Лаврова Татьяна Будаевна

The aim of the study is to identify the organizational and methodological aspects of additional education of civil servants in foreign countries. The relevance of turning to international experience is due to the need to form a professional development system. The methodology includes an analysis of scientific publications, materials from the websites of national academies of civil service and government agencies of foreign countries; reviews of national and international organizations for 2021-2024. Various sources made it possible to consider the issues of professional development of civil servants using the example of 25 countries. The areas of state activity in the professional development of civil servants, new educational models, areas of training and formed competencies (client-centric, digital, adaptive, transprofessional, leadership), educational formats and new digital tools for formal and informal learning are identified. In the modern system of professional development of civil servants, the subject of management of this process, the object of management, the managing influence, the preferred state are identified. It is concluded that the professional development system is acquiring the character of an ecosystem, which involves not only government bodies, state organizations and educational institutions, but also professional communities; non-profit, consulting, research organizations; business structures; citizens; international institutions.

Due to the fact that the digital economy is modifying managerial practices, the work of government bodies is being reconstructed: advances in the theory and practice of forming a digital economy require applications to the theory of public administration, including its human resource subsystem. Thus, the demand for innovative management systems, HR-monitoring systems, information processing algorithms is getting actual, that requires the new theoretical and methodological approaches development. The article considers the prerequisites for the transformation of human resources related workflow in the state civil service, new expectations and requirements for HRM in changing conditions. A separate consideration was awarded the potential inherent in the use of big data. The research structure is built on the principle of movement from the identification of the “as is” model towards the “as it should be” model. The article explores the possibility of modernizing the activities of personnel departments of state authorities in terms of hiring, selecting and evaluating personnel through the use of big data. An option is proposed for integrating the unit for collecting and processing big data on employees in the Federal State Information System "Unified Information System for Managing the Personnel of the Civil Service" with the aim of improving analytical work in the personnel subsystem.

The article describes the basic elements of a new civil servant professional development model, which is considered as a transformation factor of public service and public administration. The research material is the scientific data of domestic scientists, legal acts that have entered into force over the past three years, and methodological materials developed by the Russian Ministry of Labor. Based on the analysis of documents, the directions development for the emerging system of civil servant professional development in the context of modern challenges in public administration are identified.