FROM SKILLS AND PERSONNEL TRAINING TO COMPETENCIES AND DEVELOPMENT (BY EXAMPLE OF OIL AND GAS INDUSTRY)

In September 2003 Russia entered the Bologna process and at the beginning of 2011 all higher educational institutions must transfer to the two-level education - bachelors and masters. Training masters in management demands not only instruction of practical knowledge, but also development competencies, which raises the following question: what are the principal differences between skills and competencies, training and development. The answers will help distinguish the concepts and make the processes of training and development more effective not only at the level of companies and higher education, but also at the level of professional education. Skills are abilities, which a person needs to perform certain work. Sometimes we think that skills are technical, functional abilities, which a person needs to take a post in a company. The main object of such approach is to consider skills and abilities important for effective work. Competencies are connected with personal features. Lists of competencies are more general than those of skills and abilities. They are connected with motivation and values of a person. We can develop competencies only having motivation for it. In this article we analysed skills and their training, competencies and their development, the evolution of these terms; communication between technology and personal development; experience in training and development in Tomsktransgaz company.

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