The article examines the issue of developing competencies among employees with higher education in the context of the functioning of the personnel management system at an industrial enterprise. The relevance of the study is driven by the growing role of human capital, the digitalization of production processes, and the need to shift from fragmented approaches to a systematic personnel management model based on the competency-based approach. The aim of the article is to conduct an empirical assessment of the development level of key competencies of employees with higher education and to identify their structural interrelations and problem areas within the personnel management system of an industrial enterprise. The methodological basis of the study is the competency-based approach to human resource management. The empirical data were collected through anonymous surveys of employees with higher education. Data processing included descriptive statistics, Ward’s method of cluster analysis, and Pearson’s correlation analysis. This combination allowed for the assessment of individual competencies, the identification of their internal structural organization, and the exploration of interrelations between them, providing additional analytical insight for interpreting the results and forming evidence-based managerial conclusions. The results show that the most developed competencies are professional, cognitive, and digital – particularly initiative, critical thinking, and digital literacy. At the same time, imbalances were identified in the area of socio-behavioral competencies, primarily teamwork, time management, and stress resilience. Cluster analysis revealed three typical clusters of competencies: professional-cognitive, personal-autonomous, and collaborative-motivational. The results of the correlation analysis confirmed the presence of significant interrelations between individual competencies, such as between decision-making autonomy, initiative, and stress resilience, while also highlighting potential functional contradictions that should be taken into account when designing employee development programs.
Author Biographies
Vita Krol, National University of Water and Environmental Engineering, Rivne
Ph.D., Associate Professor
Natalia Samoliuk, National University of Water and Environmental Engineering, Rivne
Candidate of Economics (Ph.D.), Associate Professor
Roman Shkabura, National University of Water and Environmental Engineering, Rivne
