Tài liệu Human resources training of bac ninh department of information and communications

HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN ĐÌNH THẾ HUMAN RESOURCES TRAINING OF BAC NINH DEPARTMENT OF INFORMATION AND COMMUNICATIONS ĐÀO TẠO NGUỒN NHÂN LỰC TẠI SỞ THÔNG TIN VÀ TRUYỀN THÔNG TỈNH BẮC NINH LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH Hà Nội – 2017 ĐẠI HỌC QUỐC GIA HÀ NỘI KHOA QUẢN TRỊ VÀ KINH DOANH --------------------- NGUYỄN ĐÌNH THẾ HUMAN RESOURCES TRAINING OF BAC NINH DEPARTMENT OF INFORMATION AND COMMUNICATIONS ĐÀO TẠO NGUỒN NHÂN LỰC TẠI SỞ THÔNG TIN VÀ TRUYỀN THÔNG TỈNH BẮC NINH Chuyên ngành: Quản trị kinh doanh Mã số: 60 34 01 02 LUẬN VĂN THẠC SĨ QUẢN TRỊ KINH DOANH NGƯỜI HƯỚNG DẪN KHOA HỌC: TS. TRẦN HUY PHƯƠNG Hà Nội – 2017 DECLARATION The author confirms that the research outcome in the thesis is the result of author’s independent work during study and research period and it is not yet published in other’s research and article. The other’s research result and documentation (extraction, table, figure, formula, and other document) used in the thesis are cited properly and the permission (if required) is given. The author is responsible in front of the Thesis Assessment Committee, Hanoi School of Business and Management, and the laws for above-mentioned declaration Ha Noi, dated month STUDENT Nguyen Dinh The i 2017 ACKNOWLEDGEMENT My study would not be completed without guidances and enthusiastic assistance of lecturers of Hanoi School of Business and Management – Vietnam National University. First of all, I acknowledge my thankfulness to all lecturers of Hanoi School of Business and Management – Vietnam National University for their valuable time, kind assistances and support during study period. I would like to express my endless thanks and greatfulness to my supervisor PhD. Tran Huy Phuong who spent much time and dedication guiding and supporting me to complete the thesis. I also would like to express my sincere thanks towards all respondents and managements of Bac Ninh which help me in completion of this dissertation. At last, I express my gratitude toward my family and colleagues for their encouragement and motivation in the process of the study. ii TABLE OF CONTENTS DECLARATION .................................................................................................................... i ACKNOWLEDGEMENT ..................................................................................................... ii LIST OF ABBREVIATIONS .............................................................................................. vi LISTS OF TABLES ............................................................................................................ vii LIST OF FIGURES ............................................................................................................ viii INTRODUCTION ................................................................................................................. 1 CHAPTER 1: THEORETICAL AND PRACTICAL BASIS OF HUMAN RESOURCE TRAINING ............................................................................................................................ 6 1.1. The theoretical basis of human resource training .................................................................... 6 1.1.1. The concept of manpower, human resources and human resources training ........ 6 1.1.2. The concept of human resources training .............................................................. 7 1.2. The roles and characteristics of human resources training at the governing bodies ............. 8 1.3. Contents of human resources training mission at the governing bodies ................................ 9 1.3.1. The content of human resources training at the governing bodies ........................ 9 1.3.2. The procedures of human resources training at the governing body ................... 10 1.3.3. Criteria for assessment of human resources training at the governing bodies .... 14 1.3.4. The factors impacting on the effectiveness of human resource training .............. 16 1.4. Experiences of units and localities on training human resources in state agencies and the lessons learned to the Bac Ninh Department of Information and Communications..................... 18 1.4.1. The experiences of units and localities on the training of human resources in State agencies ................................................................................................................. 18 1.4.2. The lessons of Bac Ninh Department of Information and Communications ........ 24 CHAPTER 2: RESEARCH METHODS IN HUMAN RESOURCE TRAINING ............. 26 2.1. Methodological basis............................................................................................................... 26 2.2. Specific research methods....................................................................................................... 26 2.2.1. Methods of collection of information, database and figures ................................ 26 2.2.2. Methods of processing information, database and figures .................................. 27 CHAPTER 3: THE FACTS OF HUMAN RESOURCE TRAINING AT BAC NINH DEPARTMENT OF INFORMATION AND COMMUNICATIONS ............................... 31 3.1. The general overview of Bac Ninh Department of Information and Communications ........ 31 3.1.1. Functions and missions ........................................................................................ 31 iii 3.1.2. Organizational structure ...................................................................................... 32 3.2. Characteristics of information and communication human resources and the characteristics of the information and communication sector of Bac Ninh province, its impact on the training of human resources at Bac Ninh Department of Information and Communication .................. 35 3.3. Regulations on organizing the training and fostering of officials and civil servants of Bac Ninh province.................................................................................................................................. 37 3.4. The facts of human resources training at Bac Ninh Department of Information and Communications ............................................................................................................................. 39 3.4.1. The facts of human resources structure................................................................ 39 3.4.2. The facts of the procedures for human resources training................................... 43 3.5. General assessment on human resources training at Bac Ninh Department of Information and Communications ...................................................................................................................... 60 3.5.1. Advantages in training human resources at Bac Ninh Department of Information and Communications ...................................................................................................... 62 3.5.2. Limitations and reasons of human resources training at Bac Ninh Department of Information and Communications .................................................................................. 63 CHAPTER 4: ORIENTATION OF HUMAN RESOURCES TRAINING AT BAC NINH DEPARTMENT OF INFORMATION AND COMMUNICATIONS IN THE FUTURE....... 65 4.1. Orientation of human resources training at Bac Ninh Department of Information and Communications in the future........................................................................................................ 65 4.1.1. Training plan of Bac Ninh Department of Information and Communications up to 2020 . 65 4.1.2. Objectives of human resource training of Bac Ninh Department of Information and Communications ...................................................................................................... 65 4.2. Several solutions to improve human resources training at Bac Ninh Department of Information and Communications ................................................................................................. 66 4.2.1. Completion of training needs identification ......................................................... 66 4.2.2. Completion of training goals and plans ............................................................... 67 4.2.3. Completion of identification of training subjects ................................................. 68 4.2.4. Renovation of the method and content of the training program .......................... 70 4.2.5. Completion of the evaluation of the effectiveness of the training program after the course70 4.2.6. Exploitation of financial resources to support the training of human resources . 71 4.2.7. Recommendations to Bac Ninh People’s Provincial Commitee..........................73 CONCLUSION ................................................................................................................... 74 iv REFERENCES .................................................................................................................... 76 APPENDIX……………………………………………………………………………..…78 v LIST OF ABBREVIATIONS No. Abbreviations Meaning 1 CDCS Cadres, Civil servants 2 CS Civil servants 3 FL Foreign language 4 GM Governing management 5 IC Information and Communications 6 ICT Information and Communications Technology 7 IT Information Technology 8 PAR Public administration reform 9 PS Public servants 10 DE Decision 11 PC People’s committee 12 OFF Official 13 DIC Department of Information and Communication vi LISTS OF TABLES Table 1.1. Criteria for distinguishing between cadres, civil servants and officials.... 7 Table 3.1. The number of employees at Bac Ninh Department of Information and Communications at the stage of 2011 and 2016....................................................... 40 Table 3.2. Human resources structure of Bac Ninh Information and Communications by age ............................................................................................................................. 42 Table 3.3. Human resources structure of Bac Ninh Department of Information and Communications by qualification............................................................................. 43 Table 3.4. Summarize of training demands of department and units under Department of Information and Communications .................................................... 45 Table 3.5. The number of officials and civil servants sent to training at the stage of 2011 and 2016 .......................................................................................................... 47 Table 3.6: training demands of Department of Information and Communications between 2011 and 2016 ............................................................................................ 49 Table 3.7: Training plan for officials and civil servants under the scope of the Department ............................................................................................................... 52 Table 3.8: The training costs for cadres of Bac Ninh Department of Information .. 56 and Communications ................................................................................................ 56 Table 3.9: The training costs for cadres extracted from the funds of center of information and communications technology over the years ................................... 56 Table 3.10: The percentage of cadres meeing the requirements of the Department after training between 2011 and 2016: ..................................................................... 57 Table 3.11: The results of assessment and classification of cadres, officials and civil servants of Bac Ninh Department of Information and Communications in 2016 .... 58 Table 3.12: The percentage of cadres, public servants and officials at the rank of official upwards ........................................................................................................ 60 Table 3.13: Quantity of cadres achieved the excellence .......................................... 63 vii LIST OF FIGURES Figures 3.1. The units managed by Bac Ninh Department of Information and Communications ....................................................................................................... 32 Figure 3.2: The structure of leadership, department and units under the Bac Ninh Department of Information and Communications – Source: Office of the Department of Information and Communications in 2015 ...................................... 33 viii INTRODUCTION 1. The necessity of the thesis At the age of current knowledge economy and the tendency of international economic integration, human resources are considered as one of the most important and decisive ones for the socio-economic development of the country. At the 11th National Congress of the Communist Party of Vietnam, the Party continued to define: “maximize the human factor; human beings are the subject, the main source and the target of development”, “the rapid development of human resources, especially high quality human resources is a strategic breakthrough ... “. Therefore, the issue of human resource training has been increasingly raised by the Party and the Government. This has been also considered an important breakthrough to focus on enhancing endogenous strength: intellectuality and intelligence of Vietnamese people to adapt and create momentum in the period of international integration. In recent years, a range of ministries, sectors and localities have issued policies to attract high quality human resources to work in governing authority in order to find solutions to improve the human resources’ quality. These policies, however, are breakthroughs, but the practices have still had limitations. In addition, the training of human resources in most administrative agencies over the country has not achieved high efficiency: the redudancy of labor forces, but the lack of the quality for job requirements; the intellectual, skilled labor has always been inadequate. Although the education and training system has been improved, the quality of education and training remains inadequate to meet the economic development needs of each locality and has not had the training in the oriented focus. For Bac Ninh province, in the face of the need for renovation of administrative reform, raising the quality of public services, civil servants attracting high-level human resources to work in governing authorities, the improvement of the human resource training is very necessary, which is also an important driving force for the rapid and sustainable growth of the province. In particular, on the occasion of the 180th anniversary of the establishment of the province, the Prime Minister Nguyen Xuan Phuc agreed to let Bac Ninh build a project to become a centrally-run city by 2022. Simultaneously, Bac Ninh has built the following plan of “Smart City”, “Electronic Government”, in which the role of scienctific 1 technology, information and communications has been enormous. With the functions and missions directly concerning the management of information and communications, Bac Ninh Department of Information and Communications has played an increasingly important role in the socio-economic development of Bac Ninh province in the recent years. Therefore, the Department of Information and Communications should pay attention to the cadres of highly specialized management in the field of information technology. However, in fact, the training of human resources at the Department of Information and Communication of Bac Ninh has still faced many difficulties and limitations. In order to perform the functions and tasks assigned well, the completion of the training of human resources of the Department is very essential. Based on that fact, the author has chosen the subject “Human resources training of Bac Ninh Department of Information and Communications” to implement Master's thesis in the major of Business Administration. The topic is implemented to answer the research question: The topic is to find out the answer to the research question: What does Bac Ninh Department of Information and Communication need to implement and how to improve the human resources training for efficiency of the Department? 2. The overview of the research 2.1. The major research works In the past years, the issue of human resource training has had studies of many authors: Tran Khanh Duc (2010), Education and training: human resources development in XXI century, Vietnam Education Publising House Limited Company, Hanoi. The book has deeply mentioned and analyzed the situation of education and training of human resources; the role of education and training for national human resources development in the 21st century; accordingly, it proposes a number of issues to promote and renovate education and training to meet the requirements of human resource development in the 21st century. Ta Ngoc Tan (Editorial Director - 2012), Development of Education and Training of Human Resources, Talents, Several World Experiences, National Political Publishing House, Hanoi. The book has analyzed the fundamental issues of human resources, talents and the development of education and training of human resources and talents of countries over the world to draw useful for Vietnam in renovation of basic and comprehensive education and training to develop national human resources and talents. 2 PhD thesis “Human resources training in Vietnam's economic universities through international cooperation programs” (2008), Phan Thuy Chi, National Economics University. The author discusses the theoretical foundations for human resource training of Vietnamese economic universities. Evaluate the situation of human resource training through these programs, especially in the field of economics. PhD thesis “Solutions for agricultural human resources training of Can Tho city in the industrialization and modernization period” (2009), To Minh Gioi, Hanoi National University of Education. The author has analyzed the theoretical background and international experience in human resource training; the status and solution of agricultural human resources training of Can Tho city in the industrialization and modernization period. PhD thesis “Training and Development of Human Resources in Vietnam Textile Industry” (2009), Pham Thi Bich Thu, The University of Da Nang. The author has assessed and analyzed the current status of human resources and the training and human resource development of Vietnam's garment and textile industry, thereby introduce the viewpoints and propose solutions to improve the education and training of industrial human resources. PhD thesis “Human resources development in tourism of South Central Coast and Central Highlands” (2011), Tran Son Hai, National Academy of Public Administration. The author analyzes the current status of tourism human resources development: quantity, quality and structure of human resources training in tourism of the South Central Coast and Central Highlands provinces. Propose the solutions for human resource development till 2020. Master’s thesis “Training human resources in postal sector of Binh Dinh province” (2014), Le The Van, the University of Da Nang. The author analyzes the situation of human resource training and proposes several solutions to improve the training of human resources of postal sector in Binh Dinh province. Master’s thesis “Human resources training at LICOGI 166 Joint Stock Company” (2015), Le Thi Dieu Hang, Labor and Social University. The author analyzes the rationale for human resource training, the current situation of human resource training at LICOGI 166 Joint Stock Company, and offers some solutions to improve human resource training of the company. Associate Professor. PhD. Van Tat Thu (2017) - Former Deputy Minister of Home Affairs with the article published in the State Organization – Research Journal of ministry of home affairs on “Policy of training and development of high quality human resources”. This article 3 clarifies the high quality human resource training and development, which explains why training and development of high quality human resources must be addressed by government policy. Other researches include: The article “Training and fostering of cadres and civil servants in public administrative reform” of the author, Nguyen Thi La, National Academy of Public Administration. An article “Several issues in Training and Development of High Quality Human Resource of Vietnam” authorized by Nguyen Thi Tuyet Mai - Hanoi University of Internal Affairs, published in State Organization, 2016. The article “Training and development of human resources in Vietnam at the stage of 2015 and 2020 to meet the acceleration of industrialization, modernization and international integration” of PhD. Dang Xuan Hoan - General Secretary of the National Education and Human Resources Development Council, published in the Communist Journal, 2015. The article “Highquality Human Resources in the Industrialization and Modernization period” of the author Nguyen Long Giao, published in Journal of Social Sciences No. 6 (154) -2011. The article “Human Resources Training of Information - Library in Vietnam - 50 years of review” authorized by PhD. Tran Thi Quy - Vietnam National University, published in TV Magazine No. 3/2006 and other studies. 2.2. The research results and gaps: The researches mentioned above have been relatively sufficient and systematic for theoretical and practical issues in the training of human resources. Nonetheless, there have not had many studies in-depth on human resource training in public organizations or smaller ones in specialized agencies under Provincial People's Committees (such as the organizational model of Bac Ninh Department of Information and Communications) and no research on human resources training at the Bac Ninh Department of Information and Communications. 2.3. The contributions of the thesis: - Objectively and scientifically analyze, evaluate and reflect the real situation of human resources training at the Bac Ninh Department of Information and Communications. - Propose necessary solutions that are feasible to make the training of human resources effective at the Bac Ninh Department of Information and Communications. 3. The objectives of the research: 3.1. The objectives of the research: Based on the theoretical and practical research, the thesis proposes several solutions to improve the training and development system of human resources to improve the performance 4 of the Bac Ninh Department of Information and Communications; contributing to promote the local economic development in the coming time. 3.2. The missions of the research: - Systematize theoretical and practical basis on human resource training, especially human resources in state agencies. - Analyze and assess the situation of human resource training at the Bac Ninh Department of Information and Communications. - Propose solutions to fulfill the training of human resources at Bac Ninh Department of Information and Communications. 4. The subjects of the research The subject of research is the training of human resources at the Bac Ninh Department of Information and Communications. 5. The scope of the research + For space: The research on human resource training at the Bac Ninh Department of Information and Communications. + For time: The current situation of human resource training at the Bac Ninh Department of Information and Communications has been studied in the period of 2011 and 2016. The solutions of completion of attraction and human resources training at Bac Ninh Department of Information and Communications are identified for the period of 2016 and 2020. 6. The method of the research The topic of “Human Resource Training of Bac Ninh Department of Information and Communications” is studied based on the following research methods: Collection and treatment of information and database; Logical and historic method; Method of analysis and synthesis; Statistical and descriptive method; Comparative method; Interview method; Questionnaire and survey method. 7. The structure estimation of the thesis Apart from the Introduction, Conclusion, References, the dissertation consists of four chapters: Chapter 1: Theoretical and practical basics of human resource training Chapter 2: Research Methods in Human Resource Training Chapter 3: The facts of human resource training at Bac Ninh Department of Information and Communications. Chapter 4: The orientations and solutions to fulfill Human Resource training at Bac Ninh Department of Information and Communications. 5 CHAPTER 1 THEORETICAL AND PRACTICAL BASIS OF HUMAN RESOURCE TRAINING 1.1. The theoretical basis of human resource training 1.1.1. The concept of manpower, human resources and human resources training 1.1.1.1. The concept of manpower and human resources Manpower is considered as the capacity of each person and externally represented by the ability to work. Manpower includes physical, mental and mind power. Physical power is specifically indicated to the health (height, weight, volume, endurance and other indexes); mental power is expressed in specific by qualification (knowledge, skills, experience); mind power is psychology, the consciousness, the level of effort, the creativity, the passion and other standards. The power of each person can be said to be unlimited, but they can exceed the available restricts if they put in certain situations. Human resources, or resources of human being is one of the important resources in the socio-economic development every nation. The concept of human resources is given in different aspects: According to the United Nations Organization, human resources are vocational proficiency, knowledge and capacity of the whole life, human health in actual or potential for socio-economic development in the community. According to the Labor Code of Vietnam, human resources of the society include people of working age and beyond the working age that are proficient or shall participate in labor. The number of human resources depends on the rate of natural population growth and working age; quality of human resources depends on the education and physical conditions of the labours, the genetic factor, the demand for labor in the locality. In the certain extent, human resources are synonymous with labor force, but human resources refers to the quality of the labors. According to Curriculum of human resources economy (Tran Xuan Cau – Mai Quoc Chanh, 2008, National Economics University), “The human resources are power that people can be capable of creating material and spiritual wealth for society, is expressed as quantity and quality at a certain time”. Accordingly, human resources are a category to refer to the latent power of the population, the mobilization ability to participate in the process of creating material and spiritual wealth for the present and the future. 6 It can be said that human resources, in the new approach, have broad implications including the constituents of quantity, knowledge, cognitive abilities and acquisition of knowledge, social dynamics, creation, historical and cultural traditions. 1.1.1.2. The characteristics of human resources of the governing bodies The concept of human resources of state agencies can be understood as follows 1: - As executors of state power (Legislative - Executive - Judicial), the objects of the state human resources are composed of three groups: cadres, civil servants and officials. - As the subject of the civil service, the person performing the duties. - As the professional team with high professional skills for regular, continuous activities on a large and complicated scale. - As the human resources of relatively stable, inherited and constant improvement in quality. - Be recruited by the State and ensure the benefits of execution. Table 1.1. Criteria for distinguishing between cadres, civil servants and officials CADRES CIVIL SERVANTS OFFICIALS Vietnamese citizen Vietnamese citizen Vietnamese citizen To be elected, ratified, To be employed and To be recruited by position appointed to hold positions appointed into the position of employment with and titles upon term and title. different titles Work in the party, state, Work in the party, state, Work in public non- socio-political socio-political organizations business units under the organizations contractual regime On payroll and salary from On payroll and salary from Earnings from the salary the state budget the state budget fund of the private units Source: Institute for State Organizational Sciences, Ministry of Home Affairs 1.1.2. The concept of human resources training As a resource of development, the human resource of the organization is the human being that is capable of creating material and spiritual wealth for the organization. Human resource quality can be created, maintained and enhanced through a variety of measures, 1 PhD. Ta Ngoc Hai, Development of human resources – Thinking and actions, Institute for State Organizational Sciences, Ministry of Home Affairs 7 including training. The human resource training is the overall of learning activities that takes place over time to change employee behavior2. Human resources training Training is considered as learning activities to help employees perform their functions, duties and powers more effective. It is a learning process that helps labours get a better grasp of their work, improve their qualification and their skills to gain the effectiveness. Training focuses on the current job, the current expertise of the employee, and therefore, it is a top concern in the human resources development. Human resource training is the process of promoting the development of knowledge, new skills and labor qualities, promoting the creation of new scientific and technological achievements, ensuring the mobilization active in the fields, sectors and the whole society. The training process transforms resources in terms of quantity, quality and structure in order to bring into full play the human potentials, develop the whole and every part of the personality structure, develop the capacity material and mental capacity, create and increasingly improve morality and skills, both in spirit and behavior from this quality level to the higher level, to meet the demands of human resources for the socio-economic development of each country. The concept of training is primarily used for staff and cadres working in the professional field, this is the process that helps them learn, acquire knowledge, technical skills. The concept of development involves transmission the knowledge or a broader set of knowledge, skills or issues that help employees raise awareness, change attitudes, and improve their practical skills for managers in current or future positions. In other words, the training directly involves staffing groups using product creation skills, whereas development directs towards management clusters that use a variety of integrated knowledge. In summary, the training of human resources is the overall forms, methods, policies and measures to improve and enhance the quality of human resources, to meet the demand for human resources to meet increasingly requirements of the organizations. 1.2. The roles and characteristics of human resources training at the governing bodies * The roles of human resources training at the governing bodies - Build up a contingent of cadres, civil servants and officials to meet objectives and missions. Accordingly, it can establish the contingent of cadres, civil servants and officials 2 PhD. Nguyen Van Diem - Associate Professor.PhD. Nguyen Ngoc Quan, 2004, Curriculum in human resources management, Publishing house of National Economics University 8 meeting the requirements and missions of the modernization, reform and renewal of the country and contributing to strengthen the effectiveness and efficiency of state management. - Training and development of human resources associated with positions to equip the contingent of cadres, civil servants and officials with the necessary knowledge, skills and attitudes to improve their performance. simultaneously, prepare them for the skills, attitudes and knowledge of the new job position to meet the requirements of modernization and globalization. * The characteristics of human resources training in the governing body The functions of human resource training in state agencies are actually the training and fostering of cadres, civil servants and public employees in service of the performance of tasks and public duties. It has the following characteristics: - The training and fostering must be based on the employment position and criteria for public employee's rank - The training and human resource development must be carried out synchronously, according to the plan and planning - Training and comprehensive fostering on political theory, quality and professional qualifications - Training and upgrading are both a right and a responsibility of cadres and civil servants 1.3. Contents of human resources training mission at the governing bodies 1.3.1. The content of human resources training at the governing bodies 1.3.1.1. The discription of human resources The training of human resources in state agencies is mainly the training and fostering of cadres and civil servants, including the following contents:3 - Training and upgrading of rank and title standards - Training and fostering of leadership skills and management - Training in political theory - Training and fostering of professional skills, specialized skills associated with specialized skills and updating of knowledge. - Training and fostering of other contents: informatics, foreign languages, postgraduate training, fostering of working unions and other activities. 3 http://daotaomof.vn/bOfft/chi-tiet/333/cong-tac-dao-tao-boi-duong-can-bo-cong-chuc-vien-chuc.html 9 1.3.1.2. Tranning Methods for Human Resoures In fact, there are many human resources. The variety of refresher courses increases the selection opportunities for civil servants. Several common types of government agencies in Vietnam are: - Training and fostering through mentoring in work: this manner helps cadres and civil servants to learn and work at their own positions through the guidance of managements, mentor or those who have experience of working in the unit. This is the shortcut to achieve a high level of competence, practical skills in certain specialized field. - Transferring or displacement of the positions: it is the transfer of cadres, civil servants and employees from one job to another to provide them with work experience of various fields in the organization. The accumulation of knowledge and experience gained during the transition helps them to perform better in the future. - The organization of courses: this form helps learners separate from work and focus on learning. These include: intensive, semi-intensive and distance learning. - Self-study: This form helps cadres, civil servants and employees to be more active in training and fostering. Learners can actively arrange time and select the program to be suitable for the assigned job. 1.3.2. The procedures of human resources training at the governing body 1.3.2.1. Identification of training requirements For avoidance of waste in training, cadres, civil servants and officials should be surveyed their qualification and the demands for training and fostering. This is an analytical activity to refine the level of disparity between the staff's current capacity to perform actual missions (for instance, qualification, skills, qualities, attitudes) with the required level of competence for each job position. As a result, the training and retraining courses need to address the difference. The accurate identification of the training needs is the basis for training planning, by identifying shortfalls at three levels: organizational level, job level, and individual level. - Organization-level analysis: The organization is an unit (agency) with clear functions and missions, a complete organizational structure, and performance of missions assigned by the State. Strategic vision and the goal of the organization is the ideal of completion of the work. Then, analyze the actual situation to be able to determine the shortfall and the reasons of the difference. 10