Relevant bibliographies by topics / Civil service – Nigeria – Personnel management

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Civil service – Nigeria – Personnel management'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Civil service – Nigeria – Personnel management"

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Popoola, Sunday O., and David A. Oluwole. "Career commitment among records management personnel in a State Civil Service in Nigeria." Records Management Journal 17, no. 2 (June 19, 2007): 107–16. http://dx.doi.org/10.1108/09565690710757904.

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Makbere, U. J. "Max Weber’s Bureaucracy and Job Performance in Bayelsa State Civil Service, Nigeria (from 1999-2018)." Business Ethics and Leadership 3, no. 4 (2019): 49–65. http://dx.doi.org/10.21272/bel.3(4).49-65.2019.

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The article is devoted to the study of the influence of bureaucracy on job performance. The main purpose of the research is to assess the place of bureaucracy in the company’s management system and to identify factors that reduce the quality of work. Systematization of literary sources and approaches to solving the problem of inefficient work of state authorities showed a low level of research on these issues, a high level of bureaucracy in the country, and significant shortcomings in the personnel management policy. The survey research design was employed in the study, and questionnaires served as the major instrument of data collection. Two theories were adopted – Max Weber’s bureaucratic theory and Fredrick Herzberg two-factor theory of motivation. Methodological tools of the study were the analytical method, the method of logical generalization and synthesis, the survey method, the period of the study was 1999-2018. The subject of the study was the Bayelsa State Civil Service, Nigeria. The data were from the Ministries (Mainstream) Departments, Extra-ministerial Departments, and Agencies. Findings reveal that job performance begets productivity as a result of motivation. That lack of training also hampers job performance. Again, that in the eyes of strict rules and regulations without compliance which results in punishment can also slow down the performance of work, and that, negative attitude of workers can tilt their behavior against job performance. Upon these, the study recommends that civil service rules and regulations should be made flexible, workers should be motivated and incorporated into decision-making process and employees should be given special training that will help enhance their job performance and finally, workers need to be recognized whenever they exhibit excellence in the discharge of the duties. Keywords: bureaucracy, job performance, efficiency, and effectiveness.
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Yahaya, Jibrin Ubale, A. N. Liman, and Yahaya Adadu. "An Assessment of Challenges Faced by Security Agencies in Fighting Proliferation of Small Arms and Light Weapons in Kano State, Nigeria." International Journal of Social Science Studies 6, no. 7 (July 2, 2018): 47. http://dx.doi.org/10.11114/ijsss.v6i7.3401.

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Prevention and management of crime is one of the core mandate responsibilities of security agencies who are peoples that are trained to oversee the internal security system in Nigeria. These agencies includes Nigeria Police Force, Nigeria Security and civil Defense Corps, Nigeria Immigration Service, Nigeria Customs Service, Directorate of State Security Service(DSSS) and to some certain extend when the level of internal security is over raising Nigeria Militaries, both Land Armies, Air Force and Navy gives intervention hand to curtail the situations. The widespread of small arms and light weapons in Kano State has it is genesis from both locally manufactured and the imported ones that mostly passed from various porous or illegal borders that are located in the neighboring states of Kastina and Jigawa State. SALW are the primary tools that trigger both ethnic and internal conflict and other related violent crimes that poses a threat to internal security, democracy and the operation of good governance not only in Kano State but in Nigeria. SALW is one of the key major factor s that generate to various categories of crime like armed robbery, kidder napping, community violent conflict, insurgent attacks and the host of many other crimes. The paper uses the failed state theory to explain the gap how state as an institution fails in its responsibilities and also the paper is empirical in nature by conducting interviews and administering questionnaire to some selected respondent populations from security personnel’s, academicians, traditional institutions and Community Based Organization’s CBO’s. The paper was on the position that for democracy and good governance to be truly functional the internal security must be guaranteed by empowering security agencies in terms of increasing their number, effective training, enough working tools, good condition of service and providing policies that will address the level of poverty and unemployment in the society as well as prosecuting any member of elite that either imported the arms or given arms to youth for achieving his political interest.
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Okoroafor, O. N., P. C. Animoke, B. M. Anene, W. S. Ezema, J. O. A. Okoye, J. A. Nwata, A. O. Ani, and R. I. Okosi. "Constraints and prospects of turkey production in Enugu state south-eastern Nigeria." Nigerian Journal of Animal Production 47, no. 5 (December 31, 2020): 142–55. http://dx.doi.org/10.51791/njap.v47i5.1328.

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The study was conducted to gather relevant information on turkey management, andprevalent diseases in turkeys, constraints and prospects of turkey production in Enugu state.The study was conducted in nine local government areas in the three senatorial zones of Enugu State, Nigeria covering 297 turkey keepers. A structured questionnaire was administered and information on the socio-economic characteristics of turkey producers, production patterns, management practices, prevalent diseases in turkeys and the common problems facing turkey production in Enugu State were identified and collected. The finding of the study indicated that turkey production was carried out mainly by adult female (53.0%), who were either secondary school holders (40.7%) or degree holders (26.3%). Majority (48.1%) had no previous experience in turkey production, however (52.3% involved in the business were within 36-50 years old. Turkey production in Enugu State was generally a part-time occupation as respondents were engaged in other primary occupation such as crop farming (32.6%), trading (24.6%) and civil service (18.5%). Turkeys were kept in small numbers (1-20) along with local chicken, exotic chicken, guinea fowl and ducks by a large (84.6%) number of the farmers. Majority (44.1%) of the turkey keepers in the study area adopted intensive system of management whereas a few (15.8%) allowed their turkeys to roam around. Constraints to turkey production as identified by the farmers in the study area were high cost of feed (86.5%), early poult mortality (85.2%), inadequate access to veterinary care (78.80%), unavailability and high cost of poult (74.40%), lack of management skills (63.3%) and lack of capital (61.7%).Fowl pox (69.0%) and Newcastle disease (57.6%) were the main disease problem constantly encountered and these diseases limit production in the study area. Turkey farmers affirmed that turkey production is a profitable and promising venture based on turkeys' high survival rate, ability to resist diseases and the cash generated after sale of the turkeys. In conclusion, despite the factors limiting turkey production as outlined by the respondents, turkey production has great potential in bridging the animal protein supply therefore, poultry farmers should be encouraged by government to increase their level of production by establishing reliable breeding centres in the south-east Nigeria which will ensure regular supply of day old poult, prompt disease control by employment of more veterinarians and provide soft loans to farmers. L'étude a été menée pour recueillir des informations pertinentes sur la gestion des dindes et les maladies répandues chez les dindes, les contraintes et les perspectives de la production de dindes dans l'État d'Enugu au Nigeria. L'étude a été menée dans neuf zones de gouvernement local dans les trois zones sénatoriales de l'État d'Enugu, au Nigeria, couvrant 297 éleveurs de dindes. Un questionnaire structuré a été administré et des informations sur les caractéristiques socio-économiques des producteurs de dinde, les modes de production, les pratiques de gestion, les maladies répandues chez les dindes et les problèmes courants auxquels est confrontée la production de dinde dans l'État d'Enugu ont été identifiées et collectées. Les résultats de l'étude ont indiqué que la production de dinde était principalement réalisée par des femmes adultes (53,0%), qui étaient soit titulaires d'une école secondaire (40.7%), soit titulaires d'un diplôme (26.3%). La majorité (48.1%) n'avait aucune expérience antérieure dans la production de dinde, mais (52.3%) impliqués dans l'entreprise avaient entre 36 et 50 ans. La production de dinde dans l'État d'Enugu était généralement une activité à temps partiel, car les personnes interrogées exerçaient d'autres activités primaires telles que l'agriculture (32.6%), le commerce (24.6%) et la function publique (18.5%). Les dindes étaient élevées en petit nombre (1 à 20) avec du poulet local, du poulet exotique, de la pintade et des canards par un grand nombre (84.6%) des agriculteurs. La majorité (44.1%) des éleveurs de dindes de la zone d'étude ont adopté un système de gestion intensif tandis que quelques-uns (15.8%) ont laissé leurs dindes se déplacer. Les contraintes à la production de dindes identifiées par les éleveurs dans la zone d'étude étaient le coût élevé des aliments (86.5%), la mortalité précoce des dindonneaux (85.2%), l'accès insuffisant aux soins vétérinaires (78.80%), l'indisponibilité et le coût élevé des dindonneaux (74.40%).), le manque de compétences en gestion (63.3%) et le manque de capital (61.7%). La variole aviaire (69.0%) et la maladie de Newcastle (57.6%) ont été le principal problème de maladie constamment rencontré et ces maladies limitent la production dans la zone d'étude. Les éleveurs de dindes ont affirmé que la production de dindes était une entreprise rentable et prometteuse basée sur le taux de survie élevé des dindes, leur capacité à résister aux maladies et les revenus générés après la vente des dindes. En conclusion, malgré les facteurs limitant la production de dinde comme indiqué par les répondants, la production de dinde a un grand potentiel pour combler l'approvisionnement en protéines animales.Par conséquent, les aviculteurs devraient être encouragés par le gouvernement à augmenter leur niveau de production en établissant des centres d'élevage fiables dans le sud-est du Nigéria, qui garantira un approvisionnement régulier en dindonneaux d'un jour, un contrôle rapide de la maladie par l'emploi de plus de veterinaries et accordera des prêts à des conditions avantageuses aux agriculteurs.
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Klingner, Donald E., and Dahlia Bradshaw Lynn. "Beyond Civil Service: The Changing Face of Public Personnel Management." Public Personnel Management 26, no. 2 (June 1997): 157–74. http://dx.doi.org/10.1177/009102609702600201.

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Contemporary public personnel management differs from the past because it is characterized by two emergent alternatives to traditional civil service systems for delivering public services: alternative mechanisms and flexible employment relationships. These alternatives are not new, but they are more commonplace than before. And when new public programs are designed, these alternatives have largely supplanted traditional public program delivery by “permanent” civil service employees hired through appropriated funds. Under these circumstances, it is reasonable to ask how competent are public personnel managers to deal with human resource management under these new conditions, given that most of their training and experience has been in working with traditional civil service systems and collective bargaining arrangements. This article will (1) clarify the alternatives to traditional public personnel management; (2) discuss their impact on the role of the public personnel manager; and (3) evaluate the adequacy of training in this area based on information gathered from a focus group of local government personnel managers.1
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Orumwense, Jones Osasuyi, and Greenfield Mwakipsile. "Personnel Recruitment and Organizational Performance in Edo State Civil Service Edo State – Nigeria." Journal of Accounting, Business and Finance Research 1, no. 1 (2017): 56–70. http://dx.doi.org/10.20448/2002.11.56.70.

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Popejoy, Michael W. "A Presidential Civil Service: FDR’s Liaison Office for Personnel Management." Journal of Public Affairs Education 23, no. 3 (September 2017): 925–26. http://dx.doi.org/10.1080/15236803.2017.12002296.

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McBriarty, Mark. "Personnel Administration vs. Human Resource Management: The Civil Service Dilemma." International Journal of Public Sector Management 1, no. 3 (March 1988): 46–52. http://dx.doi.org/10.1108/eb002937.

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Година, Ольга, Olga Godina, Дмитрий Чижиков, Dmitry Chizhikov, Евгения Самохина, and Evgenia Samokhina. "The Development of Socio-Psychological Technologies in Personnel Management." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2018, no. 4 (January 14, 2019): 19–25. http://dx.doi.org/10.21603/2500-3372-2018-4-19-25.

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Personnel and their social and psychological characteristics map out strategic management tasks of a modern organization. The paper features the socio-psychological methods and technologies of personnel management in the civil service. The objective was to define the potential of management of civil servants with the help of modern socio-psychological technologies. The research employed the methods of scientific knowledge, such as system, situational, expert assessments, logical analysis, analogies, and sociological methods. The research results can be used by state structures when building their own personnel management systems. The study revealed the appropriateness of the socio-psychological orientation of personnel-technologies in the civil service and the structural format of the socio-psychological technologies in the management of civil servants. The authors built an integral model of adaptation of socio-psychological staff-technology to specific conditions. They also describe prevention of the professional burnout syndrome in public service. The study featured the case of Office of the Russian Federal Penitentiary Service in the Stavropol region.
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Akinwale, Emmanuel Jude Abiodun. "Civil Service Recruitment: Problems Connected With Federal Character Policy in Nigeria." Journal of Public Administration and Governance 4, no. 2 (May 30, 2014): 12. http://dx.doi.org/10.5296/jpag.v4i2.5604.

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The purpose of this paper is to assess the extent of relevance of the federal character as a national policy in recruitment into the Nigerian federal civil service and probe whether or not the level of application of merit supersedes the application of ecological considerations in recruitment into the service. It utilizes quantitative and qualitative data collection to espouse its theme. The paper finds that there are personnel problems connected with poor application of federal character policy in recruitment into the civil service and this affects the quality of entrants. It recommends strict application of merit standard to attract best workers while implementing federal character policy through proven certification of state of applicants. The paper notes that the Nigerian federal character policy is one that places premium on state representation in governance and bureaucracy and a strategy for national integration. However, there must be predominant application of merit in recruitment.
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Dissertations / Theses on the topic "Civil service – Nigeria – Personnel management"

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Kappo-Abidemi, Omolayo Christiana. "People management factors militating against public servants’ professionalism in Nigeria." Thesis, Cape Peninsula University of Technology, 2016. http://hdl.handle.net/20.500.11838/2079.

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Thesis (DTech (Human Resource Management))--Cape Peninsula University of Technology, 2016.
The Nigerian public service has been perceived over the years as not delivering its services effectively and in most cases leadership has been assumed to be the problem. However, from the perspective of human resource management (HRM) this study seeks to examine the people management practices that could have contributed to this ineffectiveness. It has been observed that the importance of people as the most important element of productivity cannot be underestimated, because machines can be replaced, money can be recovered but diligent, competent and professional employees are an organisational asset that cannot easily be replaced. The professional employee is described as the one with the right skills, knowledge, qualifications and attitudes that support organisational effectiveness. The study was carried out at the Administrative Staff College of Nigeria where all public servants from Grades 07 or above in Nigeria are expected to attend at least one course before the end of their careers. Questionnaires were administered to about one thousand, one hundred (1,100) randomly selected participants while four hundred and seventy six (476) useable ones were retrieved. Likewise, a focus group discussion was held with three different groups. Quantitative data collected was cleaned and coded appropriately for the Statistical Program for Social Science (SPSS) and used to generate descriptive statistics. Recordings of focus group discussions were also transcribed and organised into themes according to the discussion content. All research objectives were achieved relying on both qualitative and quantitative data output. Various statistical analyses were used for the quantitative analysis and factor correlation showed that organisational culture, organisational climate, human resource retention and development, employment relations climate and exit management have significant relationship with professionalism at various levels. Other statistical measures (t-Test and Analysis of Variance) were adopted to determine the relationship of demographic variable and it was shown that age, work grade level and work experience have significant relationship with professionalism. Employee resourcing (recruitment and selection) was also found to have a significant effect on professionalism, having been statistically analysed using ANOVA. Likewise, all qualitative themes acknowledged the significance of the people management role in public servants’ professionalism.
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Chiu, Yin-wa David. "An evaluation of the personnel discipline policy of the Hong Kong government." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14023817.

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Wong, Ka-ieong, and 黃家揚. "Rehabilitating and removing underperformers in the civil service of Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B4677824X.

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Poon, Sau-yu Kerry, and 潘秀瑜. "Human resource management in Hong Kong Civil Service: a case study of the development of a multi-skilledgeneral support service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965994.

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Alhazzaa, Sultan Mohammad. "Public personnel administration in the Civil Service of Saudi Arabia : policies, procedures and practices." Thesis, Boston Spa, United Kindom : British Library Document Supply Centre, 1992. http://ethos.bl.uk/OrderDetails.do?did=1&uin=uk.bl.ethos.304383.

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Kgomokaboya, Ngoako Charles. "An evaluation of the transformation process within the South African Police Services in the Capricorn District Municipality." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/493.

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Chan, Yin-ling Linda, and 陳燕玲. "A study of the discipline policy in the Hong Kong Civil Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2000. http://hub.hku.hk/bib/B31966123.

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Chiu, Yin-wa David, and 趙燕驊. "An evaluation of the personnel discipline policy of the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31964746.

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Matthews, Colleen A. "Detailing of Military Sealift Command civil service mariners and implications for the Afloat Personnel Management Center." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1996. http://handle.dtic.mil/100.2/ADA387680.

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Thesis (M.S. in Management) Naval Postgraduate School, March 1996.
Thesis advisor(s): Dan C. Boger, Benjamin Roberts. "March 1996." Includes bibliographical references (p. 75-76). Also Available online.
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Lau, Tang, and 劉丹. "A study of the efficiency of human resources management in Hong Kong civil service: a case study of the executiveofficer grade." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B46757946.

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Books on the topic "Civil service – Nigeria – Personnel management"

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Public administration and personnel management in Nigeria. Ibadan, Nigeria: Spectrum Books Limited, 2007.

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Idada, Walter. Human resources management and the Nigerian Civil Service. Benin City, Nigeria: Frontline Christian Bookshop, 2000.

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Sani, Habibu A. Job evaluation in Nigeria: A case study. Okene, Kogi State, Nigeria: Habibu Angulu Sani, 1992.

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Sani, Habibu A. Sociology of the Ebira Tao people of Nigeria. Ilorin: University of Ilorin Press, 1993.

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Chukwuemeka, Emma E. O. Public administration and development: Nigerian experience. Enugu, Nigeria: Marydan Publishers, 1998.

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Public personnel management. 5th ed. Boston: Longman, 2012.

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Personnel management in a princely state. New Delhi: Gitanjali Pub. House, 1985.

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Administration, Pennsylvania Office of. Personnel rules: Policies and procedures for personnel administration. Harrisburg, Pa.]: Office of Administration, 1998.

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Public personnel administration. New York, NY: HarperCollins College Publishers, 1993.

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Service, Organisation for Economic Co-operation and Development Public Management. Flexible personnel management in the public service. Paris: OECD, 1990.

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Book chapters on the topic "Civil service – Nigeria – Personnel management"

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Boeckelman, Keith. "Civil Service Law and Public Personnel Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–7. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_1170-1.

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Boeckelman, Keith. "Civil Service Law and Public Personnel Management." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 769–75. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_1170.

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DiPrete, Thomas A. "Early Personnel Management in the Federal Civil Service." In The Bureaucratic Labor Market, 73–92. Boston, MA: Springer US, 1989. http://dx.doi.org/10.1007/978-1-4899-0849-0_4.

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Priyantha, I. Renuka, W. K. Ranjith Dickwella, and Ravindra Gunasekara. "Public Administration in Sri Lanka: An Analysis of Evolution, Trends, and Challenges in Personnel Management." In Civil Service Management and Administrative Systems in South Asia, 193–214. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-90191-6_9.

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Klingner, Donald E. "Competing Perspectives on Public Personnel Administration: Civil Service, Nonstandard Work Arrangements, Privatization, and Partnerships." In Public Human Resource Management: Problems and Prospects, 2–15. 2455 Teller Road, Thousand Oaks California 91320: CQ Press, 2016. http://dx.doi.org/10.4135/9781483395982.n1.

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"Personnel Management." In Ethics in the British Civil Service (Routledge Revivals), 71–113. Routledge, 2012. http://dx.doi.org/10.4324/9780203721377-8.

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Riccucci, Norma M., Katherine C. Naff, Madinah F. Hamidullah, Albert C. Hyde, and Robert North Roberts. "Civil Service Reform Through the Lens of History." In Personnel Management in Government, edited by David H. Rosenbloom, 3–65. Routledge, 2019. http://dx.doi.org/10.4324/9780429424267-1.

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Naff, Katherine C., Norma M. Riccucci, Siegrun Fox Freyss, David H. Rosenbloom, and Albert C. Hyde. "Civil Service Reform through the Lens of History." In Personnel Management in Government, 3–60. Routledge, 2017. http://dx.doi.org/10.4324/9781315089898-1.

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Rabei, Nastasiia. "THEORETICAL PRINCIPLES OF THE CIVIL SERVICE PERSONNEL MANAGEMENT SYSTEM." In Theoretical and methodological approaches to the formation of a modern system of enterprises, organizations and institutions’ development (1st ed.), 203–13. Primedia eLaunch LLC, 2020. http://dx.doi.org/10.36074/tmafmseoid.ed-1.19.

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Méndez, José-Luis. "The Management of Public Personnel in Latin America: Scope and Limits of a Modern Civil Service." In The Emerald Handbook of Public Administration in Latin America, 261–87. Emerald Publishing Limited, 2021. http://dx.doi.org/10.1108/978-1-83982-676-420201011.

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Conference papers on the topic "Civil service – Nigeria – Personnel management"

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"Civil Service Reforms in Nigeria: Re-thinking the Process of Articulation and Application." In International Conference on Arts, Economics and Management. International Centre of Economics, Humanities and Management, 2014. http://dx.doi.org/10.15242/icehm.ed0314094.

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Kulikov, Konstantin N., Rinat A. Nizamutdinov, and Andrey N. Abramov. "The Conceptual Solutions Concerning Decomissioning and Dismantling of Russian Civil Nuclear Powered Ships." In ASME 2013 15th International Conference on Environmental Remediation and Radioactive Waste Management. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/icem2013-96138.

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From 1959 up to 1991 nine civil nuclear powered ships were built in Russia: eight ice-breakers and one lash lighter carrier (cargo ship). At the present time three of them were taking out of service: ice-breaker “Lenin” is decommissioned as a museum and is set for storage in the port of Murmansk, nuclear ice-breakers “Arktika” and “Sibir” are berthing. The ice-breakers carrying radwastes appear to be a possible source of radiation contamination of Murmansk region and Kola Bay because the ship long-term storage afloat has the negative effect on hull’s structures. As the result of this under the auspices of the Federal Targeted Program “Nuclear and Radiation Safety of Russia for 2008 and the period until 2015” the conception and projects of decommissioning of nuclear-powered ships are developed by the State corporation Rosatom with the involvement of companies of United Shipbuilding Corporation. In developing the principal provisions of conception of decommissioning and dismantling of ice-breakers the technical and economic assessment of dismantling options in shiprepairing enterprises of North-West of Russia was performed. The paper contains description of options, research procedure, analysis of options of decommissioning and dismantling of nuclear ice-breakers, taking into account the principle of optimization of potential radioactive effect to personnel, human population and environment. The report’s conclusions contain the recommendations for selection of option for development of nuclear ice-breaker decommissioning and dismantling projects.
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Чорномаз, І. К., М. Б. Григор’ян, and С. В. Гончар. "КОНЦЕПТУАЛЬНІ ТА ПРАКТИЧНІ ЗАСАДИ ДЕРЖАВНОЇ КАДРОВОЇ ПОЛІТИКИ УКРАЇНИ У СФЕРІ ОСВІТИ." In Proceedings of the XXVI International Scientific and Practical Conference. RS Global Sp. z O.O., 2021. http://dx.doi.org/10.31435/rsglobal_conf/25022021/7417.

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Abstract:
At this stage of Ukraine's development there is a need for stabilization and sustainable development of Ukrainian society, which requires solving the problem of improving personnel policy. One of the main causes of negative phenomena in society is the imperfection of personnel policy in the field of education, increasing bureaucratization, improper performance of the state function of social protection. Despite the fact that a lot of time has passed since the beginning of social transformations in our country, the study of the problem of the effectiveness of state personnel policy by the social and political sciences is insufficient. Changes in the socio-political system raise the question of whether the civil service is becoming an instrument of professional management activities aimed at meeting the new social needs of society. Under these conditions, there is a need for a new personnel policy of selection and formation of a qualitatively new personality of the education worker.
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