At the 49th session of the National Assembly Standing Committee recently held, Deputy Minister of Home Affairs Truong Hai Long said that the Draft Law on Civil Servants (amended) focuses on three major orientations: Innovation in recruitment and evaluation mechanisms; expanding civil servant rights; grouping job positions according to management, professional expertise and support.
The draft Law has also perfected the mechanism for attracting high-quality human resources, stipulating the form of attraction, including: Accepting civil servants and signing contracts for experts, scientists, experienced and highly qualified people, including overseas Vietnamese...
Talking to Lao Dong, Dr. Pham Manh Hung - University of Economics, Vietnam National University, Hanoi acknowledged: Attracting and promoting talents, including overseas Vietnamese, is not a new issue. The new point this time is to "upgrade" and "legalize" the Civil Servants' Law, but the biggest challenge still lies in the implementation stage, if there is no clear and drastic enough mechanism, the risk of still being the same is very high.
Overseas Vietnamese talents are easy to find but difficult to recruit, because the domestic mechanism is still heavily administrative, lacking transparency; benefits and development opportunities have not met expectations.
According to Dr. Pham Manh Hung, to avoid falling into form or stopping at the slogan, this policy needs to create strong enough motivation and pressure. Attracting and promoting talent needs to become an mandatory indicator associated with the responsibility of the leader, only then can ministries, branches and provinces and cities truly get involved and new policies overcome formal barriers.
He believes that attracting and promoting talent must be associated with a strict reward and reward mechanism, qualified by specific and clear KPI. Wherever, any organization that attracts and retains good talent will be given priority to the budget and project; on the contrary, wherever there is waste or loss of talent, the leader must take responsibility.
Attracting talent cannot stop at "inviting" with a salary, but must be associated with building a comprehensive development ecosystem - including a favorable working environment, opportunities for promotion based on capacity, and practical support for life, family, and social integration. "Only when talent feels appreciated in both career and life, are they ready to stay long-term" - Dr. Pham Manh Hung shared.
He also emphasized that this policy should not stop at adding a few provisions to the law, but should aim for specific policy mechanisms to be implemented in practice.
Along with perfecting the treatment regime, building a professional working environment and ensuring opportunities for promotion based on capacity, the most important thing is to arouse professional pride and a spirit of dedication.
At that time, public service will no longer be considered "a stable workplace" or "safe haven", but will become a noble mission - serving the people, serving the Fatherland, accompanying the aspiration to make Vietnam strong and prosperous in the digital age.
