German Averboukh (PhD) - Academia.edu (original) (raw)
Papers by German Averboukh (PhD)
РАЗВИТИЕ СОВРЕМЕННЫХ КАДРОВЫХ ТЕХНОЛОГИИ В СИСТЕМЕ ПУБЛИЧЕСКОИ СЛУЖБЫ , 2022
The category of “personnel technologies in the public service” is outlined as a system of consist... more The category of “personnel technologies in the public service” is outlined as a system of consistently developed actions, techniques, and operations that allow to obtain information about the capabilities
of employees, or to formulate a set of requirements for them by the organization. Based on the structural
and functional approach, personnel technologies in the public service are divided into three groups (technologies that provide personal information about employees; technologies that provide the necessary characteristics of staff, whose functional role is to carry out professional, intellectual, psychological and medical
selection; providing staff opportunities (selection, rotation, career management, professional development
skills). An analysis of the main problems in the use of personnel technologies is carried out. To eliminate
negative trends in the field of personnel management, a model of human resources management has been
developed, which is a scientifically sound sequence of personnel decisions in order to achieve the strategic
goals of public authorities. It is proved that this process should include six interrelated stages: preliminary,
diagnostic, prognostic, methodical, organizational, and evaluation. It is proposed to introduce into practice an innovative internal organizational technology for the development of professional development
and training of public servants, heads of enterprises, institutions, and persons who are in the personnel
management reserve. The program should result in the implementation of a strategy for the development
of managerial staff, the formation of a new type of public servant with a broad outlook, creative thinking,
competent, able not only to follow suit but also offer new innovative models of action in reforming public
authorities, global financial crisis. It is determined that one of the main directions of improving the practice
of personnel technologies in the public service system is a further development of the mechanism of organization and competitive selection for public positions, which is closely related to the problem of organizational
support of public service – formation and preparation of real and effective personnel reserve.
The purpose of the research. The aim is to reveal the conceptual problems of human resources development in the public service system and outline ways to increase their efficiency and effectiveness.
Methodology. The theoretical basis of the study was the works of domestic and foreign scientists,
research on the development of modern personnel technologies in the public service, legislation, and regulations. Research methods such as analysis, synthesis, and scientific abstraction were used; as system-structural analysis. General methodological problems of personnel policy formation and public administration
were solved in the works of N. Gibalo, A. Dementieva, B. Eremin, V. Zotov, V. Kulikov, K. Hartanovich, and a number of other scientists and specialists. At the same time, the issue of the development of modern
personnel technologies in the public service system is insufficiently studied.
12
Scientific novelty. The conceptual and categorical apparatus of the science of public administration has been clarified, namely: the category “personnel technologies in the public service” is
proposed to be understood as a system of consistently developed actions, techniques, operations
that provide information about employees’ capabilities or formulate a set of requirements. The
classification of personnel technologies in the public service on the basis of structural and functional approaches by groups has been improved: technologies that provide personal information
about employees; technologies that provide the necessary characteristics of staff; technologies that
provide staff capabilities.
Conclusions. The presented priority areas for improving the practice of human resources technology
will consistently address the main problem of public service – the formation of highly professional, competent, and highly moral staff of public service.
Keywords: personnel technologies, public service, personnel management, personnel services, personnel policy, personnel, personnel, professional development of personnel.
Investytsiyi: praktyka ta dosvid, 2021
Досліджено історичні етапи формування системи управління персоналом в органах держав ної влади. Д... more Досліджено історичні етапи формування системи управління персоналом в органах держав ної влади. Доведено, що розвиток теорії управління персоналом як особливий вид професій ної діяльності був обумовлений розвитком промислового виробництва, формуванням системи професійної освіти, посиленням тенденцій професіоналізації кадрової політики. Проаналізовано етапи управління персоналом, а саме: фізіократичний-людина є волода рем фізичної сили; раціоналістичний-людина є важливим економічним ресурсом виробниц тва; технократичний-в людині цінується професіоналізм, котрий сприяє ефективній трудовій діяльності; гуманістичний-людина є найважливішою складовою організації та суспільства загалом. З'ясовано, що управління персоналом-це особлива сфера управлінської діяльності, голов ним об'єктом якої стають професійні можливості людини. Зі структурно змістовної точки зору управління персоналом представлено як діяльність органів влади, їх керівників, працівників кадрових підрозділів, котра спрямована на пошук, оцінку, відбір, професійний розвиток пер соналу, його мотивацію і стимулювання до виконання завдань, що стоять перед державними органами. Зауважено, що з XV по XVII ст. відбувалося зародження, становлення та розвиток системи державних органів влади та формування постійного штату співробітників державних установ, зростання їх числа, а головне з'являлася необхідність у кваліфікованому персоналі для органів державної влади. Виникнення і розвиток державної служби відбувався одночасно зі створен ням системи органів державної влади та її апарату.
The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions ... more The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions of the state. The Law of Ukraine On public service says that the public service in Ukraine is a professional activity of people who hold positions in government bodies and apparatus for the practical implementation of tasks and functions of the state and receive wages from public funds. These persons are called public servants, and also have certain official powers. The effective functioning of the public service is inextricably linked with the process of selection and training, placement, retraining, education, evaluation and usage of personnel. Personnel work is a means of implementing personnel policy. Personnel work, according to Laski, Harold. (2007) should always be performed in five contexts that are parts of the overall system, although they can be explored separately. These are the following contexts: 1) political - each country has its own political system, which constructs t...
FEATURES OF THE COMPETENCY APPROACH FOR PUBLIC SERVANTS TRAINING, 2020
The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions ... more The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions of the state. The Law of Ukraine "On public service" says that the public service in Ukraine is a professional activity of people who hold positions in government bodies and apparatus for the practical implementation of tasks and functions of the state and receive wages from public funds. These persons are called public servants, and also have certain official powers. The effective functioning of the public service is inextricably linked with the process of selection and training, placement, retraining, education, evaluation and usage of personnel. Personnel work is a means of implementing personnel policy. Personnel work, according to Laski, Harold. (2007) should always be performed in five contexts that are parts of the overall system, although they can be explored separately. These are the following contexts: 1) political-each country has its own political system, which constructs the specific socio-political conditions for personnel work; 2) socioeconomic access to getting the education, choice of profession, the right to work, receiving medical care and social protection; 3) geographical-all personnel work, as a rule, is concentrated within certain territorial and administrative borders; 4) cultural-traditions, mentality, customs, beliefs; 5) spiritual-social values and religious beliefs. JOURNAL OF CRITICAL REVIEWS
Thesis Chapters by German Averboukh (PhD)
Averbukh G. M. Development of personnel management mechanisms in the public service system. – Man... more Averbukh G. M. Development of personnel management mechanisms in the public service system. – Manuscript.
The dissertation for a PhD degree in Public Administration, specialty 281 "Public administration". – Interregional Academy of Personnel Management, Kyiv, 2022.
The dissertation systematizes the theoretical provisions of public service personnel management mechanisms. The author's own definition of the definition of "mechanisms for the implementation of public service personnel management" is given.
The historical preconditions, stages of formation of public service personnel management are investigated. The main foreign approaches to the functioning of state mechanisms for the implementation of public service personnel management are summarized and the prospects of adaptation to the Ukrainian realities of the best world experience in proving: ensuring the efficiency of civil servants through material incentives and intangible incentives; evaluation of service activities through annual certification of employees by line managers; application of socio-economic and socio-psychological methods of personnel management; directing management to cooperate with staff and administration to achieve the set goals; use of the principle of collectivity in personnel management; when hiring, pay attention to specialized knowledge and professional skills.
The modern tendencies of development of management of personnel of public service and features of formation of mechanisms of its realization are defined. The mechanism of institutional and organizational support of the process of public service personnel management has been improved due to: creation and functioning of a single effective electronic personnel data bank; modifications to work with personnel of information support systems; raising the professional level of employees; introduction of an effective organizational structure of the personnel service built on the functional principle; modernization of the system of training and retraining; implementation of reengineering of work processes; creation of information and consulting structures; establishment of personal disciplinary responsibility of employees; development and implementation of a comprehensive system of motivational measures and encouragement of honest and proactive performance of duties; implementation of a system of monitoring and analysis of decisions taken, which provides for current monthly control and annual analytical reports on the activities of public servants.
The tools for the implementation of public service personnel management through the development of: general methods for measuring the work motivation of public service personnel; methods of conducting diagnostic analysis of personnel infrastructure; comprehensive system of diagnostic analysis of public service personnel management problems; technologies for the development of the innovative potential of public service personnel through the annual assessment of personnel and the formation of an innovative personnel reserve; models of strategic personnel management system; methods of innovative development of human resources management systems of the organization; systems of continuous professional development of civil servants and methods of their certification; professiograms of a civil servant, the mechanism of work with the reserve of personnel to fill vacant positions in the public service.
The technology of the mechanism of control over the formation of public service personnel has been developed, which includes: a set of documentary and factual methods of control; system of organizational and administrative documents and regulations; a set of factors that affect the effectiveness of control in the management of public service personnel. The method of control over the formation of public service personnel has been improved, which differs in the possibility of distinguishing two aspects of its design - regular and single (emergency), based on and objectives of control activities.
The technology of implementation of the cross-cultural MAPE model of public service personnel management has been optimized, which includes the following stages: complex analysis of expediency and priority directions of implementation of the MAPE model in the activity of the state structure; assessment of the overall financial capabilities in terms of resource provision of the MAPE model; rational organization of mentoring, psychoanalytic staff counseling and corporate education; ensuring consistency of these elements of the MAPE model; formation of mechanisms to counteract the opportunism of the organization's management in the process of implementing the MAPE model and "feedback" of grassroots groups of staff; control and evaluation of socio-economic efficiency of the model implementation. Methods of motivating effective professional activity of public service personnel, which stimulate development and active use of human resources of civil servants, system of qualitative indicators of evaluation of practice of personnel technologies in public service, program-target technology of professional development program and training of civil servants were further developed. Ways to improve the process of formation and use of cross-cultural model of personnel management of the organization at the present stage of state formation are identified. A set of measures to streamline the process of diagnostic analysis in the management of public service personnel in accordance with European standards is proposed. Ways to increase the efficiency and effectiveness of public service personnel management mechanisms in the context of European integration are substantiated.
Key words: mechanisms of public administration, personnel management, public service, public service personnel, personnel technologies, personnel.
Books by German Averboukh (PhD)
Explore innovative approaches to public sector HR management based on German Nikolayevich Averbou... more Explore innovative approaches to public sector HR management based on German Nikolayevich Averboukh's groundbreaking research, blending global best practices with Ukraine's unique context.
РАЗВИТИЕ СОВРЕМЕННЫХ КАДРОВЫХ ТЕХНОЛОГИИ В СИСТЕМЕ ПУБЛИЧЕСКОИ СЛУЖБЫ , 2022
The category of “personnel technologies in the public service” is outlined as a system of consist... more The category of “personnel technologies in the public service” is outlined as a system of consistently developed actions, techniques, and operations that allow to obtain information about the capabilities
of employees, or to formulate a set of requirements for them by the organization. Based on the structural
and functional approach, personnel technologies in the public service are divided into three groups (technologies that provide personal information about employees; technologies that provide the necessary characteristics of staff, whose functional role is to carry out professional, intellectual, psychological and medical
selection; providing staff opportunities (selection, rotation, career management, professional development
skills). An analysis of the main problems in the use of personnel technologies is carried out. To eliminate
negative trends in the field of personnel management, a model of human resources management has been
developed, which is a scientifically sound sequence of personnel decisions in order to achieve the strategic
goals of public authorities. It is proved that this process should include six interrelated stages: preliminary,
diagnostic, prognostic, methodical, organizational, and evaluation. It is proposed to introduce into practice an innovative internal organizational technology for the development of professional development
and training of public servants, heads of enterprises, institutions, and persons who are in the personnel
management reserve. The program should result in the implementation of a strategy for the development
of managerial staff, the formation of a new type of public servant with a broad outlook, creative thinking,
competent, able not only to follow suit but also offer new innovative models of action in reforming public
authorities, global financial crisis. It is determined that one of the main directions of improving the practice
of personnel technologies in the public service system is a further development of the mechanism of organization and competitive selection for public positions, which is closely related to the problem of organizational
support of public service – formation and preparation of real and effective personnel reserve.
The purpose of the research. The aim is to reveal the conceptual problems of human resources development in the public service system and outline ways to increase their efficiency and effectiveness.
Methodology. The theoretical basis of the study was the works of domestic and foreign scientists,
research on the development of modern personnel technologies in the public service, legislation, and regulations. Research methods such as analysis, synthesis, and scientific abstraction were used; as system-structural analysis. General methodological problems of personnel policy formation and public administration
were solved in the works of N. Gibalo, A. Dementieva, B. Eremin, V. Zotov, V. Kulikov, K. Hartanovich, and a number of other scientists and specialists. At the same time, the issue of the development of modern
personnel technologies in the public service system is insufficiently studied.
12
Scientific novelty. The conceptual and categorical apparatus of the science of public administration has been clarified, namely: the category “personnel technologies in the public service” is
proposed to be understood as a system of consistently developed actions, techniques, operations
that provide information about employees’ capabilities or formulate a set of requirements. The
classification of personnel technologies in the public service on the basis of structural and functional approaches by groups has been improved: technologies that provide personal information
about employees; technologies that provide the necessary characteristics of staff; technologies that
provide staff capabilities.
Conclusions. The presented priority areas for improving the practice of human resources technology
will consistently address the main problem of public service – the formation of highly professional, competent, and highly moral staff of public service.
Keywords: personnel technologies, public service, personnel management, personnel services, personnel policy, personnel, personnel, professional development of personnel.
Investytsiyi: praktyka ta dosvid, 2021
Досліджено історичні етапи формування системи управління персоналом в органах держав ної влади. Д... more Досліджено історичні етапи формування системи управління персоналом в органах держав ної влади. Доведено, що розвиток теорії управління персоналом як особливий вид професій ної діяльності був обумовлений розвитком промислового виробництва, формуванням системи професійної освіти, посиленням тенденцій професіоналізації кадрової політики. Проаналізовано етапи управління персоналом, а саме: фізіократичний-людина є волода рем фізичної сили; раціоналістичний-людина є важливим економічним ресурсом виробниц тва; технократичний-в людині цінується професіоналізм, котрий сприяє ефективній трудовій діяльності; гуманістичний-людина є найважливішою складовою організації та суспільства загалом. З'ясовано, що управління персоналом-це особлива сфера управлінської діяльності, голов ним об'єктом якої стають професійні можливості людини. Зі структурно змістовної точки зору управління персоналом представлено як діяльність органів влади, їх керівників, працівників кадрових підрозділів, котра спрямована на пошук, оцінку, відбір, професійний розвиток пер соналу, його мотивацію і стимулювання до виконання завдань, що стоять перед державними органами. Зауважено, що з XV по XVII ст. відбувалося зародження, становлення та розвиток системи державних органів влади та формування постійного штату співробітників державних установ, зростання їх числа, а головне з'являлася необхідність у кваліфікованому персоналі для органів державної влади. Виникнення і розвиток державної служби відбувався одночасно зі створен ням системи органів державної влади та її апарату.
The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions ... more The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions of the state. The Law of Ukraine On public service says that the public service in Ukraine is a professional activity of people who hold positions in government bodies and apparatus for the practical implementation of tasks and functions of the state and receive wages from public funds. These persons are called public servants, and also have certain official powers. The effective functioning of the public service is inextricably linked with the process of selection and training, placement, retraining, education, evaluation and usage of personnel. Personnel work is a means of implementing personnel policy. Personnel work, according to Laski, Harold. (2007) should always be performed in five contexts that are parts of the overall system, although they can be explored separately. These are the following contexts: 1) political - each country has its own political system, which constructs t...
FEATURES OF THE COMPETENCY APPROACH FOR PUBLIC SERVANTS TRAINING, 2020
The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions ... more The public service is an apparatus whose activity is aimed at fulfilling the tasks and functions of the state. The Law of Ukraine "On public service" says that the public service in Ukraine is a professional activity of people who hold positions in government bodies and apparatus for the practical implementation of tasks and functions of the state and receive wages from public funds. These persons are called public servants, and also have certain official powers. The effective functioning of the public service is inextricably linked with the process of selection and training, placement, retraining, education, evaluation and usage of personnel. Personnel work is a means of implementing personnel policy. Personnel work, according to Laski, Harold. (2007) should always be performed in five contexts that are parts of the overall system, although they can be explored separately. These are the following contexts: 1) political-each country has its own political system, which constructs the specific socio-political conditions for personnel work; 2) socioeconomic access to getting the education, choice of profession, the right to work, receiving medical care and social protection; 3) geographical-all personnel work, as a rule, is concentrated within certain territorial and administrative borders; 4) cultural-traditions, mentality, customs, beliefs; 5) spiritual-social values and religious beliefs. JOURNAL OF CRITICAL REVIEWS
Averbukh G. M. Development of personnel management mechanisms in the public service system. – Man... more Averbukh G. M. Development of personnel management mechanisms in the public service system. – Manuscript.
The dissertation for a PhD degree in Public Administration, specialty 281 "Public administration". – Interregional Academy of Personnel Management, Kyiv, 2022.
The dissertation systematizes the theoretical provisions of public service personnel management mechanisms. The author's own definition of the definition of "mechanisms for the implementation of public service personnel management" is given.
The historical preconditions, stages of formation of public service personnel management are investigated. The main foreign approaches to the functioning of state mechanisms for the implementation of public service personnel management are summarized and the prospects of adaptation to the Ukrainian realities of the best world experience in proving: ensuring the efficiency of civil servants through material incentives and intangible incentives; evaluation of service activities through annual certification of employees by line managers; application of socio-economic and socio-psychological methods of personnel management; directing management to cooperate with staff and administration to achieve the set goals; use of the principle of collectivity in personnel management; when hiring, pay attention to specialized knowledge and professional skills.
The modern tendencies of development of management of personnel of public service and features of formation of mechanisms of its realization are defined. The mechanism of institutional and organizational support of the process of public service personnel management has been improved due to: creation and functioning of a single effective electronic personnel data bank; modifications to work with personnel of information support systems; raising the professional level of employees; introduction of an effective organizational structure of the personnel service built on the functional principle; modernization of the system of training and retraining; implementation of reengineering of work processes; creation of information and consulting structures; establishment of personal disciplinary responsibility of employees; development and implementation of a comprehensive system of motivational measures and encouragement of honest and proactive performance of duties; implementation of a system of monitoring and analysis of decisions taken, which provides for current monthly control and annual analytical reports on the activities of public servants.
The tools for the implementation of public service personnel management through the development of: general methods for measuring the work motivation of public service personnel; methods of conducting diagnostic analysis of personnel infrastructure; comprehensive system of diagnostic analysis of public service personnel management problems; technologies for the development of the innovative potential of public service personnel through the annual assessment of personnel and the formation of an innovative personnel reserve; models of strategic personnel management system; methods of innovative development of human resources management systems of the organization; systems of continuous professional development of civil servants and methods of their certification; professiograms of a civil servant, the mechanism of work with the reserve of personnel to fill vacant positions in the public service.
The technology of the mechanism of control over the formation of public service personnel has been developed, which includes: a set of documentary and factual methods of control; system of organizational and administrative documents and regulations; a set of factors that affect the effectiveness of control in the management of public service personnel. The method of control over the formation of public service personnel has been improved, which differs in the possibility of distinguishing two aspects of its design - regular and single (emergency), based on and objectives of control activities.
The technology of implementation of the cross-cultural MAPE model of public service personnel management has been optimized, which includes the following stages: complex analysis of expediency and priority directions of implementation of the MAPE model in the activity of the state structure; assessment of the overall financial capabilities in terms of resource provision of the MAPE model; rational organization of mentoring, psychoanalytic staff counseling and corporate education; ensuring consistency of these elements of the MAPE model; formation of mechanisms to counteract the opportunism of the organization's management in the process of implementing the MAPE model and "feedback" of grassroots groups of staff; control and evaluation of socio-economic efficiency of the model implementation. Methods of motivating effective professional activity of public service personnel, which stimulate development and active use of human resources of civil servants, system of qualitative indicators of evaluation of practice of personnel technologies in public service, program-target technology of professional development program and training of civil servants were further developed. Ways to improve the process of formation and use of cross-cultural model of personnel management of the organization at the present stage of state formation are identified. A set of measures to streamline the process of diagnostic analysis in the management of public service personnel in accordance with European standards is proposed. Ways to increase the efficiency and effectiveness of public service personnel management mechanisms in the context of European integration are substantiated.
Key words: mechanisms of public administration, personnel management, public service, public service personnel, personnel technologies, personnel.
Explore innovative approaches to public sector HR management based on German Nikolayevich Averbou... more Explore innovative approaches to public sector HR management based on German Nikolayevich Averboukh's groundbreaking research, blending global best practices with Ukraine's unique context.