ПРОФЕСІЙНІ КОМПЕТЕНЦІЇ ЯК ОСНОВА ЕФЕКТИВНОЇ РОБОТИ МЕНЕДЖЕРА З ПЕРСОНАЛУ

Abstract

The relevance of determining the main professional competencies of human resources manager in developing the professional standard for this position. The essence of the concept of “competence” is characterized by different scientists on the basis of key features: norm, readiness, requirements, set of qualities, ability, result of training and other. The competencies are being developed throughout the employee’s life, they are supplemented, updated, gained experience and so on. Based on the analysis of information of job-portal “Work.ua” it is determined that employers are looking for candidates with advanced digital competencies, time management, with high level of adaptability which includes flexibility, communication, organizational and leadership skills, ability to work in a team, able to work under pressure. The most popular categories of employees by different types of activity on the labour market in Kyiv and their general competencies are determined and analyzed. The main competencies, which should be possessed by the representatives of professional employees – human resource manager, taking into, account the requirements of employers in various areas of business: knowledge of Labour legislation, sociological knowledge and observation of corporate ethics, document management and IT support; realizing of business communication, resume analysis, application forms and vacancy profiles; testing to identify the professional skills and coaching; availability of management skills, leadership and human resources security, effective time management. The model of competencies to determine the basic requirements to the candidate and compare them in the future by three components: basic, functional, and role has been studied. The algorithm of creation the own model of competencies by the enterprise for various categories of employees or separate positions is characterized. The model of “20 faces” competencies, developed by British company “ADC”, where 20 the most important competences are identified and divided into 5 groups are analyzed. The advantages that the company and employee receive from the implementation of competencies are also proved.