Abstract
The paper proposes comparing the existing and the required level of competence of the employee as a tool for determining the qualitative and quantitative parameters of personnel training. To implement this comparison, in accordance with official requirements, the human capital required for the performance of official duties as an employee's quality, which acquires value in the process of attracting to industrial relations, is calculated. Qualitative and quantitative parameters of personnel training are determined on the basis of calculation of the difference between necessary and existing competence taking into account financial possibilities of the enterprise. According to the results of calculating the available human capital, which a certain employee owns, and comparing it with the necessary one, the content (according to the type of insufficient capital) and the amount (by difference between the existing and the required level) of training, which should bring the available human capital of the employee in accordance with the required one. Formation of the content of the training is based on the definition of individual assets of human capital, which depend on the requirements for the competence of the employee and can be changed through training.
Highlights
Acceleration of globalization processes at the end of the 20th century became a catalyst for the emergence of a new type of economic environment – a knowledge-based economy, and the country's ability to create knowledge, its dissemination and effective use for the development of production and society, within such an economy are becoming the main growth factors along with traditional sources – investments and labor resources, significantly increasing the efficiency of their use [24]
Education is a basic industry for the transition to an innovative model of economic development, for the development of a knowledge-based economy and the problem of improving the workforce today is not limited to the training of employees in certain professions, and modern economy and flexible labor market require a new quality of education and professional training [24]
The most common methods for determining the effectiveness of personnel development system are benchmarking methods, key performance indicators and a balanced scorecard system. These methods provide a number of key performance indicators (KPI) which characterize the personnel development system, they are calculated and analyzed in one of two ways: comparison with similar indicators in other units or enterprises, which is a benchmarking method, or the analysis of the dynamics of indicators for the unit or enterprise as a whole, which are the methods of key indicators of effectiveness and a balanced scorecard system
Summary
Acceleration of globalization processes at the end of the 20th century became a catalyst for the emergence of a new type of economic environment – a knowledge-based economy, and the country's ability to create knowledge (primarily scientific), its dissemination and effective use for the development of production and society, within such an economy are becoming the main growth factors along with traditional sources – investments and labor resources, significantly increasing the efficiency of their use [24]. Education is a basic industry for the transition to an innovative model of economic development, for the development of a knowledge-based economy and the problem of improving the workforce today is not limited to the training of employees in certain professions, and modern economy and flexible labor market require a new quality of education and professional training [24]
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: International Journal of Engineering & Technology
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
