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their personality mentally and spiritually. We believe that the study and
development of a copping strategy in young people in our research will
ensure that we achieve our goals. Proper and targeted use of copping
strategy resources can help some young people find their way in any difficult
situation and stay in a firm position.
References:
1. MirziyoevSh.M. Strategy of actions on five priority directions of
further development of the Republic of Uzbekistan for 2017-2021. Tashkent,
2017.
2. Mirziyoyev Sh.M. Speech at the 72
nd
session of the United Nations
General Assembly. New York, September 19, 2017. Ma'rifat newspaper
September 20, 2017 №75 (9036) -1-2p.
4. Usmanova E.Z How to form independent thinking in students?
Toshkent 2002 y.
5. Sharafutdinova X.G., Qodirova A.B. Psychological training.-Tashkent,
2020
6. Bryuxova N. G., Agafonova S.V. Humanity and creativity in moral
development of youth. // Rossiyskiy psixologicheskiyjurnal // 2017 g. tom
14 № 1.
Khahramon Umidullayev – doctor of Philosophy in Law (PhD)
ASSESSMENT OF THE EFFECTIVENESS OF THE EXECUTIVE AUTHORITIES
AND THEIR LEADERS IS A REQUIREMENT OF THE TIME
Kh. Umidullayev
Abstract: In this article the prime attention is paid to the mechanisms of
improving the efficiency of the executive branch of government and the
leaders and staff working in these bodies. The article analyzes the
experience of some developed countries in this field, as well as the work of
some scientists who have conducted research on this topic. Moreover, some
suggestions and recommendations have also been developed based on the
results of the study.
Keywords: executive public authorities, personnel, activity, evaluation,
criteria, efficiency, rating
Today, one of the most important tasks is to clearly define the functional
direction of public administration bodies, in particular, the executive
branch, to keep accurate records of their achievements and shortcomings.
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As we know that the expected results cannot be accomplished without
further improvement of the executive branch which plays a key role in
ensuring the socio-economic development of the country. At the same time,
the development of human resources in the executive branch is considered
to be a crucial task. Today, the demand for highly qualified personnel in the
executive bodies of the country is more important and relevant than ever.
Criteria-based rating of the performance of executive bodies and
personnel working in these bodies is an effective tool which is recognized
by many countries around the world. It is known that searching, selecting,
improving the skills of personnel and evaluating their activities and
ensuring the effective implementation of the tasks assigned to the
government agencies are the main tasks of the state personnel policy. The
demand for qualified personnel is always high in the provision of quality
public services. Personnel issue is one of the most important areas of public
administration, which requires constant attention. It is known that the
potential cadres will play a decisive role in the development of any state and
in the effective implementation of state reforms.
If the system of work with the personnel reserve is properly organized,
the issue of personnel in public administration will be resolved in the near
and long term. Personnel reserve is a group of promising workers who have
the necessary professional, business, personal and moral qualities, who
perform well in their positions, who have the necessary training to hold
certain positions in the civil service.
The main problems related to cadres in public administration bodies are
poor qualifications of staff, excessive number of inexperienced staff in public
administration bodies and lack of experienced personnel. As a result
aforementioned shortcomings lead to non-professional performance of
tasks and to low efficiency of government agencies. Besides, violations of
professional ethics, corruption, conflicts of interest, low professionalism,
inefficiency of the system of control over the activities of civil servants also
lead to the failure of the implementation of the assigned tasks and to the
damage on the interests of the state and society.
Introduction of evaluating system for the effectiveness of staff activity
in the civil service can be one of the solutions to the above-mentioned
problems. When selecting personnel, the main attention is paid to personal
qualities, business acumen, interpersonal skills, results achieved during the
course of work and so on. The system of personnel performance evaluation
focuses on the democratization of personnel relations, improving the system
of personnel selection in the civil service, reducing inappropriate
interference of the human factor in selection process, appointment of
personnel to the certain positions according to their knowledge and skills.
This mechanism is recognized as an effective tool against conflicts of interest
Scientific research results in pandemic conditions (COVID-19)
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in the implementation of public personnel policy in many countries around
the world.
The participation of public organizations in the evaluation of the
activities of the executive authorities and their leaders serves to ensure the
transparency and efficiency of the evaluation system.
In recent years, normative and legal documents have been adopted in
the process of administrative reforms carried out in the country to
effectively organize the country's executive bodies and rating of
achievements on the basis of criteria.
In particular, the Action Strategy for the five priority areas of
development of the Republic of Uzbekistan for 2017-2021 sets out
"Evaluation of the effectiveness and efficiency of public administration and
local government" [1]. Besides, there is the Decree of the President of the
Republic of Uzbekistan dated September 8, 2017 No PD-5185 "On approval
of the Concept of Administrative Reforms" [2] "Introduction of a
fundamentally new system for evaluating the effectiveness of executive
bodies at all levels and their leaders."
Based on the above, the Resolution of the President of the Republic of
Uzbekistan dated May 1, 2020 No 4702 "On the introduction of a rating
system of socio-economic development of the regions" was adopted [3]. The
resolution pays special attention to the followings in the rating of socio-
economic development of the regions:
- Ensuring sustainable and balanced economic development, the
effectiveness of economic reforms;
- creating new jobs, reducing unemployment and ensuring labor market
efficiency;
- increasing access to social services and improving the quality living
conditions of the population;
- creating the necessary conditions for the population and business,
ensuring the stability and reliability of production infrastructure;
- increasing the level of competitiveness of the regions, further
diversification of their economies;
- Improving the quality of the business environment, continuous
support and accelerated development of entrepreneurship;
- achieving financial independence of the regions and development of
the banking and financial sector;
Improving the effectiveness of local government in dealing with citizens'
appeals and transparency of information.
In this regard, the President of the Republic of Uzbekistan
Sh.M.Mirziyoev said: “Ensuring the rule of law, how the rights and freedoms
of citizens are protected, the quality and transparency of public services
should be the main criteria for us in assessing the activities of government
Scientific research results in pandemic conditions (COVID-19)
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agencies and officials. I would like to reiterate one point: the people should
not serve state organs, but state organs should serve our people" [4, p.152]
And also, our President said "In general, the results of the activities of
ministries and departments, heads of business associations and governors
will be evaluated not on the basis of economic figures, but on the basis of
how they communicate with people and organize work, how well they solve
citizens' problems" and these criteria should be considered when evaluating
the performance of public administration bodies.[5, p.19]
It is known that the study of the experience of developed countries when
conducting public administration reform, a qualified analysis of their
achievements and shortcomings, allows us to choose the optimal solution
that suits the conditions of the Republic of Uzbekistan. In addition, it is useful
to study and analyze the results of scientific work of scientists who have
conducted research in this area.
According to V. V.Cherepanov who made scientific research in this field
"The Civil Service Reserve is a group of workers who are specially trained
on the basis of individual selection and comprehensive evaluation and have
the professional, business, personal, and ethical qualities which are
necessary for promotion to higher public positions" [6, p .697].
S.V. Koroleva states that “Evaluation, which ensures the effectiveness of
the activities of a civil servant, includes the subject of evaluation, the object
of evaluation and scientifically developed criteria for evaluating the
activities of civil servants. These are specific requirements that the
employee’s activities, his personal qualities and labor results must comply
with. In the references, you can find different views on the issue of criteria
for evaluating the work of employees, but in practice stable, clear criteria
have not yet been developed” [7] The ability to prioritize when performing
public service tasks depends on how competent employees are. The human
resources management service should organize the work process of civil
servants in such a way that there is almost complete correspondence
between their competencies and job requirements, which will ensure a
“right person, right work at the right time”, motivated by results and
development. [8] By the end of the last century, many developed European
and American countries created special training programs for civil service
that fit into a single standard. The founder of the West European approach
to training public servants is the United Kingdom. There is no single
centralized training system for civil service, however, there are many
courses, programs, seminars, taking into account the individual approach to
the choice of educational program [9]
E. Yu. Ivanova states in her scientific article named “State personnel
policy: The essence and current problems” that “The essence of personnel
policy in the system of executive bodies is to choose, strengthen and
Scientific research results in pandemic conditions (COVID-19)
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effectively use highly qualified specialists in public and municipal services,
to create proper conditions for their successful performance of their duties,
to realize their professional potential and on this basis to ensure effective
state and local authorities”. [10]
The main goals and
objectives of the state personnel policy are focused on:
- creation of favorable and equal social conditions and legal guarantees
for each employee to demonstrate their abilities and knowledge;
- Ensuring the completeness of cooperation of qualified, active, hard-
working staff in all areas of management processes;
- Introduction of a mechanism to prevent incompetent and unclean
people from entering the staff and management positions.
Depending on how the executive bodies are staffed with qualified
personnel, their effectiveness can be assessed. There are types of staffing of
the state apparatus such as “spoils system” and “merit system”. [11, p.43]
Spoils system - in this system a person with a leadership position prefers
to place his or her supporters in important positions. The ineffectiveness of
this system has been proven by many examples. But over the years the
quality of personnel declines in this system and it will have a negative impact
on the development of the country.
Merit system - In the system specialists are selected through open and
independent competitions organized by the state. The advantage of this
system is that it will be possible to recruit well-educated staff to government
agencies and work with them on a regular basis by including them in the
reserve of promising personnel, entrusting them with important
government positions, if necessary.
Nowadays, in developed countries, for instance, in the USA, in Great
Britain the Anglo-Saxon system is used to appoint civil servants to certain
position and the Roman-German system is used in Germany and Japan. In
the Romano-Germanic system civil servant with the lower position is
appointed to the higher position on the principle of promotion and in the
Anglo-Saxon system it is realized on the basis of open selection.
In Japan, for instance, the civil service recruitment system is legally
regulated. There is a competition for civil servants. A procedure has been
introduced to select the participant who has been evaluated on the basis of
the established criteria and who has received the highest score among the
candidates who participated in the competition. As for the promotion, there
is an order of promotion which is conducted by attesting the knowledge and
skills of the participants.
A multi-faceted assessment of candidates ensures the objectivity of their
selection process and reduces the impact of subjective factors. When
selecting the candidates, all information about professional, business,
ethical and personal characteristics of the candidates is studied and
Scientific research results in pandemic conditions (COVID-19)
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assessed comprehensively, as well as the actual results of their activities are
evaluated. On this basis, a final, comprehensive and well-founded conclusion
is drawn on the potential candidates for the responsible public office. [12,
p.33]
In conclusion, it should be noted that the appointment of
candidates in public administration requires improvement of the
system of selection and appointment of personnel, strengthening its
legal framework and mechanism to prevent such shortcomings as
localism, tribalism, corruption. Relying on the results of personnel
performance when appointing, promoting, transferring, dismissing is
considered to be an effective method.
World experience suggests that a comprehensive assessment of the
activities of public administration bodies, their leaders and employees will
be more effective. It has a good regulatory effect nationwide. On top of that,
it will serve to monitor the progress of socio-economic processes in the
country on the basis of accurate data and to improve the quality of decisions.
In order to get good results and to ensure quality of performance appraisal,
it is necessary to organize measures aimed at improving the skills of relevant
staff. This helps the system to work efficiently
References:
1. Decree of the President of the Republic of Uzbekistan No. PD-4947 of
February 7, 2017 "On the Action Strategy for the further development of the
Republic of Uzbekistan".
2. Collection of Legislation of the Republic of Uzbekistan, 2017, No. 37,
Article 979; National Database of Legislation, 19.01.2018.
3.
National
database
of
the
legislation,
02.05.2020,
No.
4. Mirziyoev Sh.M. We will resolutely continue our path of national
development and raise it to a new level. - T .: Uzbekistan, 2017. - B. 152.
5. Mirziyoev Sh.M. Together we will build a free and prosperous,
democratic state of Uzbekistan. - T .: Uzbekistan, 2016. - B. 19.
6. Cherepanov V. V. Basics of government service and personnel policy.
2nd ed. Moscow, Yuniti-Dana Publ., 2012. 697 p.
7. Koroleva S.V. Evaluation of the effectiveness of the state civil servant
[Electronic resource] // Science and education: economy and economy;
entrepreneurship; law and management. - 2013. No. 7: [site]. [2011]. URL:
http://www.journal-nio.com/index.php?option = com_content & view =
article & id = 2023 & Itemid = 1228. IT-rynok Armenii [ITmarket of
Scientific research results in pandemic conditions (COVID-19)
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Armenia], Tadviser, 03.02.2018. Available at: http://www.tadviser.ru/
(accessed 24.04.2019).
9. Tarakanov A. Guarantees for public servants: concept and
relationship with other categories // Public Service. - 2009. - No. 1.
10. Ivanova E. Yu. “State personnel policy: The essence and current
problems” –Tombov. 2011.
11. Dyomin A.A. “Spoils system” and “Merit system” as ways of
recruiting civil service personnel. - In the book: Bulletin of the Russian
University of other peoples. Series "Legal Sciences", 1998, No. 1, pp. 41-46.
12. Niyazimbetov. V. B. “Organizational and legal bases of formation of
personnel reserve in local executive bodies” Dis. 2015, -B 33.
Nigora Yaxyoqulova, Assistant of the Department of Uzbek Language,
Samarkand Institute of Veterinary Medicine
ABOUT THE THEME HIGHLIGHTED IN ASSIA DJEBAR'S “L'AMOUR, LA
FANTASIA”
N. Yaxyoqulova
Abstract. The history of female References: in Algeria is studied by many
writers. They studied female References: at all levels, as well as in romantic
genres: both general and thematic, from a critical point of view. They also
promoted topics that reveal the realities of Algeria's cultural and social life.
Creativity for these writers was also a field of struggle with a closed society,
which did not stop humiliating and degrading the dignity of women. In this
article we tried to consider the topic covered in the works, one of the most
famous women writers of the East and, possibly, the first Algerian writer
known for his complex creative style, Assia Djebar.
Keywords:
Algerian women's References:, creativity, creative style,
“L'Amour, la fantasia”
Assia Djebar is Algeria’s favorite writer and has long been known
as “one
of the most important figures in North African References:” . On February 7,
2015, the French Academy announced the death of Assia Djebar in Paris.
Djebar was born in Churchill, Algeria, in 1936. She lived in Algeria, France,
Tunisia, and the United States for seventy-eight years, spending her life as a
writer, historian, director, and professor. Although Djebar's literary works
are dedicated to women in the Islamic world, where men dominate, she is
best known for her many works, which reflect Arab-barbarian, Muslim and
French views and feelings. In honor of Jébar, on the day he was declared
dead in Figaro, President Francois Hollande expressed the following:
«cette
