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Vol. 6, No. 4, 2020 

Corresponding author:
1 Kherson State University, Ukraine.
E-mail: makar0684@gmail.com
ORCID: http://orcid.org/0000-0001-9929-8967
ResearcherID: https://publons.com/researcher/1878529/serhii-makarenko/
2 Kherson National Technical University, Ukraine.
E-mail: nat-o@ukr.net
ORCID: http://orcid.org/0000-0002-1019-5708
3 Kherson State University, Ukraine.
E-mail: yanochka.oleksenko@gmail.com
ORCID: http://orcid.org/0000-0003-4954-0545

DOI: https://doi.org/10.30525/2256-0742/2020-6-4-103-109

IMPROVEMENT OF THE SYSTEM OF MANAGEMENT  
OF PROFESSIONAL DEVELOPMENT OF PERSONNEL:  

THE CASE OF UKRAINE
Serhii Makarenko1, Nataliia Oliinyk2, Yana Oleksenko3

Abstract. Theoretical and methodical aspects of rating performance appraisal of sci-entific and pedagogical 
workers of educational institutions are object of research. The purpose of the article is to study the factors of 
influence and provide recommendations for improving the system of management of professional development of 
personnel of educational institutions. The results are obtained through the use of methods: expert method is used 
to identify the impact of qualitative and quantitative indicators on the efficiency of use of labor resources; economic 
and mathematical method is performed to determine the integral indicator of the assessment of the efficiency 
of the use of labor resources; abstract-logical method is executed for theoretical generalization and formulation 
of conclusions. It has been revealed that the lack of a sound methodological approach to employee rating and 
appropriate means of motivation for professional development can lead to the loss of existing intellectual potential 
and competitive positions of educational institutions in the market of educational services in general. It has been 
found that in order to introduce an effective model of personnel management in educational institutions, it is very 
important to provide the main criteria for evaluating its effectiveness at the stage of formation. It was found that 
special attention should be paid to development of substantiated scientific and methodological approaches to the 
assessment of professional qualifications level of employees in the testing group and in the dynamics, determining 
the limit load and development model of a motivation model for professional development. When assessing the 
level of professional qualification of teaching staff, it is proposed to take into account not only their own property 
to scientific and pedagogical industry, but also the results of their pupils’ work. In determining the integral indicator 
of the assessment of the efficiency of the use of labor resources, the method of taxonomic analysis was used with 
additional consideration of the specific weight of influence of each factor on an integral indicator. It is substantiated 
that the definition of the boundary load will not only establish an effective bonus system, but also increase the level 
of job satisfaction among subordinates. The mechanism of determining the coefficient of competence of experts 
involved in the evaluation of staff, taking into account their work experience, the scale of management activity, and 
the level of education, deserves further study.

Key words: management, educational institution, labor resources, professional development, integral indicator.

JEL Classification: M12, M54

1. Introduction
Today’s conditions of constant growth of the level 

of competition between educational institutions are 
the key part of success for the permanent increase of 
professional competences of pedagogical and scientific 
and pedagogical employees as a basis for providing 
qualitative educational services.

Research and solutions of current problems, which 
constraint the staff devel-opment, are one of the most 
urgent tasks not only for the management of educational 
institutions, but also for society as a whole. Modern 
economic and social situation in Ukraine has not only 
dramatically changed the ideas and values, but also has 
given rise to an uncertain, very often groundlessness, 



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Vol. 6, No. 4, 2020
attitude to many values and norms, including the 
needs for a constant personal development. The most 
important component of the professional development 
of staff became the superficial material aspect, according 
to which the employee is engaged, the improvement 
of professional skills only in case of urgent need for 
retention in a position of employment or as component 
to increase the amount of pay work in the short term 
perspective. And that is not taking into account the 
fact that the most important part of professional 
development is the intellectual personal development 
and additional professional competencies. Only because 
of the necessary qualification level of pedagogical and 
scientific and pedagogical worker, he or she will be 
able to realize himself or herself on labor market as 
a successful specialist and get a decent salary in budget 
and private spheres of economic activity in the future.

The results of the research conducted by Redko S., 
Panchenko A. (2015) show that a significant amount 
of intangible motivation that leaders of educational 
institutions have used in the past (awarding certificates, 
audits, etc.), do not bring the desired changes in 
significant numbers of teachers today. And if they lead 
to change, then these changes have a short duration. 
Therefore, the head of the school has to constantly 
look for new opportunities to intensify the process of 
improvement of teaching staff, first of all, at the expense 
of the internal resources of your institution, and build 
a dynamic and flexible system of motivation of teaching 
staff on the basis of research peculiarities of their 
motivational sphere.

According to Mokin B. I., Marymonchyk Yu. V. 
(2004), an effective system of stimulating teaching 
staff provide the encouragement preparation of highly 
quali-fied scientific and pedagogical staff (motivation 
of relations) and achievement of scientific works of 
various way (process orientation) in the form of a salary 
supplement.

Obmok O. H. (2014) proposes to use the rating of 
results of the work of teaching staff as an element of their 
motivation to high-performance activities that enhance 
the collective interest of scientific and pedagogical staff 
to improve the final results of institutions activities 
of higher education, obtaining higher positions in 
intercollegiate ratings.

Despite the considerable experience, there are 
questions that need to be addressed to additional 
scientific analysis, especially with regard to improve the 
man-agement system for professional development of 
personality. Every head of an educational institution, 
who is striving to ensure effective functioning in the short 
and long term prospect, must constantly explain the 
need for permanent improvement, but some additional 
measures aimed on encouraging the employees to 
update their knowledge and improve it professional 
competence are also required. This is especially true in 
today’s context of financial and other material resources, 

insufficient financing of expenses for the maintenance of 
pedagogical and scientific pedagogical staff. The above 
is determined by the relevance of the research topic, its 
tasks and content.

The purpose of the article is to study the factors of 
influence and provide recommendations for improving 
the system of management of professional development 
of personnel of educational institutions.

2. Research methodology
The methodological basis of the research was made 

by the scientific works of domestic, foreign scientists 
and leading experts, statistical and analytical 
materials of public authorities. As a method of 
data collection for the research the questionnaire 
was chosen. The survey was conducted among top 
executives of educational institutions (Kherson 
State University, School of Liberal Arts), local state 
executive bodies (Department of Economic and 
Regional Development of Kherson Regional State 
Administration), Kherson Regional Intersectoral 
Council of Trade Unions. The results are obtained 
through the use of methods: expert method is used 
to identif y the impact of qualitative and quantitative 
indicators on the efficiency of use of labor resources; 
economic and mathematical method is performed to 
determine the integral indicator of the assessment 
of the efficiency of the use of labor resources; 
abstract-logical method is executed for theoretical 
generalization and formulation of conclusions.

The following formula was used to transfrom 
a particular set of indicators with different units 
of measurement into a single scale of evaluation 
(Tyukhtenko, Makarenko, 2016):

 K
j•
= Xmax Xij

Xmax Xmin

Xij Xmin
Xmax Xmini 1

n

i 1

n −

−
+

−

−=
∑

=
∑

,                (1)

where Кj – the coefficient for each of the indicators 
characterizing a particular component of activity;

Xij – the value of the i-th indicator of the j-th group
Xmax – the maximum value of the i-th indicator in the 

middle of the testing group; 
Xmin – the minimum value of the i-th indicator in the 

middle of the examined group.
The first part of the formula is used to evaluate 

indicators, the growth of which has a positive impact, 
the second part is to evaluate indicators, the increase of 
which has a negative effect (e.g., number of conflicts, 
number of absences, etc.).

The best is the classroom, the arithmetic mean of the 
sum of the ratings of which is the lowest.

To determine the integral indicator of labor resources 
competitiveness, the method of taxonomic analysis 
was used, with additional consideration of the specific 
impact of each factor on the integral indicator of labor 
resources competitiveness. This method is to perform 



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Vol. 6, No. 4, 2020 
the calculation of the integral evaluation in several stages 
(Makarenko, Oliinyk, Danko, Kaplina, 2020):

Stage 1 – formation of the system of information 
space of evaluation – matrix of initial data X=(xij).

Stage 2 – formation of a matrix of standardized values 
of attributes by changing the matrix X to the matrix 
Z. The elements of the matrix Z are calculated by the 
formula:

 Z
ij

x
ij

x
av.j

j
=

−

δ
,                   (2)

where xav.j – the average value of the j-th indicator;
δj – rms deviation of j-th index.
Stage 3 – formation of “point-standard” with 

coordinates Z01, Z02, ..., Z0n.
Stage 4 – Euclidean distance (Сi0) calculation by the 

formula: 

 Ci0 Pj* (Zij Z0j)
2

j 1

n
= −

=
∑ ,                   (3)

where Рj – the share of the impact of the j-th indicator 
of labor resources com-petitiveness index.

The distances obtained are the initial values used in 
the calculation of the inte-gral index.

Stage 5 – calculation of values of integral index (di) 
using the formulas:

 d
i
1
C
i0
C
0

= − ,                    (4)

where
 C
0

C
av.0

2*S
0

= + ,                         (5)

 C
av.0

1
m* Ci0i 1

m
=

=
∑ ,                      (6)

 So
1
m (Ci0

C
av.0

)2
i 1

m
= −

=
∑ ,                     (7)

In determining the specific impact of the j-th indicator 
on the integral indicator of the competitiveness of 
labor resources, a survey was conducted among certain 
in-stitutions of higher education, local government 
bodies and trade union organizations. Given that each 
of the experts involved in the survey has a different 
level of qualifications, it was suggested to use the 
methodological approaches developed by the authors 
(Tyukhtenko, Makarenko, 2016; Makarenko, Oliinyk, 
Kazakova, 2018) with additional consideration of the 
level of fluctuations of the corresponding qualification 
competences in the middle of the testing group.

3. Features comprehensive evaluation  
of the results of the testing group

Professional activity of pedagogical and scientific 
and pedagogical staff has its own specifics that are 
directly displayed in the management system of 
professional development of the personality. One of 
the basic conditions of increasing the competitiveness 

of educational institutions is improving the quality 
of education provided the educational services by 
ensuring the continuous updating of staff knowledge 
in an unstable business environment. Improvement of 
the management system of professional development of 
pedagogical and scientific and pedagogical staff should 
take into account the modern aspects of the functioning 
of educational institutions and realize the potential 
of staff in the relevant market of segment services. 
Special attention should be paid to the development of 
substantiated scientific and methodological approaches 
to the assessment of professional qualifications level 
of staff in the testing group and in the dynamics, 
determining the capacity limit and development 
a motivation model for professional development.

When assessing the level of professional qualification 
of teaching staff, it is necessary to consider not only their 
own property in the scientific and pedagogical branch, 
but the results of their ward pupils’ work. This is especially 
true when as-sessing the effectiveness of the teaching staff 
who is also the form master at the part-time.

The methodological approach introduced by 
the School of Liberal Arts (Kherson, Ukraine) is 
noteworthy; it is determined by the total efficiency of 
each educational class within each quarter. This approach 
assumes summation of points results by 12 groups of 
indicators: image of the class (А1); lack of the school 
uniforms (А2); sanitary condition of the class (A3); 
delay (A4); faster, higher, stronger (A5); educational 
achievements, competitions (A6); participation in 
thematic weeks (A7); participation in the competitions 
“Spike”, “Kangaroo”, “Olympus”, “Sunflower” / self-
government (A8); talented and creative (A9); library: 
events, rating, reading (A10); theater festival / total 
number of points of preliminary checks (A11); the 
success of the quarter (A12) (Table 1). The best is the 
class with the highest score in the testing group.

At the same time, the methodological approach does 
not fully allow to examine the current situation in the 
class and identify possible changes in the rhythm of 
preparation of pupils compared to the neighboring 
classes of a particular group. 

There are also questions about the objectivity of 
general evaluation results of the testing classes. This 
is due to the fact that two groups of indicators A7 and 
A12 determine the future leading class. At the same time, 
there are questions arising on the expediency of using 
the groups of indicators A2, A3, A4, A5, A6, A11, because 
their impact is almost unremarkable, or has a single 
character.

It should be noticed that the most important task of 
any technique of evaluation is not only an incentive for 
the testing group (pupils, students, hearer, pedagogical 
and scientific and pedagogical staff ) to maximize the 
results of activity, but also to ensure the maximization 
to the total of metrics, but not exclusively in two or three 
groups.



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Using the formula 1 for the Table 2, the complex 
evaluation of the results of each class was carried out, 
considering the possible level of fluctuations in the mid-
dle of the testing group.

The results show that considering the level of 
oscillation in the middle of the testing groups, there 
were insignificant changes in the rating. However, for 
full use of the specified methodological approach in 
evaluation complex of the performance of each class 
should be further determined the proportion of the 
impact of each of the proposed groups of indicators on 
the overall performance indicator.

To evaluate the level of pedagogical professional 
qualifications of staff in terms of evaluating the results 
of their pupils’ work it is necessary to determine, how 

the complex coefficient of the testing group during the 
course of recent reporting periods has changes.

Table 3 shows the results of a comprehensive appraisal 
of Grades 6-A (7-A) of the School of Liberal Arts 
(Kherson, Ukraine), based on three reporting periods.

The calculations show that maximizing the results of 
group work of pupils of the study class is observed in 
the fourth quarter of 2018-2019. Deterioration of the 
complex coefficient based on the results of the II quarter 
of 2019-2020 connected to mainly with the hormonal 
changes that occur at pupils of 12-13 years, and, as a re-
sult, their low motivation for self-improvement. Also 
worsening the level of the complex coefficient was the 
result of personnel changes that occurred in educational 
and pupil’s educational activities of the educational 

Table 1
The evaluation results of each testing classes (IV quarter of 2018-2019)

Class
Groups of indicators

Amount Place
А1 А2 А3 А4 А5 А6 А7 А8 А9 А10 А11 А12

5А 40 0 -9 0 0 40 17 7 40 5 0 61 201 4
5B 40 0 -6 0 3 0 48 20 3 48 0 77 233 2
6А 40 -4 -4 0 4 0 59 14 33 23 0 80 245 1
6B 40 -12 -4 0 5 0 0 25 50 5 0 50 159 6
7А 40 0 -6 0 5 30 31 23 15 17 0 48 203 3
7B 40 -6 -13 0 2 0 8 22 9 4 0 35 101 7
8А 40 -12 -10 0 0 0 5 19 0 0 0 26 68 8
8B 40 -2 -14 0 0 0 22 18 40 17 0 42 163 5

Source: authors’ own work

Table 2
Comprehensive evaluation of the results of each class,  
give the possible level of oscillation within the analysis group

Class
Metrics group coefficients

Amount Place
А1 А2 А3 А4 А5 А6 А7 А8 А9 А10 А11 А12

5А 0 0 0.5 0 1 0 0.712 1 0.2 0.896 0 0.352 4.66 5
5B 0 0 0.2 0 0.4 1 0.186 0.278 0.94 0 0 0.056 3.06 3
6А 0 0.333 0 0 0.2 1 0 0.611 0.34 0.521 0 0 3.005 2
6B 0 1 0 0 0 1 1 0 0 0.896 0 0.556 4.451 4
7А 0 0 0.2 0 0 0.25 0.475 0.111 0.7 0.646 0 0.593 2.974 1
7B 0 0.5 0.9 0 0.6 1 0.864 0.167 0.82 0.917 0 0.833 6.601 7
8А 0 1 0.6 0 1 1 0.915 0.333 1 1 0 1 7.849 8
8B 0 0.167 1 0 1 1 0.627 0.389 0.2 0.646 0 0.704 5.732 6

Source: authors’ own work

Table 3
Comprehensive appraisal of Grades 6-A (7-A) of the School of Liberal Arts (Kherson, Ukraine)

Reporting periods
Metrics group coefficients

Amount
А1 А2 А3 А4 А5 А6 А7 А8 А9 А10 А11 А12

II quarter 
of 2018-2019 (6-А)

0 0 0 1 1 1 0 0 0.097 0.083 0 0 3.18

ІV quarter 
of 2018-2019 (6-А)

0 0.333 0 0 0.2 1 0 0.611 0.34 0.521 0 0 3.005

ІІ quarter 
of 2019-2020 (7-А)

0 0.125 0.667 0.333 1 0.938 0 0.25 0 0.842 0 0 4.155

Source: authors’ own work



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Vol. 6, No. 4, 2020 
institution. However, the testing class continues to 
take first place in the overall grade of 5-8 forms of 
School of Liberal Arts. Therefore, to formulate more 
valid conclusions about it is advisable to carry out the 
results of the work of the form master for the results of 
the 2019-2020 academic year (adjusted for obliged on-
line education in March-May 2020 in connection with 
COVID-19).

4. Assessment of the personal level  
of professional competence of personnel

To assess the personal level of professional 
competence of the form master of the School of 
Liberal Arts mentioned above, formulas 2-7 and the 
individual integral index of competitiveness were 
executed using the method taxonomic analysis with 
additional consideration of the specific influence of 
each factor to the integral indicator. To identif y the 
key metrics, on which the realization of an objective 
assessment of the level of professional qualification 
of form master is possible, the working group was 
created, which included the leading experts of 
the industry (Kherson State University, School of 
Liberal Arts, Department of Economic and Regional 
Development of the Kherson Regional State 
Administration, Kherson Regional Intersectoral 
Trade Unions Council).

Considering the level of competence of the involved 
experts, on the basis of the questionnaire conducted, 
the main indicators and the level of their significance 
when assessing the level of professional competence 
of the form master of School of Liberal Arts were 
identified, namely: average number of students, persons 
(B1, significance – 10%); hours of classroom workload, 
hours / week (B2, 25%); preparation of competition 
winners, points (B3, 15%); publication of educational 
and methodical works, other sheets (B4, 10%); 
individual consultations during off-hours, hours / week 
(B5, 22%); organizational and administrative work, 
hours / week (B6, 18%).

Table 4 presents the general system of information for 
calculation of the inte-gral index of competitiveness of 
the form master of testing class of the School of Liberal 
Arts.

Table 5 shows the calculation of the mean value 
and standard deviation for the group of indicators 
characterizing the level of competitiveness.

Standardized values of indicators, intermediate values 
of point-standard, Eu-clidean distance and integral 
indicator are shown in Table 6.

The obtained results of calculation of the integral index 
of the competitiveness of the form master of the School 
of Liberal Arts in Table 6 show that efficiency of his ore 
her work during 2017-2018 and 2018-2019 academic 
years significantly in-creased compared to the  

Table 6
Standardized values of indicators, intermediate values of point-standard,  
Eu-clidean distance and integral index

Indicators Weight ratio
Academic years Point of 

reference
C0 S0 C0

2016-2017 2017-2018 2018-2019
В1 0.1 -1.298 0.162 1.136 1.136
В2 0.25 -1.1 1.32 -0.22 1.32
В3 0.15 -1.367 0.368 0.999 0.999
В4 0.1 1.393 -0.488 -0.906 1.393
В5 0.22 -1.225 1.225 0 1.225
В6 0.18 0 -1.225 1.225 1.225

Euclidean distance 2.118 1.260 1.205 1.528 0.418 2.363
Competitive Capacity 

Integral indicator
0.1 0.47 0.49

Source: authors’ own work

Table 4
Information space system for calculating the integral 
indicator of competitive-ness assessment

Indicator
Academic years

2016-2017 2017-2018 2018-2019
В1 15 18 20
В2 36 47 40
В3 44 55 59
В4 1.7 1.25 1.15
В5 12 18 15
В6 4 3 5

Source: authors’ own work

Table 5
Calculation of mean and standard deviation

Indicators
Academic years

A δ2016-
2017

2017-
2018

2018-
2019

В1 15 18 20 17.67 2.055
В2 36 47 40 41.00 4.546
В3 44 55 59 52.67 6.342
В4 1.7 1.25 1.15 1.37 0.239
В5 12 18 15 15.00 2.449
В6 4 3 5 4.00 0.816

Source: authors’ own work



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Vol. 6, No. 4, 2020
2016-2017 academic year. Notation is also confirmed 
by the results of an earlier study on comprehensive 
evaluation of the results of work of 6-A form on the 
results of II and IV quarters of the 2018-2019 academic 
year. At the same time, there is a decrease of scientific 
and research activity of the subject, more than 
60 hours for a week the specific form master spends 
on the implementation of the assigned functional 
responsibilities.

At the same time, the management of educational 
institutions should consider that essential increasing 
of workloads during working hours and out of work 
hours can lead to professional burnout of pedagogical 
worker and decrease the level of sat-isfaction with 
the fulfillment of functional duties and the desire to 
professional im-provement. This is partially confirmed 
by the decrease of efficiency of the testing class for 
the results of the II quarter 2019-2020 academic year 
by 1.15 conditional units, which may be associated 
with a decrease of educational workload, the duration 
of individual consultations in out of work-hours and 
increasing volume of organizational and administrative 
work for a form master.

The developed model of stimulation to professional 
improvement should pro-vide that the pedagogical staff 
will be provided payroll the cash back up to 50% if the 
planned targets of scientific and pedagogical activities 
in the out of work-hours are achieved. This will allow 
to view the load level of pedagogical staff in terms of 
reducing the amount of additional organizational and 
administrative work, and devote free time to relaxation 
and personal needs.

During the development of evaluation indicators 
and implementation of the appropriate model of staff 
incentives for professional development should also 
be taken into account that the permanent labor activity 
and the fulfillment of the set tasks will contribute to 
the formation of the justification of the chosen life and 
pedagogical activities in the personality, eliminating the 
negative thoughts and increasing levels of satisfaction 
and happiness from the chosen activity.

5. Conclusions and recommendations  
for further research

The results of the research indicate the need of 
improvement of the system of management of 
professional development of pedagogical and scientific 
and pedagogical workers, taking into account modern 
functioning aspects of educational institutions. Special 
attention should be emphasized on the development of 

scientific and methodological approaches to assessment 
of the level of professional qualification of employees 
in the testing group and in dynamics, determination 
of limit load and development of motivation model to 
professional improvement.

Rating the level of professional qualification of 
teaching staff it is proposed to take into account not only 
their own heritage to scientific and pedagogical industry, 
but also the results of their ward pupil’s work. The above 
is particularly relevant in assessing the effectiveness of 
teaching staff who are concurrently form masters.

Given that the most important task of any evaluation 
methodology is not only the motivation of the testing 
group (pupils, students, hearer, teaching staff ) to 
maximize the results, but also providing the specified 
maximization for the whole set of indicators is proposed 
to carry out the complex assessment of the results of the 
activity of the educational forms from the considering 
possible level of oscillation in the amidst of the testing 
group.

The management of educational institutions should 
consider that significant growth of workloads during 
working hours and out of work hours can lead to 
professional burnout of pedagogical worker and 
decrease the level of satisfaction with fulfillment of 
functional duties and desire to professional improve. 
This is partially confirmed by the decrease of 
performance activities of the testing class of School of 
Liberal Arts according to the results of the II quarter 
2019-2020 academic year at 1.15 conventional unit 
of measure, that may be associated with a decrease of 
educational load, duration of individual consultations 
during out of work hours and increasing organizational 
and administrative work with a form master.

During the development of evaluation indicators 
and implementation of the appropriate model of staff 
stimulating to professional development should be 
taken into account that continuous labor activity and 
the fulfillment set of tasks will facilitate the formation 
in the personality of the validity of the chosen life and 
pedagogical activities, eliminating the negative thoughts 
and increasing the levels of satisfaction and happiness 
from chosen activity.

The mechanism of determining the coefficient of 
competence of experts in-volved in the evaluation of 
staff, taking into account their work experience, the 
scale of management activity, and the level of education, 
deserves further study. This will maximize the 
effectiveness of the rating and coordinate the efforts and 
resources of employees to improve defined and relevant 
for the educational institutions.

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