PERSONNEL MANAGEMENT SYSTEM OF ENERGY SECTOR ENTERPRISES

The article is devoted to the study of the peculiarities of the formation of the personnel management system in the energy sector of Ukraine. The paper outlines the main challenges that exist in the energy sector today: destruction of the main energy structure, deaths and injuries of employees as a result of shelling, a sharp decrease in the number of personnel caused by mobilization, relocation of certain enterprises, the spread of migration processes, etc. Based on this, it is noted that the biggest problem of energy companies is the lack of necessary personnel, specialized workers to perform critical work at energy facilities. At the same time, despite the military challenges, energy companies are able to provide themselves with staff to some extent by attracting internally displaced persons, young vocational school graduates, and women. To address these issues, energy companies have expanded their internal training system and are training their managers. In order to improve the personnel management system of energy sector organizations, it is proposed to use new modern tools. It includes a system of measures and approaches, which, in particular, concerns the improvement of remuneration and labor protection, and the improvement of training of personnel of organizations. It is also proposed that the use of mentoring, coaching and coaching should become more widespread. They will help support on-the-job training processes, as they have proven themselves in global practice, contribute to effective staff development, and are quite effective in the system of training highly qualified personnel. This may be of particular importance for the future development of energy organizations. It is also proposed to improve programs for the professional development and retraining of energy system employees, both in the system of educational institutions and in the workplace. Modern educational programs should be aimed at providing highly professional training for the staff of organizations, taking into account the latest approaches and standards of the energy business. All of this is aimed at reducing the existing shortage of labor resources and implementing innovative human resources strategies in the energy business. The proposed approaches to human resource management will help to improve staff training, form a personnel reserve, and equalize the existing gender imbalance in Ukrainian energy companies.