The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine
It has been determined that one of the tools that allows rapid response to changes in the environment, the growth of competition in all spheres of activity is a balanced system of indicators. A characteristic feature of this system of indicators is that it uses not only financial indicators that ref...
Gespeichert in:
| Datum: | 2018 |
|---|---|
| Hauptverfasser: | , |
| Format: | Artikel |
| Sprache: | English |
| Veröffentlicht: |
Інститут економіки промисловості НАН України
2018
|
| Schriftenreihe: | Економічний вісник Донбасу |
| Schlagworte: | |
| Online Zugang: | http://dspace.nbuv.gov.ua/handle/123456789/150164 |
| Tags: |
Tag hinzufügen
Keine Tags, Fügen Sie den ersten Tag hinzu!
|
| Назва журналу: | Digital Library of Periodicals of National Academy of Sciences of Ukraine |
| Zitieren: | The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine / E. Ivchenkova, E. Krikunenko // Економічний вісник Донбасу. — 2018. — № 4 (54). — С. 136-141. — Бібліогр.: 10 назв. — англ. |
Institution
Digital Library of Periodicals of National Academy of Sciences of Ukraine| id |
irk-123456789-150164 |
|---|---|
| record_format |
dspace |
| spelling |
irk-123456789-1501642019-04-02T01:24:59Z The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine Ivchenkova, E. Krikunenko, E. Management of Labour and Safety It has been determined that one of the tools that allows rapid response to changes in the environment, the growth of competition in all spheres of activity is a balanced system of indicators. A characteristic feature of this system of indicators is that it uses not only financial indicators that reflect the efficiency of the business entity in the past, but also does not solve the problems that arise in real-time, as well as the strategic integers enterprises to all employees, but also non-financial indicators that reflect the achievement of strategic goals in various aspects of business and at all levels of management. It has been proved that in order to ensure the quality of human capital and to intensify investment in its development in Ukraine it is necessary to promote the stimulation of the process of innovative development in educational institutions, supplemented by its introduction of innovative technologies in the field of higher education; ensure training of personnel in accordance with modern requirements of employers on their mobility, the ability to generate new ideas and readiness to implement innovations within the framework of strategic objectives of the enterprise. Визначено, що одним із інструментів, який дозволяє оперативно реагувати на зміни зовнішнього середовища, зростання конкуренції в усіх сферах діяльності є збалансована система показників. Характерною особливістю цієї системи показників є те, що вона використовує в якості методів управління діяльністю підприємств не тільки фінансові показники, які віддзеркалюють ефективність роботи господарюючого суб’єкту в минулому, що не вирішують проблеми, які виникають в режимі «реального часу», не дозволяють довести стратегічні цілі підприємства до всіх робітників, але й нефінансові показники, які відображають досягнення стратегічних цілей у різних аспектах бізнесу та на всіх рівнях управління. Доведено, що для забезпечення якості людського капіталу та активізації інвестицій у його розвиток в Україні необхідно сприяти стимулюванню процесу інноваційного розвитку в навчальних закладах, доповнивши його впровадженням інноваційних технологій у галузі одержання вищої освіти; забезпечити підготовку кадрів відповідно до сучасних вимог роботодавців за їхньою мобільністю, можливості генерувати нові ідеї і готовність до реалізації інновацій в рамках стратегічних цілей підприємства. Определено, что одним из инструментов, который позволяет оперативно реагировать на изменения внешней среды, рост конкуренции во всех сферах деятельности является сбалансирована система показателей. Характерной особенностью этой системы показателей является то, что она использует в качестве методов управления деятельностью предприятий не только финансовые показатели, которые отображают эффективность работы хозяйствующего субъекта в прошлом, что не решает проблем, которые возникают в режиме «реального времени», не позволяют довести стратегические целые предприятия до всех работников, но и нефинансовые показатели, которые отображают достижение стратегических целей в разных аспектах бизнеса и на всех уровнях управления. Доказано, что для обеспечения качества человеческого капитала и активизации инвестиций в его развитие в Украине необходимо оказывать содействие стимулированию процесса инновационного развития в учебных заведениях, дополнив его внедрением инновационных технологий в области получения высшего образования; обеспечить подготовку кадров соответственно современным требованиям работодателей по их мобильности, возможности генерировать новые идеи и готовность к реализации инноваций в рамках стратегических целей предприятия. 2018 Article The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine / E. Ivchenkova, E. Krikunenko // Економічний вісник Донбасу. — 2018. — № 4 (54). — С. 136-141. — Бібліогр.: 10 назв. — англ. 1817-3772 http://dspace.nbuv.gov.ua/handle/123456789/150164 331.101.262:338.45(477) en Економічний вісник Донбасу Інститут економіки промисловості НАН України |
| institution |
Digital Library of Periodicals of National Academy of Sciences of Ukraine |
| collection |
DSpace DC |
| language |
English |
| topic |
Management of Labour and Safety Management of Labour and Safety |
| spellingShingle |
Management of Labour and Safety Management of Labour and Safety Ivchenkova, E. Krikunenko, E. The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine Економічний вісник Донбасу |
| description |
It has been determined that one of the tools that allows rapid response to changes in the environment, the growth of competition in all spheres of activity is a balanced system of indicators. A characteristic feature of this system of indicators is that it uses not only financial indicators that reflect the efficiency of the business entity in the past, but also does not solve the problems that arise in real-time, as well as the strategic integers enterprises to all employees, but also non-financial indicators that reflect the achievement of strategic goals in various aspects of business and at all levels of management. It has been proved that in order to ensure the quality of human capital and to intensify investment in its development in Ukraine it is necessary to promote the stimulation of the process of innovative development in educational institutions, supplemented by its introduction of innovative technologies in the field of higher education; ensure training of personnel in accordance with modern requirements of employers on their mobility, the ability to generate new ideas and readiness to implement innovations within the framework of strategic objectives of the enterprise. |
| format |
Article |
| author |
Ivchenkova, E. Krikunenko, E. |
| author_facet |
Ivchenkova, E. Krikunenko, E. |
| author_sort |
Ivchenkova, E. |
| title |
The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine |
| title_short |
The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine |
| title_full |
The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine |
| title_fullStr |
The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine |
| title_full_unstemmed |
The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine |
| title_sort |
influence of globalization processes on strategic development of human capital of industrial enterprises of ukraine |
| publisher |
Інститут економіки промисловості НАН України |
| publishDate |
2018 |
| topic_facet |
Management of Labour and Safety |
| url |
http://dspace.nbuv.gov.ua/handle/123456789/150164 |
| citation_txt |
The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine / E. Ivchenkova, E. Krikunenko // Економічний вісник Донбасу. — 2018. — № 4 (54). — С. 136-141. — Бібліогр.: 10 назв. — англ. |
| series |
Економічний вісник Донбасу |
| work_keys_str_mv |
AT ivchenkovae theinfluenceofglobalizationprocessesonstrategicdevelopmentofhumancapitalofindustrialenterprisesofukraine AT krikunenkoe theinfluenceofglobalizationprocessesonstrategicdevelopmentofhumancapitalofindustrialenterprisesofukraine AT ivchenkovae influenceofglobalizationprocessesonstrategicdevelopmentofhumancapitalofindustrialenterprisesofukraine AT krikunenkoe influenceofglobalizationprocessesonstrategicdevelopmentofhumancapitalofindustrialenterprisesofukraine |
| first_indexed |
2025-07-12T23:47:54Z |
| last_indexed |
2025-07-12T23:47:54Z |
| _version_ |
1837486918921617408 |
| fulltext |
E. Ivchenkova, E. Krikunenko
136
Економічний вісник Донбасу № 4(54), 2018
UDC 331.101.262:338.45(477)
E. Ivchenkova,
PhD (Economics),
ORCID 0000-0003-4739-0192,
E. Krikunenko,
Donbass State Machine Building Academy, Kramatorsk
THE INFLUENCE OF GLOBALIZATION PROCESSES
ON STRATEGIC DEVELOPMENT OF HUMAN CAPITAL
OF INDUSTRIAL ENTERPRISES OF UKRAINE
Formulation of the problem. In the conditions of
globalization of national economies, the regulation of
sustainable social and economic development requires
rapid adaptation to international competition, which is
possible with increasing the competitiveness of man and
society – the synthesis of his knowledge, innovations
and information, as well as institutions of state and en-
trepreneurship. Knowledge, information and their car-
rier – an educated person, able to generate ideas and new
knowledge, as well as to innovate, becomes the main re-
source and at the same time the purpose of economic
development of the state.
The development of the Ukrainian economy is ac-
companied by the reform of the mechanism of financial
management by industrial enterprises, achieving com-
petitive advantages becomes much more difficult to en-
sure only through effective financial management and
investments in physical assets. This is due to the fact
that, in emerging and highly competitive markets, a non-
financial mechanism based on the valuation and ma-
nagement of intangible assets of an industrial enterprise
has become increasingly important. Today, along with
gaining profit and increasing capitalization of enter-
prises, priority directions of strategic development are
the preservation and expansion of the share of the mar-
ket of products sales, improvement of internal business
processes, which are achieved through effective man-
agement of labor resources.
Analysis of the last researches and publications.
In the writings of many authors, human resources are
increasingly seen as human capital, which is the most
valuable asset and, in line with the strategic goals of the
company, provides the desired income and creates com-
petitive advantages. The theoretical aspects of strategic
management of human capital are devoted to the works
of domestic and foreign scientists: V.M. Heyets, L. Ed-
vinson, O.A. Grishnova, O.L. Eskova, R. Kaplan,
D. Norton, Nils-Goran Olve, J. Fitz-Yenza, H. Ramper-
sada and others. In the works of these authors, attention
is paid to the management of the strategy through the
Balanced Scorecard (BSС), but the proposed economic
toolkits are aimed at managing the aggregate of re-
sources. At the same time, there is no clearly formulated
methodological approach to the strategic management
of human capital, which is a key component of the coun-
try's strategic potential.
The purpose of the article is to determine the im-
pact of globalization processes on the strategic develop-
ment of human capital of industrial enterprises in
Ukraine.
Presentation of the main material. Modern con-
ditions of functioning of the Ukrainian economy, char-
acterized by constant changes in the external environ-
ment, increasing competition in all spheres of activity,
require the necessary search for tools that will allow
them to respond promptly to their influence and develop
a strategy for development, taking into account these
factors. One such tool is balanced system of indicators.
One of these tools is a balanced metrics system. A cha-
racteristic feature of this system of indicators is that it
uses as methods of managing the activities of enterprises
not only financial indicators that reflect the efficiency of
the business entity in the past, which do not solve the
problems that arise in the "real time", do not allow to
prove the strategic objectives of the enterprise to all
workers, but also non-financial indicators that reflect the
achievement of strategic goals in various aspects of
business and at all levels of management. Within the
framework of a balanced system of indicators, a classic
approach is used in determining the strategy "from the
top down", which involves concentration of efforts on
the external and internal market conditions, namely, on
the following factors: the requirements of suppliers and
buyers, the appearance of substitutes of products and
technology, and so on. This approach requires careful
assessment of the company's internal capabilities, which
are measured by the level of human capital training and
qualifications. The more important the employee factor
to achieve the strategy, the more significant the combi-
nation of LSS with the system of personnel manage-
ment. Fig. 1 shows a balanced system of indices of an
industrial enterprise.
In order to describe the status of human capital
(professional knowledge, skills and abilities) and its role
in supporting the strategy, it is necessary to determine
the degree of strategic readiness of human capital. Stra-
tegic readiness – an analogue of liquidity: the higher the
degree of readiness, the faster the intangible assets can
be converted into cash [1, p. 79].
The assessment of human capital readiness is car-
ried out in two ways:
1) on the basis of strategic occupations;
2) based on strategic values.
E. Ivchenkova, E. Krikunenko
137
Економічний вісник Донбасу № 4(54), 2018
objectives indexes value
indexesobjectives
value indexes object
ives
value
Financial component
Training and development component
Client component indexesobjectiv value
The component of internal business
processes
Mission and
Strategy
Fig. 1. Balanced system of indicators: control loop (strategy tactics operational management) [1]
The central place in a strategically oriented system
of motivation belongs to strategic readiness. Strategic
readiness of human capital is formed in the process of
implementation of the following stages:
1) definition of groups of strategic professions;
2) development of profiles of strategic competen-
cies of employees;
3) identification of the capabilities and competen-
cies of employees;
4) elimination of "breaks of competencies";
5) monitoring of the implementation of strategic
tasks and drawing up a report on the strategic readiness
of the personnel.
Strategic readiness of human capital contains a
number of strategically important indicators: level of
employee's preparedness, strategic compliance of the
position, satisfaction with the results of their work and
others, which are mainly non-financial nature and form
the basis of strategic business cards.
The system of motivation based on strategic readi-
ness due to its non-financial orientation makes it diffi-
cult to assess the effectiveness of the use of human ca-
pital in monetary terms. This system of motivation re-
quires the addition of intangible parameters financial in-
dicators of the budgeting system, which will lead to a
balanced material and moral remuneration of the em-
ployee in the performance of strategically important
tasks. Motivation of strategic readiness allows to in-
crease efficiency of management of human capital of the
enterprise, offering an alternative approach to the estab-
lishment of compensatory payments to employees, by
setting a certain threshold of values of strategic indica-
tors. Thus, the motivation for strategic readiness is an
effective tool for managing human capital, since it al-
lows for a balance between financial and non-financial
forms of employee incentives in line with the strategy.
Fig. 2 presents a balanced system of motivation for hu-
man capital of an industrial enterprise.
Thus, despite the fact that the HRF of human capi-
tal is not able to provide a concrete monetary assess-
ment of this intangible asset, human capital is an indis-
pensable resource of domestic enterprises in the condi-
tions of globalization, and therefore needs a scientifi-
cally sound management and evaluation exactly as the
enterprise strategy requires.
With the accession of Ukraine to the World Trade
Organization (WTO) and taking into account its aspira-
tion for integration into the European Union, the domes-
tic market of Ukraine is no longer a protected area in
which Ukrainian enterprises can profit in the event of
the impossibility of exporting their own products and
global trends towards the decline of industrial machine
building. Moreover, the common source of problem for-
mation is the failure to take into account the role of the
worker, his knowledge, skills and abilities. After all, this
directly affects the quality of products, tools and tech-
nology used.
Significant energy intensity leads to the need for
enterprises to reduce wages to establish a competitive
value of products. A coming to the market of foreign
corporations that do not have such problems will lead to
an outflow of workers (especially qualified ones) from
domestic enterprises.
Thus, the transformation of labor resources in the
conditions of a market economy into human capital, re-
E. Ivchenkova, E. Krikunenko
138
Економічний вісник Донбасу № 4(54), 2018
Key Performance
Indicators
plan,
units
Operational
performance
indicators
plan,
units
number of proposals
per employee;
- Percent of
prospective specialists;
- Percentage of official
increase on the results
of training
number of internships
per employee;
- Limit of training
expenses per
employee;
- average mark on the
final exam;
- growth of labor
productivity
Key indicators of strategic
readiness
plan,
units
- index of employee's readiness;
- the percentage of qualified
specialists;
- index of satisfaction;
- index of motivation;
- Percentage of matching corporate
goals with personal goals
Transfor
mation of
the
strategy
to the
operation
al level
Developmen
t of criteria
for assessing
employee
performance
Evaluate the
results and
adjust the plans
with the
appropriate
measures
weig
ht,%
weig
ht,%
weig
ht,%
Indicators of a strategic map
Operational Budget Indicators
Strategic Budget
Indicators
Fig. 2. Balanced system of motivation of human capital of industrial enterprise
quires enterprises to acquire a new system of self-suffi-
ciency, including through the labor market.
Effective work in any market is ensured by adher-
ing to marketing requirements, but for a commodity
such as human capital, scientifically sound methodolo-
gical support has not yet been developed.
The application of the concept of human capital in
the practical activities of a modern Ukrainian enterprise
has resulted in the presence of not two [3], but three
groups of factors that have a direct impact on human
capital (Table 1).
Table 1
Factors influencing the development of human capital of a modern industrial enterprise
General factors Individual factors Factors of Globalization
and informatization
level of qualification of the worker
strength education involvement in social networks
industrial relations natural abilities and talents sources of information
index of human capital official qualification the percentage of "virtual" friends
in communication
the specific weight of the wage fund in
the price of the goods, the gross domes-
tic product
abilities and skills
knowledge of English (or other
languages required by society)
a generalized indicator of economic de-
velopment attitude to the place of work
possession of confidential information
E. Ivchenkova, E. Krikunenko
139
Економічний вісник Донбасу № 4(54), 2018
General factors are due to the level of development
of the state and practically can not be changed at each
separate enterprise or changed person personally. Indi-
vidual figures are specific to every person, and therefore
they are considered for each individual individually and
can be changed by a person personally or by the enter-
prise on which it operates. Therefore, they should be of
the greatest interest to the management of the company,
since managing human capital in an enterprise can only
be done through these factors.
However, the third group of factors gets an increa-
singly important role. It is already an indispensable re-
quirement for the formation of personnel of creative pro-
fessions, but it also becomes important for workers' pro-
fessions, because modern workers must also receive ad-
vanced training, knowledge of new technologies, often
from foreign partners or foreign management. In this
sense, the worker who speaks a foreign language be-
comes more competitive.
But for Ukraine, not only the problem of adapting
the population to the foreign system of motivation in the
country itself, but also the problem of motivation of ex-
ternal labor migration of the population is relevant, as
Ukraine has continued to remain the exporting country
of the labor force [4]. In addition, taking into account
the global migration factor and the current situation with
the number of migrants in the world and in our country,
one can expect the problem of attracting foreign mi-
grants to the Ukrainian economy. So far this problem is
extremely poor, because most migrants from other
countries in Ukraine do not work in the sphere of pro-
duction, but in the sphere of trade or they are self-em-
ployed persons. This does not solve, on the contrary, it
exacerbates the social tension in society and does not
contribute to solving the main issue - an increase in the
human capital of industrial enterprises. Today, globali-
zation forms a single space, changing the socio-eco-
nomic life of an individual state, characterized by in-
creased international cooperation and increased open-
ness an economy that has both a positive and a negative
effect. From the second half of 2014, industrial produc-
tion in Ukraine is rapidly falling, with the crisis most
likely to cover the most complex and valuable industries
(in terms of income and quality of jobs): machine-build-
ing, chemical and metallurgical production. According
to the Gosstat of Ukraine, in May 2015, industrial pro-
duction declined by 20.7% compared to May 2014, and
not only companies in Donetsk and Lugansk oblasts, but
also their partners in other regions of Ukraine experi-
ence significant losses. According to the rating of the
World Economic Forum Global Competitiveness Re-
port 2015-2016, in its competitiveness, our country has
ranked 79th among 140 states (Ukraine lost three posi-
tions in the year, dropping from the 76th place). 12 fac-
tors were taken into account in rating formation, among
them – quality of infrastructure, macroeconomic stabi-
lity, innovative potential, level of technological deve-
lopment, development of finery, quality of education
and others [5].
The welfare of the Ukrainian people in 2015, ac-
cording to research by international agencies, has dete-
riorated: the country lost seven positions in the world
ranking of the prosperity of the Legatum Prosperity In-
dex and ranked 70th in 142 countries (last year Ukraine
was 63rd). Despite all the electronic innovations,
Ukraine continues to lag behind in the ranking of Inno-
vation Index countries, which annually Bloomberg
agency. This year, we managed to take only 41st place
among 50 countries, although in the past we settled on
the 33rd. But, at the same time, there are positive indi-
cators. This year, Ukraine has improved its position in
the prestigious world ranking Doing Business – rose
from 87 to 83 places [5].
Our country succeeded in the ranking of human
capital that the World Economic Forum holds annually.
Thus, the sum of the indicators on employment, living
standards, literacy, education and longevity of the pop-
ulation of Ukraine overcame immediately 32 positions
and rose in the ranking of 63 positions in 31 among
124 countries [6].
Over the past year, Ukraine managed to make its
economy much more attractive to foreign partners: in
the world ranking of the investment attractiveness of the
International Business Compass, compiled by the Ham-
burg Institute of World Economy, our country ranked
89th out of 174 countries. In 2016, Ukraine made a real
breakthrough, rising just 17 positions in the global
Global Services Location Index outsourcing ranking,
which is the AT Kearney consulting company. Thus, for
one year among 55 countries Ukraine managed to in-
crease its positions from 41 to 24 places. To assess the
attractiveness of a country for foreign companies, states
view in several categories: financial attractiveness, busi-
ness environment, skills and availability of manpower
[7].
Consequently, during the last decades under the in-
fluence of scientific and technological progress and
technological competition, human development issues
undergo significant changes. Human development is
fundamental, since it is the human being that is the basic
element of complex social and economic systems,
which include national states.
Conclusions. To ensure the quality of human cap-
ital and boost investment in its development in Ukraine
it is necessary: to promote the process of innovative de-
velopment in educational institutions, supplemented by
its introduction of innovative technologies in the field of
higher education; provide training in accordance with
the modern requirements of employers for their mobi-
lity, the ability to generate new ideas and readiness to
innovate within the strategic objectives of the enterprise;
to introduce incentives for individual investments in hu-
man capital by excluding from personal income tax
funds the measures for the protection and strengthening
E. Ivchenkova, E. Krikunenko
140
Економічний вісник Донбасу № 4(54), 2018
of health, education for themselves and family mem-
bers, payments to pension and health insurance funds;
regulate labor supply on the labor market, provide pro-
fessional training and quality improvement of the work-
force in line with the structural changes taking place in
the economy, improve the financial security of the em-
ployment policy; to develop the system of vocational
training and retraining, to promote the latest knowledge
in the scientific, scientific and technological spheres; to
consolidate in the Law of Ukraine "On Higher Educa-
tion" the right of employees of higher educational estab-
lishments who are authors of intellectual property ob-
jects, on the part of employer's income from the com-
mercial use of an object.
Literature
1. Каплан Роберт С., Нортон Дейвид П. Сбалан-
сированная система показателей. От стратегии к дей-
ствию / пер. с англ. [2-е изд., испр. и доп.]. Москва :
ЗАО «Олимп-бизнес», 2004. 320 с. 2. Грішнова О. А.
Людський капітал: формування в системі освіти і про-
фесійної підготовки. Київ : Т-во «Знання»: КОО, 2001.
254 с. 3. Дороніна М. С. Управління економічними та
соціальними процесами підприємства : монографія.
Харків : Вид. ХДЕУ, 2002. 432 с. 4. Зовнішні трудові
міграції населення України / [за наук. ред. Лібанової Е.,
Позняка О.]. Київ: РВПС України, 2002. 240 с. 5. Ка-
лашнікова Т. М., Новак І. М. Дослідження взає-
мозв’язку сталості людського розвитку і стабільності
держави. Demography and Social Economy. 2016. № 3
(28). С. 94-107. 6. Кириленко О. П., Тулай О. І. Дер-
жавні фінанси та людський розвиток: діалектика
взаємозв’язку. Фінанси України. 2017. № 1. С. 42-53.
7. Людський розвиток в Україні: мінімізація соціаль-
них ризиків : [колективна науково-аналітична моно-
графія] / [за ред. Е. М. Лібанової]. Київ: Ін-т демографії
та соціальних досліджень ім. М.В.Птухи НАН
України, Держкомстат України, 2010. 496 с. 8. Анто-
нюк В. П., Шамілева Л. Л. Оцінка ефективності вико-
ристання трудового потенціалу промисловості з ураху-
ванням рівня наукоємності її галузей. Економічний віс-
ник Донбасу. 2017. № 2 (48). С. 196-206. 9. Ольве
Нильс-Горан, Рой Жан, Ветер Магнус. Сбалансиро-
ванная система показателей: практическое руковод-
ство по использованию : [пер. с англ.]. Москва: Виль-
ямс, 2006. 304 с. 10. Приймак В. І., Гинда С. М. Ак-
туальні проблеми та перспективи розвитку людського
капіталу в Україні. Економіка і організація управління.
2014. № 4 (20). C. 199-204.
References
1. Kaplan Robert S., Norton Deyvid P. (2004).
Sbalansirovannaya sistema pokazateley. Ot strategii k
deystviyu [Balanced Scorecard. From strategy to action].
(2nd ed., rev.). Moscow, Olimp-Business [in Russian].
2. Hrishnova O. A. (2001). Liudskyi kapital:
formuvannia v systemi osvity i profesiinoi pidhotovky [Hu-
man capital: formation in the system of education and vo-
cational training]. Kyiv, Znannia; KOO [in Ukrainian].
3. Doronina M. S. (2002). Upravlinnia ekonomich-
nymy ta sotsialnymy protsesamy pidpryiemstva [Manage-
ment of economic and social processes of the enterprise].
Kharkiv, KhDEU [in Ukrainian].
4. Libanovа E. & Pozniak O. (Eds). (2002). Zovnishni
trudovi mihratsii naselennia Ukrainy [External labor
migration of the population of Ukraine]. Kyiv, RVPS
Ukrainy [in Ukrainian].
5. Kalashnikova T. M., Novak I. M. (2016).
Doslidzhennia vzaiemozviazku stalosti liudskoho rozvytku
i stabilnosti derzhavy [Research on the relationship be-
tween the sustainability of human development and the sta-
bility of the state]. Demography and Social Economy –
Demography and Social Economy, 3 (28), рр. 94-107 [in
Ukrainian].
6. Kyrylenko O. P., Tulai O. I. (2017). Derzhavni
finansy ta liudskyi rozvytok: dialektyka vzaiemozviazku
[Public finances and human development: the dialectic of
the relationship]. Finansy Ukrainy – Finance of Ukraine,
1, рр. 42-53 [in Ukrainian].
7. Liudskyi rozvytok v Ukraini: minimizatsiia
sotsialnykh ryzykiv [Human Development in Ukraine:
Minimizing Social Risks]. (2010). Kyiv: In-t demohrafii ta
sotsialnykh doslidzhen im. M.V.Ptukhy NAN Ukrainy;
Derzhkomstat Ukrainy [in Ukrainian].
8. Antoniuk V. P., Shamileva L. L. (2017). Otsinka
efektyvnosti vykorystannia trudovoho potentsialu
promyslovosti z urakhuvanniam rivnia naukoiemnosti yii
haluzei [Estimation of efficiency of employment of indus-
trial potential of industry, taking into account the level of
knowledge intensity of its branches]. Ekonomichnyi visnyk
Donbasu – Economic Herald of the Donbas, 2 (48), рр.
196-206 [in Ukrainian].
9. Olve Nils-Goran, Roy Jan, Wetter Magnus. (2006).
Sbalansirovannaya sistema pokazateley: prakticheskoye
rukovodstvo po ispolzovaniyu [Balanced Scorecard: A
Practical Guide to Use]. Moscow, Williams [in Russian].
10. Pryimak V. I., Hynda S. M. (2014). Aktualni
problemy ta perspektyvy rozvytku liudskoho kapitalu v
Ukraini [Actual problems and prospects of human capital
development in Ukraine]. Ekonomika i orhanizatsiia
upravlinnia – Economics and management organization, 4
(20), рр. 199-204 [in Ukrainian].
Івченкова О. Ю., Крикуненко К. М. Вплив гло-
балізаційних процесів на стратегічний розвиток
людського капіталу промислових підприємств Ук-
раїни
Визначено, що одним із інструментів, який дозво-
ляє оперативно реагувати на зміни зовнішнього сере-
довища, зростання конкуренції в усіх сферах діяльно-
сті є збалансована система показників. Характерною
особливістю цієї системи показників є те, що вона ви-
користовує в якості методів управління діяльністю під-
приємств не тільки фінансові показники, які віддзерка-
люють ефективність роботи господарюючого суб’єкту
в минулому, що не вирішують проблеми, які виника-
ють в режимі «реального часу», не дозволяють довести
стратегічні цілі підприємства до всіх робітників, але й
нефінансові показники, які відображають досягнення
E. Ivchenkova, E. Krikunenko
141
Економічний вісник Донбасу № 4(54), 2018
стратегічних цілей у різних аспектах бізнесу та на всіх
рівнях управління. Доведено, що для забезпечення яко-
сті людського капіталу та активізації інвестицій у його
розвиток в Україні необхідно сприяти стимулюванню
процесу інноваційного розвитку в навчальних закла-
дах, доповнивши його впровадженням інноваційних
технологій у галузі одержання вищої освіти; забезпе-
чити підготовку кадрів відповідно до сучасних вимог
роботодавців за їхньою мобільністю, можливості гене-
рувати нові ідеї і готовність до реалізації інновацій в
рамках стратегічних цілей підприємства.
Ключові слова: людський капітал, збалансована
система показників, стратегічні цілі, глобалізаційні
процеси, нефінансові показники, мотивація стратегіч-
ної готовності.
Івченкова Е. Ю., Крикуненко Е. Н. Влияние
глобализационных процессов на стратегическое
развитие человеческого капитала промышленных
предприятий Украины
Определено, что одним из инструментов, который
позволяет оперативно реагировать на изменения внеш-
ней среды, рост конкуренции во всех сферах деятель-
ности является сбалансирована система показателей.
Характерной особенностью этой системы показателей
является то, что она использует в качестве методов
управления деятельностью предприятий не только фи-
нансовые показатели, которые отображают эффектив-
ность работы хозяйствующего субъекта в прошлом,
что не решает проблем, которые возникают в режиме
«реального времени», не позволяют довести стратеги-
ческие целые предприятия до всех работников, но и не-
финансовые показатели, которые отображают дости-
жение стратегических целей в разных аспектах бизнеса
и на всех уровнях управления. Доказано, что для обес-
печения качества человеческого капитала и активиза-
ции инвестиций в его развитие в Украине необходимо
оказывать содействие стимулированию процесса ин-
новационного развития в учебных заведениях, допол-
нив его внедрением инновационных технологий в об-
ласти получения высшего образования; обеспечить
подготовку кадров соответственно современным тре-
бованиям работодателей по их мобильности, возмож-
ности генерировать новые идеи и готовность к реали-
зации инноваций в рамках стратегических целей пред-
приятия.
Ключевые слова: человеческий капитал, сбалан-
сированная система показателей, стратегические цели,
глобализационные процессы, нефинансовые показа-
тели, мотивация стратегической готовности.
Ivchenkova E., Krikunenko E. The influence of
globalization processes on strategic development of hu-
man capital of industrial enterprises of Ukraine
It has been determined that one of the tools that allows
rapid response to changes in the environment, the growth
of competition in all spheres of activity is a balanced sys-
tem of indicators. A characteristic feature of this system of
indicators is that it uses not only financial indicators that
reflect the efficiency of the business entity in the past, but
also does not solve the problems that arise in real-time, as
well as the strategic integers enterprises to all employees,
but also non-financial indicators that reflect the achieve-
ment of strategic goals in various aspects of business and
at all levels of management. It has been proved that in order
to ensure the quality of human capital and to intensify in-
vestment in its development in Ukraine it is necessary to
promote the stimulation of the process of innovative devel-
opment in educational institutions, supplemented by its in-
troduction of innovative technologies in the field of higher
education; ensure training of personnel in accordance with
modern requirements of employers on their mobility, the
ability to generate new ideas and readiness to implement
innovations within the framework of strategic objectives of
the enterprise.
Keywords: human capital, balanced system of indica-
tors, strategic goals, globalization processes, non-financial
indicators, motivation for strategic readiness.
Received by the editors: 18.07.2018
and final form 14.12.2018
|