Avoid 'overstaffing, lack of motivation' after administrative unit rearrangement

Streamlining and streamlining the apparatus to reduce the burden on the budget is very obvious, however, that is only one side of the story.

If the new system operates with old thinking, there will be little room for talent.

The remaining part lies in the way of doing things. How to make it effective, efficient, and catch the wave for development; how to make the apparatus, after being reorganized, operate in the most flexible and best way to bring the greatest benefit to the country, avoiding the phenomenon of grassroots cadres becoming a force of "surplus staff, lack of motivation".

A new system that still operates with old thinking will have difficulty in making room for talented people to be appreciated and developed. This is not a simple problem.

That is a question not only for leaders but also for all those who are responsible for being public servants.

As a cadre, if you do not ponder over that question, do not put yourself in the reform flow and do not proactively renew your thinking, it will be difficult to meet the requirements of the tasks in the current period.

It is time for each cadre, in each position, to proactively participate with a high sense of responsibility; to truly commit to the innovation process, to maximize their capacity, knowledge and talent, and to contribute to promoting the country's development process.

And to "rise up", the team of cadres and civil servants must mature every day, not only in vision and thinking, but also in courage to act, ability to execute and spirit of responsibility to the people and the times.

Must put away "personal joys" immediately

So what exactly should be done?

First of all, it is necessary to lift the morale of the staff after the arrangement. This is very important and should be done immediately after the arrangement, so that the staff can immediately put aside their "personal concerns" and immediately embark on the next journey. It is even necessary to boost the morale of the staff at a high intensity to create motivation and confidence for them to work with peace of mind and contribute with peace of mind.

The most specific and practical issues here are 3: income, talent utilization mechanism and working style.

High salaries are a must. Talents must have a place to show their talents, not necessarily being appointed to leadership positions because there are people who are only good at their profession and passionate about their expertise. The important thing is to have the right person for the right job. Finally, the way of working must be practical and effective, avoiding the situation where the top is "hot" and the bottom is still "cold", the Central Government is rushing to compete while the locality and base are still calm, which greatly affects progress.

Next is to establish a new game and new rules. The new game is to clearly define and launch this as a breakthrough stage to develop the country - a stage to create the foundation for building socialism in the future.

The new rules of the game are to establish a working mechanism that is attractive enough for staff to be willing to devote themselves, dare to think, dare to do, dare to be creative and pursue goals; enjoy great results (including high salaries and big bonuses to make them feel worthy of their efforts and intelligence) but at the same time, have iron discipline.

Building a work management system based on KPI - an index measuring work efficiency in staff management and organizational management.

This is an important tool to measure and evaluate the performance of each individual, department or an entire organization.

To do that smoothly, synchronously and effectively, it is necessary to speed up the digitization of work data of organizations and individuals, so that the KPIs of each organization and each individual officer are digitized and can proactively update work progress on software or on the app anytime, anywhere in the most flexible way.

Along with that is building a suitable sanction system to be able to reward and punish clearly. This is based on the level of work completion through checking the KPI of individuals and organizations to serve as the basis for rewards and punishments.

This not only affects the discipline and pride of the staff, but also destroys the "safe zone" mentality when working in the state sector. When all staff have to "worry", their feet and hands must automatically walk and act, their brains must automatically generate numbers to survive and to roll up their sleeves and work together, to devote themselves to achieving the common goal.

In reality, there are cases where “if you do something, you must be wrong, only those who do nothing are not wrong”. At the same time, there are also a number of leaders, managers, and even specialists who literally “go to work with an umbrella in the morning and come home with an umbrella in the afternoon”.

If established skillfully and scientifically, this revolution will automatically eliminate "poor quality" products and create elite teams for the country. High-quality human resources will be concentrated in the system of party and state agencies at all levels and will become increasingly "elite".

In addition, it is advisable to let key officials of each locality proactively build their own development strategies, in accordance with their potential, current conditions and people's strength. Superiors only assign targets on GRDP, budget revenue and general targets... in general, they manage results.

For some matters, the Central Government should also have a "privileged" mechanism for each locality in certain areas to be able to create breakthroughs.

Along with that, inspection and examination must also be conducted more strictly to promptly prevent violations and discipline officials showing signs of violating discipline.

Absolutely eliminate unrealistic and formalistic work.

The next thing is to reform the way of working. The Party and the State work scientifically, so we should emphasize efficiency in work and working methods. We must definitely eliminate unrealistic, formal, "pretentious" work, which is both costly and time-consuming without solving the root of the problem.

Nowadays, the phenomenon of "flashing" among cadres, especially among leaders and managers, is not rare. Organizing many events, launching many campaigns, many empty competitions just to compete for achievements but the results only stop at slogans, then it should definitely be eliminated to save time and money for things that have long-term effectiveness.

Creating conditions for cadres to concentrate is very important. That will help cadres become more and more proficient and elite, and have more conditions to practice and accumulate professional experience.

Along with that, it is necessary to quickly digitize data and optimize records on digital platforms, and synchronize digital data. Digital transformation and especially digital data synchronization are extremely necessary at this time.

It is possible to make a card for officials and civil servants with full information integrated like a citizen identification card, which contains all information of the official, and is continuously updated by the official himself, including asset declaration...

When needed, the appraisal agency only needs to base on the updated content on the system to work, which will save a lot of time.