You need to have a good heart to attract talent.

(Baonghean) - Nearly three years ago, on July 10, 2010, the Provincial People's Council issued Resolution 316 on attracting high-quality human resources to Nghe An province. On August 26, 2010, the Provincial People's Committee issued Decision No. 65 on "Promulgating a number of policies for high-quality human resources in Party agencies, the Fatherland Front, state administration, public service, and political organizations at all levels in Nghe An province".

Immediately after the policy to attract high-quality human resources was issued, the Provincial Party Committee's Organization Department, the Department of Internal Affairs, and the Department of Finance issued guiding documents and organized its timely, complete, and strict implementation. Besides directing the guidance and implementation of the policy, the dissemination of information, propaganda, and promotion of the province's recruitment policies, as well as regulations and guidelines for various sectors, were ensured to be complete and timely. The forms of communication were diverse and varied, including public dissemination through the province's electronic information network; the Department of Internal Affairs; official gazettes; announcements in mass media; and public postings at offices… All were conducted with great transparency.

However, the results achieved have not met expectations. Over the past nearly three years, the Party, Fatherland Front, and socio-political organizations at all levels have not attracted any new talent. The state administrative and public service agencies have recruited 94 people. To date, only one case of attracting intellectual contributions from experts has been achieved. Even though, as the Department of Internal Affairs noted, compared to previously issued talent attraction policies, Decision No. 65 of 2010 has many advantages such as: expanding the scope of application, increasing financial support, and granting priority points to candidates participating in the recruitment examination for these positions based on a percentage of the examination results…

Yet, the number of people recruited and recruited remains low. There are many reasons for this, such as: the implementation of the policy has not been assigned to a specific agency to take the lead and be responsible for determining needs, training specialties, and receiving applications, thus failing to ensure objectivity and alignment with actual requirements; some agencies and units have not fully grasped and absorbed the guiding documents, leading to confusion and incorrect procedures in the planning and implementation process; some regulations on recruitment standards and conditions for Party, Fatherland Front, and mass organizations are not in line with reality, resulting in a lack of recruitment opportunities…

But those are the reasons stated in the document. There are other reasons that only become apparent when working directly and discussing with the leaders of the Department of Internal Affairs. That is, when discussing the policy of attracting high-quality human resources, all agencies, units, departments, and localities unanimously agree that there needs to be a policy to attract and utilize highly qualified individuals.

However, when the Department of Internal Affairs requested that agencies, units, and departments register the number of high-quality personnel they needed to attract to fill certain positions within their respective agencies, units, and localities, very few registered. The reason for this behavior is quite simple: if they attract high-quality personnel, when the children of those currently working in those agencies, units, and localities graduate from university, there will be no more vacancies. The best approach is to "defend from afar" by not registering to attract talent to avoid trouble. Everyone respects talented people, but if it affects the personal interests of colleagues within the agency, unit, or locality, then no matter how talented they are, they will have to "respect from afar," meaning they will keep their distance to ensure the protection of their own interests. Thus, the failure to attract many high-quality personnel also stems from the mindset of many responsible individuals in agencies, units, and localities.

It is known that the Provincial People's Council will soon issue a new resolution on several policies to attract high-quality human resources and prioritize the recruitment of civil servants and public employees in Nghe An province. This new resolution will have many more advantages and overcome current limitations and shortcomings, replacing Resolution 316. However, no matter how advantageous it is, if those in charge do not set aside vested interests and personal gain, and do not truly seek out talented people, it will be difficult to achieve the requirements and objectives set forth in the resolution.

You need to have a good heart to attract talent.

Duy Huong