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Reforming Public Administration through Civil Service Agency's Participation in Regional School of Public Administration

This article explores the role of the Civil Service Agency of B&H in the activities of the Regional School of Public Administration (RESPA) and how it contributes to the reform of public administration. It discusses the mission and vision of the Civil Service Agency and highlights the common activities and benefits of RESPA. The conclusion emphasizes the importance of regional cooperation and the use of information technology in human resource management.

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Reforming Public Administration through Civil Service Agency's Participation in Regional School of Public Administration

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  1. Reform of public administration through participation of Civil Service Agency of B&H in the activities of the Regional School of Public Administration (RESPA) mr.sci. Bojan Golić

  2. Content • Mission • Vision • Regional School of Public Administration (RESPA) • Common activities • Benefits • Conclusion

  3. MISSION Civil Service Agency of B&H as a central HRM institution at the state level carries out the process of recruiting and professional training of civil servants and helps in the management of human resources of B&H institutions in order to perform more efficiently, professionally and economically in the domain of state administration.

  4. VISION Built modern civil service in accordance with the highest professional standards.

  5. Regional School of Public Administration (RESPA) • Seat - Danilovgrad • Promotion of regional cooperation • Promote joint learning • Development of Public Administration in the Western Balkans in accordance with EU standards www.respaweb.eu

  6. COMMON ACTIVITIES • Research (comparative studies) • Training, workshops and seminars • Annual thematic conferences • Mobility schemes and study visits • Networking • HRMD work group

  7. Benefits • Regional cooperation • Strengthening of institutional capacity • Improvment of training program • Coordinator of the network of actors • Best practise – bench learning • peer-to-peer exchange of experience • Innovation in Public Administration • Networking.

  8. CONCLUSION • Strengthening of regional cooperation • Efficiency and transparency • Improving Human Resource Management (Competence, Coaching and Information Systems) • Merit • Responsibility • Training must be the responsibility of every civil servant - a culture of 'permanent learning'

  9. CONCLUSION • The use of information technology in human resources management has no alternative • Full support to the Civil Service Agency as a central unit for human resources management in civil service. • Policies in the area of HRM - a key factor from the aspect of the civil service body on the accession of B&H to the European Union. • Reform agenda.

  10. Thank you for attention! bojan.golic@ads.gov.ba www.ads.gov.ba

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