3�2�Some existences and limitations The regulations for attracting and valuing new talent are principled and are found in separate documents that govern the management of civil servants and public employees in general. However, the content of these regulations is not reasonable, as they only prioritize and incentivize people with high qualifications and skills. There are other important aspects that have not been addressed, such as how to utilize the talents of those who have been attracted, providing a suitable work environment, promoting career growth, and ensuring fair compensation. Additionally, the policies for attracting talent have not been implemented consistently across all ministries and local branches, as they vary depending on individual capabilities and available resources. When it comes to building a talented team, it’s important to start with the recruitment process. However, current practices still heavily emphasize qualifications. Localities, agencies, and units have policies in place to attract talented individuals, but the main criteria are often academic qualifications, such as graduating from a good or excellent university, holding a master’s or doctorate degree, or having a title such as a professor or associate professor. Surveys show that many localities require even directly recruited excellent graduates and young scientists to pass an exam. Unfortunately, the exam’s content, question format, and structure aren’t always appropriate or formal. They often focus too heavily on theory and don’t adequately test the candidate’s capacity and skills for the job they’re being recruited for. In terms of task assignments, it is important to ensure that civil servants are given responsibilities that match their title, position, and rank, while public employees should be given tasks that align with their professional title, management position, and job requirements. However, some agencies and departments do not follow a scientific approach to assigning roles and may not place the right people in the right positions. This can result in individuals being unable to work independently, lacking decision-making abilities, and struggling to adapt to new tasks. Additionally, it is common for talented professionals to be promoted to managerial roles without considering whether they have the necessary skills for leadership positions. It is important to recognize that not all skilled professionals make effective managers and that some may prefer to remain in their area of expertise rather than pursue administrative roles. It is necessary to provide appropriate compensation and recognition for professionals who excel in their field. Regarding salary, it is important to note that salaries for civil servants and public employees are still on the general pay scale and payroll system. While there have been improvements in wages and benefits, they still fall short of meeting the demands of modern social life. Additionally, public sector salaries remain lower than those in the private sector, meaning they often fail to provide adequate support for the needs of civil servants and public employees. The current payroll system is also average and fails to motivate workers to improve their efficiency. Low wages make it difficult to make ends meet, especially for those living in large cities like Hanoi and Ho Chi Minh City. As a result, many people have recently left their jobs due to insufficient pay. This indicates that the current salary and compensation system does not accurately reflect the true value of the workforce, leading many talented people, especially young people, to seek employment in other companies and enterprises outside of the public sector. The working environment is an important factor that greatly affects the attraction, utilization, and treatment of talented people. If the working conditions do not meet the requirements for research, creativity, and application, it can be difficult to attract talented individuals. Additionally, the conditions of time and working space also have an impact, particularly for research and creative work where a flexible approach to time management is necessary.166making an important contribution to restructuring the economy towards modernity, making our country become a country with modern industries by 2030; Actively and effectively participate and take advantage of commercial advantages and opportunities of the Fourth Industrial Revolution.
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