Organization of labor processes in an unstable global ecosystem
-
DOIhttp://dx.doi.org/10.21511/slrtp.11(1).2021.04
-
Article InfoVolume 11 2021, Issue #1, pp. 43-55
- Cited by
- 448 Views
-
109 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
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).
- Keywords
-
JEL Classification (Paper profile tab)E24, F01, I31, J22, J28
-
References30
-
Tables4
-
Figures0
-
- Table 1. Світова практика законодавчого закріплення основних аспектів дистанційної роботи
- Table 2. Функції роботодавця щодо встановлення внутрішніх правил трудового розпорядку під час організації трудової діяльності у нових умовах
- Table 3. Комплекс заходів щодо недопущення випадків дискримінації працівників або членів їх сімей, інфікованих COVID-19
- Table 4. Складові регламентів організації трудової діяльності за нових соціоекономічних умов
-
- Baker, M. (2021). As the pandemic resets major work trends, HR leaders need to rethink workforce and employee planning, management, performance and experience strategies.
- Bandurka, O., & Kharchenko, S. (2021). Osoblyvosti psykholohichnoho zdorovia hromadian Ukrainy ta chynnyky, yaki vplyvaiut na yoho zminy, v umovakh epidemii Covid-19 [Peculiarities of psychological health of Ukrainian citizens and factors influencing its changes in the context of the Covid-19 epidemic] (рр. 67–68). In Aktualni pytannia diialnosti subiektiv hospodariuvannia v umovakh pandemii COVID-19 [Actual issues of activity subjects of economic activity in conditions pandemic COVID-19]. Kharkiv: KhNUVS. (In Ukrainian).
- Boichenko, O., & Tymchenko, N. (2020). COVID-19: kak umenshit vliyaniye pandemii na sotrudnikov [COVID-19: how to reduce the impact of the pandemic on employees]. Visnyk. Ofitsiino pro podatky. (In Russian).
- Briken, K., Chillas, S. Krzywdzinski, M., & Marks, A. (2017). Labour Process Theory and the New Digital Workplace (pp. 1–17). In The New Digital Workplace. How new technologies revolutionise work. London: Palgrave Macmillan.
- Deutsche Gesellschaft für Internationale Zusammenarbeit (2020). Sotsialna styhma, poviazana z COVID-19 [Social stigma associated with COVID-19].
- Fesenko, V. (2020). Novyi vzghliad na orhanyzatsyiu truda. Vozobnovlenye rabote i transformatsyia byznesa v rezhyme dvukh skorostei [A new look at the organization of work. Reopening and business transformation in two speeds].
- Gallup (2020). Managing remote teams while maintaining company culture.
- Gerdeman, D. (2021). COVID Killed the Traditional Workplace. What Should Companies Do Now? Harvard Business School Working Knowledge.
- Harter, J. (2020). How coronavirus will change the «next normal» workplace.
- Hickman, A. (2019). How to manage the loneliness and isolation of remote workers.
- Hickman, A., & Wigert, B. (2020). Lead your remote team away from burnout, not toward it.
- International Labour Office (2020). An employers’ guide on managing your workplace during COVID-19 (34 p.). Geneva: International Labour Office.
- International Labour Office (2020). Posibnyk robotodavtsia z upravlinnia robochymy mistsiamy pid chas COVID-19 [Employer's Guide to Worker Management places during COVID-19] (47 p.). Zheneva: International Labour Office. (In Ukrainian).
- International Labour Organization (2017). Rekomendatsii 2017 r. shchodo zainiatosti ta hidnoi pratsi z metoiu zabezpechennia myru ta potentsialu protydii (№ 205) [Recommendations of 2017 on employment and decent work to ensure peace and counter-action potential (No. 205)].
- International Labour Organization (2020). COVID-19 and the world of work: Impact and policy responses (15 p.).
- International Labour Organization (2020). Working from Home: A potential measure for mitigating the COVID-19 pandemic.
- International Labour Organization (2021). Employment impact of the pandemic worse than expected.
- Iyengar, R. (2021). Amazon will let individual teams decide how much time they spend in the office.
- Kolot, A., & Herasymenko, O. (2020). Sfera pratsi v umovakh hlobalnoi sotsioekonomichnoi realnosti 2020: vyklyky dlia Ukrainy [The sphere of work in the conditions of the global socio-economic reality 2020: challenges for Ukraine] (36 p.). (In Ukrainian).
- Meister, J. (2021). 10 HR Trends for the next normal of work.
- PwC (2020). The new normal: working in a 1.5 meter economy.
- Pysarchuk, O. (2021). Napriamy zminy obliku trudovykh vidnosyn v suchasnykh umovakh [Directions for changing the accounting of labor relations in modern conditions] (pр.144-146). In Zbirnyk tez V Vseukrainskoi naukovo-praktychnoi konferentsii «Publichne upravlinnia ta administruvannia u protsesakh ekonomichnykh reform» [Collection of abstracts of the V All-Ukrainian scientific-practical conference "Public administration and administration in the process of economic reform"]. Kherson: DVNZ «KhDAU». (In Ukrainian).
- Sethi, B., & Marti, J.-F. (2020). Pereosmysleniye opyta sotrudnikov: kak sozdat «novuyu normu» [Redefining employee experience: how to create a “new normal”]. Strategy+Business.
- Shankar, R. (2021). 10 key trends impacting the Next Normal.
- SSA Group (2021). What does the future of work look like in a post-pandemic world?
- Verkhovna Rada of Ukraine (2020). Pro vnesennia zmin do deiakykh zakonodavchykh aktiv Ukrainy, spriamovanykh na zabezpechennia dodatkovykh sotsialnykh ta ekonomichnykh harantii u zviazku z poshyrenniam koronavirusnoi khvoroby (COVID-19) [On Amendments to Certain Legislative Acts of Ukraine Aimed at Providing Additional Social and Economic Guarantees in Connection with the Spread of Coronavirus Disease (COVID-19)]. (In Ukrainian).
- Verkhovna Rada of Ukraine (2021). Pro vnesennia zmin do deiakykh zakonodavchykh aktiv Ukrainy shchodo udoskonalennia pravovoho rehuliuvannia dystantsiinoi, nadomnoi roboty ta roboty iz zastosuvanniam hnuchkoho rezhymu robochoho chasu [About modification of some legislative acts of Ukraine concerning improvement of legal regulation of remote, home work and work with application of a flexible mode of working hours]. (In Ukrainian).
- Vonberh, T. (2020). Remote employment: new challenges and opportunities. Business Inform, 4, 259–265. (In Ukrainian).
- Westfall, C. (2020). Mental Health And Remote Work: Survey reveals 80% of workers would quit their jobs for this.
- Yaroshenko, O. (2019). Labor protection in branches: european experience of normative support of risk- oriented approaches. Financial and Credit Activity: Problems of Theory and Practice, 1(28), 522–530.