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Almost 20 million children across the EU are at risk of poverty in 2016. This is contrary to the objectives of ensuring the well-being and normal development of children. The report looks at the various official documents, both nationally and at European level, governing children’s rights, aiming at identifying weaknesses in the existing legislative basis.
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The article is dedicated to further scientific research of conceptual and institutional platform of decent work as a prerequisite for sustainable social and economic development. Directions of transformation of the economy and society under the influence of globalization and internal factors have been substantiated. Contradictory trends in the field of social, labor and human development have been outlined. It was proved that the deficit of decent work is one of the major obstacles to sustainable development of economy and society under conditions of the new economy. The essence of sustainable development has been revealed. Its goal and the ways towards its achievement have been outlined. Factors of destabilization and asymmetry of social and labor area development in the context of the deficits of decent work have been shown. The objective causes of ideas of the development of the concept of decent work have been disclosed. It was proved that under present conditions decent work should become a global goal of development and a convincing answer to the challenges of globalization. The author`s interpretation of the institution of decent work has been suggested. The importance of the institution of decent work in the functioning of the subjects of social and labor relations has been substantiated.
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Concern for human dignity underlies all the rights and freedoms of the human person, which must guarantee the conditions for the fullest development and activity in the community legislation not only guarantees the protection of property interests of the employee, but also cares about the dignity of the working man, his life and health and mental peace. This is due to the fact that the humanism of labor law is more consistent than in other branches of law.
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The article presents the dignity of persons with disabilities through the prism of employment. Dignity is the starting point for the recognition of the existence of human rights, where one of the major categories of the contemporary canon of fundamental rights are defined social rights. Axiological support for human rights on ideals of human dignity is reflected in the numerous regulations of international law, as well as at the constitutional and legal level. Aspect of the dignity of work are also underscores by the Church's social doctrine, which is reflected in the papal encyclicals.
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The article analyzes the state and collective bargaining regulation of wages and salaries in Ukraine. This article has analyzed the advantages and disadvantages in payment conditions of sectoral and regional tariff agreements. The author suggests ways of improving sectoral and regional tariff agreements in Ukraine.
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Analyzed the system of social protection of the population in the context of decent work. Select it especially in Ukraine. The attention to its basic components and methods. It is proved the impact of social protection systems to ensure decent working conditions.
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The article considers the main task of ensuring the implementation of human rights at work. The article deals with the relationship components of decent work and human development. Opened richness of programs for decent work in Ukraine in accordance with international standards for the independence period. Also made an analysis of the functioning of the social security system in Ukraine with respect to the realization of human rights at work, based on the main strategic directions of socio-economic development of the country.
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The study determined the crisis of the national economy have a negative impact on wages and welfare of the citizens who work. The attention is focused on an extremely weighty risk of poverty, due to the political, economic crises, structural changes, and military operations in the East. The study also revealed demographic and socio-psychological causes of the spread of poverty among the population.
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Global trends of socio-economic development as a manifestation of the phenomenon of decent work are generalized. Main positions of the genesis of decent work are identified. The conclusion that employment, which provides adequate income, social security, prospects of development in conditions of freedom, equity, security, respect for human dignity and creates conditions for social integration is a fundamental platform of decent work has been substantiatyed. It is emphasized that in modern conditions progress in the sphere of labour is identified with an increase in the number of employees in high-tech industry, expansion of the tertiary sector and the innovation sphere. The author offers to consider the effective use of human resources engaged in high-tech sector as a prerequisite for decent work at the level of the national economy. It has been convincingly demonstrated that the current model of functioning and state regulation of the economy of Ukraine does not provide adequate incentives for the creation and development of high-tech industries in Ukraine. It is noted that the measurement of progress in the field of decent work should be carried out on the platform of employment diversification and dissemination of its innovative and non-standard forms under the condition of ensuring adequate social protection. Specific indicators of human resources management efficiency at high-tech branches of industry of Ukraine for 2013-2015 years in the context of decent work have been analyzed. A model of employment that meets the global regularities of economic modernization is distinguished as one of the main focuses of achieving parameters of decent work.
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In the paper priority measures, key tasks and directions of improving the mechanism of the corporate culture formation at the enterprise are defined and proved in the following way: identification of the corporate culture basic elements; definition of organization measures of proving its development; formation of major directions, purposes and the strategy of the corporate culture renewal at the enterprise. For improving the corporate culture formation at the enterprise it is proposed creation of special corporate codes, conduction of different character corporate events, which allow unite the team anf form the employees’ feeling of attachment to their company; attraction of external consultants, experts, who develop programs on the corporate culture improvement in relation to the defined organization.
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: In the article the questions of training of personnel are examined for the enterprises of food industry with the use of innovative labour. Before the state today orientiry, including overcoming of asymmetry cost in market of labour and system of the professional training of personnel development. Within the framework of this theme the questions of training of personnel of new structure are examined for the front-rank enterprises of food industry. The task of development of the system of the skilled providing of innovative activity is put and the basic ways of adaptation of all subjects of social dialog are offered to the modern requirements of labour-market.
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The main standards of social responsibility in the sphere of personnel safety (OHSAS 18001, SA8000, ISO 26000:2010, GRI), acts of the ILO on the problems of safety of work are considered in article. The implementation of the international legal acts and international standards on labour safety has the defining value in the increase of social responsibility in the sphere of personnel safety in Ukraine, promotes creation of safe working conditions at the enterprises for prevention of occupational diseases, injuries, for increase the period of active working ability of the personnel.
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It is possible to describe the organizational stress as the process, in which they have a key importance: immediate and indirect sources of the stress, the perception of the stress and his cognitive evaluation, the direct stress reaction and long-term consequences of the stress. There is a so-called scale identifying PMI in our times, with the serving tool for the identification of the organizational stress: sources of the stress, individual differences and effects of the stress. It is worthwhile applying them. Losses institutions are incurring which as a result of the effect of the stress are connected above all with fast staffing fluctuation, absences of employees, rise in the accident toll on-the-job, with reduced productivity. Costs of the organizational stress are incurring not only very organizations, but also the society as a whole. Based on existing deliberations it is possible to conclude that the stress is closely associated with the organizational culture this way, that very culture can generate sources of the stress, or the stress perhaps to influence her type and (defrom) organization. Controlling recalled relations requires the indepth analysis and choice of the best means of breaking such a state of affairs. It will enable to overcome threats both on the level of the individual, groups (of subcultures), as well as of the entire corporate culture.
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The modern methodological approaches to quality of working life and the possibilities of its level increase in innovative economy have been analyzed in the article. The interconnection between value system, value orientation of workers and their quality of working life have been determined. The factors of quality of working live factors on the level of needs, work conditions, values and value orientations of workers have been determined. The leading role of values and value systems of workers in the increase of the quality of working life has been justified.
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The article considers the state as a social investor. Performed the comparative assessment of the government's social investment in foreign countries. Investigated issues of public social investment in Ukraine and the prospects for their implementation.
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The problems in a personnel management in the stages of the "life cycle" of the development organization are discusses in the articles. The results of research conducted by the author using the expert assessments, which identified the most relevant practices in human resource management system in the stages of the "life cycle" of the development of Ukrainian organizations.
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The article considers the problems of the modern labour market, defined the importance of the process of management of migration processes in order to resolve them in Ukraine. There is a wide range of approaches aimed at improving the efficiency of managing migration to support economic growth and ensure effective policy re-emigration. In article reveals the essence of antideportation labour migration and its impact on the labour market.
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Developed onto-epistemological model of transformation and employment model of its domain as a base to explore the transformation of the institution of employment in today's labour market. Defined theoretical and methodological bases and the main aspects of the series of modification typology Institute employment, which investigated typological features of classification series employment domain. Revealed the value of modification institute series of typology of employment for the formation of the ideal type of transformation of the institution of employment in today's job market.
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Spatial diversity in the labor market and the associated disparities in access to employment are the differentiating factor of the development opportunities and living conditions of the population and slowing down the processes of economic divergence. Given the role of work in the development processes, these problems are reflected in regional policy and cohesion policy of the European Union and Poland. This article reviews the key strategic documents of the EU and the Republic of Poland taking the issue of employment and the labor market.
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The article describes the background of spreading virtual employment during the forming of network economy. The advantages of using a virtual employment for subjects of social-labor relations had been summarized. The virtual social-labor relations had been compared with traditional and their features were highlighted. The essence of the characteristic features, classification and incidence of virtual employment were determined.
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