Ключові аспекти формування трудових ресурсів в інформаційному суспільстві

Abstract

У дослідженні розглянуто основні аспекти формування трудових ресурсів, які обумовлені переходом до інформаційного суспільства, економіки знань. Представлено етапи формування трудового ресурсу індивіда, охарактеризовано кожен із них, виділено особливості цих етапів в інформаційному суспільстві. Обґрунтовано вимоги нового типу економічного розвитку до зміни працівником протягом життя професії та вдосконалення його здібностей. Доведено, що на рівні підприємств-роботодавців, необхідно забезпечувати постійне підвищення кваліфікації працівників, медичне обстеження, страхування, здійснювати допомогу громадським соціальним інститутам. Роль держави полягає у створенні робочих місць та збільшенні заробітків, а також у наданні різних соціальних трансфертів. Доведено, що інвестиції в людський капітал потрібно розглядати одночасно як витрати на освіту та професійну підготовку, а з іншого – на трудову міграцію.

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Introduction. The effectiveness of the formation of productive labor resources in the modern information society in the period of use of acquired knowledge has become much less than the period of use of labor resources of the individual due to the rapid aging of professional information, improving techniques and technologies. The relevance of the study is that funding and efforts must be comprehensive: at the level of the family, the state, society and, of course, the individual. Purpose. The aim of the study is to analyze the potential opportunities for managing the development of human resources and the formation of employment in the information society. Results. The study considers the main aspects of the formation of the labor force, which are due to the transition to the information society, the economy knowledge. The stages of formation of the individual's labor resource are presented, each of them is characterized, the peculiarities of these stages in the information society are highlighted. The requirements of a new type of economic development to the change of the employee during the life of the profession and the improvement of his abilities are substantiated. It is proved that at the level of enterprises, as employers, it is necessary to provide continuous training of employees, medical examinations, insurance, to provide assistance to public social institutions. The role of the state, in turn, is to create jobs and increase earnings, and, secondly, to provide various social transfers. It is proved that investments in human capital should be considered both as expenditures on education and training, and on the other hand on labor migration. Conclusions. It has been proven that the natural abilities of workers should be considered as the starting human capital, which can be significantly increased through investment in training and education. It is necessary to take into account the difference between human potential and human capital. Investing in morality can increase human potential, its usefulness to society, but does not guarantee a direct increase in productivity and wages, but a civilized country cares not only about knowledge but also about the morals of its citizens. In terms of employment and educational competence of labor resources, investing contributes to the development of a new experienced generation in each industry, but on the other hand, more experienced professionals not only understand but also use opportunities to migrate to find a job where their qualifications are higher. Further research is needed on new employment profiles and wider use of own labor resources in this field.