Authors
Katunova V.
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Degree
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PhD in Biological Sciences, Docent, Associate Professor, SUNN (N. I. Lobachevsky State University of Nizhni Novgorod — National Research University) |
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E-mail
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katunova@mail.ru |
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Location
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Nizhny Novgorod |
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Articles
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Social and psychological assessment of competitive position of the employeeIn article possibilities of application of a system rating method for an assessment of competitiveness of staff of the organization are described. The system of methods joins an assessment of personal potential, social and psychological characteristics, level of professional and administrative competence of employees. Result of this method is the rating of a business assessment of specialists of the organization, visually representing relative potential of employees and being scientifically reasonable indicator for further personnel changes.
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Specificity of professional and personal competences of managers as basis of their competitivenessResults of research of distinctions between complexes of significant professional and personal
qualities of managers of different action areas on studying of levels of optimum development of
their competences are presented. The allocated complexes of key professional and personal competences
can be a basis for formation and development of competitiveness of managers of these
areas of professional activity. Data of the analysed works allowed to establish the general structure
of the professionally important competences (PIC) of managers of various fields of activity. In this
structure along with the general basis including key professional competences of the manager also
differentiating competences for managers of various areas of professional activity are marked out.
These characteristics define competitiveness of the manager in each area of work. The cluster
analysis of distribution of professional areas of managers on expressiveness of their PIC allowed
to distribute their professional requirements into 3 clusters. Cluster distribution of professional and
personal competences of managers of various action areas allowed to divide them into 4 clusters.
These clusters divide the general structure of professional competence of the manager on levels
of its development. The cluster of PIC which have the greatest value for determination of competitiveness
of managers from a position of predictive approach to development of professional and
personal competence is allocated.
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