The role of recruitment in public service reform in Uzbekistan

Scientific research results in pandemic conditions (COVID-19)

140

Rasulov Shavkatjon Komilzhon ugli, Graduate student of the National

University of Uzbekistan in the direction of "public administrationand local

government "

THE ROLE OF RECRUITMENT IN PUBLIC SERVICE REFORM IN UZBEKISTAN.

Sh. Rasulov

Abstract. This article is devoted to the study of the process of reforming

public service in Uzbekistan, the place of selection of personnel in this area,
the analysis of its achievements and shortcomings. The focus will be on the
urgent problems of the formation of a modern model of public service in the
country.

Keywords: public service, public servant, public official, staff,

qualifications, training, retraining.

In recent years, Uzbekistan has been carrying out large-scale

transformations aimed at improving the efficiency of public service in the
country. Measures are being taken to abandon the practice of combining
state regulatory and economic functions by economic management bodies,
and to create a modern system of remuneration and social security for
employees of state bodies and organizations.

Training of highly qualified personnel is one of the priority tasks of any

state. The proper organization of public service and its implementation
plays an important role in the transition of a country from a strong state to
a strong civilian society. In Uzbekistan, public policy is based on public
servants, the proper organization and formation of the civil service
institution is one of the urgent tasks facing the state. To date, there has not
been a single law in the field of state or civil service. Despite the fact that
during the years of independence the laws “On the Cabinet of Ministers of
the Republic of Uzbekistan” (1993), “On Courts” (1993), “On the
Prosecutor's Office” (1992), “On the Notary Office” (1996) were adopted .),
“On the State Customs Service” (1997), “On the State Tax Service” (1997),
“On the Rescue Service and the Status of Rescuer” (2008), “On the General
Military Duty and Military Service” (2002 g.), “On Internal Affairs Bodies”
(2016), “On Local Government Power” (1992), however, none of the named
regulatory legal acts have resolved a number of urgent issues, such as:

• definition of categories of public servants;
• the mandatory holding of the competition upon admission to the

public service;

• the procedure for conducting qualification exams when moving up

the career ladder;

• material, organizational, legal and labor guarantees of civil servants,

etc.

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Often, cadres for a responsible public office were selected by the method

of nepotism or parochialism, and the priority was the factor of service not to
the state, but, at best, to the department and superiors.

Today, the main strategic task of public administration is the formation

of an optimal highly professional and stable personnel potential.
Unfortunately, the implementation of this task is not always consistent and
of high quality. Many workers need serious retraining and advanced
training, and the services of a considerable number of “specialists” should
be abandoned. Hence the “brain drain”, the outflow of experienced, qualified
personnel, the low prestige of the profession of civil servant, the not always
healthy motivation and poor orientation of officials to highly effective
service to the Fatherland, the low level of their professional qualification
mobility, the vacancy system, and the absence of special state programs to
attract to the state service of talented specialists.

The training of qualified professional civil servants is becoming an

urgent requirement of the time. Western countries were the first to embark
on the scientific organization of labor of civil servants, which causes the
interest of specialists in the experience of these countries. The experience of
most countries shows that when determining the legal status of a civil
servant, it is necessary to take into account the fact that a civil servant, being
a citizen of the corresponding country, must have those constitutional rights
and freedoms that other citizens have.

Therefore, one of the most important tasks of public service reform is to

ensure the combination of the legal status of an official as a citizen and as a
public servant. At the same time, maintaining a balance of interests of the
state and its employees is one of the conditions affecting the effective
implementation of public service.

The key problem of the current state of public service is the

inconsistency of management practices, the style of work of the civil service,
as well as the principles of its formation, to the tasks of transforming society
and the economy, and achieving sustainable development in Uzbekistan.
The following items can be identified as elements of this problem:

• there is no systematic legislative regulation of the civil service with

the definition of the rights, duties and social guarantees of civil servants;

• the concept and system of training for civil service needs to be

improved;

• a system of objective assessment of the performance of a civil servant

and a differentiated system of remuneration are not implemented
depending on the results achieved;

• existing HR technologies do not allow the full implementation of a

transparent and objective process of recruiting and evaluating civil servants.

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A modern civil servant should differ from previous leaders in patriotism

for the homeland, justice, initiative, enterprise, desire for innovation,
exactingness, knowledge of economic and legal literacy, and spiritual
maturity. Given the abovementioned qualities, when selecting personnel for
the civil service it is necessary to trust young specialists, find talented and
gifted personnel, constantly work with them, pay special attention to work
on training and raising their qualifications and skills . A properly organized
admission to the civil service ensures both the realization of the
constitutional right of citizens to equal access to the civil service, and allows
equal and competitive conditions to select the most trained specialists for
the civil service. Consequently, the effectiveness of the work of the state
div and the entire management system will depend on how professional,
competent civil servants are, meet the requirements of today.

References:
1. Vasilenko I.A. Administrative and public administration in Western

countries. - M., 2000.

2. Malikova Gulchekhra Rikhsikhodzhaevna - “Problems and Ways to

Increase the Prestige and Efficiency of the Professional Civil Service System
in Uzbekistan”. Research Article

3. Draft Law "On the Civil Service of the Republic of Uzbekistan" from

2018-05-21.

4. Decree of the President of the Republic of Uzbekistan dated

03.10.2019 No. UP-5843 “On measures to radically improve the personnel
policy and the system of state civil service in the Republic of Uzbekistan” .;

5. Khozhiev E.T., Rakhimova M.A., Ismailova G.S., Nematov J.N.,

Yuldasheva F.U. - O'zbekiston Respublikasida davlat xizmatini isloh
etishning huquqiy asoslari (davra suhbati materiallari) - Tashkent, Baktria
Press 2015;

6. Yusubov J. Kh. – O’zbekistan davlat xizmati sohasida kadrlar

tayyorlash tizimini takomillashtirish. Siyosiy fanlar bo'yicha falsafa doktori
(PhD) dissertatsiyasi avtoreferati. Toshkent, UzMU Khabarlari, 2018.