GENESIS OF THE CONCEPT OF «JOB PROFILE» IN THE PRACTICE OF PERSONNEL MANAGEMENT OF ENTERPRISES

Abstract

The article investigates the genesis of the concept of "position profile" in the personnel management system of enterprises and substantiates its role as a key tool of competence HR management.

The relevance of the topic of the study is due to the fact that  the intensification of digital transformation in the modern economy requires precise tools for human capital management that ensure the transparency of requirements for employees, the compliance of their competencies with the strategic goals of the organization and the standards of professional activity. One of these tools is the job profile — a document that systematically describes the employee's competency model and the requirements for the results of his or her Activity.

The article is aimed at studying the historical and theoretical foundations of the formation of the concept of "position profile", scientific and methodological definition of the structure and purpose of the "position profile" in the light of international standards and domestic practices of personnel management, as well as the development of recommendations for improving the labor legislation of Ukraine. The methodological basis of the study was the methods of scientific cognition: analysis and synthesis, system approach, structural, process, adaptive, complex, functional scientific approaches.

The scientific results obtained consist in the study of the historical and theoretical foundations of the formation of the concept of "position profile" from professional descriptions of the late nineteenth — early twentieth centuries to modern models of competencies integrated into international ISO standards; the analysis of the contribution of classical management theorists, as well as Ukrainian scientists to the formation of the theoretical and methodological basis for job profiling is carried out; the normative legal acts of Ukraine are studied and the concept of "profile positions" is gradually integrated into the practice of civil service, professional standards and qualification mechanisms, but is still absent in labor legislation; the expediency of harmonization of national regulation with international ISO standards, which define the "position profile" as a central tool for the selection, evaluation, development and reporting of human capital, has been substantiated; a unified structure of the job profile based on ISO standards has been proposed, its functional purpose has been determined in relation to occupational classifiers, professional standards, assessment systems and HR analytics; shows that the current stage of development is characterized by the digitalization of job profiling, the integration of digital competencies (DigComp), the use of HRMIS and the introduction of human capital metrics.

Prospects for further research are  the  feasibility of determining the directions for improving the legislation of Ukraine and outlining the prospects for further research related to mathematical modeling of the correspondence of competencies, digital profiling, the introduction of open competency databases and the formation of dynamic job profiles. The results of the study create a scientific and methodological basis for standardizing job profiles and increasing the efficiency of human resource management. resources in the context of digital transformation and integration into the European Qualifications Area.