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Differential Approach to Modeling the Level of Competencies of an Employee
Shapka I. V., Borzov S. O.

Shapka, Iryna V., and Borzov, Sergyi O. (2024) “Differential Approach to Modeling the Level of Competencies of an Employee.” Business Inform 12:140–146.
https://doi.org/10.32983/2222-4459-2024-12-140-146

Section: Economic and Mathematical Modeling

Article is written in Ukrainian
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UDC 303.005.31

Abstract:
The article proposes a mathematical model that describes the dynamics of the formation of the level of competencies of employees, depending on the processes of their adaptation in the organization, on the basis of the differential level. The model takes into account the main indicators for assessing the employee’s adaptation, in particular, the level of satisfaction, compliance with expectations, the level of interaction, and the level of productivity. Indicators for evaluating employee adaptation include the level of satisfaction with working conditions and organizational culture, the compliance of real conditions with the employee’s expectations for development and compensation, the efficiency of interaction in the team and with management, as well as the level of productivity, which evaluates the efficiency of tasks and the achievement of goals. All these aspects together make it possible to comprehensively assess the process of adaptation of an employee in the organization. To collect relevant information, methods such as questionnaires and interviews of employees are used; evaluation of work results using key performance indicators; conducting 360-degree feedback; observation of employee behavior in work situations, as well as analysis of data from individual and team assessments. This allows to quantify their impact on the development of competencies at a certain point in time. The proposed differential approach to modeling the dynamics of employees’ competencies has significant advantages, since it allows taking into account the change in indicators over time, integrating the influence of various factors (adaptation, experience, destructive factors) and individual characteristics of employees. Due to the accuracy of forecasts and the ability to model scenarios, this approach is superior to traditional statistical methods, which are often limited to average estimates. It provides a deeper understanding of adaptation processes, allows you to optimize training programs, improve management decisions and increase the efficiency of personnel policy, which is important for modern organizations.

Keywords: adaptation, competencies, mathematical model, collection methods, human resources.

Fig.: 1. Tabl.: 1. Formulae: 3. Bibl.: 14.

Shapka Iryna V. – Postgraduate Student, Department of Management and Finance, Ukrainian State University of Chemical Technology (8 Nauky Ave., Dnіpro, 49005, Ukraine)
Email: [email protected]
Borzov Sergyi O. – Candidate of Sciences (Engineering), Associate Professor, Associate Professor, Department of Higher Mathematics, Ukrainian State University of Chemical Technology (8 Nauky Ave., Dnіpro, 49005, Ukraine)
Email: [email protected]

List of references in article

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