Tвозможности Применения Интерактивных Цифровых Технологий Личностно-Професcиональной Диагностики В Рамках Организации И Проведения Управленческих Конкурсов[Мониторинг И Анализ Достижимости Национальных Целей России С Учетом Последствий Пандемии Covid-19]

The relevance of this research is primarily due to the intensive development of technologies for remote work with personnel. Interest in digital tools for the assessment and development of human resources is increasing both in business and in the field of public service. The growing trend in recent years to search and select the most promising personnel through open management competitions has formed a request for methodological and technological modernization of already proven evaluation tools and their adaptation to the specific conditions of such personnel projects. The purpose of the study is to study the possibilities and prospects of using interactive digital technologies for evaluating personal, professional and managerial resources within the framework of organizing and conducting managerial and personnel projects (competitions). The object of the study is personal and professional resources and psychological qualities of managers participating in management competitions. Research methods: general scientific, psychological and mathematical; analysis of literary sources, testing, statistical data processing. As part of the research work, an extensive analysis of the modern world practice of using digital interactive technologies in the field of personnel management was carried out. The key trends in the use of interactive digital technologies are identified and described. An interactive digital methodology of personal and professional diagnostics in the format of a test to assess the respondent's level of knowledge in the field of public administration in the Russian Federation has been developed and tested. Based on the developed tools, an empirical study was conducted on a sample of more than three and a half thousand managers participating in the management competition. According to the results of an empirical study, significant differences in personal and professional characteristics were revealed between participants who demonstrated different levels of knowledge. The conducted empirical research allows us to draw conclusions about the expediency of using knowledge tests in the context of personal and professional diagnostics. A variant of creating a methodology for assessing the level of claims based on the developed knowledge test is proposed. Recommendations on the use of an interactive format for the implementation of digital methods for assessing managerial and personal-professional resources in the context of mass remote assessment are formulated. The prospects and possibilities of using such digital assessment tools in the framework of projects for the development of state personnel policy are outlined.