The professional personnel development provision as a component of the decent work concept
In the paper modern trends of professional development in Ukraine are investigated. The analysis of survey results have defined that there are differences in beliefs of people depending on their age, development level and social status. However, the formation of an effective and sustainable economic...
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| Cite this: | The professional personnel development provision as a component of the decent work concept / V.M. Petyuh, L.V. Schetinina, O.M. Zinchenko // Економіка промисловості. — 2017. — № 4 (80). — С. 97–108. — Бібліогр.: 14 назв. — англ. |
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| author | Petyuh, V.M. Schetinina, L.V. Zinchenko, O.M. |
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| citation_txt | The professional personnel development provision as a component of the decent work concept / V.M. Petyuh, L.V. Schetinina, O.M. Zinchenko // Економіка промисловості. — 2017. — № 4 (80). — С. 97–108. — Бібліогр.: 14 назв. — англ. |
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| description | In the paper modern trends of professional development in Ukraine are investigated. The analysis of survey results have defined that there are differences in beliefs of people depending on their age, development level and social status. However, the formation of an effective and sustainable economic growth of an enterprise is impossible without human development of employees, their knowledge and skills. The existence of professional development helps to reduce employee turnover, to increase their commitment and loyalty to the company and to create a favorable social and psychological climate within the collective. Development in an enterprise gives social life a sense of order and stability to workers and additional social guarantees of their employment. This is the main aspect, which allows connect an increase of the staff’s qualification level and provision of decent working conditions. In spite of this, an employer often wants to reduce expenses on vocational education and staff training because now the economic situation in the country (Ukraine) is unstable and there is a lack of necessary funds. For this reason, new technologies and development programs of staff are rarely implemented in the labor market. In particular, the disregard for the personnel needs in training leads to decrease in productivity, work motivation, reduction commitment to a company, loss of confidence and positive social interaction with colleagues and top managers. On the other hand, professional development increases business efficiency and competitiveness. Up-to-date methods of vocational training on the labour market of European Union member countries were analyzed with the aim of improving the Ukrainian training system. The experience of foreign companies is important, because they have long realized that the human capital and economy of knowledge become a source of economic growth of the enterprise.
Досліджено тенденції професійного розвитку в Україні, враховано думки різних категорій учасників соціально-трудових відносин. Визначено головні аспекти, які дозволяють пов’язувати підвищення кваліфікаційного рівня персоналу та забезпечення гідних умов праці. Проаналізовано актуальні методи професійного навчання на ринку праці України та країн ЄС.
Исследованы тенденции профессионального развития в Украине, учтены мнения различных категорий участников социально-трудовых отношений. Определены основные критерии, которые позволяют связывать повышение квалификационного уровня персонала и обеспечение достойных условий труда. Проанализированы актуальные методы профессионального обучения на рынке труда Украины и стран ЕС.
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–––––––––––––––––––––––––––– Економіка промисловості Economy of Industry ––––––––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 97
2017, № 4 (80)
UDC 331:374 doi: 10.15407/econindustry2017.04.097
Vasyl M. Petyuh,
PhD in Economics, Professor
E-mail: vpet@ukr.net;
Ludmila V. Schetinina,
PhD in Economics, Ass. professor
E-mail: sludval@ukr.net;
Olga M. Zinchenko
Kyiv National Economic University named after Vadym Hetman
01011, Ukraine, Кyiv, boul. of Victory, 54
E-mail: zinchenko.olga11@gmail.com
THE PROFESSIONAL PERSONNEL DEVELOPMENT PROVISION
AS A COMPONENT OF THE DECENT WORK CONCEPT
In the paper modern trends of professional development in Ukraine are investigated.
The analysis of survey results have defined that there are differences in beliefs of people de-
pending on their age, development level and social status. However, the formation of an ef-
fective and sustainable economic growth of an enterprise is impossible without human devel-
opment of employees, their knowledge and skills. The existence of professional development
helps to reduce employee turnover, to increase their commitment and loyalty to the company
and to create a favorable social and psychological climate within the collective. Development
in an enterprise gives social life a sense of order and stability to workers and additional social
guarantees of their employment. This is the main aspect, which allows connect an increase of
the staff’s qualification level and provision of decent working conditions. In spite of this, an
employer often wants to reduce expenses on vocational education and staff training because
now the economic situation in the country (Ukraine) is unstable and there is a lack of neces-
sary funds. For this reason, new technologies and development programs of staff are rarely
implemented in the labor market. In particular, the disregard for the personnel needs in train-
ing leads to decrease in productivity, work motivation, reduction commitment to a company,
loss of confidence and positive social interaction with colleagues and top managers. On the
other hand, professional development increases business efficiency and competitiveness. Up-
to-date methods of vocational training on the labour market of European Union member
countries were analyzed with the aim of improving the Ukrainian training system. The experi-
ence of foreign companies is important, because they have long realized that the human capi-
tal and economy of knowledge become a source of economic growth of the enterprise.
Key words: professional development, decent work, employees, employers, labor market.
JEL codes: J2, I25.
New realities of a modern world re-
quire transition to a new level of social rela-
tions. The scientific and technological revo-
lution, as well as high technologies and
modern standards of management, related to
it, dictate existence of professional qualities
of workers, their high qualification, mobility
and efficiency. In such situation the key to
success and competitiveness of each enter-
prise is qualified personnel, capable to gen-
SOCIAL AND ECONOMIC PROBLEMS OF INDUSTRIAL DEVELOPMENT
© V.M. Petyuh, L.V. Schetinina, O.M. Zinchenko, 2017
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
98 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
erate new ideas, to bring expected result and
to reach goals set forth, be adaptable to fre-
quent changes, occurring in the world.
Therefore, decent work is not only produc-
tive, free, safe, established on the principle
of equal payment for equal work, but also a
kind of work, that doesn’t humiliate dignity
and develops high potential of a person.
However, today in Ukraine, employers fre-
quently ignore the training needs of staff for
various reasons. The result is a decrease in
the labour share, a decline in employees’
motivation, a reduction of devotion to the
company, a loss of trust and of personal in-
teraction with colleagues or senior staff etc.
Professional development represents
changes of mental functions and personal
qualities, which arise at interaction with pro-
fession, in the course of vocation education
and professional activity [3].
In other words, one should understand
that professional development is a personal
development as a subject of professional
activity. Many researches of outstanding
foreign and Ukrainian scientists in the field
of economics were dedicated to investiga-
ting a set of issues on staff development,
notably – M. Armstrong, who conducted a
detailed implementation analysis of effec-
tive vocational training of personnel [2]; M.
Novikova and M. Borovik considered the
need for system organization of knowledge
management and identified its main constit-
uent elements [5]; O. Grishnova analyzed
the complex of organizational and economic
actions of the enterprise in the course of per-
sonnel professional development and re-
vealed their value for formation of business
social responsibility [4]; A. Kolot defined
the role of a person, interrelation of econo-
my and human development, socialization
perspective of relations in the working
sphere [6]; V. Savchenko investigated theo-
retical principles of system organized pro-
cess of employees’ continuous professional
training, their preparation for implementing
new production functions and vocational
qualification promotion [8]; I. Shvets identi-
fied the importance of professional staff de-
velopment for the formation of a competi-
tive enterprise [10]; S. Shekshnya recog-
nized the development of personnel as the
process of employees’ training in order to
implement new production functions and
new challenges by them [11].
Considering historical routes of inves-
tigating the subject activity category in psy-
chology, one can notice, that directly an in-
dividual development problem has received
the greatest development in the works by B.
G. Ananiev.
This scientist revealed a concept
meaning of the subject and connects it to
activity, subject, tools and operative techni-
que, expected output. He emphasized, that
the subject was much more, than just subjec-
tive phenomena: the structure of human be-
ings as actors integrated individual proper-
ties and the identity. It defines readiness and
ability to implement activities and to achi-
eve some degree of productivity. A creation
of an active subject is not completed, as
long as activities are carried out. It's a kind
of permanent process which concerns eve-
ry person of any age. Numerous studies
show, that the extending occupational activi-
ty and development lead to the overall in-
crease in life expectancy [1]. However, tak-
ing into account fast changing economic
processes in a country, the system of in-
crease of personnel professional level at en-
terprises is gradually modified and im-
proved. Therefore, there is a need in more
detailed researches.
The aim of the paper is to identify cur-
rent trends of providing professional devel-
opment in domestic labor market through a
prism of the conducted research and justifi-
cation of the need to increase the personnel
qualification level by ensuring decent work
conditions at enterprises.
–––––––––––––––––––––––––––– Економіка промисловості Economy of Industry ––––––––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 99
2017, № 4 (80)
In modern conditions of employment
transformation there is a question of emplo-
yers’ resistance or inability to promote the
career and personnel professional develop-
ment, which makes impossible for them to
provide a workplace with decent work con-
ditions [5]. Domination in the world of the
concept of economic growth over a long pe-
riod of time is the reason of such situation.
This concept is based on the idea, that the
main indicators of the success of socio-eco-
nomic governance at all levels (country, re-
gion or businesses) are high growth, labor
productivity, high gross domestic product
and average income per capita. The concept
dominates in the world via thinking and be-
liefs of people, because its essence is quite
simple and straightforward. The same can-
not be said about its effectiveness in prac-
tice.
However, in transition to the 21th cen-
tury it is clear, that to satisfy only the eco-
nomic achievements is not enough. They
aren’t the destination point, but constitute
only a means to reach the goal. The incomes
of the society are significant factor, but they
should be directed on achieving the decent
employed social security payments of and
creation of a safe, comfortable environment
in the workplace. However, the quality of
working life does not always coincide with
the level of material incentives. If people
were only interested in the money earned in
the workplace, it is unlikely, that there
would have been so many successful and
rich people. A worker is driven not only by
the financial conditions, but also by passion,
interest, ability of self-fulfillment and indi-
vidual professional growth.
Studies confirm the abovementioned
statements. They were carried out at the be-
ginning of 2017 among different categories
of respondents: students of universities
without working experience (they express
their view, wishes about the future place of
employment), working students (they act as
wage earners, able to evaluate subjectively
the current situation of their workplace due
to the inner feeling about all positive and
negative aspects of the working process) and
entrepreneurs, who act as employers. Re-
spondents had a chance to answer a number
of questions, which defined their attitude to
different subjects of social and labor rela-
tions to the problem of professional training
of the staff within the companies, industrial
enterprises.
The results of the study revealed that
not long ago common Human Resources
(HR) strategy – to fire an employee in case
one is not satisfied with his or her qualifica-
tions and to find the right person in a labor
market – slowly, but go back to the past. On
the way to increase productivity and effi-
ciency, companies prefer to spend resources
on professional training of their employees.
They want to form a qualified and compe-
tent staff, able to create products and ser-
vices that could compete with foreign goods
and services. It is confirmed by the survey
data. It turns out, that 83,3% of enterprises
are carried out vocational training, and only
at 16,7% of them this aspect of working life
is not defined. This situation shows the posi-
tive shifts that occur in the Ukrainian socie-
ty. They are reflected in the real actions and
understanding that learning is a key for
training staff to come to a correct decision,
to analyze a wider range of tasks and to pro-
vide the highest level of efficiency. It will
not only increase the level of workers’
knowledge and develop the required profes-
sional skills, but will form their system of
values and attitudes, which corresponds to
modern realities and the market organiza-
tional strategy of a company.
Comparing the views of three cate-
gories of participants in social-labour relati-
ons (employers, employees and students
as potential applicants), we found that
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
100 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
more than half (51,16%) of respondents-
entrepreneurs to an extent consider pro-
viding professional development aspect,
which will give a workplace with decent
working conditions (Fig. 1). At the same
time, the rest of respondents to the survey
assessed the value of this indicator as less
important.
Source: calculated by the authors
Fig. 1. Priorities of various social groups in professional development
Such a paradoxical situation can
be explained by the existence of practical
experience of employers and rational way of
thinking that helps to achieve positive re-
sults in business. They realize the value of
the human development concept, according
to which there has to be a person at the cen-
ter of a society development, but not just
economic indicators. An ultimate goal and a
criterion of progress success is expansion of
opportunities for people, a better satisfaction
of their needs and realization of human po-
tential. The same idea is also put in the con-
cept of decent work: it is not enough for a
person to have a workplace and to earn a
financial reward carrying out his or her
working duties. In such conditions an em-
ployer also cannot expect productivity
growth and accumulation of social wealth.
The formation of effective and sustainable
economic growth consistently bring it to a
logical result achieved by the expanding ca-
pabilities of people, the fulfillment of their
economic, political rights and freedoms, sat-
isfaction of spiritual and material needs of
present and future generations of population.
Expanding capabilities means improving the
human potential, knowledge, skills, physical
and mental abilities [8].
Fig.1 shows that the distribution
of priorities for the other two indicators,
namely, the impact of intangible incentives,
including professional development on the
labour behaviour of the employee and ex-
pansion of professional learning forms of
vocational training to increase the level of
job satisfaction, differs from that described
above. The results of the survey show that
Employers; Impact of
intangible incentives on
the staff labor behavior;
0,4298
Employers; Prospects for
professional development as
a decent work component;
0,5116
Employers; Influence
of the expansion
professional learning
forms to increase the
level of job satisfaction;
0,2791
Employees; Impact of
intangible incentives on
the staff labor behavior;
0,4848 Employees; Prospects for
professional development as
a decent work component;
0,4545
Employees; Influence
of the expansion
professional learning
forms to increase the
level of job satisfaction;
0,303
Students (potential
employees); Impact of
intangible incentives on
the staff labor behavior;
0,333
Students (potential
employees); Prospects for
professional development as
a decent work component;
0,333
Students (potential
employees); Influence of
the expansion professional
learning forms to increase
the level of job satisfaction;
25%
Employers Employees Students (potential employees)
–––––––––––––––––––––––––––– Економіка промисловості Economy of Industry ––––––––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 101
2017, № 4 (80)
all subjects of industrial relations are below
the average level. However, employees have
motivation to receive in the workplace intan-
gible acknowledgement of work results
(48,48%) and diversification of professional
education forms (30,3%). With these
measures, an employee feels a greater loyal-
ty to a company that gives him or her work,
his or her own affiliation with it. If HR poli-
cy shows and marks the value, appreciates
the results of each staff member, it is auto-
matically doomed to create a favorable im-
age of such an employer in the community
and beyond.
It turns out that employers show less
interest in diversity in vocational training of
their employees (27,91%). This effect could
arise from a number of factors such as un-
stable economic and political situation in the
country, which led to straightened circum-
stances and inability to implement new
modern technologies, staff development
programs. The students' proportion, who
gave positive answers, helped to define the
weight of these indicators. In the over-
whelming majority youth shows the desire
to receive material incentives for the results
of work. Young people want to get financial
independence. So at this stage of their per-
sonal formation, they do not allocate addi-
tional opportunities as too important and do
not pay them due value.
Companies, which have a regular pro-
fessional training, allow the workforce feel
satisfaction with working conditions. This is
evidenced by the data, obtained in the result
of the survey. As it is become evident,
36,4% of staff appreciated the degree of re-
ceived satisfaction from employment and
39,4% of employers annually provide the
improvement of staff qualification at the
company's cost (table. 1).
Table 1.
The respondents’ answers on the frequency of employees’ professional training
at the company's cost
The period of study
The proportion of respondents, %
Employees Students (potential employees)
Every year 39,4 54,17
Every two years 3,03 20,83
Every three years – 12,5
Less than once in three years 3,03 8,33
Vocational training was not conducted 54,55 4,17
Source: compiled by the authors
While the average job satisfaction is
expressed by 57,6 % of respondents, the low
one is expressed by 6,1% of them. The val-
ues of the indicators correlate with the staff
proportion that underwent training once in
two years, less than once in three years or
had no such a possibility in the company.
An interesting difference is observed
in the responses of workers and students
who do not work. Training was not conduc-
ted at all in the workplace for 54.55% of
employees, at that time 54.17% of students
believe that it should be implemented annu-
ally. This tendency proves that people are
focused on professional growth, and the
employer seeks to economize on this.
This reason is often crucial for emp-
loyment. The choice falls on the company
that is able to provide the candidate the need
for self-improvement. The staff develop-
ment program contributes to the formation
of personal integrity, raises the intellectual
level of its participants and expands the
range of person’s communication skills.
Therefore, the employee begins to have
more knowledge and a strong motivation to
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
102 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
do tasks standing before him. Also an im-
provement of the moral and psychological
climate in structural divisions of the organi-
zation is happening due to this that reduces
staff turnover. The employee perceives the
company's business as his or her own and
believes that it is his or her own duty to con-
tribute to its prosperity. Thus, for the sake of
securing their economic interests, the em-
ployers should strive to cut the gap that has
emerged between the perceptions and de-
sires of potential employees with the reali-
ties that came in force in the domestic labor
market (table. 1). The company could im-
prove the situation by organizing regular
events for professional training at least once
a year.
Vocational training assigns to work-
place the rank of worthy. It is confirmed by
57% of staff respondents. The development
within the enterprise provides more em-
ployment security and a sense of stability
due to reducing risks of frequent staff trans-
ferring from one company to another. Con-
versely, frequent transfers of personnel in
search of better salary lead to horizontal
shifts along the corporate ladder for them
with the loss of opportunities for growth. On
average, the adaptation of an employee in a
company takes about a year. It means that
only in a year an employee is fully mastered
in the new team, gets acquainted with the
orders and rules, the technical specifics of
tasks [6]. In a year the employee begins his
or her to professional development. There-
fore, if a specialist transfers from one com-
pany to another each year, then he or she
will constantly be in the process of adapta-
tion, rather than development. This will lead
to a situation, when he or she will be lagging
behind requirements of employers and will
go down the corporate ladder. If a person
changes jobs every two years, the adaptation
will take about half the time, which remains
from the current tasks on development. The
same applies to an employer. In case when
an employer is in constant search for and
hiring of the best employees, he or she
spends more time and money to acquaint
new staff member with the team, require-
ments, tasks, that is, with the process of ad-
aptation. Therefore, it is more rational to
develop skills of a company's already work-
ing employees. The company must give
them a range of opportunities to advance
their knowledge, abilities, set new goals for
them, which in turn will strengthen social
protection and improve working conditions
in Ukraine. Besides, a fair system of voca-
tional training and better quality of such
training, of course, could greatly contribute
to the reduction of inequality in incomes of
the society, thus implementing aspects of
the concept of decent work.
Special attention should be noted on
most attractive to employees forms of voca-
tional training. Respondents identified the
top three forms that they would preferred.
These forms are: Master of business admin-
istration – MBA (66,7%), two- or three-days
training course (54,2%) and extension cour-
ses (45,8%). The intermediate results goes
for internships (41,7%) and seminars within
enterprises (37,5%). Round tables (25%),
scientific conferences and seminars outside
of enterprises are uninteresting (Fig. 2).
However, the current financial situ-
ation with costs on training in Ukrainian
companies differs from budgets of leading
companies of the world. According to a sur-
vey, conducted by the International consult-
ing company Hay group in 2015, the budget
for staff training amounted to 9,7% of the
total HR budget in the average market in
2015 [13]. The majority of Ukrainian com-
panies planned to keep spending on staff
training and development unchanged in
2016. Increase of the budget for training and
development was provided only by 16,4%
of analyzed companies, 7,3% of them were
going to enhance the filling of the training
package while saving the budget. So, the
most common methods of staff training in
Ukrainian companies are the following:
–––––––––––––––––––––––––––– Економіка промисловості Economy of Industry ––––––––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 103
2017, № 4 (80)
mentoring and training during work; cours-
es, seminars, workshops, carried out outside
the enterprise with the calling of external
experts; audio and video courses; specialists
rotation; exchange of knowledge within the
company.
Source: compiled by the authors
Fig. 2. The respondents opinion about forms of vocational training
Employers, representing Ukrainian
companies, believe that the achievement of
high results is possible only by an imply-
cation of an integrated approach, combining
different methods that take into account pe-
culiarities of the audience. For example, the
best combination of master classes, con-
ducted with the assistance of competent pro-
fessionals, and video courses that will help
to combine the knowledge for the applied
skills development of staff of industrial en-
terprises. Professional conferences, creative
competitions are best suited for improving
the professional qualities of employees of
advertising, sales and development depart-
ments, etc. Non-standard teaching methods
are best suited to improve the professional
level of top managers. Unconventional train-
ing, theater performances, metaphorical
games and other unusual methods of teach-
ing career and personal growth could be
given even to the most experienced and
competent managers.
To improve Ukrainian system of staff
development it is necessary to adapt the EU
experience. The transfer of skills in the
structure of continuing professional educa-
tion in European companies traditionally is
associated with workspace, supplemented in
modern conditions by a range of different
training forms: conference, seminars, job
fairs, lectures (51%), self-study (for example,
e-learning) (30%); participation in training
cycles and quality (18%); work rotation, ex-
change or study visits (18%), etc. The prob-
lem of staff development in Europe is
considered by such scholars as K. Cohen,
V. Bartz, H. Shibl, A. Sorge and etc. [9]
It is important to note that in the
framework of the strategy of education
throughout life the formal professional edu-
cation is an alternative to independent self
learning. About one-third of European or-
Ряд1; MBA
Program
Training Course;
66,70% Ряд1; Two-,
three-day
trainings ;
54,20% Ряд1; Refresher
courses ;
45,80%
Ряд1;
Internship ;
41,70%
Ряд1; Seminars
within the
company ;
37,50% Ряд1; Seminars
outside the
company ;
25%
Ряд1; Scientific-
practical
conferences,
round tables ;
25%
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
104 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
ganizations practice various forms of stuff
self-study. The distribution of different
forms of employees’ self-training depends
on the size of organizations. Various forms
of self-education in the system of conti-
nuous vocational education reduce costs for
enterprises of different sizes. Self-education
also means greater autonomy in time sched-
uling and content of training for employees.
New opportunities are opened up by multi-
media technologies, including open and dis-
tance learning. [9]
The company CegosGroup is a world
leader in the field of vocational training dur-
ing the last century. It conducted the study
among 2640 employees in 6 European coun-
tries (France, Germany, UK, Spain, Portugal
and Italy) in 2016 [12]. It was determined
that compared to 2015 the company in-
creased the training provision in enterprises.
The largest breakthrough is observed in
spreading such method of human potential
development as coaching (Fig. 3). Personal
trainer can achieve good results because a
lot of attention is paid to the present and fu-
ture goals, ways to succeed them by train-
ees. The coach helps to learn how to find
independently a way out of difficult situa-
tions through a prism of stimulus, positive
emotions and the desire to form, change and
improve oneself.
Individual mentoring is effectively
used in industrial plants, because it ensures
continuity of management and the best dis-
closure of human potential decreases the
employees’ turnover and increases the inter-
est of new employees in the production.
Communicational skills are forming and
corporate culture increases, developing each
of staff’s abilities and skills with the small-
est expenses from the firm’s side.
Source: calculated by the authors based on [12]
Fig. 3. Methods of vocational training of European workers in 2015-2016
According to the abovementioned re-
sults, foreign companies have long come to
realize that human capital and knowledge
economy are becoming an increasing source
of economic growth. Investments in human
capital are the most cost-effective. There-
fore, in the Millennium Declaration, adopted
at the special summit in September 2000,
2015; Group seminars
within the company ;
91%
2015; Distance learning ;
29%
2015; The combination
of learning inside and
outside the enterprise ;
26%
2015; Individual
mentoring, coaching;
22%
2016; Group seminars
within the company ;
93%
2016; Distance learning ;
38%
2016; The combination
of learning inside and
outside the enterprise ;
35%
2016; Individual
mentoring, coaching;
33%
2016
2015
–––––––––––––––––––––––––––– Економіка промисловості Economy of Industry ––––––––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 105
2017, № 4 (80)
the Heads of all United Nations’ (UN) states
members identified issues directly related to
the expansion of human capabilities as one
of the main tasks of the international com-
munity.
In the resulting document of the new
program "Transforming Our World: The
2030 Agenda for Sustainable Development"
sustainable development goals were defined
as a result of the negotiation process with
193 UN member states as well as invol-
vement of an unprecedentedly wide range of
civil society groups and other interested par-
ties.
Among the 17 comprehensive goals
particular attention was paid to fair high-
quality education, including vocational one.
The challenge is in providing an adequate
level of education and training, productivity,
employment and economic growth that will
bring huge social and economic benefits. It
is planned to develop strategies to promote
youth employment, integrated balancing
growth and job creation targeted intervene-
tions, such as help in job search, or support
of young entrepreneurs [14].
Such measures are necessary to form
good conditions in the national labour mar-
ket. Additionally, the elimination of mis-
matches between key skills and job re-
quirements is of incredible importance that
can be done by ensuring that the training
programs meet the needs of the labour mar-
ket and the components of providing work
experience in the field of technical voca-
tional education and training.
Conclusions. The reorientation of the
Ukrainian economy in an innovative direc-
tion has caused significant shifts in social
and economic relations, changes in their es-
sence and the needs of their rethinking. The
value of human life increases significantly
due to the high pace of technology. The de-
velopment strategy aims to define the priori-
ties and directions of economic and social
programs realization aiming at optimal allo-
cation of resources and efforts.
Modern approaches to the organi-
zation management are based on the staff,
because it is a key factor, determining the
efficiency of all other resources. As experi-
ence shows, the most successful domestic
and foreign companies invest in staff, create
conditions for the employees’ professional
growth and enhancing their professional
skills, that give 2-3 times higher returns than
expenses, directed on solving production
tasks only. The dynamics of changes that
occur in business, the rapid deterioration of
acquired knowledge encourages organiza-
tions to continuously keep up a process of
their staff intellectual potential develop-
ment.
However, it was defined that in
Ukraine, employers do not want to spend
money on professional development of their
staff due to financial reasons, while emp-
loyees need this. The research shows, that
society call workplace as a decent one in
cases, where there is a practice of profes-
sional training of personnel. Therefore,
training activities not only bring positive
results, worth the resources invested, but
also a chance to raise the company's com-
petitiveness in the labour market. Besides, it
is necessary to view the successful experi-
ence of international companies and adapt it
to national conditions. The authors of the
paper suggest adapting such European forms
of vocational training as individual mentor-
ing, coaching, job rotations, distance learn-
ing, group workshops, etc. Their implemen-
tation in practice is capable to bring a posi-
tive effect of training to Ukrainian enterpris-
es, including industrial ones. Thus, the for-
mation of a good system that ensures con-
tinuous learning and staff development or-
ganization, becomes one of the most press-
ing issues that need further consideration.
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
106 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
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Василь Миколайович Петюх,
канд. екон. наук, проф.
E-mail: vpet@ukr.net;
Людмила Валеріївна Щетініна,
канд. екон. наук, доц.
E-mail: sludval@ukr.net;
Ольга Миколаївна Зінченко
ДВНЗ «Київський національний економічний університет
імені Вадима Гетьмана»
01011, Україна, Київ, пр. Перемоги, 54
E-mail: zinchenko.olga11@gmail.com
ЗАБЕЗПЕЧЕННЯ ПРОФЕСІЙНОГО РОЗВИТКУ ПЕРСОНАЛУ
ЯК КОМПОНЕНТА КОНЦЕПТУ ГІДНОЇ ПРАЦІ
Досліджено тенденції професійного розвитку в Україні, враховано думки різних
категорій учасників соціально-трудових відносин. Визначено головні аспекти, які до-
зволяють пов’язувати підвищення кваліфікаційного рівня персоналу та забезпечення
гідних умов праці. Проаналізовано актуальні методи професійного навчання на ринку
праці України та країн ЄС.
Ключові слова: професійний розвиток, гідна праця, наймані працівники, робото-
давці, ринок праці.
JEL codes: J2, I25.
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
108 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
Василий Николаевич Петюх,
канд. экон. наук, проф.
E-mail: vpet@ukr.net;
Людмила Валерьевна Щетинина,
канд. экон. наук, доц.
E-mail: sludval@ukr.net;
Ольга Николаевна Зинченко
ГВУЗ «Киевский национальный экономический университет
имени Вадима Гетьмана»
01011, Украина, Киев, пр. Победы, 54
E-mail: zinchenko.olga11@gmail.com
ОБЕСПЕЧЕНИЕ ПРОФЕССИОНАЛЬНОГО РАЗВИТИЯ ПЕРСОНАЛА
КАК КОМПОНЕНТА КОНЦЕПТА ДОСТОЙНОГО ТРУДА
Исследованы тенденции профессионального развития в Украине, учтены мнения
различных категорий участников социально-трудовых отношений. Определены основ-
ные критерии, которые позволяют связывать повышение квалификационного уровня
персонала и обеспечение достойных условий труда. Проанализированы актуальные ме-
тоды профессионального обучения на рынке труда Украины и стран ЕС.
Ключевые слова: развитие, достойный труд, наемные работники, работодатели,
рынок труда.
JEL codes: J2, I25.
Cite this publication:
Petyuh V.M., Schetinina L.V., Zinchenko O.M. The professional personnel develop-
ment provision as a component of the decent work concept. Economy of Industry. 2017.
№ 4(80). pp. 91-108. doi: 10.15407/econindustry2017.04.097
Petyuh, V.M., Schetinina, L.V., & Zinchenko, O.M. (2017). The professional personnel
development provision as a component of the decent work concept. Econ. promisl., 4(80),
pp. 91-108. doi: 10.15407/econindustry2017.04.097
Recieved 25.09.2017
–––––––––––––––––––––––––––– Економіка промисловості Economy of Industry ––––––––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 109
2017, № 4 (80)
НАЦІОНАЛЬНА АКАДЕМІЯ НАУК УКРАЇНИ
Науково-практичний журнал
Видається з 1997 року Виходить щоквартально
№ 4 (80) 2017
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
110 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
Науково-практичний журнал «Економіка промисловості» видається з 1997 р.
Свідоцтво про державну реєстрацію журналу КВ № 3083 від 25.02.1998 р.
Виходить щоквартально
Журнал внесено до Переліку наукових фахових видань України
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даних «Україніка наукова» і представлений у Науковій електронній бібліотеці періодичних видань НАН
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Засновники:
Національна академія наук України,
Інститут економіки промисловості,
Інститут регіональних досліджень
E-mail:
RPokotylenko@econindustry.org,
admin@econindustry.org.
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Web: iep.donetsk.ua
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НАН України. Інститут економіки промисло-
вості НАН України), ГЕЄЦЬ В.М. (акад. НАН
України. Інститут економіки та прогнозування
НАН України), ЛІБАНОВА Е.М. (акад. НАН
України. Інститут демографії та соціальних
досліджень ім. М.В. Птухи НАН України),
МАМУТОВ В.К. (акад. НАН України. Інсти-
тут економіко-правових досліджень НАН
України), ВИШНЕВСЬКИЙ В.П. (акад. НАН
України. Інститут економіки промисловості
НАН України), МАКОГОН Ю.В. (д.е.н., проф.
Донецький національний університет), ДЕ-
МЕНТЬЄВ В.В. (д.е.н., проф. Фінансовий уні-
верситет при Уряді Російської Федерації), ПО-
ГОРЛЕЦЬКИЙ О.І. (д.е.н., проф. Санкт-Петер-
бурзький державний університет, Росія),
МАЙБУРОВ І.А. (д.е.н., проф. Уральський
федеральний університет ім. першого
Президента Росії Б.М. Єльцина, Росія), ПАЙ-
ОНК К. (д.е.н., проф. Економічний універси-
тет в Познані, Польща).
Редакційна колегія:
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України. Інститут економіки промисловості НАН України),
БУЛЄЄВ І.П. (заст. головного редактора, д.е.н., проф. Ін-
ститут економіки промисловості НАН України), ПОКОТИ-
ЛЕНКО Р.В. (заст. головного редактора, відповідальний
редактор, к.е.н. Інститут економіки промисловості НАН
України), ХАРАЗІШВІЛІ Ю.М. (д.е.н., проф. Інститут еко-
номіки промисловості НАН України), ЛЯШЕНКО В.І.
(д.е.н., проф. Інститут економіки промисловості НАН
України), НОВІКОВА О.Ф. (д.е.н., проф. Інститут еко-
номіки промисловості НАН України), АЛЕКСАНД-
РОВ І.О. (д.е.н., проф. Одеський національний політехніч-
ний університет), АНТОНЮК В.П. (д.е.н., проф. Інститут
економіки промисловості НАН України), ЗАЛОЗНОВА
Ю.С. (д.е.н., ст.н.с. Інститут економіки промисловості
НАН України), ЗЕМЛЯНКІН А.І. (к.е.н. Інститут економі-
ки промисловості НАН України), ЗБАРАЗСЬКА Л.О.
(к.е.н. Інститут економіки промисловості НАН України),
СОЛДАК М.О. (к.е.н. Інститут економіки промисловості
НАН України), ГАРКУШЕНКО О.М. (секретар редакцій-
ної колегії, к.е.н. Інститут економіки промисловості НАН
України).
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(протокол № 12 від 30.11.2017 р.)
© Інститут економіки промисловості НАН України
© Економіка промисловості, 2017
ISSN 1562-109X (Print)
ISSN 2306-532X (Online)
–––––––––––––––––––––––––– Економіка промисловості Экономика промышленности ––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 111
2017, № 2 (78)
ЗМІСТ
Князєв С.І. Розвиток старт-промисловості як ефективний шлях реалізації
політики неоіндустріалізації у світі ........................................................................................ 5
Мадих А.А., Охтень О.О., Дасів А.Ф. Аналіз світового досвіду економіко-
математичного моделювання смарт-підприємств............................................................... 19
Кравченко О.О. Аналіз фінансових ризиків залізничного транспорту
України .................................................................................................................................... 47
Череватський Д.Ю., Атабєков О.І. Інтегровані структури у промисловості
як економіки Робінзона Крузо .............................................................................................. 63
Вишневський В.П., Шелудько Н.М. Світові фінансові центри на етапі
глобальної фінансової нестабільності: ризики, виклики та перспективи ......................... 75
Петюх В.М., Щетініна Л.В., Зінченко О.М. Забезпечення професійного
розвитку персоналу як компонента концепту гідної праці ................................................ 97
ПРОБЛЕМИ СТРАТЕГІЇ РОЗВИТКУ ТА ФІНАНСОВО-ЕКОНОМІЧНОГО
РЕГУЛЮВАННЯ ПРОМИСЛОВОСТІ
ПРОБЛЕМИ ЕКОНОМІКИ ПРОМИСЛОВИХ ПІДПРИЄМСТВ
І ВИРОБНИЧИХ КОМПЛЕКСІВ
МАКРОЕКОНОМІЧНІ ТА РЕГІОНАЛЬНІ ПРОБЛЕМИ
РОЗВИТКУ ПРОМИСЛОВОСТІ
СОЦІАЛЬНО-ЕКОНОМІЧНІ ПРОБЛЕМИ
РОЗВИТКУ ПРОМИСЛОВОСТІ
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
112 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
–––––––––––––––––––––––––– Економіка промисловості Экономика промышленности ––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 113
2017, № 2 (78)
НАЦИОНАЛЬНАЯ АКАДЕМИЯ НАУК УКРАИНЫ
Научно-практический журнал
Издается с 1997 года Выходит ежеквартально
№ 4 (80) 2017
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
114 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
Научно-практический журнал «Экономика промышленности» издается с 1997 г.
Свидетельство о государственной регистрации журнала КВ № 3083 от 25.02.1998 г.
Выходит ежеквартально
Журнал включен в Перечень научных специализированных изданий Украины
(в соответствии с приказом Министерства образования и науки Украины от 24.10.2017 № 1413)
Журнал зарегистрирован в Международном центре
периодических изданий (ISSN International
Center, г. Париж)
Журнал «Экономика промышленности» индексируется украинской общегосударственной реферативной базой
данных «Україніка наукова» и представлен в Научной электронной библиотеке периодических изданий
НАН Украины. Издание размещено в международной электронной библиотеке научной периодики EBSCO
Publishing, а также в библиографической базе данных WorldCat. Журнал включен в международный каталог
научных периодических изданий Ulrich's Periodicals Directory. Журнал индексируется наукометрической
базой Index Copernicus (Варшава, Польша). С ноября 2011 г. издание включено в международную наукомет-
рическую базу «Научная электронная библиотека E-Library.Ru (Российского индекса научного цитирования –
РИНЦ)». Издание индексируется свободно доступной системой GoogleScholar. С 2013 г. научно-
практический журнал «Экономика промышленности» индексируется в международных наукометрических
базах: DRJI (Directory of Research Journals Index) и Research Bible (Токио, Япония). Журнал включен в индек-
сированную систему журналов открытого доступа CiteFactor, а также в реферативную базу данных European
Reference Index for the Humanities and the Social Sciences (ERIH PLUS).
Основатели:
Национальная академия наук Украины,
Институт экономики промышленности,
Институт региональных исследований
E-mail:
RPokotylenko@econindustry.org,
admin@econindustry.org.
Web: www.econindustry.org.
Web: iep.donetsk.ua
Адрес редакции:
ул. Желябова, 2,
Киев, Украина, 03680.
Тел.: (044) 200-55-71.
Моб.: (095) 291-03-11
Научно-редакционный совет:
АМОША А.И. (председатель редакционного
совета, акад. НАН Украины. Институт эко-
номики промышленности НАН Украины),
ГЕЕЦ В.М. (акад. НАН Украины. Институт эко-
номики и прогнозирования НАН Украины), ЛИ-
БАНОВА Э.М. (акад. НАН Украины. Институт
демографии и социальных исследований им.
М.В. Птухи НАН Украины), МАМУТОВ В.К.
(акад. НАН Украины. Институт экономико-
правовых исследований НАН Украины), ВИШ-
НЕВСКИЙ В.П. (акад. НАН Украины. Институт
экономики промышленности НАН Украины),
МАКОГОН Ю.В. (д.э.н., проф. Донецкий нацио-
нальный университет), ДЕМЕНТЬЕВ В.В. (д.э.н.,
проф. Финансовый университет при Правитель-
стве Российской Федерации), ПОГОР-
ЛЕЦКИЙ А.И. (д.э.н., проф. Санкт-Петербург-
ский государственный университет, Россия),
МАЙБУРОВ И.А. (д.э.н., проф. Уральский феде-
ральный университет им. первого Президента
России Б.Н. Ельцина, Россия), ПАЙОНК К.
(д.е.н., проф. Экономический университет в
Познани, Польша).
Редакционная коллегия:
ВИШНЕВСКИЙ В.П. (главный редактор, акад. НАН Укра-
ины. Институт экономики промышленности НАН Украи-
ны), БУЛЕЕВ И.П. (зам. главного редактора, д.э.н., проф.
Институт экономики промышленности НАН Украины),
ПОКОТИЛЕНКО Р.В. (зам. главного редактора, ответ-
ственный редактор, к.э.н. Институт экономики промыш-
ленности НАН Украины), ХАРАЗИШВИЛИ Ю.М. (д.э.н.,
проф. Институт экономики промышленности НАН Украи-
ны), ЛЯШЕНКО В.И. (д.э.н. Институт экономики про-
мышленности НАН Украины), НОВИКОВА О.Ф. (д.э.н.,
проф. Институт экономики промышленности НАН Украи-
ны), АЛЕКСАНДРОВ И.А. (д.э.н., проф. Одесский нацио-
нальный политехнический университет), АНТОНЮК В.П.
(д.э.н., проф. Институт экономики промышленности НАН
Украины), ЗАЛОЗНОВА Ю.С. (д.е.н., ст.н.с. Институт эко-
номики промышленности НАН Украины), ЗЕМЛЯН-
КИН А.И. (к.э.н. Институт экономики промышленности
НАН Украины), ЗБАРАЗСКАЯ Л.А. (к.э.н. Институт эко-
номики промышленности НАН Украины), CОЛДАК М.А.
(к.э.н. Институт экономики промышленности НАН Украи-
ны), ГАРКУШЕНКО О.Н. (секретарь редакционной кол-
легии, к.э.н. Институт экономики промышленности НАН
Украины).
Статьи для публикации в научно-практическом журнале отбираются на условиях конкурса, по результатам
внутреннего и внешнего рецензирования. Ответственность за достоверность фактов, дат, названий, имен,
данных, цитат несут непосредственно авторы статей. Редакция может не разделять высказанные в статьях
мнения и выводы, что не налагает на нее никаких обязательств. Перепечатки и переводы допускаются только
с согласия автора и редакции. Материалы публикуются на языке оригинала.
Рекомендован к печати ученым советом Института экономики промышленности НАН Украины
(протокол № 12 от 30.11.2017 г.)
© Институт экономики промышленности НАН Украины
© Экономика промышленности, 2017
ISSN 1562-109X (Print)
ISSN 2306-532X (Online)
–––––––––––––––––––––––––– Економіка промисловості Экономика промышленности ––––––––––––––––––––––
ISSN 1562-109X Econ. promisl. 115
2017, № 2 (78)
СОДЕРЖАНИЕ
Князев С.И. Развитие смарт-промышленности как эффективный путь
реализации политики неоиндустриализации в мире ............................................................ 5
Мадых А.А., Охтень А.А., Дасив А.Ф. Анализ мирового опыта экономико-
математического моделирования смарт-предприятий ....................................................... 19
Кравченко О.А. Анализ финансовых рисков железнодорожного транспорта
Украины .................................................................................................................................. 47
Череватский Д.Ю., Атабеков О.И. Интегрированные структуры в
промышленности как экономики Робинзона Крузо ........................................................... 63
Вишневский В.П., Шелудько Н.М. Мировые денежные центры на этапе
глобальной финансовой нестабильности: риски, вызовы и перспективы ........................ 75
Петюх В.Н., Щетинина Л.В., Зинченко О.Н. Обеспечение профессиональ-
ного развития персонала как компонента концепта достойного труда ............................ 97
ПРОБЛЕМЫ СТРАТЕГИИ РАЗВИТИЯ И ФИНАНСОВО-ЭКОНОМИЧЕСКОГО
РЕГУЛИРОВАНИЯ ПРОМЫШЛЕННОСТИ
ПРОБЛЕМЫ ЭКОНОМИКИ ПРОМЫШЛЕННЫХ ПРЕДПРИЯТИЙ
И ПРОИЗВОДСТВЕННЫХ КОМПЛЕКСОВ
МАКРОЭКОНОМИЧЕСКИЕ И РЕГИОНАЛЬНЫЕ ПРОБЛЕМЫ
РАЗВИТИЯ ПРОМЫШЛЕННОСТИ
СОЦИАЛЬНО-ЭКОНОМИЧЕСКИЕ ПРОБЛЕМЫ
РАЗВИТИЯ ПРОМЫШЛЕННОСТИ
–––––––––––––––––––––––––– Економіка промисловості Economy of Industry –––––––––––––––––––––––––––––––
116 ISSN 1562-109X Econ. promisl.
2017, № 4 (80)
Науково-практичний журнал
Видається з 1997 року Виходить щоквартально
Оригінал-макет підготовлено у відділі інформатизації наукової діяльності
Інституту економіки промисловості НАН України
Літературний редактор
О.А. Кокорєва
Комп’ютерна верстка
Я.Є. Красуліна
Відповідальний редактор
Р.В. Покотиленко
Засновники:
Національна академія наук України,
Інститут економіки промисловості,
Інститут регіональних досліджень
Свідоцтво про державну реєстрацію журналу
КВ № 3083 від 25.02.1998 р.
№ 4 (80)
2017
|
| id | nasplib_isofts_kiev_ua-123456789-127379 |
| institution | Digital Library of Periodicals of National Academy of Sciences of Ukraine |
| issn | 1562-109Х |
| language | English |
| last_indexed | 2025-11-24T10:16:47Z |
| publishDate | 2017 |
| publisher | Інститут економіки промисловості НАН України |
| record_format | dspace |
| spelling | Petyuh, V.M. Schetinina, L.V. Zinchenko, O.M. 2017-12-19T18:17:31Z 2017-12-19T18:17:31Z 2017 The professional personnel development provision as a component of the decent work concept / V.M. Petyuh, L.V. Schetinina, O.M. Zinchenko // Економіка промисловості. — 2017. — № 4 (80). — С. 97–108. — Бібліогр.: 14 назв. — англ. 1562-109Х DOI: doi.org/10.15407/econindustry2017.04.097 JEL codes: J2, I25. https://nasplib.isofts.kiev.ua/handle/123456789/127379 331:374 In the paper modern trends of professional development in Ukraine are investigated. The analysis of survey results have defined that there are differences in beliefs of people depending on their age, development level and social status. However, the formation of an effective and sustainable economic growth of an enterprise is impossible without human development of employees, their knowledge and skills. The existence of professional development helps to reduce employee turnover, to increase their commitment and loyalty to the company and to create a favorable social and psychological climate within the collective. Development in an enterprise gives social life a sense of order and stability to workers and additional social guarantees of their employment. This is the main aspect, which allows connect an increase of the staff’s qualification level and provision of decent working conditions. In spite of this, an employer often wants to reduce expenses on vocational education and staff training because now the economic situation in the country (Ukraine) is unstable and there is a lack of necessary funds. For this reason, new technologies and development programs of staff are rarely implemented in the labor market. In particular, the disregard for the personnel needs in training leads to decrease in productivity, work motivation, reduction commitment to a company, loss of confidence and positive social interaction with colleagues and top managers. On the other hand, professional development increases business efficiency and competitiveness. Up-to-date methods of vocational training on the labour market of European Union member countries were analyzed with the aim of improving the Ukrainian training system. The experience of foreign companies is important, because they have long realized that the human capital and economy of knowledge become a source of economic growth of the enterprise. Досліджено тенденції професійного розвитку в Україні, враховано думки різних категорій учасників соціально-трудових відносин. Визначено головні аспекти, які дозволяють пов’язувати підвищення кваліфікаційного рівня персоналу та забезпечення гідних умов праці. Проаналізовано актуальні методи професійного навчання на ринку праці України та країн ЄС. Исследованы тенденции профессионального развития в Украине, учтены мнения различных категорий участников социально-трудовых отношений. Определены основные критерии, которые позволяют связывать повышение квалификационного уровня персонала и обеспечение достойных условий труда. Проанализированы актуальные методы профессионального обучения на рынке труда Украины и стран ЕС. en Інститут економіки промисловості НАН України Економіка промисловості Social and economic problems of industrial development The professional personnel development provision as a component of the decent work concept Забезпечення професійного розвитку персоналу як компонента концепту гідної праці Обеспечение профессионального развития персонала как компонента концепта достойного труда Article published earlier |
| spellingShingle | The professional personnel development provision as a component of the decent work concept Petyuh, V.M. Schetinina, L.V. Zinchenko, O.M. Social and economic problems of industrial development |
| title | The professional personnel development provision as a component of the decent work concept |
| title_alt | Забезпечення професійного розвитку персоналу як компонента концепту гідної праці Обеспечение профессионального развития персонала как компонента концепта достойного труда |
| title_full | The professional personnel development provision as a component of the decent work concept |
| title_fullStr | The professional personnel development provision as a component of the decent work concept |
| title_full_unstemmed | The professional personnel development provision as a component of the decent work concept |
| title_short | The professional personnel development provision as a component of the decent work concept |
| title_sort | professional personnel development provision as a component of the decent work concept |
| topic | Social and economic problems of industrial development |
| topic_facet | Social and economic problems of industrial development |
| url | https://nasplib.isofts.kiev.ua/handle/123456789/127379 |
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