Make the most of the "golden opportunity"

The revised Law on Employment will be submitted to the National Assembly for consideration and approval at the Ninth Session opening in early May. Although it has been revised many times, this is certainly the most challenging revision for this law because of the profound impacts of the Fourth Industrial Revolution, artificial intelligence and the revolution in streamlining organizations and apparatus, which are posing completely new requirements for employment policies and laws. The comprehensive revision of the Law on Employment is also a " golden opportunity to institutionalize the major orientations of Resolution 57 of the Politburo on breakthroughs in science, technology development, innovation and national digital transformation, turning employment policies into competitive advantages in the digital age".

The draft law submitted to the 7th Conference of full-time National Assembly deputies has undergone very important revisions, including many new and progressive points compared to the current Law. However, in the special context of this amendment as mentioned above, there are still many contents that need to be carefully reviewed to have appropriate regulations, possibly in the Law on Employment or in detailed regulations.

National Assembly Deputy Tran Van Khai (Ha Nam): Amending the Law on Employment is a golden opportunity to institutionalize the major orientations of Resolution 57, turning employment policy into a competitive advantage in the digital age.

First of all, in order for workers to adapt to the digital age, the bill must continue to review and fully institutionalize the major orientations of Resolution 57 of the Politburo. A specific example is the policy on developing digital human resources. According to the assessment of some National Assembly deputies, the bill "seems to lack depth" when it only provides general regulations on vocational skills training without emphasizing digital skills training and upgrading technological capacity for workers; the principle of valuing talents has not been mentioned much while this should be an important orientation to attract technology experts and encourage businesses to use and treat highly qualified personnel appropriately.

Regulations on digital infrastructure of the labor market are also assessed as not being able to be promoted as a competitive advantage when the bill tends to build a centralized labor market information system managed by the State, not connected to private employment platforms - where there is a lot of rich data on labor supply and demand. The principle of open data has not been set out and has not taken into account the application of big data technology in analysis and forecasting. This will make it difficult to form an open ecosystem to promote and create jobs quickly and sustainably. The mechanism to promote creative jobs in the bill is also unclear, lacking breakthrough motivation. Many new forms of jobs in the digital economy are not clearly recognized in the bill, easily leading to the mindset of banning if you can't manage it, while lacking flexible regulations to create breakthroughs for creative startups, risking missing out on many job opportunities in the digital economy.

On the other hand, in the context of the current revolution in streamlining the apparatus, the employment policies in the bill must also be evaluated more thoroughly. When the revised Employment Bill was submitted to the National Assembly at the Eighth Session, we were just preparing to streamline the apparatus at the central level, with an expected impact on about 100,000 people. In the past 6 months, with the determination of the entire political system, we have completed the arrangement of central agencies, provincial agencies and resolutely prepared the conditions to continue to arrange and merge provinces, not organize at the district level and continue to arrange at the commune level.

In the future, there will be a large number of cadres, civil servants, public employees, and workers leaving the public sector after the reorganization to join the private sector. What is the immediate and long-term employment policy to support this group of people is an issue that needs special attention to help them quickly stabilize their lives, while also reducing pressure on the State in resolving policies and regimes for cadres after the reorganization. In particular, as suggested by Vice Chairwoman of the National Assembly Nguyen Thi Thanh, it is necessary to build a flexible employment model and have mechanisms and policies to support job creation and job transition for those affected after the reorganization or have priority policies for businesses and organizations that recruit cadres, civil servants, public employees, and workers after the reorganization.

Thus, developing sustainable employment, turning employment policy into a national competitive advantage in the digital age and in the context of streamlining the apparatus - although difficult, we can and must do this, first of all, we must make the most of the "golden opportunity" from comprehensively amending the Law on Employment. From now until the Ninth Session, there is still enough time to continue to carefully review, thoroughly evaluate, and maximally institutionalize the Party's viewpoints and policies to have more correct, accurate, and comprehensive amendments to this law.

Quynh Chi

Source: https://daibieunhandan.vn/tranh-thu-toi-da-co-hoi-vang-post408696.html