Resumen
The subject of the research is the tools and methods of effective human management. The purpose of this study is the development of human management tools for a project-oriented organization. The following tasks had been solved in the article: introducing the categories of "specialist profile" and "degree of uniqueness" of an employee; identification of the main areas of use of the "specialist profile" and the indicator of "degree of uniqueness" in the human resources management of a project-oriented organization; development of the method for assessing the "degree of uniqueness" of an employee. The following methods are used: set theory, functional analysis, expert assessment method. Results. In this study the category "specialist profile" and the interrelated indicator "degree of employee uniqueness" were introduced. A specialist?s profile means a combination of three components, which are the sets of quantitatively evaluated characteristics: competence, energy and professional potential were presented. The profile of the organization?s specialist is examined for compliance not only with the essence of the project and its specific work, but also with the conditions of the project and work, as well as with the interests of the project-oriented organization. "Energy" is a set of personal characteristics of an employee, such as the ability to work in extreme situations, stress tolerance, sociability, etc. "Professional potential" ? "hidden" professional opportunities (competencies, energy), which are transformed into real competencies and energy in the process of carrying out professional activities. A conceptual model for the use of the "employee profile" in the human resources management of a project-oriented organization had been developed. Under the degree of uniqueness of an employee is taken the ratio of his competencies, energy and potential to the competencies, energy and potential of other employees. Conclusions. The method for assessing the degree of uniqueness of an employee, illustrated by a calculation example, was developed. The directions of using this indicator in the human resources management of a project-oriented organization were indicated.