Civil Service Management Research Articles

REENGINEERING OF HUMAN RESOURCE MANAGEMENT PROCESS FOR CONTROL OF STAFF AND THE WAGE BILL IN CAMEROON

Over a number of years, Cameroon has undertaken a number of actions aiming at controlling the wage bill of the civil service. Despite all these efforts and enormous budgets, the country is not always able to achieve this goal. The control of the wage bill and the number of civil servants has become a well-worm subject. Actions that have been undertaken range from the physical census of public officials to computerization operations. This gave rise to the implementation of two software systems, ANTILOPE for the payroll management and SIGIPES for the career profiles processing of public officials. However, many questions still remain in Cameroonian’s minds (1) What is problematic in this management? (2) What is the best way to manage the public expenditure? This work presents a new procedure of staff control management of the Cameroonian civil service. This procedure results from the reengineering of the existing administrative procedures in order to allow each participant of the payroll processing chain to fully play its role for a proximity management, thus guaranteeing the payroll control through the control of staff and skills. In addition, we can aggregate the improvement of the quality of service in the administration and the prospective management of skills and workstations in line with the evolution of the environment. The new state human resources management procedure takes into account the division of administrative work and the role of each administration in the management and control of the state's HR management.

Recruitment Strategies for a Sustainable Pipeline of African American College Graduates as Civil Servants

Government leaders have not been successful in their strategies for developing a pipeline of African American college students to address the absence of African American representation in civil service management positions. The civil service’s pipeline of African American college graduates is insufficient for demand. The purpose of this qualitative modified Delphi study was to build consensus among a nationwide expert panel of government-affiliated talent managers regarding a grand strategy for creating a sustainable civil service pipeline of annual graduating classes of African American collegians. The panelists’ generated six solutions, which represented the grand strategy for this civil service pipeline.

Educational analysis on the pathology of the Civil Service Management Law with emphasis on the prevailing systemic approach to various areas of human resource management in government organizations in Iran

The purpose of this study is to examine the pathology of the Civil Service Management Law by emphasizing the prevailing systemic approach to various areas of human resource management in government organizations in Iran. The method of this research is descriptive-survey. Statistical samples were selected through quota and judgmental sampling. First, the interview was conducted with a statistical sample and then with the Delphi method of three stages and exploratory factor analysis. The classification of injuries in the Civil Service Law was performed according to the system characteristics in seven categories. The results showed that pathology has been studied in terms of generalization characteristics such as lack of systems, severe bureaucracy and neglect of the environment. This factor can be divided into four categories of recruitment, employment and supply and maintenance of human resources. Other pathologies include ignoring the environment despite extensive communication. According to the results we can said that Civil service management law for various reasons such as inflexibility, uncoordinated subsystems, static, non-dependence and interaction of subsystems, etc. has led to various consequences in the input and output sections of the system in the administrative system of government organizations.

Estudio y revisión de la regla de gestión de servicios de problemas y obstáculos en Irán con énfasis en la gestión de recursos humanos

El objetivo de este estudio fue estudiar y revisar los problemas y obstáculos de la regla de gestión de servicios en Irán con énfasis en la gestión de recursos humanos. Lo cual se ha realizado en un método descriptivo de tipo de campo y según opinión de expertos. Las muestras estadísticas se seleccionaron mediante cuotas. Primero se realizó una entrevista con una muestra estadística y luego con el método Delphi en tres etapas y análisis factorial exploratorio. Las clasificaciones en la regla de la función pública se realizan de acuerdo con las características del sistema en siete categorías. Los resultados mostraron que el déficit del sistema, la burocracia severa y el descuido del medio ambiente obtuvieron los puntajes más altos. Este factor se puede dividir en cuatro categorías de empleo, empleo y oferta y mantenimiento de recursos humanos. Ignorar el medio ambiente a pesar de una amplia comunicación es otro factor. Según los resultados, se puede decir que la regla de gestión de la función pública en Irán por diversas razones como inflexibilidad, subsistemas descoordinados, estática, falta de dependencia e interacción de subsistemas, etc. conduce a diferentes consecuencias en las partes de entrada y salida del sistema en El sistema administrativo de las agencias gubernamentales.

Legal bases of transformation of human resources management in the system of civil service of Ukraine

Legal bases of transformation of human resources management in the system of civil service of Ukraine

Психобиографические факторы и предикторы формирования индивидуально-психологических и личностных характеристик (обзор зарубежных исследований)

The article supports the importance of the psycho-biographical approach in assessing personality, and reviews foreign studies of the influence of psycho-biographic factors on the development and formation of an individual’s personal and psychological characteristics. It describes the role of gender characteristics, birth order, life events and the early period of upbringing in the family in the formation of individual personality characteristics. It also describes the tendency for such an analysis to shift from single cases to comparative studies. The work analyzed the most popular approaches and procedures for assessing the personality of a leader. The article emphasizes the need for a comprehensive analysis of these factors and the relationships between their influence. Most previous research has focused mainly on isolated effects and short periods of time, ignoring the fact that cumulative effects, emotions, thoughts during the leadership period can fundamentally change a leader, their personal qualities, style and behavior and generally affect their further biography. The result is a set of approaches to the evaluation of personnel, which have been included into the practice of personal professional diagnostics for civil service managers.

The Nigerian Experience: Management of The Civil Service

The research paper considered the civil service as the engine room for the administration of human and non-human resources of the country, state, or local government in the business of governance. The Nigeria civil service has a history behind it, and it has evolved over the years playing significant roles in the growth of the country’s policy development and administration, particularly since independence. While, the activities of the civil service may have come short in some instances, the structure has also had tremendous accolades at some other times in the implementation of the various government initiatives at different times. Although, the issue of the socio-political menace of “corruption” is a concept that has hung around the Nigerian civil service like a plaque. A number of the civil service reforms carried out most especially in the early 1970s to early 1980s were predominantly on accountability, efficiency, and productivity of the civil service which could all be traced to the issue of corruption within the civil service structure as at that period. The research paper has therefore conducted a thorough theoretical review of the management of the Nigerian civil service with the objective of proffering some solutions to the various deficiencies of the system as it is today. Key words : Civil service, MDGs, Corruption, Indirect rule, Reforms. DOI: 10.7176/EJBM/13-2-06 Publication date: January 31 st 2021

АНАЛИЗ ИНФОРМАЦИОННО-МЕТОДИЧЕСКОГО ОБЕСПЕЧЕНИЯ ОЦЕНКИ ЭФФЕКТИВНОСТИ ДЕЯТЕЛЬНОСТИ ГОСУДАРСТВЕННЫХ ГРАЖДАНСКИХ СЛУЖАЩИХ В СУБЪЕКТАХ РФ

Subject. Introduction of a unified information system for personnel management of the State civil service of the Russian Federation. Topic. Analysis of information and methodological support for assessing the effectiveness of civil servants in the subjects of the Russian Federation. Goals. Development of recommendations based on the analysis of information and methodological support for assessing the effectiveness of civil servants in the subjects of the Russian Federation. Methodology. The research uses the methods of logical and comparative analysis of the practice of introducing elements of the digital economy in the management of the personnel of the state civil service of the Russian Federation. Results. Based on the analysis of the current situation in the field of information and methodological support for assessing the effectiveness of civil servants in the subjects of the Russian Federation, problems are identified, proposals are formulated and reasoned in the form of changes to the existing information system. Scope of application. The sphere of personnel management of the State Civil Service of the Russian Federation. Conclusions. The introduction of information technologies in the civil service in the constituent entities of the Russian Federation and the automation of the assessment of the effectiveness of personnel is a rather labor-intensive process that requires the use of modern methods and tools to improve the efficiency of public administration in general. Keywords: information system, personnel structure, state civil service

STANDARDIZATION AND DIGITALIZATION OF PERSONNEL PROCESSES IN PUBLIC AUTHORITIES CONSIDERING THE PRINCIPLE OF CUSTOMER-CENTRICITY

The article presents the process of automation of personnel processes in public authorities based on one of the essential principles of customer-centricity. This approach involves the implementation of any services (external and internal) considering the needs of customers. The article studies the needs of HR departments’ employees, top-level managers of public authorities in the field of standardization of personnel processes, and use of personnel information systems, including obtaining HR analytics. The analysis allowed to make some suggestions for improving the Unified Information System for Personnel Management of the State Civil Service of the Russian Federation (EISUKS). The authors believe that modeling the EISUKS architecture is necessary to support and provide essential personnel standardized processes as well as services for different target groups.

Research into uncertainty tolerance of civil service managers

Research into uncertainty tolerance of civil service managers

ПІДБІР КАДРІВ ТА УПРАВЛІННЯ ПЕРСОНАЛОМ КАЗНАЧЕЙСТВА

The selection of competent, professional staff that will meet the interests of citizens and the state is one of the most important problems of the modern period of functioning of the civil service. The relevance of the study related to the rules of recruitment for work in the State Treasury is due to the fact that the quality of public services does not fully meet the requirements for their replacement, and the success of state policy depends on human resources. A new solution to the current problem in the field of science "Public Administration" to substantiate the theoretical foundations of the development of personnel management of a public body on the basis of a competency-based approach that will meet the needs of public authorities in specialists with a high level of professionalism, and provide new opportunities for professional self-realization. employees. It is determined that to work with staff requires a well-thought-out system of staffing of the civil service, which will be aimed at improving the professional and psychological and emotional competencies of its staff and to enrich their professional potential. Possibilities of adaptation of world experience in the development of the civil service management system of Ukraine, in particular, in terms of enshrining the principle of meritocracy at the legislative level, resulting in the introduction of a "merit system" implemented by personnel management services through a competency model for government officials : general, professional and intellectual. Based on the analysis of state policy on personnel management in public authorities in Ukraine identified types of organization of personnel management service, which allows to change the bureaucratic and procedural way of personnel management services of state bodies of Ukraine to competency-oriented, which allows to agree on a wide range of issues professional activity of a civil servant and his professional competence, as well as fair remuneration of individual achievements. The analysis of the current state of personnel selection and personnel management in the system of the State Treasury Service of Ukraine is carried out. Proposals for improving the development of the personnel management service of the state body on the basis of the competence approach are formulated and practical recommendations for their implementation are offered.

Public Accountability through Merit Values on Civil Service Management in Central Java Province

Data indicates that implementation of the merit system in civil service management is still far from the target achievement, especially for local governments. This paper assesses the implementation of the merit system of ASN management based on 8 (eight) aspects at the Central Java Province, namely: planning; procurement; career development and development of competencies; promotion, mutation, rotation and demotion; performance management; payroll, reward, and discipline; protection; and supporting facilities. The research instrument was developed from national policies. This study found that Central Java has met category III (good implementation) for 5 aspects. However, it reveals there are still 3 (three) aspects that haven’t met the criteria for good implementation. There are some impediments for implementation in career development, promotion and rotation, and performance management aspects. This finding is very important as a basic reference in the policy evaluation and supporting the bureaucratic reform performance. The recommendation focuses on the development of talent management and talent pool as one of the Indonesian strategic plans to improve the quality of civil service.

Integrated Data Bank Development as Supporting System of Civil Service Management in Middle Vocational School

The objectives of this study are: 1) Improved Integrated Data Bank services for staffing data and information; 2) Enhanced support system for data and information service server usage; 3) Improving data and information services that are accurate for Staffing Management. The research method used is Research and Development (R&D). Data collection techniques using questionnaires and interviews. Product trials were conducted twice, the first trial involved 15 people, the second trial involved 35 people. The results of the study are 1) Integrated Data Bank services for employee data and information can be used effectively and efficiently. This is based on system reliability with a success rate of 100%. In addition, the efficiency test using GTMetrix gives the results of the PageSpeed Grade B (85%) with a loading rate of the system page 7.4 seconds; 2) the support system for the use of data and information service servers runs according to the Integrated Data Bank application; 3) Personnel management data and information services can be used as an accurate staffing database and show that the Integrated Data Bank staffing management information system can be used as a supporting management system for staff at SMK Muhammadiyah Karangpucung; 4) Integrated Data Bank Products have gone through the process of design validation, instrument validation, and product validation through judgment experts and experts, which produce data in the form of Data Flow Diagrams (DFD), Unified Modeling Language (UML) design, and Entity Relationship Diagram Bank designs Integrated Data. Based on the results of the product design validity test showed that the layout (layout), interface (interface), and content (content) of the system itself obtained a final percentage of 84%. Suggestions in this study include 1) Socialization of the Integrated Data Bank system to employees about the existence of this system can be optimized so that all information can be conveyed properly; 2) Integrated Data Bank systems can be utilized optimally to integrate staffing data; 3) Integrated Data Bank System can be developed into a superior product as a staffing database system in the SMK environment.

The effect of performance audit economy, efficiency and effectiveness criteria on the accountability level of Ardebil province executive agencies’ managers referred to in Article (5) of the Civil Service Management

Objective: The present study is an attempt to investigate the effect of performance audit criteria on accountability of managers in executive agencies of Ardabil province referred to in Article 5 of the Civil Service Management. Methodology: This study is applied in terms of objectives and descriptive in terms of nature and hypothesis testing. Data collection is carried out through library and field studies. The population of this study consists of 206 executive managers in Ardabil province referred to in Article (5) of the Civil Service Management. Due to specific size of the population, samples of 134 managers were selected through the Cochran formula. The disproportionate stratified random sampling method was used for sampling in this study. Results: The data were analyzed by The SPSS software. After making sure about the normal distribution of data, single-sample T-test was used to test and analyze the hypotheses of the study. Finally, the Friedman test was used to rank the variables of the study. Conclusion: The results obtained from all the hypotheses showed a significant difference between the average of samples and the average of the population, thus, we can say that the performance audit in the executive agencies, based on economy, efficiency and effectiveness criteria can affect the accountability level of managers.

Theoretical, legal and organizational principles of functioning of the civil service and human resources management system

Theoretical, legal and organizational principles of functioning of the civil service and human resources management system

ТЕОРЕТИКО-ПРАВОВІ ТА ОРГАНІЗАЦІЙНІ ЗАСАДИ ФУНКЦІЮВАННЯ СИСТЕМИ УПРАВЛІННЯ ДЕРЖАВНОЮ СЛУЖБОЮ ТА ЛЮДСЬКИМИ РЕСУРСАМИ

The article provides administrative and legal and theoretical and scientific characteristics of the civil service management system. The concepts, structure, constituent elements and features of the administrative and legal status of the subjects of this system are defined.

Public Administration Reform in Bulgaria: Top-down and Externally-driven Approach

The article examines public administration reform (PAR) in Bulgaria and the main factors that shaped the reform agenda and dynamics. PAR is examined along five key dimensions – transparency and accountability, civil service and human resources management (HRM), public service delivery and digitalisation, organisation and management of government, and policy-making coordination and implementation. The article argues that there are four main factors influencing reform dynamics and determining policy outcomes in the Bulgarian case: the specific political choices made by government elites, external influence of the EU and of past national legacies, and the importance of institutions and reform mechanisms. To illustrate these factors at work, the article examines three policy initiatives, i.e. e-government, the reduction of administrative burden, and civil service reform. The article presents a longitudinal analysis and a qualitative case-study approach, utilising Annual Reports on the Status of the Public Administration 2001–2018, mapping European Semester Documents 2011–2017, an inventory of PAR initiatives 2005–2018, and interviews of public officials. The pushes for reform have been top-down, externally-driven, and stop-and-go in nature. The results confirm previous findings that Bulgaria is among the EU countries with the poorest record in PAR, struggling to overcome communist legacies and high levels of corruption and politicisation. The Bulgarian case highlights several important lessons: the importance of political will and political dynamics for the outcome of reform efforts; the importance of external pressure and financing; the difficulty of uprooting long-standing legacies in administrative traditions; and the limitations of the top-down approach as an obstacle to the sustainability of reform efforts.

Improving the quality of civil service management in Ukraine

Improving the quality of civil service management in Ukraine

Сучасні підходи до розвитку лідерства на державній службі

The article is devoted to the consideration of modern approaches to the development of leadership in the civil service, as one of the benchmarks for improving the efficiency of public administration, in particular, the problems of correlation of formal leadership and leadership are considered. The analysis of the basic theories of leadership is carried out and the absence of a unified theoretical approach to the interpretation of this phenomenon is established. On the basis of the unity of theory and practice, existing modern approaches to leadership development in the civil service are analyzed, and some of them are identified that can be widely used in building up and implementing leadership potential in civil service management. The main approaches to the study of leadership in modern state management are described. The necessity of existence and development of leadership in civil service for their successful functioning is proved. The author performs the comprehensive study of the development and formation of knowledge based on the modern approaches to the development of leadership in the civil service in the system of public administration and reveals these approaches in the present scientific research. At the present stage the development of our state is acute: the need for the formation of professional leaders with pronounced organizational skills, internal desire for social activity, ability to prolong the emotional, volitional, intellectual and physical intense work to achieve the goals. An important task is to create the organizational conditions for the education of the individual as a public service leader who can fully open his own ability to lead in solving professional tasks, take responsibility for consequences of their actions, to be demanding of themselves, persistent, determined and proactive. Disclosure and implementation of leadership potential of public servants are also one of the important factors of their future successful professional activities.

РОЛЬ ПРОКУРАТУРИ В ЗАБЕЗПЕЧЕННІ ПОСТУПАЛЬНОГО РОЗВИТКУ ДЕРЖАВНОЇ СЛУЖБИ

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.