UPPSALA UNIVERSITY & VNU UNIVERSITY OF ECONOMICS & BUSINESS V N U -U E B U PPSA LA Vr»JL U N IV E R S IT E T M A ST E R T H E SIS O F M P P M “ A STUDY ON COM PETENCIES OF YOUNG CADRES IN PUBLIC SECTOR: THE CASE OF DAI TU DISTRICT PEOPLE’S C O M M ITTEE, THAI NGUYEN PROVINCE V IE T N A M ” A u th o r CRN : N g u y e n T uan D un g : 0 - P253 S u p e rv iso r s : Dr S v e n -E r ik Svard A ssoc Prof Le Q uan C lass : M P P M - Intake H anoi, J a n u a r y 2015 U PPSA L A U N IV E R SIT Y & VNU Ư N IV E R SIT Y OF E C O N O M ỈC S & BU SINESS U PPSA LA U N IV E R S IT E T ACKNOVVLEDGEM ENT I would like to express my gratitude to my supervisors, Dr Sven-Erik Svard and Assoc Prof Le Quan for their invaluable useful comments, remarks, encouragement and engagement through the learning process o f this master thesis Furthermore I would like to thank iM r Ho Nhu Hai for introducing me to the topic as well for the support on the way I sincerely thank the lecturers who enthusiastically imparted useful knowledge on public management during the master program to all class attendants I also tliank the support o f the VNU University o f Economics and Business, the coordinators and program managers for their support and assistance I am using this opportunity to express my gratitude to my classmates, who supported me throughout thc course o f this M PPM course, by their aspiring guidance, invaluably constructive criticism and fricndy advice am sincerely grateíul to them for sharing their truthful and illuminating vicws on a number o f issues related to my thesis Also, I like to thank the participants in my survey, who have willingly shared their precious time during the process o f interviewing I would like to thank my lovcd oncs, who havc supportcd me throughout cntirc proccss, both by keeping me harmonious and helping me putting pieces together Thank you all very much! Sincerelv yours, ABSTRACT Title: A study on competencies o f young cadres in public sector: The case oí'Dai Tu District People’s Committee, Thai Nguyen Province, Vietnam Level: Final assignmcnt for Master Program in Public Management A u th or: Nguyen Tuan Dung Supervisors: Dr Sven-Erik Svard; Assoc Prof Le Quan Datc when the thesis is prcsented: Dcccniber 5, 2014 Aims of the study Though has repeatedly been mentioned over the vvorld, conipetency development based on competency framework approach are hardly found in Vietnam in general, let alone its application to any particular localities Thus, the study in its application is conductcd in onc administrative unit o f the country The study is entitled “A study on competencies o f young cadres in public sector: The casc o f Dai Tu District Pcople’s Committee, Thai Nguyen Province, Vietnam” The study aims: - To develop the young leader s ta f f o f the district for meeting the demand oí' the next period - To idcntity the essential competencies for D PC ’s young cadres - To clarify the current level o f fulfillment o f the young cadres in comparison with the near futurc’s nccds - To indicate barriers and solutions to develop competencies o f the young cadres bascd on the competency framework approach Methods Secondary data are obtained through credible sources as research joumals, published papers, books, official documents issued by State administration agencies or websites that associatcd with reputable institutions such as a respectcd university (Harvard University, etc.), a governmcnt body (Government o f UK, etc.), or well-known non-governmental organizations (UN, etc.) With the primary data, questionnaire is applicd by using four survcy tbrms for getting data Questionnaire is used popularlv tor getting personal ideas with relatively exact results, so that I choose it for my method o f obtaining primary data Hovvever, I focus only on staff and offícials o f the DPC, \vho can provide the most accurate and fair results Results and Conclusions The study has systematized general issues on competency framework, its application in compctency developnient; find out the core essential competencies needed tor the D PC ’s young cadres divided into tvvo clusters: Cluster I: Building a successful team; Facilitating Change; and Quality Orientation” , and Cluster II: “ Research and Analysis; Strategic Decision Making, and Negotiation” Current levcl o f thc six abovc competencies is evaluated, will overall average score o f 2.11, vvhicli is adequate for the current needs and have some potential for the future’s demand The most mạịor barriers are indicatcd as “ inconsistent support ot' the senior cadres, unclear job descriptions, young cadres’ resistance, lack o f appropriate communication and unspoken codes” However, the author has made out some practical solutions for applying the competency framework in thc DPC, those are “ Maximizing support o f the top scnior cadrcs, involving participation o f thc wholc staff, comprchensivc communication campaign, building deserving encouragement policy, and being closer to the young cadres” Suggestions for future research The findings from the study can be examined in a pilot process to check its compatibility A further research for this study can be “to monitor and evaluate the pilot process o f the competency frame\vork in Dai Tu District People’s Committee”, then to propose amcndment and adjustment for thc next step of implementation Limitations - Due to limitation o f time and resources, this study mainly focuses on competency dcvclopment tbr young cadres o f Dai Tu District Committee - Since the sample size is relatively small, the ĩindings cannot be generalized to the broader community - The results o f the study (ie: the level o f essential competcncies) can be affccted by bias o f the respondents - The study solely mentions to competencies required for needs o f the district in the next tìve years Cuntribution of the thesis The thesis’s results fill in thc gap o f Dai T u ’s knowledge about compctcncy framework, and are initial basis for dcveloping a comprehcnsive competency framework for competency enhancement o f young cadres in the district The thesis also gathers valuablc íìndings on competency-bascd approach for those who interested in studying this field Key \vords Compctcncy, Compctcncy Framcwork, Dai Tu District, young cadrcs, competency dcvelopmcnt TABLE OF CONTENTS Introduction 1.1 Background 1.2 Research Q uestions 1.3 Research Purposc 1.3.1 General o b jective 1.3.2 Speci/ic objectives ,2 1.4 Scope of stu d y 2 Frame of refcren ces ,2 2.1 Key cep ts 2.1 ỉ C a d re s 2.1.2 Civiỉ se r v a n ts 2.1.3 Young cadres in Dai Tu D istrict P eople's C om m ittee .3 2.1.4 C om petencv ,3 2.1.5 Com petency fram ew ork (C F ) 2.1.6 Competencv development (C D ) .5 2.1.7 Force-field analysis .5 2.2 Competency frame\vork practices in the \vo rld .6 2 History and developm ent o f C F 2.2.2 Benefits o f applying C F un C D 2.2.3 Barriers ofbuilciing and appỉying C F 10 2.2.4 Solutions o f building and applying C F .11 2.2.5 Com petency Assessm ent M e th o d .12 2.3 Necds of developing competencies of leadcrs in Dai Tu District 13 2.3.1 Potential developm ent oJ Dai Tu D istric t 13 2.3.2 The District 's missions in the 2015-2020 p e rio d 13 2.3.3 Current State o f Dai Tu District 's civil servants 14 2.3.4 D em and o fC D fo r Dai Tu 's civil serv a n ts 15 2.4 Needs of CD for thc DPC’s voung c a d r e s .16 2.4.1 Introduction to D PC 16 2.4.2 Young cađres o /D P C 18 2.4.3 Needs o fC D fo r the D P C ’s voung c a d re s 18 2.5 Research m o d c l 19 Research m c th o d s 19 3.1 Data collection 19 3.1.1 M ethod o f data c o lle ctio n 19 3.1.2 Steps o f da ta collection 20 3.2 Methods of Data analysis 21 Data analysis 21 4.1 Essential conipetencies for DPC’s young cadres 21 4.1 ì Two Central/ ocuses ofD cii Tu D istrict in the 2015 -2 p e r io d 21 4.1.2 The m ost essential com petencies f o r D P C 's young c a d r e s 23 4.2 Current status of essential competencies of the D P C ’s young cadres 26 4.3 Barriers and solutions for the young cadres’C D 29 4.3.1 Bcirriers fo r th e yo u n g cadres ’ C D .29 4.3.2 Force-field analysis 31 4.3.3 Solutions Ịor the young c a d re s' C D 33 Conclusions and suggestion for further stu d ic s 34 5.1 C onclusions 34 5.2 Limitations and suggestion for further stu d ie s 35 R eĩercn ces 36 A ppcndices 40 LIST O F A B B R E V I A T I O N S AND A C R O N Y M S CF : Competency Framework CD : Competency Development DPC : Dai Tu District People’s Committee DFID : Department for International EI : Extemal investment Development HUCF : Harvard University’s Competency Framework IPAA : Institute o f Public Administration Pts : Points UK : The United Kingdom UN : The United Nations us : The United States (of America) L IS T O F T A B L E S AND F I G U R E S TABLES Table 1: Lists o f chosen competencies for D P C ’s young cadres 22 Table 2: Priority order of competencies for D PC ’s young c ad rcs 24 Table 3: Assessment of competencies o f five selected young cadres 27 Table 4: Assessment o f competencies o f fíve selected young cadres 27 Table 5: Current status o f each essential co m p eten cy .29 FIGURES Figure I : Force-field analysis m o d e l Figure 2: Organizational structure o f D PC's Administrative Branch 17 Pigure 3: Agc structure at the D P C 18 Figure 4: The research model 19 Figure 5: Average scores o f the young cadres’ essential com petencies 26 Figure 6: Forcc-ficld analysis o f competency development for the D PC ’s young cadres 32 1 Introduction 1.1 Background Novvadays, intemational integration is an inevitable trcnd o f most countries in the world, and Vietnam is not outside o f this trend It brings considcrable opportunities and challenges to Vietnam in general and each o f its localities in particular In order to make use o f comparative advantages and respond to challenges o f the newly complex and dynamic environment, leadership in the public sector must be radically transíbrmed In a traditional context, public sector oíten just concentrates on training competency for planning and implementing policies tor leaders Hovvever, no\vadays, leaders need to have global mind, deep understanding on international issues, effective leadership and management skills in a constant change world It can be said that improvement in quality and efficiency o f human resources management has been one ot' the important contents in the career o f innovating State organizations and modemizing the public sector in Vietnam The pressing demand o f Vietnam to enhance competencies o f the human resources is also stated in the Strategy for developing human resources toward 2020 o f thc Government Thereíore, in 2008, a brand new innovative concept named “Job position'’ appcarcd in Law on Cadres and Civil Servants On that basis, the Government (2013)1 issued Decree No 36/2013/ND-C’P on ịob positions and structures o f civil ranks The Decrce regulated that each job position is required to have its tunctions, missions and competencies requirements The signiíìcance o f using that approach is to hclp find right pcrson to right things, then it can hclp rc-organizc thc civil servants staff; detect ovcrlapping íunctions and duties o f the job position, agencies and organizations; effective serve the recruitment activities, utilization o f human resources, and assessment o f staíT training and planning Though this issue has repeatedly been mentioncd over the vvorld, official research on competency development based on competency framework approach in Vietnam are hardly found, let alone its application to any particular localities Thus, The Vietnam Governm ent (2013) D ecree N o.3 /2 /N D -C P 34 * Being closer to the young ccidres Besidcs the work pressure, there arc many other things that affect the young cadres' effíciency on work, such as tầmily issues, relationship with colleagucs, behaviors, job satisfaction, and so on Thosc things arc not reported in the meeting or talked ữeely in public The senior cadres should knovv those things and create iầvorable conditions for the young cadres to strive for competency development Conclusions and suggestion for íurther studies 5.1 Conclusions With the title “A study on competencies o f young cadres in public sector: The case o f Dai Tu District People’s Committee, Thai Nguyen Province, Vietnam”, the study has systematized gcneral issues on competency framework, its application in competency dcvelopment; tìnd out the core essential competencies needed íor the D PC ’s young cadres; evaluate cuiTcnt lcvel o f those competencies; and indicate barricrs and solutions for applying the competency iramevvork in the DPC Spccitìc contents that the thesis has obtained are as following: Hirstly, six esscntial competencies for D PC ’s young cadres are idcntified Those compctcncies are divided into two clusters, namely: Cluster 1: “ Building a successful team; Facilitating Change; and Ọuality Orientation”, and Cluster II: “ Research and Analysis; Strategic Decision Making, and Negotiation” The six above competencies are called out respectively in order o f importance Secondly, the current levels o f the young cadres’ fulfíllnient tor the six essential compctencies are assesscd Competencies in cluster I are better met than those in cluster II In general, the averagc score o f the six competencies are acceptable with 2.11, but in particular, the competency “ Research and Analysis” is the only competency \vhich does not meet the demand o f thc present, lct alone thc future’s needs Thirdly, barriers and solutions to devclop competencies o f the young cadres based on the competency framework approach are pointed out Some baưiers for implementing the ữamevvork arc inconsistent support o f the senior cadres; unclear 35 job descriptions, staff resistance to change, lack o f appropriate communication; and unspoken rulcs; \vhile practical solutions are to m axim ize SLipport o f the top senior cadres, involving participation o f the whole staff in the devclopment plan, execute comprehensive communication campaÍRn, carry out dcserving encouragemcnt policy, and be closer to the young cadres 5.2 Limitations and suggestions íor lurther studies Although the study has yielded some initial findings, some o f its limitations still exist Due to limitation o f time and resources, this study mainly tbcuses on competcncy development for young cadres o f Dai Tu District Committee Since the sample size is relatively sniall, the íìndings cannot bc generalized to the broader community The study solely mentions to competencies required tor Iieeds o f the district in the next five years The results o f the stuđy (ie: the level o f essential competencies) can also be affected by bias o f the respondents The fíndings from the study can be examined in a pilot process to check its compatibility A further rescarch for this studv can 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Ncw Delhi: SAGE Publications India Pvt Ltd doi: http://dx.d i.0 rg/l 0.4135/9788132108481 Spencer, L.M and Spencer, S.G (1993) Competence at work: M odels fo r superiorperform ance New York: Wiley Strebler, Marie, Dilys Robinson, & Paul Heron (1997) G etting the Best out o f Competencies Retrieved on Aueust 20, 2014 from http://files.eric.ed.gov/fulltext/ED409440.pdf Tampoe, M (1994) Exploiting the core competencies o f y o u r organization Long range planning, 27(4), pp 66-77 Thai Nguyen People’s Council Committee (2012) Resolutỉon N o.04/2012/NQ/ỈDND Retrieved on September 24, 2014 from http://thuvienphapluat.vn/archive/Nghi-quyet-04-2012-NỌ-H DND-Ọuy-hoachphat-trien-nhan-luc-tinh-Thai-Nguyen-vbl 48463.aspx The Central Committee Party (2014) D irective No 3Ố-CT/TIV Rctricved October 20, 2014 from http://thuvienphapluat.vn/archive/Chi-thi-so-36-CT-TW-2014Dai-hoi-dang-bo-cac-cap-tien-toi-Dai-hoi-Dai-bieu-toan-quoc-lan-thu-XlI-cuaDang-vb248730.aspx The Greater London Authority (n.d) Competency Fram ew ork Guide for M anagers and staff Retrieved on Septcmbcr 01, 2014 from https://www.london.gov.uk/sitcs/default/files/Compctcncy-frameworkguidelines.pdf The National Assembly (2008) Law on Cadres and Civỉl Servants Rctrievcd August 08, 2014 from http://www.moj t;ov.vn/vbpq/en/_layoiits/printeng.aspx?id= 10505 The Vietnam Government (2013) Decree No 36/2013/ND-CP Retrieved October 9, 2014 from http://thuvienphapluat.vn/archive/Decree-No-36-2013-ND-CPjob-positions-and-structures-of-civil-servant-ranks-vb205163.aspx The Vietnam Government (2014) Decision No 567/QD-TTg Retrieved October 10, 2014 from http://thuvienphapluat.vn/archive/Quyct-dinh-567-QD-TTg2014-nang-cao-nang-luc-quan-ly-can-bo-cong-chuc-tre-o-xa-giai-doan-20142020-vb227098.aspx Vazirani, N (2010) Review Paper: Competencies and C om petencv M odel - A b r ie f overiew o f its developm ent and application SỈES Joumal o f Management Vol.7(1): 121-131 United States Office o f Personnel Management, (n.d) P rq/ìciencv Levels fo r Leadership Competencies Retrieved August 1, 2014 from 39 https://www.opm.gov/policy-data-oversight/assessment-andselection/reference-materials/proficiencylevelsleadershipcomp.pdf UNPAN (2006) Leadership and the Lisbon Strategy - A m issing link in the public sector? Retrieved September 02, 2014 from https://www.vin.fi/vm/en/04_publications_and_documcnts/0l_publications/06_ state_einployers_office/Leadcrship_andjhe_Lisbon_Strategy.pdf Young Global Leaders (n.d) Young Global Leaders Nomination Form Retrieveđ November 5, 2014 from http://nomination.younggloballeaders.org/nominationform.aspx 40 APPENDIX 1: LIST OF YOUNG CADRES IN DAI TU DISTRICT PE O PLE ’S COM M ITTEE No Full names Positions, Places of occupation Datc of birth Gender Education Ngô Thế Bình Head, Division Culture and Infonnation 07/04/1979 Malc Master 9*- Đặng Cương Quyct Head, Division ot' Home Affairs 30/05/1982 Malc Bachclor Trịnh Thị Việt Hà Deputy Head, Division of Administrative Affairs 03/09/1980 Female Bachclor Trần Đăne Minh Deputy Head, Division of Administrativc Affairs 25/01/1975 Malc Master Nguyễn Ngọc Hưng Dcputy Hcad , Division of Culture and Iníbrmation 16/11/1975 Male Bachelor Ngưycn Văn Thắng Deputy Head, Division of Economics and Inírastaicture 04/09/1978 Male Bachclor Nguyền Trường Sơn Deputy Head, Division of Economics and lnữastructure 01/06/1977 Male Bachelor Tô Hà Phương Deputy Head, Division of Natural Resources and Environment 16/11/1982 Malc Bachclor Phạm Thị Lựu Dcputy Hcad of Judicial Division 04/05/1984 Female Bachelor 10 Hà Thanh Sơn Head of Inspectorate Division 15/03/1975 Male Bachelor 41 No Full names Positions, Places of occupation Datc of birth Gender Education 11 Đặng Lê Ninh Deputy 1lead of Inspectorate Division 04/08/1978 Male Bachelor 12 Nguyễn Thị Loan Deputy Head, Division of Pinance and Planning 06/04/1978 Pemale Bachelor 13 Lang Thị Ngọc Bích Deputy Head, Division of Agriculturc and Rural Development 01/06/1984 Fcmale Bachclor 14 Nguyền Văn Hưng Head, Division of Education and Training 12/05/1976 Male Bachelor 15 Vũ Thị Lan Oanh Deputy Hcad, Division of Education and Training 16/06/1979 Female Bachelor 16 Đàm Thị Hồng Nhung Deputy Head, Division of Labour, Invalids and Social Aíĩairs 1978 Female Bachelor 17 Cao Đăng Thượng Dcputy Hcad, Division of Home Affairs 1983 Male Bachelor 18 Nguyền Quang Hài Dcputy Hcad, Division of Natural Resources and Environment 1984 Male Bachelor Total number: 18 42 APPENDIX 2: SURVEY FORM No 01 (for senior cadres of Thai Nguyen Province and Dai Tu District People’s Committee, Dai Tu District, Thai Nguyen Province) To vvhom it may concern, I am Nguyen Tuan Dung, a student o f Mastt' 1' o f Public Management Proeram at VNU University o f Economics and Business Currently, I am conducting a research with the title “A study on competencies o f young cadres in public sector: The case of Dai Tu District People’s Committee, Thai Nguyen Province, Vietnam’' Plcase kindly spend some time ansvvering those following question according to suggestions This sur\'ey serves no m ore than eđucational purposes I hope to receive your cooperation Sincerely yours! Please take some time to answer the following question: What are the two rnost important / òcuses o f Dai Tu for the next term (from 20 ì 6-2020)? 43 APPENDIX 3: SURVEY FORM No 02 (for young cadres of Dai Tu District People’s Committee, Dai Tu District, Thai Nguyen Province) To vvhom it may concern, I am Nguyen Tuan Dung, a stưdent o f Master o f Public Management Program at VNU University o f Economics and Business Currently, I am conducting a research with the title “A study on competencies o f young cadres in public sector: The case o f Dai Tu District People’s Committee, Thai Nguycn Province, Vietnam” Plcasc kindly spcnd somc time answering thosc following question according to suggestions Tliis survey serves no inore than educational purposes hope to receive your cooperation Sincerely yours! Please State the point o f importance on the appropriate space to arrange the level o f importance of competencies in each cluster in order o f priority (from to 5, in \vhich is the least important and is the most important) I CLUSTER OF COMPETENCIES FOR PERSONNEL DEVELOPMENT Namc o f coinpetencies Aligning Performance to Success Building a successful tcam Coaching Communication Delegation Pacilitating Changc Quality Orientation/ Drive tor results Points of importance 44 II CLUSTER OF COMPETENCIES FOR INVESTMENT ATTRACTION Name of competcncies Points of importance Negotiation Stratcgic Dccision Making Planning and Organizing Information Monitoring Technical/ Professional Knowledge Research and Analysis Building Partnerships Follow-up questions: Why you choose those 04 competencies as the most essential competencies for thc young cadres in DPC? 45 APPENDIX 4: SU RV EY FORM No 03a (for young cadres of Dai Tu District People’s Committee, Dai Tu District, Thai Nguyen Province) Please tick (^) on the appropriate space to self-assess your competencies (1 cquals to Bad, cquals to Good, cquals to Exccllcnt); I CLUSTER OF COMPETENCIES FOR PERSONNEL DEVELOPMENT Self-assess Name o f competencies Building a successful team Hacilitating Change Quality Orientation II CLUSTER OF COMPETENCIES FOR INVESTMKINT A'TTRACTION Sclf-asscss Name of competencies Negotiation Strategic Dccision Making Research and Analysis Thanks for your cooperation! Wish you all the best! 46 APPENDIX 5: SURVEY FORM No 03b (for senior cadres of Dai Tu District People’s Committee, Dai Tu District, Thai Nguyen Province) Please tick (yI) on thc appropriate space to selí-assess your competencies (I equals to Bad, equals to Average, equals to Good); I CLUSTER OF COMPETENCIES FOR PERSONNEL DEVELOPMENT Assessnient Evaluatees' names Name of competencies Building a successful team , Đặng Cương Ọuyêt Facilitating Change Ọuality Orientation Building a successful team Nguyễn Thị Loan Facilitating Change Ọuality Orientation Building a successful team Lang Thị Ngọc Bích Facilitating Change Quality Orientation Building a successful team Nguyễn Ngọc Hưng Facilitating Change Ọuality Orientation Building a successful tcam Trần Đăng Minh Facilitating Chanue Ọuality Oricntation [ 47 II CLUSTER OF COIVIPETENCIES FOR 1NVESTMENT ATTRACTION Assessment Evaluatees’ namcs Name of competencies Negotiation Đặng Cương Quyết - - Strategic Decision Making Research and Analysis Negotiation Nguyền Thị Loan Strategic Decision Making Research and Analysis Negotiation Lang Thị Ngọc Bích Strategic Decision Making Research and Analysis Nguyền Ngọc Hưng Negotiation — ' Strategic Decision Making Research and Analysis Negotiation " Trần Đãng Minh Strategic Decision Making Research and Analysis Thanks for your coopcration! Wish you all the best! ỉ 4X APPEND1X 6: SURVEY FORM No 04 (for senior an dyou n g cadres of Dai Tu District People’s Committee, Dai Tu District, Thai Nguyen Province) Questions Ansvvers What are barriers o f the DPC young cadres’ development based on the competency framework approach? What arc solutions to develop competencies of the young cadres bascd on the competency framework approach? ... quality in and out the country In addition, the district is rich in natural mineral resources; 23/30 administrative areas in Dai Tu has mineral mines as coal, zinc, titanium, iron, etc 2.3.2 The district. .. area o f Thai Nguyen Province The total areas o f tea plantation in Dai Tu are account for one third o f those areas in the province Tea Products in the district have certiíìed their premium quality... application to any particular localities Thus, the study in its application is conductcd in onc administrative unit o f the country The study is entitled A study on competencies o f young cadres in