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2017 | z. 69, nr 1218 | 89--100
Tytuł artykułu

Personal Development in the Organization

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The general organizational needs and objectives determine main directions of personal development of an individual in the organization, since investing in highly competent human resources should be considered as an important strategic orientation based on developing intellectual capital. According to this there is the necessity for thorough and regular study of the individual characteristics of the organization's members. Modern trends of human resource management include improving training of employees, establishing cooperation between departments of the company, strengthening the role of groups in all parts of the company's in problem solving, expansion of all strategic components in the company management. Human individuality formation is influenced by such major groups of factors as heredity and physiological characteristics of a person; factors, which arise from the human environment; features and characteristics of a person's character, his/her individuality. The individuality of human behavior depends not only on its personal traits, but the situation in which his/her actions are carried out. Optimal ways of psychological influence and stable personality characteristics determining the choice in human adopted decisions on his/her behavior are based on the characteristic of main forms of human behavior in a social group. The criteria base of any person behavior includes his/her commitment to people, events and processes, the totality of values, a set of beliefs and principles of which he/she holds in his/her behavior. Thus, the process of personal development in the organization should be aimed at creating competent, flexible and focused personalities engaged in activities that meet existing and future needs of the organization.(fragment of text)
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  • National Aviation University, Kyiv, Ukraine
  • National Aviation University, Kyiv, Ukraine
  • National Aviation University, Kyiv, Ukraine
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  • [6] Bambacas M., Bordia P.: Predicting different commitment components: The relative effects of how career development HRM practices are perceived. Journal of Management and Organization. Vol. 15(2), 2009, pp. 224-240.
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