Удосконалення кадрової політики в системі державної служби України в контексті регіонального розвитку

Abstract

The relevance of this study lies in the fact that the effective functioning of state bodies depends directly on a well-conceived personnel policy within institutions, particularly at the level of regional development. Such a policy must take into account the socio-economic, demographic, and cultural characteristics of a given territory, while also aiming to improve the employment situation and foster the development of human potential. The processes of decentralization and regionalization currently underway in Ukraine significantly heighten the importance of personnel policy within public authorities. High-quality human resource management is becoming a fundamental prerequisite for the stable development of territories—a factor of critical importance during the post-war recovery and adaptation of territorial communities. The effectiveness of this strategy is determined by the capacity to attract and retain competent professionals capable of effectively addressing specific local challenges. The article aims to substantiate strategic directions and innovative tools for improving personnel policy within Ukraine’s civil service system amidst modern regional development challenges. To address the research objectives and achieve the study's goal, the following methods were employed: a systems-structural approach; analysis and synthesis; induction, deduction, and logical generalization; scientific abstraction; and strategic analysis and planning. The study identifies key systemic shortcomings in the implementation of regional personnel policy in Ukraine, specifically: an acute shortage of personnel in district and frontline administrations; uncompetitive salary levels compared to the private sector in major cities; and significant migration imbalances driven by security factors. The scientific novelty of the findings lies in substantiating a new configuration and systemic combination of tools for modernizing civil service personnel policy through the lens of regional development. It is demonstrated that a "regionally differentiated approach" is not merely a mechanical allocation of financial coefficients but a primary lever for developing a mobile personnel reserve (including horizontal rotation and veteran reintegration) and creating flexible employment models supported by AI platforms and digital competency passports. The proposed systemic combination of tools transforms regional personnel policy into a dynamic and adaptive lever for the strategic development of territorial communities amidst unprecedented external challenges.