Overview of Research Status Related to the Topic

5.2. Scientific hypothesis

The training activities of civil servants in Savanakhet province still have many problems, which not only affect the quality of the provincial civil servants but also cause economic and time costs. If there are solutions to improve the training of civil servants, the training activities of civil servants in Savanakhet province will bring great efficiency, contributing significantly to improving the quality of the provincial civil servants.

6. New contributions of the topic

- Strengthen and further clarify the scientific basis of training for civil servants, which is the concept, characteristics and content of training for civil servants.

- Contribute some reference values ​​that Savanakhet, Lao PDR learns from the experiences of some countries in the world.

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- A relatively comprehensive overview of the training work of civil servants in Savanakhet, Lao PDR.

- Provide some solutions to improve the training activities of civil servants in Savanakhet, Lao PDR.

7. Scientific and practical significance of the topic

- In terms of theory : The research results reveal and supplement a number of theoretical issues on the training activities of the staff.

- In practice : The research results can become a source of reference for individuals and organizations interested in training activities for civil servants in the Lao PDR in general and in Savanakhet province in particular.

8. Structure of the thesis

In addition to the introduction, content, conclusion, appendix and list of references, this doctoral thesis is divided into 04 chapters:

Chapter 1: Overview of research related to the topic

Chapter 2: Scientific basis for training and fostering staff and civil servants

Chapter 3: Current status of training and fostering of cadres and civil servants in Savanakhet province, Lao People's Democratic Republic

Chapter 4: Orientation and solutions to improve training and fostering of cadres and civil servants in Savanakhet province, Lao People's Democratic Republic

CHAPTER 1

OVERVIEW OF RESEARCH RELATED TO THE TOPIC

1.1. Related research works

1.1.1. Research works on the nature, objectives and current status of civil servant training

Research on training of civil servants has been mentioned by many authors with many different approaches. From the perspective of approaching the nature, goals and current situation of training of civil servants, the following research works can be mentioned:

- Nguyen Phu Trong, Tran Xuan Sam (2003), Scientific arguments for improving the quality of staff in the period of promoting industrialization and modernization of the country, National Political Publishing House, Hanoi.

In this book, according to the authors, every social regime that wants to stand firm and develop must be built by people who are loyal to the regime, have certain qualities and abilities. Today, they are civil servants, those who serve the political regime to meet the requirements of a state of the people, by the people and for the people; those who represent the state to build and implement the policies of the Party and the state. The book highlights civil servants as a decisive factor in the development of each country.

- Michael Armstrong (1996), A Handbook of Personnel management Practice

The author has deeply studied the concept and pointed out that training is defined as a process of systematically changing human behavior through learning, this learning is the result of education, guidance, development and planned acquisition of experience. The training process includes the following elements: Identifying training needs; Identifying learning requirements; Identifying training goals; Planning

Training programs; Places to implement training plans; Evaluation of training plan implementation.

- Luu Kiem Thanh (2012), "Training and fostering cadres, civil servants and public employees - a special and specialized form of education and training", State Management Journal.

The author believes that the training of civil servants has differences in subjects, goals, and training methods. The training of civil servants is on the one hand to standardize and fill the current capacity gap, and at the same time, this process must be a capacity development process.

- Luu Kiem Thanh, Nguyen Dong Minh (2014), Training and fostering humanistic values ​​in public service, State Management Journal No. 220/2014).

The authors analyzed and mentioned two scales of humanistic values ​​including: Traditional values ​​(love of homeland, patriotism, national pride, self-reliance, kindness, loyalty, altruism, generosity, studiousness, creativity, solidarity, thrift, openness, optimism, courage, resilience, attachment to family and homeland, gratitude to ancestors, respect for the elderly) and modern values ​​including: peace, freedom, democracy, equality, fairness; awareness of environmental protection, security and order; dynamism, creativity, independence, acceptance of competition, sensitivity to new things; having a spirit of friendship and cooperation.

- Huynh Van Thoi (2011), "Training and fostering cadres and civil servants from concept to awareness and action", State Management Journal , No. 188.

According to the author, using the concept of training and improving the capacity of civil servants is not correct because training and improving the capacity of civil servants is a method while the purpose is to improve the capacity of civil servants. Because of incorrect perception, the method is also incorrect. To have correct perception and effective action, we can use the concept of "training and improving the capacity of civil servants" instead of the concept of "training and improving the capacity of civil servants".

Training and development are not separate but closely linked to other human resource activities such as planning, promotion, and evaluation.

and working capacity are two issues that cannot be equated. Working capacity includes knowledge, skills and attitudes. Serving in the state apparatus is a profession, therefore, the requirement for working capacity is to require a level of skill - knowing the profession, practicing the profession and especially being honest in the profession. Working capacity also cannot have a stereotyped requirement for civil servants in all management fields. For research and consulting units, the quality of work is assessed through consideration, making diverse proposals and recommendations for selection. Meanwhile, the duty of state management agencies to the people is to make correct decisions and appropriate and timely decisions.

- Buonkham Vongdala (2009), Training and fostering civil servants is a key task in the country's administrative reform, A Lun Mai Magazine No. 04, July-August 2009.

The author has analyzed the theoretical concept, characteristics and role of training and retraining work in the current period, assessed the current status of training and retraining activities for civil servants in Laos, pointed out the positive aspects, limitations and causes, and the topic also proposed a number of solutions to overcome the limitations of state management activities on training and retraining of civil servants in the Lao PDR in the immediate and long term.

- Sengaloun Bounkham (2008), Training and fostering of cadres and civil servants is a key task of administrative reform in the current period , A Lun Mai Magazine No. 06/2008.

The author analyzes the viewpoints and directions of Party committees at all levels in the development and training of civil servants, assesses the current situation of civil servant training in the past time, points out the level of qualifications of civil servants and from there, the author gives some recommendations and solutions to improve the work of civil servant training such as: Innovating and perfecting the organization and operation of the system of establishments doing civil servant training; Innovating the content of the civil servant training program, closely linking the work of

Equip the staff with basic and professional knowledge and skills that meet practical requirements in management and public service implementation; Promote scientific research, closely link scientific research with teaching and training of staff; There should be preferential policies and regimes for staff and civil servants working in the Lao National Academy of Politics and Public Administration. In particular, policies for professors, associate professors and permanent lecturers as well as part-time and guest lecturers. Fifth, increase budget investment, build the Lao National Academy of Politics and Public Administration system on par with academies, institutes and schools of countries in the region in a modern, standardized, spacious and fully equipped manner, with adequate conditions, facilities, technical equipment to serve the teaching and research work of lecturers, and the study and living activities of students.

- Vongsavanh Xaynhavong (2014), Theoretical and practical basis for building and training a team of provincial-level administrative civil servants according to the requirements of building a rule-of-law state in the Lao People's Democratic Republic , PhD thesis in law, Ho Chi Minh National Academy of Politics.

The author has systematized the concepts and characteristics of the role of provincial administrative civil servants; the author has proposed four principles and six contents, correctly assessing the current situation of the provincial administrative civil servant team in the Lao PDR.

- Ngo Thanh Can (2014), Training and development of human resources in the public sector, Labor Publishing House, Hanoi.

In his dedicated scientific work, the author has presented, analyzed, and clarified the basic issues of human resource development training; the training process with basic elements such as: Determining training needs, planning training, organizing implementation and evaluating training; some teaching equipment commonly used in training and fostering. This is a work

This work is of great scientific value and the author of the thesis will inherit many important contents of this work in the process of carrying out his doctoral thesis.

- Lai Duc Vuong (2009), State management of training and fostering administrative civil servants in the current period , PhD thesis in public administration, National Academy of Public Administration, Hanoi.

The thesis has completed the concept of administrative civil servants and concepts related to the content and methods of State management of administrative civil servant training. In-depth analysis of a system of the formation and development of administrative civil servant training, presented principles, proposed directions and provided synchronous and strong solutions to improve the effectiveness and efficiency of State management of administrative civil servant training to meet new management requirements and international economic integration.

- Khamxay Dalavong (2015), Roles, responsibilities and capacities of lecturers in training and fostering cadres and civil servants, Research Journal of the Lao National Academy of Politics and Public Administration.

The article mentioned the role of lecturers in the training of civil servants, the responsibility of lecturers in implementing the training of civil servants, the current situation of lecturers participating in the training of civil servants and from there, proposed some solutions to improve the professional capacity of lecturers in training civil servants in the current period.

- Khamphone Phimmalath (2014), Current status of state management of training and fostering of cadres and civil servants in the Lao People's Democratic Republic, Party Building Magazine, No. 157/2014.

The work analyzes in depth the role and importance of personnel work in implementing the 2020 strategy to bring the country out of poverty, creating a breakthrough in personnel work, thereby analyzing and evaluating the current situation of personnel management. The work also offers solutions to overcome limitations and shortcomings.

- Trinh Viet Tien (2018), "The role of training and fostering cadres and civil servants in performing public duties", Industry and Trade Magazine, No. 4/2018

Training is to improve the operational capacity and performance of public duties for civil servants and public employees, which is a key task in building and developing human resources in agencies and organizations. The author believes that training in the past has focused on professional standards for ranks and levels, while other practical skills, knowledge, and behavioral qualities that are closely related to reality have not been given attention, namely: (1) Ability to generalize and develop expertise. (2) Synthesize and update professional knowledge and experience in the field of public service performance. (3) Ability to analyze and apply theory, knowledge, experience, and initiatives in public service performance. (4) Ability to build relationships, resolve conflicts, and control emotions; foster professional ethics of civil servants and public employees when performing public duties; analyze, coordinate, cooperate, and communicate information, and understand the subjects of public service performance. (5) Professional skills: Role and ability to solve certain problems, ability to strive, ability to analyze, draw conclusions, control, and make decisions.

To improve the quality and effectiveness of training, it is necessary to follow a practical and substantive direction based on the professional title standards prescribed by law and closely follow the orientations such as: (1) Clearly define the purpose, goals and needs of training for civil servants; (2) Innovate the program content and compile training documents; 3) Classify training subjects for civil servants according to each stage to have appropriate training content; (4) Select and train a team of lecturers and managers to implement the training program to fully meet the standards; (5) Improve the effectiveness of management work, build a system of legal documents on training management; (6) Conduct research on planning and assign responsibilities to training facilities for the entire national administration to avoid overlapping functions and tasks and lack of capacity; (7) Innovate and practically implement the work of inspecting and evaluating the quality of training in accordance with regulations;