ORGANIZATIONAL AND LEGAL REGULATION OF PERSONNEL PROCESSES IN THE PUBLIC SERVICE SYSTEM OF UKRAINE
DOI:
https://doi.org/10.32689/2617-2224-2026-1(46)-2Keywords:
public service, personnel processes, organizational and legal regulation, personnel management, civil service, professional development, integrity, HR analytics, institutional capacityAbstract
The object of the study is personnel processes in the public service system of Ukraine, including workforce planning, recruitment, appointment, onboarding, appraisal, development, service career, motivation, responsibility and integrity assurance. The problem addressed in the article is the insufficient integration of legal regulation of personnel procedures with practical human capital management tools, competency profiles, digital solutions and HR analytics. The purpose of the article is to substantiate organizational and legal regulation of personnel processes as an integrated managerial and legal system capable of strengthening professionalization, integrity, transparency and institutional capacity of public service under martial law, European integration and digital transformation. The study applies a systems approach, content analysis of legal acts, structural and functional analysis of the personnel cycle, comparative generalization of scholarly sources and empirical systematization of open data of the National Agency of Ukraine on Civil Service. The empirical basis includes data on the number of civil service positions and vacancies in 2024 and the first quarter of 2025, as well as information on professional training, new remuneration conditions and the development of personnel management services. The results clarify the content of personnel processes, systematize their legal basis and determine key problem areas: staffing shortages, formalization of appraisal, weak integration of recruitment, onboarding, training and career development, limited use of personnel data and the need to strengthen integrity as an element of organizational culture. The article proposes a conceptual model that combines the normative and organizational basis, the competency model of a position, the personnel cycle, HR analytics, managerial decisions and feedback. The obtained results may be used by personnel management units of public authorities to improve recruitment, onboarding, appraisal, professional training, talent pool development, staffing risk monitoring and evidence-based personnel policy.
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