Фроленкова, Н. А. та Андрійцьо-Рузаєва, А. Ю. та Кашицька, Д. П. (2024) ТЕОРЕТИКО-МЕТОДИЧНІ ПІДХОДИ ДО ФОРМУВАННЯ МОДЕЛІ КОМПЕТЕНЦІЙ ЯК ЕФЕКТИВНОГО ІНСТРУМЕНТУ СУЧАСНОГО КАДРОВОГО МЕНЕДЖМЕНТУ. Вісник Національного університету водного господарства та природокористування (2(106)). с. 258-270.

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Анотація

У статті авторами обґрунтовано актуальність компетентнісного підходу при управлінні персоналом в сучасних умовах. Його використання в процесах кадрового менеджменту дозволяє не тільки забезпечити ефективне кадрове планування та набір персоналу, а й здійснювати результативне управління протягом всього життєвого циклу працівника в організації. Авторами проведено аналіз теоретичних та практичних підходів до реалізації компетентнісного підходу, запропоновані напрямки їх удосконалення через формування моделі компетенцій.

Title in English

THEORETICAL AND METHODOLOGICAL APPROACHES TO THE FORMATION OF A MODEL OF COMPETENCIES AS AN EFFECTIVE TOOL FOR PERMANENT PERSONNEL MANAGEMENT

English abstract

The authors highlight the relevance of a competent approach to personnel management in current minds. This approach in the processes of personnel management allows not only to ensure effective personnel planning and recruitment, but also to implement effective management throughout the entire life cycle of a worker in the organization. In modern organizations, competence currently plays an important role in personnel management policies and practices. In many organizations, the recruitment of competencies is central to all personnel processes and is used for specific purposes. The authors conducted an analysis of theoretical and practical approaches to the implementation of a competency-based approach, proposing directions for their improvement through the formation of a competency model. Various techniques of developing models of competencies in the organization are examined. The competency model, as an effective tool for human resource management, is unique to every organization and ideally is reviewed, transformed, updated and adjusted as it evolves. The main competency model is based on the criteria necessary for the implementation of corporate strategy for competitive employees (a model of level of knowledge, skills, abilities and special abilities can also be created for specific jobs other places, work groups and areas of activity. Review of approaches to classification of competencies, description of corporate, professional, especially business, managerial competency groups. The concept of the competency scale is reviewed, and the scale of different levels of competencies is based on a strict approach to differentiation. and types of competencies. Thus, the creation of templates for the competency model and their list are based on the scope of activity, scale, qualifications of managers, goals and needs. An effective and functional competency model is based on the values of a particular company. The competency model is a tool that can be used practically in any management process. The most widely used approach to human resources management is the development of competency models in the human resources planning process, hiring, assessment and professional development within the framework of such documents as «posad profiles (maps)». Formation of a planting card template to accommodate the competency model, as well as the transfer of functions and results of planting work.

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