COMPETENCY PROFILE AS A SELF-MANAGEMENT TOOL FOR THE DEVELOPMENT OF HEALTHCARE INSTITUTIONS
DOI:
https://doi.org/10.29038/2786-4618-2025-02-132-139Keywords:
personnel, self-management, personnel development, healthcare institutions, competency-based approach, competencies.Abstract
Introduction. With the development of medical technologies, the introduction of the latest techniques for providing medical services based on the use of complex medical equipment, the role of the factor of continuous training and development of employees of all categories of healthcare institutions is increasing. This necessitates the use of a competency-based approach in the self-management system of development of the main categories of employees of healthcare institutions.
The purpose of the article: to substantiate recommendations for the use of an employee competency profile in the self-management system of development of personnel of healthcare institutions.
Methods. A systematic approach, methods of analysis and synthesis, content analysis of regulatory documents and professional standards, expert survey method, modeling were used.
Results. Based on the author's approach, competency profiles were developed for three main groups of employees (doctors, senior medical staff, employees of administrative units) and two levels of management (top management, heads of structural units). The profiles include basic, professional and general competencies, for which three levels of requirements have been developed depending on the category of hospital employees. A matrix for establishing compliance «Level – Requirements» has been developed; distribution of points by levels (Level I – 3 points, Level II – 2 points, Level III – 1 point). The methodology has been tested for two categories of employees – for top management and doctors.
Conclusions. Competency profiles are a flexible and universal self-management tool that can be used to assess an employee when hiring, the effectiveness of training and development, the feasibility of including them in the reserve of employees and in the reserve of managers.
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