Career transition after downsizing: Challenges open up opportunities

The biggest challenge comes from the adaptive mentality.

Streamlining the payroll is one of the important strategies to reform the administration and improve the efficiency of the state apparatus. However, besides organizational benefits, this policy also poses many challenges.

According to Associate Professor, Dr. Le Thi Thanh Ha, Deputy Director of the Institute of Philosophy, Ho Chi Minh National Academy of Politics, one of the first challenges to mention in the process of restructuring the administrative apparatus is the functions and tasks of the agencies after the merger. In addition, the issue of personnel is also a difficult problem. Streamlining the payroll means that many officials will be redundant, the question is where will they go and what will they do? Associate Professor, Dr. Le Thi Thanh Ha raised the issue and said that the challenge lies not only in the organizational structure but also in the psychology and ideology of the staff.

Associate Professor, Dr. Le Thi Thanh Ha, Deputy Director of the Institute of Philosophy, Ho Chi Minh National Academy of Politics

“The renovation process 40 years ago encountered many opposing opinions, and now, after a long time of being attached to the current system, change has once again become a major obstacle. Of all the difficulties, changing mindset, working culture and adaptive psychology is perhaps the biggest challenge,” Associate Professor, Dr. Le Thi Thanh Ha shared at the scientific workshop “Supporting career transition for public sector workers after downsizing” organized by the University of Social Sciences and Humanities, Vietnam National University, Hanoi last March, with experts, scientists and businesses.

Associate Professor, Dr. Nguyen Thi Minh Nhan, Head of the Department of Science Management and Foreign Affairs, University of Commerce, said: One of the current challenges is the gap between labor supply and demand, especially for the workforce leaving the public sector after downsizing.

Associate Professor, Dr. Nguyen Thi Minh Nhan, Head of Science Management and Foreign Affairs Department, University of Commerce

“These workers have strengths in problem-solving and effective communication skills but have difficulty with foreign languages, adapting to change, flexibility and technology. At the same time, their long-term work experience is not a top priority for many businesses today,” Associate Professor, Dr. Nguyen Thi Minh Nhan pointed out.

To adapt, workers need to change their mindset, proactively learn, improve their skills and build a suitable career path, including considering starting a business. On the part of the state and businesses, there needs to be policies to support training, career counseling and exploit the potential of this workforce to better meet the needs of the labor market.

Changing careers is not a loss, but an opportunity.

Although career change after downsizing is a big challenge, if well prepared, this can also be an opportunity for public sector workers to renew themselves and find a more suitable direction. In fact, many people have been successful in new fields after leaving the public sector, from business management, teaching, consulting to starting a business.

Associate Professor, Dr. Do Huong Lan, Director of the Institute of Policy and Management, University of Social Sciences and Humanities emphasized: "Changing careers is not a loss, but an opportunity for workers."

Associate Professor, Dr. Do Huong Lan, Director of the Institute of Policy and Management, University of Social Sciences and Humanities

Mr. Dang Dinh Phuc, Chief Specialist in charge of Digital Transformation of the Department of Organization and Personnel of the Ministry of Home Affairs, shared: “I am not worried about entering the private sector, because the working process, standards and job description are clear there. If I meet the requirements, I can be recruited and work as required.

Looking back at the main causes of staff reduction, we can see that they focus on five main reasons: (1) Health problems; (2) Failure to meet qualifications and certificates; (3) Failure to meet job requirements - assessed through years of work results; (4) Disciplinary violations; (5) Other structural reasons.

In theory, if a civil servant is downsized due to not meeting the requirements in the public sector, then when they move to the private sector, they will also face similar difficulties. However, it is important to look at the positive side and exploit the strengths. It is worth noting that many civil servants have good soft skills and the ability to handle situations flexibly, which is also an advantage in the private sector.

The current civil service system is a hybrid between the career system and the job system. In the past, civil servants were recruited according to the career system, based on qualifications and seniority. However, with the development of society, the job position model has become increasingly popular, making streamlining the payroll an inevitable trend. Many other countries have done this for a long time.

So what is the solution for those leaving the public sector? There are two main paths: Either go to work in the private sector or start a business. Many factors need to be determined: knowledge, experience, financial plan, etc. when starting a new direction.

In the current context, the role of organizations such as universities, academies, etc. is very important in supporting research, evaluation and implementation of training programs to help workers change careers. This is not only an urgent requirement for each individual but also a strategic issue for the country.

Besides, the Vietnamese labor market is undergoing many major changes with the potential to create many new opportunities to develop a flexible labor market.

Need a long-term support ecosystem

According to MSc. Kieu Cong Thuoc, Chairman of VNFUND, Vietnam is implementing specific support policies for workers, including financial support after downsizing. However, the question is: When there is support money, what will workers do next? At this time, universities need to play their role in orienting and designing training and career transition programs for affected workers.

Supporting public sector workers to change careers does not stop at short-term training programs but requires a comprehensive and sustainable strategy. The support ecosystem requires the participation of many parties, from state management agencies, educational institutions to businesses and workers themselves.

First, there needs to be a policy of retraining and skill development that is appropriate to the needs of the labor market. These programs not only help workers gain more professional knowledge but also equip them with soft skills, helping them quickly adapt to the new working environment. Potential occupations such as: Information technology, marketing, business administration or startups, etc. need to be focused on training.

In addition to training, creating opportunities to connect public sector workers with private businesses is also important. Workshops, recruitment events, and career counseling programs can help workers access the labor market more easily.

Associate Professor, Dr. Bui Thi Hong Thai, Director of the Center for Social Psychological Research and Services, said: “In the context of corporate restructuring and changes in the labor market, many people fall into psychological crisis due to losing their stable positions. Psychological welfare needs to be given more attention in Vietnamese enterprises and the state sector.”

Associate Professor, Dr. Bui Thi Hong Thai, Director of the Center for Social Psychology Research and Services

Associate Professor, Dr. Do Huong Lan shared about the ROAD2NEXT ecosystem that supports public sector workers in the process of career transition. The program provides training, improves new skills suitable for the labor market, while connecting job opportunities and supporting sustainable career transition.

This ecosystem focuses on middle and low-level workers with little social capital and specific skills with the main activities: Intensive training, 1-1 consulting (coaching, mentoring) with people who have successfully changed careers. In addition, the program also supports startups through project guidance, connecting with investors and businesses.

Experts agree that the role of the workers themselves cannot be ignored. Instead of passively waiting for opportunities, each individual needs to proactively adapt, learn and hone new skills. Changing one’s mindset, being ready to accept challenges and being flexible in career choices will help the transition process go more smoothly.

Source: https://nhandan.vn/chuyen-doi-nghe-nghiep-sau-tinh-gian-thach-thuc-mo-ra-co-hoi-post869512.html