CHALLENGES OF HUMAN RESOURCES DEVELOPMENT ON THE CONDITIONS OF THE GEORGIAN ECONOMY

Ana Chagelishvili

Ivane Javakhishvili Tbilisi State University, PhD student Georgia, Tbilisi

Email: chagelishviliana@yahoo.com

https://orcid.org/0000-0003-3683-3533

Abstract

ABSTRACT. A person is considered a valuable asset of any organization. Accor­dingly, the development of human resources directly determines the effectiveness of functioning. In Georgia, as in the case of most developing countries, we face many challenges in this direction. Identifying problems, discussing them and looking for ways to solve them is an important condition for future progress.

The aim of the work is to review the main trends in the direction of human re­sou­rces development in the public and private sector of Georgia and to highlight problematic issues, for which the desk research method is used.

People employed in organizations are a part of the country's population. There­fore, talking about their development should begin with a general assessment of the development of the nation itself. Tools such as the Human Development Index (HDI) and the Global Knowledge Index are often used for this purpose. According to both indexes, the indicators of Georgia experienced growth over the years and generally exceeded the world average. With such results, it falls into the group of countries with very high indicators, however, it should be noted that the indices include many components and sub-indices, which might compensate for low indicators at the expense of high elements. Consequently, the positive level of development of the population of Georgia is confronted by a number of problems identified in the public and private sectors.

The analysis of the public sector showed that the lack of an employee develop­ment plan over the years was such a big problem that even at the legislative level, a number of issues regarding the production and submission of the above-men­tioned plan and the development of civil servants were written by the agencies. This kind of decision was a step forward, however, it can be said that a big prob­lem was divided into many parts and there was a need to perform a job performance assessment in an appropriate form, quality and methodology to identify the development needs of employees. In addition, the legal discharge of obligations may in the future lead to an increase in the level of bureaucracy due to the formality characteristic of the public sector.

As for the private sector, the human resources development system is organized in large organizations compared to the public one, while in the case of employers with a small number of employees, such a system is almost non-existent, or exists at the expense of the fragmented existence of individual elements of the system.