CREATING THE PERSONNEL POTENTIAL FOR PROVIDING THE QUALITY OF SOCIOCULTURAL ACTIVITY AT THE INSTITUTIONS OF CULTURAL SPHERE
UDC index:
379.831, 304.2
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Information about authors: Mukhamedieva Svetlana Anatolyevna, PhD in Economics, Associate Professor, Department Chair of Management and Economics of Sociocultural Sphere, Kemerovo State University of Culture (Kemerovo, Russian Federation). E-mail: swet-73@mail.ru
Annotation: The quality of sociocultural activity is a subject of the cultural sphere managers’ close attention nowadays. The elements of quality depend on the level of personnel potential. Development at institutions of this sphere. Forming the personnel potential is considered as the condition for providing the quality of sociocultural activity. The author reveals the nature and the contents of personnel potential, which are compared with the concepts of labor potential and the human capital. In addition, the author describes history of forming the personnel potential in the sphere of culture to define its directions. As a result, the author proves the difference between “personnel potential” and “human capital” revealed in the process of historical development. It is considered from the point of the employee’s functions at the company with applying his knowledge, abilities and skills, without reflection of economic feasibility to invest capital in developing this knowledge, skills and abilities; so, this is a nature of human capital. Based on the above mentioned, the author specifies that the analysis of personnel potential has to be carried out in the system, but not in parallel developing the process on its formation. At the same time, the analysis has to be carried out step by step on indicators of conceptual and technological competence and personal culture of a worker; on the basis of determining the category of employees carrying out certain functions, evaluating their personnel potential; on the basis of a set of indicators reflecting the conceptual and technological competence of a worker and his personal culture taking into the account certain specific gravity studied in the expert way and also integrated assessment of all types of competence. To solve the task for forming the personnel potential, the author offers the following steps: to create a base and a databank on personnel potential; to introduce the medium-term forecast system of need for personnel and training the specialists; to provide annual monitoring the staffing and personnel potential; to create organizational and pedagogical conditions for personnel potential development on the basis of interaction between the subsystem on its formation and other subsystems of company management. Thus, using the results of the analysis, the author suggests developing and introducing the individual trajectories for professional selfdevelopment of staff of the cultural institutions.
Keywords: quality of social and cultural activity, personnel potential, conceptual competence, technological competence
DOI:
Article ID in the RSCI:
Article file: Download
Information about authors: Mukhamedieva Svetlana Anatolyevna, PhD in Economics, Associate Professor, Department Chair of Management and Economics of Sociocultural Sphere, Kemerovo State University of Culture (Kemerovo, Russian Federation). E-mail: swet-73@mail.ru
Annotation: The quality of sociocultural activity is a subject of the cultural sphere managers’ close attention nowadays. The elements of quality depend on the level of personnel potential. Development at institutions of this sphere. Forming the personnel potential is considered as the condition for providing the quality of sociocultural activity. The author reveals the nature and the contents of personnel potential, which are compared with the concepts of labor potential and the human capital. In addition, the author describes history of forming the personnel potential in the sphere of culture to define its directions. As a result, the author proves the difference between “personnel potential” and “human capital” revealed in the process of historical development. It is considered from the point of the employee’s functions at the company with applying his knowledge, abilities and skills, without reflection of economic feasibility to invest capital in developing this knowledge, skills and abilities; so, this is a nature of human capital. Based on the above mentioned, the author specifies that the analysis of personnel potential has to be carried out in the system, but not in parallel developing the process on its formation. At the same time, the analysis has to be carried out step by step on indicators of conceptual and technological competence and personal culture of a worker; on the basis of determining the category of employees carrying out certain functions, evaluating their personnel potential; on the basis of a set of indicators reflecting the conceptual and technological competence of a worker and his personal culture taking into the account certain specific gravity studied in the expert way and also integrated assessment of all types of competence. To solve the task for forming the personnel potential, the author offers the following steps: to create a base and a databank on personnel potential; to introduce the medium-term forecast system of need for personnel and training the specialists; to provide annual monitoring the staffing and personnel potential; to create organizational and pedagogical conditions for personnel potential development on the basis of interaction between the subsystem on its formation and other subsystems of company management. Thus, using the results of the analysis, the author suggests developing and introducing the individual trajectories for professional selfdevelopment of staff of the cultural institutions.
Keywords: quality of social and cultural activity, personnel potential, conceptual competence, technological competence
