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Download Article (PDF) Advances in Economics, Business and Management Research, volume 113 Factors of Regional Extensive Development (FRED 2019) Tools for Competencies Development Based on the Company’s Strategic Objects (on the Example of PJSC Transcontainer) Gerasimova N.G. Malanina Yu.N. Management Department Management Department Irkutsk State Transport University Irkutsk State Transport University Irkutsk, Russia Irkutsk, Russia e-mail: [email protected] e-mail: [email protected] Abstract—The article deals with a comprehensive approach to does predict good or bad performance, which is measured by a the staff competencies development. The beginning of the specific criterion or standard" [5, 6]. competencies developing process is determined by the company’s strategy, reflects the strategic objects and finally determines the 1. Competence competence model. In the competence model it is described, what the skills the staff should master, and what specific position related functions should be demonstrated through the behavioral activities. Further, on the basis of this competence model, a level- 2. Quality and Safety by-level model of corporate competencies is developed. Keywords—corporate competences, competencies development tools, 3. Customer Orientation qualification matrix I. INTRODUCTION 4. Creativity and Innovation Currently, the railway industry is undergoing a complex transformation, and the formation of the JSC Russian Railways is entering its final phase. In the structure of the holding, the 5. Corporate and Responsible public joint stock company (PJSC) “TransContainer” is positioned as a business unit, which is created by three state railway companies: Russian, Kazakh and Belarusian. 6. Leadership The priority activity of PJSC TransContainer is the development of its own international agency network, through effective interaction with the Railways of Europe and Asia, as Fig 1. Competencies Model “5C+L” well as freight forwarding companies. The branch of PJSC To master the necessary competencies means to become able "Center for goods transportation in containers "TransContainer" to perform their job at a high level of efficiency and in on the East Siberian railway is a structural unit of PJSC "Center accordance with the standards established in the company [3, 7]. for goods transportation in containers "TransContainer", located in Irkutsk, has branches (agencies) in Bratsk and in Ulan-Ude. In modern organizations, the implementation of competence approach is determined by the requirement of constant In the current conditions for the largest, developing and development of human resources, the requirement of staff integrating into the world transport network company the key promotion and motivation. Competencies become the center of issue is to increase knowledge and competence of the staff [1, integration of personnel processes in modern management, set 2]. the standard of management and business skills and design a Taking into account the fact that the branch development corporate culture. strategy of PJSC “TransContainer” is a part of the strategic The relevance of this topic is important for the company’s development program of the Russian Railways Holding, the use management to know the professional abilities and capabilities of the model of key corporate competencies of the Russian of the staff, to pay special attention to their training, namely, to Railways Holding will be most appropriate for competence identify the current competencies of employees. Due to this, the management. Schematically, this model is shown in figure 1 [3, importance of applying a competency-based approach for 4]: employee assessment and promotion is growing. It helps to find II. RESULTS the proper candidate for the right position or simply to assess the compliance of the employee with the position according to the Following Lyle M. Spencer-Jr. and Sayne M. Spencer, we position’s requirements. The competency-based approach also admit that "competence is the basic quality of an individual that allows setting parameters and indicators for the replacement or has a direct relationship to the effective or best performance promotion of an employee to any position, which in the long based on achieved criteria or in other situations... competence period has a positive impact on the strategy objects Copyright © 2020 The Authors. Published by Atlantis Press SARL. This is an open access article distributed under the CC BY-NC 4.0 license (http://creativecommons.org/licenses/by-nc/4.0/) 297 Advances in Economics, Business and Management Research, volume 113 achievement. For competence approach implementing is currently given a TABLE I. THE ”5C+L”COMPETENCIES MODEL DESCRIPTION lot of attention. “5C+L” According to the competence approach, the level of the Competencies Description employee’s education is determined not only by the amount of Model knowledge, but also by his capability and the ability for solving Availability of professional competencies. Ability professional problems and various complexity processing tasks Competence to learn and to develop. Readiness to share on the basis of gained knowledge and experience. experiences and transfer knowledge Customer Orientation to the benefit for the company’s clients Within the typology, based on the logic of the company’s Orientation structure and strategic objects, the following levels of Corporate and Teamwork skills. Focus on results. competence are considered: corporate, managerial, personal and Responsible functional. Corporate competencies define the requirements for Quality and Orientation to quality and efficiency. Security. all staff of the company, the employee's potential for career Safety growth and describe the individual attitudes and motivation. Creativity and Creativity. Initiation of initiatives and innovation. Managerial competencies provide the opportunity to perform Innovation Support of initiatives employee management functions, develop managerial skills and Encouraging and engaging others. Motivation and Leadership abilities. Personal competencies include self-understanding and persuasion without administrative pressure. other people, the personal spiritual values, life goals, the ability to understand the underlying motives of behavior. Functional Based on this model, a layered model of corporate competencies show the willingness of the employee to perform competencies for PJSC ”TransContainer” was developed, as effectively and describe the skills and abilities required for presented in table II. effective performance in this function, in this position. TABLE II. THE LAYERED MODEL OF CORPORATE COMPETENCIES FOR PJSC “TRANSCONTAINER” Competence approach provides wide opportunities to describe the professional and personal aspects required for achieving the strategic objects of the company. It is possible to Corporate competencies by level focus on the key aspects of personal and business qualities that “5C+L” compete affect the performance process and the result, while maintaining Specialists Heads of ncies Heads of Top and structural the ability to use the concept of competence for describing model branches management knowledge and skills that are expected of employees to perform workers units their duties. Personnel assessment, based on the competence approach, allows coordinating all the elements of the personnel Professional Competences management system and providing information for design of the Compete Ability to develop employee’s development integrated system in the company. nce Help in The employees Development According to the conclusions and recommendations made developmen development management on the basis of regular competencies assessment, identifying t Orientation Orientation employees exceeding profile competencies of the position held, Custome to the to the Customer Customer which are to be included in the list of candidates for the r benefit for benefit for service orientation personnel reserve. Based on this, it can be concluded, that the Orientati the the clients system culture on competence approach as a tool for personnel management company’s by design implementation giving a clear definition of professional and behavioral clients processing requirements for an employee depending on the managerial Responsible Rational System Strategic Corpora thinking thinking thinking thinking level, profession, position and tasks. It allows to form a te and Team comprehensive personnel policy of the company, ensuring the Responsi Teamwork Teamwork implementation ability to manage changes, by creating internal structures and ble building processes that affect the promotion of employees. Focus on results Performanc Performanc As competencies model of the branch of PJSC "Center for Performanc e process Efficiency e with high goods transportation in containers "TransContainer" describes Quality e Control organizatio management quality in the most detailed way what competencies employees will and n have to master and in what specific behavioral activity this Safety Security management should be demonstrated, as presented in table I [2]. Creativit y and Support for Formation of innovative Initiative Innovati initiatives environment on Leaders Ability to Leadership as a leadership style hip leadership 298 Advances in Economics, Business and Management Research, volume 113 This competencies model meets the following requirements: TABLE IV. THE EMPLOYEE INDIVIDUAL DEVELOPMENT PLAN — corporate competencies become a tool for Able to influence the events, to show appropriate skills in
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