Personal competences of succession pool of the entrepreneurial university

The article presents the results of the theoretical and empirical study of personal competences of the management reserve of the university. The key target of the study was to identify the personal competences of university staff members, who wished to be included in the management reserve pool within the framework of implementation of the innovative entrepreneurial model of university development. One specific target of the study was to provide details on the assessment of the activities of the members of reserve pool by experts with various value orientations. The development model can be successfully implemented only if the values of the key staff members as predictors of decision-making and behavior are in line with the basic values of such a model. In the context of staff turnover, experts emerge from the groups of renowned professionals with good academic and managerial reputation, who, nevertheless, can represent substantially different basic values. Determining the process by which and the extent to which such differences affect expert evaluations of the activities of the reserve pool members is an important task. The research in this field allows expanding the knowledge on the values affecting human activities. Practical application puts the obtained results in the foundation of the process of improvement and perfection of management by raising the quality of staff selection and assessment procedures. The study is based on the methodology of the competence approach proposed by G. Cheetham, G. Chivers, F. Delamare, and J. Winterton. The list of significant personal competences has been defined based on the analysis of corporate documents, which was used to define sufficient minimum set of competences: development values, responsibility and openness in decision-making, creativity, situational leadership. The article presents the results of the comparative analysis of personal competences of the management reserve pool members and the corresponding sample of university staff, as well as the comparison of the assessment results of the subsequent efficiency of activities presented by two expert groups. The value priorities of the first group appeared to be of innovative entrepreneurial nature. Value orientation of the second group inclines more significantly towards the Humbold-tian model with the focus on conservation of the existing systems of relations. It has been demonstrated that the management reserve pool attracts people with various sets of personal competences, however, we managed to identify statistically significant differences between personal competences of the reserve group members and the control group members, which signifies the evident approval and support of the university development program by the members of the reserve group. The study explains the key role of innovative and entrepreneurial values in improving the competitiveness of the university, as well as analyzes the correlation between conscious and subconscious factors in the implementation of values. The key role of values as predictors of behavior was reflected in the differences between expert assessments. In their assessment of the activities of the reserve pool members experts with different value orientations gave high scores to different staff members. In particular, this was reflected in the significant positive correlations of scores given by the experts with expressly entrepreneurial inclinations and in the significantly negative correlations of scores given by the experts with expressed inclination towards with Humboldtian model with the rate of adherence of staff members to the innovative values. The study proves the significance of the theoretically identified sets of personal competences of staff members implementing the Academic Excellence Program in the context of the innovative entrepreneurial model, demonstrates the key importance of proper selection of experts. The article creates opportunities for development of procedures for the assessment center. The results of the study can be used by human resource structures of universities following the similar model of development. The originality of the study consists in the identification of the correlation between sets of personal competences of the personnel reserve pool members, and in discussing the importance of the proper design of the selection procedures of experts with value orientations corresponding to the selected model of university development.