Implementation Of Personnel Policy Research Articles

THE PROCESS OF EVALUATING AN EMPLOYEE FROM MANAGERIAL POINT OF VIEW

The goal of any organization is to obtain the desired result, which can be achieved with the help of proper motivation and actions of employees. The evaluation of personnel in the organization in modern conditions is becoming increasingly relevant. The effectiveness of achieving the goals of the organization directly depends on the personnel potential, personnel policy and the quality of the staff. Regular assessment of the staff contributes to creating an effective working structure, motivating employees, and increasing their productivity. The purpose of the study is to identify the characteristic features of the personnel evaluation process in organizations of the Chuvash Republic. Materials and methods. The methods of analysis of scientific papers, survey and assessment of competencies are applied in the paper. The sample of companies to achieve the research goal was implemented stochastically among small and medium-sized enterprises and organizations of the Chuvash Republic real sector of the economy. It accounted 40 small and medium-sized businesses. Results. The authors analyze the practice of personnel evaluation at various stages of personnel policy implementation in enterprises and organizations included in the sample. The study revealed that the nature, procedure, tools and frequency of evaluation depend on the size of the organization, the position of the head and the company's personnel policy. In general, a properly organized assessment of employees in a company can become a powerful tool for personnel management, contributing to improving the efficiency of the company and achieving its goals. Conclusions. The evaluation of personnel in all areas, the choice of evaluation criteria and the evaluation procedures depend on the size of the organization, the position of the manager and the company's personnel policy. In large organizations, personnel assessment is regularly carried out as part of the organizational culture. In such organizations, there are job profiles, an active personnel policy, and understanding on the part of managers of the need for personnel evaluation.

ТРУДОВА ПОЛІТИКА НАЦИСТСЬКОЇ АДМІНІСТРАЦІЇ “ДИСТРИКТУ ГАЛИЧИНА”

The article examines the process of creating the occupying administration on the territory of “District Galicia”, and the structure, powers, and main directions of activity of departments dealing with the issues of mobilization and labor use of local labor resources are highlighted. The role of Nazi officials in campaigns to recruit and transport people to forced labor in the Reich was clarified. The position of the local Nazi leadership periodically did not follow the general political course in the occupied territories due to the career aspirations of certain government officials. It is important to assess the peculiarities of the formation and implementation of personnel policy in the occupation authorities, as the success of the implementation of state policy as a whole depends on human resources. Due to the insufficient number of German employees, the rate of recruitment was low. This led to the need to involve the local population in administrative work, which should have solved the problem according to the Nazi authorities. However, the increase in the number of Ukrainians and Poles in labor departments has exacerbated interethnic conflicts, which directly affected the effectiveness of these authorities, the main criteria of which were indicators of implementation of recruitment and mobilization plans. In addition, the attitude of the local population towards the activities of the occupying authorities has deteriorated due to their repressive and punitive policies. A few months after the establishment of the civil administration, the rate of registration of the working population of the District in workbenches has decreased significantly. These and other factors influenced the spread of protest tendencies among Galician Ukrainians regarding the refusal to go to work in Germany. Particular attention is paid to the assessment of the activities of Fritz Saukel's office and the measures taken by him to accelerate the recruitment of local people with a view to their further deportation to Germany. To improve interdepartmental coordination, a special unit was set up within the Reich Ministry of Labor, the European Employment Service (Europaamt für den Arbeitseinsatz). Structurally, it was divided into five departments, which aimed to help improve the regulation of labor used in all occupied areas of Europe and engaged in management training.

ОРГАНИЗАЦИЯ ПРОФЕССИОНАЛЬНОГО РАЗВИТИЯ ПЕРСОНАЛА В УСЛОВИЯХ ЦИФРОВОЙ ТРАНСФОРМАЦИИ

The article discusses the organization of professional development of personnel in the context of digital transformation. It is noted that the qualities and skills of a qualified specialist necessary in the context of digital transformation are proficiency in digital technologies, the ability to use software products in various fields of activity, the presence of digital competencies (adaptability, flexibility, creativity, innovation) along with such professionally and personally significant qualities as critical and analytical thinking, initiative, determination, social and emotional intelligence, ability to work in a team, learning ability. Strategies for professional development of personnel in the context of digital transformation are highlighted. The features of organizing professional development of personnel in the context of digital transformation for each strategy are identified. It is concluded that the organization of professional development of personnel in the context of the development of digital transformation is focused on solving the following tasks: 1) implementation of innovative personnel strategies and a holistic HR concept, 2) implementation of personnel policy by creating an atmosphere of security, employee ownership, and creating comfortable working conditions , constant development and interaction with the team, socially responsible employees, 3) active implementation of digital tools combined with «live» communication.

Digital personnel records as an element of human resources management in healthcare

Aim of the review to analyze existing software for personnel management, to introduce a design of a unified digital database of healthcare specialists integrated with the platform of the Unified State Information System in Healthcare (USISH). The creation of digital personnel records on the existing information platform, integration with other state IT-systems will not only systematize and accumulate data on healthcare specialists, but also serve as a tool for personnel policy implementation both at the level of a medical organization and the level of a region, federal district and whole country.

Transformation of the Personnel Policy of a Manufacturing Enterprise in the Corporate Governance System

Relevance. The trajectory of the organization's development in modern conditions requires managers to take an updated approach to personnel management, namely, from the perspective of human resource management. The purpose of the study is to study and analyse the implementation of personnel policy on the example of the production enterprise LLC "Hydrophob", to determine the directions of its improvement. Objectives: study of the theoretical foundations of the formation of personnel policy in the organization; evaluation of the activities of the production enterprise LLC "Hydrophob" in terms of its human resources potential; development of measures to improve the personnel policy of LLC "Hydrophob". Methodology. To solve the tasks set in the course of the study, the dialectical method of cognition of the phenomena of objective reality was used, as well as methods of analysis, synthesis, systematization of information, content analysis of data, graphical method. Results: the interrelation of the concepts of "personnel policy", "labor resources" and "labor potential" of the organization is revealed; the analysis of the effectiveness of personnel policy was carried out on the example of the production enterprise LLC "Hydrophob", which allowed to identify bottlenecks that need to be eliminated; recommendations for improving the personnel policy of the analysed organization are proposed. Conclusions. The results of the quantitative analysis of the workforce of the production enterprise LLC "Hydrophob" demonstrate a trend of growth in staffing for all groups of employees in 2022 compared to 2021, a high proportion of workers in the overall structure of the workforce. The results of a qualitative analysis of the labor resources of the analyzed enterprise allow us to conclude that there is a low proportion of young professionals in the organization; that employees have the necessary level of qualification (education); most employees have a long work experience (15-20 years) in the organization. Based on the obtained analytical results, possible directions for improving the personnel policy of the production enterprise LLC "Hydrophob" are proposed by creating a personnel reserve using internal and external sources.

ЗРОСТАННЯ ЕФЕКТИВНОСТІ УПРАВЛІННЯ ПЕРСОНАЛОМ ЯК ОСНОВА КОНКУРЕНТОСПРОМОЖНОСТІ ТА ЯКОСТІ ДІЯЛЬНОСТІ ОРГАНІЗАЦІЇ, ЇЇ ФУНКЦІОНАЛЬНИХ ПІДРОЗДІЛІВ

The article examines the issue of increasing the efficiency of personnel management as the basis of competitiveness and quality of activities of the organization and its functional divisions. The relevance of the topic of the study is due to the fact that a significant part of organizations has an inflexible personnel management system and uses outdated approaches to the formation and implementation of personnel policy, which do not meet modern management requirements and do not provide effective motivation of employees to improve the quality and efficiency of their work, which negatively affects the competitiveness of organizations and their products. The aim of the article is to study the growth of efficiency of personnel management as the basis for competitiveness and quality of activity of the organization and its functional divisions. The methodological basis of the study was the methods of analysis and synthesis, observation, comparison; system approach, process, complex, functional and evolutionary-synergistic, logical-dialectical methodological approaches. The obtained scientific results consist in systematization and generalization of groups of methods and tools that ensure effective management of personnel of organizations: organizational, administrative-administrative methods, economic methods, socio-psychological methods. It has been found that one of the most effective modern management technologies is the technology of grading, which is a modern technology, a tool for the most effective solution of problems of the social sphere in modern management. The concept of sociometry as a method of research and development of interpersonal relations in the team and, in general, the growth of social responsibility of employees in their direct activities is studied. Prospects for further research lie in the expediency of further comprehensive study of methods, tools of modern technologies of personnel management, the use of which ensures the growth of efficiency of personnel management as the basis of competitiveness and quality of the organization, its functional divisions.

Prestige of a University Teacher in Russia: Historical Retrospective and Current State

The article studies the historical retrospective of the professional prestige of a university teacher in Russia and the criteria for assessing its current state. The study aims at finding out the «components» of the prestige of the profession in previous historical eras and at identifying modern teachers’ attitude to their profession in terms of their ideas about the evolution of the degree of its prestige. Within this interdisciplinary research, the historical aspect is represented by a narrative, which reflects a retrospective of the university history of the imperial, Soviet, and post-Soviet periods. The sociological aspect implies the method of semi-formalized expert interviews with 120 scientific and pedagogical workers of six Russian universities (2019–2021). The informants are divided into age groups: younger (35 and less years old), mature (36–50 years old), and older generation (51 and more years old). The authors come to the conclusion that the profession of a university teacher in the imperial and Soviet periods was of high prestige. The study of the works of Russian and foreign scholars shows that today there prevails the opinion about the crisis of this profession. The crisis of the 1990s caused the greatest damage to the professional prestige of higher education in Russia. The informants of different age groups compare the state of professional prestige in the first post-Soviet decade and now not in favor of the latter. When characterizing the social status of a teacher, the representatives of the older generation indicate the higher prestige of this profession in the past. The younger generation of teachers tends to take modern professional realities for granted. Two-thirds of the respondents, admitting the weaknesses in a university teacher’s social status, highly assess the respectability of the profession in general. According to the informants’ opinion, the prestige of being a university professor is decreasing because of the teacher’s individual characteristics, his/her financial state (and the level of financing in this sphere), in-class overwork, lacking time for full involvement in scientific research, and the students’ consumer attitude to the educational process. At the same time, there was noted the informants’ somewhat idealized perception of a teacher’s image in foreign universities.The results of our investigation might be applied by the authorities in order to take specific measures aimed at increasing the prestige of a university teacher. The research might be also of use for the universities’ implementation of personnel policy.

THE MAIN DIRECTIONS OF PSYCHOLOGICAL TRAINING OF EMPLOYEES OF THE OPERATIONAL AND INVESTIGATIVE ACTIVITIES

Significant changes in the market system of Kazakhstan, the formation of a rule of law state, and the need of society for a significant improvement in the activities of law enforcement agencies put forward the task of scientific development and practical implementation of personnel policy in the law enforcement system of employees of the Operative Investigative Service (hereafter OIS). For this purpose, it is necessary to comprehensively investigate the specifics of the professional activity of an OIS officer, determine the requirements that this activity imposes on the psyche and personality of an OIS officer, and distinguish clear criteria for his professional suitability or unsuitability for work in law enforcement agencies. In the process of scientific research, we concluded that: - psychological training of police officers is one of the activities of law enforcement agencies. It forms employees' psychological resistance to various stress factors, the ability to act calmly and confidently in psychologically difficult situations during acute respiratory infections, as well as development of stress resistance. That is quite important since not all Operative Investigative Activities (OSA) employees can cope with the volume of work and quickly burn out; - professional communication of the OSA employees depends on professional and non-professional forms which are based on the rules of speech behavior adopted in a particular social environment; - it is necessary to conduct a special «Operative Investigative Psychology» course for students and undergraduates in the majors of «Jurisprudence» (the study of Law) «Psychology» and cadets of special educational institutions who trained employees of the OSA, psychologists. During the course, it is relevant to conduct training courses on the development of cognitive mental processes (sensation, perception, representation, imagination, thinking, memory, attention, speech); on the ability to work with people (establishing psychological contact, exerting influence on them, etc.); establishing the truth and making the right decision.

HUMAN RESOURCE MANAGEMENT SYSTEMS IN SPORTS ORGANIZATIONS

The effect of human resource management mainly depends on how it corresponds to the level of development of the organization. Along with the development of the organization, the human resource management programs must change and develop, otherwise, there will be a disproportion in the development of personal and material factors of production, which will negatively affect the effectiveness of the personnel's activities. All this indicates the importance of scientific research of various important issues related to the economic problem. In today's non-governmental sports organizations operating in Georgia, the implementation of personnel policy, its development, transparent and effective management measures are carried out by the organization itself and its corresponding structural unit, the main priority of which is the development of personnel management systems employed in the company and the introduction of modern trends in it. In order to achieve the goal, the organizations work actively and plan various projects. Attracting, developing and maintaining qualified personnel is the main guarantee that the customer receives high-quality services and products. In order to have effective and result-oriented human resources, it is necessary to study the current trend, identify the gaps and work on its immediate correction and elimination of the problem. Keywords: human resource management, recruitment, forms of management, strategic planning, communication, effectiveness of personnel management.

An Employment Law Study of the Interaction of Personnel and State Policies in the Digital Age

The author considers the theoretical foundations of the interaction of personnel and state policies in terms of digitalization of the world of work. This goal is achieved by solving the following tasks: studying the concepts of "personnel policy" and "state policy"; studying of their stages of implementation; highlighting and researching certain aspects of the interaction of personnel and state policies in the digital age; formulation and substantiation of political and legal proposals. The research methodology is based on systemic and political-legal approaches. The main results of the study are as follows. The systemic-structural and substantive aspects of the interaction of personnel and state policies in the digital age are highlighted and analyzed. The systemic and structural aspect is manifested in the following: personnel policy is a part of the public administration system; the structure of any sectoral state policy always includes a personnel block. From the point of view of the substantive aspect through the implementation of personnel policy, political decisions made by the state are implemented, and employers as subjects of personnel policy using social partnership mechanisms or independently during monitoring of the implementation of state policy can express their opinion regarding identified defects in the implementation of state policy. A feature of this interaction is that not only employers, but also employees, as objects of personnel policy, can also influence the development of state policy in terms of the digitalization of the world of work, for example, through the mechanisms of social partnership. The stages of implementation of personnel and state policies are described, within which they interact with each other. The study also formulated and substantiated political and legal solutions to the problems of machine-readable labor law, replacement of human labor with digital technologies, training and additional professional education of employees.

Управленческая культура как условие эффективности реализации кадровой политики Министерства внутренних дел Российской Федерации

Relevance: in modern conditions of a rapidly changing social environment, inevitable changes are taking place within the system of internal affairs bodies, first of all, changes relate to managerial culture. It is impossible to ignore the fact that an active process of generational change is taking place in the system of the Ministry of Internal Affairs of Russia: people who have value attitudes in relation to their professional activities, which are strikingly different from the worldview attitudes of their predecessors, come to serve in the internal affairs bodies. Accordingly, for the competent implementation of personnel policy, it is necessary, among other things, to rethink the managerial culture in the system of internal affairs bodies of the Russian Federation.
 Misunderstanding of the problem of transformation of managerial culture, based on the wrong belief in its insignificance, can ultimately lead to dysfunction of the internal affairs bodies, and, consequently, to the ineffectiveness of fulfilling the tasks facing the Ministry of Internal Affairs of Russia, including the protection of public order and the fight against crime .

I.V. STALIN’S TAKING THE POLITICAL ADVANTAGE IN THE PARTY INFIGHTING IN THE SOVIET STATE IN 1922–1936

The purpose of the article is to analyze the factors of transformation of the Secretariat of the Central Committee of the AUCP(b) into the governing body of the Soviet state. The article has studied the activities of such party and state institutions as the Council of People’s Commissars, the Politburo, the Secretariat of the Central Committee. In this work, an attempt was made to consider the transformation of the Secretariat of the Central Committee of the AUCP(b) headed by I.V. Stalin into a body for developing key decisions. The scientific novelty of the article lies in the fact that it describes the main events of the internal political struggle of various departments of the Soviet state in terms of their priority on the political Olympus at the time of the initial formation of a new one-party state. The article uses the methods of comparison and analysis of archival documents.
 
 A chain of various political events led to the fact that by the beginning of the 1930s, the Secretariat of the Central Committee of the AUCP(b), headed by the Secretary General I.V. Stalin, had begun to hold a privileged position in the political circles of the Soviet state. As a result of the internal political struggle, the interaction between the members and candidates for membership in the Politburo of the Central Committee of the AUCP(b) began to focus on the political position of the Secretariat of the Central Committee of the AUCP(b), which since April 1922 was headed by I.V. Stalin.
 
 In a long and bitter struggle, I.V. Stalin gained a privileged position in political circles and got a stable majority of votes at party congresses. Considering various disputable situations that constantly arose between the opposing factions in the Bolshevik Party, it can be revealed that as a result of the internal political struggle, ideological principles were often pushed into the background. The primary task of one or another group of party leaders was to discredit political opponents and exclude them from the leadership, and then from the Communist Party. I.V. Stalin gained a preponderance of political power due to combining positions in the leadership of the Politburo of the Central Committee of the AUCP(b) and in the leadership of the Secretariat of the Central Committee of the AUCP(b). The realization of this benefit took place through frequent changes within the Party and gaining the overwhelming majority of Stalin supporters’ votes at the plenums of the Central Committee of the Party, meetings of the Political Bureau and congresses of the Bolshevik organization. After I.V. Stalin had been promoted to the position of General Secretary in April 1922, the Central Committee Secretariat headed by him was gradually becoming superior to other political institutions. Stalin’s work in the above-mentioned party organ turns into a decision-making activity, and over time the nature of the documents emanating from him is transformed. As a result of the party infighting of the 1920s, such leaders of the October Revolution as Zinoviev, Kamenev, Trotsky, Bukharin, Rykov, Tomsky, Pyatakov were removed from the political arena. Their names had ceased to appear in the business correspondence of the central party organs. In the leadership of the Bolshevik Party, the factor of the informal system of political decision-making is gradually becoming crucial.
 
 The practical significance of the article is that the results obtained in the study can be used in the preparation of generalizing works on the history of Russia, as well as the history of party-state construction in the USSR. The prospects of the research consist in using the article by teachers and students of educational institutions in the framework of educational courses on the history of the Fatherland. The research materials and the conclusions obtained may be of interest to the heads of state authorities for the development and implementation of personnel policy, the implementation of measures aimed at improving its effectiveness, as well as the strategy of sustainable development of the state.

PUBLIC SERVICES OF RURAL SETTLEMENTS OF THE CENTRAL BLACK EARTH AS A DEMOGRAPHIC FACTOR

The article deals with a poorly studied topic about the situation of collective farm chairmen during the Great Patriotic War, about the formation and implementation of personnel policy in rural areas, since the selection and training of collective farm chairmen depended on how effectively the collective farm would solve the tasks of implementing the food program during the war years. The purpose of this study is to study the features of the personnel policy of district party organizations and the Altai Krai Committee of the CPSU (b) on the selection of people for the position of chairman of the collective farm. The methodological basis of the research is based on the principle of historicism with the use of the ideographic method in describing historical events and processes. The main conclusions of the study are that on the basis of archival information, the main directions of personnel work carried out by party and state bodies among the chairmen of collective farms are highlighted.

НАПРЯМИ ВДОСКОНАЛЕННЯ МЕНЕДЖМЕНТУ СОЦІАЛЬНОЇ СЛУЖБИ

The article is devoted to the actual problem of improving the management of social agencies since the stability, efficiency and attractiveness of any organization depends on the personnel and the management system. The purpose of the article was to outline and characterize the directions for improvement of the components of social agency management, taking into account the analysis of problem areas of the Kharkiv city center of social agencies "Dovira". By applying methods of generalization and grouping, as well as document analysis (reports after the practice of 4th-year students studying under the "Social Work" educational program) and discussions with specialists and stakeholders, two groups of problems related to management were identified: 1) problems of technical and material support and 2) problems of personnel work. Based on them, the authors of the article proposed to analyze three blocks: 1) problems of material and technical content (working conditions); 2) personnel management problems; 3) problems of protection and development of personal qualities of specialists. Their prerequisites were determined and measures to improve the social agency management system were proposed. A conclusion was made about the need to develop a management model with coordination of the following levels: the first – monitoring of the personal condition, needs and capabilities of social work specialists. Building on this basis programs of individual and group assistance and development. The second is management of the organization – development and implementation of personnel policy, taking into account the requirements and proposals of the first level. The third level is "external management" – the development of cooperation with domestic and foreign partners, lobbying of interests and the initiation of necessary and justified changes (on the basis of conclusions from the previous levels) in normative documents regulating the work of social work specialists and the activities of the organization as a whole.

СТРАТЕГИРОВАНИЕ КАДРОВОГО ПОТЕНЦИАЛА В СИСТЕМЕ ГОСУДАРСТВЕННОГО УПРАВЛЕНИЯ

The article discusses the peculiarities of changing approaches to the strategizing of human resources in the system of public administration. The types and methods of formation of personnel strategy are described, new technologies of organization of this process in modern conditions are considered. The principles of formation and development of personnel potential of employees in the system of public administration acquire special social significance and relevance, which ensures its rational implementation and development. The key conclusion is that the formation and development of human resources in the public administration system should be carried out in accordance with a multiprincipled approach that determines the success of the implementation of personnel policy aimed at the socio-economic development of Russia.

Career Strategies in the Context of Personal and Professional Development of Management Personnel

The article deals with the issues of personal and professional development of the management personnel reserve. The authors focus on the problems of staffing the public administration system, primarily the public civil service, emphasize that one of the key issues that directly affect the quality of public administration and the effectiveness of the public civil service is the personal and professional development of management personnel, effective leadership. Based on the analysis of the results of sociological research and statistical data, key problem areas in staffing and the implementation of personnel policy in the civil service, the possibility of implementing personnel strategies are determined. Noting the role of the managerial personnel reserve, the directions for improving the work with the personnel reserve in the context of a personality-oriented approach are substantiated, trends in changes in career expectations and the possibility of taking them into account in the formation of developmental activities are noted.

Resource-based approach to defining human resource policy in medical organizations

Purpose of work — analysis of modern scientific literature on the resource approach to the definition of personnel policy in medical organizations, analysis of personnel management system, personnel policy in a particular medical organization, justification of definition: "Personnel policy is personnel management, which is carried out taking into account the levels of organizational and economic, socio-psychological (huemonizing), legal, technical (5S, lean production, medical organization of a new type), training and pedagogical (mentoring) in combination and interrelation with the determining role of socioeconomic factors of the surrounding society". Materials and methods. The subject of the study — personnel policy in a medical institution on the example of the State Autonomous Institution «Serov City Hospital», using certain resources for the formation of its levels. The following methods were used in the study: analysis, classification, synthesis of scientific theoretical literature on the problem of research; analysis of documents related to the activities of a medical institution, comparison, socio-psychological testing of a number of mental and psychophysiological functions of medical workers in the professional environment. Results and discussion. The definition of "personnel policy" in a medical organization is clarified, taking into account the systematic and resource-based approach. Recommendations on the implementation of personnel policy in Serov City Hospital during the period of organizational changes and preventive measures to prevent the spread of COVID-19 were developed. Conclusion. The use of a systematic approach in the formation of personnel policy, taking into account the organizational and economic, sociopsychological, legal, technical, training and educational levels proposed by us in the aggregate and interrelation, with the determining role of socio-economic factors, allows to solve the most important issues of sustainable functioning of the medical institution in the period of organizational changes and preventive measures to prevent the spread of COVID-19.

An anti-corruption value of administrative and legal restrictions of joint work of near persons in justice system

The article focuses on the formulation of an urgent comprehensive scientific thought on the anti-corruption value of the administrative and legal restriction of the closely affiliated persons’ collaboration in the justice system of Ukraine. It is a justified restriction of the citizens’ rights to access professional public service in the justice system, provided by national administrative legislation, to continue public service and to exercise a career in this system, by preventing the conclusion of a service contract, blocking the promotion of persons, if this predetermines about direct subordination to a closely affiliated person; termination of official legal relations with persons who are in a relationship of direct subordination to a closely affiliated person. It is noted that the general anti-corruption essence of the restriction under consideration is manifested in the fact that this restriction appears as a «personnel barrier» for increasing corruption risks in the justice system due to the implementation of personnel policy, as well as a “personnel instrument” for correcting situations when a violation of the corresponding restrictions takes place. Considering the concept and essence of limiting the collaboration of closely affiliated persons in the justice system, the author proves that the anti-corruption value of such a limitation is that it: while restricting the joint work of closely affiliated persons in the justice system, makes it impossible for nepotism as a separate manifestation of corruption to arise in this system; is a real barrier that reduces the dynamics of the spread of corruption and limits its scale (primarily, in the form of nepotism) in the system of public administration subjects in Ukraine in general and in the justice system in particular; contributes to increasing the authority of judges, professional public service in general and the level of respect and trust of society in the judiciary, the state, as well as reducing legal nihilism in society; maximizes positive incentives for lawful behavior of citizens in general and professional public servants in the justice system, in particular; is the actual result of a public demand for a decrease in the level of tolerance to corruption in the public administration system in general and in justice system, in particular. In the conclusions to the article, it is noted that non-compliance with the administrative and legal restrictions on the collaboration of closely affiliated persons in the justice system creates a situation in which the public service bodies in this system are filled with close persons, who may enter into a corruption conspiracy to use the common good and public interest in their own (personal) interests, which is unacceptable because it distorts the purpose of the existence of the state in general and the judicial power, in particular. Keywords: administrative and legal restrictions, anti-corruption value, corruption in the justice system, joint work of closely affiliated persons, justice system, personnel barrier, personnel tool.

The Role and Purpose of Personnel Policy Among the Social and Labor System within the Relations of an Organization

However, the low effectiveness of the procedures, which regulate socio-economic relations, such as underestimation of the importance of a problem such as the need for their restructuration lead to a necessity in increased attention throughout the economic entities of the real sector of the economy. The urgency of this research problem can be determined by the lack of development of the tools which in turn lead to the development and implementation of personnel policy, aimed at improving the socio-labor relations by making sure to provide sustainable employment inside the organization and effective regulation of the internal labor market. The article demonstrates that personnel policy is not only the main element of socio-labor relations but also a key part for personnel management decisions, since it predetermines the receipt of an overall positive synergetic effect. In this regard, it has been demonstrated that developing organizations which have based their policies on active innovation and strategic processes both internally and externally are characterized for using multiple personnel policies simultaneously resulting to distortions within the organization, which in turn negatively affect the performance of the organization as a whole. It is substantiated that personnel policy should not be regarded as an obligatory formal document, but more as a strategically significant decision for personnel management, which in turn could affect not only the destiny of the organization but also their balance of power among the competitive environment both positively or negatively depending on how correctly it was set.

Changes in the personnel policy of executive authorities

Personnel policy in executive bodies is a system that most effectively improves the professional functioning of government bodies and supports social development. The relevance of the article is associated with the need to improve the efficiency of the executive authorities, one of the key areas of this process is personnel policy. The purpose of the research is to study the features of personnel policy in executive bodies in modern conditions. The main research methods are systematization and generalization of theoretical and practical aspects of the development and implementation of personnel policy in executive authorities. The results of the study show the complexity of the conditions affecting changes in personnel policy in the executive authorities. These changes require constant analysis of the situation and changes in the environment in which they operate. Proposals are formulated for government bodies aimed at increasing adaptability and development potential using appropriate tools and methods of human resource management.