Управління розвитком людського капіталу підприємств як драйвер генерування інтелектуального потенціалу: знаннєво-компетентнісний підхід
Human Capital Development Management in Enterprises in the Context of Generating Intellectual Potential: a Knowledge-and Competency-Based Approach

Summary/Abstract: The purpose of the study is to provide a theoretical and methodological justification for an integrated system for managing the development of an enterprise’s human capital based on the convergence of knowledge management and a competency-based approach. Human capital is viewed as a systemic resource for innovative development, while the strategic level of management is seen as a meta-framework for decomposing objectives and translating them into human resources policy parameters. The paper substantiates the feasibility of forming a holistic system architecture that ensures the alignment of strategic imperatives with the processes of developing the competency potential of personnel. A conceptual model of continuous human capital development is developed, combining the principles of a self-learning organization and knowledge management in accordance with the logic of their life cycle. A three-level management system structure (strategic, managerial, and operational levels) is proposed, the interaction of which ensures alignment between the enterprise’s strategic goals and the actual state of its human resource. A mechanism is proposed for implementing a competency-based approach by comparing target and actual parameters of an enterprise’s knowledge and competency provision, which contributes to improving the soundness of management decisions. The use of an integrated information and analytical platform is envisaged for the formalization, accumulation, and processing of human capital data. It is proven that the integration of knowledge-based and competency-based approaches enhances the effectiveness of human capital management and contributes to the growth of an enterprise’s intellectual potential. The proposed system ensures alignment of HR policy with the development strategy, reduces the subjectivity of assessment, and increases the enterprise’s adaptability. Prospects for further research include empirical verification of the model, the development of digital knowledge management tools, and the refinement of methods for assessing competency potential.

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