Кадровый резерв государственной гражданской службы как объект управления. (State Civil Service Personnel Reserve as a Control Object.)

2017 ◽  
Author(s):  
Marina Apon
Keyword(s):  
Civil Service ◽  
Control Object ◽  
Service Personnel

Evolution of public administration in the post-Soviet countries. The Republic of Kazakhstan

2021 ◽  
Vol 23 (1) ◽  
pp. 89-118
Author(s):  
YERLAN ABIL ◽  
◽  
AIGUL KOSHERBAYEVA ◽  
MARIAN ABISHEVA ◽  
AIDANA ALDIYAROVA ◽  
...  
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Training System ◽  
The State ◽  
Civil Servants ◽  
Main Element ◽  
Personnel Training ◽  
Service Personnel ◽  
Political Transformations ◽  
The Republic

The article examines and analyzes the process of the formation and development of the public administration system in the Republic of Kazakhstan. Attention is paid to the period after Kazakhstan declared its independence and the Republic’s secession from the USSR in 1991. The article provides a detailed analysis of the three stages of administrative reform aimed at the formation of a modern system of public administration in Kazakhstan; the work also contains a detailed description of the regulatory documents adopted at each stage. The system of training and education of civil servants in the Republic of Kazakhstan is described in detail; the main element is universities, which are the foundation in the system of training civil servants. The system of civil service and civil service personnel training is shown in the context of the socio-economic and political transformations of the Republic, its fundamental legislative acts and regulations, decisions of the country’s authorities, strategies, and state programs. The authors emphasize the close interconnection between the civil service and civil service personnel training system with the state policy of the Republic of Kazakhstan as an integral and most important part of the state. At the beginning of the article, there is a comparative analysis of the socio-economic development of Kazakhstan, based on information from the official international indices of economic and social development.

MANAGING THE MOTIVATIONAL PROFILE OF THE ORGANIZATION'S PERSONNEL

2020 ◽  
Vol 2 (11) ◽  
pp. 53-58
Author(s):  
A. E. BIRYUKOV ◽  
◽  
Keyword(s):  
Environmental Protection ◽  
Civil Service ◽  
The State ◽  
Nature Management ◽  
Service Personnel ◽  
Managerial Decisions ◽  
Motivational Profile ◽  
The City

The article analyzes the motivation systems of the organization's personnel and their features, forms and types of motives. The main technologies for providing motivational personnel potential are identified. The description of the invariant of the state civil service personnel profile is presented. Variants of the motivational profile for the staff Of the Department of nature management and environmental protection of the city of Moscow have been developed, taking into account the level of responsibility for making managerial decisions. Specific procedures for managing the motivational profile of the Department's civil service personnel are outlined.

Coaching as management style and technology for professional development of civil service personnel

2021 ◽  
Vol 23 (3) ◽  
pp. 20-23
Author(s):  
EVGENY BOGATYREV ◽  
Keyword(s):  
Professional Development ◽  
Economic Development ◽  
Personnel Management ◽  
Civil Service ◽  
Management Style ◽  
Human Potential ◽  
Modern Life ◽  
Service Personnel ◽  
Traditional Training ◽  
Distribution Of Powers

The article discusses the methodology of coaching as management style and technology for professional development of civil service personnel in executive bodies. The author mentions the problem of developing the employee’s potential, self-realization in the process of training as well as improving personal and professional efficiency. In this study, special attention is paid to improving the effectiveness of human potential. Currently, personnel management and its professional development should be considered as an inseparable process, since it has largely exhausted its resources and does not give the necessary effect. Traditional training does not ensure that personnel receive appropriate competencies that are in demand at the increasing pace of economic development and other spheres of modern life. Today, personnel management is still carried out through the distribution of powers and responsibilities, setting tasks and passing instructions, stimulating and motivating, encouraging and punishing, but at the head of this process should be a concern for creating conditions and atmosphere for realizing person’s natural ability to learn and think independently, that is, a strategy for managing professional development.

Adaptation of civil service personnel: organizational and legal analysis

2021 ◽  
Vol 23 (2) ◽  
pp. 28-33
Author(s):  
DARIA TRUKHANOVICH ◽  
Keyword(s):  
Russian Federation ◽  
Civil Service ◽  
Civil Servants ◽  
Organizational Analysis ◽  
Legal Analysis ◽  
Public Authorities ◽  
Khabarovsk Krai ◽  
Service Personnel ◽  
The Russian Federation ◽  
Adaptation Practices

In this article, the author carries out the organizational and legal analysis of the adaptation of personnel in the state civil service. The results of the study suggest that the existing legislation does not contain provisions directly regulating the process of adaptation for civil servants. The article presents a comparative analysis of the personnel adaptations and probation period, identifies the main differences of these technologies. The organizational analysis of civil service personnel adaptation is carried out on the experience of using this personnel technology in the Ministry of Culture of Zabaikalsky Krai, the Ministry of Labor and Social Development of Omsk region, Executive authorities of Penza and Yaroslavl regions, Khabarovsk Krai and St. Petersburg, in the Ministry of Industry and Trade of the Russian Federation, and in the Pension Fund of the Russian Federation. The analysis of adaptation practices implemented in the different bodies of public authorities of the Russian Federation allows to conclude that, currently, there is no single approach to civil service personnel adaptation. There are often formal practices that fail to achieve their goals. Government bodies today increasingly pay attention to the need to regulate the adaptation process of employees, however, they implement their programs with varying degrees of success. Not all government bodies effectively use the adaptation mechanisms for civil servants, which means that measures must be taken to correct the situation. The author sees the solution of the problems in changing the legal and organizational basis for the personnel adaptation in the civil service.

scholarly journals AREAS OF IMPROVEMENT OF LEGAL REGULATION OF PERSONNEL SERVICE PROVISION

Social Law ◽  
2019 ◽  
Author(s):  
A. Andryeyev
Keyword(s):  
Work Experience ◽  
Civil Service ◽  
Professional Competence ◽  
Personal Responsibility ◽  
Civil Servant ◽  
Legal Regulation ◽  
Criminal Code ◽  
Civil Servants ◽  
Service Personnel ◽  
Education Data

It is stated that the current legal regulation of the personnel support of the civil service of Ukraine does not fully satisfy the needs of the society for the purposes of ensuring the fulfillment of the tasks set, and therefore the issues related to the improvement of the existing mechanisms are still not relevant, since the proper functioning of the state institutions is impossible without a skilled and powerful state apparatus. The list of problems of legal regulation of the civil service personnel is determined. Suggestions are made to address these issues. It is established that one of the problems of legal regulation of the personnel support of the civil service of Ukraine under the national legislation is the imperfection of the current legislation in this field, which creates "hidden opportunities for positions". Attention was drawn to the need to address corruption issues, in particular, the strengthening of control by staffing services was proposed. For example, when recruiting a candidate for a civil servant position, the HR should, along with checking education data, work experience, etc., pay attention to identifying moral and ethical qualities and the absence of allegations of corruption in the past. The article analyzes the aspects of optimization of legal regulation of public service personnel. It is proposed to optimize the legal regulation of the staffing of the civil service of Ukraine in several stages in order to increase the level of professional competence of civil servants. Some researchers have expressed their views on this issue, of which the proposal to focus attention on attracting young creative personnel to the civil service is particularly interesting. In this case, it is advisable to amend Article 19 of the Law of Ukraine "On Civil Service" of 10.12.2015 No. 889-VIII with the establishment of the maximum age of admission to the position of civil service, which in practice can really contribute to the formation of a qualitatively new composition of civil servants. You can set an approximate age of 30 years. Among the areas of optimization of the legal regulation of the personnel support of the civil service of Ukraine, at the stage of raising the level of professional competence of civil servants, the extension of the personal responsibility of civil servants is highlighted. The main problems for today are that the current Law of Ukraine “On Civil Service” of December 10, 2015 No. 889-VIII provides only two types of liability of civil servants - disciplinary and material. In the Criminal Code of Ukraine and the Code of Ukraine on Administrative Offenses, firstly, the legislator does not use the term "civil servant", and secondly, there are no sections directly related to the offenses and crimes of public servants in the structure of these normative legal acts. the rules may be contained in different sections of the codes.

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