TRENDS AND PROSPECTIVE DIRECTIONS OF BUILDING THE PERSONNEL MANAGEMENT ECOSYSTEM STATE SERVICE
DOI:
https://doi.org/10.31470/2786-6246-2024-8-55-65Keywords:
personnel, human resource management ecosystem, motivationAbstract
The article analyzes the main components of the civil service HR management ecosystem. Such a system is based on current and future plans aimed at forming a team of employees with a high level of creativity and self-motivation. The civil service HR management ecosystem should include selection, training, professional development of civil servants, performance evaluation, career planning and formation of an effective system of motivation of civil servants, using both moral and material incentives, management of information and communication dialogues between civil servants and the public, etc. Another priority today is to improve the organizational and legal aspects of civil service under martial law, introduce European principles and innovative public administration technologies, and improve the level of professional skills of civil servants to ensure the effective operation of HR services.
It can be argued that stimulating talent and developing human potential can only be realized if there is a sufficient level of social security. In order to achieve innovative changes in the content and nature of labor, it is necessary to take measures to «stimulate the potential for human development, especially the intellectual component». All this involves the formation and development of a management ecosystem that actively uses modern information technologies and various tools for planning, organizing and controlling personnel. The use of the management characteristics of the ecosystem and information technologies in HRM will help to identify «white spots» in the civil service HRM system and formulate a strategic plan for its improvement.
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