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Bài báo - Tạp chí
(2015) Trang:
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Cadres, civil servants (CCSs)’ competency is one of the most important indicators to measure human resource quality and socio-economic development in a locality. In which, the competency encompasses three dimensions such as job requirements, organization requirements and personal demands. This paper presents theoretical framework on competency, competency and training models in an organization. Besides, a case study to identify the competency index of CCSs in CanTho city through weighting core competencies and their accompanied factors, was mentioned. In the case study, Key Informant Panel-KIP, Focus Group Discussion-FGD and individual interview techniques were employed. Descriptive statistics, Analytical Hierarchy Process-AHP were used to determine the weight of core competencies and their accompanied factors in the CCSs’ competency framework. Case study results show that CCSs’ competency index in 5 provincial departments and sectors (Internal Affairs, Culture-Society, Economy-Budget, and Science and Technology) ranged within 6-7.5 (good performance). However, in the CanTho city human resource quality’s improvement strategy, the index is expected to gain at higher than 7.5 (excellent performance). Weighting results on leaders’ position show that organisational competency group is the most important and core competencies such as decision making, encouragement and promotion, evaluation and decentralisation of leaders for staff need to be improved. For heads/vice heads’ position, skill competency is the most important and consultancy for leaders, organisation to conduct policies of State and Party on professional sectors, planning strategies to develop organisation are main factors impacting on the heads/vice heads’ competency.  For staff position, knowledge competency is the most important. Professional standards, understanding on regulations and norms in allocated mission/duties as well as well knew on trends and policies of the State and Party are contributing factors to staff’s competency. The study also suggests that improving skills and thinking on management, building training program according to competency framework as well as monitoring, evaluating and planning long term human resource development strategies are measures need to be considered.

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