SOCIAL INNOVATIONS IN THE HUMAN CAPITAL FORMATION

Анотація

The article considers and summarizes the theoretical and methodological principles of studying social innovations and their impact on the formation of human capital. Technical and economic and social innovations are characterized, features of social innovations in comparison with technical and economic are revealed. Criteria of social and innovative activity are revealed. The essence of social innovations from the point of view of different approaches which are the result of generalization of existing theoretical researches is defined in the work. The proposed strategic directions of implementation of social innovations on human capital at the business level will be the basis for focusing on achieving such strategic goals of sustainable development, for example: increasing the value of human capital; increase employee income; increasing the administrative capacity of management; increase the market value of the business and increase the efficiency of the whole company. The following social innovations can develop in the labor market: remote employment; flexible form of employment; freelance; borrowed work. The main catalysts for the formation of human capital during the fourth industrial revolution will be cloud technology, development of methods for collecting and analyzing Big Data, crowdsourcing, consumer economics, biotechnology, drones and medicine based on 3D printing, artificial intelligence. The study revealed key vectors of social innovation in human capital: the use of modern tools for training, retraining, advanced training, the formation of effective incentives and self-development of employees; development and implementation of methods and tools of the organization's personnel management strategy; creation of corporate culture based on the formation (renewal) of common corporate values that will promote the unity and integration of company employees; introduction of new management methods and approaches aimed at meeting the needs of staff and individualism of employees; formation of social clusters for practical training of professional staff (in business organizations, social enterprises, local communities, educational institutions and research centers).

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