«Личность: ресурсы и потенциал» | Выпуски журнала

The article presents the results of the study of the concept of «ambition», the analysis of the data of the psychological measurement of the ambition of respondents (students of the Academy). The authors’ view of ambition as a professionally important quality of a military leader is also revealed, and the negative consequences of excessive manifestation of ambitions of Russian military leaders are noted

The transition to a client-centered model of public administration requires the formation of a culture of customer experience management. The article proves the assumption that the new model of governance requires civil servants to perform emotional labor. A study of the declaration and standards of client-centeredness that govern the state-citizen relationship confirms that emotion management is becoming a conscious part of public service. It is concluded that it is necessary to measure the emotional work of civil servants and to implement educational programs that form competencies that affect the success of the implementation of a client-centered management culture.

The article deals with the phenomenon of positive team synergy, the conditions of its emergence and development. Models that allow structuring and evaluating the factors that influence the development of synergy, approaches to assessing the size of the synergistic effect are described, some ideas for developing synergies in teamwork and team potential in general are given.

The article is intended to discuss a new theoretical concept - the zone of proximal professional development. The analysis is carried out on the basis of the author’s typology of internal and external resources, which determine the individual potential of professional activity. On this basis, the zone of proximal professional development, internal factors, external conditions for the realization of professional potential in this zone are determined. The interaction of the subject of activity with his environment is considered as the main mechanism of development.

A scientific and methodological approach to the structural and functional construction of a model of the motivation mechanism for the professional development of personnel has been developed. A feature of the mechanism is the formation of a multi-level system of motivation for the professional development of personnel of enterprises, adapted to modern conditions. The goals, principles, functions, targets and features of the motivational impact of individual blocks of the mechanism, the specifics of functioning at different economic levels are substantiated.

The article discusses the problems of measuring the intellectual and analytical abilities of state civil servants. An overview of the theoretical and methodological foundations of this problem is given. The article describes the foreign and Russian experience of using various tools for assessing intellectual abilities. The description of the test methodology developed by the authors for assessing the intellectual and analytical abilities of state civil servants and the conditions of the test is given.

The article raises the question of knowledge tests as a tool for evaluating and selecting personnel in the civil service. The requirements for the professionalism of state civil servants are considered in detail. The regulatory and scientific and methodological requirements for the development of assessment tools are described. The key aspects of the definition of the model and architecture of the test in the field of assessment of basic requirements, identified by the authors based on the results of the analysis of literature and sources, are given. The architecture of the test developed by the authors to assess the basic knowledge of civil servants and candidates for vacant positions in the civil service is proposed.

The article deals with the problems of assessing the computer literacy of state civil servants. The profile of competencies related to computer literacy is presented. There is a need to update the methods of assessing the level of proficiency in modern computer technologies for civil servants. As a solution to the problem, it is proposed to use case tests as a new tool for assessing computer literacy in the public service.

The article considers the main approaches to assessing the effectiveness of labor adaptation, analyzes its aspects and tools. The author offers his own version of the assessment of the effectiveness of labor adaptation based on indicators of the severity of criteria, grouped into three blocks: internalization, qualification and functioning; as well as an additional assessment tool based on the analysis of adaptation options associated with difficulties in passing its stages. These tools are planned to be used as part of the research work to study the peculiarities of the influence of the level of competence of graduates of secondary vocational education institutions on the effectiveness of their labor adaptation.

The article analyzes approaches to assessment, touches upon the problems of inefficiency of personnel policy in the state civil service. The substantiation of the direction, which allows to increase the level of maturity of the assessment system at the present stage, is given. The authors note the risks of using irrelevant and unreliable assessment tools, which ultimately reduces the quality of personnel decisions and personnel policy in general. The development of the assessment system in the state civil service is associated by the authors with a clear definition of the subject of assessment, the balance of the centralized and variable stages of assessment, ensuring the reliability, validity, relevance and “licensed” purity of the used tools for assessment.

The article deals with the theory and practice of evaluating and stimulating the effectiveness of professional activity in the state civil service. Within the framework of the theory of effective management, the concept of «evaluation» is described, as well as some terminological features of the elements included in the evaluation. A number of models for evaluating the effectiveness of the organization’s activities are analyzed and compared, among which, according to the authors, the BSG (Balanced Score Card) model is the most promising for evaluating the effectiveness and efficiency of state civil servants.

The article discusses automated modern Russian-made platform solutions (personnel platforms) as an «ecosystem» which contain various tools and services used to implement a wide range of tasks: personal and professional diagnostics, assessment, attracting / selecting personnel and development of participants. The presented materials are useful both for managers and specialists of personnel services, who determine the request for digitalization of personnel processes, processes of the entire personnel management cycle, especially personnel assessment and diagnostics, and specialists in personnel development and assessment.