Personnel Reform Research Articles

Ворохобова Департамента здравоохранения города Москвы.

To reduce the workload of nursing staff, it is necessary to develop new approaches to the organization of work, new methods and forms of managing these personnel. Purpose of the study is to develop a system for the distribution of duties of non-medical personnel in order to improve the efficiency of medical organization functioning, basing on the example of the Vorohobov’s City Clinical Hospital № 67. The system will significantly reduce the workload of medical personnel, increase staff motivation and improve the quality of medical services provided. Material and methods. The features of the the Vorohobov’s City Clinical Hospital № 67 functioning, as well as the personnel reform carried out, contributing to the optimization of the activities of medical personnel, are considered. A quantitative analysis of the costs and structure of the nurses working time in the Vorohobov’s City Clinical Hospital № 67 was carried out on the basis of statistical accounting methods: an inventory of tasks and a survey of nurses in a separate building of the medical organization were performed. Results. It was revealed that the greatest time costs for performing labor operations that do not require medical qualifications during the working day fall on the nurses of treatment (procedure) room and dressing examination (bandaging room). Specific job responsibilities that can be delegated to non-medical staff have been identified. According to the results of a quantitative study, the modernization of labor organization principles in medical organizations on the example of the Vorohobov’s City Clinical Hospital № 67 consists in delegating labor operations, such as document handling and working with electronic resources, to non-medical personnel. Findings. The results of the study can be used by the management of medical organizations in the organization of labor and the distribution of the workload of medical and non-medical personnel to improve the quality of medical services provided.

Why do they leave? University personnel system reforms in China and the impacts on academic staff turnover

ABSTRACT Under pressure to establish world-class universities, higher education institutions are competing for high-level talent and developing increasingly strict performance assessment mechanisms, which may cause academic staff turnover and potential talent loss. This study focuses on academic staff turnover in the context of reforms to the Chinese academic personnel system, featured by the adoption of a tenure track system. By adopting an ecological perspective, this study discerned a systematic influence of personnel system reforms on academic staff turnover across multiple levels of the academic ecosystem, including the social/institutional, organisational, interpersonal, and individual dimensions. The findings unravel possible discourse misalignment at different levels of the academic ecosystem, deepening understanding of the controversies around university personnel reforms. The study contributes to the global literature on academic staff turnover in the context of competition among world-class universities and offer lessons for other countries undergoing similar transformations in their higher education systems.

Centralization and regulatory enforcement: Evidence from personnel authority reform in China

This paper examines the impacts of the centralization of authority in the appointment of civil servants on the effectiveness of regulatory enforcement efforts. We exploit a unique personnel reform in China’s Environmental Protection Bureaus (EPBs), which shifts the power to appoint local EPB directors from municipal governments to the provincial level. Based on detailed personnel records and administrative punishment data, we find that local EPB directors under centralized personnel authority increase the number of punishments and the total amount of fines by 13.0% and 19.0%, respectively. The impact on environmental enforcement remains of comparable magnitude even after 3 years, resulting in improved environmental quality. We identify three possible mechanisms driving this positive effect: the reduction of distorted incentives, the enforcement of objectives with interjurisdictional externalities, and the selection of more qualified appointees. Our analysis contributes to the understanding of the consequences of the recent trend toward “reverse decentralization” in institutional settings.

Comparative Study of Indonesian and Malaysian Civil Service Reform

Public service reform has demanded personnel reform to ensure that public services are carried out effectively. The success of personnel reform then needs to be assessed to know how far it has worked in a country to find out how effectively the reform effort has been implemented. This paper aims to conduct a comparative review of the extent to which personnel reform has been implemented in Indonesia and Malaysia. This research was conducted by qualitative method with a comparative study approach. Secondary data were used in the study by taking from databases provided by the United Nations and the World Justice Project. The comparison was carried out using five indices, namely E-government development index (EGDI), E-Participation Index (EPI), Rule of Law Index, Corruption Perceptions Index (CPI), and Democracy Index. In addition, secondary data are also obtained from literature studies of books, research journals, and other sources that are in accordance with the research problem. The results showed that overall Malaysia is superior in the successful implementation of personnel reform when compared to Indonesia in terms of implementing e-government and ensuring its public services are delivered accountably. However, in involving public participation in e-government operators, Indonesia is superior when compared to Malaysia. The implication of the research for the Indonesian government is the demand to better develop its personnel reform policies to ensure more effective and accountable public services in the future.

Implementation Open Bidding For Middle Managers (JPT Pratama) Position In The National Archives Of The Republic Of Indonesia (ANRI)

Indonesia is one of the countries that has carried out personnel reform by implementing open recruitment and selection for Primary High Leadership Positions (JPT) which are currently being carried out openly using a merit system. The National Archives of the Republic of Indonesia as a non-ministerial government institution has also implemented this policy in conducting open recruitment and selection by implementing a merit system. The purpose of this study is to analyze how the implementation of and problems with policy implementation in filling recruitment and open selection for Primary High Leadership Positions (JPT) in personnel management in Indonesia, especially in the National Archives of the Republic of Indonesia. The research method in this paper is qualitative using a post-positivism approach. Data obtained through observation obtained from journals, documentation and interviews were analyzed descriptively in a relevant and accurate manner. The results of the study show that the implementation of the implementation of open selection at the Pratama High Leadership Position (JPT) has not fully gone well so it is necessary to take steps to be able to make strategic improvements in an effort to implement effective bureaucratic reform so that the practice of KKN (Corruption, Collusion and Nepotism) can be avoided. Thus, it is necessary to improve the practice of civil service reform in Indonesia, especially in the implementation of open selection so that it can provide public services in a selective, objective and better supervisory manner based on applicable policies and regulations.

Comparison of Personnel Reform of the United States and Australia

The role and function of the personnel system in the bureaucracy of a country is a critical, strategic, and decisive success factor. The size and quality of a country's bureaucracy determines whether it is superior or poor. For this reason, bureaucratic ability to change is needed in order to grow thoroughly and consistently, one of which is through research on best practices of personnel reform in other countries. This study aims to conduct benchmarking/comparative analysis of personnel system reform in the United States and Australia, which is based on the development of their respective staffing systems, using qualitative research methods and data collection techniques from literature studies. Position, job classification, and compensation, as well as training and development; to be used as comparison and assessment information. Based on the findings of this comparative study, each reform of the State Civil Apparatus has its own advantages and disadvantages.

Perbandingan Reformasi Kepegawaian Negara Singapura dan Filipina

Each country has its own personnel reform. Starting from recruitment and selection to compensation given to civil servants. This article discusses civil service reform in Singapore and the Philippines. The two countries are ASEAN countries that are quite different in terms of their personnel reform. This is because Singapore is better known as a developed and prosperous country than the Philippines. This article takes data from supporting books, journals, papers, and internet searches, especially those related to the theory of personnel reform, recruitment, employee development, and compensation systems. The result of the comparison of reforms from the two countries is that Singapore is leading in most of the change processes in the process of achieving indicators in the bureaucratic reform program. Both in terms of human resource development, leadership and the form of governance principles adopted

The Effectiveness of Kenya Police Reforms on Service Delivery in Nairobi City County, Kenya

Performance in the Police Service in Kenya has been deteriorating over the years. For this reason, the National Police Service has recently developed an ambitious plan for police reforms, aimed at transforming the Police Service into an institution that will be modern, efficient and effective and responsive to the needs and expectations of the public. However, there seems to be a problem in the police reform program. Accordingly, the present study sought to ascertain the effectiveness of police service reforms on service delivery in the Kenya Police Service in Nairobi County, Kenya. Its objectives are to establish the effectiveness of personnel reforms on service delivery in the Kenya Police Service in Nairobi County; to establish the effectiveness of financial reforms on service delivery in Kenya Police Service in Nairobi County; to establish the effectiveness of legal reforms on service delivery in Kenya Police Service in Nairobi County; and to establish the effectiveness of cultural reforms on service delivery in Kenya Police Service in Nairobi County; The study adopted a descriptive, survey design and was cross-sectional in nature. The study was delimited to Nairobi County, Kenya and the respondents comprised of junior cadre police officers who are the main operatives on patrols and front office desks. A sample of 351 respondents was selected from a target population of 2883 officers using stratified random sampling. Primary data was collected using a questionnaire while secondary data was collected through a review of relevant content. Out of the 351 questionnaires that were distributed to the targeted respondents, one hundred and two were correctly filled and returned. Data was analyzed by use of descriptive statistics and presented using a pie chart, tables and narration. The results reveal that police service reforms are broadly categorized as personnel reforms, financial reforms, legal reforms and cultural reforms. Additionally, it established that while some aspects of these reforms are seen to be effective or even extremely effective in enhancing service delivery, others are not. The implication here is that those in charge of police reforms should be more careful when deciding which types of reforms to enact as some are likely to be unsuccessful, or even unpopular, resulting in poor service delivery.

Something Lost, Something Gained: Changes in China’s Procuratorate in Response to the Reform of the National Supervision System

Abstract China’s significant reform of the national supervision system in 2016 eliminated the general power to investigate professional misconduct by the members of the procuratorate. It resulted in serious challenges to the performance of China’s procuratorial functions in terms of criminal litigation and the ability to supervise criminal litigation. To counter the potential impact and strengthen the procuratorate’s procuratorial functions, in response the Supreme People’s Procuratorate carried out three main reforms: (1) it restructured the procuratorate’s internal institutions and established four specialized criminal procuratorial departments; (2) it empowered one prosecutor with the authority to arrest and prosecute suspected criminals; and (3) it encouraged a system of detailed procuratorial sentencing recommendations. At the same time, the procuratorate developed internal and external supporting measures to ensure steady progress in procuratorial reform. To protect against potential external interference, the procuratorate promotes a more centralized management system. Internally, it has engaged in personnel reforms and made procuratorial recommendations.

Discretion, Talent Allocation, and Governance Performance: Evidence from China’s Imperial Bureaucracy

A long intellectual tradition starting with Max Weber views an ideal bureaucracy as a completely rule-based system. However, the net effect of discretionary appointment compared with a rule-based approach is theoretically ambiguous. Exploiting a unique setting in China’s imperial bureaucracy, where a personnel reform shifted the appointment method for prefecture governors from the lottery rule to a discretionary system, we show that discretionary appointment improved the quality of governors and led to an increase in public goods provision and a reduction in social unrest. The positive effects are more pronounced when the appointers had a larger stake in the organization.

An Empirical Analysis of the Impact of Local Officials’ Characteristics on Environmental Governance Performance

This paper uses China’s 2010-2018 city-level panel data and the annual average PM2.5 concentration data processed by ArcGIS software and uses the LASSO regression model to empirically analyze the impact of local officials’ characteristics environmental governance performance. The results show that younger officials, municipal party committee secretaries who graduated from ordinary colleges and universities, municipal party committee secretaries who have been vacated, and general mayors are more conducive to environmental governance; those who have worked in state-owned enterprises, are older, have studied The secretary of the municipal party committee and a mayor who is promoted from the grassroots in economics and management, the secretary of the municipal party committee with a bachelor’s degree, the mayor who has a graduate degree, the mayor who has committed corruption and discipline, and the mayors who graduated from the party school are not conducive to the jurisdiction Environmental governance. The research results of this article help to understand the role of individual differences in local officials in environmental governance, and can also provide reference suggestions for cadres and personnel reform.

УПРОВАДЖЕННЯ КОМПЕТЕНТНІСНОГО ПІДХОДУ В СИСТЕМУ ОЦІНКИ ДЕРЖАВНИХ СЛУЖБОВЦІВ

Within the strategy for reforming public administration, priority is given to the issues of personnel competence in the public service. It is in this context that the main directions of personnel reforms in the framework of the state personnel policy have been determined, since the competitiveness and socio-economic development of the state depends on the quality level of staffing, the professionalism of the public servants. The results of research by scientists give grounds to assert that the management of public service personnel today is carried out without taking into account the systematic assessment of public servants. Reducing professionalism, insufficient level of staff involvement and satisfaction negatively affect the performance of government agencies. As practice shows, the public servants, for various reasons, are not engaged in the systemic development of their professional level. Given the high level of intensity of professional activity, specific difficulties in the public service, problems in the personal and professional development of public servants complicate the process of disclosing human potential. The article defines the essence of the competence-based approach, characterizes the constituent elements and features of the assessment of public service personnel and substantiates the possibility of introducing the competence-based approach to the system of assessing public servants. Particular attention is paid to the definition of the "professional competence" concept. It is recommended to assess professional competence in the public administration system by measuring the specific ability: effectively carry out specific activities in the public service; use knowledge and skills in the workplace at the level of established standards; apply knowledge and skills in the uncertain and dynamic conditions of the public administration system; responsibly perform duties and achieve planned results; demonstrate the ethical and business qualities of a public servant. It is concluded that the introduction of a competency-based approach to the assessment system of public servants should be based on the use of innovative technologies in higher education, in the direction of introducing a new generation of standards. This approach is the basis for the development of a passport for a public servant position with a clear definition of professional competencies for each of the positions in the public service.

Police Reform Practices and Service Delivery in the Kenya Police Service at Machakos County Police Headquarters, Kenya

This study focused on Police Reforms Practices and Service Delivery in the Kenya Police Service at Machakos County Police Headquarters. Police reforms in Kenya as availed from literature indicate that the colonial government in 1950 made attempts on reforming the police force. The appointment of the National Task Force on Police Reforms arose mainly from the post-election violence in 2007-2008 where hundreds of Kenyans lost their lives, thousands of people were displaced and property destroyed. This is because the police officers used excessive force, they were not trained to handle the violence that erupted and they took political sides. In order to address these concerns, the study aimed at examining police reforms practices and service delivery at Machakos county headquarters. Service delivery is a component of business that defines the interaction between providers and clients. Good service delivery provides clients with an increase in value. A well-functioning public sector that delivers quality public services consistent with citizen preferences and that fosters private market-led growth. The specific objectives were to establish the effect of personnel reforms and service delivery, establish the effect of financial reforms on service delivery and to establish the effect of legal reforms and service delivery in the Kenya Police service at Machakos County Police Headquarters Kenya. The significance of the study is as it tackled and documented the effect of police reforms practices and service delivery. It highlights the effect of personnel reforms and service deliver, financial reforms and service delivery and the legal reforms and legal reforms and service deliver. The study was guided by the Resource Based Theory, Servqual theory and the New Public Management Model in analyzing the theoretical background. A descriptive survey research design was used. The study targeted a population of 110 senior police officers in the Kenya Police Service and adopted the census approach to obtain information from every member of the population. Primary data was collected using a semi structured questionnaire, while secondary data was collected through review of literature on police reforms. Pilot study was conducted to validate the questionnaire. Data collected was subjected to quantitative analysis and data was presented using tables, graphs and pie charts inferential statistics was used in the study including correlation and multiple regressions in order to determine the relationship between the independent and dependent variables. Statistical package for social sciences (SPSS) version 22 was used to aid the analysis of the data. The findings revealed that personnel reforms and service deliver, financial reforms and service delivery and legal reforms and service delivery influence service delivery in the Kenya Police Service to a great extent. The findings conclude that personnel reforms have a positive and significant influence on service delivery in the Kenya Police Service at Machakos County Police Headquarters in Kenya. The conclusion on financial reforms and Service delivery, legal reforms and service delivery and financial reforms and service delivery have a positive and significant influence on service delivery in the Kenya Police Service. The findings recommend that the Kenya Police Service at Machakos County Police Headquarters should implement the personnel reforms. The findings also recommend that the police service should give police access to improved salary, savings Sacco and increased allowances. The findings furthermore recommend that legal reforms be instated that will assist in conducting impartial investigations, inspections, audits and monitoring of the National Police Service to enhance professionalism and discipline of the Service.

Transitional Justice and Temporal Parameters: Built-In Expiration Dates?

Abstract Temporal assumptions associated with personnel reforms, such as lustration and public disclosure programs, both prescribe the optimal timing for the onset of measures and proscribe a long duration for such measures. In the context of the post-communist transitions, these assumptions suggested that lustration and public disclosures should be enacted as soon as possible after a regime transition, with the legitimacy, motives, and legal appropriateness of delayed measures being questioned. In terms of duration, personnel reforms should have fixed time limits, often suggested as no more than a decade. This article critically explores the evolution of these temporal assumptions through an examination of the legal rulings, intergovernmental policies, and recommendations of the Parliamentary Assembly of the Council of Europe, the European Court of Human Rights, and the Venice Commission. The article illustrates the tension between the continued use of the measures by some post-communist states and international rulings signalling their expiration.

Behind the Facade of Uvarov’s Classicism: Career Strategies of Classical Philologists at Russian Universities

Introduction. The article is focused on reconstruction of the practices of forming a disciplinary group of classical philologists in the Russian Empire universities in the 1830s – 1850s. Methods. For this purpose, the archival materials of the Ministry of Education, as well as Saint Petersburg, Moscow, Kazan and Kiev Universities are considered. The research methodology is based on a combination of both traditional general historical methods and methods of classical source studies, and approaches developed in the framework of the history of science, the sociology of knowledge and the history of disciplines. Analysis and results. It is important to analyze three points: the political context, practices in building career trajectories and academic networks of professors of Greek and Roman literature and antiquities at Russian universities. The transformation of the existing network of universities into the system of public education was carried out by the Minister of Public Education Sergey Uvarov in the 1830s. Transferring to Russia the European model of secondary education based on the study of classical languages, Uvarov created a system of general education and relentlessly promoted antiquity studies in the Russian Empire. Teaching classical disciplines was expanded at gymnasiums and universities. Following the academic personnel reform of the late 1830s, a number of “antiquity chairs” at universities was headed by young philologists and historians who had spent two or three years of training at universities in Germany, mainly in Berlin, attending lectures and seminars of leading German classical philologists. In the 1840s – 1850s, an artificially constructed group of classical philologists gradually transformed into a disciplinary community.

Reevaluating ‘countermeasure from below’: evidences from judicial personnel reforms in China

ABSTRACTIn the past few years, China has made a drastic switch to a more centralized approach to institutional change, thus vastly reducing the decades-old problem of local non-compliance. Using the recent judicial personnel reforms (员额制改革) as a case study, this paper examines the functioning of this new top-down model. Based on field research, the paper finds that the reforms have drastically reduced judge headcounts, placing tremendous burden on those remaining. In addition, they have made it much harder for new recruits to rise to the rank of judge, forcing them to remain as ‘judicial assistants’ who are not allowed to adjudicate cases independently. These changes have driven many judges to resign and have significantly diminished the appeal of judicial posts to new talent, especially in developed regions where caseloads are heavier and alternative career options more lucrative. Furthermore, such problems have continued to plague the judiciary despite long-standing widespread acknowledgment of them within and outside the judiciary. These developments highlight a critical disadvantage of the new top-down approach: unlike the previous decentralized system, under which powerful local actors could often de facto reject institutional changes they deemed flawed or unsuitable to local circumstances, the new centralized approach provides little effective check against design defects in the center’s reforms.

20세기 초 연변 의료시설과 의학계의 독립운동

The first peak of the Chinese-Korean ethnic group''s migration to the northeast was from the late 19th century to the early 20th century. In the late 19th century, with the brutal politics of the Korean government and the Japanese imperialist invasion of Korea, the northern Korean population crossed the Tu-men River and moved to Yanbian on a large scale. The immigration policy of the Qing Dynasty and the Republic of China assisted to gradually form the Korean society. In particular, taking the opportunity of the merger of Korea and Japan in 1910, many revolutionaries who pursued the independence of countries and national liberation gathered in Yanbian for the construction of overseas independence movement bases. Most of them, as Christian believers and doctors, carried out the patriotic enlightenment movement and anti-Japanese struggle in the Yanbian area and made great contributions to the medical service in Yanbian area. While introducing the medical facilities and personnel reform in Yanbian, this article analyzes the role and contribution of medical professionals in the society of Koreans through the activities of medical representatives such as Park Suh-yang, Martin, Shin Bok-dung, and Lee Kyong-jae. This article makes an effort to highlight the medical professionals who stuck to their duty as doctors, silently working for the ethnic society even though they were not well-known, because there is no apparent records verifying that they participated in the armed struggle for independence. It is also suggested that the contributions of those who had not yet been identified to the independence struggle should be tracked.

Reforming while maintaining job security: a good idea? The case of the Kazakhstani public service

Recent administrative reforms in highly ranked countries like the Netherlands, New Zealand, Singapore and Sweden focus on legal normalization and the use of performance contracts, with public servants enjoying far less job security than one or two decades ago. Our study in Kazakhstan, a developing former Soviet republic subjected to various waves of personnel reform, demonstrates that job security is highly valued by public servants (n = 627). Moreover, as the primary reason for joining public service, it relates positively to public service motivation, and job satisfaction, and negatively to turnover intention. We discuss the risks of repealing job security for developing countries, which look to the advanced economies for public management solutions, and the adverse effects of transplanting reform strategies from the developed world to the developing world. We conclude with critical implications for policy and reform.

What is wrong with job security?

SummaryMost Western studies into motivation suggest that public servants are prosocial. Moreover, scholars suggest that a desire for external rewards, like pay and job security, may crowd out prosocial proclivity. However, recent studies from non‐Western contexts provide mixed results about the actual drivers of public servants' motivation to seek and retain public sector employment and perform their duties. To advance the development of theory regarding motivational dynamics of public servants in developing countries, we examine how pursuing external rewards impacts public service motivation, job satisfaction, and turnover intention among public servants in Kazakhstan (n = 627), a developing former Soviet republic that has been subjected to various waves of personnel reform. Our quantitative and qualitative data show that a desire for job security relates positively to public service motivation and job satisfaction, whereas a desire for monetary rewards correlates negatively with public service motivation and positively with turnover intention. We conclude with the implications for theory and practice.

Youth work in Ukraine: new approaches to the strategic sector of social policy

The article highlights new approaches to youth work, training of youth workers as strategic direction of social policy reform in the context of the draft Law of Ukraine On Youth. Current practice indicates a number of topical issues related to the preparation and formation of professional skills and social competencies of social workers – future implementers of youth policy. In particular, the practice demonstrates the failure of existing forms of training, which are now mostly limited academic training specialists in the social and socio-educational fields in universities. Modernity requires wider distribution of non-traditional and innovative forms of formation of personnel potential in the field of youth work. An example of an innovative approach to youth issues in general and youth training personnel reform is a new draft Law of Ukraine On Youth, developed by a group of MPs, together with the Ministry of Youth and Sports, and experts UNICEF resuscitation reform package. Key areas of the bill are: employment, housing and youth building support young people in difficult circumstances, cultural development, health and physical development, legal protection. Along with the traditional preliminary legal instruments in the field of youth policy, such as informal youth associations, youth organizations, national-patriotic education of youth and others. The draft appears a number of terms that make the content innovative potential of social youth policy, namely vulnerable young people, youth work, youth participation and the Council, Youth Advisory Council, a youth worker, youth center, informal education of young people and others.