The article discusses topical issues of peculiarities of labor market analysis in Ukraine, efficiency of use and improvement of quality of personnel potential at the enterprise. The article is aimed at forming the methodological principles of statistical analysis of the labor market in Ukraine and studying the role of HR management in improving the quality of personnel potential on the basis of the use of the formed system of indicators and a detailed analysis of the efficiency of work and selection of candidates at different enterprises and organizations. The necessity of analyzing the personnel potential of the enterprise is substantiated, which is due to the importance of identifying the conformity of the qualitative characteristics of the enterprise’s personnel to its labor system, as well as forecasting the possibility of expanding the potential of available workers. The peculiarities of application in HR management of HRM systems (human resources management system) and HRIS (human resources information system) are covered. The main functions of HR-information systems, such as identifying potential workers, maintaining accounts of available workers and creating programs for the development of talents and skills of personnel, have been defined and analyzed. The main tasks that HRIS systems help to solve are considered. For a statistical analysis of the quality of personnel potential and efficiency of HR management of the company in the sphere of recruitment, a system of statistical indicators was formed and proposed for use, the main indicators are the following: number of employees, turnover of personnel per year (per quarter), the average age of personnel in the company, the average duration of work in the company, etc. On the basis of international data, mechanisms for improving the model of selection of candidates are defined. In the course of statistical analysis of the labor market in Ukraine, on the basis of official data of the State Employment Service, the processes of selection of candidates were investigated, the number of unemployed by professional groups and the number of vacancies and the number of unemployed by types of economic activity were analyzed.

диференціації та тенденцій розвитку сфери охорони здоров'я в Україні Метою статті є розроблення методів і прийомів для статистичного забезпечення аналізу регіональної диференціації, тенденцій розвитку та прогнозування основних показників сфери охорони здоров'я в Україні та його впливу на смертність населення. Виділено та проаналізовано основні фактори охорони здоров'я, що впливають на смертність населення в Україні. На основі застосування методів кореляційного аналізу визначено найбільш впливові фактори, до яких віднесено кількість лікарняних закладів, кількість лікарів усіх спеціальностей, кількість захворювань, захворювання населення на розлади психіки, новоутворення. Для збільшення ефективності модернізації сфери охорони здоров'я в Україні запропоновано згрупувати регіони країни за станом цієї сфери та коригувати управлінські рішення для кожної із виділених груп відповідно до її особливостей. Групування регіонів України за станом сфери охорони здоров'я проведено із застосуванням методів кластерного аналізу. Здійснено аналіз особливостей диференціації регіонів за чинниками, що впливають на смертність населення України з точки зору сфери охорони здоров'я. На основі застосування методів сингулярного спектрального аналізу досліджено тенденції розвитку, сезонність та побудовано прогноз смертності населення України на 2020 р. Доведена адекватність моделей, побудованих на основі розрахунку помилки прогнозу МАРЕ. Запропоновано використання побудованих моделей для наукового обґрунтування перспективних рівнів смертності населення за виділеними групами регіонів України; при плануванні заходів і стратегій розвитку сфери охорони здоров'я на місцевому рівні, виходячи з особливостей того чи іншого регіону; при розробленні управлінських рішень у сфері соціально-демографічної політики країни.

The article discusses topical issues regarding the leisure industry in Ukraine and abroad in order to identify key problems and prospects for its development. In the course of the study, market conditions were analyzed; the requirements of consumers for services in the field of organization of recreation and entertainment are defined; the factors influencing the development and efficient operation of the market are examined. According to the results of the study, it is substantiated that the rapid growth of the entertainment industry, both in the world and in Ukraine, is due to a positive trend to improve the quality of rest and personal development of the population. It is determined that the main problem of the entertainment industry in Ukraine is that its financing is carried out with the industry’s own funds. Instead, in many foreign countries, the entertainment industry is developing with the help of foreign investment and public funds. The peculiarities and problems of development of the international recreation and entertainment market are analyzed and it is established that in the world in the period 2006-2019 was a steady dynamic of the popularity of requests for «entertainment organization». This dynamic indicates the constant development of the entertainment market with slight seasonal fluctuations in the winter and spring months of the year. It is also identified that the recreation and entertainment market is dominated by a group of eight participants: China, Brazil, India, Russia, the Middle East and North Africa, Mexico, Indonesia, and Argentina. The average annual growth rate of the entertainment market in these countries is more than twice the growth rate of the global entertainment market. For a more complete and detailed analysis of the international recreation and entertainment market, a rating of agencies that are leaders in the global market of the analyzed services was composed. Conclusions on key problems and prospects of development of entertainment industry in Ukraine and abroad are formulated.

FEATURES OF INTERNATIONAL APPROACHES TO BUILDING QUALITY WORK INDEXES components (subindices) are determined, the main indicators, on the basis of which these subindeks are calculated, and sources of information base formation are characterized. The Quality of Work Index and its components with gender distribution in the countries of Europe (EU-28) in 2015 were constructed and analyzed. The method of calculation of components of the basic model of quality index (JQI) proposed by Muñoz de Bustillo is presented. Classification of European countries by means of various algorithms of cluster analysis is carried out. The methodological principles for updating the JQI index to ensure comparability with the index calculated in previous years (2005 and 2010) and the possibility of analyzing changes in the quality of work over time are revealed. The structure, subindices and data source of the updated JQI index are given. The main advantages of the updated JQI index are identified. According to the results of the research, it has been demonstrated how the recommended multi-dimensional quality model can be built on the basis of international data sources. It is noted that the transformation of data into a multidimensional synthetic indicator characterizing the quality of employment in the regions of Ukraine requires further methodological work and discussion. Ключові слова: якість зайнятості; якість роботи; європейський індекс якості роботи (JQI); багатовимірний індикатор; оцінювання якості роботи (робочих місць); Європейське обстеження умов праці (EWCS).

The article is aimed at forming a methodological framework for the strategic management of human resources (HRM) in uncertain environment caused by the COVID-19 pandemic. The paper considers the main approaches to defining the concept of strategic personnel management and research areas in this field. The key issues that arose during the COVID-19 pandemic affecting the behavior and form of work of most employees are revealed. Critical views on the (conceptual) inability of strategic research on personnel management to take into account new, modern HR practices are analyzed. The study identifies and analyzes three main consequences (problems) for strategic human resource management studies that emerged during the COVID-19 pandemic. In particular, the impact of the work context on the employees’ behavior and actions, tensions between stakeholders (employees, customers and communities together with shareholders), tensions between the strategic and operational roles of HR. In order to identify the main trends in personnel management and assess the priorities and expected challenges for 2022, the authors analyze the results of questioning several companies’ heads of department dealing with personnel, legal and financial issues. Based on the study, the main trends (areas) of human resources management in 2021 are identified, and recommendations are given to form strategic directions of personnel management for the future. Prospects for further research in this area are to develop recommendations on how to change personnel management practices to take into account changes in service delivery, such as increase in service digitization or reduction in physical interaction in service delivery in response to COVID-19, and to determine their influence on the customers’ key results.