Rotation and Professional Mobility in the Civil Service: A Comparative Analysis of Kazakhstan and International Practice
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Abstract
This article analyses the mechanisms of rotation and professional mobility for civil servants in the Republic of Kazakhstan, as well as in several highly developed countries, including some OECD member states. Rotation and professional mobility are viewed as key instruments of strategic human resource management in the public sector. In the context of global challenges, growing public scrutiny, and increasing demands placed on government institutions, the need to strengthen the strategic competencies of civil servants has become particularly evident. The methodological foundation of the study includes content analysis of regulatory documents, a review of academic literature, comparative case studies, and an examination of reports by international organisations such as the OECD, SIGMA, and UNDESA. In many developed countries, approaches to rotation and professional mobility have evolved from formal, procedural mechanisms toward more strategic models of human resource management designed to enhance competencies and develop leadership potential. In Kazakhstan, although such measures were previously administrative in nature and primarily aimed at preventing corruption, current efforts are increasingly focused on building a strategically grounded system of personnel mobility. The article identifies priority areas for institutional strengthening that can support the sustainable development of the civil service rotation system in Kazakhstan.
Keywords: civil service, rotation, professional mobility, competencies, management, HRM, OECD, Kazakhstan, comparative analysis
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