Socio-economic aspects of human resource development in enterprises under labor market conditions during martial law

Анотація

This article examines the socioeconomic imperatives of human resource development for enterprises in the modern labor market under wartime conditions. Nine groups of factors influencing the labor market situation during wartime are classified and characterized: economic, social, demographic, migratory, political-legal, technical-technological, professional-educational, individual, and military. The influence and interrelationship of economic categories characterizing the role of human resources in social and labor relations on economic and social development are identified: human resources, human potential, labor potential, labor capital, human capital, and social development. The classification of human capital assessment has been systematized according to a three-level structure encompassing the macro, micro, and nano levels. A methodology and indicators for assessing human capital indicators within this three-level structure have been defined. The main macro-level indicators have been identified: Human Capital Index (HCI), Human Development Index (HDI); Social Progress Index (SPI); Intellectual Capital Indicators; Population Viability Ratio; Intellectual Potential Index. Micro-level indicators have been formulated: Investment Expenditures; Expenditures on Training and Personnel Development; Return on Labor Costs; Labor Productivity; Professional and Qualification Level of Personnel; Work Outcomes, etc. Indicators for assessing human resources at the nano-level of enterprises have been proposed: Total Work Experience; Experience in the Current Position; Educational level; Employee human capital productivity ratio; Work performance; Skills and competencies (soft skills, hard skills); Motivation; Talent. It has been determined that the labor market during wartime requires job creation, hence women’s labor is utilized, including in traditionally male-dominated positions. The model for assessing the gender efficiency index of human capital has been refined to include sectoral and regional aspects. Conclusions have been drawn regarding the need to define a strategic direction for labor market development that will enable the achievement of short-term goals for human capital formation, medium-term goals for ensuring the preservation of human capital during wartime, and long-term goals for human capital development for post-war recovery.

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