The aspiration for self-development is one of the secondary human needs that is gaining increasing importance among other needs. This is especially evident today, when people generally have their primary needs satisfied and, accordingly, seek to expand their knowledge in order to obtain new employment, increase their salary, achieve personal fulfillment, and so on.
The research employed such methods as scientific interpretation of the obtained data, genera- lization, comparison, logical analysis, and grouping.
The article examines various definitions and interpretations of the term ‘self-management,’ as well as key concepts that present the main ideas behind the implementation of self-management. These concepts made it possible to identify the key areas of its influence, namely: time management, self- development, stress resilience, professional and personal success, soft-skills development, and rational decision-making. The significance of self-management for employees is emphasized, including the pre- sentation of research results among professionals and students conducted annually by Ernst & Young when assessing employers.
The main self-management methods used by employees in domestic enterprises are identified. It is proposed to classify them traditionally, by analogy with management methods, into the following types: economic, organizational-administrative, socio-psychological, and technological. Attention is drawn to the most popular methods, such as personal budgeting, individual development plans, job maps, organi- zational orders and directives supporting employee self-development, and various incentives aimed at reinforcing employees’ efforts in this direction. The principles of self-management, its influencing and developmental factors, as well as the stages of its implementation are outlined–stages which, in our opinion, correspond to the functional approach to managerial activity.
A fragment of an individual self-development plan focusing on personal time management is illustrated. It is practical for use and may serve as an example for employees of organizations when planning their own development.
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