@ARTICLE{26543117_199078997_2016, 
	author = {Tatiana Zaytseva}, 
	keywords = {, human resource management, employer value proposition, employer brand, compensation and benefits, remunerationcivil servants motivation},
	title = {Civil Servants Material Incentives under the Fiscal Stress Conditions},
	journal = {Public Administration Issues},
	year = {2016},
	number = {4},
	pages = {179-196},
	url = {https://vgmu.hse.ru/en/2016--4/199078997.html},
	publisher = {},
	abstract = {The paper provides fresh insights on what government organizations can do to attract and keep productive employees at the job. Generalizing results of research done in Russia as well as abroad, the author offers concrete decisions on how to increase marketability of government organizations by developing components of employer value proposition. By interviewing more than 400 line managers of government organizations all over Russia, this study investigates tools and resources that are available to policymakers and human resource professionals to make employees meet organizational goals. As a result 17 components of employee value propositions were outlined and gathered into 5 specific groups, including work environment, professional development, etc.The findings suggest additional opportunities to balance nonmonetary rewards and benefits, work policies and practices that can be used under the fiscal stress conditions. It describes why a positive employer brand may be critical in attracting and retaining quality people.},
	annote = {The paper provides fresh insights on what government organizations can do to attract and keep productive employees at the job. Generalizing results of research done in Russia as well as abroad, the author offers concrete decisions on how to increase marketability of government organizations by developing components of employer value proposition. By interviewing more than 400 line managers of government organizations all over Russia, this study investigates tools and resources that are available to policymakers and human resource professionals to make employees meet organizational goals. As a result 17 components of employee value propositions were outlined and gathered into 5 specific groups, including work environment, professional development, etc.The findings suggest additional opportunities to balance nonmonetary rewards and benefits, work policies and practices that can be used under the fiscal stress conditions. It describes why a positive employer brand may be critical in attracting and retaining quality people.}
}