IMPROVEMENT OF ASSESSMENT METHODS FOR THE VACANT POSITIONS OF PUBLIC OFFICERS
Abstract
The article investigates the theoretical and methodological foundations and the organizational and legal aspect of the selection and recruitment for holding public service positions in Ukraine, taking into account modern trends. The basic concepts «selection of personnels», «recruitment of personnels», «personnel assessment» and its importance for the effective functioning of public services are considered. The key methods and principles of personnel assessment popular in Ukraine and abroad were analyzed. The last publications the decision of this problem is examined in which are considered. The current legal framework regulating personnel issues for civil service positions and the competition procedure are analyzed. Application of modern methods of selection and recruitment of personnels is offered on government service. It is well-proven that a selection and recruitment of personnels is a difficult multistage and multidimensional process. Quality of realization of this process depends on introduction of control the system by quality of personnel. A selection of personnels is the process of search, selection and recruitment of workers on vacant positions and workplaces. The basic methods of search of personnels are certain, modern approaches of their selection are rotined.
The necessary condition of high-quality selection of civil servant is an analysis of process of search and selection of candidates. The process of selection must engulf all of the stages of estimation of personnel during holding a competition, beginning from a serve announcements on vacant position to the decision-making by a commission in relation to the choice of applicant on position of civil servant.
Possibility of the use of modern methods of selection and selection of personnels, in-use in the conditions of inert economy is well-proven, in activity of organs of public power.
At the use of different methods of estimation of personnel criteria must be taken into account which activity of civil servant is determined on. In obedience to criteria, estimations must be realistic and to assume the certain measure of estimation of competence.
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