Delay in renovation of HR management shall obstruct the reform

VCN – The plan on renovation of capacity-based human resource management according to working positions in 2018 is set out in the context of high demand on modernization and reform, pressure from the Government’s apparatus streamlining and is to remove current shortcomings of the Customs sector in the HR management.  
delay in renovation of hr management shall obstruct the reform
Operations at North Thang Long Industrial Park Customs Branch (under Hanoi Customs Department). Photo: N. Linh

The plan shall be quickly implemented in 2018 and in the coming times under specific roadmap.

Workload rises from 10-20% year by year

Pressures from internal urgent demand of the Customs sector set a requirement on renovation of human resource management. According to the General Department of Customs, the workload rises quickly from 10-20% year by year. It is estimated that by 2020, the import and export turnover shall rise by over 80%, the quantity of declarations shall be double to that of 2015. Meanwhile, Ministry of Politics’ Resolution stipulates that the human resource must fall by 10% by 2021. This requires the Customs sector to improve the capacity and quality of work performance of its staff.

Moreover, there is a need for higher human resource capacity in order to meet the speed of Customs modernization and the change of surrounding environment. At the same time, the requirements for administrative reform, maximum facilitation to the import and export activities in the spirit of Resolution 19/NQ-CP, Resolution 35/NQ-CP of the Government also impose pressure on the Customs sector for human resource.

Facing above requirements and pressures, besides continuing to boost the modernization and reform on procedures, methods, IT system, equipment and facilities, during the past time, the General Department has also carried out a plan to renovate the method of human resource management in order to improve the capacity and efficiency of work performance, integrity and law compliance of it staff. Accordingly, removing inadequacies in human resource organization such as lack of mechanism for human resource capacity assessment and restrictions on control of duty performance of human resource

Renovation upon the reality

Before the above reality, over the past time, the Customs sector had many activities to renovate human resource management. Orientation from 2013 is developing method first, then piloting it and multiplying it later. To this date, the General Department has developed grounds and basic methods of human resource management model according to working position. However, the implementation has just stopped at developing methods and piloting in a small scale and has not applied to the human resource organization (organization of human resource capacity assessment, training, arrangement, movement and transfer., etc)

Responding to the requirement of the reality, on 25th January 2018, General Department of Customs issued Decision No. 166/QD-TCHQ on plan to renovate some activities on capacity-based human resource management.

The targets for 2018 are completing the working position system, thereby clarifying responsibilities, and rights of working position; evaluating capacity of civil servants in charge of 6 main fields in six departments under the General Department of Customs and some key Customs departments, and step by step applying the personnel organization (training, arrangement, assignment, rotation).

The targets for 2019 are completing capacity assessment of civil servants in all fields of the sector, applying it in the assignment, rotation, arrangement and training in some fields and units; Initially managing the performance of civil servants in some departments under the General Department of Customs and Customs departments

The targets for 2020 are implementing synchronously the activities of capacity assessment, performance management and applications in human resources for the major professional areas of the sector

In order to disseminate the basic contents of the plan in 2018 and discuss the implementation method in the whole sector, recently, the General Department of Customs has held the first session of the General Department of Customs’s specialized group of development and assessment of human resource capacity

delay in renovation of hr management shall obstruct the reform General Department of Vietnam Customs implement renovation plan for human resource management

VCN – By implementing renovation plan for some human resource management activities based on positions, in 2018, ...

According to the Deputy Director General of Customs Hoang Viet Cuong, the implementation of plan on renovation of capacity-based human resource management according to working position is in urgent need in the current context. If the implementation is not more methodological and active, it leads to risk of backward. Because all branches and levels are making progress in the renovation of human resources, the development of a master plan in the context of reviewing previous plans and setting targets for each year is required.

Over the past years, some local Customs units have achieved results in the human resource management

From 2008, Hai Phong Customs Department has determined that in order to implement the plan on Customs modernization and reform, it must review the human resource in each position, thereby building appropriate training programs and determining working groups, for the aim of developing database on important knowledge and training civil servants. Then, the Department has developed tests and multiple-choice questions on the system to implement the two examination methods. They are tests on the basis knowledge compulsory for civil servants and test of professional knowledge. In 2010, the renovation on human resource management of Hai Phong Customs Department was accepted as scientific thesis at the sectorial level.

Director of Hai Phong Customs Department Nguyen Tien Loc said that the review and assessment of human resource has created changes in acknowledge as well as supplemented knowledge for civil servants. Each unit and individual have a sense of studying and self-studying. Accordingly, the unit also identified 3 matters in the human resource management such as the first is preliminary of listing knowledge which is insufficient and to be achieved to carry out the task at a higher level. The second is preliminary assessment of civil servants for classification, movement and rotation. The third is development of studying movement and self-studying movement of each civil servant in order to improve the professional qualification.

According to Director of Dong Nai Customs Department Vu Thi Bich Huong, in order to meet the requirement on human resource management as well as improve the human resource capacity, the unit has implemented many management programs such as human resource assessment on the electric system; automated work assignment; online human resource classification and management and assessment of work performance on the system. On the existing basis, Dong Nai Customs Department is unit which has piloted the implementation of activities on renovation of human resource management of the General Department of Customs for period 2016-2017 in the import and export duties area.

Currently, the Department has reviewed all the working position list, described working positions for import and export duties field. Furthermore, assessing civil servants in charge of this field and seting product norms in this field; developing and deploying a system to manage the working performanc in the import and export duties; and making professional handbooks on the tax, and formulating capacity dossiers of civil servants in charge of import and export duties field

By Ngoc Linh/ Huyen Trang

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