Quit job after many years of attachment
After nearly 6 years working as an IT officer at a public service unit in Hanoi, Mr. Nguyen Huy Hoang (Thanh Xuan District, Hanoi) has officially resigned. Moving to work at a Japanese company with a salary of about 40 million VND/month helps Mr. Hoang spend more comfortably than when working at his old unit. This is also the main reason why Mr. Huy decided to quit his job in the State environment.
“When I was working at my old unit, I had to take on many tasks. In addition to my main professional work, whenever colleagues had problems with machinery, equipment, or even leaders needed to photocopy, print notices, design banners, slogans... I would call IT to do it. Sometimes I felt like an errand boy,” Mr. Hoang recalled.
Mr. Hoang is just one of many IT personnel who have left their jobs in state-owned enterprises to work for foreign enterprises.
In the report assessing the current status of support regimes for cadres, civil servants, public employees and those working in digital transformation, safety and network security, the Ministry of Home Affairs assessed that our country's human resources in information technology (IT) and digital transformation are in serious shortage.
According to reports from ministries, branches and localities, recruiting people with IT qualifications to work in state agencies faces many difficulties due to: Low salaries and policies; low promotion and development opportunities; inadequate working environment (equipment, facilities) not attractive enough to attract high-quality IT staff; there are cases of civil servants and public employees quitting their jobs after being recruited to move out of the private sector.
Retaining talent through mechanisms and policies
Speaking with Lao Dong, Associate Professor, Dr. Bui Thi An - President of the Hanoi Women Intellectuals Association said that this is a situation that needs to be thought about and comes from many causes, especially issues of salary, environment, work pressure and slow improvement of working conditions.
“The problem is not only in the human resource management process, but also in the overall mechanisms and policies that create attractiveness to attract and retain them. Mechanisms and policies that provide specific, breakthrough solutions must also be monitored and directed strongly and regularly during implementation,” Associate Professor, Dr. Bui Thi An analyzed.
Therefore, Ms. An believes that there should be a strategy for both finance and recruitment mechanisms, especially creating a working environment. If we recruit without creating a working environment, we will not be able to retain talent; at the same time, there should be a mechanism to promote creativity, dare to think, dare to do, and arouse aspirations and beliefs. Reality shows that for highly qualified personnel, the nature of the work is important, they want to maximize the knowledge they have.
According to Lao Dong's research, the Ministry of Home Affairs is drafting a Decree regulating the level of support for people working in digital transformation, safety, and network security.
Accordingly, those who are specialized in digital transformation, safety and network security will receive a support level of VND 5,000,000/month. The funding source for implementing the support level is guaranteed by the State budget according to the current budget decentralization.
