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СОВРЕМЕННЫЕ НАУКИ И ОБРАЗОВАНИЕ
УДК 331.108.45
Knyazheva I.V. student
Baltic State Technical University "Voenmeh" D.F.Ustinovgraduate
Shmatko Alexey D., Doctor of Economics Baltic State Technical University "Voenmeh" D.F.Ustinov Professor Institute for Regional Economics of the Russian Academy of
Sciences, Leading Researcher THE IMPLEMENTATION OF COMPETENCE-BASED APPROACH IN THE FIELD OF TRAINING FOR THE INNOVATION OF INDUSTRIAL
ENTERPRISES
Annotation. The article analyzes the problem of staffing innovation active enterprises. We characterize the concept, professional competence, personal competence, as well as the proposed group of employees competencies of innovation active enterprises.The article is prepared for fundamental scientific research on the subject «Development of theoretical and methodological bases of management of sustainable socio-economic development of regions» (№ 01702014-0004).
Keywords: human resource management, industrial enterprises, competence, innovation
The modern development of the world economy takes place due to the active introduction of technical and technological innovations, as well as the comprehensive modernization of industrial plants. In this regard, the measurement of the global competitiveness of the national economy is produced on the basis of its innovative capacity and efficiency of the resource use and commodity factors. It is obvious that in these conditions the value of industry increases, based not only on the production of means of consumption, but also the creation of other means of production, making an increasing contribution to the formation of the state budget, balancing macroeconomic proportions.
The most important principles of the competitive advantages of the industrial enterprises are:
1. Readiness of the company's employees to follow the general principles of the implementation of innovation, customer-oriented businesses.
2. The formation and maintenance of "innovative atmosphere" in the company, motivating the intellectual creativity.
3. Increased productivity based on personal initiative and responsibility of the enterprise employees.
4. Maintain an optimal organizational structure conducive to the effective implementation of innovation.
5. Continuous monitoring and development of competitive strategy of innovative development company.
The use of these principles, in our opinion, will significantly improve the efficiency of innovative activity of industrial enterprises, including development of competitive advantages. However, as stated above, innovation-active businesses are affected by many external malcontrolled factors, some of which are related to the functioning of the State apparatus.
The main external factors that shape state and social institutions, affecting innovation-active industrial enterprises, should be considered as:
• state economic policy;
• compliance of internal normative-legal base of innovative activity international standards;
• the stability of the financial system of the country;
• foreign policy of the state;
• accumulated innovation potential of the national economy;
• analytical and infrastructure support of innovation activities;
• price of factors of production and their productivity;
• investment climate support in the country;
• natural competitive advantages of the country, role in international division of labor.
Staffing of innovation-active industrial enterprises is currently one of the most pressing problems of their development. Coincidently, the issue of staffing should focus, primarily, on how professional qualifications of employees consistent with the purposes of realization of innovative activity. From the point of view of modern terminology used in research capacity, the whole complex of qualification and competence characteristics should be called competencies. From our perspective, this approach indicates a paradigm shift of vocational education. Nowadays, the competence-based approach is gradually shifting the training goals from the field learning to master specific skills.
Considering the essence of the competence approach, it should be noted that the previously used concept of skills is much narrower than the concept of "competence", which is able to comprehensively reflect the totality of knowledge, abilities and skills of the graduate of educational institution of the future employee. It is crucial to acknowledge that the competence-based approach ensures the unity of all acquired knowledge in the preparation, increasing the efficiency of staffing. Along with these competencies reflect the accumulated professional experience of the staff that is fully consistent with the trends of the transition from management of human/labor resources to the management of human capital accumulation and development of intellectual potential of employees.
Competence - is the unity of knowledge, experience, ability to act, and behavior skills of individuals determined by the situation. Currently, in the system of personnel management there is a need in a qualitatively different professional training, which combines the solidity of the professional basic knowledge with the
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innovative thinking and hands-on approach in solving specific problems in the field of professional activity.
Professional competence - is the ability to act successfully on the basis of practical experience, skills and knowledge while solving tasks of professional activity;
Personal competence (efficiency) is a set of psychological qualities that ensure effective human behavior in specific business situations (for example, "leadership", "stress", etc.)
In our opinion, in the activities of innovation-active industrial enterprises should highlight the main groups of expertise:
• cognitive competence involving the ability to formulate and solve the task, apply innovative approaches, develop innovative solutions, etc.[1, 2];
• activity competence, involving the ability to plan, design, predict various types of professional activities [3, 4];
• work with modern information technologies and information, which involves the ability to process, analyze, and organize information, including applying hardware and software systems [5, 6].
In accordance with all this, hierarchy of educational process can be represented by three components, including the production of source of information, analysis to produce findings, and synthesis, allowing to reveal the essence of the investigated phenomena.
Использованные источники:
1.Градобоев А.И., Федорова А.В., Шматко А.Д. Разработка системы количественных характеристик степени инновационности предприятий // Экономика и предпринимательство - 2013 - № 6 (35) - с. 460-464.
2.Растова Ю.И., Супрун Е.Н., Шматко А.Д. Инвестиционная оценка стратегических решений. Учебник / Санкт-Петербургский государственный экономический университет, Санкт-Петербург, 2013.
3.Решетникова Н.В., Шматко А.Д. Анализ передового опыта регулирования и поддержки инновационной деятельности // Региональные агросистемы: экономика и социология. 2015. № 1 (1). С. 10.
4.Шамина Л.К., Шматко А.Д. Факторы обеспечения инновационного развития экономики в условиях обострения глобальных энергетических проблем // Проблемы современной экономики. 2015. № 2 (54). С. 400-401.
5.Шматко А.Д. Организация инновационной деятельности производственных предприятий: современные условия и существующие подходы // Вестник экономической интеграции. 2009. Т. 1. С. 155-159.
6.Шматко А.Д. Развитие инфраструктурного обеспечения малого предпринимательства высшей школы в условиях инновационной экономики. Автореферат диссертации на соискание ученой степени доктора экономических наук / Санкт-Петербургский государственный университет экономики и финансов. Санкт-Петербург, 2012
