The Chairman of the ADGS spoke about the five main features inherent in HR in the civil service

From the speech of Darkhan Zhazykbaev, Chairman of the CACS RK, at the HR forum “HR in the civil service: transition to strategic personnel management”: The current reality shows that the process of overcoming various challenges and risks in the life of mankind is in the hands of man. It is natural that the problem of human capital is becoming one of the most important today. Human capital is a key factor in the development of any society. It should be noted that the concepts of "human capital" and "human resource" are closely interrelated. Human capital is the knowledge of a person, his communication skills, high-quality professional skills that he can use in his activities, Human resource is the potential of people that can be used to increase productivity, labor efficiency. From this position, an HR manager is not just a specialist managing personnel, but a professional who works with a human resource, first of all, effectively using the potential of employees to increase labor productivity. He finds the right specialists, motivates employees, gives a proper assessment. In this regard, I should note that those who hold senior positions in the state apparatus should, to some extent, become HR managers in the future. The human resource is multifaceted and unique, since each person has specific abilities that are unique to him. Therefore, each employee can be valuable and significant, thanks to their unique skills and abilities. The human resource differs from others - financial, informational, technological resources by the following parameters: Firstly, all other resources are intended to achieve a certain goal, while a person can only determine this goal, understand its meaning and end result. Secondly, a person can independently initiate and be active. It is important to be able to direct creative activity and the intellectual potential of human resources in the necessary direction for effective activity through competent management. Thirdly, the human resource can always adapt to changes. In other words, the individual is able to correct his behavior and improve his personal qualities. Employees have the opportunity to improve professionally, develop themselves personally, improve their knowledge, gain experience. Adapt to the demands of the time and the new realities of life. Fourthly, the human resource has the ability to withstand external negative influences. He evaluates any external factor of influence, studies it within the established legislative norms, within the framework of the current situation, can find fair, correct ways of making a positive decision. It should be noted that the main task of an HR manager is to correctly use the professional qualities and abilities of a person to increase labor productivity. Fifth, the value of human resources is constantly increasing due to the acquisition of new knowledge, experience, and advanced training. Holders of valuable skills and qualifications in the labor market are always in demand and highly rated. The above features should be prioritized in the Public Service HR Strategy. The human resource is fundamentally different from other resources in that it is unique, complex, and capable of constant improvement. And today, HR, as a way to progressive development and modernization of the management system, is becoming the main global trend. It is important that in any situation, in order to obtain a positive result, the human resource remains flexible, can adapt to changes in achieving the goal and make decisions in the future. In the "human-centric model" of public administration, it is necessary to highlight two main aspects. The first is customer focus and the service nature of the implementation of public services. The second aspect is the importance and value of the human resource in management, in improving human resources. Press service of the ADGS RK