Classical and Innovative Personnel Technologies in Public Authorities

The article considers classical and innovative personnel technologies, specifics of their application in public authorities. Personnel technologies are considered as a part of personnel work with reference to the specifics of public authorities. Personnel work is the management of human resources, their selection, development and support throughout their professional path in the organisation. Personnel technologies are specific methods of work with personnel, which cover separate spheres of work with personnel. Classical HR technologies include selection, training and motivation of employees. Classic methods are accompanied by a large amount of bureaucracy, are partially fixed in organisations and are an integral part of the work of HR specialists, but are gradually being replaced by more technological and less resource-intensive processes. The article describes in detail their role and significance in ensuring effective work of public authorities' organisations, the necessity of their partial preservation and ways of development and transition to new technologies. It also presents innovative personnel technologies that are gradually penetrating into public administration, such as methods of personnel selection based on big data analysis, the use of online platforms for training and development, as well as the introduction of hybrid forms of work and teamwork. The challenges of implementing such technologies specifically within public organisations are highlighted, as well as the benefits already available from their use. In conclusion, the importance of synergies between classical and innovative approaches is emphasised in order to be able to take into account the unique working conditions of each particular authority. It is also noted that innovative HR technologies in public authorities' organisations are integrated more slowly due to the specifics of work. But these changes allow to achieve the highest efficiency of personnel management.