ICHKI ISHLAR ORGANLARI TIZIMIGA KADRLARNI TANLASH: MUAMMO VA YECHIMLAR
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Abstract
Mazkur ilmiy maqolada ichki ishlar organlari (IIO) tizimiga kadrlarni tanlash, joy-joyiga qo‘yish va ularning kasbiy layoqatini baholash jarayonidagi dolzarb muammolar hamda ularning innovatsion yechimlari kompleks tahlil qilingan. Kadrlarni saralashda inson omilining aralashuvi, shaffoflikning to‘liq ta'minlanmaganligi hamda chuqurlashtirilgan psixologik diagnostika mexanizmlarining yetishmovchiligi kabi kamchiliklar ochib berilgan. Muammolarni bartaraf etishda ochiq (meritokratiya), axborot texnologiyalari va poligraf (yolg‘on detektori) texnologiyalaridan foydalanishning ilmiy-amaliy ahamiyati yoritilgan. AQSh, Buyuk Britaniya va Janubiy Koreya politsiya tizimidagi kadrlarni saralash bo‘yicha ilg‘or xorij tajribasi qiyosiy o‘rganilib, O‘zbekiston milliy qonunchiligi va idoraviy amaliyotini takomillashtirish yuzasidan aniq takliflar ishlab chiqilgan.
В данной научной статье проводится комплексный анализ актуальных проблем и их инновационных решений в процессе отбора, расстановки и оценки профессиональной пригодности кадров в системе органов внутренних дел (ОВД). Раскрыты такие недостатки, как вмешательство человеческого фактора, неполное обеспечение прозрачности и нехватка механизмов углубленной психологической диагностики при отборе кадров. Освещено научно-практическое значение использования открытого конкурса (меритократии), информационных технологий и полиграфа (детектора лжи) для устранения проблем. Изучен передовой зарубежный опыт отбора кадров в полицейских системах США, Великобритании и Южной Кореи, разработаны конкретные предложения по совершенствованию национального законодательства и ведомственной практики Узбекистана.
This scientific article provides a comprehensive analysis of current problems and their innovative solutions in the process of selection, placement, and evaluation of professional fitness of personnel in the system of internal affairs bodies (IAB). Shortcomings such as the interference of the human factor, incomplete provision of transparency, and the lack of in-depth psychological diagnostic mechanisms in personnel selection are revealed. The scientific and practical significance of using open competition (meritocracy), information technologies, and polygraph (lie detector) technologies to address the problems is highlighted. The advanced foreign experience of personnel selection in the police systems of the USA, the UK, and South Korea was comparatively studied, and specific proposals were developed for improving the national legislation and departmental practice of Uzbekistan.
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References
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