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Emphasis is placed on the fact that one of the topical and urgent issues of reforming the system of public administration in Ukraine in general and the institution of civil service in particular is to improve the mechanism of stimulating the work of civil servants. It is noted that the approach chosen by the official authorities to improve the effectiveness of incentives for civil servants is limited mainly to the revision of approaches to their remuneration. At the same time, such important elements of the mechanism of stimulating employment, such as guaranteed career growth, protection from administrative pressure and illegal disciplinary action, guaranteed application of incentives and rational organization of the work process, do not receive due attention and development. It is emphasized that one of the problems of improving the incentives for civil servants is the lack of a clear understanding of the nature and objectives of incentives, its relationship with such phenomena as motivation and encouragement of employees. Scientific views on the understanding of the essence and content of work incentives, as well as its relationship with such related phenomena as motivation and encouragement are considered. Attention is paid to the conceptual and legislative principles of stimulating the work of civil servants. The problematic aspects of the legislative regulation of stimulating the work of civil servants are identified, as well as the important conditions, the implementation of which is necessary to ensure effective stimulation of the work of civil servants, are outlined. Attention is paid to the role of professional growth and guaranteed career advancement as important elements of stimulating employment. It is emphasized that the requirements of legality and professional ethics cannot be violated for reasons of ensuring high efficiency and effectiveness of civil servants. Particular attention is paid to strengthening legislative guarantees for incentives for civil servants who have made a significant personal contribution to the activities of the state bodies where they work, to reforming and developing the public administration system in general and the civil service in particular.

The article is aimed at researching the possibility of modern organization development by building the efficient personnel management. The concept of personnel management is considered. The essence of this phenomenon is analyzed as a factor of development of modern enterprise. The basic components of personnel management in the organization are provided and analyzed: personnel policy; process of recruiting, adaptation, material and non-material motivation; evaluation of labor activity of employees. The necessity of creation of the uniform universal algorithm on introduction of personnel management at enterprise is substantiated. The main difficulties and potential barriers on the way of introduction of personnel management in the organization are determined. An universal algorithm of introduction of personnel management in the modern enterprise, including stages of definition of a course of development of company together with its personnel component, definitions of goals of introduction of personnel management, adjustment of process of budgeting, building the company’s culture, determining the staff and functions of the department of personnel management, building up all the components of personnel management. The main results that can be achieved by implementing the proposed algorithm are allocated.

There is considered the place of trust in the system of motivation of employees engineering enterprise in the article. There is proved that trust must be present in the communication between the management and control system of the enterprise, corporate culture, the construction of organizational structure, but the application of management control as a function of trust there. [ABSTRACT FROM AUTHOR]