Larysa Gorodianska
https://orcid.org/0000-0002-4482-1690
SYSTEM FOR ASSESSING MANAGERS’ COMPETENCY POTENTIAL: METHODOLOGICAL ASPECT
Full text (pdf)
Language: Ukrainian
Abstract. The professionalism of operational management employees, the high level of development of their key competencies and the systematic updating of these competencies are critical factors in ensuring the competitiveness and efficiency of enterprises in an unstable market environment and a constant shortage of economic resources. The article substantiates the methodological foundations for creating a system of prompt assessment of the competency potential of operational management employees and the level of its renewal using e-learning and testing tools. This constitutes the main objective of the study. The typology of competencies that constitute the competency potential is generalised as follows: professional-technical, analytical, managerial, communicative and personal competencies.
A proposed assessment system consists of substantive and procedural parts. It is established that within the substantive part, criteria and indicators for the assessment of each competency are developed. The procedural part ensures the implementation of the assessment process using electronic technologies. A functional model has been developed, which allows for a quantitative assessment of the level of competency potential, determining an integral indicator and establishing a level – from optimal to unsatisfactory – in order to identify the need for its renewal. The results of the practical application of the assessment system are presented using the example of an automated interview with a candidate for a managerial position in an enterprise. A specific methodological approach to creating a system for prompt assessment of the competency potential of operational management employees and the level of its renewal is proposed. This approach is universal and can be used in the processes of personnel selection, certification, recertification and professional development of employees.
Keywords: operational management, renewal, competency potential, assessment, criterion, indicator, human resource management.
https://doi.org/10.32987/2617-8532-2025-1-69-84
A proposed assessment system consists of substantive and procedural parts. It is established that within the substantive part, criteria and indicators for the assessment of each competency are developed. The procedural part ensures the implementation of the assessment process using electronic technologies. A functional model has been developed, which allows for a quantitative assessment of the level of competency potential, determining an integral indicator and establishing a level – from optimal to unsatisfactory – in order to identify the need for its renewal. The results of the practical application of the assessment system are presented using the example of an automated interview with a candidate for a managerial position in an enterprise. A specific methodological approach to creating a system for prompt assessment of the competency potential of operational management employees and the level of its renewal is proposed. This approach is universal and can be used in the processes of personnel selection, certification, recertification and professional development of employees.
Keywords: operational management, renewal, competency potential, assessment, criterion, indicator, human resource management.
https://doi.org/10.32987/2617-8532-2025-1-69-84
References:
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24. Chayka-Petegyrych, L. (2023). Optimization of multicultural business relations on the basis of cross-cultural management. Efektyvna ekonomika, 4. DOI: https://doi.org/10.32702/2307-2105.2023.4.42 [in Ukrainian].
25. Levchenko, A., & Kovalenko, S. (2023). Directions for improving operational management in the context of ensuring sustainable development of an organization. Central Ukrainian Scientific Bulletin. Series: Economic Sciences, 10(43), 133-142. DOI: https://doi.org/10.32515/2663-1636.2023.10(43).133-142 [in Ukrainian].
26. Gorodianska, L. (2024). Modeling and assessment of renewal level of person’s competence potential. Journal of Strategic Economic Research, 2, 74-92. DOI: https://doi.org/10.30857/2786-5398.2024.2.8 [in Ukrainian].
2. Leskova, S. (2023). A competent approach in managing the personnel potential of the modern enterprise. Transformational Economics, 3(03), 26-31. DOI: https://doi.org/10.32782/2786-8141/2023-3-5 [in Ukrainian].
3. Kuzmenko, O. (2016). Competence of personnel enterprise: theoretical aspects. Efektyvna ekonomika, 1. Retrieved from http://www.economy.nayka.com.ua/?op=1&z=4767 [in Ukrainian].
4. Gorodianska, L. (2022). Structure of reconstitution of the human intellectual potential: innovative aspect. Educational Analytics of Ukraine, 2(18), 99-111. DOI: https://doi.org/10.32987/2617-8532-2022-2-99-111 [in Ukrainian].
5. Vynnychuk, R. (2023). Research on the role of competency matrix in human resource management. Current issues in modern science, 11(17), 97-106. DOI: https://doi.org/10.52058/2786-6300-2023-11(17)-97-106 [in Ukrainian].
6. Liubchenko, N., Onyshchuk, O., & Marchuk, H. (2022). The “360 degree” method in the management of general secondary education in the context of professional standards of Ukraine. New pedagogical thought, 112(4), 3-12. DOI: https://doi.org/10.37026/2520-6427-2022-112-4-3-12 [in Ukrainian].
7. Tsalko, T., & Nevmerzhytska, S. (2019). System of key performance indicators as a guarantee for efficient management of business processes in the company. Problems of Systemic Approach in the Economy, 6(74), 160-167. DOI: https://doi.org/10.32782/2520-2200/2019-6-46 [in Ukrainian].
8. Dotsenko, Ye. (2018). Concept and satisfaction of personnel assessment. Bulletin of the National Technical University “Kharkiv Polytechnic Institute”, 20(1296), 55-59. Retrieved from https://repository.kpi.kharkov.ua/server/api/core/bitstreams/f1418ab4-4194-4636-a112-77cf7275562d/content [in Ukrainian].
9. Syvolap, L., & Halitsyna, A. (2021). Research of modern methods of personnel assessment. Efektyvna ekonomika, 11. DOI: https://doi.org/10.32702/2307-2105-2021.11.24 [in Ukrainian].
10. Mala, I. (2022). Distance learning as an effective tool of management education. Scientific Notes of the University “KROK”, 2(66), 132-151. DOI: https://doi.org/10.31732/2663-2209-2022-66-132-151 [in Ukrainian].
11. Potryvaieva, N. (2015). Balanced scorecard as an analytical tool of increase of efficiency of functioning of enterprises. Efektyvna ekonomika, 12. Retrieved from http://www.economy.nayka.com.ua/?op=1&z=5092 [in Ukrainian].
12. Dankiv, Y., & Makarovych, V. (2017). Efficiency of enterprise activity: analytical aspects. Accounting and Auditing, 6, 30-40. Retrieved from https://dspace.uzhnu.edu.ua/jspui/handle/lib/16256 [in Ukrainian].
13. Tylchynska, S., Kyrychenko, S., & Savits’kyj, N. (2018). TQM model as a tool which increases the level of products’ competitiveness of domestic enterprises. Investytsiyi: praktyka ta dosvid, 8, 14-17. Retrieved from http://www.investplan.com.ua/pdf/8_2018/5.pdf [in Ukrainian].
14. Motiso, D. (2025). Capability Maturity Model (CMM): A Definitive Guide. Indeed. Retrieved from https://www.indeed.com/career-advice/career-development/capability-maturity-model.
15. Aksak, N., & Tatarnikov, A. (2023). Review of e-learning management systems. Conference proceedings of the International Center for Scientific Research, 131-136. Retrieved from https://archive.mcnd.org.ua/index.php/conference-proceeding/article/view/410 [in Ukrainian].
16. Abrahams, T. O., Farayola, O. A., Kaggwa, S., Uwaoma, P. U., Hassan, A. O., & Dawodu, S. O. (2024). Cybersecurity awareness and education programs: a review of employee engagement and accountability. Computer Science & IT Research Journal, 5(1), 100-119. DOI: https://doi.org/10.51594/csitrj.v5i1.708.
17. Gafiyak, A. (2018). IT-technology and business intelligence. Economy and Society, 15, 933-937. Retrieved from https://economyandsociety.in.ua/journals/15_ukr/143.pdf [in Ukrainian].
18. Logvinenko, B. (2022). Study of artificial intelligence tools in the management of the behavior of economic agents in the digital space at enterprises. The Journal of V. N. Karazin Kharkiv National University. Series: International Relations. Economics. Country Studies. Tourism, 15, 45-53. DOI: https://doi.org/10.26565/2310-9513-2022-15-05 [in Ukrainian].
19. Polishchuk, Y., & Ivashchenko, A. (2019). Methodology for calculating key performance indicators (KPIs) for using various financial and credit instruments by SMEs. Efektyvna ekonomika, 2. DOI: https://doi.org/10.32702/2307-2105-2019.2.9 [in Ukrainian].
20. Slobodyanyk, O. (2021). Immersive technologies in the works of domestic and foreign scientists. Academic Notes. Series: Pedagogical Sciences, 201, 120-124. DOI: https://doi.org/10.36550/2415-7988-2021-1-201-120-124 [in Ukrainian].
21. HURMA. (2019). 30+ apps for recruiters and HR professionals. Retrieved from https://hurma.work/blog/30-dodatkiv-dlya-rekruteriv-ta-hr-iv/ [in Ukrainian].
22. Zorenko, K., & Hrytsenko, I. (2019). Formation of key competences for lifelong learning. Youth & Market, 6(173), 52-55. DOI: https://doi.org/10.24919/2308-4634.2019.174459 [in Ukrainian].
23. Taranych, O. (2020). Adaptation of the enterprise operational management system in the conditions of digitalization of the economy of Ukraine. Economiсs and organization of management, 4(40), 143-152. DOI: https://doi.org/10.31558/2307-2318.2020.4.14 [in Ukrainian].
24. Chayka-Petegyrych, L. (2023). Optimization of multicultural business relations on the basis of cross-cultural management. Efektyvna ekonomika, 4. DOI: https://doi.org/10.32702/2307-2105.2023.4.42 [in Ukrainian].
25. Levchenko, A., & Kovalenko, S. (2023). Directions for improving operational management in the context of ensuring sustainable development of an organization. Central Ukrainian Scientific Bulletin. Series: Economic Sciences, 10(43), 133-142. DOI: https://doi.org/10.32515/2663-1636.2023.10(43).133-142 [in Ukrainian].
26. Gorodianska, L. (2024). Modeling and assessment of renewal level of person’s competence potential. Journal of Strategic Economic Research, 2, 74-92. DOI: https://doi.org/10.30857/2786-5398.2024.2.8 [in Ukrainian].