Problems of human resource development in the public service

The article considers and clarifies the concept of personnel potential, including the personnel potential of the civil service. A study was made of the main aspects of managing the development of human resources in the public service, for which the competence-based approach is applicable. The personnel potential cannot be viewed as a value that is equal in total to the human potentials of the entire population of employees due to the dynamism of the characteristics of individual performers, the replaceability of part of the members of the workforce, active interaction between them, the exchange of knowledge and the emergence of a synergistic effect in the system. In personnel planning of state bodies, organizations and institutions, it is necessary to take into account the features that fundamentally distinguish the civil service from other types of labor professional activity, as well as some types of public service from others. In the practical activities of public authorities, the issue of the need to create models of professional skills is acute, since they are the basis of the information system for personnel management based on a competency-based approach. The list of competencies is open, so competent and promising employees use it to the full to determine the vector of further professional development and career building. Thus, in modern conditions, the competence-based approach ensures the formation of the personnel potential of the civil service, and the undeniably important point is that this type of potential is of a pronounced dynamic nature, since it needs to constantly develop.