Issue #2 (Volume 12 2022)

The relevance of the article is due to the need to determine the conceptual directions for strengthening the competitiveness of the national labor market in the context of intensifying international processes in the area of competition for highly qualified workers and investments in the creation of new modern workplaces. The purpose of the article is to develop the theoretical and conceptual foundations of ensuring the competitiveness of the national labor market. This problem is considered from the position of strategic importance for Ukraine, as it reflects the key societal socio-economic processes and forms the prerequisites for achieving the goals of sustainable development. As a result of the analysis of the state policy of Ukraine to overcome the negative consequences of the pandemic for the employment sector and the labor market, its ineffective practices were noted – the coronavirus restrictions were implemented against the background of the complete withdrawal of the state from real financial assistance and effective measures to support the employment sector. The main reasons that hold back the attraction of foreign investments for the creation of new jobs are indicated such as the disproportion of demand and supply; destructiveness of social dialogue processes in the labor market; low quality of labor legislation, low employment rates and a huge volume of the shadow segment. Recommendations have been developed on the use of practical tools for the development of the competitive advantages of Ukraine’s labor market, namely, strengthening the professional and qualification qualities of the workforce, modernizing the state policy of attracting capital investments, overcoming the shadow segment of the labor market, improving the legal and regulatory regulation of remote work, developing digital employment platforms, introducing progressive foreign practices of regulating the labor market in conditions of pandemic restrictions.

The new realities caused by military actions as a result of russian aggression have led to adverse consequences for the Ukrainian economy, which negatively affects the state of higher education, in particular the quality of working life of workers in this area. In such circumstances, Ukraine needs to take measures to improve the quality of the working life of scientific and pedagogical workers and improve the methodology for its assessment. The purpose of the paper is to theoretically substantiate the determinants of the quality of the working life of scientific and pedagogical workers and to provide a scientific and methodological justification for the system of indicators for its assessment. The study analyzes scientific approaches to the concept, essence and assessment of the quality of the working life of scientific and pedagogical workers. It also classifies the determinants of the quality of their working life, the main of which are financial, organizational and legal, managerial, and security. The following key components of the quality of working life are identified: compensatory (material), “decent working conditions”, “social security”, “development and self-realization”. The author’s approach to understanding the concept of the quality of working life of scientific and pedagogical workers and its assessment is presented. Based on the principles of the Strategy for the Development of Higher Education in Ukraine for 2021–2031, compiled by the Ministry of Education and Science of Ukraine, a system of indicators of the quality of working life of scientific and pedagogical workers has been formed that correspond to its strategic goals and operational tasks.

In the paper, motivation management is considered through the prism of strategic personnel management, which is an important component of enterprise development. The overall strategy of an enterprise is mainly presented in the form of a long-term program of actions to implement the use and development of the organization’s available resources, but not always when describing a strategy, all its important elements are taken into account. Staff turnover, inconsistencies in the processes of hiring high-level specialists and low staff involvement are also the result of inadequate attention to the development of personnel motivation management policies, which accordingly hinders the development of an enterprise. The purpose of the paper is to substantiate the importance of motivation management in the strategic management system and develop scientific and methodological recommendations for improving the personnel motivation system as an effective tool to ensure the achievement of a company’s strategic goals. The result of the study was the definition of the main stages of the process of strategic personnel motivation management, namely: monitoring of motivation, determination of trends in changes in labor productivity from the introduction of new motivation systems; calculation of economic benefits from the implementation of employee motivation practices. The constructed logical-structural diagram of employee motivation management in the strategic management system, combined with periodic monitoring of the current employee motivation, will enhance the effectiveness of the development and implementation of both the motivation management strategy and the overall strategy of an enterprise.

The article examines the conceptual foundations and significance of decent wages as a priority area for implementing socially responsible practices of business organizations. The study substantiates the actual role of this concept in the new business realities, the key trends of which are openness, networking, digitalization and globalization of processes. The purpose of the study is to determine the role of the concept of decent wages in the process of implementing socially responsible practices of a company. When studying theoretical approaches to the role of the concept of decent wages in ensuring the sustainability of business organizations, the author's vision on the value and practical significance of these processes has been formed. The author's own understanding of the relevance of these practices for business and society is determined. The potential opportunities for business organizations in the active application of socially responsible approaches to business activities are outlined and supplemented. Priority directions for strengthening the motivating role of the remuneration system in business organizations are identified. The study substantiates the proposal to reduce the fixed part of wages and increase the variable part, which will accordingly develop the ability of employees who are willing and able to earn money to perform work with greater efficiency. The idea that business entities should increase the share of labor remuneration in the cost of production and increase the amount of real wages has been developed. Since a decrease in real wages will also affect business organizations, with a decrease in the purchasing power of the population, sales volumes will decrease, and income and profits will decrease.

The article is devoted to the development of creativity using methods and tools of strategic human resource management. As a result of a number of factors, the need for every organization to create is increasing as the main source of its competitiveness and business success. The author examines different approaches to creativity and gives her own vision of its characteristics with other related concepts. With this in mind, creativity is not just any creative action, but creativity in the field of specific business processes, focused on profit (income) by satisfying certain needs of consumers, both real and potential. Unlike other manifestations of creativity, the article puts forward and substantiates the idea of creativity as a strategic imperative, the achievement of which requires a purposeful and coordinated interaction of all processes in the field of personnel management. To ensure the imperative, it is necessary to develop a human resource management strategy focused on the creative development of personnel and the organization in general. The strategy of managing the creative development of personnel allows you to build a cycle of creativity with a certain sequence of elements, as well as to develop a mechanism for reproducing this cycle. The article analyzes HR technologies that contribute to the development of creativity of human resources. A new look at the problem is the justification of the need for methods of “soft” creativity management by creating a favorable environment for its development.