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Entry into the civil service from the point of view of a newly appointed civil servant entails the following whole growth, deserving of respect of the collective and the possibility of preserving the “ideology” inherent in young professionals. According to the Law of Ukraine “On Civil Service” of 10.12.2015 No. 889-VIII one of the key directions of development of the civil service in Ukraine is to ensure continuous professional development of civil servants, an integral component of the mechanism of implementation of which is adaptation 1 . The continuity of knowledge, skills and experience of civil servants plays an important role in the efficiency of the functioning of public bodies, ensuring the integrity of the organization, the quality of its functions and compliance with the accepted rules of behavior and mode of work. Given the increasing burden on public authorities, the importance of quality and rapid adaptation of newly recruited staff to working and collective conditions is increasing. Adaptation of a civil servant in the field of professional activity is an important component of the public administration system. The imperfection of the system of adaptation of the civil servant at the initial stage of the replacement of the public position can lead to the fact that the civil servant will feel a sense of alienation and negatively treat both the state body of which he is an employee and the sphere of professional activity as a whole. This issue is actualized in connection with the constant updating of the composition of civil servants (annual update is about 10 thousand

ADAPTATION OF CIVIL SERVANTS AS A PRIORITY OF THE HR-MANAGEMENT OF THE CIVIL SERVICE OF UKRAINE