TAILIEUCHUNG - PhD Thesis on Public Administration: Talent attraction and retention in the administrative agencies of Vietnam

Purposes of the Thesis is to clarify theories and practices on attracting and retaining the talented people; propose measures and solutions for attracting and retaining talented people in the public administrative agencies in Vietnam. To obtain the goal, the Thesis focuses on several key missions: clarifying theories on attracting and retaining talents; assessing the current status on attracting and retaining talents in the public administrative agencies to find out the results, shortcomings and the causes of weaknesses; and recommending measures and solutions on attracting and retaining the talented people in the public administrative agencies in Vietnam. | MINISTRY OF EDUCATION MINISTRY OF HOME AFFAIRS AND TRAINING NATIONAL ACADEMY OF PUBLIC ADMINISTRATION TRAN VAN NGOI TALENT ATTRACTION AND RETENTION IN THE ADMINISTRATIVE AGENCIES OF VIETNAM Major Public Administration Code 62 34 82 01 PhD Thesis on Public Administration Supervisors 1. Prof. Dr. Nguyen Dang Thanh 2. Dr. Tran Anh Tuan Hanoi - 2015 ABSTRACT 1. Rationale. The talented and righteous constitute vitality of a nation. Increasing vitality makes the nation powerful and prosperous. Decreasing vitality renders the nation weak and mean. That is why clear-minded sovereigns from one dynasty to another have never failed to take the training of talents selection of scholars and nurturing of national vitality as an urgent undertaking . Excerpt from the inscription on the first Doctors Stele 1442 Royal Examination at the Temple of Literature Hanoi . Presently in the era of knowledge economy and trend of globalization attraction and utilization of talented people in the State management activities in general and the operations of the administrative agencies in particular play a very important role. During the past some years the Party and the State of Vietnam have always highly appreciated the importance of talent attraction and retention and have issued several policies to attract and retain talented people which initially gained some remarkable achievements. However in reality such policies have not been yet desirably effective or have not identified and attracted qualified and capable people into the Civil service. At the same time numbers of highly qualified and talented cadres and civil servants have increasingly moved to work for private sectors or non-state sectors becasue of both subjective and objective reasons such as the working environment as well as personnel policies and regimes are not as attractive there are shortcomings in personnel recuitment appointments promotion and utilization etc. With a view to addressing the above mentioned problems as well as

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