This article presents the results of research into the possibility of adapting fl exible methods of project management to the organization of activities of public servants of the Russian Federation and recommendations on combined approaches. The objectives of this research: to identify special aspects of project management in the public service and to evaluate the possibilities for adapting fl exible methods of project management to the organization of activities of Russian public servants.The activities of the public service are becoming increasingly innovative and intelligent and, as a consequence, less predictable. These days the public authorities are not only customers in relation to third organizations, but they themselves act as the direct executors of projects in the elaboration of development programs and legislative initiatives in the framework of executingorders of the President, Government and the higher state authorities. In these circumstances, management principles of the PMBOK and similar standards, which are strictly formalized and require clear planning of processes, no longer work. When the problems are large-scale, technologies are known, and the resources are defi ned, classical design techniques work fl awlessly. But when any innovative goals are set, there may be high risk of exceeding budget funds and time; therefore in this case it is necessary to consider the feasibility of applying Agile-like technologies.Possibilities for the combination of tough methods (in terms of responsibility and formalization) and fl exible methods (in terms of goal-setting and continuity) of project management in the civil service were investigated using analysis of business processes and based on the results of a survey of the public servants participating in the implementation of certain tasks with respect to execution of public functions. It is noted that in contrast to the business-oriented organizations the government authorities are characterized by a signifi cantly reduced motivation to informal leadership and undeveloped self-organization and selfmanagement. This fact imposes restrictions on the processes of implementing approaches of fl exible 1 This article was prepared based on the results of research carried with the support of government funds by the State Order of the University of Finance for the year of 2016 "Analysis of the best international practices of information support to realization of public functions. Development of proposals on improvement of information support to activities of civil public servants", state registration number

Статья посвящена вопросам применения человеко-ориентированного подхода при определении компетенций государственных гражданских служащих и направлений развития их квалификации. Цель исследования-разработка модели ключевых компетенций государственных гражданских служащих с учетом требований должностных регламентов, квалификационных требований к профессиональным знаниям и навыкам государственных гражданских служащих, отраженных в нормативных и правовых документах, а также тенденций компетентностно-ориентированного подхода к развитию потенциала сотрудников. Даны результаты экспертного опроса, проведенного в 2018 г. среди организаций государственной гражданской службы трех субъектов РФ. Анализ показал, что, несмотря на переход госслужбы на цифровые технологии и сервисы, мало внимания уделяется изменению поведенческих установок персонала и их готовности к инновациям. Так, невысоко оценены навыки владения методами проектного управления, развития творческих способностей, эмпатии, наставничества. При выборе направлений повышения квалификации, как правило, предпочитают программы обучения профессиональным знаниям, игнорируя другие форматы, нацеленные на развитие важных в цифровой экономике мягких навыков. Использование компетентностного подхода к формированию модели компетенций, методов анализа и синтеза при обобщении количественных и качественных параметров существующей системы управления карьерой государственных гражданских служащих позволило обосновать основные принципы внедрения человеко-ориентированного подхода в кадровую работу органов государственной власти. Авторами предложена модель ключевых компетенций для различных групп должностей государственной гражданской службы. Сформулированы основные выводы о необходимости использования аналитических инструментов для мониторинга текущего уровня развития компетенций государственных гражданских служб, а также для разработки рекомендаций по моделированию дальнейшего профессионального и должностного роста. Предложена классификация «мягких» навыков и инструментов их развития, необходимых для совершенствования профессиональной деятельности государственных гражданских служащих в условиях цифровизации экономики. Выводы/значимость. Важность применения человеко-ориентированного подхода в компетентностной модели вызвана необходимостью трансформации работы государственной гражданской службы под условия цифровой экономики. Ключевые слова: государственный служащий; государственное управление; эффективность государственной службы; гибкие навыки; карьера

The introduction of new management principles in public administration is in many countries linked to the introduction of client-orientation and evaluation by results. In this connection, a good deal of attention should be directed to raising the quality of work of public administration civil servants. This problem is inextricably bound with the task of raising the qualifi cations and competency level of workers in public administration. In this work, we present an analysis of the current situation in management of public administrations. We distinguish between the problems of managing the competences of public servants. As part of the research, we polled more than 365 public servants from the rank of specialist to chiefs of sections. We highlighted the competences in highest demand among public servants. These are general professional skills, regulatory-legal, competences of results orientation and work effi ciency. Least in demand were groups of competences such as change management, self-management and professional growth. The respondents also noted the high demand for renewal of their professional knowledge. However, there remains a problem with exchange of knowledge, when the knowledge received by employees in the best case turns up in conferences but mostly remains only for personal use and is not attached to a single carrier of information. We present proposals for applying an ontological approach to evaluation of the competences of public servants. The set of competences makes it possible with suffi cient precision to describe the work behavior which is required for successful performance of the work in the given position or in a group of similar positions. The application of ontologies makes it possible to link the task of evaluating competences through transformation of the enquiry into a set of terms and concepts with the concrete requirements of the project of the planned task or performed function. Computerization is one of the main components in the strategy for developing the public services. Creation of a system of decision MODELING OF SOCIAL AND ECONOMIC SYSTEMS

The level of development of the state as a whole depends on the professionalism of public servants, because the public servants participate in all processes of making state decisions and their further implementation. Professional staff can ensure successful implementation of all government development programs, because the personnel potential is thus the driving element affecting all the processes taking place in the state apparatus.The purpose of this paper is to identify the weaknesses of the management of the civil service personnel and to determine the methods for assessing competencies and labor functions of civil servants of Armenia. While carrying out the scientific research, the tasks were set to study the best foreign practices in the management of public servants’ competencies, to conduct a survey among public servants to look at the issues from their perspective, and to determine the most popular competencies in the civil service. Within the scope of the research international practice of personnel management in the public service as well as some related legal acts have been studied, and an internal survey has been conducted among the civil servants of the Republic of Armenia (40 people), including the civil servants from the State Social Security Service and the Ministry of Territorial Administration of Kotayk region.The study has revealed, that in Armenia personnel potential management in the public service sector is carried out at a rather low level, which requires fundamental changes. In that respect, timely and efficient staff training has been offered along with the implementation of competency assessment methods to job requirements. Also features of the ontological approach in solving the problems of personnel formation have been presented in the paper.

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