Система индикаторов эффективности реформирования и развития государственной службы России
The book contains selected revised papers from the 21st NISPAcee Annual conference "Regionalization and Inter-regional Cooperation", Belgrade, Serbia, 16-18 May 2013, organized in cooperation with the Faculty of Organizational Sciences, University of Belgrade, Belgrade, Serbia.
This volume contains country studies of the historical development of human resource management (HRM) in seventeen different nations. The nations span all regions of the world and each chapter is written by a national expert. Primary attention is given to HRM developments in industry, but university research and teaching are also covered. Human resource management is defined broadly to include industrial relations and each chapter places the historical development of HRM in a broad political, social, and economic context.
This SFI pamphlet provides a Policy Briefing on the critical and ubiquitous role being performed by benchmarking in public services both in the UK and internationally. It complements and partly draws on a special issue of Public Money and Management edited by me and Alan Fenna which also addresses these issues, and which includes some overlapping material treated in greater depth, and with comprehensive references (see Public services benchmarking and external performance assessment: An international perspective. Guest editors: Clive Grace and Alan Fenna (Vol. 33, No. 4, 2013) at http://www.tandfonline.com/r/pmm-benchmarking).
The author of the article puts forward the hypothesis about importance of the psychological contract for the modern Russian organizations. In his opinion, the role of private mutual relations between workers and employers is essentially underestimated. At the same time the psychological contract influences imperious relations in the organizations caused by the formal rights and duties of heads and subordinates, the psychological climate and, finally, productivity of its activity. The investment approach to management of the human resources, caused by necessity to invest means in development of employees and increase in degree of their involvement into achievement of the purposes of the organization is also of great value.
This paper provides modern theoretical perspective on the relationship between HR practices and performance, as well as its implementation at the Central Bank of the Russian Federation (CBR). The article also analyses the extent to which the HR management approach adopted by the CBR exhibits the tendencies of new public management.
The article highlights the results of research that find out the trends in semantic interpretation the concept of mentoring. Historical review articulates the traditional concept of mentoring in Russian science and practice in the XX century. Undertake practical study with using techniques of content analysis, correlation and factor analysis clarified the modern understanding of mentoring in the field of human resource management. The result was represented by an expansive understanding of mentoring, which includes traditional and new meanings, the ways of further development of this concept.