REFLECTIVE ASPECTS OF ENTERPRISE PERSONNEL DEVELOPMENT MANAGEMENT

In the context of understanding the process of staff development as a set of irreversible, directed and natural changes in the personnel of the organization, causing the emergence of qualitatively new characteristics of employees needed to achieve the goals of the organization, a meta-analysis of the impact of reflective factors on change was carried out. The peculiarities of the personnel development process as a result of the interaction of three groups of factors (individual features, environmental factors, and functions of activity) are specified. To increase the efficiency of staff development processes, the use of a reflective approach is proposed, which is to ensure the reflection of certain components of the system of professional staff development: target, evaluation (evaluation of development results), value-motivational, informational, instrumental-evaluation context-forming, corrective and resource-supporting. Based on the fact that the use of reflective processes differs in the effectiveness of the impact depending on the area in which they are applied, identified features and objectives of reflective management in accordance with those areas where they are most effective: orientation, accumulation and preservation of experience, analysis and improvement of activity, estimation of activity and environment, activation of activity, automation of activity and interaction, short-term correction of activity, optimization and automation of activity, stereotyping of activity.