| Abstract [eng] |
In the graduate thesis, the implementation of a partly centralized civil service selection process that came into effect in June 1st 2015 is analyzed via the aspect of civil service regulations, while also revealing the advantages and disadvantages of the currently functioning system and envisioning possible directions for improvement. Field of research – municipality administrations in the districts of Akmenė and Kretinga. In the conceptual framework of the paper, while seeking to reveal the peculiarities of the civil service selection process in the context of human resources management, an analysis of scientific publications published by Lithuanian and foreign authors, the laws of The Republic of Lithuania, statistical data, as well as other publicly accessible documents was conducted. The characteristics and principles of public administration, human resources management and selection were reviewed. The development of the civil service of Lithuania, the supposed changes in the civil servants’ selection process, as well as the peculiarities and the state of the current public service selection system were profoundly analyzed. In the empirical study, the situation of the civil service selection in the municipality administrations of the Districts of Akmenė and Kretinga was revealed by analyzing certain documents as well as the statistical data provided by the Civil Service Department. Using the method of enquiry (interview) with the informants who participated in a competition under the current civil service selection process the strengths and weaknesses of the said system were identified together with potential directions for improvement. The results of the research confirmed the initial thesis statement that the changes implemented in the public service selection process in 2013 allow for a more transparent execution of the selection. Positive opinions of the informants were revealed regarding the methods applied in the centralized stage of the selection as well as the overall transparency in organizing the selection process. Nevertheless, a negative attitude towards the decentralized stage of the selection – the competition in the recruiting institution – was identified from the informants’ answers. According to the interviewees, circumstances, which permit lack of transparency and nepotism, are still prevalent in this particular stage of the selection process. According to the strengths and weaknesses of the current civil service selection process that were identified during the research, possible directions for improvement were provided. |
