Level 1: Foundational (Modern Personnel Management – 7 Questions)

1. HR vs. Personnel Dept: Explain the conceptual differences between modern HR Management and a traditional "Personnel Department."

2. Probationary Periods: Under the new Labor Code, for which categories of citizens is a probationary period prohibited? What are the maximum probationary limits for other employees?

3. Digital Ecosystem: What are the primary functions and capabilities of the "hr.argos.uz" platform in the civil service?

4. Digital Records: List the requirements for a civil servant’s "Personal File" and explain the advantages of maintaining it within the digitized hr.argos.uz system.

5. Electronic Labor Books: Describe the procedure for managing electronic labor records in the "my.mehnat.uz" (IAMAS) system. What is the legal priority of electronic data over paper labor books?

6. Overtime Law: What are the legal grounds, limitations, and documentation requirements for involving a civil servant in overtime work?

7. Leave Management: List the different types of leave available to employees and explain the recent updates in the legal procedure for processing them.

Level 2: Intermediate (Methodology and Evaluation – 7 Questions)

1. National Talent Reserve: Explain the mechanism for forming the "National Personnel Reserve" as defined in Decree UP-95 and the criteria for selecting candidates.

2. L&D Strategy: How would you design a system for forming Individual Development Plans (IDP) and assessing the Learning & Development (L&D) needs of Agency staff?

3. Assessment Case: Two equally strong candidates are applying for one position. What additional assessment tools (psychometric testing, behavioral interviews, etc.) would you propose to ensure an objective decision?

4. Corporate Culture: Define "Corporate Culture" in the context of the civil service and explain how it impacts the overall productivity of the Agency.

5. Retention Analysis: How would you analyze the "Employee Turnover Rate" and which HR tools would you implement to reduce it?

6. Ethics and Conflicts: Discuss the HR department’s responsibility in identifying and preventing "Conflicts of Interest" within human resource management.

7. 360-Degree Feedback: How effective do you believe the "360-Degree Feedback" method is for evaluating performance within a government agency?

Level 3: Advanced (Strategic HR and Talent Management – 6 Questions)

1. Talent Management: Propose a comprehensive Talent Management system for the Agency. How can we ensure the retention of top-tier professionals within the public sector?

2. KPI Integration: Under Decree UP-95, how can the principle of "Result-Oriented Competency" be effectively linked to digital Key Performance Indicators (KPIs)?

3. Crisis Management Case: An internal conflict has arisen within a department, negatively impacting performance. As an HR Manager, how would you organize the Mediation process?

4. Emotional Intelligence: Given the specific nature of the Migration Agency, justify the importance of training programs focused on Emotional Intelligence (EQ) and Stress Resilience.

5. Meritocracy: How do you envision the strategic role of the HR department in institutionalizing the principle of Meritocracy in the civil service?

6. Global Benchmarking: Which innovative elements of human resource policy from leading civil services (e.g., South Korea, Singapore, or UAE) should be adapted for the Agency?