Specificity of training managerial personnel in conflict resolution in the framework of digital transformation

Introduction. Management training in conflict resolution is relevant since conflicts negatively affect productivity, employee morale and company reputation, while conflict management prevents these negative effects and helps achieve business goals. It is an important aspect of strategic management that contributes to the sustainable development of organizations and enhances their competitiveness. The paper aims to analyze the specifics of management training in conflict resolution in the framework of digital transformation. Materials and methods. The materials were articles from periodical peer-reviewed journals, as well as conference materials. The method employed were generalization of material and comparative analysis. Results of the study. At present, a significant means of overcoming burning issues of the organization is to form and develop competence of the employee (manager) in terms of conflict resolution as an integral component of their skills especially in the framework of digital transformation. Competence of managerial personnel in terms of conflict resolution characterizes an integrative component of personality and is determined by conflict knowledge, emotional self-control, self-knowledge, and by a wide range of components. A comparative analysis of different approaches reveals the necessity to specifically integrate individual personal qualities into components that will constitute the structure of the manager’s competence in terms of conflict resolution. Conclusion. In modern conditions of heightened levels of conflict within society, the desire and aspiration of a manager to apply their knowledge, skills and abilities to anticipate and resolve various types of interpersonal conflicts, including conflicts arising in an organization with the subjects of relations, is of increased interest.