Personnel Reserve Research Articles

Judicial assistant: current state of legal regulation and review of court practice

Patronage service(executive support service)is a type of service and employment relations that arise, change and terminate to ensure effective, proper and quality performance of their duties by officials who are legally entitled to have a patronage servant. The term “patronage” comes from “patronatus” in Latin- the state or rights of the patron. In the national legislation, the patronage service is a quite new category and was first introduced in 1993 with the adoption of the Law on Civil Service, and therefore has no old traditions. The change in the status of the patronage service in Ukraine indirectly indicates its formation. There is no single approach to the principles of patronage service in foreign countries, for example, in Italy and Germany patronage service does not stand out as a separate concept, but such kind relationships are included in the public service, while in Australia, Britain, Georgia, Canada, Lithuania and Poland patronage service conceptually stands out as a category of public service with a number of special rules. The establishment of a patronage service in Ukraine was an objective necessity and today it operates in the system of legislative, executive and judicial branches. The labor functions of patronage service employees are directly correlated with the labor functions of public law official to whom they are assigned (subordinated). The patronage service includes advisers, assistants, commissioners, press-secretaries of the President of Ukraine, employees of the secretariats of the Chairman, First Deputy Chairman and Deputy Chairman of the Verkhovna Rada of Ukraine, employees of patronage services of the Prime Minister of Ukraine and other members of the Cabinet of Ministers of Ukraine, advising assistants of People's Deputies of Ukraine, judicial assistants and scientific advisers to judges of the Constitutional Court of Ukraine, judicial assistants, advisers to the Chairman of the Supreme Court and chairmen of cassation courts, as well as positions of patronage servants in other state bodies. At the same time as for judiciary, part 4 of Article 92 of the Civil Service Law (2015) states that the specifics of patronage service in courts, bodies and institutions of the judicial system are determined by the legislation on the judiciary and the status of judges. Judicial assistants are an integral part of the judiciary. Despite their legal status, whether civil or patronage servants, the lion's share of work is performed by judicial assistants. It can be concluded, directly or indirectly, that effective work of a court or a judge is not possible without the effective work of judicial assistants (judges' offices) and this interdependency is obvious. It should also be noted that a significant number of assistants later become judges, or if we take a look at the biographies of judges of all levels we can find out that many of them took their first steps in the legal profession as judicial assistants. This might lead to the conclusion that “judicial assistants environment” is a kind of a personnel reserve of the judiciary.

Prospects for the professional and personal development of the penal system leaders reserve of the Russian Federation as a factor in the prevention of malfeasance

The effectiveness of penitentiary activities, assuming the authoritarianism of the management system, is largely determined by the individual and personal characteristics of unit heads of the penal system, who need to show their managerial abilities as fully as possible, but not every leader has a sufficient amount of such abilities. If he/she does, he/she cannot always demonstrate them to the fullest extent. In this case, there can be serious miscalculations, leading to certain socio-psychological and criminological consequences. Among them, the instability of the socio-psychological climate in a team, provoking a high employee turnover, which does not allow forming the key personnel of a unit, as well as a high risk that subordinate employees, projecting the style, manner of communication and affects of the management, begin to show socially disapproving and even self-destructive forms of behavior, such as various forms of aggression towards oneself and others, neglect of safety requirements at work and in everyday life, unlawful actions against convicts, etc. One of the most important factors in the prevention of these phenomena is the system of work with a personnel reserve for managerial positions. The arsenal of diagnostic tools for the study of 65 employees working in the penal system, who are middle managers in the personnel reserve, included a set of methods: a) analysis of documents; b) expert assessment of the employee’s personality; c) psychological testing, which allows obtaining a generalized psychological profile of a personality according to the estimates of five “traits of an adequate personality”, motivators of socio-psychological activity, the style of behavior self-regulation, levels of legal consciousness and faith in people, as well as self-assessment of professional development opportunities and career prospects. The generalized characteristics of the respondents show that 88% of them meet the requirements for penitentiary activities. The respondents have an average level of emotional intelligence development with a tendency to lower; their style of behavior self-regulation is accentuated due to their relatively poorly developed independence; 95% of respondents have a high and medium level of legal consciousness development; 70% of them are distinguished by their distrust of people; the leading motivator of their socio-psychological activity is success achievement. All surveyed employees see opportunities for their professional development, although about 30% of them have concerns about promotion opportunities in this system. Based on the results obtained, the resources of success and the four most important areas of work with the personnel reserve were identified.

МОДЕРНІЗАЦІЯ ФІЗИЧНОГО ВИХОВАННЯ МАЙБУТНІХ ВІЙСЬКОВИХ ЛІКАРІВ ШЛЯХОМ ВИЗНАЧЕННЯ ЇХ ТЕМПЕРАМЕНТУ

The training of modern military doctors is a long, multi-stage process that involves a comprehensive approach to training, where the acquisition of medical knowledge and skills is in inseparable tandem with physical training and sports development. This publication is devoted to the idea of modernization of the organization of the modern process of physical education and sports improvement of students of the faculty of training doctors for the Armed Forces of Ukraine. In the course of the research the modern scientific literature was analyzed, pedagogical observation was carried out and a number of surveys and tests were conducted. According to the results of scientific research, this article reflects the idea of modernizing the technique of teaching physical culture using a personality-oriented approach, one aspect of which is to take into account the temperament of students, choosing sports-oriented classes designed to improve physical skills and harmonize future consciousness. military doctors, whose professional activity in the future will be associated with enormous physical activity and psycho-emotional stress. Personality-oriented approach and consideration of temperament as individual personality traits in the construction of physical education of future military doctors, reflects the main current trends and requirements for the educational process: modernization, humanization and individualization and meets the needs of modern students. Students of the faculty of training doctors for the Armed Forces of Ukraine of the National Medical University named after O.O. Bogomolets, as well as a personnel reserve for national security and defense.

STRENGTHENING NATIONAL CAPACITY IN THE FIELD OF YOUTH POLICY IN KAZAKHSTAN

The article notes that youth policy is carried out at many levels. The importance of the national level of its implementation is undeniable. The article is based on the materials of the Republic of Kazakhstan. The directions of youth policy are diverse. Education is of paramount importance, which is considered in close connection with the further employment of young people. Interesting forms of work with them in these areas are the Bolashak program and the Presidential Youth Personnel Reserve. The article also pays attention to some aspects of the development of international youth cooperation.

Роль лидерского потенциала в формировании кадрового резерва компании

In modern conditions, many companies highlight such a problematic aspect in the management of the talent pool as the formation of leadership potential among employees, which undoubtedly affects the achievement of strategic goals and the efficiency of the enterprise as a whole. In modern economic conditions, the role of a leader in implementing the company's development strategy is very important. The important competencies of a leader today include responsibility, the ability to be responsible for one's obligations, initiative and creativity, a proactive approach to life, sociability and purposefulness. When a leader is a leader, he or she is assessed according to such criteria as personal qualities, values, personal effectiveness, creative thinking, and professional skills. These core competencies need to be developed internally. Moreover, if a company is determined to nurture its leaders, it must clearly build a policy of forming a personnel reserve, a pool of future leaders. This is a key aspect in the activities of leading companies. Purpose is defining the role of leadership potential to create a strong corporate culture and form effective teamwork. The formation of a talent pool is associated with the presence of a strong leader, and with the fact that the company's management maintains established traditions, and shows constant concern for customers, employees and other business participants. The corporate culture must correspond to the development strategy, and the success of the strategy implementation depends on how effective the manager will be, leading the strategy implementation, what are his leadership qualities. It is important to show how high and important is the role of the leader, his or her active participation in the formation of the personnel reserve. The method of analogies and such management approaches as personal, behavioral, process and situational were used in the work. Understanding and supporting the work to build a strong talent pool can help businesses become more resilient in the marketplace, improve production and management performance, and see themselves in the long term.

Intellectual capital in the system of human resources policy of the diplomatic service

The article defines the essence and significance of intellectual capital, its place in the system of personnel policy of the diplomatic service. Various definitions of intellectual capital, which in their works were provided by such scientists as A. Chukhno, VL Inozemtsev, O, Kendyukhov, G. Nazarova and others, are considered. It is determined that intellectual capital is a complex system concept, which is considered by scientists taking into account the needs of modern society, which requires a constant exchange of information and replenishment of knowledge. It is emphasized that intelligence passes into property only when under the influence of brain abilities something useful is created, which is endowed with a certain form: databases, lists of information, descriptions of processes, reports and more. The main function of intellectual capital is determined, which is to accelerate the growth of profits through the implementation and formation of the necessary relationships and things, knowledge systems of the enterprise, which, in turn, ensure its highly efficient economic activity. The updated personnel policy in the diplomatic service envisages strengthening the role of the desk officer of the political unit, projecting changes for 2 years and increasing the transparency of the introduction of personnel assessment by the 360 method.It is established that the success of the diplomatic service depends on a balanced personnel policy aimed, in particular, at the growth of intellectual capital. The experience of organizing the personnel work of the diplomatic service of the United States of America is studied. The main problems are formulated and recommendations for improving the personnel policy of the diplomatic service are based on the analysis of world experience.In order to increase the value of intellectual capital, the need for quality education of employees of the diplomatic service, continuous training and self-education of ambassadors and staff, as well as the creation of a personnel reserve in the diplomatic service was emphasized. In addition, it is unacceptable to reduce the cost of diplomatic service. In order to advance in their careers and advance to higher positions, diplomats must be able to undergo systematic training and be experts in at least two regions and speak at least two (three) languages.

Правовые проблемы формирования резерва кадров на государственной гражданской службе

Правовые проблемы формирования резерва кадров на государственной гражданской службе

Management of Personnel Reserve of Oil and Gas Complex Enterprise

Management of Personnel Reserve of Oil and Gas Complex Enterprise

Influence of top managers’ mindsets on the company’s competitiveness

The relevance of solving the problem of managing top managers’ installations has been proved. A brief overview of the two types of mindsets identified by Carol Dweck has been given: fixed mindsets and growth mindsets. Examples of negative and positive influence of mindsets on the work of a top manager, which affected the company’s competitiveness, have been presented. The dependence of the organization’s competitiveness on the type of top managers' mindset has been revealed. Ways to determine the mindset of candidates for top managers and development of the growth mindset when preparing employees who are in the personnel reserve for promotion to higher positions have been proposed also. The methods indicated in the article for changing the mindset of personnel reserve employees require further research.

Problems of forming a staff reserve for municipal employees

Introduction. The tasks developed within the framework of the ongoing intraregional policy are very diverse and are aimed at improving the life of the population and the development of municipalities. The success of their implementation largely depends on the quantitative and qualitative characteristics of the available factors of production. The key role belongs to human resources, namely: the presence of a contingent of municipal employees with the necessary competencies and qualifications. In this regard, it is necessary to prepare tools for ranking the quality of labour activity of municipal employees, adequate to the specific conditions of spatial development. The methodology for assessing labour contribution should include incentives to improve the performance of management activities that meet the requirements of the modern period of formation of the information economy. Revealing the relationship between the qualifications and competencies of working specialists in the administrations of municipalities and the socio-economic results of the functioning of the peripheral territories of the constituent entities of the Russian Federation.Methods. In the course of the study, methods of induction and deduction, comparative and situational analysis, expert assessments, statistical methods of processing and analysing information, and the results of sociological surveys were used.Results and discussion. An analysis of the work of municipal administrations based on research materials for the Central Federal District and the Kursk Region using official statistical information and materials of sociological observations has been carried out. Factors positively and negatively affecting the performance of local government bodies have been established. Features of work and selection of municipal employees, revealed significant shortcomings in their training and preparation for practical activities, studied. The issue of creating a qualitatively new system for the training of municipal employees with the knowledge and competencies required to work in the digitalization environment isrelevant. It is necessary to actively apply various forms of training and professional development of specialists of local administrations, to take into account the opinions of residents of urban and rural settlements. It is advisable to recommend the tools of the program-oriented approach and expert assessments for use when justifying the scale of training a contingent of reservists to replenish the staff of municipal employees.Conclusion. The effectiveness of the activities of public authorities at the lower level is largely determined by the active position of the heads of municipal districts and employees of the apparatus of municipalities. The creation of a personnel reserve of municipal employees has a positive impact on the results of the work of the administrations of municipalities and the socio-economic situation of the territories. To achieve the targets in terms of the planned rates of economic and social development, it is necessary to activate various forms of work with specialists from the administrations of urban and rural settlements. Recommendations are formulated for the formation of a pool of municipal employees, based on the use of social technologies and modelling of competencies for the purpose of high-quality training of specialists for work in leadership positions in local authorities.

TALENT MANAGEMENT IN THE CAREER COACHING STYLE USING A METAPROGRAM APPROACH

There is a point of view that it is already impossible to bring new ideas into talent management. The current practice has been considered in the article and also an alternative approach that can increase the quality of training of talent pool to a higher level has been presented . A new strategy for integrating career coaching and a metaprogram approach into the system of talent pool management, as well as a different starting point for work with it, have been proposed. The prospects and potential of candidates for company vacancies to be included in the personnel reserve are already assessed at the recruitment stage. Specific steps have been listed. The author’s definition of the term “career coaching” has been given.

Personnel reserve as a process of formation of the political elite of the future in Kazakhstan and Russia

The personnel reserve plays an important role in the formation and renewal of the political elite. TheRepublic of Kazakhstan and the Russian Federation share historically determined features of the creationand functioning of the highest bureaucratic apparatus, which takes or has an exclusive influence onstate decision-making. The purpose of the study was to learn and compare the mechanism of formationof the personnel reserve in Kazakhstan and Russia. In order to structure and analyze the features of thepersonnel reserve a number of criteria have been developed: implementation levels, age priorities, specialization,effectiveness, and others. The results of the study showed that the mechanisms for formingthe personnel reserve of Kazakhstan and Russia are largely similar, have the same, politically determined,reasons for creation and implementation period. However, there are also differences; Kazakhstan focuseson the promotion of young leaders and forms a common reserve that does not take into account the areaof management. Russia is expanding the age limits of reservists and introducing specialized personnelreserves. The analysis of the experience of both countries makes it possible to identify promising areasfor improving the mechanisms of the personnel reserve.Key words: personnel reserve, political elite, recruitment, career, personnel promotion.

THE EFFECTIVENESS OF THE PSYCHOLOGICAL SUPPORT PROGRAM OF THE PERSONAL-PROFESSIONAL GROWTH OF THE STATE EMPLOYMENT SERVICE OF UKRAINE PERSONNEL RESERVE

Modern methods and technologies of personality development in the context of professional activity have been described and analyzed in this article, in particular, the effectiveness of the program of psychological support of its development in the format of webinars has been discussed. In the hard and unstable time of today: economic changes, social transformations and epidemic threat, the problem of organizing and realization of productive distance learning becomes especially relevant for the professional activity of psychologists, instructors of higher education institutions, preparation of the personnel reserve of the State Employment Service of Ukraine (SESU). The psychological support program has been worked out for the SESU staff reserve and realized on the basis of the SESU staff training institute. Its preparation and realization are focused on the dynamics of such indicators of reservists as motivation of achievement, orientation in time, plasticity of behavior, management of emotions, activity, creativity. The purpose of the article is to prove the effectiveness of the webinar program as a method of remote psychological support of the reservists’ development. Methods which have been used in the program elaboration: five-factor personal questionnaire (Khromov A. B. 2000); self-actualization test - CAT (Aleshina Iu.E., 2003); test for the diagnosis of achievement motivation (A. Mehrabian, 2002); self-development readiness test by V.L Pavlov; test for emotional consciousness (Vlasova O. I., Berezyuk, 2015). The effectiveness of the psychological support program was tested using the G-signs criterion and the t-test for dependent samples. Among the methods of psychological support, special attention is paid to: narratives, methods of educational coaching, narration and symbol drama. According to the results of the study (106 people), distance learning in the format of webinars has proved to be an effective method of maintaining the staff reserve of the SESU. The implementation of this program and testing its effectiveness have shown positive, statistically significant results.

Формирование профессиональных компетенций у сотрудников уголовно-исполнительной системы Российской Федерации, состоящих в резерве кадров на руководящую должность

Формирование профессиональных компетенций у сотрудников уголовно-исполнительной системы Российской Федерации, состоящих в резерве кадров на руководящую должность

Ethno-political challenges: reflection in the theoretical discourse and tools of state national policy

Introduction. The multilayered and contradictory development of the world, countries and regions against the backdrop of the consequences of globalization and international confrontation complicates the formulation and solution of internal management tasks, the choice of the optimal strategy and tactics for responding to rapidly changing situations, or, conversely, attempts to revive archaic institutions that reject the values of intercivilization dialogue. The purpose of this article is to identify and evaluate the place of the ethno-political challenges among the tools of the state national policy of the Russian Federation evidenced with relevant strategic planning documents.Materials and methods. The research was based on the study of official documents of the Russian Federation in the framework of the goal-setting and contextual analysis of political discourse, taking into account the concept of articulation. Methods of systematic and comparative analysis, political diagnostics were also used.The results of the research. The analysis made it possible to detect a significant, but not absolute correlation in the interpretation of ethno-political challenges for Russia in the considered strategic planning documents of the Russian Federation. It is shown that the meaning-forming plots of the official discourse in the ethno-political perspective have a largely conservative essence, referring to traditional values, preserving the identity of Russia as a civilization. Simultaneously it emphasizes the rejection of insularity, isolation, calls for activity in the international stage in various formats, for internal transformations. A certain coincidence of priority tasks in the context of actualized challenges in the field of interethnic relations, regional and spatial development of the country is revealed.Discussion and conclusions. The necessity of clarifying some of the provisions of the current strategic planning documents of the Russian Federation and of eliminating bottlenecks in them that do not agree with the modern discursive practices and the needs of managing the ethno-political sphere is substantiated. The authors proposed measures for improving the legislative support of ethnological examination, its practical implementation, expanding sociological and ethno-political monitoring with the integration of structures at the federal and regional levels and increasing attention to the local (municipal) level, early diagnosis and prevention of conflict situations, support for domestic culture and art, moral shaping of the elite and the training of personnel reserve in the spirit of awareness of belonging to the all-Russian civil nation.

Thoughts on the reform of preventive medicine education in the context of new medicine

Talent training is the core and foundation of public health system construction. Shortage of talents in the field of disease prevention and public health exposed by COVID-19 pandemic highlights the importance of developing preventive medical education. This article analyzes the challenges of medical education in the dilemma of "separation of medical treatment and prevention", and the new requirements for preventive medical education in the construction of New Medicine under the Healthy China strategy. Four aspects including stepping up the resource allocation and investment, educating responsible public health professionals, the education of all medical students who implement the core competence of public health, and the establishment of a continuing education system for preventive medicine have been considered. A series of specific suggestions are put forward including the establishment of a full-chain closed-loop research system to support the cultivation of top-notch innovative public health talents, strengthening the assessment of core public health capabilities for clinical medical professional admission, formulating a "medical and preventive integration" training program for primary health personnel, and implementing "combination of peace and war" public health personnel reserve system, with the purpose of providing reference for the reform and development of preventive medical education in China.

Directions to Improve Effectiveness of Management of Management of the Industry Company Personnel

Organization personnel management is the essential resource for ensuring the effectiveness of its activities. Planning a company’s development strategy is inextricably linked with planning a strategy and tactics for managing labor potential. The article discusses the current areas of personnel management, suggests options for working with a personnel reserve, and considers the difficulties of personnel management for the conditions of an industrial company. As a result of the analysis, the managerial impacts plan was formed, the implementation of which will ensure the solution of production problems in the direction of increasing the efficiency of personnel management of the enterprise.

Аssessment of staff as a factor of increasing efficiency of personnel management in the organization

Planning, motivation, training and staff development; selection, adaptation, placement of personnel; formation of personnel reserve; personnel movements: — it is impossible to develop competent and adequate activity in all these areas without a preliminary assessment of the relevant personal and professional qualities of employees. A well-developed assessment system using the competency profile allows more efficient use of the potential of employees by increasing the level of motivation, determines the direction of development and stimulates the need for training and advanced training.

Практика формирования региональной партийно-политической элиты второй половины 1960-х - 1980-х гг. (на материалах Оренбургской области)

By the material of Orenburg region, the article describes the process of forming the Soviet regional party and political elite of the second half of the 1960-1980s. The author examines peculiarities of working with the party committees’ personnel reserve, describes functioning of the regional nomenclature, provides its statistical analysis and characterizes the system of professional party training of political leaders. The findings indicate continuity in the process of promotion to managerial positions, high intersectorial and geographical rotation of the administrative staff.

Формирование кадрового состава Иркутской областной конторы Государственного банка СССР в 1950–80-е гг.: динамика образовательного уровня и повышения квалификации

The paper discusses the dynamics of the educational level and skills development of Irkutsk regional office of the State Bank of the USSR officials during the 1950s–1980s. They are important components of personnel formation of the unit. The relevance of the research of historical context is in the deeper analysis of the complex of social and economic, managerial, professional and educational conditions of personnel reproduction of modern banking system. Growth statistics of head specialists provision for the regional office and its structural divisions are identified and summarized. Secondary and higher professional education system, refresher course and technical training are considered as the main channels for improving the educational level of the regional office of the State Bank officials. Trends of actualization of getting higher special education and maintaining the importance of mastering secondary special education are revealed. The trend of activation the mentoring system, the system of personnel reserve and national personnel formation are underlined. The research was based on the materials (for the first time introduced into scientific circulation) of State Archive of Irkutsk Region.