants in the
provincial administrative agencies in Bac Kan. Initial assessment of the quality
of human resources of cadres and civil servants in the provincial administrative
agencies in Bac Kan based on three criteria for assessing the mental, intellectual
and physical resources of the provincial cadres and civil servants in Bac Kan.

- The thesis shows the differences in the content of assessing the quality
of human resources at provincial level in Bac Kan on the arrangement and use of
human resources at the provincial level as ethnic minorities, a distinctive feature
of Bac Kan different with other localities.
- The thesis analyzes and clarifies the strengths and weaknesses of the
quality of human resources of civil servants in the provincial administrative
agencies in Bac Kan today, thereby analyzing the actual situation of the quality
of human resources of civil servants, the work of improving the quality of
human resources of civil servants in The administrative agencies at the
provincial level of Bac Kan and pointed out the success, limitations and causes
of improving the quality of this human resource in Bac Kan last time.
- The thesis proposes major directions and solutions to improve the
quality of human resources of cadres and civil servants in the provincial
administrative agencies in Bac Kan to meet the requirements of international
integration.
6. The theoretical and practical significance of the thesis
- The meaning of theory: The thesis implements and clarifies some
scientific theoretical issues about improving the quality of human resources of


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civil servants in provincial-level administrative agencies such as: criteria for
assessing the quality of human resources of civil servants and contents to
improve the quality of human resources of cadres and civil servants in
provincial-level administrative agencies. Besides, in the thesis, the theoretical
issues are systematically and logically built with a clear theoretical framework
for research and improvement of the quality of human resources of cadres and
civil servants in the provincial administrative agencies for the following study.
- Practical meaning:

+ The thesis provides scientific and practical basis to help provincial-level
administrative agencies and managers in administrative agencies to study and
refer to improving the quality of human resources.
+ The thesis is a useful reference material for teaching, learning and
researching activities, especially for research subjects that are human resources
of civil servants.
+ The research results of the thesis are references for the administrative
agencies of Bac Kan province in the renovation of the quality of human
resources of cadres and civil servants in the provincial administrative agencies
in Bac Kan, help categorize of civil servants and apply the Relevant policies
ensure effective use of civil servants.
7. Structure of the thesis
In addition to the introduction, conclusions, references, ... the main
content of the thesis includes 4 chapters:
Chapter 1. Overview of research situation realated to the thesis
Chapter 2. Theoretical and practical basis on improving quality of cadres
and civil servants in provincial administrative agencies
Chapter 3. Current situation of quality of human resources of cadres and
civil servants in provincial administrative agencies in Bac Kan province
Chapter 4. Orientation and solutions to improve the quality of human
resources of cadres and civil servants in provincial administrative agencies in
Bac Kan province
Chapter 1
OVERVIEW OF RESEARCH SITUATION RELATED TO THE
THESIS
1.1. Overview of published studies related to the topic
In the context of strong development of modern science and technology
revolution, knowledge economy and globalization, the current quality of human
resources has attracted many domestic and foreign scientists interested in
research.

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1.1.1. Overseas research projects
1.1.2. Domestic research projects
1.2. The research results achieved by the thesis works need to be
consulted and the issues raised need further research
1.2.1. The research results achieved by the works need reference
By reviewing outstanding research projects at home and abroad related to
the topic, some specific results can be seen as follows:
Firstly, the research works have significant scientific contributions,
clarifying many issues such as human resources, the role of human resources,
the need to improve the quality of human resources. .. and a number of domestic
research projects have given different concepts about human resources in certain
qualitative or quantitative angles, thereby showing the importance of human
resources in the innovation process and the period of accelerating
industrialization and modernization of the country.
Secondly, some authors focus on researching and analyzing the status of
human resources in general and human resources of civil servants in the
administrative agencies of some localities in particular in Vietnam in recent
years. Many research projects have clarified the Party's viewpoint on HRD
development and quality of human resources, and proposed some basic and
major solutions to improve the quality of human resources for civil servants.
Socio-economic development of the country in the trend of international
integration and globalization, development of knowledge economy.
Thirdly, some research projects have unity, the reality of human resources
quality in general as well as the quality of human resources in civil servants still
has many shortcomings and limitations. Some authors have assessed and
evaluated: there are no specific criteria to identify and assess the quality of

human resources of civil servants in the administrative agencies; the
implementation of improving the quality of human resources of civil servants at
all levels has not been synchronized between sectors, fields and localities;
policies to use talented people in administrative agencies have not been focused;
A lot of the contents of improving the quality of human resources of civil
servants include: layout, use, training, retraining and working environment,
salary policy, promotion opportunities ... not well implemented, In fact, it is not
possible to keep those who really have talent in state administrative agencies.
Fourthly, through the above research works, although recognizing that
there are many different ways of looking at human resources of civil servants
and the role of HRD, many authors affirmed the role of this human resource in
industrialization and modernization and international integration in our country,
especially when our country is in the period of industrialization and
modernization; Some works analyze the context, the actual situation to propose


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specific solutions to improving the quality of human resources of civil servants.
The solutions mentioned by many authors are: there should be unity of concept
of cadres and civil servants and criteria for quality assessment of human
resources, or need to innovate remuneration policies and motivate working for
human resources of civil servants in Administrative agencies at all levels, ...
Thus, the above mentioned research works of the authors in the past time,
have made many important scientific contributions for the PhD students to
approach, study and refer to the research work.
1.2.2. The issues raised need further research in the thesis
In addition to the great scientific values that the above studies have
achieved, there are still problems that need further research:
Firstly, many major studies discuss the concept of civil servants,

administrative reforms, ... and often focus on analyzing and evaluating the state
civil servants in general, less in-depth research to assess the quality of resources.
human resources of cadres and civil servants in the provincial administrative
agencies in a specific locality like Bac Kan.
Secondly, some foreign research projects have provided some criteria as a
measure of quality of civil servants, or provided some capacity frameworks of
some positions of civil servants performing public duties. in government
agencies. However, the conditions and environment applied between countries
are not the same, so the criteria and frameworks are mainly for reference.
Thirdly, many research topics on the quality of human resources of
officials and civil servants in the country have mentioned qualifications,
qualities, ethics, skills, health, attitudes, ... but not yet determined. criteria to
measure the quality of human resources of cadres and civil servants in a sector
in general or in a particular locality. On the other hand, until now, there has not
been any research topic on the quality of human resources of cadres and civil
servants in Bac Kan's administrative agencies. Therefore, there is a gap in both
theory and practice in the research on improving the quality of human resources
of provincial officials and civil servants in Bac Kan.
Fourthly, a number of research projects have proposed and specific
solutions to improve the quality of human resources of cadres and civil servants,
but in general are still heavy in qualitative, have not really ensured the
systematic nature of the Total solutions from awareness, evaluation,
construction and management to improving the quality of human resources of
cadres and civil servants at all levels.
Therefore, the selection of the research topic “Improving the quality of
human resources of cadres and civil servants in the provincial administrative
agencies in Bac Kan” is essential, contributing to the provision of scientific
arguments. study and propose specific solutions, suitable to the actual conditions

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and circumstances of Bac Kan, thereby helping to innovate and improve the
quality of human resources of provincial officials and civil servants in Bac Kan
today. At the same time, this content does not overlap with any scientific
research in the country and abroad.

CHAPTER 2
THEORETICAL AND PRACTICAL BASIS ON IMPROVING
QUALITY OF CADRES AND CIVIL SERVANTS IN PROVINCIAL
ADMINISTRATIVE AGENCIES
2.1. Theoretical basic on improving quality of cadres and civil servants
in provincial administrative agencies
2.1.1. Some basic concepts of human resource, cadres and civil servants
in provincial administrative agencies
2.1.1.1. Concept of human resource
Human resource is the overall quantity and quality of people who
combine some criterial for mental, physical and moral qualities, and spirit create
the ability that people and society have been mobilizing into the progress of
creative labor for social development and improvement.
2.1.1.2. Concept of human resource quality
The quality of human resource is all of potential abilities, including moral,
physical and aesthetic qualities, and human quality affects directly to complete
their organization’s goals.
2.1.1.3. Concept of cadres and civil servants
- Concept of cadres: Pursuant to Law on Cadres and Civil Servants 2008:
“Officials are Vietnamese citizens, elected , ratified, appointed to hold posts and
titles in the term of the Communist Party of Vietnam, the State and the sociopolitical organizations at the central level. in the provinces and centrally-run
cities (collectively referred to as the provincial level), in rural districts, urban
districts, provincial capitals and towns (collectively referred to as districts),

payroll and enjoy wages from the state budget”. .
- Concept of civil servants: According to item 4 of Law on Cadres and
Civil Servants: “Civil servants are Vietnamese citizens, recruited and appointed
to ranks, positions and titles in the agencies of the Communist Party of Vietnam,
the State, socio-political organizations at the central, provincial and district
levels; agencies and units of the Vietnam People's Army, which are not officers ,
professional soldiers , defense workers; agencies and units of the Vietnam
People's Police, but not officers, professional and non-commissioned officers


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and in the leadership and management apparatus of the public non-business
units of the Communist Party of Vietnam, the State and socio-political
organizations, in the payroll and salaried from the state budget, for civil servants
in the leadership and management apparatus of public non-business units, wages
are guaranteed from the salary fund of public non-business units according to
law provisions”.
2.1.1.4. Concept of cadres and civil servants resource in provincial
administrative agencies
The resource of cadres and civil servants is a term relating to both cadre
and civil servant and structure of differences relating to a large of cadres and
civil servants. If each cadre and servant have personal qualities and their
performance depends on virtue, ability and the power of human resource of
cadres and civil servants do not depend on each personal virtue but also
appropriate level of structure and relationship among cadres and civil servants.
With this approach method, it is possible to define that the resource of
cadres and civil servants is a certain number of cadres and civil servants in state
administrative agencies of define unit.
As the same above point of view, it understands that the provincial cadres

and civil servants are a collection of provincial cadres and civil servants. They
include a certain number of cadres and civil servants, their structure and quality
corresponding with their different position in the provincial administrative
agencies.
The provincial cadres and civil servants are working at the provincial
administrative agencies, such as:
- Cadres and civil servants of the provincial People’s Council and
People’s Committee.
- Cadres and servants are working at: Department of Home Affairs,
Department of Education and Training, Department of Planning and Investment,
Department of Agriculture and Rural Development, etc.,…
- Cadres and servants are working at provincial committees of Communist
Party of Vietnam and socio-political organizations, such as: Commission of
Organization, Commission of Mass Mobilization, Commission of Propaganda,
Commission of Home Affairs, Commission of Economics, etc.,
2.1.1.5. Concept of quality of cadres and civil servants resource in the
provincial administrative agencies
The quality of cadres and civil servants resource in the provincial
administrative agencies is all value of political and virtual qualities, educational
level, occupational skill, working experience (mental), age, health (physical)
from each cadre and civil servant for implementing their function and mission
from the provincial administrative agencies.


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2.1.2. Characteristics and role of cadre and civil servant resource in the
provincial administrative agencies
2.1.2.1. Characteristics
- Firstly, the cadre and civil servant resource is the main subject in the

local civil service.
- Secondly, the provincial cadres and civil servants are the persons who
are working at the state management apparatus in the provincial level. They
implement not only the sectoral management function but also subject to the
local management.
- Thirdly, they have to carry out the local missions and must manage it
accordance with the specific local characteristics.
2.1.2.2. Roles
In the period of implementing the economic renovation policy with strong
and profound international economic integration, the role of the provincial
cadres and civil servants’ resource becomes more important for some reason as
below:
- Firstly, in the state of law by people and for people, the provincial cadres
and civil servants resource will enforce the law. Therefore, they play an
important role in building and improving legal system as well as implement law
into people’s life.
- Secondly, they are the core labor force and play an extremely important
role in management and organizing mission from the local administrative
apparatus.
- Thirdly, they are also the key force in implementing the state
management function directly for benefit of the whole society.
2.1.3. Criteria of valuation of the cadres and civil servants resource
quality in the provincial administrative agencies
2.1.3.1. Criteria of intellectual valuation
- It will value the quality of the provincial cadre and civil servant
according to educational level and professional knowledge. It is the level of
achievement for an occupation with a professional training qualification from
university, institutes inside and outside the country, such as: primary,
intermediate, university and higher educational level. This is a very important
indicator of valuation for the cadre and civil servant resource. It is selected

because the cadre and civil servant will be responsible for their missions if they
meet the need of these criteria.
- Criteria of occupation skill valuation:
It includes skills of using foreign languages, IT and communication for
working. These skills are valued through certificates of foreign languages,
computer science, and state management. Especially, foreign languages have


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become as a requirement for cadres and civil servants in the deeply integrating
international economy. They will receive the cultural quintessence of mankind
through communicating with foreigner or going abroad to acknowledge
experiences. Building e-government, reducing administrative procedures and
documents, shortening time to receive information, etc.,...are the goals of State
of Vietnam and it requires the cadres and civil servants to have skills of using
foreign languages and IT.
- Criteria of working experience valuation:
Working experience is an important criterion in evaluating the provincial
cadre and civil servant through working seniority (years of working); is the
ability of access their work and adapt to changes; are skills of solving and
processing formed from working process. This criterion shown by the way they
handle their work with right process, using the least time, energy and intellectual
for their mission.
Criteria of working performance valuation:
This criterion is the level of assigned mission completion (output
measurement) and valuated periodically via specific missions and valuation of
agencies and units where they work. It is a group of criteria for evaluating cadre
and civil servant's abilities, reflecting level of their task completion and
responsibilities. Law on Emulation and Commendation regulates that emulation

and commendation standards for state cadre and civil servant who are
responsible their tasks and their performance will be ranked from incomplete to
complete successfully.
2.1.3.2 Criteria of mental valuation
- Criteria of political quality valuation:
Political quality is one of the most important criterion in valuating quality
of the provincial cadre and civil servant. It showed by the provincial cadre and
civil servant’s actions and implements and their diplomas and certificates of
political levels (bachelor, senior, intermediate, elementary). A good political
quality will be the spiritual motivation the cadres and civil servants to overcome
difficulty and complete their tasks successfully. The political quality is the most
basic requirement for the cadres and civil servants.
Criteria of moral quality is measured yearly through the result of political
and moral quality for cadres and civil servants (Excellent, good, average, bad).
The moral quality of cadres and civil servants requires honesty, dedication
and integrity from working. Our country is in the period of transition to
socialism, policies and regulations need to be improved gradually. Therefore, it
is necessary to raise the provincial cadres and civil servants’ honesty and
dedication from working, not take advantage of gaps in regulations and policies
to get benefit for themselves. They need to aware and work hard to contribute


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their efforts into building and improving the local in the period of
industrialization and modernization.
- Criteria of working attitude valuation
The working attitude of the provincial cadres and civil servants is the
awareness of cadre and civil servant resource. It is measured through positive
working and receiving assigned tasks (ready, hesitate, and refuse). Cadre and

civil servants force to comply with certain regulations and rules at their offices
when they are working. However, not all cadres and civil servants conform to
their consciousness, responsibility and self-awareness with these regulations.
Especially, the administrative management agencies do not control activities
when organizational culture are not concerned, working attitude of cadres and
civil servants may be slow and affect to working quality.
2.1.3.3. Criteria of physical valuation
- Criteria of health:
Health is a physical and mental comfort and the provincial cadres and
civil servants meet the need of job requirement. In order to determine their
health, the provincial administrative agencies must to base on the valuation of
authoritative medical centers.
According to regulations of Ministry of Public Health, the cadres and civil
servants’ health can be classified into three groups: Group A: A good health, no
disease; Group B: average health; Group C: weak, unable to work. However, the
provincial administrative agencies have different requirement and depend on
each occupation to build criteria of health. The provincial cadres and civil
servants need to ensure about health requirement not only a mandatory
regulation when recruitment but also maintain through health check periodically.
- Criteria of age: Each country has different regulations about working
age. In Vietnam, working age regulations nowadays is from 15 to 60 years old
for men and from 15 to 55 years old for woman. They can participate in socioeconomic activities. In addition, the potential cadre and civil servant conduction
and appointment must be based on the criterion of certain planning age
regulations, first appointment, re-appointment for each period in order to ensure
inheritance as well as maximize the ability of the cadres and civil servants in
each certain age, and minimize stagnation and aging.
2.1.4. Content to improve the quality of human resources of cadres and
civil servants in provincial administrative agencies
2.1.4.1. Planning work
2.1.4.2. Recruit, arrange and use cadres and civil servants

- Recruitment of cadres and civil servants:
- Arranging and using cadres and civil servants:
2.1.4.3. Training and retraining of officials and public employees


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2.1.4.4. Policy and working environment for officials and public
employees
- Policies for officials and public servants:
- Working environment and motivation for officials and public servants:
2.1.5. Factors affecting the quality of human resources of cadres and
civil servants in provincial administrative agencies
2.1.5.1. The objective factors
- The level of socio-economic development
- The level of development of education and training
2.1.5.2. The subjective factor
- Policy of cadres of the Party and State
- The development of information technology
- Professional qualifications and capacity of cadres and civil servants
2.2. Experience of some localities on improving the quality of human
resources of cadres, civil servants and lessons for Bac Kan
2.2.1. Experience of some localities
2.2.1.1. Experience of Danang City
2.2.1.2. Experience of Thai Nguyen province
2.2.1.3. Experience of Lao Cai province
2.2.2. Some lessons learned for Bac Kan

Chapter 3
CURRENT SITUATION OF QUALITY OF HUMAN RESOURCES

OF CADRES AND CIVIL SERVANTS IN PROVINCIAL
ADMINISTRATIVE AGENCIES IN BAC KAN
3.1. Overview of Bac Kan province and provincial administrative
agencies of Bac Kan
3.1.1. Overview of Bac Kan province
3.1.1.1. Natural characteristics
3.1.1.2. Economic characteristics
3.1.1.3. Cultural - social characteristics, education and training and
health
3.1.2. An overview of the provincial administrative agencies of Bac Kan
3.2. Current situation of quality of human resources of cadres and civil
servants in provincial administrative agencies in Bac Kan in recent years
3.2.1. Quality of human resources of cadres and civil servants through
mentality
3.2.1.1. About education


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3.2.1.2. About career skills
3.2.1.3. About work experience
3.2.1.4. About the results of the work assigned
3.2.1.5. About leadership and management capacity
3.2.2. Quality of human resources of cadres and civil servants through
mental strength
3.2.2.1. About political qualities, moral qualities
3.2.2.2. About working attitude
3.2.3. Quality of human resources of cadres and civil servants through
physical strength
3.3. Current situation of improving the quality of human resources of

cadres and civil servants in provincial administrative agencies in Bac Kan
3.3.1. About staff planning
3.3.2. On recruitment of cadres and civil servants
3.3.3. Regarding the arrangement, use, promotion and appointment of
cadres and civil servants
3.3.3.1. About layout use
3.3.3.2. About maneuvering, rotating
3.3.3.3. About promotion and appointment of officials
3.3.4. About training and retraining
3.3.5. Regarding implementation of policies and working environment
3.4. Limitations and causes of limitations on improving the quality of
human resources of cadres and civil servants in provincial administrative
agencies in Bac Kan
3.4.1. Problems still exist, limited
3.4.1.1. The work of building and implementing the planning of cadres
and civil servants is still inadequate
3.4.1.2. The recruitment and reception of cadres and civil servants is
unreasonable
3.4.1.3. The arrangement, use, promotion and appointment of officials are
still limited
3.4.1.4. Training and retraining of cadres and civil servants has not been
given adequate attention
3.1.1.5. Remuneration policies, creating an environment and motivation
for employees and civil servants are still very limited
3.4.2. Causes of shortcomings and limitations
- Firstly, the awareness of planning work in a part of cadres and party
members is leaders in the administrative agencies of the province is not correct,
and the planning of personnel is also confused with human resource work.
should be narrow-minded in introducing planning resources. In some

14

administrative offices of the province, there are also local and closed thoughts,
not wanting to plan officials elsewhere. A part of the staff has not mastered the
planning, principles and procedures of planning work, so it is embarrassing to
implement. In many provincial administrative agencies, the addition of annual
planning is still slow.
- Secondly, the recruitment of cadres and civil servants of the province
has not been highly effective due to the fact that the recruitment information has
not been widely publicized and has not yet reached the right people to be
concerned with the unpaid talent treatment regime. satisfactory. Therefore,
attracting highly qualified and foreign language subjects is not effective.
Besides, in the recruitment, there are many shortcomings, the construction of a
job position analysis table is limited, leading to the fact that the recruitment is
not suitable to the job position required. Therefore, the quality of input of human
resources of cadres and civil servants is not really uniform, leading to
difficulties for training and retraining; At the same time, the recruitment period
has been prolonged through months, even years, so it happened that when there
were recruitment results, some successful candidates received other jobs and did
not come to accept the job. taste.
- Thirdly, in the arrangement, use, rotation, transfer and appointment of
some administrative agencies of the province not yet done well, the arrangement
and use of cadres and civil servants is still heavily calculated subjective,
unscientific; The process of assessing civil servants, promotion, placement of
work is still based on qualifications, records, seniority, some unit heads, or
heads of committees at administrative agencies. The province has not done a
good job of mobilizing and grasping the ideology of cadres who are rotated,
mobilized, and have not fully utilized the responsibilities of the heads of
agencies and units in the decision to transfer and mobilize officials . Therefore,

Bac Kan province currently lacks staff with high capacity and professional
qualifications because currently the salary and remuneration mechanism of the
province has not really attracted talented people to work in the province.
- Fourthly, the work of determining the training and retraining needs of
the province is not done well every year, the determination of demand in some
administrative agencies of the province is not really uniform. The research and
forecast of training and retraining needs do not have strategic vision, lack of
linkage with the provincial socio-economic, defense and security development
strategies. The system of training and retraining facilities is not synchronized
and dispersed, and the quality is not high. Training management, fostering lack
of communication, linking programs, heavy on theory, light on professional
skills, knowledge of state management, foreign language, informatics and
updating knowledge new, especially lack of skills to handle real-world


15

situations; not interested in fostering leadership and management skills for
cadres and civil servants.
- Fifth, the preferential and preferential policies of the province have not
really created the motivation to attract the best candidates, because they have a
comparison with the income of the business sector to ensure they have more
stable source of income.

CHAPTER 4
ORIENTATIONS AND SOLUTIONS TO IMPROVING THE
QUALITY OF HUMAN RESOURCES OF CADRES AND CIVIL
SERVANTSAT PROVINCIAL ADMINISTRATIVE AGENCIES IN
BAC KAN PROVINCE
4.1. The orientations to improving the quality of human resources of

cadres and civil servants at provincial administrative agencies in Bac Kan
4.1.1. The orientations to improving the quality of human resources of
cadres and civil servants at provincial administrative agencies in Bac Kan
- Firstly, it is necessary to complete the mechanisms and policies
including the recruitment of cadres and civil servants of the province;
- Secondly, innovate the usage, management, inspection, evaluation,
promotion, and appointment of cadres and civil servants of the province;
- Thirdly, focus on improving the quality of training and retraining of
cadres and civil servants;
- Fourthly, develop policies on salary, bonus, and working environment to
attract high-quality human resources and incentivize them to work at provincial
administrative agencies in Bac Kan; focus on optimizing the use of existing
facilities; create a friendly working environment which generates the motivation
in cadres and civil servants.
4.1.2. The goals of improving the quality of human resources of cadres
and civil servants at provincial administrative agencies in Bac Kan
- Develop the human resources of cadres and civil servants at provincial
administrative agencies in Bac Kan with a sense of responsibility and improving
the quality and efficiency of work;
- Constantly improve the qualifications of cadres and civil servants,
especially the management capability of managerial civil servants; eliminate
outdated and conservative ideas; promote the spirit of creating an office culture;
raising the spirit of daring to think, daring to do, and daring to be responsible for
assigned tasks;
- Continue to guarantee employment, greater stability of income, and the


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spiritual life of civil servants at administrative agencies of the province;

- Develop plans for training, retraining, and rearranging personnel
apparatus; recruiting young civil servants; trying to get civil servants become
committed to work, stay faithful to and strive for common goals of the province;
- Innovate the contents, programs, and methods of training and retraining,
which especially focuses on improving the knowledge, management skills, and
operational skills for human resources of cadres and civil servants of the
province according to their responsibilities and duties.
4.2. Several solutions to improving the quality of human resources of
cadres and civil servants at provincial administrative agencies in Bac Kan
4.2.1. Develop and properly implement the planning of cadres and civil
servants
According to the evaluation of the quality of human resources of cadres
and civil servants at provincial administrative agencies in Bac Kan, stated in
Chapter 3, the planning of human resources of cadres and civil servants is
inadequate, especially for lead civil servants. The resources of civil servants in
the planning are limited in both quantity and quality. Consequently, when there
are fluctuations in lead civil servants, some provincial administrative agencies
often face difficulties in finding alternative sources. The current age structure is
inconsistent and suffers a lack of young cadres and civil servants.
Therefore, in order to develop and properly implement the planning of
human resources of cadres and civil servants working at provincial
administrative agencies in Bac Kan, based on firmly grasping the situation of
those human resources, through monitoring, investigating, evaluating, and
predicting demands and capabilities of development, provincial administrative
agencies in Bac Kan need to focus on appropriately completing the following
tasks:
- Firstly, make certain of providing a thorough grasp of the Party's
Resolutions and Directives on planning cadres and civil servants;
- Secondly, clearly define the objectives of planning cadres and civil
servants;

- Thirdly, properly exercise the planning of resources of cadres and civil
servants as well as that of alternative force;
- Fourthly, properly implement the plan of training and retraining as well
as the allocation and utilization of human resources of provincial cadres and
civil servants, which is closely associated with the planning. After the plannings
of cadres and civil servants are officially approved by the Party committees and
superiors, those plannings will be implemented.
- Fifthly, properly follow the planning of human resources of provincial
cadres and civil servants step-by-step.


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4.2.2. Complete the recruitment and reception of cadres and civil
servants
As shown in the study of the quality of human resources of cadres and
civil servants at provincial administrative agencies in Bac Kan, the recruitment
of civil servants in Bac Kan in recent years has been done according to the
process and regulations of the State and achieved certain outcomes. However,
the recruitment is not fully effective as expected, especially when talent scouting
is extremely limited. Therefore, for the time being, the recruitment of cadres and
civil servants at provincial administrative agencies in Bac Kan needs to be
reformed in a public and transparent way in order to make sure that the talents
are recruited to work in provincial administrative agencies. At the same time,
Bac Kan needs to adequately implement policies on attractìng and prioritizing
the recruitment of human resources, who have great expertise, at least one
foreign language and good computer skills, with a view to improving the quality
of human resources of cadres and civil servants at every provincial
administrative agency in Bac Kan.
In order to recruit high-quality human resources of cadres and civil

servants at provincial administrative agencies in Bac Kan, the recruitment must
be carried out in a strict process. First of all, Bac Kan needs to strictly follow the
legal documents of the State on the recruitment of cadres and civil servants.
Meanwhile, the recruitment process should be strictly and fairly carried out from
the stage of preliminary to the stage of examinationin order to ensurethe
elimination of candidates who do not meet the requirements of the job
positionso that the best talents are recruited. Since that is the basis for the
recruitment of civil servants and restrictions of wrongdoings during the
recruitment process, therefore, for the time being, with a view to improving the
quality of human resources of cadres and civil servants at Bac Kan's
administrative agencies based on recruitment, it is necessary to focus on the
following issues:
- Firstly, clearly identify the subjects, quotas and standards in the
recruitment of cadres and civil servants at provincial administrative agencies in
Bac Kan; select candidates upon the requirements of the jobs;
- Secondly, develop a recruitment process which is scientific and
practical; ensure that the recruitment of cadres and civil servants at provincial
administrative agencies in Bac Kan complies with the State's regulations and is
suitable with the leadership orientation of the Provincial Party Committee,
People's Council, and People's Committee in each stage of development of the
province;
- Third, ensure that the talents are successfully recruited to supplement the
human resources of cadres and civil servants.


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4.2.3. Innovate the allocation, utilization, promotion, and appointment
of cadres and civil servants
4.2.3.1. Innovate the allocation and utilization of cadres and civil

servants
For the human resources of cadres and civil servants working in
administrative agencies, the improvement of qualifications is important and
absolutely essential. However, in order to maximize public service effectiveness
of administrative agencies through the human resources of cadres and civil
servants at administrative agencies, the rational use of human resources of
cadres and civil servants will meet new requirements and tasks of each
provincial administrative agency in Bac Kan.In fact, over the past years, the
allocation and utilization of human resources of cadres and civil servants at
provincial administrative agencies in Bac Kan have had certain limitations,for
example, the allocation of civil servants is not suitable with their expertise,
which prevents them from reaching their potential. Therefore, in the coming
years, provincial administrative agencies in Bac Kan need to pay more attention
to the utilization of human resources of cadres and civil servants in order to
maximize public service effectiveness of each unit.
In order to allocate and rationally use the human resources of cadres and
civil servants at provincial administrative agencies in Bac Kan, it is necessary to
meet the following basic objectives:
- Firstly, the amount of work assigned to civil servants in each provincial
administrative agency in Bac Kan needs to be equal based on their actual
capacities. This is to avoid the situation which there are a number of civil
servants who are overwhelmed or some others who are inexperienced are
assigned to do too many tasks;
- Secondly, improve the efficiency of the utilization of human resources
of cadres and civil servants at provincial administrative agencies in Bac Kan in
order to promote full capacity, qualifications, and strengths while overcoming
weaknesses of each cadre and civil servant at administrative agencies in Bac
Kan province.
4.2.3.2. Innovate the promotion and appointment of cadres
In order to successfully implement the innovation in the promotion and

appointment of cadres and civil servants at provincial administrative agencies in
Bac Kan, the following solutions should be noted:
- Firstly, implement the promotion and appointment of provincial cadres
and civil servants under the principles of democracy, publicity, and
transparency; in the meantime, individuals who are authorized to confirm
appointments must be responsible for their own decisions;
- Secondly, be flexible about the provisions of the law on cadre work such


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as supplementing management and leadership trainee positions to expand the
source of cadres, etc.;
- Thirdly, strictly handle the violations of principles, processes, and
procedures in considering and allocating civil servants or abuse of position and
power in the allocation and promotion;
- Fourthly, carry out the allocation, reassignment or transfer certain staff
whose relatives are working in the same locality, agency or unit,especially the
cases when some civil servants hold leadership or management positions, or
undertake sensitive positions, in order to limit partiality, sectarianism, and
subjectivity in the process of allocating and utilizing cadres and civil servants.
4.2.4. Improve the effectiveness of training and retraining cadres and
civil servants
Currently, human resources of cadres and civil servants at provincial
administrative agencies in Bac Kan are mostly trained during the period of
centralized bureaucracy, not yet standardized according to title standards, and
failing to fully meet the mission requirements of the period of accelerating
national industrialization and modernization, as well as opening up integration
with the region and over the world.In particular, when science and information
technology have been developing rapidly and penetrating into all areas of socioeconomic life, along with the fact that scientific and technological achievements,

especially information technology ones, are applied to modernizing the
administration,the training and retraining of cadres and civil servants has
become more necessary than ever. Improving the quality of training and
retraining cadres and civil servants is the issue that needs to be addressed in a
practical way. However, in recent years, the training and retraining of human
resources of cadres and civil servants at provincial administrative agencies in
Bac Kan have revealed some shortcomings such as: policies for training and
retraining are not really appropriate for encouraging and motivating civil
servants to improve their expertise; a systematic process in training and
retraining has not yet been built, etc. The task which is set for the training and
retraining of cadres and civil servants at provincial administrative agencies in
Bac Kan by 2020 and vision to 2030 is to ensure that these human resources of
cadres and civil servants have political awareness, expertise, administrative
skills, computer skills, and foreign language skillsaccording to the title standards
and rankings.Besides, they should be competent enough to formulate policies,
organize and administer the performance of public duties according to the
increasing demands of the industrialization and modernization of the country.
In reality, over the past years, the management of the training and
retraining of cadres and civil servants in Bac Kan province have revealed a great
number of limitations which are reflected in two following aspects: management


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tasks are fragmented management capabilities are limited.That is why the
quality of training and retraining provincial cadres and civil servants in Bac Kan
is affected. Therefore, it is essential to strengthen and reform the management of
training and retraining of cadres and civil servants in the province.For the time
being, it is necessary to concentrate on innovating the training and retraining of
provincial cadres and civil servants in Bac Kan in a practical and efficient way.

- Firstly, properly implement the training process;
- Secondly, create, supplement, and complete the management system and
institution of training and retraining civil servants associated with the
characteristics of the province;
- Thirdly, formulate plans and plannings of training provincial cadres and
civil servants in accordance with the local situation. State management on
training cadres and civil servants is only comprehensive and effective when it is
a process from making plans to implementing the training and finally utilizing
civil servants after training.
4.2.5. Properly implement remuneration policies and create a working
environment for cadres and civil servants
4.2.5.1. Reform the mechanisms of remuneration policies for cadres and
civil servants
In the locality, especially at the provincial level like Bac Kan, the policy
regime for civil servants remains inappropriate, not ensuring the regeneration of
labor force, and not being commensurate with the dedication of cadres and civil
servants which is most evident in the unreasonable salary. Therefore, in the
future, the provincial administrative agencies of Bac Kan need to apply
synchronously the remuneration policies of the Party and the State, which
ensures working and living conditions of cadres and civil servants, within the
economic capacity of Bac Kan. Besides, Bac Kan needs to eliminate policy
regimes focusing on the average and regulations on creating privileges.The State
studies, innovates, completes the salary regime in which the salary is decided
upon the position, and fully implements the principle of distribution by labor, on
that basis, Bac Kan province develops an appropriate salary policy in order to
motivate the current human resources of cadres and civil servants and attract
high-quality human resources to work at provincial administrative agencies.
In order to properly implement the remuneration policy for cadres and
civil servants at provincial administrative agencies in Bac Kan, it is necessary to
focus on the following points:

- Firstly, reform the policies for civil servants and attract competent
people;
- Secondly, with a view to setting a reasonable salary for civil servants, it
is necessary to study and gradually transfer to the public service administration


21

so that the salary fund of civil servants from the budget is reduced.
- Thirdly, rather than allocated staffing and salary fund, it is necessary to
review and identify specific job positions and staffing quota of each provincial
administrative agency; reallocate human resources of cadres and civil servants to
be suitable for the actual requirements of the tasks.
4.2.5.2. Create a working environment for cadres and civil servants
In recent years, Bac Kan has also made great efforts in reforming the
working style, taking care of the working environment and conditions for cadres
and civil servants in provincial administrative agencies. Basically, they have had
enough facilities and been more responsible for working. However, in order to
meet the requirements of developing and continuing to improve the working
environment for provincial cadres and civil servants, Bac Kan needs to
implement some of the following issues:
- Firstly, it is necessary to make certain of providing a thorough grasp of
the awareness and ideology for cadres and civil servants at provincial
administrative agencies of the significance and importance of big projects, key
economic programs, and potentials as well as the difficulties and challenges the
province has been facing, thereby promoting the sense of responsibility for
cadres and civil servants in the administering, advising, and properly
implementing the socio-economic development plans of the province.
- Secondly, focus on working conditions and improve living standards for
civil servants so that they are reassured to concentrate on advising and serving

the people; specify the bonus regime for cadres and civil servants because it has
a great influence on the their spirit and attitude.


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CONCLUSIONS
Our country is entering a period of accelerating industrialization,
modernization and international integration. In the context of the world entering
the fourth industrial revolution with the rapid development of the economy –
society, it has posed a big challenge for the provincial administrative agencies to
satisfy the needs of people with accurate information which increasing in
volume and growing fast in terms of time.
To perform functions and duties of provincial administrative agencies,
requiring human resources of civil servants who are working, must have
sufficient capacity, qualifications, ethical qualities. They must constantly
develop in both quantity and quality to meet the local socio-economic
development requirements and to serve the cause of national construction and
development.
Bac Kan is a newly re-established province since 1997. Although there
have been impressive economic and social development over the years, in
general it is still an agricultural province with a small economic scale and labor
productivity is not high. Facing the demands of innovation and public
administration reform, the implementation of improving the quality of human
resources of civil servants in provincial administrative agencies in Bac Kan in
particular and improving the quality of human resources of civil servants of the
country in general becomes more necessary. Because civil servants are the ones
who directly advise and formulate policy, organize the implementation of
mechanisms, policies and laws in the fields of economy and society. At the same
time, public servants are also those who directly perform functions and tasks of

agencies, organizations and units. Therefore, improving the quality of human
resources for civil servants in Bac Kan's administrative agencies is an urgent,
objective and appropriate requirement with the requirements of the current real
situation, this is crucial in improving the quality of human resources of civil
servants in Bac Kan province. This is a new issue that has not been well studied,
fully and synchronously in Bac Kan during the past time.
Through research, the thesis has clarified some scientific theoretical issues
about improving the quality of human resources of civil servants in provincial
administrative agencies. Consequently, this thesis proposes criteria to assess the
quality of human resources at the provincial level (intellectual force, mental
strength and physical strength) and has enhanced content quality human
resources officials in the provincial administrative bodies (about planning
officials, recruitment of civil servants; the arrangement, the use, the promotion
and appointment of civil servants; training and retraining for civil servants; on
the implementation of policies and work environment to motivate civil servants)


23

to satisfy the requirements of industrialization, modernization and international
integration of the province.
The thesis also studies practical experiences of some countries and some
localities in our country about improving the quality of human resources for
civil servants, especially in Da Nang province, is a bright spot in the work of
improving the quality of human resources at provincial level. And provinces
with cultural and ethnic similarities with Bac Kan (Thai Nguyen, Lao Cai), to
draw valuable references for improving the quality of human resources of civil
servants in the administrative agencies of Bac Kan province.
The dissertation has analyzed and evaluated comprehensively, and has
made a detailed assessment of the quality and quality of human resources of

cadres and civil servants in the provincial administrative agencies of Bac Kan in
the period of 2011-2017. It has indicated the achieved results, limitations and
causes of the limitations in improving this quality of human resources
objectively and scientifically to be a prerequisite for developing policies for
quality of human resources of cadres and civil servants at Bac Kan province in
the new period.
On the basis of applying the theory and research of the situation, the thesis
proposes ongoing and long-term solutions to improve the quality of human
resources in the provincial administrative agencies in Bac Kan. To satisfy the
requirements of international integration, in the context of the world entering the
science and technology revolution 4.0 through the following solutions: building
and well implementing staff planning; completing recruitment, receiving human
resources; renew the promotion, the appointment of civil servants; improving
the efficiency of training and retraining; innovation mechanism and
remuneration policy working environment for staff and employees ...
In that sense, the research results of the doctoral thesis “Improving the
quality of human resources of cadres and civil servants in the provincial
administrative agencies in Bac Kan” can be documented for the authorities of
Bac Kan province and organizations and individuals that have concerns
reference, research and application.