Professional Development Management Research Articles

Business education in the system of professional development of corporation managers

The corporate education system is implemented through sequential and step-by-step in-company training based on integrity of goals, objectives, functions, learning technologies, content structure of the training material, which add flexibility and vitality to the entire learning process with an advance reflection of reality. The definition of a corporate training center in terms of a systematic approach is formulated as a system in which training and development of personnel is initiated and managed by the company itself, carried out within the company and involves internal resources. Thus, training and professional development of managers is not just an element of organizational practice or type of activity of certain employees of the organization, but a full-fledged part of the development strategy of the organization and the entire existing organizational system. To implement this process, modern TNCs create corporate training centers in which training and personnel development is initiated and managed by the company itself, carried out within the company and involves internal resources. The algorithm of creating a corporate training center covers a number of stages, in particular: support by the management, legal and financial support; creation of organizational and pedagogical conditions; program and content implementation support and practical application of the personnel training system; control and reporting system at the same time; adjusting training plans and programs; personnel motivation. The study does not exhaust the problem of professional development of managers in transnational corporations. Issues of cross-cultural training of managers in the corporate education system, training of andragogues (training managers, instructors, coaches, tutors, etc.) for effective activity in corporate training centers remain relevant. Perspective directions for further research are also theoretical-methodological and didactic substantiation of talent management and development of their creative potential, development of tools for stimulation and retention of managers who have received training.

A professional development needs analysis instrument for junior and mid-level academic management

The professional development of managers poses fundamental challenges that higher education is facing in these fast-changing times. These challenges include a lack of induction into managerial roles and responsibilities, conflicting roles and responsibilities and a lack of general skills pertaining to managerial positions. Experiencing these challenges necessitates the need for sustainable development programmes and practices within higher education institutions. To address this need, the purpose of this exploratory research was to develop a professional development needs analysis instrument as a reliable and valid instrument to determine the professional development needs of junior and mid-level academic managers. A gap analysis was conducted, involving 156 junior and mid-level academic managers at a university in South Africa. The construct validity of the instrument was determined through exploratory factor analysis and confirmatory factor analysis. To determine the reliability of the instrument, Cronbach alpha coefficients were calculated. The outcome of both the factor analysis and the Cronbach alpha coefficients indicated that the questionnaire was a valid and reliable measuring instrument that could be employed in future research to determine the professional development needs of academic managers. The implementation of the professional development needs analysis instrument may contribute to sustainable management activities at universities for junior and mid-level academic managers.

INNOVATIVE MANAGEMENT AS THE BASIS OF THE PROFESSIONAL DEVELOPMENT OF THE FUTURE MANAGER

The article examines innovative management as a basis for the professional development of managers and defines the peculiarities of its functioning and implementation at enterprises and organizations of Ukraine. Skillful management of enterprises and organizations, optimal use of all potential and rational organization of all functioning processes are important in ensuring dynamic development and obtaining profit. The need to introduce innovations and use fundamentally new methods in managing an organization (enterprise) requires constant training and improvement in the professional development of creative managers. 
 Innovative management is the basis of the progressive existence of the organization and the use of all potential for well-being and prosperity. The innovative potential of the organization’s management ensures the achievement of the set innovative goal and the degree of readiness for the implementation of the project of innovative strategic changes. The process of reforming the economy of Ukraine directly depends on the application of innovative management in all sectors. The innovative model of economic growth is based on structural restructuring of economic sectors, technological renewal of industry and wide use of progressive achievements of modern science and technology.

MANAGERS' SELF-DEVELOPMENT IN THE CONTEXT OF CAREER GROWTH

Career growth or career planning is a process that a person can go through to improve their professional status. It is the process of making decisions for long term learning, to align personal needs of physical or psychological fulfilment with career advancement opportunities. In the study, the relevance of self-development of career and professional growth of managers was determined by the need to organize events to support career growth. In order for the process of professional development of managers to be of high quality, a methodology is being developed based on the characteristic and relevant knowledge of adult education. Central to this process is proper planning, timing and flow between learning new information, practice and evaluating the improvement process. A manager's career vision is the most important part of a leadership development plan. This will set the general tone for the professional development strategies that the manager must implement. He needs to rethink what he really wants to achieve in his professional life. Internal motivators for managers’ self-growth play an important role in this re-evaluation process.

Self-concept of students of additional training programs in the field of management

The paper deals with the key psychological factors of professional realization and social success of people participating in executive training programs in the field of management in the adulthood. The modern concept of continuing education needs to investigate the psychological and economic problems of adult learning. This research is devoted to the study of the self-concept as an important and insufficiently studied mechanism for regulating human behavior. The choice of training in MBA programs is considered as a manifestation of an active strategy of human adaptation to dynamic social and economic conditions. The study centers on the personal-activity and competenced-based approaches. The purpose of the study is to analyze the features of selfesteem and its role in the professional adaptation of adult students of executive programs (Master of Business Administration). The study used well-known psychological questionnaires and methods of descriptive and multidimensional analysis of data processing. The study revealed that the self-concept of students of Master of Business Administration programs plays a significant role in the choice of training as a way of professional development of managers. The inclusion of the emotional-evaluative component of the self-concept in the personal potential of students was statistically confirmed. The results indicate possible intrapersonal conflicts of students in the process of learning management as a significant field of professional activity. The study identified such factors as “problematic introversion”, “problematic creativity”, “problematic adaptability” and “self-critical leadership” which show the importance of accuracy of self-assessment for the choice of the content of training and the direction of self-development. The results of the study are important for understanding of the personal mechanisms of professional and career selfrealization of adults in the context of continuing education as well as for assessment of the effectiveness of receiving executive education.

Educational determinants of speech competence development of managers in modern Higher Education Institutions

The article analyzes the development of speech competence of professional development of managers in the system of higher educational institutions of Ukraine. The peculiarities of the influence of the main educational determinants of modernity on the process of understanding the aspects of the mechanism of psychology of formation of competencies are determined.

Управління професійним розвитком науково-педагогічних працівників у системі вищої освіти

Annotation. Introduction. In the article the main trends in the professional development of scientific and pedagogical workers of Ukraine in 2019-2020 were analyzed. Approaches to defining the concept of “professional development” are based on updated legal documents and scientific sources. The system of professional management development is considered as a priority task of modern higher education, which provides a continuous process of improvement and acquisition of new professional and key competencies of research and teaching staff in order to comply with European standards of educational services quality. Purpose. The aim of the study is to identify features of dynamic changes in the system of professional development of research and teaching staff in 2019-2020, to clarify the factors and forecast further development based on the updated regulatory framework, the formation of general mechanisms for managing professional development. Results. The formed approaches to definition of a trajectory, a direction, planning, and system of the organization of professional development of scientific and pedagogical workers of higher education institutions reflect conformity to public inquiries and requirements. The obtained results contributed to the qualitative analysis of the system of professional development of scientific and pedagogical workers on the example of the Dnipro Academy of Continuingl Education. Conclusions. The article proposes ways to improve and diversify the management system of professional development of scientific and pedagogical workers of higher education institutions, namely the creation of a unit of professional development, development of regulations, implementation of systematic control and analytical activities, stimulation and motivation of scientific and pedagogical workers to professional growth. Trajectories, job responsibilities, interests and needs, specifications of personnel management development, application of strategic planning technology are displayed. Keywords: scientific and pedagogical employees; professional development; advanced training; internships; innovation management.

Study of the psychological safety of the professional environment and factors affecting the personal and professional development of managers

Study of the psychological safety of the professional environment and factors affecting the personal and professional development of managers

ОРГАНІЗАЦІЙНО-МЕТОДИЧНІ ЗАСАДИ ВІДБОРУ ЗМІСТУ НОВІТНІХ ТЕХНОЛОГІЙ ПІДВИЩЕННЯ КВАЛІФІКАЦІЇ УПРАВЛІНСЬКИХ КАДРІВ СФЕРИ ЦИВІЛЬНОГО ЗАХИСТУ

Реформування системи цивільного захисту держави, яке було проведене останніми роками, життя в умовах ринкових відносин, новітніх інформаційних технологій, закордонний досвід розвинутих держав потребує переосмислення існуючої практики підготовки кадрів для реалізації заходів безпеки населення і територій України з урахуванням європейських стандартів управління ризиками. До основних складових змісту підвищення кваліфікації управлінських кадрів в інститутах підвищення кваліфікації та ЗВО мають відносити змістові модулі: законодавчої, культуротворчої та українознавчої спрямованості; світоглядної (сучасної методологічної), психологічної й фасилітативної підготовки; з філософії, політики, парламентаризму, державного управління, права, інноватики, інформатики тощо. Визначення змісту підвищення кваліфікації керівних кадрів відбувається під впливом політичних і соціально-економічних змін, які відбуваються в суспільстві; виявляє тенденцію орієнтації не лише на вимоги держави, а й на особистісні і професійні запити слухачів; спрямовується на оновлення всієї системи безперервного професійного розвитку управлінських кадрів, а саме: на врахування тенденцій розвитку суспільства, на опанування нового змісту та освітніх технологій, на впровадження інновацій, на розвиток уміння зіставляти локальні проблеми своєї професійної діяльності із загальнодержавними пріоритетами, на вмотивованість власного професійного зростання. Механізмом реалізації безпекової теорії є публічне управління у сфері цивільного захисту, що має мультидисциплінарний характер, поєднуючи методологію та інструментарій суспільно-гуманітарних, природничих і технічних наук, опрацьовуючи новий безпековий світогляд, культуру сталого розвитку. Ефективність професійної діяльності фахівців у сфері цивільного захисту, пов’язана з понаднормованими психоемоційними і фізичними навантаженнями, має бути забезпечена застосуванням високотехнологічних та інноваційних методів навчання з урахуванням специфіки діяльності органів управління і підрозділів служби цивільного захисту. Зважаючи на це, функціональна компетенція, тобто знання і вміння виконувати певні типи діяльності та типові для даної функції завдання діяльності, для публічних управлінців у сфері цивільного захисту стає головним видом компетенції.

Professionalization of university management in Poland

The professionalization of university management takes place in many countries and is part of the transformation of the higher education sector. Professionalization of university management in the USA, Great Britain, many EU countries and other parts of the world includes the implementation of the concept of strategic management of public and private universities, as well as strengthening and improving the administration and professional development of managers in the higher education sector. The adoption of Law 2.0 creates an organizational space for the introduction of various management solutions. The basis of organizational changes is the increase in competition, diversity of the university's mission and internationalization. It can be argued that greater freedom in the application of various organizational solutions and increased competition will favor the professionalization of management. Numerous strategic, structural and managerial solutions will be tested at universities and adjusted to their needs.

"NEW NORMALITY" OF THE PROFESSIONAL MANAGEMENT SYSTEM

In this article the research of features of development of professional management in the conditions of realization of provisions of the Declaration "New normality" is carried out. A detailed description of the conceptual provisions of the Declaration "New Normality" is given. The main priorities for the development of professional management in modern conditions have been identified. The concept of integral quality of professional management system is presented. The characteristic of process of system interaction of efficiency and efficiency of administrative activity is added. Conceptual accents on definition of efficiency and efficiency of administrative work are offered. The necessity of transformation of the content of formation of efficiency in the process of professional training is proved. The role of managerial innovations is determined, which by their status should be at the level of technological innovations, and in the best cases to determine their emergence and implementation. The necessity of further development of the system of managerial education and adapted professional training of managerial personnel is proved. The influence of artificial intelligence on the development of management is considered. It is proposed to use the capabilities of third-wave artificial intelligence to develop and make management decisions. Particular emphasis is placed on the responsibility of professional management for the modern development of individual organizations and society as a whole. The need for direct influence of professional management on the process of ensuring a complete innovation cycle is proved. The role of professional management in the development of the process of capitalization of intellectual human resources in the format of intellectual and managerial capital is determined.

PROFESSIONAL MANAGEMENT IN THE SYSTEM OF BASIC PRINCIPLES OF LIBERTARIANISM

The article deals with the problems of professional management development in the system of basic principles of libertarianism. The necessity to develop professional management and ensure its innovative dynamics is determined. The key ideas of libertarianism and their influence on the development of the management system are analyzed. Characterization of the basic principles of libertarianism with determination of the features of each principle and features of their management support is given. The need for research and management application of the principles of libertarianism is considered. The importance of development of innovative economy and adequate processes of its management support is proved. The analysis of the systemic quality of the professional management system in the context of the principles of libertarianism is carried out. The features of efficiency and effectiveness of managerial work are determined. Attention is drawn to the need for specialized professional training of management personnel of state institutions. The importance of the real action of the principles of libertarianism is shown: individuality, freedom, integrity of production. Particular attention is paid to the libertarian approach to peace. Attention is drawn to the causes of the development of libertarian ideas in contemporary Ukrainian society. A range of actions is proposed to professionalize management in Ukraine. The features and causes of the formation of a statist consensus and the reaction of libertarianism are considered. Attention is drawn to the need for further study of libertarianism in order to attract its ideas to reform activity in Ukraine.

SINGULARITY AS A FACTOR OF INTEGRAL DEVELOPMENT OF THE MANAGERIAL CAPITAL

The article deals with the problems of professional management development and the processes of its innovative dynamics. The features of development of qualitative forms of capitalization of intellectual management resources are determined. The main attention is paid to the formation and modern development of managerial capital, as a qualitative form of professional management, adapted to the real processes of development of innovative society. It is necessary to study the process of interaction between the development of artificial intelligence and the system of professional management. Examples of an adequate manifestation of the professional potential of management to the effective solution of emerging problems of modern society are given. The comparative analysis of scientific approaches to the decision of the future management is carried out. The system of interconnection in the development of artificial intelligence processes of singularity and development of professional management is analyzed. The influence of singularity on the formation and innovative development of managerial capital is considered. The basic conditions for the integral development of managerial capital are determined. It is proved that the process of achieving singularity has a system of factor influence on the integral development of managerial capital. It is proposed to pay particular attention to the system of management training for the new reality related to the development of the processes of the fourth industrial revolution in the era of singularity.

RESEARCH UNIVERSITIES: KEY FACTORS OF COMPETITIVENESS

The article deals with the problems of competitiveness of modern universities. The key factors of competitiveness are determined, which shape the research status and ensure the real development of the universities of the 21st century. The management characteristics of the three key factors of competitiveness of the research university, namely concentration of talents of the teaching staff and students, formation of an unlimited resource base (necessary and sufficient number of them), as well as the development of professional management of the university, adapted to new economics, are considered and offered. The detailed managerial characteristic of formation of key factors of competitiveness is offered. The special role of professional management in the system of formation and development of a research university is determined. It is proposed to introduce mechanisms of research motivation, which form the possibilities of realization of the full innovation cycle. It is necessary to create educational programs that meet the current level of development of world science. Attention is drawn to the need for quality management support for the full innovation cycle. The necessity of forming a qualitative system of professional management is considered, which is considered as a systematic interaction of efficiency and effectiveness of management actions in the management of research universities.

Distance E-Learning in the System of Professional Development of Corporation Managers: Challenges of COVID-19

The corporate education system is implemented through sequential and step-by-step in-company e-training based on integrity of goals, objectives, functions, learning technologies, and content structure of the training material, which add flexibility and vitality to the entire learning process with an advanced reflection of reality. The definition of a corporate training center in terms of a systematic approach is formulated as a system in which training and development of personnel are initiated and managed by the company itself, carried out within the company and involving internal resources. Thus, training and professional development of managers is not just an element of organizational practice or type of activity of certain employees of the organization, but a fully fledged part of the development strategy of the organization and the entire existing organizational system. To implement this process, modern transnational corporations (TNCs) create corporate training centers in which training and personnel development is initiated and managed by the company itself, carried out within the company and involve internal resources. The algorithm of creating a corporate training center covers a number of stages, in particular: support by the management; legal and financial support; creation of organizational and pedagogical conditions; program and content implementation support and practical application of the personnel training system; and a control and reporting system.

MANAGERIAL CAPITAL: SYSTEM QUALITY ELEMENTS

The article deals with the problems of development of elements of systemic quality of managerial capital. The features of the new reality of the development of society in the conditions of the fourth industrial revolution are determined. Particular attention is paid to the development of a professional management system in the format of managerial capital, which meets the requirements of the modern quality of socio-economic development of society. The necessity of systematic changes of the process of professionalization of management activity in Ukraine is proved. A pilot structural study of the elements of professional competence in the formation and development of managerial capital was conducted. The characteristic of each element of professional competence of members of management team is given. It is suggested to consider the managerial capital in the form of a management team, which is built and conducts managerial activity on the basis of a structural-functional model of behavior using socio-cultural indicators of the development of society. Some possible factors of influence of singularity on the development of professional management, as well as its influence on the development of management science, management-education and vocational training of existing management personnel are determined. Emphasis is placed on the new challenges of professional management in the context of the fourth industrial revolution.

Management of development of economic potential at agricultural enterprises and farms

Purpose. The aim of the article is to substantiate the theoretical and methodological foundations and development of practical recommendations for improving the management of economic potential development of agricultural enterprises and farms. Methodology of research. The methods of generalization, systematization, analysis, abstraction are used in the process of research to determine the directions of improving the management of development of agricultural enterprises and farms in terms of rationalization of their organizational structure of management and training and professional development of managers and marketers in accordance with the requirements of the present. Information base of scientific research is made by scientific works of domestic scientists-economists on the problem of improving the management of economic potential development of agricultural enterprises and farms. Findings. The objective nature of the need for continuous improvement of agricultural and farm development management is substantiated. It is established that the factors that cause the need to improve the management of the development of agricultural enterprises are: reduction of the number of farms, a decrease in the number of employees, a decrease in profit and profitability. It is substantiated that improvement of management of development of agricultural enterprises and farms implies rationalization of organizational structure of management by creation of marketing subdivision, according to which the adaptive function of bringing the production and market activity of the economic entity into conformity with dynamic changes of the environment is fixed. Training and selection of managers and marketers of agricultural enterprises and farms should include educational programs and advanced training in the acquisition of their professional competence in the constant adaptation of economic entities and their management structures and staff to the dynamic changes of the internal and external environment. Originality. Further substantiation of objective character of improvement of management of development of economic potential of agricultural enterprises and farms has been further developed, which, unlike others, includes rationalization of organizational structures of management and training of modern managers and marketers, whose professional competences are aimed at constant adaptation of economic entities to market changes. Practical value. The results of the study can be used to streamline organizational structures of management of agricultural enterprises and farms, as well as in training managers and marketers. Key words: management; potential; agricultural enterprises; farms; financial result; organizational structure of management; competence; adaptation; marketing.

Professional development of education managers in modern reality: psychological resources and risks

The article shows the importance of human capital development in the field of management for the effective solution of the problems of modernization of modern education. This article is aimed at identifying specific resources and risks that are reflected in the process of professional development of the Manager today. For the successful activity of the Manager in the field of education, it is important to update his motivation for growth and competence, complex reflection of clusters of individual risks and resources, focus on continuous self-development. The article studies and describes the content characteristics of managers ’ ideas about psychological factors that can facilitate or block professional and personal growth. The attention is focused on the role of the education Manager in ensuring effective activity, the level of subjective control, which reflects the degree of internality, autonomy and responsibility for management decisions and the nature of professional activity. It is emphasized that the role of subjective control of the Manager increases in the context of risks of modernization of the modern educational system. Levels of acceptance of information on own resources and risks as bases of modeling of further development are revealed.

Sustainability in Management Education: Contributions from Critical Reflection and Transformative Learning

This theoretical paper discusses how the assumptions of critical reflection (CR) and transforming learning (TL) can help develop reflexive professionals in sustainability within management. The central argument is that a purely pragmatic and technical conception in the teaching and learning of sustainability does not sufficiently contribute to the development of professional managers with strong sustainability principles and standards. Therefore, it is important to employ CR and TL because they provide elements that contribute to advancement from the current teaching and learning approach, an approach based on problem solving, to another approach based on problem-posing. The reflections presented in this paper may provide elements that can help teachers, educators, university deans, and coordinators of management courses to rethink the way in which business schools, which are often the drivers for professional managers in metropolitan areas, are addressing sustainability education.

Identification of the directions of professional development of heads of schools in the Russian Federation

The results of the research on the deficiency of professional competencies in school principals with experience of up to 2 years and experienced managers of general education organizations are considered in accordance with the draft of the Professional Standard “Head of an Educational Organization”. The revealed dependencies show the main directions of professional development for the directors and justify the activation of work on the formation of the personnel reserve and preparation for the entry into office. Researches were conducted by the staff of the Institute of Education Management of RAO in 2017, heads of 24 Russian regions took part in the on-line survey. The work was carried out within the framework of the State task for the Program of Fundamental Scientific Research of the State Academies of Sciences for 2013-2020 (in the part of RAO) (approved by the Decree of the Government of the Russian Federation of December 3, 2012 No. 2237-r) on the theme: “Theoretical and methodological basis for professional development of managers in education system” (state registration № 27.9385.2017/8.9).