The article makes an attempt to identify link between the models of public service and some effective methods of stimulating civil servants’ performance. Making use of the basic elements of the institutional theory helps draw a conclusion that development of the public civil service in accordance with the NPM models does not only take into account any positive externals for modeling informal relations, but ignores their historical, social and cultural role in the country. Key words: civil service, gifts exchange theory, institutional economy, stimulation of civil servants, models of bureaucracy.
Nature of the civil service determines labor relations in public authorities. However, the external environment has a significant impact on human resource management in public authorities, as well raising questions that were not previously problematized. Today in Russian public authorities more than 70% of the employees are women, but most of them face difficulties in career progression. The article deals with the specifics of gender segregation in the state civil service of modern Russia. The author aims to identify peculiarities of the status of women holding on civil service positions, as well as identify the causes of gender discrimination. An empirical study based on a series of semi-structured interviews with female civil servants revealed that both vertical gender segregation ("glass ceiling") and horizontal segregation (“glass walls”) are represented in Russian public authorities. An effort was made to identify the reasons of it. According to the research all that’s happening caused not only by normative consolidation of discriminatory measures against women on civil service, but also by "double employment" of women (ie the need to combine professional activities with unpaid domestic work) and self-discrimination of women
The collecvtive monography is deducated to the subject of the Management of personnel in public/state organizations. The main chapters of the monography are: Recruiting, carrier trajectories and conflicts in state organizatios; effectiveness and result-oriented activity of the personnel of state organizations; Values, image and labor market; Professional competencies and training of civil servants.
Relying on the results of the sociological poll of civil servants, the authors suggest a number of measures, aimed at enhancing the development of public service in Russia. In particular, mechanisms of ensuring compliance of the number and qualifying structure of civil servants with functions of executive authorities are considered. Measures of increasing competitiveness and objectivity of the selection of applicants to positions in civil service, the estimates of competence, based on the criteria of professionalism are discussed. The directions of updating and strengthening a practical orientation of the professional educational programs, formation of individual career trajectories are suggested. The pay system, social privileges and guarantees of civil servants are analyzed. Suggestions to improve the structure and mechanisms of formation of a compensatory package in line with modern performance pay systems are given.