UPPSAL IVERSITY Q UPPSALA UNIVERSITY OF ECONOMICS & BUSINESS, VNU vê | UNIVERSITET 1= MASTER THESIS Identifying Training Needs and Proposing Solutions of Result- based Training for District-level Civil Servants Authors: - Phạm Van Hung - Huỳnh Thị Thùy Dung - Nguyễn Hoàng Giang Suporvisors: - Local supervisor: Nguyen Khac Hung, Ph. MCaD - Uppsala supervisor: Lennart Wikander, UU Class: MPPM, Intake 2, 165 Hanoi, September 2011 ẻ ĐẠI HỌC UPPSALA, THUY DIEN UPPSALA TRƯỜNG ĐẠI HỌC KINH TE, DHQGHN UNIVERSITET XÁC ĐỊNH NHU CÀU VÀ ĐÈ XUẤT GIẢI PHÁP ĐÀO TẠO THEO KÉT QUẢ CHO CÔNG CHỨC HÀNH CHÍNH CÁP HUYỆN Tác giả: 1. Pham Văn Hưng - Trưởng nhóm 2. Huỳnh Thị Thùy Dung - Thành viên 3.
Nguyễn Hoàng Giang - Thành viên Giảng viên: 1. Giang viên Việt Nam: TS. Nguyễn Khắc Hùng, MCaD 2. Giảng viên Uppsala: Lennart Wikander Lớp: MPPM Intake 2, 165 Hà Nội, tháng 9 năm 2011 Thesis abstract of the group No.
Title Identifying training needs and proposing solutions of result-based training for district-level civil servants. Level Master thesis for MPPM 3. Authors - Pham Văn Hưng - Huỳnh Thị Thùy Dung - Nguyễn Hoàng Giang 4. Supervisor - Uppsala Lecturer: Lennart Wikander - Vietnamese Lecturer: Nguyen Khac Hung, Ph.
Date when the thesis is presented: September 1“, 2011 6. The Aim of Study - The purpose of the thesis research is to create a change in training and training management from the traditional model to the modern approach, with focus on use of result-based management tools as the central objective of the change. In addition, the group also aims to: create a change in the perception of the management bodies, managers of training; improve the quality of human resources, creating leverage in economic development the local socie ty and avoid waste, "lost" in training. ~ To clarify the theoretical background of training need and result-bas ed training.
- Identifying training needs and proposing solutions of result-based training for civil servants of the three districts, period 2011-2015. Method of Study: The Authors study existing legal and regulatory documents on training and retraining civil servants: Law on Civil Servants (2008); Decree 18/2010/NĐ-CP,.; consult some research and reports on civil servants training prepared by Ministry of Home Affairs; and, study summary reports on the number and quality of the civil servants and on the training activities conducted in the three districts in question. : - Methods for gathering information interview: Interviewing 15 people/ per district, includes the following subjects: Chairman, vice chairman of district People's Committee, Head of Department of the Interior; Lecturer universities, training centers of political districts; specialist departments. - Methods of analysis, synthesis, and comparison: Using the SWOT technic to analyse the reality, identyfying capacity and required capability to identify gaps to be supplemented.
- Consultation of experts: The group consults with professional instructor of Vietnam and Sweden. Result & Conclusions During the study, the team has identified training needs and proposing solutions, planning and training of administrative district (03 districts) in the period 2011-2015, including training plans for long term and short term based on the needs, gaps of each title, work location of each agency or unit; The group also pays more attention to train of specialized oriented development, the areas identified as key stages, a breakthrough in the socio-economic development of each district. Specifics: * Training plans for long term: + 37 civil servants (Bắc Trà My: 13, Bac Yên: 11, Bến Lite: 13) to gain postgraduate degrees; (Trainning time: from 1,5 to 2 years) + 88 civil servants (Bắc Tra My: 37, Bắc Yên: 23, Bến Lức: 28) to gain university degrees for their jobs and titles; (Training time: From 3 to 5 years) is) * Traiming plans for shrort term: (from | month to 1 year) + 88 civil servants (Bac Tra My: 39, Bắc Yên: 27, Bến Lức: 22) to have IT skills for their work; + 80 civil servants (Bac Tra My: 26, Bắc Yên: 27, Bến Lức: 27) to spea k a foreign language (English) Beside, The Authors show recommendations in order to impr ove civil servants’ quality of training in particular and improve the quality of human resources in general. Suggestions for future research The thesis is carried out in district level civil servants of three districts, This study focuses on training of professional and some skill s such as foreign languages, information technology.
lin the future, we shall study more in all districts of three prov inces. Contribution of the thesis: - This study identified training needs and Proposing solution s of result- based training for district-level civil servants, period 2011-2015. - The agencies and other entities can apply the theory of the thesis to identify needs and propose solutions and plans training for agencies and units. - This is the first paper on research training as a result of the district administrative officials in Vietnam.
Key words: - Training According to Vietnamese Dictionary (2005), the trai ning is to turn someone into becoming qualified under the standards of behavior Ì. Training is a process that influences a person so that the person can ipprehend and grasp certain systematic knowledge, skills, techniques.that Vietnamese Dictionary (2005) TABLE OF CONTENTS Trang Index List of abbreviations Introduction Chapter I GENERaL THEORY ON CIVIL SERVANTS TRAINING, TRAINING NEEDS AND PLANNING OF RESULT-BASED TRAINING 1. Purposesand requirements of civil servant training 1. Purposes of civil servant training 1.
Principles and requirements of civil servant training 1. Some concepts related to civil servant training and result-based œ training need: 1. Training and Result-based training ©0œ 1. Result based training 1.
Training needs and result-based training needs 1. Result-based training needs 1. The role and importance of identification of civil servants’ training need 1. The roleand importance of identification 1.
The basi: for identification ofcivil servants’ training needs 11 1. Planning trientation for a result-based training of civil servants 12 Chapter 2 THE REALITY OF CIVIL SERVANT TRAINING IN VIETNAM AND IN THE THREE DISTRICTS, AND TRAINING NEED ASSESSMENT FOR DISTRICT-LEVEL CIVIL SERVANTS, PERIOD 2011-2015 2. The reality of the Vietnamese civil service and civil servant 12 training in Vietnam 2. The reality of the civil servant training quality in the three 14 districts 2.1 The reality of the civil servants’ quality 15 2.1 The civil servants’ technical qualifications 15 2.
Skills of information technology 16 2. Command of foreign languages 17 2. Skills of state management 18 2. Results ofclassification and evaluation of civil servants 19 2.
The reality of training and training management 21 2. SWOT Analysis of the reality 21 2. Result-based training need assessment for district civil servants, 27 period 2011-2015 2. The basis of training need assessment 2.
Advantages and disadvantages of training need assessment 27 2. Training need assessment for the three districts 28 2. Expected competences to meet work requirements 30 2.3 Training gaps to be filled to meet work requirements 31 Chapter 3 TRAINING SOLUTION, PERIOD 2011-2015, FOR 33 THE CIVIL SERVANTS OF THE THREE DISTRICTS 33 3. Basis and objectives for result-based training planning 3.1 Basis for training planning 33 3.
Specific training plan 33 3. Training post-graduate degree holders 34 3. Training university degree holders 34 3.3 Training of skills of IT, foreign languages, and administration 35 3. Training of political reasoning 35 3.
Proposal of solutions for result-based training and training 36 management 3.1 Solutions for result-based training 36 3. Solutions for result-based training management 36 3. Evaluation of the feasibility of the plan in practice 37 3. Recommendations 39 List of references Appendix (1, 2, 3,4,5,6,7,8,9,10,11,12) LIST OF ABBREVIATIONS CBCC Officials and public employees w1N8=ö+WA©œme"nẰN GD-ĐT Education and training HĐND People’s Council HTNV Complete tasks HTTNV Complete tasks well HTXSNV Complete outstanding tasks LD-TB&XH Labour, Invalids and Social Affairs NN&PTNT Agriculture va Rural Development PTTH High School TC-KH Finance - Planning TN&MT Natural Resources and Environment UBND People’s Committee VH-TT Culture — Information INTRODUCTION Human resource (HR) training is one important activity that is always cared and placed a top priority upon.
In the modern time, HR quality has become a primary factor to ensure effectiveness in cooperation and competition between nations. A nation can enjoy sustainable development when every of its intelligence potentials is promoted and the creativity of every member of the society is encouraged. Identifying the importance of HR training in the state machinery and based on the practical requirements of the national renovation, the Vietnamese Government issued its Public Administration Reform in 2001, with a focus on four major contents, including reform and improvement of civil servants’ quality'. The three districts of Bac Tra My, Quang Nam Province; Bac Yén, Son La Prcvince; and, Bến Lức, Long An Province, all determine that civil servant training to meet the requirements of the national industrialization and modernization is an urgent task in the current phase.
Attending the MPPM course, including, especially, the course subject on Humar Resource Management (HRM) in the public sector, we have learnt the models and knowledge related to this field, including HR training. Comparing the course models and theories with the practice in our country, we find that civil sevant training the public sector of Vietnam in general and in the district- level Teople's Committees in particular has not paid adequate attention to connecion between training and outputs; some localities consider training a way to stanlardize their civil servants with degrees and certificates; consequently, the tecinical qualifications and competences of some civil servants have not met the requirements of their current work. Looking at the recent problems of the training management of the three district: in question, we have selected the study subject on “Identifying Traimiig Needs and Proposing Solutions of Result-based Training for " DecisiorNo. 136/2001/QD-TTG dated 17/9/2001 by the Prime Minister 6 District-level Civil Servants” in order to create a change in training managenent from the traditional model to the modern approach, with focus on use of result-based management tools as the central objective of the change.
This study shall focus on training activities for the untrained civil servants of the three district in questions; the civil servants holding middle- ranking. junior college or higher education degrees that mismatch their title and work pQsition, and those in need of improvement of their qualifications to meet their đuies in the new phase; training of some skills such as foreign languages, information technology, and state management for those civil servants still weak at those fields. The training shall be developed into a specific plan with three major contents to be delivered between 2011 and 2015. To carry out this study, we shall study related legal documents and research, and use the theory of positive change, and SWOT, SMART to analyse and idertify training needs as well as to propose the result-based training plan and soluion for the civil servants of the three districts.
Chapter Í GENERAL THEORY ON CIVIL SERVANTS TRAINING, TRAINING NEEDS AND PLANNING OF RESULT-BASED TRAINING 1. Purposes and requirements of civil servant training 1. Purposes of civil servant training - To equip civil servants with knowledge, skills and methods to work; to build a professional contingent of civil servants fer a modern advanced public administration’. - To build professional civil servants who are politically strong and technically good to build the modern advanced political system and the socialist ruled by the law’.
The purpose of civil servant training is therefore specified in each development phase of the country, in order to build a contingent of civil servants that car help achieve the political, economic, and social objectives of the nation. Equipnent of work knowledge and technical and stage management skills will help build up civil servants who are professional, dedicated to work, good at managanent activities, to meet the requirements of construction of a modern professonal public administration. Civil servant training in line with the standarls of each corp of civil servants, job, and managerial post will help overcone the current gaps and limitations for effective performance and provisimn of frequent HR for public agencies.