Name of theme Organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies Annotatsiya

Nasrullayev To‘lqinjon
Head Scientific and Metodological Center

Name of theme

Organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies


Annotatsiya
The organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies involves creating a framework that integrates technology-enabled learning and development initiatives into an organization's overall talent management strategy.
Developing the competence of strategic management personnel is essential to ensure that organizations remain competitive and sustainable. Traditional training methods are no longer sufficient to meet the needs of today's workforce, and innovative technologies can play a significant role in achieving this goal.


Key words: Personal training, educational problems, repertoire networks, cognitive, ontological.

Organizations today operate in a rapidly changing business environment that demands a strategic approach to management. Developing the competence of strategic management personnel is essential to ensure that organizations remain competitive and sustainable. Traditional training methods are no longer sufficient to meet the needs of today's workforce, and innovative technologies can play a significant role in achieving this goal.

The organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies involves creating a framework that integrates technology-enabled learning and development initiatives into an organization's overall talent management strategy. The model involves identifying the key competencies required for strategic management personnel and developing a comprehensive training program that leverages innovative technologies to deliver personalized, engaging, and interactive learning experiences.
The model is designed to address several challenges faced by organizations in developing the competence of strategic management personnel. These challenges include the need to:
Develop competencies that are aligned with the organization's business strategy, culture, and values.
Ensure that learning and development initiatives are personalized, engaging, and interactive.
Integrate learning and development initiatives into the overall talent management strategy of the organization.
Measure the effectiveness of learning and development initiatives using key performance indicators.
The organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies involves several key steps:
Conducting a needs analysis to identify the competencies required for strategic management personnel based on the organization's business strategy, culture, and values. This involves identifying the skills, knowledge, and abilities that strategic management personnel need to effectively execute the organization's strategy.
Designing a competency-based training program that leverages innovative technologies such as simulations, gamification, virtual reality, and microlearning to deliver a personalized, engaging, and interactive learning experience. This involves designing learning experiences that are tailored to the needs of individual learners and that use innovative technologies to increase engagement and retention.

Integrating the training program into the organization's overall talent management strategy, including performance management, succession planning, and career development. This involves ensuring that learning and development initiatives are aligned with the organization's overall strategy and that they are integrated into the talent management processes that support the development and retention of strategic management personnel.

Measuring the effectiveness of the training program using key performance indicators such as employee engagement, job performance, and retention. This involves collecting data on the effectiveness of the training program and using this data to continuously improve the program and to demonstrate its impact on the organization.
The organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies has several benefits. These benefits include:
Developing a workforce that is better equipped to navigate the rapidly changing business environment. Strategic management personnel who have the necessary competencies are better equipped to lead the organization through change and to capitalize on new opportunities.
Increasing employee engagement and motivation by providing personalized and engaging learning experiences. Innovative technologies can help to make learning more engaging and enjoyable, which can increase employee motivation and reduce turnover.
Attracting and retaining top talent by offering innovative and cutting-edge development opportunities. Offering innovative and personalized learning experiences can help organizations to attract and retain top talent by demonstrating a commitment to employee development.
Achieving a competitive advantage by building a strong leadership pipeline and ensuring that strategic management personnel have the necessary competencies to drive business success. Developing the competence of strategic management personnel is critical to achieving organizational goals and to maintaining a competitive advantage in the marketplace.
In conclusion, the organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies is essential for organizations that seek to remain competitive and sustainable in today's business environment. By integrating technology-enabled learning and development initiatives into their overall talent management strategy, organizations can build a workforce that is better equipped to navigate the rapidly changing business environment and achieve their goals. The model involves several key steps, including conducting a needs analysis, designing a competency-based training program, integrating the program into the talent management strategy, and measuring its effectiveness.
To implement this model successfully, organizations must invest in the necessary technologies and resources, including learning management systems, authoring tools, and instructional designers. They must also prioritize the development of their strategic management personnel and create a culture of continuous learning and development.
Innovative technologies can be used to deliver personalized, engaging, and interactive learning experiences that are tailored to the needs of individual learners. Simulations and gamification can be used to create immersive learning experiences that enable learners to practice and apply their skills in a risk-free environment. Virtual reality can be used to simulate real-world scenarios and provide learners with hands-on experience in a safe and controlled environment. Microlearning can be used to deliver bite-sized pieces of information that are easy to digest and retain.
Integrating the training program into the overall talent management strategy of the organization is critical to its success. Learning and development initiatives must be aligned with the organization's business strategy, culture, and values. They must also be integrated into the talent management processes that support the development and retention of strategic management personnel. Performance management, succession planning, and career development processes should all be aligned with the training program to ensure that it is effective in achieving its goals.
Measuring the effectiveness of the training program is essential to ensure that it is meeting the needs of the organization and its employees. Key performance indicators such as employee engagement, job performance, and retention should be used to measure the impact of the training program. Data should be collected regularly and analyzed to identify areas for improvement and to demonstrate the effectiveness of the program to stakeholders.
In conclusion, the organizational and structural model for the development of the competence of strategic management personnel based on innovative technologies is a comprehensive approach to talent development that can enable organizations to remain competitive and sustainable in today's business environment. By investing in the necessary technologies and resources and prioritizing the development of their strategic management personnel, organizations can build a strong leadership pipeline and achieve their goals. The model involves several key steps, including needs analysis, competency-based training design, integration with the talent management strategy, and performance measurement. By following these steps and continuously improving the program based on feedback and data, organizations can ensure that their strategic management personnel have the necessary competencies to drive business success.