No abstract

organisation, to improve their performance. According to the analysed standards of the chosen for the analysis occupations the main knowledge requirements for some public sector occupations are at the following fields: Communication, Country language and foreign languages, Finance, Labour relations, Law, Legislation, Occupational health and safety, Professional terms, Professional ethics, Project management, Record keeping. Only professional terms and record keeping requirements could not be covered by offered courses within analysed master programmes on Public Administration or Management. However, beside formal education, public sector employees can take Massive Open Online Courses, participate in special trainings or be trained on the working place to improve or gain some skills that have not been developed at school or university. Conclusions mainly are based on the quantitative data and the pilot small range studies. Applicable conclusions are made using inductive method.Based on the research authors propose the most suitable set of subjects, which could be proposed for further professional development in public sector. There are possibilities proposed for public sector employees for their further professional development. However, there is a need of special education programme development based on new tendencies and standards for public service employees.

The youth unemployment issue is topical for European countries. The authors would like to outline what kind of risks Latvia can meet in different sectors of economy focusing on the public sector. Authors summaries published experts reflections on the situation on Latvian labour market, analyse statistical data, use Latvian economically active youth (high schools students and young specialist with higher education aged from 18 until 24). The hypothesis is Latvian young specialists are mostly attracted by service private sector organisations as employers rather than the public sector organisations.

-The research focuses on the characterisation of theoretical aspects of human resource (HR) selection approaches and the analysis of these approaches within a socially responsible strategy and in the context of business sustainability creation. The main methods implemented are monographic research, scientific literature analysis, synthesis, and comparison. As a result, the HR selection concept development and application summary was created as well as the importance of HR selection within a socially responsible strategy was characterised.

This paper's research focuses on employer brand (EB) development as a solution for public sector organizations to attract the young specialists of Latvia.The author uses monographic research method, selection, comparison, induction and statistical data interpretation to explore the situation and potential outcomes of the proposed approach to Human Resource Recruitment and Selection.The research results show that public organizations in Latvia still need to improve their positioning on labour market and work harder on their EB.