One of the three most important components of the effective work of an organization or enterprise in the energy sector is properly organized staff work. Thus, all the risks arising in this process should be given proper consideration. Conventional methods can hardly be of any assistance, which is why this paper proposes the innovative rapidly adaptive model for the evaluation of existing risks and the forecasting of emerging ones due to the COVID-19 pandemic in modern personnel management. The model employs a probability theory and applies it to four major risk groups, which are related to many factors. It also describes the methods of mitigating these risks. This made it possible to improve personnel management efficiency, thus offsetting the adverse consequences of the COVID-19 pandemic.

The object of this study is a technique to reduce the personnel risks of an organization operating in a developing country under difficult conditions in order to improve the efficiency of staff. The form of ownership of the organization is state-owned, the number of employees is 120 people. The duration of the period for assessing the effectiveness of staff work and monitoring the impact of personnel risks on the organization is 4 weeks. It has been established that the organization has an integrated personnel risk management system. It enables fulfilling an average of 74 % of tasks and is not effective. Given this, an integrated personnel risk management system was developed based on the European approach. For this purpose, using technology transfer, information was obtained on the functioning of an effective personnel risk management system. After that, it was improved taking into consideration the peculiarities of the functioning of the organization when performing tasks. In addition, hard- and soft-skills of personnel were taken into consideration, thus, the complex effect of factors increasing the organization's resilience to personnel risks was taken into account. To implement the personnel risk management system in the organization's activities, a road-map was developed. Duration of implementation – 3 weeks. To assess the effectiveness of an integrated system for combating personnel risks, a comparative method was used for the qualitative and quantitative effectiveness of the tasks of 4 teams of the organization. Two of them worked according to the standard personnel risk management system, and 2 – according to the implemented one. The comparison was performed with the available data on the effectiveness of identical tasks for a period of 4 weeks. It has been established that the implemented comprehensive risk management system is effective, as it provides 100 % fulfillment of tasks under difficult conditions. The developed system can be used to improve the effectiveness of the tasks set for organizations in developing countries.

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The objective of the article was to study the mechanism of public administration, which manifests itself at the state and municipal levels of regulation of socioeconomic processes in society. During the research, methods such as logic, dialectic and modelling were used. The result of the study was that an effective solution to societal problems is possible in terms of maintaining a stable interaction of public administration entities on the basis of effective communication in terms of public recognition and support from the authorities currently operating. The scientific novelty justified the need to support a variety of constructive forms of cooperation within the public administration between government officials, private companies and NGOs in the digital transformation to achieve the sustainable development of public administration. The practical significance of the study is that ways to improve the system were proposed in the context of digital transformation. It is concluded that a qualitative change in the interrelations of the system with an application of modern digital technologies of public administration is urgent, as a key means of modernizing the formation of various public information resources.

We present an quadratic model of mechanism for assessing the consequences of the Covid-19 impact on the soft skills of the human resources potential in Ukraine. The model calculates the outcomes and underscores the importance of dedicating resources to the updating of soft skills taking into account remote work, the process of nowadays-digital transformation, and shifting job requirements during Covid times. Specific indicators related to the influence of employees’ soft skills during the Covid-19 pandemic were determinated, and numerical 24 indicators where related to employees’ soft skills. The calculation of the integral indicator is based survey of 100 respondents of employees of 10 enterprises. Analytical procedures are used through technical means of information by support of Microsoft Excel, namely, quadratic correlation and regression analysis, followed by the formation of a polynomial trend line of the fourth degree. The analysis outcomes affirm the emergence of two potential scenarios that have become feasible amidst the pandemic. Imposed by various constraints, employees have been compelled to adapt and enhance their competencies and other proficiencies in remote communication, in order to make informed decisions pertaining to enterprise management and economic activities.

Public service is a means to ensure interaction between the state and society. The well-being of the population directly depends on its effective functioning. As you know, the effectiveness of solving the tasks set is 80 % ensured by its leaders – civil servants-leaders. It is they who are the engine of positive changes and the guarantor of the effectiveness of the activities of the entire team. Therefore, in order to bring the civil service to a qualitatively new level of efficiency, it is necessary to change the approach to the formation of soft-skills and hard-skills of employees-leaders. For this, it is necessary to introduce a comprehensive system for the development of the necessary skills. It is worth, firstly, to apply the transfer of the best European technologies. Secondly, to take into account the realities of the post-industrial society. Thirdly, to take into account the opinion of the public. An example of the application of an integrated approach to the formation of an employee-leader is given. For this, an analysis of the system of training and advanced training of civil servants in a developing country, the leading countries of the European Union, the Organization for Economic Cooperation and Development – Germany, France, as well as the nearest country with positive experience of joining the EU – Poland. The skills and activities that contribute to the formation of a civil servant-leader both from the point of view of citizens and taking into account the competencies necessary for effective work are highlighted. For this, the methods of electronic sociological survey of public opinion between the ages of 18 and 60 were used in a sample of 1000 people with an average statistical dispersion of residence throughout the state and an analysis of literary sources. A system for the formation of an effective civil servant-leader with the use of technology transfer has been developed for implementation.