УДК 331.108

DOI: https://doi.org/10.36887/2415-8453-2025-1-43

Voit Sergii,
Doctor of Sciences in Economics, State Enterprise «Production Association,
Yuzhny Mashinbuilding Plant named after A.M. Makarov», Ukraine,
https://orcid.org/0000-0001-9566-3090
Kramarenko Iryna,
Doctor of Sciences in Economics, Professor,
Admiral Makarov National Shipbuilding University,
https://orcid.org/0000-0002-0417-0918
Irtyshcheva Inna,
Doctor of Sciences in Economics, Professor,
Admiral Makarov National University of Shipbuilding,
https://orcid.org/0000-0002-7025-9857
Dubinska Iryna,
Candidate of Sciences in Economics, Associate Professor,
Admiral Makarov National Shipbuilding University,
https://orcid.org/0000-0003-0709-0187
Irtyshchev Oleksandr,
PhD, Lecturer,
International University of Business and Law,
https://orcid.org/0000-0002-3910-9607

JEL classification: E24; J24; O15

In the context of global instability caused by economic crises, geopolitical conflicts, pandemics and technological changes, effective personnel management becomes a key factor in ensuring the stability and competitiveness of national economies and regional structures. The development of a national and regional personnel management system is a necessary condition for overcoming the challenges of global instability. The introduction of modern methods of labor resource management will ensure economic growth, social stability and competitiveness of the country in the international arena. The purpose of the study is to analyze the prerequisites for the development of a national and regional personnel management system in the context of global instability. It is determined that the personnel management system is part of the human resources management system, which can be considered at the level of an individual company (local level), at the level of a district or region (mesolevel) and at the level of the country (macrolevel), that is, not only at the level of economic entities, but also at the level of certain territorial units. Four levels of human resource management are identified: local, territorial, national and global. Analysis of the implementation of sustainable development goals showed the absence of the fact of achieving the target level of the indicator of the number of employed employees in medium and small businesses, in Ukraine before the war there was an increase in this indicator, which had a positive impact on improving the human resource management system and the HR management sphere in the country. Currently, we are observing a decrease in the indicator of the number of employed employees. It is proven that in the context of European integration guidelines and to mitigate the conditions of global instability, the following principles and requirements can be formulated for the human resource management system and the HR management sphere in Ukraine: compliance with international standards, strategic orientation, people-centricity and innovation.

Keywords: national and regional system, personnel management, HR management, global instability.

Rеferences

1. Prodius, O., Afanashenko, M., & Lemeshko, M. (2024). Napryamy udoskonalennya systemy upravlinnya personalom v umovakh voyennogo stanu [Directions for improving the personnel management system under martial law]. Ekonomika ta suspilstvo, (61). DOI: https://doi.org/10.32782/2524-0072/2024-61-100.
2. Stratehiya staloho rozvytku “Ukrayina – 2020”: skhvaleno Ukazom Prezydenta Ukrayiny vid 12 sichnya 2015 roku № 5/2015 [Sustainable development strategy “Ukraine – 2020”: approved by the Decree of the President of Ukraine from January 12, 2015, No. 5/2015]. Available at: https://zakon.rada.gov.ua/laws/show/5/2015#Text.
3. Tsili staloho rozvytku: Ukrayina-2021. Monitorynhovyy zvit [Sustainable development goals: Ukraine-2021. Monitoring report]. Available at: https://www.ukrstat.gov.ua/csr_prezent/2020/ukr/st_rozv/ publ/SDGs%20Ukraine%202021%20Monitoring%20Report%20ukr.pdf.
4. 17 Tsil’ staloho rozvytku [17 Sustainable Development Goals]. Global Compact Network Ukraine. Available at: https://globalcompact.org.ua/tsili-stijkogo-rozvytku/.
5. Bezrobittya v Ukrayini v period povnomasshtabnoyi viyny [Unemployment in Ukraine during the full-scale war]. Available at: https://niss.gov.ua/news/komentari-ekspertiv/bezrobittya-v-ukrayini-v-period-povnomasshtabnoyi-viyny.
6. Kiryienko, O. M., Kobzar, N. I., & Andreychikova, A. M. (2013). Vplyv global’nykh svitovykh tendentsiy na rozvytok ekonomiky Ukrayiny [The impact of global world trends on the development of Ukraine’s economy]. Visnyk Prydniprovs’koyi derzhavnoyi akademiyi budivnytstva ta arkhitektyry, no. 6, pp. 39-43.
7. Stalyi rozvytok [Sustainable development]. Wikipedia. Available at: http://surl.li/alddz.
8. Uhodа pro asosiyatsiyu mizh Ukrayinoyu ta YES [Association Agreement between Ukraine and the EU]. Uryadovyy portal. Available at: https://www.kmu.gov.ua/diyalnist/yevropejska-integraciya/ugoda-pro-asociacyu.
9. Osnovni kharakterystyky rynku pratsi Ukrayiny u pershomu pivrichchi 2024 roku [Main characteristics of the labor market of Ukraine in the first half of 2024]. Available at: https://niss.gov.ua/doslidzhennya/sotsialna-polityka/osnovni-kharakterystyky-rynku-pratsi-ukrayiny-u-pershomu.
10. Kramarenko, I., Irtyshcheva, I., Bilousova, S., Irtyshchev, O., & Harahulia, A. (2024). Orhanizatsiyno-upravlins’ki mekhanizmy zabezpechennya informatsiynoyi bezpeky pidpryyemnyts’koyi diyal’nosti v umovakh tsyfrovoyi transformatsiyi ekonomiky Ukrayiny [Organizational and managerial mechanisms for ensuring information security of entrepreneurial activity in the conditions of digital transformation of Ukraine’s economy]. Pidpryyemnytstvo ta innovatsiyi, (32), 246-252. DOI: https://doi.org/10.32782/2415-3583/32.38.

The article was received 05.01.2025