employee
Russian Federation
The article analyzes the transformation of models of personnel support for the system of public and municipal administration, caused by a radical change in the requirements for professional competencies of employees under the influence of digitalization, the transition to a service paradigm of public administration, and the complexity of intersectoral interaction. The paper reveals the inadequacy of traditional mechanisms for staff selection, evaluation, and development, which are based on formal qualifications and seniority criteria, to the new realities of digital, analytical, project, and communication competencies. Based on a comprehensive study of the situation in regions with different levels of socio-economic development, the paper demonstrates significant territorial differentiation in human resources, which is reflected in the level of staffing, age structure, staff turnover, participation in professional development programs, and the implementation of competency models. Special attention is paid to the problem of the competence gap, which is most acute in the field of digital technologies and project management, and which poses risks to the implementation of strategic government programs and the digital transformation of government bodies. The dynamics of personnel processes over the past few years are examined, reflecting a decrease in the total number of employees while their educational level increases and the practice of competency assessment expands. A comparative assessment of the effectiveness of professional development tools is conducted, revealing the advantage of mentoring, internships, and participation in project teams over traditional forms of training in terms of perceived effectiveness, despite a significantly lower coverage. The article analyzes the motivational factors and barriers to professional growth, which vary depending on the level of responsibility, including issues related to remuneration, career prospects, bureaucratic burdens, and decision-making autonomy. The presented material provides a comprehensive understanding of the systemic imbalances in the human resources management of public administration and identifies key areas for developing modern and flexible models that can ensure the necessary level of professionalism among public and municipal employees in the context of rapid socio-economic changes.
human resources, public administration, professional competencies, competence-based approach, digital competencies
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