ROTATION OF PERSONNEL AS A PROMISING HR TECHNOLOGY IN THE CIVIL SERVICE OF THE RUSSIAN FEDERATION
In the economic and legal literature, the rotation of personnel is assessed in terms of improving the anti-corruption strategy of the development of the Institute of the state civil service, underestimated its potential as an independent personnel technology that contributes to the implementation of the principle of professionalism and competence. Various points of view are proposed and justified with regard to the prospects of using rotation by the state authorities of the Russian Federation in the context of limited financial and material resources. The problem of the issue is the spread of the practice of formalization of rotation technology, its localization at the level of the category of posts «Manager», not the use of the personnel reserve as a source of efficiency of the rotation procedure. The conflict of rotation practice lies in the contradictions between the anti-corruption direction of the mechanism and the availability of the potential of this personnel technology, which is not implemented by the authorities. Resolution of these problems, according to the author, becomes possible by improving the state personnel policy and making changes to the current legislation on the state civil service. Within the framework of this article, an attempt is made to identify, evaluate and propose ways to eliminate the problems of using rotation as a promising personnel technology in the civil service of the Russian Federation.