HR POLICY IN THE CIVIL SERVICE: WHERE ARE WE AND WHERE ARE WE GOING?

Abstract

Introduction. Today, there is a necessity for the further development of the Russian civil service based on a new paradigm: a combination of Russia's authentic history and unique identity with modern information technology capabilities in the context of a digital society. The purpose of this article is to analyze the dynamics of the civil service personnel composition, identify positive trends and problematic areas in the implementation of personnel policy, and propose a set of actions to achieve the strategic goals of civil service staffing.

Materials and methods. Statistical data characterizing the personnel composition of the civil service have been used, obtained from the annual Reports on the State of the Civil Service of the Russian Federation, prepared by the Ministry of Labor and Social Protection of the Russian Federation. A content analysis of civil service development policy documents has been conducted.

Results and conclusions. It has been shown that the image of the ideal state of the civil service has an important motivating significance for the effective implementation of the personnel strategy. Factors for the sustainable development of the civil service personnel composition have been identified, related to maintaining the stability of the personnel structure and an experienced core staff, high openness to external candidates, and the expanded use of assessment practices in formalized personnel procedures. Problematic areas of the personnel policy in the civil service have been identified: a decrease in the attractiveness of the civil service, manifested in the aging of the personnel composition with a growing gender imbalance, high staff turnover, and a persistently high number of unfilled vacancies; the excessive size of personnel reserves without any real systematic work with them; the ineffectiveness of competitive procedures; and the continuation of the practice of artificially maintaining vacancies to generate savings in the wage fund, which contradicts the goals of rational staffing levels.

Discussion. Despite remaining elements of stability, the accumulated systemic problems create serious risks for the long-term development of the civil service. The introduction of modern personnel analytics methodology becomes an important step towards building an integrated approach to personnel policy, making it possible to make forecasts and select the most appropriate actions to achieve the strategic goals of civil service development.