Civil Service Management Research Articles

Indonesian Civil Service Management in the Health and Disaster Management Sector: Post-COVID-19 Pandemic Prospective

The COVID-19 pandemic as a non-natural disaster has made many countries aware of reform in healthcare systems and services and disaster management, including Indonesia. The high intensity of natural disasters in Indonesia and the presence of non-natural disasters such as the COVID-19 pandemic have become the government's momentum to carry out better mitigation in the future. This study aims to identify and analyse the gap between the existing conditions and the ideal conditions for the needs of the State Civil Apparatus (ASN) in the health and disaster management sector in the future. Using a gap analysis approach with qualitative data collection, this study shows a significant gap between the availability of ASN compared to the number of ASN needed in the health and disaster management sectors in Indonesia. Moreover, to make the health and disaster management sector successful, this study formulates the need for ASNs in strategic positions: Specialist Doctor, General Practitioner, Dentist, Pharmacy and Food Supervisor, and Rescuer. In addition, this study suggests the need for developing ASN competencies in this sector, such as digital services, biotechnology, nanotechnology, integrated flood management, construction of drinking water supply systems and landfills, risk management, and review analysis and mitigation

Talent Management Policy and Meritocracy to Accelerate Bureaucratic Reform of Local Government: Comparative Study of Pontianak and Pekanbaru Cities

The Indonesian government prioritizes implementing talent management for bureaucratic reform in civil service (ASN) management. The merit system index measures the implementation of human resource management based on meritocracy values in government agencies with a minimal score of 250. However, data shows that only 12.8%of district and city local government agencies are included in the good and excellent categories, which is still far from the target set. At the end of 2022, based on data from the Indonesian Civil Service Commission (KASN) assessment results, the Pekanbaru City Government (Riau Province) got an outstanding or “Good” category for the merit system index. On the other hand, Pontianak City (West Kalimantan Province) is also in the excellent or “Very Good” category. This study aims to analyze the efforts made by the Pontianak City Government and Pekanbaru City in implementing the ASN management merit system and identify strategies to implement talent management. Studies are based on the results of qualitative research through collection of data and information from various sources, such as interviews, observations, secondary data, and documentation. Purposive sampling is applied with primary data sources obtained directly from the location through documentary evidence, focus group discussion (FGD), and interviews. The results of the study found that the governments of Pontianak City and Pekanbaru City have prepared several policies and initiatives for merit-based ASN management, as well as the implementation of talent management. Political support encourages the implementation of good talent management to be the key to success, because of the understanding of the importance of human resources to improve public services and encourage economic growth and quality of life in Pekanbaru City and Pontianak City. The absence of in-depth studies of talent management applications in city/regency local governments, especially outside Java, can contribute significantly to both the application practice and the science of administration and public policy.
 Keywords: talent management policy, civil service management, meritocracy, local government, bureaucratic reform

Management of civil services and the supply of civil servants

AbstractThis study proposes an organization–person framework and examines whether management of public officials shapes capable young elites' preferences of government jobs. Using a conjoint experiment in China, we find that monetary and nonmonetary traits of governments jobs alter capable young elites' motivations to engage in public service. In particular, merit‐based selection rule and high wages attract more capable young elites to serve in public services. In contrast, campaign‐style corruption investigation may deter them from serving in government. Furthermore, the effects of civil service management are contingent upon individuals' attributes. Individuals with political connections are less likely to prefer merit‐based selection rules and more likely care about the economic return on government jobs, but intensive corruption investigation is more likely to crowd out those with weak public service motivation.

Implementation of Bureaucratic Reform and Development of Integrity Zones: Study at State Civil Service Agency

Implementing the construction of an integrity zone is one of the steps taken by the government related to bureaucratic reform. The State Civil Service Agency is a government institution responsible for the development and implementation of State Civil Service Management. This research was conducted to describe the implementation of bureaucratic reform that needs to be carried out by the Regional Office XI BKN to move towards a Clean and Serving Bureaucratic Region. By using a qualitative design, it was found that the bureaucratic reform that had been carried out by the Regional Office.

MODERN PRACTICES OF COMBATING BUREAUCRACY IN WESTERN EUROPE

The article is devoted to the disclosure of modern practices of countering bureaucracy in Western Europe. Based on the results of the analysis of the scientific literature on this problem, it was proved that the mechanisms of countering bureaucracy began to form around the relevant legal field, the main of which are: ensuring the election of officials and the possibility of their recall; increasing the responsibility of officials; change of the remuneration system; reducing the field of application of "personal discretion"; conclusion of fixed-term contracts, contracts; control, revision and audit; expansion of opportunities to protect the rights and freedoms of citizens; reducing the limits for the use of personal discretion; professional education. The key areas of implementation of public sector reforms are highlighted: reducing the size and scope of public sector powers; improvement of the system of providing state (administrative) services; as short as possible terms of obtaining public services; change of the civil service management system; introduction of new mechanisms of relations with the public, ethical norms and standards for civil servants; changing the pay system for officials. It is proved that the opposition to bureaucracy in Western Europe had the character of improvement, rationalization of bureaucracy, subordination of its professional activities to the interests of citizens and civil society.

Пути совершенствования антикоррупционной деятельности

The content of the tasks of the National Anti-Corruption Plan for 2021-2024 testifies to the dissatisfaction of the federal government with the results of the measures taken to minimize corruption phenomena in the spheres of state and municipal service. The subject of the study of the article is the suppression of abuse of official position by persons with authority and rights entrusted to them for personal gain. The purpose of the work is to develop organizational and legal measures to improve the management of the public civil service system and personnel in general and anti-corruption activities in particular. The dynamics of corruption crimes over the past few years is given, indicating a significant scale of corruption in government and other structures. Attention is drawn to the shortcomings of the Russian model of public civil service and personnel management. The expediency of including the norms of ethical behavior in the activities of state (municipal) employees in the legal framework and preventing the occupation of public positions by persons with pronounced egocentric character traits and a deformed system of moral values is substantiated. The reasons for the need to change the model of declaring information about property and transactions with it are given. It is proposed to improve, by modifying the BC Certificate, the procedure for declaring information about property by applicants for public positions and civil servants. Based on the analysis of the tasks of the National Anti-Corruption Plan for 2021-2024, conclusions are drawn that they are closely interrelated and justified through the analysis of legal systems and practices of foreign countries, as well as recommendations of key international organizations.

ГОСУДАРСТВЕННАЯ КАДРОВАЯ ПОЛИТИКА И УПРАВЛЕНИЕ ГРАЖДАНСКОЙ СЛУЖБОЙ В СИБИРИ: ОБЩЕИМПЕРСКИЕ СТАНДАРТЫ И МЕСТНАЯ СПЕЦИФИКА В 1800–1860-е гг.

In modern scholarship, the issues of forming a corps of officials in the peripheral regions of the Russian Empire, as well as legislation aimed at maintaining the proper quality of civil service personnel, remain poorly studied. Meanwhile, the business and moral qualities of officials in Siberia, the largest macro-region of pre-revolutionary Russia, were of exceptional importance: civil servants became the main factor in its integration into the state. The role and importance of personnel policy as one of the key directions of the state regional policy, the features of civil service management in Siberia require proper analysis and evaluation. The purpose of the study is to determine the goals and trends in the development of legislation in the field of state personnel policy in the context of implementing the tasks of integrating Siberia into the Russian Empire in the 1800s–1860s. In this perspective, the theme of the integration of Siberia into Russia is being studied for the first time. The work draws upon the frontier and modernization approaches, which made it possible to most accurately understand and evaluate the essence of the strategies of the supreme power in relation to the peripheral regions of the empire. The article concludes that the need to accelerate the administrative development of the Asian part of Russia required the development of legislation on civil service in the region. The legislation included regulations on promotion to the ranks, awarding orders, payment of funds, permission for vacations, and the appointment of pensions. Imperial legislation took account of local specifics and was aimed at overcoming the shortage and maintaining the quality of personnel necessary to solve the problems of public administration, in particular, in the field of justice.

Sociologicheskie issledovaniya v upravlenii gosudarstvennoj grazhdanskoj sluzhboj Rossijskoj Federacii

The article analyzes approaches to the management of the state civil service, touches upon the problems of sociological support for making complex decisions related to institutional changes and directions for improving the efficiency and effectiveness of the public service. Based on a retrospective analysis of the results of sociological research, the focus of the authors' attention shifts to the field of quality and methodological support of monitoring sociological research in the public civil service.

REKONSTRUKSI MANAJEMEN TALENTA ASN MENGGUNAKAN PENDEKATAN SOFT SYSTEM METHODOLOGY

The West Java Provincial Government has implemented talent management in their civil service management system, but still lack with the difficulty of finding suitable employees to be placed in top level manager. This study aims to reconstruct the management of the succession planning for senior civil service positions in the provincial government of West Java for the implementation of better talent management. The soft system methodology-based action research approach is used to find out the reality of the real problems in the management of succession planning for their senior civil service positions. Using SSM Based AR, the authors provide solutions in terms of a conceptual model framework for improving the civil service talent management in the West Java Provincial Government by defining and constructing Systematic Succession and Planning Management.

Applicability of public sector reform initiatives of the Yemeni government from the integrated TOE-DOI framework

Effective resource allocation and accountability are critical for public services in countries facing a crisis, to ensure minimum inequality and even save lives. Administrative innovation is introduced as public sector reform to improve the performance and accountability of public sector organizations. Despite the said benefit, little has been done to study public administrative innovation in countries under crisis. This study extends the literature by examining the attitude of civil service managers to the administrative innovation in the Yemeni government representing a country in crisis from an integrated perspective of technology-organization-environment (TOE) and diffusion of innovation (DOI) theory. Data was collected from a survey of 200 civil service managers of the Yemeni central government. The result shows that the attitude of managers to private sector management style is scored the highest representing the key tool of the public administrative innovation. On the other hand, the downsizing elements were ranked the least significant as public sector reform elements. The explanatory model highlights the use of information technology, quality of human resources, and budget management orientation as significant factors for the applicability of public administrative innovation in the Yemeni central government.

Personnel risks in the personnel management of the State civil service

Personnel risks in the personnel management of the State civil service

ЭВОЛЮЦИЯ СИСТЕМЫ УПРАВЛЕНИЯ ГОСУДАРСТВЕННОЙ СЛУЖБОЙ В РОССИЙСКОЙ ФЕДЕРАЦИИ И СУБЪЕКТАХ РФ

The article examines the development of the sphere of public service management in our country and its current state. It is concluded that at the federal level, we can talk about the formation of a certain system for the management of the civil service at the present time. There is a rather heterogeneous picture in the regions, which is due to the fact that each of them chooses the most convenient form for themselves. The article presents a classification of approaches to the organization of the implementation of functions for the management of the state civil service in the subjects of the Russian Federation

Infrastructural Readiness of Public Sector Talent Management in the Provincial Governments of South and Central Sulawesi

This study of the readiness of public sector talent management infrastructure aimed to assess local government readiness for public sector talent management implementation, with a focus on provincial governments in South and Central Sulawesi. A qualitative approach was employed using a case study. Data were collected from the regional civil service agencies of the provincial governments of South and Central Sulawesi, using interviews and document analysis. According to the findings, provincial governments had prepared infrastructural support as part of public sector talent management implementation, including job mapping, talent profiles, assessment centers, competence tests, job competence standards, performance evaluation standards, career pattern human resource databases, talent management information systems, and funding. The previous implementation of a merit system policy boosted capital in assisting talent management implementation. Several issues hampered the implementation of talent management, including a lack of socialization about technical guidance for talent management, limited funding, policy overlap regarding civil service management, and a mismatch in the number of assessment centers and competence test assessors not being proportional to the number of employees in provincial governments.
 Keywords: talent, talent management, merit system

Sabotage of Russian Officials and Main Measures to Combat It

The results of testing the hypotheses put forward in the work suggest that, firstly, foreign measures are poorly applicable to eliminate sabotage by Russian officials and there is a need to develop individual measures to combat sabotage in the Russian civil service. Secondly, purposeful work on a systematic fight against sabotage of civil servants is not yet being carried out. The extremely poor knowledge of the identified problem set tasks aimed at expanding the objects of research, drawing conclusions about the current state of sabotage in the domestic civil service. The main results were obtained by analyzing the literature and researching surveys of civil servants at the federal and regional levels, conducted by other scientists. At the same time, the emphasis is on studying the opinions of experts, former and current officials, and on their basis, conclusions are drawn about the current state of sabotage in the Russian civil service. As a result, new and refined measures are proposed to combat sabotage of Russian civil servants (organize courts of honor; eliminate overtime unpaid work of civil servants; adjust the regulations for the work of officials; provide non-material benefits to civil servants that reduce the value of rest for them; introduce classical schemes for combating shirking in the civil service, borrowing them from commercial structures; to reduce staff turnover; to increase the attractiveness of the civil service; to establish standards for anti-sabotage behavior). It seems that the questions raised in this article will allow future researchers to better understand the directions of potential research in the field of sabotage of officials, to compose representative questionnaires and identify the right questions for in-depth interviews of civil servants in this area, to develop other measures to improve the management of civil service in the Russian Federation.

ESSENCE AND SPECIFICITY OF CIVIL-LEGAL MECHANISM OF RIGHT TRANSFER IN LEGAL RELATIONSHIPS OF COMMON PROPERTY

The purpose of the article is to highlight the problematic issues in reforming the civil service and the role of prosecuting authorities in improving the quality of service delivery and public confidence. Methods. In defining and working out the directions of reforming public administration, the theoretical and prognostic method was used. Results. The directions of public administration reform are defined: formation and coordination of public policy; modernization of the civil service and human resources management; ensuring accountability of public administration bodies; provision of administrative services; management of public finances. The need for raising public confidence in state institutions of public power during reforms was emphasized. The article covers the problems of reforming the civil service in the context of the European integration process in Ukraine, and the role of the prosecutor’s office in this reform. Based on the analysis of legal acts defining these areas, the problem issues of public service in the prosecutor’s office and the State Bureau of Investigation are identified. It is emphasized that effective public administration implies the ability of a country to provide administrative services and ensure its economic growth and competitiveness in the international arena. Civil service reform largely determines the success of other reforms, the results of which are directly dependent on the quality of government decisions. The directions of public administration reform are defined: formation and coordination of public policy; modernization of the civil service and human resources management; ensuring accountability of public administration bodies; provision of administrative services; management of public finances. It is proved that the reform of the civil service largely determines the success of other reforms, the results of which are directly dependent on the quality of the administrative decisions of the state bodies. It has been found out that the reform of the civil service is an integral part of the more general reform of the public administration (public administration) together with the reform of the system of executive bodies, the reform of administrative services, the reform of the system of public finances. It has been concluded that the implementation of public administration reform – in general and the prosecutor's office – in particular, can produce the following results: improving the quality of public services to be provided by competent staff. The prosecution service must be depoliticized, stable and professional, citizen-oriented in order to accomplish its tasks in the interests of the state, transparent and controlled by civil society. Ultimately, this will increase citizens' confidence in government and public institutions, which is the key to the success of reforms.

Применение бизнес-технологий в управлении кадрами органов власти Липецкой области

Times of crisis have always required particular approaches to human resource management in all governing bodies, especially in the «managerial» category. Nowadays, it is crucial to understand whether a particular person can cope with new, more complicated tasks, possesses the competencies needed at the moment, and knows how to adapt to the demands of the times. The application of traditional methods to assess managerial personnel is becoming less relevant, while tests in situations as close to realities and potential challenges as possible are in demand. Personnel management technologies allowing to obtain reliable information were developed, tested, and successfully used in both foreign and Russian business structures. The Department of Civil Service and Personnel Management of the Lipetsk region administration has adapted some of the HR technologies from the business sphere to the specifics of the civil service. For example, the authorities combined the annual personnel commission, the institute of successors, and the assessment center evaluation into a single comprehensive evaluation system. The article describes the procedure for implementing a comprehensive evaluation, presents its advantages, and provides data on the practical results of its systematic use in human resource management in the region. The proposed methodology can be helpful to public authorities in assessing personnel in the civil service.

Особенности должностной структуры и денежного содержания на государственной гражданской службе США

The article considers the issues of legal regulation and peculiarities of the U.S. civil service organization. The study traces the stages of formation and development of the U.S. civil service and the transition from a «trophy» system to a meritocratic system. The article lists the most correct decisions in the civil service organization that U.S. presidents have made over the past decades. In the U.S., there is a specific civil service management body, the U.S. Office of Personnel Management, and other collegial structures intended to increase the openness and competitiveness of the U.S. civil service. The study provides current statistics describing the U.S. civil service by the total number of employees, the average length of service, and salaries. The U.S. consistently creates conditions to attract people with disabilities to public service, with the total number of employees with disabilities being close to 10 %. The author focuses on the U.S. civil service position structure and a review of the factor evaluation system to justify assigning a particular position to a specific grade.

The Impact of Overseas Training on the Performance of Bangladesh Civil Service: The Case of AIT Extension Training, Thailand

Public administration has to compete with private sectors in terms of quality service delivery to citizens. In this context, civil service training, especially overseas training, has been considered the most significant requirement to increase the performance of the Bangladesh Civil Service. This article tries to explore the impact of overseas training on the performance of the Bangladesh Civil Service. To achieve this objective, this study interviewed Bangladesh Civil Servants who participated Asian Institute Training (AIT) Extension training programme from 2016 to 2018. A mixed-method was applied to analyse the collected data. It found that Bangladesh Civil Servants, who have received AIT Extension training, were satisfied with the training management of AIT. Participants believed that such overseas training positively contributes to enhancing the performance of the Bangladesh Civil Service. However, this study also disclosed that fewer overseas training opportunities for young civil servants, lack of need-based training, and poor management of overseas training policy are the main obstacles in Bangladesh Civil service management. This article strongly recommends that there must be a detailed overseas training policy management and more collaboration with international training institutes to get better performance from the government officers in Bangladesh.

The Critical Impact of Better Civil Services Reforms on the Better Governance of the Country: A Study of Pakistan

A long history of poor management, rampant corruption, and politicization of civil service has left Pakistan in an economic quagmire, inequitable growth, and political instability. Pakistan’s civil service,by all parameters, has failed to provide effective service delivery and other basic services of public welfare. In the public eye,the country’s civil service officers are seen as non-compliant and least responsive, and uncompassionate behavior coupled with bureaucratic hurdles further aggravate the exploitation of the common masses. The lack of transparency and the military's ability to interfere in the public domain have raised concerns about the state's ability to maintain order. The government should prioritize reforms to transform the Armed Forces into a more effective and efficient organization. Since its inception in 1947, Pakistan has made many attempts to reform civil services, but no real change on the ground calls for turning the elusive dream of civil service delivery into reality. If the flaws of an unreformed bureaucracy remain unaddressed, the government may risk its chances of gaining public support.

Legal and educational areas of improving civil service management systems in Ukraine and Poland

The objective of the research was to structure conceptual approaches for the establishment, development and improvement of the formation and functioning of (civil) public management systems in Ukraine and the Republic of Poland, as well as the identification of ways and methods to improve national mechanisms for the implementation of the state personnel policy, based on the modern positive Polish experience. The positive experience of modelling an effective public (civilian) service management system in Poland that can be used in Ukraine to solve its problems has been systematized. Materials and methods were used from the analysis of documentary sources. The basis was the dialectical method of knowledge of the facts of social reality, on which formal and comparative legal approaches are largely based. Conclusions indicate that ways and directions for further reform of the management system in the field of public service in Ukraine, include the further integration of the national public service model, and management mechanisms in this area to the standards of the single administrative area within the framework of the Association Agreement between Ukraine and the European Union.