Інноваційні моделі управління персоналом в міжнародному бізнесі

Abstract

У статті розглянуті питання виявлення і обґрунтування факторів, які визначають місткість, структуру і основні сегменти ринку праці в міжнародному бізнесі. Запропоновані моделі управління персоналом в міжнародному бізнесі включають в себе ряд послідовних етапів, алгоритм виконання яких дозволяє отримати в достатній мірі обґрунтовані результати.Assessing and forecasting employment in international business are important tools for state regulation of the international labor market, and rethinking their role is a necessary condition for overcoming the effects of the global economic crisis. Employment forecasting should be a priority in finding new ways to form an effective international labor market. The purpose of the article is to develop a methodology for studying the factors that determine the capacity, structure and segments of the international labor market. The article considers the issues of identifying and substantiating the factors that determine the capacity, structure and main segments of the labor market in international business. The proposed models of personnel management in international business include a number of successive stages, the algorithm of which allows to obtain sufficiently reasonable results. Analysis of the dynamics of factors over a number of years or several models over a period of time [1-3] allows to establish the basic patterns inherent in the analyzed international market to justify trends in its development and develop a forecast for the future. It is important to identify those factors whose influence will be dominant for this labor market. The effectiveness of international labor market management depends crucially on measures to influence the latter. Based on the results of the analysis, it is advisable to establish the goals of employment promotion policy for the near future, to rank priorities in the implementation of measures to promote employment and social protection in the international labor market.