Personnel certification is one of the most effective tools for implementing human resources development processes and procedures. By certifying employees, either enterprises, institutions or organizations strive to expand their capabilities by acquiring new or improving already existing knowledge, skills, abilities and experience in order to improve the efficiency of performing professional duties. The purpose of the article is theoretical and methodological justification, practical testing and evaluation of personnel certification processes using design thinking procedure. The research goal is achieved by setting and solving the following tasks:- to investigate the theoretical and methodological basis of design thinking procedure, to establish the possibilities and ways of its practical application in the processes of human resource development of the organization;- to improve the implementation of international certification processes for professional drillers with the help of the prototyping tool; - to develop recommendations and evaluate the influence on the certification procedures according to the international standards.The draft study presupposes the analysis of the preparatory and final stage of international certification of oil and gas enterprises personnel, as well as the development of recommendations for their improvement, by using design thinking procedure. The study combines methods of quantitative and qualitative analysis. In particular, statistical analysis tools are used to study the results and evaluate the influence on personnel certification. Qualitative methods are used to establish intellectual, psychological and professional options of a person, by applying prototyping tools. Based on the results of the study, it is planned to obtain:» design thinking procedure integrated into the process of international personnel certification of oil and gas enterprises, which will increase the efficiency of human resources development;» improved approach to the organization of international certification procedures for professional drillers, which is based on the use of prototyping tools;» a list of influences on the certification procedures according to international standards and an approach to their evaluation.
Introduction. The article is devoted to the problem of development of managerial human capital of national healthcare institutions as a basis for ensuring medical sphere effective reform. The relevance of the research is due to the high degree of implemented and planned changes dependence in the field of medicine on the knowledge, skills, skills and experience of representatives of medical institutions governing bodies. Purpose. The article analyzes the existing requirements and recommendations for the implementation of the processes of providing medical institutions with leading staff of the relevant qualification and the trajectory of its development, which became the subject of research. Attention is drawn to the need to improve approaches to the development of managerial human capital in health care facilities, taking into account the intellectual economy conditions characterized by the dominance of intangible resources. Method (methodology). Usage the approach proposed by the American psychologist E. Giselli and domestic scientists research allowed to form a graphical dependence of medical institution effectiveness on the level of management corps human capital development. In this case, the scenarios of the activity of the healthcare institution are defined and characterized, depending on the chosen trajectory of managers development. Based on the results of the substantiation of the medical institution activity optimistic scenario, a profile of manager competencies is formed in the form of professional competences and personal qualities. Results. The conducted survey of existing and potential managers of medical institutions allowed to establish the degree of importance of the developed characteristics for this category of managers. The results obtained and elaborated according to the developed methodology show the highest degree of importance for such personal characteristics as «human orientation» and «innovative ability». Proposals for improving the development of managerial human capital of medical institutions were offered in form of a list of manager abilities, skills and skills, as well as opportunities for their acquisition in the system of training managers of the medical industry.
Based on the theoretical analysis of possible options for interaction between the parties to international negotiation processes, presented in the form of a typical negotiating pair, namely a system of two functional units, negotiating groups from the parties, each of which can use well-known searching and decision-making technologies to achieve mutually beneficial and mutually acceptable solutions in the absence of the Best Alternative To a Negotiated Agreement (BATNA), the article demonstrates that the results of interaction and negotiations between two independent functional units depend on the value of so-called coefficients of their subjectivity calculated as a ratio of the number of objects of its influence to the number of subjects in the system of public administration, which can influence the behaviour and decisions of the group. The article proves that in the absence of the Best Alternative To a Negotiated Agreement (BATNA), the subjectivity coefficients of the parties should be approximately equal. It demonstrates that the subjectivity of national negotiation groups in the field of energy diplomacy is low and determines that an increase in the level of their subjectivity can be facilitated through the establishment of a specialised energy diplomatic structure subordinate to the Presidential Administration of Ukraine, which will hire specialists with professional diplomatic education and experience in the field of the national economy energy provision, thus minimising the influence of the factors aimed at a deliberate deformation of the latter in favour of foreign strategic players, corruption schemes of internal business structures, their associations, etc. on the national energy diplomacy and the concluded international treaties.
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