Has ventilation mechanism
According to statistics from the Ministry of Home Affairs, nationwide, from January 1, 2020 to June 30, 2022, the total number of civil servants and public employees who quit their jobs was 39,550, the majority of whom were 40 years old or younger and had a university degree, accounting for over 50%. This is an issue that has received social attention in recent times, and has heated up the National Assembly.
Talking about the aspirations of the “Gen Z” generation (the generation born from around 1997 to 2012) for the public sector, Mr. Tran Xuan Bach, a senior staff member of Creat Tree Company (Hanoi) stated that, in addition to unattractive income, attracting talented people to state agencies is also hindered by the difficult recruitment process, requiring strict qualifications, and talented people can also fail the exam on knowledge of public affairs and administration.
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Doctors at Hanoi Medical University Hospital examine people |
“I really hope to have a policy framework for recruiting talented people into state agencies that is suitable for the new situation, focusing more on professional capacity, not only with appropriate treatment but also with fair opportunities to enter and strive,” Mr. Bach shared. According to Mr. Bach, the reward and promotion policy needs to help create an environment with high competition and mutual support, based on implementation capacity, instead of other factors such as years of experience, qualifications, age or personal relationships.
According to Associate Professor, Dr. Luu Quoc Dat, National Economics University (Hanoi), the current salary mechanism (based on salary scale) has not been effective in encouraging the efforts of workers as well as attracting highly qualified human resources, experts, and young scientists to work in the state sector. Therefore, the State needs to soon issue preferential policies, create material and spiritual conditions, and a working environment to attract highly qualified scientists at home and abroad. In other words, there must be "a place for talented people to demonstrate their talents and intelligence".
Our nation has a long-standing and fine tradition of considering “talents as the vital energy of the nation”. President Ho Chi Minh’s viewpoint, ideology and art of valuing talents still hold true today and are valuable lessons for our Party’s personnel work. He affirmed: “The country needs to be built. Construction requires talented people”.
On April 13, at the seminar "Plan to attract young scientists to work at the National University of Ho Chi Minh City", Associate Professor, Dr. Vu Hai Quan, Director of the National University of Ho Chi Minh City, emphasized that to attract talented young scientists, the first thing is to create a new space. When young scientists are recruited, they need a large enough space to decide on issues that they consider important and necessary. Sharing his own experience, Associate Professor, Dr. Vu Hai Quan said that when he returned to Vietnam, the University of Natural Sciences (VNU-HCM) assigned him to be the director of a center. "Although the center has 3 no's: no capital, no legal status, no rooms, at least I was the director. After that, the school gave me a laboratory. This is the space for me to carry out my ideas and research, even though in reality there was not much investment. The space here is about empowerment and autonomy,” Associate Professor, Dr. Vu Hai Quan shared.
Along with that, according to Associate Professor Dr. Vu Hai Quan, it is necessary to make young scientists understand the meaning of the work they are attached to. Helping talented people realize their work is an important support. Life does not only revolve around money but also awareness of what to contribute and who to serve.
The final issue is mutual development. “Co-development means that when they come to VNU-HCM, we must make a commitment together. For example, in 5 years, you will become an associate professor. You will not go alone but will be accompanied by teachers and staff in the industry council and the school council. Then after 3-5 years, you will become a professor. That means they clearly see a path to mutual development with us,” Associate Professor, Dr. Vu Hai Quan stated.
Need to clearly define the importance of talented people
Expert Vu Dinh Anh said that the policy of attracting talented people to the public sector is very urgent, because without talented people, the state management apparatus will function poorly, causing major and long-term consequences for the country's economic and social development. The biggest obstacle to attracting talented people to the public sector is the recruitment criteria. We need to clarify what a talented person is, because the criteria for the public sector are different from those for the private sector. State agencies will need talented managers, talented policy makers, talented drafters of legal documents and regulations, etc., meaning they need people who are suitable for the agency's functions and tasks.
For example, in the economic sector, state agencies need good economic managers, not good economists. The performance indicators (KPIs) of the public sector are also different, so if the wrong candidates are recruited, they will not be able to develop, even if they are very talented. “Previously, we had a program to recruit good students to become commune vice chairmen, but I think it was not successful because the criteria for good commune-level managers were not clearly defined. Not everyone who is good at studying can become a commune vice chairmen,” said expert Vu Dinh Anh.
Next, it is necessary to create conditions for talented people to enter the state apparatus smoothly, without facing "technical barriers" regarding documents or other complicated requirements. Once talented people have been recruited, it is necessary to "retain" them by creating an environment that promotes their creativity, evaluating work efficiency based on professional quality rather than other factors. Finally, it is a matter of adequate treatment.
Meanwhile, Mr. Luu Binh Nhuong, Deputy Head of the National Assembly's Petition Committee, said that it is necessary to clearly distinguish between the salaries of talented and skilled people. "In Bat Trang pottery village, the salary of a painter is 80 million VND/month, a skilled worker is 40-50 million VND/month; a molder or a waiter is 10-15 million VND/month. Similarly, in the public sector, salaries must be paid according to value, between the contribution of the common and the individual, not simply calculated by... the amount of sweat," said Mr. Nhuong.
Many opinions say that currently, the use of talents only has a document of a platform nature, there is no mandatory legal document. As a person who persistently proposes the need for a Law on Use of Talents, National Assembly Delegate Le Thanh Van has continuously proposed the development of this law in the 13th and 14th National Assembly. According to him, it is necessary to define who talents are; the principles of the State to use and protect talents; the process and method of selecting the system of recommending talents; the system of responsibility of individuals and legal entities towards talents, because talents are invaluable resources of the country.
Many experts also commented that, in terms of spiritual policy, the public sector still creates many values. The public service in public sector labor brings a value of dedication that the private sector does not have. That is also the different value that many state employees choose despite the low salary. "I still believe that there are truly talented people who want to work in the public sector to contribute, to contribute effectively to the country, with bigger goals, not just looking for money and fame," expert Vu Dinh Anh pondered.
It is worth noting that although it was launched in 2019, after 4 years, the Project "National Strategy on Attracting and Reusing Talents to 2030, with a Vision to 2045" has not yet been born. In the spirit of the Resolution of the 13th National Party Congress, the Prime Minister continues to assign the Ministry of Home Affairs to develop this project and the Ministry of Home Affairs is currently soliciting opinions from ministries, branches, experts and scientists nationwide. More than ever, this project needs to be completed and promulgated soon to come into life. The contents of the National Strategy on Attracting and Reusing Talents must be the basic framework for ministries, branches and localities to specify with regulations suitable to the characteristics and development requirements of the industry, field and locality.
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