Prudnikova Viktoriya A.

The authors’ analysis of recent international publications on the theoretical aspects of assessing guidance and support for the professional development of state and municipal employees (including organizational forms of such development) led them to conclude that professional development guidance can be characterized as a threetiered architecture. This allows the authors to view support for the professional development of state and municipal employees as part of a clientcentered approach to human resources management. To implement this evaluation methodology in the practice of public service, it is important to establish it through regulations, roles, and responsibilities.

The article presents the skills gap analysis results in various regions and sectors of the global labor market. The methodological approaches used and the conceptual and terminological apparatus of the problem of assessing the quality of human resources are described. The methods and technologies for identifying skills mismatch of the staff of foreign companies are systematized. Skill disparities always determine imbalances in labor markets, especially if they are not short-lived. Qualifying deficiencies worry employers, primarily because they are associated with unsatisfactory labor productivity. The main indicator of lack of skills is that employers cannot fill vacancies for skilled workers. The surplus (excess) of skills is also regarded in foreign publications as an alarming symptom. Different sectors of the economy are experiencing inconsistencies in the qualifications of personnel in the labor market for various reasons. These include, for example, an insufficient number of graduates in these areas in the system of vocational and higher education, dynamic changes in qualification requirements for jobs, etc.