Cite this article as:
Толочек В. А. Professional Selection: History and Prospects for Goal Setting. Izvestiya of Saratov University. Educational Acmeology. Developmental Psychology, 2018, vol. 7, iss. 2, pp. 118-?. DOI: https://doi.org/10.18500/2304-9790-2018-7-2-118-128
Professional Selection: History and Prospects for Goal Setting
Purpose of the study: analysis of the set of issues related to the problem of professional selection (methodology and methods, techniques, procedures for organizing and conducting diagnostics, preservation and use of the empirical data, etc.). Hypothesis: The historically developed theory and practice of professional selection does not reflect the conditions and requirements of the subject’s activity in the real environment of organizations; the existing theory and practice are not coordinated with the evolution of organizations (stages of their life cycle, changes in the internal and external environment). Novelty of the research results is as follows: the main issues of the theory and practice of professional selection are integrated with consideration of broader tasks of psychological support of the subject’s professional activity (human conservation); current practice is critically analyzed and new understanding of the tasks of human resource management is proposed; effects and resources of interaction of joint activity’s subjects are considered; dynamics of changes in the state of external and internal environment of the organization that affect both the “standards» of selection and the content of work with personnel is analyzed; the need to create data banks and form «human resources logistics» is stated. The author concludes that there is the need for further development of the theory and practice of psychodiagnostics (which prove the transition to the tasks of selection, which are not «profession-related», but rather «specific workplace-related», the interpretation of «selection» as «picking» and subsequent «distribution» of people among the respective workplaces, selection for completing the qualities of employees that are already working for the company with the qualities of newcomers, providing integration of personal and professionally important qualities of all interacting subjects of joint activity, providing the transition from the paradigm of assessing actual qualities of the subject to the paradigm of actualization of subjects’ joint activity resources, etc.). Such topical issues as active management of interactions between subjects in micro- and small social groups (dyads, triads, teams); transition from retrospective psychodiagnostics (from the models of past experience) to the diagnosis of a projective, perspective (from classical to modern psychodiagnostics) were looked into.
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