Peculiarities of Implementation of Staffing Mechanism of Local Authorities Effective Functioning

The essence of staffing of local governments is clarified in the work. It is substantiated that this is a system of principles, forms and methods of forming the necessary qualitative and quantitative composition of local governments, aimed at improving human resources and their effective use. The mechanism of staffing of local authorities effective functioning is offered, the feature of which is the inclusion of the processes of formation and realization. As a target orientation of the mechanism of staffing of local governments, their effective functioning is defined by achieving a certain goal to increase the level of life of the territorial community. The use of the qualimetric approach for construction of the optimum scenario of staffing of effective functioning of local governments is substantiated.
Th e scheme of construction of qualimetric model of an estimation of quality of staffi ng of eff ective functioning of local governments is developed. It is determined that the quality of staffi ng of local governments is determined by analyzing the factors that have the greatest impact on of local governments staffi ng. As part of the study of the Merefa city united territorial community (Kharkiv region) the proposed qualimetric model was tested. Visualization of the level of quality of staffing of Merefa UTC in terms of functional processes allowed to determine that such functional processes as staff motivation and incentives, as well as staff development, professional development are the most important areas for improving the staffing process. The results of the sociological survey confirmed the important role of the level of competence of employees of executive bodies and the level of remuneration in the context of improving the efficiency of UTC.
The proposed qualimetric model for assessing the quality of staffing allows not only to determine the effectiveness of local governments staffing, but also to identify those functional processes that require the most attention in terms of improving the functioning efficiency.

REFERENCES:

• Dejneha, Kh.M. (2011). Personnel Management public service, international experience and terms of implementation in Ukraine, Ekonomika ta derzhava, vol. 1, pp. 151-153.
• Dziundziuk, V.B. (2009). Features making strategies in public organizations, Derzhavne budivnytstvo, [Online], vol. 1, retrieved from: http://nbuv.gov.ua/UJRN/DeBu_2009_1_48
• Goncharuk, N.T. (2012), Upravlinnia kerivnym personalom u sferi derzhavnoi sluzhby Ukrainy: teoriia ta praktyka [Management senior staffin the civil service of Ukraine: Theory and Practice], Donetsk: DRIDU NADU. [in Ukrainian]
• Huzar, L. (2013). Motivational factors increasing the efficiency of public servants in Ukraine, Efektyvnist’ derzhavnoho upravlinnia, vol. 35, pp. 196-202.
• Kaghanovsjka, T. Je. (2010). Kadrove zabezpechennja derzhavnogho upravlinnja v Ukrajini [Personnel support of public administration in Ukraine]. Kharkiv: KhNU imeni V. N. Karazina. [in Ukrainian]
• Odinczova, G. S., Mostovy`j, G. I. et al. (2002). Derzhavne upravlinnya i menedzhment [Public administration and management]. Kharkiv: XarRI UADU. [in Ukrainian]
• Olujko, V.M. (2008). Derzhavna kadrova polityka: teoretyko-metodolohichne zabezpechennia [State personnel policy: theoretical and methodological support]. Кyiv: NADU. [in Ukrainian]
• Priieshkina, O. V. (2015). Kadrove zabezpechennia orhaniv mistsevoho samovriaduvannia: aktualni problemy [Staffing of local governments: current issues]. Proceedings of the of Odesa I.I. Mechnikov National University devoted to the 150th anniversary of Odesa I.I. Mechnikov National University (Ukraine, Odessa, November 25-27, 2015). Downloaded from: http://dspace.onu.edu.ua:8080/handle/123456789/7850
• Priadko, V. V. & Piren, M. I. (2015). Kadrova polityka - naivazhlyvisha derzhavotvorcha tsinnist dlia realizatsii reform v Ukraini [Personnel policy - the most important state-building value for the implementation of reforms in Ukraine]. Visnyk NADU, no. 3., pp. 78-83.
• Pynes, J. (2009). Human resources management for public and nonprofit organizations: a strategic approach, 3rd ed. Jossey Bass: San Francisco, USA.
• Schehortsova, V. M. (2011). Personnel management in government: the psychological aspect. Derzhavne budivnytstvo [Online], vol. 2. Downloaded from: http://nbuv.gov.ua/UJRN/DeBu_2011_2_32
• Thom, N. and Ritz, A. (2004). Public Management. Innovative public-sector management warp, Lietuvos teisės universiteto Leidybos centras, Vilnius, Lithuania.
• Tkachuk, V. A. (2013). Problemy ocinjuvannja jakosti ta efektyvnosti dijaljnosti orghaniv miscevoji vlady (zarubizhnyj dosvid) [Problems of assessing the quality and efficiency of local authorities (foreign experience)]. Problemy innovacijno-investycijnogho rozvytku, no. 5, рр. 50-54.
• Varzhapetjan, A.G. (2005). Kvalimetrija [Qualimetry], SPb.: GUAP [in Russian].
• Vasyliev,a O. I. (2011). Kadrove zabezpechennia orhaniv mistsevoi vlady [Staffing of local authorities]. Investytsii: praktyka ta dosvid, no. 6. pp. 57-60.
• Vytko, T. (2010). Foreign experience of public authorities frames. Derzhavne upravlinnia ta mistseve samovriaduvannia, vol. 1, pp. 260-269.
• Zolotar’ov, V. F. (2014). Sutnist kadrovoho zabezpechennia orhaniv mistsevoho samovriaduvannia [The essence of staffing local government]. Derzhavne budivnytstvo, no. 2. Downloaded from: http://nbuv.gov.ua/UJRN/DeBu_2014_2_21