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VIETNAM ACADEMY OF SOCIAL SCIENCES

GRADUATE ACADEMY OF SOCIAL SCIENCES

NGUYEN MANH QUAN

IMPLEMENTING THE TRAINING AND DEVELOPMENT POLICY FOR

OFFICIALS AND CIVIL SERVANTS AT THE

COMMUNE LEVEL IN HANOI

Major: Public policy

Major Code: 9 34 04 02

SUMMARY OF PHILOSOPHICAL DOCTORAL THESIS

Hanoi - 2021

The work was completed at:

GRADUATE ACADEMY OF SOCIAL SCIENCES

Name of supervisor: Assoc Prof Dr Nguyen Khac Binh

Reviewer 1: Assoc Prof Dr Luu Van Quang

Reviewer 2 Assoc Prof Dr Nguyen Minh Phuong

Reviewer 3: Assoc Prof Dr Ngo Phuc Hanh

The thesis will be defended before the Academy-level Dissertation Committee, meeting at … h … , … / … / …

Available in:

National Library

Library of Academy of Social Sciences

1 The urgency of the subject

In Vietnam, the commune level is the lowest level that plays animportant role in our country's political system It is the direct bridgebetween the state government system and the people including performingstate management activities in the fields of culture - society, economy,security, peace and order and social safety in the locality according todecentralized authority, ensuring that the guidelines and lines of the Party,policies and laws of the State are implemented in society The strength ofthe commune-level government system is the foundation for the robustness

of the national government system and vice versa The strength of thecommune-level government system depends on many factors; in which thecontingent of cadres and civil servants at commune level is one of theleading decisive factors

From that practice, the PhD student chooses the topic "Implementingthe Training and Development policy for officials and civil servants at thecommune level in Hanoi " as research topic

2 Research goal and tasks

2.1 Research goal

Assessing the current context of the policy on training and developingfor commune-level cadres in Hanoi in recent years to propose solutions toorganize the implementation of training and fostering policies for the staff.commune-level cadres and civil servants in the coming years in Hanoi

2.2 Tasks

- An overview of previous studies related to the research issue of the topic ofimplementing policy on training and developing commune-level cadres andcivil servants

- Establishing a theoretical basis for organizing the implementation oftraining and retraining policies for the contingent of commune-level cadresand civil servants

3

- Evaluation of the actual situation of implementing the policy on trainingand retraining for the contingent of commune-level cadres and civil servants

in the suburbs of Hanoi in the last 5 years; point out the strengths andweaknesses of this work

- Proposing solutions to improve the implementation of training andretraining policies for commune-level cadres and civil servants in Hanoi inthe coming years

3 Object and scope of the research

4 Theoretical basis and research method

4.1 Theoretical basis

The general research question is: "How to implementing the trainingand development policy for officials and civil servants at the communelevel in the suburban districts of Hanoi in the current period ?"

Specific research questions include:

- How do policy communities interact with each other in implementing thetraining and development policy for officials and civil servants at thecommune level in the suburban districts of Hanoi?

- How the evidence has been used in the implementation the training anddevelopment policy for officials and civil servants at the commune level inthe suburban districts of Hanoi?

- What are the results? Are there any limitations and inadequacies in theprocess of implementing the training and development policy for officialsand civil servants at the commune level in the suburban districts of Hanoi?What are the causes of these limitations and inadequacies?

4.2 Research method

4.2.1 Approach methods

4.2.2 Data collection methods

4.2.3 Data processing methods

5 Contribution of the thesis

- The thesis establishes a theoretical basis, systematizes viewpointsand theories to build a theoretical framework to analyze the factors andprocess of implementing the training and development policy for officialsand civil servants at the commune level The thesis delves into and clarifiesthe process of implementing the training and development policy forofficials and civil servants at the commune level on the theoretical basis ofthe basic process of public policy implementation, thereby pointing out theinfluencing factors to implementing the training and development policy forofficials and civil servants at the commune level

- The results of the training and development policy and the quality ofofficials and civil servants at the commune level in the suburban districts ofHanoi are currently studied and analyzed from the theoretical perspective ofpolicy implementation publicity, theory and implementing the training anddevelopment policy for officials and civil servants at the commune level

- The thesis has proposed solutions in change to implementing thetraining and development policy for officials and civil servants at thecommune level in suburban districts of Hanoi; contribute to building acontingent of officials and civil servants at the commune level of theCapital with good professional qualifications, ability to perform officialduties, and ethics of grassroots cadres in the performance of official duties

in order to build and socio-economic development, maintaining securityand order and social stability at the grassroots

6 Theoretical and practical significance of the thesis

- Theoretically, the research results of this thesis can be used as areference to analyze and study the processes of implementing differentpolicies going on in our country

- In practical terms, the thesis clarifies the specific situation of eachstep in the process of implementing the policy in Hanoi The weaknessesand inadequacies in the policy implementation process have been analyzedand pointed out the causes, proposed solutions to improve the implementingthe training and development policy for officials and civil servants at thecommune level in the suburban districts of Hanoi in the direction ofdeveloping the Capital in the coming years

7 Structure of the thesis

- In addition to the introduction and conclusion, the thesis has fourchapters as follows:

- Chapter 1: Overview of the research situation

- Chapter 2: Theoretical basis for organizing the implementing thetraining and development policy for officials and civil servants at thecommune level

- Chapter 3: Social - economic conditions and situation ofimplementing the training and development policy for officials and civilservants at the commune level in the suburban districts of Hanoi

- Chapter 4: Forecast of social - economic development of Hanoi andsolutions to improve the implementation of policies on training anddevelopment the officials and civil servants at the commune level insuburban districts of Hanoi

Chapter 1

1.1 Research works on characteristics and roles of officials and civil servants at the commune level

1.2 Research projects on training and development for the officials and civil servants

1.3 Research works on the implementing the training and development policy for officials and civil servants at the commune level.

1.4 Research in other country

1.5 Gaps that need further research in the thesis

1.6. The same research on policy of the training and developmentpolicy for officials and civil servants at the commune level, but each topicchooses an approach from different angles At the same time, each localtraining policy is different Moreover, there is no specific topic to discussthe issue of perfecting the training and development policy for officials andcivil servants at the commune level in Hanoi

1.7.

1.8 Conclusion Chapter 1 1.9. Researchs have been carried out based on the perspective ofhuman resource management, educational management, public management

to refer to the issue of training and development policy for officials andcivil servants at the commune level These researchs have raised someaspects of this policy implementation at a small scale, and there have notbeen in- depth surveys on the policy implementation process, as well as anassessment of the factors affecting this implementation process in thesuburban districts

1.10 * Gaps that need further research in the thesis:

1.11. Clarifying a number of theoretical issues about theimplementing the training and development policy for officials and civilservants at the commune level such as concepts, policy content, policyimplementation content, policy implementation process, factors affectingpolicy implementation

1.12. Analyze and evaluate the actual situation of implementingthe policy to point out the shortcomings in the process of implementing thetraining and

1.13 development policy for officials and civil servants at the commune

level in the suburban districts of Hanoi, in recent years

1.14. Research the policy implementation process in Hanoi tooffer solutions to improve policy implementation in the coming years inorder to improve the professional capacity, public service performance andethics of officials and civil servants at the commune level in the localpolitical apparatus

1.15.

1.16 Chapter 2 1.17 THEORETICAL BASIS FOR ORGANIZING THE IMPLEMENTING THE TRAINING AND DEVELOPMENT POLICY FOR OFFICIALS AND CIVIL SERVANTS AT THE COMMUNE

LEVEL 2.1 Basic concepts

2.1.1 Commune level

1.18. Commune level government is the state administrativemanagement apparatus, operating with the power of the state, by means ofthe State's influence to implement undertakings, policies, and socio-economic development objectives security, national defense and performstate administrative management at the grassroots

2.1.2 Officials and civil servants at the commune level

1.19. Officers of communes, wards and townships are Vietnamesecitizens, elected to hold term-based positions in the Standing Committee ofthe People's Council, the People's Committee, the Secretary, the DeputySecretary of the Party Committee, the head of the organization social -political; Officials and civil servants who are Vietnamese citizens may berecruited to hold a professional title under the commune level People'sCommittee, and receive a salary from the state budget

2.1.3 Characteristics of officials and civil servants at the commune level

1.20. Officials and civil servants at the commune level are thoseperforming official duties at the commune level; work directly with the

people.

1.21. Officials and civil servants at the commune level isguaranteed by the State the necessary conditions and legitimate interests to

be able and assured to perform their official duties

1.22. Most of the officials and civil servants at the commune levelare locals, living in the locality, having family ties and close attachment tothe people

1.23. Public-duty activities of officials and civil servants at thecommune level are diverse and complex activities, requiring regular andprofessional implementation

1.24. The professional qualifications of officials and civil servants

at the commune level are still low compared to the professionalqualifications of cadres and civil servants at other administrative levels

2.1.4 Training and development

1.25. Training is a process of systematically transmitting andreceiving knowledge and skills according to the regulations of each

1.27. Public policy is an activity that the government chooses to

do or not do to reconcile conflicts in society in order to promote thedevelopment of society in a certain direction

2.1.5.2 Public policy implementation

1.28. Public policy implementation is the whole process oftransforming the will of the subject in the policy into reality with themanaged objects in order to achieve the State's oriented goals

2.2 Training and development policy for officials and civil servants at the commune level

2.2.1 Concept

1.29. Training and development policy for officials and civil

servants at the commune level is a collection of political decisions of theState affecting commune-level cadres and civil servants, including manyactivities from

1.30 training and retraining plans, developing training programs, choosing

methods of organizing training and retraining, selecting learners,remuneration regimes for learners and inspecting the sending of civilservants to study so that their work training civil servants to ensure quality,suitable in quantity so that after being trained and retrained, civil servantscan meet the requirements of tasks in the new situation

2.2.2 Contents of training and development policy for officials and civil servants at the commune level

2.2.2.1 Objectives of training and development policy for officials and civil servants

1.31. Develop a system of policies to encourage cadres and civilservants to study and self-study in order to continuously improve theirqualifications and capacity to perform assigned tasks and public duties

2.2.2.2 Content of training and development for officials and civil servants at the commune level

1.32. Training and development in the

country Training and development

1.35. Training from distance away

2.2.2.4 Training and development expenses

2.2.2.5 The agency in charge of organizing the implementation - Ministry of Home Affairs with powers and duties

2.3 Contents of implementing the training and development policy for officials and civil servants at the commune level

2.3.1.Planning of training and development

2.3.2.Estimating expenses for training and development

2.3.3.Building program and implementation organization training and development

2.3.4.Building a team of lecturers for training and development

2.3.5.Develop policies for special treatment for learner

2.3.6.Selecting the target audience

2.3.7.Carry out inspection and supervision

2.4 Steps to implementing the training and development policy for officials and civil servants

2.4.1.Planning of implementing the training and development policy for officials and civil servants

2.4.2.Disseminate and propagate the training and development policy for officials and civil servants

2.4.3.Assign coordination to implement policies

2.5.3. The relationship between subjects implementing the trainingand development policy for officials and civil servants at the communelevel

2.5.4. Political and economic potential of groups of beneficiaries of

the training and development policy for officials and civil servants at thecommune level

2.5.5. Characteristics of policy objects for the training anddevelopment policy for officials and civil servants at the commune level.

2.5.6 Subjective factors

2.5.7. The correct and complete implementation of steps in theprocess of implementing the training and development policy for officialsand civil servants at the commune level

2.5.8. Capacity of the contingent of officials and civil servants inthe local state management apparatus

2.5.9. Physical conditions greatly affect the implementing thetraining and development policy for officials and civil servants at thecommune level

2.6 Subjects of implementing the training and development policy for officials and civil servants at the commune level

2.6.1. Subjects of implementing the training and developmentpolicy for officials and civil servants at the commune level are theprovincial People's Committee and the provincial Department of HomeAffairs

2.6.2. Coordinating subjects: Provincial Party Committee or CityParty Committee, mass organizations, Department of Public Security,Department of Education and Training, Department of Finance, ProvincialSchool of Politics; training institutions at university, college andintermediate level, Ho Chi Minh National Academy of Politics;District/District Party Committee, District People's Committee, FinanceDepartments, Education and Training Department, District Political Center,District Military Command, District Police, Women's Union, Ho Chi MinhCommunist Youth Union, People's Union, Former Association Warrior;Commune Party Committee, People's Committee, Women's Union, Ho ChiMinh Communist Youth Union, Veterans Association, Farmers' Union

2.6.3 Conclusion of chapter 2 2.6.4. implementing the training and development policy forofficials and civil servants at the commune level is an important factor

contributing to improving leadership capacity, management capacity, andspecialized capacity for the contingent of officials and civil servants isimportant role in

2.6.5 the construction and socio-economic development of the locality.

The contingent of officials and civil servants must have sufficientmanagement capacity, professional capacity and ethical qualities to performstate management tasks at the grassroots level

2.6.6. Chapter 2 has clarified the basic concepts and contents of thetheory of implementing the policy on training and development policy forofficials and civil servants, which is the theoretical basis for assessing theactual situation of policy implementation

2.6.7.

2.6.8. Chapter 3

2.6.9 SOCIAL - ECONOMIC CONDITIONS AND SITUATION OF

IMPLEMENTING THE TRAINING AND DEVELOPMENT POLICY FOR OFFICIALS AND CIVIL SERVANTS AT THE COMMUNE LEVEL IN THE SUBURBAN DISTRICTS OF HANOI.

3.1 Natural, social - economic conditions and situation of officials and civil servants in Hanoi affect to implementing the training and development policy for officials and civil servants at the commune level

3.1.1.General characteristics

2.6.10. Hanoi city currently has 30 administrative units at district,district and town levels, and 584 administrative units at commune, ward andtownship levels (including 386 communes, 177 wards and 21 townships)

3.1.2 Characteristics of natural conditions

2.6.11. Hanoi is formed from the Red River delta, cold and lessrainy in winter, hot and rainy in summer; It is divided into four distinctseasons of the year: Spring, Summer, Autumn, and Winter

3.1.3 Social - economic characteristics

2.6.12. Hanoi is a major center of economy and internationaltransactions of the whole country Hanoi has a strong urbanization rate,diverse population, and the largest number of people in the country

3.1.4 Favorable political, economic and social conditions affect the implementing the training and development policy for officials and civil servants at the commune level in Hanoi

2.6.13. Hanoi has always received valuable leadership, direction andassistance from the Party and State, the National Assembly and theGovernment; Ministries, Departments, Central Branches

2.6.14. Hanoi is a safe investment location with a stable politicalenvironment After 30 years of renovation, Hanoi has drawn many lessonslearned in building a market economy

2.6.15. Hanoi always focuses on ensuring social security, caresabout the lives of people and workers

3.1.5 Social - economic difficulties affect the implementing the training and development policy for officials and civil servants at the commune level in Hanoi

2.6.16. Disbursement of public investment capital is lower than thetarget; investment projects in the form of public-private partnership stillhave many problems in implementation;

2.6.17. Many political training centers in the inner city have goodfacilities, but in the suburban districts of the political training centers, thefacilities are narrow, degraded, and lack teaching equipment

3.1.6 Situation of officials and civil servants in Hanoi

3.1.6.1 Status of qualifications of officials and civil servants at the commune level in

3.1.6.2 Status of qualifications of officials and civil servants at the commune level in

the suburban districts of Hanoi

2.6.20. The total number of full-time commune-level officials (as ofthe end of June 2018) is 4,231 out of 4,738 people, reaching 89.3% of the

quota.