The professional community has actively discussed the feasibility of centralizing personnel functions and creating a unified personnel service for executive authorities of the Russian Federation's constituent entities for more than 5 years. More than 20 constituent entities of the Russian Federation have already taken real steps in this direction and have received a positive effect from centralization. The subject of the study is the practice of centralizing personnel functions and the experience of forming unified personnel services in the constituent entities of the Russian Federation using the example of the Tula and Voronezh regions. The purpose of the study is to analyze the results and assess the feasibility of introducing centralization of personnel work/personnel functions in public authorities of the constituent entities of the Russian Federation. The relevance of the study is due to the need to find an effective organizational model of personnel management in the state civil service in the constituent entities of the Russian Federation, ensuring the efficiency and customer focus of personnel processes, as well as taking into account regional characteristics. The scientific novelty of the research lies in the identification and substantiation of organizational mechanisms for the centralization of personnel work, and the conditions for their implementation: the possibility of using a unified information system, introducing uniform standards of the personnel cycle, etc. The need for centralization of personnel functions is argued as a strategic direction for the development of the state civil service of the constituent entities of the Russian Federation. The research used survey methods, questionnaires, comparative analysis, content analysis, modeling, and studying best HR practices. Based on the results of the paper, goals, requirements for the centralization of personnel functions, and expected efficiency were determined. The materials of the article will be useful to personnel services of regional executive authorities for understanding the importance and necessity of centralization for solving a significant set of problems: from increasing the level of methodological support for personnel work, reducing unproductive losses, increasing the professional level of personnel and solving priority problems in the field of effective personnel management.
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