TECHNOLOGIES FOR THE PREVENTION OF PERSONNEL RISKS IN LOCAL SELF-GOVERNMENT BODIES

Abstract

The article presents an integrated approach to the prevention of personnel risks in local self-government bodies of Ukraine in the context of decentralization, increasing management workloads and vulnerability of human resources of communities. It is substantiated that personnel risks today pose a significant threat to the stability of the functioning of local councils, the efficiency of public services and the institutional capacity of territorial communities.

It is shown that local self-government bodies face a number of threats: shortage of competent specialists, high staff turnover, demotivation of personnel, manifestations of conflict of interest and corruption risks, insufficient quality of procedures for the selection, evaluation and development of employees. These personnel risks are often underestimated, which leads to management errors, inefficient use of resources, loss of institutional memory and a decrease in the resilience of communities to external and internal challenges.

The key types of personnel risks are analyzed, including: staff turnover, professional incompetence, shortage of specialists in critical positions, conflicts of interest, corruption manifestations, professional burnout, low motivation and organizational dysfunctions. Based on the generalization of scientific works, regulations and practice of local self-government bodies, an algorithm for preventing personnel risks is proposed. Technologies for risk assessment, risk mapping, formation of a talent pool, employee adaptation, predictive HR analytics, prevention of corruption threats and stabilization of personnel have been identified. Methodological recommendations for the implementation of the model in the practical activities of local self-government bodies have been developed, aimed at increasing human resource stability, improving the quality of management processes and strengthening the institutional capacity of communities. The results of the study are of an applied nature and can be used to form a modern HR management system at the local level.

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