Quản lý hoạt động bồi dưỡng cán bộ chủ chốt cấp xã tại các cơ sở giáo dục tỉnh thái bình trong bối cảnh hiện nay tt tieng anh

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INTRODUCTION
1. Rationale to choose the thesis
Communal, ward, and town authorities (jointly called as the communal level) play
very vital roles in Vietnam’s political – administrative system. The communal authority
directly conduct the State management activities in such fields as politics, economics,
culture, society, public security, and safety in the locality upon level power so that the
Party’s guidelines and policies as well as the State’s laws will be possibly applied to the life.
Communal officers and civil servants, especially the pivotal ones, play a vital role and take a
crucial position as they are those who directly disseminate, strictly organize the enforcement
of the Party’s guidelines and policies to contribute to the successful implementation of the
strategy for Fatherland’s construction & defense.
At present, many business, service facilities, and industrial factories are constructed
and they operate in several communes, wards, and towns alike. Thus, they attract a large
number of workers who are merely farmers. This leads to the fact many fields are left
deserted. On the other hand, thanks to the remarkable development of social media, the
people can access several flows of different information gaining both positive and negative
information. Those changes have influenced the entire society in rural areas, which imposes
requirements for communal pivotal officers to grasp new thinkings and ability in managing
and administrating their work.
Over the past years, the construction work of communal pivotal officers in
Thai Binh has been especially cared about with innovation in contents, modes, and
methods; from the step of forming sources to recruiting, training, cultivating, arranging,
and utilizing them. However, the construction work of communal pivotal officers in
Thai Binh remains limited and pressing because officers’ levels and ability in general
and those of the pivotal ones in particular haven’t met the needs. Moreover, the ability
to specify the Party’s guidelines and policies hasn’t been close while the management
for socio-economic and cultural development hasn’t been relevant to features and
conditions of each institution. The loss of democracy remains in some areas, which
lessens the people’s trust and causes long-lasting sues and complaints. These all lead to
political instability and divide the great unity of the entire people. Therefore, the

training and cultivation of virtues, occupational levels, and skills for communal pivotal
officers & the management of their cultivation is one of the key tasks for Thai Binh
province in general as well as that of educational institutions assigned with the task of
communical officer training & cultivaton in particular.
Having got aware of the roles of communal pivotal officers and the importance
of training & cultivation for them, over the past years, educational institutions in Thai
Binh province have regularly cared about, implemented the training & cultivation for
those officers, and gained many crucial outcomes. The cultivation work for them at
educational institutions in Thai Binh province, however, has still shown certain
restrictions and limits caused by many reasons related to the management of communal
officer cultivation. In order to enhance its quality at educational institutions, scientific
and realistic foundations need basing on. That requests for research works that clarify
the scientific foundations and help suggest relevant measures for the management of
communal officer cultivation at educational institutions in Thai Binh province in the
current context.


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Upon the above-mentioned basic reasons, the author chooses the
topic“Management of communal pivotal officer cultivation at educational
institutions in Thai Binh province in the current” as the research thesis of the
Doctoral one on education management.
2. Objectives and tasks of the research
Research objectives
Upon researches on theoretical and practical issues of the management of
communal pivotal officer cultivation at educational institutions in Thai Binh
province; measures for the management are suggested in the thesis, making
contributions to enhancing its quality, communal pivotal officers’ virtues,
occupational levels and skills for the career of Thai Binh province’s construction &
development in particular and the national ones in general.

Research tasks
To systemize, generalize, and develop the theory on the management of
communal pivotal officer cultivation in the current context.
To investigate, survey, and assess the actual state of the communal pivotal officer
cultivation and its management at educational institutions in Thai Binh province.
To suggest & propose management measures for the communal pivotal
officer cultivation at educational institutions in Thai Binh province.
To experiment and test some management measures for the communal
pivotal officer cultivation at educational institutions in Thai Binh province in the
current context. .
3. Research objects, subjects, and scopes
Research objects: Management of officer cultivation at educational
institutions in the current context.
Research subjects: Management of communal pivotal officer cultivation at
educational institutions in Thai Binh province the current context.
Research scopes
- Scopes of contents: The management of communal pivotal officer
cultivation at educational institutions in Thai Binh province is focused on
researching in the thesis.
- Scopes of surveys: Managers, lecturers at Thai Binh University and Thai
Binh province’s School of Politics; managers, specialists at concerned
Departments, sectors, fields, and learners at training classes.
- Time and data to serve for the research: The data in the thesis has been
collected and utilized since the year 2013 until the present time.
4. Scientific assumption
The quality of communal pivotal officer cultivation at educational
institutions in Thai Binh province in the current context depends on several factors,
in which the management plays a very vital role. If managers are highly responsible
while the plan for the cultivation work is built up scientifically and relevantly to the
reality, forces that directly participate in the implementation of cultivation are well

skilled and highly responsible with many improvements in the work; material &
technical facilities, and regular & scientific checks as well as supervision, etc., the


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management quality of communal pivotal officers at educational institutions in the
province shall be enhanced well for the quality of communal pivotal officers in the
current context.
5. Methodology and research methods
Methology
During the research process, the author bases on the dialectic material and
historical material methods in Marxism-Leninism; Ho Chi Minh Ideology and the
Party’s viewpoints on education, training, and HR development are strictly applied
in the thesis. Such access ways in scientific researches for education management
as: those to the structural system, history – logics, reality; HR management, and
theory on HR development are utilized.
Research methods
- Research methods on theories are analyzed, summarized, systemized, and
generalized;
- Such realistic & practical research methods as: Scientific observation,
investigation, experience summarization, experimental, and testing methods are applied;
- And supporting methods.
6. New contributions by the thesis
Concepts of some perceptions like: Officers, communal civil servants;
communal pivotal officers, communal pivotal officer cultivation are further
clarified; contents of the management of communal pivotal officer cultivation are
generalized and analyzed in the thesis. Objective requirements for innovation in the
communal pivotal officer cultivation in the current context; the actual state of its
managements; determination of advantages & disadvantages; reasons of those
advantages & disadvantages in the communal pivotal officer cultivation in the

current context are pointed out in the thesis. Measures for the management of the
communal pivotal officer cultivation at educational institutions in Thai Binh
province in the current context are suggested in the thesis.
7. The thesis’s theoretical and practical meanings
* With respect of the theoretical meanings: Theories on communal pivotal
officers; communal pivotal cultivation, and its in the current context are
generalized, analyzed, and developed.
* With respect of the practical meanings: They will help managers clearly
see the actual state of the communal pivotal cultivation, thence, work out relevant
measures for its management and enhanced quality at educational institutions in the
current context.
8. Structure of the thesis
The thesis consists of: Introduction, 5 chapters (16 sessions), list of the
author’s publicized scientific works, list of references, and appendices.
Chapter 1
OVERVIEW ON THESIS-RELATED RESEARCH STUDIES
1.1. The thesis-related research works
The author has studied and surveyed some research works of other nations
in the world and over 30 domestic ones.


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1.2. Generalization of research works
The outcomes from the research works related to the management of
communal pivotal officer cultivation show:
Firstly, the management, cultivation, management of officers at all levels,
explanations for their positions and roles, and contents of management of pivotal
officer cultivation are much clarified in the above-mentioned works.
Secondly, concepts of ability and those capacities that managers need,
ability cultivation, and development for officers to meet realistic needs have been

presented in the thesis; nevertheless, the management of communal pivotal officer
cultivation in the current context hasn’t been deeply studied as well as requirements
for the communal pivotal officers to make relevant plans for training and
cultivation haven’t been pointed out.
Thirdly, the awareness of the importance of the management work needs
paying with more importance. The training and cultivation work to enhance
officers’ knowledge and occupational skills aren’t sometimes attached with
importance, especially those on management & consultation to enhance communal
officers’ working performance at the locality. The management of cultivation for
learners hasn’t been properly cared about, which hasn’t clearly shown strategic and
long-term features, etc.,
1.3. Issues that need further settlements in the thesis
Firstly, to build up theoretical foundations for the communal pivotal officer
cultivation at educational institutions in Thai Binh province scientifically and
relevantly to the current practical conditions.
Secondly, to build up perceptions of tools in the thesis; clearly determine
contents for cultivation and influencers on the communal pivotal cultivation at
educational institutions in Thai Binh province in the current context.
Thirdly, to study and assess the actual state of the management of the communal
pivotal officer cultivation at educational institutions in Thai Binh province, clearly point out
advantages, disadvantages, reasons, and issues related to the cultivation work & its
management of the communal pivotal officer cultivation.
Fourthly, to build up management measures for the communal pivotal
officer cultivation at educational institutions in Thai Binh province scientifically
with feasibility & assurance that communal pivotal officers will be qualified
enough to fulfill their obligations and tasks.
Fifthly, to experiment the necessity and feasibility of the measures and test some
measures to assess the effectiveness of the suggested & proposed measures.
Conclusions to chapter 1
The overview on the thesis-related research works shows, in general, the

outcomes of the researches have clarified the roles and importance of the management
of the pivotal officer cultivation. Theories on the cultivation of pivotal officers, officers
at all levels, and communal ones have been built up in the research works.
The officer training and cultivation in general and those for communal
officers & civil servants in particular have been mentioned in different aspects in
many scientific works. They have made certain contributions to make guidelines and
policies to find out measures for the enhancement of the training & cultivation quality


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of communal pivotal officers. Nevertheless, there haven’t been any researches on the
management of communal pivotal officer cultivation in Thai Binh province in the
current context. The documents by the above-mentioned authors are the valuable
ones for references and inheritance for us to deploy the research of the thesis.
Chapter 2
THEORETICAL FOUNDATION FOR MANAGEMENT OF COMMUNAL
PIVOTAL OFFICER CULTIVATION IN CURRENT CONTEXT
2.1. Theoretical issues on communal pivotal officers
2.1.1. The perception of communal pivotal officers
Communes, wards, and towns are determined as the grassroot levels in the
current State 4 tier administrative and management system in our country. They are
jointly called as communal levels in this thesis.
The perception of communal pivotal officers has been mentioned a lot in the
Party’s documents and resolutions. However, there haven’t been any consistent
perceptions or specific norms to determine what subjects are called as pivotal officers.
* With respect of officers
- The perception of officers is mentioned in legal documents: Vietnamese
Grand Dictionary [93]; Vietnamese Dictionary [89]; Encyclopedia Dictionary;
Ordinance on Officers and Civil Servants dated February 26, 1998; the Ordinance
number 11/2003/PL-UBTVQH11 dated April 29, 2003 with adjustments and

supplementations to some articles in the Ordinance on Officers and Civil Servants
dated February 26, 1998; Law on Officers and Civil Servants number
22/2008/QH12 dated November 13, 1998; Law number: 52/2019/QH14 dated
November 25, 2019 with adjustments and supplementations to some articles in the
Law on Officers and Civil Servants number 22/2008/QH12 and the Law on Civil
Servants number 58/2010/QH12 that mentioned the perception on offiers and civil
servants, in which, the item 3 of Article 4 of the Law on Officers and Civil Servants
number 22/2008/QH12 stipulates the communal officers as follows: “Communal,
ward, and town officers are Vietnamese citizens & voted to hold their titles by
terms at the Standing People’s Council, People’s Committee, Party Secretary, Party
Deputy Secretary, and Heads of socio-political organizations.”
* With respect of pivotal officers
The pivotal officers are understood as those with high titles and those who
hold the most vital positions with power to make decisions, manage, and get mainly
responsible for one organization, unit or locality as the key, core factor, and play
the vital role in implementing tasks of that organization, unit, and locality.
* Titles of communal pivotal officers include those regulated at the item 3,
Article 4 of the Law on Officers and Civil Servants of 2008.
2.1.2. Features of communal pivotal officers
Firstly, communal pivotal officers live and work at the locality so most of
them have family, relative, neighbor relations with the people and their benefits are
directly attached to those of the people.


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Secondly, communal pivotal officers are both the representatives to the
people and the local authority so they must directly settle the relations between the
State and the local people.
Thirdly, communal pivotal officers are the heads of local organizations and
bodies. They make decisions on mobilization, exploitation, and utilization of local

resources upon the classification.
Fourthly, communal pivotal officers work by terms. They may be re-voted
or may not be re-voted for the next-coming term. The election at the communal
level shows its own specific traits and is commonly influenced by the relative and
acquaintance relations.
2.1.3. Communal pivotal officers’ roles
Communal pivotal officers play very vital roles in building up and
developing the grassroot authorities and play as the bridge among the Party, State,
and people.
2.2. Theoretical issues on the cultivation of communal pivotal officers in
the current context
2.2.1. Concept of the communal pivotal officer cultivation
The cultivation of communal pivotal officers means the activity with
purposes, organization, and collaboration by those who cultivate officers and by
those who are cultivated to update lacking or backward knowledge, consolidate and
improve their skill for better fulfillment of their own tasks.
Summary of differentiations between training and cultivation as in the Table
2.2 [46]
2.2.2. Features of the communal pivotal officer cultivation in the current
context
- The objectives of the communal pivotal officer cultivation
- Programs and contents of the communal pivotal officer cultivation are
described in the 2.3. [9];
- Organization methods and modes for cultivation;
- Cultivation duration;
- Subjects and objects for cultivation;
- Checks and assessments for the cultivation.
2.3. Theoretical issues on the management of communal pivotal officer
cultivation in the current context
2.3.1. Concept on the management of communal pivotal officer cultivation

The management of cultivation at educational institutions means the feature
and task of training & cultivating officers and is one field of education. It means
purposeful influences by managers on the cultivation to reach the determined
management and cultivation objectives.
The management of communal pivotal officer cultivation is the combination
of influences by managers on its cultivation for scientific management of the
cultivation and for the implementation of the objectives for the communal pivotal
officer cultivation.


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2.3.2. The current context and issues for the management of communal
pivotal officer cultivation
2.3.2.1. Basic issues influential on the management of communal pivotal
officer cultivation in the current context
Issues imposed for the management of the communal pivotal officer
cultivation like: Trends of globalization and international integration, requirements
for the construction of the socialist jurisdiction sate & socialist-oriented market
economy, new requirements for communal pivotal officers’ virtues and ability in
the current context.
2.3.2.2. Issues imposed for the management of the communal pivotal officer
cultivation in the current context
The management of the communal pivotal officer cultivation must base on
requirements for the country’s socio-economic development and officers’ needs for
training and cultivation. The cultivation must meet needs of each working position
and industry. Theoretical studies & researches as well as realistic practice must be
combined.
2.3.3. Contents of the management of the communal pivotal officer
cultivation in the current context
The objectives, contents, methods, material – technical facilities must be

managed to serve for the cultivation. Those who cultivate and those who are cultivated
need managing. There should be checks and assessments for the cultivation.
2.4. Influencers on the management of the communal pivotal officer
cultivation in the current context
2.4.1. Influencers at eduational institutions
Educational institutions’ prestige, brands; teachers’ training environment;
material conditions, facilities; managers’ virtues, ability, lecturers’ levels and
virtues; and those of the ones who are cultivated.
2.4.2. Influencers outside the educationa institutions
Globalization, international integration; political, legal, socio-economic,
cultural, scientific, technological factors, and the management mechanism.
Conclusions to chapter 2
The management of the communal pivotal officer cultivation in the current
context at educational institutions is the vital content to enhance the quality of the
cultivation work and the qualification of communal officers and civil servants in
the current period.
The management of the communal pivotal officer cultivation is the
combination of influencers by those who cultivate communal pivotal officers to
scientifically manage the cultivation work and move toward the objectives of the
communal pivotal officer cultivation.
In the current context with many influences on the management of the
communal pivotal officer cultivation and during the management process, subjects
need to consider influencers by the globalization, international integraton; the
construction of socialist jurisdiction state; the market economy, and new
requirements for communal pivotal officers’ virtues & ability.


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The management of the communal pivotal officer cultivation is conducted
with respects of contents, in which the following contents need managing:

objectives, contents, cultivating methods, management by subjects and objects for
cultivation, management of facilities, materials, management of checks, and
assessments on the cultivation outcomes.
To manage the communal pivotal officer cultivation at educational
institutions in the current context, managers must consider influencers both inside
and outside the educational institutions.
Chapter 3
PRACTICAL FOUNDATIONS FOR MANAGEMENT OF COMMUNAL
PIVOTAL OFFICER CULTIVATION AT EDUCATIONAL INSTITUTIONS
IN THAI BINH PROVINCE
3.1. Overview on the survey of the actual state and generalization on
educational institutions that cultivate communal pivotal officers in Thai Binh
province
3.1.1 Generalization on surveying the actual state
- Objectives for the survey: To assess the actual state of the communal
pivotal officer cultivation and its management at educational institutions in Thai
Binh province with functions and tasks of training & cultivating the officers in the
current context.
- Contents of the survey: To survey the actual state of the communal pivotal
officer cultivation and its management; to assess the implementation level of
applied measures for communal pivotal officer cultivation; to survey advantages,
difficulties, influential conditions on the effectiveness of the management at
educational institutions in Thai Binh province.
- Objects of the survey: Table 3.1. To summarize the surveyed quantity.
- Duration to conduct the survey: for 2 years of 2017 and 2018.
- Survey method: Basic methods like: Questionnaires, interviews, and statistical
maths are used in the thesis to process and quantify the research outcomes.
- Tools for the survey: Questionnaires, in-depth interviews, opinions form
experts, organization for focus group discussions; researches, statistics, and data
analysis; summary from reports related to the actual state of communal pivotal

officer cultivation and its management.
3.1.2. Generalization of educational institutions with functions and tasks
to cultivate communal officers
- School of Politics of Thai Binh province
- Thai Binh University
3.2. The actual state of communal pivotal officers in Thai Binh province
100% of officers are the Party members.
All of them graduated from high school; their occupational levels: all
graduated from Colleges and Universities.
546 officers (accounting for 90.10%) gained a vocational qualification, 11
officers gained a bachelor qualification, and 50 officers gained a high qualification.


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State administration work-related officers: 508 officers (accounting for
83.83%) learned about the knowledge on State management.
With respect of ages: Communal pivotal officers in Thai Binh are all over 40
years old.
With respect of gender: 589 people of them are men (accounting for
97.19%) while women account for 2.81% with 17 people.
3.3. The actual state of communal pivotal officer cultivation at
educational institutions
3.3.1. The actual state of awareness of the importance in communal
pivotal officer cultivation.
The outcomes from the survey show that managers, lecturers, and learners at
educational institutions in Thai Binh province highly appreciated the importance of
the communal pivotal officer cultivation; 83.7% of them “important” while 15.1%
only choose “neutral” and 1.2% choose “unimportant”.
3.3.2. The actual state of programs and contents for the communal pivotal
officer cultivation

The contents have been deployed at the level of rather necessary and shown
as below: “Skill to chair and manage meetings” is ranked at the 1st place.
3.3.3. The actual state of modes and methods for communal pivotal officer
cultivation
* Modes for communal pivotal officer cultivation: Both cultivation and working
at political fostering centers at the suburban district level are assesses as the most
relevant. Gathering cultivation is ranked at the 2nd place out of 3 and the cultivation by
some clusters of communes, wards, and towns is ranked at the bottom (3/3).
* Methods for communal pivotal officer cultivation: Real-life experience
methods to raise issues – settle assumed situations, discuss, Q&A, and seminars are
assessed as the most relevant. The method of self-study and homework doing is
assessed at the 4th place out of 4.
3.3.4. The actual state of relevany in terms of venues & durations for
communal pivotal officer cultivation
The venue for cultivation is at the political foster center at the suburban district
and municipal levels is assessed as the most relevant; and the one at the province’s
political school and Thai Binh University is assessed at the 2nd place out of 3.
The time for the cultivation “On Saturday and Sunday” is assessed as the
most relevant. Most of them assess the continuous cultivation (for 2 months) is
irrelevant.
3.4. The actual state of the management of communal pivotal officer
cultivation
3.4.1. The actual state of the necessity of the management of communal
pivotal officer cultivation
The outcomes from the survey show that lecturers, and learners at
educational institutions in Thai Binh province highly appreciated the necessity of
the management of the communal pivotal officer cultivation.


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3.4.2. The actual state of plan –making for the communal pivotal officer
cultivation
The awareness of the importance in making plans to cultivate communal
pivotal officers is assessed at the level of rather good & average. The contents of
“Context analysis, determination of needs, and objectives for cultivation” are
assessed as the most important while the content of “Relevant distribution of
human resources for selected work items” is assessed at the lowest place.
3.4.3. The actual state of organization for the communal pivotal officer
cultivation
* Management of activity participants
Cultivation for communal vipotal officers
The content of “Selection of managers, lecturers, and reporters who
participate in the cultivation activity” is assessed the most important. The content
of “Construction of the collaborative mechanism among divisions that participate
in the cultivation activity” is assessed at a less important level.
Managers, lecturers, and learners assess the implementation of the
organization for cultivation at the average level. The content of “The selection of
managers, lecturers, and reporters to participate in the cultivation” is assessed with
the best implementation. The content “Construction of the collaborative mechanism
among divisions that participate in the cultivation activity” is assessed at the
bottom, the 3rd place out of 3.
* The organization of collaboration among units in charge of participating
in the communal vipotal officer cultivation.
Managers, lecturers, and reporters assess the importance of the collaboration
with concerned units to organize the cultivation activity at the locality at the rather
good & average level while the content of “Making-up and signing contracts” is
assesses as the most important (1st place out of 5); and the content of “Assignment
of officers in charge of classes” ranks at the 5th place out of 5.
Managers, lecturers, and reporters assess the collaboration with concerned
units to organize the cultivation activity at the locality at the rather good & average

level while the content of “Making-up and signing contracts” is assessed as the best
well-done (1/5); and the content “Contacts with units that have needs to open
cultivation classes at the locality” ranks at the fifth place out of 5.
3.4.4. The actual state of guidance for the communal vipotal officer
cultivation
Managers, lecturers, and reporters assess the plan deployment by Faculties,
Departments, and Centers at the average level while the content of “Guiding
specialty Faculty to make plans and organize for the teaching” is assessed as the
most important (1/4); the one of “Guiding functional departments to serve for the
cultivation” & “Assignment of tasks for concerned units” are both at the second
place; and the one of “Determination organization modes for the cultivation
activity” ranks at the fourth place.
Managers, lecturers, and reporters assess the plan deployment by Faculties,
Departments, and Centers at the average level while the content of “Guiding


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functional departments to serve for the cultivation (expenses, material facilities, and
classroom management)” is assessed as the best well-done (1/4); and the one
of“Assignment of tasks for Faculties and Departments” is ranked at the fourth place.
3.4.5. The actual state of checks and supervision over the communal
pivotal officer cultivation
Managers, lecturers, and reporters assess the importance of checks and
assessment on the cultivation outcomes at educational institutions in Thai Binh
province at the rather good and average level while the contents of “Making up
modes of checks and assessments on the cultivation” and “Summary of the
implementation outcomes” are assessed the same, at the first place; and the one of
“Making decisions on adjustments” ranks at the fourth place out of 4.
Managers, lecturers, and reporters assess the implementation of checks and
assessment on the cultivation outcomes at educational institutions at the average

level while the content of “Summary of the implementation outcomes” is assessed
as the best well-done (1/4); and the one of“Making up modes for checks and
assessments on the cultivation” ranks at the fourth place out of 4.
3.4.6. Management of conditions that assure for communal pivotal
officer cultivation
Management of expenses for the cultivation;
Management of material and technical facilities
Management of cultivation environment.
3.5. The actual state of influencers on management of communal pivotal
officer cultivation
3.5.1. The actual state of influencers at educational institutions
The influential level of subjective factors on the management of communal
pivotal officer cultivation which has been being deployed at educational institutions
is at the average level while the content of “Level, awareness, and ability of
participants in the cultivation” is assessed as the most influential (1/6); and the one
of “Managers’ levels, virtues, and ability” and the one of “Subjects (learners) who
will be cultivated” ranks at the second place.
3.5.2. The actual state of influencers outside educational institutions
Managers, lecturers, and reporters assess the influential level by objective
factors on the management of communal pivotal officer cultivation that has been
being deployed at the educational institutions at the rather good & average level
while the content of “Management mechanism” is assessed as the most influential,
at the first place out of 5; and the one of “Sciences and technologies” ranks at the
fifth place out of 5.
3.6. Overall assessments on the actual state of the management of
communal vipotal officer cultivation
3.6.1. Advantages for the management of communal vipotal officer
cultivation
The communal authority cares about the planning, training, and cultivation
work. They actively innovate contents and modes of training & cultivation attached

with the reality. Many pieces of innovation in check, investigation, and settlement


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for administrative procedures are made. The force of officers is gradually
standardized and pivotal officers have got more and more qualified. The communal
pivotal officers themselves realize the importance of cultivation and self-cultivation
to enhance their occupational levels and skills.
3.6.2. Difficulties in the management of communal vipotal
officer cultivation
The number of highly qualified and professionally skillful communal vipotal
officers has not been high. There have not been any relevant mechanism or policies
to boost up the quality enhancement and officer management. The ability of
managers, lecturers, and employees at the educational institutions has not met
requirements and tasks.
Contents, programs, and documents remain with academic knowledge that is
not practical for the management. Cultivation methods are slowly innovated. The
material facilities have not been met in terms of quantities and quality. Documents
and books at libraries have not been updated. There is a shortage of teaching
devices. They have not been synchronous. The source of budgets spent on the
cultivation work has remained limited.
Communal vipotal officers have not been trained or cultivated standardly as
their titles. The cultivation of communal vipotal officers has not been strongly
decentralized. None of guiding documents on the communal vipotal officer
cultivation has been promulgated.
Modes and policies on the training & cultivation have not been supplemented for
relevancy. Wrong subjects have been recruited. The number of officers sent for cultivation
is sometimes over but sometimes under the districbuted norms.
Checks, assessments for the cultivation qualiy, and assessments for learners’
outcomes have not been sufficient or objective; their ability to learn and awareness

have not been precisely assessed.
The assessment method after the cultivation process has not been deployed
with detailed & synchronous plans worked out by schools and localities.
3.6.3. Reasons for achievements and restrictions
3.6.3.1. Reasons for the achievements
The consolidation of leadership and guidance by the Polibureau, Secretariat,
Party Committee Levels for the officer cultivation is the crucial and decisive factor
for the success. Cares and strict guidance by the Provincial Party Committee,
People’s Committee, and officer management work at all the levels.
Party Committees and organizations at all levels care about guiding and
organizing for the implementation. Bodies of officer organization have helped the
Party Committees grasp communal officers’ needs for training and cultivation so
that they will take initiatives to make suggestions to the Party Committees building
up plans to cultivate and send officers to classes. The collaboration between the
local authority and educational institutions assures for the consistent, holistic,
effective leadership by the State for the officer training & cultivation work. The
educational institutions have promulgated regulations on training & cultivation;
consolidated investigations and work for the Party; consolidated the collaboration


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with localities; units; applied positive cultivation methods; improved the
assessment work for the cultivation outcomes; and cared about building up the
force of lecturers & material facilities to serve for the teaching, studying, and
learning work.
3.6.3.2. Reasons for restrictions and shortcomings
- There is the shortage in strategic master planning for training &
cultivation. There is also the shortage in consistent National regulations and
orientations for requirements, contents of framework programs for pivotal officer
training and cultivation, especially, the cultivation of titles.

- The research and summary of real-life things haven’t caught up with the
reality; The consulting bodies’ thinking for the cultivation management has been
slow for changes; they have not timely grasped requirements for the training &
cultivation management in the new conditions.
- Lecturers have remained limited in accessing advanced teaching methods
while their practical skills and experience have still be poor. They have maintained
the traditional presentation methods but not having upheld learners’ positivity and
initiatives. Moreover, the learners haven’t shown their spirit and attitude for
improvement or actively participated in the learning & studying process.
- The awareness of some Party Committee levels, organizations, and units
for the training & cultivation work, especially the cultivation for communal pivotal
officers, has not been deep or holistic. The Party Committee levels have not done
the attachment of training & cultivation with the planning, allocation, and
utilization of the officers; the check and supervision work for input standards,
teaching & learning quality, the utilization of officers after the training &
cultivation work have not been regularly done.
- The scientific researches have not met the requirements or made many
contributions to the theoretical researches, teaching, and summarizing work of the
reality for the title cultivation; and the investment in building up material facilities,
expenses, modes, and policies for learners has not been rational.
3.6.4. Some experience in the management of communal vipotal officer
cultivation at educational institutions in Thai Binh province.
Conclusions to chapter 3
To gain realistic foundations for the suggestion of measures for the
management of communal pivotal officer cultivation in the current context and
period, in Chapter 3, the following contents have been studied and presented:
Firstly, components for the communal pivotal officer cultivation such as:
program contents, methods, modes,time, location, teachers, and learners, etc., have
been surveyed and shown their relevancy at the rather good & average levels.
Secondly, educational institutions have applied many measures to the

management of of communal pivotal officer cultivation: the construction of
cultivation plans; guidance for the cultivation implementation; organization for
cultivation activities; checks & assessments for the cultivation; management of
conditions to serve for the cultivation; expenses; investments in material facilities,
devices, assurance for security, order, health care, sanitation, and environment,


14
etc., Managers, lecturers, and learners at educational institutions in Thai Binh
province have assessed the awareness of the importance and implementation of
applied management measures at the rather good & average levels. That is
influenced by many factors, including both objective and subjective ones.
Thirdly, advantages and difficulties that the educational instituitions with
functions and tasks for communal pivotal officer training & cultivation confront
with during the management process have been mentioned.
Chapter 4
REQUIREMENTS AND MEASURES FOR MANAGEMENT OF
COMMUNAL PIVOTAL OFFICER CULTIVATION AT EDUCATIONAL
INSTITUTIONS IN THAI BINH PROVINCE IN CURRENT CONTEXT
4.1. Requirements for management of communal pivotal officer
cultivation at educational institutions in Thai Binh province in current context
4.1.1. To assure for purposes of managers of communal pivotal officer cultivation at
educational institutions in Thai Binh province in the current context;
4.1.2. To assure for the scientifical-ness and reality in the management of
communal pivotal officer cultivation at educational institutions in Thai Binh province in the
current context;
4.1.3. To assure for the effectiveness and feasibility in in the management of
communal pivotal officer cultivation at educational institutions in Thai Binh province in the
current context;
4.1.4. To assure for the comprehensiveness and synchronization in the

management of communal pivotal officer cultivation at educational institutions in Thai
Binh province in the current context.
4.2. Measures for management of communal pivotal officer cultivation
4.2.1. Analysis of needs & determination of communal pivotal officers’
virtues and ability.
4.2.1.1. Purposes and meanings of the measures: To analyze and determine
the communal pivotal officers’ virtues and ability as foundations for determination
of standards and norms of communal pivotal officers’ occupational positions and
theoretical & practical meanings in the force development work.
4.2.1.2. Contents of the measures Contents of the measures: Standards focus
on the following core fields: - Political, moral, and lifestyle virtues; - Occupational
ability and skills; - Ability for management and leadership; - Ability for social and
public relations; - Ability for development of international collaboration and
intergration; - Ability for occupational and self-development.
4.2.1.3. Modes for measure implementation:
To study scientific foundations, related legal documents, and similar ones
with communal vipotal officers’ virtues and ability; To study and assess the actual
state of awareness of and opinions on orientations for the ability frame of
communal vipotal officers’ virtues & ability by concerned parties;
To build up requirments for communal vipotal officers’ virtues and ability;
To organize seminars to collect opinions; adjust each specific standard through


15
times of seminar organization; To widely get opinions of the public on the
requirments for virtues and ability after the adjustments; To make adjustments and
submit them to leaders and authorities for approval & promulgation.
4.2.1.4. Conditions for measure implementation:
There should be high consistency of viewpoints and awareness of the
importance, meanings, necessity, and indispensibility of the construction for

orientations, standards, and norms for the communal pivotal officers’ ability frame.
It is necessary to build up the ability frame of the communal pivotal officers.
There is the remarkable human resource in terms of experts in various fields and sectors.
There should be the consistency from all of the concerned parties, especially that from
communal, suburban district, and district officers, managers, lecturers at educational
institutions, the people, social researchers, and authorities at all levels.
4.2.2. Construction of plans to cultivate communal pivotal officer
cultivation for the relevancy to the local reality
4.2.2.1. Meanings and purposes of the measures
Plans to cultivate officers to meet the following requirements: (1) To meet
needs for cultivation in the best way. (2) The relevancy and consistency in norm
allocation for cultivation. (3) The feasibility in implementing the plans for
cultivation.
4.2.2.2. Contents of the measures: - To collaborate with suburban districts,
cities, communes, wards, and towns for surveys and investigations of the actual
state of Communal & Communal vipotal officers in the Province; and To boost up
and innovate the survey & investigation on needs for studies in each locality to
make the surveyed data precise;
- To summarize and determine Communal, ward, and town vipotal officers’
needs for training, cultivation, and standardization through each year;
- To boost up the information, advertising, and introduction on flexible
modes, locations, and learning time for learners;
- And to collaborate with other cultivation facilities with needs to build up
plans and sign joint-contracts for training & cultivation.
4.2.2.3. Modes of measure implementation
- To summarize needs for cultivation annually, needs for time & locations
with each institution;
- To clearly determine cultivation duration, contents, modes, and methods.
For cultivation modes: full-service, distant, and self-cultivation (cultivation at the
spot); and for cultivation locations: they will be implemented by clusters, areas or

at educational institutions.
4.2.2.4. Conditions for measure implementation
- There should be the strict collaboration by Department & Divisions of
Internal Affairs in suburban districts as well as those in communes, wards, and
towns;
- There must be clear assignment of plans and programs for investigation &
surveys of needs for studies to concerned forces;


16
- To assure for expenses to be spent on the construction of plans to open classes;
conduct the surveys, investigations, and make plans.
4.2.3. Guidance to innovate cultivation programs, contents, and methods
to meet requirements for communal vipotal officers’ virtues & ability in the
current context
4.2.3.1. Meanings and purposes of the measures
To make adjustments and supplementations to fulfill cultivation objectives,
programs, and teaching methods toward the modernity, practical-ness, and
relevancy to managers and learners’ needs. To facilitate basic knowledge & skills,
enhance the knowledge & ability on work management and implementation by
Communal vipotal officers to fulfill their assigned tasks.
4.2.3.2. Contents of the measures
* Determination of objectives for cultivation: The objectives for knowledge,
skills, and attitudes;
* Innovation for cultivation contents: To check & assess contents &
programs, select and inherit the contents relevant to the practical requirements; To
attach special importance to replenish knowledge, skills, increase durations for
skills and focus group discussions in attachment with settlements of situations by
topics & studies on reality at localities.
* Cultivation methods: There are many teaching methods like verbal, visual,

and practical ones related to the cultivation of Communal vipotal officers but they
are used the most often in presentations, team-work, case studies, discussion, and
role-plays, etc.,
4.2.3.3. Modes of measure implementation
Educational institutions consult for content & program innovation for the
cultivation of communal pivotal officers. Surveys and investigations are organized
to collect opinions on assessments for teaching objectives, programs, and methods.
To organize specialty seminars and conferrences for consultation and opinions on
innovation in the cultivation contents; and To innovate teaching activity by
lecturers and studies by learners toward the changes in teaching organization.
4.2.3.4. Conditions for measure implementation
To learn about the reality and visit educational institutions with long-term
traditions; to organize seminars for exchanges of experience in the management of
communal vipotal officer & civil servant cultivation upon each selected topics. The
cultivation program for Communal vipotal officers must be consistent to avoid
overlapping but still with flexibility. Cultivation methods bring about the effectiveness
of the teaching process so the selection of the methods is always top prioritized.
4.2.4. Strict collaboration with forces that participate in
communal pivotal officers
4.2.4.1. Meanings and purposes of the measures
The mechanism for collaboration to enhance the quality and effectiveness of
the Communal vipotal officer cultivation at educational institutions with legal
features and assurance for concerned parties’ benefits should be formed. The parties
will collaborate together for the management of build-up & implementation of
cultivation plans, programs, and lecturers’ teaching activity.
4.2.4.2. Contents of the measures


17
To build up the collaborative mechanism among educational institutions and

others to organize classes; To manage teaching plans through the frame program; To
manage the implementation of teaching contents for specialties at classrooms; To boost
up to work with educational institutions on arrangement and assignment of lecturers for
teaching; and to organize for votes and opinions from learners on the implementation of
learning schedules, teaching situation, and serving conditions, etc.,
4.2.4.3. Modes of measure implementation
The concerned parties will discuss and exchange opinions on features,
contents, and conditions for the implementation so that they can build up
collaborative mechanism and make documents to be signed for the implementation.
* For educational institutions: To build up the collaborative mechanism for
the cultivation activity among the educational institutions; To make plans and
expense estimates to be spent on cultivation classes; To organize seminars, sign
contracts, and memorandum of understanding on the build-up of the collaborative
mechanism with the participation by the educational institutions, Department, and
Divisions of Internal Affairs.
* For localities: Divisions of Internal Affairs check Communal pivotal
officers (incumbent and next-coming ones) of each commune, ward, and town in
the suburban District. Annually, a list of registration for training & cultivation is
sent to institutions with tasks of training and cultivating Communal officers, etc.,
and to survey & learn about needs for training & cultivation of Communal, ward,
and town officers.
4.2.4.4. Conditions for measure implementation
There must be concensus by the educational institutions, Department, and
Divisions of Internal Affairs in suburban districts as well as Communal, ward, and
town Departments, Divisions of Internal Affairs, and concerned parties; to assure
for the compliance with regulations in terms of collaboration upon signed contracts.
There are enough expenses, material – technical facilities to support for the
implementation. There must be clear work assignment for divisions and individuals
in charge of each work position.
4.2.5. Assurance for material facilities to meet requirements for

communal pivotal officer cultivation
4.2.5.1. Meanings and purposes of the measures
Educational institutions improve the management of material facilities and
finance to serve for the cultivation activity. Investments should be the most
relevantly & effectively made, exploited, and utilized to serve for the cultivation
work at schools in the current context. Enough expenses should be assured to serve
for the training, cultivation, scientific research, investment for development plans,
and the implementation of occupational activities. Scales should continuously be
expanded through the collaboration to open classes for absolute exploitation of
such expense sources as budgets granted by the State, tuition fees, and fees
(collected from self-accounting classes).
4.2.5.2. Contents of the measures


18
To accomplish the system of management, maintenance, and utilization of
material facilities to serve for the cultivation activity, increase classrooms, and
functional rooms; to purchase facilities to serve for the cultivation activity toward
standardization and modernization; to boost up investments in the network system,
teaching software, to build up a video system to serve for the management of
cultivation; to uphold educational websites’ effects on the internet so that they will
be applied at classrooms; to assure for lecturers and learners’ eating places &
accommodation if they come from far away; annually check and assess the
situation of material facility usage at schools for classification; to make a list to
liquidate & transfer them; make a list of new facilities that need buying &
upgrading relevantly to serve for teaching requirements.
4.2.5.3. Modes of measure implementation
To make consultation to authorities to promulgate documents & policies on
the expense mechanism to be spent on the cultivation activity for pivotal officers in
general and communal pivotal ones in particular to make them relevant to the

current life.
To consolidate material – technical conditions to serve for the cultivation
activity; to enhance officers, lecturers, employees, and leaners’ awareness of
effectively exploiting and utilizing material facilities & expenses to be spent on the
cultivation; to build up plans so that officers and lecturers can participate in
researching and making scientific thesis & projects, etc., to mobilize financial
sources for the cultivation activity; make plans for purchases, timely alternate &
supplement teaching devices which lack and get damaed; to make present & longterm investment plans to legitimately enhance their usage effectiveness & purchase
facilities to serve for the teaching and learning purposes; and to build up
“Regulation on internal spending” upon laws.
4.2.5.4. Conditions for measure implementation
To utilize expense sources from the State budget and other incoming sources
to purchase material & teaching facilities; to well fill in statistical, management
forms, update the situation of their usage, make plans to conduct the maintenance,
fixing, liquidation, and moving devices; to make investment plans on schools’
material facilities upon the annual available expenses; and to enforce the freedom
in the financial management work upon the good performance of the Regulations
on democracy and internal spending at the schools.
4.2.6. Regularly check and assess the cultivation activity & formation for
self-check and self-assessment ability for Communal pivotal officers at
educational institutions
4.2.6.1. Meanings and purposes of the measures
To check influences on people’s behavior to enhance their spirits for
responsibilities and simultaneously check them to learn about how the objectives
and regulations are enforced to timely find out shortcomings and restrictions so that
learners can make adjustments and fixings; and enhance the check work to help the
training activity with disciplines, orders, quality, & more of effectiveness.
4.2.6.2. Contents of the measures

19
During the checking and assessing process, not only quality, effectiveness,
learners’ study outcomes but subjects and participating forces as well are assessed
to know about their task fulfillment in comparison with their responsibilities and
assigned tasks during the cultivation process. If the assessing & checking work is
done well, it shall help managers enhance the educational institutions’ cultivation
quality for Communal pivotal officers.
4.2.6.3. Modes of measure implementation
* To determine principles for checks and assessments;
* To build up the checking & assessing process;
* To determine contents for checks and assessments;
* And to well organize for checks and assessments.
4.2.6.4. Conditions for measure implementation
The checks and assessments must be assured with fairness, objectiveness,
maintenance, special importance to the quality. Orders for self-checks, selfassessments, and adjustments in many different ways should be built-up.
Relations among the methods
The above-mentioned measures may not absolutely generalize all the
contents in the management of the Communal vipotal officer cultivation at
educational institutions in Thai Binh Province but they are the most essential
measures to accomplish the management system and enhance the cultivation
quality for Communal pivotal officers, thence, making contributions to enhance the
quality of this force for their task implementation in the current period. All of the
above-mentioned measures are strictly related to one another as they are all
oriented toward the management content of Communal pivotal officer cultivation
for the highest efficiency. If they aren't sufficient or synchronous, this will cause
many difficulties to the management and development of Communal pivotal officer
cultivation at educational institutions in Thai Binh Province.
Conclusions to chapter 4
Upon the actual State of the management of Communal pivotal officer
cultivation at educational institutions with functions & tasks of training and

cultivating communal pivotal officers in Thai Binh province, the author has
suggested some management measures for the communal pivotal officer cultivation
in the current context: the 1st measure: “Analysis of needs and determination of
communal pivotal officers’ virtues & ability in Thai Binh province in the current
context”; the second measure of “Build-up of plans to cultivate communal pivotal
officers in relevancy to the locality’s reality”; the third measure of “Guidance to
innovate cultivation programs, contents, and methods to meet requirements for
communal vipotal officers’ virtues and ability in the current context”; the fourth
one of “Strict collaboration with participating forces in the Communal pivotal
officer cultivation at educational institutions in Thai Binh Province in the current
context”; the fifth measure of “Assurance for material facilities to meet requirments
for the Communal pivotal officer cultivation at educational institutions in Thai
Binh Province in the current context”; and the sixth measure of “Regularly
checking and assessing the cultivation activity & forming ability for self-checks
and self-assessment for Communal pivotal officers at educational institutions”.
Each measure plays its own certain position and role. All of them form a system for


20
the final purpose of enhancing the management quality of the Communal pivotal
officer cultivation.
Upon the theoretical research in Chapter 2, the reality in Chapter 3; the
suggested management measures for the Communal pivotal officer cultivation at
educational institutions in Thai Binh Province in the current are completely based
on sciences. The postgraduate also wishes that they are the effective and feasible
measures to further enhance the cultivation of Communal pivotal officers, making
contributions to improve the quality of Communal officers in the current stage.
Chapter 5
EXPERIMENTING AND TESTING PROPOSED MEASURES
5.1. Experimenting the necessity and feasibility of the proposed

measures
5.1.1. General issues on experiments
* Purposes of experiments: Through the experiments, the necessity and
feasibility of management measures for Communal pivotal officer cultivation in the
current context are confirmed so that the management measures will be
accomplished for relevancy to the reality, making contributions to enhancing the
cultivation quality at educational institutions.
* Subjects for experiments: The author has gathered and collected opinions
& referendum from 164 managers, lecturers, and learners.
5.1.2. Steps for expirements
Step 1: To make surveys for referendum.
Step 2: To select subjects for the survey: some managers from Department
of Internal Affairs, managers, and lecturers at educational institutions with
functions of training & cultivating communal pivotal officers.
Step 3: To distribute the survey questionnaires
Step 4: To collect them back and orient for the research outcomes.
5.1.3. Outcome of the experiment for necessity & feasibility of
management measures for communal pivotal officer cultivation
* Assessments on the necessity: Managers, lecturers, and learners highly
assess the necessity of the management measures for communal pivotal officer
cultivation at educational institutions in Thai Binh province.
* Assessments on the measures’ feasibility: Managers, lecturers, and learners
make rather similar assessments on the feasibility of the management measures for
communal pivotal officer cultivation at educational institutions in Thai Binh
province in the current context.
5.2. Tests of some measures
5.2.1. Testing purposes
Tests are made to verify the feasibility and effectiveness of the proposed
measures.
5.2.2. Testing contents

21
To test the method “Guidance to innovate cultivation programs, contents,
and methods to meet requirements for communal vipotal officers’ virtues and
ability in the current context” for the communal vipotal officers.
5.2.3. Testing subjects and foundations
Managers, lecturers, and reporters participate in the cultivation.
Learners who have been participating in cultivation classes.
5.2.4. Testing assumption:
If the method of “Guidance to innovate cultivation programs, contents, and
methods to meet requirements for communal vipotal officers’ virtues and ability in
the current context” is applied in the thesis, this shall enhance the management
quality of communal vipotal officer cultivation at eduational institutions in Thai
Binh province in the current context.
5.2.5. Norms for test assessment:
- 1st norm: To assess changes in the communal vipotal officer cultivation at
eduational institutions in Thai Binh province.
- 2nd norm: To assess changes in learners’ skills (communal vipotal officers).
5.2.6. Sample selection, time, and locations for tests:
- The testing group means the cultivation class for communal vipotal
officers at School of Politics in Thai Binh province. The comparative group means
the cultivation class for communal vipotal officers at Thai Binh university. All
learners of classes hold such titles as chairmen, deputy chairmen in communes,
wards, and towns directly under Thai Binh province. Those learners show good
virtues, occupational ability, and prestige in communes, wards, and towns.
- Time to conduct tests: in 2018.
5.2.7. Organization and guidance for tests:
* For the comparative group: It is organized at Thai Binh university:
Divisions & Department of International Affairs send lists of registration by learners while

units in charge will make plans to organize classes, serve for the classes, and assign
lecturers. The functional divisions will collaborate to serve for the classes.
* For the testing group, the process of steps shall be implemented as follows:
+ Step 1: Preparation for tests;
+ Step 2: Organization for tests;
+ Step 3: Collection of opinions to assess the test outcomes:
5.2.8. Testing outcomes:
The testing outcomes will be assessed through the two norms:
- The first norm: The outcome of the cultivation management;
- The second norm: The outcome of assessments on learners’ awareness of
the skill system.
5.2.9. Assessing outcomes before tests
According to the surveyed data before conducting tests, they show that the
management of communal pivotal officer cultivation in both comparative & testing
groups has not been assessed as good but it has stopped at the rather good &
average levels.
5.2.10. Assessing outcomes after tests


22
* Assessments on the management of communal pivotal officer cultivation
after conducting tests: In the comparative group, there remain some shortcomings in the
the management outcome: The management of teachers in charge remain mild. Not
100% of learners satisfy with the time of class organization. In the testing group, the
outcome of the management is better before tests: the implementation of learning plans
is strict; 100% of lecturers teach fully in line with the schedules. Conditions to serve for
classes are met. The time for classes is relevantly scheduled.
* Assessments on learners’ awareness and skills after the tests: The learners make
this comment: “The cultivation course is very useful for them. The reality at the locality is
diversified, various, and complex so communal pivotal officers must deal with many

work pieces and interrelated relations. The current context is influential on the social life
every day & every hour so the knowledge and experience that we have grasped and
acquired when participating in the cultivation are much valuable.
General assessments: After testing the measure of “Guidance to innovate
cultivation programs, contents, and methods to meet requirements for communal
pivotal officers’ virtues & ability in the current context”, it is shown as the
suggested measures for the management are completely & highly effective.
Conclusions to chapter 5
Upon researches to suggest measures, the author has surveyed them and the
outcome shows that they are much necessary and feasible.
The author has also tested 03 measures – Guidance to innovate cultivation
programs, contents, and methods to meet requirements for communal pivotal
officers’ virtues & ability in the current context. The testing outcome shows the
measures are very practical and feasible, making contributions to enhancing the
effectiveness & quality of the cultivation work at educational institutions with
training & cultivation functions and tasks for communal pivotal officers in Thai
Binh province. Besides, if the suggested measures by the author are applied
synchronously, they will make contributions for further enhancement of the
management quality as well as the quality of cultivating communal pivotal officers.
CONCLUSIONS AND PROPOSALS
1. Conclusions
To build up the force of communal, ward, and town pivotal officers with
good moral virtues, firm political wills, occupational levels, working skills, ability
for management, high professionalism, awareness of responsibilities, and devotion
to serve for the people, besides different aspects of the organization work, there
shoudl be relevant, effective, and regular training & cultivation work; in order to do
that, management modes of cultivation to enhance the training & cultivation quality
need changing.
To train and cultivate communal vipotal officers is the regular task with vital
meanings, making positive contributions to the enhancement of occupational levels,

working ability, working quality, and efficiency of this force toward the objective
of creating changes in the essence of doing occupational tasks in communes, wards,
and towns. Communal officers should be facilitated with knowledge, skills, and


23
attitudes to do their work, including operation modes, education of attitudes to do
the work with enthusiasm, the spirit of responsibilities, especially with pivotal
officers in communes, wards, and towns.
The management of cultivation work is the work of the State management
bodies in cultivating human resources by management functions. In other words,
the management of cultivation work is the influence by State-power managers
(State management bodies for HR cultivation) on managers to achieve the workedout objectives.
To enhance the quality of communal pivotal officer cultivation, the
management at all steps during the cultivation process must be attached with
special importance and done synchronously, scientifically, and relevantly with
measures.
Upon the foundations of researches and analysis with local & foreign
theoretical documents on the cultivation management for officers, civil servants,
and communal officers, the following basic concepts of management, cultivation,
the cultivation management, and communal pivotal officers have been systemized.
Upon the actual state of the management of communal pivotal officer
cultivation at educational institutions in Thai Binh province now and the outcome
of surveys & opinions from managers, lecturers, and learners on this at educational
institutions with training, cultivating functions & tasks in Thai Binh province, these
are shown in specific management contents like: Objectives, programs, methods,
lecturers, learners, material facilities, and expenses to serve for the communal
pivotal officer cultivation.
Advantages and restrictions are assessed while reasons for the management
of communal pivotal officer cultivation at educational institutions in Thai Binh

province are pointed out.
Conditions to assure for the management of communal pivotal officer
cultivation are much various, including both subjective & objective factors, each of
which makes a different influential level on the cultivation management.
Theoretical and practical researches on the management of communal
pivotal officer cultivation to enhance the officers’ quality to meet requirements for
stable construction and development of communes, wards, and towns in particular
and the country in general in the current period are made. 6 measures suggested in
the thesis have been implemented. There should be highlighted guidance,
consistency, synchronous & strict participation and collaboration by sectors,
Departments at all levels from the provincial and municipal one down to the
suburban district, communal, ward, and town levels. Participating forces in the
cultivation management must be powerful, active, positive, deploy, and implement
the steps & stages in a determined manner.
Suggested & proposed measures for the management of communal pivotal
officer cultivation are all much necessary, feasible, and relevant to the reality at
educational institutions in Thai Binh province during the current stage. The
synchronous implementation of the above-mentioned management measures shall


24
enhance the quality of communal pivotal officer cultivation, making contributions
to improve the quality of communal pivotal officers to meet requirements for
taking activities at the locality.
2. Proposals
2.1. For provincial People’s Committee
There should be regulations on the strict implementation of the officer
cultivation work to make it orderly and continuous. Contents and programs for the
cultivation are improved upon requirements and specific traits of the locality.
To guide and create favorable conditions to allocate sources for further

investments to modernize material facilities, schools, classrooms, teaching, and
learning devices.
To boost up investments in building up material facilities, prioritize the
development for technical infrastructure; create favorable conditions for the
province’s educational institutions to further develop to bring about good quality
services for the communal officer cultivation.
To invest money in cultivating lecturers to attract talented ones and to
recruit full-time ones for educational institutions which don’t have enough
lecturers.
2.2. For communes, wards, and towns
To enhance responsibilities of heads of management organizations, units
which utilize officers & Party members for quality assurance & cultivation
effectiveness;
To enhance responsibilities of officers and Party members themselves for
enforcing their rights & obligations for cultivation, self-cultivation, practices, and
studies forever.
Communal officers themselves must be aware of meanings, roles, and
importance of the cultivation work so that they will get aware of studies and
turning the cultivation process into their self-cultivation process. They should
flexibly, relevantly, and scientifically apply the contents that they acquire during
the cultivation process to the lively reality at the locality.
2.3. For educational, training, and cultivation institutions in Thai Binh
province
To realize orientations and guidance of the Party, State, Ministry of Internal
Affairs, the provincial People’s Committee for development of educational
institutions and communal pivotal officers in the management of their cultivation;
To make plans for communal pivotal officer cultivation and collaborate for
the effective organization with management units for communal pivotal officer
cultivation; to enhance checks, assessments, and survey the working efficiency &
performance by communal vipotal officers who have attended the cultivation

courses at the locality;
To care about innovation in program contents and teaching methods toward
the modernization and relevancy to the reality & learners’ needs; to enhance the
innovation, checks, and assessments at the end of cultivation courses;


25
And to invest in material facilities and expenses for the communal pivotal
officer cultivation.