Transferable competencies of HR manager under global socio-economic changes

Abstract

Accelerated digitalization, uncertainty, rapidly changing work environment, and the spread of remote employment due to quarantine restrictions caused by the COVID-19 pandemic have led to differentiated requirements for HR managers in different sectors of the economy and the need to get quickly adjusted to new working conditions. This implies an increased importance of transferable competencies for HR managers, especially in advancing their flexibility and expanding employment opportunities. That is why the study aims to develop a universal model of transferable competencies of HR managers based on the analysis of global and local trends in demand on the labor market. Furthermore, a methodological approach is used to assess these trends based on behavioral indicators in rapidly changing conditions. The paper used a comparative analysis of the international experience in forming HR competencies and trends in demand on the Ukrainian labor market. The findings highlight the current transferable competencies of HR managers. They included the abilities to communicate effectively, use digital technologies confidently, work in multitasking mode, manage people and projects, effective self-management, and work in a team. The developed model of transferable competencies of HR managers and methodical approach to their assessment based on behavioral indicators provide an opportunity to diagnose the level of their development for effective work of HR managers in a distant mode, opportunities for trans-professionalism, and career growth.

Managerial competencies in the training of specialists in public and corporate management in Ukraine

“…Additionally, the interval method determined the methodological basis of the statistical summarization and grouping of the obtained results. Here, four levels of their demand in the labor market are found: low -the frequency of demand for competence is below 25%, medium -from 25 to 50%, high from 50 to 75 and very high -more than 75% (Kolot et al, 2022).…”

“…However, after conducting a thorough study of the current demand among the trends in the development of key management competencies in the future, the following can be distinguished: problem-solving, people management, communication, creative thinking, and digital Source: Authors' elaboration. The ability to solve problems will remain one of the sought-after skills among employers (Kolot et al, 2022). In many companies, responsibilities are structured and transparent for most entry-and middle-management positions, and performance is predictable.…”

“…They proposed promising directions for the use of the HR competence model for the development of professional standards and the improvement of educational services. Kolot et al (2022) developed a universal model of the HR manager's transferable competencies and a methodical approach to assessing behavioral indicators. Voloboeva et al (2021) investigated the social and personal aspects of the competence of an employee who switched to a remote work format.…”

The influence of project manager competencies on the success of construction projects: A case of Indonesia

“…Project success depends on the manager's ability to communicate with the project members, maintain maximum performance, have negotiation skills, and enhance work discipline. The success of a project is influenced by good combetween all stakeholders in the project (Kolot et al, 2022). Problems can be resolved if communication between project stakeholders is open and honest (Coldwell et al, 2019).…”

Competitiveness of the Ukrainian labor market in the context of modern global challenges

“…Загалом всі проєкти стосувались значних та жорстких обмежень які радше нервують і злять людей, ніж захищають їх від коронавірусних ризиків [3]. В цілому ж вплив пандемії на український ринок праці призвів до значного зниження потреби залучення зовнішньої робочої сили в економічну діяльність [22].…”