Alla Vasylyk

The pandemic has adjusted employment processes and accelerated the destabilization of the latter, forcing countries to step up the use of digital economy opportunities to support business activity during forced job cuts and pandemic restrictions. The aim of the article is to develop post-pandemic recommendations and scenarios for the organization of labor processes in the direction of strengthening the effective operation of companies in possible crises. The key reasons for the instability of modern labor processes are analyzed, the main world practices of legislative consolidation of telework, which are aimed at reducing the impact of the COVID-19 pandemic on business processes and labor relations, are studied. The need for changes in the organization of modern labor processes and the development of regulations for the organization of labor activity in the new socio-economic conditions is emphasized. The main components of labor process regulations are identified: state policy and regulatory regulation (the degree of readiness to return to normal work and its evaluation at the national and regional levels), personnel component (occupational health, safe working conditions, planning and regulation of production activities), operational component (business processes and benchmarks, cybersecurity and data confidentiality), commercial component (protocols of interaction of participants in production processes, integration of employees on security issues).

The relevance of the study lies in identifying modern and effective tools for the formation and development of entrepreneurial competencies in the informal education system, which is extremely relevant and in demand not only among higher education students, but also among specialists in various fields of activity. The purpose of this study is to determine the optimal tools of informal education for the effective development of entrepreneurial competencies of both students and specialists in modern conditions. The basic entrepreneurial competencies necessary for a specialist to create, develop and manage a business are highlighted, and the main differences between employees with entrepreneurial competencies and employees without them are pointed out. The study summarizes the main directions in the field of informal education for the formation of entrepreneurial thinking, culture, skills, entrepreneurship support institutions, as well as the main online platforms for learning. It is substantiated that entrepreneurship education is strengthened in terms of innovation, technology transfer and business creation both at enterprises and in higher educational institutions. The findings confirm that businesses are either hiring professionals with entrepreneurial competencies or investing in training programs to help develop competencies of existing employees, and are increasingly using informal education tools in conjunction with formal training.

Decent wages in science are necessary because the work of scientists is valuable for ensuring a country's viability and economic growth. This study aims to develop the theoretical and methodological foundations for examining wage policy within the framework of the decent work concept at the sectoral level. Additionally, the study seeks to analyze wage policies within the scientific field to identify areas for enhancement. The authors developed methodological principles for assessing wages in terms of the decent work concept. The assessment of wages confirmed the hypothesis about insufficient wage policy in science, which does not attract new employees to work in scientific institutions, engages scientists in research, and motivates results. The results showed that the science sector belongs to the sectors of the economy with decent wage indicators below the average. An analysis of wage policy in science revealed some positive characteristics and negative trends. Priority objectives were set to raise the prestige and attractiveness of scientific work. These objectives include raising salaries and increasing the minimal guarantees, implementing innovative wage tariffing and bonus schemes, introducing competitive social packages, reducing the gender pay gap, and developing social partnership and wage bargaining regulations. The practical significance of the study is evident in the potential application of the methodology by the National Academy of Sciences of Ukraine. Leaders of scientific institutions and social partners can use this methodology to derive practical benefits.