Personnel Management Research Articles

CONCEPTUAL BASIS OF ANTI-CORRUPTION AUDIT

Globalization processes, transformational changes, and the development and expansion of the capital market are not only factors in the development and growth of the economy but also possible motivators for individuals in terms of obtaining improper benefits. Corruption consistently occupies the top place among the problems troubling society. Modern institutions must develop and implement such means, methods of protection, as well as alternatives that would minimize the occurrence and realization of corruption risk. Some of the most important ways are to raise consciousness and integrity, eradicate stereotypical thinking, and promote the principle of zero tolerance to any forms and manifestations of corruption. One of the next important means is maximum digitalization in society, business and government. The inevitability of punishment is another of the mandatory top elements, without which preventing, detecting and combating corruption will not have the desired effect. The aim of the study is to reveal the essence, purpose and objectives of the anti-corruption audit. In general, to develop and substantiate the conceptual foundations of anti-corruption audit in the context of modern challenges and concerns existing in society. During the research, the author's approach to revealing the conceptual basis for the construction and implementation of anti-corruption audits in domestic reality has been formed. An anti-corruption audit is one of those effective mechanisms that will allow to build a transparent, responsible activities not only at the level of enterprise or institution but also at the level of the entire country and the global economy as a whole. It is through the prevention and eradication of negative trends and actions of officials, management, and other personnel in abusing their official position and undue influence in their own interests that it will be possible to achieve sustainable development of society as a whole.

응급관리요원의 근무환경이 직무만족도에 미치는 영향

The purpose of this study was to examine the impact of the work environment on the job satisfaction of emergency management personnel involved in providing emergency safety relax services. Utilizing data from the “2023 Human Rights Survey of Elderly Customized Care Service Workers (Emergency Safety Relax Services Providers)” conducted by the Gyeonggi-do Elderly Customized Care Support Center, the research analyzed responses from 85 out of 103 emergency management personnel across 33 Emergency Safety Assurance Service agencies in Gyeonggi Province as of August 2023. A multiple regression analysis was performed using SPSS version 21. The findings revealed the following: First, the average job satisfaction score was 3.44 (SD = .693). In terms of work environment factors, the average score for working conditions was 2.41 (SD = .697), while the average score for workplace relationships was 3.60 (SD = .749), highlighting a lower score for working conditions. Second, job satisfaction tends to be higher when working conditions are favorable and workplace relationships are positive. By breaking down the work environment into specific components, such as working conditions and relationships, this study offers practical and policy-level recommendations aimed at improving the work environment and ultimately enhancing the job satisfaction of Emergency Safety Relax Services Providers

ЦИФРОВИЗАЦИЯ В УПРАВЛЕНИИ ПЕРСОНАЛОМ: ПРАКТИЧЕСКИЙ АСПЕКТ

The relevance of digitalization in the management of an organization is obvious today. Improving many processes based on the use of digital technologies has proven its effectiveness. However, the use of innovative methods in personnel management remains a poorly developed area. The purpose of this study is to study the possibilities of using digital technologies in personnel management. The article presents a description of issues related to the organization and use of digital technologies. Namely, the functions of employees associated with the use of automated programs are studied, regulatory documents governing the activities of personnel are considered. The study, conducted on the basis of an analysis of personnel management activities, made it possible to develop specific recommendations for the implementation of digital technologies in the personnel management process. When writing the article, the results of leading companies were analyzed, and previous developments of the authors were also used. The methodological basis of the study was a systematic approach, comparison and classification, and the timekeeping method was used when studying the costs of working time. The result of the work was the development of a chat bot for employees, a memo on the use of the SNPO “Portal Knowledge Base”, recommendations for conducting a master class when implementing KEDO and recommendations for using AI for individual HR functions. The authors also studied the time costs of employees before and after the implementation of the chat bot and AI. The economic and social effect after the implementation of developments based on digital technologies is presented.

PROJECT PERSONNEL MANAGEMENT: RESULTS OF A DESK STUDY

The article substantiates the need for a comprehensive study of the processes related to personnel management in the implementation of projects. The authors identify the main theoretical and methodological approaches that are heuristic for the problems of project personnel management (V.G. Aseev, P.V. Weil, A.P. Volgin, V.M. Matirko, V.I. Voropaev, M.R. Woodcock, I.N. Gerchikova, V.K. Gupalov, A.A. Demchenko, G.D. Dithelm). The main stages of personnel selection and selection are revealed, their specifics are determined. The results of a desk study conducted in April 2024 among organizations implementing projects of various kinds in the field of event management are presented. The analysis of the results of the conducted research shows the specifics of the personnel management involved in the project, identifies a number of problem areas. As recommendations for resolving existing difficulties, a set of measures is proposed, including the organization of a continuous training system for managers, the introduction of a psychologist position in the organization, and the improvement of the incentive system. The implementation of the presented recommendations will help to increase the competitiveness of organizations in the market of services, and their economic and social efficiency.

Organizational belonging of a footwear manufacturer in the city of León, Guanajuato

The purpose of the research is to understand the dynamics of the psychological and social environment through a diagnosis of the factors that affect the performance of workers in order to understand the problems in the direction and management of personnel and the high turnover of personnel. in a footwear company in the city of León Guanajuato. The method applied is quantitative, non-experimental, Cross-sectional: The data were obtained only once, descriptive statistics were used, the recording of the measurements was through observation of the workers' behavior, a structured questionnaire and analysis tools were developed. , the population is the workers in the production area, the census is 150 people. The result obtained is the need to apply internal marketing strategies to improve the work environment in the footwear manufacturing company in the city of León, Guanajuato.

Leadership and person management skills in a footwear manufacturer in the city of León, Guanajuato

The purpose of the research is to understand the work environment through a diagnosis of the factors that affect the performance of workers and the lack of motivation in order to understand the problems in the direction and management of personnel in a footwear company. the city of León Guanajuato. The method is quantitative, non-experimental, the data were obtained only once, descriptive statistics were used, the recording of the measurements was through a structured questionnaire and analysis tools, a census of the 251 people who work in the company was applied. company. A questionnaire was designed with 47 questions on a Likert scale. The result is the need to develop leadership and management skills in middle management to improve performance, intra-organizational communication and staff motivation in a footwear manufacturing company in the city of León, Guanajuato.

COMPARATIVE ANALYSIS OF THE ACTIVITIES OF HEALTHCARE INSTITUTIONS PROVIDING PERINATAL CARE DEPENDING ON THE NUMBER OF DELIVERIES PER YEAR

Introduction. In the context of a constant decline in the birth rate in Ukraine, the issue of organizing accessible and high-quality perinatal care for mothers and newborns is acute. Since 2020, the National Health Service of Ukraine, the central executive body, the activities of which are directed and coordinated by the Cabinet of Ministers of Ukraine, has concluded contracts with medical service providers for a group of priority services, which include assistance during childbirth. Thus, perinatal care services have been identified as priority medical services for the state. Aim. The purpose of the study was to compare the data of the main performance indicators of health care facilities in Ivano-Frankivsk, Zhytomyr, and Chernihiv regions that provided perinatal care in 2023, depending on the number of births per year. Materials and methods. A comparison of performance indicators (indicators characterizing the provision of perinatal care, indicators of bed capacity utilization, indicators of physician workload, indicators of personnel potential of health care providers) for three groups of health care providers depending on the number of births per year, namely: up to 300 births (group 1, n=22), 300-1500 births (group 2, n=23), more than 1500 births (group 3, n=10). Data from the reporting forms No. 21, No. 20 of the Center for Public Health of the Ministry of Health of Ukraine, as well as questionnaires on personnel support (age structure of medical workers, number of obstetrician-gynecologists who personally provide medical care in delivery) were used. The study was conducted in health centers that provided perinatal care during childbirth in Ivano-Frankivsk, Zhytomyr, and Chernihiv regions. Results. It was determined that the 3rd group had the lowest average share of normal births, the largest share of multiple deliveries, the largest share of premature births among all newborns, the largest share of newborns with a body weight of up to 1000 g, the largest number of respiratory system disorders occurring in the perinatal period, and the number of preeclampsia, eclampsia per 1000 births. In all three groups of HCPs, the proportion of cesarean sections from the total number of births differed significantly (p=0.002). The largest share of caesarean sections was found in the 3rd group (28.96% [26.77–40.16]). The significantly lowest value of the occupancy rate of beds for pregnant women was determined in the 1st group (22.88% (18.19-38.85), only 83.5 days a year the bed was occupied. In the HSP of the 2nd group, the bed was occupied per year 124.9 days, and in the 3rd group of hospitals – 192.43 days, respectively. It was determined that during the year, obstetrician-gynecologists are on standby at the workplace, taking 1 birth, mostly physiological, for 9 days. The 2nd and 3rd group of health care providers — 1 birth in 4 days. Conclusions. Improving the quality and availability of perinatal care in the network of the hospital district requires the transformation of the organization of the provision of this care on the basis of effective management of personnel, financial, material and technical resources and the creation of rational scientifically based clinical routes in accordance with medical indications.

Έρευνα για τις αντιλήψεις των Εκπαιδευτικών Πρωτοβάθμιας Εκπαίδευσης Λάρισας για την Οργανωσιακή Δικαιοσύνη στη σχολική μονάδα και τη συμβολή της στην Οργανωσιακή Δέσμευσή τους

The present research focuses on exploring the relationship between Organizational Justice within the school unit, the Organizational Commitment exhibited by teachers, and the role of leadership in this context. A quantitative study was conducted among primary education teachers (N=100) in Larissa using an anonymous online questionnaire. The results showed that Distributive and Interactional Justice appeared to overall enhance the Organizational Commitment of teachers. Furthermore, the Organizational Justice perceived by teachers was found to strengthen all three dimensions of Organizational Commitment. Additionally, the findings indicated that the higher the level of Organizational Justice in the school, the greater the Organizational Commitment of teachers. Finally, the study revealed that the more Procedural Justice present in the school, the more school principals provide teachers with opportunities for initiative and participation in decision-making. The results of the research could be utilized by the Ministry of Education to adopt a personnel management approach rooted in the concept of Justice.

ПОДДЕРЖКА И ВОВЛЕЧЕНИЕ: ЦЕННОСТНАЯ АДАПТАЦИЯ ПЕРСОНАЛА В СОВРЕМЕННОЙ ОРГАНИЗАЦИИ

The article discusses value adaptation, which ensures the fastest possible alignment of personal and professional values of a beginner with the corporate environment of a new company. It is this area of adaptation that plays a key role in creating a unified vision and integrating new employees into the team. The importance of this issue is due to the critical role of adapting new employees in the personnel management process for any business. In this regard, the article provides the main ways and methods of adaptation that allow you to develop a sense of loyalty to the organization even before a new employee comes to work, as well as supporting him in the very first working days and aimed at building commitment and overall involvement in the company’s affairs.

И СНОВА О ПРОФОРИЕНТАЦИИ. ШКОЛА, СЕМЬЯ, ВУЗ БУДЕТ ЛИ РЕЗУЛЬТАТ?

Career guidance work is the subject of attention of the state and parents, the quality of which determines the well-being of each citizen and the state of the economy as a whole. Meanwhile, it is not always effective, as evidenced by the answers of schoolchildren given in the article. The article considers «family» career guidance, its features and suggests some of its forms for implementation by parents. The experience of career guidance work carried out by students of the Department of Personnel Management of the State University of Management within the framework of project-based learning and individual academic disciplines is described. In particular, this is an interactive assistant for schoolchildren, as well as individual diagnostic profiles of students and career trajectories.

НЕМАТЕРИАЛЬНЫЕ СТИМУЛЫ И МОТИВАЦИЯ РАБОТНИКОВ ПРЕДПРИЯТИЙ В СОВРЕМЕННЫХ УСЛОВИЯХ

In today’s dynamic economy, when global processes and digitalization are radically changing the conditions of enterprises, the problem of employee incentives comes to the fore. The desire to increase productivity and retain key personnel is of particular importance for management and HR professionals who are looking for mechanisms to strengthen the incentives of their teams. Within the framework of the aspects developed in this article, the subject of analysis is the relationship between employee motivation and changes in generally accepted value orientations caused by universal transformations such as globalization. The influence of various factors, including the amount of remuneration, the quality of the work environment, career opportunities, as well as the degree of attention provided by management, on the degree of motivation of employees is documented in this study, with special emphasis on their role in increasing or decreasing active participation and productivity of staff. The questions of how modern theoretical approaches to motivation correlate with the practice of business organizations are also raised. For the teams of enterprises operating in the changing environment of modernity, the author offers unique strategic guidelines that allow optimizing internal motivation. Workshops based on relevant research designed to increase employee engagement and dedication are described taking into account the global challenges of today. Subject of the study — determining the degree of influence of non-material motivation and incentive tools for employees of enterprises in Russia. Scientific novelty and conclusions: The conducted research confirms the hypothesis that the stimulating aspect of an intangible nature has a significant impact on the performance of employees. This influence is reflected in increased productivity due to better discipline, an increased degree of satisfaction from performing work duties and, as a result, in reducing staff fluctuations. The effects of non-material labor stimulation are becoming significant factors in strengthening corporate culture and creating a favorable climate within organizations. Area of application: The results of the study may be useful for organizations with increased staff turnover and limited payroll. The practical value of labor market research in the aging phase of workers with an emphasis on the analysis of theories, concepts and models of active longevity may lie in rethinking personnel management strategies, improving employment policies and creating intergenerational interaction programs.

DIGITAL GENERATION AND HR MANAGEMENT IN THE CONTEXT OF THE THEORY OF SOCIAL REGULATORS

The article considers a number of topical issues related to the development of modern society, including Russian society, and analyzes the problem of forming a modern digital generation through the prism of the personnel management process. It is observed that the problem of generational differences and their impact on the functioning of the state, the formation of traditions, norms, and values is increasingly attracting interest among researchers. The idea is substantiated that the theory of generations by N. Howe and W. Strauss really provides valuable information about the features of social development and becomes the basis for further study of “new” generations and consideration of possible systems of personnel management and regulation of labor relations. Particular attention is paid to the consideration of the theory of social regulators by the Russian scientist N.L. Zakharov. The characteristic features of the new digital generation Z are highlighted and described in the context of the theory of social regulators, which becomes logical given the development of the management system in modern conditions. Based on the study of the features of the digital generation in the management system, it was established that behavioral, status, and ethical regulators are becoming universal for many generations. At the same time, for the effective distribution of human resources and personnel management, it is important to understand the characteristics of each generation, including the digital one, which really has unique differences from previous generations, which leads to new approaches in the education system and management in various areas of society.

PROFESSIONAL TRAINING OF HUMAN RESOURCES IN THE CONTEXT OF SUSTAINABLE DEVELOPMENT AT THE LEVEL OF THE SĂLAJ COUNTY POLICE INSPECTORATE

This study highlights the changes in human resource management, the shift from traditional paradigms to an individual-centered approach, and the importance of continuous learning and adaptability. It describes the sustainable development of human resources in the Sălaj County Police Inspectorate, emphasizing the crucial role in maintaining public order and cooperation with various institutions, the activity of the structures of the Human Resources Service and the Professional Training Office within the unit, structures with essential activities in the management and development of police personnel. The culmination of the study is the analysis of the professional training within the inspectorate, which highlights the progress and adaptability in the training of the personnel within the Sălaj County Police Inspectorate, but also the importance of effective communication and recognition of meritorious in achieving institutional performance.

Enhancing Digital Resilience: A Cybersecurity Readiness Assessment of Kenyan TVET Institutions

Technical and Vocational Education and Training (TVET) institutions play a critical role in preparing the Kenyan workforce for the demands of the digital age. The rapid digitalization and widespread adoption of technology in these institutions poses significant cybersecurity threats, potentially compromising sensitive data, disrupting academic activities, and undermining the overall integrity of these institutions. This study aimed to assess the cybersecurity readiness of TVET institutions in Kenya. It analyzed their existing policies, practices, incident response and recovery procedures to identify potential weaknesses and areas for improvement. The research employed a mixed-methods approach, combining qualitative interviews with key stakeholders along with quantitative surveys distributed across multiple TVET institutions. 50 TVET institutions were randomly selected and questionnaires distributed to the Management and IT personnel in these institutions. 39 questionnaires were returned translating to 78% response rate. The design of the questionnaire was based on the four major cybersecurity elements: people, process, policy, and technology. The findings indicate that while some TVET institutions have made progress in developing and implementing cybersecurity policies, many are still lagging, and vulnerabilities remain prevalent. Several factors contribute to these gaps, including the absence of a comprehensive cybersecurity strategy, limited resources and inadequate training programs. This study recommends the development of robust cybersecurity policies, regular risk assessments and the establishment of security awareness programs. As TVET digital landscape continues to evolve, the implementation of effective cybersecurity measures is paramount to guarantee the protection of information and other IT assets.

The role of personnel management in ensuring the quality of medical activities

Personnel management is a field of knowledge and practical activity aimed at providing the organization with highly trained personnel who can perform the labor functions assigned to them and ensure optimal utilization. The quality of medical services is primarily related to the following indicators, which clearly indicate the role of the human factor: the timeliness of medical care; the correctness of the choice of methods of prevention, diagnosis, treatment and rehabilitation when providing medical care; the degree of achievement of the planned result. Social quality - is the quality of culture, which is formed by the behavior and position of medical personnel towards patients. Employees must know not only the technology of providing medical care, but also the rules of interaction and behavior with patients. The human factor plays an important role in the provision of medical care. Medical personnel give priority to obtaining new knowledge in the profile direction. The safety mechanism of medical activities and internal quality control are associated with the development of a corporate culture of medical service quality and safety. The goal of creating a competence center is to accumulate and promote the dissemination of positive experience in the field of quality management to medical organizations. Regular training of personnel should promote the development of skills in business communication, consultation, conflict resolution, and professional competence.

ФОРМУВАННЯ ПРОФЕСІЙНОЇ ГОТОВНОСТІ КЕРІВНИКА КАФЕДРИ МИСТЕЦЬКОГО СПРЯМУВАННЯ ЗАКЛАДУ ВИЩОЇ ОСВІТИ ДО ВИКОНАННЯ ОРГАНІЗАТОРСЬКОЇ ФУНКЦІЇ

The article is about the solution of the actual problem of pedagogical science such as the formation of the professional readiness in the head of the department in artistic direction of the institution in higher education to perform the organizational function. There is an urgent need for the training of management personnel to institutions of higher education who adhere to the new humanistically oriented philosophy of education, who are able to think strategically, take responsibility, act independently of conditions in uncertainty, have a creative attitude to activities, self-actualize themselves and the team for continuous improvement and development. The purpose of the article is to substantiate the theoretical aspects of the formation of the professional readiness in the head of the department in artistic direction of the institution in higher education to perform the organizational function. It is determined that the professional readiness in the head of the department of the higher education institution to perform the organizational function is a personal and professional education, in accordance with the goal and set tasks. There are the results of the professional training of the head and components of his professional competence, a system of organizational values, knowledge, skills, abilities that manifest themselves of the ability to perform organizational activities of a team. The specificity of the organizational function in the head of the department in artistic direction of a higher education institution is to achieve high efficiency of educational, scientific, methodical, organizational work of the department in combination with the organization of artistic and creative activities. There is to achieve distribution of work between members of the department the set goals and implement plans; directing, instructing and controlling the activities of team members; ensuring positive communication in the work of the department and the educational process; creating a creative atmosphere. If the following pedagogical conditions are ensured in the educational institution such as stimulation of the positive motivation in the head of the department in artistic direction of the institution in higher education to increase the level of organizational culture; creating of an informational and educational environment improve the formation of the professional readiness in the head of the department in artistic direction of the institution in higher education to perform the organizational function will take place more effectively in a higher education institution for professional training of the head of the department for organizational activities. It`s use of innovative communication technologies, trainings aimed at self-improvement, self-development in the head of the department of artistic direction in the higher education institution to perform the organizational function.

Manajemen Pendidik dan Tenaga kependidikan di UPT Sekolah Dasar Negeri 179 Gresik

This study aims to analyze the management of educators and education personnel at UPT Sekolah Dasar Negeri (SDN) 169 Gresik, with a focus on the management process, the influencing factors, and the outcomes related to enhancing the professional competence of educators. This research employs a descriptive qualitative approach, utilizing data collection techniques such as direct observation, in-depth interviews, documentation, and document analysis. The data were analyzed thematically, following a systematic process of data grouping, data reduction, data presentation, and conclusion drawing. The findings indicate that the management of education personnel at UPT SDN 169 Gresik encompasses several stages: planning, implementation, and evaluation. During the planning stage, a schedule is established, and additional responsibilities are assigned to teaching staff beyond their teaching duties. The implementation stage includes supervising task execution and providing training aimed at improving professional competence. The evaluation stage is conducted periodically through interviews, documentation collection, and performance assessments of teaching staff based on established school management standards. Factors influencing this process include the quality of human resources, school policies, and prioritized student needs. The results of this management approach demonstrate an enhancement in the professional competence of educators, which positively impacts the achievement of educational standards at UPT SDN 169 Gresik. This study concludes that systematic management of educators and education personnel, grounded in student needs, can lead to improved quality of education. The findings may serve as a valuable reference for other educational institutions seeking to manage their teaching staff effectively and efficiently.

Digital transformation and innovative approaches to human resource management in second-tier banks

In the context of the rapid development of digital technologies, the banking sector of Kazakhstan must adapt to new realities. This article examines the impact of digital transformation on the HR policy and financial efficiency of second-tier banks. The aim of the research is to identify key trends in human resource management driven by digitalization and to assess their consequences for the banking sector. The primary areas of focus involve analyzing the implementation of digital technologies in HR processes, including recruitment automation, personnel management, and the application of big data for performance analysis. Additionally, the study examines remote training platforms and evolving competency requirements for employees in response to the shift toward digital business models. The scientific significance of this research is rooted in the systematic organization of knowledge regarding the impacts of digital transformation and the discovery of innovative approaches to human resource management. Its practical relevance is reflected in the recommendations provided to banks for adapting HR policies to evolving conditions, with the goal of improving competitiveness and operational efficiency. Moreover, this study makes a valuable contribution by offering practical guidance to HR professionals in second-tier banks, equipping them with tools to more effectively understand and navigate digital transformation processes while optimizing human resource management. It underscores the importance of fostering digital competencies, automating HR functions, and establishing flexible work models to meet contemporary challenges. Keywords: digital transformation, innovative management, digitalization, second-tier banks (STB), automation of business processes, human resource management, personnel policy, financial efficiency.

THEORETICAL ASPECTS OF THE FORMATION OF COMPETITIVE ADVANTAGES OF THE ENTERPRISE

The article provides a comprehensive analysis of the theoretical aspects of forming competitive advantages in a company, emphasizing various concepts and approaches. It highlights that competitive advantages play a crucial role in ensuring the company's stability in the market amid global competition and rapid changes in the external environment. Key approaches to defining competitive advantages are examined, including the resource-based theory, which focuses on the effective use of material and intangible assets to create a unique market position. The competitive strategy theory, which emphasizes the development and implementation of differentiation and cost leadership strategies that allow companies to achieve sustainable competitive positions, is also discussed. Special attention is given to the dynamic capabilities theory, explaining how companies can adapt to ever-changing external conditions by enhancing their internal capabilities, innovations, and technologies. In particular, the significance of innovation and technological development as key factors in creating competitive advantages is explored, since new technologies and products enable companies to not only maintain but also strengthen their market positions. The article also highlights the role of human capital, as effective personnel management, skills development, and motivation for innovation are essential elements of a successful competitive strategy. Additionally, the importance of a company's resilience to external factors, such as economic crises, regulatory changes, or demand fluctuations, is justified as a necessary condition for long-term retention of competitive positions in the market. This resilience ensures that a company can adapt and respond to changes swiftly, thereby protecting its market share and reputation. The research concludes that to achieve long-lasting competitive advantages, companies must actively employ innovations, develop dynamic capabilities, and effectively manage their resources, emphasizing the importance of agile leadership and strategic foresight in anticipating market trends and potential disruptions.

Развитие приоритетного профиля подготовки «Деятельность кадровых подразделений и подразделений по работе с личным составом органов внутренних дел»

Introduction. The article describes the aspects aimed at the development of the leading field of study “Activities of the Personnel and Personnel Management Department of the Ministry of the Interior of Russia”. The authors give historical information about the development of departmental education of law enforcement bodies and the formation of leading fields of study among educational institutions of the Ministry of the Interior as well as analyse scientific articles describing the issue. According to the Federal Order of the RF Ministry of the Interior No. 820 of 29 August 2012 “On fields of study of educational establishments of the RF Ministry of the Interior”, Saint Petersburg University of the Ministry of the Interior of Russia (the MIA of Russia) is assigned the functions of the training and research centre, which aims to train employees for personnel departments; provide methodological assistance to the agencies, organisations, departments of the MIA of Russia to solve the identified problems; provide reference materials and scientific support of official activities. The article reviews the results of the university’s work in implementing the leading field of study between 2021 and 2024. The subject of the analysis is the university’s main professional educational programmes, programmes of additional professional education, programmes of training of scientific and scientific-pedagogical personnel at postgraduate studies; methodological activities carried out for the benefit of personnel management departments of law enforcement agencies and organisations; scientific and methodological events to in the framework of the leading field of study. The result of the analysis is the authors’ conclusions about the factors limiting the development of the university’s leading field of study and the necessity to transform the organisational structure that ensures its implementation. The aim is to find ways to improve the development of the leading field of study “Activities of the Personnel and Personnel Management Department of law enforcement agencies”. Methods. The study used the following methods: formal logic, the analysis of normative legal acts, systematic, historical, statistical analysis. Results. We believe that the experience in the implementation of the leading field of study “Activities of the Personnel and Personnel Management Department of law enforcement agencies” and the ontradictions revealed will determine the future potential for growth of the leading field of study.