UPPSALA UNIVERSITET & UNIVERSITY OF @ ECONOMICS & BUSINESS,VNUH > UNIVERSITET ans REFORMING HUMAN RESOURCE MANAGEMENT IN THE GOVERNMENT INSPECTORATE IN 2011 — 2020 PERIOD Nguyen Thi Kim Anh Ngo Thi Hoa Ha Thi Lan Supervisor: Prof. Sven Jungerhem Local Supervisor: 4ssoc. Nguyen Ngoc Thanh Class: MPPM INTAKE 4B - Group 14 Hanoi, March — 2012 ACKNOWLEDGMENTS We would like to express our thanks to all the teachers in University of Economics, Hanoi National University; UPPSALA University, Sweden; International Training and Education Centre for your devoted helps and teaching us during the time we study this course. Especially, we would like to thank to Prof.
Sven Jungerhem, UPPSALA University, Sweden; Assoc. Nguyen Ngoc Thanh, Vice principal of University of Economics and Mr. Ngo Van Cao, a member of Civil Affair Committee; the Head of the Staff Department in The Government Inspection and all of the colleagues that have helped us in completing the thesis. Finally, we would also like to thank all the leaders of Vietnamese Minority Committee, Ireland Embassy in Hanoi that have created good condition for us to attend the course.
Group 14 ABSTRACT THESIS MASTER PROGRAM IN PUBLIC MANAGEMENT — MPPM 1. Thesis title: Reforming human resource management In the government inspectorate in 201 1 — 2020 period. Level: Master thesis Public Management. Authors: Nguyen Thi Kim Anh, Ngo Thi Hoa, Ha Thi Lan - MPPM 4B (Group 14).
Sven Jungerhem; Assoc. Nguyen Ngoc Thanh. Objectives This study, which is aimed at innovating the Government Inspectorate, does not dealt with all general inspection issues but only the renovation of personnel management, use and decentralization at the Government Inspectorate. The introduction of the organizational structure and operations of inspection agencies only is to more clearly illustrating current issues.
This paper is designed to systemize theoretical issues of socialism- oriented personnel management, use and decentralization; to analyze personnel management, use and decentralization at the Government Inspectorate over years; to propose viewpoints and justify solutions with a view to improving and renewing personnel management, use and decentralization at the Government Inspectorate. Research methods - This paper is based on the study of the Ho Chi Minh ideology, the Party's perspectives, basic contents and requirements of administrative reforms, research on monitoring and supervising mechanisms, and other legislations governing the existing staffing system of the Government Inspectorate. - The research also uses statistical methods to evaluate and analyze the current organizational system and operating mechanism (operating mode) to clarify the scientific basis and define renovation activities on the basis of administrative reforms. The findings work out optimal solutions for innovation in personnel management, use and decentralization at the agency.
- Furthermore, it applies an integrated and systematic thinking to identify the most common and fundamental issues in personnel management, use and decentralization at the Government Inspectorate. - This project also focuses on the synthesis of and reference to opinions provided by industry experts at seminars. - This paper utilizes the SWOT method and the force field analysis in the lecture on the Organizational Change and Development (which applies KURT LEWIN's change theory) of the master course on public management. Findings and conclusions Staff management innovation is among practical measures to improve the leadership capacity of different levels and of each officer, cadre or public servant as well.
It will promote the power of the agency by turning the above rules and regulations on appointment, recruitment and training into functions, duties, powers, working mode, relationships and solutions to such relationships in line with the specific characteristics and tasks of each department, division and unit within the Government Inspectorate. Though personnel management in recent years at the Government Inspectorate has been witnessing numerous changes to standardize its 3 organizational structure yet has not yet been fully dealt with in accordance with actual needs. The course of personnel development is to meet the political requirements and tasks of the Government Inspectorate and strictly follows the system of rules and regulations adopted by the agency and specific criteria to ensure democracy, publicity, fairness and objectivity in staffing activities. It is crucial to regularly review and complete and supplement rules and regulations according to the agency's practical situation.
The solutions and recommendations proposed herein are of scientific and theoretical basis and are feasible and in accordance with the general innovation orientation if the Party and State. This paper makes certain important contributions to scientific research of the inspection field. The findings of this research, when put into practical application, are expected to significantly contribute to the development and standardization of staffing activities of the Government Inspectorate in particular and the inspection sector in general: Formulating policies, strategies and constitutions and organizing state management over inspectors to fulfill the task of inspecting socio-economic matters, settling complaints and denunciations and fighting against corruption and contributing innovative training and fostering programs on staffing for inspectors. Proposals for future research To unravel theoretical issues of staff organization of the inspection sector and to apply guidelines and policies of the Party and State, the Ho Chi Minh ideology to make contributions to the development of staffing strategies of the Government Inspectorate in particular and the inspection sector in general.
To synthesize and evaluate the actual situation of personnel organization activities at the Government Inspectorate from the introduction of the Inspection Ordinance in 1990 and after a period of implementing the Inspection Law of 2004 and the Inspection Law of 2010. To propose solutions for innovation in staff organization at the Government Inspectorate in nowadays. Contributions of this thesis - To adapt to actual circumstances; to envisage focal points for quality staff training and fostering quality training in accordance with the current situation, to improve the development and standardization of staffing; to carry out regular staff appointment, rotation and repositioning; - To develop specific staffing strategies; to make personnel planning in accordance with assigned tasks and to recruit right people for right positions. - To fully promote individual capacity and strengths.
The use of personnel at science units must be on par with development requirements of inspection agencies under new circumstances. TABLE OF CONTENTS Contents Page | Introduction | 7 ne | Chapter | Ho Chi Minh ideas, Party’s opinion about management, usage and human decentralized administration sees 12 I. Ho Chi Minh ideas in management, usage and decentralized administrationin human resource sss eee 12 I]. Vietnam Party opinion in management, usage and decentralized administration inhuman resource.
shee 13 Chapter 2 Current state of human resource management in the Government Inspectorate from 1990 until now eee 17 I. Current state in organizational system see 17 1. Function, mission and authority in organizational system .Organizational system eee 19 IJ. Current statein human resource management sees 22 1.
Description about staffin organization eee 22 2. Staff's recruitment in Government Inspectorate eee 25 3. Organizational human resource management see 25 4. Staff's replacement andassignment 42 eee 26 5.
Staff's performance appraisal, classification and assignment. Training staff ey| 7. Reward policy, bonus an salary eee 28 8. Human resource management and decentralized administration.
Swot method and Kurt Lewin’ change model ie 31 I. Field of force analySiS eee 33 3. Chapter 3 Some human resources solution of the Government Inspectorate in 2011-2015 period, directionto2020 uc. Requirement and renovation direction of human resource 201 1- 2015 period (direction to 2020) Hy, 35 1.
Renovation, improvement in function and mission of the Government Inspectorate until 2020 eee 35 “90.Solutioms ata ce 37 II. Some solution to improve management, usage and decentralized administration in the Government Inspectorate in the 2011-2015 period eee 38 II. Some recommendations in order to reform human resource management inthe Government Inspectorate hanes 42 Conclusions te 44 Tables isi i 46 Listefretereneces i ta =| INTRODUCTION 1. The necessity Since applying the Ordinance of Inspection in 1990, especially in 2001, when the Master Program of Public Administration is renovated in 2001-2010 period in accordance with Decision No.
136/2001/QD-TTg dated on 17” Sept 2001 issued by the Prime Minister with one in four main duties that focuses on: renovation, staff qualify improvement, and human resource management in Inspectorate in general and Government Inspectorate in particular, this has reached many achievements, especially in human resource management. Human resource management plays an important role and is highly appreciated by the leaders of the Government Inspectorate, it is one of the main duties that leaders focus to set up a qualify staff to meet the requirement above. According to Inspectorate Law, which has been issued and adjusted, human polices have been gradually drafted about staff recruitment, assignment, reassignment and human strategic 2001-2010 as well as 2010-2015 period. In of training, the annual staff training course has planned to each staff in Government Inspectorate in particular and all over Inspection branch in general, the training program focuses on professional education by doing short course and long term course in domestic’s and over sea’s education.
In accordance with the country’s development, Government Inspectorate has developed in term of social-economic. In order to archive the target in establishing “Socialist Republic of Vietnam”, it is Government Inspectorate’s duties in supporting Government in term of inspection, denunciation resolutions and anti-corruption. In recent time, Law of Inspection has been issued to instruct about broaden inspection’s activities from central to local. Government Inspectorate staff has been improved and increased in term of quantity as well as quality to meet the delivered requirements.
Besides the human achievements, it can be denied that there are still many existent limitation in human resource management at the Government Inspectorate, namely: human resource polices are built up but not inadequate, some polices have not been reconciled to meet with current regulations; staff training is limited, no focus and not up to date; Regulations in human standard polices still confuses; Staff assignment, rotation and replacement has not get through; Staff strategic has designed but there is no specific guidelines and it is still existent unreasonable points in human resource program. All reasons above led to constrain about competence, professional skill and working proficiency; it can be proved that staff's quantity is value but qualify is not. In term of management, decentralized administration has not qualified enough to meet the inspection’s requirement in current time. In fact that human resource management in some departments does not consistency in utilizing staff (unqualified staff), that affects to working quality and does not meet the human resource’s requirements.
Besides of this, it will create a missing and not met the inheritance in working development in current time, especially in management team. Of course, there are many reasons for these limitations above, however, these have affected seriously into inspective effectiveness in renovation, modernalization and industrialization time. Based on all the reasons above, group has been researching through the knowledge form lectures, especially in discussion’s hours; we have found that it is essential to search a solution in reforming human resource management in Government Inspectorate based on defining elements about time, scale and limitation, we decided to choose the topic “Reforming Human resource management in the Government Inspectorate in 2011- 2020 period” for our Master Thesis Topic. Aim of research It is based on researching Ho Chi Minh ideas and Vietnamese Party’s opinions; group has researched about renovated human resource’s content, ‘nspective and supervisory function, the Government’s regulation in controlling Government Inspectorate human resource’s structure at current ‘ime.
Subject of research The Master thesis scale has researched Human resource management in Government Inspectorate; the specific objective in this topic is human resource. Methodology of research - Methodology of research is based on Ho Chi Minh’ ideas and Vietnamese Party’s opinion in this Master thesis. Statistics, summary, evaluation, consulting reports, getting comments from inspective specialists through conferences, scientific projects, and current human management analysis in many recent years have been used. - Besides, group has applied field force analysis in Leadership and Change, Organizational Development (it is Kutr Lewin’ change model and Swot method) in Public Management Program.