Talent Management in Civil Service

Obushna Nataliia (), Selivanov Serhii (), Moskalenko Svitlana (), Makhinchuk Nataliia () and Petrynska Viktoriia ()
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Obushna Nataliia: Prof. Taras Shevchenko National University of Kyiv, 12/2 Akademika Romodanova Str., Kyiv, Ukraine
Selivanov Serhii: PhD. High School of Public Governance, 3 Shepeleva Str., Kyiv, Ukraine
Moskalenko Svitlana: Assoc. Prof., High School of Public Governance, 3 Shepeleva Str., Kyiv, Ukraine
Makhinchuk Nataliia: Assoc. Prof., High School of Public Governance, 3 Shepeleva Str., Kyiv, Ukraine
Petrynska Viktoriia: Assoc. Prof., Central Ukrainian National Technical University, 8 Universytetska Av., Kropyvnytskyi, Ukraine

Management Theory and Studies for Rural Business and Infrastructure Development, 2025, vol. 47, issue 2, 284-292

Abstract: In the article, relevant aspects of talent management in civil service are examined, which is the important component of effective state apparatus. Talent management is aimed to ensure high productivity, professional growth and motivation of civil servants, which, in turn, is the basis to achieve strategic goals of the state policy. The author analyzes modern approaches to formation of the talent management system, in particular, urgency of integrating the lifelong learning concept, which provides for continuous professional development of personnel, adaptation to new conditions and challenges, and increasing their competitiveness. Particular attention is paid to the role of young people in civil service, which is strategic resource to ensure innovative development of public administration. Some ways to attract young professionals, to create favorable conditions for their professional formation and development, and to form personnel reserve for effective management in the long term are considered. Young people have significant potential to introduce new approaches, initiatives and technologies into civil service, which is urgent within globalization, digitalization and the public administration reform. In the study, key challenges faced by the talent management system in Ukraine are identified, including low motivation of civil servants and limited resources for training and development. At the same time, in the study, prospects to improve this system are emphasized, including: introduction of modern technologies, development of mechanisms to assess labor efficiency, and strengthening of international cooperation in human resource management. It is emphasized by research findings that it is necessary to develop the comprehensive talent management system that will cover all stages of professional development - from recruitment and selection to training, evaluation, motivation and retention. This will help create capable, professional and motivated team of civil servants who can respond effectively to challenges of the modern world.

Keywords: public service; public administration; talent; talent management; human resources; human resource management; human-centeredness; professionalization in the field of public service; Lifelong Learning; personnel reserve; mentoring (search for similar items in EconPapers)
JEL-codes: H73 (search for similar items in EconPapers)
Date: 2025
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Persistent link: https://EconPapers.repec.org/RePEc:vrs:mtrbid:v:47:y:2025:i:2:p:284-292:n:1010

DOI: 10.15544/mts.2025.22

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