On August 12, the National Assembly Standing Committee gave its opinion on the draft Law on Civil Judgment Enforcement (amended).
Regarding the standards for appointing civil enforcement officers, from the practice of expanding the appointment of enforcement officers in recent times, National Assembly Chairman Tran Thanh Man requested that it is necessary to "seelect good people" and not to select "good candidates" as enforcement officers.
This is a very new suggestion for personnel recruitment, not only in the field of appointing civil enforcement officers, but for all fields from public to private.
Because good exams - in this case, entrance exams - only partly reflect abilities, often theoretical knowledge and the ability to handle exam questions within a certain time and conditions. So being good at the exam is not necessarily a good person.
On the other hand, "good people" are not necessarily "good at taking the exam" but really possess many factors from knowledge, professional skills, situation-solving ability, practical experience and moral qualities. And these factors cannot be fully measured through just one test.
reality has also proven that many people get very high scores in recruitment exams but are confused when handling actual work; on the contrary, there are those who take poor exams but work excellently, effectively and creatively.
Good in this case also means people with good degrees, high degrees, but only good at speaking, good at book theory, not real talent, not good at effective action and implementation.
To select "good people" not "good candidates" as suggested by the National Assembly Chairman, it is necessary to comprehensively improve the regime and methods of input selection, especially in State agencies, from the testing stage to the evaluation and selection criteria.
The exam questions must be closely linked to work requirements, test problem-solving ability and handling situations in practice. The evaluation criteria, in addition to professional competence, need to be expanded to soft skills, the ability to coordinate, adapt to changes, professional ethics and service spirit.
The requirement to select "good people" and not "good candidates" of the National Assembly Chairman is a message of reform, innovating thinking about selecting people to work in the entire system from the Central to the local levels.
In particular, in the context of the issue of how to choose the right people and assign the right jobs to the commune and ward apparatus after the two-level local government comes into operation, which is very topical these days, this suggestion is even more meaningful and worth pondering.
When each job position, from leaders to experts in the grassroots government apparatus, is selected and assigned the right person, the right job, good at the job, and paid a worthy salary, the effectiveness of the apparatus will certainly be improved, the spirit of serving the people will be better, and people's trust in public agencies will also be strongly strengthened.
