MINISTRY OF EDUCATION AND TRAINING MINISTRY OF HOME AFFAIRS
NATIONAL ACADEMY OF PUBLIC ADMINISTRATION
------------------------
PHAM DUC TOAN
COMPETENCY-BASED CIVIL SERVANT MANAGEMENT IN
STATE ADMINISTRATIVE AGENCIES TO MEET THE
ADMINISTRATIVE REFORM REQUIREMENTS IN VIETNAM
Major: Public Management
Code: 9 34 04 03
SUMMARY OF DOCTORAL THESIS IN PUBLIC MANAGEMENT
Science instructors:
1. Assoc. Prof. Dr. Nguyen Thi Hong Hai
2. Assoc. Prof. Dr. Nguyen Ba Chien
HANOI - 2020
1
INTRODUCTION
1. Urgency of research issues
Performance efficiency and effectiveness of public administrative
agencies depends much on work performance of each civil servant. They are
people who directly deploy the Party’s guidelines, policies, the State’s laws
into life; they are also managers, planners for the sustainable development of
the State. However, their performance does not meet the increasing demand of
the whole society.
In the world, competency-based human resource management is the
approach showing the responsiveness to changes in organization and culture
that are taking place in many developed countries, it is initiated in UK and
spreading to OECD countries. It is always associated with defining
competencies, developing a competency framework and using it as a basis for
recruitment, selection, training and development, compensation and other
aspects of human resource management. Competency and competency
framework can be applied in the different aspects of human resource
management. A competency-based human resource management system
focuses on identifying the competencies needed to achieve effective service
performance.
On 13 November 2008, the 4th session of the XII National Assembly
passed the Law on Public Officials and Civil servant to replace the Ordinance
on Public Officials and Civil Servants, effective January 1, 2010, creating a
legal basis and premise for renewal and improving the civil servant
management in Vietnam in association with promoting the capacity of the
contingent of civil servants. In Resolution No. 30c/2011/NQ-CP dated
November 8, 2011 of the Government on the promulgation of the overall
program of public administrative reform (PAR) in the 2011-2020 period, the
reform is to "complete a system of socialist-oriented market economy
institutions to liberate production forces, mobilize and effectively use all
resources for the country's development ...
Administrative reforms in the next 10 years will focus on institutional
reform, building and improving the quality of cadres and civil servants... The
key point may be we have to change and accesse properly the contents of
activities related to improving capability of officials and civil servants.
Therefore, competency management and development to form high-quality
civil servants serving the process of reform and inetrnational integration is an
2
urgent requirement in our current context.
The above interpretations and justifications show that in-depth research
on civil servant competency and competency-based management in our
country is essential to supplement more theoretical systems of civil servant
competency development and applied research in State administrative agencies
in Vietnam. Therefore, I choose the topic "Competency based civil servant
management in State administrative agencies to meet the administrative
reform requirements in Vietnam".
2. Research questions and research hypotheses
2.1. Research questions
- How does competency of civil servants affect the efficiency and
effectiveness of State administrative agencies?
- To meet the current requirements of public administrative reform in
Vietnam, what competencies should civil servants be equipped with?
- Why should civil servants be managed based on competency in State
administrative agencies in Vietnam?
- What are the prerequisites for applying competency-based civil servant
management in Vietnam?
- In order to be able to apply competency-based civil servant
management in State administrative agencies in Vietnam, what should the
responsible authorities do?
2.2. Research hypothesis
Để nâng cao chất lượng nguồn nhân lực và tạo động lực thực thi công vụ
trong cơ quan hành chính nhà nước đáp ứng yêu cầu cải cách hành chính thì
cần phải quản lý công chức theo năng lực.
Nhằm áp dụng quản lý công chức theo năng lực trong cơ quan hành chính
nhà nước cần bảo đảm triển khai đồng bộ việc tuyển dụng, sử dụng, đãi ngộ
công chức theo năng lực trên cơ sở một khung năng lực phù hợp với yêu cầu
của các vị trí việc làm.
To improve the quality of human resources and motivate the
performance of public duties in State administrative agencies, meeting the
requirements of administrative reform, it is necessary to manage civil servants
based on competency.
In order to apply competency-based civil servant management in State
administrative agencies, it is necessary to ensure the uniform deployment of
recruitment, selection, employment and remuneration of civil servants
3
according to their competence on the basis of a competency framework
appropriate to requirements of jobs and positions.
3. Object and Scope of the Thesis
3.1. Research Object
Research object of the thesis is competency-based civil servant
management in State administrative agencies, meeting administrative reform
requirements.
3.2. Research Scope
Regarding the contents, the thesis focuses on researching the
competency-based civil servant management system in the following aspects:
competency-based civil servant recruitment and selection; competency-based
civil servant employment; competency-based civil servant training and
retraining; competency-based civil servant assessment; competency-based pay
and remuneration;
Regarding time duration, the thesis studies legal documents and
statistical data since the Law on Cadres and Civil Servants 2008 was enacted.
4. The research purpose and tasks of the thesis
4.1. The research Purpose
Trên cơ sở nghiên cứu về quản lý nguồn nhân lực theo năng lực và phân
tích, đánh giá thực trạng quản lý công chức, luận án đề xuất quan điểm và giải
nhằm pháp quản lý công chức theo năng lực đáp ứng yêu cầu cải cách hành
chính ở Việt Nam.
Based on studying competency-based human resource management and
analyzing and assessing the status of civil servant management, the thesis
proposes views and solutions for competency-based civil servant management
based on competency to meet the requirements of the administrative refrom in
Vietnam.
4.2. The research tasks
- Conducting overall domestic and foreign research works to identify
new content and contributions that are of theoretical and practical values;
- Researching and generalizing the theoretical framework of
competency-based civil servant management, taking it as a basis for assessing
the current status of civil servant management in Vietnam, including
recruitment, employment and remuneration of civil servants;
- Analyzing and interpreting actual situation to indicate limitations and
causes of the limitations thereby confirming the necessity of competency-
4
based civil servant management, satisfying the requirements of administrative
reform in our country;
- Suggesting a system of solutions and roadmaps to gradually apply
competency-based civil servant management, in response to current
administrative reform and international integration requirements.
5. Research methodology and research methods
5.1. Research methodology
The thesis is conducted based on the methodology of Marxism-Leninism
(dialectical materialism, historical materialism and dialectical materialism).
The research contents are systematically interpreted and justified to ensure the
generality in analyzing specific legal provisions and historical views to ensure
objectivity and reasonableness of specific cases and situations.
Regarding the theoretical model, the topic studies New Public
Management (NPM) as the basis of thinking and approach to research
competency-based human resource management in public sector. Competency-
based management is a new method for human resource management. It was
initially applied in public sectors in the 70s of the 20th century, thriving in
OECD countries. It is considered an important strategy in public administrative
reporm in many developed countries.
5.2. Specific research methods
During the research process, specific methods are used to analyze,
interpret, prove, propose and synthesize issues in order to study civil servant
competencies and competency-based civil servant management. Such methods
are: Collecting secondary data; Statistical method; Analysis and synthesis
method; Comparative method; Professional or Expert method.
6. Thesis Contributions
- Results of the thesis contribute to systematize the theory of
competency-based civil servant management in State administrative agencies.
Thereby, theoretical foundation for public management field is further
improved and supplemented.
- The research proposes to amend and complete current laws,
mechanisms and policies on competency-based civil servant management.
Simultaneously, the contents of competency-based civil servant management
are suggested to be applied to administrative reform process.
- The thesis suggests conditions for applying competency-based civil
servant management, especially how to build a model competency framework