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...

Ausführliche Beschreibung

Gespeichert in:

Bibliographische Detailangaben
Datum:	2018
1. Verfasser:	Rovenska, V.
Format:	Artikel
Sprache:	English
Veröffentlicht:	Інститут економіки промисловості НАН України 2018
Schriftenreihe:	Економічний вісник Донбасу
Schlagworte:	Management of Labour and Safety
Online Zugang:	http://dspace.nbuv.gov.ua/handle/123456789/150165
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 / V. Rovenska // Економічний вісник Донбасу. — 2018. — № 4 (54). — С. 142-147. — Бібліогр.: 10 назв. — англ.

Institution

Digital Library of Periodicals of National Academy of Sciences of Ukraine

id	irk-123456789-150165
record_format	dspace
spelling	irk-123456789-1501652019-04-02T01:25:00Z The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine Rovenska, V. 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 / V. Rovenska // Економічний вісник Донбасу. — 2018. — № 4 (54). — С. 142-147. — Бібліогр.: 10 назв. — англ. 1817-3772 http://dspace.nbuv.gov.ua/handle/123456789/150165 331.101.262:338.45 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 Rovenska, V. 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	Rovenska, V.
author_facet	Rovenska, V.
author_sort	Rovenska, V.
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/123456789/150165
citation_txt	The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine / V. Rovenska // Економічний вісник Донбасу. — 2018. — № 4 (54). — С. 142-147. — Бібліогр.: 10 назв. — англ.
series	Економічний вісник Донбасу
work_keys_str_mv	AT rovenskav theinfluenceofglobalizationprocessesonstrategicdevelopmentofhumancapitalofindustrialenterprisesofukraine AT rovenskav influenceofglobalizationprocessesonstrategicdevelopmentofhumancapitalofindustrialenterprisesofukraine
first_indexed	2025-07-12T23:48:03Z
last_indexed	2025-07-12T23:48:03Z
_version_	1837486928116580352
fulltext	V. Rovenska 142 Економічний вісник Донбасу № 4(54), 2018 UDC 331.101.262:338.45 V. Rovenska, PhD (Economics), Donbass state machine-building academy, Kramatorsk, ORCID 0000-0002-9412-878X HUMAN CAPITAL AS A KEY ELEMENT OF STRATEGY FOR SUSTAINABLE DEVELOPMENT OF INDUSTRIAL ENTERPRISE Problem statement. The Ukrainian industry is go- ing through a difficult stage of adaptation to new busi- ness conditions, which are characterized by tough com- petition for constant sales markets. The industrial poten- tial of Ukraine is very powerful, which is confirmed by the existence of industrial production in each region. Any production needs resource support. The main re- source of them is the labor resource, which is characte- rized by labor potential with the socio-psychological characteristics of the behavioral economy. This makes it difficult to manage it, focused on sustainable develop- ment of enterprises. In the works of many authors, labor resources are increasingly considered as human capital, which is the most valuable assets and, in accordance with the strategic goals of the enterprise, provides the desired income and creates competitive advantages. Now days human capital is one of the most important components of the resource potential of the enterprise. Today management of enterprises has a need for a sys- tem of indicators that will be able to describe and fore- cast the growth of the value and productivity of workers in a strategic aspect. Quantitative indicators of human capital are mostly aimed at measuring labor costs, the volume of opportunities for workers and time in the short term period. The addition of these indicators with qualitative characteristics (the level of professional training of an employee, the correspondence of a posi- tion, the accumulated experience, the intellectual poten- tial of an employee, the level of professional mobility, the employee's interest in the results of his work in ac- cordance with the company's strategy) will allow enter- prise managers to concentrate their efforts on values, knowledge and reactions of people in accordance with the strategy. Analysis of recent research and publications. Many scientific papers are devoted to solving theoretical and methodological problems of human capital manage- ment. Among the scientists involved in solving such problems are O.I. Amosha, O.F. Novikova, V.P. An- tonyuk, S.S. Aptekar, V.M. Geets, O.A. Grishnova, O.L. Eskov, R.I. Kapelyushnikov, M. Krytsky, V.I. Kutsen- ko, E.M. Libanova, O.D. Tsirienov and others. But the formation of the theoretical and methodological basis of labor potential management aimed at ensuring the sus- tainable development of industrial enterprises based on the adoption of sound management decisions, the reali- zation of which is oriented on a positive financial result, has not yet been completed. The aim of the article. Determination and sub- stantiation of the relationship between the level of hu- man capital of industrial enterprises and the effective- ness of their activities for the formation of the infor- mation basis for the adoption of management decisions, the implementation of which is aimed at ensuring the sustainable development of industrial enterprises. Presenting the main material. The rapid growth of the importance of intangible assets from the end of the last century to the present day, first of all, is due to changes in modern markets associated with the globali- zation of the economy, increased demand dynamics, in- dividualization of consumption and, as a result, in- creased demand for innovative products and services. As a result, the main factor of production in the modern economy is information and knowledge, and assets that have an intellectual basis become the highest value. Just twenty years ago, the value of intangible assets in a ty- pical organization was about 38%. Over the past twenty years, this figure has almost doubled and today intan- gible assets account for more than 75% of the value of the enterprise [76, p. 24]. Intangible assets significantly differ from fixed assets, real estate and equipment in that they do not have a direct impact on financial results, but they have significant competitive advantages: 1) intan- gible assets such as the experience and knowledge of key employees, the relationship with customers are al- most impossible to copy, in contrast to tangible assets; 2) intangible assets acquire great value at the end of a long period of time, while tangible assets suffer wear after prolonged exploitation. Strategic compliance is the main principle of creat- ing value from intangible assets. The Balanced Score- card (BSC) helps to bring intangible assets: human, in- formation, organizational capital in line with the stra- tegy. The process of creating value from intangible as- setsis shown in Fig.1. Human capital occupies a special place among the three types of intangible assets. World experience shows: countries that give prio- rity to forming of human capital labour for greater suc- cesses with the rates of height of economy, reduction of inequality in allocation of profits and softening of prob- lem of poverty. A human capital can be measured both quantitative and by quality indexes. The quantitative in- dexes of human capital are mostly sent to measuring of charges of labour, volume of possibilities of workers and time in a short-term prospect. Addition of these in- V. Rovenska 143 Економічний вісник Донбасу № 4(54), 2018 Financial results - buildings and constructions of production purpose; -engineering and equipment; -material supplies Tangible assets -human capital -information capital -organization capital Strategy Intangible assets Fig. 1. The process of creating the value of intangible assets [1] dexes quality descriptions (level of professional prepa- ration of worker, accordance held a position; accumu- lated experience; intellectual potential of worker; level of professional mobility; the personal interest of worker is in the results of the labour), allow to the leaders of enterprises to concentrate the efforts on values, knowledge and reactions of people in accordance with strategy. Quantitative data are called to establish the ac- tual result of that or other process of enterprise, at that time as quality – allow to assume reason of this result. Effective management an enterprise it is impossible without innovative development of human capital that is the major factor of competitiveness of enterprise. With- out regard to successes of separate enterprises with the plan of realization in the innovations of human factor in Ukraine absent complex going near the decision of ques- tion of providing of enterprises shots in unity with basic strategic directions of activity. For the decision of stra- tegic problems of management a human capital it is nec- essary: – it is forming of mechanism of the personal inter- est of workers in the achievement of high performance indicators by introduction of innovations in the system of encouragement and social guarantees; – it is creation for the workers of enterprises of so- cio-domestic terms (possibility of receipt of accommo- dation, making healthy, development of personality); – it is forming of the system of training of (retrain- ing) personnels due to enterprises or state; – it is avouching for workers that passed profes- sional studies on a production, increase of digits and professional increase. Only on such conditions it is possible to expect loy- alty of workers and, accordingly, high results of labour. Within the framework BS the estimation of human cap- ital comes true on next criteria: – workers are the most essential asset of enterprise; – strategy of management human capitals is inseparable from general strategy of enterprise; – the maximal use of human resources is based on opening of creative potential of worker. Com- plementing the traditional financial reporting, the bal- anced system of indexes comes forward as an instrument of ground of necessity of selection of facilities to certain subdivision of enterprise for investing in a human capi- tal (fig. 2). Financial capital Management knowledge Financial management Human capital Influence is on a market value 50 – 90% 10 – 50% Fig. 2. Influence of human capital is on the market value of enterprise [2] V. Rovenska 144 Економічний вісник Донбасу № 4(54), 2018 On the modern stage of economic transformations the problem of estimation of human capital in the cost of enterprises obtains all greater actuality. This problem plenty of works of foreign and home authors, the analy- sis of that shows the variety of present approaches and methods, is sanctified to. Enterprises gradually realize important connection between a human capital and fi- nancial results, copulas that is not able to take into ac- count traditional book-keeping methods : the "Effective estimation of personnel allows correctly to organize the system of motivation and studies of personnel, form skilled reserve, assists the improvement of communica- tive connections, that in a final result influences on pro- ductive successes of workers" [3, с. 21]. It is possible to distinguish next reasons of neces- sity of estimation of human capital: 1) estimation of human capital gives an oppor- tunity to set forth strategy of enterprise. Determining and estimating the assets, enterprise forms the same for itself additional competitive edges; 2) measuring of human capital is a necessary con- dition at forming of key performance indicators enter- prises that is important for administrative control after the observance of corporate strategy; 3) using the indexes of non-material assets and hu- man capital, in particular, an enterprise can from plans of development and motivation of personnel; 4) indexes of human capital are the instrument of communication of shareholders and proprietors, by means of that they get state information, volumes and loud speaker of human capitals of enterprise; 5) on condition of the exact measuring not only ma- terial assets but also non-material, in particular, human capital, managers are able to remove a break between the market and balance value of enterprise; 6) enterprise capable to estimate the human capital promotes the reputation at the market. Without regard to foregoing arguments in behalf on the estimation of human capital, a standard book- keeping does not take into account the indexes of this intangible asset, examining him as part of charges of en- terprise. It is conditioned by two reasons: firstly, a rec- ord-keeping is directed into an enterprise, him primary purpose - to save property of enterprise; secondly, he carries retrospective character. Financing future, leaning against the fact sheets of past periods, substantially brakes the process of creation of cost and influences the not best character on the competitiveness of enterprise. Forming of human capital of enterprise takes place both at the level of separate employee and enterprises on the whole. At the level of employee he includes knowledge, personality qualities, capabilities, professional skills, talents, and at corporate level - infrastructure, relations in a collective, ability to work in a command and other. For a decision the brought tasks over of the system of strategic budgetary management the indexes of human capital, that answer strategic aims the Closed joint-stock company of "NKMZ" (table 1), are formed. Table 1 Indexes of human capital and strategic aims the Closed joint-stock company of "NKMZ" [authorial development] Constituents of human capital Indexes of human capital Strategic aims the Closed joint-stock company of "NKMZ" 1 2 3 1 Biophysical capital State of health 1P – amount of hospital folias on 1000 persons in a year, things 1BSC – to provide the best organization of labour 2P – an amount of days of illness is on a 1 sick-leave authorization for a year, things 2BSC – to work out the models of work- places Age 3P – middle age of workers, years 3BSC – to provide social security of members of collective as the greatest so- cial indexes in an engineer 4P – specific gravity of age categories of workers, % 5P – coefficient of variation, % Explained 8P – motivational potential 4BSC – realization of belonging every worker is to "Planet of NKMZ" 5BSC – confession of corporate values by every worker 6BSC – to provide accordance of the personal aims of employees of corporate strategy V. Rovenska 145 Економічний вісник Донбасу № 4(54), 2018 Ending of Table 1 1 2 3 Necessities and values 9P – importance of labour values 7BSC – questioning of employees is about an organizational culture on innovations and changes 2 Intellectual capital Level of education 10P – amount of years of studies (on the categories of personnel) 8BSC – to carry out 100 % retraining 11P – amount of types of education (on the categories of personnel) 9BSC – to define requirements to knowledge and abilities of workers 12P – specific gravity with the corre- sponding level of education % (on the categories of personnel) 10BSC – to inculcate the system of the automated estimation of knowledge Qualification 13P – specific gravity is for DC, % 11BSC – review of present scientific and technological possibilities, conducted by workers 14P – category, middle digit, specific gravity, % 12BSC – to attain higher qualification of personnel 15P – an amount of professions is on a 1 person 13BSC – to provide any profile ordering fulfillment 14BSC – to define the groups of strategic professions Competence 16P – amount completed course of studies на1 person 15BSC – to provide the presence of stra- tegic сompetence on key positions of subdivision 17P – an amount of seminars (external studies) is on a 1 person 16BSC – to carry out a 70 % certification 3 Social capital Social status 24P – worker, engineer, office worker, leader, specific gravity, % 23BSC – to provide social security of members of collective as the greatest so- cial indexes in an engineer Marital status 25P – it is married / specific gravity is not married, % Experience of work 28P – middle experience of workers, years 24BSC – to explain specialists for the achievement of aims 29P – specific gravity of categories of workers is with middle experience, % On the basis of the individually worked out indexes of efficiency, next comparison of to the plan and actual data leaders get information, that allows to them to do the estimation of efficiency of realization of strategies in the basic areas of considered Balanced Scorecard. In our case it is indexes of instability of demand, appea- rance of competitive firms and products, price advance on raw material, legal risks et al. Balanced Scorecard on the basis of the individually worked out indexes of effi- ciency settles all these problems, undertaking a manage- ment key processes, strengthening a feed-back (influ- ence of environment is on the factors of activity of en- terprise) by means of translation of vision in strategy, expansion of communications and connections of enter- prise with an environment, conducting business-plan- ning. It is well-proven that similar operations the pre- pared specialists that will use креативный style and in- novative possibilities of labour activity as forms of dis- play of human capital in practice can execute. Conclusions. On the whole it is possible to mark that the use of strategic indexes of human capital gives an opportunity to improve quality current and strategic planning on an enterprise, to do him the effective V. Rovenska 146 Економічний вісник Донбасу № 4(54), 2018 element of control system. Formalization of strategy of the effective use of human capital of enterprise is reasonable to carry out by means of the balanced system of indexes that are an interlink between formulation of strategy and her embodiment. A human capital plays a key role all four aspects of activity of enterprise, because on a competence and skills of workers realization of aims of other constituents depends in the system of steady development of enterprise. Literature 1. Каплан Роберт С., Нортон Дейвид П. Страте- гические карты. Трансформация нематериальных ак- тивов в материальные результаты : пер. с англ. Москва : ЗАО «Олимп-бизнес», 2005. 512 с. 2. Каплан Роберт С. Нортон Дейвид П. Сбалансированная система по- казателей. От стратегии к действию : пер. с англ. 2-е изд., испр. и доп. Москва: ЗАО «Олимп-бизнес», 2004. 320 с. 3. Акмаев А. И. Совершенствование системы принципов оплаты труда и мотивации работников. Со- циально-экономические аспекты промышленной поли- тики. Экономика и социология труда, менеджмент персонала. Донецк : ИЭП НАН Украины, 2003. Т. 4, ч. 1. С. 20–26. 4. Алістаєва А. В. Визначення показни- ків оцінки людського розвитку підприємства. Вісник Приазовського державного технічного університету : зб. наук. пр. Маріуполь : ПДТУ, 2009. Вип. 19. С. 356– 361. 5. Промислова політика як чинник післякризо- вого відновлення економіки України / Собкевич О.В., Савенко В.Г., Сухоруков А.І. та ін. Київ: НІСД, 2012. 41 с. 6. Инвестиционная стратегия предприятия. Киев, 2006. URL: http://institutiones.com/download/ books / 942 - investicionnayastrategiya - predpriyatiya. html. 7. Рахман М., Гриненко І. Аналіз структурних зрушень в експорті машинобудівної галузі України. Економіка та держава. 2015. № 11. С. 105-107. 8. Ви- шневський В.П., Князєв С.І. Смарт – промисловість: перспективи і проблеми. Економіка України. 2017. №7. С. 22-37. 9. Єсінова Н.І., Лосінець Ю.І. Мотивація праці як важливий чинник забезпечення ефективної роботи підприємства. Економічна стратегія і перспе- ктиви розвитку сфери торгівлі та послуг. 2012. Вип. 1(2). С. 3-10. 10. Амоша О.І., Шамілева Л.Л. Розвиток трудового потенціалу промисловості на засадах соціа- льної відповідальності: концептуальне та науково-ме- тодичне забезпечення. Вісник економічної науки Укра- їни. 2016. № 2. С. 3-8. 11. Дрогомирецька М.І. Моти- вація праці як інструмент ефективного управління пе- рсоналом сучасної організації. Вісник Одеського наці- онального університету. Економіка. 2013. Т. 18, вип. 1(1). С. 97-101. References 1. Kaplan Robert S., Norton Deyvid P. (2005). Strategicheskiye karty. Transformatsiya nematerialnykh aktivov v materialnyye rezultaty [Strategic maps. Transfor- mation of intangible assets into tangible results]. Moscow, Olimp-Business [in Russian]. 2. 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]. 3. Akmayev A. I. (2003). Sovershenstvovaniye sistemy printsipov oplaty truda i motivatsii rabotnikov [Im- proving the system of principles of remuneration and em- ployee motivation]. Sotsialno-ekonomicheskiye aspekty promyshlennoy politiki – Socio-economic aspects of industrial policy, vol. 4, part. 1, рр. 20–26 [in Russian]. 4. Alistaieva A. V. (2009). Vyznachennia pokaznykiv otsinky liudskoho rozvytku pidpryiemstva [Determination of indicators of evaluation of human enterprise develop- ment]. Visnyk Pryazovskoho derzhavnoho tekhnichnoho universytetu – Bulletin of Priazovsky State Technical Uni- versity, vol. 19, рр. 356-361. Mariupol, PDTU [in Ukrainian]. 5. Sobkevych O.V., Savenko V.H., Sukhorukov A.I. еt al. (2012). Promyslova polityka yak chynnyk pisliakryzo- voho vidnovlennia ekonomiky Ukrainy [Industrial policy as a factor in post-crisis economic recovery of Ukraine]. Kyiv, NISD [in Ukrainian]. 6. Investitsionnaya strategiya predpriyatiya [Enter- prise Investment Strategy]. (2006). institutiones.com. Retrieved from http://institutiones.com/download/books/ 942-investicionnayastrategiya-predpriyatiya.html [in Rus- sian]. 7. Rakhman M., Hrynenko I. (2015). Analiz strukturnykh zrushen v eksporti mashynobudivnoi haluzi Ukrainy [Analysis of structural shifts in the export of the machine-building industry in Ukraine]. Ekonomika ta derzhava – Economy and the state, 11, рр. 105-107 [in Ukrainian]. 8. Vyshnevskyi V.P., Kniaziev S.I. (2017). Smart – promyslovist: perspektyvy i problemy [Smart - Industry: Perspectives and Problems]. Ekonomika Ukrainy – Ukraine economy, 7, рр. 22-37 [in Ukrainian]. 9. Yesinova N.I., Losinets Yu.I. (2012). Motyvatsiia pratsi yak vazhlyvyi chynnyk zabezpechennia efektyvnoi roboty pidpryiemstva [Motivation of labor as an important factor in ensuring the effective operation of the enterprise]. Ekonomichna stratehiia i perspektyvy rozvytku sfery torhivli ta posluh – Economic strategy and prospects for the development of trade and services, vol. 1(2), рр. 3-10. [in Ukrainian]. 10. Amosha O.I., Shamileva L.L. (2016). Rozvytok trudovoho potentsialu promyslovosti na zasadakh sotsialnoi vidpovidalnosti: kontseptualne ta naukovo- metodychne zabezpechennia [Development of labor poten- tial of industry on the basis of social responsibility: con- ceptual and scientific-methodical support]. Visnyk ekonomichnoi nauky Ukrainy – Bulletin of Economic Sci- ence of Ukraine, 2, рр. 3-8 [in Ukrainian]. 11. Drohomyretska M.I. (2013). Motyvatsiia pratsi yak instrument efektyvnoho upravlinnia personalom suchasnoi orhanizatsii [Motivation of labor as an instru- ment of effective management of the personnel of a mod- ern organization]. Visnyk Odeskoho natsionalnoho universytetu. Ekonomika – Bulletin of the Odessa National University. Economy, vol. 18, issue 1(1), рр. 97-101 [in Ukrainian]. V. Rovenska 147 Економічний вісник Донбасу № 4(54), 2018 Ровенська В. В. Людський капітал як ключо- вий елемент стратегії сталого розвитку промисло- вого підприємства У статті розроблено систему стратегічних показ- ників ефективності людського капіталу промислового підприємства та доведено, що їх використання дає можливість підвищувати якість поточного й стратегіч- ного планування на підприємстві, робити його ефек- тивним елементом системи управління. Обґрунтовано формалізацію стратегії ефективного використання людського капіталу підприємства здійснювати за до- помогою збалансованої системи показників, що є спо- лучною ланкою між формулюванням стратегії і її вті- ленням. Людський капітал відіграє ключову роль у всіх чотирьох аспектах діяльності підприємства, тому що від компетентності й навичок працівників залежить ре- алізація цілей інших складових у системі сталого роз- витку підприємства. Ключові слова: людський капітал, сталий розви- ток, стратегія підприємства, стратегічні показники, збалансована система показників, нематеріальні ак- тиви. Ровенская В. В. Человеческий капитал как ключевой элемент стратегии устойчивого развития промышленного предприятия В статье разработана система стратегических по- казателей эффективности человеческого капитала про- мышленного предприятия и доказано, что их исполь- зование дает возможность повысить качество теку- щего и стратегического планирования на предприятии, сделать его эффективным элементом системы управле- ния. Обоснована формализация стратегии эффектив- ного использования человеческого капитала предпри- ятия осуществлять при помощи сбалансированной си- стемы показателей, которая является связующим зве- ном между формулированием стратегии и ее воплоще- нием. Человеческий капитал играет ключевую роль во всех четырех аспектах деятельности предприятия, так как от компетентности и навыков работников зависит реализация целей остальных составляющих в системе устойчивого развития предприятия. Ключевые слова: человеческий капитал, устой- чивое развитие, стратегия предприятия, стратегиче- ские показатели, сбалансированная система показате- лей, нематериальные активы. Rovenska V. Human capital as a key element of strategy for sustainable development of industrial en- terprise The article has developed a system of strategic indi- cators of the effectiveness of the human capital of indus- trial enterprise and it is proved that their use makes it pos- sible to improve the quality of current and strategic plan- ning in the enterprise, making it an effective element of the management system. It is substantiated the formalization of the strategy of effective use of the human capital enter- prise by means of the balanced scorecard, which is the link between the formulation of the strategy and its implemen- tation. The human capital plays a key role in all four as- pects of the enterprise, since from competence and skill the realization of the goals of the remaining components in the system of sustainable development of the enterprise de- pends. Keywords: human capital, sustainable development, strategy enterprise, strategic indicators, balanced score- card, intangible assets. Received by the editors: 26.09.2018 and final form 14.12.2018

The influence of globalization processes on strategic development of human capital of industrial enterprises of Ukraine

Institution

Ähnliche Einträge