INTEGRATION OF BUSINESS METHODOLOGIES AND SOCIAL RESPONSIBILITY PRINCIPLES INTO HR MANAGEMENT WITHIN THE PUBLIC ADMINISTRATION SECTOR

Abstract

The article theoretically substantiates and analyzes practical mechanisms for integrating
business management methods and social responsibility principles into the public governance system
under the conditions of intensive digital transformation. The dual nature of intersectoral convergence
processes is investigated. It is proved that the public sector actively imports corporate tools of operational
flexibility and efficiency, while the private sector undergoes synchronous “socialization” of strategies
through the implementation of ESG standards and the UN Sustainable Development Goals (specifically
SDG 8, 13, 16). Under the influence of European regulatory requirements, such as the CSRD Directive,
these metrics have transformed into a fundamental condition for corporate market capitalization.
Based on a comparative analysis of human resource models in Germany, Estonia, and Ukraine,
the priority of developing a merit-based personnel selection system as a foundation for increasing the
public administration efficiency index is substantiated. On the example of successful domestic cases – the
“Diia” ecosystem and the Human Resource Management Information System (HRMIS), which has united
over a thousand state bodies – the practical effectiveness of applying Agile and Scrum methodologies to
overcome the bureaucratic inertia of conservative structures is demonstrated.
Special attention is paid to solving the scientific and practical dilemma of preserving the institutional
identity of the civil service. It is argued that the public sphere should borrow exclusively operational and
technological tools of business (automation, data analytics), while fully maintaining its unique orientation
towards the public good, human-centricity, and the rule of law. Strategic directions for improving domestic
HRM are identified, including: normative legalization of flexible teams (Agile Governance), implementation
of predictive HR analytics and Big Data modules to prevent personnel shortages, and the formation of an
ethical, barrier-free organizational culture of sustainable development within state institutions.