Working out training programs for management staff in terms of competence approachand educational planning

The article considersthe particular features of using the competence approach in the fields of personnel management and education, defines the differences betweena group and a team as different subjects in joint educational planning activity, and outlines the conditions of forming team developingeducational programs in terms of educational planning and competence approach. The concept of educational program planning grounds thegears of forming a subject of joint activity, which allows solving the task of forming team developing educational programs and providingits qualitative staff in terms of professional, emotional and target-oriented readiness for planning educational programs for the pool of potentialmanagers. Introducing the term of competences and competence approach into the educational activity is in many respects stipulated bythe influence of the personnel management practice in modern organizations. The theory of personnel management interprets "competences" as sets of abilities, knowledge, skills and identity characteristics of a person, which have special value for efficient professional activity,become evident in professional behavior and could be described and measured. Researchers pay special attention to the fact that inorder to define competences it is necessary to involve holders of different professional positions into the development of training programsfor management staff. The studies, devoted to the issues of organization development, reveal that one individual has insufficient knowledgeand competence permitting to develop and introduce solutions able to bring the organization to success in a fast way. But effective teams areable to do it. The specific character of a team is defined by its differentiation from a group. Groups represent a traditional form of consolidationfor development of a product, each group member is responsible for specific field of activity, and the leader is in charge of the commonintegration and the overall result. There is no strictly fixed function division in a team, not only the leader but all the team members are responsiblefor the overall result. We have distinguished the stages of business-coaches team building to work out efficient training programsfor the management staff of Tomsk region (on demand of the Tomsk Region Administration). Team making starts from defining the competenceprofile, developing the methods of appraisal procedures and selecting business coaches on the competitive basis. This is followed by astage of business coaches training which provides the necessary prerequisites for successful team work in working out the content of educationalprograms for the pool of potential managers.

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