Inadequacies in attracting talent

(Baonghean) From 1999 to now, the Provincial People's Committee has issued 1 official dispatch and 4 decisions on policies to attract high-quality human resources (including 1 decision specifically for the health sector). However, after 12 years of implementing the attraction policy, the number of talented people returning to their homeland is still not commensurate with the potential of Nghe An people.

For more than a decade, Nghe An has only attracted 145 people, including 2 PhDs, 18 masters, 30 excellent university graduates, the rest are fair. Highly qualified people such as professors, associate professors, artisans, and national artists have not volunteered to return to their hometowns to work. With a more open policy, in the 2010-2011 period, Nghe An attracted 70 people, almost equal to the previous 10 years, but they were mainly good university graduates, only 13 were excellent, 4 masters, no professors, associate professors, or doctors.

The policy of attracting talents to build the homeland has received high public approval, but after 12 years of implementation, despite 3 adjustments, there are still many shortcomings. The province has invested nearly 2 billion VND to support the subjects of attraction, but in reality, for those who are truly talented, money is not as important as the working environment. To create a favorable working environment for talent to develop, the most important thing is to know how to respect talented people. The attitude of respecting talented people is shown right from the time of receiving the applications of students with excellent and fair degrees to the agency to apply for jobs. There are many cases where bachelors with excellent and fair degrees had to sadly withdraw to give way to relatives or "relatives" with only average degrees, or even part-time degrees.

In a province with a large population and an underdeveloped economy like Nghe An, unemployment is a serious problem. Many people accept having to resort to lobbying to get a job, leading to a negative situation where there are no jobs for talented people if they don't have the money to "run".

An objective cause leading to the limitation in attracting talents is the inadequacy in the recruitment mechanism. Since the Government regulated the examination system for civil servants and public employees, the examination is carried out according to the job position, only university graduates with the highest scores are recruited directly, while excellent or fair degrees must pass the examination. For a job position, many people with excellent or fair degrees take the examination but only one person is selected, thus causing a heavy psychological burden, significantly affecting the province's attraction policy. On the other hand, due to the uneven training quality of universities, the quality of excellent and fair graduates is also different. The excellent degree of this school may not be equal to the average degree of another school, and there are even individuals with excellent or fair degrees that are bought with money. If the general regulation is that all university graduates with excellent or fair degrees are accepted, there will be many cases that are not true to reality. This is an objective contradiction that limits the implementation of the policy to attract talents.

After 12 years of implementing the policy of attracting talents, only 2 PhDs, 18 Masters and 30 excellent university graduates returned to their hometowns to work, which is a very small number compared to the potential of people in a land of learning like Nghe An. And we should also consider training talents from local resources. Attracting talents is a major policy of the province but is facing many shortcomings, making the implementation not achieve the desired results. No policy is completely favorable, nor is there a policy that only has difficulties. The problem is that from practical experience, there must be timely adjustment solutions so that this policy can be increasingly put into practice.

Tran Hong Co