Управління мотивацією персоналу закладів вищої освіти в Україні: виклики та пріоритети в умовах війни

The article is devoted to the justification of the challenges and priorities of managing the motivation of personnel of higher education institutions in Ukraine in war conditions and the development of recommendations for improving this process in order to preserve the human capital of universities.The management of the motivation of personnel of higher education institutions is proposed to be considered as a functional component of university management, which is a purposeful process of influencing the behavior of personnel of higher education institutions through the formation, support and development of labor motives of employees in order to achieve individual and organizational goals. The main features of this process and the key challenges that higher education institutions face when managing personnel motivation in war conditions are determined. Five types of models of labor behavior of employees of higher education institutions and the features of their motivation in the context of regulatory management activities are considered.A scheme for organizing the process of managing personnel motivation in higher education institutions is proposed. It includes six basic stages, which are combined into two main blocks: organizational (administers the organizational motivation system and checks its effectiveness) and substantive (forms and supports personnel motivation). The priorities of the process of managing personnel motivation in higher education institutions are identified: 1) ensuring fair remuneration for work; 2) formation of a competitive motivation system; 3) personification of incentives (based on identified individual needs, interests, values); 4) combining the personal needs of employees, working conditions and strategic goals of the higher education institution (or the relevant division of the higher education institution); 5) formation of loyalty and involvement of personnel. It is substantiated that the level of implementation of these priorities can be determined in particular during monitoring processes, based on a combination of quantitative and qualitative assessment methods, as well as through a combination of external assessment (by the head of the division, higher education institution) and self-assessment (by the employee).