Specificity and Effectiveness of the Programs for the Development of Managerial Competencies of Personnel Reserve

Abstract

The article analyses the experience of the National Research Nuclear University «MEPhI» (hereinafter the University) in the field of formation of managerial competences of the personnel reserve. The authors dwell on the features of implementation of training and developing programs in the field of additional professional education, discuss the issues of the efficiency and effectiveness of realization of training actions. The model of formation and development of the personnel reserve of the University is oriented primarily on solving the problems of increasing competitiveness by enforcing the competencies of high-potential employees in the following key spheres: performance management, goal-setting, motivation, effective communication, time management, planning, organization and control. The model is based on the best practices of domestic and foreign high-tech corporations and educational organizations, primarily using the experience of Rosatom State Atomiс Energy Corporation. The personnel reserve is considered as a competitive advantage in improving the efficiency and effectiveness of activities within the framework of strategic development and implementation of target promising high-tech and knowledge-intensive projects and programs.

Visualization of the Processes of Performance Management and Evaluation of the Personnel Potential of the University

“…According to the authors opinion, the main task in constructing a system of visual models based on specialized information tools [3,4] is to develop a well-thought-out methodology for forming a system of performance indicators based on the tree of goals of an educational organization, experience in operational and financial activities, activities in the field of personnel management [6,7].…”

“…Within the framework of the model of the cyclical process of strategic management by goals, it is necessary to maintain the availability of software tools [5] that synchronize the strategic goals of the organization, plans and monitoring of their implementation, taking into consideration the formation of goals tree. It is possible to visualize the distribution of responsibility for the hierarchical relationship of indicators and to ensure the comparison and decomposition of the created system of indicators on the maps of employees' key performance indicators [6], using a visual geometric interpretation of planning processes.…”

“…18. Visual model of the University's personnel reserve [6] During the transition between the levels, the formation of an individual development plan is implemented, focused on the development of the necessary set of competencies, knowledge, skills and abilities used by the employee in their daily work [6,7,8,11].…”