Personnel in the System of Public Service as an Element of Countering Drug Crime: Legal and Managerial Dimension

Received: 12-Feb-2025, Manuscript No. JDAR-25-166149; Editor assigned: 14-Feb-2025, Pre QC No. JDAR-25-166149; Reviewed: 28-Feb-2025, QC No. JDAR-25-166149; Revised: 14-Apr-2025, Manuscript No. JDAR-25-166149; Published: 21-Apr-2025, DOI: 10.4303/JDAR/236432

Introduction

In modern market conditions of democratic development and reform of economic institutions, the problem of forming a systemic personnel policy in government bodies of all levels as an element of counteraction to drug crime is a decisive factor in overcoming negative processes in the economy and in the social life of the country, since the government must effectively manage, ensuring stability and revival of the power of the state, create favorable conditions for the life of its citizens, open up new opportunities for the development of human potential, which directly depends on the consolidation and improvement of the professional level of management personnel as an element of counteraction to drug crime. It is now becoming absolutely obvious that no reforms, even clearly developed laws, strict decrees, substantive orders, reasonable concepts and longterm projects will be implemented and will remain on paper if the attitude towards the eternal problem-the so-called “human factor” or towards management personnel as an element of counteraction to drug crime does not radically change [1-3].

Materials and Methods

The formation of a system of personnel management in the public service in Ukraine as an element of combating drug crime, which is associated with the implementation of administrative reform, has not yet achieved tangible results. This is explained by the fact that the mechanism of personnel management as an element of combating drug crime requires the implementation of a scientific approach and the development of regulatory legal acts that effectively affect the stability of the personnel, increasing its professionalism and responsibility as an element of combating drug crime. The study of the historical experience of the formation, development, functioning and reform of the public service as an element of combating drug crime shows that there is a need to use a systemic approach to such a problem. Analysis of factors that negatively affect the implementation of the principles and priorities of the state personnel policy of Ukraine should be taken into account in the case of creating a modern model of personnel management in the public service as an element of combating drug crime, developing mechanisms that allow making it more effective [4].

Serious problems occur in the selection and implementation of methods of personnel work as an element of combating drug crime. The functions of personnel services are most often reduced to managing personal files, collecting statistical data on the personnel composition of a state body as an element of countering drug crime. Modern technologies of personnel work are slowly being mastered, justified domestic and foreign experience of public service personnel management as an element of countering drug crime is poorly used, psychological support services for personnel relations are poorly developed. Currently, there is no effective system of material incentives for attracting and retaining promising personnel as an element of countering drug crime and the monetary support of civil servants does not contribute to the effective performance of their duties, since it is not directly related to the results of civil servants’ activities, the results of their certification as an element of countering drug crime. A negative trend in public service personnel management as an element of countering drug crime can be considered a constant violation of the principle of openness and fairness in resolving personnel issues as an element of countering drug crime. As a result, this reduces confidence in the future, independence and interest in effective work as an element of countering drug crime [5,6].

In addition, the main problems facing public service bodies as an element of countering drug crime are: The absence or declarative nature of legal norms regulating social, labor and personnel relations, including the need to urgently develop a scientifically sound and legitimate concept of state personnel policy, widespread use of modern personnel technologies and increasing the efficiency and effectiveness of personnel activities of state authorities; the absence of an effective, administratively empowered public service personnel management body; low managerial status and competence of personnel services of state bodies, virtually sole resolution of all personnel problems by the head; increasing the authority of the public service in society, social security and financial support for civil servants; HR management in state bodies is of a regulatory and legal nature, however, the mechanisms that regulate HR processes and relations in the civil service, the organization of HR management in state bodies cover only certain aspects and are often declarative in nature as an element of counteraction to drug crime [7].

We should also note that the established system of professional training of management personnel as an element of counteraction to drug crime inhibits the development of the human resources potential of state bodies, requiring improvement, modernization, updating of educational standards and involvement of current professional practitioners in teaching. A serious problem lies in the “aging” of personnel, the “washing out” of the middle management level in state bodies as an element of counteraction to drug crime. There has been a tendency for qualified personnel to leave for market economy structures for high wages, while young specialists do not show a desire to take up vacant positions. Inefficiency of organizational and positional structures, their frequent reorganization as an element of counteraction to drug crime are also observed. It should be noted that the adoption of laws does not yet guarantee the creation of an effective system of public service personnel management as an element of countering drug crime. Therefore, it is necessary to develop a comprehensive system of organizational measures as an element of countering drug crime regarding the implementation of basic legal norms; ensure the rights of civil servants to professional development; resolve issues related to the legal, social and organizational status of a civil servant; introduce legal norms regulating career planning, conducting qualification exams. Strengthening the competitive principles should create additional motivation to improve the professionalism of officials as an element of countering drug crime [8-12].

Results and Discussion

Justification of the need to reform the public service as an element of combating drug crime.

Reforming the public service in Ukraine objectively requires providing government bodies with reliable, proactive, professionally competent specialists capable of effectively performing the functions assigned to them as an element of combating drug crime. A necessary condition for solving the tasks set is the regulatory and legal regulation of the activities of the public service and the functioning of its personnel as an element of combating drug crime, determining the procedure for regulating personnel relations and processes in the civil service as an element of combating drug crime. To solve the identified problems, it is necessary to develop mechanisms for improving the personnel management system and increasing the efficiency of its activities as an element of combating drug crime. By mechanisms for increasing the efficiency and effectiveness of personnel management, we will understand the system of measures implemented in practice, the procedure for organizing personnel work to achieve the set or clearly formulated goals through the unity of tasks, technologies and methods of influence [13].

Mechanisms for increasing the efficiency of personnel management as an element of countering drug crime can be effective and efficient if a system of measures is included that allow solving problems of development of the public service apparatus as an element of countering drug crime in practice.

Thus, the formation of a modern public service personnel corps as an element of countering drug crime, possessing the necessary professional and moral qualities, depends on the management entity that conducts personnel policy, as well as a number of conditions and factors that are both objective and subjective in nature as an element of countering drug crime [14,15].

To overcome negative trends in the development of the public service personnel corps as an element of countering drug crime, the further professionalization of civil servants is of great importance, which depends on the admission to the civil service of highly professional specialists, increasing the level of their material and social security, security and increasing the prestige of the personnel corps as an element of countering drug crime (Figure 1).

Figure 1: Composition of mechanisms for developing human resource potential of the civil service as an element of combating drug crimes.

The concept of the state personnel policy of Ukraine as an element of counteracting drug crime The decisive document for bringing the norms and principles of the state personnel policy as an element of counteracting drug crime into line with the needs of society and the state could be the “Concept of the state personnel policy of Ukraine” adopted at the state level as an official document using modern personnel technologies, modernization of personnel services of state bodies, improvement of the qualifications of personnel officers, reforming the remuneration system of civil servants. Therefore, such a Concept as an element of counteracting drug crime will determine a system of views, starting positions and ideas that reveal general methodological approaches and organizational technologies in personnel management, the foundations of personnel work.

The concept of the state personnel policy as an element of counteracting drug crime should have clearly defined goals, principles, priorities, which should be based on the interests and needs of the personnel corps of the public service [16-19].

Therefore, the strategic goal of the concept as an element of countering drug crime should be the formation and requirement of human resources as the most important intellectual and professional resource of Ukrainian society, which will ensure the preservation of its integrity and high rates of socio-economic development, competitiveness in the international division of labor.

The main principles of the state personnel policy should be defined in the government program, which should propose a system of consistent measures aimed at improving the legislative and regulatory framework on the reform of the public service; introducing new methods and modern management technologies, conducting experiments and implementing pilot projects to ensure the activities of civil servants (including effective methods of assessing and stimulating the activities of civil servants); creating a system of professional development, improving the training, retraining and advanced training of civil servants.

Based on the provisions of the concept of the state personnel policy of Ukraine as an element of counteraction to drug crime (the legal basis of which should be the constitution and current legislation), regional programs, laws and other regulatory legal acts of state authorities and local self-government bodies, as well as relevant internal regulatory acts and local regulatory acts of organizations and enterprises, should be developed [20-25].

It is worth emphasizing that the transition to a new model of public administration is carried out in conditions of a difficult personnel situation and it is advisable to strengthen measures to work with personnel as an element of counteraction to drug crime. Such measures include: Improving the quality of the composition and staffing; “rejuvenating” personnel; bringing the levels of professional education of civil servants into line with the qualification requirements of the job group; forming a personnel reserve and working with it; increasing the efficiency of employees’ activities through systematic training; developing a system of additional professional education; increasing the prestige of the public service and resolving issues of social protection of its apparatus.

Thus, the personnel component of the state apparatus and its qualitative parameters, which were formed back in the Soviet period, should be used to form a model of a modern personnel management mechanism as an element of countering drug crime. In our opinion, training and retraining of public service personnel as an element of countering drug crime should be carried out in specialized educational institutions, the focus of the educational process in which should fully take into account the specifics of public service and, in addition to professional knowledge and skills, contribute to the professional orientation of civil servants as an element of countering drug crime [26].

It is important to attract professionals of a new formation to the civil service as an element of countering drug crimequalified specialists: Lawyers, economists, managers who are ready to contribute to changes in the activities of state bodies.

Systematic and rational renewal of personnel of state bodies as an element of countering drug crime with preservation of their continuity, replenishment due to the influx of young specialists, use of their capabilities and abilities is one of the real directions of increasing the efficiency and effectiveness of personnel management.

An important factor in increasing the efficiency of personnel management as an element of countering drug crime is the development of mechanisms of social security and monetary support of civil servants [27]. The level of salary still remains the main motive of dissatisfaction with work in public service bodies.

One of the means of changing the material support of civil servants as an element of countering drug crime can be various mechanisms of material reward for service achievements, for example, personnel bonuses in the case of preserving centrally established rates of job allowances. It is also necessary to adhere to a number of rules: First, to establish the right to decide on bonuses for heads of structural units; secondly, it would be necessary to abandon the established practice when bonuses are awarded to all employees, regardless of the results of their work and thirdly, the decision on bonuses should be based on a local legal act [28,29].

The systemic nature within the framework of the developed personnel policy and program of measures as an element of countering drug crime, which will allow to increase the efficiency of personnel management, must be the improvement of the quality of professional training of civil servants, the creation of a system of continuous professional education, strengthening of innovative orientation, expansion of the range of training programs that meet the needs of management practice as an element of countering drug crime. The development of professional development programs for civil servants in state authorities is becoming increasingly in demand.

The essence of the activities of personnel services should be the need to ensure the unity of legal regulation of personnel processes, the construction and effective functioning of personnel relations in a state body as an element of countering drug crime.

An effective mechanism for improving the work of the personnel service of a state body can be the legislative expansion of its rights, competence and responsibility for making personnel decisions, establishing the procedure for applying personnel technologies as an element of combating drug crime.

The functions of personnel services should include preserving and increasing the qualitative and quantitative personnel characteristics of the organization, analyzing internal and external factors that affect the personnel supply of organizations, forming and maintaining a high organizational culture in the state body.

To increase the effectiveness of the regulatory and legal framework, it is necessary to develop industry documents that would allow for effective regulation of personnel processes, for example, improving the procedures for competitive selection, certification and qualification assessment of the professional level of personnel [30].

In the personnel management system of a state authority, the improvement of the qualifications of personnel services employees is of great importance, especially in such disciplines as: Personnel management, information technologies and computer literacy, administrative law, management psychology, labor law.

Personnel services should use various personnel technologies, which would be an objective prerequisite and condition for setting in motion the personnel potential of the public service.

It should be borne in mind that the content of managerial actions directly depends on the use of personnel technologies, which can be divided into three groups. Personnel technologies are allocated to a special group to ensure the receipt of reliable information about the personal qualities of an employee. This is done on the basis of assessment methods, personnel monitoring, studying the professional qualities and personal interests of civil servants, determining their compliance with the nature of the performance of official duties. The most practiced and have an established legal basis, a developed procedure and procedures for certification and qualification examination of personnel of state bodies. Despite the large number of approaches to assessing the status, characteristics and effectiveness of employees, most of the methods are characterized by subjectivity of assessment, since the decision largely depends on who uses which assessments and who is involved as an expert. And in this regard, the task of normatively establishing the procedure for using personnel technologies in the practice of personnel management of state bodies as an element of combating drug crime remains relevant [31].

The necessary mechanisms for increasing the effectiveness of personnel management as an element of combating drug crime include the development of a methodology for assessing candidates for vacant positions in the event of a competition, as well as for conducting attestation (attestation assessment).

In the personnel management system, a problem related to job descriptions as an element of combating drug crime stands out. In our opinion, depending on the tasks and functions of the state body, a set of competencies should be formed, including communication skills, analytical skills, leadership skills organizational skills, etc. This will allow not only to highlight, but also to classify redundant functions, to optimize the activities of civil servants as an element of combating drug crime.

The requirements for professionalism and competence of civil servants as an element of combating drug crime arise from the essence of public service as a special type of professional activity. The very concept of professionalism and competence is not clearly defined by law, as is, for example, done with such concepts as civil service, public position.

Therefore, it is necessary to legislate these concepts, which can subsequently be legally used by management entities as an element of countering drug crime for conducting such personnel procedures as selection for the civil service, qualification examination, personnel assessment and certification, career management and motivation of civil servants.

Undoubtedly, the effectiveness of personnel activities is determined, first of all, by the attitude of the head of the organization to personnel issues, the work of personnel services as an element of countering drug crime. In modern conditions, it is necessary to modernize the structure and content of the work of personnel services of state authorities as an element of countering drug crime, since the effective use of human resources largely depends on their activities [32-34].

The restructuring of the activities of personnel services as an element of countering drug crime should be carried out in the following areas: Ensuring a comprehensive solution to the tasks of high-quality formation and effective use of personnel potential based on the management of all components of the human factor from training and career guidance of young people to the establishment of social guarantees for employees who retire; introduction of active methods of searching and improving the planning of professional training of personnel.

The main form of such work as an element of counteraction to drug crime can be the conclusion of contracts with educational institutions, targeted orientation to additional professional training, internships; organization of systematic work with managerial personnel and personnel reserve in the direction of mastering such organizational forms as career planning, preparation of candidates for nomination according to individual plans, rotation of heads of structural units and specialists, internships in relevant positions in a state body; ensuring social guarantees, providing personnel with established benefits and compensations; transition from administrative-command methods of personnel management to democratic forms of staffing, selection, placement, evaluation, delegation of powers and responsibilities and making personnel decisions [35-37].

One of the mechanisms for increasing the efficiency of personnel management of the state civil service as an element of counteraction to drug crime should be the unification of organizational management structures, since their instability does not allow for the full implementation of a number of personnel technologies.

It is important to achieve the formation of a high organizational culture, regulatory consolidation of norms and rules of behavior of civil servants as an element of counteraction to drug crime. The main mechanisms for increasing the efficiency of public service personnel management at the current stage can be measures aimed at improving the scientific, methodological and advisory support of management, the development of scientifically sound models of personnel management and increasing the level and quality of information support for the personnel management system [38].

Conclusion

At based on the analysis conducted, it is worth noting that the urgent tasks as an element of countering drug crime are:
• Development and legal legitimization of a single concept of personnel policy for state bodies.
• Adoption of a verified regulatory and legal framework for public service personnel management; development of programs for state bodies in the field of professional development of personnel.
• Improvement of the organization and conduct of personnel qualification assessment.
• Detailed regulation of the activities of civil servants and changing approaches to the system of professional training of personnel.

Acknowledgement

None.

Conflict of Interest

Authors have no conflict of interest to declare.

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