The process of Party Committees of the Northwest mountainous provinces leading the building of ethnic minority cadres from 2006 to 2016

The Northwest region is still not guaranteed. This leads to limitations and shortcomings, affecting work efficiency.

From the above reality, it is necessary to have systematic, comprehensive and in-depth research to objectively evaluate the advantages and limitations, point out the causes and summarize the experiences for reference and application in improving the quality and effectiveness of the work of building the ethnic minority cadre team in the Northwestern provinces at present. However, up to now, there has not been any work that has deeply researched these issues.

For the above reasons, and with the desire to supplement and provide a new approach to this issue, the researcher chose the issue " The process of Party Committees of the Northwest mountainous provinces leading the building of ethnic minority cadres from 2006 to 2016 " as the topic of the doctoral thesis majoring in History of the Communist Party of Vietnam.

2. Purpose and tasks of thesis research

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2.1 Research purpose

Clarifying the process of the Northwest provincial Party Committees leading the building of ethnic minority cadres from 2006 to 2016; summarizing historical experiences for application in the present.

2.2. Research tasks

Overview of research related to the thesis topic.

Clarifying factors affecting the process of building ethnic minority cadres in the Northwestern provinces.

Systematically analyze and interpret the policies and directions of the Party Committees of the Northwest provinces on building the ethnic minority cadre team from 2006 to 2016, through two periods 2006-2010 and 2010-2016.

Comment on advantages and limitations, point out causes and summarize experiences from the process of the Northwest Provincial Party Committees leading the building of ethnic minority cadres (2006-2016).

3. Subject and scope of thesis research

3.1. Research object: Research on the policies and direction of the Party Committees of the provinces in the Northwest region on building a team of ethnic minority cadres.

3.2. Scope of research

Regarding the content: The thesis studies the policies and directions of the Party Committees of the Northwest provinces on building a contingent of ethnic minority cadres from 2006 to 2016. Among many issues of ethnic minority cadre work, the thesis focuses on 4 basic issues: Planning and creating sources of ethnic minority cadres; Training and fostering ethnic minority cadres; Recruitment and use of ethnic minority cadres; Implementation of policies for ethnic minority cadres.

Time: From 2006 to 2016. The 2006 timeline is the first year of implementing the work of building a contingent of ethnic minority cadres of the Party Committees of the Northwest region during the 2005-2010 Congress term. The year 2016 is the timeline to summarize the 2010-2015 Congress term of the Party Committees of the Northwest region in leading the building of a contingent of ethnic minority cadres.

Regarding space: There are many viewpoints on the administrative space of the Northwest region. In the thesis, the author chose to study 6 provincial Party Committees: Hoa Binh, Son La, Dien Bien, Lai Chau, Lao Cai and Yen Bai.

4. Theoretical basis, research methods and sources of documents

4.1. Theoretical basis: The thesis is built on the theoretical basis of Marxism-Leninism, Ho Chi Minh thought, viewpoints and policies of the Communist Party of Vietnam on building a contingent of ethnic minority cadres.

4.2. Research method : The thesis uses two main methods: historical method and logical method.

The historical method is used to systematize the leadership of the Party Committees of the Northwest provinces in the work of building ethnic minority cadres from 2006 to 2016. This leadership is placed in the general development process of the provinces, the region and the domestic and international context.

The logical method is used to study the overall process of the Party Committees of the Northwest region in the work of building ethnic minority cadres from 2006 to 2016. From there, assessments, comments, and experience summaries are drawn.

In addition to the two main methods above, the thesis uses a number of methods: The synthesis and analysis method is used to collect and evaluate relevant sources of documents, including documents of the Party and State at the central and local levels; domestic and foreign scientific works researching the issue of building a team of cadres in general, building a team of cadres in particular, and building a team of cadres in general.

building a team of ethnic minority cadres in particular.

The comparative method is used to compare some results achieved in the work of building a team of ethnic minority leaders in the Northwestern localities and between the Northwestern localities and some other localities in the country.

Statistical methods used in processing results from a number of reports from the Northwestern localities.

The practical survey method was used during the fieldwork in the Northwestern localities. The purpose was to search for documents and learn about the practical work of building a team of ethnic minority cadres in the Northwestern mountainous provinces.

4.3. Sources of documents: The thesis is based on the sources of documents of the Congress of the Communist Party of Vietnam; resolutions and directives of the Provincial Party Committee, People's Council, Provincial People's Committee, and a number of agencies of the provinces in the Northwest region; research results of a number of published scientific works related to the research topic.

5. New contributions of the thesis

5.1. Scientific contributions

Systematize sources of documents serving research on building ethnic minority cadres in Vietnam in general, and in the Northwestern provinces in particular.

Systematically restore the policies and directions of the Party Committees of the Northwest provinces on building a team of ethnic minority cadres from 2006 to 2016.

Provide comments, evaluate results, and summarize experiences from the process of the Northwest Provincial Party Committees leading the building of ethnic minority cadres (2006-2016).

5.2. Practical contributions

Contribute to summarizing the process of the Northwest provincial Party Committees leading the building of ethnic minority cadres from 2006 to 2016. Affirming the decisive role of the Northwest provincial Party Committees in building ethnic minority cadres.

The topic contributes additional arguments, scientific basis and experience for the Party Committees of the Northwest provinces to refer to in leading the development of the current ethnic minority cadre team.

6. Structure of the thesis

In addition to the Introduction, Conclusion, Author's published research works related to the topic, References and Appendix, the content of the thesis is structured into 4 chapters (10 sections).

Chapter 1

OVERVIEW OF RESEARCH RELATED TO THE THESIS TOPIC

1.1. RESEARCH SITUATION RELATED TO THE THESIS TOPIC

1.1.1. General research works on cadres and civil servants

This is a research group that attracts the attention of many foreign and domestic authors. Abroad, research activities on cadres and civil servants in China are quite active. A typical example is the research of Fan Bainai (2007), "Research on evaluation criteria, influencing factors and ways to improve the effectiveness of cadre education and training" [123] . This is the first work in China to use empirical research methods in researching evaluation criteria and influencing factors on the effectiveness of cadre education and training in China. In this study, in addition to presenting 5 criteria for evaluating the effectiveness of education and training of cadres (criteria on the suitability of the regime and policies; criteria on the suitability of the curriculum framework and training and development materials; criteria on the qualifications and capacity of the teaching staff and teachers; criteria on the learning and training outcomes of cadres and students; criteria for measuring the application of knowledge after training and development of cadres and students into practice), the author also mentioned a number of factors affecting the effectiveness of education and training of cadres (training and development policies; Source and input quality of civil servants; Competency framework of job positions; System of training and development facilities; Qualifications and skills of the teaching staff; Training and development budget; Impact of context).

The book (2011) Research on the innovation of cadre education of the Communist Party of China [187] by scholar Wang Quan, consisting of 5 chapters, presents a general and comprehensive overview of the innovation of cadre education of the Communist Party of China. In chapter 1, the author raises theoretical issues and some requirements for the innovation of cadre education of the Communist Party of China; in chapters 2, 3, 4, the author focuses on reflecting the process of the Communist Party of China leading the innovation of cadre education (including the viewpoints and policies of the Communist Party of China, the practical process).

direction, summary of results). Comments, assessments and some recommendations from a personal perspective are presented by the author in chapter 5 of the study. This has useful reference significance for innovation in training and education of cadres in general, and ethnic minority cadres in particular, in our country today.

In a more specific approach, author Zhang Wei (2015) with the study Research on the model of education and training of grassroots cadres [211] focused on the model of education and training of grassroots cadres in China in recent years. Based on the analysis of concepts and theories of training of grassroots cadres, the book has outlined the development history of training of grassroots cadres in recent times, and summarized the models and lessons learned in training civil servants of developed countries in the world. The book also analyzes the operating model of education and training of grassroots cadres in China, thereby highlighting the innovations and limitations in the method of education and training of grassroots cadres, and at the same time, presenting prospects for education and training of grassroots cadres in China in the coming time.

In the West, the concept of “civil servant” is more commonly used than the concept of “cadre”. Research on this subject can be mentioned in the collection of research works Privatisierung der akademischen Ausbildung fuer die oeffentliche Verwaltung (Privatization of training for public administration) [79] in 2010 by two authors Hans Paul Prümm and Denis Kirstein. This research focuses on building a model of training civil servants before recruitment because the current traditional model of continuing to train civil servants after being recruited is showing its inappropriateness to current conditions because it consumes a huge budget, and at the same time causes a monopoly in public administration training.

Germany's geographical location and economic role make it a gateway between Eastern and Western Europe. This has given rise to many new problems that the German administrative apparatus needs to adapt to in order to promptly address emerging situations. Two researchers, Reichard and Roeber (2012) in their study Education and training of Senior Civil Servants in

German (Education and training of senior civil servants in Germany) [137] provided an overview of the civil service in Germany.

The work of two authors Knassmueller and Veit (2015) introduces the work "Culture matters - the training of senior civil servants in Austria, Germany, the Netherlands and Switzerland" [117]. Using the comparative method, the study shows that after implementing the New Public Management, the education and training programs for senior civil servants have undergone important changes. During this process, the administrative culture factor was focused on in all four countries and had a profound impact on the process and effectiveness of training and fostering civil servants.

In the country, the concept of cadres and civil servants is specifically defined in State documents, typically the Law on Cadres and Civil Servants in 2008. In addition, it is also mentioned and analyzed in many research works. In the dictionary of the Center for Vietnamese Language and Culture (1999), the Great Vietnamese Dictionary [184], the concept of "civil servant" refers to those who work in state agencies and receive salaries from the state budget.

In terms of connotation, the two concepts of “cadre” and “civil servant” have similarities, but also differences. In Vietnam, for a long time, the concept of “cadre” has been used almost as a substitute for the concept of “civil servant”. The two authors Thang Van Phuc and Nguyen Minh Phuong (2005) in the study Theoretical and practical basis for building a team of cadres and civil servants [131] have explained the connotation of the two concepts of “cadre” and “civil servant”, some basic understandings that are popular in Vietnam about these two concepts. This is an important basis for building orientations and solutions for building and improving the quality of the team of cadres and civil servants nationwide.

Research on the current situation of cadres and civil servants in our country in recent times has attracted the attention of many authors with a fairly rich number of research works, comprehensively reflecting the current situation of all aspects of the cadres and civil servants (the current situation of ideological, political and ethical qualities; the current situation of quantity, gender structure, age; the current situation of professional capacity).

subjects, professions; the reality of practical capacity and social prestige;...); fully reflects the team of cadres and civil servants at all levels (vertically according to the management hierarchy); in sectors and fields (horizontally according to the field of work); in regions (according to the geographical space);... Regarding the reality of the system of criteria and standards for cadres and civil servants , To Tu Ha's study (1998), Civil servants and the issue of building a team of cadres and civil servants today [73] analyzed the general issues of cadres and civil servants and the work of building a team of cadres and civil servants in our country. In particular, the author devoted a chapter to studying and explaining the contents of the concept of civil servant standards, the general principles of building civil servant standards (structural principles; principles derived from practice; legal principles; inheritance principles); Basic standards of civil servants in the context of state administrative reform (personal standards; standards of qualifications and capacity; standards of time and age).

In the study of Nguyen Thi Tam (2013), Cadres and civil servants with administrative reform in Vietnam today [142], the author presented the requirements and current status of building a team of cadres and civil servants associated with the content of administrative reform; viewpoints, goals, directions and solutions for building a team of cadres and civil servants to meet the requirements of administrative reform in our country today.

Research on proposing solutions to build a team of cadres and civil servants in the coming time is a research direction that attracts the attention of many researchers. The situation of "inertia" and lack of initiative in the activities of the team of cadres and civil servants in administrative agencies in our country is quite common. To overcome this problem, author Tran Huong Thanh (2010) proposed a number of solutions in her research Psychological measures to improve the initiative of cadres and civil servants in current state administrative agencies [145]. Approached from a psychological perspective, the proposed solutions include macro-level solutions, related to the improvement of mechanisms, policies, and legal systems of the State; there are specific solutions for each agency, each organization in the state administrative apparatus; there are solutions for each management leader and each group of civil servants.