VIETNAM ACADEMY OF SOCIAL SCIENCES
GRADUATE ACADEMY OF SOCIAL SCIENCES

VU DINH DUNG

IMPROVING THE QUALITY OF HUMAN RESOURCES OF
CADRES AND CIVIL SERVANTS IN THE PROVINCIAL
ADMININISTRATIVE AGENCIES IN BAC KAN

Major: Business Administration
Major code: 9340101

SUMMARY OF THE DOCTORAL DISSERTATION
IN BUSINESS ADMINISTRATION

Hanoi - 2019


The dissertation completed at Graduate Academy of Social Sciences,
Vietnam Academy of Social Sciences

Supervisor: Assoc. Prof. Dr. Tran Huu Dao
Dr. Lai Lam Anh

Reviewer 1: Assoc. Prof. Dr. Ngo Quang Minh
Reviewer 2: Assoc. Prof. Dr. Nguyen Thuong Lang
Reviewer 3: Assoc. Prof. Dr. Le Thai Phong

The dissertation will be defended at Graduate Academy Level
Council of dissertation assessment at Graduate Academy of Social
Sciences, Vietnam Academy of Social Sciences, 477 Nguyen Trai,

exist many shortcomings and weaknesses. In fact, the quality of a human
resources department of Bac Kan province has not really met the job
requirements, job positions have not been specifically defined, there are also of
cadres and civil servants with weak professional qualifications, failing to grasp
the competence. the rights and duties of themselves, the attitude of attitude in
implementing tasks are not high, not fully understanding the functions of the
departments of the administrative agencies at all levels of the province; Besides,
planning, training, retraining, management, evaluation and use of civil servants
are still limited; Lack of high quality human resources; while a part of cadres
and civil servants in the administrative agencies of the province now work in a
negative way, lack of dynamism, creativity and innovation, there are also
bureaucratic and administrative ways of working; limited capacity and
professional skills, state administrative management skills, so when dealing with
work, it is confusing and unconvincing to reduce the effectiveness of
administration and administration; attentive and thoughtful service attitude to
the people; The sense of discipline, the effectiveness of many cadres and civil
servants have not met the requirements in the performance of public duties, etc.
These limitations make it difficult to reform administrative procedures, attract
investment, and make relations and create obstacles to the process of economic
development - culture - society of the province.


2

Currently, although there have been some research projects related to
human resources of civil servants in state administrative agencies, however,
there has not been any systematic research on both the theoretical basis and
practical requirements for improving the quality of human resources of cadres
and civil servants in the provincial administrative agencies in Bac Kan.
Recognizing the important nature of the problem, with the desire to gradually

Agriculture and Rural Development, Department of Education and Training,
Department of Science and Technology, Department of Finance, Department of
Planning and Investment, Department of Industry and Trade (do not study
officials and officials of the units industries under provincial departments and


3

enterprises).
+ About time: Research in 2011 period up to now and propose solutions
to improve the quality of human resources of cadres and civil servants in the
provincial administrative agencies in Bac Kan in the future.
4. Methodology and research methods of the thesis
- Methodology: The thesis uses methodology: dialectical materialism,
historical materialism, method of analysis, comparison, synthesis, statistics... In
Addition, the thesis also relies on data Annual statistics and summaries in
reports of Bac Kan provincial People's Committee, Ministry of Home Affairs
and ministries, central and local departments, as well as information on the
Internet,... combining data qualitative combined with quantification to give
appropriate assessment results.
- Research method: The thesis uses data collection method (secondary
data collection method and primary data collection method) and data analysis
method (data processing method, Methods of analysis and synthesis).
5. New scientific contributions of the thesis
The thesis has identified the theoretical framework of research on
improving the quality of human resources of cadres and civil servants in the
provincial administrative agencies in Bac Kan. Initial assessment of the quality
of human resources of cadres and civil servants in the provincial administrative
agencies in Bac Kan based on three criteria for assessing the mental, intellectual
and physical resources of the provincial cadres and civil servants in Bac Kan.

+ The thesis provides scientific and practical basis to help provincial-level
administrative agencies and managers in administrative agencies to study and
refer to improving the quality of human resources.
+ The thesis is a useful reference material for teaching, learning and
researching activities, especially for research subjects that are human resources
of civil servants.
+ The research results of the thesis are references for the administrative
agencies of Bac Kan province in the renovation of the quality of human
resources of cadres and civil servants in the provincial administrative agencies
in Bac Kan, help categorize of civil servants and apply the Relevant policies
ensure effective use of civil servants.
7. Structure of the thesis
In addition to the introduction, conclusions, references, ... the main
content of the thesis includes 4 chapters:
Chapter 1. Overview of research situation realated to the thesis
Chapter 2. Theoretical and practical basis on improving quality of cadres
and civil servants in provincial administrative agencies
Chapter 3. Current situation of quality of human resources of cadres and
civil servants in provincial administrative agencies in Bac Kan province
Chapter 4. Orientation and solutions to improve the quality of human
resources of cadres and civil servants in provincial administrative agencies in
Bac Kan province
Chapter 1
OVERVIEW OF RESEARCH SITUATION RELATED TO THE
THESIS
1.1. Overview of published studies related to the topic
In the context of strong development of modern science and technology
revolution, knowledge economy and globalization, the current quality of human
resources has attracted many domestic and foreign scientists interested in
research.

human resources of civil servants in the administrative agencies; the
implementation of improving the quality of human resources of civil servants at
all levels has not been synchronized between sectors, fields and localities;
policies to use talented people in administrative agencies have not been focused;
A lot of the contents of improving the quality of human resources of civil
servants include: layout, use, training, retraining and working environment,
salary policy, promotion opportunities ... not well implemented, In fact, it is not
possible to keep those who really have talent in state administrative agencies.
Fourthly, through the above research works, although recognizing that
there are many different ways of looking at human resources of civil servants
and the role of HRD, many authors affirmed the role of this human resource in
industrialization and modernization and international integration in our country,
especially when our country is in the period of industrialization and
modernization; Some works analyze the context, the actual situation to propose


6

specific solutions to improving the quality of human resources of civil servants.
The solutions mentioned by many authors are: there should be unity of concept
of cadres and civil servants and criteria for quality assessment of human
resources, or need to innovate remuneration policies and motivate working for
human resources of civil servants in Administrative agencies at all levels, ...
Thus, the above mentioned research works of the authors in the past time,
have made many important scientific contributions for the PhD students to
approach, study and refer to the research work.
1.2.2. The issues raised need further research in the thesis
In addition to the great scientific values that the above studies have
achieved, there are still problems that need further research:
Firstly, many major studies discuss the concept of civil servants,

7

and circumstances of Bac Kan, thereby helping to innovate and improve the
quality of human resources of provincial officials and civil servants in Bac Kan
today. At the same time, this content does not overlap with any scientific
research in the country and abroad.

CHAPTER 2
THEORETICAL AND PRACTICAL BASIS ON IMPROVING
QUALITY OF CADRES AND CIVIL SERVANTS IN PROVINCIAL
ADMINISTRATIVE AGENCIES
2.1. Theoretical basic on improving quality of cadres and civil servants
in provincial administrative agencies
2.1.1. Some basic concepts of human resource, cadres and civil servants
in provincial administrative agencies
2.1.1.1. Concept of human resource
Human resource is the overall quantity and quality of people who
combine some criterial for mental, physical and moral qualities, and spirit create
the ability that people and society have been mobilizing into the progress of
creative labor for social development and improvement.
2.1.1.2. Concept of human resource quality
The quality of human resource is all of potential abilities, including moral,
physical and aesthetic qualities, and human quality affects directly to complete
their organization’s goals.
2.1.1.3. Concept of cadres and civil servants
- Concept of cadres: Pursuant to Law on Cadres and Civil Servants 2008:
“Officials are Vietnamese citizens, elected , ratified, appointed to hold posts and
titles in the term of the Communist Party of Vietnam, the State and the sociopolitical organizations at the central level. in the provinces and centrally-run
cities (collectively referred to as the provincial level), in rural districts, urban
districts, provincial capitals and towns (collectively referred to as districts),

and civil servants are a collection of provincial cadres and civil servants. They
include a certain number of cadres and civil servants, their structure and quality
corresponding with their different position in the provincial administrative
agencies.
The provincial cadres and civil servants are working at the provincial
administrative agencies, such as:
- Cadres and civil servants of the provincial People’s Council and
People’s Committee.
- Cadres and servants are working at: Department of Home Affairs,
Department of Education and Training, Department of Planning and Investment,
Department of Agriculture and Rural Development, etc.,…
- Cadres and servants are working at provincial committees of Communist
Party of Vietnam and socio-political organizations, such as: Commission of
Organization, Commission of Mass Mobilization, Commission of Propaganda,
Commission of Home Affairs, Commission of Economics, etc.,
2.1.1.5. Concept of quality of cadres and civil servants resource in the
provincial administrative agencies
The quality of cadres and civil servants resource in the provincial
administrative agencies is all value of political and virtual qualities, educational
level, occupational skill, working experience (mental), age, health (physical)
from each cadre and civil servant for implementing their function and mission
from the provincial administrative agencies.


9

2.1.2. Characteristics and role of cadre and civil servant resource in the
provincial administrative agencies
2.1.2.1. Characteristics
- Firstly, the cadre and civil servant resource is the main subject in the

because the cadre and civil servant will be responsible for their missions if they
meet the need of these criteria.
- Criteria of occupation skill valuation:
It includes skills of using foreign languages, IT and communication for
working. These skills are valued through certificates of foreign languages,
computer science, and state management. Especially, foreign languages have


10

become as a requirement for cadres and civil servants in the deeply integrating
international economy. They will receive the cultural quintessence of mankind
through communicating with foreigner or going abroad to acknowledge
experiences. Building e-government, reducing administrative procedures and
documents, shortening time to receive information, etc.,...are the goals of State
of Vietnam and it requires the cadres and civil servants to have skills of using
foreign languages and IT.
- Criteria of working experience valuation:
Working experience is an important criterion in evaluating the provincial
cadre and civil servant through working seniority (years of working); is the
ability of access their work and adapt to changes; are skills of solving and
processing formed from working process. This criterion shown by the way they
handle their work with right process, using the least time, energy and intellectual
for their mission.
Criteria of working performance valuation:
This criterion is the level of assigned mission completion (output
measurement) and valuated periodically via specific missions and valuation of
agencies and units where they work. It is a group of criteria for evaluating cadre
and civil servant's abilities, reflecting level of their task completion and
responsibilities. Law on Emulation and Commendation regulates that emulation

civil servants force to comply with certain regulations and rules at their offices
when they are working. However, not all cadres and civil servants conform to
their consciousness, responsibility and self-awareness with these regulations.
Especially, the administrative management agencies do not control activities
when organizational culture are not concerned, working attitude of cadres and
civil servants may be slow and affect to working quality.
2.1.3.3. Criteria of physical valuation
- Criteria of health:
Health is a physical and mental comfort and the provincial cadres and
civil servants meet the need of job requirement. In order to determine their
health, the provincial administrative agencies must to base on the valuation of
authoritative medical centers.
According to regulations of Ministry of Public Health, the cadres and civil
servants’ health can be classified into three groups: Group A: A good health, no
disease; Group B: average health; Group C: weak, unable to work. However, the
provincial administrative agencies have different requirement and depend on
each occupation to build criteria of health. The provincial cadres and civil
servants need to ensure about health requirement not only a mandatory
regulation when recruitment but also maintain through health check periodically.
- Criteria of age: Each country has different regulations about working
age. In Vietnam, working age regulations nowadays is from 15 to 60 years old
for men and from 15 to 55 years old for woman. They can participate in socioeconomic activities. In addition, the potential cadre and civil servant conduction
and appointment must be based on the criterion of certain planning age
regulations, first appointment, re-appointment for each period in order to ensure
inheritance as well as maximize the ability of the cadres and civil servants in
each certain age, and minimize stagnation and aging.
2.1.4. Content to improve the quality of human resources of cadres and
civil servants in provincial administrative agencies
2.1.4.1. Planning work
2.1.4.2. Recruit, arrange and use cadres and civil servants

OF CADRES AND CIVIL SERVANTS IN PROVINCIAL
ADMINISTRATIVE AGENCIES IN BAC KAN
3.1. Overview of Bac Kan province and provincial administrative
agencies of Bac Kan
3.1.1. Overview of Bac Kan province
3.1.1.1. Natural characteristics
3.1.1.2. Economic characteristics
3.1.1.3. Cultural - social characteristics, education and training and
health
3.1.2. An overview of the provincial administrative agencies of Bac Kan
3.2. Current situation of quality of human resources of cadres and civil
servants in provincial administrative agencies in Bac Kan in recent years
3.2.1. Quality of human resources of cadres and civil servants through
mentality
3.2.1.1. About education


13

3.2.1.2. About career skills
3.2.1.3. About work experience
3.2.1.4. About the results of the work assigned
3.2.1.5. About leadership and management capacity
3.2.2. Quality of human resources of cadres and civil servants through
mental strength
3.2.2.1. About political qualities, moral qualities
3.2.2.2. About working attitude
3.2.3. Quality of human resources of cadres and civil servants through
physical strength
3.3. Current situation of improving the quality of human resources of


14

administrative offices of the province, there are also local and closed thoughts,
not wanting to plan officials elsewhere. A part of the staff has not mastered the
planning, principles and procedures of planning work, so it is embarrassing to
implement. In many provincial administrative agencies, the addition of annual
planning is still slow.
- Secondly, the recruitment of cadres and civil servants of the province
has not been highly effective due to the fact that the recruitment information has
not been widely publicized and has not yet reached the right people to be
concerned with the unpaid talent treatment regime. satisfactory. Therefore,
attracting highly qualified and foreign language subjects is not effective.
Besides, in the recruitment, there are many shortcomings, the construction of a
job position analysis table is limited, leading to the fact that the recruitment is
not suitable to the job position required. Therefore, the quality of input of human
resources of cadres and civil servants is not really uniform, leading to
difficulties for training and retraining; At the same time, the recruitment period
has been prolonged through months, even years, so it happened that when there
were recruitment results, some successful candidates received other jobs and did
not come to accept the job. taste.
- Thirdly, in the arrangement, use, rotation, transfer and appointment of
some administrative agencies of the province not yet done well, the arrangement
and use of cadres and civil servants is still heavily calculated subjective,
unscientific; The process of assessing civil servants, promotion, placement of
work is still based on qualifications, records, seniority, some unit heads, or
heads of committees at administrative agencies. The province has not done a
good job of mobilizing and grasping the ideology of cadres who are rotated,
mobilized, and have not fully utilized the responsibilities of the heads of
agencies and units in the decision to transfer and mobilize officials . Therefore,

cadres and civil servants at provincial administrative agencies in Bac Kan
4.1.1. The orientations to improving the quality of human resources of
cadres and civil servants at provincial administrative agencies in Bac Kan
- Firstly, it is necessary to complete the mechanisms and policies
including the recruitment of cadres and civil servants of the province;
- Secondly, innovate the usage, management, inspection, evaluation,
promotion, and appointment of cadres and civil servants of the province;
- Thirdly, focus on improving the quality of training and retraining of
cadres and civil servants;
- Fourthly, develop policies on salary, bonus, and working environment to
attract high-quality human resources and incentivize them to work at provincial
administrative agencies in Bac Kan; focus on optimizing the use of existing
facilities; create a friendly working environment which generates the motivation
in cadres and civil servants.
4.1.2. The goals of improving the quality of human resources of cadres
and civil servants at provincial administrative agencies in Bac Kan
- Develop the human resources of cadres and civil servants at provincial
administrative agencies in Bac Kan with a sense of responsibility and improving
the quality and efficiency of work;
- Constantly improve the qualifications of cadres and civil servants,
especially the management capability of managerial civil servants; eliminate
outdated and conservative ideas; promote the spirit of creating an office culture;
raising the spirit of daring to think, daring to do, and daring to be responsible for
assigned tasks;
- Continue to guarantee employment, greater stability of income, and the


16

spiritual life of civil servants at administrative agencies of the province;

- Thirdly, properly exercise the planning of resources of cadres and civil
servants as well as that of alternative force;
- Fourthly, properly implement the plan of training and retraining as well
as the allocation and utilization of human resources of provincial cadres and
civil servants, which is closely associated with the planning. After the plannings
of cadres and civil servants are officially approved by the Party committees and
superiors, those plannings will be implemented.
- Fifthly, properly follow the planning of human resources of provincial
cadres and civil servants step-by-step.


17

4.2.2. Complete the recruitment and reception of cadres and civil
servants
As shown in the study of the quality of human resources of cadres and
civil servants at provincial administrative agencies in Bac Kan, the recruitment
of civil servants in Bac Kan in recent years has been done according to the
process and regulations of the State and achieved certain outcomes. However,
the recruitment is not fully effective as expected, especially when talent scouting
is extremely limited. Therefore, for the time being, the recruitment of cadres and
civil servants at provincial administrative agencies in Bac Kan needs to be
reformed in a public and transparent way in order to make sure that the talents
are recruited to work in provincial administrative agencies. At the same time,
Bac Kan needs to adequately implement policies on attractìng and prioritizing
the recruitment of human resources, who have great expertise, at least one
foreign language and good computer skills, with a view to improving the quality
of human resources of cadres and civil servants at every provincial
administrative agency in Bac Kan.
In order to recruit high-quality human resources of cadres and civil

servants
For the human resources of cadres and civil servants working in
administrative agencies, the improvement of qualifications is important and
absolutely essential. However, in order to maximize public service effectiveness
of administrative agencies through the human resources of cadres and civil
servants at administrative agencies, the rational use of human resources of
cadres and civil servants will meet new requirements and tasks of each
provincial administrative agency in Bac Kan.In fact, over the past years, the
allocation and utilization of human resources of cadres and civil servants at
provincial administrative agencies in Bac Kan have had certain limitations,for
example, the allocation of civil servants is not suitable with their expertise,
which prevents them from reaching their potential. Therefore, in the coming
years, provincial administrative agencies in Bac Kan need to pay more attention
to the utilization of human resources of cadres and civil servants in order to
maximize public service effectiveness of each unit.
In order to allocate and rationally use the human resources of cadres and
civil servants at provincial administrative agencies in Bac Kan, it is necessary to
meet the following basic objectives:
- Firstly, the amount of work assigned to civil servants in each provincial
administrative agency in Bac Kan needs to be equal based on their actual
capacities. This is to avoid the situation which there are a number of civil
servants who are overwhelmed or some others who are inexperienced are
assigned to do too many tasks;
- Secondly, improve the efficiency of the utilization of human resources
of cadres and civil servants at provincial administrative agencies in Bac Kan in
order to promote full capacity, qualifications, and strengths while overcoming
weaknesses of each cadre and civil servant at administrative agencies in Bac
Kan province.
4.2.3.2. Innovate the promotion and appointment of cadres
In order to successfully implement the innovation in the promotion and

especially information technology ones, are applied to modernizing the
administration,the training and retraining of cadres and civil servants has
become more necessary than ever. Improving the quality of training and
retraining cadres and civil servants is the issue that needs to be addressed in a
practical way. However, in recent years, the training and retraining of human
resources of cadres and civil servants at provincial administrative agencies in
Bac Kan have revealed some shortcomings such as: policies for training and
retraining are not really appropriate for encouraging and motivating civil
servants to improve their expertise; a systematic process in training and
retraining has not yet been built, etc. The task which is set for the training and
retraining of cadres and civil servants at provincial administrative agencies in
Bac Kan by 2020 and vision to 2030 is to ensure that these human resources of
cadres and civil servants have political awareness, expertise, administrative
skills, computer skills, and foreign language skillsaccording to the title standards
and rankings.Besides, they should be competent enough to formulate policies,
organize and administer the performance of public duties according to the
increasing demands of the industrialization and modernization of the country.
In reality, over the past years, the management of the training and
retraining of cadres and civil servants in Bac Kan province have revealed a great
number of limitations which are reflected in two following aspects: management


20

tasks are fragmented management capabilities are limited.That is why the
quality of training and retraining provincial cadres and civil servants in Bac Kan
is affected. Therefore, it is essential to strengthen and reform the management of
training and retraining of cadres and civil servants in the province.For the time
being, it is necessary to concentrate on innovating the training and retraining of
provincial cadres and civil servants in Bac Kan in a practical and efficient way.

- Firstly, reform the policies for civil servants and attract competent
people;
- Secondly, with a view to setting a reasonable salary for civil servants, it
is necessary to study and gradually transfer to the public service administration


21

so that the salary fund of civil servants from the budget is reduced.
- Thirdly, rather than allocated staffing and salary fund, it is necessary to
review and identify specific job positions and staffing quota of each provincial
administrative agency; reallocate human resources of cadres and civil servants to
be suitable for the actual requirements of the tasks.
4.2.5.2. Create a working environment for cadres and civil servants
In recent years, Bac Kan has also made great efforts in reforming the
working style, taking care of the working environment and conditions for cadres
and civil servants in provincial administrative agencies. Basically, they have had
enough facilities and been more responsible for working. However, in order to
meet the requirements of developing and continuing to improve the working
environment for provincial cadres and civil servants, Bac Kan needs to
implement some of the following issues:
- Firstly, it is necessary to make certain of providing a thorough grasp of
the awareness and ideology for cadres and civil servants at provincial
administrative agencies of the significance and importance of big projects, key
economic programs, and potentials as well as the difficulties and challenges the
province has been facing, thereby promoting the sense of responsibility for
cadres and civil servants in the administering, advising, and properly
implementing the socio-economic development plans of the province.
- Secondly, focus on working conditions and improve living standards for
civil servants so that they are reassured to concentrate on advising and serving

agencies, organizations and units. Therefore, improving the quality of human
resources for civil servants in Bac Kan's administrative agencies is an urgent,
objective and appropriate requirement with the requirements of the current real
situation, this is crucial in improving the quality of human resources of civil
servants in Bac Kan province. This is a new issue that has not been well studied,
fully and synchronously in Bac Kan during the past time.
Through research, the thesis has clarified some scientific theoretical issues
about improving the quality of human resources of civil servants in provincial
administrative agencies. Consequently, this thesis proposes criteria to assess the
quality of human resources at the provincial level (intellectual force, mental
strength and physical strength) and has enhanced content quality human
resources officials in the provincial administrative bodies (about planning
officials, recruitment of civil servants; the arrangement, the use, the promotion
and appointment of civil servants; training and retraining for civil servants; on
the implementation of policies and work environment to motivate civil servants)


23

to satisfy the requirements of industrialization, modernization and international
integration of the province.
The thesis also studies practical experiences of some countries and some
localities in our country about improving the quality of human resources for
civil servants, especially in Da Nang province, is a bright spot in the work of
improving the quality of human resources at provincial level. And provinces
with cultural and ethnic similarities with Bac Kan (Thai Nguyen, Lao Cai), to
draw valuable references for improving the quality of human resources of civil
servants in the administrative agencies of Bac Kan province.
The dissertation has analyzed and evaluated comprehensively, and has
made a detailed assessment of the quality and quality of human resources of