VO XUAN HOAI
HUMAN RESOURCE DEVELOPMENT ON
ECONOMIC MANAGEMENT IN THE
PROVINCIAL-LEVEL ADMINISTRATIVE
AGENCIES IN VIETNAM
Major: Economic Management
Major code: 9.31.01.10
SUMMARY OF DOCTORAL THESIS
HANOI - 2020
MINISTRY OF
PLANNING AND INVESTMENT
MINISTRY OF
EDUCATION AND TRAINING
CENTRAL INSTITUTE FOR ECONOMIC MANAGEMENT
The thesis is completed at:
Central Institute for Economic Management
Supervisors: 1. Dr. Nguyen Tu Anh
2. Dr. Vu Dang Minh
Reviewer 1: Assoc.Prof.Dr Vu Thanh Son
Reviewer 2: Assoc.Prof.Dr Nguyen Viet Vuong
Reviewer 3: Assoc.Prof.Dr Nguyen Thi Lan Huong
The thesis shall be defended in front of the Thesis Committee at
Institute Level at Central Institute for Economic Management
At...... hour....... date...... month...... year 2020
The thesis can be found at:
- The Library of Central Institute for Economic Management.
- The National Library, Hanoi
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INTRODUCTION
1. Rationale
In Vietnam, the implementation of the policy of HRD for economic
management in the provincial state administrative agencies has achieved
specific results. However, many new issues need to be further researched:
The situation of brain drain from the public to the private sector; difficulties
in attracting high-quality human resources to the economic-related state
agencies; low quality of public service provision; depleted motivation of
public officials; cumbersome apparatus, etc. Under these realities, and the
requirements of the state administrative reform, implementing renovation
policies on standards of civil servants, improving the quality of them to
match with the needs of instantly increasing integration, especially when the
4th industrial revolution is taking place, the development of human resources
management in the state administrative agencies at the provincial level is an
extremely vital, both theoretical and practical significance. Therefore, I
chose the topic "Human resource development on economic management
in the provincial-level administrative agencies in Vietnam" for my thesis.
2. Aims and significance
- Aims: Based on clarifying theoretical and practical issues and
proposing solutions to develop economic management human resources in
provincial state administrative agencies in Vietnam, the thesis will provide
scientific arguments for state agencies to formulate strategies and policies
for developing human resources for economic management in the provincial
state administrative agencies in Vietnam in the coming period.
- Significance of the research: (1) Theoretical significance: Systematize
and clarify general theoretical issues, define a research framework for the
development of human resources management in economic management at
the provincial state administrative agency. (2) Practical significance: the
thesis has reviewed and assessed the current situation of HRD for economic
management in the provincially governmental agencies in Vietnam,
discovered weaknesses and causes, and proposed solutions groups, the thesis
will be a useful reference for central and local state management agencies.
3. Structures
The main content consists of 4 chapters: Chapter 1: Overview of
researches on developing human resources for economic management in
state administrative agencies at the provincial level. Chapter 2: A literature
review for developing human resources for economic-management in
regulatory agencies at the provincial level. Chapter 3: Current situation of
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the development of human resources for economic-management in
provincially administrative agencies in Vietnam. Chapter 4: Perspectives and
solutions to develop economic-management human resources in
governmental agencies in provinces in Vietnam.
CHAPTER 1: OVERVIEW OF RESEARCHES ON DEVELOPING
HUMAN RESOURCES FOR ECONOMIC MANAGEMENT IN STATE
ADMINISTRATIVE AGENCIES AT THE PROVINCIAL LEVEL
1.1. Literature review of published scientific works related to human
resource development for economic management
1.1.1. Literature review of international research
David Osborne and Ted Gaebler (1992), "Reinventing government:
How the entrepreneurial spirit is transforming the public sector?” highlight
the principles that will be applied to create a new government, reform the
public administration system, create motivation for public officials. Beer et
al., (1984), “ Managing Human Assets,” proposed a model of Harvard map
of human resources management, with a focus on human-to-human
relationships, attaching importance to communication, motivation, and
leadership. Hans-Jürgen Bruns (2014), “ HR development in local
government: how and why does HR strategy matter in organizational change
and development?” show how and why HRD is vital in organizational
change and development. Po Hu (2007), “ Theorizing Strategic Human
Resource Development: Linking Financial Performance and Sustainable
Competitive Advantage,” the study offers a strategic model of human
resources development including five components: Personal Development,
Training and Development, Organizational Development, Performance
Management, and Leadership Development. Raudeliūnienė & Meidutė-
Kavaliauskienė (2014),“ Analysis of Factors Motivating Human Resources in
Public Sector. Social and Behavioral Sciences” It shows that the performance
of public organizations depends mainly on the education level of civil servants
as well as their capabilities. Among the material factors, salary motivates
employees the most. The most effective means of driving employees are social
security, insurance, and working conditions. Khan, J. & Charles-Soverall, W.
(1993), “ Human Resource Development in the Public Sector: A Developing-
Country Experience” point out several issues that need to be addressed on a
priority basis, including outlining human resource management policies and
implementing performance evaluation systems. Jang Ho Kim (2005), “New
paradigm of human resources development: government initiatives for
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economic growth and social integration in Korea” have conducted in-depth
research and analysis on education and vocational training issues, combining
training with development research, issues on building a learning society in
Korea to contribute to the development of high-quality human resources for
the country.
1.1.2. Literature review of national research
Trần Thọ Đạt, Đỗ Tuyết Nhung (2008) “ The impact of human capital
on the economic growth of provinces and cities in Vietnam” analyzed the
impact of human capital on economic growth through the consideration of
provincial and municipal economies in Vietnam. Thang Văn Phúc và
Nguyễn Minh Phương (2005) “Theoretical and practical basis for building
the contingent of cadres and civil servants” studied the building of a
contingent of cadres and civil servants associated with building a socialist
rule of law State of the people, by the people, and for the people. Nguyễn
Kim Diện (2008) “Improve the quality of the contingent of civil servants in Hai
Duong" analyze and assess the current status of human resources for carrying
out administrative tasks with particular successes and limitations in the field of
organizational and non-business in Hai Duong province. Triệu Văn Cường
(2017), “Improve the quality of training and retraining of cadres and civil
servants to meet the requirements of development and international
integration,” pointed out that with the purpose of improving the quality of the
contingent of cadres and civil servants to ensure that they have sufficient
qualifications and capabilities to meet the requirements of the country's
development and international integration, the training and retraining activities
are vital. Lê Quân et al. (2015), “Researching and applying the competence
framework in developing human resources for management and public
administration in the Northwestern region,” the proposed capacity framework
emphasizes the capacity to understand the geopolitical, cultural and
economic factors in the Northwestern region, and focuses on the leadership,
management, and public administration capabilities. Đặng Xuân Hoan (2019),
“ Renovating the training and retraining of cadres and civil servants to meet
requirements and tasks in the new conjuncture,” given some limitations of the
training and retraining of cadres and civil servants in our country over the
past time from which proposed several significant solutions. Trần Văn Ngợi
(2015), “ Attract and use talented people in the Vietnamese administrative
agencies,” detect inconsistencies in the perception of talented people in state
administrative agencies, shortcomings, limitations, and causes of defects in
attracting and appreciating talented people in state regulatory agencies; and