Application of Modern Development Tools in Increasing the Competence of the Staff

Lesya Verbovska,Iryna Haliuk

doi:10.15330/jpnu.8.3.76-84

Abstract

The article substantiates the main components of improving staff competencies in the face of change. It is determined that taking into account and combining "hard skills" and "soft skills" skills allow you to use the acquired knowledge to perform specific tasks in the workplace in a particular professional activity. Modern and traditional models, techniques and tools of personnel management are presented, according to which it is possible to clearly assess the difference in approaches to managing the competence of employees in the conditions of change. Based on the analysis of world practice, a list of methods is presented: discussions, brainstorming, Oxford debates, Case - Study, business and role - playing games, workshops, communication and management training, which are used to develop skills and abilities of employees. These methods allow expanding the educational opportunities of established forms of classes (lectures, seminars). The relationship between the acquisition of new and improvement of existing staff development competencies on the basis of training and coaching is shown. The proposed methods of acquiring competencies allow you to choose those competencies and methods of acquiring them that correspond to the individual characteristics of organizations. It is proved that the acquisition of competencies by staff allows identifying new competencies in employees, to form the need to use modern analytical and behavioral skills, providing greater opportunities for management skills and flexibility, dialectical thinking, ability to make creative decisions in unusual situations. It is substantiated that the combination of the SMART method in the acquisition of competencies significantly expands the possibilities of short-term learning, through the application of the concept of "lifelong learning". Different definitions of the essence of "competence" are analyzed, which allows emphasizing that when choosing different forms of education, in particular, trainings, different types of training it is necessary to use / apply modern methods and techniques. It has been proven that incompetent non-use by a staff of their knowledge, skills, experience and skills often leads to reduced profits and inefficient use of their potential.

Highlights

The transformational changes taking place in the social and economic development of the country form the demand for highly qualified workers of the appropriate level and profile, capable of effective communication, creativity and responsibility in working in accordance with international standards.In the age of the knowledge-based economy, education is the easiest way to increase the share of knowledge in the human capital system
It is worth noting that the concept of “development” in most philosophical dictionaries is defined as an irreversible, directed, natural change of material and ideal objects
It is emphasized that only the simultaneous presence of all three properties distinguishes the processes of development among other changes: the reversibility of changes characterizes the processes of functioning; the absence of regularity is inherent in random processes of a catastrophic type; in the absence of direction, changes cannot accumulate, and the process loses the characteristic for the development a single, internally interconnected line [5, p. 168]

Summary

INTRODUCTION

The transformational changes taking place in the social and economic development of the country form the demand for highly qualified workers of the appropriate level and profile, capable of effective communication, creativity and responsibility in working in accordance with international standards. Division of competencies treated as human features Characteristics of employees, most often represented by Knowledge, Skills, Abilities and personality traits needed to do the job properly. A set of features of a given person composed of motivation, personality features, skills, self-evaluation connected with functioning within a group and knowledge which the person acquired and uses. Employee competencies include their interests, talents and predispositions, education and knowledge, experience and practical skills, internal motivation, attitudes and behaviours which are important in their professional work, health and psychophysical condition, having the formal right to act on behalf of a given organization, values and ethical principles. Competencies as a set of knowledge, skills and other competencies

DISCUSSION

Evaluation of employee competencies

СONCLUSIONS