Justification for the Digitalization of Hr Processes in Civil Defense Units

Introduction. In today's environment, a particular problematic issue for an HR specialist in security-oriented systems is the time spent on communication and consultations with staff. A significant amount of time spent on personal and group consultations reduces the overall efficiency of the HR department to perform their duties. This is especially true for government agencies, where an HR specialist may receive numerous requests for support and advice, which creates an excessive workload and impedes from focusing on strategic tasks. With regard to the constant changes in the rules and regulations governing the professional activities of personnel, this paper provides a research based on the calculation of the ratio of HR specialists to the number of personnel, as well as the calculation of labor intensity, production and productivity of HR managers of the civil protection service with a large staff structure.Purpose. The aim of digitizing HR processes in the civil protection service is to increase the efficiency of human resource management by automating routine and repetitive procedures, ensuring transparency, quick access to information and supporting professional development of staff. This involves the creation of a single digital platform for recording, analyzing and optimizing human resources, reducing bureaucratic burden, minimizing errors and improving communication, which will contribute to the preparedness and effectiveness of the civil protection service. Methods. The paper applies statistical methods for calculating the qualitative use of working time of HR managers of the civil protection service.Results. The factors influencing the ratio of the number of personnel management specialists and civil defense personnel are analyzed. The ratio of the number of personnel to the number of employees who manage and control the total number of employees in the organization is calculated. The influence of several main areas of mathematical models, including the calculation of labor intensity, productivity, daily and annual output, which can be useful for HR management in civil protection and help to work more efficiently and effectively, is presented.Conclusions. Digitalization of HR processes is of significant practical value for the SES. It ensures automated communication between personnel, prompt access to HR data, minimizes the influence of the human factor in processing HR documents, and reduces paperwork. Automation will ensure the HR department's readiness to crisis situations; in emergency, digital systems provide quick access to information on personnel, increase the efficiency and effectiveness of the civil protection service. Summarizing the ratio of HR specialists to the number of employees, we conclude that this indicator is valuable, as it gives an idea of the level of HR support available in the civil protection service bodies and units.