Phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam ttta

Mục đích nghiên cứu: Xây dựng cơ sở lý luận và cơ sở thực tiễn về phát triển đội ngũ công chức ngành dự trữ nhà nước, từ đó đề xuất một số giải pháp nhằm thúc đẩy phát triển đội ngũ công chức ngành dự trữ nhà nước ở Việt Nam đến năm 2020, tầm nhìn đến năm 2030. 2.2. Đối tượng nghiên cứu: Đối tượng nghiên cứu của luận án là phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam đáp ứng được yêu cầu của quá trình phát triển nhằm thực hiện chức năng, nhiệm vụ trong tình hình mới. 2.3. Các phương pháp nghiên cứu đã sử dụng: 2.3.1.Phương pháp luận: Phương pháp luận để thực hiện luận án là phép biện chứng duy vật và duy vật lịch sử. 2.3.2.Phương pháp nghiên cứu: Luận án lựa chọn phương pháp tiếp cận, nghiên cứu dưới góc độ quản lý công qua các phương pháp: - Phương pháp điều tra xã hội học thông qua các bảng hỏi được thiết kế sẵn cho các đối tượng khác nhau: + Phiếu điều tra hiện trạng đội ngũ công chức của 22 Cục Dự trữ Nhà nước khu vực trên toàn quốc + Phiếu điều tra nhu cầu phát triển đội ngũ công chức của 22 Cục Dự trữ Nhà nước khu vực trên toàn quốc - Phương pháp khảo sát thực địa: Khảo sát thực tế tại một số cơ quan thuộc và trực thuộc Tổng cục Dự trữ Nhà nước ở Trung ương và địa phương, thông qua các bảng hỏi được thiết kế sẵn cho 02 đối tượng: + Phiếu khảo sát ý kiến của cán bộ lãnh đạo cấp cục, vụ đang công tác trong ngành Dự trữ Nhà nước ở Trung ương và địa phương về phát triển đội ngũ công chức; + Phiếu khảo sát ý kiến của cán bộ lãnh đạo cấp phòng,Chi cục đang công tác trong ngành Dự trữ Nhà nước về phát triển đội ngũ công chức Phương pháp phân tích và tổng hợp: phân tích và tổng hợp nguồn dữ liệu qua tài liệu của các công trình nghiên cứu trong và ngoài nước. Phương pháp dự báo: dùng phương pháp dự báo ngoại suy để đón đầu hoặc dự kiến xu thế phát triển của xã hội để có các giải pháp xử lý tốt hơn. Ngoài ra, luận án còn kế thừa các công trình nghiên cứu, các số liệu thống kê và các tài liệu có liên quan. Có hai nguồn thông tin được sử dụng trong luận án gồm: Nguồn thông tin thứ cấp: Những vấn đề lý luận đã được đúc rút trong sách giáo khoa chuyên ngành trong nước và quốc tế; các số liệu thông kê đã được xuất bản, các báo cáo tổng hợp từ các tổ chức, cơ quan quản lý có liên quan; kết quả các nghiên cứu trước đây được công bố trên các tạp chí khoa học trong nước và quốc tế. Nguồn thông tin sơ cấp: kết quả điều tra, khảo sát tại các cơ quan, đơn vị Dự trữ Nhà nước ở trung ương và địa phương, các cơ sở đào tạo, bồi dưỡng đội ngũ công chức ngành Dự trữ Nhà nước Việt Nam. 2.4. Các kết quả chính và kết luận: Cho đến nay, chưa có một luận án tiến sĩ nào nghiên cứu về phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam trong quá trình đổi mới và cải cách hành chính nhà nước. Vì vậy, luận án sẻ là đóng góp mới của tác giả nhằm phát triển toàn diện đội ngũ công chức ngành dự trữ nhà nước trong điều kiện mới, bao gồm : 2.4.1 Đóng góp mới của đề tài về lý luận - Luận án khái quát hóa và phát triển những vấn đề lý luận liên quan đến phát triển đội ngũ công chức nói chung và phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam nói riêng; Qua đó giúp cho nhà nước và xã hội nhìn nhận rõ hơn vấn đề này trên quy mô quốc gia, quốc tế về phát triển đội ngũ công chức nói chung, đội ngũ công chức ngành dự trữ nhà nước nói riêng trên cơ sở gắn lý luận với thực tiễn cuộc sống đang đòi hỏi. - Bổ sung và làm rõ các khái niệm về phát triển đội ngũ công chức, phát triển đội ngũ công chức thông qua đào tạo, bồi dưỡng, tuyển dụng, quy hoạch, đánh giá, bổ nhiệm, luân chuyển, thu hút, đãi ngộ, vai trò và các yếu tố ảnh hưởng đến phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam. - Luận án nghiên cứu và tìm hiểu các công trình nghiên cứu khoa học về vấn đề phát triển đội ngũ công chức, nguồn nhân lực nói chung để làm rõ hơn về cơ sở lý luận và căn cứ khoa học, đưa ra các chính sách và giải pháp phù hợp để phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam. 2.4.2 Đóng góp mới về mặt thực tiễn - Thông qua điều tra, khảo sát, luận án cung cấp các thông tin dữ liệu bao quát về thực trạng đội ngũ công chức và phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam, qua đó xem xét và đánh giá tổng thể về nội dung phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam trong những năm vừa qua, những cơ hội và thách thức cho phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam trong thời gian tới. - Làm rõ mối quan hệ hữu cơ, biện chứng giữa cơ cấu, số lượng, chất lượng trong quá trình phát triển đội ngũ công chức ngành dự trử nhà nước Việt Nam, đảm bảo tính bền vững. Điều này phải được coi trọng đúng mức, cân đối nhằm khắc phục tình trạng coi trọng phát triển số lượng, coi nhẹ về chất lượng và cơ cấu. - Luận án chỉ ra những ưu, nhược điểm của hoạt động quản lý đào tạo, đào tạo và bồi dưỡng, qua đó phân tích, đánh giá tìm ra các nguyên nhân và đề xuất những giải pháp nhằm hoàn thiện công tác đào tạo, bồi dưỡng để phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam. - Luận án cũng chỉ ra những ưu, khuyết điểm trong sử dụng đội ngũ công chức (tuyển dụng, quy hoạch, đánh giá, bổ nhiệm, luân chuyển, thu hút và đãi ngộ đội ngũ công chức) hiện nay liên quan đến phát triển đội ngũ công chức và qua đó để xuất các giải pháp phát triển đội ngũ công chức ngành dự trữ nhà nước Việt Nam cho thời gian tới. - Kết quả nghiên cứu của luận án có thể sử dụng làm tài liệu tham khảo bổ ích cho các cơ sở đào tạo, bồi dưỡng nhằm phát triển đội ngũ công chức của mình. Nó cũng là gợi ý để các nhà quản lý tham khảo trong việc xây dựng các chiến lược phát triển đội ngũ công chức; các chính sách nhằm hỗ trợ đào tạo và bồi dưỡng đội ngũ công chức; các chính sách về tuyển dụng, quy hoạch, đánh giá, bổ nhiệm, luân chuyển, thu hút và đãi ngộ đội ngũ công chức ngành dự trữ nhà nước Việt Nam.

THE MINISTRY OF EDUCATION & TRAINING THE MINISTRY OF HOME AFFAIRS NATIONAL ACADEMY OF PUBLIC ADMINISTRATION

HOANG ANH TUAN

DEVELOPMENT OF THE PUBLIC WORKFORCE IN THE STATE RESERVES

The study has been completed at:……….…………

………

Scientific Supervisors: 1 Dr Le Nhu Thanh

2 Assoc Prof & Dr Hoang Mai External examiner 1:

External examiner 2:

External examiner 3:

The dissertation will be defended before the Institute-level Examining Committee at: Location: Doctoral Dissertation Defense Room - Meeting Room … ……Building, National Academy of Public Administration Address: No 77 - Nguyen Chi Thanh Street - Dong Da District - Hanoi Time: at ….……….on………

The dissertation could be looked up at: the Vietnam National Library or the Library of National Academy of Public Administration

LIST OF THE AUTHOR’S PUBLICATIONS

No Title of the Study Place of of

publication

Year of publication

01

Improving the public workforce quality of the State Reserves Department

in Binh Tri Thien area

State Management Magazine

2005

02

Studying the current situation and proposing solutions to improve the efficiency of using the existing civil servants - the case in the State Reserves sector of Vietnam

Journal of Science and Technology - Quang Binh University

2018

03

Training and fostering the public workforce in the State Reserves sector to meet the requirements and tasks in the new period

State Management Magazine

2018

PREAMBLE

1 Reasonale:

Developing the public workforce in the State Reserves sector plays a very important role in the success of the administrative reform, contributing to the process of building a professional and modern administration that the Party and the people address One of the five important goals of the Master Program on State Administrative Reform in the period of 2011-2020 is: "Building the public workforce with sufficient qualities, capabilities and qualifications to meet the requirements on public service and of the national development”

After more than 15 years of implementing the Resolution of the 3rd Party Central Committee (Term VIII) on the strategy of cadres in the period of accelerating industrialization and modernization of the country, the public workforce development work

in the State Reserves sector has matured and improved in many aspects, making an important contribution to the successful implementation of the sector's common tasks However, the public workforce of the sector also shows weaknesses and shortcomings that need to be overcome In fact, the current workforce in the State Reserves sector has not met the requirements and tasks of the renovation cause Currently, the quality and development

of the public workforce in the State Reserves sector in our country still have many limitations, weaknesses, and shortcomings in terms of quantity, quality and structure At present, most fields of the State Reserves sector in Vietnam still lack the workforce with high professional qualifications and experience in the field of State Reserves at national and international levels, especially in the field of State Reserves, especially the civil servants working in consulting, planning, formulating mechanisms and policies, legal documents on State Reserves, the civil servants directly working on State Reserves in various regions nationwide Meanwhile, the next generation of young civil servants with high qualifications

is few, and management experience is still lacking, so they cannot meet the work requirements, and are not sure about their knowledge, capacity, and qualifications, especially the professional qualifications, management skills, scientific and technical qualifications to respond to the sector's increasingly modern and advanced commodity preservation technology A part of civil servants in the field of capacity, theoretical and practical level is still low, lacks sensitivity and dynamism, the way of thinking and working

is still according to the old mechanism, not meeting the requirements of the State Reserves jobs in the short term as well as in the long term That affects the process of performing functions and tasks of building and developing the public workforce in the State Reserves sector in the new period

Institutions for training and fostering the public workforce in the State Reserves sector

of Vietnam are still limited, there is no linkage and training network planning to meet the quality and quantity requirements of the sector, and lost balance between training specialties On the other hand, the policy of attracting human resources to participate in training in a number of specific specialties on State Reserves has not yet been developed Facilities and teaching conditions are still difficult and low compared to the general level of the branches; training programs and curricula are outdated and inconsistent; The teaching staff is still lacking in number and disqualifications to meet the training requirements in the new situation

Some causes of the above situation can be mentioned: inadequacies in recruiting, using and training this team; the situation of shortfall in structure, unreasonable ranks of civil servants, the quality of civil servants of the State Reserves sector has not met the requirements of tasks; facilities to serve the civil servants are limited; the training and retraining of civil servants has not been associated with the use; There is no adequate policy

to attract civil servants with high qualifications in the field of work

In order to handle the above problems, there have been a number of scientists, organizations and individuals interested in researching and interpreting from different scientific angles and approaches, but so far there has been no comprehensively researched, fully explained theory, deeply analyzed the current situation of the civil servants and developed the public workforce in the State Reserves sector of Vietnam, from which to answer a series of questions on theoretical basis for developing the public workforce in the State Reserves sector of Vietnam? What are the current points of views of the Party, policy and development of the public workforce in the State Reserves sector of Vietnam? In the coming time, what views and orientations should be taken to improve this policy system? From there, what solutions are proposed to strengthen the capacity of the public workforce

in the State Reserves sector of Vietnam to help them make a leap in both quantity and quality to well perform the task of State Reserves in the short term and long term

Managing the activities of the public workforce in the State Reserves sector more and more effectively, promoting their roles, meeting the requirements, functions and tasks assigned in the new period is an urgent issue for both theory and practice aspects have been proposed So far, there have been no domestically or internationally deeply scientific works

on this issue on the scale of a doctoral Dissertation in public management

For the above reason, the candidate choses the topic: "Developing the public workforce in the State Reserves sector of Vietnam" as his Doctoral Dissertation in public

management

2 Research purposes and tasks:

2.1 Purpose of the study:

Building a theoretical basis and a practical basis for development of the public workforce in the State Reserves sector, thereby proposing some solutions to promote development of the public workforce in the State Reserves sector of Vietnam until end of

2020, with a vision to 2030

2.2 Research tasks:

- Clarify a number of theoretical issues on development of the public workforce in the State Reserves sector of Vietnam

- Scientifically analyze and evaluate the situation of developing the public workforce

in the State Reserves sector, to clearly see the advantages, disadvantages and causes in this work in order to point out the issues that need to be researched and handled

- Propose overall solutions to promote development of the public workforce in the State Reserves sector of Vietnam by 2020, with a vision to 2030

3 Research subject and scope:

3.1 Research subject:

The research object of Dissertation is to develop the public workforce in the State Reserves sector of Vietnam to meet the requirements of the development process in order to perform functions and tasks in the new situation

3.2 Research scope:

- Regarding the space:

The Dissertation focuses on research on development of the public workforce in the State Reserves sector nationwide, including:

- Leading and managing officers of the units under the General Department of State Reserves of Vietnam of Vietnam

- Professional officers of the units under the General Department of State Reserves of Vietnam of Vietnam

- Regarding the study time:

In order to evaluate development of the public workforce in the State Reserves sector

in a concentrated way, the Dissertation only analyzes in depth the current situation of development of public servants in the State Reserves sector from 2012 up to now The research proposes directions and solutions by 2020 and vision to 2030

- Regarding the study content:

Development of the civil servants is understood as development in both quantity and quality, including many contents from planning, recruitment, use, training, retraining, evaluation However, this Dissertation only focuses on research on planning, recruitment, use and training and fostering of the public workforce in the State Reserves sector

4 Methodology and research methods:

4.1 Methodology: The methodology to implement the Dissertation is materialistic

dialectics and historical materialism

4.2 Research method: the Dissertation selects the approach, researches from the

perspective of public management through the following methods:

- Method of sociological investigation through pre-designed questionnaires for different subjects:

+ Survey sheet on the current status of civil servants of 22 regional State Reserves Departments nationwide:

+ Questionnaire on development needs of civil servants of 22 regional State Reserves nationwide

- Field survey method: Field survey at a number of agencies under and under the General Department of State Reserves of Vietnam at central and local levels, through pre-designed questionnaires for 02 subjects:

+ Survey of opinions of leaders of departments and departments working in the State Reserves sector at central and local levels on development of the civil servants;

+ Survey of opinions of leaders of departments and sub-departments working in the State Reserves sector on development of the civil servants

Methods of analysis and generalization: analyzing and synthesizing data sources through documents of domestic and foreign research projects

Forecasting method: using the extrapolated forecasting method to anticipate or predict the development trend of the society for better handling solutions

In addition, the Dissertation also inherits research works, statistics and related documents There are two sources of information used in the Dissertation:

Sources of secondary information: Theoretical issues have been drawn in domestic and international specialized textbooks; published statistics, general reports from relevant organizations and management agencies; The results of previous studies have been published in national and international scientific journals

Sources of primary information: results of surveys and surveys at central and local State Reserves agencies and units, training and retraining institutions for the public workforce in the State Reserves sector of Vietnam

5 Scientific hypothesis, research question:

5.1 Scientific hypothesis:

- The study is based on the hypothesis that the public workforce in the State Reserves

sector of Vietnam has not been given much importance by the State, Government, relevant ministries and branches in terms of their role, position and importance in performing their duties, services of the State Reserves sector; there are no specific policies to develop the public workforce in the State Reserves sector; The current civil servants in the State Reserves sector is still limited and inadequate in terms of quantity, quality, structure, qualifications, capacity, and expertise Therefore, it is not possible to complete the reserve tasks assigned by the Government

The above limitations may be caused by many reasons, but mainly the state’s reserves management is not effective, there are still many shortcomings, especially the human factor, namely the policies, guidelines on developing the public workforce in the State Reserves sector is incorrect, or ineffective; policies on recruitment, training, fostering and using are still unreasonable; Remuneration policies to attract high-quality civil servants have not yet created attraction

- If the role, position and importance of the public workforce in the State Reserves sector of Vietnam are paid due attention by the State, Government, relevant ministries and branches, and have solutions such as: perfecting mechanisms, policies and laws; completing the management of training and retraining of civil servants in the State Reserves sector; formulating regulations and regulations on planning, arrangement, appointment, mobilization and rotation of civil servants in the State Reserves sector; implement policies

to attract and retain talent people; building office culture, encouraging the spirit of discipline to study to improve qualifications and build a management system for the civil servants of the State Reserves sector then the State Reserves sector will have the qualified personnel to meet the requirements to complete short-term and long-term tasks

- In order to develop the public workforce in the State Reserves sector of Vietnam to meet the requirements of tasks, and to operate effectively and efficiently, what solutions are needed to contribute to the provision of scientific basis to develop strategies and programs

at the macro level to develop and improve the quality of the public workforce in the State Reserves sector?

6 New contributions of the Dissertation:

There has not been a doctoral Dissertation to study development of the public workforce in the State Reserves sector of Vietnam in the process of renovation and state administrative reform Therefore, the Dissertation will be the author's new contribution to comprehensively developing the public workforce in the State Reserves sector in new conditions, including:

6.1 In terms of theory

- The Dissertation generalizes and develops theoretical issues related to development

of the civil servants in general and of the public workforce in the State Reserves sector of Vietnam in particular; Thereby helping the state and society to see this issue more clearly on

a national and international scale in terms of developing the civil servants in general, and the public workforce in the State Reserves sector in particular on the basis of the principle

of discussion with the demanding reality of life

- Supplementing and clarifying the concepts of civil servant development, civil servant development through training, fostering, recruitment, planning, evaluation, appointment, rotation, attraction, treatment knowledge, roles and factors affecting development of the public workforce in the State Reserves sector of Vietnam

- The Dissertation researches and explores scientific researches on the development of civil servants and human resources in general to clarify theoretical and scientific bases, and make policies and appropriate solutions to develop the public workforce in the State Reserves sector of Vietnam

6.2 In terms of practice

- Through investigation and survey, the Dissertation provides comprehensive information about the current situation of the civil servants and development of the public workforce in the State Reserves sector of Vietnam, thereby reviewing and evaluating the overall situation on the content of developing the public workforce in the State Reserves sector of Vietnam in recent years, the opportunities and challenges for development of the public workforce in the State Reserves sector of Vietnam in the coming time

- Clarifying the organic and dialectical relationship between structure, quantity and quality in the process of developing the public workforce in the State Reserves sector of Vietnam, ensuring sustainability This must be given due importance and balance in order to overcome the situation of attaching importance to quantity development and neglecting quality and structure

- The Dissertation points out the advantages and disadvantages of training management activities, training and fostering, thereby analyzing, evaluating, finding the causes and proposing solutions to improve the training, fostering to develop the public workforce in the State Reserves sector of Vietnam

- The Dissertation also points out the advantages and disadvantages in using the civil servants (recruiting, planning, evaluating, appointing, rotating, attracting and rewarding civil servants) currently related to the development of civil servants and thereby to propose solutions to develop the public workforce in the State Reserves sector of Vietnam for the coming time

- The research results of Dissertation can be used as a useful reference for training and retraining institutions to develop their civil servants It is also a suggestion for managers to refer to in formulating strategies to develop the civil servants; policies to support training and fostering of civil servants; policies on recruitment, planning, evaluation, appointment, rotation, attraction and treatment of the public workforce in the State Reserves sector of Vietnam

7 Theoretical and practical significance of the Dissertation

7.1 Theoretical significance

- The Dissertation has systematized scientific theoretical basis for the approach, research and interpretation of a number of issues on development of the public workforce in the State Reserves sector of Vietnam on the basis of combining study the experience of a number of countries in the world and in the country

- The meaning of the Dissertation does not only contribute to perfecting the scientific basis of public administration, but also can provide scientific arguments to contribute and supplement and perfect theories, views, policies under The Party's guidelines and the State's

legal policies on the development orientation of the civil servants in general and development of the public workforce in the State Reserves sector in particular

7.2 Practical significance

- The Dissertation contributes to affirming the functions and tasks of the public workforce in the State Reserves sector of Vietnam in the process of building and protecting the country, overcoming risks caused by natural disasters, epidemics, stabilizing life of people It shows the objective necessity of developing the public workforce in the State Reserves sector in our country

- The Dissertation can be used as a reference for the research and teaching of contents related to development of the public workforce in the State Reserves sector;

- The Dissertation explains 3 points of view, 4 directions, 6 groups of solutions to promote the process of developing the public workforce in the State Reserves sector, especially the group of breakthrough solutions, that is: Training and fostering, use, evaluation and applying responsibility to the interests of the public workforce in the State Reserves sector in our country in practical activities in the coming time Thereby contributing to the provision of profound scientific and practical arguments to help the General Department of State Reserves of Vietnam in formulating strategies and organizing implementation in order to continuously develop the public workforce in the State Reserves sector of Vietnam to meet the requirements of the innovation process

8 Structure of the Dissertation:

Preamble

Chapter 1: Overview of the topic-related researches

Chapter 2: The scientific basis for development of the public workforce in the

State Reserves sector of Vietnam

Chapter 3: Development reality of the public workforce in the State Reserves sector of

Vietnam

Chapter 4: Perspectives, directions and solutions to promote the public workforce

development in the State Reserves sector of Vietnam by 2020, with a vision to 2030

In conclusions

Reference

Appendixes

Chapter 1 OVERVIEW OF THE TOPIC-RELATED RESEARCHES

1.1 Research works related to the development of civil servants in general and of the public workforce in the State Reserves sector of Vietnam in particular:

1.1.1 Abroad research projects:

1.1.2 Domestic research projects:

1.2 Evaluation of the topic- related research status:

1.2.1 The explained and researched issues:

Firstly, the research works have made meaningful contributions in terms of science,

clarifying many issues of developing the public workforce in the State Reserves sector

Secondly, the research works have a consensus, the reality of development of the

public workforce in the State Reserves sector is still inadequate, limited to management organization but also to institutional policies as well as implementing organization

Thirdly, on the basis of consensus on the position and importance of the public

workforce in the State Reserves sector, especially when our country is in a period of war, as well as a period of peace in building the country in the direction of industrialization and

modernization of the country, a number of works have analyzed the context and actual situation to propose specific solutions for development of the public workforce in the State Reserves sector

Fourthly, the author has assessed the capacity level of the civil servants, the actual

situation of the process of recruitment, training, and retraining of civil servants to meet new requirements; clarify the achievements of the public workforce in the State Reserves sector

of Vietnam in general in terms of practical capacity as well as the process of organizing the implementation in accordance with the prescribed functions and tasks

1.2.2 The issues to be further studied:

Firstly, development of the public workforce in the State Reserves sector of Vietnam

is not a new issue, but its research has not been given due attention That leads to the situation that development of the civil servants in the past, at present, in our country is still limited and weak, so the capacity and quality of the civil servants has not been promoted in the process of performing their functions of the State Reserves sector as prescribed by the Law on National Reserve Moreover, the research and development of the public workforce

in the State Reserves sector of Vietnam under public management is still a new issue, requiring a lot of time and meticulous research

Secondly, a number of author have given the Party's views on the goal of developing

human resources and civil servants in general in the national renewal process and the cause

of industrialization and modernization transform the country However, in those studies, the potential of developing the public workforce in the State Reserves sector of Vietnam as an important resource for the renewal process of socio-economic development of the country has not currently been mentioned in a logical systematic study

Chapter 2 THE SCIENTIFIC BASIS FOR DEVELOPMENT OF THE PUBLIC

WORKFORCE IN THE STATE RESERVES SECTOR OF VIETNAM 2.1 General concept of the civil servants in the State Reserves sector of Vietnam

2.1.1 Pulic workforce in general and the civil servants in the State Reserves sector of Vietnam

2.1.1.1 Pulic workforce in general

At Point 2, Article 4 of the Law on Cadres and Civil Servants, it states that:

2.1.1.2 Civil servants

It is a powerful force performing the political tasks assigned by the Party and State and the people, developing more and more comprehensively in all aspects to deserve to be a powerful and reliable army of the country and the people in the process of deeper and deeper industrialization and modernization

2.1.1.3 The civil servants in the State Reserves sector of Vietnam

Currently, many domestic and foreign scientists believe that "the public workforce in the State Reserves sector is a force specialized in the state reserves management, this is a mandatory job for all countries" or "the public workforce in the State Reserves sector is a force that directly and indirectly performs the functions in the reserves management for the state’s assets and goods This workforce manages, operates and regulates the state’s goods and assets at the request of the Government, localities and people in order to promptly meet the demands required in the process of construction and protection, development of the country in accordance with the law"

The responsibility, obligations and powers of the public workforce in the State Reserves sector is assigned by the State in the process of performing the management function in this field

The public workforce in the State Reserves sector is empowered by the state to perform their official duties, and at the same time they have the obligation to serve the people and the society and to bear certain constraints related to their respective responsibilities

2.1.2 Characteristics of the civil servants in the State Reserves sector of Vietnam

Firstly, it is the force that directly and indirectly performs the state management

functions on public goods and assets that have been and are being stored to meet the requirements of the country and the people in order to ensure stability and timely provision

of practical requirements in the process of national construction and development

Secondly, those who operate in the State Reserves management agencies from the

central to local levels according to a vertical system associated with territories in regions to ensure the supply of goods, assets to the regions facing with difficulties caused by natural disasters in a timely and quick manner, which is the systematic coordination of this workforce with local authorities at all levels, ensuring the consistency, uniformity On the other hand, this workforce has the characteristic that they must always safely preserve the state’s goods and property from being damaged

Thirdly, it is a professional, highly specialized workforce that fulfills the State's

responsibilities to operate, manage and distribute products and goods according to decisions

of competent authorities

Fourthly, their operation is relatively stable and inherited, but always requires

constant improvement in quality

Fifthly, regularly develop it under a system from central to local levels on a large

scale

2.1.3 Roles of the civil servants in the State Reserves sector of Vietnam

- As a tool to implement the guidelines, views and resolutions of the Party and the State in the process of performing the management function, ensuring that the economy and people are provided and supported in a timely manner when facing difficulties as well as unforeseen situations

- Express the State’s nature for the sake of its people and all rights belong to the people, this is an issue of political significance to help the people understand that their state

is always interested in taking care of its people under any circumstances

- The role of the state civil servants is reflected in four relationships:

Firstly, the relationship with the guidelines and policies of the Party and laws of the

State;

Secondly, the relationship with the organizational leadership and management

apparatus;

Thirdly, the relationship with work

Fourthly, the relationship with the people

- It regulates the allocations to beneficiaries, contributing to bringing the state's

policies to life

- Being one of the core forces in the political system, absorbing the people's aspirations, grasping the practical requirements of life to promptly reflect with superiors and provide goods to the subjects, helping the Party and State implement more practical guidelines and policies

2.1.4 Classification of the civil servants in the State Reserves sector of Vietnam

2.1.4.1 Rank-based classification

+ The civil servants with the rank of senior specialists and equivalent;

+ The civil servants with the rank of senior specialists and equivalent;

+ The civil servants with the rank of specialists and equivalent;

+ The civil servants with the rank of junior specialists and equivalent;

+ The civil servants with the rank of staff and equivalent

2.1.4.2 Position-based classification

+ Leading officers

+ Professional specialists

2.1.4.3Qualification-based classification

+ The graduate civil servants:

+ The civil servants with vocational qualification:

2.2 Development of the civil servants in the State Reserves sector of Vietnam

2.2.1 Concept

The concept of development of the public workforce in the State Reserves sector can

be generalized as follows: It is a process of influence from many sides in order to make the public workforce in the State Reserves sector change in terms of structure, quantity and quality, in fact there is a change in both "quantity" and "quality" to meet the needs of both increasing scale and improving quality and operational efficiency at a higher level, more and more perfect organization to well perform the functions and tasks assigned in public activities to meet the State’s increasing requirements in the new conditions

The process of developing the public workforce in the State Reserves sector shows four fundamental characteristics: Objective development, universality, diversity, abundance and selective inheritance The principle of development of the public workforce in the State Reserves sector demonstrates the science and practicality in the process of awareness and development of the state in any certain period Therefore, when studying development of the public workforce in the State Reserves sector, it must be placed in the movement of the regular and realistic civil servants At the same time, it is necessary to clearly see the complex nature of the process of developing the public workforce in the State Reserves sector, consider it a common phenomenon and discover new trends to promote development

of the civil servants The above development process must always be renewed, supplemented, and perfected to suit the changes of each member and the public workforce

in the State Reserves sector through the influencing factors

2.2.2 Contents of developing the civil servants in the State Reserves sector of Vietnam

2.2.2.1 Planning of civil servants in the State Reserves sector

2.2.2.2 Recruitment of civil servants in the State Reserves sector

2.2.2.3 Using the public workforce in the State Reserves sector

2.2.2.4 Training and fostering civil servants in the State Reserves sector

2.2.2.5 Evaluation of civil servants in the State Reserves sector

2.2.2.6 Appointment of civil servants in the State Reserves sector

2.2.2.7 Rotation of civil servants in the State Reserves sector

2.2.2.8 Attracting and treating civil servants in the State Reserves sector

2.3 Basic factors impacting development of the civil servants in the State Reserves sector of Vietnam

Firstly, the level of socio-economic development of the country

Secondly, the system of mechanisms, policies and laws of the state related to development of the public workforce in the State Reserves sector

Thirdly, the capacity, qualifications and political qualities of the civil servants of the State Reserves sector in the process of performing its management function

Fourthly, the mind and scope of the leadership team of civil servants in the State

Reserves sector

Fifthly, environmental factors

2.4 Foreign and domestic experience in development of the civil servants in the State Reserves sector

2.4.1 Foreign experience

2.4.2 Domestic experience

2.4.3 Some foreign experience to be learnt in development of the civil servants in the State Reserves sector of Vietnam in the coming time

Firstly, base on the characteristics and conditions of the State Reserves sector to

develop a strategy for building and developing the public workforce in the State Reserves sector

Secondly, issue the regulations and legal documents for development of the civil

servants in the reserve industry in our country in the coming time, requires consideration and determination in a specific way to suit the specificity and difference of the reserve industry compared to other industries

Thirdly, develop the standards for specific titles for each type of work of public

servants in the State Reserves sector

Fourthly, regulate the selection of civil servants in the State Reserves sector as a

specific industry

Fifthly, arrange and rationally use the public workforce in the State Reserves sector to

"use people according to their talents", "find more talented people rather than the family members",

Sixthly, strictly maintain the regime of management, supervision, reward and

punishment for civil servants; seriously inspect and evaluate civil servants every year

Seventhly, shorten the term of civil leaders

Summary of Chapter 2

In this chapter, the author has deeply researched and systematized the basic concepts

of civil servants in general, and the public workforce in the State Reserves sector in particular; provided the concept and criteria for evaluating development of the public workforce in the State Reserves sector, the main factors affecting development of the public workforce in the State Reserves sector

Chapter 3 DEVELOPMENT REALITY OF THE PUBLIC WORKFORCE IN THE STATE

RESERVES SECTOR OF VIETNAM 3.1 Formation and development of the State Reserves sector in Vietnam

3.1.1 The process of formation and development of the State Reserves sector

3.1.2 Functions, duties, powers and organization of the General Department of State Reserves of Vietnam

3.1.2.1 Location and function

3.1.2.2 Duties and powers

3.1.2.3 Organizational structure

3.2 The process of formation and status of the public workforce in the State Reserves sector

3.2.1 The process of forming the public workforce in the State Reserves sector

3.2.2 Reality of the public workforce in the State Reserves sector

3.2.2.1 Analysis of the current situation of the number and structure of the civil servants in the State Reserves Sector

Currently, the total number of civil servants in the whole sector is 2,519 people In which, the civil servants at the General Department level, at the regional level across the

country, and at Department level are 131 people, 686 people, 1,702 people, respectively

3.2.2.2 Analysis of the current situation on the qualifications of the public workforce in the State Reserves sector of Vietnam

Table 3.1: Training level of the public workforce in the State Reserves sector of Vietnam

No

Level Total

Postgraduate Graduate

Associate diploma holders

Vocational diploma holders Quantit

Source: Department of Personnel Organization - The General Department of State

Reserves of Vietnam (civil servant quality report in 2016)

The statistic figures in the said Table (Table 3.1) shows that the qualification in the

General Department and the subordinate agencies is very large The postgraduate civil servants in the levels of the General Department of State Reserves of Vietnam, the Departments and sub-departments are 39.6%, 12% and 3.7%, respectively In the department level, the graduate civil servants are prevailing (making up 77.2%) meanwhile postgraduate numbers are few, only making up 12% In the sub-department level, the graduate civil servants are insignificant, only 32.9% while postgraduate ones are few, just 3.7% and the prevailing numbers are associate diploma and vocational diploma holders, accounting for 70% who are mainly ware- housekeepers and some other professional positions such as staffs in the finance and accounting, preservation techniques, clerical - treasurers…

3.2.2.3 Analysis of the current situation of professionalism of the public workforce in the State Reserves sector of Vietnam

Table 3 2: Structure of specialized training for the public workforce in the State Reserves

sector of Vietnam

Specialty of agriculture

Specialty of food chemistry, science and technology

Specialty of economics

Specialty of law, administration

Other unsuitable specialty

Quantity Percent Quantity Percent Quantity Percent Quantity Percent Quantity Percent