Forecasting the Development of the Civil Servants of the State Reserve Sector in Vietnam

d) In the appointment work

The awareness of leaders at all levels in the state reserve sector in the appointment work is still uneven, the direction of some agency heads is still lacking in determination, and there is still a state of deference and sentimentality in the appointment and re-appointment work.

The agency's staff for appointment work is still limited in capacity, especially in discovering, planning, training, fostering, and appointing truly talented and virtuous people who can meet the increasingly high requirements and demands of the job. In the appointment work, there is still confusion in the appointment proposal between people who are good at expertise and people who are good at management, which leads to the situation that only those who are good at expertise will be appointed as managers, thus not placing the right people in specific positions and titles.

e) In rotation work

Although the work of rotating cadres has been implemented, it is still limited in quantity, still closed, and there is a situation of working in one place and not working in another. Some cases of rotation do not have clear orientation, leading to difficulties in post-rotation arrangement. The awareness of rotation work of leaders and managers is still unclear; in some places, there are even deviations, taking advantage of rotation to push people who are not "in the same position" to other places. Horizontal rotation from one agency to another is still very rare. The selection of agencies and positions for rotation in some cases is still unreasonable, even in the wrong field or profession, not only failing to meet training requirements, but also limiting the contribution of the rotated person.

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Third, lack of training and development strategy for cadres and civil servants

- The training and development of civil servants in the state reserve sector is still confusing, especially in planning and retraining. The state reserve sector has not yet developed a long-term scientific training program for cadres and civil servants, depending on the sector's training program.

- Lack of comprehensive planning, lack of initiative in training new staff, retraining of trained staff, so they do not meet job requirements; training is not really linked to planning, not linked to output, even self-made.

There are still some officials and civil servants who think that studying is all about degrees, so the quality of their studies is not guaranteed.

- A number of civil servants do not have the awareness to study and improve their professional qualifications; on the other hand, there are no policies to force civil servants to study and improve their ethical qualities, professional qualifications and skills.

- The awareness of the state reserve sector on the importance of training and fostering civil servants has changed a lot in a positive direction, however, the attention of the heads of agencies in the state reserve sector is not yet regular, continuous and synchronous, so it has more or less affected the quality of training and fostering civil servants. In the thinking of some leaders and those working in training and fostering, investment in training and fostering is still considered a pure cost, not an investment in human capital, so the training and fostering methods have not been given due attention, even causing waste.

- The management of training for civil servants in the past has been lax and not strict, leading to overlapping knowledge in training programs; students attending classes are not serious and attend classes perfunctorily; lecturers participating in teaching do not have much experience in the industry and field related to state reserves.

- Training and development staff in some agencies and units in the sector still lack knowledge, experience and resources to advise and organize training and development in a scientific and reasonable manner.

Fourth, there is a lack of policies and measures to motivate civil servants to work with peace of mind.

This is one of the reasons why the development of the civil service team has not met the requirements of the job and attracted high-quality civil servants to work in the state reserve sector. Currently, the state reserve sector has a number of highly qualified civil servants transferred to work elsewhere. The reason for this phenomenon is that the state reserve sector still lacks policies and measures to create effective and attractive motivation for civil servants to feel secure in their work and in the sector. When it comes to policies and measures

Motivating workers is not simply about income and salary policies for civil servants - although salary and income are one of the most important policies to motivate and encourage civil servants. It is important to think about a system of synchronous policies and measures related to the interests of civil servants. In order to create good policies that motivate civil servants to work with peace of mind, to be dedicated to their work and to the industry, the system of policies and measures must come from the legitimate desires and needs of civil servants.

Chapter 3 Summary

In this chapter, the PhD student delves into the study of the formation and development of the state reserve civil servant team; the impact of natural conditions and socio-economic conditions that affect the development of the state reserve civil servant team. Through analyzing and evaluating the current status of the development of the civil servant team in the industry according to the following criteria: professional qualifications, professional skills, work experience; criteria for assessing the level of work performance; criteria for cognitive ability and the level of ability to respond to changes in work and factors affecting the development of the civil servant team... The thesis has clarified the reality that the quality of the Vietnamese state reserve civil servant team is still low, not meeting the requirements of the tasks in the new period, especially at the grassroots level.

From the above analysis and evaluation results, the main limitations of the development of the staff of civil servants in the state reserve sector of Vietnam in the past have been stated in the thesis. These limitations include: there is no strategy and policies on the development of the staff of civil servants in the state reserve sector; the structure of the staff of civil servants in the agencies of the state reserve sector of Vietnam is not yet reasonable; the training and fostering of the staff of civil servants in the state reserve sector of Vietnam still lacks a strategy, is still confused, has not built a long-term scientific training and fostering program...; the use of the staff of civil servants in the state reserve sector of Vietnam still has many shortcomings, has not implemented key steps such as planning, training, and using in a scientific and impartial manner; lack of policies and measures to motivate the staff of civil servants in the sector to work with peace of mind. This is one of the reasons why the development of the civil service team has not met the requirements of the job and attracted high-quality civil servants to work in the state reserve sector of Vietnam and finally the quality of the civil service team of the state reserve sector of Vietnam is still low. It can be said that, in the past, this work has not achieved the main goal of developing the civil service team of the state reserve sector of Vietnam.

From the analysis and evaluation, the researcher has drawn out the strengths and limitations in developing the staff of civil servants in the state reserve sector of Vietnam as mentioned above. This will be the basis for proposing solutions and recommendations to develop the staff of civil servants in the state reserve sector of Vietnam in the coming time (mentioned in chapter 4).

Chapter 4

VIEWPOINTS, ORIENTATIONS AND SOLUTIONS FOR DEVELOPING THE TEAM OF CIVIL SERVANTS IN THE STATE RESERVE SECTOR IN VIETNAM TO 2020, WITH A VISION TO 2030

4.1. Forecasting the development of the civil service team in the state reserve sector of Vietnam

Forecasting the development of the civil servant team of the sector is a necessary task for the Vietnamese state reserve sector, is the basis for other work forecasts, is an important source of documents in planning goals and solutions in the strategy and development plan of the Vietnamese state reserve sector, and is also the basis for issuing policies on training and developing the civil servant team of the sector in certain periods. Forecasting the development of the civil servant team of the Vietnamese state reserve sector has many contents, but from the perspective of those who work in organizing cadres and developing the civil servant team of the sector, the researcher only focuses on forecasting the overall tasks of the sector until 2030 and forecasting the quantity, quality, and supply and demand forecast of the civil servant team of the Vietnamese state reserve sector.

4.1.1. Specific forecast on the need to develop the staff of civil servants in the state reserve sector of Vietnam by 2030

- With the current number of civil servants in the state reserve sector of Vietnam not meeting the requirements of immediate and long-term tasks due to the fact that some units have just been established, they have to be streamlined according to the state's policy, many positions in some units are still lacking, cadres have reached retirement age and need to be replaced and specialized civil servants in some new fields... the annual recruitment demand of the entire reserve sector is about 60 civil servants, accounting for about 2.38% of the total existing payroll. The number of newly recruited civil servants is concentrated in some fields of the sector such as: post-harvest preservation, preservation of machinery and equipment, food testing, construction, information technology... In the total demand, the proportion of university and post-graduate degrees accounts for 60%. Some research and policy planning units

To implement new technologies, it is necessary to recruit civil servants with postgraduate qualifications, and these civil servants account for about 2%.

Requires the staff of state reserve civil servants to have undergone professional training in fields appropriate to the tasks and specific fields of the sector and need to have training and development qualifications in other fields such as: national defense, security, state administrative management, political theory, information technology, foreign languages... by 2030, about 3,000 people are needed.

4.1.2. General forecast of the tasks of developing the civil servant team of the state reserve sector of Vietnam that need to be focused on until 2030

In the coming time, the international situation will have many political instabilities, with global changes in the role and position of countries in the world and international institutions. Climate change and environmental issues are also among the most complex and biggest challenges that the world is facing. According to the World Bank's forecast, Vietnam is always the second among the five countries most severely affected by the environment and climate change.

Due to the impact of climate change, extreme weather conditions, natural disasters, storms, floods, droughts, saltwater intrusion, etc., in our country are increasing in both quantity and severity. In addition, epidemics are also occurring more and more; negative impacts in the process of economic development (environmental pollution, deforestation, etc.) have severely affected production and people's lives.

Faced with the above-mentioned increasing difficulties and challenges, the tasks of the state reserve sector are increasingly difficult. Timely provision of sufficient state reserve goods such as food, agricultural materials, medicines, seeds, etc. to local people will help limit human and property losses, while demonstrating the Party and State's concern for all aspects of people's lives, ensuring the successful implementation of economic development and social security goals.

In general, the national reserve level for food, salt, supplies, rescue equipment, pesticides, vaccines, and basic veterinary medicines basically meets the requirements for hunger relief, student support, afforestation projects, and export.

epidemic prevention level in the past time. However, the inventory of essential goods is still low, only meeting the immediate task. If a natural disaster or widespread, complicated epidemic occurs, it will be difficult to meet the requirements...

In fact, compared to GDP, the investment level for national defense in recent years has not met the plan requirements. Specifically, the total investment level for national defense has tended to decrease in recent times (in 2012 it accounted for about 0.28% of GDP; in 2013 it reached about 0.24% of GDP; in 2014 it reached about 0.23% of GDP; in 2015 it was about 0.21% of GDP, while the total investment level for national defense in 2016 only reached 0.20% of GDP). This rate is very low compared to the target set by the National Defense Development Strategy to 2020 (the target for 2020 is 1.5%).

In the following years, the State and Government will arrange to strengthen and consolidate the national reserve potential, especially food items, equipment for natural disaster prevention and control, search and rescue, security goods, national defense, border and island protection so that when an incident occurs, the State will proactively respond and provide timely support, minimizing damage to people and property and contributing to ensuring national security and defense in all situations.

Faced with unpredictable developments in the regional and global situation and forecasts of extremely complex impacts due to climate change in the coming time, the task of the state reserve sector is to increasingly strengthen and consolidate the state reserve potential to meet the requirements of the task.

To always be ready to complete well the assigned tasks in the present and the future, it requires the civil servants of the Vietnamese state reserve sector to be aware of expanding their professional knowledge, improving their scientific thinking capacity, independence, creativity, promoting initiatives, applying new technology, constantly developing professional skills... to form a new generation of civil servants of the sector with knowledge, courage, and steadfastness in all situations.

Currently, countries around the world are increasing the allocation of national reserve funds (including money and goods) for the country's goals and activities to ensure national security and promptly respond to climate change. To proactively perform the assigned tasks, the state reserve sector needs to continue to promote the implementation of priority tasks.

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