Staff competence: theoretical fundamentals, ways of evaluation and improvement

Abstract

This article examines the theoretical foundations of the terms «competence» and «expertise». The analysis of various scientific approaches to interpretation of these concepts is carried out. Similar and distinctive features of competence and competence are noted, the own interpretation of each of them is deduced. Research on these categories has shown that competence is a person's ability to perform certain job responsibilities and to have special knowledge, skills and practical experience. In turn, expertises are certain character traits, specific skills and abilities that form a person's competence. It can be concluded that various expertises are the formative basis of competence. The standard classification of types of competence is given and the list of the basic expertises which are a part of each type of competence is deduced. Scientists generally consider four basic types of competence: individual, special, social and leader. Each of these competencies has certain characteristics and expertises, some of which are part of several types of competencies. The components of the process of forming a human's personal competence were noted. The author proposes an algorithm for assessing the level of competence of enterprise's employees.