The concept of competence-based approach in human resource management

Кибанов,; Чуланова,; Митрофанова,; Коновалова,

doi:10.12737/852

Cited by 4 publications

(5 citation statements)

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“…8, No. 5;2015 • Strong Labor union of RSSU employees-the system of social protection for each member of RSSU team including the "health" program providing improvement of employees' health.…”

Section: Resultsmentioning

confidence: 99%

“…8, No. 5;2015 Defining functional duties of executive officials, the most important objectives of RSSU effectiveness increase were taken into account. Job descriptions must be connected with employees' plans for an accounting period directly (Kirillov, 2014, p. 104).…”

Section: Methodsmentioning

confidence: 99%

“…8, No. 5;2015 hours, stimulates the development of skills and professional development of the worker.…”

Section: Calculation Of An Employee's Awardmentioning

confidence: 99%

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The Development of Technology for Higher Education Institution’s Administrative Personnel Assessment

Bakhtina¹,

Kirillov²,

Matyash³

et al. 2015

IES

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The main approaches for development of assessment technology of higher education institution's administrative personnel are considered in this article. Alongside with it the following is defined: purposes, formation principles, indicators and criteria of the assessment system, rating scale, the procedure and order of assessment process of higher education institution's administrative personnel personal performance. Criteria of an assessment of personal efficiency of employees of higher education institution are considered in case the employee significantly exceeds expectations ("image" of a perfect employee), exceeds expectations, meets expectations, needs an improvement and doesn't meet expectations ("image" of the bad employee). The procedure of payments of the individual size of an award of the worker proceeding from the received assessment is shown.Keywords: procedure of personnel assessment, system of higher education institution's assessment, balanced system of indicators, jobs grading, assessment technology of higher education institution's administrative personnel personal performance

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Section: Resultsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

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The Development of Technology for Higher Education Institution’s Administrative Personnel Assessment

Bakhtina¹,

Kirillov²,

Matyash³

et al. 2015

IES

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“…Эксперты считают, что быстро справить с проблемой недостатка молодых кадров не представляется возможным, так как происходит естественное старение кадров, что неизменно повлечет за собой и невозможность технологических обновлений, в связи с отсутствием контингента, способного к переобучению [6].…”

Section: Discussionunclassified

Key areas of staffing at the enterprises of the North-West region

Armashova-Telnik

Bobovich

2022

Vestn. Voronež. gos. univ. inž. tehnol.

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The human capital of an enterprise is the main resource of every organization, the quality and efficiency of which largely depend on the results of the company's activities and its competitiveness. Labor resources set in motion the material elements of production, create a product, value and surplus product in the form of profit. By investing in staff and creating comfortable conditions for the professional growth of employees, a business entity can count on a greater profit than investing only in solving production tasks. Which is consistent with the objectives of the Regional Staffing Standard and ensures interdepartmental cooperation in the regions on staffing issues of the regional economy, improving the efficiency of these processes, developing human resources for the long term, attracting and retaining human resources, training and retraining of highly qualified personnel in accordance with the international standards and market requirements, allows you to monitor the effectiveness of the implementation of regional personnel policy, systematize modern management practices, mechanisms and tools for staffing. At the same time, it is necessary to have a clear and objective situational picture of the causes of the current conjuncture in the staffing sector. What causes the need to analyze the prerequisites for the directions of development, the motives for the increase in the turnover of human resources, etc. The article analyzes the main reasons for the dismissal of employees of industrial enterprises of the North-Western District, highlights the opportunities provided by the enterprise for the development of human resources.

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“…Прежде всего, в исследовании использованы наработки разных ученых по вопросам компетентностного подхода, сущности и структуры компетенций, их Цифровые компетенции команд проектов... роли в управлении персоналом организаций. Эти и иные аспекты отражены в работах А. Я. Кибанова, И. Н. Колобовой, В. Г. Коноваловой, Е. А. Митрофановой, Е. В. Петровой, М. Спенсер, Л. Спенсер, О. М. Шариповой, О. Л. Чулановой [4,5,6,10,19,20]. В работах этих авторов компетентностный подход позиционируется как особый способ управления персоналом на базе оценки и развития компетенций.…”

Section: ключевые словаunclassified

Digital competencies of university transformation project teams from different countries

Apenko

2022

TSU Herald. Soc Econ Law Res

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At the moment, many authors are exploring the issues of digitalization of universities and the need to develop digital competencies. The importance of transferring project activities to a digital platform is also actively discussed. However, the problem of the lack of sound digital competencies for university transformation project teams is relevant and has not yet been fully resolved in many countries. In accordance with this, the purpose of the research presented in the article was to identify a set of digital competencies that are most important for the implementation of transformation projects of universities in different countries. The scientific hypothesis tested in the course of the research sounds like an assumption that a certain set of digital competencies of team members is required for the success of transformation projects and their significance in the overall structure of competencies is high. The conclusion hypothesis was the statement that digital tools and the corresponding digital competencies are currently being used insufficiently by universities. The study was conducted in 2021-2022 in two stages using semi-structured interview and questionnaire methods. The questionnaire survey was conducted in four countries — Russia, Georgia, Serbia, and Iran. The survey covered 203 experts — representatives of universities in these countries with extensive experience in project activities. Interviews were conducted with 116 representatives of the administrative and managerial staff of five major universities in Russia. The main results were: firstly, the influence of competencies on the success of university transformation projects was confirmed; secondly, the high importance of digital competencies in the structure of other groups of competencies required for teams of university transformation projects is revealed; thirdly, facts are presented that indicate that digital competencies are used, but to an insufficiently high degree. These results have scientific novelty, as they contribute to the development of the concept of competence approach, clarifying digital competencies, as well as the development of project management, clarifying the requirements for the qualitative parameters of project teams in the context of digitalization of universities. The practical significance of the study is that universities receive information about the directions of development of digital competencies of transformation project teams.

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The concept of competence-based approach in human resource management

Cited by 4 publications

References 0 publications

The Development of Technology for Higher Education Institution’s Administrative Personnel Assessment

The Development of Technology for Higher Education Institution’s Administrative Personnel Assessment

Key areas of staffing at the enterprises of the North-West region

Digital competencies of university transformation project teams from different countries

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