Issue № 75. August 2019

Model of Modern Russian Organizations Managerial Competences

Senior Lecturer, School of Public Administration, Lomonosov Moscow State University, Moscow, Russian Federation.
E-mail: oparina@spa.msu.ru

This article substantiates the need for a competence-based approach to generate management personnel in modern Russian organizations. Despite the fact that in most large corporations in one form or another competence management is used, the heads of these organizations often draw the attention of HR specialists to the fact that, even with the long-term development of a managerial competencies model and its active application in the selection, development and motivation processes, it often becomes obvious that the set of competencies, as well as the priority and level of their development are not sufficiently consistent with the strategic goals of the company. To eliminate that frequent management problems, the author studies various approaches to the formation of a managerial competencies model and propose a balanced model of modern Russian organizations managerial competencies.

The article analyzes the "competence" and "model of competences" concepts from various management and scientific schools point of view, to reveal that according to these terms no common positions have been developed. A significant place in the article is given to the comparative analysis of managerial competencies models of different authors and their structure. The main approaches to the formation of the managerial competencies model of Russian and foreign authors are studied and the most relevant approaches from the point of view of business are determined. The author identifies the requirements for management personnel of modern organizations, these requirements are correlated with the prospects of balanced scorecard system. As a result, the balanced model of managerial competences is developed.

Keywords

Competence, competence model, competence approach, competence levels, balanced scorecard system, balanced scorecard perspectives.