«Личность: ресурсы и потенциал» | Выпуски журнала

The analysis of scientific research and the use of an interdisciplinary approach made it possible to substantiate the existence of a close relationship between the professional development of an individual and the development of society. The need for a multi-aspect study of human development, patterns of his professional growth and the acquisition of an integrated system of characteristics in the sphere of labor, taking into account the dynamic changes in the development of society, is proven. It is proposed to interpret the professional development of personnel dually (at the level of the organization and at the level of employees), which will focus on the need for joint interest of social partners in the continuous professional growth of employees. Systematization of methods and technologies for managing the motivation of professional development showed the following common features: expansion of the spectrum of action; coverage of the motivating influence of all social partners; focus on innovative and intellectual development; assessment of the usefulness of various forms of training for the professional growth of personnel. The study proposes a scientific and methodological approach to improving personnel assessment technologies in the system of managing the motivation of professional development, providing for procedures for a step-by-step comprehensive assessment of the qualitative characteristics of personnel and their motivation within professional groups. This creates the basis for adjusting incentives for professional growth depending on changes in the competencies of specific employees.

The article analyzes the value orientations and resources of social development of modern Russian society through the prism of public-private partnership. The material for the analysis was the existing practices of implementing public-private partnership projects in the social sphere and their impact on the formation of society’s value orientations. The research is based on a systematic analysis of various components of the interaction of personality and management systems in economic, managerial and legal aspects. It is shown that the model of public-private partnership promotes the formation of new value attitudes among management entities and acts as an important resource for social development. Based on the study of modern practices, it has been established that the effectiveness of a public-private partnership depends on the consistency of the value orientations of all participants in the partnership and the individual’s ability to adapt to changing management conditions.

The article presents an analysis of dissertation research on psychological sciences over the past 10 years, devoted to the problem of charisma, the authority of leaders. The article examines the results of a study of teachers’ ideas about the elements of charisma of heads of educational organizations (schools, kindergartens). The results of a survey of 256 teachers in St. Petersburg (2025) also served as material for analysis; a content analysis of charisma definitions given by respondents, as well as a questionnaire, was used. According to the author’s conclusion, six key elements of charisma have been identified (high natural and emotional intelligence, attractive appearance, distinct gender identity, socially approved strangeness, extreme experience, and the «helicopter» property).

The article is devoted to the study of the role of personality in history and in modern conditions, the essence of leadership and the specifics of its implementation in politics and public administration. High professionalism, political and moral maturity of the leader are considered as indispensable conditions for the high efficiency of politics and public activity in general. The features of the implementation of leadership in various historical conditions are presented, the significance and determining role in politics of the status, professional and personal potential of the leader are emphasized. It is emphasized that modern professional competencies, ideological outlook, knowledge of the relevant state doctrines and priority national projects, mastery of the art of strategic and operational management, understanding of the geopolitical situation are the leading characterological features of the high quality of the ruling elite and its leaders. The key components of leadership and factors influencing the activation of leadership potential are identified.

The urgency of the problem of career management in public authorities is due to the lack of a systematic approach, an effective mechanism and tools for career management in the civil service, providing an integrated approach to creating conditions for professional self-realization and the development of human resources. Based on the results of a sociological study conducted in 2024, the authors focus on the perception of civil servants of their capabilities and factors influencing career development (N= 4655). Taking into account the role of career both in the professional life of a particular employee and in solving organizational and social development problems, the need for additional comprehensive research is justified in the context of increasing the maturity of personnel policy, developing common methodological approaches and models of career management in the system of public authorities.

The article is devoted to the analysis of the concept of holistic personnel management, which implies a systematic approach to organizing work with personnel and taking into account not only the professional skills and qualifications of employees, but also their motivation, values, personal qualities and relationships in the team. The main principles of a holistic approach are considered, such as the integration of all aspects of personnel management into a single system, attention to the development of each employee and support for corporate culture. The key tools of holistic management are discussed, including personnel planning, performance assessment, training and development, motivational systems, as well as the creation of a favorable working atmosphere. Particular attention is paid to the impact of these tools on increasing productivity, employee engagement and their long-term loyalty. It is shown that a holistic approach to management contributes to the creation of a harmonious, highly effective working environment and the sustainability of the organization in a dynamically changing labor market.

The article analyzes the possibilities of forming and developing leadership qualities within the framework of the processes of socialization of youth integrated into social platforms. Referential leadership is understood as competitive mastering of competencies that allows to solve the tasks as successfully as possible and serve as an example of efficiency. The methodological basis of the work is the historical and genetic analysis of the prerequisites for the evolution of social networks, the most important consequence of which is the formation of social platforms. Narrative and discursive analysis of materials on network resources, a case study of the Tavrida platform were chosen as the main methods of empirical research. It is shown that there are prerequisites for constructing network models of formation and development of leadership qualities. An examination of the experience accumulated in the Tavrida art cluster in stimulating the social activity of young men and women was carried out. Proposals for optimizing the technologies for using the capabilities of social platforms to form leadership qualities in young people are formulated.

The article is devoted to the study of the meaning of work as a component of personnel motivation. The article substantiates the need to find an additional resource in the development of human potential of the country. It is shown that one of the directions of searching for such a resource is to increase the level of motivation to work through a deeper understanding of the meaning of employees’ activities. Understanding of the meaning of activity is considered as an important factor influencing motivation, which is proved by theoretical analysis and empirical research. The model of communication of the manager with subordinates, aimed at creating conditions that provide a higher level of perceived meaningfulness of employees’ activities, is proposed. Promising directions for further research in this area are outlined.