Компетентність працівників апарату управління підприємства: поняття, аспекти, властивості, оцінювання

Abstract

У статті проаналізовано наявні підходи до визначення поняття “компетентність” впродовж тривалого проміжку часу, за який воно еволюціонувало; розглянуто зміст цієї категорії та деякі різновиди; запропоновано авторське уточнення терміну з урахуванням різних аспектів у відношенні працівників апара- ту управління підприємства. Виявлено і конкретизовано основні властивості компетентності з врахуванням поділу на основні і специфічні; запропоновано критерії/показники оціню- вання компетентності працівників апарату управління в системі кадрового забезпечення підприємства.

Growth of competition, globalization, structural changes in the labor market in the system of requirements of employers to potential employees form a permanent dynamic update in the views of scientists, entrepreneurs, managersin relation to the criteria for selecting staff for the respective positions of the management apparatus to achieve the goals of the organization. The management apparatus is a complex, coordinated system, part of the organization's management subsystem. Variability, versatility and complicacy of predicting the dimension and nature of changes in the external environment require the owners of enterprises to recruit staff with characteristics that would allow them to professionally, promptly and adequately respond to existing and possible situations, taking into account the interests of interest groups of influence. In accordance, the efficiency and effectiveness of such responses by the management of an enterprise is in the concept of competence of management personnel. The review and analysis of the interpretation of the concept of “competence” allows us to generalize that this concept is complicated (as a rule, it allows to achieve more than one goal), collective (as a rule, is a set of constituents, other unit concepts), multivariate. Since, in fact, the term itself is on the verge of pedagogical and managerial use, it is expedient to interpret its meaning depending on origin, purpose and measurement. Competence in the broadest sense covers a set of knowledge, skills, abilities and features of personality. These components should be considered as a kind of toolkit for performing certain activities, labor. At the same time, the manager at the enterprise fulfills his direct functional duties according to the position and staff list, using the acquired competencies. Every competence that owns an employee of a managerial staff of an enterprise is characterized by a certain level of development, necessity, sufficiency, expediency. That’s why it is important to assess the level of formation and development of competence of the manager, which causes the existence of such a characteristic as an empirical assessment. In other words, the expression of competence points to an evaluational or empirical aspect consideration while the concept is under investigation. This approach allows us to highlight several aspects of the concept: resourceful (instrumental, functional) and empirical. Analysis of the content, characteristics and specifics of management activity allows to allocate a number of properties of competencies of employees of the administrative apparatus, considering the etymology of the concept, the logic of forming interrelations among its components. The revealed properties should be summarized in two blocks: general (flexibility, additivity (cumulativity), evolutionary, emergence, measurability (empiricity), elasticity, relevancy) and specific (interdisciplinarity, synergy, discrepancy, heterogeneity (multiplicity), dynamism, functional limitations, prognosticity). During the process of assessment of the level of competence of the employee of the managerial staff in the office, ettention should be payed to the parameters of the implementation of works, i.e. functional responsibilities; for this purpose, the parameters of accuracy (quality, timeliness and compliance) should be used.