Methods of Assessment of Competence Level of Public Employees and Its Impact on the Results of Their Professional Activity

2016 ◽  
Vol 5 (4) ◽  
pp. 35-39
Author(s):  
Столярова ◽  
V. Stolyarova ◽  
Вашаломидзе ◽  
E. Vashalomidze
Keyword(s):  
Economic Crisis ◽  
Federal Agencies ◽  
Civil Servants ◽  
Professional Activity ◽  
Formation Mechanisms ◽  
Public Employees ◽  
Competence Level ◽  
Assessment Of Competence ◽  
Stimulation Of

The article analyzes the applied methods for assessing the level of competence of civil servants at all stages of their career and gives suggestions for their improvement. The recommendations of formation mechanisms more closely related indicators of the level of competence of civil servants with the indicators of the results of their professional activity are justified. The basic directions of improvement of motivation and stimulation of civil servants working for the final results of the federal ministries and other federal agencies in the economic crisis are offered.

BUILDING THE PROGRAM OF TRAINING ETHNIC KNOWLEDGE FOR CADRES, CIVIL SERVANTS AND PUBLIC EMPLOYEES UP TO 2030

2019 ◽  
Vol 8 (4) ◽  
Author(s):  
Nguyen Van Dung ◽  
Nguyen Ngoc Minh ◽  
Pham Kim Cuong
Keyword(s):  
Ethnic Minority ◽  
Training Program ◽  
Political System ◽  
Civil Servants ◽  
Public Employees ◽  
Target Groups ◽  
Current Period ◽  
Urgent Task ◽  
Practical Research ◽  
Local Levels

Developing a ethnic knowledge training program for cadres, civil servants and public employees according to 04 target groups (Prime Minister, 2018) in the political system from the central to local levels to meet the requirements of ethnic minority affairs up to 2030 is an urgent task. Because the program is “the core” to create a breakthrough in training ethnic knowledge, improving the capacity of the contingent of cadres, civil servants and public employees in formulating ethnic policies and organizing the implementation of Party and State’s policies in the current period. The article analyzes the results of theoretical and practical research on the development of ethnic knowledge training program and provides the results of developing a program that meets the requirements of Vietnam’s ethnic minority affairs from now to 2030.

FEATURES OF SELF-ACTUALIZATION OF CIVIL SERVANTS WITH DIFFERENT TYPES OF WORK MOTIVATION

2020 ◽  
pp. 119-134
Author(s):  
O. M. Kolesnikov
Keyword(s):  
Work Motivation ◽  
Social Recognition ◽  
Civil Servants ◽  
The Other ◽  
Professional Activity ◽  
Professional Work ◽  
Professional Recognition ◽  
Different Types ◽  
Self Actualization ◽  
Economic Work

An article presents the empirical study on the peculiarities of selfactualization of civil servants with different types of work motivation. The two groups of respondents (civil servants and non-governmental workers) were compared. “Professional”, “instrumental” and “patriotic” types of work motivation were more pronounced among non-governmental employees. Civil servants-respondents were less interested in work content, they were more likely to take an uninteresting job; their motives for self-improvement were less pronounced, and therefore, they were not so interested in difficult tasks, regarded by the respondents of the other group as a professional challenge and a way for self-expression. Professional recognition was not so important for civil servants as social recognition; they were less likely to think about fair remuneration for their labor. They did not so much need “the idea” as a driving force for work, as well as recognition by others of their indispensability in organizations where they worked. At the same time, a higher percentage of civil servants (in comparison with the other group) did not seek to improve their skills and were characterized by reduced professional activity, responsibility, desire to share their skills and achievements with others. It was more difficult for civil servants (compared to non-governmental workers) to live in the present, not to postpone life “for later”; they felt more insecure, were “up in the clouds”; such self-actualizing values as goodness, beauty, integrity, truth, uniqueness, psychological hardiness, justice, achievement, order, self-sufficiency, etc., although demonstrated quite closely by both groups, were still less pronounced among civil servants. The need for knowledge was also much less expressed by civil servants, as well as autonomy, independence, a sense of freedom. Civil servants were inclined to focus on other worker’s opinions and external social standards; it was more difficult for them to establish strong and friendly relationswith others; they were more anxious and insecure comparing to nongovernmental workers. Civil servants with instrumental work motivation had neither a general benevolent attitude towards people, nor the values of self-actualization in general. In contrast, civil servants with professional work motivation not only shared such values, but also valued life “here and now”, strived for knowledge and creativity in professional work. Patriotic and lumpenized types of work motivation were expressed by civil servants indirectly. At the same time, employees with the patriotic type had very similar tendencies to self-actualization as employees with the professional type: they tended to live today, appreciated a current moment, strived for harmonious relationships with others, felt natural sympathy, trust in people, sought for new knowledge. The main features of this type, according to the respondents, were increased anxiety, self-doubt, neuroticism. All identified correlations between self-actualization indicators and lumpenized work motivation were negative for civil servants. Economic work motivation was the rarest for civil servants, respectively, the corresponding selfactualization tendencies included only a friendly and impartial attitude towards other people.

Motivation and stimulation of labor activity

2021 ◽  
Author(s):  
Dmitriy Sevost'yanov
Keyword(s):  
Higher Education ◽  
Personnel Management ◽  
Financial Incentives ◽  
Free Time ◽  
Professional Activity ◽  
Federal State ◽  
Educational Standards ◽  
Personnel Manager ◽  
State Educational ◽  
Stimulation Of

The textbook discusses general issues of motivation and analyzes existing theories. The article presents information about financial incentives, moral incentives for personnel, organizational incentives and incentives for free time, as well as on a number of other topics that are practically important in the professional activity of a personnel manager. Special attention is paid to errors and errors in the motivation and stimulation of labor activity. Meets the requirements of the federal state educational standards of higher education of the latest generation. It is intended for students studying in the direction of training 38.03.03 "Personnel Management".

An Overlooked Cost of Contracting Out: Evidence From Employee Turnover Intention in U.S. Federal Agencies

2020 ◽  
pp. 009102602094455
Author(s):  
Gyeo Reh Lee ◽  
Sergio Fernandez ◽  
Shinwoo Lee
Keyword(s):  
Turnover Intention ◽  
Employee Turnover ◽  
The United States ◽  
Federal Agencies ◽  
Public Employees ◽  
Contracting Out ◽  
Work Related ◽  
Data Analyses ◽  
Employee Turnover Intention ◽  
The Impact

Contracting out has long been used in all levels of government in the United States, with federal contract spending increasing 8% to 9% annually since 2015. The literature on contracting out has examined the impact of this practice on the work-related attitudes and motivation of public employees who have transitioned to work for private contractors. However, we understand very little about the effects of contracting out on the overwhelming number of public employees who are not displaced. Given the importance of work-related attitudes and turnover for organizations, this study explores the potential consequences of contracting out for employee turnover intention over a period of several years. The results of panel data analyses suggest that an increase in contracting activity in federal agencies increases the employee turnover intention rate. Contracting out also impacts employee turnover intention indirectly through its influence on job satisfaction.

Bureaucratic Activism: Pursuing Environmentalism Inside the Brazilian State

2019 ◽  
Vol 61 (2) ◽  
pp. 21-44 ◽  
Author(s):  
Rebecca Neaera Abers
Keyword(s):  
Social Movement ◽  
Civil Servants ◽  
Public Employees ◽  
Temporary Employees ◽  
Attitudes And Practices ◽  
Brazilian State ◽  
The Government ◽  
Definition Of

ABSTRACTThis study explores the evolution of the Green Grants program, run by Brazil’s Ministry of Environment, as a means for developing the concept of bureaucratic activism. When the Workers’ Party first took office in 2003, many social movement actors joined the government, especially in that agency. After 2007, however, most of these activists left the government. At the same time, the ministry substituted thousands of temporary employees for permanent civil servants. Surprisingly, this study finds that these public employees carried forward the environmentalist cause, even when this required contesting the priorities of superiors. Examining their attitudes and practices leads to a definition of activism as the proactive pursuit of opportunities to defend contentious causes. The case study helps to develop this concept and to demonstrate that workers inside bureaucracies can engage in activist behavior. It also explores the effects of bureaucratic activism on environmental policymaking in Brazil.

The Canadian Bureaucracy: a Study of Canadian Civil Servants and other Public Employees 1939–47

1950 ◽  
Vol 26 (4) ◽  
pp. 556-557
Author(s):  
G. S. Graham
Keyword(s):  
Civil Servants ◽  
Public Employees

The Canadian Bureaucracy: A Study of Canadian Civil Servants and Other Public Employees, 1939-1947

1950 ◽  
Vol 16 (1) ◽  
pp. 112
Author(s):  
K. B. Callard ◽  
Taylor Cole
Keyword(s):  
Civil Servants ◽  
Public Employees

Acceptance of social innovation in Malaysia

2013 ◽  
Vol 23 (2) ◽  
pp. 222-236
Author(s):  
Maizatul Haizan Mahbob ◽  
Wan Idros Wan Sulaiman ◽  
Samsudin A. Rahim ◽  
Wan Azreena Wan Jaafar ◽  
Wan Sharazad Wan Sulaiman
Keyword(s):  
Social Innovation ◽  
Empirical Studies ◽  
Civil Servants ◽  
Public Employees ◽  
The People ◽  
Key Factor ◽  
On Line ◽  
The Government ◽  
Short Time ◽  
The Impact

Innovation is a key factor to bring about change. The government should formulate policies that are innovative to bring change to the nation. A government that enhances transformation, is a dynamic and progressive government. The Government Transformation Programme (GTP) in Malaysia, that is implemented in three phases started in 2010, is studied to examine how the programme is being accepted by the people. GTP is a programme that has never been implemented before. This programme emphasises more on performance and results of civil servants rather than budget spending. It also emphasises more accurately on planning. The aim is to produce high levels of accuracy and accountability of public employees and to provide rapid results in a short time as desired by the people. The 2011 GTP report showed that more than three million people have been positively impacted by this programme although it has only been implemented for two years. However, empirical studies found that people did not really feel the impact of the GTP programme. Although this programme was advocated through electronic and on-line media, many people still do not understand what is exactly the GTP and what are to be achieved through this programme.

scholarly journals MOTIVATION OF CIVIL SERVICE IN UKRAINE

2021 ◽  
Vol 2021 (1) ◽  
Author(s):  
A. Zhulavskyi ◽  
V. Gordienko ◽  
N. Malko
Keyword(s):  
Public Administration ◽  
Corporate Culture ◽  
Civil Service ◽  
Civil Servants ◽  
Professional Activity ◽  
Remote Work ◽  
Civil Service Reform ◽  
Current State ◽  
Public Servant ◽  
The Government

The article is devoted to the actual issues of the civil service reform in the direction of motivating the civil service, where a personal interest of a public servant is the key to the success of execution of the government tasks that are necessary to perform state functions at the appropriate professional level. An analysis of the existing features of the motivation of the civil service, which are determined in accordance with current regulations in Ukraine, was performed. The possibilities of improving the modern civil service as part of effective public administration by forming effective proposals, which are based on the analysis of the experience of European countries, were identified. The analysis of the legislative and regulatory framework in the field of civil service revealed problematic issues regarding the unequal of the financial remuneration of employees. The current state of ensuring the remuneration of civil servants was assessed. The formation of the salary of employees with mandatory and incentive payments in relation to the minimum wage in the country as of December 2020 was analyzed. Intangible motivations, such as positive honors (awards) for achievements in the professional activity of civil servants, offering remote work, and encouraging employees with corporate culture, which can be used by the head of the civil service office to create a favorable positive atmosphere. Contrary, in certain situations in a public body, negative incentives, e.g. punishment for improper performance of duties or inaction, were investigated. The peculiarities of the motivation of the civil service in Ukraine were identified taking into account experience of France in building a career matrix for the promotion of civil servants in public administration. Shortcomings in the practical components of the application of motivation in working with staff are partially revealed. The directions of reforming and methodical approaches of the civil service in terms of motivation were suggested. The ways of solving and improving the mechanisms of realization of the state policy in the sphere of civil service, namely the improvement of the system of motivation of civil servants were offered. The practical components of motivation were revealed, new mechanisms for improving the implementation of civil service reform were proposed.

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