Human capital management problems in public organizations

Abstract

At the modern stage of public development, the importance of human resources development and rational use is immeasurably great. In the article, we discuss the problems of human resources management in the public sector and ways to solve them. Individual agencies define the concept of their own development as structural units of the public sector, and this process is regulated only by separate provisions of the law. A necessary condition for the stability of the public service is the independence and high motivation of ordinary officials. Employees do not have enough independence when performing a specific function. They receive a task from the manager on a daily basis, which pushes them to passivity and significantly reduces the ability to show initiative. In such conditions, even qualified talent loses purpose and motivation, leading to human resource drain and system instability.

Various studies confirm such a perennial problem as the problem of civil service instability. It is important to create a stable public service in Georgia based on the career principle, which will depend not on political changes and the political environment, but on the professionalism of civil servants. It is important to introduce career principles that ensure the stability of the civil service. It is important to ensure the vertical and horizontal career development of employees in order to give a real chance to develop their professional career in both directions, based on the principle of fairness.