Зміст і методологія роботи з кадровим резервом у системі МВС України

Abstract

Досліджено зміст та методологію роботи з кадровим резервом у системі МВС України. Проаналізовано смислове значення і юридичну сутність кадрового резерву. З позиції системного аналізу у контексті європейської інтеграції розглянуто напрями діяльності за певними стадіями формування кадрового резерву, взаємозв’язок включення у кадровий резерв з плануванням службової кар’єри, підвищенням рівня професійної підготовки. The article is dedicated to the investigation of the content and methodology of work with personnel reserve in the system of the Ministry of Internal Affairs of Ukraine. The significance and legal essence of the personnel reserve are analyzed. From the perspective of system analysis, in the context of European integration, the authors consider the formation of personnel reserve, planning of official career, increase of the level of professional training. In accordance with the Strategy of development of the Ministry of Internal Affairs of Ukraine until 2020, approved by the Cabinet of Ministers of Ukraine, dated November 15, 2017, one of the strategic priorities defines the development of human resources through the development of mechanisms of providing transparency for selection of staff and career growth; the development and implementation of programs of continuous professional development of staff; the introduction of modern methods of motivation, development of effective approaches to the evaluation of the work of the personnel and promotion to increase its quality. Personnel reserve is one of the elements of human resources. Personnel reserve in the system of the Ministry of Internal Affairs is a socio-legal institution; its organizational mechanism promotes nominating candidates for filling a vacant post of heads (chiefs) depending on their professional and personal qualities, getting the required knowledge, skills, realization of the subjective right of an employee to promotion. The analysis proves that the personnel reserve should be considered in three main aspects: as a leading body, the realization of the right of the employee (police officer, serviceman, public official) to promotion (official career) taking into account the results of the service activity, record of service (work), the level of proficiency and professional education; as HR technology that provides the formation of professional staff in government bodies; as a group of employees (officials, citizens) possessing the ability to management that meets the requirements of the personnel reserve.