Browsing by Author "Shevchenko, Anna"
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Item Adapting to change: navigating the future of work through workforce ecosystems(Київський національний економічний університет імені Вадима Гетьмана, 2024-04) Shevchenko, AnnaItem Employment in the coordinates of digital economy: current trends and foresight trajectories(Київський національний економічний університет імені Вадима Гетьмана, 2022) Kolot, Anatolii; Колот, Анатолій Михайлович; Колот, Анатолий Михайлович; Herasymenko, Oksana; Герасименко, Оксана Олександрівна; Герасименко, Оксана Александровна; Shevchenko, Anna; Рябоконь, Іван Олександрович; Riabokon, Ivan; Рябоконь, Иван АлександровичThe article presents a scientific and applied argumentation of current trends and the authors’ vision of foresight trajectories of employment in the coordinates of digital economy. A critical synthesis of existing scientific research has been carried out, which has shown the dynamic scaling of digital economy in global economic space with profound multi-vector shifts in employment at various levels. The authors’ hypothesis that the scale and structure of employment would change intensively in both constructive and destructive dimensions under the influence of digitalization has been suggested and proved. The nature of constructivism and destructiveness of such changes has been disclosed. Trends in the level of employment in global coordinates, in Europe as a whole and in Ukraine have been analyzed with the use of the International Labour Organization’s information resource. It was clustered eight analyzed industries (in the field of high-tech manufacturing, high-tech services and certain export-oriented industries) using Kohonen self-organizing maps toolset, which allowed, based on a set of characteristic socio-labour and socio-economic indicators of the State Statistics Service of Ukraine for the period from 2013 to 2020, to analyze the state of development of each industry by the structure of employed and economic development, as well as to study trends in changes in state of industries in dynamics under conditions of digitalization. The analysis of the clustering results showed that despite very serious economic challenges and real problems in most industries, 2014 and 2020 can be considered the years of rapid development of digital technologies in high-tech industries, which were accompanied by a reduction in the number of employees and a decrease in salaries. The least digital transformations mainly concerned industrial sectors during the years of economic recovery of Ukraine in the period from 2015 to 2018. Results of the study of the impact of employment in high-tech industries and high-tech services sectors on the dynamics of gross domestic product and gross value added in the Ukrainian economy are presented. Results of forecasting these indicators with allocation of upper and lower confidence limits in a trend have been presented, which allowed to model optimistic, realistic and pessimistic scenarios of the abovementioned macroeconomic indicators development. A hypothesis regarding increase in the probability of implementing an optimistic scenario of gross domestic product and gross value-added dynamics under conditions of digitalization by optimizing the number and the structure of those employed in the high-tech segment has been proposed and proved.Item Gig economy as a form of modern work practices: scientific discourse and practical aspects(Mezinárodní Ekonomický Institut s.r.o., 2023) Kolot, Anatolii; Колот, Анатолій Михайлович; Колот, Анатолий Михайлович; Herasymenko, Oksana; Герасименко, Оксана Олександрівна; Герасименко, Оксана Александровна; Shevchenko, AnnaThe article contains the argumentation of the gig economy in the context of labor organization in the first half of the XXI century. Approaches to understanding the gig economy in the social and labor dimension are generalized. The authors emphasize the ambiguity and divergence of researchers’ opinions and the multidimensional perception of the gig economy by practitioners and analysts. The authors' concept of the gig economy emphasizes the "binding" to digital platforms and the status of employee independence by identifying opportunities and threats that gig economy produces for labor subjects. It is proved that the formation of gig economy is primarily associated with the development of information and communication online platforms and the increase in the stratum of the labor force that falls under the status of an independent, self-employed worker. The quintessence of the article is the authors’ hypothesis that gig economy is one of the segments of the new economy, which embodies the economy of precarious employment. The article represents technological platforms' interpretations of generalization, showing the ambivalence of their understanding; the fundamental components of technical platforms as prerequisites for forming and scaling the gig economy are highlighted. Positions of researchers and representatives of the expert community regarding the vision of employment in the gig economy concept are highlighted; the conceptual characteristics of gig economy in the context of employment are defined. The stratification groupings of the labor force from the point of view of attracting an alternative labor force (the so-called gig workers) are presented. Motivational factors and attitudes of gig workers are revealed. The authors prove the diversity of the digital platforms’ impact on the labor market and organizational environment with arguments for destructive and constructive effects. Factual data on economic, geographical, and professional aspects of expanding the gig economy’s scale are presented. In the authors' understanding, the gig economy, alternatively called the "1099 economy", is presented as a new economic model with a particular social and labor dimension, covering various forms of short-term employment, where none of the employed have the status of a salaried employee.Item Екосистема людських ресурсів організацій як концептологія та прикладна платформа людиноцентризму(Видавничий Дім «ІНЖЕК», 2023) Колот, Анатолій Михайлович; Kolot, Anatolii; Колот, Анатолий Михайлович; Герасименко, Оксана Олександрівна; Herasymenko, Oksana; Герасименко, Оксана Александровна; Шевченко, Анна Сергіївна; Shevchenko, Anna; Шевченко, Анна Сергеевна; Бабій, Юлія Михайлівна; Babii, Yuliia; Бабий, Юлия МихайловнаItem Екосистемність як новітній формат розвитку бренду роботодавця(Видавничий дім «Гельветика», 2024) Колот, Анатолій Михайлович; Kolot, Anatolii; Герасименко, Оксана Олександрівна; Herasymenko, Oksana; Шевченко, Анна Сергіївна; Shevchenko, AnnaСтаття містить наукову аргументацію екосистемного підходу в управлінні людськими ресурсами як новітнього формату та концептуальної платформи розвитку бренду роботодавця в умовах тотальної невизначеності, викликів, ризиків і загроз, спричинених дією техніко-технологічних, демографічних, санітарно-епідеміологічних, соціально-політичних детермінант. Квінтесенція статті – авторська гіпотеза щодо компонентного балансу людських ресурсів та інтеграції між внутрішніми і зовнішніми агентами ринку пра-ці в контексті посилення позитивного іміджу організації як роботодавця в координатах цифрового середовища. Підкреслюється, що екосистемність в управлінні людськими ресурсами за розвитку бренду роботодавця може стати потужним інструментом подолання «кваліфікаційних розривів», «кваліфікаційних ям», дисбалансів на ринку праці (ринку компетентностей), створюючи передумови для реалізації трудового потенціалу працівників і посилення конкурентоспроможності організацій. Наголошується на низці переваг управління людськими ресурсами на засадах екосистемності. Окреслено нові виклики та проблеми, які організаціям необхідно вирішити для формування процвітаючого та інклюзивного соціально-трудового середовища як контуру потужного бренду роботодавця. This article presents a scientific argument for the ecosystemic approach in human resource manage-ment as a cutting-edge format and conceptual platform for the development of the employer brand in the face of total uncertainty, challenges, risks, and threats posed by technological, demographic, sanitary-epidemiological, and socio-political determinants. The essence of the article lies in the author's hypothesis regarding the component bal-ance of human resources and integration between internal and external market agents in the context of enhancing the positive image of an organization as an employer in the digital environment. The article emphasizes that ecosys-temicity in human resource management for employer brand development can be a powerful tool for overcoming "qualification gaps," "skill mismatches," and imbalances in the labor market (competency market), creating condi-tions for realizing the workforce potential and enhancing organizational competitiveness. Subject components of the human resources ecosystem are highlighted within a diversified portfolio of employees using both traditional and alternative sources, providing employers with flexibility in engaging various labor market agents. The content of paradigmatic transformation in the social-labor environment under the influence of technIcal, technological, and socio-economic determinants is illuminated, leading to a shift from traditional approaches in personnel management based on the logical contour of the "employer-employee" relationship towards social-labor interaction among inter-nal and external agents collaborating in a dynamic human resources ecosystem. The necessity and consequences of integrating the technological and informational-communication components into the human resources ecosystem are justified. Conceptual frameworks defining the dynamics between the autonomy level and the degree of con-nection of human resources ecosystem subjects with the employer are provided. The emergent nature of human resources ecosystems is revealed as a new vector in HR management, and HR practices of the ecosystemic ap-proach are generalized. The article emphasizes a range of benefits in the coordinates of social-labor interaction for all stakeholders produced by human resource management based on ecosystemicity. In parallel, new challenges and problems that organizations need to address for the formation of a thriving and inclusive social-labor environment as the contour of a powerful employer brand are outlined.Item Нові виклики для теорії та практики людського капіталу в умовах становлення «Індустрії 4.0»: компетентнісний аспект(Мукачівський державний університет, 2023) Колот, Анатолій Михайлович; Kolot, Anatolii; Колот, Анатолий Михайлович; Герасименко, Оксана Олександрівна; Herasymenko, Oksana; Герасименко, Оксана Александровна; Шевченко, Анна Сергіївна; Shevchenko, Anna; Шевченко, Анна СергеевнаУ статті викладено авторський концепт трансформації теорії та практики людського капіталу в умовах становлення «Індустрії 4.0». Окреслено грані феномену «кризи теорії людського капіталу» та авторське бачення форм її прояву. Здійснено доповнення методологічного арсеналу теорії людського капіталу. Розкрито авторське розуміння теоретичної конструкції поняття «людський капітал». Доведено наявність зв’язку між масштабами й інтенсивністю використання цифрових технологій та актуалізацією нових вимог до компетентностей як компоненти людського капіталу. Розкрито природу «кваліфікаційних розривів» та «кваліфікаційних ям»; виявлено передумови їх виникнення та наведено аналітичні оцінки їх впливу на макроекономічну динаміку. Розкрито сутність амортизації людського капіталу, зносу та старіння компетентнісної компоненти людського капіталу. Аргументовано актуалізацію освітньої політики та концепції «навчання впродовж життя». Внесено пропозицію щодо запровадження компетентнісної політики як нового інституту освітньої політики. Остання, за авторського засновку, має стати провідним інструментом реалізації концепції впродовж життя та включно її складової – організаційного навчання. The article presents the authors' concept of transformation of the theory and practice of human capital at the stage of the Fourth Industrial Revolution and the formation of the Sixth Technological Order. An argumentation of the content of the transformation processes inherent in human capital under conditions of Industry 4.0 formation is presented. The methodological arsenal of the human capital theory has been supplemented. The facets of the phenomenon of the "crisis of human capital theory" and the authors' vision of its forms of manifestation are outlined. The authors' interpretation of the theoretical construction of the concept of "human capital" is disclosed. An emphasis is placed on the fundamental importance of the competence component of human resources produced by the new economy and network society. A connection between the scale and intensity of the use of digital technologies and actualization of new requirements for competencies as a component of human capital is proved. The nature of "qualification gaps" and "qualification pits" is revealed; the prerequisites for their occurrence are identified and analytical estimates of their negative impact on macroeconomic dynamics are provided. The use of the "architect of the skills of the future" as a metric for determining the depth of the "skills gap" at the international level is emphasized. The impact of the shortage and redundancy of workers' qualifications on the devaluation of human capital is substantiated. The evidence of the scale of under- and over-qualification on the example of OECD countries is presented. Expert estimates of the depth of the qualification pit in Ukraine are presented. The socio-economic nature of the "mismatch" phenomenon as a vertical-horizontal discrepancy between the existing parameters of human potential and those required by modern socially useful activities is revealed. The essence of internal and external depreciation of human capital, wear and tear and deterioration of the competence component of human capital is revealed. The authors' vision of differentiated risks and rates of devaluation of human capital by the degree of use of Industry 4.0 technologies is presented. The actualization of educational policy and the concept of "lifelong learning" is substantiated. A proposal is made to introduce a competency-based policy as a new institution of educational policy. The latter, according to the authors, should become a leading tool for implementing the concept of lifelong learning, including its component - organizational learning.