actuality of topics

Successful implementation of reforms in our country by the great world will lie in the face of its personnel security. It is not for nothing that the problem of training highly qualified personnel, the replenishment of personnel work, the formation of a personnel reserve is also considered a priority in management practice.

The current step to the management of organizations comes from the implementation of the ideology of optimal management of "human resources", the most advanced development of the possibilities of "human potential", and its multiplication in the sphere of the sub'єkta practice that organization. At zvyazku z tsim at the center of respect for the new paradigm of management is a group of people who work in the organization. Today, the organization is successfully competing in the market, as it is not only technologically efficient, but it ensures the development of its human resources, generation, generation and promotion of new ideas. In connection with this, the role of personnel services and the subjects of personnel work is significantly growing. The nature of their activity is radically changing. The leaders of modern personnel services are seen not as viconauts and stationery practitioners, but as active participants in personnel policy, subjects of personnel decisions, architects of personnel processes and personnel management (Bazarov T.Yu., Belyaev A.S., Derkach A.A., Zhidaev S.S., Sviridova JI.B., Sitnik S.N., Turchinov A.I. and ing). At the same time, the crime of vikonannya traditional heads of professional selection, selection and placement of personnel and other. A lot of personnel services are included until the completion of labor improvement nutrition - recruitment, professional career planning, development and implementation of programs for special professional development and a lot of other things. In connection with the CIM, the number of specialists in the field of qualifications and professional competence of the practitioners of the current personnel services has grown significantly. The fahіvtsі of modern personnel services is due to the high riven of professional competence and її special types, various kinds of thoughts, including psychological, special special professional qualities.

Looking back at those who are responsible for the current personnel services to actively contribute to the management of the organization's human resources, it is especially important to lay down their psychological knowledge and understanding, to ensure psychological competence. The very psychological competence secures that system of the necessary psychological professional knowledge and in the meantime, as it allows to effectively improve the current personnel management of the development of personnel potential, the realization of the capabilities of the “human warehouse” (Bodalev A.A., Vegerchuk Zakіn, Derkazik I.E., V.G., Stepnova JI.A. and in.). cim development of psychological competence of fahivtsіv and kerіvnіkіv of personnel services є important mental security of efficiency of their activity in the current situation.

At that very hour, the urgency of this task has been swayed by the needs of the practice of personnel work, and it is connected with the work of the molded wipe. Analiz will become a problem and in Denmark for the hour of iznuly grinding miga muds to the professionalism of submarines of the Council of special knowledge, nasamp, psychologists about the guts of the Professor, racialism, racialism, racialism, racialism

Diya tsієї superechnostі, nebkhіdnіst razrobki scientіcal and methodical ambush zaspechennya effektivnoї іyalnostі fahivtsі v suchasnyh personnel services zoomed urgency tsgogo doslіdzhennya.

Stan problems doslіdzhen

Problems of activity of fahivtsiv and kerіvnіkіv of cadre services are rebuying from the subject field of various sciences - sociology, psychology, acmeology, personnel science, theory of management of organizations and others. Zvіdsi breadth and raznoplanovіst dolіdzhenі otrimanih rezultіvі.

In psychological studies, special respect was given to personnel strategies and personnel policies of organizations (Bazarov T.Yu., Malinovsky N.V. and in.) V. M., Sviridova L. V., Turchinov A. I.); selection, recruitment of personnel placement, formation of a reserve (Bizyukova I.V., Goncharov O.M., Kovalova T.V., Ognev A.S. Sulemov V.A.), professional careers (Lotova I.P., Mogilovkin Є.A. "). Conducted further assessment of methods of non-instrumental psychological diagnostics for the merit of personnel work (Bogdanov E.N., Zazikin V.G., Konyukhov N.I. and in.). »: a systematic view of personnel activities (Voychenko E.G., Grachov M.V., Egorshin A.P. and in.), personnel work and technological equipment (Bogachov V.F., Durakova I.B., Kabakov VS ta in.), psychological officer of personnel work (Blinov B.V., Bodrov V.A., Zazikin V.G. and in.); S., Naumov A.I. and in .. For special respect, the merits of the psychological success of the professional activity of the staff of the personnel departments (Drozdov I.M.,

Sitnik S.N.) and problems of personnel management (Derkach A.A., Dyachkova E.V., Zhidaev S.S. and in.).

In the rest of the years, the characteristics of the subjects of personnel work became the objects of psychological and acmeological studies. At one time, the problem of їhnої professional competence, especially її important warehouse psychological competence, was not enough. In isolation, the nutrition of psychological and acmeological security, the development of psychological competence, the search for ways, minds and factors in the optimization of personnel activity, were considered.

In this way, the problem of the psychological competence of the fahivtsiv of personnel services and the її psychological and acmeological security, in fact, has become unbroken, irrespective of the obvious relevance and scientific and practical significance.

Depending on the relevance of the problem of research, insufficient diversity, theoretical and practical significance, the topic of research was assigned, the task and the hypothesis were formulated, the subject and object of research were grounded.

Meta research - to define the structure and the zmіst of psychological competence of fahіvtsіv of personnel services, psychological and acmeological mind and factor of productive development.

The object of follow-up is the psychological competence of the faculty of personnel services.

The subject of the study is the formation of the psychological competence of the faculty of personnel services and the determinants of development.

Follow-up hypothesis

Psychological competence is a warehouse and important mental professionalism and specialty of the faculty of personnel services, which is to become their professional competence. Psychological competence is a structured area of ​​professional knowledge in the presence of a system of special psychological and acmeological knowledge and knowledge.

A high level of psychological competence allows the faculty of personnel services to ensure the effectiveness of their professional activity in the sphere of human resource management of an organization, their application, personnel management, the achievement of a productive special-professional development of personnel.

Psychological competence can control the structure, equal development. At її zmistі priority є socially-perceptual competence.

A productive development of the psychological competence of the fahivtsiv of personnel services can be found in the presence of low objective and subjective minds and factors, which can be algorithmic. The development of the psychological competence of the fahivtsiv of personnel services is dotsilno zdiisnyuvati z the most important selections of psychological and acmeological methods and technologies.

Follow-up task:

1. To study the problem of research, to systematize psychological and acmeological work from the problem of competence and eight kinds of research, up to the method of dissertation research.

2. Clarify and concretize the psychological aspect of the activities of the fahivtsiv of current personnel services, their professional and special competencies, psychological special professional qualities.

3. Empirical psychological and acmeological research on the psychological competence of the fahivtsiv of personnel services, revealing and describing the psychological and acmeological features of development.

4. Development of a psychological and acmeological system description of the psychological competence of specialists in personnel services.

5. Develop an algorithm for the productive development of the psychological competence of the staff of personnel services and, on its basis, conduct a developing experiment.

6. To systematize the most important psychological and acmeological minds, factors, methods and technologies for the productive development of the psychological competence of the faculty of personnel services.

The theoretical basis of the study is the psychological theory and the concept of specialness that develops (Ananiev B.G., Antsiferova L.I., Bodalov A.A., Lomov B.F., Merlin V.C., Platonov K.K., Rubinshtein S.L. ., Feldstein D.I. and in.), theory of acmeology (Agapov V.S., Anisimov O.S., Bodalov A.A., Derkach A.A., Zazikin V.G., Kuzmina N.V., Laptev L. G. ., Rean A.A., Seleznyova E.V., Solovyova N.V. and in.), Psychological and acmeological concepts of professional, psychological and acmeological competence of subjects of activity (Derkach A.A., Vegerchuk I .E., Zazikin V.G., Kuzmina N.V., Kulikova E.V., Makarov S.V., Markova A.K., Seleznyova E.V., Stepnova L.A., Rean A.A. ., Fedorkina A.P., Fominikh A.F. and іn), psychological and acmeological follow-up of personnel work and professionalism of faculty and personnel departments (Derkach A.A., Drozdov I.M., Dyachkova O.V., Zhidaev S.S., Sitnik S.N. and in.).

The methodological basis of the dissertation research is the deep and private methodological ambush of psychology and acmeology, the principles of psychological and acmeological empirical research.

Follow-up methods. The dissertations included the following research methods: fundamental scientific methods (theoretical analysis, study, synthesis); empirical psychological and acmeological methods (questionnaires, expert assessments, discussions, caution, interviews); developmental experiment.

Емпіричну базу досліджень склали результати експертної оцінки (24 експерти), анкетного опитування (120 фахівців та керівників кадрових служб державних та недержавних організацій, регіональних та муніципальних адміністрацій), дискусії індивідуальні співбесіди (53 спеціалісти кадрових служб), розвиваючого експерименту (4 експерти та 24 учасників ).

The main scientific results, otrimani especially zdobuvach that їх scientific novelty

Встановлено, що психологічна компетентність фахівців сучасних кадрових служб організацій є важливою складовою частиною професійної компетентності, що є системою спеціальних психологічних знань про закономірності, механізми, спонукальні причини поведінки, діяльності^ спілкування та відносин людини в процесі професійної діяльності- та взаємодій, значущих для проведення сучасної personnel work.

It is shown that the psychological competence of the specialists of personnel services is the most important development of social and perceptual competence. It has been established that the main warehouse psychological competence of the fahivtsiv of personnel services is social and perceptual competence, otherwise, the psychological competence is related to it functionally. Structural-psychological competence of fahivtsіv current personnel services є functional unity of advancing warehouse: cognitive, regulative, reflexive-status, normative and communicative, as they appear in their line of work in motivational-special quality and operational mental psychology. The criteria for the development of psychological competence are equal, the productivity of special professional development and self-development.

It was revealed that a specific aspect of the psychological competence of the subjects of personnel work is related to the psychological characteristics of the objects of personnel work. The stench can have mother characteristics of psychological folding - instability of the state, professional "vigor" part of the teachers, the presence of psychological accentuations and internal conflicts in them, an unstable regime of practice and in. It is productive to interact with such an object for the help of a specialist in the personnel service of a high level of psychological competence and a responsible mind of a practical psychologist.

Following the conduct of psychological and acmeological studies of the psychological competence of faculty members of personnel services:

A comprehensive professional description of the characteristics of the fahivtsiv of current personnel services, as well as their professiogram with elements of acmeography, has been disassembled;

It has been established that the average level of development of the psychological competence of fahivtsiv of personnel services is close to critical values ​​for a remarkably high self-esteem of their development;

It has been shown that it is equal to the development of psychological competence of different fahivtsiv of regional administrative structures and municipal ones;

It is shown that the socially-perceptive skills and mentality of the fahivtsіv zdebіlshy are formed spontaneously on the basis of the individual life experience and outstanding manifestations, the socially-perceptual processes are scalable to the influx of typical psychological phenomena that create social interactions.

A strict tabular systemic description of the main and special characteristics of the psychological competence of specialists of personnel services for structural components - cognitive, regulative, reflexively status and normative - with a description of their psychological change, psychological traits, reduce that determinant of development. The level of developed psychological competence was assigned, the psychological and acmeological description of the high, middle and low levels is presented.

It is proved that the improvement of the level of psychological competence of the faculty of personnel services is significantly influenced by the experiment that is being developed, on the basis of the fundamental psychological and acmeological algorithm and the modular principle of its implementation, which includes the theoretical part, the analysis of specific ones. After the experiment, the coefficient for the development of the psychological competence of fahivtsiv of personnel departments became 24.5% on average.

The main psychological and acmeological minds and factors for the development of psychological competence of specialists in personnel services have been grounded. The deep psychological and acmeological minds need to be updated in this type of professionalism on the basis of the transition of personnel services to new personnel technologies, the creation of an acmeological medium in personnel structures, which stimulates the development and self-development of psychological competence, the development of their psychological and professional services, and acmeological psychologists. Among the most important officials should be the creation of a system for the selection of training in personnel services, the personification of individual work with fakhivtsy of personnel services to improve their psychological competence.

The reliability and reliability of the results of the dissertation research was ensured by the theoretical and methodological evaluations of the problem, the testing of these research methods, the representativeness of the selection, and the re-verification of the results in practice.

Практична значимість дисертаційного дослідження полягає в тому, що розроблені моделі, алгоритм та описи, виявлені психолого-акмеологічні умови та фактори, є основою для індивідуального розвитку психологічної компетентності фахівців кадрових служб, підвищення ефективності професійної діяльності у світлі сучасних вимог до кадрової роботи.

Approbation and implementation of the results of follow-up. Основні положення та результати дисертаційного дослідження доповідалися на засіданнях проблемної групи кафедри акмеології та психології професійної діяльності Російської академії державної служби за Президента Російської Федерації (2005-2008 рр.), наукових семінарах Міжнародного акмеологічного інституту та Міжнародної академії акмеологічних наук.

The materials of the dissertation research will be reviewed during the reading of the special courses “Psychological competence of state servants”, “Acmeology of management”, “Psychology of professional activity of state servants” at the Russian Academy of State Service for the President of the Russian Federation.

Regulations that blame the Zakhist

The effectiveness of the activities of the fahivtsiv of the current personnel services is connected with the accomplishments of the richness of new tasks, which may be a psychological change. Crimean traditional directors of selection, recruitment, placement of personnel, attestation, formation of a personnel reserve - the organization's human resources management, personnel management, personnel "architectonics", application and development of personnel potential. Їhnє solution for the priority development of psychological competence as a necessary mind to professionalism as an important psychological sphere of professional management.

The psychological competence of the faculty of the current personnel services of the organizations is an important warehouse professional competence, a cognitive-regulatory component of the professionalism of the specialty and activity, which should be classified as psychologically complex objects. A practical person has psychological competence with a system of special psychological knowledge and intelligibility, which allow to effectively develop non-instrumental psychological diagnostics, to make psychological forecasts.

In the system of psychological competence of the fahivtsiv of personnel services, the socially-perceptual competence plays a key role. Other types of psychological competence (social-psychological and psychological-pedagogical) are related to it functionally.

The psychological competence of the faculty of current personnel services can be on the same level of the global psychological structure, which includes cognitive, regulatory, reflexive-status, normative and communicative components, which are interchanged with the functional unity. The most important criteria for the development of the psychological competence of the faculty of personnel services are equal, the productivity of the psychological special-professional development and self-development. p align="justify"> The issue of the psychological competence of the fahivtsiv of personnel services on a par with the special richness in what is connected with the psychological characteristics of the objects of personnel work.

The average level of development of the psychological competence of the greater fakhivtsiv of personnel services is close to the critical values ​​for the outstandingly high self-esteem of their development, moreover, it is equal to the development of the psychological competence of the fakhivtsiv of the regional administrative structures of their municipalities. Socio-perceptual processes are scalable to the point of extreme manifestations of psychological attitudes, typical psychological phenomena that promote the adoption of personnel work objects. Socially-perceptive novice and vminnya among fahivtsiv are formed more spontaneously on the basis of individual life experience.

The psychological and acmeological aspect of the psychological competence of the fahivtsiv of personnel services is not subject to systemic authority, so it can be represented as a system that includes cognitive, regulatory, reflexive-status and normative structural components, psychological quality, and understanding of the determinants of development. A specific measure of the psychological competence of the fahivtsiv of personnel services is determined by the level of development - high, medium and low.

The development of the psychological competence of specialists of personnel services should be developed on the basis of a global professional description of the special and professional characteristics of the faculty of modern personnel services, their professiogram with elements of acmeography for the help of a global psychological and acmeological algorithm. An effective implementation of this algorithm is possible for additional experimentation, which is developed on the basis of the modular principle of its implementation, which includes the theoretical part, analysis of specific situations, practical work and control tasks. Relying on this mentality allows you to increase the level of psychological competence according to integral criteria by about a third for a development coefficient of 24.5%.

Загальними психолого-акмеологічними умовами продуктивного розвитку психологічної компетентності фахівців кадрових служб є актуалізація потреби в даному виді професіоналізму на основі переходу кадрових служб на нові кадрові технології, створення акмеологічного середовища в кадрових структурах, що стимулює розвиток та саморозвиток психологічної компетентності, розвиток у них психологічної та акмеологічної culture, education in the personnel services of professional psychologists with the same psychological and acmeological factors є: the creation of a system for selecting a job in personnel services, the personification of individual work with the facsimiles of personnel services to improve the level of their psychological competence. *

Conducted psychological and acmeological investigations brought the significance of the problem of improving the psychological competence of fakhіvtsіv personnel services, especially the time of the transition of new personnel technologies, related to the organization's human resources management, personnel management, the formation of a promising personnel organization architecture. Significant omissions were revealed, the conclusion of some of them was carried out a special psychological and acmeological study. As a result of this investigation, the stage was reached, the task was completed, the hypotheses were confirmed, and new scientific results were taken away. Based on the results of the research carried out, it is possible to create such visnovki.

Теоретико-методологічний аналіз стану проблеми досліджень дозволив обґрунтувати високе теоретичне та практичне значення психологічної компетентності як узагальнюючої наукової категорії та важливої ​​​​якості професіоналізму, що проявляється в різних видах діяльності, у тому числі діяльності фахівців сучасних кадрових служб організацій.

Psychological competence of specialists of current personnel services of organizations is a special kind of psychological competence, specialty, important warehouse professional competence. The zagalnozmistovnomu vіdnoshenі vіn є є system spetіlіnіh znani pro zakonіrnosti, mekhanіzmy, sponukalynі nі causes povedіnki, іyalnostі, splіkuvannya і vіdnosin lyudiny v protsesі professіynoї іyаlnosti і vаєmodіy, znachennya suschasnoї cadre work.

A specific aspect of the psychological competence of the subjects of personnel work is rich in why it is related to the psychological features of quiet, with which professional interactions are established. The stench can have its own characteristics of psychological folding - instability of the state, professional "vigor" part of the teachers, the presence of psychological accentuations and internal conflicts, an unstable mode of practice, which simply complicates the workforce. It is productive to interact with such an object for the help of a specialist in the personnel service of a high level of psychological competence and a responsible mind of a practical psychologist.

The structural-psychological competence of the current personnel departments is a single warehouse part: cognitive, regulatory, reflexive-status, normative and communicative, as they appear in their line of work in the motivational-special quality and operational psychological.

The main warehouse psychological competence of the fahivtsiv of personnel services is social and perceptual competence. Other types of psychological competence - social-psychological, psychological-pedagogical - are connected with it by functional dependencies, and auto-psychological competence is blamed.

A comprehensive professional description of the characteristics of fahivtsiv of current personnel services, as well as their professiogram, has been disassembled.

Дослідження психологічної компетентності фахівців кадрових служб має базуватися на теоретичних положеннях акмеології, психології спілкування, психології особистості, професійної психології, а також провідних методологічних засадах психології та акмеології - системності, комплексності, суб'єкта, активності, розвитку, єдності особистості та діяльності.

Carrying out methods to carry out analysis and analysis of the background, experience, expert assessments, watchfulness for the analysis of professional interactions and communications, features and dynamics of special professional changes. The criteria for the development of psychological competence are equal, the productivity of special professional development and self-development.

On the basis of the theoretical and methodological analysis of the problem, empirical research was carried out on the psychological competence of specialists in personnel services. These studies were carried out in three stages: at the first stage, an expert assessment of the problem was carried out, at the second stage, a questionnaire was taken by the faculty of personnel services, at the third stage, a sleuth experiment to establish the real level of psychological competence of specialists of personnel services.

Empirical studies have shown that the average level of development of the psychological competence of faculty members of personnel services is close to critical values ​​for a remarkably high self-esteem. p align="justify"> Equal to the development of psychological competence of different fakhіvtsіv regional administrative structures and municipalities. Socially-perceptive skills of the fahivtsiv of the good are formed spontaneously on the basis of individual life experience and sizable manifestations. Socio-perceptual processes are scalable to the point of typical psychological phenomena that promote the adoption of social objects.

Based on the results of the theoretical analysis of the problem and empirical studies, a tabular systemic description of the main and special characteristics of the psychological competence of the faculty of personnel services was developed. A detailed description of the level of development of psychological competence - high, medium and low.

Danish systematic description became the basis for conducting a psychological and acmeological experiment. In a new way, there is a modular principle, which includes the theoretical part, analysis of specific situations, practice and control tasks. After conducting a developing experiment, the level of psychological competence of fakhivtsiv of personnel services in the average age, and the coefficient of development became 24.5%.

Conducted studies made it possible to round up the most important psychological and acmeological minds and factors in the development of the psychological competence of fahivtsiv of personnel services.

Based on the results of the study, the following scientific and practical recommendations were proposed:

It is necessary to create a system of professional psychological training and retraining of fahіvtsіv personnel services for work in the light of new vimog, for new personnel technologies;

It is necessary to develop specialized training complexes for the development of psychological competence of specialists in personnel services from higher educational and methodological security;

It is necessary to develop the concept of acmeological medium, which is being developed, for the improvement of the psychological competence of the faculty of personnel services.

Prospects for further research and destruction of scientific ambushes of non-instrumental psychological and acmeological diagnostics on the top of psychological personnel management; development of acmeological models of psychological competence of fahivtsiv of personnel services and models of their professionalism.