Streamlining the payroll must eliminate 'fake things labeled real'

Many officials and civil servants have high degrees and are called state employees but cannot do their jobs, are arrogant and harass, making people angry.

The incident of Khaisilk being discovered importing Chinese silk and relabeling it as “Made in Vietnam” to sell to customers, deceiving customers for decades, has shocked society. But for many people, this is not a new story. Because, it is not only Mr. Hoang Khai who sells silk with Vietnamese labels on Chinese goods, but in reality, there are many, many people who import other products of unknown origin and disguise them as Vietnamese goods, taking advantage of the spirit of “Vietnamese people prioritize using Vietnamese goods” to make a profit without being handled or detected.

The discovery of a famous businessman engaging in fraudulent business practices is disappointing to consumers.

Broadly speaking, in society there are not only fake goods, but also fake degrees, such as doctorates, bachelor's degrees, driver's licenses, health certificates...

There are many types of “real-degree scholars”, taking advantage of loopholes, many people with weak qualifications, trying to get into State agencies to be labeled as officials, civil servants, then find ways to harass, profit, and abuse people... Indeed, it is not too difficult to find people who “disguise” themselves as State employees to benefit themselves, hinder work, and cause resentment among people, businesses and even colleagues.

The desire for fame, profit, and degrees is fertile ground for false things to exist and develop.

The National Assembly is discussing a lot about streamlining the payroll and the apparatus, but in reality it is too difficult to implement. Everywhere you look, you see obstacles. There are localities that have affirmed that degrees are not valuable in considering streamlining the payroll. This means that the door for those who are not talented but possess high degrees has narrowed. The problem is how to fairly evaluate actual capacity is more difficult.

To evaluate the right person for the right job, agencies and units must seriously develop a job position plan that is close to actual requirements, avoiding the situation where a job that should be done by only one person is "drawn" to 2-3 people to complete. Agencies and units need to create a natural, transparent competition and purification with clear evaluation criteria.

Why are recruitment requirements for government agencies often very high, but incompetent people still get in? Is it possible that favoritism, "relationships", and "money" still exist and still have influence?

The problem of streamlining the payroll can clearly only be realized when there is a real revolution. And it must be a revolution in the whole system, and then even if it means "shooting ourselves in the foot", we must do it./.

According to VOV