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RESEARCH CENTER FOR INDUSTRIAL DEVELOPMENT PROBLEMS of NAS of Ukraine (KHARKIV, UKRAINE)

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Liburkina L. M.

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Transformation of Human Capital Management in the Public Sector of Ukraine: Inequality of Development and Directions For Improvement
Shevchenko M. R.

Shevchenko, Mykhailo R. (2026) “Transformation of Human Capital Management in the Public Sector of Ukraine: Inequality of Development and Directions For Improvement.” Business Inform 8:671–683.
https://doi.org/10.32983/2222-4459-2026-8-671-683

Section: Management and Marketing

Article is written in Ukrainian
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UDC 331.108:35

Abstract:
The article examines the current state of transformation of human capital management in the public sector of Ukraine and identifies key areas of uneven development. The aim of the study is a comprehensive assessment of the transformation of the human resources management system in the public sector of Ukraine, identifying its problems and limitations and substantiating priority areas for further improvement. A structural and functional analysis of the main HR areas in the public sector was carried out, covering remuneration, motivation and retention of staff, professional training, development of competencies, digitalization, organizational culture, well-being and the use of artificial intelligence. It is shown that the transformation of the system is taking place unevenly: the most noticeable results have been achieved in professional training, statistical monitoring and streamlining the remuneration structure, while the digital integration of HR processes, strategic personnel planning and systemic well-being remain underdeveloped. The insufficient connection of professional training with career development and work results, limited actual use of HRMIS and the initial stage of application of artificial intelligence in HR are identified. The attention is focused on the need to transition from fragmented HR practices to an integrated system of strategic human capital management. The areas of improvement are substantiated, which include the formation of a single digital HR environment, the transition to predictive personnel analytics, the completion of the improvement of the remuneration system, the formation of a talent management and succession system, the transition from training accounting to competence management, the formation of a systemic well-being model with measurable standards, the development of a culture of performance without returning to the command-administrative model, the controlled and responsible application of artificial intelligence. The phased implementation of these measures over the short, medium and long-term horizons using a system of key performance indicators is proposed. The practical significance of the work lies in the possibility of using the proposed directions to modernize HR systems of State bodies, increase the personnel and organizational capacity of the public sector, and ensure more informed personnel decision-making.

Keywords: human capital; human resources management; public sector of Ukraine; strategic personnel planning; professional development of staff.

Bibl.: 19.

Shevchenko Mykhailo R. – Postgraduate Student, Department of International Economic Relations, State University «Kyiv Aviation Institute» (1 Lubomyra Husara Ave., Kyiv, 03680, Ukraine)
Email: [email protected]

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