The role and nature of the state human resources policy in the state civil service

The process of formation of the professional capacity of the public service is dynamic, since the structure of the organs of state power and administration, requirements for officials and their numerical strength of the continuous changes occur. It is important to understand that the footage - it's professionally trained association of people who carry out their activities in various fields, and is a complex entity which determines the social stratification of society.

New methods of research of public administration and public service system, which require the formation of its own methodology, normative - legal basis for the civil service and personnel policy, the analysis of the social situation, the practical work of civil servants, create an objective need for new methods for the study of the state personnel policy.

Currently, scientists are offered various options for the classification of staff, for example, on the basis of areas: staff socio - cultural sphere, footage material - the economic sphere, the frames of state - the political sphere; based on the hierarchy: managers, professionals, artists, etc.

It must be concluded that the activities of the frame can be both positive and negative - destructive, depending on the direction in which human potential impact on all spheres of political, economic and social structure of society and the state. However, it should be noted that images themselves are not able to influence the scope of the above mentioned company. Personnel potential impact exercises indirect (mediated) nature. This impact is expressed in the form of the impact of state and municipal authorities, commercial and non-profit organizations in the public sphere, since this is where the main focus human resources.

At the present stage of development become important frames of state and local government, as it is this human capacity is fundamental in the development of the legal model of society and the state. In this connection, the ability to combine the interests of managers and the population of the state in their decisions, which take the form of regulation, is an indicator of the effectiveness of these acts.

In turn, it must be concluded that the leaders and officials of state and local authorities as part of the human resource capacity of public administration, leading to the conclusion that the frames you want to manage. This should reveal the concept of "human resources management in the civil service", which refers to the process of attracting, evaluating, selecting and hiring the most suitable candidates from the labor market and the formation of them motivated, integrated and cohesive team.

Acting on his subordinates, control subjects create dynamics or "movement of personnel," as human resource management is a phenomenon of dynamic, because it is related to the implementation of HR processes. Under the influence of the frames are changed, deleted, become larger, improved and so on - it creates a new concept of "human resources policy", under which in the sphere of state and municipal government understood objectively determined social phenomenon, reflecting the objective laws of development of real processes and human relations in country and formulating stable and recurring human communication. This policy - a strategy formation, development and human resource capacity and demand of the state.

Speaking about the new goals, objectives and priorities for reform in the civil service, it should be noted that they require the State to the formation of a qualitatively new mechanism, the model and the structure of their staffing procedure of staffing process, the organization of a certain system, to realize the full spectrum of principles , measures, technologies and trends to achieve their goals. The effectiveness of these technologies and measures depends on the quality of the generated public service: staffing, strength, etc. The initial stage of formation of human resources in the public authority includes the formation and job profile portrait of the ideal candidate for her replacement.

Called us earlier classification frames depending on the level of government creates for the state personnel policy the main objective, which is a balance in the interaction of human resource capacity of various levels of government, which are based on proportionality and commensurability of tasks, responsibilities and interests of the state and local authorities.. From this it follows that the personnel policy in the civil service should be provided in the form of a balanced, coherent system of human impacts of different levels of social control: state, municipal, public and commercial.