ИСТИНА

Decades of years of reform of Public Administration system and management of Civil Servants outlined three main approaches. Governments either rely on bureaucratic tools, trying to improve performance of civil servants via using and developing Civil Service legislation. Otherwise they incorporate market approaches and methods in varying degrees of redicality. Each of the approaches has its advantages and disadvantages. Bureaucratization facilitates control and makes all decisions predictable. At the same time, Civil Servants Management system becomes rigid and outdated. We can perceive the process of distortion and emasculation of the best practices as soon as they are transformed into legal norms. Attempt to overcome this through granting government organizations and their leaders of flexibility and freedom of choice allows facilitating penetration of best practices and ideas. However, it is accompanied by loss of control. The paper tries to explore relationship between some provisions of the Civil Service Law and best HRM practices.