MOTIVATION AND RETENTION OF PERSONNEL IN PUBLIC ADMINISTRATION OF EDUCATION: SECURITY-ENVIRONMENT CHALLENGES AND HR SOLUTIONS

Abstract

The article substantiates that, under prolonged security threats and resource instability, motivation and retention of personnel in public administration of education become a key prerequisite for the continuity of educational services and the resilience of institutions. Based on the analysis of national analytical materials on the organisation of learning in 2022–2024 and a synthesis of approaches to human resource management in the public service, the main drivers of staff losses are identified: workload intensification and multitasking; the combination of managerial and crisis-response functions; rising digital and security requirements; shortages of equipment and connectivity; emotional exhaustion; and deficits in organisational support and procedural fairness. It is emphasised that the interaction of these factors creates a “cumulative risk effect” for staff turnover: even moderate resource constraints, when prolonged, lead to demotivation, reduced productivity and a loss of continuity in managerial practices. It is further highlighted that effective retention depends on the institutionalisation of fair performance appraisal practices, accessible training, psychological support and managed communications that reduce organisational uncertainty in crisis conditions. The practical value of the results lies in the development of an applied framework for education authorities that enables a shift from ad hoc responses to systematic personnel retention in a securityvulnerable environment, relying on measurable indicators of workload, turnover, resource availability and the effectiveness of implemented measures. Finally, the article notes that HR solutions in education governance should be treated as part of risk management and business continuity: retaining key specialists ensures the preservation of institutional memory, the stability of managerial processes and the ability to promptly restore operations after disruptions caused by security threats or resource failures. In this context, emphasis is placed on aligning HR policy with the requirements of the regulatory environment and crisis-management practices: clear role allocation, scenario-based planning, backup of critical functions, and the use of HR analytics for early detection of “pressure points” (overload, declining engagement, increasing resignation risk) strengthen system manageability and make it possible to adjust interventions in a timely manner without allowing the situation to escalate to the loss of the core workforce.