Assessing the capacity of civil servants at Quang Binh Development Bank Branch

In the world, civil servants in functional departments are paid the highest salaries to attract talented and capable people to work in this area.

- It is necessary to study some forms of salary payment based on work results, including in agencies implementing payroll and administrative budget allocation. Improve the quality and efficiency of payroll allocation and administrative management costs. Link salaries of civil servants in functional departments with the growth of the national or local economy. In addition to the main salary, the Quang Binh Branch of NHPT should annually study to support an additional amount of money for civil servants. This amount may change depending on the economic situation of the country and the work performance of each civil servant.

Second, functional departments need to pay attention to implementing policies and regulations for civil servants. Currently, most civil servants in functional departments do not take leave or receive money if they do not take leave according to regulations. In the coming time, the NHPT Quang Binh Branch needs to pay attention to directing functional departments to strictly implement welfare benefits for civil servants in general and leave in particular.

In addition, the NHPT Quang Binh Branch needs to ensure adequate provision of working equipment and facilities for officials. First of all, it is necessary to build more offices and arrange for officials to have enough working space according to regulations; invest in repairing, supplementing, and replacing to ensure that each official has a quality working computer, avoiding the current situation of frequent breakdowns; equipping more air conditioners, laptops, etc. to create conditions for officials to complete their assigned tasks well.

Maybe you are interested!

- Solutions aimed at spiritual needs:

Being recognized and properly evaluated by the organization will also be a great motivation for officials in performing their duties. Therefore, in addition to improving conditions,

Working conditions in the direction of modern facilities, applying scientific and technological advances to work, having appropriate policies and regimes, it is also necessary to establish a friendly working environment. In the condition that the Branch still has many financial difficulties, has not implemented well the policy of recruiting and attracting talents, the Quang Binh NHPT Branch needs to pay special attention to its existing staff to promote the internal strength of the staff in the functional departments of the Quang Binh NHPT Branch.

It is necessary to pay attention to discovering, attracting, nurturing, using and rewarding talented young officials to develop their capacity. In the coming time, the NHPT Quang Binh Branch needs to pay attention to building a good working environment. With a good working environment, each official will have good working conditions and develop their capacity. Implement well the regulations on office culture, create a friendly and civilized working environment, build scientific working regulations, and reasonably assign work between departments and each official.

To promote the internal strength of civil servants, in addition to creating a good working environment, leaders and managers in the functional departments of the NHPT Quang Binh Branch need to pay attention to themselves and their families, grasp their thoughts, aspirations, difficulties and challenges in life to promptly encourage and share so that civil servants feel the need to be attached to the agency and feel more secure in their work. Leaders need to create an equal and friendly environment in the relationship between leaders and subordinates. To do so, policies on selection, promotion, appointment, rotation, arrangement and reward must all come from the common goals of the agency, unit and the needs of civil servants.

3.2.6. Limiting and preventing ethical risks in operations

The operations of banks today are facing ethical violations (ethical risks). But the problem is how to manage and minimize this type of risk? In the process of restructuring, creating a basic foundation for the healthy and sustainable development of the Vietnam Development Bank, more than ever, we must educate about professional ethics, because it is the root of the staff and must consider it a very important task because it is related to people.

First of all, the staff must understand the nature of the NHPT as a business activity not for profit but for investment and development. Therefore, the staff and employees working at the NHPT must have a mindset of peace of mind in their work, accept personal sacrifice, endure hardship, be enthusiastic, wholehearted in their work, and have a high sense of responsibility when carrying out the political tasks that the Government has entrusted to the NHPT.

In recent years, negative cases at NHPT branches in provinces across the country have sounded the alarm about violations of professional ethics.

Strengthening education, preventing and limiting ethical risks in the banking system is a necessary and urgent task in the current period. Limiting ethical risks in the banking system depends on the way leaders at all levels view and use people and the professional ethics of staff working in the banking system. Banking is a field that requires high transparency and professionalism, so the banking system must carefully recruit high-quality human resources, train, retrain and educate about professional ethics, because weak resources not only affect the efficiency and operational goals of the banking system but also pose great ethical risks.

The NHPT needs to educate the collective consciousness of its staff and employees so that they can identify the awareness of working for the benefit of the bank above all else instead of personal interests. Incidents that have occurred in reality show that the NHPT staff must always be aware of protecting the assets of the NHPT as their own assets, not deciding to lend money to an ineligible customer for personal gain or seeing that the customer is using the loan for the wrong purpose, has financial problems and cannot repay the loan but because of fear of consequences, they hastily leave the NHPT and look for a job elsewhere.

In the process of using staff, employees, the NHPT needs to have a satisfactory treatment regime through accurately assessing the different values and efforts of staff, employees, thereby helping them to have the motivation to develop their full potential; develop specific regulations on the responsibilities of staff, employees at the NHPT and for the system to operate effectively. Specifically: fostering communication skills, professional qualifications and professional ethics, paying special attention to staff who have not been trained in banking. Develop a scientific salary payment mechanism for staff linked to work results, in order to create conditions for them to feel secure in their work and contribute to the development of the NHPT.

Building a truly professional internal audit apparatus, this force must be strong enough to prevent and advise the Board of Directors of the Bank to handle ethical risks.

With the synchronous and unified implementation of many solutions, we believe that ethical risks in the operations of the State Bank will gradually be pushed back, creating a solid foundation for the State Bank system to develop healthily and sustainably.

3.3. Recommendations

In addition to the above solutions, to effectively improve the quality of staff and civil servants working at the Vietnam Development Bank Branch in the province

Quang Binh in particular and Vietnam Development Bank in general, I would like to make some recommendations as follows:

 For the Government:

It is recommended that the Government should have an "output" policy to address the current number of cadres and civil servants who are not qualified for standardized training, due to limited capacity, old age... such as the policy of streamlining the payroll according to Decree No. 108/2014/ND-CP dated November 20, 2014 of the Government on the policy of streamlining the payroll that we are implementing for cadres, civil servants and public employees, because in reality, the number of civil servants in this category at the Vietnam Development Bank Quang Binh Branch and other provinces in this category is still large but there is no solution.

 For Vietnam Development Bank

It is recommended that the Vietnam Development Bank issue a policy on standards for officers and civil servants working in the Vietnam Development Bank system to meet the increasingly high requirements of the job, and provide appropriate remuneration to create conditions as well as encourage officers and civil servants to work with peace of mind and contribute more and more to their work.

 For Quang Binh province

The Provincial Party Committee, People's Council and People's Committee continue to pay attention and create conditions for Quang Binh Provincial University and the Political School to open classes on majors, English and information technology to create conditions for cadres and civil servants to study and improve their qualifications... issue policies to attract highly qualified human resources to work in the locality.

CHAPTER 3 SUMMARY

Based on the viewpoints and orientations of the Party and the State on improving the capacity of civil servants in the current period; orientations on improving the capacity of civil servants in the functional departments of the Quang Binh Bank Branch and some recommendations from the synthesis of survey and evaluation forms of civil servants of the Quang Binh Bank Branch, the author proposes some solutions to improve the capacity of civil servants of the Quang Binh Bank Branch to meet the requirements of tasks in the new situation.

Among the solutions and recommendations given, the author finds that innovating training and fostering in an effective and practical direction is the most important solution to improve the working capacity of civil servants of the Quang Binh Branch of NHPT. Training and fostering are learning activities that help civil servants achieve better results and efficiency in their work. Through organizing training and fostering, civil servants understand their work, master and perform their professional skills proficiently and perform their functions and tasks well with a better spirit and attitude, improving the working capacity of civil servants to meet the requirements and tasks in the new period.

CONCLUDE

Quang Binh Development Bank Branch is a State Financial Institution under the Vietnam Development Bank, established and officially operating since 2006 (on the basis of receiving tasks and personnel from the Development Investment Department and Quang Binh Development Support Fund Branch). Although it does not have as many years of operation as many other financial institutions, Quang Binh Development Bank Branch has risen to affirm its position in implementing the State's investment and export policies in Quang Binh province. Investment projects have been effective, creating products that contribute to the growth of the province's GDP, shifting the socio-economic structure of Quang Binh province in accordance with the general development orientation, and repaying debts to the State. However, there are also projects that the Branch has appraised for loans that have not been economically effective and have not been able to repay loans according to the Contract. This is due to many reasons, but it must be said that among the reasons, the capacity of officials at Quang Binh Development Bank Branch is still limited. With the results through the implementation of the topic "Assessing the capacity of civil servants at the Quang Binh Branch of NHPT", the thesis has made the following main contributions:

Firstly, through the thesis, the author has clearly presented the theoretical basis of capacity in general and the capacity of civil servants working at NHPT in particular. In the thesis, the author has outlined the capacities of civil servants at NHPT Quang Binh Branch, criteria for assessing capacity and factors affecting capacity. In addition, the author also pointed out some necessary requirements to improve the capacity to perform the work of civil servants at NHPT Quang Binh Branch.

Second, evaluate the performance capacity of officers at the NHPT Quang Binh Branch using comprehensive assessment survey forms.

Civil servant capacity, through the results obtained, the author has assessed the exact and specific status of civil servant capacity to perform work, strengths and weaknesses that need to be overcome.

Third, based on the results of the assessment of the current capacity and orientation to improve the capacity of civil servants of the Quang Binh Bank Branch by 2020, the author has proposed a number of solutions to improve the capacity of civil servants performing work at the Quang Binh Bank Branch to meet current and future work needs.

Improving the capacity of staff at the Quang Binh Branch of the State Bank of Vietnam is an important issue in the operation of the Quang Binh Branch of the State Bank of Vietnam, which determines the effectiveness of appraisal and lending activities. Improving the quality of staff should be considered one of the important contents for the operation of the Quang Binh Branch of the State Bank of Vietnam to achieve the goals of efficiency, safety and sustainable development./.

Assessing the capacity of civil servants at Quang Binh Development Bank Branch - 14

Comment