Goals and Directions for Improving the Quality of Vietnam Bank Trade Union Staff

2.3.2. Limitations and causes

Besides the achievements in the work of trade union cadres in the banking industry, there are still some limitations such as:

- Regarding the quality of staff: Although there have been positive aspects in the quality of staff doing trade union work, in the period of industrialization and modernization of the country, trade union staff in the banking sector in general and trade union staff at the grassroots level in particular have not really met the requirements of trade union work. The quality of the trade union staff, especially trade union staff at the grassroots level trade unions which are large banks in our country with a large number of union members, workers and affiliated grassroots trade unions, methods and skills in organizing activities as well as in participating, coordinating, negotiating, representing and protecting the rights and interests of workers as well as the skills in propagating, mobilizing and persuading workers are still limited.

The education, foreign language and IT skills of union officials at the grassroots level are not really high, some union officials are still reluctant to study, research and improve their qualifications and capacity. Therefore, many union officials are still confused when organizing activities; they are not confident and have the courage to discuss and negotiate with employers in building collective labor agreements, requiring enterprises to strictly implement labor law regulations for employees.

Maybe you are interested!

Furthermore, many union officials have limited understanding of market economy, legal policies related to the rights and obligations of workers, civil servants, and laborers, especially new issues in the current international integration process. Therefore, they have not been able to promote their role towards workers; have not created attraction, trust, and participation of workers in union activities as well as the facilitation and implementation of the responsibility of enterprises towards the union organization.

- Regarding the staff structure : the staff of trade union cadres at the grassroots level is still limited, the rotation and planning work has not met the quality requirements. Most of the grassroots trade union cadres are part-time, so at the grassroots level, the number of union members increases rapidly while the number of cadres doing trade union work does not increase, causing difficulties in organizing, implementing and establishing grassroots trade unions. The shortage of successor trade union cadres occurs at most levels, so the initiative of the trade union in protecting the rights of workers as well as in education and propaganda work has not been truly promoted.

Due to the lack of specialized staff, or the small number of union staff, the implementation of union activities at all levels such as issuing operating regulations and implementing the Congress Resolution to workers, civil servants and employees in some units is still slow and untimely. Some grassroots unions have not yet developed plans and contents to promptly implement union training for grassroots union staff, specifically: Social Policy Bank Union, Cooperative Bank Union.

- Regarding the assessment of the performance of duties and responsibilities of cadres and civil servants in some units, it is done in a cursory manner, not focusing on the core of the work, mainly assessing superficial issues, leading to the assessment results of the performance of duties and responsibilities of cadres and civil servants not accurately reflecting the quality, productivity and efficiency of the work of cadres and civil servants. In addition, in some units, the assessment of the performance of duties and responsibilities is still carried out in a formal manner, without organizing an assessment meeting but only raising some basic issues and concluding that the performance of duties and responsibilities of cadres and civil servants has achieved good results.

- Regarding the activities of the Banking industry trade union . In the organization and implementation of activities and emulation movements, some units have not received due attention, the movements are too formal and ineffective.

high. For the "Creative Labor" movement, in units there are many innovative topics with very high value but the grassroots trade unions do not guide and encourage union members and workers to declare to have a basis to request the General Confederation of Labor to grant the Creative Labor Certificate. There are also some grassroots trade unions that carry out and deploy activities such as culture and sports but are limited because the grassroots trade union officials are all part-time, with great pressure on professional work, thus greatly affecting the direction and operation.

For the direct superior union officials, there is still confusion in directing the activities of the grassroots union. The union has not made proposals that are equal to its role and position in the formulation of the State's guidelines, policies, and laws. The work of grasping, propagating and educating political and ideological education for union members is sometimes not regular and timely; the coordination and supervision of the People's Inspectorate at all levels is not tight, so there are still individual union members who violate regulations, affecting the reputation of the Industry.

* Reason

When evaluating the strengths and limitations of the capacity of trade union officials in the banking industry in general and trade union officials at the grassroots level in particular, we can draw the following conclusions:

- Due to the impact of the market economy, the banking system has developed rapidly and strongly, therefore, many grassroots trade union units and establishments have changed, somewhat affecting the activities of trade union officials. Trade union officials are confused in solving the work, needs, and aspirations of cadres, workers, and civil servants.

- The system of policies and laws is not yet synchronized, some documents and regulations are issued but inconsistent, causing difficulties in implementation. Some legal regulations are not strictly enforced, there are no sanctions for violations of labor and trade union laws, so the rights of workers in many places are still seriously violated.

Meanwhile, trade union officials in the banking industry have not yet fully understood the regulations on policies and laws of the Party and State in protecting the rights of workers, leading to confusion in resolving activities related to the needs of workers.

- The difficulties in implementing trade union activities of banking sector officials are still many due to the lack of a team of specialized officials, and the number of specialized officials is still limited. This requires officials to do both professional work and trade union work, causing difficulties in the process of implementing the sector's activities. In addition, some trade union officials have not really made efforts to self-study, improve and practice both in terms of expertise and profession, the policies for trade union officials are not really attractive, the organization and implementation of policies are not serious, so the trade union has not attracted capable and dedicated officials.

- The work of using and planning cadres has not been implemented synchronously and has not received due attention at many times and in many places. The work of selecting and electing cadres to do trade union work with sufficient qualities and capacity at the grassroots level has not been carried out regularly and effectively. In some establishments, the election of trade union cadres is still heavily structured, somewhat limiting the promotion of democracy in selecting trade union cadres. In addition, the use, management as well as ensuring material and spiritual benefits for trade union cadres are still limited.

- The work of union cadres in some places has not been given due importance by the Party Committee and unit leaders; the awareness of some cadres, especially the heads of union leadership agencies, about union cadres and union cadre work is not really complete, profound, and comprehensive.

- The implementation of the stages of personnel work is not proactive in some places and at some times; the work of advising the Party Committee at the same level in leading and building the team of union cadres at all levels is still limited.

- There is a perception and viewpoint that does not value the role and activities of trade unions; pressure and work requirements of large specialties make the part-time trade union staff not have much time or do not want to participate in trade union work.

Chapter 2 Summary

It can be said that, based on the general assessment of the situation of the banking sector's cadres in general and the union cadres of the grassroots units in particular, basically the cadres, workers and civil servants in the whole sector have a professional degree from university level or higher, the specialized cadres doing union work are constantly improving their qualifications, skills, understanding of the law and labor and union laws. The leadership, management and organizational capacity of the banking sector's union cadres are constantly improving, affirming the position and role of the sector as well as the union cadres. The cadres doing union work have good political qualities, good ethics, are steadfast in their professional expertise and have a sense of responsibility in their work. Promoting their strengths in the economy, the banking sector's cadres have had practical activities to contribute to stabilizing the economy and overcoming difficulties. Training, fostering to improve qualifications, knowledge, skills as well as planning and rotating cadres in recent years have received due attention, achieving quite clear results. The team of trade union cadres in the banking industry has made remarkable progress; the Executive Committee, Standing Committee, Inspection Committee at all levels operate in a disciplined manner, the Vietnam Banking Trade Union has been evaluated by the Vietnam General Confederation of Labor for many consecutive years as having excellent overall performance. The team of trade union cadres at the grassroots level has good income and benefits because large banks have high salaries for employees compared to the average level of trade union cadres in other industries, creating a great motivation to encourage and motivate trade union cadres in the banking industry.

In addition, there are still some limitations in improving the quality of the staff working in the trade union sector in the banking sector such as the quality of the staff, the structure of the staff, the professional qualifications of the staff and the enthusiasm and love for the job of the staff are still problems. A part of the trade union staff is not really dynamic, creative, has limited professional capacity and qualifications, is not really enthusiastic, dedicated.

Passionate about the movement, close to the grassroots, still waiting and relying, not meeting the requirements in the new situation, especially in the condition that Vietnam is increasingly integrating deeply into international relations.

From the research and assessment of the current status of quality and effectiveness of trade union cadres at the grassroots level in the Banking industry, the thesis aims to propose solutions to improve the quality of trade union cadres at the grassroots level in the Banking industry, focusing on trade union cadres at the grassroots level to meet the demands and requirements of the renovation period.

Chapter 3

SOLUTIONS TO IMPROVE THE QUALITY OF STAFF OF VIETNAMESE BANK UNION

3.1. Goals and directions for improving the quality of the staff of the Vietnam Bank Trade Union

3.1.1. Objectives

In conjunction with the industrialization and modernization of the country as well as the renovation of the Party and the State, improving the quality of trade union cadres in general and the Bank trade union in particular is an urgent task. This is one of the important tasks, originating from the human factor, therefore, improving the quality of Bank trade union cadres needs to be carried out synchronously, both in quality and quantity, at both the grassroots and grassroots levels. The design and implementation of an overall strategy on cadre work must ensure synchronization and rationality in order to promote the role of the trade union cadre team. The work of organizing, cadres and training and fostering trade union cadres is of particular importance, reflected in one of the three breakthroughs set forth in the Resolution of the 12th Congress of the Vietnam General Confederation of Labor, which is: Building a team of trade union cadres, especially the team of Chairmen of grassroots trade unions in the non-state sector, with sufficient capacity, qualities, and equal to the task.

To join the entire Party and the entire people in successfully implementing the Resolution of the 12th Party Congress, the 12th Congress of the Vietnam Trade Union has set the following goal: “To improve the effectiveness of representation, care for and protect the rights and interests of union members and workers, for sustainable employment and increasingly better living standards. To propagate, educate, raise class awareness, political mettle, patriotism, legal understanding, high responsibility, and good skills, contributing to building a strong Vietnamese working class. To perfect the organizational model, innovate the method of operation, build a team of union cadres with mettle, intelligence, and professionalism; to gather and attract a large number of workers to the Vietnam Trade Union; to build a strong Vietnam Trade Union. To actively participate in building

Comment