Abstract
The article researches the phenomenon of competitiveness in the labor market. It is noted that this phenomenon receives considerable attention in the fields of psychology, sociology, and pedagogy, but the economic researches of it are insufficient which proves the relevance of the suggested topic. The competitiveness of any subject means its ability to resist rivalry with similar subjects within certain environment. It implies the necessity to study employee competitiveness in the labor market on the basis of rivalry research. The term ‘competition’ has various definitions and the author demonstrates that the one most suitable for the labor market is the one provided by the conduct-based approach. The author also suggests that all features of the competitiveness in general and in the labor market should be studied and interpreted taking into account the specific pair of competitiveness bearer and consumer of his product or service, in case of labor market meaning labor service. Besides, the author agrees in this article with the opinion that competitiveness of an individual comprises of the total of his abilities, competencies and motives, which brings about the possibility that the elements forming individual’s competitiveness may be applied or disused at the moment of research or within a period of any duration. Considerable part of the article is devoted to the ways and methods of competency acquisitions. All this makes the author suggest a complex, multi-bases classification of characteristics included in the idea of an employee’s competitiveness in the target segment of the labor market. It is stated, that despite the impossibility of making the complete list of qualities useful for some professional activity, their classifications in terms of sources, effort input, and period of formation; methods and areas of application; inclusion in the various personality sub-systems may be successfully applied for various research or practical objectives.
Highlights
The conceptual apparatus of competitiveness as a scientific knowledge area at the micro, meso and macro levels is not yet fully formed
As the study of scientific journals proves, the focus of competitiveness and potential wage workers is placed by social scientists and educators, while the economists do so to a small extent only
We define the following groups of personal work competencies in terms of the period of their application: 1. Competencies applied for initial creation of the target competency set by means of education, self-improvement, gaining experience, etc., which may be termed ‘learning, or development competencies’
Summary
The conceptual apparatus of competitiveness as a scientific knowledge area at the micro, meso and macro levels is not yet fully formed. Even though an individual enters his working career with a set of competencies formed and sufficient for rivalry within the labour market, competency development in the course of work in particular has a lot more sufficient effect on personal competitiveness, as during this period an individual seizes the opportunities to gain the competencies exactly as required by the given employer or by the labour market segment He may choose not waste his time and effort for developing unnecessary/optional knowledge and skills. Competencies applied for initial creation of the target competency set by means of education, self-improvement, gaining experience, etc., which may be termed ‘learning, or development competencies’ Even though they cannot affect the immediate work performance we believe in future the employers will pay more and more attention to these competencies, as they well suit the life-long learning concept and the conditions of knowledge economy. The last position is to be estimated where the employer tends to pay attention to personnel development, including training, exchange in the best practices, career, self-improvement stimulation
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