, professor, Kharkiv, Lenina, 9 a

In heading

Economic theory;

Signed print


Issues number

2018 - № 3 (34)



Type of articles

Scientific article

Code UDK


ISSN print



Problem setting. Among the factors determining the competitive position of any economic structure, the qualitative characteristics of the aggregate labor force a leading role, shape the success of the enterprise and the best conditions for all spheres of life.
Recent research and publication analysis. The problems of the formation of adaptive characteristics of the labor force in the conditions of accelerated technological production are studied by Ukrainian and foreign scientists, but a change in the environment requires further study of the problem.
Paper objective. The purpose of the article is to generalize conceptual approaches to the formation of adaptive characteristics of the aggregate labor force in a competitive environment.
Paper main body. The successful functioning of the economic mechanism at all levels of the national economy, the formation and implementation of each of the material elements of production potential, primarily depends on the qualification level of the workers, the selection of rational quantitative and qualitative structure of the company’s total workforce, which corresponds to strategic objectives, teamwork ability, adequacy to production tasks, adaptability to changing conditions of the internal and external environment. Such qualities of the aggregate worker are ensured by the unity of a set of factors, both from the general organizational culture, the professional, cultural and educational level of the participants of production, a number of qualities of their personality, the system of material and nonmaterial stimulation, and the state of the labor market.
The aggregate worker of an enterprise is characterized by volatility (instability), which is naturally associated with its activity as an appropriate response to changes in the environment (macroeconomic, political, social, demographic, legal, market, etc.) and in the internal structure of the enterprise.
Conclusion of the research. In the coming years, in order to protect themselves from substitution and unemployment, people will need to acquire so-called flexible skills. That is to learn to constantly change and improve. After all, automation of work will affect all occupations. A one-time education and training, which most people are used to, will not work anymore. Soon, they will have to constantly acquire new knowledge and retrain.
However, changes in the qualitative characteristics of the work force must occur and are possible on the basis of the formation of motivation for improvement/change of qualification, the purchase of personal traits that meet the requirements of the employer, etc.
Short Abstract for the article
Abstract. The reasons of changes in requirements for qualitative characteristics of the labor force are revealed, the main requirements of employers and directions of development of human capital in connection with accelerated technologicalization of all spheres of life activity are generalized.


aggregate labor force, adaptive characteristics, competencies, life cycle of labor force.


External reviewer

Article in PDF

3 26-35


1. Kiryanov, A. V. (n.d.). Vidy investitsiy v chelovecheskiy kapital i ih effektivnost [Types of investments in human capital and their effectiveness]. Retrieved August 22, 2018, from [in Russian].
2. Maslow, A. H., Нerzberg, F. I., MacСlelland, D., Belbin, М., Adair, J., & McGraw, J. (2015). Prodvizhenie lyudej i komand. [Promotion of people and teams]. SanktPeterburg:Piter [in Russian].
3. Kotler, F., Vong, V., Sonders, Dj., & Armstrong, G. (2012). Osnovy marketinga [Basics of Marketing]. Moskva: «ID “Vilyams”» [in Russian].
4. Ukrainska, L. O. (2017). Sotsialno-ekonomichnyi potentsial kreatyvnoi korporatsii: osoblyvosti formuvannia [Social and economic potential of the creative corporation: features of the formation]. Ekonomichna teoriia ta pravo – Economic Theory and Law, 3(30), 11–20 [in Ukrainian].
5. Bushuev, V. V., Golubev, V. S., Korobeynikov, A. A., & Selyukov, Yu. G. (2008). Chelovecheskiy kapital dlya sotsiogumanitarnogo razvitiya [Human capital for social and humanitarian development]. Moskva: IATS Energiya [in Russian].
6. Holovko, L. S. (2014). Liudskyi kapital yak resurs ekonomichnoho rozvytku [Human capital as a resource for economic development]. Ekonomichnyi nobelivskyi visnyk – Economic Nobel Bulletin, 1(7), 122–127 [in Ukrainian].
7. Shahova, I. P. (2014). Issledovanie struktury i trudovoy motivatsii personala predpriyatiya [Study of the structure of labor motivation of the personnel of the enterprise.]. Vestik MGOU. Seriya «Psihologicheskie nauki» – Vestik MGOU. Series «Psychological Sciences», 2, 93–99 [in Russian].
8. Mincer, J. (1987). Human Capital Responses to Technological Change in the Labor Market. NBER Working Papers and Publications, 3207.
9. Thurow, L. C. (1970). Investment in Human Capital. Wadsworth Series in Labor Economics and Industrial Relations. Belmont, California, Wadsworth. Publishing Company, Inc.
10. Gromova, T. (n.d.). Roboty lishayut lyudey rabochih mest: vskore polovina naseleniya mira okajetsya na ulitse [Robots deprive people of jobs: soon half the world’s population will be on the street]. Retrieved August 22, 2018, from [in Russian].
11. Bekker, G. S. (2000). Teoriya raspredeleniya vremeni. Vekhi ekonomicheskoy mysli [The theory of time distribution. Milestones of economic thought]. Vol. 3: Rynki faktorov proizvodstva – Factor markets. Sankt-Peterburg: Ekonomicheskaya shkola [in Russian].
12. Odegov, Yu. G., & Rudenko, G. G. (2014). Istochniki razvitiya kachestva rabochey silyi [Sources of development of quality of labor]. In Yu. G. Odegov, & G. G. Rudenko (Eds.), Ekonomika truda [Labor Economics]. (2nd ed.). (pp. 19–202). Moskva: Izdatelstvo Yurayt. Retrieved from [in Russian].
13. Ananeva, T. (n.d.). Desyat kompetentsiy, kotoryie budut vostrebovanyi v 2020 godu [Ten competencies that will be in demand in 2020]. Retrieved August 22, 2018, from‑godu [in Russian].
14. 10 priznakov sotrudnika, kotorogo tochno stoit vzyat na rabotu [10 signs of an employee who is definitely worth a hiring]. (2015, April 14). Retrieved from [in Russian].
15. Boulz, S. (2017). Moralnaya ekonomika. Pochemu horoshie stimulyi ne zamenyat horoshih grajdan [Moral economics. Why good incentives will not replace good citizens]. Moskva: Izd-vo Instituta Gaydara [in Russian].

Code DOI