Управління персоналом на засадах компетентнісного підходу

Abstract

Метою статті є обґрунтування методологічного підходу до процесу формування моделі компетенцій. Надано визначення поняття «модель компетенцій». Проаналізовано традиційний та сучасний підходи до розробки моделей компетенцій. Охарактеризовано методи збору інформації. Обґрунтовано процес формування моделі компетенцій для посади, який представлено у вигляді логічної схеми. Досліджено процес розробки моделі на базі підприємства ТОВ «Енерджи Еффішент Констракшн». Проведено анкетування серед персоналу з метою визначення переліку необхідних для ефективного виконання роботи компетенцій. За результатами анкетування персоналу підприємства підраховано значимість компетенцій для фахівця. На підставі виявлених ключових якостей розроблено модель компетенцій для посади у три рівня.

The purpose of the article is to justify the methodological approach to the process of forming the competency model. The definition of the concept of "competency model" is given by various foreign and domestic scientists. A critical analysis of traditional and modern approaches to the development of competency models was conducted. The individual and group methods of information collection used to build a competency model are characterized. An analysis of the stages of formation of the competency model for the position was carried out. The results of the analysis are presented in the form of a logical scheme. The developed logical scheme summarizes the stages that must be followed when forming the competency model. In order to test the presented logical scheme, the process of building a competence model based on the company "Energy Efficient Construction" LLC was investigated. In order to determine the list of necessary key competencies for the effective performance of the work in the selected position, the job instructions of the employees were studied, after which a questionnaire was conducted among the company's personnel. The company's staff assessed the importance of each competency presented in the list on a 5-point scale. Based on the overall assessment of the importance of competencies by the respondents, a rating of the importance of competencies for the specialist was constructed. Based on the identified necessary key qualities, a competency model for the position was developed, which will allow the company to increase the effectiveness of the work of employees and, ultimately, the quality of service provision. The development of competences is presented on three levels: the first level corresponds to the minimum development, the third describes the desired behavior of an ideal employee. The set of competencies presented in the model takes into account the specifics of professional activity and the features of the enterprise, which will allow management to use the developed model both for evaluating employees working at the enterprise and during the recruitment of additional personnel.