THEORETICAL APPROACHES TO THE FORMATION OF MECHANISMS OF PUBLIC ADMINISTRATION FOR THE DEVELOPMENT OF HUMAN RESOURCE POTENTIAL

Abstract

The article provides a theoretical generalization of approaches to the
development of human resource potential in the public sector, with a focus on defining
its essential characteristics, formation factors, and specific features of its utilization
under conditions of contemporary transformations. It is substantiated that the category
of «potential» carries a dual semantic meaning, combining existing capabilities and
latent resources, which determines the expediency of applying both static and dynamic
approaches to its analysis. On this basis, human resource potential is interpreted as an
integrative system that includes a set of professional, educational, sociocultural, and
psychological characteristics of personnel capable of ensuring the effective functioning
of public authorities.
The study establishes that the qualitative content of human resource potential
determines the effectiveness of managerial decision-making, which actualizes the need to
consider it as an open system transforming under the influence of internal and external
factors. At the same time, it is proven that the effectiveness of public administration
largely depends on the ability of the institutional environment to identify and activate the
latent capabilities of civil servants through mechanisms of evaluation, motivation, and
professional development. Considerable attention is paid to substantiating the necessity
of transitioning to adaptive models of public administration that ensure flexibility,
innovativeness, and responsiveness to changes in the field of human resource provision.
It is determined that the integration of digital tools into the personnel management
system contributes to improving the validity of managerial decisions, ensures continuous
monitoring of HR processes, and forms the basis for strategic planning. At the same time,
effective management of human resource potential requires alignment between
regulatory and legal frameworks and the actual competencies of personnel, as well as the
combination of educational, organizational, and motivational instruments. The
generalization of the research results provides grounds to assert that the formation of
mechanisms of public administration for the development of human resource potential
should be based on the integration of systemic, functional, and resource-based
approaches, which collectively enhance the effectiveness of the public service and create
prerequisites for the sustainable development of the public sector.

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