VIETNAM ACADEMY OF SOCIAL SCIENCES GRADUATE ACADEMY OF SOCIAL SCIENCES NGUYEN DUC THANG IMPLEMENTATION OF HUMAN RESOURCE DEVELOPMENT POLICY IN FOREIGN AFFAIRS SECTOR IN VIETNAM AT PRESENT Sector Publi..Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.Thực hiện chính sách phát triển nhân lực ngành Ngoại giao ở Việt Nam hiện nay.
Trang 1VIETNAM ACADEMY OF SOCIAL SCIENCES
GRADUATE ACADEMY OF SOCIAL SCIENCES
NGUYEN DUC THANG
IMPLEMENTATION OF HUMAN RESOURCE DEVELOPMENT POLICY IN FOREIGN AFFAIRS
SECTOR IN VIETNAM AT PRESENT
Sector: Public Policy Code: 9340402
ABSTRACT OF DOCTORAL THESIS IN PUBLIC POLICY
HA NOI – 2022
Trang 2The thesis is done at:
GRADUATE ACADEMY OF SOCIAL SCIENCES
Name of Supervisor: Assoc Prof., Dr Nguyen Minh Phuong
Reviewer 1: Professor, Dr Hoang Khac Nam
University of Social Sciences and Humanities
Reviewer 2: Assoc Prof., Dr Nguyen Xuan Phong
Academy of Journalism and Communication
Reviewer 3: Dr Ha Quang Ngoc
Hanoi University of Home Affairs
The thesis will be defended in front of the Evaluation Committee of the Graduate Academy of Social Sciences
At time …… hour…… minutes, date …… month…… year …
The thesis can be found at the National Library, the Library of the Graduate Academy of Social Sciences
Trang 3implementation adaptive becomes urgent Firstly, intellectuality of highly
qualified human force coined the national competitive strength in knowledge economy, science and technology and globalization, particularly, the diplomatic human resources, for their direct contributions
in the regards of international relations to national economic, political and social development Therefore, promoting the diplomatic HRD policy, at this context, means investments into integration development, advancing
national position in the international arena Secondly, the current quality of
public HR in general, including diplomatic personnel in particular, in such contextual rapid changes, reveals gaps, i.e., inadequate competent to
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perform tasks in new context; less adaptive in the areas identified as breakthrough areas i.e., international law, economic diplomacy,
international communication Thirdly, such unclosed gaps in HRD
policies keep eroding as diplomatic generation gaps, the bias towards
"potential recruitment" prevailing "experienced recruitment", unoptimized implementation process of social protection policies, unbalancing status in training and reprofiling among civil servants and public employees in the Sector in terms of information technology and digital skills training, lack of
a strong enough mechanism to attract talented people, limitations in the quality of staff working in multilateral relations, obstacles in organizational structure arrangement, implementation, quality standards in Sector [54, tr 2]
From that context, the thesis has raised the scientific question: What should be done and how to implement the diplomatic HRD policy of Vietnam to meet the new requirements? The above scientific question is concretized into 3 sub-questions: (i) What are the characteristics and roles
of human resources in the Foreign Affairs Sector? (ii) What is the current practice of implementing diplomatic HRD policy? (iii) What solutions to strengthen the implementation of the current policy of diplomatic HRD of our country?
To answer the above research question, the scientific hypothesis proposed is: The current implementation of the diplomatic HRD policy is
no longer suitable to facilitate the comprehensive development of the diplomatic staff Specifically: (1) Diplomatic personnel are highly qualified people who meet the requirements of professional competence and ethics in accordance with Vietnam's regulations and regulations for diplomatic officers at representative mission abroad in accordance to international conventions and regulations on diplomatic relations (2) The implementation of the diplomatic HRD policy has now achieved certain results, but it has not yet met the demand in quantity and quality amid new
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context and tasks (3) If synchronous implementation solutions is conducted
in parallel with a systematic, interdisciplinary and comprehensive approach, with guaranteed resources, the limitations in the implementation of diplomatic HRD policy can be overcome
Given the existing limitations, in order to achieve the diplomatic HRD goal in the new context, there is an urgent need to research, further improve and strengthen the implementation of the diplomatic HRD policy
in Vietnam Therefore, the PhD student chooses the topic "Implementation
of human resource development policy in Foreign Affairs Sector in Vietnam at present" as the doctoral thesis majoring in public policy
2 Research goals and tasks
2.1 Research purposes: The thesis systematizes, analyzes and clarifies the
theoretical basis and the actual situation of implementing the diplomatic HRD policy, accordingly, proposing orientations and solutions to strengthen the implementation of the diplomatic HRD policy in response to
new contextual requirements
2.2 Research mission: The thesis performs the following research tasks:
Overview of the research situation related to the thesis; analyze and clarify theoretical issues on policies and implementation of the diplomatic HRD; evaluate the status-quo in implementing the diplomatic HRD, point out the results, limitations and causes; identify goals and propose orientations and solutions to improve the efficiency of the implementation of the diplomatic
HRD policies in the new period
3 Object and scope of the study
3.1 Research subjects: The object of the thesis is the implementation of the
diplomatic HRD policy in Vietnam
3.2 Research scope
3.2.1 Time range: The thesis assesses the status-quo of implementing the diplomatic HRD policy in our country since the Law on Cadres and Civil
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Servants became effect (January 1, 2010) and proposes orientations, solutions, measures to strengthen the implementation of the diplomatic HRD policies in the period of 2023-2030
3.2.2 Spatial range: The study is conducted in the spatial scope of Foreign Affairs Sector, including in-country agencies (Ministry of Foreign Affairs, centrally-directed provincial Departments of Foreign Affairs and diplomatic public professional careers), and overseas missions (Vietnamese missions to international organizations and representative agencies in foreign countries ) The thesis doesn’t include the personnel working in international cooperative departments of the ministries and other state’s public agencies providing that they are not in payroll of the MOFA Vietnam
3.2.3 Scope of content: The thesis focuses on 5 steps in the process of implementing the diplomatic HRD policy, including developing documents and implementation plans; disseminating and propagating policy implementation; duties assignment, coordination, implementation; inspect and examining the implementation; and summarizing, evaluating; lessons
learned and results achieved in the implementation of the policy
4 Research methodology and research method
4.3 Research methods
The thesis applies dialectical and historical materialism theory of Leninism, Ho Chi Minh's thought and the Vietnamese Communist Party's point of view on human resource development in the field of diplomacy and
Marxism-at the same time applies the science of science and technology Studies such as: Public policy, public administration, human resource management, political science, management science related to the implementation of the diplomatic HRD policy Regarding the approach, the thesis chooses a systematic approach from the perspective of public policy based on the theory of development in relation to the theory of public human resource
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management and applying the approach of human resource management theory Methods of analyzing secondary documents, methods of synthesis and comparison; case study methods; Expert methods are used in the research process for analyzing the current situation, forecasting trends and groups of solutions
5 New contributions
The thesis has some new scientific contributions as follows: Firstly, the thesis systematizes the viewpoints on the implementation of the diplomatic HRD policy in-country and abroad in the current period Secondly, the thesis analyzes and clarifies basic theoretical issues about the implementation of the diplomatic HRD policy in current global trend and from Vietnam viewpoints Thirdly, the thesis has identified and clarified the status-quo implementation of the diplomatic HRD policy, and at the same time, pointed out the results, limitations and causes from the current practice Fourth, propose orientations and solutions to strengthen implementation of the diplomatic HRD policy in response to new contextual requirements of Vietnam during 2022-2030
6 Theoretical and practical significance
Theoretically, the thesis contributes to enriching the theoretical and practical basis for the implementation of human resource development policy from the perspective of public policy in combination with the theory
of public human resource management, the theory of human resource development and the development of human resources and apply the policy implementation evaluation model according to the results The thesis clarifies the concepts of diplomatic human resources, the content of human resource development of the sector, analyzes and clarifies the role and subject of policy implementation; policy implementation process and determination of analytical criteria for implementing HRD policies in-
Trang 87 Thesis structure
The structure of the thesis, in addition to the introduction, conclusion and appendices, the main content is presented in 4 chapters:
Chapter 1: Literature Overview of Studies on Implementing the Policy on
Developing Human Resource of Foreign Affairs Sector
Chapter 2: Scientific Base of Implementing the Policy on Developing
Human Resource of Foreign Affairs Sector
Chapter 3: Status-quo on Implementing the Policy on Developing Human Resource of Foreign Affairs Sector
Chapter 4: Solutions to improve efficiency in Implementing the Policy on
Developing Human Resource of Foreign Affairs Sector in Viet Nam
Chapter 1 LITERATURE OVERVIEW OF STUDIES ON IMPLEMENTING THE POLICY ON DEVELOPING HUMAN RESOURCE OF
FOREIGN AFFAIRS SECTOR 1.1 Studies on the theory of implementing human resource and human resource development policies in the Foreign Affairs sector
Human resource development policy in the Foreign Affairs Sector is part of the overall public policy system, which has a dialectical relationship and is
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inseparable from public policy and public sector HRD policy The theoretical basis for implementing the diplomatic HRD policy coined from various sources, including the theory of public policy implementation, the theory of human resource development in the public sector, and a part of which is determined from the theory of public relations international system due to the specific operating environment of diplomatic personnel
1.1.1 Studies on the theory of public policy implementation
Public policy, according to Thomas (2011), is whatever the State chooses to
do or not do [157, p first] Goggin et al (1990) determined that the research process on public policy has gone through three generations [170, p 20] Across generations of research, the nature of public policy practice reveals itself as a result-oriented process There are 3 basic approaches to public policy implementation: top-down method, bottom-up method, and a combination of the above two approaches combined with other methods Regarding the public policy approach, in the third generation of current public policy implementation research, Wheat (2010) published a study on
a policy analysis system based on dynamic models
In our country, public policy is a highly applicable science but has not been studied for a long time, a relatively new field of research According to author Ho Viet Hanh (2019), there are many approaches to public policy In particular, the approach on the basis of multidisciplinary, interdisciplinary social science has gradually met the requirements of training high-quality human resources, serving the cause of industrialization and modernization
of the country country [69] Authors Nguyen Huu Hai, Le Van Hoa (2013) have analyzed some issues of public policy implementation in the book
"Outline of Public Policy" and the book "Public Policy - Basic Issues" by Nguyen Huu Hai (2014)
1.1.2 Studies on the theory of implementing policies on human resource development in the public sector
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According to author Ho Viet Hanh (2017), "Public policy will not make sense if it just stops on the text but is not implemented in practice" Therefore, policy implementation plays an important role in the policy cycle Research on human resource development in general, author Tran Minh Duc (2021) believes that human resource development is one of three strategic breakthroughs to develop Vietnam in the coming time Maximizing the human factor as the subject, the main resource and the goal
of sustainable development Theoretical basis for implementing public human resource development policy emphasizes the impacts in policy combination Theoretical basis for implementing Vietnam's HRD policy has common features in comparison with world practices Today, in the context of integration and the IR 4.0, soft skills in the public service reflect the flexibility and closeness to the real life of public service activities in general and the activities of diplomatic personnel in particular
1.2 Studies on the status-quo of implementing the policy of human resource development in the Foreign Affairs Sector
In the book “The European Union Diplomatic Service Ideas, Preferences and Identities” on European diplomacy, Caterina Carta (2017) summarizes the main points of view on the diplomatic development of the European Union (EU) and building the diplomatic workforce of this Community Diplomacy increasingly requires in-depth expertise in each field In
"Career Diplomacy: Life and Work in the US Foreign Service", Kopp, Harry W., Naland, John K based on the Memoirs of Ambassador Charles
A Gillespie Jr (1935–2008) introduced the reality of life and work of US diplomats, indirectly reflecting the implementation of policies towards human resources in the Foreign Affairs Sector of this country in four aspects: organizational structure, practical knowledge skills in public service, career path and future of Diplomacy Authors Vu Duong Huan (2002), Pham Binh Minh (2010) and a research team of the Diplomatic
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Academy of Vietnam, in the reference book "Vietnam's diplomatic strategic orientation to 2020" have identified strategic priorities strategy to develop our country's diplomacy until 2020, in which priority is given to the development of the contingent of diplomatic civil servants Recently, the book "Vietnam's comprehensive diplomacy in the integration period" by Pham Gia Khiem (2015) has summarized the knowledge and practice of Vietnam's diplomacy over the periods, including some important selected points are inherited in this thesis [75] In addition, the authors Pham Binh Minh, Nguyen Ngoc Truong, Dang Dinh Quy, Vu Duong Huan, Pham Quoc Tru, Duong Van Quang analyzed Ho Chi Minh's thought on strategy and national and national interests in the future foreign affairs; on the Vietnamese school of diplomacy; on independence, self-reliance and international integration, trust in Vietnam international relations
1.3 Studies on dynamic factors and solutions to implement human resource development policy in the Foreign Affairs Sector
1.3.1 Studies on factors affecting the implementation of policies on human resource development in the Foreign Affairs Sector in the current context
There are many factors affecting the implementation of public policy, the HRD policy in the public sector in general, and the diplomatic HRD policy
in particular According to the public policy implementation model of Thomas B Smith (1973) in the work "The Policy Implementation Process" shows that the four most important factors affecting policy implementation are the policy itself, implementing agencies, participating groups, and factors in the policy environment Today, the importance of human resources to modern organizations seems to be constantly increasing Each generation has its own characteristics, lifestyle and way of thinking that are different from the previous generation Now, when the "Millennials" generation has become the core workforce of society, the "Gen Z"
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Research works on policy implementation have been carried out in many industries and fields There are still gaps in research on implementing the diplomatic HRD policy of our country in the context of international integration from the perspective of public policy, that is the issue of choice for research within the scope of this thesis Firstly, analyze theoretical issues on the implementation of diplomatic HRD policy Secondly, most of the research works on diplomacy are often published slowly due to the characteristics of the Sector with confidential information Third, the most commonly used tool for implementing the HRD policy is training, retraining and promotion However, facing difficulties as well as new opportunities , training and promotion are not enough, but need to be combined with many measures for the overall and long-term development
of diplomatic human resources
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2.1.1 Concepts
The diplomatic HRD policy is part of the national human resource development policy, which is the HRD requirement of the State The diplomatic HRD policy is the policy of the State, implemented by the Ministry of Foreign Affairs (MOFA) in conjunction with a number of functional ministries In order to clarify the nature of the concept of diplomatic HRD policy, the thesis mentions and compares with some related concepts as follows: "human resources", "human resource development", "public policy", "diplomacy" and "diplomatic work" From the three characteristics in the conceptual content analyzed above, the author of the thesis proposes the concept of the diplomatic HRD policy and
uniformly applies it in this thesis as follows: Human resources development
policy in the Foreign Affairs Sector is the totality of views, principles, measures and methods of competent state agencies in recruiting, employing, arranging, training and rewarding in order to develop human resources including cadres, civil servants, public employees and laborers working in the Foreign Affairs Sector to meet the requirements and tasks of the Sector assigned by the Party and the State
2.1.2 Policy content
Stemming from the point of view of human resource development in the above sector, the thesis determines the policy of human resource development in the Foreign Affairs sector, including 5 basic contents: human resource planning; attracting, recruiting; use, evaluation; training and retraining; and attract, retain talented people
2.1.3 Policy implementation subject
Subjects implementing the diplomatic HRD policy (State diplomacy) include the following basic groups of actors: Leaders of the Ministry of Foreign Affairs, civil servants in charge of personnel organization, training and retraining in institutions agencies and non-business units in the Foreign