For many years, many talented people after being well-trained have chosen private enterprises or gone abroad to work because of better income.
There are good engineers, technology experts, doctors, and scientists who receive salaries of tens of millions of VND in state agencies, while private enterprises are willing to pay many times higher.
Therefore, the Ministry of Home Affairs' proposal for a 300% allowance is a necessary step.
Because, it is impossible to call for contributions with slogans while income is too low. Talented people also have to live on salaries, have to support their families and need a good enough environment to develop their abilities.
However, income, no matter how important, is not yet a decisive factor.
Reality shows that many people leave the public sector not only because of income, but also because of the working environment lacking creative motivation, rigid administrative procedures and unfair evaluation mechanisms.
In some places, talented people who work a lot also benefit almost as much as those who work less. In some places, the psychology of "safety", reluctance to innovate causes initiatives to stagnate. Some people have capacity but lack opportunities for promotion because the mechanism is still heavily focused on seniority.
If those bottlenecks do not change, high allowances will still be difficult to keep talented people for a long time.
Therefore, along with increasing benefits, it is necessary to strongly reform human resource management in the public sector.
It is necessary to build a substantive working environment, evaluating by output results instead of formality. Good people must be recognized deservedly, and weak people must be eliminated.
If the public sector wants to attract talent, it must also accept competition based on work efficiency.
In particular, it is necessary to clarify what the criteria are for "talent", this is a very important issue.
If the criteria are vague and lack transparency, policies are very likely to be turned into "wage-raising egalitarianism" or the emergence of asking - giving. At that time, truly talented people are not necessarily entitled, while incompetent people find ways to squeeze into the preferential category.
Therefore, there must be a clear KPI evaluation system that quantifies work efficiency and has an independent verification mechanism.
Whoever creates real value will enjoy high benefits. Whoever does not meet the requirements must leave their position, even if they are enjoying incentives.
That is healthy competition.
In addition, it is necessary to create space for innovative thinking. Talented people often do not like an environment with too many procedures and a "fear of responsibility" mentality. If all initiatives are delayed by cumbersome procedures, it is very difficult to promote intellectual resources.
Attracting talent into the public sector is necessary if we want to improve national governance capacity and the quality of service to the people.
But for talented people to come and stay, there cannot be only high allowances.
