DECLARATION OF BASIC ELEMENTS OF ORGANIZATIONAL CULTURE IN PERSONNEL MANAGEMENT OF CENTRAL EXECUTIVE BODIES OF UKRAINE

Abstract

The article examines the state and forms of declaring the basic elements of organizational culture by the central executive authorities (CEA) of Ukraine on their official websites and on the Internet. Formalized components of organizational culture are outlined. It is noted that the use and declaration of value-based approaches to public administration occurs at the international level, macro-level and micro-level, which are correlated with each other. According to the results of the study of official websites, it was found that public declaration of the mission, vision, values, principles, priorities, rules of organizational culture as basic elements of organizational culture is not a common practice for the CEA of Ukraine. It is assumed that the management of the studied CEA of Ukraine in their majority underestimates the importance of the components of organizational culture for building a brand or when implementing strategic planning, developing internal and external communications, and optimizing personnel management processes. It is stated that the formalized components of organizational culture of an image nature should comprehensively broadcast the real dynamics of the content of the activities of the CEA of Ukraine, convince of the relevance of their priorities and continuous development. The content of these components, determined on the basis of universal human values and public administration practices in ministries, national and state services, agencies, etc., should explain the goals and aspirations of these executive bodies, and their declaration should ensure an acceptable level of openness. It is appropriate to expand the spectrum of declared components of the organizational culture of the CEA of Ukraine by developing new specialized codes and policies. Since the set of measures for managing the organizational culture of a separate CEA of Ukraine is within the framework of its general strategy and HR strategy, the latter should also become public and be used during the branding of the executive body and its HR branding. It is emphasised that the completion of one of the first stages of the formation of the organizational culture of Ukraine’s CEBs should be marked by both the development and declaration of its traditional components (mission, vision, values, principles, priorities, rules, code of ethical conduct for employees) and the proposal of new specialised codes and policies that can be borrowed from the business environment.