Development of a model of employee’s digital competencies in the conditions of the enterprise digital transformation

Abstract

Introduction. A necessary condition for the implementation of digital transformation at the enterprise is the formation of relevant competencies among its employees, allowing them to freely carry out their activities. The active use of information technologies, digital solutions and the reduction of routine operations form the need for the development of digital competencies of employees of enterprises, especially high-tech ones. The purpose of this study is to develop a model of digital competencies of employees in the conditions of digital transformation of the enterprise. Materials and methods. In order to develop a model of digital competencies of employees of the enterprise, competence-based and heuristic approaches were used, as well as a method of Analytic Hierarchy Process (AHP). The basis of the empirical base of the study was the conclusions of 10 experts working at a large machine-building enterprise (Rostov-on-Don, Russian Federation), obtained as a result of brainstorming. Based on its results, 8 universal digital competencies of employees were selected. A matrix of their pairwise comparisons was compiled based on the results of the expert survey, in the form of a pairwise comparison on a scale from 1 to 9, and the matrices were normalized and the consistency of expert responses was checked. The consistency ratio S for all comparison parameters ranged from 0.13 to 0.19, that is, S <0.2, that is, there are no contradictions in expert estimates and no refinement of the matrices is required. A pairwise comparison of competencies was carried out for three professional groups of employees: managers, specialists (engineers) and workers. As a result, priority digital competencies were identified and a ranked list of them was obtained. Results. The study showed that the models of digital competencies are different for different professional groups of employees due to differences in the factors of intellectualization, creativity of work and responsibility. The priority of the key digital competencies selected by experts varies for different professional groups. For managers, the most priority digital competence is "communication and cooperation in the digital environment" (weight factor 0.65), for specialists (engineers) – "solving technical problems in the digital environment" (0.59), for workers – "ensuring digital security" (0.42). Conclusion. The results of the study allow us to conclude that it is important to determine the priority digital competencies of different professional groups of employees in the conditions of digital transformation of the enterprise. The use of the AHP methodology is advisable for developing a model of universal digital competencies of employees, and this algorithm can also be used to establish the priority of professional (special) digital competencies for each more specialized group of employees. The prospects for the development of digital competencies of employees are seen in the improvement of personnel development programs based on their training.