Melnik V. Рersonnel management in the civil service system in Ukraine.

Attention is focused on the conceptual foundations of the formation of the concept of "personnel management" and its evolution at the current stage presented. It is shown that several concepts of "personnel management", "human resources management" and "personnel management" are used. In Ukrainian scientific research, diametrically opposite views are followed, namely: in some of them these concepts are distinguished as distinct, and in others, they are considered as synonyms. However, the basis of all approaches is the theoretical foundations and methodological basis of personnel management processes as a phenomenon that has its historical origins, and as a process that has certain methodological and methodical approaches. It is emphasized that the foundation of the formation of personnel management is considered to be: rationalistic and humanistic approaches. The dynamics of the formation of the concept of "personnel management" and the emergence of new derivative concepts are related to the dominance of one or another theory in a certain period. Personnel management in the civil service system of Ukraine is considered as a scientific and theoretical problem. According to the research results, scientific theories, concepts, views, scientific schools, which are the basis of models and practices of personnel management in the civil/public service, have been systematized. Explorations of the problem of public service personnel management have shown that certain aspects of the personnel management process are being studied with a theoretical and applied emphasis in the relevant directions. It has been proved that personnel management in the civil service system concerns all subjects of public administration at different levels and has its own characteristics, and, accordingly, different conceptual bases for the practical implementation of the personnel management process. The characteristics of the civil service system are distinguished and classified from the standpoint of the systemic approach: the system is formed under the influence of many factors; it has orderly integrity; it consists of interdependent elements; a certain structure is inherent to it; it interacts with the external and internal environment; it is complex and dynamic in its organization; it is self-organized and open; it is able to adapt under unpredictable changes and risks. The process of personnel management in the civil service system under the COVID-19 pandemic and crisis phenomena was studied. The emphasis is placed on the expediency of implementing anti-crisis policy mechanisms and the formation of an effective anti-crisis personnel management system in the civil service. This approach forms the prerequisites for the further implementation of measures aimed at the modernization of public administration based on democratic values and principles of good governance. It was determined that the main goals of the anti-crisis state personnel policy are: prevention and reduction of the risks of a crisis situation; reduction of the negative consequences of the crisis situation, their quick elimination. The author's definition of the model of personnel management in the civil service system is given as a complex of interrelated processes of personnel management in the civil service, which consists of several elements: the state policy of personnel management in the civil service system; its normative and legal regulation; its managerial and administrative regulation; its competence component. It has been proven that the process of managerial and administrative regulation and part of the competence component, which refers to knowledge, abilities and skills, are regulated in the context of legal documents. The component that remains unregulated and most important under wartime conditions concerns the personal qualities of a public servant. Personnel management methods are divided into two blocks: regulated and unregulated.