ORGANIZATIONAL AND LEGAL PRINCIPLES FOR MODERNIZING THE PERSONNEL MANAGEMENT SYSTEM IN THE PUBLIC SERVICE OF UKRAINE

Abstract

Introduction. The article substantiates the organizational and legal principles of modernizing the personnel management system in the public service of Ukraine in the context of public administration reform, digitalization and approximation to European standards of good governance. The relevance of the study is determined by the need to replace the administrative model of personnel work with a strategic HRM model focused on professionalism, integrity, performance, competence development and evidence-based decisions.

Purpose. The purpose of the article is to substantiate the organizational and legal principles of modernizing the personnel management system in the public service of Ukraine and to identify priority areas for its development, considering the competence-based approach, professional development, performance appraisal, HRM digitalization and European public service standards.

Materials and methods. The research is based on Ukrainian legislation, civil service regulations, professional training and performance appraisal documents, Ukrainian scholarly works, OECD/SIGMA materials and open 2024 data of the National Agency of Ukraine on Civil Service. The methods include system analysis, content analysis, legal interpretation, express assessment of HRM practices on a 0-2 scale and structural-functional modelling.

Results. The article substantiates the organizational and legal structure of personnel management in public service, proposes a five-stage HRM modernization model and provides an applied analysis of open data on HRMIS implementation, professional training, the knowledge management portal, pay reform and the recovery personnel reserve. It is proved that modernization requires a transition from personnel administration to strategic management of human potential.

Discussion. Further research should focus on developing HRM maturity indicators, assessing digital HR tools, improving methodological support for HR units and measuring the impact of professional development on civil servants’ performance.