EASTERN AND WESTERN TEACHING TECHNOLOGIES AS A PROMISING TOOL FOR IMPROVING THE PROFESSIONAL DEVELOPMENT OF CIVIL SERVANTS

The relevance of the study is due to the need to introduce innovative methods and technologies into the training and professional development system. The constant influx of new knowledge requires not only their assimilation, but also skills and habits for their effective application. The purpose of the study is to analyze promising Western and Eastern technologies of training and professional development and determine the ability to implement them in the training system of civil servants. Eastern training technologies, unlike Western ones, offer a slightly different approach to building a learning trajectory for the formation of competence levels: the Shu-Ha-Ri method, the Kolb model, the Ouchi model. According to the analysis of Eastern methods, knowledge and information are freely transferred within the organization, since it is believed that the goals of the organization (company) are considered more important than individual goals. Knowledge is not associated with power, since promotion and salary are related to the age of the employee, and not to personal skills and achievements. The ability to use Japanese training technologies with the exception of group responsibility and training of specialists of a wide profile, offering compromise solutions, is shown. The differences between Western and Eastern training models, which consist in the ways of achieving the specified levels, have been identified. Improving approaches to the professional development of civil servants using Eastern training technologies. Training programs for civil servants based on the principles of Western training technologies will allow for multilateral communication. The introduction of Eastern and Western training technologies into the system of development of civil servants will allow solving problematic issues of professional activity, which are determined by the specifics of globalization processes, in particular by indicators defined in the structure of civil servants’ readiness for professional activity in the conditions of globalization.