Choose the right person for the job.

In his closing remarks at the 11th Central Committee Conference, General Secretary To Lam proposed that personnel arrangements during mergers and consolidations, and in preparation for the Party Congress, "must prioritize job requirements above all else." This requirement reflects innovative and substantive thinking in personnel work and is an urgent necessity in the current situation.

For a long time, personnel work has been affirmed as a crucial aspect of Party building. However, in practice, in many places and at many times, the placement and arrangement of cadres are still dominated by outdated thinking: "safety," "structure," "regional priority," or "collective interests." These factors, while "in the name" of balance and harmony, slow down the functioning of the apparatus, diminish the fighting capacity of Party organizations, and reduce the effectiveness of government at all levels.

The current context has undergone fundamental changes. International integration in the new situation and the country's grand development goals demand that cadres, especially leaders and managers at all levels, be truly competent and talented. Simultaneously, the entire country is reorganizing administrative units and streamlining organizational structures, leading to a reduction in the number of administrative units and leadership positions. This makes the selection and placement of personnel a sensitive issue, directly affecting people, relationships, feelings, and interests of many parties.

In this context, prioritizing "job requirements" and selecting personnel based on the job itself, rather than personal relationships, sentiments, or organizational structure, is crucial and urgent. Accordingly, the selection process must be based on the functions, duties, authority, specific characteristics, and practical requirements of each position to choose individuals who truly possess the necessary qualities, capabilities, qualifications, and are most suitable. This is an objective and scientific approach, transcending parochial calculations or compromises based on "average" or "equal distribution," or "prioritizing according to structure."

The "highest standard" here is not just about qualifications, titles, or years of experience, but about genuine suitability to the job requirements in the new environment. In the era of digital transformation, deep international integration, and the complexities of modern governance, management, and the pressure for innovation and breakthroughs, officials need to be not only theoretically proficient but also possess strong character, practical acumen, and a willingness to take responsibility. If we fail to select individuals who meet the demands of modern social governance, the country will struggle to achieve rapid and sustainable development, and public trust will be eroded.

Although this is a very appropriate request, implementing it is by no means easy. "The Standing Committees at the provincial level (in areas undergoing mergers or consolidations) must thoroughly discuss this issue, creating a high degree of consensus in implementation, especially regarding the appointment of heads of agencies after the mergers" - this request from General Secretary To Lam is a serious reminder to Party committees at all levels, especially the Standing Committees at the provincial level, which are directly under pressure in arranging and assigning personnel. Such discussions must be truly for the sake of the work and the common good of the organization and the country, and cannot be a compromise, a settlement, or simply a matter of "sharing equally" to keep things quiet. The political acumen and character of Party committees and organizations at this time lies in daring to overcome old constraints and customs, daring to choose worthy individuals, and daring to eliminate those who do not meet the requirements – regardless of who they are or where they come from.

In the coming period, central agencies will issue specific guidelines on criteria and standards for cadres in accordance with the new situation. However, regardless of how the criteria system is adjusted and supplemented, the spirit of "using the highest standards for the job requirements" must remain an immutable principle, the foundation for reviewing, selecting, and arranging cadres at all levels. This is also an important basis for strengthening inspection, supervision, and evaluation of cadres in an objective, comprehensive, and transparent manner, preventing the practice of seeking positions and power through illicit means, and limiting negative public opinion within the organization and society.

Beyond being a guiding principle for personnel management, the motto "the highest standards are for the sake of job requirements" is also a message to all current leaders and managers: the era of "acceptable" and "egalitarianism" in personnel management has ended. Whoever holds a position and plays a role must be truly deserving, truly dedicated to the work and the people. When personnel management is carried out according to this principle and spirit, the system will not only be streamlined but also strengthened, truly effective, and this will be a solid foundation for the sustainable development of the country in the new era.

Cam Pho

Source: https://daibieunhandan.vn/vi-cong-viec-ma-chon-nguoi-post410115.html