HUMAN RESOURCES MANAGEMENT OF STATE INSTITUTIONS: ANALYSIS AND OPTIMISATION OF WORK PROCESSES IN THE INTERNAL CONTROL SYSTEM

Abstract

The article considers the introduction of a systematic review of procedures and work processes in the personnel management of public institutions for their continuous improvement, digitalisation, improvement of the quality of results, and establishment of uniform standards for organising their effective work through the internal control system. The author identifies and summarises the main list of key functions and processes carried out within the framework of personnel management in public institutions, including their functional purpose, distribution among structural units, as well as regulatory and organisational responsibility for their implementation. Particular attention is paid to the system of indicators used to assess the level of optimisation of work processes, including productivity, speed of task performance, rational use of resources, and consistency between different stages of the management cycle. The author reveals the importance of these indicators for ensuring high efficiency of public institutions, achieving strategic goals, reducing administrative burden and improving the quality of services provided to citizens. The article analyses and systematises a set of internal and external factors influencing the implementation of measures to optimise work processes in public institutions, in particular, the level of digital maturity of an organisation, availability of qualified personnel, managerial culture, regulatory environment and availability of modern technologies. Particular attention is paid to assessing the role of these factors in formulating a strategy to minimise the risks associated with inefficient use of resources, human errors, duplication of functions, delays in the execution of tasks, and in reducing the likelihood of managerial miscalculations. The article also discusses modern risk assessment methods used in public administration, including qualitative and quantitative approaches to identifying, analysing and ranking potential threats that may affect the stability and efficiency of the civil service. Particular emphasis is placed on risks associated with the human factor, such as mistakes due to lack of competence, low motivation, resistance to change or non-compliance with internal regulations. The author outlines the current monitoring and further prospects for research on workflow optimisation projects, which will primarily contribute to improving management methods in the context of constant change.