Features of Choosing Forms of Professional Development for Employees of the Foreign Economic Department

: pp. 18 - 29
Lviv Polytechnic National University, Ukraine
Lviv Polytechnic National University

The professional development of employees is an integral part of the organization's personnel man- agement, since the effectiveness and efficiency of its activities significantly depend on the level of profes- sional training of personnel in the conditions of the modern economy. Employees increasingly have to combine a wide variety of functions in their work, perform many different professional tasks, process large amounts of information, etc. Therefore, the proper choice of the form of professional development, which would meet the demands and capabilities of the company, as well as the employee himself, is an important task of the management. However, despite this, the question of which tools to use for the effec- tive selection of acceptable forms is still unclear.

The article considers different approaches to the essence of the interpretation of the concept of "professional development". Various forms of professional development of employees are characterized, the importance of choosing a specific form for the development of the company and the problems that arise in this case are indicated. The stages of choosing forms of professional development for employees of the foreign economic division have been developed and the use of the TOPSIS methodology for choosing the optimal form of professional development of an employee on the example of a specific enterprise is clearly presented. The research was conducted on the basis of State Enterprise "X". According to the TOPSIS methodology, the chosen option, namely self-education and mentoring, cannot be considered the best forms of professional growth for employees of the foreign economic division, but only acceptable for the organization. According to the TOPSIS methodology, the option that receives 1 point is considered the best.

According to the results of our research, it can be noted that the choice of forms of professional development of an employee, especially those working in the field of foreign economic activity, is an im- portant issue for companies that seek not only to maintain their positions in the foreign market, but also to expand their activities abroad. Therefore, the stages of selection of forms proposed by us and a visual presentation of the use of the TOPSIS methodology will enable domestic enterprises to more effectively solve this task, taking into account financial capabilities, the needs of employees, their abilities about pro- fessions, the needs of companies, etc.

  1. Moskin S. I. Psychological conditions of the professional development of the personality of students of pro- fessional technical education institutions: autoref. thesis Ph.D. psychol. Sciences: 19.00.07. Lutsk, 2011. 296 p. (in Ukrainian)
  2. Babushko S. R. (2013). Genesis of forms of professional development. Humanitarian Bulletin of the Pereyaslav-Khmelnytskyi State Pedagogical University named after Grigory Skovoroda". Issue 31. C. 41-51. (in Ukrainian)
  3. Charnetsky K. Psychology of professional personality development: autoref. thesis for obtaining sciences. degree of Doctor of Psychology Sciences: specialist 19.00.07. Kyiv, 1999. 40 p. (in Ukrainian)
  4. Tkachenko A.M. Marchenko K.A. (2014). Professional development of personnel is an urgent task today. Economic Herald of Donbass. No. 1 (35). P. 194–197. (in Ukrainian)
  5. Grishnova O.A., Nebukin V. (2004). Personnel development as an investment project: methodical approaches to determining efficiency. Regional aspects of the development and placement of productive forces of Ukraine. Ter- nopil: Economic thought. Issue 9. P. 15–19. (in Ukrainian)
  6. Greshchak M.G., Grebeshkova O.M., Kotsyuba O.S. (2001). The internal economic mechanism of the enter- prise. K.: KNEU. 228 p. (in Ukrainian)
  7. Pedler M. Burgoyne J., Boydell T. (1997). The learning company: 2nd end. Maidenhead: McGraw-Hill. (in English)
  8. Robert A. Schwartz, William A. Bryan What Is Professional Development?. 12 December 2002. DOI: https://doi.org/10.1002/ss.8401 (in English)
  9. Kaija Collin, Beatrice Van der Heijden, Paul Lewis. Continuing professional development 22 August 2012. DOI: https://doi.org/10.1111/j.1468-2419.2012.00410. (in English)
  10. On professional development of employees: Law of Ukraine dated January 12, 2012 No. 4312-VI as amended on December 27, 2019 Retrieved from: https://zakon.rada.gov.ua/laws/show/4312-17#Text (in Ukrainian)
  11. Ivantsova A. (2023). Professional development of a person: forms of training for certain types of applicants. Traditional and innovative approaches to scientific research: Proceedings of MCND conferences. 2023. pp. 79–83. (in Ukrainian)
  12. Pedchenko R., Kubitskyi S. Foreign experience of ensuring professional development of employees. Tradi- tional and innovative approaches to scientific research: Proceedings of MCND conferences. 2023. P. 30–35. (in Ukrain- ian)
  13. Petrova I.V. (2003).Project possibilities of business games. Visnyk Lviv. UNI-TU. Pedagogical series. Vol.pp. 118-128. (in Ukrainian)
  14. Solovei L. S., Babushko S. R. (2023). Trends in the professional development of modern specialists. Actual problems of science, education and technologies in the conditions of modern challenges: International Scientific and Practical Conference. pp. 1-75. (in Ukrainian)
  15. Lukyanova L.B. (2010). Basic principles of andragogic model of education. Modern information. technolo- gies and innovative teaching methods in training specialists: methodology, theory, experience, problems. Issue 23. P. 119–124. (in Ukrainian)
  16. Ivanova, O.S., Yermakova, S.S., Shishko, O.G. (2023). Professional development of personality in the con- ditions of European integration processes. Odesa State Academy of Construction and Architecture. (in Ukrainian)
  17. Vagonova O.G. (2021). Methodical substantiation of directions for improving the qualifications of the com- pany's personnel. Economic Bulletin of the Dnipro Polytechnic. No. 4. P. 200-206. Retrieved from:  http://nbuv.gov.ua/UJRN/evngu_2021_4_24 (in Ukrainian)
  18. Bala R.D. (2010). Functional and substantive significance of coaching at the enterprise. Scientific bulletin of the National Forestry University of Ukraine. Lviv: RVVNLTUU. Issue 10. (in Ukrainian)
  19. Zyazyun I. A., Nychkalo N. G., Lukyanova L. B., Radkevich V. O. (2011). Adult education is an integral part of lifelong education. National report on the state and prospects of education development in Ukraine. National Academy of Pedagogical Sciences of Ukraine. pp. 105–116. (in Ukrainian)
  20. Bilorus, T. V. and Sokovnina, Y. A. (2019), Decision making substantiation for the stuff development meth- ods, Efektyvna ekonomika, [Online], vol. 1. DOI: 10.32702/2307-2105-2019.1.48 (in Ukrainian)
  21. Shatkivska A.S., Burkina N.V. (2018). On the application of the TOPSIS method for making optimal deci- sions by consumers. Bulletin of the Student Scientific Society of DonNU named after Vasyl Stus. 2018. Volume 2. Issue 10. P. 192-196. (in Ukrainian)