Many timely policies
Brain drain, shortage of high-quality human resources, etc. These are difficult problems, especially in the context of the growing income gap between the public and private sectors. Many businesses are willing to pay high salaries to attract excellent personnel, while the public sector has to adhere to regulations, so it is difficult to compete with the private sector.
Decree No. 179/2024/ND-CP dated December 31, 2024 (Decree 179) of the Government stipulates policies to attract and employ talented people to work in agencies, organizations, and units of the Communist Party of Vietnam, the State, the Vietnam Fatherland Front, and socio-political organizations, with many new points in recruitment, training, fostering, honoring, rewarding, salary, bonus, and additional income mechanisms for talented people in the public sector.... Therefore, it is expected to create a breakthrough in the policy to attract and employ talented people, put good people in the right positions, and empower them to maximize their capacity.
Associate Professor, Dr. Truong Ngoc Kiem, Director of the Center for Knowledge Transfer and Startup Support (Hanoi National University) assessed that Decree 179 is a timely decision of the Government to attract and make good use of talents in the context of the political system being streamlined towards effectiveness and efficiency, while at the same time creating a favorable environment and open mechanisms for outstanding individuals to maximize their capacity and contribute to national development regardless of field, regardless of party membership or non-party membership, as long as they have pure motives and are willing to contribute to the cause of national construction and development.
“Young talents in particular or talented people in general can only truly demonstrate their strengths and devote themselves when they feel respected, have a healthy working environment, promote creativity, and respect differences. Only then can the country take advantage of human resources and intellectual resources to make breakthroughs and develop strongly in the era of national development,” Associate Professor, Dr. Truong Ngoc Kiem emphasized.
Income is not the only factor in retaining talent
Associate Professor Dr. Dinh Trong Thinh, former Head of the International Finance Department, Academy of Finance, believes that attracting talent is not just a matter of salary, but more importantly, the working environment.
Mr. Thinh likened talents to seeds that need to be sown in fertile soil to grow, and cannot be confined in a rigid, inflexible environment. Therefore, an effective talent attraction policy does not stop at inviting but also must create conditions for them to shine, be recognized and develop their abilities in a worthy manner.
“If talented people are respected and work in an ecosystem that encourages creativity, they will be motivated to contribute long-term,” said Mr. Thinh.
Sharing the same view, Associate Professor Dr. Truong Ngoc Kiem said that for public sectors, to attract and promote talented people, it requires synchronization in policies from training, fostering, development opportunities, working regimes, mechanisms of promotion, treatment, honor, reward, etc. Unlike public service units, the public administrative sector requires talented people not only to have expertise but also practical experience and management skills.
“To have excellent managers, we cannot rely only on classroom training but must create opportunities for them to be trained through practice to cultivate their qualities, abilities, skills, life experiences, and visions, thereby building a roadmap, arrangement, and utilization mechanism suitable to the strengths, abilities, and interests of each person. Only then can we attract, promote, and make sustainable use of talent,” Associate Professor Kiem further analyzed.
