EVOLUTION OF THE PUBLIC SERVICE SYSTEM AND TRAINING OF PERSONNEL FOR IT IN THE OREL REGION IN THE XVI - XX CENTURIES

2021 ◽  
Vol 10 (2) ◽  
pp. 12-22
Author(s):  
V.A. LIVTSOV ◽  
◽  
A.YU. SARAN ◽  
Keyword(s):  
Civil Service ◽  
Service System ◽  
Educational Institution ◽  
Civil Servants ◽  
Educational Institutions ◽  
The Public ◽  
State Apparatus ◽  
Multi Level ◽  
Training Of Personnel ◽  
And Training

The purpose of the article is to analyze the evolution of the civil service system on the territory of the Orel Region in the XVI – XX st centuries and the develop-ment of methods of training personnel for it. There are several stages: in the XVI – XVII centuries there was no special system of service people training, the ser-vice class was trained in the process of practical work. In the XVIII – XIX centuries, as the civil service was differentiated into civil, military, diplomatic, court, etc., the systems of general and special education were formed, which provided professionally trained civil servants. The peculiarity of this period is the inclusion of the clergy in the officialdom. The next period covers 1917–1991, and its peculiarity is the actual inclusion of the Communist Party cadres in the state apparatus. During this period, a multi-level system of party, Sovi-et-party educational institutions for managerial person-nel training and retraining is being formed. Finally, the period after 1991 was marked by the emergence of a universal multi-level educational institution for civil servants training and regular retraining – the Russian Academy of National Economy and Public Administration with dozens of regional branches. The creation of the Central Russian Institute of Management – a branch of the RANEPA, completes the development of the regional system of civil servants training in the Orel Region.

scholarly journals Features of personnel management in the public service system of the republic of Kazakhstan

2021 ◽  
Vol 101 (1) ◽  
pp. 57-69
Author(s):  
Yu. Kim ◽  
Keyword(s):  
Social Security ◽  
Public Administration ◽  
Personnel Management ◽  
Public Service ◽  
Civil Service ◽  
Service System ◽  
Civil Servants ◽  
Theory And Practice ◽  
The Public ◽  
The Republic

Object: It is a social relations, developing in the sphere of formation of the civil service in the Republic of Kazakhstan. National and other countries experience indicate that it is impossible to create an effective public service system without developing scientifically based and verified concepts and features of personnel management in the public service system, which would eliminate systemic contradictions in the legal regulation. The growth of scientific interest in the problems of theory and practice of public service has objective grounds of the study. Methods: Methods of grouping and classification, as well as methods of mathematical modeling, were used in the processing and systematization of data. An econometric model was constructed. Findings: While investigating the features of personnel management in the system of civil service of Kazakhstan, it was revealed that the civil service is based on certain principles, on the basis of which it is possible to carry out personnel planning to respond to changes in the needs of the public service. The authors hypothesized, there is a relationship between the indicator "Services in the field of public administration; services in the field of mandatory social security" and the factor "The list number of employees in the field, mandatory social security" and "The average monthly salary of civil servants". A regression analysis was performed to prove or disprove this hypothesis. Conclusions: Based on the analysis we can say with confidence, the hypothesis put forward about the relationship between the indicators in previous stage are confirmed. The authors comes to the conclusion that the staffing of civil servants is a necessary management process, since the effectiveness of the activities of public authorities is largely determined by the quantity and quality of resources for effective public administration

scholarly journals Some Issues Of Improving The Civil Service System In The Republic Of Uzbekistan

2021 ◽  
Vol 03 (04) ◽  
pp. 380-384
Author(s):  
Rakhmonov Zafarjon Zayniddinovich ◽  
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Service System ◽  
Civil Servants ◽  
Selection Procedures ◽  
The Public ◽  
Regulatory Documents ◽  
The Republic

This article describes the civil service in the Republic of Uzbekistan, including the civil service system, regulatory documents, the need and importance of their improvement. At the same time, the article focuses on improving the procedure for admission, passage and termination of civil service, labor and responsibility of civil servants in general, reducing a number of legal gaps in the legislation on civil service, creating a transparent mechanism for admission and transition to the civil service, including the development of selection procedures , training and placement of modern and innovative personnel in the public service. In addition, proposals and recommendations have been developed to improve the civil service in the Republic of Uzbekistan.

scholarly journals LEGISLATIVE BASES OF PROFESSIONAL-QUALIFICATION COMPLEX FORMATION OF HUMAN POTENTIAL IN THE SYSTEM OF CIVIL SERVICE OF UKRAINE

2019 ◽  
Vol 4 (44) ◽  
pp. 51-64
Author(s):  
Yevhen Grebonozhko
Keyword(s):  
Civil Service ◽  
Service System ◽  
Civil Servants ◽  
Human Potential ◽  
Government Service ◽  
Professional Qualification ◽  
The Public ◽  
Potential Formation ◽  
Legislative Framework ◽  
Further Development

The article shows the legislative framework of the professional qualification component of human potential formation in the system of civil service of Ukraine. In particular, the laws of Ukraine on public service, decrees of the President of Ukraine, subordinate legal acts, which created conditions for the development of the national civil service system in 1991-2018, were analyzed. The analysis of Ukraine legislation about government service gives an opportunity to find out not only the conditions of development of national government service system in 1991-2017, but also conceptualize an experience of human potential formation in the system of government service of Ukraine. The author showed the transition from the labor to the public concept of relations in the civil service system of Ukraine, which implies a different view of the identification of workers and employees. This was typical of the countries with the socialist system of law, according to the doctrine of which, every person participates in society, regardless of the scope of his/her work. It was justified that the process of further development of the civil service in Ukraine requires the attention of scientists and legislators on such issues, as strengthening legal guarantees, social and moral protection of civil servants in their professional duties, improving the mechanism of accountability of civil servants, consistent with the rules of administrative, civil, financial, labor and criminal law. The next reform tasks are to improve the system of criteria for evaluating the activities of civil servants. The author also analyzes the means and capabilities of reports on the civil service system in Ukraine. This allows to get statistics and conduct quality analytics. The article contains statistical data on the number of civil servants

Careers in the Dutch civil service: a gender perspective

2009 ◽  
Vol 75 (3) ◽  
pp. 493-507 ◽  
Author(s):  
Sandra Groeneveld
Keyword(s):  
Gender Differences ◽  
Psychological Contract ◽  
Civil Service ◽  
Work Motivation ◽  
Civil Servants ◽  
The Public ◽  
Representation Of Women ◽  
Career Trajectories ◽  
Career Opportunities ◽  
The Impact

This article focuses upon gender differences in the satisfaction with career opportunities of civil servants in the Netherlands. Women have become better represented at all levels in the Dutch civil service in recent years, but they are still underrepresented in the higher level positions. Nevertheless, women are slightly more satisfied with their career opportunities than men are and they seem to be increasingly so. Their relatively positive evaluation of extrinsic aspects of their work situation is one of the explanations of this finding, as is their higher intrinsic work motivation compared to that of men. It is suggested that the career orientations and aspirations of women better fit the changing context of career formation in the Dutch civil service and the accompanying new psychological contract. Points for practitioners The Dutch civil service has set ambitious targets with respect to the representation of women at all levels in the service, but insight into the determinants of women’s careers in the public sector is still very scarce. The findings in this article show that there are gender differences in the weighting of intrinsic and extrinsic aspects of the work in evaluating one’s career opportunities. Besides, the article may assist human resource management practitioners in anticipating the impact of changing career trajectories on the career satisfaction of male and female civil servants.

scholarly journals Limits of exercising the rights to leasing out property by public institutions of higher education

2020 ◽  
pp. 7-12
Author(s):  
Mykola Moroz
Keyword(s):  
Higher Education ◽  
Real Estate ◽  
Educational Institution ◽  
Public Institutions ◽  
Educational Institutions ◽  
Institutions Of Higher Education ◽  
Higher Educational Institutions ◽  
The Public ◽  
Higher Educational ◽  
The Right

Problem setting. Leasing out property that is involved in educational, academic, training and production, scientific activities by the public institutions of higher education often leads to violation of the rights of other participants in educational activities. They are sure to be a result of violating the limits, established by the current legislation, of exercising the rights to leasing out property by the public institutions of higher educational. Analysis of recent researches and publications. The issues of state property lease have been studied by many scholars. Basic research in this area has been conducted by I. Spasibo-Fatieieva, O. Lipetsker, Ye.Kazarenko, V. Steshenko, M. Pronina, S. Puhinsky, T. Potapenkova, Yu.Basin, D. levenson, N. Khashchivska, N. Milovska and other scientists. Target of research. The aim of the paper is a comprehensive study and analysis of the limits of exercising the rights by the public institutions of higher education to leasing out their own property. To achieve this goal the following tasks should be solved: 1) to define the limits of exercising the rights by the public institutions of higher education to leasing out their own property; 2) to determine the legal consequences of concluding lease agreements by the public higher educational institutions in violation of current legislation. Article’s main body. The article conducts a general study and analysis of the right of the public institutions of higher education to lease property. The author emphasizes that public higher educational institutions have the right to lease out only real estate and other individually identified property. The legal consequences of concluding lease agreements by public higher educational institutions in violation of the current legislation have been studied. Conclusions and prospects for the development. Summarizing the results of the study we can formulate the following conclusions. The public institutions of higher education have the right to lease out real estate and other individually determined property in the manner prescribed by law and subject to statutory restrictions (without the right of redemption and sublease, when it does not worsen the social and living conditions of persons studying or working in the educational institution). While leasing the property, the public higher educational institution realizes primarily their own property interests, at the same time, indirectly realizing the property interests of the state. If the lease agreement of real estate and other individually determined property of higher educational institutions is recognized as invalid, it may be recognized as invalid only for the future.

scholarly journals CORPORATE CULTURE OF GENERAL EDUCATIONAL INSTITUTIONS: ADMINISTRATIVE ASPECT

2017 ◽  
Author(s):  
S. Red’ko
Keyword(s):  
Corporate Culture ◽  
Personal Development ◽  
Educational Institution ◽  
Integral Characteristic ◽  
Educational Institutions ◽  
Teaching Staff ◽  
Business Practices ◽  
The Public ◽  
Head Of School ◽  
Education And Development

The article is devoted to the corporate culture of an educational institution as a factor in the success of its operations. The quality of educational services, relationships in the teaching staff, the atmosphere of schools that meet the requirements of our time, the demands of the public, have a high reputation and are competitive in the educational market depends on the level of formation of corporate culture. However, the problem of the formation and development of corporate culture schools for a long time remained unnoticed today still at the periphery of research practices. Today in Ukraine corporate culture has not been reflected in the regulatory legislation and education based on the general cultural level of society, morality, business practices, etc., whose condition is caused by the level of economic development. The management of corporate culture is open and clear enough for most school leaders, and therefore there is a need to disseminate information on the role of corporate culture, mechanisms of implementation and management of its formation. The main structural elements of organizational culture seen in the mission, values, standards system to ensure the process of training, education and development of children; the attitude of teachers to the goals, objectives, results of work of educational organizations; communication and informal rules of behavior, choice of appropriate leadership styles, conditions for creativity teachers, traditions, rituals and ceremonies that are accepted in school; staff attitude to themselves as members of the teaching kolekyvu, opportunities for their personal development. We believe that the culture of an educational institution should be considered first, as a system of collective values, norms and traditions of life common students and teaching staff, and secondly, as an integral characteristic of individual school community; Thirdly, as the most important factor of socialization of students. A key step in the formation of corporate culture is to define the mission and vision of the educational institution. In the mission and goals of the institution should have reflected the basic values that are specified in the concept of school. An important role in the corporate culture of an educational institution plays a presence bright, charismatic personality of the head of school. The researchers emphasize that the most successful developing corporate culture in educational institutions, led by creative director are ready to innovate, informally linked to a function that can create a team which interact on an equal footing teachers, students their parents and the public.

scholarly journals Reducing Corruption through Enhancing Public Service Ethics in Bangladesh

2015 ◽  
Vol 4 (1) ◽  
pp. 1 ◽  
Author(s):  
Fakhrul Islam ◽  
Anindyta Deb Ananya
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Civil Servants ◽  
Ethical Code ◽  
Survey Method ◽  
Government Officials ◽  
Social Survey ◽  
The Public ◽  
Government Organizations ◽  
People’S Perception

Corruption exists within and between government organizations as the form of bribing, swindling, favoritism and many other forms which destroys the public morale. It spreads its greedy clutches all over the country; Government officials are engaged in corruption for greed for power, selfishness, wealth and money. This paper is an attempt to identify the forms of corruption in civil service and how ethical code of behavior to reduce the level of malfunctions. Social survey method has been followed for this study where the factor has been explained to know the perception of general people. The study finds that lack of accountability and transparency, dishonesty, nepotism and favoritism are also responsible for corruption and made suggestions to combat corruption in Bangladesh based on the perception of civil servants and the general people.Keywords: corruption, public service, ethics, people’s perception

Administrative elites in the Netherlands from 1980 to 2011: making the invisible visible

2014 ◽  
Vol 80 (4) ◽  
pp. 726-745 ◽  
Author(s):  
Jos Raadschelders ◽  
Frits M. Van der Meer
Keyword(s):  
Public Management ◽  
New Public Management ◽  
Civil Service ◽  
Central Government ◽  
Service Level ◽  
Civil Servants ◽  
The Public ◽  
Management Group ◽  
New Public ◽  
Administrative Elites

The Dutch top civil service level has seldom been described in ‘elitist’ terms; befitting a country with a strong egalitarian social culture. Though formally open to outside recruitment, in practice the (top) civil service in central government is a rather closed system. There is relatively little occupational mobility between these civil servants and political officeholders, and virtually none between the public and the private sectors. However, some initiatives have recently been taken to improve this external mobility. New Public Management has had little impact upon the structure and functioning of the Dutch administrative elites. More important for the positioning and functioning of these civil servants has been the creation of the Senior Executive Service, and, within the SES, the top management group. By creating this career system at the very top of the civil service at the central level, the elite nature of the top civil servants has been reinforced. Points for practitioners The structure and functioning of the Dutch civil service has not been influenced by New Public Management (NPM). The rotation of positions at the top, through the Senior Public Service, is mainly inspired by the effort to decrease the compartmentalization of government departments. What has changed is the environment in which higher civil servants work, with Parliament, media and citizens demanding fast and tangible results.

scholarly journals Police service in the civil service system: foreign experience of some democratic states

2020 ◽  
Vol 4 (4) ◽  
pp. 29-34
Author(s):  
Andriy Ivanytsya
Keyword(s):  
Police Officers ◽  
Civil Service ◽  
Service System ◽  
Service Selection ◽  
General System ◽  
The State ◽  
Civil Servants ◽  
The European Union ◽  
Organizational Models ◽  
The Republic

he study analyzes the experience of advanced democracies, as well as some postSoviet states that have implemented successful reforms and joined the European Union, on models for building a civil service system and the division of civil servants into categories, types and groups. It is noted that the civil service is classified according to various criteria, in accordance with the division by branches of government service is allocated in the legislative, executive, judicial branches, there is a division into civil, specialized and militarized civil service (the latter include police). It is emphasized that the specifics of the civil service system and, accordingly, the place of service in the police were influenced by a number of factors, namely the historical development of the state, the legal system, the form of the state. In accordance with such traditions, there are three groups of models of foreign civil service: organizational models with a division into centralized and decentralized, a model of openness with a division into career, job or open, Anglo-Saxon and continental (from the standpoint of Western civilization). It is also outlined that due to traditions in the world, the terms "civil service", "public service", "civil service" are interpreted differently. Specific examples of division into different categories of civil servants and the place among such division in France, Germany, Hungary are considered. Particular attention is paid to the legislation of the Republic of Lithuania, which regulates civil service and the place of service in the police in the general system. It is noted that police officers are statutory civil servants who are subject to special legislation determining the specifics of service, selection and dismissal, their system of ranks, etc., and who are not covered by the Law "On Civil Service" of the Republic of Lithuania.

scholarly journals The Reform of the Civil Service System in China 1993–2009

2019 ◽  
Vol 12 (5) ◽  
pp. 15
Author(s):  
Guzel Vasilevna Rakhimova ◽  
Dmitry Evgenyevich Martynov ◽  
Yulia Aleksandrovna Martynova ◽  
Glushkova Svetlana Yurievna
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Service System ◽  
Civil Servants ◽  
Fourth Generation ◽  
Positive Experience ◽  
Selection Processes ◽  
The People ◽  
Adoption And Implementation ◽  
Moral Standards

The paper is devoted to the analysis of public service reforms in China in the period of 1993 - 2009. The reforms, in part, took advantage of the positive experience of the Chinese past. They were aimed at improving the efficiency of civil servants by introducing more competitive selection processes, incentives to encourage activities and tightening control and supervision. The processes of selection, appointment, training, dismissal and retirement of civil servants were also streamlined. The chronological scope of the study is determined by the dates when the Interim Regulation on Civil Servants (1993) was adopted, and up to the date of adoption and implementation of the full-fledged Law on Civil Servants (2006). Then the first consequences of the reforms began to be felt: the legalization and normalization of the personnel system, the motivation to show high moral standards for civil servants who could gain respect from the people, and the activation of their high moral and business qualities. In part, the adoption of these laws was accompanied by the coming to power of the fourth generation of leadership of the CPC and PRC.

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