Institutionalization of Conflict and Compromise Solutions and Social and Labor Relations in Higher Educational Institutions

Simonin, Pavel Vladimirovich; Bogacheva, Tatyana Vyacheslavovna; Alexeenko, Vladimir Borisovich; Vetrova, Ekaterina A.; Sokolova, Antonina Pavlovna

doi:10.17485/ijst/2016/v9i19/93906

Cited by 2 publications

(1 citation statement)

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“…Participativity of the modern administration as the leading principle of decision-making is described rather comprehensively (Speer, 2012;Gonzalez et al, 2013;Kirillov, 2013;Lepsky, 2015;Casula, 2015;Dommett and Flinders, 2015;Witesman and Walters, 2015;Urzha, 2015;Qvist, 2016;Bondaletov, 2016;Vinichenko et al, 2016;Simonin et al, 2016;Kirillov et al, 2017;Silagadze, 2017;Akhmetshin et al, 2018). However, ensuring the participation of the society in the recruitment of the candidates for the public service, one may observe the deficiency of scientific elaboration.…”

Section: Introductionmentioning

confidence: 99%

Participative HR-Technologies in the Governance of the Russian Regions

2018

SACI

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The modern reforms in the governance are connected with the development of the participative interaction of the administration with the citizens, implying the involvement of the society into the processes of elaboration and implementation of the managerial decisions. The objective of the research is the analysis of the current HR-technologies application practice in the governance of the Russian regions from the perspective of compliance with the participativity principle. As the theoretic base for the achievement of the objective, the authors considered: the notion of participativity in the technological sense-from the perspective of the mechanisms and algorithms of co-management; the notion of competency framework as a base for the development and implementation of HR-technologies, including those of the participative nature. The authors applied the following methods of research: analysis of documents, interviews with the public officials managing the processes of the competency framework formation. As part of the research, the authors considered the HR-technologies of eight territorial entities of the Russian Federation. It has been found that the participative mechanisms implying active participation of the population in the adoption of the HR-related decisions are not enough yet. It is more common to bring expertise only representing the opinion of the professional community and often among the public official themselves. However, the participative practice is gradually being developed, and the prerequisites for the use of a wider range of tools approbated in other managerial technologies are being formed. Besides, the practice of particular regions of the RF already shows not just the participation of the society in the adoption of the HR-related decisions, but its direct and ultimate influence on them.

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