The study analyzes the modern principles of developing personnel policy in the field of public administration, proposes ways to improve personnel policy in the field of public administration, taking into account globalization and European integration challenges. The author analyzes scientific approaches to the concept of researching mechanisms for implementing personnel policy in the field of public administration and finds that the mechanism for implementing state personnel policy in the field of public administration should be understood as a system of personnel activities aimed at providing personnel for reforms and based on the concept of state personnel policy, legislative framework, principles, methods, techniques, technologies and forms of personnel work. At the same time, the formation of mechanisms for implementing personnel policy in the public administration system is based on the strategic objectives of public administration to ensure the effective work of government bodies through the attraction, development and retention of competent specialists capable of effectively implementing state programs and solving socio-economic tasks. The issue of personnel selection in the public administration system as a mechanism for implementing personnel policy is considered. The analysis carried out gives grounds to note that the competitive procedures in the civil service system are imperfect, because they reveal certain knowledge of the legislation and the ability to solve typical situational tasks. At the same time, the above is very little in order to select a professional employee who is motivated to develop and perform high-quality work, aimed at serving the people of Ukraine and protecting the national interests of the country. Scientific approaches to the analysis of the career growth system of public administration personnel as a mechanism for implementing personnel policy are highlighted and it is found that the management of the business career of public administration personnel is a purposeful activity for managing professional opportunities and professional growth of employees. The process of managing an employee's career consists of the active interaction of three important parties: the manager, the employee and the personnel management service. The development of public administration personnel as the basis of personnel policy in the field of public administration is analyzed. The concept of professional development of public servants is considered to be broader than the concept of training, advanced training, because the latter is often a component of professional development. Among the main areas of development of public servants can be called: training and advanced training; mentoring; personnel rotation in order to obtain additional professional experience; talent management. The introduction of a personnel reserve as a mechanism for developing personnel policy in the field of public administration is justified. The main areas of forming effective work with a personnel reserve in the public administration system, in our opinion, are: forming the functions of a specialized personnel service in the formation of a personnel reserve, assessing the personnel potential of reservists, their development, rotation; careful adherence to competitive procedures in order to ensure the effectiveness of the entire personnel selection system; expanding training and retraining programs, existing advanced training programs, activating self-study and personally oriented training of public servants; providing feedback, monitoring and evaluating the effectiveness of work with a personnel reserve, forming and working with a promising personnel reserve; advanced training of reservists; flexibility and adaptability of personnel reserve management systems; formation of a competitive environment for professional development; ensuring continuity in the training of reservists in order to transfer existing experience. The mechanisms of personnel planning in the system of developing personnel policy in the field of public administration are determined. The result of such planning should be the presence of the right people who perform the right work in the right jobs at the right time It is noted that it is important for the formation of personnel policy in Ukraine to form a single Ministry for Human Resources Development of Ukraine. The specified Ministry should be created by rationalizing the functions of the Ministry of Health of Ukraine, the Ministry of Education and Science of Ukraine, and the National Agency of Ukraine for Civil Service. The implementation of the activities of the Ministry for Human Resources Development of Ukraine will form a single policy in the field of the country's human resources potential, in particular: to carry out constant monitoring of the activities of state authorities and their human resources potential; to introduce innovative technologies for human resources development into the act
