REGULATION OF THE SOCIO-ECONOMIC ACTIVITY OF EMPLOYMENT PROCESSES IN UKRAINE

Abstract

The article considers the essence and importance of factors of socio-economic activity that affect the employment processes of the region and the country. An analysis of publications on related issues reflects the study of employment processes. Understanding the systemic nature of the labor market and employment as its integral part of the market system of management is outlined—differentiated indicators of socio-economic activity that affect work in certain forms: regulated, unbalanced. The goals and strategies of the regulation mechanism of employment processes as the influence of socio-economic factors are specified. The objectives of the study are outlined. It is the regulation of employment as a process considered in two ways. The first of them is manifested in support of a regulated form of work by introducing active actions to improve the level of vocational training, skills, and abilities. As for the second direction, it adds the causes of unemployment in essence. Effective macroeconomic policies are considered, ensuring regulatory, social, stabilizing, and distributive functions of economic growth, achieving optimal proportions in the distribution of the working population in intersectoral proportions, the possibility of labor mobility, and migration. Several principles have been developed that determine the impact of socio-economic activity in the region: balance and systematics, balance and structure, indicativeness; long-term orientation, adaptability, flexibility, rationality, efficiency, democracy, and freedom of economic activity of subjects in the labor market; social manifestations of adaptation and psychological support when changing jobs; ensuring the right of every employee to fair working conditions. Recommendations are theoretical and methodological and designed to increase employment in the region and the country.

An essential component of the employment process should be given to the resource provision of the region, which should include quantitative and qualitative characteristics of the labor potential of the area. Quantitative attributes of labor resources include the working-age population, its gender, the number of employed and unemployed. Qualitative characteristics are manifested in the qualification level of education, conditions of providing the people with the necessary benefits, intersectoral structure of labor resources, moral and spiritual level of the population, creativity, needs for labor mobility, and available incentives and motives for work.