The offered research is devoted to a problem of studying of intellectual potential of employees. Use of intellectual potential in the organization practice is subjected to the analysis. The author offers a technique by means of which it is possible to estimate intellectual potential. This analysis is based on assessment of contents of project proposals which employees address to the management of the companies. Calculation of characteristics of project proposals has been carried out, and these characteristics have been compared with positions of workers. The comparative analysis of use of intellectual potential of employees of two companies is carried out. One company treats a telecommunication segment, another represents a retail. It is revealed that between the companies there are expressed differences in structure of intellectual potential of their employees. Each company imposes special requirements to employees of linear and average management. These requirements distinguish one company from another. Also in each company distinctions according to requirements imposed to employees of different levels of management have been found. The established distinctions have allowed estimating balance of distribution of characteristics of intellectual potential of workers of the companies depending on the level of their positions. Zones of an intellectual resource and a zone of deficiency of intellectual potential are found.
The research makes a contribution as in methodology of assessment of intellectual potential of employees, and in practice of human resource management, offering criterion for evaluation of compliance of the employees to requirements of a position in the concrete company.
An analysis of current research in the field of psychology and economics of labor reveals an important trend in the performance of professional work as a special kind of activity. These changes are associated with the development of pro-activity, which is clearly expressed in the disclosure of professional self-activity as the most important property of the job actor. The paper proposes an idea of non-classical forms of administrative activity as the embodiments of the professional pro-activity and explain the main characteristics of these forms. We present to discuss the results of empirical research of professional pro-activity, overcoming institutional boundaries of labor positions. The role of the organizational context as a factor in the implementation of professional self-activity, expanding in the area of administrative tasks is discussed.
Recent developments in the field of intellectual and managerial work lead to the erosion of the established boundaries of their evaluation. New forms of labor actualize the managerial activities in the non-managerial positions. We were investigating one of the important functions of human resource management systems - the identification, development and application of the managerial capacity of staff. It has been found that the lack of adequate assessment of the real management activity and its replacement by a formal evaluation of managerial work led to an increase in the gap between the content of real working and aging models underlying its fixation. It was found that some human resource management technologies formed not only functional, but also dysfunctional (including fictitious) components in the structure of the managerial capacity of staff. Mechanisms that prevent the development of fictitious and other dysfunctional components of the managerial capacity organizational personnel are descripted.