UPPSALA UNIVERSITY (SWEDEN) &
UNIVERSITY OF ECONOMICS AND BUSINESS, VNUH
MASTER PROGRAMME OF PUBLIC MANAGEMENT

Le Dire Circmg & Bui Thi Thu Hang
MPPM-Uppsala - Intake 1

Improving the efficiency in using quality
human resource in public sector
of Thanh Hoa Province

Supervisor:
Local Supervisor:

Dr. Sven Jungerhem
Ass.Prof. Le Thi Van Hanh

Hanoi, Ma> 2011


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>,$MU««

UPSALA UNIVERSITY - SWEDEN
ECONOMIC SCHOOL - VIETNAM NATIONAL
UNIVERSITY, HANOI

^^-^

UPPSALA
UNIVERSITET

THESIS ABSTRACT
Thesis title;
Improving the efficiency in using quality human resource in the public sector of
Thanh Hoa province.
Level of the thesis: Thesis of Master in Public Management.
Authors:

Lc Due Cuong & Bui Thi Ihu I lang

Supervisor:

Prof Dr. Sven Jungerhem and Assl.Prof Dr. Le Thi Van Hanh

Date of thesis defense:

15-19/5/2011

Purpose:
To contribute to the overall assessment of the status of using quality human resource
in the Stale agency block (public sector) in Thanh Hoa province, on ihat basis to
propose measures for effective quality human resource use.
Methodology:
+ Surveying, investigating, collecting and synthesizing information and data at
localities via filling forms.
•f Conducting statistics and classification.
+ Conducting analysis and description.
Outcomes and conchision:

The research outcomes are presented in 3 chapters:
t Chapter I: Theoretical bases
+ Chapter II: The reality^ ofqiuility hwnan resource use in the public sector in
Thanh Hoa province

(2005 - 2010).

Chapter III: Views, goals and solutiotis in quality hwnan resource use in the
public sector in Thanh Hoa province in the titne to cotne.
Conclusion:


1. Surveys and statistics have been conducted on the distribution of resources in
the administrative block from provincial level down to district, town and city levels
and to commune, ward and township levels.
2. When studying the use of human resources in the public sector of Thanh Hoa
province, we have found that the province has paid attention to developing and
promulgating, as well as implementing mechanisms and policies to attract and
encourage the development of quality human resource. However, the development of
quality human resource is limited in both quantity and quality, failing to meet the
requirements of the province's socio-economic development.
3. When analyzing the reality of quality human resource use in the public
sector, the thesis has tried to figure out the limitations, inadequacies and causes
thereof in quality human resource use in the public sector of the province.
4. Based on the actual situation of quality human resource use in the public
sector over the past few years as well as the socio-economic development goals of the
province from 2015 to 2020, the thesis has proposed solutions to improve the
effectiveness in quality human resource use in the public sector in the province in the
time to come (including the general direction and specific solutions)
Limitations and proposed direction for further study

Due to the limited time, we can only study, conduct surveys and statistics on quality
human resource and quality human resource use in the public sector. We can only
localize the internal concept of quality human resource in terms of education
qualification from undergraduate or higher, and from working skills of third grade or
above. Later, if conditions permit, we will continue to study in depth. dc\clop and
expand the thesis project further.
Meanings of the thesis:
For socio-economic development
This will be the scientific basis for the development and promulgation of proper and
suitable mechanisms and policies for effective quality human resource use,
contributing to the socio-economic development.
For related scientific fields
The research results will be an important scientific basis for agencies and units to
adjust and supplement the plans and planning of their own branches, levels and units.
On that basis, they will better coordinate and better advise the policymakers in
making policies for socio-economic development of the province.
For the training of scientific personnel
The thesis will contribute to the innovation in training to meet the requirements of the
province and country. It contnbutcs to encouraging cadres and Party members to
actively study and upgrade their qualifications in their work.
Key words:
Quality human resource use, Industrialization - Modernization, public sector...


ECONOMIC

SCHOOL

-


VIETNAM

NATIONAL UNIVERSITY, HANOI

UPPSALA
UNIVERSITET

UPSALA UNIVERSITY - SWEDEN

DISSETATION O F MASTER IN PUBLIC MANAGEMENT
TABLE O F C O N T E N T S

PREAMBLE

PAGE

05

I. REASONS FOR CIIOOSINC; THE PROJECT
II. RESEARCH OBJECT, SCOPE AND MEIHODOI (KiY
in. STUDY

MKTHOD

IV. THESIS STRIICTURF
CONTENTS

(,^
(j^


CHAPTFR I: THEORETICAL BASES

1. Concepts
1.1. Resources
A resource is any physical or virtual entity oflimited availability' that
needs to be consumed to obtain a benefit from il
1.2. I luman resources
I luman resources is a tenn used to describe the indi\ iduals who make *^^^
up the workforce of an organization, although il is also applied in
i?
labor economics to. for example, business sectors or e\ en whole
nations
1.3. Qualified human resource
-'**
2. The role of qualified human resource in the socio- economic
development of our countr>

13

3. Use of qualified human resource
C H A P T F R I L T H F U F A L I T ^ O F T H F l S E O F Q L A I IKIFDIll MAN
RFSOIIRC F IN THE PUBLIC SEC I O R IN THANH HOA PR()\ INCF (2005 -

]4

2010)

L Socio-economic characteristics and situalion of Thanh Hoa
Province
2. Reality of the guidelines and policies of the Party and State on


jg


the use of human resources in Thanh Hoa (from 2005 - 2010)
3. The reality of the use of qualified human resource in the public
sector in Thanh Hoa Province
3.1. The human resource allocation in public sector
The details of The human resource allocation in administrative
agencies at provincial to communes, wards and towns level are as
follows:
3.2. The promulgation of mechanisms and policies to encourage and
attract human resource into public sector
3.3. The allocation and use of human resources at all levels and
branches throughout all units and localities
3.4. The appointment, promotion, rotation and transfer of officials
3.6. Facilitating the staffs in training and improving their special and
theoretical qualifications at home and abroad
4. Basic limitations and inadequacies

20
^0
,

21

5. The causes of the limitations
CHAPTER III: VIEWS, C;OALS AND SOLU I IONS IN THE USE OF
QUALIFIED HUMAN RESOURCE IN H I E PUBLIC SECTOR IN THANH
IIOA PROVINCE IN H I E TIME IC) COME


3.1. The socio-economic development objectives of Thanh llt)a
Province to 2015 and 2020
3.1.1. General objective
3.1.2. Some specific criteria: (from DPI - 2009)
3.1.3. Forecasts of labor restructuring in the province in 2010 and to
2015
3.2. Views and goals in the use of qualified human resource in the
public sector in Thanh Hoa Province in the time to come
3.2.1. Viewpoints
3.2.2. Goals
3.3. Solutions to improve efficiency in using qualified human
resource in the public sector in Thanh Hoa Province in the coming
time
3.3. /. General direction
3.3.2. Groups of.spccific solutions

_
22

-^

28

31
CONCLUSION
35
REFERENCE
APPENDIX



Abbreviations in the project
Full word/expression

Abbreviations

- Industrialization and modernization

CNH-HDH

- People's Committee

UBND

- Socialization
- Sports and gymnastics
- Education and training
- Science and technology
- Resolution

XHH
TDTT
GD&DT
KH&CN
NQ
KH&DT

- Planning and Investment
CHDCND
- People's Democratic Republic

LD
- Labor


PREAMBLE
L REASONS FOR CHOOSING THE PROJECT
In general, among the resources, human resources is one of the crucial factors
for the development of the country. Therefore, the effective use of qualified human
resource is a major concern of the Party and State, especially in the period of
renovation and international economic integration. The researchers believe that a
country or a locality that wishes to develop fast and sustainably must rely on at
least three basic criteria: ability to apply new technologies, development of modem
infrastructure and qualified human resource. Among them, the important factor that
significantly motivates the socio-economic development is qualified human
resource. Qualified human resource is also the most dynamic and revolutionar\'
clement of the productive force, and only qualified

human resource can digest,

absorb and apply the knowledge of humanity to practice, bringing about practical
effects. Recognizing the importance of qualified human resource in the public
sector, Thanh Hoa Province in recent years have decisively paid attention to
improve the effcciency of the utilization of thi resource. The Congress of Thanh
lloa Provincial Party Committee of the XVI session has set up and launched a
program for the effective use of human resource as a key program of the entire
tenure (from 2005 to20IO).
However, the use of human resource, especially of qualified human resource in
recent years in Thanh Hoa Province has shown many limitations and caused great
impact on the social and economic development in the locality. The redundancy
and shortage of qualified human resource in the public sector indicate the of

inadequate and ineffective use of qualified human resource. And this needs to be
considered to meet the purj">ose of restmcture. Furthermore, in Thanh Hoa Pro\'ince
in recent years (2005-2010) there has been no research work on improving the
efficiency in the use of qualified human resource.
Therefore, the project "Improving the efficiency in using qualified human
resource in the public sector of Thanh lloa Province" is taken in order to
contribute to the overall assessment of the current use of qualified human resource
in the public sector of Thanh lloa Province, on that basis to propose measures for


the effective use of qualified human resource, contributing to serving the socioeconomic development of Thanh Hoa Province in the coming years.
IL RESEARCH OBJECT, SCOPE AND METHODOLOGY
L Objectives
- to assess the current use of qualified human resource in the public sector in
Thanh Hoa Province (from 2005 - to 2010).
- to propose solutions to improve the efficiency of using qualified human
resource in the public sector in Thanh Hoa Province for the coming years.
2. Objects
The thesis collects information and data on the use of human resources in 27
people's committees of districts, towns and cities, departments and branches in
Thanh Hoa Province. This thesis is undertaken to make in -depth study on the
current situation of the Party's guidelines and policies of the State laws on the use
of human resources in the public sector and the use of qualified human resource in
the public sector in Thanh lloa Province IVom 2005 to 2010. In this thesis, the
researches and analysis of

the factors which might

affect the use of human


resources in the public sector in Thanh lloa Province in the past arc also
undertaken and used as a basis for prediction of human resource development trend
in the coming years. From the above research and analysis, possible solutions are
also recommended to improve the efficiency of the use of qualified human resource
which is necessaiy for the industrialization - modernization of Thanh Hoa Province
in the coming years.
3. Scope of study:
The research is conducted in Thanh lloa Provmce with data and information
collected in the period of rom 2005 to 2010.
IIL STUDY METHOD
In order to achieve the objectives set out for the implementation of the stydy,
main methods arc taken as follows:
- Survx^ying, investigating, collecting and synthesizing information and data at
the localities.
- Data statistics and classification methods.


- Analysis and description method.
Besides, a number of interdisciplinary approaches such as the knowledge of
socialogy and political issues have been used.
IV. THESIS STRUCTURE
The thesis contains the preamble, conclusion and appendices. The most and
significant part is the main contents which are presented in three chapters, as
follows:
+ Chapter I: Theoretical bases
-f Chapter II: The reality of the use of qualified human resource in the public
sector in Thanh Hoa Province (2005 - 2010).
Chapter III: Views, goals and solutions in the use of qualified human
resource in the public sector in Thanh lloa Province in the time to come



CONTENTS
CHAPTER I: THEORETICAL BASES
1. Concepts
l.L Resources
A resource is any physical or virtual entity of limited availabilit\ that
needs to be consumed to obtain a benefit from it.
The concept of resources is very broad, including different factors.
Typically today, the words "resources" is generally referred to the basic elements
namely capital, natural resources and human resource. Among them, human
resource has the key significance. Capital and natural resources are limited, and
will be used up due to using and exploitation over time. On the other hand, the
effectiveness in the use of the aforesaid elements depends on human factor.
Therefore, the clement of human resource, especially qualified human resource, is
always of decisive importance.
1.2. Human resources
Human resources is a term used to describe the individuals who make up
the workforce of an organization, although it is also applied in labor
economics to, for example, business sectors or even w hole nations.
Human resource is a decisive factor of all activities; human

has special

capability namely capability of thinking and creation. Human is able to create
wealth and assets,

spiritual life, able to change the circumstances and li\ing

environment in order to best serve their survival and development. In short, a
strong human resource could build up a strong team, contributing to create a strong

organization, enterprise, strong community and a strong nation.
1.3. Qualified human resource
If the human resource comprise oi^ individuals, the qualified human resource is
understood as the ability^ (potential) of work of human beings in terms of quantity,
structure (occupation,

educationa background

econotmc sectors ) atidin tertns of capability
(mental capability, mitulcapahilitv,

. structure hv regions, structure by
including characteristics

capabilities

physical capability and occupatiotial skills) to


meet the needs of the socio-economic
labor markets.

development in the national and international

More specifically, qualified human resource is a concept to indicate aspecific
man,

a

specific


technical)requiredfor

employee

with

qualification

and

skills

(professional,

a specific industry according to cla.ssification labor criteria

for a certain specialization

(college,

university, post-graduate

education,

afid

skilled technical labor).
Qualified human resource is a human resource that meets market requirements
(the requirements of domestic and foreign enterprises), namely: having professional

knowledge; being skilled: being able to find and create jobs, capable of working
safely and cooperatively; having good working attitude, and being responsible.
So, qualified human resource must be human beings that are well developed
(intellectually and physically), being capable in work, active in political - social
activcness, being well behaved and having good and nice sentiments.
Following that way, qualified human resource is historical; in different
historical period, qualified human resource would differ in professional lc\el and
scale ... F3ut in any circumstances, they always represent the level of complex and
creative labor (not the merely muscular and manual labor) and is one of the most
important driving force to promote the development and prosperity of the countr>'.
Qualified human resource must be understood as of not only the skills of the
workers or the inclusion of general training, but also the effectiveness of the jobs as
well as the satisfaction in one's career and personal life . Therefrom, the qualified
of life is improved and the economic and social development is promoted.
The category of qualified human resource is relatively broad. Based on the real
situation as well as the level of training in Vietnam at present, within the limits of
a master's dissertation, we will only address qualified human resource issue in a
limited scope w^hcre qualified human resource is defined as people who are college
graduates and third grade skilled labours.
In the modern worid, where the economy is mainly knowledge-based and
globalized, internationally integrated, human resource, especially qualified human
resource, becomes more and more significant in its decisive role.

8


2. The role of qualified
development of our country

human resource in the socio- economic


First, qualified human resource is the main resource determining the process of
socio-economic development. Human resource, labor resource is the decisive factor
in the exploitation, utilization, protection and renewal of other resources. Between
human resource, capital, natural resources, technical facilities, science and
technology ... there is an inter-relationship, in which human resource is considered
endogenous and dominant over the socio-economic development of each country.
Compared to other resources, human resource with the leading elements of
wisdom, knowledge and gray matter has an advantage in that it will not be
exhausted if it is properly fostered, exploited and utilized while there is alw^ays a
limit to any other resources no matter how much or many there are and they are
only effective when combined with human resource. So people, as human resource,
are the creators, the self factor of production process and the center of internal force
becoming the main resource to determine the process of socio-economic
development.
Today a country which may not be rich in natural resources and have
unfavorable natural conditions can develop fast and sustainably if it has the
following conditions:
^It has sound economic policy.
^Il successfully implements that policy.
^It has a large team of highly skilled technical workers.
^It has talented entrepreneurs.
Recent researches have explained that the economic growth of East Asian
countries is partially due to high in\'cstmcnt in human resource development and
the development of intellectual capital has created a qualified human resource. The
development perspective in these countries is that higher education ot the
population would facilitate more people to apply technologies better.
Japan is also a counlrv' with unfavorable natural conditions with frequent
earthquakes, but by way of proper inxcstmcnt in human resource with locus on
developing intellectual economy, and effective application of scientific advances

and technolouies in life, it has become a superpower in the w orld.


Second, qualified human resource is one of the determinants of the success of
the industrialization and modernization, which is a process to radically transform
comprehensively the production, business and social acfivities from the popular use
of manual labor to the popular use a trained labor with advanced technologies,
facilifies and modem methods to create high social labor productivity. For
Vietnam, it is an indispensable process for the development of the socialist-oriented
market economy. As Vietnam is entering the period of industrialization and
modernization, accessing intellectual economy in the circumstance of poor socioeconomic conditions, the Party and State of Vietnam have always set out to raise
the efficiency in using qualified human resource, especially mental power as it is
crucial to the success of the country's industrialization and modernization and
sustainable development. In the orientation of national development, Vietnam
Communist Party has determined to promote qualified human resource and use
qualified human resource effectively as the basic factor for the rapid and
sustainable development.
Third, qualified human resource is a condition for closing the backwardness
gap and increasing international economic integration. We all know that knowledge
- as a major means of production in the intellectual economy - is owned by the
workers and associated closely with the workers. Intellectual economy has
officially emerged for more than two decades. The dc\eloped economies in the
worid arc turning to knowledge-based economy with significant and profound
changes in the methods of cairying out business activities, organizing management,
economic structure, labor structure and human position in development ... By
developing knowledge economy, developed countries have become rich quickly,
leaving other countries far behind, making the rich-poor gap growing; but at the
same time, the global knowledge economy is creating fa\orable precondition tor
developing countries to capture new know^lcdgc of the times to go faster, take oft
and close the gap with developing countries if they have right strategy, train a team

of highly qualified staffs capable of acquiring mastery ol" high and modem
technologies in the worid, and can combine national strength with strength of times
to accelerate their modernization process.

10


The process of integration into the regional and intemafional economy has put
Vietnam's human resource in general and qualified human resource in particular
against many challenges: the qualification of our workfoce is still low due to poor
education, undeveloped market economy and little access to the developed market
economies; Compared with other countries in the region, the human resource of our
country is inferior in quantity and structure, as well as the qualifications and
capabilities. There is a serious shortage of skilled workers and technical workers
serving in high tech industry; our education has developed rapidly, making many
great achievements, but is slow in innovation, slow in integration into the worid's
advanced education, and is inadequate in the face of the requirements to accelerate
the modernization

and

industrialization,

and development

of a knowledge

economy. However, besides the limitations and challenges, our country's human
resource also has many advantages: the intellectual potential of Vietnamese is no
worse than that of others, the Vietnamese is intelligent, creative, easy to be trained,

able to quickly acquire new knowledge, new technology, hard-working and
unafraid of hardships ... These arc the favorable prerequisite conditi(ms creating
opportunities for us to succeed in the process of intcmational economic integration.
3. Use of qualified human resource
From such point of view on human resources atid qualified human resource we
find that //.s7//^i,' qualified of hutnan resource is to exploit the maximum
(potential) of working of qualified laborers in labor activities through
use, facilitation

by creating

good environment

(effective

ability

recruitment,

means of labor and

reasonable policies ...), cultural environment, social stimulation and their attitude,
so they will do their best to cotnplete their assigned tasks.
The concept of''using

qualified human resource'' is not mcrcl} to indicate the

users of human resources, but in a broader sense it is to indicate a system of using
human resources. The system of using human resources is understood to include:
ministries, branches, localities and enterprises that have been, will recruit and use

human resources for tnanufacturing
post-training

human resources

operations, business activities; employment of

and related activities; the mechanisms,

standards and process ofrccruitnwnt.

etc. ..

11

policies,


Thus, we can see that using human resources is an important content
determining the qualified of activities of each branch, each locality or unit. This is a
regular and lasting job of the whole society. If effectiveness, producfivity and
sustainability are desired, it is necessary to use qualified human resources and
scientific human resources methodologically and formally.
It is necessary to develop and establish policies and regimes for using human
resources correctly and most scientifically, focusing on the sustainability and
inheritance in using process. The mechanisms and policies must be consistent with
current human resources situation.
Utilization of human resources must respect both the moral and talent aspects.
The qualified of human resources is reflected in their professional capabilities
through training and practical application and their qualification and capabilities

when they are assigned or undertake a professional job.
In the process of using human resource, it is necessary to rely on the results and
performance to assess and use manpower. The social impact made by that human
resource must be calculated. Result and efficiency of work is the ruler to measure
the capacity and qualified of human resources.
It is necessary to grasp the comprehensive development perspective and
prioritize to use human resources in key sectors and specific manufacturing areas.
CHAPTER H: THE REALITY OF THE USE OF QUALIFIED HUMAN
RESOURCE IN THE PUBLIC SECTOR IN THANH IIOA PRO\ INCE
(2005-2010)
1. Socio-economic characteristics and situation of Thanh Hoa Province
Thanh lloa is a province in the North Central region, bordenng People's
Democratic Republic of Laos and other proxinccs of Viet Nam mcluding Ninh
Rinh, lloa Binh, Son La, and Nghc An; and adjoining the East Sea (South China
Sea) in the East. Its natural land is 1 1,168.3 km2 in area, the Vietnam - Laos border
is 192 km long, and the coastline is 102 km long. Province's population is
3,400,239 people with 7 ethnic groups living together, including: Kmh. Muong,
Thai, Dao, llmong, Tho and Kho Mu. Number of people of ethnic minority groups
is about 700,000. There are 27 districts, townships and towns in the entire province
12


(one town, two townships and eight delta districts, 5 coastal districts and 11
mountainous districts) with 637 communes, wards and townships.
The province has relatively clear areas and zones, including the mountainous
area (with high mountains and low mountains), lowland and coastal areas. Roads
are favorable for travel with the section of Ho Chi Minh Trail, National Highway
IA and many other national routes such as Road 217, Road 47, Road 15 A, Road 10
and many other inter-provincial routes.
The province has rich natural resources including marine, forest resources, and

mineral resources (ores and building stone of all kinds). Thanh Hoa is also a
province with large water surface area (lakes, ponds, rivers, streams ...).
People of'Thanh Hoa is traditionally patriotic and revolutionary. They are also
diligent, hard-working and innovative in working and learning.
During the years of "Innovation", in the general harmony with the atmosphere
of the country, I'hanh Hoa has also gone up gradually through difficulties. New
industrial zones have gradually been established in large scale such as: Bim Son
Industrial Zone, Lam Son Industrial Zone, Lc Mon Industrial Zone, North of Thanh
Hoa city Industrial Zone, and especially Nghi Son Economic Zone - the economic
dynamics of the whole province in both immediate and long term. The Nghi Son
Economic Zone is in the plan of the crucial Southern Thanh Hoa - Northern Nghe
An Economic Zone which has been appro\cd by the Goxcmment.
These spccificc characteristics along with the abo\e material conditions and
potential strength are favorable factors for Thanh Hoa Province to speed up its
socio-economic development to become one of the most ad\anced pro\inces of the
country.
But the fact is that although located on the land strip of the Central Region with
the similarity in many ways (geographic conditions, natural resources, enjoyment
of the governmental policies...) and superior to the neighboring provinces in many
aspects, 'Thanh Hoa Province has remained poor and underdeveloped so far. In
2007, Thanh lloa is one of the 54 poor provinces of the whole country. In 2008,
there were 62 poor districts in the whole country, and there were seven ones in
Thanh Hoa. The average GDP mcomc per capita of the provmce in 2009 was still

13


low in comparison to the whole country (it is estimated at 720USD in comparision
with the avarage level of 1,200 USD).
Therefore, although Thanh Hoa has many favorable conditions, large land,

large population, abundant natural resources, but the more important factor is the
human resource and methods to use resources to meet the requirements of the
renewal, to exploit and develop the potential and strength and integrate in the
current situation.
This confirms that the undcriying factor is the qualified human resource and
the use thereof This also indicates the importance and the urgency of the use of
qualified human resource in Tlianh Hoa at present and later years.
2. Reality of the guidelines and policies of the Part> and State on the use of
human resources in Thanh Hoa (from 2005 - 2010)
Thanh Hoa is the third biggest province in population numbering, lis total
population is ncariy 4 million people. Therefore, the province^ human resource is
very abundant while the distribution is not effective, particularly, up to 80% of the
population are living in rural areas, of which about 1/3 live in mountainous areas.
The quality of human resource is still low.
According to the News & Career Newspaper {\0/200K).. 33.5% of Thanh Hoa's
workforce had been trained but the rate of basic training is still low; and 66*?b of the
workforce arc untrained worrkcrs. There is a big shortage of skilled workers,
technicians, qualified professionals in key industries needed for the exploitation of
local potentials. In addition, Thanh lloa's training of human resource with higher
education is far behind the need of socio-economic development, and training is not
sufficiently meets the requirement of the society, causing huge waste, or e\cn
obstructing and hampering the pro\ince economic development. Besides, each
year, Thanh lloa has about 11,000 students graduated from diffirenl universities
and colleges throughout the country. Only 20-30% of them returned to find work in
ihcir home province.
The reasons could come from pro\ incc's mechanisms and policies that are not
efficient enough to attract qualified human resource, or they might be not
persuasive. So they cause negativity in the recruitment process preventing many
students who want to come back and contnbute to their homeland development.
14



According the Report on the Intelligentsia of the Propaganda Committee of
Vianh Hoa Province on 19/3/2008, by December 2007, there were neariy 50,000
people of undergraduate level or higher (including 47 PhDs, 26 doctors of
specialization 2, 346 Masters, 320 doctors of specializafion 1) working in the
economic, culture and social fields of the province. The details of intelligentsia
distribution are as follows: Education sector accounted 57.7% of the total number
(with 53,013 people, including 5220 teachers and managers); Finance, Banking and
Taxation 14.2%); State management, security and defense 18.1%); Industry and
construction 8.8%); Health 8.7%) ; Trade and services 2.8%o; Agriculture 2,6%,
Culture, information and sports 1.3%). Regardomg to this report, the number of
intelligentsia was large but its utilization was not effective, and professional
qualifications of workfoce were not commensurate with their diplomas and training
certificates.
Thanh Hoa has issued a number of mechanisms and policies to attract and
encourage the development of human resource, such as regulations on allowances
of training for officials and public servants; provincial budget for officials to be
trained and educated oversea in accordance with the Government's regulations;
regulation on the regime of incentives for university lecturers who return to teach at
the Hong Due University (the University of Thanh Hoa province); preferential
policy for teachers of private nurseries; incentives for plain-residing teachers in the
mountainous areas, remote areas and islands and policy of investing in building
school facilities of the Provincial People's Committee (PPC); the policy on
socialization of medical activities, cultural activities, educational activities and
sports ... The regulations and policies mentioned above have promoted many
positive aspects and encouraged the human resource to get active in leaming and
improving their qualifications. The province's policies on people's health care,
health insurance, social insurance, population & family planning, child care,
education and protection; education extension ... especially. Decision No.

1457/2004 of'Thanh lloa Province's F'cople's Committee on "planning, developing
and traininu human resource in Thanh lloa Province to 2010", which was
supplemented by "Program to develop human resource from 2006 to 2010";
Document No. 1257/SLDTBXH-DN dated 04/08/2006 "on the implementation of
establishing secondary schools and vocational training colleges, and registering
vocational training operations," of the Director of Thanh Hoa Department of Labor,
15


Invalids and Social Affairs; Decision No. 2480/UBND "on financial support for
contracted teachers"; Decision No.746/UBND "on subsidies for school personnel";
Resolution of the Provincial People's Council No.44/2006/NQ dated 28/04/2006
and Decision No. 2343/2006/QD-UBND "on the policies to encourage non-public
institutions to operate in the fields of education and training, health care, culture,
sports and society", Decision No. 4100/OD-UBND "on investment in school
facilities ", Decision No. 746/OD-UBND "on financial support for contracted
Kindergarten teachers"... Decision to provide funding for training highly qualified
personnel abroad ... have been seriously and well implemented by the province's
departments, agencies and schools.
3. The reality of the use of qualified human resource in the public sector in
Thanh lloa Province
3.1. The human resource allocation in public sector
The details of The human resource allocation in administrative agencies
at provincial to communes, wards and towns level are as follows:
(As of December 2009, Sources provided by the Department of the Interior)
Unit: Person
IcUal

Unit


Divided by level of professional training

number
Doctor

Total

(1-

/o

Master

Iota

a

University

College

graduates

graduates

Iota!

%

Total


Others

0/
. 0

fotal

%

1
Party social unions
People's Committees
of 27 districts, towns
Departments

and

agcncies(3() units)

2,419

2

49

2.0

1,362


56.3

5S5

28.2

421

17.4

42,812

1

83

0.19

10.115

23.6

16.414

38.3

16.199

37.8


13,547

37

0.27

774

5.7

7349

54.2

454

3.4

4933

36.4

1,188

42

3.5

262


22

604

50.S

49

0.04

231

19.4

11,425

0

477

4.3

5S1

5.0

10.367

90.9


1\J9\

82

19,907

27.9

18,038

253

32,151

45.0

Associations, unions
and

professional

sclux)ls
Communes,

wards,

townships
Tola!
province


of

the

0

0.2

M6
8

1.6

16


From the above statistic data, we could see that the allocation and utilization
of human resource is not consistent between industries and levels, especially in
districts and communes, wards and towns, where there are very few officials
working in comparision to the very high demand at the grassroots levels to handle
heavy and complex workload. This is also the problem of arrangement and use of
human resource in our province in the coming years that very needs special
attention and solution.
In the business and production sector: According to reports from relevant
agencies, by June 30, 2008, the province had 5,454 large and medium and small
enterprises; the total number of laborers and staff were 185,423 with their
qualificafions as follows: The number of people having PUD and maser
qualification accounted for 0.5%, graduates from universities and colleges
accounUng for 15.5%, and skilled workers from the intermediate level and level III
and higher accounting for 75%. Looking at this structure, skilled personnel and

workers were distributed mostly in large businesses and manufacturing enterprises
that apply high technologies, for example: Nghi Son Cement l-^actory, Thanh Hoa
Brewery, Lam Son Sugar Plant...
According to survey data at Bim Son Cement Plant in late 2008, out of its
3,000 staffs and workers, there were four post-graduate people (accounting for
0.133%); 348 undergraduate people (11.6%); 1,800 graduates from colleges,
intermediate vocational training schools and skilled workers from level 3 or higher
(about 60%).
In generally, the current distribution of qualified human resource in our
province is uneven, at the same time it is both redundant and insufficient, poor
quality and inconsistent in structure.
(See the General Schedule of Survey Data).
3.2. The promulgation of mechanisms and policies to encourage and
attract human resource into public sector
Over the recent time, although

Thanh lloa Province has faced many

difficulties, il has paid much attention to improve the effectiveness of utilizing
qualified human resource. Specifically, the Province had issued a number of proper
mechanisms and policies for regions, sectors, professions and objects, namely:
17


Policies of sending staffs abroad for training or training staff at home; policies to
attract talented people to work in all areas; policy of reward and bonus for
collectives or individuals having achievements at work and study, creative
solutions to problems and applying experience inifiatives, advanced technologies to
production; policies of official rotafion and transferring.
These mechanisms and policies were really effective in developing the

capabilities of creative labor and inspired their contributions in all socio-economic
fields, national defense and security.
A part from these advantages, the implementation of the policies for qualified
human resource was still limited as several policies issued by the central
government had not been fully implemented by the province such as policies of
education, training, health, policy of rotation and transfer of officials working in
mountainous, remote and disadvantaged areas ...
3.3. Fhe allocation and use of human resources at all levels and branches
throughout all units and localities
Generally, the current use of qualified human resource in each unit and
locality is good. In industrial sector, 84.8% of the officials and public servants were
arranged properly according to their professional training; and at district level, the
rate was 80.2%. Thereby, almost agencies and units could have completed their
assigned tasks.
However, there are certain number of agencies and units that use human
resource ineffectively. This is expressed through the improper arrangement of staffs
with their professional training. In several cases, a lot of staffs are working in such
fields that are absolutely differing from their study specialty. Even with special
professions such as education & training or health care, the situation is still
ongoing. C^urrently, in the industry block, 15.2% of the officials and pubhc ser\ants
were not arranged propcriy with their professional training; and at the district le\el,
this rate was 19.8%. Thus, the improper arrangement and use of human resource
has created both inelTectivcncss in work and bad publicity. On the other hand, the
problem became more serious as it wastes much money and labor force of the
society in the process of training.
(See the General Schedule ofSurwy Data)
18


3.4. The appointment, promotion, rotation and transfer of officials

As a large province with many administrative units, staffs, pubhc servants and
workers, it is very difficult for Thanh Hoa to appoint, promote, cycle and transfer
staffs and public servants in such way as absolutely comply with applicable
policies. Over the past few years, and recently, the province has made great efforts
in this area, especially in such sectors as education & training, health care, forest,
department of taxation and finance, bank, post and telecommunicafions, public
security , border guard, army ...However, apart from the above efforts, the
appointment, promotion, cycle and transfer of officials remain weakness and
ineffectiveness.. Many officials working in mountainous, remote and disadvantaged
areas for a long time have not been transferred. The promotion and appointment of
cadres at all levels and some units have not been done well, and in several cases,
there has been that the treatment was indulgent. The rotation of officials has been
done but not regulariy and continuously. Many officials been rotated to several new
units for very short time, so they could have to face with difficulties in accumulate
working experiences.
3.5. Creating material and facility conditions for the staffs
This is an extremely important issue. Despite how bnlliant, enthusiastic and
eager for work the qualified human resource is, it cannot be effective when put in
the poor material and equipment conditions. Over the past few years, although
there have been difficulties, the province has initially been paying attention to
providing officials with living and working places, equipment and working
facilities.
However, in the face of the cun'cnt requirements of S & T dc\elopment. the
conditions of facilities and equipment for staff and public senants to work are still
difficult and short, especially for officials working in mountainous, remote and
disadvantaged areas. And c\'cn in uni\ crsities, colleges, vocational training schools,
and other advisoiy bodies of the Party, there is a large shortage of facilities and
equipment for research study.

19



3.6. Facilitating the staffs in training and improving their special and
theoretical qualifications at home and abroad
This is a very meaningful work, through which the staff and public servants
update and enhance their expertise and level of theory, and therefore work better.
Many agencies and organizations at all levels every year select and dispatch
officials and public servants to further training at the central and provincial training
institutions. Many units also take inifiative to cooperate in openmg training courses
at their bases, for their staff and public servants both in term of theory and
professional practice, select and dispatch officials to higher education and graduate
education in universities...
(See the General Schedule ofSun^ey Data)
4. Basic limitations and inadequacies
- The cadres, public servants and employees of the Province arc strong in
number but weak in qualified. They arc inconsistent in structure even in individual
industry, profession, locality and unit.
- The treatment regime is inadequate between the industries, professions and
areas.
- The planning of human resources is ineffective, less fair, short term, and
patchy, even as sentimental and personal relation-based.
- The sense of self-study, self-learning to well accomplish assignments of the
majority of cadres, civil servants and workers is limited, not positive.
5. The causes of the limitations
The reasons for the aforesaid limitafions are both objective and subjective, but
they mainly came from the following causes:
- A certain number of communist party, public agencies, departments, unions,
the business units use their human resource depending on personal relations; pay
irregular attention to moral education and lifestyle, and impro\ement of
professional qualifications for staffs, public ser\^anls and laborers.

- llic adverse effects of the market mechanism ha\c led to negative
manifestations in the allocation and use of human resource.

20


-Some department officials, public servants and employees are lazy in leamins
during their work. Many find themselves satisfied with the knowledge learned at
school and forget enriching their professional knowledge and experiences.
- The training of human resource today is not really linked to real life, to the
reality of the agencies and units, especially the business units. The contents of the
training programs are widespread, heavy on general theories, and lack of
independent thinking, creativity and dynamism, and confidence in problematic
situations. So when students graduate and work in agencies and units, they become
confused and passive with their work.
(See the General Schedule of Survey Data).

CHAPTER III: VIKWS, COALS AND SOLUTIONS IN THK USK OF
QUALIFIFD HUMAN RESOURCE IN THE PUBLIC SECTOR IN THANH
IIOA PROVINCE IN THE TIME TO COME
3.1. rhe socio-economic development objectives of Thanh Hoa Province to
2015 and 2020.
3. L /. General

objective

"Striving not to be a poor province by 2010 and to be an industrial province by
2020" {From the Resolution document of the Congress XV of the Provincial

Party


Committee)
3.1.2. Some specific criteria: (from DPI - 2009)
Some basic criteria

2009

To 2015

I'conomic growth rate

10.8%

17-18%.

287

800-850 million

2 Billion

million USD

USD

USD

0.78%

0.65%


0.5%

27.3/38.4/34.3

15.5/47.7/36.8

10/52/38

87%

90%

100%

idlal exports

Natural population growth

To 2020
>

lQ"n

I'xonomic structure
(agriculture, industry,
scr\'iccs)%
1 he number of communes and
wards havmg access to
electricity


21

Notes


Number of clinics having

60%

100%

100%

25.2%

18-20%

< 10%

Creating new jobs

53,000

50,000

50,000

Proportion of trained workers


36.5%

45%

55- 60%

47%

53-54%

> 60%

87%

90%

100%

80%

90%

10%

< 8%

doctors
Rate of malnourished children
under 5


Forest cover rate
Rural population having access
to clean water
Number of enterprises meeting
environmental standards

17.6%

Poverty rate

3. L3. Forecasts of labor restructuring in the province in 2010 and to 2015
(Source: DPI-2009)
Unit: lOOOPerso/ts
Target

2010

2015

1 .Average population

3,425.000

3,650.000

2.Population of \vt)rking age

2,329,000

2.482.000


68%

68%

1.S5 1.000

1.985.000

T-)\

80%

862,000

754.000

46.6"o

38° 0

509,000

670.000

27.5%

33.8'''o

336,000


484.000

18.2%

24.4%

% of total population
3.The number of laborers needing jobs
% laborers at working age.
a. Agrieultural and aquaculture laborers
% of total working laborer.
b. Industry - C'onslruetion Laborers
% of the total working laborers
c. Ser\ices-rclated laborers
% of the total working laborers

22

Notes