Tóm tắt luận Án (tiếng anh) thực thi chính sách Đào tạo, bồi dưỡng cán bộ, công chức cấp huyện người khmer vùng Đồng bằng sông cửu long

Inaddition, the content of the training and development program has not met the needs ofKhmer learners; Policies and regimes for learners still have many shortcomings, not payingadequate

MINISTRY OF EDUCATION AND TRAINING

VINH UNIVERSITY

NGUYEN CHI HAI

IMPLEMENTING THE POLICY OF TRAINING AND FOSTERING DISTRICT-LEVEL KHMER OFFICIALS AND CIVIL SERVANTS IN THE

This thesis has been completed at Vinh University

Supervisors:

1 Assoc.Prof Dr Tran Hau Tan

2 Dr Phan Van Tuan

The thesis can be found at:

- Information Center - Nguyen Thuc Hao Library, Vinh University

- Vietnam National Library

A INTRODUCTION

1 The urgency of the topic

Ethnic minority cadres and civil servants are important in the Vietnameserevolution The Party and State have paid attention to training and fostering ethnic minoritycadres and civil servants, conducting them regularly, carefully, scientifically, strictly, andeffectively Therefore, the quality of ethnic minority cadres and civil servants has beenimproved, their activities have been more effective, contributing greatly to consolidatingand developing the great solidarity bloc of ethnic groups, promoting economic and socialdevelopment and political stability Ho Chi Minh repeatedly emphasized the importance ofcadres, he wrote that cadres are the root of all work, and training cadres is the root work ofthe Party

The Mekong Delta region has 13 provinces and cities including Long An, DongThap, Tien Giang, Vinh Long, Tra Vinh, An Giang, Bac Lieu, Ca Mau, Kien Giang, SocTrang, Ben Tre, Hau Giang, and Can Tho City The Khmer ethnic minority in the MekongDelta has a fairly large population, with 1.2 million Khmer people living, accounting fornearly 7% of the population The Mekong Delta region borders Cambodia, so the role ofKhmer civil servants and public employees becomes increasingly important in maintainingsecurity and order in the border area They coordinate with functional forces to preventsmuggling, human trafficking, and illegal activities They help build harmonious andunited relationships between ethnic communities in the border area, minimize conflicts,and create a peaceful and stable living environment Khmer civil servants and publicemployees in the Mekong Delta region play an important role in the region's economic,cultural, social, and educational development

In recent years, localities in the region have developed action programs andimplemented policies on training and fostering civil servants and public employees at thedistrict level of Khmer people; with many forms and contents of training and fostering, andpreferential policies that are close to the local reality However, the implementation ofpolicies on training and fostering civil servants and public employees still have somelimitations such as the implementation of policies on training and fostering civil servantsand public employees has not ensured the process, and a separate plan has not beendeveloped for the implementation of specific policies on training and fostering civilservants and public employees; the propaganda and dissemination of policies are stillformal, not closely following the content of the training and fostering policies; theassignment and coordination of policy implementation are not smooth and synchronous;the monitoring, inspection and urging of implementation are not regular and timely; thesummary, assessment and experience drawing of the implementation of policies on trainingand fostering are not clear This has led to the low quality of training and development ofKhmer civil servants and public employees, not meeting the practical needs of the job

The implementation of training and development policies for civil servants andpublic employees has not been close to the needs of scale and training structure, notmeeting the practical requirements; The knowledge and capacity of a part of the staff aftertraining is still weak, notably the majority of the staff at the grassroots level have notreceived basic training, the rate of unqualified staff is still high Training and development

of civil servants and public employees mainly serve the requirement of standardizing theteam of leaders and managers without training according to the occupational structure;Creating a source of staff is still weak; The connection between planning training and

development is not tight; The organization of training and development still lacks focus Inaddition, the content of the training and development program has not met the needs ofKhmer learners; Policies and regimes for learners still have many shortcomings, not payingadequate attention to Khmer ethnic minorities; the State budget for training, fostering, andprotecting Khmer civil servants and public employees is still limited.

Therefore, it is necessary to objectively survey and analyze the currentimplementation of the policy on training and fostering Khmer district-level cadres and civilservants in the Mekong Delta, on that basis, to provide scientific arguments to improve theeffectiveness of the implementation of the above policy The author chose the issue for his

doctoral thesis in Political Science as: “Implementing the policy on training and fostering Khmer district-level cadres and civil servants in the Mekong Delta”.

2 Research objectives and tasks

2.1 Research objectives

The thesis studies and clarifies the theoretical basis and current status ofimplementing policies on training, fostering, and improving the quality of cadres andcivil servants at the district level for Khmer people in the Mekong Delta; thereby,proposing viewpoints and solutions to improve the effectiveness of implementingpolicies on training, fostering and improving the quality of cadres and civil servants atthe district level for Khmer people in the Mekong Delta

2.2 Research tasks

To achieve the research objectives, the thesis focuses on solving the followingtasks:

First, overviewing the research situation related to the thesis topic, evaluating the

results of the achieved works, and pointing out the gaps that need further research;

Second, analyzing and clarifying the theoretical basis for implementing policies

on training, fostering, and improving the quality of cadres and civil servants at thedistrict level for ethnic minorities;

Third, analyzing and evaluating the current status of implementing policies on

training, fostering, and improving the quality of cadres and civil servants at the districtlevel for Khmer people in the Mekong Delta;

Fourth, propose viewpoints and solutions to improve the effectiveness of

implementing policies on training and fostering Khmer people in the Mekong Deltaregion at the district level

3 Research objects and scope

coordinating policy implementation; (4), Maintaining policy implementation; (5),Adjusting policy implementation; (6), Monitoring, checking and urging policyimplementation; (7), Summarizing and drawing lessons from policy implementation.

Regarding space: The thesis studies the implementation of the policy on training andfostering ethnic minority cadres and civil servants at the district level in the Mekong Delta

In particular, the survey focused on 6 provinces with a large number of Khmer district-levelofficials and civil servants, including Tra Vinh, Soc Trang, Kien Giang, An Giang, BacLieu, and Ca Mau

Regarding time: The research data is used from 2016 to 2024

4 Theoretical basis and research methods

4.1 Theoretical basis

The research topic is based on the viewpoints of Marxism-Leninism, Ho Chi Minh'sthought; the guidelines and policies of the Communist Party of Vietnam, and the State'spolicies on training and fostering district-level cadres and civil servants of ethnicminorities

4.2 Research methods

The research method is approached from the perspective of the major of PoliticalScience and applies interdisciplinary knowledge of Public Policy To achieve theobjectives and tasks of the research topic, the author determines the application of thefollowing research methods to collect data for the study:

Method of classification and systematization of theory: This method aims to selectand classify documents according to research needs such as Party documents, legaldocuments of the State, policies, textbooks, books, newspapers, and magazines related tothe implementation of policies on training and fostering district-level cadres and civilservants of Khmer people; From there, build a theoretical framework suitable for thepurpose and research requirements of the topic

Logical-historical method: used to discover the regularity and internal logic of thepublic policy process; through discovering common, specific, and diverse regularities inpolicy implementation Research the history of the policy implementation process fortraining and fostering Khmer district-level officials and civil servants through steps overtime

Synthesis, analysis, and statistics method: The method is used to analyze the currentstatus of policy implementation and the results after implementing the policy At the sametime, tables and charts are established to strengthen the reliability and reflect the researchstatus more easily and clearly

Information collection method: This method includes collecting primary datapublished by the Party and the State related to the research topic Collecting secondary dataaims to collect information and data used in the context of building a theoretical frameworkfor the process of implementing the policy of training and fostering Khmer district-levelofficials and civil servants

Interview method: the author interviews and directly discusses with the subjectsparticipating in policy implementation and the subjects receiving the policy severalcontents to learn about issues related to the topic in the research area

Sociological survey method: the author chooses districts with a large Khmerpopulation in the Mekong Delta region for investigation and survey We collected datausing a random sampling method Accordingly, the sociological survey questionnaireswere distributed in 900 forms to 2 subjects: one is Khmer civil servants and publicemployees (beneficiaries of policy implementation); two is the subjects directlyimplementing the policy including leaders and experts of the Department of Home Affairs,Department of Education and Training, Department of Finance, Ton Duc Thang PoliticalSchool, Ethnic Committee, Provincial Party Committee Organization Committee andOffice of the People's Council and Provincial People's Committee As a result, 875 validsurvey questionnaires were studied.

The survey results are an important source of information to have a practicaloverview of the results of policy implementation, the relationships between subjectsparticipating in policy implementation, the role of local authorities in finding resources,propagating and mobilizing, evaluating and maintaining the results of policyimplementation for training and fostering Khmer district-level civil servants and publicemployees

Method of information and data processing: data collected from reports of theDepartment of Home Affairs, Ethnic Minorities Committee, Provincial Party CommitteeOrganization Committee and Provincial People's Council Office and Provincial People'sCommittee, synthesizing survey forms from district-level officials and civil servants, theauthor processed data through Excel and SPSS tables, then evaluated, analyzed andcompared the achieved results with the targets set out in the resolution

5 Research questions and research hypotheses

5.1 Research questions

The thesis is conducted based on the following research questions:

- Have there been any studies related to the implementation of the policy on training,fostering, and supporting ethnic minority people at the district level?

- Has the theoretical basis for implementing the policy on training, fostering, andsupporting ethnic minority people at the district level been completed?

- What is the current situation of implementing the policy on training, fostering, andsupporting ethnic minority people at the district level in the Mekong Delta?

- What are the viewpoints and solutions to improve the effectiveness ofimplementing the policy on training, fostering, and supporting ethnic minority people at thedistrict level in the Mekong Delta?

5.2 Research hypothesis

The implementation of the policy on training, fostering, and supporting ethnicminority people at the district level in the Mekong Delta has not yet achieved the desiredresults Analyzing and correctly assessing the current situation, clearly identifying thecauses, and proposing appropriate solutions will improve the effectiveness ofimplementing policies on training and fostering Khmer people in the Mekong Delta

6 New contributions of the thesis

6.1 Theoretical contributions

The thesis is a scientific work that supplements some theoretical issues on theimplementation of policies on training, fostering, and improving the quality of cadres andcivil servants at the district level for ethnic minorities The thesis has developed a processfor implementing policies on training, fostering, and improving the quality of cadres andcivil servants at the district level for ethnic minorities; identified the contents of theimplementation of policies on training, fostering, and improving the quality of cadres andcivil servants at the district level for ethnic minorities; and factors affecting theimplementation of policies on training, fostering and improving the quality of cadres andcivil servants at the district level for ethnic minorities.

In implementing policies on training, fostering, and improving the quality of cadresand civil servants at the district level for Khmer people in the Mekong Delta, the thesis hasproposed viewpoints and solutions to improve the effectiveness of the implementation ofpolicies on training, fostering and improving the quality of cadres and civil servants at thedistrict level for Khmer people in the Mekong Delta

The topic is a document for local authorities, leaders, managers, and personnelorganizations to refer to in implementing the policy on training and fostering cadres andcivil servants at the district level of the Khmer people in building a contingent of cadres andcivil servants in the Mekong Delta

7 Structure of the thesis

In addition to the introduction, conclusion, list of published works of the authorrelated to the topic, list of references, and appendix, the thesis is structured into 4 chapters(10 sections)

B CONTENTS

Chapter 1 OVERVIEW OF RESEARCH RELATED TO THE THESIS TOPIC

Implementing the policy of training and fostering cadres and civil servants at the district level

in the Mekong Delta aims to improve the capacity and work efficiency of ethnic minority cadres andcivil servants, helping them update their knowledge, skills, and modern working methods The thesishas outlined related research works, basically mentioning the theoretical and practical contents ofpublic policy, implementing the policy of training and fostering cadres and civil servants Throughthese works, the following contents can be drawn:

Firstly, studies on public policy implementation have mentioned the concept, role, structure,content, and process of public policy These studies provide reference materials for the author toargue and clarify the basic contents of the issue of public policy in general and the implementation ofthe policy of training and fostering cadres and civil servants Studies on public policy implementationhave affirmed the important role of public policy in achieving socio-economic development goals

To effectively carry out this task, public policies should be built on appropriate concepts, roles,structures, contents, and processes Studies also emphasize the importance of monitoring, evaluating,and improving public policies Monitoring and evaluating the results of policies helps identifystrengths and weaknesses to improve the quality of policies in the future

Second, research works on the training, and development of civil servants and publicemployees have presented basic issues such as basic theories of implementing training, development

of civil servants and public employees policies and experiences of some countries, the role of the state

in implementing training, development of civil servants and public employees policies in Vietnamtoday, the current status of the system and implementation of training, development of civil servantsand public employees policies in our country today; directions and solutions for building andperfecting training, development of civil servants and public employees policies in Vietnam in thecoming time These are references for the author to clarify the concept, structure, and role of training,development of civil servants and public employees policies; Assess the current situation andpropose solutions to strengthen training and fostering of civil servants in Vietnam today

Third, research works on the implementation of policies on training and fosteringethnic minority cadres and civil servants The above research works have systematized andgeneralized the basic viewpoints, major guidelines, and policies of the Party and the State

on cadres, cadre work, and the application of those viewpoints to the training and fostering

of ethnic minority cadres and civil servants at the district level These research results arereference materials for the author to have an overview in analyzing the content of thetraining and fostering of ethnic minority cadres and civil servants at the district level

Based on inheriting and selecting published research results, the thesis on the topic:

„Implementing the policy on training and fostering Khmer cadres and civil servants at thedistrict level“ continues to address the following specific issues:

First, to explain and contribute to supplementing the theoretical basis for theimplementation of policies on training and fostering ethnic minority cadres and civilservants at the district level The concepts of district-level ethnic minority cadres and civilservants; training and fostering district-level ethnic minority cadres and civil servants;

training and fostering center for cadres and civil servants; and implementation of policies

on training and fostering district-level ethnic minority cadres and civil servants need to beresearched and clarified The content and process of implementing policies on training andfostering district-level ethnic minority cadres and civil servants need to be clarified At thesame time, factors affecting the implementation of policies on training and fosteringdistrict-level ethnic minority cadres and civil servants need to be clarified

Second, assess the current implementation of the policy on training, fostering, anddeveloping cadres and civil servants at the district level of the Khmer people in the MekongDelta The overview of natural, and socio-economic conditions and the situation of thecadres and civil servants at the district level of the Khmer people in the Mekong Deltacontributes to clarifying the research subjects and areas On the current implementation ofthe policy on training, fostering, and developing cadres and civil servants at the districtlevel of the Khmer people in the Mekong Delta Assess the implementation of the policy ontraining, fostering, and developing cadres and civil servants at the district level of theKhmer people in the Mekong Delta and the issues raised in the implementation of thepolicy on training, fostering, and developing cadres and civil servants at the district level ofthe Khmer people in the Mekong Delta

Third, identify viewpoints and propose solutions to improve the effectiveness of theimplementation of the policy on training, fostering, and developing cadres and civilservants at the district level of the Khmer people in the Mekong Delta Identify basicviewpoints to improve the effectiveness of the implementation of the policy on training,fostering, and developing cadres and civil servants at the district level of the Khmer people

in the Mekong Delta Solutions suitable to the practical situation will contribute toimproving the effectiveness of implementing policies on training and fostering Khmerpeople in the Mekong Delta at the district level

Conclusion of Chapter 1

The above research works have clarified theoretical issues on training and fosteringcadres and civil servants; implementing public policies, implementing policies on trainingand fostering cadres and civil servants of ethnic minorities At the same time, the role of theState and localities in implementing policies on training and fostering cadres and civilservants has been recognized The published works show the solutions of the State inplanning and implementing policies on training and fostering cadres and civil servants.These studies are an important basis for building a theoretical framework for research onimplementing policies on training and fostering cadres and civil servants of ethnicminorities

However, there has not been any work analyzing the implementation of policies ontraining and fostering cadres and civil servants of Khmer ethnic minorities, developingimplementation processes, and proposing solutions to improve the effectiveness ofimplementing policies on training and fostering cadres and civil servants of Khmer ethnicminorities in the Mekong Delta The topic of the thesis on the policy of training anddeveloping Khmer cadres and civil servants in the Mekong Delta has its approach, from theperspective of political science, and does not overlap with previously published works

Chapter 2 THEORETICAL BASIS FOR IMPLEMENTING POLICY TRAINING AND FOSTERING FOR ETHNIC MINORITY OFFICIALS AND CIVIL SERVANTS

AT DISTRICT LEVEL

2.1 Some concepts related to the topic

2.1.1 Concept of implementing training and fostering policies

2.1.1.1 Concept of policy implementation

Policy implementation is the process of turning approved policy decisions intoactual actions and results in society; policy implementation is the stage after the policy isplanned and approved, including organizing, managing, and applying necessary measures

to implement that policy

Policy implementation is a complex and important process, requiring carefulpreparation, close coordination, and continuous monitoring The effectiveness of policyimplementation depends on many factors including the participation of stakeholders,available resources, and the ability to flexibly adjust during the implementation process

2.1.1.2 Concept of training and development

Training and development of civil servants and public employees is an importantactivity of human resource development in general and human resource development in thelabor market in particular Some countries in the world consider the issue of vocationaltraining instead of training and development Training takes place after training, that isafter the employee has a profession in a specialized field to be able to start a career.Training and development of civil servants and public employees is defined as a plannedprocess of changing attitudes, knowledge, or skills through learning and practicing to workeffectively in public service or a certain activity

Training and development have certain similarities, it means the process of doingbetter, more professionally, but these are two concepts that are not synonymous If training

is considered a process of making learners have capacity and skills according to certainstandards, then training is the process of making learners update and supplement theircapacity and qualities From there, it can be understood that training and development is theprocess of systematically changing human perception and behavior through learning andpractice

2.1.1.3 Concept of implementing training and fostering policies

Implementing training and fostering policies is the process of deploying andimplementing specific measures and activities to improve the capacity, knowledge, andskills of the subjects to ensure that they have sufficient qualifications and ability to performassigned tasks The process of implementing training and fostering policies includesplanning, organizing training courses, monitoring, and evaluating the effectiveness oftraining programs

The goal of implementing training and fostering policies is to improve the capacityand work performance of the subjects, ensuring that they have sufficient knowledge andskills to meet the requirements of the job and cope with new challenges This contributes

significantly to better serving the community and the sustainable development of theorganization and the country.

2.1.2 Concept of district-level cadres and civil servants of ethnic minorities

2.1.2.1 Concept of cadres and civil servants

Cadres are people who work in state agencies, parties, unions, socio-politicalorganizations, and other units recognized by the state Cadres are responsible for managing,implementing policies, and leading their work in the agencies they serve Cadres can alsoparticipate in activities of the Communist Party of Vietnam and other socio-politicalorganizations

Civil servants work in state agencies and units and perform tasks related tomanagement, policy implementation, and public service provision They must comply withregulations on working regimes, salaries, and benefits determined by the state

Thus, cadres and civil servants are an important force in the state apparatus,undertaking responsibilities and tasks to ensure the effective operation of the political andadministrative system, contributing to the development and stability of the country

2.1.2.2 Concept of district level

The district level is an intermediate administrative unit located between the provinceand the commune The district-level local government is under the direct state management

of the provincial-level local government and directly manages the state over the level local government

commune-The district-level government plays an important role in the national administrativesystem, which is reflected in socio-economic management and development,administrative management, education and health management, cultural and socialmanagement, ensuring national defense and security, social order, crime prevention,natural resource, and environmental management, and handling complaints anddenunciations The district level deploys and implements the state's policies, programs, andprojects in the locality, ensuring that these policies are implemented properly andeffectively

2.1.2.3 Concept of district-level cadres and civil servants

Cadres are people who are appointed or recruited to work in agencies, organizations,and units that manage the work of a district or county Cadres are responsible forperforming management tasks, decisions, and state administrative and legal tasks at thedistrict level They can be political, managerial, technical cadres, or other specialistsdepending on their duties and positions

Civil servants are people who work in district-level or county-level agencies, andthey are recruited through competency assessment processes and exams Civil servants areresponsible for performing management tasks and implementing the work of the agencythey work for They must comply with the regulations and rules of the agency and theGovernment

Thus, district-level cadres and civil servants are people who work in theadministrative and state management system at the district level (including districts, towns,and provincial cities), performing state management duties and tasks and serving thepeople at the district level; District-level officials and civil servants have differences in

recruitment, appointment, and job positions, which helps to define the responsibilities andpowers of the two groups, ensuring the effective operation of the local administrativeapparatus.

2.1.2.4 Concept of ethnic minorities

Ethnic minorities are groups of people with distinct cultural, linguistic, religious,and traditional characteristics, different from the majority population in a country Thisconcept is used to distinguish groups of people that are smaller in number and have distinctcharacteristics compared to the majority population The main characteristics of ethnicminorities include: In terms of numbers, ethnic minorities account for a small proportion ofthe total population of a country; In terms of culture and language, they have distinctlanguages, customs, practices, and lifestyles, different from the majority population Manyethnic minority groups have a long history and often live in specific geographical areas,such as mountainous, remote, and isolated areas

2.1.2.5 Concept of ethnic minority district-level cadres and civil servants

The concept of ethnic minority cadres and civil servants relates to ensuring therepresentation of ethnic minorities in the political and administrative system of Vietnam.This may include: Ethnic diversity policy in the political system, the State has implementedpolicies and measures to ensure the representation of ethnic minorities in the positions ofcivil servants and public employees This may include establishing a fixed ratio or ethnicdiversity standards in the recruitment and appointment of civil servants and publicemployees

Ethnic minority district-level cadres and civil servants are those who come fromethnic minority groups with their cultural characteristics, customs, and languages, andenjoy preferential regimes and policies of the Party and State in recruitment, training, andfostering; They work in the administrative and state management system at the districtlevel, perform state management duties and tasks and serve the people at the district level,ensuring the effective operation of the local administrative apparatus

2.1.3 Implementing the policy of training and fostering ethnic minority level cadres and civil servants

district-Implementing this policy aims to develop high-quality human resources, creatingconditions for ethnic minority cadres and civil servants to develop comprehensively,meeting the increasing requirements in state management It is necessary to ensure therepresentation and equality of ethnic minorities in the state administrative apparatus andpromote even development among regions

Thus, implementing the policy of training and fostering ethnic minority district-levelcadres and civil servants in the process of deploying and implementing programs,measures, and activities related to training, fostering, and developing ethnic minoritydistrict-level cadres and civil servants to improve the capacity, knowledge, and skills of theteam of ethnic minority district-level cadres and civil servants Implementing this policy is

to enhance the representation and effectiveness of ethnic minority cadres and civil servants

2.2 Subjects, content, and procedures for implementing policies on training and fostering ethnic minority cadres and civil servants at the district level

2.2.1 Subjects implementing policies on training and fostering ethnic minority cadres and civil servants at district level

2.2.1.1 Subjects issuing policies on training and fostering ethnic minority cadres and civil servants at district level

The entities issuing policies on training and fostering cadres and civil servants at thedistrict level for ethnic minorities include many agencies from the central to local levels,each agency has a specific role in the process of developing, promulgating, andimplementing policies The entities include: the Central Executive Committee;Government; Ministry of Home Affairs; Ethnic Committee; and Provincial and DistrictPeople's Committees

The above agencies have close coordination and clear assignment of roles to ensurethe effective and comprehensive implementation of policies on training and fosteringcadres and civil servants at the district level for ethnic minorities

2.2.1.2 The entities directly implementing policies on training and fostering cadres and civil servants at the district level for ethnic minorities

The entities directly implementing policies on training and fostering cadres and civilservants at the district level for ethnic minorities include agencies at the central and locallevels, including the Ministry of Home Affairs; Ethnic Committee; Provincial and DistrictPeople's Committees; Department of Home Affairs; Provincial and District PartyOrganization Boards; Training institutions such as the Provincial Political School, thePolitical Academy, and training centers

The coordination between these entities ensures that the policy on training andfostering cadres and civil servants at the district level for ethnic minorities is implemented

in a synchronous, effective manner and by the practical requirements of the localities

2.2.1.3 Indirect entities participating in implementing the policy on training and fostering cadres and civil servants at the district level for ethnic minorities

Indirect entities participating in implementing the policy on training and fosteringcadres and civil servants at the district level for ethnic minorities are organizations andagencies that have a role in supporting and promoting the policy implementation processbut do not directly organize or implement training programs

2.2.2 Contents of implementing the policy of training and fostering ethnic minority cadres and civil servants at the district level

The method of organizing the implementation of the policy of training and fosteringethnic minority cadres and civil servants focuses on the content of the training and fosteringprogram suitable to the needs and characteristics of ethnic minority cadres and civilservants to improve their professional qualifications and skills Regarding regular training,organize short-term and long-term training and fostering courses to improve theprofessional qualifications and skills of ethnic minority cadres and civil servants, andencourage and support cadres and civil servants to participate in advanced courses such asmasters and doctoral degrees Regarding fostering, including soft skills and management,provide training courses on leadership, management, teamwork, and problem-solvingskills, effective communication skills training, and local cultural integration skills Thecontent of implementing the policy on training and fostering ethnic minority cadres andcivil servants at the district level is based on the following legal documents:

First, the training of ethnic minority cadres and civil servants at the district level is

implemented according to the provisions of the Law on Education, and Decree

101/2017/ND-CP of the Government on training and fostering cadres, civil servants, andpublic employees, in accordance with the training and fostering plan, meeting the humanresource planning of agencies and units.

Training at intermediate, college, and university levels for ethnic minority cadresand civil servants must be suitable to the conditions and development requirements of eachregion Training at the postgraduate level suitable to the job positions for district-levelcadres and civil servants must ensure compliance with the planning and human resourcedevelopment requirements of agencies and units Encourage self-study and postgraduatetraining for civil servants and public employees suitable to their expertise, linked to long-term planning to meet the requirements of building high-quality human resources, thecause of industrialization and modernization of the country

Second, Regarding training for district-level ethnic minority officials and civil

servants, it is implemented according to Decree 89/2021/ND-CP of the Government onamending and supplementing several articles of Decree 101/2017/ND-CP of theGovernment on training and fostering officials, civil servants, and public employees.Article 4 of this Decree stipulates 4 training contents including Training in political theory;Training in national defense and security knowledge; Training in state managementknowledge and skills; Training in knowledge and skills according to job positionrequirements

2.2.3 Process of implementing the policy of training and fostering cadres and civil servants at the district level for ethnic minorities

The process of implementing the policy of training and fostering cadres and civilservants at the district level for ethnic minorities is based on several principles to ensurequality and effectiveness This TTCS process requires continuous monitoring andevaluation, including:

First, developing a plan to implement the policy

Second, disseminating and propagating the contents of policy implementation Third, assigning and coordinating policy implementation

Fourth, maintaining policy implementation

Fifth, adjusting policy implementation

Sixth, monitoring, checking, and urging policy implementation

Seventh, summarizing and drawing lessons from policy implementation

2.3 Factors affecting the implementation of training and fostering policies for ethnic minority district-level cadres and civil servants

2.3.1 Subjective factors affecting the implementation of training and fostering policies for ethnic minority district-level cadres and civil servants

First, the awareness and responsibility of the Party Committee and the head

The head has a decisive and direct role in the management and use of cadres andcivil servants under his/her responsibility The head is assigned the authority andresponsibility to propose and introduce to the competent authority to consider and decide

on the planning, training, development, promotion, appointment, and arrangement ofcadres and civil servants who are subordinates in the agency or unit

Second, the capacity of the implementing entity and the coordination between

organizations in policy implementation

The entities implementing the policy of training and fostering ethnic minoritydistrict-level cadres and civil servants must be capable, qualified, responsible, disciplined,and determined in their work Therefore, they must be quick to receive new policies andquickly implement the policies effectively This is considered an issue that affects theTTCS

Third, the awareness and capacity of the policy beneficiaries

The agreement and support of the policy beneficiaries, which are ethnic minoritydistrict-level cadres and civil servants The policy of training and fostering ethnic minoritydistrict-level cadres and civil servants with the ultimate goal of improving the quality ofcadres and civil servants with qualifications, skills, and dedication to work to meet theincreasingly high requirements of public service Therefore, creating conditions toencourage learning to improve qualifications and foster professional skills is verynecessary, so this policy has been positively received by district-level ethnic minoritycadres and civil servants

2.3.2 Objective factors affecting the implementation of the policy on training and fostering ethnic minority cadres and civil servants at the district level

First, the nature of the policy issue

Implementing the policy on training and fostering ethnic minority cadres and civilservants at the district level is aimed at ethnic minority cadres and civil servants at thedistrict level, they are special subjects If not implemented skillfully, it will cause disunity

in the organization, between beneficiaries and non-beneficiaries of the training andfostering policy

Second, resources for the policy

The material conditions for implementing the policy on training and fostering ethnicminority cadres and civil servants at the district level are by the law of socio-economicdevelopment of the country and locality Investment in human resources, finance, technicalequipment, and modern means to support the implementation of the policy is arequirement Strengthening human and material resources for the TTCS is an importantfactor in promoting and maintaining effective policies on training, fostering, anddeveloping cadres and civil servants

Third, the policy implementation environment

The environment for implementing policies on training, fostering, and developingcadres and civil servants at the district level of the Khmer people is a factor related toeconomic, cultural, social, political, national security and defense activities, andinternational integration Accordingly, the environment has many advantages such as beinginterested in the Party and the State and having a stable political environment Theseactivities take place according to the rules under specific conditions, so it is independent ofthe policy implementation process

Conclusion of Chapter 2