Celoveceskij kapital gosudarstvennoj sluzby respubliky Kazachstan
| Autoři | |
|---|---|
| Rok publikování | 2017 |
| Druh | Článek v odborném periodiku |
| Časopis / Zdroj | Public Administration Issues |
| Fakulta / Pracoviště MU | |
| Citace | |
| www | https://www.researchgate.net/publication/320551624_Human_capital_of_civil_service_of_the_republic_of_Kazakhstan |
| Obor | Řízení, správa a administrativa |
| Klíčová slova | human capital; civil service; personnel structure; indicators |
| Popis | The main scientific goal of the paper is to assess the current level of human capital in civil service of the Republic of Kazakhstan and to forecast the trends of its development. The first part of the paper highlights the problem of the essence of human capital and its role in production. Based on the general theory of human capital, special attention is paid to the study of the human capital in government bodies, which has significant differences in a number of parameters from the total human capital. The ex-isting methods of estimating and forecasting human capital have been researched. The second main part of the article is devoted to selecting the indicators of the current level of human capital on civil service of the Republic of Kazakhstan and forecasting their trends. In the third part the authors made an attempt to predict the quantitative indicators of human capital of public service of the Republic of Kazakhstan. The methodological basis of the article is a comprehensive scientific study of human capital of civil service of the Republic of Kazakhstan, the result of which is the calculation of the forecast of human capital indicators of civil service. The research empirical base is formed by official statistical data, as well as the results of the questionnaire survey of the labor-intensive part of the population, including civil servants. It was concluded that the share of civil servants in the total population in the medium term will decrease, while the share of women in the civil service tends to increase. Lack of forecasting of human capital of civil service can lead to ineffectiveness of public investments in the training of managerial personnel and increase in the number of non-demanded specialists in public service. |