Training Of Civil Servants Research Articles

Клиентоцентричность в профессиональном развитии государственных гражданских служащих (опыт Краснодарского края)

The presented article describes the results of the survey, the purpose of which is to assess the level of satisfaction of civil servants with their own professional development and to identify factors that increase the involvement of employees in the process of professional development. The authors introduce a client-centric approach to the process of training civil servants, while developing and implementing additional professional programs, I focus on the educational needs and needs of listeners. The result of the study was the identification of several conditions that increase the client-centricity of the development and training process. Such conditions include the fixation of awareness of the need for development; an objective assessment of one's own professionalism: success, the presence of scarce competencies, potential; provision of resources and conditions; consideration of the wishes of employees during development and training activities; integration of training into professional activities.

Overview of the practice of training civil servants in post-Soviet countries in the context of digitalization

Modern conditions of public administration are formed in the BANI world ( Grabmeier, 2020 ), unstable, disturbing, uniquely technological and digital. How many of today's civil servants are capable of functioning in such a world through current training and professional development systems? This issue is particularly relevant for post-Soviet countries, as most of them belong to emerging economies that are still shaping their own unique public administration system. The article is aimed at studying the practice of professional development of civil servants within the framework of additional education in post-Soviet countries in the context of digitalisation. According to the study, it is clear that the Soviet model of supplementary education for civil servants is still valid, with minor differences in the countries studied. This model is characterised by a centralised organisation of training of civil servants within the framework of specially created structures (public service academies). With the transition to digital learning, countries are differentiated by the pace and level of transition to distance and e-learning for public servants.

Analysis of Civil Servants Training – an Integral Part of Human Resource Development Management in Public Institutions

This paper, addresses the issue of professional staff training in the public institutions of the Republic of Moldova, as an integral part of human resource development management, being considered an important direction of modernization of the contemporary society. The professional staff training in public institutions is necessary for the development of the ability to react to the increasingly rapid changes, in order to make them more efficient and competitive in the face of new challenges. Therefore, in this paper we have analysed the effort made by the central public authorities to organize the staff training, working in public administration. In this context, several indicators that characterize the professional staff training activity in public administration institutions, have been assessed. The information provided by the State Chancellery of the Republic of Moldova, responsible for the staff training of public administration, served as factual material.

Mewujudkan Lingkungan Belajar Yang Aman Dari Intoleransi, Kekerasan Seksual Dan Narkoba Di PKBM Mojopahit Kota Mojokerto

Information about intolerance, sexual violence and drugs is very important material for every good citizen, especially for teenagers. Mojopahit PKBM students are very diverse, but the majority in terms of age, there are still many students who are of productive age (teenagers). In accordance with the Decree of the Minister of Religion of the Republic of Indonesia Number 01 of 2003 concerning Guidelines for Education and Training of Civil Servants in the Environment, the Department of Religion also integrates human rights and gender values ​​in its curriculum. The implementation of this service activity uses discussion/question and answer/introduction and empowerment methods. In order to obtain information and get closer to the service participants, the service team conducted brain storming with the socialization participants. This community service activity targets tutors and residents studying PKBM Mojopahit, Mojokerto City. This service activity was attended by 20 participants from students from package levels A, B and C and several PKBM Mojopahit Tutors from Mojokerto City took part in accompanying the students who attended.

EQUIVALENCY EVIDENCE OF THE ENGLISH COMPETENCY TEST ACROSS DIFFERENT MODES: A RASCH ANALYSIS

The outbreak of the COVID-19 pandemic has transformed the educational landscape in a way unseen before. Educational institutions are navigating between offline and online learning worldwide. Computer-based testing is rapidly taking over paper-and-pencil testing as the dominant mode of assessment. In some settings, computer-based and paper-and-pencil assessments can also be offered side-by-side, in which case test developers should ensure the evidence of equivalence between both versions. This study aims to establish the equivalency evidence of different delivery modes of the English Competency Test, an English language assessment for civil service officers developed and used by the Human Resources Development Education and Training Center, a civil service training institution under the Ministry of Finance of the Republic of Indonesia. Psychometric analyses were carried out with the Rasch model to measure the unidimensionality, reliability, separation, and standard error of measurement estimates. The findings demonstrate that the paper-and-pencil and computer-based versions of the language assessment exhibit comparatively equivalent psychometric properties. The computer-based version of the English Competency Test is proven to offer a reliable and comparable alternative to the paper-and-pencil version.

Training Vietnamese Civil Servantsin The Context Of Industrial Revolution 4.0

The activities of civil servants are associated with the performance of public duties, serving the political goals of the state, and serving to best meet the legitimate demands of the people. However, civil service activities of countries are being affected by the development of technology in the context of the Fourth Industrial Revolution (revolution 4.0), so training of civil servants needs to have suitable change to build a team of civil servants that meets the requirements of serving the state and the people in new conditions. To plan and organize the good implementation of policies for civil servants, including training policies, managers need to rely on the characteristics of civil service activities in the process of developing and promulgating policies. At the same time, policies need to be consistent with the changing movement trends of society, especially the strong changes in the context of the Industrial revolution 4.0. In this study, the author focuses on analyzing the issue of civil servants training to meet the requirements of the revolution 4.0 in Vietnam. By analyzing and synthesizing secondary documents, the author clarifies a number of contents: Characteristics of civil service activities; requirements of the revolution 4.0 for civil servants; innovating civil servant training content in Vietnam to meet the requirements of the revolution 4.0.

지방의회 공무국외연수제도의 개선방안 연구

In This study, we sought to examine the current status of local council public service overseas training with a focus on laws and regulations and suggest improvement measures to ensure integrity and reliability.
 First, in the preliminary stage, effectiveness must be secured by strengthening the pre-deliberation process in the preliminary stage. The ratio of civilian members must be at least 60% to ensure fairness and integrity in the review. In addition, prior study is necessary for practical overseas training in public affairs. Second, at the implementation stage, the basic principles and behavior matters to be observed by local council members during overseas training for public service should be stipulated in ordinances so that they can fully understand the purpose during the overseas training for public service. Third, in the follow-up stage, the review committee conducts an evaluation of the result report, and in the case of an unfair or seriously poor business trip result report (including lack of schedule compliance and accounting fraud), it must be stipulated that the chairman can request disciplinary action from the ethics special committee. In addition, lawmakers who have been on overseas official business trips must ensure fairness and integrity by informing local residents and the National Assembly of the results report within a certain period of time through official events Fourth, as another measure, it is necessary for local councils to enact and operate regulations on overseas training for civil servants stipulated by rules or ordinances in order to ensure responsibility and integrity for overseas training for civil servants.

Information and Data Processing Training (INFOLAHTA) with Microsoft Excel for Soldiers and Civil Servants KOREM 052/Wijayakrama Kodam Jaya

Within the KOREM 052/Wijayakrama Kodam Jaya environment, proficient information management and data processing have emerged as important determinants of success. In the contemporary military and civil service, mastery in extracting, analyzing, and interpreting information is indispensable for frontline service members and administrative civil servants. Therefore, this training activity is very relevant and essential in preparing them. Report and Data Processing (INFOLAHTA) addresses this need by equipping participants with the transformative potential of Microsoft Excel, positioned at the intersection of technological advancement and strategic skills. This training, led by Multimedia Nusantara University, facilitates training for soldiers and civil servants in Microsoft Excel to process data and information. The results obtained from the participants, combined with the trainers' expertise and support from KOREM 052/Wijayakrama Kodam Jaya, underscore the transformational impact of INFOLAHTA. Empowered Soldiers and Civil Servants emerge proficient at Excel, ready to perform their roles skillfully and confidently. This Community Outreach activity shows the importance of INFOLAHTA in improving professional competence and fostering a culture of continuous learning and innovation. The ongoing impact of this effort is expected to enrich the insights and capabilities of Soldiers and Civil Servants.

Mobile Learning in Civil Servant English Proficiency Training: Advantages, Challenges, and Implementation

This study takes Hainan Free Trade Port as the background to explore the potential and applicability of mobile learning in improving civil servants' English proficiency. While mobile learning offers many advantages, such as flexibility, convenience, personalization and collaborative learning opportunities, there are still challenges that need to be addressed, including technology infrastructure, data security and digital literacy. Using a specially designed WeChat E-learning training program as an illustrative case, the paper demonstrates how mobile platforms can cater to the unique English training needs of civil servants. This tailored program focuses on individualized learning, interactive sessions, and the establishment of a learning community, aiming to improve their intercultural communication skills crucial for international collaborations. The study highlights that while mobile learning shows great promise in the field of English training for civil servants, adequate support, resources, and optimal integration with traditional training methods are essential to take full advantage of its benefits. In addition, the study points to the need to explore innovative strategies for optimizing mobile learning experiences in the future and assess their long-term impact on civil service performance.

Training civil servants in promoting the reputation of the country in the settings of crisis communication

The purpose of the study was to identify how the updated refresher course influences the civil servants’ readiness to promote or restore the reputation of Ukraine in the setting of crisis communication. The study used qualitative methods and tools for baseline analysis of the currently delivered refresher courses for civil servants and quantitative methods for quasi-experimental research. It was found that there was a need for updating the curriculum to concentrate more on training civil servants in promoting the reputation of the country in the context of crisis communication. The main outcome of the intervention was the student-designed and presented projects. These were as follows: “Consolidation of the world through the “soft power” of the state,” “Transparency: See, Invest, Gain,” “Handwriting of Consolidation: Books and Journals,” “Welcome to Our Club,” “Great Citizens: Footprints in History,” “Fight Fakes: Learn how,” “From Heart to Heart via Facebook,” and “Did you ever know that …? You’ll be surprised!.” Using the researcher-designed awareness and readiness for promoting the nation’s reputation scale (ARPNRS), it was found that the updated refresher course for the civil servants improved the attendees’ brand management awareness and skills, crisis communication awareness, and skills, awareness, and skills in measuring a nation’s image and reputation, and motivational components. The ANCOVA test identified that there was a shift from knowledge readiness level (71.23%) to readiness-to-perform level (62.50%) in the participants of the updated course (EG). Further research is needed to identify the effectiveness of student-designed projects in real-life settings.

The Effect of Employee Productivity on Public Services Through Improved Performance of the Human Resources Development Agency of North Sumatra Province

As an effort to build the quality of human resources, organizations need to carry out human resource development which is a process of increasing knowledge, skills and abilities in order to achieve national development goals which include planning, development and management. Through research on performance improvement at the North Sumatra Province human resource development agency, this study aims to analyze the effect of work productivity on public services. The population and sample in this study were prospective civil servants, Alumni of the Latsar state civil apparatus who had attended the Basic Training for prospective civil servants at the North Sumatra provincial human resource development agency totaling 120 (one hundred and twenty) people. The results of this study are: 1) There is a positive effect of work productivity on performance improvement; (2) there is no positive effect of work productivity on public services; (3) there is a positive effect of performance improvement on public services; (4) there is a positive direct effect of work productivity on public services through performance improvement; (5) there is an indirect effect of work productivity on public services through performance improvement.

FACTORS AFFECTING THE EFFECTIVENESS OF TRAINING AND RETRAINING VIETNAMESE CIVIL SERVANTS

Training is frequently cited as the primary policy strategy to increase the caliber of the civil service contingent in each nation's civil service activities. Despite several variances in the content and methods of educating and retraining civil servants, all countries strive to develop a team of civil servants with strong working abilities to meet the demands of serving the state and the people best. The reality demonstrates that the training and retraining of civil servants are not always as efficient as intended, as it is influenced by numerous elements to which agencies and the state must give attention while implementing such tasks. In this paper, the author examines two factors that directly affect civil servants' training and retraining: state agency training and retraining policies; and civil servants' awareness of and attitudes about training and retraining activities. Based on the theoretical framework that was developed, the author conducted a direct survey of 300 leaders of local government agencies at the commune level in five provinces that represent three regions of Vietnam: Tuyen Quang, Ha Giang (Northern provinces), Nghe An (Central province), Dong Thap, and Long An (Southern provinces). According to research findings, local leaders underestimate the knowledge and skills that civil servants acquire through self-training, retraining, updating, and supplementation. It demonstrates that they do not have a strong understanding of or attitude toward training and retraining operations. From the research findings, the author offers some recommendations for local authorities to consider while researching and modifying training and retraining policies appropriately to improve the quality of civil servants and provide better services to the general public.

THE QUALITY OF TRAINING AND RETRAINING CIVIL SERVANTS IN VIETNAM

Training and retraining are recognized as a comprehensive strategy for enhancing the quality of civil servants to satisfy the demands of serving the people in Vietnam and many other nations. However, a variety of variables, both subjective and objective, have a significant impact on the process and outcomes of training and retraining civil servants. This paper focuses on analyzing two factors that have a far-reaching effect on the quality of civil servant training and retraining, namely the policies on training and retraining civil servants (objective factors) and the civil servants' awareness and attitude toward learning (subjective factors). We, the authors of this paper, conducted a survey of 280 civil servants working for 40 commune-level government agencies in four provinces of Vietnam, including Ha Giang and Cao Bang (Northern), and Ca Mau and Bac Lieu (Southern). Research findings indicate that civil servants evaluate the state's training and retraining policies as not in line with their needs. It demonstrates that the training and retraining have not yet attained practicable quality and efficacy. Based on the research findings, we present some recommendations for the enhancement of training and retraining policies so that they are better suited to the requirements of civil servants, helping to perfect the state's institution for training and retraining civil servants.

An overview of Civil Servants Training Policy in Ethiopia: A Qualitative Document Analysis

In-service training has provided to civil servants through Civil Service Training Institutes (CSTIs) established for this purpose. Such practice is widely accepted and implemented the world over. However, the absence of the required policy environment has forced these institutes to ‘ride a blind horse'. This study, aimed to examine the policy environment established to facilitate the training provisions of CSTIs in Ethiopia. To this end, a document analysis method was employed, and data obtained from government documents were analyzed to determine the extent of the facilitation of the existing civil servants' training policy environment and to see the prospects of having favorable civil service training policy in Ethiopia. As the research findings revealed, Ethiopia is a pioneer country in introducing a civil service and civil servants training system in Africa and developing countries of the world. Despite this, currently, Ethiopia deprives of a facilitative civil service training policy environment. The Federal Civil Service Commission is mandated to coordinate, formulate civil service training-related policy environments, supervise, and monitor policy implementation. However, by now, Ethiopia does not have the required federal-level policy framework to regulate civil service training programs either in the form of embedded or independent document. Ethiopia also lacks most of the indicators that are directly related to the policy foundations of the civil service training. The prospect of having a CST policy seems far from reach unless especial attention is provided to the sector. Keywords: Civil Servant, In-service Training, Civil Service Training Institute, Training Policy, Ethiopia. DOI: 10.7176/DCS/13-2-04 Publication date: February 28 th 2023

IMPLEMENT POLICIES ON TRAINING AND FOSTERING CADRES AND CIVIL SERVANTS OF KHMER IN THE MEKONG DELTA, VIETNAM

Cadres and civil servants who are ethnic Khmer people in the Mekong Delta have an essential position and role in implementing the Party's guidelines and guidelines, policies, and laws of the State to present with the people and directly manage society to achieve order, stability, and development. Cadres and civil servants who are ethnic Khmer people are the bridge between the Party, State, and the people, reflecting the people's legitimate thoughts and aspirations for the Party and State. Based on the method of document research, and secondary data, the paper outlines the characteristics of the Khmer people in the Mekong Delta; viewpoints and lines of the Party, policies, and laws of the State on training and retraining policies for cadres and civil servants who are ethnic Khmer people; On the basis of the actual situation of the policy, the thesis has proposed a number of solutions to improve the effectiveness of the policy on training and fostering cadres and civil servants who are ethnic Khmer people in the Mekong Delta.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0202/a.php" alt="Hit counter" /></p>

EXPLORING THE ROLES AND FUNCTIONS OF THE CIVIL SERVANTS WITH SPECIAL STATUS IN THE DETENTION UNITS IN ROMANIA. RECRUITMENT, TRAINING AND EVALUATION OF PRISON POLICE OFFICERS BETWEEN 2009-2021

In this article, we analyze the regulation of the special status of the civil servant in the penitentiary system in relation to the dynamics of recruitment, training, evaluation, and research of the human resource in the detention units in Romania between 2009-2021. With the help of the case study analysis and the empirical research carried out in 22 penitentiaries, on which occasion we interacted and interviewed a number of 74 penitentiary police officers (directors, surveillance officers, educators, psychologists, priests), we identified the representations of the prison police officers regarding the life in the detention units. This research highlights the staff shortages and the low level of training, evaluation, and research of civil servants with special status, an aspect that indicates a strong tendency to preserve roles and statuses in the penitentiary system. The prison management remains anchored in the objectives of reducing overcrowding and improving working conditions and deprivation of liberty, while the objective of mode

Antimicrobial use in animals: a journey towards integrated surveillance.

In 2015, the World Organisation for Animal Health (WOAH, founded as OIE) initiated the annual collection of data on antimicrobials intended for use in animals using a Microsoft Excel questionnaire. In 2022, WOAH initiated the migration to a customised interactive online system: ANIMUSE Global Database. This system enables national Veterinary Services not only to monitor and report data more easily and more accurately, but also to visualise, analyse and use data for surveillance purposes to their own benefit in the implementation of national action plans on antimicrobial resistance. This journey started seven years ago, with progressive improvements in the way data are collected, analysed and reported and continuous adaptations to overcome various challenges encountered (e.g. data confidentiality, training of civil servants, calculation of active ingredients, standardisation to enable fair comparisons and trend analyses, and data interoperability). Technical developments have been key in the success of this endeavour. However, it is important not to underestimate the importance of the human element: to listen to WOAH Members and their needs, and to exchange to solve issues, adapt tools, and gain and maintain trust. The journey is not over yet, and more developments are foreseen, such as to complement current data sources with data collected directly at the farm level; strengthen interoperability and integrated analysis with cross-sectoral databases; and facilitate institutionalisation of data collection and systematic use in monitoring, evaluation, lesson learning, reporting and, eventually, surveillance of antimicrobial use and antimicrobial resistance when implementing and updating national action plans. This paper describes how all these challenges were overcome and how future challenges will be addressed.

DEVELOPMENT OF DIGITAL CITIZENSHIP SKILLS OF FUTURE CIVIL SERVANTS

The article provides a generalized analysis of the formation of digital citizenship skills in future civil servants in two educational programs in Public Administration and Management, at two levels: the first (bachelor’s) and the second (master’s). The study was conducted in 2020–2022 at Donetsk National Medical University and the State University of Telecommunications. The relevance of the scientific research was due to the recommendations of the United Nations (UN) and its agencies, which adopted several recommendations on how to approach the development of human activity sustainably. The document contains seventeen sustainable development goals. In a separate part, goal 4.7 is devoted to the requirements for the formation of digital knowledge and skills necessary to promote sustainable development. Some components of teaching modern digital citizens about sustainability, equity, and social activism, commitment, and political participation within the framework of the United Nations Sustainable Development Goals 2030 Agenda are analyzed. It has been determined that among the seventeen Sustainable Development Goals, there is an educational goal that emphasizes the formation of digital citizenship skills, especially at the level of the civil service. However, the study showed a lack of consistency in the practice of teaching active and critical digital citizenship among university students. For this purpose, a quasiexperimental method was used to learn about the behavior of future civil servants through a seminar focused on the SDGs and observation of the final level of skills development. It is proved that the educational strategies of higher education institutions and educational programs should include disciplines and/or components based on content based on the strategy of digital activism or cyberactivism. This will affect the professional training of future civil servants, the formation of their personality and professional skills as digital citizens in a digital state.

Study of The Profile of Competencies of Civil Servants of Akmola Region

Kazakhstan has approved a model of competencies of a civil servant, which includes the following competencies: activity management, cooperation, decision-making, efficiency, self-development, integrity, responsibility, initiative, stress resistance, orientation to the consumer of services, informing consumers of services. The main aim of the study: to find out what competencies are most relevant for the development of civil servants, so that they meet the expectations and needs of the civil service. The article is devoted to the description of the methodology and discussion of the results obtained during the study using quantitative methods - questionnaires and interviews, during which the analysis of the current situation was carried out, the most popular competencies in the professional activities of civil servants were identified and a review of the literature on the implementation of the competence approach in the civil service was conducted. Thus, discrepancies in the expectations of managers from specialists, and the willingness of specialists to demonstrate professional competencies effectively, were revealed. Certain recommendations are also given on the formation of a profile of competencies of a civil servant, the assessment of competencies in admission to the civil service, as well as improving the organization of the training process during the period of advanced training and retraining of civil servants.

Methodical aspects of professional training of civil servants: approaches, methods, technologies

Methodical aspects of professional training of civil servants: approaches, methods, technologies