Real and fictitious parts of the managerial capabilities of the labor actors

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.