THE METHOD FOR SELECTING THE BEST PERFORMER FOR SOLVING OPERATING TASK BASED ON A COMPETENCE APPROACH

Abstract

There are some problems regarding the interaction of various areas of human resource management, due to the development of information products in the field of obtaining corporate knowledge and monitoring competencies. The main issue is the formation of a close connection between corporate education and the employee's work activities. Presently, the formation of a competency base is associated with the existing positions and roles for employees in the organization. Thus, the control of competencies is primarily carried out at the initial stage of recruitment and adaptation of staff. Further development of employee competencies is associated with training. But as practice shows, the company is forced to apply radical methods to support the employee's motivation to acquire new knowledge and competencies. At the same time, the question of the organization's interest in training employees remains open. Nevertheless, employee training has a direct impact on improving the quality of work and the financial stability of any organization. This paper proposes a method to improve employee productivity, combined with support for motivation to develop and learn. The purpose of developing such a method is to ensure that both employees and the organization are motivated to learn and develop. In this case, it is advisable to combine this process with work activities. And the expansion of the competence base can be supported by the creation of intra-organizational competencies and a detailed analysis of work activities through the prism of a competence-based approach. The main activity of the method is aimed at finding a suitable performer for solving office problems. The development uses an ontological approach that allows a semantic analysis of the requirements for work tasks and projects and the selection of the most relevant criteria for choosing an executor. In this case, the candidate for the performance of the work task is selected primarily according to his existing competencies and conditions that he is ready to comply with. This approach also makes it possible to use the rating system to organize personalized training and find an approach to eliminating the lack of competencies in the company, as well as to ensure the interchangeability of performers and the continuity of the workflow. Individual trajectories of training can be formed to train personnel to perform specific work tasks in this case. And an analysis of the availability of competencies in an organization can identify weaknesses in work activities and provide targeted training for employees.