CHALLENGES OF ATTRACTING HUMAN RESOURCES TO THE BANKING SECTOR OF UKRAINE IN MODERN CONDITIONS

Abstract

The article examines the challenges of attracting human resources to Ukraine’s banking sector under modern conditions characterized by war, demographic crisis, and growing labor market competition. Based on an analysis of statistical data, literature sources, and current legislation, the paper highlights the key challenges faced by banks as employers. One of the main barriers identified is the labor shortage caused by a decrease in the working-age population and the emigration of skilled workers to countries where working conditions and wages are significantly better than in Ukraine. It is noted that the average monthly salary in Ukraine’s banking sector is less competitive compared to European countries, even when factoring in tax burdens and living expenses. The study emphasizes the impact of regulatory restrictions, particularly NBU Board Resolution No. 189 dated December 27, 2023, which imposes stricter conditions on variable remuneration payments and broadens the criteria for defining influential persons. This significantly reduces the sector’s attractiveness to mid-level and top management, who often seek opportunities in less regulated industries such as IT or FMCG. For entry-level employees, barriers include both low salary levels and high qualification expectations. The article identifies factors that contribute to the negative image of the banking sector, including high work intensity and stress levels, limited flexibility in work schedules, bureaucratic processes, and low opportunities for creativity. For young professionals and skilled workers who have emigrated, Ukraine’s banking sector is less appealing compared to more dynamic and attractive employers abroad. The article proposes a set of measures to address the labor shortage, including increasing salary levels, easing requirements for specialized education for entry-level positions, actively building an employer brand, and introducing flexible working conditions. At the state level, it is recommended to adapt labor and banking legislation, implement incentives for the return of Ukrainian specialists from abroad, and modernize remuneration policies to align with the realities of wartime conditions. The article contributes to the study of human capital management in the banking sector, emphasizing the need for adaptation to contemporary economic and social challenges. It will be useful for the academic community, representatives of banking institutions, and government bodies involved in developing strategies for economic recovery.