The system of mechanisms for the implementation of personnel policy in local self-government bodies: a structural and functional analysis

Abstract

The system of mechanisms for the implementation of personnel policy in local self-government bodies has been studied on the basis of a structural and functional approach. Personnel policy has been considered as an integrated component of public administration aimed at the formation, development, and rational use of the human resource potential of territorial communities in the context of decentralization and increasing requirements for the quality of public services. It has been established that the existence of a regulatory framework does not automatically ensure the effectiveness of personnel processes without procedural coherence, resource balance, and proper coordination among the subjects of personnel management. The expediency of distinguishing and comprehensively analyzing the interaction of regulatory and legal, organizational and institutional, administrative and procedural, socio-economic, financial, and control mechanisms has been substantiated. These mechanisms function within a unified regulatory framework and ensure the transition from strategic guidelines ofpersonnel policy to managerial procedures and practical outcomes. It has been demonstrated that the regulatory and legal mechanism determines the legal framework and standards of service; the organizational and institutional mechanism defines the subject structure and distribution of powers; the administrative and procedural mechanism regulates recruitment, appointment, promotion, and individual performance evaluation of officials; the socio-economic mechanism provides a system of material and non-material incentives; the financial mechanism determines the sources and scope of resource support for personnel processes; and the control mechanism ensures feedback and institutional adjustment of personnel policy. Typical imbalances in the implementation of personnel policy have been identified, including insufficient alignment between strategic guidelines and actual personnel procedures, limited financing of professional training, uneven institutional capacity of communities, and fragmented digitalization of personnel administration. It has been proven that enhancing the effectiveness of personnel policy requires strengthening strategic workforce planning, aligning personnel decisions with local budget capacities, developing professional and digital competencies of officials, and introducing systematic monitoring and evaluation of personnel management performance at the institutional level. Directions for further research have been outlined, including the development of a methodology for comprehensive assessment of personnel policy effectiveness in territorial communities and the refinement of indicators for the digitalization ofpersonnel processes in the public sector.