The goal of the article is to identify peculiarities and main problems of small business development in Ukraine, including taking into account changes in the market environment as a result of the deployment of the fourth industrial revolution. To achieve this goal the following tasks are set: to analyze the specific operation of small businesses along with big and medium; identify trends of small businesses compared with big and medium in Ukraine and small businesses in other countries; to determine the factors influencing the formation of these trends; to assess the level of innovation potential of small enterprises of Ukraine in terms of types of economic activity; identify potential internal strengths and weaknesses, opportunities and threats of small business development in Ukraine. It has been established that in the countries of the European Union (EU), the USA and Japan, small and medium-sized enterprises account for about 50% of the total number of employed. Their share in GDP is more than 50 %. For comparison, the added value of small and medium-sized businesses in Ukraine amounted to 60,1% in 2016. At the same time, there is a certain difference between Ukraine and the EU countries in the allocation of value added by size of enterprises. So, in the EU micro-enterprises produce more than 20% of value added, and small and medium-sized enterprisesabout 18 %. In Ukraine, the bulk of value added (43,4 %) is formed by medium-sized enterprises. The small enterprises is formed 16,7% of value added, and micro enterprises-only 5,4%, which indicates the low efficiency of micro enterprises in Ukraine. Among the factors that now have a negative impact on the development of small businesses in Ukraine, the following are highlighted: very low demand for products (59 % of 1800 respondents), unstable political situation (44 %); high taxes (35 %); complex tax administration (27 %); inflation and frequent changes in legislation (26 %), high regulatory pressure and corruption (23 %); war in the east of the country (20 %); low availability of loans (19 %). Among other factors, insufficient financial capacity remains a significant obstacle to the expansion and improvement of the activities of small enterprises. Problems with lack of financing for business development are relevant for 44 % of small and medium-sized enterprises. The difficulties of bringing small businesses in foreign markets are another widespread problem. 33 % of medium-sized and 36 % of small enterprises suffer from the lack of working capital. In Ukraine small entrepreneurs also complain about limited opportunities for obtaining loans. The main factor that makes enterprises abandon bank lending are high rates. The most important measures of the state policy to promote the development of small business in conditions of the fourth industrial revolution should be such as: reducing the number of documents required for business, simplifying tax administration and transforming the State fiscal service into a service for taxpayers, creating a single information r...

The article is aimed at carrying out a comprehensive analysis and an evaluation of innovative processes that are currently taking place in the organization of school meals of general secondary education institutions (GSEI) of Ukraine and aimed at improving the management of their activities. To achieve the aim, general scientific and special research methods were used. The content essence of some concepts in the theory and practice of catering are closer defined. It is determined that innovations for the development of the organization of catering of schoolchildren in modern GSEI are being implemented in the following directions: updating the collection of recipe dishes for schoolchildren; development of a multi-variant menu of dishes, composed breakfasts and lunches; organization of production of semi-finished products and finished products, new forms of student service; providing new forms of communication between students (their parents) and the head of school canteen production, etc. The assessment of the quality of organization of catering in 10 schools of different districts of city of Kyiv, which have not same level of propensity for innovative changes, is carried out. It is determined that there is a sufficiently strong correlation between the introduction of innovations in the organization of catering in GSEI and the score assessment of the quality of this organization. It is identified that each innovation has certain advantages and probable disadvantages of its implementation, in order to overcome which it is necessary to plan and implement the proposed management measures. Concluding it is substantiated that a system approach to solving a complex of issues related to innovative processes in the organization of catering will increase the efficiency, safety and quality of nutrition of GSEI students and will contribute to improving the management of their activities. It is justified that the presented results are suitable for improving both the management of GSEI and the restaurant facilities organizing meals at the place of study.

Topical issues of changing the requirements for HR managers in the labor market under the Covid crisis and digital transformation of business have been highlighted. Attention is drawn to the main responsibilities of a modern HR manager. The problems of communication interaction in the work of HR managers through the transition of employees to online or mixed mode of operation have been identified. An analysis of the supply and demand of HR managers in the labor market of different countries has been conducted. The requirements and benefits for HR manager by the sample of countries have been compared. Particular attention is paid to the work of HR-managers with expats. Distinctive characteristics of an expat in the position of HR manager have been demonstrated. In 2020-2021, the survey of HR managers has been conducted and the skills of the HR manager, which will enable him to be strategically in demand in the labor market and to contribute to the progressive development of both national and international companies have been identified. The objective of the paper is to identify transformations in the work of modern HR-managers and analysis of supply and demand for HR.

Topical issues related to the identification of factors influencing innovative transformations during the COVID-crisis have been highlighted. The aim of the study is to identify opportunities and challenges for innovative transformations and self-development in the context of the COVID-crisis. The methods of systems analysis, surveys and synthesis were used. Research data confirmed that the pandemic has not fundamentally changed the fact that the potential of breakthrough innovations continues to exist. It is not expedient for enterprises to abandon R&D and innovations, despite the current challenges. Innovative transformations require not only financial support, but also human resources and innovative ideas. According to our survey of students in 2020, it was identified that today they can be divided into those who are: 1) able to develop and try to solve problems regardless of the situation; 2) able to take advantage of opportunities but may be unable to resist threats and solve problems; 3) unable to make constructive decisions and think creatively in the COVID-crisis. To ensure progressive innovation development, the number of the first group should be the largest, and the third – the smallest. It is concluded that currently, the situation for innovative transformations is ambiguous. The paradox of imaginary and real positioning is revealed. This showed discrepancies between how potential business managers assess opportunities and respond to challenges in the COVID-crisis.

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