Social and Labor Reality – Xxi: Philosophy of Formation, Opportunities and Challenges

Abstract

The argument for the relevance of the topic of the article is the lack of systematic, interdisciplinary research on modern transformations of the complex world of work and employment, which form a new social and labor reality. The quintessence of the article is a scientific explanation of the philosophy of formation of social and labor reality – XXI, the core of which is the institute Labor4.0 in response to the challenges of the technological structure of “Industry 4.0”. New aspects of work and employment of the first decades of the XXI century are studied, the increase of knowledge in this field is covered by clarifying the essence of the changes caused by the coronaviruscrisis and their consequences for the social and labor platform Labor 4.0. The determinants of the formation of social and labor reality – XXI are identified and substantiated. The necessity of rethinking the prospects of social and labor development in the context of demographic changes is proved, the gains and losses for the “end of labor” in its classical sense are argued, the changes in the social and labor sphere with the formation of a new phenomenon, the post-global economy, are distinguished. The semantic components of the Labor 4.0 model are revealed. Emphasis is placed on the need to implement mixed (non-standard) labor regulations in the context of restrictions related to the COVID-19 pandemic, which will strengthen socio-economic security at all levels and harmonize relations between all labor market actors. The relationship and interdependence of the two institutions formed during the coronavirus crisis are studied. The priority directions of further development of labor science are outlined. The study focuses on understanding the philosophy of social and labor progress and the formation of modern in the social and labor “field”: Labor 4.0 and the economy of non-standard employment (gig-economy). The necessity of changing the theoretical, philosophical understanding of demoeconomic, technical-technological, epidemiological and social and labor reality is substantiated. The urgency of changing the vectors of socio-economic policy with the advent of worldview, economic and social culture of the new, digital, post-industrial era is proved. The presented scientific argumentation of the philosophy of modern transformations of the social and labor sphere will serve as a scientific basis for further development of the “road map” of its development on the basis of human-centeredness.

Business Corporate Social Responsibility in the Economic Recovery of Ukraine

“…А. Kolot notes that in a society that is largely fragmented, culturally split, and in which moral and spiritual values continue to be devalued, corporate responsibility is being formed gradually, implementing corporate policy into a strategy for sustainable development (Kolot, 2014). The impact of corporate social responsibility practices on the socio-economic development of organisations is determined by the following characteristics of the economy and society: 1) general level of socio-economic development and quality of the institutional environment; 2) specifics of the business and social environment in which a company operates or faces; 3) differentiated nature of the connection between different areas of corporate social responsibility and parameters of economic efficiency of companies; 4) differentiated nature of the strength of corporate social responsibility impact on financial and economic results in the short and long term; 5) value orientations of the owner (ownership).…”

Directions of the Influence of Digital Technologies on the Field of Work in the Context of Global and National Dimensions

“…For example, using additive technologies, an employee spends his working time on setting the input parameters of the production process, and then monitors the information he receives during the production process without performing physical work. Therefore, the objects of work acquire an electronic form (Kolot, A. M., 2021).…”

Demand of HR-competency in Ukraine: changes and challenges at the labor market under pandemic COVID-19

“…Напрацювання української наукової спільноти в даному напрямі можна репрезентувати окремими роботами, які розглядають різні аспекти формування компетентності менеджерів з персоналу в контексті цифровізації та формування нової соціально-економічної реальності, зокрема, це дослідження Колота [12], Лопушняк [17], Петрової [22], Василик [33], Столярук [27], а також окремим питанням формування професійної компетентності менеджера з персоналу присвячено попередні наукових доробок авторів даної статті [13-15; 21; 34]. Проте попри глибокий рівень досліджень теоретико-методичних аспектів формування компетентності менеджера з персоналу, систематизації та розроблення профілю окремих компетентностей в цій сфері, варто зазначити, що комплексний підхід до формування моделі HRкомпетентностей, який би охоплював як загальні так і професійні компетентності та базувався одночасно на аналізі міжнародного досвіду, з одного боку, та попиту на ринку праці у сегменті «Менеджменту персоналу», з іншого, залишився поза межами безпосередньої уваги вчених.…”