It had been established that the heads of institutions should form teams of workers of different generations with different expectations and methods of work in the context of reforming the public service. The periods of forming generations have been set on the basis of literary sources, such as: Generation X (the period up to 1980); Generation Y (from 1981 to 1996); and Generation Z (after 1997). The most important criteria which form the characteristics of public servants have been singled out, and common and distinctive traits of Generations X, Y, and Z have been systematized. The distribution of the number of public servants in Ukraine has been analyzed by gender, age and the category of position. Based on the use of correlation-regression analysis, the tendency of changes in the share of state servants of Ukraine by age category up to 2020 was investigated. This made it possible to confirm the suggested hypothesis of the dependence of the effective reform of the Ukrainian public service on the effective interaction and cooperation of all generations of public servants. The main requirements for a public institution in which the employees of the new generation will work have been systematized.
The article aims to highlight the latest approaches to the introduction of countries gender budgeting. The authors propose the application of the method of ranking countries based on 4 key indicators related to the gender gap (Economic participation and opportunity, Educational attainment, Health and survival, Political empowerment) of the Global gender gap index and then analyse the result considering the level of socio-economic development of each country. Ten sample countries were randomly chosen. The results of the study confirmed the mutual influence between the gender gap and socio-economic development. The proposed method of ranking countries compared to socio-economic, political and environmental development allows countries with a high value of the gender gap index to offer specific tools to reduce it. The research conducted can help improve existing practices, facilitate initiatives to develop gender parity and further work on geographical and sectoral orientation.
Purpose. To reveal the meaning of the conception of internal coaching, identify the management leader styles, their advan tages and disadvantages and reveal the development of competencies through the influence of external and managerial coaching in the company. Methodology. In order to solve the problem, theoretical and methodological techniques, scientific and theoretical analysis of the literature on the problem under study were used. Works were analyzed in search for common categories with reference to grounded research methodology. Findings. The leadership styles in management and the circumstances of their applying have been considered in this work. It is defined that only a leadermanager, having appropriate professional competencies, innovative ability to think and organizational capacity, can use the coaching style, which has much more advantages. The methodical recommendations of the creation of the industrial enterprises' effective system of integral coaching are formulated. The purpose of this system is linked to a proper choice of the management style in accordance with the decomposition of the tasks. Originality. Coaching has been determined as the core feature of personal and professional development which can enhance knowledge and skills in management, good choice, skillful use of the leadership approaches. It is determined that it is really diffi cult to take and keep up a leading position in a proper way. Therefore, the authors suggest engaging the external coaching in order to improve the manager's leadership skills. It is substantiated that the internal coaching should be oriented at the development of professional qualification of workers, their initiative and productivity. Practical value. It is proven that applying for the external coaching increases managerial competencies and leadership posi tions. Besides, it allows a company to establish and evolve internal coaching, ensuring the growth of employees' knowledge, skills and special abilities, developing their potential.
Карковська В. Я. Аспекти нормативно-правового забезпечення механізмів кадрової безпеки органів публічної влади У статті розглянуто основні аспекти нормативно-правового забезпечення механізмів кадрової безпеки органів публічної влади. Зазначено, що основою правового забезпечення механізмів кадрової безпеки органів публічної влади є захист конфіденційної інформації шляхом використання нормативно-правових документів. Правове забезпечення механізмів кадрової безпеки органів публічної влади доцільно розглядати і досліджувати на мікро-і макрорівнях. Запропоновано фрагмент нормативно-правового механізму кадрової безпеки органів публічної влади. Встановлено, що правове забезпечення представлене значною кількістю нормативно-правових актів, проте основним заходом нейтралізації загроз з боку службовця може бути розроблення такого пакета документів: автоматизовані системи; захист від несанкціонованого доступу до інформації; показники захищеності від несанкціонованого доступу. Проаналізовано кількість проведених повних перевірок декларацій осіб, уповноважених на виконання функцій держави або місцевого самоврядування. Охарактеризовано підсумки роботи Національного агентства з питань запобігання корупції. Проведено аналіз направлених обґрунтованих висновків до спеціально уповноважених суб'єктів у сфері протидії корупції та розгляд повідомлень щодо можливого відображення недостовірної інформації в деклараціях суб'єктів декларування у 2018 р. Проаналізовано нормативноправове забезпечення щодо боротьби з кіберзлочинністю в Україні. Встановлено, що передумовою нормативно-правового забезпечення кадрової безпеки органів публічної влади є спроможність адекватно й оперативно реагувати на зміни щодо безпекової ситуації, а саме: попередження та протидія корупції на основі розмежування суспільних, державних, корпоративних і приватних інтересів; активізація адміністративного реформування; активізація судової реформи в напрямі становлення в Україні системи судового устрою та судочинства; сприяння розвитку кадрової безпеки та законодавче забезпечення її діяльності.
The study is devoted to the determination of the assessment of the state and the resolution of demographic security trends in Ukraine according to the methodology, its comparison with integral threshold values, and the determination of the most significant threats in this area from the standpoint of economic security. The article identifies the level of demographic protection in Ukraine according to modern methodology, compares it with integral threshold values, and identifies the most significant threats in this area from the social security standpoint. The list of indicators of demographic security is highlighted, which may change depending on the depth and tasks of the research. Therefore, each indicator is assigned a threshold value. In particular, the dynamics of the indicator change (positive/negative), which makes it possible to compare them on the same scale to identify threats. Retrospective analysis and assessment of the current state of Ukraine's demographic security confirms its critical level during the studied period of Ukraine, particularly the war unleashed by russia. This situation creates a significant threat to national security. Based on this, the conclusions were made that the current trends in the population change, taking into account the military situation in Ukraine, indicate a significant decrease in the rate of its growth; in Ukraine, there was a process of substantial deterioration of natural population growth indicators; since 2010, a steady trend towards an increase in the share of the elderly population in the total population has formed in Ukraine; the scale of the migration inflow is insignificant and according to the criteria of economic security corresponds to an unsatisfactory level of migration growth of the population. As a result, the most critical threats are outlined, and practical recommendations are given to the leadership of Ukraine to eliminate existing problems in the demographic sphere, namely the importance of applying systemic mechanisms aimed at increasing the standard of living of the population, increasing the number of jobs in the state, and increasing birth rates.
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