Assessment of managerial competencies as a factor in the development of corporate culture

The article considers the problem of assessment of managerial competencies of managers, which largely determine the level of formation and development of corporate culture of the enterprise and outlines the basis of the importance of the process of assessment of managerial personnel. The goals of assessment in the perspective of organizational, control, motivational and communication components of the enterprise activity are presented. A number of positive effects, which the assessment provides in case of a correct approach to its realization, are defined. The results of the survey of managers regarding their managerial competence are presented, which indicate the presence of errors in planning and implementation of the organization of workers' work, shortcomings in planning at higher levels of management, the predominance of punishment over encouragement in the toolkit of managers in the assessment of their subordinates, the reduced interest of managers to the problems of personnel management, difficulties in determining the need for knowledge on planning. It was revealed that the majority of managers are interested in improving their qualification as managers and know absolutely precisely what knowledge and skills they lack or will lack in the near future. It was found out that more than half of the interviewed managers named themselves responsible for the socio-psychological climate in teams and their influence on it as determinant, but a significant part of them do not think so. It was revealed that managers value competence and professionalism, straightforwardness, strictness, executive ability most of all, and the ability to put forward new non-standard solutions and delegate authority was named as the weakest professional quality. Three groups of criteria for assessing the labor performance of managers, which reflect the potential of their personality, the results of labor, and the dynamics of personality abilities, are proposed. It is emphasized that the results of competence assessment of low and middle level managers will indicate the need for their training. The importance of avoiding evaluation formality, going beyond professional ethics, and glossing over evaluation results is emphasized.