The рublic service has changed significantly. We have adopted flexible working hours. We know how to work from home and manage remotely. We recognise the importance of forming and supporting a team, and we foster the values of integrity and cooperation. Today's realities are determined by the new legislative framework. Therefore, our methodological recommendations and explanations should become a direct action tool for HR departments. This will help to cope with the current challenges, in particular, to quench the staff shortage by attracting young professionals to the civil service.
This was noted by the Head of the NAUCS Nataliia Aliushyna during the opening of the meeting of the Human Resources Management Council, which includes experts and representatives of HR services of various state and local self-government agencies.
This time, the main focus of the discussion was on the topic of HR management in the public service in the context of the latest legislative changes.
Natаliia Aliushyna spoke about the roadmap for the implementation of the Law of Ukraine No. 3077 "On Service in Local Self-Government Bodies". The document contains the principles of the European Charter of Local Self-Government and the best practices of professional civil service.
In fact, the roadmap includes three key blocks. The first is the preparation of bylaws and methodological recommendations for the practical application of all procedures provided for by the Law. The second one is the organisation of an awareness-raising campaign. And the third is the professional training of local self-government officials.
During the discussion of the mechanisms for attracting young people to the civil service, the participants analysed the issue of cooperation between HR services and job centres as a means of timely and high-quality vacancies in public bodies. They also discussed why and how to attract young people to the civil service. The experts also discussed their practical experience in implementing internship programmes for young people.
Special attention was paid to the role of HR departments in supporting and developing staff.
In addition, the participants of the meeting discussed the issue of barrier-free public service, opportunities for professional training for civil servants and local government officials at the Higher School of Public Administration in 2024. The participants also discussed topical issues of preparing an individual programme to improve the level of professional competence of a civil servant (individual professional development programme).
A special discussion was also held on the issue of integrity in public service. In particular, a communication strategy for promoting integrity was presented.
A pleasant finale of the Council meeting was the awarding of the winners of the All-Ukrainian contest "Best HR Management Practices". The awards were presented to 12 HR departments from different parts of Ukraine.